Lenox

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DistrictLenox
Shared Contract District
Org Code1520000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyBerkshire
ESE RegionBerkshires
Urban
Kind of Communityresort/retirement/artistic
Number of Schools2
Enrollment829
Percent Low Income Students12
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Agreement made as of the 1st day of September, 1997, by and between the School Committee for the Inhabitants of the Town of Lenox (hereinafter referred to as "Committee") and the Lenox Education Association (hereinafter referred to as "Association")

 

 

 

 

 

 

 

 

 

 

 

AGREEMENT

 

between the

 

LENOX SCHOOL COMMITTEE

 

and the

 

LENOX EDUCATION ASSOCIATION

 

Dated

 

September 1, 2010 to August 31, 2013

 


TABLE OF CONTENTS

 

                                                                                                                                                    Page

ARTICLE I - RECOGNITION.......................................................................................................... 1

 

ARTICLE II - COMMITTEE PREROGATIVES................................................................................ 1

 

ARTICLE III - GRIEVANCE PROCEDURE.................................................................................... 2

 

ARTICLE IV - TEACHING HOURS, YEAR, AND LOAD................................................................. 5

 

ARTICLE V - CLASS SIZE............................................................................................................ 10

 

ARTICLE VI - NON-TEACHING DUTIES...................................................................................... 11

 

ARTICLE VII - ASSIGNMENTS, TRANSFERS, PROMOTIONS.................................................. 11

 

ARTICLE VIII - TEACHER EVALUATION..................................................................................... 15

 

ARTICLE IX - PERSONNEL FILES.............................................................................................. 16

 

ARTICLE X - SICK LEAVE........................................................................................................... 16

 

ARTICLE XI - TEACHER FACILITIES.......................................................................................... 17

 

ARTICLE XII - USE OF SCHOOL FACILITIES............................................................................. 17

 

ARTICLE XIII - TEMPORARY LEAVES OF ABSENCE............................................................... 18

 

ARTICLE XIV - SUBSTITUTE TEACHERS.................................................................................. 21

 

ARTICLE XV - PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT....... 21

 

ARTICLE XVI - TEAM EVALUATION............................................................................................ 24

 

ARTICLE XVII - PROTECTION.................................................................................................... 24

 

ARTICLE XVIII - INSURANCE....................................................................................................... 25

 

ARTICLE XIX - PAYROLL DEDUCTIONS................................................................................... 27

 

ARTICLE XX - GENERAL............................................................................................................. 30

 

ARTICLE XXI - DISCIPLINE.......................................................................................................... 31

 

ARTICLE XXII - SALARIES........................................................................................................... 31

 

ARTICLE XXIII - INJURY IN THE COURSE OF EMPLOYMENT.................................................. 36

 

ARTICLE XXIV - RETIREMENT ALLOWANCE............................................................................ 36

 

ARTICLE XXV - REDUCTION IN FORCE.................................................................................... 37

 

ARTICLE XXVI - LONGEVITY PAYMENT..................................................................................... 39

 

ARTICLE XXVII - DURATION........................................................................................................ 40

 

EXHIBIT A (Salary Schedules………………………………………………………………………….41

 

EXHIBIT B (Supplemental Salary Information - "Off The Scale"……………………………………44

 

EXHIBIT C (Quasi-Administrative Salaries)………………………………………………………..…45

 

EXHIBIT D (Extra-Curricular Activities and Coaches) ………………………………………………49

 

EXHIBIT E (Compensation For Professional and Curriculum Development)……………………..50

 

EXHIBIT F (Employee Evaluation)…………………………………………………………………….51

 

 


Agreement made as of the 1st day of September 2010, by and between the School Committee for the Inhabitants of the Town of Lenox (hereinafter referred to as "Committee") and the Lenox Education Association (hereinafter referred to as "Association").

 

 

ARTICLE I

RECOGNITION

 

The Lenox School Committee, hereinafter referred to as the "Committee" recognizes the Lenox Education Association, hereinafter referred to as the "Association" for the purposes of collective bargaining as the exclusive representative of a unit consisting of all professional classroom teachers teaching three or more periods a day (i.e., half-time or more), Resource Room Teachers, Consulting Teachers, Speech Clinician, Guidance Counselors, School Adjustment Counselors, Librarians and Nurses whose position requires a certificate issued pursuant to 603 CMR 7.10(42), but excluding all other professional and non-professional employees .

 

Unless otherwise indicated, the employees in the above unit will be hereinafter referred to as "teachers."

 

ARTICLE II

COMMITTEE PREROGATIVES

 

A.         The parties recognize that the Committee itself and through its Superintendent and administrators has and will continue to retain, whether exercised or not, the prerogative to direct the operation of the public schools in the Town of Lenox in all their aspects.  Such prerogative shall include but shall not be limited to: maintaining public elementary and secondary schools in the Town of Lenox; advising the Town as to the need for new school facilities; determining the care, maintenance, operation and hours of operation of buildings, lands, apparatus and other property used for school purposes; determining the number, age, and qualifications of the pupils to be admitted into each school; determining and establishing the hours and times of instruction and the length of the school day; employing, assigning and transferring teachers; suspending and dismissing teachers of the schools; designating the schools which shall be attended by the various children within the Town; making such provisions as will enable each child of school age residing within the Town to attend school for the period required by law; providing for the transportation of children; prescribing rules for the management, course of  studies, classifications of students and discipline for the public schools; selecting and approving textbooks to be used; making rules for the arrangement, use and safekeeping of the school libraries and approving the books selected therefor; preparing and submitting budgets to the Town Meeting; expending monies appropriated by the Town for the maintenance of the schools; making such transfers of funds within the appropriated  budget as it shall deem desirable.  These rights, responsibilities and prerogatives are not subject to delegation in whole or in part except that the same shall not be exercised in such a manner as to violate any of the express terms of this agreement.  No action taken by the Committee, Superintendent or administrators under such rights, responsibilities and prerogatives shall be subject to the grievance and arbitration provisions of this agreement unless the action violates one or more of the express provisions of this agreement.

 

B.         The parties acknowledge that during the negotiations which resulted in this agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject matter not removed by law from the area of collective bargaining, and that the undertakings and agreement arrived at by the parties after the exercise of the right and opportunity are set forth in this agreement. Therefore, the Committee and the Association, for the life of this agreement, each voluntarily and unqualifiedly waive the right and both agree that the other not be obligated to bargain collectively with respect to any subject or matter referred to or covered in this agreement, or with respect to any subject or matter not referred to specifically or not covered in this agreement, even though such subject or matter may not have been within the knowledge or contemplation of either or both the parties at the time that they negotiated or signed this agreement.

 

C.        If either of the parties hereto shall during the life of the agreement desire to make any proposal with respect to the modification or alteration of this agreement or with respect to any matter not expressly covered by this agreement, the said party may submit such proposal, in writing, to the other party and request a meeting.  Within ten days of the submission of such proposal, the recipient thereof shall acknowledge the receipt thereof and indicate whether or not it wishes to discuss the same. The submission of such proposal and any subsequent discussion thereof shall not be construed by either of the parties hereto as an agreement by the other that said proposal comes within the purview of this agreement.

 

ARTICLE III

GRIEVANCE PROCEDURE

 

A.         A "grievance" is a dispute concerning the interpretation or application of this agreement or any amendment or supplement thereto. A grievance shall be deemed to have been waived if it shall not have been presented or pursued within those time limits herein set forth. The time limits may be extended by written agreement of the parties. Nothing in this article shall be construed as preventing the mutual discussion and resolution of grievances outside of the procedure herein defined. Subject to the provisions hereinabove set forth, the Association has the right to participate in the processing of a grievance at any level in accordance with the terms hereof and both Committee and Association agree that only those individuals directly involved in the presentation or resolution of a grievance shall be permitted to be in attendance at conferences and hearings. Grievance and arbitration proceedings shall be held in private to the extent that the law so permits.

            When necessary to investigate a grievance during the school day, one Association representative will be given release time upon request made of the department chair, head teacher or building principal.  Every effort will be made to conduct such inquiries after school or on non-teaching time.  The Association agrees that this privilege shall not be abused.

 

 

B.         All time limits herein shall consist of consecutive calendar days exclusive of legal holidays, Saturdays and Sundays.  Grievable matters which occur after the close of the work year and before the commencement of the next work year shall be filed within 15 days of the commencement of the next work year unless the grievant or the Association had actual knowledge of those acts or omissions upon which the grievance is premised, in which event the provisions of Article III C Level One shall apply.

 

 

C.        Grievance Levels and Procedures:

 

            The four grievance levels are:

(1)               Principal / Director of Student Services

(2)   Superintendent

(3)   School Committee

(4)   Arbitration

 

The grievance levels are to be pursued in the following sequence and in the manner hereinafter described.

 

            Level One:

                        A teacher desiring to present a grievance must, within 15 days immediately after the day of the occurrence of those acts or omissions upon which the grievance is premised, present the grievance in writing to his Principal or to the  Director of Student Services, if applicable. The Principal or the  Director of Student Services shall respond in writing within five calendar days after the day of presentation. Failure to so respond in writing within the five days shall be considered a denial of the grievance by the Principal/ Director of Student Services.

 

            Level Two:

                        If the teacher wishes to further pursue the grievance, the teacher must present the grievance in writing to the Superintendent of Schools within either those five calendar days following the date that the grievance was considered to have been denied because of the failure of the Principal/ Director of Student Services to respond or within those five calendar days following the date that the response of the Principal/ Director of Student Services was submitted to teacher. The Superintendent shall respond to the grievance in writing within ten calendar days after the presentation of the grievance.  Failure to so respond in writing within the ten days shall be considered to be a denial of the grievance by the Superintendent.

 

            Level Three:

                        If the teacher wishes to further pursue the grievance, the teacher must present the grievance in writing to the School Committee within those ten calendar days following the date that the grievance was considered to have been denied because of the failure of the Superintendent to respond or within those ten calendar days following the date that the response of the Superintendent was submitted to teacher.  The School Committee shall respond to the grievance in writing within 15 calendar days of the presentation of the grievance to it.  Failure to so respond within 15 days shall be considered to be a denial of the grievance.



            Level Four:

                        The Association may, but need not, submit the grievance to arbitration. The submission to arbitration must be made within 15 days immediately following the date of the School Committee's response or within 15 days of the date that the grievance was considered to have been denied.  A copy of the submission to arbitration shall be promptly delivered to the Committee.

 

 

D.        A teacher may pursue a grievance through Level Three and have such grievance heard without intervention by the exclusive representative of the teacher organization representing said teacher, provided that the exclusive representative is afforded the opportunity to be present at all proceedings and that any adjustment made shall not be inconsistent with the terms of this agreement.

 

E.         The following general provisions shall pertain to arbitration:

 

            1.         Within ten days after written notice has been given to the Committee that a grievance is to be submitted to arbitration in accordance with the provisions hereinabove set forth, the Association will request of the American Arbitration Association a list of five potential arbitrators, whereupon each of the parties shall alternately strike two names from the list of such arbitrators until but one name remains upon the list.

 

            2.         The said remaining name shall be designated as the arbitrator.  Parties shall be bound by the rules and procedures of the American Arbitration Association unless contrary to express provisions herein set forth.

 

            3.         The cost of the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel and subsistence expenses shall be borne equally by the Committee and the Association.

 

            4.         The arbitrator will confer with representatives of the Committee and the Association and hold hearings and will issue his decision as soon as possible. The arbitrator's decision will be in writing and will set forth his findings of fact, reasoning and conclusions on issues submitted.  The decision of the arbitrator, other than the arbitrability of the issues involved, shall be final and binding upon the parties except that the arbitrator shall make no decision which alters, amends, adds to or detracts from this agreement, or which recommend a right or relief for any period of time prior to the effective date of this agreement, or which modifies or abridges the rights and prerogatives of the Committee as set forth in this agreement or as set forth in any provisions of law or which is contrary to any pertinent provision of law.

 

            5.         The following shall be granted leave with pay to attend an arbitration hearing: (a) grievant; (b) two Association representatives; (c) witnesses shall return to their duties after completion of their testimony.  Written identification of those to be granted leave shall be delivered to the Superintendent not less than seven calendar days prior to the date of hearing.

 

F.         The Committee and the administration will cooperate with the Association in the investigation of any grievance by making available to the Association all recorded information in the possession of the Committee which is within the public domain, to the extent so requested by the Association.

 

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

 

H.         The submission of any grievance to arbitration shall constitute a waiver of all other rights and remedies which the said teacher or Association may have with respect to the matter submitted to said arbitration.

 

I.          No reprisals will be taken by the Committee or the school administration against any teacher participating in the presentation of a grievance in accordance with the provisions of this agreement.

 

J.         If a grievance affects a group or class of teachers, the Association as well as the teacher may submit such grievance at Level Two.

