Leverett

Show detailed information about district and contract

DistrictLeverett
Shared Contract District
Org Code1540000
Type of DistrictElementary
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency UnionUnion 28 Erving Leverett New-Salem Shutesbury
Regional HS MembersAmherst-Pelham
Vocational HS Members
CountyFranklin
ESE RegionPioneer Valley
Urban
Kind of Communityresort/retirement/artistic
Number of Schools1
Enrollment165
Percent Low Income Students35
Grade StartPK or K
Grade End6
download pdf version of this document view accessible version of this document Leverett

LEVERETT SCHOOL COMMITTEE

AGREEMENT

LEVERETT EDUCATION ASSOCIATION

SEPTEMBER 1, 2012 - AUGUST 31, 2013

TABLE OF CONTENTS

ARTICLE

DESCRIPTION

PAGE

1

RECOGNITION AND COMMITTEE

3

2

NEGOTIATIONS PROCEDURE

4

3

SAVINGS CLAUSE

4

4

EMPLOYEE DISCIPLINE

4

5

NO DISCRIMINATION

4

6

INITIAL PLACEMENT

4

7

GRIEVANCE PROCEDURE

5

8

SABBATICAL LEAVE

6

9

UNPAID LEAVE

7

10

BEREAVEMENT LEAVE

7

11

PROFESSIONAL LEAVE

7

12

PERSONAL LEAVE

7

13

PARENTAL LEAVE

8

14

GROUP HEALTH INSURANCE

8

15

WORK YEAR

9

16

WORK DAY

9

17

REDUCTION IN FORCE

10

18

SICK LEAVE

11

19

SUPERVISION AND EVALUATION

11

20

CLASSROOM ASSIGNMENTS/AIDES

13

21

AIDES SALARY SCHEDULE

13

22

TEACHER SALARY SCHEDULE

13

23

STIPEND POSITIONS

14

 

SIGNATURE PAGE

15

 

TEACHER SALARY SCHEDULE 12-13

16

 

AIDE SALARY SCHEDULE 12-13

17

LEVERETT SCHOOL COMMITTEE

LEVERETT EDUCATION ASSOCIATION

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, this CONTRACT is made this 28 day of July by the SCHOOL COMMITTEE OF LEVERETT (hereinafter sometimes referred to as the Committee) and the LEVERETT EDUCATION ASSOCIATION (hereinafter sometimes referred to as the Association) an affiliate of the Massachusetts Teachers Association and the National Education Association.

PREAMBLE

Recognizing that our prime purpose is to provide education of the highest possible quality for the children of Leverett, and that good morale within the teaching staff of the Leverett Elementary School is important to the achievement of that purpose, and recognizing also, our responsibilities to the citizens of Leverett, we the undersigned parties to this contract declare that the following principles, procedures, terms and conditions of employment are hereby adopted:

That fair and appropriate treatment of employees by the School Committee; full and faithful adherence to this contract by both the School Committee and the professional employees individually and collectively; and the pursuit of excellence, the provision of the highest quality, effective instruction and exemplary professional conduct by the professional employees individually and collectively are required for our school.

That fulfillment of these respective responsibilities can be facilitated and supported by a cooperative relationship in the enforcement of policies, procedures, regulations and standards that exist in association with this agreement and those policies which relate to conditions of employment for the professional staff and the care and instruction of children. Therefore, this agreement precludes strikes, work stoppages, or work slowdowns on the part of the professional staff, either collectively or individually and it precludes the exercise of the School Committee’s authority in a manner which is capricious, arbitrary, or intended solely for the purpose of harming professional employees, either individuals or the collectivity.

ARTICLE 1

RECOGNITION AND COMMITTEE RIGHTS

The Committee recognizes the Association for the purposes of collective bargaining, as the exclusive representative of all teachers, nurses, school psychologists, instructional aides, nurse's aides, and such non-supervisory professional employees as non-supervisory coordinators, employed by the Leverett School Committee.

Except as expressly modified or restricted by a specific provision of the Agreement, all statutory and inherent managerial rights, prerogatives, and functions are retained and vested exclusively in the School District; including, but not limited to the rights, in accord with its own judgment to determine the number of employees , to hire them and direct their work; to make all employment and compensation decisions; to set and implement standards of effectiveness; to determine the personnel, methods, means, and facilities by which operations are conducted; to discipline employees; to set the starting and leaving time and the number of hours or days to be worked; to use independent contractors or consultants to perform work or services; to expand, reduce, alter, combine, transfer, assign, or cease any position, program, operation, or service; to control and regulate the use of equipment, methods, materials, and equipment; to issue, amend and revise policies, rules, regulations, and practices; and to take whatever action is either necessary or advisable to determine, manage, and fulfill the mission of the District and to direct the District's employees.

