Lynnfield

Show detailed information about district and contract

DistrictLynnfield
Shared Contract District
Org Code1640000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2016
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersNorth Shore RVTSD
CountyEssex
ESE RegionNortheast
Urban
Kind of Communityresidential suburbs
Number of Schools5
Enrollment2353
Percent Low Income Students5
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Lynnfield

COLLECTIVE BARGAINING AGREEMENT

BETWEEN

LYNNFIELD TEACHERS’ ASSOCIATION

AND

LYNNFIELD SCHOOL COMMITTEE

SEPTEMBER 1, 2013 to AUGUST 31, 2016

AGREEMENT

This agreement made and entered into on this 30th day of May, 2013 by and between the LYNNFIELD SCHOOL COMMITTEE (hereinafter referred to as the “Committee”) and the LYNNFIELD TEACHERS’ ASSOCIATION, a/w the National Education Association (hereinafter referred to as the “Association”).

PREAMBLE

Recognizing that the prime purpose of the Lynnfield school system is to provide education of the highest possible quality for the children of Lynnfield, we, the undersigned parties to this contract, agree to the following principals:

1.        The Lynnfield School Committee, elected by the citizens of Lynnfield, is a public body established under and with duties, powers, responsibilities and rights provided by the laws of Massachusetts and the applicable rules and regulations of administrative agencies issued under such laws.

2.        The Superintendent of Schools of Lynnfield is the executive officer of the Committee and as such administers and directs the operation of the public schools of Lynnfield in accordance with the decisions of the Committee.

3.        The professional staff of the Lynnfield school system shares with the Committee and the Superintendent responsibility for providing for pupils of the Lynnfield Public Schools education of the highest possible quality consistent with the policies of the Committee, and the professional staff has the major role in direct contacts with pupils.

4.        Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchanges of views, and information among the Committee, the Superintendent, and the professional staff in the formulation and application of policies relating to wages, hours and other conditions of employment for the professional staff.

5.        The Lynnfield Teachers Association recognizes that the basic duty of each professional employee is to use his skill and expertise in the most effective manner to improve the quality of education offered by the Lynnfield Public Schools.

ARTICLE I

RECOGNITION

The Committee recognizes the Lynnfield Teachers’ Association for purposes of collective bargaining as the exclusive representative of a unit consisting of all professional personnel hereinafter set forth: all certified classroom teaching personnel or teaching personnel for whom the Committee has requested a waiver of certification including department heads, coordinators, head teachers, counselors, other specialists, speech language pathologists and nurses.

Excluding:     The Superintendent, any Assistant Superintendent, any Assistant to the Superintendent, principals, assistant principals, directors, all substitute teachers, teachers’ aides, and substitute nurses. Unless otherwise indicated, the employees in the above unit will hereinafter be referred to as the “teachers” or “nurses”, and all other employees, professional and non-professional, are excluded.

ARTICLE II

CONTRACT NEGOTIATION PROCEDURE

Section A.     Subject to the provisions of Article IX, Section A, not later than October 1 of the calendar year preceding the calendar year in which this Agreement expires, the Committee agrees to enter into negotiations with the duly elected representatives of the Association over a successor Agreement in a good faith effort to reach agreement concerning all items and matters properly bargainable as set forth in the General Laws of Massachusetts, and more particularly Chapter 150E of said Laws.

Section B.     Any agreement reached with the Committee will be reduced to writing, will be signed by the Committee and the Association, and will become an addendum to this agreement.

Section C.     The Association shall submit to the Committee a list of names and titles of officers, committee members, and others representing the Association, either elected or appointed.

Section D.     Within fifteen (15) days after written notification by either party, the Association and the Committee (or their representatives), by mutual consent, will meet to discuss any matter relative to wages, hours and other conditions of employment of teachers and nurses which is not covered by this contract provided such matters cannot satisfactorily be resolved by discussions between the Collective Bargaining Policy Committee and the Superintendent.

If as a result of such discussions agreements are reached, such agreements may, by mutual consent, be made addenda to this contract.

ARTICLE III

GRIEVANCE PROCEDURE

Section A.     DEFINITION

1.        A “grievance” is defined to mean a dispute involving an alleged violation of any provisions of this Agreement or any subsequent agreement entered into pursuant to this Agreement.

2.        An “aggrieved person” is the person or persons claiming the grievance.

Section B.     PURPOSE

The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the grievances which may arise from time to time.

Section C.     GENERAL

1.        Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum.

2. a.   Failure at any step of this procedure to advance a grievance to the next step within the specified time limits should be deemed to be acceptance of the decision rendered at that step.

b.   Failure at any step of this procedure to render a decision within the specified time limits shall advance the grievance to the next step.

3.        The time limits specified may be extended by mutual agreement. Said agreement is to be in writing.

4.        In the event a grievance is filed on or after June 1, which if left unresolved until the beginning of the following school year could result in irreparable harm, the time limits set forth herein may by mutual agreement of the parties be reduced so that the grievance procedure may be exhausted prior to the end of the school term or as soon as thereafter as is practicable.

5.        Forms for filing grievances will be jointly approved by the Superintendent and the Association and given appropriate distribution so as to facilitate operation of the grievance procedure.

Section D.     RIGHTS OF TEACHERS TO REPRESENTATION

1.        Any teacher may present a grievance and have such grievance heard without intervention by the Association; provided that the Association representative is afforded the opportunity to be present at such conferences and to state the Association’s views and that any adjustment made should not be inconsistent with the terms of this Agreement.

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

Section E.     PROCEDURE

Informal Procedure

The aggrieved person may discuss the grievance with the principal of his building. If the matter is not disposed of to the aggrieved person’s satisfaction within five (5) school days after he has initiated discussion, he may proceed to Formal Procedure under this Article, it being understood that any aggrieved person may proceed under the Formal Procedure in any event.

Formal Procedure

1.        Level One

a.        A grievance must be filed in writing with the principal or immediate supervisor within fifteen (15) school days of the time of the occurrence of the grievance or the date the aggrieved person knew or should have known of its occurrence, whichever is later. If not filed in writing within the aforesaid period, the grievance will be considered as waived. The grievance must state the alleged facts pertaining to the grievance, reference to the applicable provision(s) of this Agreement, and the date of the occurrence of the grievance.

b.        The principal shall meet with the aggrieved person and, if requested by the aggrieved person, an Association representative, within five (5) school days after the receipt of the written grievance and attempt to resolve the grievance. The principal shall give a written answer to the aggrieved person within five (5) school days after the date of such meeting.

2.        Level Two

If the aggrieved person is not satisfied with the disposition of the grievance, it may be referred to the Superintendent in writing within five (5) school days after the receipt of the principal’s answer. The Superintendent shall, within five (5) school days after receipt of the written grievance, meet with the aggrieved person and, if requested by the aggrieved person, an Association representative, and attempt to resolve the grievance. The Superintendent shall give a written answer to the aggrieved person within ten (10) school days after the date of such meeting.

3.        Level Three

If the aggrieved person is not satisfied with the disposition of the grievance, it may be referred to the School Committee in writing within five (5) school days after receipt of the Superintendent’s answer. Within ten (10) school days or the next regularly scheduled School Committee meeting, whichever is later, after receiving the written grievance, the School Committee or its designated representative will meet with the aggrieved person and the Association’s representative, if the aggrieved person so desires, for the purpose of resolving the grievance. The ultimate decision on the grievance at Level Three will, however, be rendered by a majority of the School Committee. Within five (5) school days after the next regularly scheduled School Committee meeting following the Level Three meeting, the School Committee shall give a written answer to the aggrieved person, and if present, to the Association’s representative.

4.        Level Four

a.        The School Committee’s answer shall be considered accepted unless within ten (10) school days after receipt thereof the Association notifies the School Committee of its intention to take the grievance to arbitration.

b.        The arbitrator is to be mutually selected by the Committee and the Association. If the Committee and the Association cannot agree, within seven (7) school days after written notice specified above of the intention to arbitrate, then the party demanding arbitration shall within five (5) school days thereafter, request the American Arbitration Association to provide a panel of arbitrators. Said arbitrator is then to be selected under the provisions of the Voluntary Labor Arbitration Rules now, or hereafter, in effect. The Voluntary Labor Arbitration Rules shall also govern the procedure in any arbitration hearing.

c.        The arbitrator so selected will confer with the School Committee or its designated representative and the Association and hold hearings promptly and receive briefs, and will issue his decision not later than thirty (30) days from the date of the close of the hearings or, if oral hearings have been waived, then from the date the final statements and proofs are submitted to him. The arbitrator’s decision will be in writing and set forth his findings of fact, reasoning, and conclusions on issues submitted. The arbitrator will be without power to modify, alter, add to, or subtract from the provisions of this Agreement. The decision of the arbitrator will be submitted to the School Committee and the Association and will be final and binding.

d.        The fees of the American Arbitration Association and of the arbitrator and the expenses of any required hearing shall be shared equally by the Committee and the Association, but each party shall bear the expenses of its representative, participants, witnesses, and for the preparation and representation of its own case including any transcript requested by that party.

e.        The parties may, by mutual agreement, submit more than one pending grievance to the same arbitrator.