 

 

 

ARTICLE IV

TEACHING HOURS, YEAR, AND LOAD

 

A.         The School Committee or its designee shall set the starting and dismissal times for students and make such adjustments as Committee or its designee shall deem to be appropriate in light of then current conditions. Except in emergencies, the Superintendent will notify the Association prior to such an adjustment but a failure to give such prior notification shall not act to delay or prevent the adjustment.  The decision of the Committee or its designee shall be final.   The anticipated starting and dismissal times of the regular school day are as follows:

 

                                                APPROXIMATE STARTING                         APPROXIMATE DISMISSAL      

            SCHOOLS                 TIME FOR STUDENTS                    TIME FOR STUDENTS

 

            Morris  (grade 1-5)                  8:40 a.m.                                                         3:10 p.m.

            Kindergarten (full day)             8:40 a.m.                                                         3:10 p.m.

            Kindergarten (half-day)           8:40 a.m.                                                         1:25 p.m.

            PreK (half-day)                        8:15 a.m. (M,W, Th)                                        11:00 a.m.

            PreK (full-day)                         11:45 a.m. (M-F)                                             2:30 p.m.

 

            LMMHS                                    7:45 a.m.                                                         2:24 p.m.

           

            Such adjustments by the Committee or its designees shall be consistent in time with the 2010-2013 school years.

 

 

B.         The workday of full-time teachers at Morris School will begin 10 minutes before the starting time for students, and teachers shall be at their workstations 10 minutes before the starting time for students.  The workday for full-time teachers at Lenox Memorial Middle and High School shall begin 10 minutes before starting time for students, at which time the teachers are to be at their workstations for non-instructional duties.  The workday of each teacher shall continue until all of his or her responsibilities are completed in the shared judgment of the principal and the teacher.  These responsibilities include being reasonably available outside the normal instructional times to members of the school community (i.e., students, parents, colleagues) for events which may include, but are not limited to, team meetings, IEP meetings, parent consultation and professional development.  Additionally each teacher is expected to communicate to the school community his or her plan for availability. 

            The Superintendent and Principal shall communicate with a teacher any concerns the Superintendent or Principal may have pertaining to such teacher’s workday.  The work day for a part-time teacher within the unit assigned to the Morris School shall begin 10 minutes before the teacher is to be at his/her work station for instructional duties and for a part-time teacher within the unit assigned to Lenox Memorial Middle and High School shall begin 10 minutes before his/her first duty assignment.  The workday of each part-time teacher shall continue until all of his/her responsibilities for the day are in the shared judgment of the principal and part-time teacher completed.  These responsibilities include being reasonably available to members of the school community (i.e., students, parents, colleagues) for events which may include, but are not limited to, team meetings, IEP meetings, parent consultation and professional development.   Additionally, each part-time teacher is expected to communicate to the School Committee his or her plan for availability.  The Superintendent and Principal shall communicate with a teacher any concerns the Superintendent or Principal may have pertaining to such teacher's workday.

 

            For part-time teachers within the unit who do not have teaching responsibilities, the workday shall be as established by the Superintendent.

 

C.        Full-time teachers and part-time teachers within the unit working a full workday will have a duty-free lunch period as follows:

 

            1.         Morris School: five consecutive school days (30 minutes in length).

 

            2.         Lenox Memorial Middle and High School:  five consecutive days (30 minutes in length).

 

D.        Part-time teachers within the unit working less than a full workday will have a duty-free lunch period if appropriate.

 

E.         Teachers may be required to remain after the end of the regular workday, without additional compensation, as follows:

 

            1.         One day each month (1-1/2 hours in length): faculty meetings called by the school principal.

 

            2.         An average of one hour per week:  curriculum, department or other meetings authorized by the Superintendent of Schools or the principal.

 

            3.         Schedule and participate in individual conferences with parents of pupils.

 

F.         A part-time teacher may be excused by the Superintendent or the Superintendent’s designee from a particular meeting on terms acceptable to the part-time teacher and the Superintendent or his/her designee.

 

G.        Part-time teachers shall attend parent conference days and released time days.  A part‑time teacher shall be paid on a pro-rated salary basis for the time required to be in attendance on such days in excess of such part-time teacher's regular workday.

 

H.         All teachers may be required to attend, without additional compensation, three evening meetings each year.  Attendance at all other evening meetings will be at the option of the individual teacher.

I.          The school calendar shall be established by the Committee.  The "work year" for the teacher (other than new personnel who may be required to attend additional orientation sessions) will begin no earlier than the last Wednesday in August and terminate no later than June 30.  The work year shall include days when pupils are in attendance, orientation days at the beginning of the school year, conference days, and any other days on which teacher attendance in the opinion of the Superintendent is desirable, provided, however, that the work year shall not exceed 183 days and provided further that said work year shall not include Saturday and Sunday and those days observed within the Commonwealth of Massachusetts. [as Labor Day, Columbus Day, Veterans’ Day, Thanksgiving Day, Christmas Day, New Year's Day, Martin Luther King Day, Presidents’ Day, Patriots Day and Memorial Day, Saturday and Sunday].

 

J.         Full-time classroom teachers will, in addition to their duty-free lunch period, have preparation periods during which they will not be assigned any other duties, as follows:

 

            1.         Grades 1-5:  normally five (5) periods a week (when a specialist takes over the class) for a total of 3.75 hours per week.

 

            2.         Full-Day Kindergarten Teachers:  normally five (5) periods a week (when a specialist takes over the class) for a total of 3.75 hours per week.

 

            3.         Extended Day Kindergarten (assuming 1:30 p.m. dismissal for students).  Normally four (4) periods a week (when a specialist takes over the class) for a total of three hours per week.

 

            4.         Academic subject area grades 6-12 teachers will not be assigned more than seven (7) periods a day, consisting of an average of one (1) preparation per day and an average of not more than six (6) student supervision periods per day per six (6) day cycle.

 

K.     Exceptions to the provisions of paragraph A of this article may be made if the Superintendent of Schools (or the designee) determines that it is necessary to do so in the best interests of the educational process and the Association will be notified of each instance.

 

L.      Flexible Hours Work Schedule:  It is recognized by the parties that it may be advantageous both to individual teachers and to the educational program of the Lenox Public Schools to allow for flexible work scheduling.  In consideration thereof, the Association and the Committee agree as follows:

 

1.      No members of the bargaining unit will lose a job or be reduced in time as a result of this flextime provision during the implementation or continuation of this provision.

 

2.      An Advisory Flextime Program Oversight Committee ("Oversight Committee") shall be created.  The Oversight Committee shall consist of two (2) representatives of the Association and two (2) representatives of the Committee.  The Superintendent and the LEA President will jointly agree on the composition of the Committee.  The Oversight Committee shall act in an advisory capacity to the Superintendent.

3.      A flexible work hours schedule proposal may be submitted to the Superintendent by teachers and/or school or program administrators.  Individual teachers and/or administrators shall be required to demonstrate the educational benefit to students.

 

4.      Proposals shall be submitted no later than April 1 of each year, and approved no later than May 15.  Once approved, a flexible work schedule shall not be modified prior to the expiration of the approved proposal.  Flexible work schedules shall be reviewed yearly by the Oversight Committee.

 

5.      A flexible hours schedule shall be the equivalent of the total work time requirement which the individual teacher is required to work under the collective bargaining agreement.  No teacher shall be required to work non-contiguous hours, nor shall a teacher be required to work in excess of the total hours set forth in this contract.

 

6.      Individual teachers who elect to participate in a flextime opportunity shall do so on a strictly voluntary basis.  Flextime opportunities shall be made available to teachers on a voluntary basis through an in-house posting.  In filling flextime postings, consideration shall be given to a teacher’s certification, area of competence, major and/or minor field of study, quality of teaching performance, attendance record and length of service in the Lenox School System. 

 

7.      Non-professional status teachers shall be eligible to participate in the Flextime Program, if they receive prior approval of the Superintendent and the President of the LEA.

 

8.      It is understood that a flexible hours work schedule is an arrangement between the individual teacher and the Superintendent.  As such, in the event said teacher severs his/her employment during the period of the flex schedule, no member of the bargaining unit shall be assigned to said flex schedule involuntarily.

 

9.      The Oversight Committee shall report on the Flextime Program to the joint bargaining teams of the parties during the term of the contract.

 

10.  The fact of an individual's participation or non-participation in the Flextime Program shall not adversely affect his/her evaluation or result in discipline, reassignment or transfer.

 

M.        Extended contract provision (Beginning with the 2011-2012 School Year):  This Agreement permits recognition of extra instructional responsibilities assigned to a teacher that exceed the duties expected of a teacher as described in Articles IV section J. In such cases, the Superintendent may approve a temporary increase in salary based upon the factors described in item 5 specified below. Extended contract recognition is only for the period during which these extra responsibilities are assigned.

1.                  The administration may request that a teacher perform instructional duties during time periods in which instruction is not normally performed. These time periods include before/after school, during a teacher’s prep period or during a period where a teacher would normally be assigned a duty function (e.g. study hall, playground monitoring, monitor etc.)

2.                  The teacher has the right to decline such requests.

3.                  The Association will be notified of all extended contracts, and whenever possible, notification will be prior to the issuance of such contracts. Such contracts will terminate at the end of the school year.

4.                  Contracts may be terminated by the administration or the teacher during the school year provided 60 calendar days of advance notice is given

5.                  The salary increase for an extended contract shall be determined by the following factors:

a.      The extended responsibility is either a course (in the middle and high school) or a subject (in the elementary school) in addition to the regularly assigned course or subject, or is an additional section of a regularly assigned course;

b.      The temporary increase in salary is computed with the following percentages of the teacher’s current salary according to the time the additional responsibility is offered: (i.) in place of a study or duty, (ii.) before or after the school day, or (iii.) in place of a preparation period.

Additional course (per cycle) or subject (per 45 minute block):           

                                                        Prep             Before/After     Study/Duty

6 periods      7.00%           6.50%              6.00%

3 periods      3.50%           3.25%              3.00%

1 period        2.00%           2.00%              1.00%

Additional section of a regularly assigned course (per cycle):

                                                        Prep             Before/After     Study/Duty

6 periods      6.00%           5.00%              4.00%

3 periods      3.00%           2.50%              2.00%

1 period        1.00%           1.00%              0.50%

c.      The temporary increase in salary for such additional responsibilities offered for periods per cycle other than 6, 3, or 1 will be computed as a fraction of the stipend for a 6 period offering.

 

ARTICLE V

CLASS SIZE

 

A.         In the event that the number of pupils per class shall exceed those "bench marks" set forth below, the Association may, within 20 calendar days of the occurrence thereof, request of the Superintendent that the matter be referred to the "Class-Size Committee" (such committee shall consist of the principal of the school involved, the Superintendent and two teachers designated by the President and the Association).  This committee will conduct such investigation as it shall deem appropriate and shall, within 30 days of referral of the matter to it, submit to the School Committee the recommendations of the majority of the Class Size Committee and the recommendations of the minority, if such there be.  The School Committee shall thereupon review such recommendations and shall, within 30 days of the receipt thereof, take such action as it shall deem to be appropriate.  The action of the School Committee or the failure of the School Committee to act within the aforesaid 30 days shall be subject to the grievance procedure through Level Three and the decision of the School Committee shall be final and binding and shall not be subject to arbitration.

 

B.         A teacher(s) may request that his/her principal review a class size issue for adjustment, regardless of the number of students in the classroom.  The principal shall, within 10 days, make a recommendation for adjustment to the teacher(s).  If said recommendation does not resolve the issue, the teacher(s) may notify the Association and the protocols set forth in Section A shall commence.

 

C.        The parties agree that the following class sizes will be referred to as bench marks, which, when unreasonably exceeded, would constitute cause to invoke the solution procedure set forth above.

 

            1.         Elementary Schools:

                        a.         Pre K/Kindergarten ....................................................................25 pupils

                        b.         First Grade through Fifth Grade ................................................25 pupils

 

            2.         Grades 6-12:

                        a.         Academic Subjects......................................................................25 pupils

                        b.         Computer Labs ................…………….…..…Number of available stations

                        c.         Science Labs ................................................Number of available stations

                        d.         Shop Labs.....................................................Number of available stations

                        e.         Art Lab...........................................................Number of available stations

                        f.          Drafting Labs.................................................Number of available stations

                        g.         Physical Education........................................................................30 pupils

                        h.         Band/Choral Instruction.....................................Unlimited number of pupils

                        i.          Study Hall..............................................................Guided Study: 30 pupils

                        j.          Writing Labs...................................................Number of available stations                                                                                                                          

                                                                                               

 

D.        The goal for Physical Education classes held in the LMMHS gym is to not exceed 50 pupils in each period where two teachers have been assigned, provided always that such Physical Education classes may, in the Principal’s sole discretion, have up to 60 pupils.

