Marshfield

Show detailed information about district and contract

DistrictMarshfield
Shared Contract District
Org Code1710000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2010
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyPlymouth
ESE RegionSoutheast
Urban
Kind of Communityresidential suburbs
Number of Schools7
Enrollment4746
Percent Low Income Students13
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Marshfield

MASTER

AGREEMENT

SCHOOL COMMITTEE

MARSHFIELD, MASSACHUSETTS

AND

MARSHFIELD

TEACHERS ASSOCIATION

Effective September 1, 2004

 

AGREEMENT

 

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, this Agreement is made this First Day of September, 2004 by the SCHOOL COMMITTEE OF THE TOWN OF MARSHFIELD, MASSACHUSETTS (hereinafter sometimes referred to as the Committee) and the MARSHFIELD TEACHERS ASSOCIATION (hereinafter sometimes referred to as the Association). 

 

WITNESSETH

 

Whereas the Committee and the Association, in the manner and to the extent provided in this Agreement desire to enter into an agreement relating to the professional employees covered by this Agreement, as indicated in Article I;

 

Now, therefore, in consideration of the mutual agreements contained herein and the performance by each of the parties to this Agreement of all the provisions and obligations hereinafter set forth, the Committee and the Association, for itself and as the representative of the Professional Employees, hereby mutually and jointly agree as follows: 

 

PREAMBLE

 

Recognizing that our prime purpose is to provide education of the highest quality possible for the children of Marshfield, and that good morale within the teaching staff of the Marshfield School System is essential to achievement of that purpose, we, the undersigned parties to this AGREEMENT, declare that: 

 

a.         Under the laws of Massachusetts the Committee, elected by the citizens of Marshfield, has final responsibility for establishing the educational policies of the public schools of Marshfield; 

 

b.         The Superintendent of Schools of Marshfield (hereinafter referred to as the Superintendent) has responsibility for carrying out the policies so established; 

 

c.         The teaching staff of the public schools of Marshfield has responsibility for providing in the classrooms of the schools, education of the highest possible quality;

 

d.         Fulfillment  of these respective responsibilities can be facilitated and supported by consultations and free exchange of views and information between the Committee, the Superintendent, and the teaching staff in the formulation and application of policies relating to wages, hours, and other conditions of employment for the teaching staff; and so

e.         To give effect to these declarations, the following principles and procedures are hereby adopted. 

 

ARTICLE I

RECOGNITION

 

1.1       For purposes of collective bargaining with respect to wages, hours, other conditions of employment, the negotiation of collective bargaining agreements, and any questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining agent and representative of the following noted professional employees of the Marshfield School System: 

 

Unit A

 

All professional employees of the Marshfield School Department (as such employees are defined in Chapter 150E, Section 1 of the General Laws of Massachusetts) excepting, however, the following: 

 

Superintendent of Schools

Assistant Superintendent of Schools

High School Principal

Junior High School Principal

Middle School Principal

Non‑Teaching Assistant Principals

Elementary School Principals

Dean of Students

Director of Special Education

                        Business Manager

                        Director of Elementary Curriculum

 

Unit B

 

School Nurses

 

1.2       Except as specifically abridged, delegated, granted, or modified by this Agreement or any supplement thereto, or by Chapter 150E of the General Laws of Massachusetts, all the rights, powers, and authority held by the Committee prior to the effective date of said Agreement are retained by the Committee, and the exercise of said rights, powers, and/or authority shall not be subject to the grievance procedure and/or arbitration. 

 

ARTICLE II

NEGOTIATION PROCEDURE

 

2.1       Not later than October 1 of the calendar year preceding the calendar year in which this Agreement expires, the  Committee agrees to enter into negotiations with the Association over a Successor Agreement in accordance with the procedures set forth herein in a good faith effort to reach agreement concerning teachers' wages, hours, and other conditions of employment.  Such negotiations will include, but not be limited to, the handling of grievances, salaries, fringe benefits, specialists, class size, teaching hours and teaching load, performance of non‑teaching duties, teacher facilities, use of school facilities, teaching assignments, transfers, filling of vacancies, promotions, textbooks, summer school and evening school programs, teacher evaluation, protection of teachers, sick leave, leaves of absence, accident benefits, health services, teaching materials, professional development and educational development.  Any agreement so negotiated will apply to all teachers and will be reduced to writing and signed by the Committee and the Association. 

 

2.2       During negotiations, the Committee and the Association will present relevant data, exchange points of view, and make proposals and counterproposals.  As of the time it is available to the Committee, the Committee will provide the Association with a complete tentative line budget for the next fiscal year as well as preliminary budgetary proposals, requirements and allocations.  The Committee will make available to the Association for inspection all pertinent records of the School System.  Either party may, if it desires, utilize the services of outside consultants and may call upon professional and lay representatives to assist in the negotiations. 

 

2.3       If the negotiations described in this Article reach an impasse, the procedures described in Chapter 150E will be followed. 

 

ARTICLE III

GRIEVANCE PROCEDURE

 

Section A ‑ Definitions

 

1.         A grievance is hereby defined to mean a complaint by the School Committee, a teacher, or a group of teachers that there is a violation of a provision of this Agreement or a dispute involving the welfare or conditions of employment of a teacher or a group of teachers with respect to the interpretation, meaning, or application of a provision of this Agreement or any subsequent Agreement entered into pursuant to this Agreement. 

 

2.         An "Aggrieved Person" is the person or persons making the claim. 

 

3.         A "Party In Interest" is the person or persons making the claim and any person who might be required to take action or against whom action might be taken in order to resolve the claim. 

 

4.         School days shall remain the operative measure of time from the day school opens for teachers through June 14; on June 15 through to the day prior to the opening of school for teachers, the measure shall be calendar days. 

 

Section B ‑ Purpose

 

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

 

The Association is cognizant of the General Laws of the Commonwealth relating to the powers and duties of the School Committee and other laws that affect municipal employees. 

 

Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure. 

 

2.         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. 

 

3.         Nothing herein contained will be construed as limiting the right of any teacher having a grievance to discuss the matter informally with an appropriate member of the administration, and having the grievance adjusted without intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement. 

 

Section C ‑ Procedure

 

1.         Level One ‑ The grievance shall be in writing and discussed by the aggrieved employee and, at the employee's request, a member of the Professional Rights and Responsibilities Committee of the Association and the immediate supervisor.  The immediate supervisor shall answer the grievance, in writing, within seven (7) days of receipt of the written grievance or the close of the Level One discussion, whichever is later. 

 

2.         Level Two ‑ Should the grievance remain unresolved, it shall, at the grievant's option, be referred to the Superintendent within seven (7) days of receipt of the Level One answer.  The Superintendent shall hold an informal hearing within seven (7) days of receipt of the referral and shall answer the grievance in writing within seven (7) days of receipt of the referral or the close of the hearing, whichever is later. 

 

3.         Level Three ‑ Should the grievance remain unresolved, it shall, at the grievant's option, be referred to the Committee within seven (7) days of receipt of the Level Two answer.  The Committee shall hold a hearing to discuss the grievance within ten (10) days following the receipt of the referral and shall answer the grievance in writing within seven (7) days of receipt of the referral or the close of the hearing, whichever is later.

 

4.         Level Four ‑ Within five (5) days of its receipt of the answer of the Committee, the Association may present the grievance for arbitration by giving the Committee written notice of its intention to do so.  At the expiration of a five (5) day waiting period following such notification, the Association may, within five (5) days thereafter, request arbitration pursuant to the rules and procedures of the American Arbitration Association.  The expenses of such arbitration, if any, shall be shared equally by the School Committee and the Association, and the award made shall be final and binding upon the School Committee, the Association, and the aggrieved employee.  In no event shall any present or future member of the Committee be required to pay any costs of arbitration under this paragraph from his or her personal resources.

 

5.         Level Five ‑ The arbitrator shall be requested to issue a written decision within thirty (30) days following the conclusion of testimony and argument and shall be without power to alter, amend, add to or detract from the language of this Agreement. 

 

            The arbitrator shall be without power or authority to make any decision or award violative of the case law or statutory law of the Commonwealth of Massachusetts or of the United States, or which requires the commission of an act prohibited by law, or which violates any of the terms of this Agreement. Notwithstanding any provision of this Agreement to the contrary, the Arbitrator shall be without power or authority to make a decision which exceeds his jurisdiction and authority under Massachusetts General Laws, Chapter 150C and/or this Agreement, or orders any remedy to be effective more than fifteen (15) days prior to the filing of the written grievance concerned or the date the aggrieved employee should reasonably have had first knowledge of such occurrence. In reaching his decision, the Arbitrator shall interpret this Agreement in accordance with the commonly accepted meaning of the words used herein (subject to evidence or proof or a contrary intention of the parties at the time the Agreement was negotiated) and the principle that there are no restrictions intended upon the rights, responsibilities or authority of the Committee provided by law.  The decision shall be final and binding on both parties and any aggrieved employee(s).

 

6.         In the absence of a response to a grievance processed at any level of the procedure, the Association may move the grievance to the next level following the expiration of the time limit for the response. 

 

Section D ‑ Waiver of Grievance Procedure

 

1.         If, at the end of fifteen (15) days next following the occurrence of any grievance, or the date of the first knowledge of this occurrence by any employee affected by it the grievance shall not have been presented at Level One if an individual grievance filed pursuant to Section C (1) above, or at Level Two if a group or class grievance filed pursuant to Section F (1) below, the grievance shall be deemed to have been waived, and any grievance in course under such procedure shall also be deemed to have been waived if the action required to present it to the next level in the procedure shall not have been taken within the time specified therefor by the said Section C. 

 

Section E ‑ Rights of Teachers to Representation

 

1.         No reprisals of any kind shall be taken by the School Committee or by any member of the Administration against any party‑in‑interest, any school representative, or any member of the Professional Rights and Responsibilities Committee or any other participant in the grievance procedure by reason of such participation. 

 

2.         Any party‑in‑interest may be represented at all stages of the grievance procedure by a person of his/her own choosing.  When a teacher is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance procedure. 

 

Section F ‑ Miscellaneous

 

1.         If, in the judgment of the Professional Rights and Responsibilities Committee a grievance affects a group or class of teachers, the Professional Rights and Responsibilities Committee may submit such grievance in writing to the Superintendent directly, and the processing of such grievance will commence at Level Two. 

 

2.         Decisions rendered at Levels One, Two, and Three of the Grievance Procedure shall be in writing setting forth the decision and the reasons therefor and will be transmitted promptly to all parties‑in‑interest and to the Chairman of the Professional Rights and Responsibilities Committee, or his/her designee. 

 

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

 

4.         In the event a grievance extends into a period after the normal school year, all periods of time can be waived in order to expedite completion of the action initiated. 

 

ARTICLE IV

SALARIES

 

4.1       The salaries of all persons covered by this Agreement are set forth in Appendix "A" and "C" attached hereto and made a part hereof to include:

 

Teachers Salary Schedules                                          A (i)

Ratio Salary Schedule                                                 A (ii)

Athletic Salary Schedule                                            A (iii)

Extra Service Schedule                                               A (iv)

Nurses' Salary Schedule                                              C (ii)

 

4.2       For the purpose of this Article, Extra Service is defined as one in which compensation is received or may be received under the terms of this Agreement. 

 

4.3       Teachers may be paid in twenty‑one (21) equal installments during the school year, or in twenty‑six (26) equal installments during the calendar year beginning September 1.  The Administration shall distribute a form to each teacher prior to the close of school in June requesting each teacher to select a salary payment schedule for the following school year.  Teachers who do not indicate a selection by the close of the school year shall be paid in twenty six (26) equal installments during the calendar year beginning September 1.  Those teachers who elect to be paid in twenty‑six (26) equal installments will be paid every second week unless such persons request, prior to May 1 of the contract year, to receive all deferred payments in one lump sum on the last day of their required attendance in school. 