Section F.     RESOLUTION OF FORMAL GRIEVANCES

Any resolution of a formal grievance shall be forwarded in writing by the Principal, Superintendent, or School Committee to the Chairperson of the Professional Rights and Responsibilities Committee of the Association.

ARTICLE IV

CONDITIONS OF EMPLOYMENT

Section A.     This Agreement is a complete agreement between the parties covering all subjects of bargaining for the term hereof.

The Committee shall not be under obligation to negotiate with the Association any modifications or additions to this Agreement which are to become effective during the term hereof. In the event agreements are mutually reached on a voluntary basis between the Committee and the Association, they will be reduced to writing, signed by the Committee and the Association, and will become an Addendum to this Agreement.

Section B.         1. a.           The teachers’ salary schedule for the school year is set forth in Appendix A of this Agreement.

b.          Salaries of each person covered by this Agreement are set forth in his contract(s) with the Committee. The aforementioned contracts include those for special areas, athletic areas, and extra-curricular areas.

2. All persons covered by this Agreement will have the option of being paid in 21 or 26 equal installments. Teachers who elect to be paid in 26 installments shall be paid the final six (6) installments on the last scheduled pay day of the school year.

Salary checks, if available from the Town Treasurer, will be issued on the last day prior to a vacation period.

3. In recognition of dedicated service to the children of Lynnfield and in consideration of a teacher’s or nurse’s early notification of termination (which allows the School Department to budget and hire for the succeeding school year), any teacher or nurse covered by this Agreement who will have been employed in that capacity in the Lynnfield Public Schools for at least fifteen (15) years as of the date of her/his termination may upon her/his termination obtain a payment for unused sick days by conforming to the following procedure:

An eligible teacher or nurse who desires to receive the referenced payment must submit to the Superintendent a letter of resignation on or before September 10 of the school year at the end of which the teacher or nurse will be terminating her/his employment with the Lynnfield Public Schools. The letter of resignation must state that the teacher or nurse will be terminating her/his employment as of the last day of that school year and must note that the teacher or nurse understands that, if the letter is not revoked on or before December 10 of the same school year, it will thereafter be irrevocable. (A teacher or nurse who terminates employment during a school year will not be eligible for the payment.) A teacher or nurse who complies with the above procedure will, at the end of that school year, have all of her/his accumulated unused sick leave brought back. The individual will be provided a lump sum payment following her/his termination on or about July 1 in the amount of thirty dollars ($30.00) for each unused sick leave day that is bought back.

The estate of a teacher or nurse who has been employed in that capacity in the Lynnfield Schools for at least fifteen (15) years and who dies while employed in the Lynnfield Public Schools shall be entitled to the benefit set forth in this Paragraph B.3.

Section C.     Effective August, 2013, the length of the student day on days other than

Wednesday professional development days, scheduled one-half days, and early release days shall be as follows:

High School:

7:50 – 2:26

 

Middle School

7:40 – 2:00

 

Elementary Schools

Early Opening School:

8:20 – 2:30

 

Late Opening School:

8:50 – 3:00

It is agreed by and between the Lynnfield School Committee and the Lynnfield Teachers Association that, notwithstanding any contrary provisions of their September 1, 2013 through August 31, 2016 collective bargaining agreement, they will implement a pilot program for the 2013-2014 school year with the following features:

1. For the 2013-2014 school year on nine (9) Wednesdays that are designated by the Superintendent (no more than one (1) of which will be scheduled in the same month) students at all schools will be dismissed one hundred and eighty (180) minutes earlier than the standard dismissal time for the applicable school, while teachers will remain at their schools until the normal end of their work day. Those one hundred and eighty (180) minutes will be used for professional development activities. The nine (9) Wednesdays will be referred to as “Wednesday professional development days.”

While it is recognized that the length of the student day is a prerogative of the Committee, it is the present intention to retain the above starting and dismissal times for this school year unless conditions otherwise necessitate. Prior to the institution of any change in the schedule of the student hours, the Superintendent will notify the President of the Lynnfield Teachers Association of the reasons and the need therefore, as well as the anticipated length of the change.

If any change in the student schedule calls for the working day for teachers longer than is presently in effect, or otherwise requires teachers to teach additional teaching periods over those currently in effect, then the parties will negotiate with respect to the length of such time and any compensation therefore. (The phrase “work day currently in effect” includes not only actual teaching time but other such time as the individual teacher is required to be in the building.)

Section D.     The work year for teachers (other than new personnel who may be required to attend pre-school orientation sessions) shall be 182 ½ days. Teachers shall report the day before the first school day for students for professional development as planned by the administration. Additionally, teachers shall participate in one and one-half (1 ½) professional development days during the school year when students are not present. For these one and one-half days, 50% of the time shall be planned by the administration and 50% of the time will be planned jointly by a committee comprised of administrators and teachers. The one-half (1/2) professional development day shall be scheduled on the weekday immediately succeeding the last student day before the December Holiday Break. The last day of school shall be a half day for students.

Section E.     In accordance with past practice, teachers will normally have a duty-free lunch period of at least the length of a regular student lunch period.

Section F.     Teacher participation in extra-curricular activities shall be voluntary and teachers will be compensated for participation in extra-curricular activities established by the Committee. Teachers will continue to be given the opportunity to enhance their professional contribution through voluntary participation in extra-curricular activities not established by Committee action.

Section G.     REDUCTION IN FORCE

1.        Normal attrition will be the method first used to reduce the number of teaching positions in the Lynnfield Public School System. That is, teachers who resign, retire, or who otherwise terminate their employment shall not be replaced. Also included in this paragraph are those teachers without professional status whose employment the Superintendent determines not to renew.

2.        If it is not possible to reduce the staff by the above factors, reductions will first be made among those teachers in the Lynnfield Public School System without professional status provided there are teachers with professional status who are qualified to fill those positions, whether or not they are in the same classification.

3.             If a reduction in staff results in the layoff of teacher with professional status the Superintendent shall determine which teacher with professional status in the classification units described below shall be reduced in the following order:

(1) Those teachers with professional status who have been determined not to be performing at a proficient level. If two or more teachers with professional status have been determined not to be performing at a proficient level, the reduction in force shall be determined by seniority.

(2)      Where it can be demonstrated by the Superintendent that the junior employee within the classification is the only person who has the requisite qualifications to teach a course or provide a specialized service of a professional educational nature by reason of his or her academic background, training, or experience.

All such positions shall be identified prior to the implementation of this Agreement and new positions of a specialized nature will be so designated in the future. The particular requirement of such a designated position shall be clearly specified prior to the inception of a new course or program if it is not already described in the published qualifications of the staff positions. Such designation shall be subject to the grievance and arbitration provisions of this Agreement at the time they are made.

List of Specialized Positions

Regular Curriculum

Curriculum Specialist

Teachers of Advanced Placement

US History

Biology

Calculus

Chemistry

English

French

Psychology

Statistics

Economics

Physics

(3)      If the number of teachers to be reduced has not been met by the application of (1) or (2) above, the remaining teachers will be laid off in order of seniority within their respective classifications.

(4)      A teacher identified as not performing at a satisfactory level will be notified in writing by his/her primary evaluator as early in the school year as possible, but no later than November 1st. Such notification shall not occur until the recommendation of the primary evaluator has been reviewed by the Administrative Leadership Team. Such notification will include an explanation of the evaluation process and a listing of the specific areas in which the teacher is considered deficient. The teacher may, at his/her election, submit a letter of rebuttal or explanation. Neither the notification nor the response, if any, will become part of the teacher’s permanent record at this time. Subsequent to the identification and notification of a teacher whose performance is less than satisfactory in the Lynnfield Public School System, continued supervision and evaluation of the teacher will be carried out by both his/her supervisor and at least one additional administrator appointed by the Superintendent. By May 1, the teacher’s performance will again be considered by the Superintendent with input from both the regular and appointed evaluators, along with the teacher’s written comments (if any). If after the second review the performance of the teacher is judged to be still less than satisfactory, that teacher will be placed in the unsatisfactory performance category set forth in subsection (1) above, and so notified in writing, and at this time all previous correspondence will become part of the individual’s personnel folder.