 

E.         Every reasonable effort will be made to apportion students equitably among the teachers.  The grievance procedure may be invoked on questions arising under this paragraph through Level Three and the decision of the School Committee shall be final and binding and shall not be subject to arbitration.

 

 

 

ARTICLE VI

NON-TEACHING DUTIES

 

A.   Teachers at the elementary school shall be relieved of supervision of playgrounds, cafeterias and buses, provided, however, that if the Administration deems such supervision to be essential, teachers will perform such supervision.  Such supervision shall be equitably distributed among those teachers whose assignments permit.  Teachers may discuss questions of such equitable distribution with the applicable building principal.

 

B.   The Committee will, to the extent practicable, relieve teachers of non-teaching administrative and clerical tasks such as collecting money from students for non‑educational purposes, duplicating instructional and other materials, and other similar clerical functions.

 

C.     Teachers at Lenox Memorial Middle and High School shall be relieved of after-school bus supervision duty.

 

 

ARTICLE VII

ASSIGNMENTS, TRANSFERS, PROMOTIONS

 

A.         Definitions

 

            1.         "Teacher Assignment" - That written notification of Superintendent or his/her designee issued prior to or at the beginning of a school year which indicates (a) the school house or school houses at which a teacher is to perform his or her professional duties, and (b) the grades and subjects to be taught by the teacher, or, if the teacher is other than a classroom teacher, the nature of the professional duties to be performed ("teacher assignment" does not include appointments to those positions referred to in Exhibit C and D).

 

            2.         "Teacher Transfer" - That written notification issued during a school year which changes a "teacher assignment" during that school year.

 

            3.         "Administrative Positions" - The positions of Superintendent of Schools, Principal, Assistant Principal, Dean of Students, and Director of Student Services.

 

            4.         "Quasi-administrative Positions" - Department heads, head teachers and similar positions.

 

            5.         "Teaching Positions" - All professional positions within the school system which are not hereinabove defined as "administrative positions" or "quasi‑administrative positions" or in Exhibit C.

 

B.         Teacher Assignment

 

            On or before June 1, the administration shall notify each teacher of his/her "teacher assignment" for the next school year.  The Superintendent or the Superintendent’s designee retains the right to change a "teacher assignment" any time between June 1

            and the commencement of the school year to which it pertains, provided, however, that a change in "teacher assignment" shall be made between June 1 and the commencement of the school year only if the Superintendent or the Superintendent’s designee shall have informed the teacher involved of the reason or reasons for such change.  The teacher may request to meet with the Superintendent to discuss the change in "teacher assignment".  The teacher's request to meet with the Superintendent must be made within five days of the delivery to teacher of the change in "teacher assignment".  The Superintendent upon receipt of the teacher's request shall promptly meet with the teacher and shall discuss with the teacher the reasons for the change.  The teacher may have a representative of the Association present at such meeting.

 

C.        Teacher Transfer

 

            The Superintendent or the Superintendent’s designee reserves the right to direct a "teacher transfer," but whenever the Superintendent or Superintendent’s designee contemplates such transfer, he/she shall, at least ten calendar days prior to the effective date of such transfer, give to the teacher written notice of the contemplated transfer.  The teacher may, within five days of receipt of the notice, request in writing to meet with the Superintendent to discuss such transfer.  The Superintendent shall grant the teacher the opportunity to so meet before the "teacher transfer" is effectuated.  Teacher may have a representative of the Association present at such meeting.  Compliance with the procedural provisions of this paragraph (but not the substantive decisions hereunder made) shall be subject to the provisions of Article III.

 

D.        Teacher Initiated Change in "Teacher Assignment" or "Teacher Transfer"

 

            Whenever a teacher wishes a change in assignment or a transfer from one "teaching position" to another "teaching position", he/she shall make application thereof.  Said application shall be in writing, addressed and delivered to the Principal if the change of assignment or transfer is within the Principal's building, otherwise to the Superintendent and shall set forth the change sought and the reasons therefor.  If the grant of the requested change shall not, either directly or indirectly, cause the transfer of a teacher other than applicant, the Principal or Superintendent as the case may be shall, within ten calendar days immediately ensuing the date of the receipt of said application, advise the teacher of his/her decision.  If the grant of the change shall, either directly or indirectly, cause the transfer of a teacher other than the applicant, the Principal or Superintendent as the case may be shall advise the applicant teacher of his/her decision within ten days after having complied with the provisions of paragraph C of this article.  The decision of the Principal or Superintendent as the case may be to grant or deny an application for transfer or change in assignment made under this paragraph shall not be subject to grievance or arbitration.  If the change sought by teacher comes within the purview of paragraph F of this article, this paragraph D shall not apply.

 

E.         Vacancy in Administrative Position

 

            Whenever a vacancy in an administrative position occurs, the Superintendent shall, as soon as practicable, cause a notice of such vacancy to be mailed or otherwise delivered to the President of the Association. The Superintendent shall post a notice of the vacancy upon one or more of those bulletin boards referred to in Article XII.  Such notice shall set forth the minimum qualifications for the position, its duties, anticipated range of compensation to be paid and the date the vacancy is expected to be filled.  Applications for such positions shall be accepted from the professional personnel within and without the school system.  The Superintendent agrees that he/she shall, in selecting an applicant, consider the professional background, attainments and experience of each applicant, together with such other factors it shall deem to be relevant.  If, in the judgment of the Superintendent, the professional background, attainments, and experience of the applicants deemed by him/her to be most qualified are substantially equal, he/she will give preference to an applicant then currently employed by the Committee unless, in the opinion of the Superintendent, the grant of such preference shall not be in the best interest of the school system.  Compliance with the procedural provisions of this paragraph shall be subject to grievance and arbitration but the substantive decision of the Superintendent regarding the appointment shall not be subject to grievance or arbitration.

 

F.         Vacancy in a Teaching Position

 

            Whenever the termination of a teacher's employment or the creation of a new position results in a vacancy in a teaching position after all "teacher assignments" and "teacher transfers" have been completed, the Superintendent shall, as soon as practicable, cause a notice of such vacancy to be mailed or otherwise delivered to the President of the Association.  The Superintendent shall post a notice of the vacancy for ten calendar days upon one or more of those bulletin boards referred to in Article XII except that only five days shall be required if in the judgment of the Superintendent circumstances warrant a shorter notice.  If such vacancy occurs after the close of the work year and before the beginning of the next work year, notice will be sent to the President of the Association and to each teacher who has given the Superintendent a self-addressed stamped envelope with a request that such teacher be notified of a vacant position which such teacher is certified to fill.  Teachers wishing a different teacher assignment are to notify the appointing administrator by February 1st of each work year.  All requests for a different teacher assignment shall remain in force for the ensuing work year. 

 

            Such notice shall (a) describe the position, (b) indicate the last date that it is expected the vacancy will be filled, and (c) indicate the last date that applications for appointment from teachers within the system will be accepted.  Applications for appointment to the position shall be accepted from professional personnel within and without the system.  If the appointing administrator expects the appointment of an applicant from without the system, he/she shall at least five calendar days prior to the date that he/she makes such appointment, so advise the teacher of the date the appointment is intended to be made.  Upon request of an applicant from within the system, the appointing administrator shall meet and confer with such applicant.  Such meeting and conference shall take place before the appointing administrator makes the appointment. 

 

            The appointing administrator shall in filling the vacancy consider the professional background, attainments and experience of the applicants from within the system together with such other factors as he/she shall consider to be relevant and he/she further agrees that he/she shall give preference to applicants from within the system unless, in his/her opinion, the grant of such preference shall not be in the best interest of the school system.  The decision of the appointing administrator with respect to the appointment shall be final and binding and shall not be subject to grievance or arbitration.  However, compliance with the procedural provisions of this paragraph shall be subject to grievance and arbitration.

 

G.        Quasi-Administrative Positions

 

            1.         The Committee reserves the right to define the duties and responsibilities of each such position, provided, however, that such duties and responsibilities shall not be changed during the term of an incumbent.

 

            2.         An appointment to a quasi-administrative position is for a period of one year unless the appointment shall otherwise specify and no appointee is entitled to automatic reappointment. No appointee shall be removed from his/her teaching position as a result of appointment to or termination from the quasi-administrative position without just cause.

.

            3.         Department Heads shall be granted adequate time to perform their supervisory duties within the regular workday, but Department Heads and Head Teachers agree that the satisfactory performance of their duties may entail work beyond the regular workday.

 

            4.         Department members (teachers in the elementary building in the case of head teachers) will be consulted prior to all appointments other than reappointments of incumbents.  However, the occurrence of such consultation and the adequacy thereof shall not be subject to grievance or arbitration.

 

            5.         If the administration contemplates appointing to a quasi-administrative position an individual who was not in the employ of the school system for a period of at least 90 days prior to the effective date of the appointment, the Superintendent shall so advise the Association by causing a notice to be placed upon one or more of the bulletin boards referred to in Article XII. Such notice shall set forth the position involved, the effective date of the appointment and the fact that the administration contemplates appointing an "outside applicant".  Such notice shall be delivered and posted at least ten days prior to the effective date of the appointment.  Any teacher who has been in the employ of the school system for at least 90 days prior to the effective date of the appointment and wishes to be appointed to the position may request an opportunity to meet with the Superintendent or principal involved to discuss the appointment.  Such request shall be made within three days of the posting of the aforesaid notice. The appointing person will meet with each teacher who requests a meeting before the appointment is made.  The teacher may have a representative of the Association present at such meeting.  The selection of the appointee shall not be subject to grievance or arbitration.

 

            6.         Teachers appointed to quasi-administrative positions shall be paid, in addition to the salary he/she would be otherwise entitled to as a teacher, a stipend in accordance with Exhibit C.

 

 

 

            7.         In situations where one department head is supervising two separate departments, when said position becomes vacant, parties will meet and discuss whether such practice should continue with the final decision to be made by the School Committee any time after the parties’ second meeting.

 

 

ARTICLE VIII

TEACHER EVALUATION

 

A.         Purpose:         The purpose of "Teacher Evaluation" is:

 

            1.         To provide information for the continuous improvement of the teacher's performance through self-reflection and an exchange of information between the person being evaluated and the evaluator.

 

            2.         To provide for the improvement of the quality of the professional services rendered by the individual teacher to the school system, and

 

            3.         To provide a record of facts and assessment for personnel decisions.

 

B.         The process of evaluation and supervision and the product thereof are not to be construed as conclusive measurements of the relative competency of teacher for purposes of assignment or promotions.

 

C.        Monitoring and observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher.  However, such requirement is not to be construed as preventing an evaluator from making constructive suggestions based upon information otherwise acquired by the evaluator.  The teacher will be given a copy of any observation or summative evaluation report prepared by his or her evaluator and will sign and return the report to the evaluator within 10 school days.  A completed copy of the evaluation report will be given to the teacher within 10 school days of the report's return to the evaluator.  Teachers will have the right to discuss such reports with their evaluator.  The person being evaluated shall have the opportunity to respond in writing to any evaluation report and a copy of such will be appended to the report and placed in the teacher's personnel file.

 

            1.         Any comments by the evaluator will be accompanied by a statement of the evaluator's expectations regarding improvement if expected.

 

            2.         The evaluator shall attempt to point out continuing deficiencies in teacher performance but failure to repeat deficiencies in a later evaluation does not mean that the deficiencies no longer exist.

 

D.     Reports made as a result of "Teacher Evaluation" shall be placed in the "Personnel File" (see Article IX) of teacher involved.

 

 

 

 

 

ARTICLE IX

PERSONNEL FILES

 

A.         Teachers will have the right, upon request, to review the contents of their personnel file, by appointment, excluding personal or confidential recommendations for which the teacher has agreed to waive his/her right to review.  A teacher will be entitled to have a representative of the Association accompany him/her during such a review and the Superintendent may be present if he/she so desires.

 

B.         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 the material.  The teacher will acknowledge that he/she has had an opportunity to review such material by affixing his/her signature to the copy to be filed with 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/her answer shall be reviewed by the Superintendent and attached to the copy.

 

C.        Any complaint regarding a teacher made to any member of the administration by any parent, student, or other person will be promptly called to the attention of the teacher and investigated by the administration if the complaint is to become a part of the teacher's personnel file.  Prior to the placement of said complaint in the teacher's file, the source of such complaint will be revealed to the teacher.  A teacher will be given the opportunity to respond to and rebut such complaint.

 

 

ARTICLE X

SICK LEAVE

 

A.         A teacher shall be credited with 12 days of paid sick leave during each work year of employment.  Sick leave shall be accumulated without limit from year to year.

 

            Part-time teachers shall be eligible for sick leave on a prorated basis.

 

B.         Accumulated sick leave may be used for the purposes of illness only and in the event of the absence of a teacher because of illness for more than five consecutive days or the development of a pattern of absences in any work year, the teacher shall, upon request of the Superintendent or his/her designee, submit to the Superintendent a certificate of a duly practicing physician substantiating such illness.