 

4.4       The Committee agrees to adopt the following individual contracts as included in Appendix "B" and "C":

 

Teachers' Initial Contract:                   Teachers Without Professional Teacher Status

Teachers' Long Term Contract:           Teachers With Professional Teacher Status

Administrators' Contract

Nurses' Contract

 

4.5       Salaries covered by Appendix A (iii) and A (iv) will be paid in one payment upon satisfactory completion of the activity as certified by the supervisor.  Such payment shall be made by a check separate from the regular teaching salary. 

 

4.6       If a new position covered by this Agreement is established, the Committee will negotiate with the Association over the proper salary prior to permanently filling such position. 

 

4.7       If there is any substantial change in the duties of any existing position covered by this Agreement, the Committee will negotiate with the Association regarding possible modification in the salary for such position prior to permanently changing said duties. 

 

4.8       For the duration of this 2004-2007 Agreement, it is agreed that the salaries in Appendix A (iii) (Athletic Salary Schedule) shall be computed by applying the appropriate percentage to a minimum salary of $31,410 for the 2004-2005 school year, $32,352 for the 2005-2006 school year, and $33,323 for the 2006-2007 school year respectively.

ARTICLE V

TEACHING HOURS AND TEACHING LOAD

 

5.1       The workday for all teachers shall be no more than seven and one-half (7 1/2) hours.

 

(a)        On non early release days, days other than Fridays and days preceding a holiday or vacation, teachers at the Furnace Brook Middle School and the High School will report fifteen (15) minutes before student starting times and will remain ten (10) minutes after student dismissal times.

 

(b)        On non early release days, days other than Fridays and days preceding a holiday or vacation, elementary teachers will report ten (10) minutes before student starting times and will remain ten (10) minutes after student dismissal times.

 

(c)        At each elementary school including kindergarten there shall be a fifteen (15) minute recess in the morning and a fifteen (15) minute recess in the afternoon except as provided as follows:  For grades one through five one thirty (30) minute recess, or one ten (10) minute recess and one twenty (20) minute recess may be substituted for the two (2) fifteen (15) minute recesses, at the discretion of the Superintendent or his designee after consultation with appropriate faculty and Association representatives.  Other alternative scheduling of the total thirty (30) minute recess time per day may be agreed upon by the parties to the Master Agreement.  On early dismissal days one fifteen (15) minute recess shall be available if teachers wish to have their students participate in recess.  In such event, supervision of recess shall be consistent with supervision of recess on other days.

 

(d)       On days when weather is sufficiently inclement to consider closing of school, serious consideration will be given to delayed opening of school before canceling classes for the day.  It is understood that the decision to cancel or delay the opening of school due to inclement weather shall not be subject to the grievance and arbitration provisions of this Agreement.

 

(e)        The normal starting and dismissal times for students at Marshfield High School shall be 7:30 A.M. and 2:02 P.M.  The normal starting and dismissal times for students at Furnace Brook Middle School shall be 8:05 A.M. and 2:35 P.M.  The normal starting and dismissal times for students at the "early" elementary schools shall be 8:05 A.M. and 2:45 P.M.  The normal starting and dismissal times for students at the "late" elementary schools shall be 8:40 A.M. and 3:20 P.M.

 

(f)        Early dismissal times for students at Marshfield High School shall be 11:25 A.M.  Early dismissal times for students at Furnace Brook Middle School shall be 12:05 P.M.  Early dismissal times for students at the "early" elementary schools shall be 12:30 P.M.  Early dismissal times for students at the "late" elementary schools shall be 1:05 P.M.

 

(g)        The morning sessions of kindergarten at the "early" elementary schools shall be from 8:05 A.M. until 11:15 A.M.  The morning sessions of kindergarten at the "late" elementary schools shall be from 8:40 A.M. until 11:50 A.M.  The afternoon sessions of kindergarten at the "early" elementary schools shall be from 12:05 P.M. until 2:45 P.M.  The afternoon sessions of kindergarten at the "late" elementary schools shall be from 12:40 P.M. until 3:20 P.M.  On early release days the morning sessions of kindergarten at the "early" elementary schools shall be from 8:05 A.M. until 12:30 P.M., and the morning sessions of kindergarten at the "late" elementary schools shall be from 8:40 A.M. until 1:05 P.M.

 

(h)        The starting and dismissal times for students may be changed by the Committee; provided however, that no such change in starting and/or dismissal times shall increase the length of the teacher's total teaching time during any given workday and, provided further, no such change shall increase the length of the teacher's total workday.  The parties agree any change in the length of daily teaching time or in the length of the workday shall be accomplished pursuant to and consistent with the parties Memorandum on Time and Learning dated November 20, 1997.

 

5.2       Teachers may leave school at the regular student dismissal times on Fridays and the day preceding a holiday or vacation.  In addition, teachers may leave school at the regular student dismissal time on days when teachers are required to return to school in the evening pursuant to paragraph 5.7 of this Article. 

 

5.3       Personnel other than classroom teachers will work at their assigned tasks for at least the length of the regular teacher's workday.  It is recognized, however, that the proper performance of their duties may, on occasion, require these persons to work longer than the normal working day.  The exact daily schedule will be worked out on individual basis between the individual concerned and his/her immediate building principal to the mutual satisfaction of both parties, but in no event shall it be more than one (1) hour longer than the length of the regular pupil day. 

 

5.4       Subject to the provisions of paragraph 5.5 below, the work year for teachers (other than new personnel who may be required to attend additional orientation sessions) will be no earlier than September 1 and terminate no later than June 30, but shall in no event be longer than five (5) days more than the number of days when pupils are required to be in attendance by state law.  The "work year" will include days when pupils are in attendance, orientation days at the beginning of the school year, conference days, and any other days on which teachers' attendance is required.  Schools shall remain open for regular sessions on the day of the Plymouth County Education Association Convention.

 

5.5       Members of the professional staff on the Ratio Salary Schedule shall work the period of time as stated on said Schedule under a plan agreed upon with the Superintendent. 

 

5.6       Teachers may be required to remain after the end of the regular pupil day without additional compensation for up to one (1) hour to attend the following:

 

(a)        Staff meetings ‑

 

(1)        One day of each month ‑ Faculty meeting called by the building principal. 

 

(2)        One day of each month (September to June), the Furnace Brook Middle School and High School students shall be dismissed as close to 12:30 p.m. as possible to permit ALL teachers to participate in In‑Service Curriculum meetings. 

 

(3)        One day of each month ‑ Department meetings called by the Department Head. 

 

(b)        Detentions ‑ At the secondary level to be figured on the basis of one hundred eighty (180) days divided by the number of teachers eligible for this duty. 

 

(c)        Late bus supervision ‑ Not to exceed one (1) day per week at the secondary level. 

 

(d)       At the elementary level, the Teaching Assistant Principal will handle the late busses. 

 

5.7       (a)        Every elementary school building is to be open and the professional staff at their respective places of assignment one (1) evening at the halfway mark of the first grading period, and one (1) evening during the week immediately following the issuance of the first three (3) report cards.  Such open meetings shall be of two (2) hours' duration and shall not normally begin before six o'clock (6:00) p.m.  The exact times for these meetings shall be determined through consultation between the teaching staff and the building principal. 

 

(b)        Each of the High School and the Furnace Brook Middle School is to be open, and the professional staff at their respective places of assignment one (1) evening early in the first grading period, two (2) evenings immediately following the issuance of the first report cards, one (1) evening immediately following the issuance of the second report cards, and one (1) afternoon immediately following the issuance of the third report cards.  Meetings during the first marking period and immediately after the issuance of the first report cards shall be conducted for two (2) hours during the evening and shall not normally begin before six o'clock (6:00) p.m.  The meeting immediately following the issuance of the second report cards shall be for two and one‑half (2 1/2) hours during the evening and shall not normally begin before six o'clock (6:00) p.m.  The exact times for all of these meetings shall be determined through consultation between the teaching staff and the building principal.  The afternoon meeting immediately following issuance of the third report cards shall be up to two (2) hours beyond the time of student dismissal at the discretion of the building principal. 

 

(c)        The Committee agrees it will schedule the afternoon conferences in paragraph (b) above as early release days. 

 

(d)       The Office of the Superintendent and members of the administrative staff shall prepare a calendar of openings for publication.  In order to permit parents with children at different levels to visit as many schools as possible, schools should not be open on the same evening.  A staggered schedule should be established so that no one school will be open the same day of the week, thus providing the professional staff the opportunity of required attendance at courses in which they may be enrolled. 

 

(e)        Attendance at all other evening events and meetings shall be at the option of the individual teacher. 

 

5.8       Teachers and nurses shall have a duty‑free lunch period not less than the length of the regular student lunch period.  It is recognized that nurses will be available during their lunch period in the event of a medical emergency. 

 

5.9       Classroom teachers shall, in addition to their lunch period, have a preparation period during which they will not be assigned to any other duties as follows: 

 

(a)        Elementary Schools ‑ Two Thursday In‑Service Sessions per month shall be made available for individual teacher preparation time within the duty assigned building. 

 

(b)        Elementary Music classes shall be forty (40) minutes in length, and elementary Art classes shall be fifty (50) minutes in length.

 

(c)        Furnace Brook Middle School - one (1) class period; High School - one (1) block each day.

 

5.10     Furnace Brook Middle School English teachers shall not be assigned to teach more than five (5) class periods per day.  High School English teachers shall not be assigned to teach more than five (5) blocks every two (2) days, and shall retain supervisory duties with respect to lunch and study halls.  In recognition of this work load, the Committee agrees that it will make a good faith effort not to further increase such workload should additional reductions in staff or programs be required.

 

The Association and the Committee agree that it is educationally desirable that High School English teachers teach no more than four (4) blocks every two (2) days.  Furthermore, both parties recognize the primary importance of maintaining levels of professional staff in all disciplines and related services to students at all levels so as to provide education of the highest quality to the students of Marshfield.  In light of the aforementioned primary need to maintain system-wide quality of education, and due to existing budgetary constraints, it is agreed that the Committee may increase the workload of High School English teachers to five (5) blocks every two (2) days.  Despite the economic need for such an increase in workload, both parties reaffirm the desirability of a workload of four (4) blocks every two (2) days.  In the event that the teaching load of High School English teachers is no more than four (4) blocks every two (2) days, the parties agree that said teachers shall be assigned a conference block or its equivalent in lieu of a fifth teaching block.

 

5.11     Elementary classroom teachers shall have preparation time when physical education teachers, art teachers, and music teachers assume responsibility for their classes, and one thirty (30) minute period per week when their classes have library period. 

 

5.12     Except as set forth below, academic subject area Furnace Brook Middle School teachers shall not be assigned more than five (5) class periods plus one (1) other student supervisory period and activity period when such schedules are in effect.  Academic subject area Senior High School teachers shall not be assigned more than five (5) blocks of teaching and up to three (3) supervisory blocks per six (6) day cycle.  Teachers of Consumer, Health, Physical and Technical Education may be assigned up to six (6) blocks of teaching every two (2) days and teachers of Middle School Consumer Family Science, Health, Physical Education, Technical Education, Music, Art and Grade 6 Foreign Language may be assigned up to six (6) periods of teaching every day.  The administration will attempt to schedule Middle School specialists for five (5) teaching periods and one (1) supervisory period per day; however, in the event any such specialists must be assigned six (6) teaching periods per day, they will be assigned no more than up to four (4) supervisory duties per six (6) day cycle.  The administration further agrees to endeavor to seek equity of duty assignments for all Middle School specialists.  Science teachers may be assigned up to sixteen (16) blocks of instructional time including laboratories per six (6) day cycle.  It is further understood and agreed that any Science teacher assigned one or more classes which include laboratory instructional responsibilities may be required to teach up to a total of four (4) classes.  No teacher at Marshfield High School shall under any circumstances be assigned to teach more than three (3) blocks in any one day.

