CONTRACT

 

MARLBOROUGH SCHOOL COMMITTEE

 

and

 

MARLBOROUGH EDUCATORS

ASSOCIATION

 

 

 

 

SEPTEMBER 2006 – AUGUST 2009

 

Article I

RECOGNITION CLAUSE

 

The Committee recognizes the Association for the purposes of Collective Bargaining as the exclusive representative of the unit consisting of full time and regular part time teaching employees of the Marlborough School System hereinafter set forth and identified as the bargaining unit: all Classroom Teachers, Registered School Nurses, Guidance Counselors and School Psychologists, Adjustment Counselors, Coordinators, Director of Chapter I, Clinical Psychologist, (the hours of this classification shall be determined by the Superintendent of Schools), Clinical Social Worker,  Department Heads, Attendance Officer, Middle School Curriculum Leaders, Occupational Therapist, Physical Therapist and Speech, Language and Hearing Teachers/Therapists, but excluding all other academic and nonacademic Personnel of the Committee.  (Revised '89, 2000 and 2003)

 

The parties agree that the following articles of this Agreement do not pertain to physical therapists and occupational therapists: Article XX, Section C, D - paragraph One, E, Article XXIII and Article XXVIII. 

 

Unless otherwise indicated, the employees in the above-described unit shall be hereinafter referred to as the "Teachers." Reference to male teachers shall include female teachers also.

 

Article II

COMMITTEE RIGHTS CLAUSE

 

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 the powers and responsibilities of the Committee under statutes of the Commonwealth or the rules and regulations of agencies of the Commonwealth.

 

Further, the Association and the Committee agree to be bound by the existing rules and regulations of the Committee except as the rules and regulations are changed by this Agreement.

 

As to every matter not covered by this Agreement, the Committee retains the powers and duties that it has by law and may exercise the same without such exercise being made the subject of an arbitration proceeding hereunder.

 

Article III

NO STRIKE CLAUSE

 

The Association, for the duration of this Agreement, agrees not to engage in, induce or encourage any strike, work stoppage, slow down or withholding of services.

 

Article IV

SAVING CLAUSE

 

Any practice or precedent not modified, altered, or amended by this Agreement shall continue in effect for the life of this Agreement.

 

Article V

DUES DEDUCTION

 

A.        The Committee agrees to deduct from the salaries of its employees dues for the Marlborough Educators Association, Massachusetts Teachers Association and the National Education Association as said teachers individually and voluntarily authorize the Committee to deduct, and to transmit the moneys promptly to the Marlborough Educators Association.  Teacher authorization will be in writing in the form set forth below:

 

"DUES AUTHORIZATION CARD"

 

Name  

Address          

 

I hereby request and authorize the Marlborough School Committee to deduct from my earnings and transmit to the Treasurer of the Marlborough Educators Association the amount indicated in equal monthly payments over the remainder of the school year and for succeeding school years.  I understand that the Committee will discontinue such deductions for any school year only if I notify the Committee in writing to do so not later than sixty (60) days prior to the commencement of the school year.  I hereby waive all right and claim for said moneys so deducted and transmitted in accordance with this authorization, and relieve the School Committee and all of its officers from any liability therefore.

 

B.        Deductions referred to in Section A will be made in equal installments during the first ten (10) pay checks beginning with the second paycheck in October (except that a Teacher who becomes a member after that date may authorize dues payments to be deducted from equal successive checks beginning with the earliest practical payroll).  The Committee will not be required to honor any deduction or authorizations that are delivered to it later than one (1) week prior to the distribution of the payroll from which the deductions are to be made.

 

C.        No later than September of each year, the Association will provide the Committee with a list of those employees who have voluntarily authorized the Committee to deduct dues.  The Association will notify the Committee monthly of any changes in said list.  Any Teacher desiring to have the Committee discontinue deductions he has previously authorized must notify the Committee and the Association concerned in writing by September 15 of each year for that year's dues.

 

Article VI

AGENCY SERVICE FEE

 

A.        Bargaining unit members who choose to refuse, or withdraw from, membership in the Marlborough Educators Association, the Massachusetts Teachers Association and the National Education Association shall within thirty days of the effective date of this Agreement or within thirty days of the date of their initial employment, whichever occurs first, and as a condition of continued employment, pay an agency fee established consistent with the rules and regulations of the State Labor Relations commission regarding same.(Revised '89)

 

B.        The Association agrees to indemnify and save the Committee or City harmless against all claims, suits or other forms of liability arising out of the deduction of such agency service fee from an employee's pay or out of application of this Article.  The Association agrees to assume full responsibility for the disposition of the moneys so deducted once they have been turned over to the Treasurer of the Association, who shall provide such information to the City Treasurer as may be required by said City Treasurer under General Laws, Chapter 180, Section 17G.

 

C.        This Article shall not apply to any teacher who has authorized the City Treasurer to deduct Association dues under Article V of this Agreement.

 

D.        It is understood by the School Committee and the Association that deduction of the agency service fee shall be made by the Committee through its Treasurer only during the existence of an executed agreement between the Committee and the Association.  (New Article Sept.  '83.)

 

E.         The Superintendent’s Office shall give written notification to new teachers that they must join the Marlborough Educators Association or pay an agency service fee as a condition of continued employment.  (New '89)

 

Article VII

GRIEVANCE PROCEDURE

 

A.        Definition: For the purposes of this Agreement, a grievance will be defined as a dispute between a member of the bargaining unit covered by this Agreement or the Association and the Committee over the interpretation or application of the provisions of this Agreement or any alleged inequitable or discriminatory treatment of a teacher under the provisions of this Agreement.

 

B.        Procedure: 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, and every effort should be made to expedite the process.  The time limits specified may, however, be extended by mutual agreement.

 

1.  Level One - An employee covered by this Agreement who has a grievance shall discuss it with his (her) immediate superior, either personally or through appropriate representative within ten (10) school days from the date on which the incident giving rise to the grievance has occurred or when the employee has knowledge of such incident.

 

2.  Level Two - If the grievant is not satisfied with the disposition of the grievance at Level One, or if no decision has been rendered within ten (10) school days after presentation of the grievance, said grievant and/or the Association may appeal to the Superintendent within ten (10) school days.  Such appeal shall be in writing setting forth the details of the grievance, the applicable provisions of the Agreement and the decision, if any rendered in Level One.  Within ten (10) school days after receipt of the written grievance by the Superintendent, he or his designee, shall confer with the grievant.  If the grievant is not represented by the Association, the Superintendent shall advise the appropriate representative of the Association that an appeal has been made and the date and time of the conference.  The Superintendent upon request from the appropriate representative of the Association will make available the written appeal.  The appropriate representative may be present at the conference to state the views of the Association.  (Revised '86)

 

3.  Level Three - Grievances involving the suspension or discharge of a teacher will not be heard by the School Committee; otherwise if the grievant is not satisfied with the decision of the Superintendent, or his designee, or if no decision has been rendered within ten (10) school days after the conference, an appeal may be made to the Committee by the grievant within ten (10) school days from the last day of the Superintendent’s response period.  Such appeal shall be in writing, setting forth the details of the grievance, the applicable provisions of the agreement and the decision, if any, rendered under Level Two.  The Committee shall confer with the grievant and/or the appropriate representative of the Association, if any, at an executive session at the regularly scheduled meeting next following receipt of the written appeal.

 

4.  Level Four - In matters of suspension, if the grievant is not satisfied with the decision rendered by the Superintendent, or if no decision has been rendered within ten (10) school days, or in all other matters if the grievant is not satisfied with the decision of the Committee or if no decision has been rendered after the next regularly scheduled meeting of the Committee next following the conference, the Association may, within fifteen (15) school days thereafter, submit the grievance to arbitration as provided in this Agreement.

 

The following form will be used to process all grievances:

 

            MARLBOROUGH EDUCATORS ASSOCIATION

 

                                                          GRIEVANCE REPORT

 

LOCAL ASSOCIATION

 

NAME

 

HOME ADDRESS

 

HOME TELEPHONE

 

POSITION

 

DATE OF GRIEVANCE

 

---------------------------------------------------------------------------------------------------------

NATURE OF GRIEVANCE:

 

The Association charges that the School Committee, through its agents, violated the collective bargaining agreement between the parties, generally and specifically, including but not limited to Article(s)_________________when the Committee, through its agents,____________________.

 

 

 

 

 

____________________________________________________________________

REMEDY SOUGHT

 

The Association requests that the School Committee, and its agents, cease and desist from violating the collective bargaining agreement and abide by the provisions of _________________

by_________________.

 

 

 

 

 

Grievant_______________________________

 

       Association Representative_______________________________

 

(SIDE TWO)

FIRST LEVEL

EMPLOYER RESPONSE:

 

 

 

DATE:

------------------------------------------------------------------------------------------------------------------SECOND LEVEL

DUE DATE:

EMPLOYER RESPONSE:

 

 

 

 

 

 

 

DATE:

------------------------------------------------------------------------------------------------------------------THIRD LEVEL

DUE DATE:

EMPLOYER RESPONSE:

 

 

 

 

 

 

DATE:

------------------------------------------------------------------------------------------------------------------FOURTH LEVEL

DUE DATE:

ARBITRATOR'S AWARD:

 

 

 

 

 

DATE:

_____________________________________________________________________

DATE OF IMPLEMENTATION OF REMEDY (if any):

 

                                                                   ___________________________________________

Association President               Date

 

Article VIII

ARBITRATION

 

The grievance shall be submitted to an arbitrator who shall be selected mutually by the parties.  If the parties do not select an arbitrator within fifteen (15) calendar days from the date of submission to arbitration, the parties may request a list of five (5) arbitrators from the American Arbitration Association.  The parties shall determine by lot which party is to strike the first name.  The name remaining after each has eliminated two (2) shall be the arbitrator.

 

The arbitrator shall be bound by the written submission of the grievance by the parties.  His decision shall not extend beyond the issues presented by the submission or submissions, nor alter, amend or modify the provisions of this Agreement.

 

Further, the arbitrator shall render his decision within thirty (30) calendar days from the date of the completion of the hearing, which decision shall be final and binding on both parties to this Agreement.

 

Both parties shall share equally the expenses of such arbitration.

 

Article IX

TEMPORARY LEAVES OF ABSENCE

 

A. Members of the bargaining unit covered by this Agreement shall be allowed three (3) days personal leave with pay not deducted from accumulated sick leave to attend to personal, legal, business or household matters that can only be conducted during work hours.  Such personal days shall be granted according to the following guidelines:

 

1.  Written notice must be presented to the Office of the Superintendent five (5) days prior to the date the personal day is to be taken.  (Revised '83)

 

2.  Personal days shall require no explanation.  The members of the bargaining unit shall, however, state in writing that the leave is to be taken for important personal business not of a recreational nature, and that such business cannot be conducted on a non-duty day.

 

3.  In emergency situations, written request for a personal day may be submitted after the fact but said request must be consistent with the provisions of Paragraph (2) above.  Members of the bargaining unit will assume the responsibility of notifying the proper authority at the earliest possible time of the absence.

 

4.  Personal days shall not be taken to extend a vacation or holiday.  Personal Days may be taken before or after a holiday or vacation with a reason at the discretion of the superintendent.  (Revised '86)

 

5. Any unused personal days shall be added to an individual's accrued sick leave.

 

B.        Members of the bargaining unit covered by this Agreement will be entitled to the following leaves of absence with pay each school year during the term of this Agreement.