 

C.        If a quarantine is established by the local Department of Public Health because of exposure to a contagious disease during performance of professional responsibilities, then any absence due to quarantine periods shall be paid for in full and shall not apply against the credit of sick leave. In all such cases the Department of Public Health or its designated agent, such as the school nurse, must submit the notice of quarantine to the Superintendent to include the beginning and closing of the quarantine period.

 

 

 

 

 

ARTICLE XI

TEACHER FACILITIES

 

Each school will have the following facilities:

 

A.                  Space in each classroom in which teachers may safely store instructional materials and supplies.

 

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

 

C.                 An appropriately furnished room to be reserved for the exclusive use of the teachers as a faculty lounge.  Said room will be in addition to the aforementioned teacher work area.

 

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

 

E.                 A well-lighted and clean male teacher rest room and a well-lighted and clean female teacher rest room.

 

F.                  Whenever possible, a separate private dining area for the exclusive use of the teachers.

ARTICLE XII

USE OF SCHOOL FACILITIES

 

A.         Subject to the consent of the building administration, the Association will have the approval to use school buildings without cost at reasonable times for meetings for its members. Sufficient notice in advance of the time and place of such meetings shall be given in writing to the principal of the building in question.

 

B.         The Superintendent may, but need not, grant teachers the right to use facilities and equipment and shall specify the terms and conditions of such use.

 

C.        One bulletin board in each school building shall be provided for the purpose of displaying Association notices, circulars, and other materials.

 

 

ARTICLE XIII

TEMPORARY LEAVES OF ABSENCE

 

A.         The Superintendent may, but need not, grant temporary leaves of absence without loss of pay for the following reasons and upon the following terms and conditions (the grant or denial of leave by the Superintendent shall be conclusive and his/her decision shall not be subject to grievance or arbitration).

 

            1.         For the purposes of visiting other schools or attending meetings or conferences of an educational nature, provided request is made to the Superintendent.

 

            2.         For the purposes of attending conventions, seminars and conferences, provided request is made to the Superintendent in writing at least ten days before the commencement of the time of the requested absence.

 

            3.         For reasons approved by the administration, provided such leave shall not exceed three hours in a given day.

 

B.         Teachers shall be granted temporary leaves of absence without loss of pay for the following reasons and upon the following terms and conditions:

 

            1.         For bereavement purposes in the event of a death in the immediate family of the teacher, or a person living within the teacher’s household, a period not in excess of five school days.  In the event of a death outside the immediate family, leave may, but need not be granted, at the discretion of the Superintendent. The aforementioned leave need not be taken consecutively but is to be used within 30 days immediately following the date of death except where internment is delayed, any one or more said days may be used to attend the internment and related services.  Under unique circumstances, the superintendent may but need not approve the extension of the taking of bereavement days beyond the 30 day period. 

 

            2.         For reasons personal to the teacher which cannot be performed outside of the "work day." Said leave shall not cumulatively exceed three (3) days in any one work year and shall not be used as additional vacation, extension of holidays, or as time off for the convenience of a teacher when other arrangements may be made.  Normally, a temporary leave request for absence for personal reasons must be submitted to the Principal at least 24 hours in advance.  If advance notice is impossible to give, the teacher shall submit a temporary leave request upon return. Teachers may but need not provide reasons for leave taken under this Section 2 but shall abide by the standard outlined.  Unused personal days at the end of each fiscal year shall be added to accumulated sick leave under Article X hereof to be used for the purposes of illness only as provided in Article X, paragraph B, and may not be used for personal or other non-illness leave.  The Association and Committee shall work cooperatively to achieve a better understanding by teachers of what is and is not permitted under this Section.  The Committee or designee gives up its right to challenge an individual teacher's use of leave under this Section unless the day(s) requested precedes or follows a vacation or occur at the beginning or end of the school year. Patterns of absences may be brought to either party's attention at any time.

 

3.        For rendering necessary care or comfort to an ill member of the teacher’s immediate family or a person living within the teacher’s household. Leave may also be granted at the discretion of the Superintendent for fulfilling other familial obligations which require activity which cannot be performed outside the work day. Said leave shall not cumulatively exceed five days in any one work year. Said leave for fulfilling other familial obligations will terminate on the last day of each contract year.

 

 

            4.         For attendance at the MTA Annual Meeting, provided they are designated by the President of the Association to be delegates.  The total leave taken by all delegates shall not cumulatively exceed three school days in any one work year.

 

            5.         For the Association President or his/her designee to attend conferences of MTA/NEA provided the President makes a timely request to the Superintendent.  Said leave shall not cumulatively exceed two (2) days in any one year.

 

6.                  Part-time teachers shall be eligible for temporary leaves of absence on a prorated basis.

 

7.                  A teacher who has been subpoenaed to appear in court on a day he/she otherwise would have worked will be granted compensation by the Committee in an amount which, when added to the compensation received for such court appearance will equal his/her regular prorated salary.

 

C.        The Committee may but need not grant unpaid temporary leaves of absence to teachers for the following reasons upon the terms and conditions set forth below and upon such further terms and conditions as Committee may determine, and the grant, denial and imposition of terms and conditions by Committee with respect to such leave shall be conclusive and shall not be subject to grievance or arbitration.

 

            1.         For the purpose of extended academic pursuit.

 

            2.         For the purpose of engaging in an elected position in a professional association such as the Massachusetts Teachers Association or the National Education Association.

 

            3.         To serve in the Peace Corps.

 

            4.         To serve as an exchange teacher

 

            5.         To serve in public office.

 

            6.         For such other purpose as Committee shall deem to be appropriate in any given instance.

 

D.        The Superintendent may but need not grant temporary leaves of absence to teachers for the following reasons upon the terms and conditions set forth below and upon such further terms and conditions as the Superintendent may determine, and the grant, denial and imposition of terms and conditions by the Superintendent with respect to such leave shall be conclusive and shall not be subject to grievance or arbitration.

 

            1.         Because of illness or injury which does not come within the purview of Article X or which extends beyond the period provided for in said Article.

 

            2.         To serve on jury duty.  Teachers who are required to perform jury duty shall be granted upon prior written notification from the teacher a short-term leave of absence by the Superintendent of Schools from the school system without loss of pay or related benefits.  Such teachers will receive that portion of their regular salary which, together with compensation for jury duty, equals the teacher's normal salary for that period of time.  All other benefits shall continue to accrue.  Teachers agree to request the court that jury service be performed at a time when school is not in session.  If a teacher serving on jury duty is excused for or during a specific day before the end of the teacher's workday, the teacher is to report to work.

 

            3.         For such purpose as the Superintendent shall deem to be appropriate in any given instance, provided such leave does not exceed five days.

 

E.         The Superintendent may but need not grant leaves of absence to teacher for "sabbatical" purposes. The grant, denial and the imposition of terms and conditions by the Superintendent shall be conclusive and shall not be subject to grievance or arbitration, provided, however, that if such leave is granted, teacher shall, during sabbatical, be paid by Committee an amount not less than 50% of the salary the teacher would have been paid if he/she had remained in the employ of Committee during the sabbatical period.  The teacher will agree that in addition to any other terms established by the superintendent, he/she shall enter into a written agreement with the superintendent that upon termination of such leave, will return to service in the Lenox Public Schools for a period equal to twice the length of such leave and that, in default of completing such service, will refund the town an amount equal to such proportion of salary received while on leave.

 

F.         Teachers shall be granted temporary leaves of absence without pay for attendance at legal proceedings, and administrative hearings, including the State Labor Relations Commission, provided said proceedings or hearings pertain to collective bargaining or contract administration relating to the unit herein recognized and provided the total leave taken by all the teachers cumulatively shall not exceed 30 school days in any one work year.

 

G.                 The Superintendent may grant an unpaid temporary leave of absence to a female teacher who has been employed by the Committee for at least three consecutive months as a full-time teacher shall be granted, upon request, a leave for the purpose of giving birth. The teacher must intend to return to work at the conclusion of the leave of absence.  The teacher shall notify the superintendent and building principal in writing at least 45 school days prior to the probable date said leave is to commence or as soon as is practical.  The length and conditions of the leave will comply with the Family and Medical Leave Act of 1993 or any other applicable federal and state laws.  A copy of the Family and Medical Leave Act and the Massachusetts Medical Leave Act will be available in the office of each building and the superintendent’s office.

 

H.                 The Superintendent may grant an unpaid temporary leave of absence to a teacher (or his or her spouse if the spouse is also a teacher) for the purpose of adoption, foster placement and for rearing of a newly adopted or newly placed foster child seven (7) years old or younger or, in the case of a physically or mentally disabled child, 22 years old or younger. The said leave shall be without pay except that the teacher may utilize accumulated sick leave days during the leave granted hereunder.  No provision of this section shall be deemed to be in conflict with the Family and Medical Leave Act of 1993 or any other applicable federal or state laws.

 

ARTICLE XIV

SUBSTITUTE TEACHERS

 

A.         It is agreed that substitute teachers are not members of the bargaining unit and are not entitled to the benefits of this contract.

 

B.         If it is contemplated that a substitute teacher will be used for 90 or more consecutive school days, Committee will endeavor to employ a substitute who has met the state certification requirements.  Compensation will be in accordance with the salary schedule.  If a certified substitute teacher is not available, such vacancies will be filled by qualified non-certified personnel.

 

C.        If a teacher is ill or otherwise unavailable, every reasonable effort will be made to secure a substitute teacher before a regular teacher is asked to substitute.

 

D.        If a principal assigns a classroom teacher to act as a substitute for a scheduled class during the teacher's preparation period, the classroom teacher will be paid $ 15.00 per period or portion thereof.  Class coverage arranged between teachers on a voluntary basis will not be compensated.

 

 

ARTICLE XV

PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT

 

Certification:  The District and the Superintendent shall endeavor to assign employees within their areas of certification and competence. It is the responsibility of every educator to be fully licensed or have license pending at all times and to meet all licensure requirements as required by Massachusetts General Laws and the Massachusetts Department of Education. The district will endeavor to employ only fully licensed teachers, or those whose license is pending, or those on approved Massachusetts Department of Education waivers. The district will strive to hire only the most highly qualified and motivated teachers. It will be the responsibility of all teachers to provide their principal and the Superintendent’s office with a copy of their most current licensure.

 

A.         The Committee agrees that in a fiscal year it will reimburse a teacher in an amount not to exceed $500 for tuition and in an amount not to exceed $20 per credit for fees in attending a course at an accredited college which (a) have been completed in said fiscal year, (b) attendance has been with prior written approval of the Superintendent, (c) the teacher shall have, in the opinion of the Superintendent, satisfactorily completed such course and shall have attained a grade not lower than “B” or its equivalent or receives a “pass” for a course which is only graded pass/fail (i.e., no teacher may opt to select pass/fail), (d) the teacher has submitted evidence of payment.

 

B.         The Committee agrees to provide additional reimbursement to a teacher for tuition in attending a course of particular significance to the Lenox Public School’s education program provided (a) that the aggregate amount of additional reimbursement dispersed to all teachers in a given fiscal year does not exceed $2,000 or such greater amount as specifically designated in the budget, (b) that the conditions for the $500 reimbursement outlined above are met, (c) that prior written approve is obtained from the Superintendent specifically for the additional reimbursement amount.  A teacher may appeal a denial by the Superintendent to a Tuition Committee consisting of one School Committee member, one administrator appointed by the Superintendent, and two teachers appointed by the Association unless the denial was based on insufficient funds under this subparagraph.

 

            A teacher reimbursed under Section F of the Article is not entitled to any reimbursement under this paragraph for any reason.

 

C.        When a teacher visits other schools, attends meetings, conventions, seminars or conferences pursuant to leave granted under paragraph A1 and A2 of Article XIII, the Committee shall reimburse teacher for all reasonable expenses actually incurred such as meals, lodging, registration fees and travel expenses when approved in advance by the Superintendent or his designee.  Mileage reimbursements shall be in accordance with IRS guidelines for the per mile rate in effect as of September 1 of each year.

 

            Exceptions to the above may be made by the Superintendent or his designee and the teacher prior to attendance at such activities.

 

D.        Professional Development Points
 

1.      Beginning on September 1, 2003, the following teachers will be eligible to utilize Professional Development Points to be applied towards advancement on the salary schedule:  (a) teachers hired before September 1, 2003 who hold a Master’s degree or are on the BA+40 column, and (b) those teachers who began work after September 1 2003 who have earned a Master’s degree.

 

2.      Professional development programs to be submitted by a teacher must meet the criteria of being intellectually challenging, add to the teacher’s repertoire of skills and content knowledge, enhance their contribution to the learning of students and lead to the improvement of teacher skills.  Teachers must meet the goals and objectives of the school system and the teacher’s individual professional development plan.

 

3.      Requests will be submitted to the Superintendent for review and approval.  A standard pre-approved form for this purpose shall be available in the principal’s office.  Completed forms are to be submitted to the superintendent for approval prior to participating in the professional development experience.