 

5.13     Secondary school teachers shall not be required to teach more than two (2) subjects, nor more than a total of three (3) teaching preparations within said subjects, per QUARTER MARKING PERIOD

 

5.14     Exceptions to the provisions of Paragraphs 5.9 ‑ 5.13 may be made only if the Superintendent or his/her designee determines that it is necessary to do so in the best interests of the educational process.  The Association shall be notified of each instance in which the Superintendent so determines.  A disagreement as to whether an exception is justified shall be subject to the grievance procedure. 

 

5.15     Teacher participation in Extra‑Curricular Activities shall be strictly voluntary.  All appointments to Extra-Curricular positions shall be on an annual basis.

 

5.16     Teachers shall be compensated for participation in Extra‑Curricular activities in accordance with the provisions of Appendix A (iv) of this Agreement. 

 

5.17     Every effort, including the hiring of additional personnel, shall be exerted to insure that the workload of specialists in the same field, at the same level, shall be equated.  In addition, the employer agrees to make reasonable efforts to equalize the total work load of the professional staff at the Furnace Brook Middle School by assigning duties including but not limited to bus duty, lunch duty, and detention duty, as well any additional preparation periods beyond the minimum required by the Master Agreement in an equitable manner throughout the professional staff.

 

5.18     The Committee agrees to make reasonable efforts to schedule CORE meetings involving staff covered by this Agreement during the normal workday of such staff. Employees who attend such meetings beyond their normal work day shall be compensated at the rate of twenty-four dollars ($24.00) per hour.  Effective September 1, 2005, the hourly rate of compensation herein shall be increased to twenty-five dollars ($25.00) per hour.  Effective September 1, 2006, the hourly rate of compensation herein shall be increased to twenty-six dollars ($26.00) per hour.

 

5.19     The Association and the Committee agree that in the interest of maintaining good labor relations between the parties, the availability of the President of the Association to meet with the Administration and/or other staff members when necessary is of great importance.  Therefore, reasonable efforts will be made by the Committee to reduce the non‑teaching, supervisory duties of the President of the Association; the Association recognizes and agrees that the Committee's ability to reduce such non‑teaching, supervisory duties and the extent of such reduction(s) may be contingent upon the nature of the position held by the President and that such reduction of duties shall be accomplished at no additional cost to the Committee. 

 

5.20     If it is necessary for the Committee to designate certain elementary schools as "early start time schools" and other elementary schools as "late start time schools", the Committee will make reasonable efforts to alternate start times each year in such a way as to distribute the early start times and late start times as equitably as possible among the schools affected.  The provisions of this paragraph shall not be subject to arbitration.

 

5.21     The provisions of the Parties' Memorandum of Agreement on Time and Learning dated November 20, 1997, have been incorporated into this Master Agreement.  Nonetheless, the Parties intend that their respective obligations thereunder shall continue as set forth therein.

 

ARTICLE VI

CLASS SIZE

 

6.1       The Committee recognizes a 25:1 pupil‑teacher ratio to be most desirable and will attempt to implement it with consideration of the Town's financial ability and space availability. 

 

6.2       Specialized classes and large groups are desirable as follows: 

 

                                             Furnace Brook School and High School

 

Science Laboratories                                                     24

Industrial Arts                                                               15

Arts & Crafts                                                                20

Home Economics                                                          18

 

Foreign Language                                                         25

Physical Education                                                       40

Study Halls                                                                   35

Study Halls, Cafeteria & Auditorium                           50 per teacher monitor

Band                                                                           100

Glee Club and Chorus                                                            100

 

                                                             Elementary Schools

 

Kindergarten                                                               25

 

The Committee agrees to abide by all applicable regulations pertaining to class size for special needs children issued by the Massachusetts State Department of Education relative to Chapter 71B of the General Laws. 

 

ARTICLE VII

NON‑PROFESSIONAL SERVICES

 

The Committee and the Association acknowledge that a teacher's primary responsibility is to engage in professional activities and that his/her energies should, to the extent possible, be utilized to this end.  Therefore, they agree:

 

Teachers shall not be required to perform the following services: 

 

1.         administering health services, such as eye and ear examinations, weighing and measuring children;

 

2.         collecting money from students for non‑educational purposes except for student pictures and insurance.  Although teachers may be required to collect and transmit money to be used for educational purposes, they will not be required to tabulate or account for such money;

 

3.         driving pupils to activities which take place away from the school building.  Teachers whose duties require transportation of pupils shall be reimbursed for mileage incurred at the prevailing rate for the Town and for additional insurance premiums to adequately protect the teacher and pupils involved. 

 

ARTICLE VIII

TEACHER EMPLOYMENT

 

8.1       Full credit up to a maximum of eight (8) years may be given for previous outside teaching experience upon initial employment.  Such credit may include up to two (2) years for military experience and may not exceed one (1) year for Peace Corps work or other service judged comparable by the Superintendent. 

 

8.2       Teachers with previous teaching experience in the Marshfield School System may, upon returning to the system, receive full credit on the salary schedule for all outside teaching experience, military experience, and Peace Corps work or other comparable service up to the maximum set forth in Paragraph 8.1 above.  Teachers who have not been engaged in teaching on a full time basis (or in the military or Peace Corps) or comparable service will, upon returning to the system, be restored to the next step on the salary schedule above that at which they left. 

 

ARTICLE IX

TEACHER ASSIGNMENT AND TRANSFER

 

9.1       The professional staff shall be notified in writing of any changes in their programs and schedules for the ensuing school year, including the schools to which they will be assigned, the grades and/or subjects that they will teach, and any special or unusual classes or assignments that they will have as soon as practicable, provided that in the event of a change in circumstances or conditions during the months of May through August (e.g., resignation) such assignments may be changed as required to meet the situation. 

 

9.2       In order to assure that pupils are taught by teachers working within their areas of competence, teachers shall not be assigned, except in accordance with the regulations of the State Board of Education and good cause, to subjects and/or grades or other classes outside the scope of their teaching certificates and/or their major or minor fields of study. 

 

9.3       Teachers who desire a change in grade and/or subject assignment or who desire to transfer to another building shall file a written statement of such desire with the Superintendent not later than March 15th.  Such statement shall include the grade and/or subject to which the teacher desires to be assigned or the school or schools (in order of preference, if the teacher has a preference) to which she/he desires to be transferred.  As soon as possible, the Office of the Superintendent shall distribute to each member of the professional staff the planned organization of the school system for the ensuing year. 

 

9.4       All assignments and transfers shall be made in the best interests of the students after due consideration by the Superintendent of the system‑wide needs.  The wishes and preferences of individual professional staff members will be honored to the extent that these conditions do not conflict with the above. 

 

9.5       An involuntary assignment or transfer shall be made only after a meeting between the teacher involved and the Superintendent or his/her designee, at which time the teacher shall be notified of the reasons for the assignment or transfer. 

 

9.6       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 schedule as soon as possible. 

 

9.7       Teacher assignments and transfers shall be made without regard to age, sex, race, creed, color, religion, nationality, or marital status. 

 

ARTICLE X

VACANCIES AND PROMOTIONS

 

10.1     For purposes of this Article, a "promotional position" is defined as any position paying a salary differential and/or any position on the administrator‑supervisor level. 

 

10.2     Whenever any vacancy in a professional or promotional position occurs or a new position is created by the Committee during the school year (September to June), such vacancy or position will be adequately publicized by the Superintendent by means of a notice conspicuously placed on the Association bulletin board in every school as far in advance of the appointment as possible.  During the months of July and August, written notice of any such vacancy will be given to the President of the Association and the Chairman of the Professional Rights and Responsibilities Committee by certified mail.  In both situations, the qualifications for the positions, the duties and the rate of compensation will be clearly set forth.  The qualifications set forth for a particular position will not be changed when such future vacancies occur unless the Association has been notified in advance of such changes.  No vacancy will be filled except on a temporary basis, within fifteen (15) days from the date the notice is posted in the schools or the giving of notice to the Association.  During the months of July and August, written notification of a vacancy will be mailed to any teacher who has left with the Superintendent's office a self‑addressed, stamped envelope for that purpose; after mailing, any and all risks or lack of, or untimely notice connected with this undertaking shall remain solely that of teachers concerned. 

 

10.3     All teachers will be given adequate opportunity to make applications for such positions, and the Principal and/or Superintendent agree to give weight to the professional background and attainments of all applicants, the length of time each has been in the school system, and other relevant factors.  In filling such vacancies, all other qualifications being equal, preference will be given to qualified teachers already employed by the Committee, and each teacher applicant not selected will receive a written notification, within five (5) days, of the action taken by the Principal and/or Superintendent.  If the Committee determines that an advertised vacancy is to be filled, such appointment will be made, subject to the availability of qualified candidates, not later than sixty (60) days after posting of the vacancy. 

 

10.4     (a)        Any vacancy in a bargaining unit position shall be filled by an employee who shall be covered by all the terms and conditions of the current Master Agreement between the Association and the Committee, provided the vacancy is one of duration no less than ninety-one (91) workdays.

 

            (b)        A vacancy in a bargaining unit position may be filled by an employee who is not covered by the terms and conditions of the Master Agreement, provided the vacancy is one of duration less than or equal to ninety (90) workdays.

 

            (c)        An employee filling a vacancy in a bargaining unit position who is not covered by the terms and conditions of the Master Agreement shall be afforded coverage under all terms and conditions of the Master Agreement beginning with that employee’s ninety-first (91st) workday in that position.

 

            (d)       Any vacancy with an anticipated duration of three (3) calendar months or longer shall be posted.

 

            (e)        The provisions of Section 10.4 (a) through 10.4 (d) do not apply to permanent daily substitutes who work assignments on a daily basis; the rates of pay for these positions shall be determined by the Committee.

 

10.5     All Coaching vacancies which the School Committee determines to fill shall be posted within fourteen (14) calendar days of their occurrence.  Said positions shall be posted for fourteen (14) calendar days.  Within seven (7) calendar days of the closing date of the postings, interviews for the positions will be completed.  The Superintendent agrees to appoint a candidate or repost the positions in accordance with this procedure within fourteen (14) calendar days of the date of the completion of the interviews.  The above time limits may be shortened by mutual agreement of the parties.  All appointments to coaching positions shall be on an annual basis.

 

10.6     The above time limits may be shortened or extended by mutual agreement of the parties.

 

ARTICLE XI

POSITIONS IN CONTINUING EDUCATION, AND

UNDER FEDERAL PROGRAMS

 

11.1     All openings for Marshfield Continuing Education positions and for positions under Federal programs will be adequately publicized by the Superintendent in each school building as soon as possible.  Under normal circumstances, summer school and evening school openings will be publicized not later than the preceding March 1 and June 1, respectively, and all applicants will be notified as soon as possible before the opening of summer and evening school of action taken on their application. 

 

11.2     Teaching positions in the Marshfield Continuing Education, and teaching positions under Federal programs will, to the extent possible, be filled first by regularly appointed classroom teachers in the Marshfield School System. 

 

11.3     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 Marshfield School System, and in regard to summer school positions, previous Marshfield continuing education teaching experience. 

 

11.4     Teachers in the Marshfield Continuing Education Program shall be compensated at the rate of twenty-four dollars ($24.00) per hour.  Effective September 1, 2005, said hourly rate shall be increased to twenty-five dollars ($25.00) per hour.  Effective September 1, 2006, said hourly rate shall be increased to twenty-six dollars ($26.00) per hour.

 

 

11.5     Teachers in Summer Federal Programs shall be compensated at the rate of twenty-four dollars ($24.00) per hour.  Effective September 1, 2005, said hourly rate shall be increased to twenty-five dollars ($25.00) per hour.  Effective September 1, 2006, said hourly rate shall be increased to twenty-six dollars ($26.00) per hour.