 

1.  With prior approval of the superintendent, teachers may be granted at least one (1) day per school year during the term of this Agreement for the purpose of visiting other schools or attending meetings or conferences of an educational nature.

 

2.  No more than eight (8) Association representatives and no more than four (4) teachers per building will be granted the time necessary to attend the annual Massachusetts Teachers' Convention.  Up to two (2) days with pay shall be granted to the Treasurer of the Association, or designee for required appearances at the Labor Relations Commission relative to agency fee matters. (Revised '89)

 

3.    In the event the court appearance for a work-related matter is scheduled during a school recess or a day school is not in session, the employee will make every effort to reschedule said court appearance for a regularly schedule work day, in the event that it is not possible to reschedule said court appearance the bargaining unit member will receive a compensatory day off to be scheduled at a mutually agreeable time with his/her administrator.

 

 

4.  Teachers will be granted the time off due to illness because of having contracted mumps, scarlet fever, measles, chicken pox or pediculosis.

 

5.  Illness of a member of the immediate family requiring attendance of a teacher at the bedside of the patient shall be interpreted as coming under the annual sick leave provisions.  (Revised '86)

 

6.  Leaves taken pursuant to this Section a, except 2, 3, 4 and 5 shall be deducted from unused sick leave.  No Teacher will be required to arrange for a substitute.  (Revised 72-74)

 

C.     Bereavement Leave - Five (5) days, if necessary, shall be allowed for parents (or others who have fulfilled the functions of parents) brother, sister, husband, wife, significant other/partner or child.   For other relatives, the leave would be restricted to three (3) days unless they resided in the household of the Teacher in which case five (5) days would be granted.

 

Bereavement leave is defined as consecutive business days immediately following the death not to be carried over a school recess period. During the December, February and April school recesses periods, the leave shall begin immediately upon the death.  In extenuating circumstances, additional time may be requested and may be granted at the discretion of the Superintendent. (Revised 2000)

 

In any one year, one (1) day of absence for a funeral may be granted.   In this connection, a funeral shall be interpreted to mean attendance at the funeral of a relative or friend where the bond is so strong that attendance constitutes a moral obligation.

 

Article X

EXTENDED LEAVES OF ABSENCE

 

A.        A leave of absence, without pay, of up to two (2) years will be granted to one (1) teacher with professional status per school year for the purpose of joining the Peace Corps, or serving as a teacher in an exchange program approved by the Superintendent, and provided, further, said teacher is a full-time participant in either of the afore described programs.   Upon return from such leave, a teacher will be considered as if he were actually employed by the Committee during the leave and will be placed on the salary schedule at the level he would have achieved if he had not been absent on said leave.

 

It is further agreed between the parties to this Agreement, that if a teacher who takes a leave of absence pursuant to this Section, does not return at the end of two (2) years, said teacher will be presumed to have resigned from the Marlborough School System.

 

No leave taken under this Section shall commence during the course of the school year and no teacher shall return from said leave during the course of the school year.

 

A teacher taking a leave under this Section shall give notice to the Superintendent of Schools of his intention to take such leave prior to April 1 of the school year, prior to the commencement of said leave; and, a teacher on leave pursuant to this Section shall notify the Superintendent of his intention to return no later than April 1 of the school year next preceding his return.

 

These provisions may be waived by the Superintendent of Schools.

 

B.        Military leave, without pay, will be granted to any teacher upon said teacher's initial induction or enlistment to satisfy his military obligation in any branch of the armed forces of the United States.

 

Upon return from such leave, said teacher will be placed at the level which he would have achieved had he remained actively employed in the System during the period of his absence, up to a maximum of three (3) years.

 

The School Committee will comply with applicable state laws.  (Revised '86)

 

C.        Parenting Leave

 

1.  A female teacher who becomes pregnant will:

 

As soon as practical submit a medical certificate from her physician which will include:

 

a.       last date the teacher will be physically able to perform her normal duties;

b.       the anticipated delivery date.

 

Such teacher may be entitled to up to eight (8) weeks maternity leave provided that the teacher shall give two (2) weeks prior notice to the commencement of such leave, except in cases of premature delivery.  The length of such leave shall be determined by the teacher in consultation with her physician, but in no case shall such leave exceed eight (8) weeks.

 

Such teacher shall be entitled to the provisions of the Sick Leave Article of this Agreement for such period of physical disability due to the pregnancy and birth upon certification by her attending physician.

 

Child bearing leave taken pursuant to either M.G.L. Chapter 149, Section 105D, or the Family Medical Leave Act shall be taken immediately upon the birth of the child. 

 

2.  Child Rearing Leave

 

Teachers, male and female, will be entitled to child rearing leave in accordance with the Family Medical Leave Act and the provisions set forth below.

 

Teachers who qualify under either M.G.L. Chapter 149, Section 105D or the Family Medical Leave Act following the birth of a child will be granted extended child rearing leave without pay.  Such leave shall not extend beyond the first day of school for teachers next following the child's first birthday; provided, however, that notice is given to the Superintendent by the preceding April 1 of her/his intention to return.

 

A teacher who adopts a child may have the benefit of the previous paragraph provided, however, the leave shall not extend beyond the first day of school for teachers next following the first anniversary of the said adoption.  (New Paragraph '89)

 

D.        A leave of absence without pay or increment of up to one (1) year will be granted to a teacher with professional status whose presence is required to care for a sick member of the teacher's immediate family (child, spouse or parent).  Additional leave may be granted at the discretion of the Committee.

 

E.         The Committee will grant a leave of absence without pay or increment to any teacher with professional status to serve in an elective public office for no more than six (6) years.

 

F.    After five (5) years continuous employment in the Marlborough School System, a teacher may be granted a leave of absence without pay for up to one (1) year for health reasons.  Requests for such leave shall be supported by appropriate medical evidence.  Prior to returning to work, an individual shall provide verification of fitness to return to work from Medworks or a physician of the individual's choosing. Where there is a reasonable suspicion that an employee is unfit to return to work and by reason of being unfit may subject the district to financial liability or have a negative impact on the educational process, the Superintendent may require that the employee be cleared to return to work by an independent physician.   All costs attributable to such an examination shall be paid by the district.  The independent physician shall be selected by the employee's doctor or designee and the District's doctor or designee. (Revised 2000 and 2003)

 

G.        Other leaves of absence without pay or increment may be granted by the Committee.

 

H.        All benefits to which a teacher was entitled at the time his leave of absence commenced including unused accumulated sick leave, will be returned to him upon his return, and he will be assigned the same position which he held at the time said leave commenced, if still in existence, or, if not, to a substantially equivalent position, if available.

 

I.          All requests for extensions or renewals of leaves will be applied for and if granted, will be in writing.

 

J.          In the event a teacher takes a leave pursuant to this Article for a full school year or less, said teacher shall give notice on or before April 1 of the school year of the leave of his/her intention to return the September next following.  If said leave is for a period greater than one (1) school year, said teacher shall give such notices on or before April 1 of the final (last) school year of the leave.

 

Notwithstanding the foregoing, early return from a leave pursuant to this Article may be granted by the Superintendent at his discretion, which shall not be withheld unreasonably. (New '89)

 

ARTICLE XI

SABBATICAL LEAVES

 

Upon recommendation by the Superintendent of Schools, sabbatical leaves may be granted for study to a member of the teaching staff by the Committee subject to the following conditions:

 

1.                  No more than two (2) members of the teaching staff shall be absent in sabbatical leave at any one time.

 

2.         Requests for sabbatical leave shall be presented informally to the Superintendent of Schools by January 1, preceding the school year in which the sabbatical leave shall be taken.  Official requests for such leave shall be submitted in writing by April 1 of the school year preceding the school year for which the sabbatical leave is requested.

 

3.         The teacher has completed at least seven (7) consecutive full school years of service in the Marlborough School System.

 

4.         Teachers on sabbatical leave will be paid at 50 percent of their regular salary rate, provided that such pay when added to any program grant will not exceed the regular salary rate.

 

5.         The Teacher will agree to return to employment in the Marlborough School System for one (1) full year in the event of a semester's leave or two (2) full years in the event of a full year's leave.

 

Article XII

SICK LEAVE

 

A.        All members of the bargaining unit covered by this Agreement shall be entitled to fifteen (15) days sick leave cumulative to one hundred and fifty-five (155) days earned on the basis of one and one half (1 1/2) days per month.  (Revised '82)

 

Teachers will not lose pay, personal day or sick leave for any day that is not one of the one hundred and eighty-four (184) contract days.

 

(For example - should school be closed on a snow day, teachers' accumulated leave shall not be reduced.  (Revised 72-74)

 

B.        For first-year Teachers in the Marlborough School System, sick leave shall be on an earned basis at the rate of one and one-half (1 1/2) days per month during the school year.  Said Teachers shall be docked pay at the rate of 1/184 their annual pay for each day taken for sick leave in excess of sick leave days earned at the time illness commenced.  If the employee so docked subsequently completes the school year without exceeding his allotment of fifteen (15) sick leave days, he shall be restored all of moneys previously docked and such final adjustment shall be made in the final pay check rendered the employee, or, at his option, the employee may have his docked sick leave days credited to his cumulative sick leave days for the next school year.

 

C.        Accumulated unused sick leave credited to each employee's account is available for use in accordance with present practices.

 

D.        Accumulated unused sick leave earned by employees prior to the signing of this Agreement shall be retained by said employees during the term of this Agreement.

E.         In all other respects relative to sick leave, the practices, Rules and Regulations of the Committee shall continue in full force and effect.

 

F.         Applications for the aforementioned leave days shall be made as far in advance as possible to the Superintendent unless an emergency condition exists.

 

G.        Teachers who have the maximum number of days accumulated as of September of each school year, shall have fifteen (15) sick days in escrow for their use during that year.  These days in escrow shall not be accumulated.  (New '86)

 

H.        In the event of extended illness of a Teacher under this Agreement, an additional source of aid shall be provided by means of a sick leave bank to provide for additional days beyond accumulated sick leave benefits.

 

The sick leave bank will acquire its assets from those employees covered by this Agreement by the mandatory donation of no more than (1) sick leave day from the entitlement of already accumulated sick leave by any Teacher.

The policy of the sick leave bank and the awarding of extended sick leave days from the bank will be governed by a four (4) member Board of Directors consisting of two (2) members appointed by the School Committee and two (2) members appointed by the Association.  The operation of the bank will be administered by the Superintendent of Schools.

 

Said bank will begin operations January 1, 1976.  No employee covered by this Agreement may be granted any sick leave accumulation on deposit in the sick leave bank as long as such employee has accumulated sick leave accruing to his/her personal credit.

 

All sick leave donations to the sick leave bank shall accrue to the credit of the bank.

 

I.          Effective September 1, 1996 any teacher who has 155 days of accumulated sick leave may return a maximum of five (5) of those days to the school system at the end of the school year in return for compensation of $125.00 for each day so returned.   Notification of intent to exercise this option must be given to the Superintendent in writing not later than December 31 annually.   To be eligible for this benefit an employee must complete the school year. Payment will be made on or about July 1.