ARTICLE 2

NEGOTIATIONS PROCEDURE

This contract will be effective September 1, 2012 and will continue and remain in full force and effect until August 31, 2013.

ARTICLE 3

SAVINGS CLAUSE

If any provision of this contract is held to be contrary to law by an appropriate court of law, all other provisions of the contract will continue in full force and effect, and the Committee and the Association will meet for the purpose of amending or deleting the illegal provision. Any such amendments mutually agreed upon by the Committee and the Association will be reduced to writing and added to the contract.

ARTICLE 4

EMPLOYEE DISCIPLINE

The district may evaluate the work of, discipline, reprimand, reduce in rank or compensation, suspend, or dismiss employees. Such discipline must be made in just faith and be fair and honest. It may not be arbitrary, irrational, or unreasonable. Acts of the district in this regard must be lawful and consistent with its authority as a district. The district may dismiss for just cause a classroom teacher who has been reappointed after three full years of continuous service as a classroom teacher. The district may dismiss for just cause a psychologist, school nurse, school librarian, learning specialist, special subject teacher, or speech and language specialist who has been reappointed to his or her position after three years of continuous service in that specific position. If the district acts to suspend or dismiss an employee, the procedures required by law will be followed.

Employees will have the right to review the contents of their personnel files. An individual's file will be made available for review within two working days of a request for review. This review will be done in the presence of the Superintendent or his/her Central Office designee. Employees will have the right to submit written comments regarding any material in that file.

If a complaint is noted in an employee's personnel file; the employee will be notified in a timely way. The source of such complaints will be identified to the employee.

ARTICLE 5

NO DISCRIMINATION

The Committee and the Association agree not to discriminate in any way prohibited by Massachusetts or Federal statutes against teachers covered by this contract on account of race, religion, creed, color, national origin, sex, marital status, age, mental or physical handicap, sexual orientation, or union activity.

ARTICLE 6

INITIAL PLACEMENT

Any School Committee policy setting a maximum placement for newly hired teachers will have the effect of setting a maximum placement two steps higher for a teacher returning to employment in Leverett if that teacher is eligible for the higher placement as a result of years working in Leverett.

ARTICLE 7

GRIEVANCE PROCEDURE

A.  Purpose

The purpose of this procedure is to secure, at the lowest possible level, equitable and prompt solutions to problems which may arise under this Agreement. The Committee and the Association desire that discussions remain as informal and confidential as is appropriate. Nothing in this contract shall be construed as limiting the rights of any teacher who believes he or she has a grievance to discuss that concern informally with any member of the school administration, provided that the administrative response to that expressed concern is not inconsistent with the terms of the contract. In addition, nothing in this Contract shall be construed as limiting the Association from bringing matters before the School Committee in a format that is not a filed grievance.

B.  Definitions

1.  A "complaint" is defined as an oral claim from the Association or one of its members, that the contract between the Committee and the Association has not been applied when it ought to have been, has been misapplied, or misinterpreted by the Committee in a way which has adversely affected an employee or group of employees.

2.  A "grievance" is defined as a written claim from the Association that the contract between the Committee and the Association has not been applied when it ought to have been, has been misapplied, or misinterpreted by the Committee in a way which has adversely affected an employee or a group of employees. All grievances shall be signed by the "aggrieved" employee and the Association. That grievance shall state the date the grievance has been filed, a statement of the grievance, the remedy sought, and the Article or Articles of this agreement alleged to have been violated.

By initiation of Level Three of the grievance procedures, the grievant and the Association elect and agree that these procedures shall be the exclusive and sole means of resolving the grievance and waive any statutory remedy as a condition precedent to submitting a grievance.

3.  An "employee" means an individual represented by the Association.

4.    A "day" is a regularly scheduled teacher contract day except during the school summer vacation when a day shall mean a weekday, exclusive of legal holidays.

C.  Procedures and Time Limits

1.  No grievance shall be pursued by the Association unless the individual or group that believes itself aggrieved has made a complaint and discussed the matter informally with the appropriate immediate supervisor and with an Association representative if he or she wishes.

2.    If informal discussion of that complaint does not resolve the problem satisfactorily, the Association may present a grievance in writing to the immediate supervisor within thirty days of the incident which gives rise to the grievance or within thirty days of when the employee becomes aware of the incident or should have been aware of the incident. All grievances shall be signed by the aggrieved employee and/or Association.