 

4.      Credit will be awarded on the basis of one credit for each 15 hours of course work or training.  For example, 15 hours = 1 credit, 30 hours = 2 credits, etc.  to a maximum of three credits for 45 hours per contract year.  The content of the professional development experience should be equivalent in academic rigor to a graduate level course.

 

5.      In order to earn credit, participants must provide (a) evidence of attendance for the hours requested, and (b) an observable demonstration of learning which could include a written product, report, or other forms of documentation required by the superintendent.

 

6.      There must be evidence that there are blocks of at least fifteen (15) professional development hours which are ongoing and provide information and/or training in the same subject or topic area.

7.      Professional development points for the purpose of movement on the salary schedule will not be awarded for in-house programs of the Lenox Public Schools, attending workshops during the school day, attendance at professional conferences or informational session/meeting, mentoring, peer coaching, peer assistance, serving as a cooperative teacher, being a member of an accreditation team, publishing an earned doctorate thesis, authoring a curriculum development unit, designing activities for students, or attending one day workshops unless they lead to the accrual of at least 15 hours in the same subject or topic area.

 

E.         The Committee shall reimburse or pay a teacher for attending courses at accredited colleges which are taken for nondisciplinary reasons at the written direction of the Superintendent, provided that (a) the teacher shall have, in the opinion of the Superintendent, satisfactorily completed such course or courses and shall have attained a grade not lower than “B” or its equivalent or receives a “pass” for a course which is only graded pass/fail (i.e., no teacher option to elect pass/fail); (b) the teacher has submitted evidence of payment.  Teachers shall request such reimbursements in writing.

 

F.         Effective September 1, 2003, the Committee will reimburse a teacher up to two-thirds (2/3), but not more than $4,000, for tuition costs associated with the earning of his or her first master’s degree if such a degree is required for his or her professional license. Any amount paid (up to the $4,000 cap) must be paid within five (5) years of starting the program.  The teacher must receive prior written approval from the Superintendent and must be enrolled in a formal program that will lead to a master’s degree.  Reimbursement will be granted after the teacher presents verification of successful completion of a course of study from the school that will approve the credits that will apply to the degree approved by the superintendent.  The teacher must have earned a grade of B or better in each of the courses in which enrolled, or its equivalent, or a pass for courses that are only graded pass/fail if the teacher has no option but to elect pass/fail.  If a person enters this program, he/she is not eligible for reimbursement under the present course reimbursement plan as described in Article XV, Section A until after the individual completes the master’s program.  The Committee will budget a minimum of $8,000 to fund this program.  Requests made after July 1 will be determined on a first come first serve basis.  If a person applies late and no funds remain, the individual will be placed at the top of the list for the next year of funding.  Only tuition will be reimbursed.  Fees, meals, room or mileage will not be paid through this program.

 

            If, after the completion of the Master’s program, a teacher leaves the district before a two year period has been completed, the teacher must reimburse the district for any amount in excess of professional development provided for in Article XV, Section A.

 

 

ARTICLE XVI

TEAM EVALUATION

 

Any teacher who is required to participate in a full or partial team evaluation of a student or students will be given, normally, one week's notice prior to the meeting.

 

 

 

The Committee recognizes the necessity for paper work in regard to preparing materials for an educational assessment used in a partial or full team evaluation and, where feasible, efforts will be made to avoid unreasonable demands for materials beyond the usual limits of preparation outside of class time.

 

ARTICLE XVII

PROTECTION

 

A.         Teachers will immediately report in writing all cases of assault made or suffered by them in connection with their employment to the Superintendent of Schools and the building principal.  The building principal shall, if requested by the teacher (a) request the Lenox Police Department to investigate the incident and (b) request the Lenox Police Department to assist the teacher to obtain a show cause hearing.

 

B.         A copy of the teacher's report under paragraph A hereof will be forwarded to the Superintendent who will comply with any reasonable request from the teacher for information in its possession relating to the incident or the persons involved.

 

C.        The Committee agrees to indemnify teachers in accordance with the provisions of Massachusetts General Laws, Chapter 258, § 9.

 

D.        In the event a criminal complaint is sought against a teacher by way of a show cause hearing because of an act or omission of the teacher, which act or omission occurs in the course of and arises out of teacher's employment by the Committee, the Committee may to the extent permitted by law have the Committee's legal counsel assist the


legal counsel in writing as soon as practicable after the occurrence of any such act or omission a full and complete account of such act or omission together with such other information as the Committee and its legal counsel shall from time to time request.

 

ARTICLE XVIII

INSURANCE

 

A.      The Committee will pay fifty percent (50%) of the premium for individual or family coverage, whichever is applicable in the particular case, for the Indemnity Health Plan (currently Master Health Plus) of the Berkshire Health Group.

 

B.     The Committee will pay 80% of the individual or family coverage, whichever is applicable in the particular case for the HMO plan (Network Blue New England Value Plus) with such benefits and through such organizations as the Town of Lenox shall from time to time select.

 

C.     The Committee will pay 77.5% of individual or family coverage, whichever is applicable in the particular case for the PPO plan (currently Blue Care Elect Value Plus) with such benefits and through such organization as the Town of Lenox shall from time to time select.

 

 

 

D.     The Committee will pay 75% of individual or family coverage, whichever is applicable in the particular case for POS plan (currently Blue Choice New England Value Plus) with such benefits and through such organization as the Town of Lenox shall from time to time select.

 

E.     The Committee will share with the LEA the administrative costs of the administration of a Flexible Spending Account program.  The Committee will assume 80% of the administrative costs, the individual member will assume a 20% cost.

 

F.      The Committee shall give teachers at least once a year an open enrollment period during which each teacher may select one of the plans offered under paragraphs A, B, C and D.  During open enrollment, the Town is to give written notice of the plans that will be offered for the following year and expected cost for each of the plans for the coming year.

 

G.     The Association waives all rights to bargain over any and all changes in the movement of prescription drugs from one tier to another.

 

H.     The teachers will be eligible to participate in a group life insurance plan.  A $5,000 life insurance policy is available, 75% of the premium cost of which is borne by the Town of Lenox unless modified in accordance with Massachusetts General Laws, Chapter 32B.

 

I.         The Committee will continue to contribute to the existing group disability insurance program established by the MTA for teachers within its employ who work 20 or more hours per week and will pay the premiums for each participating teacher to a maximum of $4.29 per month provided each participating teacher authorizes payment of the balance of the premium, if any, through payroll deduction.

 

 

 

J.         1(a)      If a Unit A employee was enrolled in the Town’s HMO, POS or PPO health insurance plan on June 30, 2006 and thereafter chooses to un-enroll from these plans and remains un-enrolled in any of the Town’s HMO, POS PPO or Medex health insurance plans for three (3) consecutive years [measured from the date the employee’s coverage terminated], the Town shall pay the employee $3,500, so long as (1) the individual remained employed by the Committee and as a member of the bargaining unit under the terms of this collective bargaining agreement for the entire 3-year period, (2) the individual remained eligible to join or re-join the Town’s HMO, POS or PPO health insurance plan during the entire 3-year period, (3) the employee is not at any time during the 3-year period covered, through a spouse or otherwise, by any of the Town’s health insurance policies [including but not limited to the HMO, POS,  PPO or Medex] and (4) the employee is covered under another health insurance plan for the entire 3-year period and provides satisfactory evidence of such coverage to the Committee.

 

(b) If at any time after the initial termination of coverage but before the expiration of 3 consecutive years the employee wishes to re-join the Town’s insurance plan, he or she may do so if (a) such decision is made during the annual “open enrollment” period, or (b) a “qualifying event” occurs which would entitle the employee to re-join under the law. If an employee re-joins the Town’s HMO, POS, PPO or similar health insurance plan during that 3-year period, or in any manner becomes covered under the terms of any of the Town’s health insurance plans during that 3-year period, no payment [partial or otherwise] shall be made.

 

(c) This benefit is available one time only for any individual.

 

2.  (a) If during a health insurance open enrollment period a member of this bargaining unit who was paying health insurance premiums and was thus covered by the Town’s health insurance plan during the entire one-year period prior to the date the open enrollment period ends chooses to join a less expensive HMO, POS or PPO [but not Medex] individual or family plan offered by the Town for the subsequent plan year and remains a member of the less expensive plan for the entire subsequent year, the Town will pay the employee one-half of the amount the Town saves for that one year.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

For example, if an employee was covered under the Town’s PPO-Individual plan from July 1, 2006 until June 30, 2007 and during the open enrollment period in May 2007 changed to the HMO-individual plan, the employee would be eligible for payment by the Town. The amount of the payment would be equal to 50% of the difference between (a) the cost to the Town of 77.5% of the PPO-individual plan for the 2007-08 year [July 1, 2007 – June 30, 2008] and (b) the cost to the Town of 80% of the HMO-Individual plan for the 207-08 year. [Thus, if the annual PPO-Individual premium for 2007-08 was $7,000, and the annual HMO-Individual premium for 2007-08 was 5,800, the Town would be responsible to pay the individual as follows: $7,000 x 77.5% = $5,425; $5,800 x 80% = $4,640; difference = $5,425 – $4,640 = $785; Town payment is 50% of $785 = $392.50].

 

(b) No payment under paragraph (a) above shall be made to an individual who at any time during the term of this collective bargaining agreement changed coverage from a less expensive plan to a more expensive plan [whether from individual to family or from HMO to PPO or POS]

 

(c) Payment by the Town will be made in June of the year in which the change became effective [in the above example, in June 2008].

 

(d) This benefit is available only once for any individual or any household or family during the entire time they work for the School Committee and/or the Town.

 

 

 

 

ARTICLE XIX

PAYROLL DEDUCTIONS

 

A.         The Committee agrees to deduct from the salaries of its teachers dues for the Lenox Education Association, the Massachusetts Teachers Association, the National Education Association, or any one of said associations as said teachers individually and voluntarily authorize the Committee to deduct, and to transmit the monies, promptly to the Lenox

            Public Schools Education Association.  Teacher authorization will be in writing in the form set forth below:


 

           

 

                                                         "Dues Authorization Card"

 

                        Name _______________________________

 

                        Address _____________________________

 

                        I hereby request and authorize the Lenox School Committee to deduct  $_____ in ten equal monthly payments over the remainder of the school year and for succeeding school years, and transmit to the Lenox Education Association.  I understand that the Committee will discontinue such deductions for any school year only if I notify the Committee in writing to do so not later than 60 days prior to the commencement of the school year.  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 from any liability therefor.

 

 

                        Teacher Organization:

 

                        __________ Lenox Education Association

 

                        __________ Massachusetts Teachers Association

 

                        __________ National Education Association

 

                        Dated:  _____________

 

                                                                        __________________________________

                                                                             Teacher's Signature

 

 

B.         Each of the associations named in paragraph A above will certify to the Committee in writing the current rate of its membership dues.  Any association which will change the rate of its membership dues will give the Committee 30 days written notice prior to the effective date of such change.

 

C.        Teachers may authorize the School Committee to deduct from their salary a contribution to Voice of Teachers for Education, of an amount which the teacher shall specify in writing on a form similar to "A" above.  The Committee will certify on the payroll the amount to be deducted by the treasurer.  Such amounts shall be transmitted to the Lenox Education Association within thirty (30) days.  The Association will be responsible for submitting said funds to VOTE.

 

D.        Teachers will be eligible to participate in a “tax-sheltered” annuity plan established pursuant to M.G.L. c. 71, § 37B.

 

E.         Teachers will be eligible to participate in the Flexible Benefit Program under such terms and conditions as are from time to time established by the parties to this agreement.

F.         Agency Fee

 

1.      Effective thirty (30) days after the first day of the 2004-2005 school year in accordance with M.G.L. 150E, Section 12 each employee identified in the recognition clause of this contract will be required to pay either membership dues or an agency fee, except that an employee who on the date of the execution of this agreement is not a member of the Association shall not be required to pay an agency fee to the Association.  An employee who is a member of the Association on the date of the execution of this agreement may cease membership in the Association and shall be required in accordance with M.G.L. Chapter 150E, Section 12 to pay the agency fee to the Association.

 

2.      Not withstanding Section 1 above, employees covered by this Agreement shall upon the operative date of this section have the following options:  (a) payment of annual dues by authorized dues deduction; (b) payment of agency fee by authorized dues deduction; (c) cash payment equal to that amount certified as the Agency Fee to the Lenox Education Association’s Scholarship Fund, the Town of Lenox Scholarship Fund or another charity named by the Association on or before June 30 of each school year.

 

3.      The Association will be solely responsible for enforcing the provisions of this section.  The Committee will not be responsible for enforcing any provision of this section.  Neither the Committee nor any member of the Administration will be required to take any action to compel an employee to pay to the Association the Agency Fee nor

shall any employee be disciplined or discharged as a result of his/her failure to make any payment provided for in this Article.