 

                                                    SICK LEAVE BANK POLICY

 

1.         A Sick Leave Bank will be maintained for utilization for qualified members whose sick leave accumulation is exhausted through illness or accident and who require additional leave to make full recovery from an illness or accident.

 

2.         The Sick Leave Bank shall be governed by a Sick Leave Bank Committee consisting of three (3) members designated by the Association, two (2) members designated by the Committee, and the Superintendent of Schools.  The decision of the Sick Leave Bank Committee will be final and binding.  In the event of a tie vote, the decision will be in favor of the applicant.  Decisions of the Sick Leave Bank Committee shall be made within fifteen (15) school days next following receipt of the application.  Meetings of the Sick Leave Bank Committee will be held after school during the Superintendent’s office hours.

 

3.         To qualify for membership in the Bank, a teacher who held a bargaining unit position prior to September, 2000 and who accrued or accrues twenty (20) days of accumulated but unused sick days shall qualify for membership in the sick leave bank by contributing one (1) sick day. Individuals hired effective September, 2000 and thereafter will become members of the sick leave bank when they have thirty (30) days of accumulated but unused sick time by contributing one (1) day. August 1^st of each year is the deadline for the accumulation of the threshold figure.  Once a member of the bank, dropping below the qualifying threshold figure for accumulated sick leave shall not disqualify an individual.

 

4.         After the Bank has accumulated more than one thousand (1000) days, only new members will be required to donate to the Bank in order to become a qualified member.  However, when the number of acquired days in the Bank drops below one thousand (1000), all of the members of the Bank will donate a day a year to replenish the Bank.  Any member of this Association may voluntarily authorize a specific number of days, in addition to the one (1) day that all members will be assessed because the number dropped below one thousand (1000) to be deducted from his/her own total accumulation of sick days added to the Bank.  This authorization must be made in writing to the Superintendent of Schools, stating the number of additional days he/she wishes to donate to the Bank and must be made after August 1 and prior to September 30 of the school year in which the additional deduction is to be made.

 

5.         Application for benefits shall be made, in writing, to the Sick Leave Bank Committee accompanied by a doctor’s certificate as to the need for the days and the anticipated extent of extended recovery time for illness.  The Sick Leave Bank Committee reserves the right to request the applicant provide additional information to clarify his/her request.  The doctor’s certificate of illness must be renewed each calendar month.

 

6.         Applications for benefits may be made prior to the employee’s exhaustion of his/her own personal sick leave to expedite benefits, but drawing upon the Bank will not actually commence until after the employee’s own sick leave days are exhausted and adequate medical notification has been provided.

 

7.         An extended leave grant is limited to one hundred-eighty (180) days.  The maximum limitation includes repeat occurrences of the same illness.

 

8.         Subject to the following requirement, a majority of the Sick Leave Bank Committee will determine the eligibility for the use of the Bank and amount of leave to be granted.

 

A.        In administering the Bank and determining the amount of leave, the following criteria shall be applied by the Committee:

 

     a)    medical evidence of serious extended illness;

     b)    prior utilization of eligible sick leave; and

c)     other factors as a majority of the Sick Leave Bank Committee may deem appropriate.

 

B.        No days may be withdrawn from the Bank for any other illness other than prolonged illness or accident.  Days may not be withdrawn to permit an individual to stay home to care for other members of the family nor may these days be used for a complication-free pregnancy.

 

9.         Recipients of Sick Leave Bank benefits shall be entitled to the accumulation of individual sick leave in accordance with the provisions of this Agreement and on the same basis of other employees.

 

10.       The unused days in the Sick Leave Bank shall be carried over from the current Agreement to a successor Agreement.

 

11.       By September 1 of each year, the Association shall receive a report stating the number of days that were in the Sick Leave Bank as of August 1 immediately preceding.

 

Article XIII

SICK LEAVE BUY-BACK

 

Employees covered by this Agreement prior to the 2000-2001 school year who have completed eighteen (18) consecutive years of service (inclusive of approved leaves) in the Marlborough Public School System who give written notice to the Superintendent by December 1 of the school year in which said retirement or resignation is to be effective shall receive in their last check an amount of money determined in accordance with the following formula: the lump sum shall represent fifty (50%) percent of said employee’s unused accumulated sick leave at the rate of $75 per day. 

 

Employees hired effective for the 2000-2001 school year and thereafter who have completed eighteen (18) consecutive years of service (inclusive of approved leaves) in this bargaining unit who give written notice to the Superintendent by December 1 of the school year in which said retirement or resignation is to be effective shall receive in their last check an amount of money determined in accordance with the following formula: the lump sum shall represent fifty (50%) percent of said employee’s unused accumulated sick leave at the rate of $75 per day. (Revised 2000)

 

For the purposes of this article a teacher may accumulate sick leave days to the maximum of two hundred (200) days.  (Revised '89 and 2000)  In the event a teacher who has otherwise qualified for this benefit dies before termination of employment, his/her estate will be entitled to the sick leave buy back as if said teacher had complied with the conditions of this Article. (Revised '89)

 

Teachers with professional status who have been terminated, following their period of recall, due to a reduction in force will be entitled to the above provision as a matter of severance, regardless of their years of service.  (Revised '82)

 

Article XIV

PERSONAL INJURY BENEFITS

 

Whenever a Teacher is absent from school as a result of personal injury caused by an accident occurring in the course of his/her employment, he/she will be paid his/her full salary, less the amount of any workmen's compensation award made for temporary disability due to said injury. For the first thirty (30) work days, no part of such absence will be charged to his/her accumulated sick leave.  Thereafter, the teacher may elect to use accumulated sick time or the sick leave bank (if eligible) to make up the difference between any workers’ compensation and his/her full salary.

 

For injuries resulting from assault in the course of employment, a teacher will be paid his/her full salary, less the amount of any workmen's compensation award made for temporary disability due to said injury and no part of such absence will be charged to his/her accumulated sick leave.

 

 

Article XV

INSURANCE AND ANNUITY PLAN

 

A.        On the effective date of this Agreement, the Committee will pay the maximum percentage permitted by law of the cost of the following types of insurance coverage:

 

1.  A $2,000.00 life insurance policy with the City paying one hundred per cent (100%) of the premium cost.

2.  Individual or family coverage, whichever applies in the particular case, for Blue Cross and Blue Shield of the type presently available to Teachers.

 

B.        Teachers will be eligible to participate in a "tax sheltered" annuity plan established pursuant to United States Public Law No.  87-370.

 

C.        Employees in the bargaining unit shall receive dental insurance coverage as provided by the city and pay no more than fifty (50) percent of the applicable premium fees for such coverage.

 

D.        The parties agree to amend the City’s health insurance plan design according to the schedule attached as Addendum A.

 

Article XVI

NO DISCRIMINATION CLAUSE

 

There shall be no discrimination against any employee covered by this Agreement by either the Association or the Committee because of race, creed, color, religion, national origin, sex, marital status or sexual orientation. (Revised 2000)

 

Article XVII

CLASS SIZE

 

The Committee and the Association agree that they will work toward such class size limitations as are desirable as dictated by sound educational practices; and, the parties agree that to the extent that such reductions are possible, they will be made.

 

The administration will attempt to place inclusion students in classrooms based on the size of the class and the individual needs of the students in an equitable manner. 

 

Article XVIII

TEACHER EMPLOYMENT

 

A.        Full credit, not to exceed ten (10) years, may be given for previous outside teaching experience upon initial employment.

 

B.        Teachers with previous teaching experience in the Marlborough School System will, upon returning to the System, receive full credit on the salary schedule for all outside teaching experience, as determined by the Superintendent of Schools, but in no event more than set forth in Section A above.  Teachers who have not been engaged in teaching on a full-time basis will, upon returning to the System, be placed on the next step in the salary schedule immediately above that at which they left the System.  Provided, however, that such absence from the System has not exceeded five (5) consecutive years.

 

Article XIX

TEACHER FACILITIES

 

A.        Wherever feasible, each school will have the following facilities.

 

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

 

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

 

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

 

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

 

5.  A separate, private dining area for the exclusive use of the teacher.

 

6.  An adequate portion of the parking lot at each school will be reserved for teacher parking.

 

7.    A filing cabinet whenever possible.  (New section 72-74)

 

Article XX

TEACHER ASSIGNMENT

 

A.        Teachers will be notified in writing of a change in their programs for the coming school year, including the school to which they may be reassigned, any change in grade and/or subjects which they will teach, as soon as practicable and under normal circumstances no later than July 1 of each year.

 

B.        In order to assure that pupils are taught by teachers working within their areas of competence, teachers will not be assigned, except temporarily and for good cause, outside the scope of their teaching certificates and/or their major or minor fields of study.

 

C.        To the extent possible, changes in grade assignment in the elementary schools and in subject assignments in the secondary schools will be voluntary.

 

D.        In arranging schedules for teachers who are assigned to more than one school, an effort will be made to limit the amount of inter-school travel.  Such teachers will be notified of any changes in their schedules as soon as practicable.

 

Teachers who are assigned to more than one school in any one school day will receive mileage reimbursement at a rate equal to that for all city employees.  (Revised ‘83.)

 

E.         In the event of a grade reorganization or Reduction In Force which requires involuntary transfers, the Superintendent shall publish a list of open positions and required certification.  Requests for transfer will be invited.  Volunteers will be given serious consideration.  Should there be no volunteers, the Superintendent shall make such reassignments as necessary, in the best interests of the system.  (New ‘89)

 

Article XXI

TEACHING HOURS AND TEACHING LOAD

 

A.        1.         For the 2000-2001 school year, the starting and dismissal times for students will be as follows:

                                                Elementary                              9:05 – 3:05

                                                Middle School                        8:15 – 2:30

                                                High School                            7:20 – 1:55

                                                Early Childhood Center         

 

 

For the 2001-2002 school year, the starting and dismissal times for students will be as follows:

Elementary (K-3)                    9:05 – 3:05

Elementary (4-5)                     8:15 – 2:30

Middle School                        8:15 – 2:30

High School                            7:20 – 1:55

*Pre K AM                             8:35 – 10:50

*Pre K PM                              11:50 – 2:05

 

                       

 

The length of the teachers’ workday shall not exceed the length of that workday in effect during the 1994-1995 school year.

 

2.         The workday of classroom teachers will begin fifteen (15) minutes before the aforesaid starting times and end twenty (20) minutes after the dismissal of students Monday – Thursday.  On Friday the workday shall end ten (10) minutes after the dismissal of the students.  Except at the high school where the workday of classroom teachers shall begin five minutes prior to the beginning of the student day and end Monday through Thursday fifteen minutes after dismissal of students and five minutes after dismissal on Fridays. Staff hours for the Early Childhood center shall be as provided in a Side Letter to this Agreement.

 

3.                  General faculty meetings may be called by the principal no more than twice a month and not more than forty (40) minutes in length, which shall occur at the end of the student day and shall be scheduled as much in advance as possible.  (New ‘86)

 

Effective September 2001 and thereafter General faculty meetings (purposes for which may include, but not be limited to, general building meetings, department meetings, grade-level meetings, and team meetings) may be called by the administration pursuant to the following.  There may be one (1) fifty minute meeting per month, administration may schedule a second meeting in any month except for the three months during the student school year in which a Professional Development day is scheduled and June, such that four (4) of said meetings shall not exceed ninety minutes and two (2) shall not exceed sixty minutes.  All meetings shall start 10 minutes after student dismissal and shall be scheduled as much in advance as possible. 