LEVEL ONE

3.    The immediate supervisor will schedule a hearing regarding the grievance and provide a written response within ten (10) days of receipt of the written grievance.

LEVEL TWO

4.    If the grievance is rejected, the Association will have five (5) days to submit a written grievance appeal to the Superintendent of Schools (unless the grievance was submitted first to the Superintendent of Schools) or his or her representative. Any grievance appeal not submitted within five (5) days will be considered untimely and no longer grievable.

5.   The Superintendent of Schools or his or her representative will schedule a hearing regarding the grievance and provide a written response within ten (10) days of receipt of the written grievance appeal.

LEVEL THREE

6.   If the grievance is rejected, the Association will have twenty (20) days to submit a written grievance appeal to the School Committee. Any grievance appeal not submitted within twenty (20) days will be considered untimely and no longer grievable. Submission to the School Committee shall be to the Chair of the School Committee and to the Superintendent of Schools.

7.   The School Committee will schedule a hearing regarding the grievance appeal and provide written response within twenty (20) days of receipt of the written grievance appeal.

8.  If the grievance is rejected, upon the request of the Association, the School Committee may agree to move immediately to final and binding arbitration.

LEVEL FOUR

9.     If the grievance is rejected and/or the School Committee rejects a request to move immediately to final and binding arbitration, the Association may pursue further appeals to mediation. Unless otherwise mutually agreed upon, the school committee and the association will use the Board of Conciliation and Arbitration for mediation.

10. The School Committee shall not unreasonably delay the mediation process. After the initial mediation session, the mediator shall indicate the estimated length of time the mediation will take. Extension beyond that time may occur only through mutual agreement between the Association and the School Committee.

LEVEL FIVE

11.  If the grievance is not resolved to the satisfaction of the Association and if the Mediator certifies that the Association has made a good faith effort to resolve the dispute, the Association may, within fourteen (14) calendar days following receipt of the Mediator's report, submit the grievance to final and binding arbitration. Unless otherwise mutually agreed upon, the school committee and the association will use the Board of Conciliation and Arbitration for arbitration.

COSTS AND TIME LIMITS

12.  Should a grievance be pursued by the Association to mediation or arbitration, the cost of the mediator or arbitrator will be shared equally between the Association and School Committee.

13.  The time limits outlined in the grievance procedures may be extended by mutual agreement between the School Committee and the Association.

ARTICLE 8

SABBATICAL LEAVE

The sabbatical leave program is designed to improve the quality of instruction in the Leverett Elementary School. It is recognized that such a program will affect a limited number of employees, but it is suggested in the hope that it may serve to encourage teachers of exceptional ability to remain at the Leverett Elementary School.

During the seventh, or any subsequent, year of satisfactory service to the Committee, a teacher may apply for sabbatical leave. Sabbatical leave may be granted to a teacher who has completed at least seven (7) years of satisfactory service to the Committee, and subject to the following provisions and conditions:

a.   Sabbatical leave applications shall be in writing, directed to the Superintendent of Schools, and received by him or her no later than one (1) year prior to the commencement date of the proposed sabbatical leave.

b.   Sabbatical leave may be granted to a teacher, but only if approved by the Superintendent and only, if deemed by him or her as fulfilling a valid education need of the Leverett School Department. Furthermore, it shall not be binding upon the District to grant any request should it appear in their judgment that granting such requests would not be in the best interest of the Leverett

Public Schools because of the creation of staff shortages, because the qualifications of the candidates or their plans do not meet the quality which is expected, because of financial difficulty in a particular year, or for any other reasons whatsoever.

c.   If the sabbatical leave is for a half year, the Committee shall pay to the teacher on sabbatical leave, full salary at the rate of Step B1.

d.   I f the sabbatical leave is for a full year, the Committee shall pay to the teacher on sabbatical leave, 50% of salary at the rate of Step B1.

e.   A teacher on sabbatical leave will be considered to be a full time employee of the Leverett School Committee, with obligations and benefits consistent with that employment except as modified by the approved sabbatical leave application, but with no greater expectations concerning return to a specific position or protection from layoff than any other teacher.

f.  A teacher who leaves the employ of the School Committee voluntarily prior to two (2) full years after completion of the sabbatical leave will be obliged to repay the full amount of the pay received during the sabbatical leave unless that obligation is waived by the School Committee.

ARTICLE 9

UNPAID LEAVE

Teachers and aides may be granted an unpaid leave of absence for up to one (1) year provided the leave is approved by the Superintendent. Application for said leave may be rejected for lack of timeliness if received after April 1 of the academic year preceding the term of the requested leave of absence.