4.        Each department and/or classification listed below shall constitute a separate unit for purposes of layoff:

A.       Elementary

(1)      Grades K-6 and teachers of grades 7-8 teaching with an elementary certificate.

(2)      Art (K-4)

(3)      Guidance Psychologist (K-4)

(4)      Physical Education (K-4)

B.       K-12

(1)      Library Media Specialist

(2)      Special Needs

(3)      Music

(4)      Speech and Hearing Therapists

(5)      Speech Language Pathologists ?

C.       5-12

(1)      Physical Education

(2)      Psychologist

(3)      Art

(4)      Health

(5)      Computers

D.       Secondary (7-12)

(1)      English/Reading

(2)      Science

(3)      Mathematics

(4)      Social Studies

(5)      World Language

E.       Nurses

5.        Any teacher who is laid off shall be considered to be on an involuntary leave of absence for the three (3) year period set forth in paragraph 9. If the employee is not recalled at the end of the three (3) year period, the Superintendent will then dismiss the employee pursuant to G.L. c. 71, Section 42.

6.        Seniority means a teacher’s continuous length of service in the Lynnfield Public School System in years, months, and days. Time spent on an unpaid leave of absence in excess of one year shall not be included in the calculation of seniority. Part-time teachers will earn seniority in proportion to the percent of a full-time teacher position (i.e. 60 percent teaching equals 60 percent seniority.) For non-unit employees who subsequently enter the bargaining unit, length of continuous service shall be defined for purposes of this section as length of continuous service in the bargaining unit.

The parties agree to review Section G. sub-section 3.2 and sub­section 4 during the term of this 2013-2016 Agreement.

7.        Within sixty (60) days after the effective date of this Agreement, and annually thereafter, the Superintendent shall forward to the Association a Seniority List containing the names of the teachers with professional status in the bargaining unit. The List shall include date of hire, current classification, leave of absence (if applicable), areas of certification and degree status. Should the Association choose to challenge the accuracy of the Seniority List, written notice detailing the challenge shall be sent to the Superintendent within twenty (20) school days of receipt of the Seniority List. Within ten (10) school days of receipt of the challenge, the Association’s representative shall meet with the Superintendent to resolve the challenge. Challenges to the make­up of subsequent Seniority Lists may be made only to the extent of the change, if any, from the preceding Seniority List.

8.        A teacher with professional status shall appear on the seniority list in only one department and/or classification. If a teacher teaches in more than one department and/or classification, he/she will be placed on the seniority list in the department and/or classification in which the majority of teaching time is spent.

9.        Except for unforeseen circumstances, any teacher who is to be reduced pursuant to this section shall be notified of such reduction no later than May 15 of the school year preceding the school year in which the reduction is to take place.

10.         Any teacher with professional status who accepts an involuntary leave of absence pursuant to this section shall be considered for recall for a period of three years to the position which he/she previously performed in the Lynnfield School System or a substantially similar position. If any opening occurs during that period, the teacher will be offered the opportunity to return to work in his/her department and/or classification on a last-out first-in basis, provided that the teacher continues to be certified and qualified to fill that position.

11.         Recall notices will be sent to dismissed teachers by certified or registered mail to their last address of record, with copies being sent to the Lynnfield Teachers Association. A recalled teacher shall have fourteen (14) days after receipt of the recall notice to accept that position. If the teacher either rejects the recall offer or fails to respond to the recall notice, his/her name shall move to the bottom of the recall list and the position shall be offered to the next person, if any, on the recall list. A refusal to accept recall for a part-time position does not waive the right of the teacher to be recalled in the future.

12.     To the extent permitted by General Laws, Chapter 32B, and the rules and regulations of the Town of Lynnfield, teachers shall be allowed to maintain insurance coverage by paying the full premium to the Town during the recall period.

Section H.                SALARY CONDITIONS

1.  a. In order to be advanced to the next salary step, nurses must earn 15 C.E.U.’s every two (2) years.

b.    Nurses on maximum who have not complied with sub-section a. above shall not be moved to any new maximum salary caused by a negotiated salary schedule change until such credits are earned.

2.        Credits may be accumulative.

3.        Upon employment, one step given for 2 years or more of full-time military service.

4.        Teachers and nurses will receive the following additional compensation for continuous service in Lynnfield:

 

Eff. 9/1/2013

Eff. 9/1/2014

Eff. 9/1/2015

10 years -

$ 691

$ 704

$ 718

15 years -

941

960

979

20 years -

1,224

1,248

1,273

25 years -

1,631

1,664

1,697

30 years-

2,196

2,240

2,285

The above payments for continuous service will be paid in a lump sum on December 1 of each year or on the immediately preceding pay day.

Leave of absence would not break the service although no credit would be given for the absence.

A teacher or nurse who terminates his/her service to the Lynnfield Public Schools at the end of the school year will, within thirty (30) days of the last day of school, receive a one-time payment consistent with his/her number of years of service.

5.        Approval of courses to be studied must be obtained from the Superintendent, and evidence of courses completed with satisfactory grades must be submitted to the Superintendent upon completion of course.

6.        All degrees and course credits, to be recognized for salary purposes, shall be earned from a college or university listed by the New England Association of Colleges and Secondary Schools, or one of its equivalent associations in another part of the country. This provision shall apply to:

(a)      Placement on the salary schedule of teachers beginning service in Lynnfield.

(b)      Advancement on the degree schedule of teachers currently in the employ of the Lynnfield School System.

The Superintendent reserves the right to make exceptions to those degrees and course credit requirements.

Notwithstanding the above paragraph, the District may offer professional development courses which will specify a number of graduate credits that can be applied for advancement on the Lynnfield salary schedule.

7.        A teacher may record a change of degree status for a salary increase as of September 1, provided notification is given by the preceding November 15 that a change of degree is anticipated and subject to written verification from the college or university that all degree requirements have been met. This includes the B+15, M, M+15, M+30, CAGS, and Doctors’ levels provided notification is given by the preceding November 15 that a change in level is anticipated.

8.        Consistent with other course credit requirements, courses taken at a college or university in a teacher’s academic discipline or field of study may be applied toward the B+15 level without being part of a Master’s Degree program.

9.        Effective September 1, 1999 a teacher with a Masters plus forty-five (45) hours will be paid at the CAGS/2 Masters column provided that:

1.        in determining whether a teacher or nurse has the requisite 45 hours (beyond a Masters Degree) only hours (course credits) earned from a college or university listed by the New England Association of Colleges and Secondary Schools, or one of its equivalent associations in another part of the country and professional development graduate credits offered by Lynnfield will be counted. In particular, in-service

credits (whether earned before or after 1996) may not be counted toward the requisite 45 hours in order for a course taken after September 1, 1999 to count toward the requisite 45 hours.

2.        in order for a course taken after September 1, 1999 to count toward the requisite 45 hours, teachers or nurses must obtain written certification from the Superintendent (prior to enrolling in the course) that the course would have relevance to the teacher’s or nurse’s work responsibilities.

10.      Effective in or around September, 1999 the parties agree to establish a joint committee to study the levels of compensation for the positions on the Athletic Coaching Positions and Supplemental Salaries schedules.

11.      Effective September 1, 1999 a teacher or nurse who has served in an extracurricular position as a coach (athletic or non-athletic) or advisor for ten (10) or more consecutive years will receive a bonus in the amount of two percent (2%) of the stipend that he/she receives annually for such extracurricular position(s)

Section I. The parties agree to establish a joint labor-management committee to study issues related to health and safety. The committee will meet on an “as needed” basis as requested by either party.

Section J.                 SCHOOL HOURS FOR TEACHERS

High School – Teachers must be on duty, ready to receive their students, at the opening of school and shall normally remain on duty for eighteen (18) minutes after the student dismissal time, provided that teachers will not have to remain on duty on Fridays unless a student requests extra help on that day.

Middle School – Teachers must be on duty, ready to receive their students, ten (10) minutes before the opening of school and shall normally remain on duty for twenty-five (25) minutes after the student dismissal time, provided that teachers will not have to remain on duty of Fridays unless a student requests extra help on that day.

Elementary Schools – Teachers shall be on duty for a total of thirty-five (35) minutes before and/or after the student day is their schools, provided that teachers will not have to remain on duty on Fridays unless a student requests extra help on that day.

Full time teachers are also expected, as part of their regular duties, to participate in faculty meetings, parent-teacher meetings and conferences and other professional activities in accord with past practice in the Lynnfield School System.