 

4.         The starting and dismissal time of the students are subject to modification by the Committee; provided, however, that no such modification will increase the length of the Teacher’s workday.

 

5.         The present practice in all schools for the supervision of school buses shall continue.

 

6.         School Calendar The superintendent of schools will discuss the next year’s proposed school calendar with the negotiating committee prior to March 1 of each school year.

The work year (during the term of this Agreement) for members of the bargaining unit covered by this Agreement, shall begin the Monday before Labor Day.  The Friday before Labor Day will not be scheduled as a workday. 

 

7.         Incorporate the side letter of agreement regarding pre-kindergarten work day. 

 

B.        1.         Teachers will have a duty-free lunch period of at least 30 minutes.

 

2.         Classroom Teachers will, in addition to their lunch period, have a preparation period daily during which they will not be assigned to any other duties.   In the event that a lack of coverage results in someone not being assigned his/her daily preparation period, the building principal will schedule appropriate make-up time within five (5) school days, giving the affected teacher at least (24) hours advance notice.

 

3.         If a Teacher or Specialist is absent, then the Principal will make an effort to secure a substitute.  In the event that a substitute is not available, the Principal may assign Teachers on an equitable basis to cover such absences.               (Revised 72-74)

 

4.         All non-teaching duties shall be assigned fairly.

 

C.        Wherever possible, secondary teachers will not be required to teach more than two (2) subjects nor more than a total of three (3) teaching preparations within said subjects at any one time.

 

Secondary teachers with professional status will teach no more than five periods per day except under the following conditions:

 

1.         Assignment of a sixth teaching period shall not be made for an individual teacher in consecutive years.   Provided, however, this provision does not preclude the assignment of such period to members of the bargaining unit who volunteer to assume a sixth teaching period subject to the provisions of Section 2 below.

 

2.         In no case shall the assignment of a sixth teaching period be made in a department from which any teacher is laid-off or would be laid-off due to such sixth teaching period assignment for a teacher in said department.

 

Secondary teachers without professional status will teach no more than five (5) periods per day.

 

D.        Exceptions to the provisions of section B and C above may be made only if the Superintendent of Schools (or his designee) determine that it is necessary to do so in the best interest of the educational process.  The Association will be notified of each instance in which the Superintendent so determines.  A disagreement over whether an exception is justified will be subject to the grievance procedure, but shall not be subject to arbitration. This exception shall not apply to first and second year teachers.  (2003)

 

E.         Teacher participation in extracurricular activities will be strictly voluntary and teachers will be compensated for all such participation in accordance with the provisions of the Salary Schedule of this Agreement.

 

F.         The work year for members of the bargaining unit covered by this Agreement, except as set forth elsewhere in this Agreement shall be as follows:

 

Beginning in September, 1998, Pre-kindergarten through Grade 12 one (1) day of orientation plus one hundred eighty (180) days when pupils are in attendance, plus three (3) days for professional development.  Two of the professional development days may be scheduled consecutively provided they are held prior to the end of the student year.  (2003)

 

All professional development days will be dispersed throughout the school year. 

 

For the 2000-01 school year members of the bargaining unit covered by this Agreement shall be required to attend no more than four (4) evening meetings during the school year.  Effective September 2001, members of the bargaining unit covered by this Agreement shall be required to attend no more than three (3) evening meetings during the school year and said meetings shall not exceed two (2) hours duration.

 

G.        When an elementary class is under the Supervision of an educational specialist the present practices as regards the classroom teacher will continue.

 

H.        The Marlborough Educators Association and the Marlborough School District, in order to provide a wide variety of educational experiences, do hereby agree to implement the following flexible scheduling proposal effective at the beginning of the 1995-96 academic year.

 

1.  There shall be established a joint oversight committee consisting of two (2) representatives appointed by the MEA President two (2) representatives appointed by the Superintendent of Schools.   Prior to any discussions either with a current staff member or a potential new employee, the Superintendent shall submit to the joint oversight committee the proposed flexible schedule and the explanation of the need for such a schedule.   The submission shall include the hours to be worked, the school(s) at which the schedule will be implemented, and the educational goals expected to be reached through the flexible schedule.

 

2.  Every effort will be made to have an administrator or designated professional (other than the flextime teacher) and a custodian on duty at each building during all of the hours that instruction is scheduled to take place including any extension of regular school hours occasioned by a flexible schedule.

 

3.  Voluntary participants for the flexible schedule will be sought first.   In the event that the number of volunteers is insufficient, then teachers may be assigned to an alternative schedule in inverse order of seniority.

 

4.  In no case shall the workday for any teacher working such a schedule exceed the normal work day for said teacher.   Teachers shall in no case be scheduled for a split working day, all such time being scheduled consecutively.   In addition to the hours listed above, a teacher working a flexible schedule may be required to work an additional thirty-five minutes following the end of his/her instructional day if the flexible schedule begins prior to the start of the regular student day or thirty-five minutes before the beginning of his/her instructional day if the flexible schedule ends after the regular student dismissal time.

 

5.  Teachers working a non-traditional schedule shall not be responsible for attending general faculty meetings held pursuant to Article XXI, Section A.3.   Teachers will, however be responsible for any materials distributed or information disseminated at faculty meetings.   If the flextime schedule permits, the teacher may be required to attend faculty meetings.

 

6.  Teachers working a flexible schedule shall be entitled to all the benefits of the contract including, but not necessarily limited to, sick leave, personal days leave and preparation time.

 

7.  The joint oversight committee will be responsible for monitoring any flexible schedules and for resolving any disputes which may arise between a teacher who works a non-traditional schedule and the building principal(s) to whom the teacher is responsible.   At the end of each year, the joint oversight committee will submit a report to the Association and the Superintendent assessing the effectiveness of the flexible scheduling.   The joint oversight committee may make annual reports and recommendations to the parties concerning the future of any flexible scheduling progress.  The joint oversight committee shall report to the negotiating committees by January 15 and by May 1 of each year. 

 

8.  A teacher who has requested flex time and said flextime has been approved by the joint oversight committee shall post his/her schedule with the joint oversight committee and the building principal.  Flextime schedules will be posted in each building.

 

                                                                    Article XXII

                                                       TEACHER EVALUATION

 

The purposes of evaluation are to provide information for improving performance and to provide a record of facts and assessments for personnel decisions including decisions by school committee on professional status.  Personnel evaluation is an ongoing process of defining goals and of identifying, gathering and using information as part of a process to improve professional performance and to judge total job effectiveness.  The evaluation process shall be free of racial, sexual, religious and other discrimination and biases as defined in state and federal laws.

 

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 supervisors and will have the right to discuss such report with their supervisors.  A superior is required to confer with any teacher whose service has been rated unsatisfactory in any respect, explain the ratings and plan cooperatively for improvement.

 

1.  The Performance Standards and Evaluation Procedures for members of the bargaining unit is hereby incorporated by reference in this Agreement as Appendix F. 

 

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

 

C.        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 the material.  The teacher will acknowledge that he has had the 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 agreement with the contents thereof.  The teacher will also have the right to submit a written answer to such material and his answer shall be reviewed by the Superintendent and attached to the file copy.

 

D.        Any complaints about a teacher, of which the Administration takes official cognizance, should be brought to the attention of the teacher.

 

E.         If a teacher is to be formally disciplined or reprimanded by a member of the Administration above the level of Principal he will be entitled to have a representative of the Association present.  In all cases the disciplining or reprimanding will be done in private.

 

F.         No teacher with professional status will be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause.

 

 

G.        The parties agree to establish a sub-committee comprised of not more than three (3) members appointed by the respective negotiating teams to this Agreement for a total of six (6) to review the evaluation instrument and procedures.  The sub-committee shall report to the negotiating team by June 1, 2007.

 

Article XXIII

                                                VACANCIES AND PROMOTIONS

 

A.        Whenever any vacancy in a bargaining unit position occurs during the school year (September to June), it will be adequately publicized by the Superintendent by means of a notice placed on the Association bulletin board in every school as far in advance of the filling of the vacancy as possible. 

 

During the months of July and August, written notice of any such vacancy will be given to the Association. 

The coaching positions listed in Appendix C, the coordinator positions (with the exception of full-time coordinator positions, e.g. SPED Coordinator) listed in Appendix D, and the advisor positions listed in Appendix E shall be annual appointments and must be posted and filled as set forth below.

 

All notices of non-bargaining unit professional position vacancies shall be forwarded to the President of the Marlborough Educators Association.

 

 

The postings for positions in Appendices A, D and non-bargaining unit professional positions, shall contain the following:

 

·                     the qualifications for the positions;

·                     the duties of the position; and

·                     the rate of compensation, if determined.

 

The postings for positions in Appendices C and E shall contain the following:

 

·                     the duties of the position; and

·                     the rate of compensation, if determined.

 

 

Whenever a new position is created by the School Committee, the School

Committee agrees to meet its obligations under M.G.L. Chapter 150E relative

to bargaining the compensation and other terms and conditions of employment

for such new positions prior to filling them.

 

B.        All qualified teachers will be given adequate opportunity to make application for such positions, and the Superintendent agrees to give consideration to the following:

 

*                    professional background and attainments of all applicants;

*                    the length of time each has been in the School System; and

*                    such other relevant factors as determined by the Superintendent. 

 

All internal, certified applicants will be interviewed by the principal.   When external candidates are under consideration, preference should be given to qualified teachers already employed by the School district.

 

Each teacher applicant not selected will, upon request, receive a written explanation from the superintendent or his designee. The explanation for the teacher applicant not being selected shall be consistent with Massachusetts General Laws and shall not be arbitrary or capricious. (Revised ‘83 and 2003.)

 

Article XXIV

                            POSITIONS IN SUMMER SCHOOL, EVENING SCHOOL

                                                     AND FEDERAL PROGRAMS

 

A.        All openings for summer school and evening school positions under Federal programs will be adequately publicized by the Superintendent in each school building as early as possible and teachers who have applied for such positions will be notified of the action taken regarding their applications as early as possible.  Under normal circumstances, summer school and evening school openings will be publicized no later than the preceding March 1 and June 1, respectively, and teachers will be notified of the action taken not later than May 1 and September 1, respectively.

 

B.        Positions in the Marlborough summer school and evening school and positions under Federal programs will, to the extent possible, be filled first by regularly appointed teachers in the Marlborough School System.

 

C.        In filling such positions, consideration will be given to a teacher’s area of competence, major and/or minor field of study, quality of teaching performance, attendance record, length of service in the Marlborough School System, and in regard to summer school or evening school positions, previous Marlborough summer school or evening school teaching experience.

 

                                                                    Article XXV

                                           PROFESSIONAL DEVELOPMENT AND

                                                EDUCATIONAL IMPROVEMENT

 

The Parties Mentoring Program for New Teachers, dated January 1999, is incorporated into this Agreement as Appendix G by this reference hereto.  The stipend for Mentor Teachers shall be $800 per year.  All teachers new to the teaching profession must participate in a year-long mentor program provided by the District during their first year of employment.