 

4.      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 of common law, made or instituted against the Committee or its agents, employees or administrators, resulting from this section.  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.

 

5.      If any court of competent jurisdiction determines that any part of the Article XIX, Section F, is unconstitutional, in violation of statute, or otherwise unenforceable, all of the other parts of this section will be null and void.

 

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

 

7.      All provisions of Article XIX, Section F will terminate on August 30, 2009.

 

 

 

ARTICLE XX

GENERAL

 

A.         Copies of this agreement will be printed at Committee expense and a copy given to each teacher.

 

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

 

C.        Teachers will not be required to drive pupils to activities which take place away from the school building.

 

D.        At the faculty meeting prior to the opening of school, the President of the Association or his/her designee will be provided time to greet the combined annual assembly of the faculty.

 

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

 

F.         The names of all new staff members and their building, grade and subject assignments will be made available to the Association and in no case later than September 15.

 

G.        Department heads will be consulted during the budget-making process for their recommendations on departmental needs.

 

H.         The President of the Association will be sent, through the inter-school mail, a copy of all School Committee agendas and School Committee minutes available to the public.

 

I.          Each teacher having a paraprofessional in his/her classroom shall as part of such teacher's duties provide the person evaluating such paraprofessional with information usable in evaluating such paraprofessional by completing the "Evaluation Input Form."  This form is not to be used as the sole source of information to evaluate a paraprofessional's performance.

 

J.         The parties agree that without further bargaining, including bargaining implementation and impact, the Committee may establish a different method of providing nursing services with the result that nursing services may be provided only by one nurse, having at a minimum a certificate issued pursuant to 603 CMR 7.10(42) together with others not within the unit.  It is further agreed that although the positions of the nurses will be impacted by the agreed upon job descriptions and could be further impacted for reasons other than the establishment of a different method of providing nursing services, it is not the intent of the Committee to begin implementing significant restructuring while those nurses employed by the Committee on September 1, 2000, hold nursing positions.  However, the parties also agree that at any time after one of the two nurses employed by the Committee on September 1, 2000, ceases to be employed by the Committee, the Committee may, at its option, proceed to restructure the position that was vacated.

 

ARTICLE XXI

DISCIPLINE

 

A.         The Association and each teacher recognizes the authority and responsibility of the Committee and administration to reprimand and discipline a teacher for just cause.  If a teacher is to be reprimanded or disciplined by a member of the administration, the teacher shall have the right to have a member of Association present.  The presence or absence of just cause shall be subject to grievance and arbitration as provided in Article III unless the teacher has the right to challenge the reprimand or discipline in a proceeding provided by statute in which event the teacher shall use the statutory proceeding rather than grievance or arbitration. The non-renewal of a teacher at will is not being considered as either discipline or reprimand.

 

B.         If a teacher at will receives notice that he/she shall not be employed during the next academic year that teacher shall have the right to meet and confer with the Superintendent.  If teacher wishes to so meet and confer with the Superintendent, the teacher shall so request in writing within the ten calendar days following notice of non-renewal.  Superintendent shall thereupon set the date and hour of such meeting and conference which date and hour shall be within 15 calendar days following the date of the teacher's request therefor.  The teacher shall, at such meeting, be advised of the reason or reasons for non-renewal.  The decision of the Superintendent to employ or not to employ any such teacher shall be final and binding and shall not be subject to grievance or to arbitration.  Teacher shall have the right to have a representative of the Lenox Education Association present at such meeting and conference.

 

C.        The layoff or dismissal of a teacher at will who has not been teaching in the District more than 90 days is not to be considered as either discipline or reprimand.

 

ARTICLE XXII

SALARIES

 

A.         Salaries during the term of this contract shall be paid to all personnel within the unit defined in Article I in accordance with and at the rate set in Exhibit A. and the following provisions:

 

1.         For the term of this contract teachers who are eligible for a step increase will receive the salary specified in Exhibit A for the corresponding year with step adjustments as follows:

·         From 2009/2010 to 2010/2011 each teacher advances one step

·         From 2010/2011 to 2011/2012 each teacher advances one step

·         From 2011/2012 to 2012/2013 each teacher decreases one step*

(* see the detail description in Exhibit A accompanying the 2012/2013 table)

                   

2      Teachers who are at the top step of their column in the year preceding the year specified in each table of Exhibit A are considered to become “off the scale” in that year. Base salaries specified in Exhibit A do not apply to teachers who become “off the scale” during this contract or were considered “off the scale” prior to the term of this contract.  Teachers considered “off the scale” will receive a percentage increase to their base salary as specified here:

·         Effective Sept.  1 2010 a 1% increase

·         Effective Sept.  1 2011 a 2% increase

·         Effective Sept.  1 2012 a 3% increase

 

            3          Nurses hired by the Committee after September 1, 2000 holding a then-current Standard Certificate pursuant to 603 CMR 7.10(42) may only advance to the BA+40/MA column (but no further) if they have a Masters in Nursing.

 

4          Subject to confirmation of need, that the nurses be reimbursed for the cost of annual licensure and the cost of liability insurance not to exceed a $200 premium.

 

B.         1.         Teachers shall be paid bi-weekly according to the schedule set up by Town Treasurer.

 

            2.         Teachers may elect to have July and August payments made during the preceding June if request is made in writing no later than the beginning of that work year,  For example, to receive payments in June 2011 for July and August 2011, the request must be made prior to August 30, 2010. 

 

            3.         Payments made under Exhibit C shall be incorporated into the bi-weekly pay.

 

            4.         Payments made under Exhibit D shall be made on the first regular payday following expiration of teacher's duties under Exhibit D.

 

5.         Counselors, school nurses, and librarians who are assigned to work beyond the normal school year will be paid 1/201 of their annual pay for each full day worked.  A teacher who agrees to be called in by the special education director (or designee) to meet the IDEA requirements during the summer will also be paid at the rate of 1/201.

 

            6.         Part-time teachers will be placed on the salary schedule in accordance with the Unit A salary schedule and their salaries shall be computed on a prorated basis (calculations will be based on days per week, days per year, periods per day, hour per day, etc. as appropriate).

 

            7.         Notwithstanding #6 above, any Lenox Memorial Middle and High School teacher who is assigned at least five-sixths (5/6) teaching load shall be considered full-time for purpose of salary.

 

C.        Each teacher currently employed shall be advised of his/her "vertical level" and "horizontal level" for the work year here involved by October 15 of each work year.  A teacher first employed during the term of this agreement shall be advised in writing of the vertical and horizontal levels at which he/she is first employed at the commencement of his/her employment and a teacher so first employed must be placed within a vertical and horizontal level set forth in Exhibit A.  In determining vertical placement on the salary schedule, a teacher first employed during the term of this agreement shall be given appropriate credit for past experience up to four years.  Additional credit may be granted for experience beyond four years.

 

D.        1.         Each teacher other than teachers within the vertical column marked BA (Bachelor's) degree shall at the commencement of each school year advance to the next highest vertical level.

 

            2.         A teacher who was in the employ of the school system on September 1, 1976, or who shall have been employed thereafter and is placed in the Bachelor's column shall be entitled to four increments until he/she shall have earned 15 hours of approved credit.

 

            3.         The parties acknowledge that vertical steps do not necessarily represent years of work experience or the length of employment by the School Committee.  A teacher first employed during the term of this agreement may advance vertically on the salary schedule in the succeeding work year only if such teacher begins work as a teacher on or before November 1st.

 

E.         1.         The "horizontal level" of each teacher will be determined by his academic credits as set forth on Exhibit A, subject to approval by the Superintendent of Schools.  Academic credits between recognized degrees shall be recognized for purposes of incremental increase only if in the opinion of the Superintendent of Schools the acquisition of such credits has some direct relation to (1) the teacher's area of involvement, (2) academic responsibility or (3) the acquisition of such credits is a part of the program leading to a Master's degree.  Generally, only graduate level courses will be approved under (1), (2), (3) except undergraduate courses may be approved if related to a teacher's assignment and not repetitive of prior academic work.  If the Superintendent shall determine that one or more such academic credits do not satisfy either (1), (2), or (3), he/she shall advise the teacher in writing.

 

            2.         To qualify for a new "horizontal level" all course work must be completed on or before September 1.

 

F.         A teacher will be placed on the horizontal level set forth on the salary schedule for the particular year as follows:

 

            1. Column A - Bachelor's (B.A.)         Automatically upon receipt of a Bachelor of Arts, Bachelor of Science or equivalent.

 

            2. Column B - B.A. + 30                      Automatically upon satisfactorily earning thirty (30) "approved academic credits" beyond the Bachelor's Degree.

 

            3. Column C - B.A.+40                       Automatically upon satisfactorily earning forty (40) "approved academic credits" beyond the Bachelor's degree.

 

            4. Column C - Master's (M.A.)            Automatically upon receipt by teacher of a Master's Degree in Education or within the area deemed by the Superintendent to be within the area that the teacher is performing within the Lenox Public Schools.

 

            5. Column D - B.A.+55                       Automatically upon satisfactorily earning fifty‑five (55) "approved academic credits" beyond the Bachelor's Degree.

 

            6. Column D - M.A.+15                       If the teacher has received a Master's Degree, automatically upon teacher satisfactorily earning 15 "approved academic credits' (exclusive of "approved academic credits" used to obtain a Master's Degree).

 

            7. Column E - B.A.+70                        Automatically upon satisfactorily earning seventy (70) "approved academic credits" beyond the Bachelor's Degree.  Effective September 1, 1991.

            8. Column E - M.A.+30                       If the teacher has received a Master's Degree, automatically upon teacher satisfactorily earning 30 "approved academic credits" (exclusive of "approved academic credits" used to obtain a Master's Degree).

 

            9. Column F - M.A.+45                        If  teacher has received a Master's degree, automatically upon teacher satisfactorily earning 45 "approved academic credits" (exclusive of

"approved academic credits" used to obtain a Master's Degree).  Effective September 1, 1991.

 

            10.  Column G - M.A.+60                    If teacher has received a Master's degree, automatically upon teacher satisfactorily earning 60 "approved academic credits" (exclusive of "approved academic credits" used to obtain a Master's Degree). 

 

G.        Teachers whose duties require inter-school travel shall be paid at the per mile rate of the current IRS guideline for such travel (in arranging schedules, a reasonable effort will be made to limit inter-school travel).

 

H.         Teachers may but need not accept appointments to those positions referred to in Exhibit D.  All appointments shall be deemed to expire at the end of the work year next ensuing the date of the appointment unless the Superintendent in making such appointment shall indicate a different expiration date.  A teacher may at any time request an appointment to any such position upon expiration of the then incumbent's term.  Such request shall be in writing.  The Superintendent shall post each position to be filled (unless the incumbent is to be reappointed to the position) for 10 calendar days upon one or more of the bulletin boards referred to in Article XII except that shorter notice may be utilized if in the judgment of the appointing administrator circumstances warrant a shorter notice. 

 

            If no qualified member of the unit described in Article I applies for appointment to a position described in Exhibit D, the Superintendent may appoint to such position an individual who is not a member of the unit.  In determining the qualifications of a unit member for appointment to Exhibit D positions, the Superintendent may consider among other factors whether such unit member will be able to satisfactorily perform the duties of such position.  If a member of the unit is so appointed, the member shall receive as compensation the amount determined in accordance with the provision of Exhibit D.

 

            If the Superintendent expects to appoint an applicant from without the system, he/she shall at least five calendar days prior to the date that he/she makes such recommendation, so advise, in writing, all applicants from within the system.  The writing shall advise the teacher of the date that the Superintendent intends to make his appointment.  Superintendent shall, upon request of applicant from within the system, meet and confer with such applicant.   The teacher's request for a meeting and conference shall be in writing and shall be delivered to the Superintendent within the two calendar days following the date of Superintendent's notice to the teacher.  The teacher may have a representative of the Association present at such meeting. The decision of the Superintendent with respect to the appointment shall be final and binding and shall not be subject to grievance or arbitration.  However, compliance with the procedural provisions of this paragraph shall be subject to grievance and arbitration.

 

            Nothing in this agreement shall be construed as (1) requiring the Superintendent to fill any position referred to in Exhibit D, or (2) precluding the Superintendent from adding any other similar position or (3) requiring the Superintendent to reappoint members of the unit to the positions generally referred to in Exhibit D, or (4) defining the nature, extent and specifics of the duties and the positions generally referred to in Exhibit D, provided, however, that the nature, extent, and specifics shall not be changed during the term of the appointment except by agreement.

 

            It is agreed that the satisfactory performance of those duties generally referred to in Exhibit D may entail work beyond the normal "work day" of a teacher.

 

            A teacher shall not be removed from such positions prior to the expiration of the term of his/her appointment other than by mutual consent or for just cause.