ARTICLE 10

BEREAVEMENT LEAVE

An employee may be granted up to five (5) days of paid leave for bereavement. Additional bereavement leave may be granted at the discretion of the Superintendent or its designee.

ARTICLE 11

PROFESSIONAL LEAVE

At the discretion of the School Committee or its designee, teachers and aides may receive grants of paid professional leave for the purpose of visiting other schools or participating in programs of professional value to the School and to the teacher or aide. At the discretion of the School Committee or its designee, teachers and aides may be assigned to professional leave for the purpose of visiting other schools or participating in programs of professional value to the school. Teachers and aides seeking such leaves shall submit written application for such grants to the School Committee or its designee as early as possible.

ARTICLE 12

PERSONAL LEAVE

Each teacher and aide will be allowed, each school year, three paid days for necessary business which requires absence during the school hours. Although a personal day may be used any day of the week, personal days are not to be used simply to extend a weekend or any vacation period as commonly defined. Any unused days shall be allowed to accumulate to a total of five days. The leave must be applied for, in writing, to the Principal at least seven (7) calendar days in advance of the absence (except in an emergency). Teachers will be informed of the decision, in writing, no later than four (4) calendar days after the application is received by the Principal or Superintendent.

The Committee reserves the right to request written explanation for the use of the day. In the event such request for leave is denied, the employee shall receive a written statement outlining the reason(s) for the denial and shall be allowed an immediate personal hearing with the Principal and/or Superintendent. Denial will not occur for reasons which, by an agreed upon standard, are necessary business which requires absence and which does not create a serious adverse impact on the school.

The Reasonable Standard is as follows: A leave must be for a reason which a reasonable and humane independent third party would accept as important and for a purpose the scheduling of which is outside the control of the employee. A serious adverse impact on the school could occur as a result of a large number of anticipated absences or because of the singularity of the event that will be occurring.

All new teachers and aides will begin their first year with an accumulation of two days.

ARTICLE 13

PARENTAL LEAVE

Any teacher or aide is eligible for twelve weeks unpaid parental leave for the purpose of giving birth and/or serving as primary child care provider immediately following birth or adoption.

Child bearing leave is parental leave for the purpose of pregnancy, delivery, and recovery. Accumulated sick leave may be used for this purpose if the teacher is unable to perform regular duties. Accumulated sick leave may also be used by a teacher who, due to incapacitation of the spouse, is the primary child care provider following the birth of a child. The School Committee or its designee may require a physician's statement and recommendation regarding the teacher's ability to perform regular duties or the spouses’ incapacitation.

A teacher may take non-childbearing parental leave of up to ten (10) days to coincide with the birth or adoption of his/her child. A written notice must be submitted by the teacher to the Superintendent or his/her designee at least thirty (30) days before the anticipated date of the leave. The teacher may draw upon accumulated sick leave during the period. A teacher, drawing on accumulated sick leave during this leave, shall be responsible for daily lesson plans.

Child rearing leave is leave for the purpose of a parent serving as the primary child care provider immediately after birth or adoption. Except where provisions regarding illness in the family apply as sick leave, child rearing leave is leave without pay and will be granted only if it is the teacher's express intent to return to work in the school system within a reasonable time. The District may set reasonable conditions in the best interest of the operation of the school with regard to granting parental leave requests which extend beyond eight weeks. The District may require parental leaves which extend beyond eight weeks to end at the close of a school year. The District may allow parental leaves to extend beyond eight weeks into a second school year. However, child rearing leave shall not extend longer than one year after the end of the school year in which the parental leave, of which that child rearing leave is a part, commences.

ARTICLE 14

GROUP HEALTH INSURANCE

The District agrees to provide group health and life insurance consistent with the provisions of Chapter 32B of the General Laws of the Commonwealth of Massachusetts. All employees who work half-time or more are eligible for health insurance, either through Blue Cross/Blue Shield or an area HMO as well as the state minimum of $5,000 life insurance. The District shall pay 75% of the cost of this insurance. Should the Town vote to change the type or quality of the health insurance plan, the District agrees to negotiate the impact of that change in benefits. The District is not required to make good the financial loss to employees, individually or collectively, of the vote of the Town. Nor is a change in the quality of the plan subject to arbitration through the grievance process should that change occur as a result of the vote of the Town. The District will pay retiree health insurance benefits consistent with benefits offered by the town to its retired employees.