 

A.        The Committee will pay the reasonable expenses (including fees, meals, lodging and/or transportation) incurred by Teachers who attend workshops, seminars, conferences or other professional improvement sessions at the request and/or with prior approval of their immediate superior and the Superintendent of Schools.

 

B.        In the event that the Association presents to the Administration a plan for presenting a course, together with the name and other pertinent information the cost of such course will be paid for by the School Committee, subject to the approval of the Superintendent.  Any academic credits earned by the Teacher shall be applied in accordance with the provisions of Article XXVI of the contract.

 

C.        Those parts of the Teachers’ normal work day which do not interfere with the normal teaching process or preparation time as provided for in the contract may be utilized for required curriculum study programs.

 

Preparation periods lost because of release time will not be replaced.  Any participation in curriculum study programs beyond normal workdays shall be on a voluntary basis.

 

D.        The School District will reimburse teachers up to $400.00 per course with a cap on aggregate District wide reimbursement in FY 2001 of $35,000 and in FY 2002 and thereafter of $70,000.  However, such course must be directly related to the teacher’s work and approved by the Superintendent prior to the course being taken and with the provision that the teacher shall attain a final grade of B or better in the course to be entitled to reimbursement. 

 

Consistent with section F below, the money budgeted for course reimbursements shall be divided equally into the two halves of the fiscal year.  All money remaining after the first half of the year shall be added to the second half of the year.  At the end of the fiscal year, and in the event that there is money remaining from the total amount budgeted for tuition reimbursement, those teachers not fully reimbursed during the first half of the fiscal year will be further reimbursed.

 

E.         Effective 9/1/87, teachers at maximum will be required to participate in a three-year period in at least one of the following:

 

1.  One three (3) credit course which would be given 100% reimbursement at U.  Mass Amherst rate.  If more than one course is taken during the 3-year period, seventy-five (75%) reimbursement will be given in accordance with D above.

 

2.  Development of an In-service course (minimum of six [6] weeks) to be taught to peers.

 

3.  One in-service course provided by the School System.  Teachers will receive 100% reimbursement at U Mass Amherst rate if credit is given for said in-service.

 

4.  A program developed mutually by the teacher and Superintendent or designee which would include but not be limited to one of the following:

 

a.  professional workshop or seminar (100% reimbursement);

b.  school visits;

c.  research. 

 

5.  Participation in a system wide committee.

 

Teachers will receive approval by the Superintendent prior to participating in these above options.  Only 3-credit courses will be used for lane changes.  (Revised ‘86)

 

F.         Money budgeted for reimbursement for professional development and educational improvement will be divided in the following manner:

 

1.  50% of the funds will be spent during the period of July 1-December 31.

 

2.  50% of the funds will be spent during the period of January 1-June 30.

 

3.  Funds not expended during July 1-December 31 will automatically be applied to the period covering January 1-June 30.

 

G.                                        A Professional Development Committee will be formed by the Marlborough Educators Association. The Committee will consist of one representative from each school building.  Representatives will be elected from each building by and will be identified to the Committee each Spring.  The Committee will seek input from teachers regarding professional development workshops to be given during professional development days.  This input will be forwarded to the Curriculum Directors.

 

H.                                        Each new teacher (which for this section shall mean new to the teaching profession) shall participate in not more than three district-specified courses designed to help new teachers become competent novice practitioners (e.g. Beginning Teacher Institute, The Skillful Teacher and Designing Standards-Based Curriculum Units) during her/his first three years of employment.  Exceptions to the above may be granted at the discretion of the Superintendent where the new teacher can demonstrate satisfactory completion of comparable coursework in the pursuit of an advanced degree.

 

I. Job Sharing

 

1.         Effective September 2000, job sharing, in accordance with the following, shall be available to all members of the bargaining unit represented by the Association.

 

2.         Job Sharing:

Definition:     For the purposes of this Article, “job sharing” shall be defined as the allocation of all of the duties of one full-time teaching position between two (2) teachers with professional teacher status and within the School System such that the cost of the job sharing does not exceed the cost of one teacher. The division of these duties shall be according to the terms set forth below:

 

Application:         Teachers interested in job-sharing shall jointly submit a job sharing proposal to the appropriate building principal no later than February 1^st of the school year preceding the school year during which the job is to be shared provided that each teacher will have obtained professional teacher status by the first day of the school year in which the job share would occur.  The proposal shall set forth the following details:

a.              The position to be shared;

b.             The manner in which the job is to be shared; e.g., the percentage of the job each is to work;

c.              Which teacher shall be receiving the health insurance benefits; and

d.             Any other relevant information to the implementation of the proposal.

 

Granting: The proposal shall be reviewed by the building principal and the Superintendent of Schools who shall notify the teachers of their decision, with the reasons for granting or denying, no later than May 15^th. The decision whether or not to allow the job sharing proposal shall not be grievable or arbitrable.

 

Condition: In the event that the job sharing proposal is approved, the following conditions shall apply:

a.              Both teachers shall work the first, second and last day of the student school year;

b.             Both teachers shall attend the open houses;

c.              Both teachers shall attend all parent/teacher conferences and all staff meetings;

d.             In the event that one of the teachers is absent, the partner teacher shall make every reasonable effort to cover the class. On such days, the partner teacher shall either be paid his/her per diem rate of pay or shall be granted an equal amount of compensatory time. (For these purposes, the per diem rate of pay shall be defined as 1/184^th of the partner teacher’s annual salary). Subject to the review of the Superintendent, the building principal shall designate which option shall be implemented.

e.              The partner teachers shall be considered to be part-time employees and as such shall be entitled to all of the rights and privileges of other Unit A members subject to the following: where applicable, benefits shall be pro-rated (e.g., each teacher shall receive one-half of his/her salary and shall receive either fifteen (15) half sick days or seven and one-half (7.5) full sick days); and the cost of health insurance to the City shall not exceed the cost of health insurance for one teacher.

 

Term: The term of the job sharing shall be for one school year and the partner teachers shall return to their respective assignments beginning with the school year following the school year during which the job was shared. If the partner teachers wish to extend the job sharing beyond one school year, they shall apply in accordance with the Application provision of this Article.

 

 

                                                                             

Article XXVI

                                                        ANNUAL INCREMENTS

 

In order to stimulate better teaching, and to encourage teachers to keep abreast of modern improvements in educational methods, teachers must meet the following professional improvement requirements to be eligible for the increments:

 

1.       In each three(3) year period, take three (3) bonafide semester hours in courses directly related to their work.  Such courses shall preferably be on the graduate level, but if not, shall be such as obviously will improve the teacher’s preparation for their work.  Courses which are taken as part of a required program for a degree shall be classified in this category.  Courses which merely repeat previously credited courses, taken as an undergraduate, or subsequently, shall not be counted toward the increment.

 

Credits earned in one three(3) year period cannot be transferred to the subsequent three(3) year period.

 

All courses must receive approval for increments by the Superintendent before they are taken and must be from an accredited college and university.

 

Such courses must be approved by the Superintendent of Schools prior to the July 1 preceding the school year in which the teacher expects to move pursuant to this Article.

 

Teachers who participate in school and district-based mini-courses/study groups that focus on district and/or school goals that improve student performance are eligible to receive 1 PDP per clock hour.  In addition participants will receive 1 credit for lane change/increment.  Teachers may receive PDPs/1 lane change credit after the successful completion of a professional development program (minimum ten (10)hours on a topic) with an observable demonstration of learning that includes: pre/post test, written product or other documental product.

 

Assignments directly related to the topic or documental product are required by instructors.  Since credit PDPs are awarded for completion of the mini-course/study group, attendance and participation are expected.  The expectation is that participation allows staff the opportunity to apply ideas, concepts and materials developed during a mini-course in their classroom and enhance instructional practices.  There are, however, circumstances that may prevent attendance at class.  Instructors will determine an appropriate make-up assignment that must be completed within four weeks of the last class and sent to the Office of Instructional Services.  Failure to do so will result in neither credit nor PDPs being issued.

 

2.       In each three(3) year period, extensive travel deemed especially beneficial to a teacher in his work may be substituted for not more than three semester hours.  Prior approval for such travel relative to such substitution must be obtained from the Superintendent.  On completion the teacher must submit a full report to the Superintendent before November 1 of the year during which the travel occurs.

 

3.       Also in each three(3) year period, participation in studies of the New England School Development Council, or of similar organizations, the purpose of which is the improvement of education, or extensive participation in conferences, committees, or workshops having a similar purpose, may be substituted for not more than three (3) semester hours in any three(3) year period, if approved by the Superintendent.

 

4.       Participation in local curriculum committees, or in special work required by the Principal, Superintendent or School Committee as being necessary-to the improvement of the Marlborough Public Schools shall not be regarded as an alternative to the semester hour requirement except that if the work is unusually extensive, valuable and arduous, special consideration may be given to it in this respect.

 

5.       Teachers who are required to take a course during the next academic year in order to meet the terms of this Article shall be notified in writing by the Superintendent not less than six (6) months in advance.

 

                                                                  Article XXVII

                                                                     GENERAL

 

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

 

B.        The President of the Association will be provided with a copy of the open meetings of the Committee and copies of the minutes of open meetings of the Committee whenever practical.

 

C. Whenever information is required for the District to comply with federal or state laws, teachers shall provide the information per request.

 

 

                                                                 Article XXVIII

                                                        REDUCTION IN FORCE

 

If there is to be a reduction in the number of teachers, the following procedure shall be implemented:

 

1.  Definitions:

Seniority: Means a teacher’s length of consecutive service in years, months and days in the bargaining unit.  Unpaid approved leaves of absence shall not be considered as breaks in said consecutive service, except that only paid leaves of absence shall be counted as year, months, and days for the purposes of the definition.

 

Where the total number of years, months, and days are equal, seniority shall be determined by lot.   Length of Service for present teachers as of the effective date of this Agreement shall commence as of the date of the said teacher’s execution of his initial contract of employment.

 

Length of Service for teachers employed subsequent to the effective date of this Agreement shall commence as of the initial date of employment as recorded in the Superintendent’s Office.

 

Qualified: Means that the teacher has on file with the Committee prior to the finalization of the seniority list his evidence of certification required pursuant to Chapter 71, Section 38G of the Massachusetts General Laws.   It is further agreed that; to be qualified to hold a position in the following areas in the Middle School, a teacher must possess the elements of a specialized certification:

a.  Industrial Arts;

b.  Home Economics; and

c.  Foreign Languages               (Revised ‘83.)

 

Classifications shall be consistent with the then current certifications issued by the Department of Education.  The parties shall review classifications on an annual basis.

 

Layoff: Means an unpaid leave of absence for a period of 24 months commencing from and pursuant to a Reduction in Force.

 

Recall: Means the right to return to service during the 24-month layoff period.

 

2.  Notice: When a Reduction in Force is to take place, the Committee shall give written notice to the Association and the affected teachers prior to June 30^th of the school year next preceding in the effective date of the Reduction in Force. (Revised ‘83.)

 

3.  Seniority List: Shall mean a list specifying the order of seniority of each teacher.  The Seniority List shall include the areas in which a teacher is qualified; and said list shall be prepared by the Committee and Association by November 1^st of each school year.  Placement on the Seniority List for the areas in which a teacher becomes qualified subsequent to the effective date of the initial list shall be as of the date of filing of evidence of said qualifications with the Committee.  The Association shall promulgate the Seniority List to each teacher within thirty (30) calendar days after receipt of said list from the committee.  Any teacher who wishes to challenge his position on the Seniority List shall submit the challenge in writing setting forth the basis of his challenge to the president of the Association but, in no event, no later than January 1^st.  Thereafter, any challenges remaining unresolved shall be forwarded to the Committee on or before January 15^th.