Part time teachers will only be required to attend meetings that immediately precede or follow their work day, except for parent teacher conferences and open houses.

Teachers with teaching assignments in two schools will attend open houses for parents in both schools. High school teachers are encouraged to attend both the PTO open house and the annual orientation curriculum evening for parents of students in grades 7 and 8.

Teachers will plan their group meetings or personal needs at such times as to prevent conflicts with the requirements heretofore stated. If, however, an emergency arises and a teacher wishes to leave at an earlier hour than has been determined by the regulation, the individual is to seek permission from his or her principal.

Regular elementary classroom teachers are not required to be present in the classroom during specialist instruction periods. This time will be used by classroom teachers for duty-free teacher preparation.

Section K.                Preschool

The work day and evening expectations (i.e. open house/curriculum night) for preschool teachers working a full day will mirror those of elementary teachers.

FTE assignments for preschool teachers also will be calculated in a similar manner to other teachers in the district factoring in planning time and lunch. For example, if a preschool session is of a length of time similar to the .7 kindergarten position, the preschool teacher will be contracted as a .7 FTE.

Section L.                EARLY RELEASE DAYS:

On two (2) student days during the 2013-2014 school year, elementary school teachers will be relieved by substitute teachers who will be provided by the Administration in order to provide those elementary school teachers with duty-free preparation and planning time which may be used by the teachers either individually or in groups. Those days will be scheduled at the building level on days that are agreed upon by the teacher and the principal.

In addition, elementary school teachers will have one (1) early release day during the 2013-2014 school year.

During the 2013-2014 school year, the Superintendent and the Association will meet to discuss another arrangement for providing elementary school teachers, for succeeding years of this 2013-2016 Agreement, with an alternative to the three (3) early release days for duty free teacher preparation that were provided in the parties’ 2010-2013 Agreement.

The parties will establish a joint labor-management committee to review the new professional development scheduling and to make recommendations to the parties. The committee will include the Superintendent and the school administrators plus teachers designated by the LTA. The committee will meet in November, January and March.

A professional development team (similar to the professional development teams currently existing at the elementary schools) will be established at each school.

A tool (form) will be developed to evaluate professional development activities. The tool will elicit responses regarding, among other things, whether monthly or alternating Wednesday sessions would be more productive. The tool will be filled out by teachers at the end of each Wednesday professional development day. The forms will be analyzed by the professional development team and the team will make recommendations to the joint labor-management committee.

The principal at each school will determine the allocation at that school of the ten (10) additional minutes that have been added to the school day.

It is understood that the pilot program will terminate as of September 1, 2014, and the provisions listed above will not apply on and after that date.

Section M.               ASSIGNMENT OF NON-TEACHING DUTIES

The Principal will assign non-teaching duties on an equitable basis.

Section N.                ASSIGNMENTS AND TRANSFERS

Teachers with one year or more experience in the school system will under normal circumstances be notified in writing of any changes in the school to which they will be assigned, the grades and/or subjects they will teach not later than the last school day of the school year that precedes the school year in which the change will be effective.

Teachers shall not be required to teach outside of the limits of their area of certification.

Within five (5) days after the school budget for the succeeding school year has been voted by the Town Meeting, the Superintendent will post a notice on the bulletin board at each school and send a copy of the notice to the Association. Additionally, the Superintendent will provide each member of the staff with a copy of the notice. The notice will list positions that need to be filled for the succeeding school year. Teachers may apply for those positions in conformity with Section 2. below.

In cases of involuntary transfer, the teacher involved will be entitled to meet with the Superintendent to discuss the implications of the transfer and the teacher’s preferences in that regard.

The Superintendent will notify all staff via LPSALL email and Connect Ed. of any vacancies or anticipated vacancies in teaching positions. Teachers may apply for those positions in conformity with Section 2, below.

VACANCIES

1.        All vacancies shall be posted on the bulletin board in each school within ten (10) calendar days of the establishing of the vacant position and a copy of the notice shall be sent to the Association.

2.        All teachers covered by this agreement shall be given ten (10) calendar days after posting and notification to the Association to make written application for such vacancies.

Such application shall be acknowledged in writing by the Superintendent or his/her designee.

3.        Any teacher who is denied an opportunity to fill a vacancy as described above shall be given a written explanation, if requested, with a copy to the Association, of the reasons of the denial.

Section O.                ELEMENTARY AND MIDDLE SCHOOL PARENT CONFERENCES

Each school year, up to a maximum of four (4) parent conferences may be scheduled at the Elementary and Middle Schools. Two (2) of the parent conferences will take place during released afternoons during the normal school hours for teachers, and two (2) conferences shall take place in the evening.

The conferences held in the evening shall not extend the number of teaching working hours beyond those of the normal school hours for teachers.

The afternoon of the day of the evening conference shall also be a released afternoon and the teachers shall be free to leave the school building for the interim between the release of the students and the commencement of the evening conferences.

The night conferences and the “Back-to-School-Night” shall be the only required evening meetings for Middle School teachers during the term of this Agreement.

Section P.                TUITION REIMBURSEMENT

Effective for the 2007-2008 contract year, the Committee will provide reimbursement for tuition for graduate and undergraduate level courses taken by a teacher, subject to the following limitations:

1.)      The course must be approved in advance by the Superintendent. Request for approval must be made in writing in advance of the start of the course on an application form supplied by the Superintendent.

a) The course must be offered for credit at an accredited college or university.

b) The course must be in the teacher’s certification area, or in another certification area in which the teacher is seeking certification, or in an academic discipline in which the teacher is currently teaching.

2.)      The total reimbursement by the Committee for any contract year (September 1 – August 31) shall not exceed $10,000, except that the cap shall be raised to $12,000, for the contract year that begins September 1, 2008, and shall be raised to $15,000 for the contract year that begins September 1, 2009 and for subsequent contract years.

3.)      The pool of money available each year shall be divided with 30% available for the fall semester, 30% available for the spring semester, and 40% available for the summer semester.

The deadlines for submission of applications for tuition reimbursement shall be August 15 for the fall semester, December 15 for the spring semester, and April 15 for the summer semester.

Reimbursement shall be up to one-half of the cost of a three (3) credit course at Salem State College. The teacher will be required to indicate on the application form the tuition cost for which she/he is seeking reimbursement. (Under no circumstance will a teacher be reimbursed for any tuition costs that are not specified on the application form.) In the event the pool of money for a particular semester is inadequate to pay all of the staff members requesting reimbursement, there shall be a lottery to determine which staff members receive reimbursement.

Any remaining funds from the fall semester shall be applied to the spring semester. The same shall apply from the spring to the summer semester.

4) The teacher shall pay the entire tuition cost of approved courses. Reimbursement shall be provided under the following conditions:

a)  The teacher will not be eligible for reimbursement unless she/he has received a grade of B or better in the course.

b)   A receipted copy of the bill for tuition must be submitted to the Superintendent as well as a copy of the teacher’s transcript demonstrating the course grade.

c)   Within sixty (60) days of the Superintendent’s receipt of the bill and transcript, reimbursement shall be provided to the teacher.

Section Q.                TRAFFIC DUTY

The principal at each elementary school will annually select, from those teachers who volunteer, a teacher or teachers to perform traffic responsibilities before and after school. If one teacher is selected to perform those responsibilities both before and after school, he/she will be paid, annually, one thousand five hundred dollars ($1,500.00) for the performance of those responsibilities. If the responsibilities are divided between two teachers, each teacher will be paid, annually, seven hundred and fifty dollars ($750.00). (The stipend shall be paid on a bi-weekly basis.) The Committee agrees that teachers selected for traffic responsibilities will be provided training related to those responsibilities. It is understood that the performance of traffic responsibilities shall not be considered an assigned duty.

Section R.                TECHNOLOGY

Middle and high school classroom teachers are expected to use the district’s communication network to post assignments on either a daily, weekly or monthly basis, provided that, but the end of the contractual day, the homework assignments for that night (or weekend) are available on the teacher’s web page.

Further, both parties recognize the importance of professional development opportunities for any technology initiative the District introduces. No teacher will be evaluated on the implementation of technology expectations for which he/she has not be thoroughly trained.

Section S.                DEPARTMENT HEADS

Department Heads will have a reduced teaching load to accommodate their participation in the evaluation process (as Supervisory Evaluators) and other departmental responsibilities. The Administration will schedule the teaching load of each department head based upon the needs of the applicable department.