 

ARTICLE XII

TEACHER EVALUATION

 

12.1     All monitoring or observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher.  Within a reasonable length of time, teachers will be given a copy of any evaluation report prepared by their superiors and shall have the right to discuss such report with their superiors. 

 

12.2     For the purpose of evaluation, superiors are defined as members of the administrative staff to include the Superintendent, Assistant Superintendents, Principals, Assistant Principals, Director of Guidance, and Heads of Departments. 

 

12.3     The use of eavesdropping, public address or audio systems, and similar surveillance devices shall be strictly prohibited. 

 

12.4     Teachers have the right, upon written 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.  The teacher shall have the right to request and receive copies of any material in his/her personnel file pertaining to his/her services in the Marshfield School System.

 

12.5     No material derogatory to a teacher's conduct, services, character or personality will be placed in his/her personnel file unless the teacher has had the opportunity to review the material.  The teacher will acknowledge that she/he has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof.  The teacher will have the right to submit written statements in response to such material and his/her answer shall be reviewed by the Superintendent and attached to the file copy. 

 

12.6     The Association recognizes the authority and responsibility of the principal for disciplining or reprimanding a teacher for delinquency of professional performance.  If a teacher is to be disciplined or reprimanded by a member of the administration above the level of principal; however, s/he shall be entitled to have a member of the Association present if s/he so desires. 

 

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

 

12.8     Any complaint in writing regarding a teacher made to a member of the administration by a parent, student or other person will be promptly called to the attention of the teacher. 

 

12.9     The parties acknowledge they have agreed to a new Professional Staff Evaluation Program, including new evaluation procedures and related forms, and hereby incorporate the same in its entirety into this Master Agreement by reference.

 

ARTICLE XIII

TEACHER FACILITIES

 

13.1     Each school will have the following facilities:

 

(a)        space in each classroom in which teachers may safely store instructional materials and supplies;

 

(b)        a teacher work area containing adequate equipment and supplies to aid in the preparation of instructional materials;

 

(c)        an appropriately furnished room which will include a telephone line to be reserved for the exclusive use of the teachers as a faculty lounge.  Said room will be in addition to the aforementioned teacher work area, within the educational needs of the building.  There shall be two (2) separate telephone lines at the High School for the primary use of teachers for school‑related business; 

 

(d)       a serviceable desk and chair for the teacher in each classroom;

 

(e)        a communication system so that teachers can communicate with the main office from their classrooms;

 

(f)        a well‑lighted and clean male teacher restroom and a well‑lighted and clean female teacher restroom; and

 

(g)        a separate, private dining area for the exclusive use of the staff. 

 

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


 

13.3     The Committee and the Association agree that it is desirable to limit the amount of travel between classrooms required of art and music teachers in order that they may more easily provide quality instruction to their students.  The Association and the Committee also recognize that current fiscal constraints impair the Committee's ability to provide programs and facilities to accomplish goals which would include optimum conditions relative to the teaching of subjects such as art and music.  The Committee will continue to be receptive to suggestions and/or recommendations of the Association concerning ways to reduce the amount of travel required of art and music teachers. 

 

ARTICLE XIV

USE OF SCHOOL FACILITIES

 

14.1     The Association will have the right to use school buildings without cost at reasonable times for meetings.  The principal of the building in question will be notified in advance of the time and place of all such meetings. 

 

14.2     The Association will have the right to use the facilities and equipment at the various schools without cost one (1) evening per week.  The schedule and other related matters will be arranged in advance with the Superintendent or his/her designee. 

 

14.3     There will be one (1) bulletin board in each building, which will be located in the faculty lounge or dining area, for the purpose of displaying notices, circulars, and other Association materials. 

 

14.4     All Association notices shall be signed by the originator or by the respective building representative. 

 

ARTICLE XV

SICK LEAVE

 

15.1     Teachers shall be entitled to sick leave days each school year as of the first official day of said school year, whether or not they report for duty on that day, on the following basis: 

 

(a)        Teachers without professional teacher status, twelve (12) sick leave days in the first year of their employment; 

 

(b)        Teachers without professional teacher status, thirteen (13) sick leave days in the second year of their employment; 

 

(c)        Teachers without professional teacher status, fourteen (14) sick leave days in the third year of their employment; 

 

(d)       Teachers with professional teacher status, fifteen (15) sick leave days. 

 

15.2     In cases of merit, the Superintendent with Committee approval may grant sick leave beyond the above limitations.

 

15.3     Effective September 1, 1990 unused sick leave may be accumulated from year to year to a limit of one hundred sixty‑five (165) days. 

 

15.4     Each teacher shall have an additional day awarded, computed at the daily rate of pay (1/185) minus a substitute's pay, to a maximum of sixty percent (60%) of his/her accumulated sick leave as of the start of the school year. 

 

15.5     Any teacher in the Marshfield School System excluded or removed from employment because of tuberculosis in a communicable state shall be carried on sick leave with pay for the entire period of such exclusion or removal, but in no case for more than two (2) years. 

 

15.6     A teacher with professional teacher status may be granted a leave of absence without pay or increment for up to one (1) full year for health reasons.  Written requests for such leave must be supported by appropriate medical evidence submitted by the teacher's physician.  Such medical evidence will be transmitted to a duly appointed school physician who will in turn make recommendations to the Superintendent.  Additional leave may be granted at the discretion of the Superintendent with the approval of the Committee. 

 

15.7     A leave of absence without pay or increment of up to one (1) full year may be granted to a  teacher with professional teacher status for the purpose of caring for a sick member of the teacher's immediate family (mother, father, spouse, or child) upon written request, substantiated by appropriate medical evidence.  Such medical evidence will be transmitted to a duly appointed school physician who will in turn make recommendations to the Superintendent.  Additional leave may be granted at the discretion of the Superintendent with the approval of the Committee. 

 

15.8     A teacher who is granted a leave in accordance with the provisions of paragraphs 15.6 and 15.7 above will remain on such leave until the end of the school year. 

 

15.9     Sick Leave Bank

 

A sick leave bank shall be established whereby members of the bargaining unit with at least one full year of employment in the Marshfield Public Schools may deposit one day of the sick leave to which they are entitled each year.  Members who have a protracted disability and who have used up the sick leave to which they are entitled, may apply to draw on the bank.  The operation of the bank and the withdrawals therefrom shall be carried out in accordance with the following guidelines:

 

1.         All deposits to the sick leave bank are to be voluntary.

 

2.         The first time an eligible member wishes to participate in the bank and make a deposit therein, he/she must submit a written request to do so during the annual enrollment period of September 1 through October 15.  Thereafter, in subsequent years, a deduction and corresponding contribution of one (1) sick day shall automatically be made on the member’s behalf unless a written request to no longer participate is timely made during said annual enrollment period.  In the event of withdrawal from the bank, no more sick days shall be deducted or deposited on the member’s behalf and he/she will NOT be eligible to make any withdrawals.  Re-enrollment may be accomplished by submission of a written request to participate as if for the first time.

 

3.         Only those who deposit to the bank may be permitted to withdraw from the bank.

 

4.         All written requests for withdrawal from the bank must be accompanied by the reason, and approval will be made by a committee of three (3) members designated by the Association, the Sick Leave Bank Committee.  Decisions of the Sick Leave Bank Committee shall not be subject to appeal. 

 

5.         The following criteria shall be used by the Sick Leave Bank Committee in administering the bank and in determining eligibility and amount of leave:

 

a.         adequate medical evidence of serious disability,

b.         prior utilization of all eligible sick leave,

c.         propriety of use of previous sick leave.

 

6.         The number of days requested from the bank must be specified at the time of initial request.  It may not exceed thirty (30) days.

 

7.         Any request for extension of days after the initial request from the bank will be reviewed and decided upon by the Sick Leave Bank Committee.

 

8.         No days may be withdrawn from the sick leave bank for use for any other reason than disability.

 

9.         If the sick leave bank becomes exhausted, it shall be renewed by the contribution of one (1) additional day of sick leave by each member of the sick leave bank.  A maximum of two (2) days per year may be contributed.

 

10.       One half (1/2) of the number of unused days left in the bank will be cumulative to the next contractual year.

 

15.10   In cases of emergency, absences of up to five (5) days annually may be chargeable to sick leave when such absence is due to illness of a member of the immediate family.  (Immediate family is defined in Article XVI, Paragraph 16.2 (g).  Additional days may be granted pursuant to this paragraph under extenuating circumstances with the approval of the Superintendent and the Committee. 

 

15.11   Once each year teachers will be informed in writing by November 1 of the number of sick leave days accumulated as of September 1 of the school year. 

 

15.12   Teachers shall be compensated in cash for one‑half (50%) of all accumulated unused sick leave upon presentation of evidence of permanent retirement under the terms of the Massachusetts Teachers Retirement system, or death.  In the event of death, payment shall be made to the estate of the deceased.  The rate of compensation which the teacher would be receiving at the time of retirement or death shall be used in computing the payment provided in this paragraph.  Advance notice of intention to retire must be given to the Assistant Superintendent for Business by January 1 of the fiscal year prior to the fiscal year in which the retirement is to occur in order for a teacher to be assured receipt of his/her sick leave buyback payment by June 30 of the fiscal year in which the retirement occurs.  Unless sufficient funds are otherwise available, failure to give timely notice will result in payment no later that July 15 of the first fiscal year in which the Committee is able to include the amount of the buyback in its annual budget. Notwithstanding any provision of this Agreement to the contrary, the benefits of this Section 15.12 shall not be available to any employee(s) newly hired to begin work at the beginning of the 2001-2002 work year or later, including any subsequent work year thereafter.  All employees hired to work prior to the beginning of the 2001-2002 work year, shall be grandfathered and remain eligible to receive payments for accumulated sick leave unless they elect the longevity buyback alternative of Article XXX.

 

15.13   In cases of prolonged disability or when circumstances reasonably warrant suspected abuse, the Superintendent may require a teacher to produce a medical certificate of disability from a regularly licensed and practicing physician of the teacher's choice indicating the approximate dates of disability together with appropriate medical evidence.  The cost of any such doctor's certificate shall be paid by the School Committee. 

 

ARTICLE XVI

TEMPORARY LEAVES OF ABSENCE

 

16.1     In the following cases of Temporary Leaves of Absence with pay, no deduction is to be made from accumulated sick leave. 

 

16.2     Teachers shall be entitled to the following temporary leaves of absence with pay each school year: 

 

(a)        Three (3) days leave of absence for observance of official religious holidays which require absence during school hours.  All schools will be closed on Good Friday; 

 

(b)        One (1) day for the purpose of visiting other schools or attending meetings or conferences of an educational nature on recommendation of the Department Head and the building principal and/or the Superintendent at the secondary level.  One (1) day for the purpose of visiting other schools or attending meetings or conferences of an educational nature upon approval of the elementary school building principal and/or the Superintendent.  The Superintendent may approve additional days for this purpose; 

 

(c)        One (1) day for the purpose of receiving an advanced degree;  

 

(d)       One (1) day for the purpose of attending the graduation ceremonies of a member of the immediate family; 

 

(e)        Time necessary for Association representatives to attend Massachusetts Teachers Association, National Education Association and/or Plymouth County Education Association conferences and conventions upon approval of the Superintendent; 

 

(f)        Time necessary for appearances in any legal proceeding:  1) connected with the teacher’s employment or with the school system, if the teacher is required by law to attend, or 2) in which the teacher has been subpoenaed to testify as a witness, provided that the teacher is not a party (plaintiff or defendant) to the legal proceeding.

 

(g)        Up to seven (7) consecutive calendar days at any one time commencing with or immediately following the date of death of a member of the immediate family (father, mother, grandparent, brother, sister, husband, wife, child, ward, or father‑in‑law, mother‑in‑law, brother‑in‑law or sister‑in‑law).  In the event of death of other relatives, leave will be handled at the discretion of the Superintendent. 