 

Notwithstanding the provisions of Article VII of this Agreement, a tripartite panel, consisting of a person appointed by the Association, a person appointed by the committee, and a third person chosen by the appointed persons, shall meet to decide the validity of the unresolved challenges.  This Panel shall render its decision prior to February 1^st.  A teacher who has filed timely, in accordance with the provision of this Article, a challenge to the Seniority List which remains unresolved shall be advised of the date, time and place of the meeting of the said Panel.  The teacher shall have the opportunity to clarify his challenge before the Panel; provided, however, he shall have submitted a request for said opportunity in writing to the President of the Association prior to the meeting of the Panel.

 

The decision of a majority of the Panel will be final and binding on the teacher, the Association, and the Committee.

 

The cost of any of the services of the neutral member of the Panel shall be borne equally by the Committee and the Association.

 

The list as finally determined by the Panel shall be the Seniority List for the purposes of this Article.

 

In the event there are no unresolved challenges as of the January 1^st list, then the promulgated list shall be the final list.

 

After the Committee has determined the number of teachers convinced by this Agreement to be placed on layoff then it shall first determine which teacher(s), if any, have performed in a less than competent manner and shall notify such teacher(s) in writing by certified mail that they are to be placed on layoff effective September next following receipt of said notice.  Any teacher(s) so notified shall have the right to grieve such action pursuant to Article VII of this Agreement and the Committee shall have the burden of proof in such matter.  After having made any such determination regarding less than competent performance, then the least senior qualified teacher(s) shall be notified, in writing, by certified mail, that they are to be placed on layoff effective September 1 next following receipt of the said notice. 

 

4.  Recall:

 

a.       When a teacher covered by this Agreement has been placed on layoff in accordance with the provisions of this Article, said teacher shall be placed on a recall list for a period of 24 calendar months from the effective date of the layoff.  If not recalled during said period, the teacher shall be terminated.

 

b.       During said layoff period, the teacher shall be considered to be on a leave of absence without payment or increment.

 

c.       The teacher shall be entitled to membership in any group health or life insurance coverage in existence at the time of the effective date of his layoff, provided, however, that the teacher pays the entire cost of said insurance in quarterly payments in advance of the premium due, and there shall be no contribution by the Committee for such teacher’s insurance.

 

d.      The teacher, during the period of recall, shall inform the Superintendent of Schools of his current mailing address and any other circumstances which could affect his recall status.

 

e.       In the event that the Committee determines to re-establish the eliminated positions, then the teachers who have been placed on layoff status, who are qualified for the available position, and who are in recall status shall be notified by certified mail that such a position is available.  The teachers so notified shall within 30 calendar days from the date of the receipt of the notice respond in writing by certified mail of their intention to return or not to return to the school system.  Upon the expiration of said 30 days, if the Superintendent has not been notified by said teacher, or if the teacher has given notice of his intention not to return, then in such event said teacher shall terminate the leave of absence and the teacher shall be considered to have resigned from the school system.

 

f.       The Superintendent shall assign the most senior qualified teacher among those notified above to the available position, provided said teacher has complied with the provisions of said section.

 

g.       Those teachers who have complied with Paragraph “e” above and who have not been assigned in accordance with Paragraph “f” above shall continue in recall status.

 

h.       In the event of a layoff pursuant to this Article, no duties performed by members of the bargaining unit may be performed by persons not in the bargaining unit except to the degree consistent with the practices in effect of the effective date of this Agreement.

 

i.        Teachers on the Recall List will be given first priority in filling permanent and/or regular substitute teaching vacancies.

 

5.              Fallback:

 

a.       Employees serving at the discretion of the Committee under the provisions of the M.G.L.  C71, S41 who re-enter the bargaining unit described in Article I shall be placed on the seniority List in accordance with their previous service within that unit.

 

b.       Employees serving at the discretion of the Committee under the provisions of M.G.L.  C71, S41 who enter the bargaining unit described in Article I for the first time shall be placed on the Seniority List before those teachers who are not serving at the discretion of the committee and after those teachers who are serving at discretion.

 

                                                                   Article XXIX

                                                        LONGEVITY PAYMENT

 

A nurse who is not on the teachers’ salary schedule shall receive a longevity payment, to be paid in a lump sum on July 1, on the basis of that nurse’s completion of consecutive years of service.  Said payment to be made in accordance with the following schedule:

 

18 – 21 years               $200.00

22 – 24 years               $300.00

25 – 29 years               $400.00

30 or more years          $500.00

 

For the purpose of this article, “consecutive years of service” shall mean length of a said nurse’s uninterrupted service in years in the bargaining unit.  Unpaid, approved leaves of absence shall not be considered as breaks in said consecutive years of service, however, only years, months or days spent on paid leaves of absence shall be added to the computation of consecutive years of service.  (New Article ‘82, revised ‘89)

 

 

                                                                    Article XXX

                                                                    SALARIES

 

The salaries for members of the bargaining unit are set forth in Appendices A – E to this Agreement.

 

A.        Teachers shall have the option of being paid either in 26 equal payments (once every two weeks) over the period of one year, September to August; or in 22 equal payments (once every two weeks) over the period of the school year, September to June; or in a 23-payment program, including 22 equal payments (once every two weeks beginning in September) with the final (23^rd) payment, covering the four summer pay periods, payable on the last day in June.  Paychecks and W2’s shall be given to the teachers in envelopes.  (Revised ‘86)

 

B.        Any teacher who anticipates a salary column change in September of a school year must notify the Superintendent of Schools, in writing, of the anticipated change prior to June 1 of the school year immediately preceding the school year in which the salary column change will take effect.  Evidence of credits received must be submitted to the office of the Superintendent of Schools by October 1st of the school year in which the salar^y column change will take effect.

 

Any teacher who anticipates a salary column change in January of a school year must notify the Superintendent of Schools in writing, of the anticipated change prior to October 1 of the school year in which the salary column change will take effect.  Evidence of credits received must be submitted to the office of the Superintendent of Schools by February 15 of the year in which the salary column change will take effect.  (Revised '86)

 

Effective September 1, 1990 teachers hired on or after said date shall move to the "+30" and "+45" lanes only if the credits were earned subsequent to the award of the appropriate degrees. (New '89)

 

C.        The work year for the following job classifications will be 194 days: Department Heads, Counselors, Director of Guidance, Curriculum Coordinators, Attendance Officer, Coordinators of Art, Media and Special Needs.  The days to be worked beyond the regular teacher's work year shall be mutually set by the appropriate principal or administrator and the above classified teacher.  (Revised '86)

 

D.        Movement to steps 15, 20, 25, and 30 of the Salary Schedule will be made only at the beginning of the 15th, 20th, 25th, and 30th consecutive years of service^.

 

For the purpose of this article, "consecutive years of service" shall mean length of a teacher's  uninterrupted  service in years in  the  bargaining unit.  Unpaid approved leaves of absence shall not be considered as breaks in said consecutive years of service.  However, only years, months or days spent on paid leaves of absence shall be added to the computation of consecutive years of service.

(New '89)

 

E.         The District will provide direct deposit of paychecks of all members of the bargaining unit to a bank designated by each member.  All employees hired after January 1, 2004, shall utilize direct deposit.  Any employee using direct deposit  on or after January 1, 2004, shall continue to use direct deposit.  Verification of payment during the summer months shall be mailed to employees.

 

F.         Effective School Year 1997-1998, Occupational Therapists and Physical Therapist will be placed on Step 9 of Appendix A.

 

G.        Effective School Year 1997-1998, the nurses currently on the RN column shall be placed on the RN30 column at the appropriate step.

 

Effective in School Year 1998-1999, the nurses on the RN30 column during the 1997-1998 column shall be placed on the Bachelors column of the Teachers' Salary Schedule at step 5 and thereafter  shall advance on said column. 

 

H. Employees hired after January 4, 2002, shall not be eligible for the B+30 column.

 

                                                                             

ARTICLE XXXI

                                              REGULAR PART TIME TEACHERS

 

A.        The salary and benefits of the regular part time teacher shall be pro-rated according to the total percentage of instructional and non-instructional time.

 

B.        Seniority as of September 1, 1986 shall be prorated according to the same percentage.  Seniority prior to September 1, 1986 shall remain in place.

 

C.        To the extent possible, full time schedules will continue as has been the practice in the system.

 

D.        Full time teachers on a recall list have the option of accepting the part-time position without losing eligibility for a future full-time position.

 

                                                               ARTICLE XXXII

                                             HEALTH AND SAFETY COMMITTEE

 

The Committee and the Association affirm their commitment to the maintenance of an environmentally safe school system and an atmosphere conducive to teaching and learning.   To those ends, the parties agree as follows:

 

A.        A Health and Safety Committee (HSC) will be established consisting of two (2) representatives appointed by the School Committee and two (2) representatives appointed by the Association.   The HSC will be responsible for assisting the School Committee in establishing and maintaining a healthy and safe environment.

 

B.        Individual concerns regarding matters of health and safety shall, where applicable, be brought to the immediate attention of the building principal.

 

C.        The HSC shall meet at least bi-monthly with all building principals and MEA building representatives to hear concerns regarding issues of health and safety and where appropriate, investigate such matters.   In the event that the HSC determines that the investigation requires specialized services which can only be provided by an outside agency, the HSC shall request that the School Committee approve the cost of such services.   Reports of the HSC shall be presented to the School Committee which shall take such reports under consideration and take such action as the School Committee deems necessary.   The HSC will be informed as to the disposition of the matter within sixty (60) days of referral to the School Committee.

 

D.        In addition, the HSC will be encouraged to create health and safety information programs.

 

                                                                             

Article XXXIII

                                            LABOR MANAGEMENT COMMITTEE

 

There shall be a Labor-Management Committee consisting of five (5) representatives from the Association and five (5) representatives from the District which shall meet from time to time by agreement to discuss matters of mutual interest.

 

                                                              ARTICLE XXXIV

                                           RETIREMENT INCENTIVE PROGRAM

 

A.        In order to be eligible for the Retirement Incentive provided under this Article, a teacher must have fifteen (15) years of consecutive employment in the Marlborough Public Schools as of the effective date of retirement.   For the purposes of this Article, consecutive service shall not be broken by time spent on unpaid leaves of absence but such time shall not count toward the fifteen years.

 

B.        A teacher must provide written notice of intent to retire from the School District by the November 1 of the year prior to the year in which retirement is to become effective.   As of December 1, this notice shall become irrevocable.

 

C.        A retiring teacher meeting the qualifications as set forth in sections A and B, shall receive an incentive bonus equal to fifty per cent (50%) of the difference between his/her final year's salary and the first step of the Bachelor's scale for the last year of the employment. 

 

D.        The Retirement Incentive shall be paid in two equal installments, the first on or about July 1 of the year of retirement and the second on or about July 1 of the following year.