ARTICLE V

LEAVES

SABBATICAL LEAVE

Section A.     1.        Any teacher who has served in the Lynnfield Public Schools for a period of at least seven years may, on the recommendation of the Superintendent of Schools, be granted sabbatical leave of absence not exceeding one year for the following purposes, provided that the subject of the sabbatical leave is in a field which relates to the teacher’s area of endeavor in the Lynnfield Public Schools:

A.       Approved Study

By approved study is meant:

1. Study made possible through a foundation grant.

2. Graduate study at an accredited institution.

3. Study made possible through a government grant, dealing specifically with public school education.

B.       Approved Research

By approved research is meant:

1.  Research carried on under the aegis of a university.

2.  Research carried on under an agency of a learned society.

2.        A teacher on sabbatical leave shall receive a salary equal to one-half of the annual salary to which he would have been entitled had he remained in the school system that year.

3.        Written requests for sabbatical leave should be made on or before March 1 of the school year previous to the school year for which the sabbatical leave is requested.

4.        Before beginning the sabbatical leave, the teacher shall enter into a written contract with the Superintendent to return to active services in the Lynnfield Public Schools for a period of at least two years after the expiration of such leave. A teacher who does not perform this agreement shall repay the town for salary received during leave at the rate of one-half the amount granted for each of the two years he may fail to serve as a teacher in the Lynnfield schools; provided, however, that the teacher shall be released from such payment if his failure to serve the two years as stipulated be due to his illness, disability, or death, or if he be discharged from his position by the Committee.

5.        In no event shall more than two members of the total professional staff be granted a sabbatical leave during any one school year, and in the event of a conflict of requests the Superintendent shall determine who will be granted a sabbatical leave in light of all the facts.

6.        A teacher returning from sabbatical leave shall be placed on the step of the salary schedule he would have attained had he remained in the school system.

LEAVE OF ABSENCE

Section B.     1.        Except as more specifically provided below for requests for maternity leave, leaves of absence without pay for a period up to one year, with the possibility of a one year extension, may be granted at the discretion of the Superintendent to teachers with professional status in the Lynnfield Public Schools, for the following reasons:

a. approved study;

b. exchange with teacher in another school system;

c.  service for or in the armed forces of the United States or services with a governmental agency in a capacity related to his teaching endeavor;

d. health (a member’s personal health because of continuing illness or effects of accident which extends beyond the period of sick-leave available to him);

e.  child care leave: such leave shall continue until the beginning of the following school year, or to the beginning of the second school year following the school year in which the leave was granted should the pregnancy terminate after June 30; provided that the Committee has discretion to extend child care leave for a maximum of one year, it being understood that no further extensions shall be granted. Should an appropriate opening occur during the school year, the Superintendent shall advise persons on a child care leave of their eligibility to work at that time.

In all cases involving leaves granted pursuant to d. and e. above, appropriate medical evidence of fitness will be required prior to return from such leave.

A teacher on child care leave must notify the Superintendent in writing on or before March 15th of her intention to return the following September.

f.    alternative career exploration

g.    other leaves as may be approved by the Committee

Leaves of absence will normally be one school year in length commencing on September 1. Leave requests will be submitted in writing by March 15, for leaves commencing the following September; it is understood that this may not always be possible in the case of leave for health or maternity reasons. Notification of intent to return the following September must be submitted in writing to the Superintendent prior to the preceding March 15. Failure to do so will result in forfeiture of tenure rights. Written reminder of expiration of the leave will be sent by the Superintendent February 15.

A teacher returning from leave of absence for any of the above reasons, with the exception of health (d. above), child care (e. above), career exploration (f. above), and other leave (g. above) shall be placed on the step of the salary scale he or she would have attained if remaining in the school system. Also, if possible, on return from leave of absence a teacher will be assigned to the same position which he held at the time said leave commenced, if available, or, if not, to the most substantially equivalent position that is then available.

Section C. 1.           Pursuant to Chapter 149, Section 105D of the Massachusetts General Laws, a female teacher or nurse who has been employed by the Lynnfield Public Schools as a full-time employee for at least three (3) consecutive months shall be eligible for maternity leave of up to eight (8) consecutive weeks provided that she gives at least two (2) weeks’ notice to her employer of her anticipated date of departure and intention to return.

Pursuant to the Family and Medical Leave Act (FMLA) a teacher or nurse who has been employed for at least twelve (12) months is entitled to twelve weeks of leave per school year, for specified purposes, among which are: for the birth of a son or daughter, and to care for the newborn child; and for placement with the teacher or nurse of a son or daughter for adoption or foster care. The Lynnfield Public Schools will administer such leave in conformity with Section 105D and the FMLA, and the regulations issued pursuant to those statutes. Except to the extent covered by sick leave, leave under either of those statutes shall be without pay.

A teacher or nurse who is pregnant and is physically unable to work due to disability connected to pregnancy or childbirth may use accumulated sick leave to cover those days the teacher is disabled and unable to work. The Superintendent may require a teacher to submit medical evidence verifying the disability.

2.        This leave may be extended by mutual agreement between the teacher or nurse and the Superintendent in order that a teacher or nurse may return at an appropriate time in consideration of the students’ program (s) (such as the beginning of a semester, beginning of a marking term, or after a vacation period).

3.        Child Rearing Leave - In the event a teacher or nurse desires a leave longer than the period provided by statute, the procedure set forth in Section B. 1. e., shall be followed.

Section D.                In order to provide an incentive to reduce absence from work during the school year, the Committee will pay the following bonus, payable on or before June 30 of each school year, to teachers whose total days of absence due to sick and personal leave have not exceeded the following during that school year:

Days

Bonus

0

$274

1

$219

2

$164

3

$110

4

$ 55

The Committee shall not be obligated to expend more than twelve thousand dollars ($12,000) in a given school year pursuant to this Plan. In the event that this amount is insufficient to satisfy the total amount of bonus due to teachers for a given school year, and the Committee decides not to exceed this amount, teachers will receive partial payment on a pro rata basis.

Section E.                In case of personal illness or accident, teachers who are regularly employed shall be allowed absences during the school year without loss of pay as follows:

Sick leave without loss of pay for 15 school days per year, accumulative to 195 days. One-half of any days accumulated beyond 195 days, rounded upward to the next full day, shall be credited for the sole purpose of use in connection with the provisions of Article IV, Section B. 3 of this Agreement. However, in the first year of employment of teachers and nurses sick leave will be earned on a bi yearly basis, at the rate of seven (7) days on the first day of the school year and eight (8) additional days on the 92nd day of the school year.

The Superintendent of Schools may require a certificate from a registered physician in cases of illness or accident, which certificate shall state the cause of absence, and that in the opinion of the physician absence from duty was necessary. Such certificate shall be submitted in all absences in excess of five work days. The Superintendent may require a teacher be examined by a physician chosen and paid for by the Committee.

Each teacher will be entitled to use up to five (5) days of sick leave each year for emergency care of sick children, parents, spouses and household members who are listed on the annual census in the city or town in which they reside.

Section F.     SICK LEAVE BANK

A Sick Leave Bank has been established for use by eligible members whose sick leave accumulation is exhausted through prolonged illness and who require additional leave to make full recovery from an extended illness.

1.        A Sick Bank will be administered by the Control Board consisting of:

a.        Two representatives designated by the Association.

b.        Two representatives designated by the Committee.

2.        To initially join the Sick Bank, a member must have professional status and must have accumulated at least 20 sick leave days prior to the beginning of the school year.

3.        Membership shall continue from year to year unless a member chooses, in writing, to withdraw from the Sick Bank prior to the end of the first four weeks after the first day of any school year.

4.        Each member will donate one day of his sick leave annually to the Sick Bank; provided that, effective September 1, 1991, only each new teacher and a teacher joining the Bank for the first time shall donate one day from his sick leave to the Sick Bank. However, whenever the number of days in the Sick Bank is reduced to less than one hundred (100) days, each member shall be required to contribute an additional day.

5.        If a member’s sick leave has been exhausted, he may apply for permission to draw on the Sick Bank.

6.        Any sick leave granted under the provisions of this Article shall expire at the end of the school year. Unused sick bank days shall be carried over to the next school year. The maximum number of days in the Sick Bank shall not exceed three hundred (300) days.

7.        The initial grant of sick leave by the Control Board shall not exceed thirty (30) days. Upon completion of the thirty day period, additional entitlement may be extended by the Control Board upon demonstration of need by the applicant.

8.        Subject to the foregoing requirements, the Sick Leave Bank Control Board will determine the eligibility for use of the Bank and the amount of leave to be granted. The following general criteria shall be considered by the Board in administering the Bank and determining the amount of the leave:

a.        Any supportive medical information, other than the member’s own doctor, which may be required by the Control Board.

b.        Prior utilization of eligible sick leave.

c.        Length of service in the Lynnfield Public School System.