WORK YEAR

The work year for teachers (other than new personnel who may be required to attend additional orientation sessions) while under the direction of the District will be 185 days. All teacher work days will be scheduled before, after and during after the student school year and not during regularly scheduled school vacations. If teacher work days are canceled, teachers will suffer no financial penalty. Any additional mandatory days would be paid at 1/185th of a teacher's contracted salary. Part-time teachers will work their assigned FTE (full time equivalent) times 185. These days will be a combination of student and work days scheduled at the discretion of the principal. The work year for teacher aides (other than new personnel who may be required to attend additional orientation sessions) while under the direction of the School Committee will be 182 days. All teacher aide work days will be scheduled before and after the student school year and not during regularly scheduled school vacations. If teacher aide work days are canceled, teacher aides will suffer no financial penalty. Any additional mandatory days would be paid at the teacher aide's contracted hourly rate for the number of hours worked on that day(s).

The work year for employees covered by this contract shall end no later than June 30 and shall begin no earlier than August 24 or the second Thursday before Labor Day, whichever is earlier, except that the School Committee may establish an earlier start to the work year or later close in order to respond to State or Federal Government encouragement or financial incentives for doing so and provided that the starting date is set and communicated to the Association at least 120 days in advance of the start of the school year and the closing date is set and communicated to the Association at least 180 days in advance of the scheduled close of the school year.

ARTICLE 16

WORK DAY

The teachers of Leverett Elementary School recognize their professional responsibilities. In addition to the instruction and supervision of students, these responsibilities include, but are not limited to, informal parent conferences, conferences with colleagues, faculty meetings, special education evaluation meetings, evening parent meetings or evening student performances, extra help for students, student trips on school days, staff workshops or in-service activities, and such other meetings or responsibilities as may be required by the School Committee or its representatives. These duties will not be assigned or scheduled in a manner which is excessive, arbitrary, capricious, or punitive. Normally, scheduled responsibilities or assignments will be made in advance in consultation with individuals affected.

Successful completion of these responsibilities typically requires full-time teachers to work between 45 and 52 hours per week, a portion of which time, however, is away from school and not during hours teachers are required to be in school. This provision is not intended to preclude additional pay for teachers if the student day is extended to be longer than current practice.

Every work day, teachers must be in school for 7.25 hours. The start time for the teachers’ work day shall be set by the School Committee to be a time no earlier than 8:15 a.m. and no later than 8:45 a.m. Unless urgent matters require their attention, teachers may leave school at 3:15 pm on Fridays and the day before a holiday or vacation period and as soon as is reasonably possible after children leave school on the Wednesday before Thanksgiving and on a day children are sent home early because of dangerous conditions.

Teachers will be scheduled for:

1.  A duty free lunch period of thirty (30) minutes each day

2.  A non-teaching professional period averaging at least thirty (30) consecutive minutes per day

This schedule may be modified if the number of classes is increased in the school, if staffing is decreased, or if special circumstances require another assignment for a teacher.

There will be no change in the current practice regarding the transportation of children in the vehicles of teachers and paraprofessionals (aides).

ARTICLE 17

REDUCTION IN FORCE

This Article only applies to teachers with Professional Teacher Status. When a reduction in the teaching staff is necessary because of a decrease in student enrollment or for other District approved reasons, then the District will determine the teacher or teachers to be dismissed. A decision for dismissal will be based on consideration of continuous, full time service and the particular strengths and weaknesses of individual teachers as they match the needs of the school -- with the District having full authority to weigh these factors according to its best judgment.

When possible, normal attrition will first be used to offset staff reductions. No professional teacher who is certified and qualified for positions held by non-professional teachers will be released. Any teacher with professional status released because of reduction in force will receive a written notice that states that the teacher's release was due to a reduction in the teaching force. Upon request from that teacher, a teacher with professional status released because of reduction in force will receive a reasonable, written explanation of the reasons for that dismissal.

The District will be prohibited from dismissing a teacher for arbitrary or capricious reasons. No reduction in force may be taken for the purpose of dismissing a specific individual teacher. No consideration will be given to a teacher's connections (familial or otherwise) with District members, town officials or school administrators; to a teacher's residence; or to the relative expense of an individual on the salary schedule when decisions about reduction in force are made.

A teacher laid off due to reduction in force will be eligible for recall should the position from which the teacher was laid off be reinstated for the fiscal year for which the layoff was intended or for the subsequent year. Any payment to a teacher who accepts a recall made as a consequence of that teacher's layoff will be repaid by the teacher through payroll deduction.

If the District determines that a teacher is to be recalled, it shall notify the teacher of its decision by certified mail return receipt requested to the address the teacher has placed on record in the school department. A copy of that letter will be provided to the President of the Association. A teacher who receives such an offer of reemployment and who wishes to accept such an offer shall inform the District of his or her acceptance within one week after he or she receives that offer or within two weeks after the President of the Association receives that offer, whichever occurs first.