 

Article XXXV

                                                         TERM OF AGREEMENT

 

This Agreement and the provisions thereof shall be effective as of September 1, 2003 as noted and shall continue until and including August 31, 2006, and shall continue from year to year thereafter unless terminated or changed by the parties hereto.  Either of the parties hereto desiring to terminate this Agreement or to change any of the provisions shall notify the other party in writing that they desire such termination or change on or before September 1, 2005 or September 15 of any year thereafter if this Agreement is not terminated.

 

Negotiations for a new Collective Bargaining Agreement or for changes in this Agreement shall commence no later than September 15 of each year.

 

Separability Clause: If a court of competent jurisdiction or appropriate Federal Administrative Agency should determine that the appendix captioned "Coaches Salaries" is, in some respects, inconsistent with law, then the parties agree to renegotiate the coaches' salaries.

 

In witness whereof, the Marlborough School Committee has caused this Collective Bargaining Agreement to be signed in its name and behalf by its Chairman and the Marlborough Educators Association has caused this Collective Bargaining Agreement to be signed in its name and behalf by its President this                             day of                , 2007.

 

 

MARLBOROUGH EDUCATORS ASSOC.		MARLBOROUGH SCHOOL COMMITTEE
Susan Karb, President                    date		Mayor                                                 date
Mary Altenhof
Eileen Barry
Angela Brita
Leslie Burke
Robert Byron
Karen Capizzi
Paul Ciavola
Mary Vassel

APPENDIX A

 

				FY 2007				3%
	BA		B +30		MA			MA+30				MA+45		MA+60		CAGS
1	$37,027		$39,843		$41,095			$43,506				$44,573		$45,015		$45,643
2	$38,823		$41,660		$42,911			$45,328				$46,387		$46,828		$47,457
3	$40,362		$43,467		$44,727			$47,140				$48,196		$48,637		$49,266
4	$42,468		$45,415		$46,676			$48,959				$50,018		$50,459		$51,087
5	$44,397		$47,549		$48,797			$51,239				$52,297		$52,739		$53,367
6	$46,234		$49,379		$50,629			$53,081				$54,136		$54,577		$55,207
7	$48,073		$51,208		$52,460			$54,900				$55,960		$56,402		$57,030
8	$50,831		$54,178		$55,433			$57,790				$58,870		$59,311		$59,939
9	$53,192		$56,272		$57,689			$60,204				$61,279		$61,721		$62,349
10	$58,439		$61,800		$63,070			$65,684				$66,803		$67,245		$67,874
15	$59,616		$63,074		$64,735			$67,545				$68,759		$69,201		$69,829
20	$60,723		$64,263		$66,306			$69,299				$70,607		$71,048		$71,676
25	$61,580		$65,129		$67,161			$70,154				$71,463		$71,905		$72,534
30	$62,382		$65,933		$67,962			$70,958				$72,266		$72,707		$73,336
[CAGS lane shall include CAGS, PhD, EDD, and 2M]
Employees hired after January 4, 2001, shall not be eligible for the B+30 column.

 

APPENDIX A

 

				FY 2008				3%
	BA		B +30		MA			MA+30			MA+45			MA+60		CAGS
1	$38,138		$41,038		$42,328			$44,811			$45,910			$46,365		$47,012
2	$39,988		$42,910		$44,198			$46,688			$47,779			$48,233		$48,881
3	$41,573		$44,771		$46,069			$48,554			$49,642			$50,096		$50,744
4	$43,742		$46,777		$48,076			$50,428			$51,519			$51,973		$52,620
5	$45,729		$48,975		$50,261			$52,776			$53,866			$54,321		$54,968
6	$47,621		$50,860		$52,148			$54,673			$55,760			$56,214		$56,863
7	$49,515		$52,744		$54,034			$56,547			$57,639			$58,094		$58,741
8	$52,356		$55,803		$57,096			$59,524			$60,636			$61,090		$61,737
9	$54,788		$57,960		$59,420			$62,010			$63,117			$63,573		$64,219
10	$60,192		$63,654		$64,962			$67,655			$68,807			$69,262		$69,910
15	$61,404		$64,966		$66,677			$69,571			$70,822			$71,277		$71,924
20	$62,545		$66,191		$68,295			$71,378			$72,725			$73,179		$73,826
25	$63,427		$67,083		$69,176			$72,259			$73,607			$74,062		$74,710
30	$64,253		$67,911		$70,001			$73,087			$74,434			$74,888		$75,536
[CAGS lane shall include CAGS, PhD, EDD, and 2M]
Employees hired after January 4, 2001, shall not be eligible for the B+30 column.

 

APPENDIX A

 

Effective September 1, 2008, bargaining unit members on the payroll as of that date shall receive a one-time payment of $350.00 (minus standard deductions).

 

 

				FY 2009				adjusted schedule
	BA		B +30		MA			MA+30			MA+45		MA+60					CAGS
1	$40,588		$43,553		$44,861			$47,388			$48,495		$48,956					$49,614
2	$42,340		$45,443		$46,760			$49,283			$50,387		$50,848					$51,505
3	$44,398		$47,479		$48,797			$51,184			$52,291		$52,752					$53,419
4	$46,415		$49,710		$51,015			$53,568			$54,674		$55,136					$55,793
5	$48,335		$51,623		$52,930			$55,514			$56,631		$57,100					$57,768
6	$50,258		$53,535		$54,862			$57,464			$58,583		$59,051					$59,721
7	$53,141		$56,640		$57,952			$60,417			$61,546		$62,007					$62,663
8	$55,610		$58,830		$60,311			$62,940			$64,064		$64,526					$65,183
9	$57,834		$61,183		$62,723			$65,458			$66,627		$67,107					$67,790
10	$63,617		$67,301		$68,996			$72,004			$73,289		$73,818					$74,569
15	$65,964		$69,766		$71,943			$75,149			$76,551		$77,025					$77,698
20	$66,824		$70,627		$72,801			$76,010			$77,411		$77,884					$78,558
Steps 15 and 20 are eliminated and former Steps 25 and 30 become Steps 15 and 20
30	$67,329		$71,096		$73,250		$76,428			$77,815			$78,284					$78,951
Bargaining unit members on step 30 as of September 1, 2008 shall remain on Step 30
and after that date no one moves onto Step 30
[CAGS lane shall include CAGS, PhD, EDD, and 2M]     Employees hired after January 4, 2001, shall not be eligible for the B+30 column.

APPENDIX B

 

EFFECTIVE SEPTEMBER 1, 2006
3%
	RN	RN + 30	BA
1	$31,691	$32,731	$37,027
2	$32,823	$33,858	$38,823
3	$33,956	$34,991	$40,363
4	$35,085	$36,124	$42,468
5	$36,217	$37,255	$44,396
6	$37,356	$38,393	$46,235
7	$38,494	$39,530	$48,073
8	$39,633	$40,669	$50,832
9	$40,767	$41,808	$53,192
10	$41,907	$42,945	$58,439
15	$41,907	$42,945	$59,616
20	$41,907	$42,945	$60,723
25	$41,907	$42,945	$61,580
30	$41,907	$42,945	$62,382
EFFECTIVE SEPTEMBER 1, 2007
3%
	RN	RN + 30	BA
1	$32,642	$33,713	$38,138
2	$33,808	$34,874	$39,987
3	$34,975	$36,041	$41,573
4	$36,137	$37,208	$43,742
5	$37,303	$38,373	$45,728
6	$38,477	$39,545	$47,622
7	$39,649	$40,716	$49,515
8	$40,822	$41,889	$52,356
9	$41,990	$43,062	$54,788
10	$43,164	$44,233	$60,192
15	$43,164	$44,233	$61,405
20	$43,164	$44,233	$62,544
25	$43,164	$44,233	$63,427
30	$43,164	$44,233	$64,253

 

 

 

 

 

Effective September 1, 2008, bargaining unit members on the payroll as of that date shall receive a one-time payment of $350.00 (minus standard deductions).

 

 