 

(h)        A maximum of seventeen (17) days per school year for persons called in to temporary active duty of any unit of the military services, U.S. Reserves, or the State National Guard, provided such obligations cannot be fulfilled on days when school is not in session. 

 

(i)         A request for leave because of unusually pressing personal or family business may be approved by the Superintendent.  Request for personal leave should be made five (5) days in advance, if possible.  Requests for personal leave may not be authorized on days preceding or following school holidays or vacations unless reason for such leave is specified in writing and approved by the Superintendent.  Personal leave requested under this section shall not be unreasonably denied.  If a teacher does not wish to reveal the reason for a request for leave, two (2) days per year without reason shall be granted:  one day to be deducted from sick leave or at the option of the teacher, to be without pay, and the second day requested to be without pay. 

 

REQUEST FOR PERSONAL LEAVE

Date                                       

From:                                                                          

 

TO:      Superintendent of Schools, Marshfield School Department

 

REF:    Article XVI, Para. 16.2 (i) Master Agreement

 

1.         It is requested that I be granted personal leave on                      for the purpose of

                                               

                                                                                                     

                    

2.         Information contained herein is to remain confidential with the Superintendent. 

 

                                                                                                                                                                      

      Signature

 

(j)         Time necessary to serve Jury Duty.  The salary paid by the Marshfield Public Schools during such absence for Jury Duty shall be the teacher's daily rate of pay less any monies paid by the county for such Jury Duty. 

 

16.3     Professional Staff members leaving before the end of the school year for institutes will be paid for five (5) days at regular salary and for any additional days at their regular salary minus the substitute's pay.  Written request for such leave must be given in advance and must have the approval of the Superintendent. 

 

16.4     No teacher will be required to arrange for his/her own substitute. 

 

16.5     Benefits within this Article shall not be utilized to extend holidays or vacation periods. 

 

ARTICLE XVII

EXTENDED LEAVES OF ABSENCE

 

17.1     The Committee agrees that up to three (3) teachers designated by the Association will, upon request, be granted a leave of absence for up to two (2) years without pay for the purpose of engaging in Association (local, state, county or national) activities.  Upon return from such leave, a teacher will be considered as if s/he had been actively employed by the Committee during the leave and will be placed on the Salary Schedule at the level s/he would have achieved if s/he had not been absent. 

 

17.2     A leave of absence without pay for up to two (2) years will be granted to any teacher who joins the Peace Corps, serves as an exchange teacher, or serves in similar programs, and is a full‑time participant in such programs.  Upon return from such leave, a teacher will be considered as if s/he had been actively employed by the Committee during the leave and will be placed on the Salary Schedule at the level s/he would have achieved if s/he had not been absent. 

 

17.3     Military leave will be granted to any teacher in accordance with applicable state and federal laws. 

 

17.4     MATERNITY LEAVE ‑ A maternity leave of absence of up to two (2) years or any fraction thereof shall be granted to teachers without pay or increment; however, in the event a teacher was on duty at least one‑half (1/2) of the school year in which the leave was granted, said teacher shall be eligible to move to the next step of the salary schedule upon returning to active service. 

 

A teacher who is pregnant shall be entitled, upon request, to a leave of absence to begin at any time between the commencement of her pregnancy and one (1) year after the child is born to her.  Said teacher shall inform the Superintendent, in writing, of her desire to take such leave and, except in case of emergency, shall give notice at least thirty (30) days prior to the date on which her leave is to begin. 

 

She shall include with such notice either a physician's statement certifying her pregnancy or a copy of the birth certificate of her child, whichever is applicable. 

 

A teacher who is pregnant may continue in active employment as late as her pregnancy permits and she so desires, provided she is able to properly perform her required functions, as substantiated by appropriate medical evidence from her physician. 

 

All or any portion of a leave taken by a teacher because of a medical disability connected with or resulting from her pregnancy may, at the teacher's option, be charged to her available sick leave. 

 

Maternity leave shall be granted in accordance with applicable Federal and State statutes, guidelines and regulations. 

 

17.5     ADOPTION ‑ A teacher adopting a child up to the age of four (4) shall be entitled, upon request, to a leave of up to two (2) years or fraction thereof to commence at anytime during the first year after receiving de facto custody of said child, or prior to receiving such custody, if necessary, in order for the teacher to fulfill requirements for adoption.  Pursuant to the provisions of paragraph 17.7 applicable hereto, said teacher shall not return from adoptive leave until the commencement of the applicable school year following such leave unless a waiver is granted by the Superintendent. 

 

17.6     A paternity leave of absence of up to two (2) years or any fraction thereof shall be granted to teachers without pay or increment; however, in the event a teacher was on duty at least one‑half (1/2) of the school year in which the leave was granted, said teacher shall be eligible to move to the next step of the salary schedule upon returning to active service.  Pursuant to the provisions of 17.7 applicable hereto, said teacher shall not return from paternity leave until the commencement of the applicable school year following such leave unless a waiver is granted by the Superintendent. 

 

17.7     In the event of a teacher being granted a leave pursuant to this Article during the course of a school year, said teacher will be granted and will take the leave for the remaining portion of the school year and shall not return until the commencement of the next school year unless said requirement is specifically waived by the Superintendent. 

 

17.8     A teacher on leave under any provision of this Article, excluding Sabbatical Leave, shall advise the Superintendent, in writing no later than March 1 of any year, of his/her intention to return to work the following school year. 

 

17.9     SABBATICAL LEAVE

 

(a)        Any teacher who has served continuously in the Marshfield Public Schools for a period of at least six (6) years may, on the recommendation of the Superintendent, be granted Sabbatical Leave of absence not to exceed one (1) year for the following purposes: 

 

(1)        Approved study

 

By approved study is meant:

 

(i)         Study made possible through a foundation grant.

 

(ii)        Graduate study at an accredited institution.  Such study is to be "directed study" in a particular field. 

 

(iii)       Study made possible through a state or federal grant dealing specifically with public school education. 

 

(2)        Approved research

 

By approved research is meant research to be carried on under the aegis of a university, professional non‑commercial organization, or agency of a learned society. 

 

(b)        Teachers on Sabbatical Leave will be paid two‑thirds of their regular salary, provided that such salary when added to any grant will not exceed the regular salary rate. 

 

(c)        Requests for Sabbatical Leave must be received by the Superintendent, in writing in such form as may be required by him/her no later than April 1, and action must be taken on all such requests no later than May 15 of the school year preceding the school year for which the Sabbatical Leave is requested. 

 

(d)       The eligibility requirements as stipulated above may be reduced or waived at the discretion of the Superintendent.  It is expressly understood and agreed that persons fulfilling the stipulated requirements shall be given priority over those who are deficient in one or more of the specific eligibility criteria. 

 

(e)        Before beginning the Sabbatical Leave, the teacher shall enter into a contract to return to service in the Marshfield Public Schools for a period of time equal to twice the length of such leave, and in the event of a default in the completion of such service, s/he shall refund to the Town an amount equal to such proportion of salary received by him/her while on leave as the amount of service not actually rendered as agreed upon bears to the whole amount of service to be rendered; i.e., if a person does not return to active service in the Marshfield Public Schools at the conclusion of the Sabbatical Leave, the full amount of money received from the Town will be repaid to the Town of Marshfield.  In the event that the person returns to Marshfield for one (1) year, one‑half (1/2) of the amount of money received from the Town of Marshfield while on Sabbatical Leave will be repaid to the Town of Marshfield (Chapter 71, Section 41A).  A teacher shall be released from such payment if his/her failure to serve the two (2) years as stipulated is due to illness, disability or death. 

 

(f)        The writing produced during the leave for research should be made available to the Marshfield School Department for its own use without infringement of copyright privileges of the researcher. 

 

(g)        A teacher returning from Sabbatical Leave shall be placed on the step of the Salary Schedule s/he would have attained had s/he remained in the school system. 

 

(h)        It is the intent of the Committee that one percent (1%) of the professional staff may be on Sabbatical Leave each year.

 

(i)         The following form shall be utilized upon approval of Sabbatical Leave request. 

 

Date                           

 

I hereby accept the conditions governing Sabbatical Leave of absence as set forth in Article XVII of the Master Agreement. 

 

Signature                                                                    

 

j.          There will be a freeze in the Sabbatical Leave Program with no costs to the School Committee for the 2004-2005, 2005-2006, and 2006-2007 school years.  Applications for Sabbatical Leave to be effective during the 2007-2008 school year will be accepted and formally processed during the 2006-2007 school year.

 

17.10   A teacher with six (6) or more continuous years of service in the Marshfield Public Schools may be granted an Extended Leave of Absence of up to two (2) years without pay for personal reasons.  At its discretion, the School Committee may grant such leave to a teacher with less than six (6) or more continuous years of service in the Marshfield Public Schools.  Any such leave shall commence on September 1st of the school year in which taken and terminate on June 30th of the same or subsequent school year(s), depending upon the length of the leave granted. 

 

17.11   FAMILY MEDICAL LEAVE ACT OF 1993

 

            The parties agree that the following procedures and understandings shall be applicable to leave requests pursuant to The Family and Medical Leave Act of 1993 (hereinafter "FMLA" or "the Act"):

 

A.        Eligibility

 

            1.         FMLA leaves will be available to all bargaining unit employees who have worked for the Marshfield Public Schools for at least twelve (12) months and who have worked at least 1,250 hours during the twelve (12) month period immediately preceding the date of commencement of the leave requested.

 

            2.         Such leaves may be available:

 

                        (a)        To care for a newly born son or daughter, a newly adopted or newly placed foster child; or

 

                        (b)        To care for a son, daughter, spouse or a parent who has a serious health condition; or

 

                        (c)        To deal with the employee's own serious health condition if the employee is unable to perform the functions of his or her position.

 

All definitions of applicable terms such as, but not limited to, "spouse", "son", “daughter", "parent", "serious health condition", "health care provider" as used in this Article shall be as such terms are defined in the Act itself.  Nothing herein shall be construed to conflict with any applicable provisions of the FMLA.

 

3.         Eligible employees shall be entitled to up to twelve (12) weeks of leave during the twelve (12) consecutive month period beginning with the commencement of the leave, subject always to compliance with all applicable conditions set forth below.  Normally, days and/or weeks of such leave must be taken consecutively.

 

4.         "In loco parentis" relationships must be expressly described by a statement in any FMLA leave request indicating that the applicant is responsible for the care of the person concerned "in place of a parent".

 

B.        Notice Requirement

 

            Eligible employees must provide at least thirty (30) days prior written notice of any request for such leave when the need for such leave is foreseeable such as for the expected birth or placement of a child or planned medical treatment(s). Notice of such leave must be given as soon as practicable if such thirty (30) days prior notice is not possible due to the emergency nature of the leave.

 

C.        Medical Certification(s) Required

 

1.         Appropriate medical certification(s) supporting the need for such leave due to a serious health condition of the employee or a spouse, son, daughter or parent ("immediate family") must be provided from an appropriate health care provider as a condition of such leave.

 

2.         The Administration may require reasonable and periodic reports and/or re-certifications of an employee's status or that of an immediate family member as a condition of the continuation of such leave, including the employee's intention to return to employment.

 

3.         Fitness for duty certification(s) indicating an employee is able to return to work may be required after any FMLA leave, or any other leave(s), taken because of personal illness.