Any teacher on the recall list may elect to continue to participate in the group health insurance plan of the Town of Leverett; provided however, that said teacher shall be required to pay the entire amount of the premium of such plan. Any teacher on recall is entitled to participate in the group health insurance plan for the time period allowed by C.O.B.R.A. Should a teacher be reemployed as a result of recall, the teacher will be entitled to all of the benefits to which he or she was entitled at the time he or she was laid off from employment as well as to any new benefits which may have been negotiated between the School Committee and the Association during the interim period.

In the event it becomes necessary to reduce the number of paraprofessionals in the bargaining unit, the Superintendent, in consultation with the Principal, will take into consideration length of service, performance and experience and, when all of the factors that constitute performance and experience are relatively equal, the length of continuous service in the bargaining unit shall prevail.

In determining relevant experience, the ages, needs, types and severity of special needs, if any, of the students with whom a paraprofessional has worked will be taken into consideration. In determining performance, annual evaluations will be the determining factor.

The parties recognized that to avoid disruption of the relationship between a student and a paraprofessional. (1:1 as specified in an IEP), the application of the factors provided above in the event of a reduction in force in the middle of a school year will be delayed until the start of the following school year. In such a situation, the affected individual will be offered any existing vacancy or temporary position as may be available and for which they are qualified. If no such position exists, the individual will be laid off. However, such period of layoff will terminate at the start of the next school year, at which time reduction in force will be implemented according to the factors provided above.

Paraprofessionals who have been laid off will be entitled to recall rights for a period of two (2) years from the effective date of layoff. Paraprofessionals will be recalled in reverse order of layoff, and all benefits to which a paraprofessional was entitled at the time of layoff will be restored in full upon recall.

An employee who is recalled will have all benefits restored at the time of recall as he/she had at the time of layoff, subject to any changes in benefits occurring during the recall period.

ARTICLE 18

SICK LEAVE

1.     Fifteen days sick leave shall be allowed each academic year for full time employees. Any unused portion each year shall be allowed to accumulate until termination of employment in the system. There shall be no limit on the number of days accumulated in this fashion for teachers. No teacher shall lose sick leave accumulated as a teacher in Leverett prior to the beginning of this contract. Aides will be limited to a maximum accumulation of sick leave of sixty days. No aide shall lose sick leave accumulated as a teacher aide in Leverett prior to the beginning of this contract. Part-time employees will receive and accumulate sick leave in proportion to the time worked.

2.  Sick leave shall only be used for the following reasons:

a. Illness of the teacher. The Committee reserves the right to require proof of the illness.

b. Subject to School Committee review, serious illness in the immediate family that requires the attendance of the teacher when no other arrangements are possible.

c. The Committee reserves the right to insist that teachers must take time off with sick leave pay under certain conditions.

3.  The building Principal will normally be responsible for granting approval for the use of sick leave. In any unusual or questionable circumstances the building Principal may pass the request onto the Superintendent of Schools for approval, who may require a certificate from a physician of the District’s choosing.

4.  Should an employee who has worked for the school system for three years or more use up all of his or her sick leave and be absent due to a long term illness or disability, the District will pay the employee the difference between the substitute salary and the employee's salary for thirty days or to the end of the school year, whichever is sooner. At its discretion, the District may continue to pay the employee at the same rate to the close of the school year.

ARTICLE 19

SUPERVISION AND EVALUATION

Non-Professional Teachers and Other Professionals:

The purposes of supervision and evaluation are to promote professional excellence, enhance the effectiveness of the educational program, identify and recognize teachers' strengths and weaknesses, establish plans to assist teachers in being more effective in their work, and to support decisions about further employment. An evaluation of each non-professional teachers work will occur annually.

Each teacher will work under the direction of the Principal to establish a professional growth plan for him or herself. Annually, this plan may include the following: course work, attendance at workshops, visits to other schools and/or classrooms, and other professional development activities.

School administrators will observe teachers informally and, at least twice annually, schedule and observe them formally for the purpose of examining teachers' success with their professional growth plans and their success in meeting school system goals outlined in the District Evaluation Form. That Form will not be changed without notice to the Association. The principal criteria for evaluating teaching performance will be the Commonwealth of Massachusetts Teacher Performance Standards. (Attached) A conference between the evaluated teacher and the school administration concerning goals, observations, or evaluations will occur shortly after a request for such a conference by either party. Material relevant to a teacher's evaluation will be maintained in personnel files in the Superintendent's Office and the Principal's Office, which files will be available to the teacher for review upon request.