APPENDIX C
COACHES
	Title	Sport	Season	2005-2006	2006-07	2007-08	2008-09
Category I					3%	3%	3%
	Head Coach	Football	Fall	8,697	8,958	9,227	9,503
	Athletic Trainer	All	Fall	8,697	8,958	9,227	9,503
	Athletic Trainer	All	Winter	8,697	8,958	9,227	9,503
	Athletic Trainer	All	Spring	8,697	8,958	9,227	9,503
Category II
	Head Coach	Field Hockey	Fall	5,602	5,770	5,943	6,121
	Faculty Manager	All	Fall	5,602	5,770	5,943	6,121
	Head Coach	Soccer (boys)	Fall	5,602	5,770	5,943	6,121
	Head Coach	Soccer (girls)	Fall	5,602	5,770	5,943	6,121
	Head Coach	Volleyball (girls)	Fall	5,602	5,770	5,943	6,121
	Head Coach	Basketball (boys)	Winter	5,602	5,770	5,943	6,121
	Head Coach	Basketball (girls)	Winter	5,602	5,770	5,943	6,121
	Head Coach	Ice Hockey (boys)	Winter	5,602	5,770	5,943	6,121
	Head Coach	Ice Hockey (girls)	Winter	5,602	5,770	5,943	6,121
	Head Coach	Wrestling	Winter	5,602	5,770	5,943	6,121
	Head Coach	Baseball	Spring	5,602	5,770	5,943	6,121
	Head Coach	Softball	Spring	5,602	5,770	5,943	6,121
	Head Coach	Volleyball (boys)	Spring	5,602	5,770	5,943	6,121
Category III
	Asst. Var. Coach	Football	Fall	4,203	4,329	4,459	4,593
	Asst. Var. Coach	Soccer (girls)	Fall	4,203	4,329	4,459	4,593
	Asst. Var. Coach	Soccer (boys)	Fall	4,203	4,329	4,459	4,593
	Asst. Var. Coach	Basketball (boys)	Winter	4,203	4,329	4,459	4,593
	Asst. Var. Coach	Basketball (girls)	Winter	4,203	4,329	4,459	4,593
	Asst. Var. Coach	Baseball	Spring	4,203	4,329	4,459	4,593
	Asst. Var. Coach	Softball	Spring	4,203	4,329	4,459	4,593
Category IV
	Head Coach	Outdoor Track (boys)	Spring	3,622	3,731	3,843	3,958
	Head Coach	Outdoor Track (girls)	Spring	3,622	3,731	3,843	3,958
Category V
	Head Coach	Golf	Spring	3,430	3,533	3,639	3,748
Category VI
	Head Coach	Cross Country (boys)	Fall	3,077	3,169	3,264	3,362
	Head Coach	Cross Country (girls)	Fall	3,077	3,169	3,264	3,362
	Head Coach	Cheerleading	Fall	3,077	3,169	3,264	3,362
	Head Coach	Cheerleading	Winter	3,077	3,169	3,264	3,362
	Head Coach	Gymnastics (boys)	Winter	3,077	3,169	3,264	3,362
	Head Coach	Gymnastics (girls)	Winter	3,077	3,169	3,264	3,362
	Head Coach	Indoor Track (boys)	Winter	3,077	3,169	3,264	3,362
	Head Coach	Indoor Track (girls)	Winter	3,077	3,169	3,264	3,362
	Head Coach	Tennis (boys)	Spring	3,077	3,169	3,264	3,362
	Head Coach	Tennis (girls)	Spring	3,077	3,169	3,264	3,362
Category VII
	Jr. Var. Coach	Football	Fall	2,896	2,983	3,072	3,165
	Head Coach Fr.	Football	Fall	2,896	2,983	3,072	3,165
	Head Coach MS	Football	Fall	2,896	2,983	3,072	3,165
Category VIII
	Jr. Var Coach	Field Hockey	Fall	2,806	2,890	2,977	3,066
	Jr. Var Coach	Volleyball (girls)	Fall	2,806	2,890	2,977	3,066
	Jr. Var Coach	Soccer (boys)	Fall	2,806	2,890	2,977	3,066
	Jr. Var Coach	Soccer (girls)	Fall	2,806	2,890	2,977	3,066
	Jr. Var Coach	Basketball (boys)	Winter	2,806	2,890	2,977	3,066
	Jr. Var Coach	Basketball (girls)	Winter	2,806	2,890	2,977	3,066
	Jr. Var Coach	Ice Hockey (boys)	Winter	2,806	2,890	2,977	3,066
	Jr. Var Coach	Ice Hockey (girls)	Winter	2,806	2,890	2,977	3,066
	Jr. Var Coach	Wrestling	Winter	2,806	2,890	2,977	3,066
	Jr. Var Coach	Baseball	Spring	2,806	2,890	2,977	3,066
	Jr. Var Coach	Softball	Spring	2,806	2,890	2,977	3,066
	Jr. Var Coach	Volleyball (boys)	Spring	2,806	2,890	2,977	3,066
	Asst. Coach	Outdoor Track (boys)	Spring	2,806	2,890	2,977	3,066
	Asst. Coach	Outdoor Track (girls)	Spring	2,806	2,890	2,977	3,066
Category IX
	Jr. Var Coach	Cheerleading	Fall	2,711	2,792	2,876	2,962
	Jr. Var Coach	Cheerleading	Winter	2,711	2,792	2,876	2,962
	Head Coach	Marksmanship	Winter	2,711	2,792	2,876	2,962
Category X
	Asst. Coach Fr.	Football	Fall	2,534	2,610	2,688	2,769
	Asst. Coach MS	Football	Fall	2,534	2,610	2,688	2,769
Category XI
	No Positions
Category XII
	Coach Fr.	Soccer (boys)	Fall	2,256	2,324	2,393	2,465
	Coach Fr.	Soccer (girls)	Fall	2,256	2,324	2,393	2,465
	Coach Fr.	Field Hockey	Fall	2,256	2,324	2,393	2,465
	Coach Fr.	Volleyball (girls)	Fall	2,256	2,324	2,393	2,465
	Coach Fr.	Basketball (boys)	Winter	2,256	2,324	2,393	2,465
	Coach Fr.	Basketball (girls)	Winter	2,256	2,324	2,393	2,465
	Coach Fr.	Softball (girls)	Winter	2,256	2,324	2,393	2,465
	Coach Fr.	Volleyball (boys)	Spring	2,256	2,324	2,393	2,465
	Coach Fr.	Baseball	Spring	2,256	2,324	2,393	2,465
	Asst. Coach	Golf	Spring	2,256	2,324	2,393	2,465
Category XIII
	Asst. Coach	Marksmanship (b&g)	Winter	2,172	2,237	2,304	2,373
Category XIV
	Coach MS	Cross Country (boys)	Fall	2,076	2,138	2,202	2,269
	Coach MS	Cross Country (girls)	Fall	2,076	2,138	2,202	2,269
	Coach MS	Soccer (boys)	Fall	2,076	2,138	2,202	2,269
	Coach MS	Soccer (girls)	Fall	2,076	2,138	2,202	2,269
	Coach MS	Field Hockey	Fall	2,076	2,138	2,202	2,269
	Coach MS	Basketball (boys)	Winter	2,076	2,138	2,202	2,269
	Coach MS	Basketball (girls)	Winter	2,076	2,138	2,202	2,269
	Coach MS	Baseball	Spring	2,076	2,138	2,202	2,269
	Coach MS	Softball	Spring	2,076	2,138	2,202	2,269
	Coach MS	Outdoor Track (boys)	Spring	2,076	2,138	2,202	2,269
	Coach MS	Outdoor Track (girls)	Spring	2,076	2,138	2,202	2,269

 

Category XV
	Asst. Coach	Gymnastics (boys)	Winter	1,454	1,498	1,543	1,589
	Asst. Coach	Gymnastics (girls)	Winter	1,454	1,498	1,543	1,589

 

 

APPENDIX C2
INTRAMURAL COACHES MIDDLE SCHOOL
	Title	Season	2005-2006	2006-07	2007-08	2008-09
Category I				3%	3%	3%
	Intramural Directors	Fall	1,414	1,456	1,500	1,545
	Intramural Directors	Winter	1,414	1,456	1,500	1,545
	Intramural Directors	Spring	1,414	1,456	1,500	1,545
Category II
	Intramural Supervisors	Fall	1,234	1,271	1,309	1,348
	Intramural Supervisors	Winter	1,234	1,271	1,309	1,348
	Intramural Supervisors	Spring	1,234	1,271	1,309	1,348

 

 

Appendices C, C2, D and E shall be reviewed and updated where appropriate.  In the event that any position set forth in one of the appendices is increased, the percentage increase set forth below shall not be applicable to that position for the year of the increase only.

 

 

APPENDIX D
LEADERSHIP STIPENDS FOR ADDITIONAL CONTRACT DAYS
	Title	2005-2006	2006-07	2007-08	2008-09
Category I			3%	3%	3%
	Guidance Coordinator	8,572	8,829	9,094	9,367
Category II
	SPED Coordinator	5,402	5,564	5,731	5,903
Category III
	Eng. Lang. Arts Coordinator	4,536	4,672	4,812	4,957
	Mathematics Coordinator	4,536	4,672	4,812	4,957
	Science Coordinator	4,536	4,672	4,812	4,957
	Soc. Stud. Coordinator	4,536	4,672	4,812	4,957
	World Lang. Coordinator	4,536	4,672	4,812	4,957
	Tech. Ed. Coordinator	4,536	4,672	4,812	4,957
	Consumer & Family Science Coordinator	4,536	4,672	4,812	4,957
	Health/ Wellness Coordinator	4,536	4,672	4,812	4,957
	Art Coordinator	4,536	4,672	4,812	4,957
	Music Coordinator	4,536	4,672	4,812	4,957
	Business/School-to-Career Coordinator	4,536	4,672	4,812	4,957
	Library Coordinator	4,536	4,672	4,812	4,957
	School Health Coordinator	4,536	4,672	4,812	4,957
	Media Coordinator	4,536	4,672	4,812	4,957
Category IV
	Guidance Counselor	3,941	4,059	4,181	4,306
	School Adjustment Counselor	3,941	4,059	4,181	4,306
	Attendance Officer	3,941	4,059	4,181	4,306
Category V
	School Nurse	676	696	717	739

 

Appendices C, C2, D and E shall be reviewed and updated where appropriate.  In the event that any position set forth in one of the appendices is increased, the percentage increase set forth below shall not be applicable to that position for the year of the increase only.

 

 

APPENDIX E
STUDENT ACTIVITIES ADVISORS'  SCHEDULES
	Title	2005-2006	2006-07	2007-08	2008-09
HIGH SCHOOL STUDENT ACTIVITIES ADVISORS' SCHEDULE
Category I
	Yearbook Production	3,859	3,975	4,094	4,217
Category II
	Band Director	3,377	3,478	3,583	3,690
	Student Activity Coordinator	3,377	3,478	3,583	3,690
	Yearbook Financial	3,377	3,478	3,583	3,690
Category III
	Senior Class	2,325	2,395	2,467	2,541
	Student Council	2,325	2,395	2,467	2,541
Category IV
	Academic Decathlon	1,787	1,841	1,896	1,953
	AFS	1,787	1,841	1,896	1,953
	Business Prof. Of America	1,787	1,841	1,896	1,953
	Freshman Class	1,787	1,841	1,896	1,953
	Eighth Grade	1,787	1,841	1,896	1,953
	Junior Class	1,787	1,841	1,896	1,953
	N.H.S.	1,787	1,841	1,896	1,953
	Public Relations Club	1,787	1,841	1,896	1,953
	Sophomore Class	1,787	1,841	1,896	1,953
Category V
	Astronomy Club	1,697	1,748	1,800	1,854
	Debating Club	1,697	1,748	1,800	1,854
	Drama Club	1,697	1,748	1,800	1,854
	Fitness Club	1,697	1,748	1,800	1,854
	Gay Straight Alliance	1,697	1,748	1,800	1,854
	Interact	1,697	1,748	1,800	1,854
	International Club	1,697	1,748	1,800	1,854
	Latin Club	1,697	1,748	1,800	1,854
	Literary Magazine	1,697	1,748	1,800	1,854
	Mathematics Club	1,697	1,748	1,800	1,854
	Musical Director	1,697	1,748	1,800	1,854
	Musical Producer	1,697	1,748	1,800	1,854
	Newspaper	1,697	1,748	1,800	1,854
	Pep Club	1,697	1,748	1,800	1,854
	SADD	1,697	1,748	1,800	1,854
	Science Club	1,697	1,748	1,800	1,854
	Ski Club	1,697	1,748	1,800	1,854
	Spanish Club	1,697	1,748	1,800	1,854
	Varsity Club	1,697	1,748	1,800	1,854

 

MIDDLE SCHOOL STUDENT ACTIVITIES ADVISORS' SCHEDULE
Category V
	Musical Director	1,697	1,748	1,800	1,854
	Musical Producer	1,697	1,748	1,800	1,854
	Ski Club	1,697	1,748	1,800	1,854
	Student Council Advisor	1,697	1,748	1,800	1,854
	Yearbook Advisor	1,697	1,748	1,800	1,854

 

Appendices C, C2, D and E shall be reviewed and updated where appropriate.  In the event that any position set forth in one of the appendices is increased, the percentage increase set forth below shall not be applicable to that position for the year of the increase only.

 

 

 

Appendix F.

Mentoring Program

 

The parties agree to establish a sub-committee comprised of not more than three (3) members appointed by the respective negotiating teams to this Agreement for a total of six (6) to review the mentoring program.  The sub-committee shall report to the negotiating team by September, 2007.

 

SIDE LETTER

 

 

 

This side letter is entered into by and between the Marlborough School Committee and the Marlborough Educators Association relative to the work schedule for the Unit A employees at the Early Childhood Center and shall sunset effective August 31, 2006 or upon expiration of the successor agreement to the 2000-2003 Agreement, whichever is sooner. 

 

In order to facilitate providing the services that meet the particular needs of the population enrolled at the Early Childhood Center, the parties agree to the implementation of the below schedule:

 

Integrated Staff: M-Th 8:00 am – 3:30 pm and  F 8:00 am – 11:00 am

Other Staff: M-F as scheduled during 2003-2004

 

Prior to ratification of the successor agreement, the parties agree to identify those wages, hours and other terms and conditions of employment embodied by the Agreement that will require proportional use or accrual or modification in order to assure that employees at the Early Childhood Center working a non-traditional schedule are treated equitably in comparison to other employees covered by the Agreement.  Such provisions shall include, but may not be limited to, sick time, preparation time, meeting time, professional development days and per diem compensation rate.