Application shall be made in writing.

The decision of the Control Board with respect to eligibility and entitlement shall be final and binding and not subject to appeal, or to grievance and arbitration as set forth in Article III.

9.        All members absentee records will be made available to the Control Board upon request.

10.      Upon return from extended sick leave during which benefits were received through the Sick Bank, the recipient shall be entitled to commence a new accumulation of individual sick leave in accordance with the provisions of the collective bargaining agreement on the same basis as other members.

Section G      OTHER ABSENCES AUTHORIZED WITHOUT SALARY DEDUCTIONS

1.        Death in the immediate family. In case of death in the immediate family, a person may be absent for up to five (5) school days within the seven (7) calendar day period that commences with the day of death (if taken as one of the five (5) days) or the day following the day of death, without salary deduction. Immediate family is defined as parent, husband, wife, child, brother, sister, in-law, member of the teacher’s household listed in the annual census in the city or town in which they reside or other relationship determined by the Superintendent of Schools; in the case of gay/lesbian employees, the immediate family also includes their partner and their partner’s parents and children. In the case of the death of a grandparent or grandchild, a person may be absent for up to two (2) days without salary deduction. In the case of an aunt, uncle, niece or nephew, a person may be absent one day without salary deduction for the purpose of attending the funeral or service. When warranted by the circumstances, the Superintendent may approve the application of authorized personal days for this purpose without salary loss.

2.        Compliance with the requirements of a court. No deduction of salary shall be made where a person actually attends court under subpoena as a witness in a case to which he is not a party.

3.        Quarantine established by the local Commissioner of Public Health. No deductions of salary shall be made for absence due to quarantine established by the Commissioner of Public Health. In all such cases the notice of quarantine served by the Commissioner of Public Health must be submitted, with the application for exemption, and satisfactory proof of the beginning and closing of the quarantine period must be furnished.

4.        Teachers required to perform jury duty shall receive leave with pay for the duration of such duty as follows: Compensation shall be the difference between jury duty pay, exclusive of mileage reimbursement, and the teacher’s regular pay, including all or any part of compensation for stipendiary positions held at the time of such jury duty.

5.        With the approval of the building Principal and the Superintendent, teachers are allowed one day during the school year to visit another classroom within the system or another school system.

6.        Unusual circumstances. The Superintendent, with the approval of the School Committee, may exempt teachers from salary deductions for situations involving unusual circumstances.

A teacher elected to serve with professional status, absent on the first day of a school year due to a personal illness or illness in the immediate family, or to accident, as hereinbefore defined shall be deemed, notwithstanding such absence, to be regularly employed and eligible for the benefits of this section. A teacher without professional status shall not be eligible for said benefits until actual service has been rendered in that year.

With the approval of the Superintendent, teachers may be granted two days’ absence during the school year, without loss of salary or sick leave, for the following reasons: imperative religious, legal, or personal obligations which cannot be conducted other than during a school day. The procedure for requesting personal days is as follows:

a.        The teacher shall submit the request form provided to the Superintendent. Normally this should be submitted at least five working days in advance of need. A duplicate copy shall be given to the principal.

b.        The Superintendent may waive any of the above requirements in the event of unusual circumstances.

c.        The Superintendent will not approve a request for a leave on the scheduled one-half (1/2) day of professional development unless there are extenuating circumstances.

Section H.     MARRIAGE

It is the practice of the Superintendent not to approve leave for marriage during the school year except under unusually extenuating circumstances. Any leave granted for this purpose will be without pay and should be processed through the Superintendent of Schools well in advance of the establishment of marriage plans.

ARTICLE VI

DEDUCTIONS

Section A.     Dues

In accordance with the provisions of the General Laws, the Committee agrees to deduct from the salaries of its employees dues for the Lynnfield Teachers’ Association – Massachusetts Teachers’ Association or the National Education Association or both as said employees individually and voluntarily authorize the Committee to deduct, and to transmit the money promptly to the Lynnfield Teachers’ Association. Employee authorization will be in writing.

The form and format will be mutually agreed upon by the Superintendent and the Treasurer of the Association.

Section B.     Credit Union

The School Committee agrees to deduct from the salaries of its employees payment to credit unions, to tax sheltered annuities, and to United States Savings Bonds. Enrollment periods for such deductions shall be established on a semi-annual basis.

ARTICLE VII

GENERAL PROVISIONS

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

Section B.     Preparation for negotiations, investigations of grievances and participation in grievance meetings or hearings shall not be allowed during regular school hours without approval by the Superintendent of Schools.

Section C.     A copy of the agenda of scheduled Committee meetings will be mailed to the Association at least twenty-four (24) hours prior to said meeting. As soon as possible after such meetings, the Association will be provided with a copy of minutes and all printed materials distributed to the Committee except such materials which relate to personnel or are otherwise confidential. This Section C. shall not apply to meetings of the Committee in executive session.

Section D.     A copy of this Agreement will be posted on the district website.

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

Section F.     The Agreement includes all of the agreements reached by the parties respecting matters pertaining to the wages, hours and other conditions of employment of employees which either the Committee or the Association proposed as the subject of negotiation. During the term of this Agreement neither party shall be required to negotiate concerning any matter affecting wages, hours and other conditions of employment whether or not such matter is covered by this Agreement.

Section G.     The parties agree that the Committee is a public body established under and with powers provided by the statutes of the Commonwealth of Massachusetts and nothing in this Agreement shall be deemed to derogate from or impair any power, right, or duty conferred upon the Committee by statute or any rule or regulation of any agency of the Commonwealth. As to every matter not specifically mentioned or provided for in this Agreement the Committee retains all the powers, rights and duties that it has by law and may exercise the same at its discretion without any such exercise being made the subject of a grievance or arbitration proceeding hereunder.

Section H.     The Association agrees that it will not cause, condone, sanction, induce or take part in any strike, walkout, slow-down, work stoppage or withholding of services by employees of the Committee.

Section I.      1.      No teacher with professional status covered by this Agreement shall be dismissed, demoted, or reduced in salary except in accordance with the provisions of Massachusetts General Laws, Chapter 71, Sections 42, 42A, and 43, which are hereby incorporated by reference and made part hereof. No claim that the dismissal, demotion, or reduction in salary of any teacher with professional status covered by this Agreement is in violation of the said statutory provisions shall be subject to the grievance and arbitration provisions of this Agreement.

2.      In conformity with the law, the Superintendent shall possess the exclusive discretion over the employment, and retention or non-retention of the service, of any teacher without professional status covered by this Agreement. Any exercise of said discretion shall not be subject to the grievance and arbitration provisions of this Agreement.

3.    Except for matter covered by the provisions of Paragraphs 1 and 2 of this section, no employee will be disciplined, suspended, or denied increment increases without just cause.

Section J. The Committee will support the adoption by the Town of a pre-tax deduction for insurance payments and a “Cafeteria Plan” for Town employees. In addition, the parties will form a subcommittee to study and make recommendations concerning working conditions of part-time teachers and teachers assigned to more than one school.

Section K. The Committee recognizes the Town’s obligation to provide health insurance coverage for members of the bargaining unit and to contribute toward the premium expense of that coverage in accordance with M.G.L. c.32B.

ARTICLE VIII

TEACHER EVALUATION

Section A.     All monitoring or observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher. Teachers will be given a copy of any evaluation report prepared by their superiors and will have the right to discuss such report with their superiors.

1.        Teachers will have the right, upon written request, to review the contents of their personnel file in the presence of a member of the administration. A teacher will be entitled to have a representative of the Association accompany him during such review.

Section B.     No material derogatory to a teacher’s conduct, service, character or personality will be placed in his personnel file unless the teacher has had an opportunity to review such material by affixing his signature to the copy to be filed with the express understanding that such signature in no way indicates agreements with the contents thereof. The teacher will also have the right to submit a written answer to such material and his answer shall be reviewed by the Superintendent and attached to the file copy.

Section C.     The Association recognizes the authority and responsibility of the Principal and Superintendent for disciplining or reprimanding a teacher for delinquency of professional performance. If a teacher is to be disciplined, the teacher will be notified of the nature of the meeting with sufficient time to have a representative of the Association present at the meeting.

Section D.     The Committee agrees that the Evaluation process adopted by the Committee on the date of execution of this agreement shall remain the policy of the Committee for the term of this Agreement. “Procedure for Evaluation of Teachers” attached as “A”.