 

 

 

 

 

ARTICLE XXIII

INJURY IN THE COURSE OF EMPLOYMENT

 

A.         If a teacher, because of injury sustained in the course of and arising out of teacher's employment, is receiving benefits under Chapter 152 of the General Laws of the Commonwealth of Massachusetts (Workmen's Compensation Act), the Committee shall pay to such teacher each pay period so long as such teacher is receiving weekly incapacity compensation benefits under said Chapter 152, an amount equal to the difference between the teacher's salary at the time of such injury and the amount of weekly incapacity compensation being received by the teacher.  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. The number of teacher's accumulated sick leave days available to the teacher shall be reduced by the amount equal to the total sum paid to teacher under this article divided by the teacher's per diem rate. 

 

            (Total amount payable = the number of teacher's accumulated sick leave days available to the teacher shall be reduced by the amount equal to the total sum paid to teacher under this article divided by the teacher's per diem rate.)  (# that accumulated sick days is to be reduced by = Total sum paid to teacher divided by teacher's per diem rate.)

 

B.         If the illness or injury of a teacher comes within the purview of both this article and Article X, it shall be deemed to come within the purview of this article, and such teacher shall not be paid any benefits pursuant to Article X for such illness or injury, except as is provided in the preceding paragraph.

 

C.        Teacher's per diem rate is determined by dividing the salary provided for in Exhibit A by the number of days in the teacher's work year.

 

ARTICLE XXIV

RETIREMENT ALLOWANCE

 

A.         A teacher in the employ of the Committee for a period of 10 years or more who retires under the Massachusetts Retirement System while in the employ of the Committee who has attained the age of 55 years or has 20 years of credited service in the Massachusetts Retirement System shall be paid upon such retirement a sum determined by multiplying such teacher’s accumulated days of sick leave at retirement including the teacher's personal days added under Article XIII(B)(2) by the applicable per diem retirement rate provided such teacher, except in the event of death, has completed his/her work assignment for the current school year.  The per diem retirement rate is as follows:

 

            Accumulated Days of Sick Leave                               Per Diem Retirement Rate

 

                        0-100                                                                           $25.00

 

                        101-200                                                                       $30.00

 

                        201 and more                                                              $35.00

 

            Example:                     For a teacher with 225 days of accumulated sick leave, the allowance shall be computed as follows:

 

                                                First 100 days x $25/day plus the next 100 days x $30/day plus remaining 25 days x $35/day for a total of $6,375.00.

 

B.         Any teacher eligible to receive compensation under the preceding paragraph who submits on or before December 15 written notice that he/she will retire at the end of the school year, shall be paid the additional sum of $1,500 and thereafter to be paid in accordance with paragraph (c) immediately following. If a teacher notified the Committee after the December 15 date, the Committee will have the option of paying the retirement allowance up to 19 months after notification is received.

 

 

C.        Amounts payable under this article shall be paid on the first regular pay date following the date of retirement.  In the event of the death of a teacher eligible to receive compensation under paragraph A of this article, the amount payable under this article shall be paid to teacher's spouse, or if none, to the estate of the deceased teacher.

 

D.        Committee may, but need not, grant retirement benefits to any teacher not otherwise eligible for compensation under this article for such reason or reasons as shall seem appropriate to the Committee.  The grant, denial, imposition of terms and imposition of conditions by the Committee with respect to the same shall be conclusive and shall not be subject to grievance or arbitration.

 

E.         The number of accumulated days of sick leave accumulated when a teacher worked less than full time shall be prorated on the basis of such teacher's full-time equivalency.

 

ARTICLE XXV

REDUCTION IN FORCE

 

A.         If the Superintendent, notwithstanding anticipated retirements and attrition, contemplates a reduction in the number of professionals employed by the Committee and also concludes that such reduction is likely to result in the termination of the employment of one or more members of that unit described in Article I hereof serving as teachers with professional status, Superintendent shall implement such reduction in the following manner:  The Principals involved shall recommend to the Superintendent the professionals to be laid off and in making such recommendation or recommendations, the Principals shall consider (a) the relative competency of members of the professional staff, and  (b) the relative length of service of members of the professional staff and (c)

the areas within which members of the professional staff are certified or may be certified, provided always that when the elements of sub-paragraph (a) and (c) are substantially equal, the length of service shall prevail.

 

            Notwithstanding the foregoing, in the event of a reduction in force of nurses, sub‑paragraph (c) above shall not apply and in lieu thereof the following shall apply:  (c) the areas within which nurses are licensed and experienced within the school system.

 

B.         Within 90 days of the receipt of the said recommendations of the Principals, the Superintendent shall, subject to such constraints as may be imposed by law and the terms of this agreement, proceed to implement such reduction.  Teachers who may be laid off under this article shall be notified in writing, no later than June 15 of the school year preceding the school year in which the reduction will take effect, of the Superintendent's intent to lay off the teacher.  The decision of the Superintendent to lay off a teacher shall be final and shall not be subject to grievance or arbitration.

 

 

 

C.        "Length of Service" (seniority) means a professional teacher's continuous length of service in the present school system measured in years, months, and days from the teacher's first day of employment as a teacher.  Temporary leaves of absence shall not constitute a break in service.

 

D.        Teachers who have been laid off in accordance with paragraphs 1 and 2 of this article shall be entitled to recall rights for a period of two (2) years from August 29 in the year of termination.  During the recall period, teachers shall be notified by mail at their last address of record and given preference for open positions for which they are qualified by reason of certification and recent experience in the academic subject area(s), in the inverse order of their respective terminations under this article.  Said teachers shall have 20 calendar days or 10 teaching days, whichever shall be the shorter, to respond, in writing, to be eligible for the position.  Accumulated sick leave benefits as well as seniority list placement to which a teacher was entitled at the time of the terminations shall be restored in full upon re-employment within the recall period.  Nothing herein shall require the Superintendent to fill any open position for which notice has been sent or prevent the Superintendent from extending the time for receipt of written requests for appointment.

 

E.         Teachers who have been laid off in accordance with paragraphs 1 and 2 of this article shall be given preference on the substitute list, if they so desire, for a period of two years.

 

F.         Teachers who have been laid off in accordance with paragraphs 1 and 2 of this article may, if permitted by laws of the Commonwealth of Massachusetts, the terms and conditions of the pertinent insurance policy or policies and the Board of Selectmen of the Town of Lenox, continue their respective group life and health insurance coverage for the period of two years by remitting to the Town of Lenox the total premium costs for the same and complying with such other terms and conditions as the Board of Selectmen shall impose.  Failure to pay such premium payments in accordance with a mutually agreed upon schedule, or to comply with the Board of Selectmen's terms and conditions, shall terminate this right.

 

G.        The Superintendent will provide a seniority list of teachers, in writing, annually to the Association.  The list will be available by October 1.  Challenges to this list must be presented, in writing, to the Superintendent by October 15.  If there are no challenges to the list by October 15, the list will stand for the work year involved.  The parties agree, however, that either party may make corrections due to clerical errors.

 

H.         Nothing herein shall be construed as pertaining to the exercise by Superintendent of his/her right to discharge or not renew the employment of teacher at will.

 

J.                   The Association shall be notified, in writing, of all lay offs and of all open positions during
      the recall period.

 

 

 

 

ARTICLE XXVI

LONGEVITY PAYMENT

 

A longevity payment shall be paid to eligible teachers according to the following terms and conditions:

 

            1.         To be eligible, a teacher must (a) have completed fifteen (15) years of professional service in the Lenox Public Schools and (b) have completed the entire school year.

 

            2.         For the purpose of establishing “years of professional service in Lenox Public Schools” in paragraph 1 above, the year of professional service may, but need not, be consecutive and a teacher will be given credit for up to five (5) years of outside experience provided such experience has been recognized and accepted by Massachusetts Teachers Retirement Board, and provided the teacher submits prior to the year for which payment is sought, documentation from the Massachusetts Teachers Retirement Board satisfactory to the Superintendent confirming that the Massachusetts Teachers Retirement Board has recognized and accepted such  years of service.

 

            3.         During the term of this contract (2010-2013), payment shall be made in a single lump sum with the last payroll of the fiscal year in the following amounts:

 

     Years of Service              Amount Payable

 

     15-19 years                      3% of Step 1 of that column from

                                             which the teacher salary is calculated

                            

     20-24 years                      4% of Step 1 of that column from

                                             which the teacher salary is calculated

    

     25 years or more             5% of Step 1 of that column from

                                             which the teacher salary is calculated

                                                    

 

            4.         In the event of the death of a teacher during the school year, the amount payable for longevity shall be made to the teacher's spouse or, if none, then to the estate of the deceased teacher.

 

            5.         The amount of the payment for a teacher working less than full time shall be prorated on the basis of such teacher's full-time equivalency.

 

 

ARTICLE XXVII

DURATION

 

This Agreement shall be effective as of September 1, 2010, and shall remain in full force and effect through August 31, 2013.  The parties agree that on or before November 1, 2012, the parties will commence negotiations for a successor agreement.

 

IN WITNESS WHEREOF, we have affixed our hands this 9th day of September, 2010.

 

 

 

                                                                        SCHOOL COMMITTEE FOR THE INHABITANTS OF THE TOWN OF LENOX

 

 

 

 

                                                                        By                                                                   

Date of Signature                                                        Charles Koscher

 

 

 

 

                                                                        LENOX EDUCATION ASSOCIATION

 

 

 

 

                                                                        By                                                                   

Date of Signature                                                        Daniel Cook

 

 

 

 

_____________________________              By__________________________________

Date of Signature                                           

 

 

 

 

 

 

 

 

 

 

 

 

 

 

EXHIBIT A

Salary Schedules

2010 – 2011

 

 

 

 

 

 

 

BA

BA 30

BA 40/MA

BA 55/MA15

BA 70/MA30

MA 45

MA 60

1

$35,179

$36,410

$37,684

$39,002

$40,368

$41,781

$43,243

2

$36,304

$37,575

$38,890

$40,251

$41,659

$43,118

$44,627

3

$37,484

$38,796

$40,154

$41,559

$43,014

$44,519

$46,077

4

$38,702

$40,057

$41,458

$42,910

$44,412

$45,966

$47,575

5

$39,960

$41,358

$42,806

$44,305

$45,855

$47,460

$49,121

6

$41,259

$42,703

$44,198

$45,744

$47,345

$49,002

$50,717

7

$42,807

$44,304

$45,855

$47,460

$49,120

$50,840

$52,619

8

$44,411

$45,965

$47,574

$49,240

$50,963

$52,746

$54,593

9

$46,076

$47,689

$49,359

$51,086

$52,874

$54,725

$56,640

10

$47,804

$49,478

$51,209

$53,002

$54,856

$56,776

$58,764

11

$49,597

$51,333

$53,129

$54,989

$56,914

$58,905

$60,968

12

$51,456

$53,258

$55,122

$57,051

$59,048

$61,115

$63,253

13

$53,387

$55,255

$57,189

$59,191

$61,263

$63,407

$65,626

14

 

 

$59,333

$61,410

$63,559

$65,784

$68,086

 


Salary Schedules

2011 – 2012

 

 

 

BA

BA 30

BA 40/MA

BA 55/MA15

BA 70/MA30

MA 45

MA 60

1

$34,770

$35,987

$37,246

$38,549

$39,898

$41,295

$42,740

2

$35,882

$37,138

$38,438

$39,782

$41,175

$42,617

$44,108

3

$37,031

$38,327

$39,668

$41,056

$42,493

$43,980

$45,519

4

$38,234

$39,572

$40,957

$42,391

$43,874

$45,409

$46,999

5

$39,476

$40,858

$42,288

$43,768

$45,300

$46,885

$48,527

6

$40,759

$42,186

$43,662

$45,191

$46,772

$48,409

$50,104

7

$42,084

$43,557

$45,082

$46,659

$48,292

$49,982

$51,731

8

$43,663

$45,190

$46,772

$48,409

$50,103

$51,857

$53,671

9

$45,299

$46,884

$48,526

$50,224

$51,982

$53,801

$55,684

10

$46,998

$48,643

$50,346

$52,108

$53,931

$55,819

$57,773

11

$48,760

$50,467

$52,233

$54,062

$55,953

$57,912

$59,939

12

$50,589

$52,360

$54,192

$56,089

$58,052

$60,083

$62,187

13

$52,486

$54,323

$56,224

$58,192

$60,229

$62,337

$64,518

14

 

 

$58,333

$60,375

$62,488

$64,675

$66,938

 


Salary Schedules

2012 – 2013

 

In 2012/2013 the two lowest steps are being dropped and the steps renumbered but only after teachers
on the 2011/2012 chart had been assigned to their next step as defined in the 2011/2012 table.
Example: a teacher on BA step 3 in 2011/2012 would move to BA step 4 as defined in the 2011/2012
table at $38,234. After adjusting the table for 2012/2013 this teacher would be on BA step 2 in the
2012/2013 table.