Professional Teachers and Other Professionals:

The purposes of supervision and evaluation are to promote professional excellence, enhance the effectiveness of the educational program, identify and recognize teachers' strengths and weaknesses, establish plans to assist teachers in being more effective in their work, and support decisions about employment. An evaluation of a professional teacher's work or the work of a school nurse employed for more than three full, consecutive work years may occur every two years.

To support professional growth, each teacher will work under the direction of the Principal to establish a professional growth plan for him or herself. Annually, this plan may include the following: course work, attendance at workshops, visits to other schools and/or classrooms, and other professional development activities.

School administrators will observe teachers informally and, to the extent they judge necessary, observe them formally for the purpose of examining teacher’s success in achieving their professional growth plan and their success in achieving school system goals outlined in the District Evaluation Form. That Form will not be changed without notice to the Association. A conference between the evaluated teacher and the school administration concerning goals, observations, or evaluations will occur shortly after a request for such a conference by either party. Material relevant to a teacher's evaluation will be maintained in personnel files in the Superintendent's Office and the Principal's Office, which files will be available to the teacher for review upon request.

Should it become apparent to the school administration that a professional teacher is not demonstrating the necessary commitment and/or skills to be teaching successfully in Leverett, the teacher will be notified in writing of that concern and the need for improvement. The teacher will be given support to achieve those improvements Should that improvement not occur, the Principal may recommend to the Superintendent that the teacher be placed on probation, which will have as its effect retaining the teacher at his or her previous year's salary for the succeeding probationary year. Continued failure to achieve satisfactory improvement will be cause for dismissal.

Teacher Aides:

The purposes of supervision and evaluation are to promote excellence, enhance the effectiveness of the educational program, identify and recognize employee's strengths and weaknesses, establish plans to assist teacher aides in being more effective in their work, and to support decisions about further employment. An evaluation of each teacher aide's work will occur at least every other year.

Each teacher aide may work under the direction of the Principal to establish a professional growth plan for him or herself. Annually, this plan may include the following: course work, attendance at workshops, visits to other schools and/or classrooms, and other professional development activities.

School administrators will observe teacher aides informally and, to the extent they judge necessary, observe them formally for the purpose of examining a teacher aide's success in meeting school system goals outlined in the District Evaluation Form. That Form will not be changed without notice to the Association. A conference between the evaluated teacher aide and the school administration concerning goals, observations, or evaluations will occur shortly after a request for such a conference by either party. Material relevant to a teacher aide's evaluation will be maintained in personnel files in the Superintendent's Office and the Principal's Office, which files will be available to the teacher aide for review upon request.

ARTICLE 20

CLASSROOM ASSIGNMENTS/AIDES

Teachers and aides will be notified in writing by the Principal or other appropriate administration official of their assignments for the coming school year including the instructional spaces to which they will be assigned the grades and/or subjects they will teach. That assignment will be preliminary and may be changed, but will be made as soon as is practicable. Reasonable efforts will be made to notify returning teachers and teacher aides of those assignments prior to June 15 of the preceding school year and newly appointed teachers at the time of their appointment. Teaching assignments will be made after consultation with the teachers involved.

ARTICLE 21

AIDES SALARY SCHEDULE

(attached)

A.    Cost of Living adjustment:

9/1/12 – 08/31/13                   1.5%

B.    Additional Step

Add Step #10 to the Teacher Aides’ schedule, which will take effect at the start of Fiscal Year 2010 following the completion of the 27th year of total service, of which a minimum of 20 years will be in the service of the Leverett Elementary School, and will be Four Hundred, ($400.00) dollars higher than step #9.

ARTICLE 22

TEACHER SALARIES

(attached)

A.         Longevity: An additional $1,000 after 15 years of service, an additional $1,250 after 20 years of service, and an additional $1,500 after 25 years of service.

Scarce positions: The School Committee may, at its discretion, pay at a rate of up to $3,000 per year more for hard to fill positions.

B.   Part-time employees pay will be calculated on a prorated basis of the portion of time assigned and worked during a full school week. Any employee who works a partial school year will be paid for actual days assigned and worked, including approved leave days.

C.  Employees will be eligible for a step increase if they work the equivalent of one-half FTE year in their staff position. Current equivalent work will be counted towards full-time equivalence measures. Staff members who work at a rate of less than .5 FTE will be eligible to advance one step every two years.

D.   Step increases are not automatic and will be voted by the Committee on an individual basis, on the recommendation of the Superintendent of Schools. Step increases will be granted only when there has been a continuation of high standards on the part of the employee and demonstrated continued improvement in efficiency and quality.