ARTICLE IX DURATION

Section A.     This Agreement will be effective as of September 1, 2013, and will continue and remain in full force and effect until August 31, 2016, and for successive yearly periods unless either party notifies the other by written notice prior to October 1, 2015 (or any subsequent October 1 during the term of this Agreement) of its desire to reopen this Agreement and to negotiate over the terms of a successor agreement. If such notice is given, the parties shall enter into negotiations by October 1 for a successor agreement to take effect September 1, 2016.

Section B.     The provisions of Article IV, Section B.1. and of Appendix A will remain in full force and effect until September 1, 2016.

FY14 Teacher Contract (2% Increase)

 

 

Bachelors +

 

Masters +

Masters +

CAGS

 

Step

Bachelors

15 hours

Masters

15 hours

30 hours

2 Masters

Doctors

1

$46,429

$47,870

$49,512

$50,952

$53,002

$54,439

$56,293

2

$48,490

$49,924

$51,571

$53,002

$55,058

$56,499

$58,343

3

$50,541

$51,978

$53,616

$55,058

$57,120

$58,550

$60,401

4

$53,002

$54,439

$56,082

$57,527

$59,580

$61,015

$62,864

5

$55,676

$57,120

$58,550

$59,987

$62,246

$63,687

$65,532

6

$58,753

$60,194

$61,634

$63,070

$65,124

$66,557

$68,410

7

$61,834

$63,279

$64,709

$66,153

$68,207

$69,646

$71,495

8

$65,738

$67,182

$68,002

$69,441

$71,495

$73,139

$74,984

9

$68,039

$69,533

$71,290

$72,730

$74,777

$76,217

$78,063

10

$69,229

$70,749

$75,191

$76,622

$78,683

$80,129

$81,973

11

$70,421

$71,967

$77,824

$79,304

$81,439

$82,932

$84,842

Longevity

10

$691

15

$941

20

$1,224

25

$1,631

30

$2,196

Supplemental Salaries

Department Heads (5-8, 9-12)

$7,207

Coordinator of HS Guidance and Counseling

$4,018

Coordinators: Art, Health, Music, PE, World Lang (5-8, 9-12)

$4,018

Curriculum Specialists (K-6)

$4,018

Nurse Coordinator

$4,018

Mentor Teacher

$1,286

Co-Athletic Director

$10,772

Specialists

 

Music Specialists

$2,777

Elementary Art

$1,435

Elementary PE

$1,435

Advisors

 

High School

 

Year Book

$3,864

Newspaper

$3,003

Student Council

$2,563

National Honor Society

$2,009

Debating

$2,406

Math Team

$1,927

Key Club

$719

Mock Trial

$2,406

Freshman Class

$1,564

Sophomore Class

$1,564

Junior Class

$1,930

Senior Class

$3,248

Music

 

Choral

$2,872

Instrumental

$2,872

Annual Musical Production

 

Musical Director

$1,436

Theatrical Director

$2,608

Scenery/Lighting

$1,112

Drama

 

Director

$4,340

Scenery/Lighting

$1,448

Middle School

 

Year Book

$1,805

Newspaper

$1,581

Student Council

$1,695

Convener

$1,933

Mock Trial

$2,406

Math Team

$1,754

Musical Director

$1,483

Drama

 

Director

$3,389

Theater-Art

$436

Theater - Ind. Art

$436

Theater - Lighting

$217

Elementary

 

Student Council

$899

Miscellaneous

Curriculum Development

The Lynnfield Public Schools will pay teachers at the rate of $25/hour for curriculum development work authorized in advance in writing by the school principal.

Tutoring                   $25/hour

In-service work        $35/hour

*              Includes five days beyond regular school year

**             Guidance counselors at the high school shall be required to work ten (10) days beyond the regular school year. All psychologists will work two and a half (2.5) days beyond the regular school year. Middle school guidance counselors will work an additional five (5) days beyond the school year. Compensation for such work shall be at the individual's per diem rate of pay (salary x 1/182.5).

***             Specialists employed on or after September 1, 1981 shall not receive a supplemental salary.

****            Advisors, once appointed, will continue with that class until graduation.

*****            Elementary music specialists will continue to receive a stipend contingent upon the performance of additional duties that will be specified in writing by the Superintendent.

******           The Special Education Team Evaluation Chairperson is required to work ten (10) days beyond the regular school year. Compensation for that work will be at the individual's per diem rate of pay (salary x 1/182.5)

Athletic Coaching Salaries

 

Step 1

Step 2

Step 3

Step 4

Step 5

Football

 

 

 

 

 

Head

$8,690

$9,516

$10,422

$11,411

$12,495

Assistant

$6,081

$6,594

$7,223

$7,911

$8,661

Freshman

$3,476

$3,809

$4,168

$4,567

$5,000

All Sports Listed Below

 

 

 

 

 

Head

$5,319

$5,828

$6,377

$6,984

$7,647

Assistant

$3,722

$4,076

$4,466

$4,890

$5,353

Freshman

$2,126

$2,331

$2,551

$2,794

$3,060

Basketball (B&G)

 

 

 

 

 

Ice Hockey

 

 

 

 

 

Wrestling

 

 

 

 

 

Winter Track (B&G)

 

 

 

 

 

Spring Track (B&G)

 

 

 

 

 

Field Hockey

 

 

 

 

 

Soccer (B&G)

 

 

 

 

 

Volleyball

 

 

 

 

 

Baseball

 

 

 

 

 

Softballl

 

 

 

 

 

Lacrosse

 

 

 

 

 

Swimming

 

 

 

 

 

Cross Country

$3,758

$4,084

$4,439

$4,824

$5,244

Tennis (B&G)

$3,758

$4,084

$4,439

$4,824

$5,244

Golf

$2,853

$3,152

$3,482

$3,847

$4,250

Trainer

$16,074

$17,146

$18,217

$19,289

$20,360

Cheerleading - FB

$1,659

$1,832

$2,025

$2,238

$2,472

Cheerleading - B

$1,659

$1,832

$2,025

$2,238

$2,472

Intramurals (LCS)

$867

$953

$1,043

$1,141

$1,244

The trainer shall maintain appropriate certifications at the trainer's own expense.

FY15 Teacher Contract (2% Increase)

 

 

Bachelors +

 

Masters +

Masters +

CAGS

 

Step

Bachelors

15 hours

Masters

15 hours

30 hours

2 Masters

Doctors

1

$47,358

$48,827

$50,502

$51,971

$54,062

$55,528

$57,419

2

$49,480

$50,922

$52,603

$54,062

$56,159

$57,629

$59,510

3

$51,552

$53,018

$54,689

$56,159

$58,262

$59,721

$61,609

4

$54,062

$55,528

$57,203

$58,678

$60,772

$62,236

$64,121

5

$56,789

$58,262

$59,721

$61,187

$63,490

$64,960

$66,843

6

$59,928

$61,398

$62,866

$64,331

$66,426

$67,888

$69,779

7

$63,071

$64,544

$66,003

$67,476

$69,572

$71,039

$72,925

8

$67,053

$68,526

$69,362

$70,829

$72,925

$74,602

$76,484

9

$69,400

$70,924

$72,716

$74,185

$76,273

$77,742

$79,624

10

$70,614

$72,164

$76,695

$78,155

$80,256

$81,732

$83,613

11

$71,829

$73,406

$79,380

$80,890

$83,068

$84,591

$86,538

Longevity

10

$704

15

$960

20

$1,248

25

$1,664

30

$2,240

Supplemental Salaries

Department Heads (5-8, 9-12)

$7,351

Coordinators: Art, Health, Music, PE, World Lang (5-8, 9-12)

$4,098

Curriculum Specialists (K-6)

$4,098

Nurse Coordinator

$4,098

Mentor Teacher

$1,312

Co-Athletic Director

$10,988

Specialists

 

Music Specialists

$2,833

Elementary Art

$1,464

Elementary PE

$1,464

Advisors

 

High School

 

Year Book

$3,941

Newspaper

$3,063

Student Council

$2,615

National Honor Society

$2,050

Debating

$2,454

Math Team

$1,965

Key Club

$733

Mock Trial

$2,454

Freshman Class

$1,595

Sophmore Class

$1,595

Junior Class

$1,968

Senior Class

$3,313

Music

 

Choral

$2,930

Instrumental

$2,930

Annual Musical Production

 

Musical Director

$1,465

Theatrical Director

$2,660

Scenery/Lighting

$1,134

Drama

 

Director

$4,427

Scenery/Lighting

$1,477

Middle School

 

Year Book

$1,842

Newspaper

$1,613

Student Council

$1,729

Convener

$1,972

Mock Trial

$2,454

Math Team

$1,789

Musical Director

$1,513

Drama

 

Director

$3,457

Theater-Art

$444

Theater - Ind. Art

$444

Theater - Lighting

$222

Elementary

 

Student Council

$917

Miscellaneous

Curriculum Development

The Lynnfield Public Schools will pay teachers at the rate of $25/hour for curriculum development work authorized in advance in writing by the school principal

Tutoring                  $25/hour

in-service work       $35/hour

*          Includes five days beyond regular school year

**          Guidance counselors at the high school shall be required to work ten (10) days beyond the regular school year. All psychologists will work two and a half (2.5) days beyond the regular school year. Middle school guidance counselors will work an additional five (5) days beyond the school year. Compensation for such work shall be at the individual's per diem rate of pay (salary x 1/182.5).