 

                        4.         Any required medical certification must contain the following:

 

                                    (a)        the date on which the serious health condition(s) commenced;

 

                                    (b)        the probable duration of the condition(s);

 

                                    (c)        the appropriate medical facts within the knowledge of the health care provider regarding the condition(s);

 

                                    (d)       (i)         a statement that the employee is needed to care for the son, daughter, spouse or parent and an estimate of the amount of time needed to provide the care; or

 

                                                (ii)        a statement that the employee is unable to perform the functions of his or her position;

 

                                                (e)        for intermittent leave or leave on a reduced leave schedule for planned medical treatment, the dates the treatment is expected and the duration of the treatment;

 

                                    (f)        for intermittent leave or leave on a reduced leave schedule because of a serious health condition that makes the employee unable to perform the functions of his or her position, a statement of the medical necessity for, and the expected duration of, the intermittent leave or leave on a reduced leave schedule; and

 

                                    (g)        for intermittent leave or leave on a reduced leave schedule in order to care for a spouse, son, daughter, or parent with a serious health condition, a statement that the intermittent leave or leave on a reduced schedule is medically necessary for the care of the spouse, son, daughter, or parent, or will assist in their recovery, and the expected duration and schedule of the intermittent leave or reduced leave schedule.

 

                                    (h)        Forms made available by the United States Department of Labor may be utilized for any medical certification requirements.

 

            5.         The Administration may also require second or third medical opinions as defined in the Act at the school district's expense in the event the Administration has reason to question the validity of any certification or re-certification provided by the employee.

 

D.        Leaves, Limitations, Instructional Employees

 

            1.         Intermittent or reduced leaves may not be taken after the birth of a child or for purposes of adoption.

 

            2.         Employees must make reasonable efforts to schedule planned medical treatment(s) so they do not unduly disrupt the operations of the district.

 

            3.         Eligibility for leaves for the birth or placement of a child (for adoption or foster care) expires at the end of the twelve (12) month period beginning on the date of birth or placement.

 

            4.         In the event a husband and wife each work in the district and are eligible for FMLA leave, any such leave(s) for the birth or placement of a child or care of a sick parent may be limited to a total aggregate of twelve (12) workweeks.

 

            5.         The special rules set forth in Section 108 of the Act for employees employed principally in an instructional capacity and pertaining to intermittent leaves, leaves on a reduced schedule, temporary transfers to alternative positions and periods of leave near the conclusion of an academic term may be exercised, applied, and/or required by the school district in order to lessen the impact of any such leaves upon the students affected thereby.

 

E.         Health Insurance, Seniority, Other Benefits

 

            1.         Health and life insurance will be continued during any period of approved FMLA leave. Required employee health and life insurance contributions shall be set off against the employee's first  paycheck upon the employee's return to work and upon subsequent paychecks, if need be,  until all such contributions have been fully paid.

 

            2.         Monies owing the Town and/or Committee if an employee does not return to work shall be set off against available funds owing the employee; if there are no such available funds, the employee will be billed.

 

            3.         Seniority and other employment benefits shall not continue to accrue during the unpaid periods of any FMLA leave(s).

 

            4.         Employees shall be required to utilize any paid sick leave to which they may be entitled coterminously with the period of any FMLA leave provided pursuant to this Article.  The provisions of this subparagraph 4 shall not affect the discretion of the Sick Leave Bank Committee established in Paragraph 15.9 of the parties’ Master Agreement to grant or to deny any application for sick leave thereunder.

 

            5.         Employment decisions un-related to the leave status of any employee shall be made as if the employee were not on leave, including but not thereby limiting the generality of the foregoing, decisions regarding reductions in force.

 

            F.         Restoration of Employment. Failure to Fulfill Leave Obligations or Return to Duty

 

            1.         An employee returning from an FMLA leave shall be restored to the position he or she held when the leave commenced or to an equivalent position with equivalent benefits, pay, and other terms and conditions of employment.

 

            2.         Employees who fail to adhere to any applicable conditions, re-certifications or other requirements of any FMLA leave(s) may be denied a continuation of any such leave(s).

 

            3.         In the event an employee claims he or she is unable to return to work after an FMLA leave has expired because of the continuation, re-occurrence or onset of a serious health condition of the employee, spouse, son, daughter, or parent, the Administration may require certification of such claims by an appropriate health care provider. Any requests for such certification(s) of claims shall not be considered or construed to be a grant of, or a continuation of, any leave granted pursuant to this Article.

 

            4.         Failure to timely respond to any requests concerning the employee's intention to return to work as well as an employee's failure to return to work at the expiration of any leave hereunder may result in a determination that the employee has abandoned his or her employment, is unable to continue employment because of incapacity and/or or has voluntarily resigned.

 

ARTICLE XVIII

SUBSTITUTE TEACHERS

 

18.1     In those cases where regular substitutes are not available and a regular teacher voluntarily agrees to serve as a substitute teacher during his/her non-teaching time, said teacher will be paid an additional twenty-four dollars ($24.00) or fraction thereof for each period substituted for the 2004-2005 school year.  (A period is considered to be 40-50 minutes.  Payments for periods of less than forty (40) minutes shall be prorated on the basis of forty (40) minutes representing a period.)  Such arrangements will be made by the principal of the school.  At the Senior High School, payment will be made on the basis of forty-eight dollars ($48.00) per block served.  A block shall be considered to be a minimum of eighty-four (84) minutes long.  Payments of less than eighty-four (84) minutes shall be prorated on the basis of eighty-four minutes representing a block.  Effective September 1, 2005, the foregoing rate shall be increased to twenty-five dollars ($25.00) per period (fifty dollars [$50.00] per block).  Effective September 1, 2006, the foregoing rate shall be increased to twenty-six dollars ($26.00) per period (fifty-two dollars [$52.00] per block).

 

18.2     In the absence of a special subject teacher (art, music, physical education, library, etc.) when the regular teacher assumes responsibility and teaches a scheduled lesson in the special subject teacher's field, the regular teacher shall be paid as stated above. 

 

ARTICLE XIX

PROFESSIONAL DEVELOPMENT

 

19.1     The Committee will grant financial assistance to teachers covered by this Agreement who pursue advanced study under the following terms and conditions: 

 

(a)        Eligibility ‑ In order to be eligible for assistance under this Article a teacher may: 

 

(1)        Pursue only such advanced study as is required to qualify for increment on the Salary Schedule, or such courses which are directly related to the professional growth of the individual teacher, subject to the approval of the Superintendent. 

 

(2)        Enroll in a recognized degree program (Masters', CAGS, Doctoral).  For nurses, a recognized degree program shall include Bachelors' Degree. 

 

(3)        Be a kindergarten through Grade 8, 01‑Elementary certified teacher who received a notice pursuant to Article XXI, paragraph 21.2 (g) of this Agreement, and as a result is pursuing a secondary certification in Science, Mathematics, or Foreign Language. 

 

(b)        Financial Assistance ‑ For the purpose of computing payments owing under this Article, the Committee shall use, as the cost of any particular course for which reimbursement is sought, the lesser of the actual course cost submitted or an "average course cost" obtained by computing the average cost of such a course as if it had been taken at the University of Massachusetts, Boston, and at Bridgewater State College (if need be, the cost of similar courses may be substituted).  Subject always to the application of the foregoing reimbursement limitation via the usage of such "average course cost", if a teacher is eligible for assistance under this Article, the Committee will pay three‑quarters (3/4) the cost of courses pursued under the provisions of 1 (a) (1) above, and all of the cost of courses pursued under the provisions of 1 (a) (2) above at the school of the teacher's choice, not to exceed three (3) courses of up to twelve (12) semester hours in any one academic year (September 1 through August 31).  Also subject to said reimbursement limitation, the Committee will pay all of the cost of courses pursued under the provisions of 1 (a) (3) above at the school of the teacher's choice, not to exceed three (3) courses of up to twelve (12) semester hours in any one academic year (September 1 through August 31).

 

(1)        Teachers who do not pursue a recognized degree program will be limited to two (2) courses each academic year. 

 

(2)        Teachers who enroll in and pursue a recognized degree program will receive assistance for up to three (3) courses of up to twelve (12) semester hours per academic year. 

 

(3)        Assistance under this Article will be limited to tuition, registration, laboratory fees, curriculum maintenance fees, and any other costs assessed by the college or university.  It will not include books or transportation.

 

(4)        Assistance will be paid to the teacher upon presentation of evidence of payment and the earning of undergraduate or graduate credits with a grade of "A" or "B" where applicable.  Certain special programs may be approved under this Article if deemed to be educationally valid by the Superintendent. 

 

19.2     New teachers in the Marshfield School System shall become eligible for assistance during the summer following their first year of service. 

 

19.3     Teachers who have completed twenty‑five (25) years of teaching experience or who have reached the age of fifty‑five (55) or who are at Step 10 through 13 of the Bachelors or Bachelors + 15 Salary Columns, or Step 12 through 15 of the remaining Columns of the  Salary Schedule(s), are not required to take courses for salary increments.  However, such a teacher will be eligible for assistance under this Article for the purposes of professional growth. 

 

19.4     Subject to the approval of the Committee, the Superintendent may arrange a substitute program of study of no less than thirty‑three (33) credit hours as an equivalent of a Masters' Program for those teachers for whom there exists no regular program in a specific field of study. 

 

19.5     A Professional Development Committee shall be established and shall be composed of one (1) teacher appointed by the Association from each of the elementary schools, the Furnace Brook School, and the High School, as well as the President of the Association and the Superintendent or his/her designee.  This Committee shall meet as necessary to fulfill its purpose of evaluating and making recommendations to the Superintendent concerning such matters as course and degree program approvals under this Article and any other matters concerning staff development and the improvement of education in the Marshfield Schools.  Assistance under this Article will be granted only after recommended courses and/or programs have been approved by the Superintendent.  The Administration will provide such supplies and secretarial assistance as is reasonably necessary as determined by the Superintendent. 

 

19.6     The employer agrees to provide written notification of participation to members of the bargaining unit who volunteer to serve on any committees which meet after the normal workday or who volunteer to attend any meetings after the normal workday beyond those required in Article V, paragraphs 5.6 and 5.7 of this Agreement.  Such verification shall include the nature of the activity the bargaining unit member engaged in and the amount of time involved in such participation.        

 

19.7     The Association and Committee agree that the Professional Development Committee established pursuant to Section 19.5 above shall be charged with investigating the feasibility of allowing bargaining unit members to enroll in courses offered on site in Marshfield by Bridgewater State College or any other appropriate institution and to make non-binding recommendations to the parties with respect to any payments and/or reimbursements which might be reasonably associated with such enrollments.  In addition, said Professional Development Committee shall be charged with formulating non-binding recommendations to the parties with respect to a mentoring program to include, but not necessarily be limited to, teachers new to the Marshfield School System.  Thereafter, the parties agree to meet to review and negotiate concerning any of the Professional Development Committee’s recommendations.

 

19.8     Teachers who participate in the Marshfield Public Schools Mentoring Program as Mentors or Facilitators shall be paid the following stipends per school year:

 

                                    Mentor                        $900.00

                                    Facilitator        $600.00

 

ARTICLE XX

TEACHER AIDES

 

20.1     Teacher aide time shall be provided in each elementary school building on the basis of a ratio of one and one‑half (1 1/2) hours per week, per regular teaching staff member, while the school is in session. 

 

20.2     Teacher aide duties shall be extended to assisting in the lunchrooms and at recess, such time to be used at the discretion of the building principal. 

 

20.3     All teachers in the elementary school buildings, excepting teachers of art, music, physical education, reading, instrumental music, librarians, and administrators are to be considered regular teaching staff and shall be entitled to one and one‑half (1 1/2) hours per week of teacher aide time. 

 

20.4     The Committee agrees to the employment of an adequate number of library aides to assist librarians in the performance of their duties in order to provide the most efficient library service possible. 

 

20.5     The building principal and the professional teaching staff shall meet no later than October 1 of each school year to discuss, plan, and mutually agree upon the optimal utilization of allotted teacher aide time. 