 

Any teacher at or above the top step in their column in 2011/2012 will be off the table in 2012/2013,
as such their base salary will be unaffected by the 2012/2013 table adjustment.

 

 

 

BA

BA 30

BA 40/MA

BA 55/MA15

BA 70/MA30

MA 45

MA 60

1

$37,031

$38,327

$39,668

$41,056

$42,493

$43,980

$45,519

2

$38,234

$39,572

$40,957

$42,391

$43,874

$45,409

$46,999

3

$39,476

$40,858

$42,288

$43,768

$45,300

$46,885

$48,527

4

$40,759

$42,186

$43,662

$45,191

$46,772

$48,409

$50,104

5

$42,084

$43,557

$45,082

$46,659

$48,292

$49,982

$51,731

6

$43,663

$45,190

$46,772

$48,409

$50,103

$51,857

$53,671

7

$45,299

$46,884

$48,526

$50,224

$51,982

$53,801

$55,684

8

$46,998

$48,643

$50,346

$52,108

$53,931

$55,819

$57,773

9

$48,760

$50,467

$52,233

$54,062

$55,953

$57,912

$59,939

10

$50,589

$52,360

$54,192

$56,089

$58,052

$60,083

$62,187

11

$52,486

$54,323

$56,224

$58,192

$60,229

$62,337

$64,518

12

 

 

$58,333

$60,375

$62,488

$64,675

$66,938

 


EXHIBIT B

 

 

1.         SUPPLEMENTAL INFORMATION ON COLUMN SWITCHES FOR PEOPLE WHO ARE “OFF THE SCALE”

 

For a teacher who has a column switch during the term of this agreement, his or her new salary shall be determined as follows:

 

            (1) Increase the “old” salary by a percentage equal to the percentage difference between

            the “old” column and the “new” column; then

 

            (2) Increase the result by the percentage increase the teacher would have received if not subject to a column switch.

 

Example: A teacher who ended the 2009-2010 year at MA + 45, off the scale, and thus in 2009-10  had a final salary of $70,631, becomes eligible for a column switch to the MA + 60 column as of September 1, 2010. That person’s salary for the 2010-11 year would be $73,834, calculated as follows: Take the “old” salary of $70,631, increase it by the percentage difference in 2009-2010 between the MA + 60 column and the MA + 45 column [= 3.5%] and then increase the result by 1 % [the 2010-2011 salary increase applicable to those who are off the scale]. Thus, $70,631 x 1.035 x 1.01 =$ 73,834, effective in September, 2010.

 

 

 

 

 

 


EXHIBIT C

QUASI-ADMINISTRATIVE SALARIES

 

POSITION

2010-2013

HEAD TEACHER – MORRIS (1 POSITION)

3,548

DEPARTMENT CHAIR – LMMHS (5 POSITIONS)

3,548

DEPARTMENT CHAIR – SPED (2 POSITIONS)

3,548

Guidance department supervisor

2,045

MID-SCHOOL TEAM LEADERS (grades 6-8) (3)

2,045

9th grade team leader

862

MENTORS

826

Mentor coordinator

23.51/hr(1)

Extra curricular coordinator

1,077

Art production coordinator

1,077

CURRICULUM WORK (PER HOUR)

23.51

HOMEBOUND/TUTORING (PER HOUR)

23.51

DEPARTMENT REPRESENTATIVE (PER HOUR)

23.51

ATHLETIC DIRECTOR

4,596

*1, will be pre approved by the principal in 40 hour increments.

 

EXHIBIT D

 

Since both parties to this agreement, to which Exhibit D is attached and made a part, are of the persuasion that it is their obligation to engender and foster student participation in athletic, social, civic, and other extra-curricular activities under the aegis of the parties to this agreement, both parties agree as follows:

 

  1. In the event that the School Committee provides for any or all of the following extra-curricular positions and provided that any or all such positions are filled, the amount of the extra-curricular stipends shall be as indicated in paragraph 7 below. 
  2. Persons appointed to extra duty positions are eligible for reappointment subject to satisfactory performance, as determined in annual performance evaluations.  Extra duty positions will be advertised and posted annually.
  3. If a position is created which is not set forth in paragraph 7 below, the Superintendent may establish a temporary rate for such position and proceed to post and fill the position.  The District and Association will meet to establish the final rate.  Said agreement shall be reduced to writing in the form of a Memorandum of Agreement which will serve as an addendum to this contract. 
  4. Stipends and/or positions can only be shared upon recommendation of the Building Principal and/or Athletic Director with approval of the Superintendent, and once all paperwork has been completed.
  5. Appointees shall be paid a lump sum at the conclusion of the activity for the school year. 
  6. All stipends indicated below are for the entire period of time that each activity requires, from the first day through the last day, including post-season experiences.
  7. The rates for established positions are as follows:

 

 

 

 

INTRAMURALS + WEIGHT ROOM

 

POSITION

2010-2013

LMMHS

 

 

 

WEIGHT ROOM - FALL

485

WEIGHT ROOM - WINTER

485

WEIGHT ROOM - SPRING

592

Intramurals when scheduled and approved by the Principal and Athletic Director

 

FALL 

182

SPRING

182

VOLLEYBALL

182

BASKETBALL

275

TENNIS

548

GYMNASTICS

548

MOUNTAIN BIKE CLUB

539

 

 

 

 

 

 

MORRIS

 

 

 

INTRAMURAL DIRECTOR

3,395

INTRAMURAL ASSISTANT DIRECTOR

1,134

 

 

 

 

 

 

 

 

 

EXHIBIT D

EXTRA-CURRICULAR STIPENDS

 

LMMHS – POSITION

2010-2013

 

 

PUBLICATIONS

 

HIGH SCHOOL – SEQUENCE

1,077

HIGH SCHOOL – CACOPHONY & MURMURS

1,077

HIGH SCHOOL – YEARBOOK

2,693

HIGH SCHOOL – NEWSPAPER

1,077

MID-SCHOOL – CREATIVE WRITING/REFLECTIONS

1,077

MID-SCHOOL – GRADE 6 PUBLICATION

1,077

MID-SCHOOL – YEARBOOK

1,077

WEB PAGE MANAGER

1,077

 

 

STUDENT GOVERNMENT

 

CLASS ADVISORS Gr. 6-8 (1 per grade)

324

CLASS ADVISORS Gr. 9-10 (1 per grade)

485

CLASS ADVISORS Gr. 11-12 (2 per grade)

1,077

HIGH SCHOOL STUDENT COUNCIL

916

MID-SCHOOL STUDENT COUNCIL

647

 

 

INSTRUCTIONAL

 

LMMHS BAND

2,694

LMMHS CHORUS

(2010-11 only, thereafter see article IV section M)  4,102

MID-SCHOOL CHORUS

(2010-11 only, thereafter see article IV section M)  539

SAT INSTRUCTORS

1,257

PSAT INSTRUCTORS

503

MCAS INSTRUCTORS

23.51per hour

SPANISH GUITAR

620

COOKING CLASS

539

 

 

ACADEMIC CLUBS

 

MODEL UNITED NATIONS

1,077

HIGH SCHOOL FRENCH CLUB

620

MID-SCHOOL FRENCH CLUB

620

HIGH SCHOOL SPANISH CLUB

620

MID-SCHOOL SPANISH CLUB

620

ARABIC CLUB

620

LATIN CLUB

620

SOCRATES CLUB

620

CHESS CLUB

620

MID-SCHOOL SCIENCE CLUB

620

HIGH SCHOOL ART CLUB

539

MID-SCHOOL ART CLUB

539

PHOTOGRAPHY CLUB

539

MID-SCHOOL ROBOTICS CLUB

539

 

 

COMPETITIVE CLUBS

 

DESTINATION IMAGINATION

673

MOCK TRIAL

620

QUIZ TEAM

754

AS SCHOOLS MATCH WITS

700

SPRING CREW CLUB & REGATTA

700

 

 

OTHER ADVISORS

 

MID-SCHOOL OUTING CLUB

620

EVERGREEN CLUB

539

CRAFT CLUB

539

GSA (2 PERSONS)

565

STUDENT RELIEF CLUB

539

SADD

539

SAVE

HIGH SCHOOL DRAMA LIAISON

1,523

600

MIDDLE SCHOOL DRAMA LIAISON

400

PEER EDUCATION

1,792

PEER TUTORING

970

NATIONAL HONOR SOCIETY

1,293

GOING PLACES

620

ASAP

539

TITLE IV COORDINATOR

1,586

 

 

MORRIS

 

MORRIS CHORUS

647

ART CLUB

727

PARTNERSHIP LIAISON

754

SERVICE CLUB

539

 

 

 

 

 

 
EXHIBIT D

2010-2013 COACHING STIPENDS

 

SPORT

LEVEL

1

2

3

4

5

SOCCER

 

 

 

 

 

 

 

VARSITY

3,190

3,350

3,517

3,694

3,878

 

JV

2,516

2,592

2,669

2,750

2,832

 

ASSISTANT

2,066

2,127

2,191

2,257

2,324

CROSS COUNTRY – (FALL)

 

 

 

 

 

 

 

VARSITY

2,421

2,518

2,619

2,723

2,832

 

ASSISTANT

1,696

1,747

1,800

1,853

1,909

SKIIING – ALPINE

 

 

 

 

 

 

 

VARSITY

2,066

2,127

2,191

2,257

2.324

 

ASSISTANT

1,696

1,747

1,800

1,853

1,909

SKIING – NORDIC

 

 

 

 

 

 

 

VARSITY

3,014

3,164

3,322

3,489

3,662

 

ASSISTANT

2,066

2,127

2,191

2,257

2.324

BASKETBALL

 

 

 

 

 

 

 

VARSITY

3,739

3,888

4,045

4,206

4,375

 

ASSISTANT

2,516

2,592

2,669

2,750

2,832

 

 

 

 

 

 

 

SWIMMING

 

2,516

2,592

2,669

2,750

2,832

 

 

 

 

 

 

 

BASEBALL/SOFTBALL

 

 

 

 

 

 

 

VARSITY

3,014

3,164

3,322

3,489

3,662

 

ASSISTANT

2,066

2,127

2,191

2,257

2.324

GOLF

 

 

 

 

 

 

 

VARSITY

2,066

2,127

2,191

2,257

2.324

 

ASSISTANT

1,696

1,747

1,800

1,853

1,909

TENNIS

 

 

 

 

 

 

 

VARSITY

2,249

2,316

2,386

2,457

2,531

 

ASSISTANT

1,696

1,747

1,800

1,853

1,909

SPRING TRACK

 

 

 

 

 

 

 

VARSITY

2,348

2,442

2,540

2,641

2,747

 

ASSISTANT

1,696

1,747

1,800

1,853

1,909

 

 

 

 

 

 

 

GYMNASTICS

 

2,101

2,170

2,235

2,302

2,371

VOLLEYBALL

 

2,348

2,442

2,540

2,641

2,747

CREW

 

2,421

2,518

2,619

2,723

2,832

 

 

 

 

 

 

 


EXHIBIT E

Compensation for Professional and Curriculum Development

 

The contractual agreement between the Lenox Education Association and Lenox School Committee states that all teachers may be required to remain after the end of the regular work day without additional compensation for an average of one hour per week to work on curriculum, or participate in department or other meetings authorized by the Superintendent.  To assist in planning time beyond this requirement, a committee with representatives from the Lenox School Committee, school administration and Lenox Education Association will meet during the first year of this contract to examine how professional and curriculum development activities are presently structured and how individuals are compensated who are involved in the planning, teaching who attend these activities.  Professional development and curriculum development models from other districts will be examined as well as present practices in the district.    

 

 

Said program shall be effective upon ratification of both parties.


EXHIBIT F

Employee Evaluation

 

 

The Lenox Education Association and the Lenox School Committee are mutually committed to a rigorous, educationally sound and professionally supportive supervision and evaluation process that meets the standards established in Chapter 71, Section 38 of the Massachusetts General Laws and whose primary function is the enhancement of instruction and increased student achievement.  The Lenox Education Association and the Lenox School Committee share a commitment to establishing a common core of instructional standards and expectations. The district will provide professional development offerings for teachers and administration that will support this commitment.  Both parties to this contract agree that the supervision and evaluation system will be reviewed and where required revised during the first year of this contract.  A joint committee consisting of representatives from the Lenox Education Association, Lenox School Committee and school district administration will develop recommendations for revisions that the committee feels are necessary to insure that the evaluation process will meet the goals of enhancing instruction and improving student achievement. The committee will submit its recommendations to the Lenox School Committee and Lenox Education Association for approval and ratification.

 

Following the review and revision process a joint committee consisting of representatives from the School Committee, the administration and the Lenox Education Association shall review the Lenox Teacher Evaluation process during the second and third years of this agreement and make recommendations as to such revisions that may be advisable to promote enhanced instruction with the goal of increased student achievement and to comply with state law.