E.    Employees may have their paychecks deposited directly to a bank of their choice. However, the School Committee will not be held liable for any losses associated with a failure of checks actually being deposited.

F.    Cost of Living adjustment

09/01/12 – 08/31/13           1.5%

G.   Additional Step

Add Step #13 to the Teachers’ schedule, which will take effect at the start of Fiscal Year 2010 following the completion of the 27th year of total service, of which a minimum of 20 years will be in the service of the Leverett Elementary School, and will be One Thousand, ($1,000.00) dollars higher than step #12.

ARTICLE 23

STIPEND POSITIONS

Sixth Grade Extended Field Trip Sponsor

Experienced classroom teacher with supervision and planning skills willing to work closely with students and their parents in developing our annual spring overnight trip for 6th graders.

Per contract agreement, stipend of $400.00

Teacher in Charge

Stipend of $750.00 per school year

Mentor Teachers

Stipend of $600.00 per school year

IMPLEMENTATION AGREEMENT

LEVERETT SCHOOL COMMITTEE                               LEVERETT EDUCATION ASSOCIATION

__________________________________                     ____________________________________

__________________________________                     ____________________________________

__________________________________                     ____________________________________

__________________________________                     ____________________________________

__________________________________                     ____________________________________

LEVERETT SCHOOL COMMITTEE

2012-2013

SALARY SCHEDULE

TEACHERS

STEPS

BACHELOR’S

MASTERS

MASTERS +30

1

$36,618

$38,246

$40,159

2

$38,534

$40,159

$42,070

3

$40,446

$42,070

$43,984

4

$42,357

$43,984

$45,894

5

$44,269

$45,894

$47,804

6

$46,182

$47,832

$49,751

7

$48,171

$49,837

$51,774

8

$50,240

$51,919

$53,883

9

$52,399

$54,090

$56,077

10

$54,654

$56,358

$58,360

11

$57,001

$58,713

$60,737

12

$59,452

$61,168

$63,208

 

Special Rules Apply for Step 13 (see below)

 

 

13

$60,452

$62,168

$64,208

SICK DAYS                   15 DAYS PER YEAR, UNLIMITED ACCUMULATION

PERSONAL DAYS       3 DAYS PER YEAR, CUMULATIVE TO 5 DAYS

NEW TEACHERS WILL BEGIN WITH AN ACCUMULATION OF 2 DAYS

FUNERAL LEAVE      UP TO 5 DAYS

ADDITIONAL DAYS MAY BE GRANTED AT THE DISCRETION OF THE SUPERINTENDENT OR ITS DESIGNEE

LONGEVITY               $1000 AFTER 15 YEARS OF SERVICE

$1250 AFTER 20 YEARS OF SERVICE

$1500 AFTER 25 YEARS OF SERVICE

MENTOR                       $600/YEAR

TEACHER-IN                 $750/YEAR

CHARGE

SIXTH GRADE               $400 STIPEND

FIELD TRIP

SPONSOR

STEP 13 RULE:             FOLLOWING COMPLETION OF THE 27TH YEAR OF TOTAL SERVICE OF

WHICH A MINIMUM OF 20 YEARS WILL BE IN THE SERVICE OF THE

LEVERETT ELEMENTARY SCHOOL.

LEVERETT SCHOOL COMMITTEE

2012-2013 SALARY SCHEDULE

TEACHER AIDES

STEP

HOURLY RATE

1

$12.80

2

$13.42

3

$14.14

4

$14.84

5

$15.68

6

$16.31

7

$16.94

8

$17.58

9

$18.22

Special Rules Apply for Step 10 (see below)

 

10

$18.54

SICK DAYS                   15 DAYS PER YEAR, CUMULATIVE TO 60 DAYS

PERSONAL DAYS       3 DAYS PER YEAR, CUMULATIVE TO 5 DAYS

NEW AIDES WILL BEGIN WITH AN ACCUMULATION OF 2 DAYS

FUNERAL LEAVE        UP TO 5 DAYS. ADDITIONAL DAYS MAY BE GRANTED AT THE DISCRETION OF THE SUPERINTENDENT OR ITS DESIGNEE

LONGEVITY                  $1000 AFTER 15 YEARS OF SERVICE

$1250 AFTER 20 YEARS OF SERVICE

$1500 AFTER 25 YEARS OF SERVICE

STEP 10 RULE:             FOLLOWING COMPLETION OF THE 27TH YEAR OF TOTAL SERVICE OF WHICH A MINIMUM OF 20 YEARS WILL BE IN THE SERVICE OF THE LEVERETT SCHOOL DISTRICT.