 

20.6     With the sole exception of the provisions of paragraph 20.4 above, the Association and the Committee agree that the provisions of Article XX, Teacher Aides, shall be suspended for the duration of this Agreement or until there is an improvement in the budget of the Committee sufficient to allow the Committee to adhere to the provisions of Article XX; furthermore, both parties recognize that it may be educationally desirable and necessary to rehire a limited number of aides in certain instances to assist the professional staff, although a return to the levels mandated by Article XX may not be economically possible and, within existing budgetary constraints, educationally feasible.  However, in such instances of hiring a limited number of aides, both parties further agree that such hiring shall constitute no precedent nor be construed as an abandonment of the original purpose of this paragraph, which is to promote the Committee's ability to maintain a level of professional staff necessary to provide education of the highest quality to the students of Marshfield while recognizing, at the same time, the need to provide assistance to remaining professional staff and services to students at all levels. 

 

ARTICLE XXI

DISMISSAL ‑ REDUCTION IN FORCE

 

21.1     Teacher(s) without professional teacher status shall be entitled to a hearing in accordance with the provisions of Section 42 of Chapter 71 of the General Laws as amended by Section 1 of Chapter 388 of June, 1970. 

 

21.2     The Committees retains the exclusive right and sole responsibility to determine the number of teaching and other professional positions needed in the school system including the right to determine the number of employees to be laid off, recalled, or that a particular type of teaching service should be discontinued.  Such decisions shall not be subject to the Grievance and Arbitration procedure but, once made, the following policy for reduction in personnel will be followed: 

 

(a)        In all cases the provisions of applicable laws as they pertain to the dismissal of teacher(s) with professional teacher status and teacher(s) without professional teacher status shall apply. 

 

(b)        A teacher with professional teacher status shall not be laid off if there is a teacher without professional teacher status whose position the teacher with professional teacher status is qualified to fill. 

 

(c)        If the Superintendent determines it is necessary to reduce the number of teacher(s) with professional teacher status covered by this Agreement, he/she shall attempt to accomplish said reduction by attrition. 

 

(d)       In the event a reduction cannot be accomplished by attrition and a teacher with professional teacher status must be laid off, the Superintendent shall lay off the least senior teacher within the area of certification concerned.  A teacher who is laid off may bump a less senior teacher in an area in which the teacher laid off is certified.  In the event a teacher who is laid off may be eligible to continue employment by bumping or otherwise as a result of holding multiple certifications, the Superintendent will make a good faith effort to assign the eligible teacher to the available position most comparable to that position from which the eligible teacher was laid off.  The eligible teacher will be consulted with respect to his/her opinion of which available position is the most comparable position prior to his/her assignment.  The Association agrees that the final decision with respect to the assignment of such eligible teachers shall be that of the Superintendent and shall not be subject to the Grievance and Arbitration provisions of the Agreement between the Association and the Committee. 

 

(e)        Seniority means a teacher's length of service in years, months, and days in the Marshfield Schools, provided that the seniority of present teachers as of the effective date of this Agreement shall consist of their length of service as defined above from their initial date of employment (not hiring).  For purposes of computing seniority, time spent on the following types of leaves shall be included:  paid sabbatical leave, a paid leave of absence granted for any other reason, military leave (only to the limits required to be credited by state or federal law), any leave for which increment credit is granted, leave granted to serve in the Peace Corps, as an exchange teacher or other service judged comparable by the Superintendent, and absence due to personal injury for which seniority credit is granted pursuant to Article XXIII of this Agreement.  Seniority of part‑time teachers shall not be prorated, but rather shall be treated as if they had been always employed on a full‑time basis.  In case of identical initial date of employment, seniority shall be determined by the drawing of lots by such employees. 

 

(f)        A list specifying the seniority of each professional teacher status member of the bargaining unit shall be prepared by the Superintendent and forwarded to the President of the Association as soon as reasonably possible following the execution of this Agreement and annually thereafter on September 1.  If no challenge to the list is made by the Association within thirty (30) days of receipt of the list, the list stands as written.  The seniority list prepared by the Superintendent need not specify a teacher's length of service in years, months, and days but for the parties' convenience may solely indicate a teacher's length of service in terms of years and months.  However, in all cases, days of service shall be counted in determining teachers' seniority for purposes of any reduction in force.  For a reduction in force to take place at the beginning of a school year, the seniority of teachers as of April 1 of the preceding school year shall be used.  A list specifying the seniority of teachers as of April 1 shall be forwarded to the President of the Association.  If no challenge to the list is made by the Association within fifteen (15) days of receipt of the list, the list stands as written.  As the time of layoff (or at any time prior thereto) a teacher may, for purposes of recall, voluntarily withdraw his/her name from the seniority list of a given discipline in which s/he is certified.  Said withdrawal must be in writing and shall be effective through the entire school year next following the school year in which said withdrawal is made.  If a teacher who has withdrawn his/her name from a discipline wishes to have his/her name reinstated in said discipline for a subsequent school year, s/he must notify the Superintendent in writing of that desire prior to March 1 of that year or his/her name will remain withdrawn for the subsequent school year. 

 

(g)        No later than the end of the first work week following the Christmas vacation, the Administration will notify teachers holding a 0‑1 (K‑8) Elementary Certification who, it estimates, may be subject to layoff for the ensuing school year.  Any teacher so notified who, in the event of layoff is required to bump a less senior teacher in the disciplines of Math, Science, or Foreign Language, may do so upon being reached for layoff provided such a teacher: 

 

(1)        presents written evidence to the Administration prior to April 1 of the year notified of application to the Massachusetts Department of Education for certification in said discipline(s) and

 

(2)        prior to the beginning of the ensuing school year and as a condition of employment in said discipline(s) presents written evidence to the Administration of successful completion of at least nine (9) semester hours of credit toward certification in said discipline(s). 

 

In addition, such a teacher shall notify the Administration as soon as possible of the anticipated dates of enrollment and completion of credits taken to fulfill the requirement of Paragraph (2) above.  In fairness to the entire professional staff, and in order to facilitate the opening of school, it is recognized that the Administration may, from time to time, request progress information from a teacher who is pursuing certification in the disciplines of Math, Science, or Foreign Language. 

 

In the event it becomes necessary for the Superintendent to lay off teachers holding a 0‑1 (K‑8) Elementary Certification during the course of a school year, the Committee agrees to meet immediately with the Association to negotiate over the impact of the Superintendent's decision to institute such layoffs. 

 

(h)        Seniority rights for bumping and/or for recall purposes shall be exercised within areas of certification in which teachers with professional teacher status are certified as of February 1 of any school year.  Any new area of certification secured by a teacher subsequent to February 1 of a given school year shall not be utilized in determining bumping and/or recall rights relative to a reduction in force to occur in the immediately following school year; exceptions to the utilization of new areas of certification secured after February 1 of any year may be made at the discretion of the Committee or shall be made pursuant to Section (g) above.  Any teacher who obtains an additional certification after February 1 of a given year and who has been laid off shall have his/her name placed on the recall list for that new area of certification as of the date s/he submits evidence to the Administration of having obtained said new certification; such teacher shall be eligible for recall in that newly obtained area of certification provided there is no one eligible for recall who was laid off in that area of certification. 

 

(i)         Except in unforeseen circumstances, teachers whose employment will be terminated in full or in part by a reduction in staff to be effective at the beginning of the ensuing school year shall be notified by May 1 of the school year preceding that in which the reduction is to take place.  In no event shall such notification be later than June 1 of the school year preceding the September in which the reduction is to be effectuated. 

 

In the event it becomes necessary for the Superintendent to lay off teachers during the course of a school year, the Superintendent agrees to make every effort to provide thirty (30) calendar days' notice prior to the effective date of the layoff. 

 

(j)         If teachers who are laid off request, in writing to the Superintendent to be placed on recall, then during a period of two (2) years from the effective date of their layoff, teacher(s) with professional teacher status shall be given preference for positions as they develop in the inverse order of their respective layoff. 

 

(k)        In the event of recall, teachers shall be notified by Certified Mail to their last address of record with the Superintendent, and must advise the Superintendent of their acceptance of the position being offered within fifteen (15) days following the date of mailing or seven (7) days following the receipt of said notice, whichever comes first, or forfeit all recall rights.  The Superintendent/Principal shall not be required to make more than one offer of reemployment during the period that a teacher is eligible for recall. 

 

(l)         In the event that two or more positions become simultaneously available so that the senior teacher with professional teacher status waiting recall on the list may be assigned more than one (1) position, the Superintendent will make a good faith effort to assign the eligible teacher to the available position most comparable to that position from which the eligible teacher was laid off.  The eligible teacher will be consulted with respect to his/her opinion of which available position is the most comparable position prior to his/her assignment.  The Association agrees that the final decision with respect to the assignment of such eligible teacher shall be that of the Superintendent and shall not be subject to the Grievance and Arbitration provisions of the Agreement between the Association and the Committee. 

 

(m)       A teacher with professional teacher status who is reduced from a full‑time position and is on the recall list may refuse to accept an offer of a part‑time position without forfeiting his/her recall rights for the duration of the recall period, and an analogous right shall exist for a teacher with professional teacher status who may be reduced from a part‑time position and offered a full‑time position.  However, should such a teacher with professional teacher status who is reduced from a full‑time position refuse a part‑time position which subsequently is accepted by a less senior teacher on layoff, and following such acceptance and the beginning of the school year should such a part‑time position be restored to full‑time status, the less senior teacher having accepted the position shall not be displaced by the more senior teacher for that school year. 

 

(n)        A teacher with professional teacher status who is reduced from a full‑time position and is on the recall list may accept a part‑time position and retain  his/her eligibility to be assigned a full‑time position for the subsequent school year, and an analogous right shall exist for a teacher with professional teacher status who may be reduced from a part‑time position, accept a full‑time position, and wish to retain eligibility for assignment to a part‑time position for the subsequent school year.  Teachers who wish to retain such eligibility shall so advise the Superintendent in writing at the time of their initial acceptance of the full‑time or part‑time employment which they would prefer not to continue during the subsequent school year.  In no event shall the retention of eligibility for assignment to a full‑ or part‑time position exceed the length of the recall period. 

 

(o)        In order to fully effectuate the recall provisions of this Article, it is agreed that upon stabilization of the recall list at the beginning of a school year, vacancies which occur subsequent to September 1 shall be posted in accordance with the provisions of Article X; however, no vacant position shall be awarded to any teacher not on layoff unless and until all teachers who have been laid off and not recalled have refused recall to said position.  Furthermore, in recognition of both parties' desire to maximize, where possible, employment opportunities for all teacher(s) with professional teacher status on layoff, the Superintendent may, but shall not be required to offer a full‑time position on recall to a teacher with professional teacher status laid off from a part‑time position if a part‑time position exists on recall for which that teacher is eligible. 

 

(p)        Teachers recalled pursuant to the above provisions shall be credited with all previously accrued time in Marshfield for the purposes of placement on the salary schedule and any previously unused sick leave. 

 

(q)        During said recall period, employees laid off under this Article shall be given priority on the substitute list.  Teachers must indicate their desire for substitute work in writing. 

 

(r)        To the extent permitted by General Laws Chapter 32B and the insurance carrier(s) concerned, laid off employees may continue group health and life insurance coverage provided pursuant to this Agreement during the recall period, by reimbursing the Town for full premium cost.  Failure to timely forward premium payments to the Town or refusal to return to employment upon recall will terminate this option. 

 

(s)        For purposes of notification of layoff and a teacher's request to be granted a leave of absence as a result of layoff, the letters contained in Appendix D of this Agreement will be used. 

 

(t)        The foregoing policy for reduction in personnel shall apply solely to teachers with professional teacher status. 

 

ARTICLE XXII

PROTECTION

 

22.1     Teachers will immediately report, in writing, to their respective principals, all cases of assault, including incidents of sexual harassment suffered by them in connection with their employment.