***          Specialists employed on or after September 1, 1981 shall not receive a supplemental salary,

****               Advisors, once appointed, will continue with that class until graduation.

*****               Elementary music specialists will continue to receive a stipend contingent upon the performance of additional duties that will be specified in writing by the Superintendent.

******              The Special Education Team Evaluation Chairperson is required to work ten (10) days beyond the regular school year. Compensation for that work will be at the individual's per diem rate of pay (salary/182.5)

Athletic Coaching Salaries

 

Step 1

Step 2

Step 3

Step 4

Step 5

Football

 

 

 

 

 

Head

$8,864

$9,706

$10,631

$11,639

$12,745

Assistant

$6,203

$6,726

$7,367

$8,069

$8,834

Freshman

$3,546

$3,885

$4,251

$4,658

$5,100

All Sports Listed Below

 

 

 

 

 

Head

$5,426

$5,945

$6,505

$7,124

$7,800

Assistant

$3,796

$4,157

$4,555

$4,988

$5,460

Freshman

$2,168

$2,377

$2,602

$2,850

$3,121

Basketball (B&G)

 

 

 

 

 

Ice Hockey

 

 

 

 

 

Wrestling

 

 

 

 

 

Winter Track (B&G)

 

 

 

 

 

Spring Track (B&G}

 

 

 

 

 

Field Hockey

 

 

 

 

 

Soccer (B&G)

 

 

 

 

 

Volleyball

 

 

 

 

 

Baseball

 

 

 

 

 

Softball!

 

 

 

 

 

Lacrosse

 

 

 

 

 

Swimming

 

 

 

 

 

Cross Country

$3,833

$4,166

$4,528

$4,920

$5,349

Tennis (B&G)

$3,833

$4,166

$4,528

$4,920

$5,349

Golf

$2,910

$3,215

$3,552

$3,924

$4,335

Trainer

$16,396

$17,489

$18,582

$19,675

$20,767

Cheerleading - FB

$1,692

$1,869

$2,065

$2,283

$2,522

Cheerleading - B

$1,692

$1,869

$2,065

$2,283

$2,522

Intramurals (LCS)

$884

$972

$1,064

$1,164

$1,269

The trainer shall maintain appropriate certifications at the trainer's own expense.

FY16 Teacher Contract (2% Increase)

 

 

Bachelors +

 

Masters +

Masters +

CAGS

 

Step

Bachelors

15 hours

Masters

15 hours

30 hours

2 Masters

Doctors

1

$48,305

$49,804

$51,512

$53,011

$55,144

$56,639

$58,567

2

$50,449

$51,941

 $53,655

$55,144

$57,282

$58,781

$60,700

3

$52,583

$54,078

$55,782

$57,282

$59,428

$60,915

$62,842

4

$55,144

$56,639

$58,347

$59,851

$61,987

$63,480

$65,403

5

$57,925

$59,428

$60,915

$62,411

$64,760

$66,260

$68,179

6

$61,127

$62,626

$64,123

$65,618

$67,755

$69,246

$71,174

7

$64,333

$65,835

$67,323

$68,826

$70,963

$72,459

$74,383

8

$68,394

$69,896

$70,750

$72,246

$74,383

$76,094

$78,014

9

$70,788

$72,343

$74,170

$75,668

$77,798

$79,297

81,216

10

$72,026

$73,608

$78,229

$79,718

$81,862

$83,366

$85,285

11

$73,266

$74,875

$80,968

$82,508

$84,729

$86,283

$88,269

Longevity

10

$718

15

$979

20

$1,273

25

$1,697

30

$2,285

Supplemental Salaries

Department Heads (5-8, 9-12)

$7,498

Coordinators: Art, Health, Music, PE, World Lang (5-8, 9-12)

$4,180

Curriculum Specialists (K-6)

$4,180

Nurse Coordinator

$4,180

Mentor Teacher

$1,338

Co-Athletic Director

$11,207

Specialists

 

Music Specialists

$2,890

Elementary Art

$1,493

Elementary PE

$1,493

Advisors

 

High School

 

Year Book

$4,020

Newspaper

$3,124

Student Council

$2,667

National Honor Society

$2,091

Debating

$2,503

Math Team

$2,005

Key Club

$748

Mock Trial

$2,503

Freshman Class

$1,627

Sophmore Class

$1,627

Junior Class

$2,008

Senior Class

$3,379

Music

 

Choral

$2,988

Instrumental

$2,988

Annual Musical Production

 

Musical Director

$1,494

Theatrical Director

$2,714

Scenery/Lighting

$1,157

Drama

 

Director

$4,515

Scenery/Lighting

$1,507

Middle School

 

Year Book

$1,878

Newspaper

$1,645

Student Council

$1,764

Convener

$2,011

Mock Trial

$2,503

Math Team

$1,825

Musical Director

$1,543

Drama

 

Director

$3,526

Theater-Art

$453

Theater - Ind. Art

$453

Theater Lighting

$226

Elementary

 

Student Council

$935

Miscellaneous

Curriculum Development

The Lynnfield Public Schools will pay teachers at the rate of $25/hour for curriculum development work authorized in advance in writing by the school principal

Tutoring                   $25/hour

In-service work        $35/hour

*                    Includes five days beyond regular school year

**                   Guidance counselors at the high school shall be required to work ten (10) days beyond the regular school year. All psychologists will work two and a half (2.5) days beyond the regular school year. Middle school guidance counselors will work an additional five (5) days beyond the school year. Compensation for such work shall be at the individual's per diem rate of pay (salary x 1/182.5).

***                Specialists employed on or after September 1, 1981 shall not receive a supplemental salary.

****               Advisors, once appointed, will continue with that class until graduation.

*****               Elementary music specialists will continue to receive a stipend contingent upon the performance of additional duties that will be specified in writing by the Superintendent.

******              The Special Education Team Evaluation Chairperson is required to work ten (10) days beyond the regular school year. Compensation for that work will be at the individual's per diem rate of pay (salary/182.5}

Athletic Coaching Salaries

 

Step 1

Step 2

Step 3

Step 4

Step 5

Football

 

 

 

 

 

Head

$9,041

$9,900

$10,843

$11,872

$13,000

Assistant

$6,327

$6,861

$7,514

$8,231

$9,011

Freshman

$3,617

$3,963

$4,336

$4,751

$5,202

All Sports Listed Below

 

 

 

 

 

Head

$5,534

$6,064

$6,635

$7,266

$7,956

Assistant

$3,872

$4,241

$4,646

$5,087

$5,569

Freshman

$2,212

$2,425

$2,654

$2,907

$3,184

Basketball (B&G)

 

 

 

 

 

Ice Hockey

 

 

 

 

 

Wrestling

 

 

 

 

 

Winter Track (B&G)

 

 

 

 

 

Spring Track (B&G)

 

 

 

 

 

Field Hockey

 

 

 

 

 

Soccer (B&G)

 

 

 

 

 

Volleyball

 

 

 

 

 

Baseball

 

 

 

 

 

Softball!

 

 

 

 

 

Lacrosse

 

 

 

 

 

Swimming

 

 

 

 

 

Cross Country

$3,909

$4,249

$4,618

$5,018

$5,456

Tennis (B&G)

$3,909

$4,249

$4,618

$5,018

$5,456

Golf

$2,968

$3,279

$3,623

$4,003

$4,422

Trainer

$16,724

$17,839

$18,953

$20,069

$21,183

Cheerleading - FB

$1,726

$1,906

$2,106

$2,328

$2,572

Cheerleading - B

$1,726

$1,906

$2,106

$2,328

$2,572

Intramurals (LCS)

$902

$991

$1,086

$1,187

$1,295

The trainer shall maintain appropriate certifications at the trainer's own expense.