 

22.2     A copy of this report will be forwarded by the principal to the Superintendent who will comply with any reasonable request from the teacher for information in his/her possession, which is not legally restricted, relating to the incident or the person involved, and will act in appropriate ways as liaison between the teacher, police, and the courts. 

 

22.3     The Superintendent will report such cases to the Committee.  The Committee will provide the Superintendent any information in its possession, which is not legally restricted, relating to the incident. 

 

22.4     If a teacher requires legal counsel, whether as a defendant or as a complainant in an employment‑related criminal or civil assault proceeding, the Committee will provide legal counsel or reimburse the teacher for reasonable counsel fees in accordance with and to the extent of its authority to do so under prevailing state statutes. 

 

22.5     The Committee agrees to provide adequate malpractice insurance for the protection of members of Unit B. 

 

ARTICLE XXIII

PERSONAL INJURY BENEFITS

 

23.1     (a)        Whenever a teacher is absent from school as a result of injury caused by an accident or an assault occurring in the course of his/her employment, the teacher may, if s/he so elects, be paid his/her full salary (less the amount of any Workers' Compensation award made for temporary disability due to such injury) to the extent of the teacher's available accumulated sick leave pursuant to Chapter 152, Section 69 of the General Laws of the Commonwealth of Massachusetts. 

 

(b)        During the period a teacher is receiving Workers' Compensation, s/he shall be able to accumulate seniority up to a maximum of two hundred forty (240) days whether or not the teacher elects to use his/her accumulated sick leave during the period of absence from work.  In cases of a recurrence or aggravation of the same injury occurring in the course of his/her employment, a teacher may be granted additional seniority credit at the discretion of the School Committee.  In cases of a new injury occurring in the course of a teacher's employment, a teacher receiving Workers' Compensation for said new injury shall be eligible to accumulate additional seniority up to the maximum of two hundred forty (240) days as provided above. 

 

23.2     The Committee will reimburse a teacher for:

 

(a)        any clothing or other personal property damaged or destroyed in the course of his/her employment;

 

(b)        the cost of medical, surgical, or hospital services (less the amount of any insurance reimbursement) incurred as the result of any injury sustained in the course of his/her employment; and

 

(c)        theft of personal property used in the course of employment to enhance the instructional effort, not otherwise covered by insurance, up to a maximum of three hundred dollars ($300.00) per loss, provided, however, that eligibility for reimbursement of more than one hundred dollars ($100.00) shall be conditioned upon the building principal's prior approval of such use.  In the event an item of personal property is not covered by a teacher's homeowners or other insurance and has a value greater than three hundred dollars ($300.00), upon the request of the teacher the building principal may, with the Superintendent's approval, agree to reimburse the teacher for the premium cost necessary to protect such property during the period it is used for educational purposes, but in no event shall the total premium cost and any reimbursement due to a deductible exceed three hundred dollars ($300.00). 

 

ARTICLE XXIV

INSURANCE AND ANNUITY PLAN

 

24.1     The Town of Marshfield will pay its authorized percentage or dollar amount, as permitted by law, of the cost of the following:

 

(a)        A $2,000.00 term life insurance plan;

 

            (b)        Individual or family coverage, whichever applies in the particular case, for the health insurance coverage provided by the Town of Marshfield pursuant to Massachusetts General Laws, Chapter 32B. (Effective July 1, 2006 (Open Enrollment May, 2006) the Town shall not be required to provide an indemnity health insurance plan (BC/BS Master Health) to employees in the bargaining unit.

 

            (c)        The Association hereby recognizes and agrees that the Town of Marshfield and the Marshfield School Committee shall be under no obligation to negotiate with the Association with respect to any changes which may be made from year-to-year by any insurance carrier or carriers or any plan, program, or contract(s) of insurance provided to members of the bargaining unit by the Town of Marshfield with respect to the eligibility for, or payment of benefits thereunder, or co-payments or any other fees or charges required to be paid by members of the bargaining unit as a condition of receipt of any benefits provided pursuant to any such plans, programs or contract(s), no matter however denominated or described, including without limiting the generality of the foregoing, any changes in payments or co-payments associated with office visits, physicals, emergency room care or prescription drugs.

 

24.2     The Committee and the Association agree to allow members of the bargaining unit represented by the Association to participate in the Town of Marshfield Premium Conversion Plan, a so‑called "cafeteria plan", established pursuant to Section 125 of the Internal Revenue Service Code in order to allow employees of the Town of Marshfield to utilize pre‑tax income to pay their contributions toward the premium cost of health, life, and dental insurance provided such employees, pursuant to Massachusetts General Law, Chapter 32B.   The Committee and the Association further agree that in the event said cafeteria plan is amended or terminated by the Town, the Committee, upon the request of the Association, agrees to negotiate regarding any such amendments or, in the event of termination, regarding the establishment of an alternative plan. 

 

24.3     (a)        The Committee will, at the written request of a Professional Employee, enter into an agreement with said employee to reduce the amount of his/her salary pursuant to Section 403 of the Internal Revenue Code, as amended and in accordance with G.L. c.71, Section 37B, and to apply the amount of said reduction in salary to the purchase of a tax sheltered annuity plan for said employee, provided, however, that the Committee will not purchase any such contracts from a company unless the company has at least five (5) employees enrolled as members.  Also new companies must have five (5) or more employees enrolled before the Committee will purchase contracts from them.  The Committee will continue to contract with all existing companies with less than five (5) employees enrolled; however, no new contract will be purchased from such companies unless a total of five (5) or more employees are enrolled. 

 

(b)        All new agreements for tax sheltered annuities, changes in companies as well as any changes in the amount of the deductions to be made shall be entered into or completed with ninety (90) calendar days of the opening of a school year.  Each employee may effectuate changes and/or enter new agreements on one additional occasion during each school year, provided all such changes or new agreements shall be effective during the month of March in the 1994-1995 work year and during the month of January in all subsequent years of this Agreement.

 

(c)        Deductions will be made in equal amounts each pay period by the Committee from the employee's paycheck. 

 

(d)       A policy may be canceled by an employee at any time during the school year.

 

(e)        Nothing herein shall be construed to conflict with the provisions of G.L. Chapter 71, Section 37B, as said Section may, from time to time, be amended. 

 

ARTICLE XXV

TEXTBOOKS

 

25.1     The Committee will aide by the provisions of law with respect to textbook selection as outlined in Sections 48 and 50 of Chapter 71 of the General Laws of Massachusetts. 

 

25.2     Before the administration changes textbooks or selects a new textbook series for general adoption within the system, a general notification will be issued by means of an administrative bulletin to the effect that the administration is considering a change.  The Superintendent or his designee shall select a committee for the purpose of recommending such a change, consisting of representatives from the grade levels or academic departments concerned.  The Association will have the right to select not more than two (2) representatives to serve as members of such a committee.  Members of the bargaining unit at the building level and/or within a given department who may be affected by or concerned about any change in textbook or adoption of any new textbook(s) shall be encouraged to provide input to committee representatives.  The Association may, if it desires to initiate action for a change in a textbook or selection of a new textbook series, file a written notice with the Superintendent or his designee, who will appoint a committee for the purpose of studying the recommendation.

 

ARTICLE XXVI

PAYROLL DEDUCTIONS/AGENCY FEE

 

26.1     The Committee hereby accepts the provisions of Section 17C of Chapter 180 and Chapter 149, Subsection 178B of the General Laws of Massachusetts, and in accordance therewith, shall certify to the Treasurer of Marshfield all payroll deductions for payment of professional dues (Marshfield Teachers Association, National Education Association, Massachusetts Teachers Association, Plymouth County Education Association), deposits and/or payments to the Massachusetts Teachers Association Credit Union, and tax sheltered annuities duly authorized by employees covered by this Agreement. 

 

26.2     For any employee covered by this Collective Bargaining Agreement who is not a member in good standing of the Association, it shall be a condition of employment during the life of this Collective Bargaining Agreement that on or after the thirtieth day following the beginning of such employee's employment or the effective date of this Agreement, whichever is later, s/he shall pay an Agency Service Fee to the Association which shall be an amount equal to the amount required to become and remain a member in good standing of the Association subject to the provisions contained in Chapter 150E, Section 12 of the General Laws of the Commonwealth of Massachusetts, including any provisions regarding the payment of rebates, and all applicable rules and regulations of the Massachusetts Labor Relations Commission, as said Section 12, and any such rules and regulations from time to time may be amended.  Any such Agency Service Fee may be deducted from the salary of any such employee who signs an authorization form permitting such deductions and shall be transmitted to the Association together with the regular dues transmitted pursuant to paragraph 26.1 above.

 

(a)        If, at the end of the aforementioned thirty (30) days any employee has not paid the Agency Fee, the Association shall so notify the employee of his/her rights under the rules and regulations of the Massachusetts Labor Relations Commission and will request the Superintendent to take appropriate action. 

 

(b)        If the Agency Service Fee has not been paid by any employee within six (6) months of the original notification of non‑payment by the Association as provided for in paragraph (a), or such longer period as may be required or allowed by applicable laws or regulations, the Association will write to the Superintendent so informing the Superintendent and request the Superintendent to initiate termination proceedings against such employee or employees. 

 

(c)        The Superintendent agrees to initiate termination proceedings against any employee who has failed to pay the Agency Service Fee as required by the Contract within fourteen (14) calendar days following the demand for termination as provided for in paragraph (b) unless the employee has exercised rights as provided in Section 17.06 (1‑3) of the Massachusetts Labor Relations Commission's Rules and Regulations or by other applicable law or constitutional provision has challenged the validity or amount of the Service Fee. 

 

(d)       No employee who has exercised his/her rights to challenge the validity or amount of said Agency Fee shall be terminated during the pendency of any charges regarding the same filed at the Massachusetts Labor Relations Commission or during the pendency of suit(s) regarding the same in federal and state courts. 

 

(e)        The Superintendent or his/her designee shall certify to the Treasurer of Marshfield all payroll deductions for the payment of dues and/or Agency Fees to the Association that have been duly authorized by employees covered by this Agreement.

 

(f)        The Committee's obligation to make such deductions concerning an employee shall terminate automatically upon notice of the employee's challenge to the validity or amount of an Agency Fee, termination of the employee who submitted the authorization, or upon receipt of a timely and properly written notice revoking such authorization, except that deductions shall be resumed if any employee who has been laid off is recalled, and no period of revocation intervened during his layoff period. 

 

(g)        The Association shall indemnify and save the Committee harmless against any claim, demand, suit, or any other form of liability that may arise out of, or by reason of, action taken or not taken by the Superintendent for the purpose of complying with this Article, or in compliance with any dues deduction authorization furnished to the Committee.  The Association will intervene in and defend any administrative or court litigation concerning the propriety of such termination for failure to pay the Agency Fee.  In such litigation, the Committee may, but shall not be obligated to, defend the termination. 

 

ARTICLE XXVII

GENERAL

 

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

 

27.2     If negotiation meetings between the Committee and the Association are scheduled during the school day, the representatives of the Association will be relieved from their regular duties without loss of pay, as necessary, in order to permit their participation in such meetings.  When it is necessary, pursuant to Article III (Grievance Procedure) for a Building Representative, member of the Professional Rights and Responsibilities Committee, or other representative designated by the Association to investigate a grievance or attend a grievance meeting or hearing during the school day, s/he will, upon written notice to his/her principal or immediate superior and to the Superintendent by the Chairman of the Professional Rights and Responsibilities Committee, be released without loss of pay, as necessary, in order to permit participation in the foregoing activities.  Any teacher whose appearance in such investigations, meetings, or hearings as a witness is necessary will be accorded the same right.  The Association agrees that these rights will not be abused. 

 

27.3     Teachers will be entitled to full rights of citizenship, and no religious or political activities of any teacher or the lack thereof will be grounds for any discipline or discrimination with respect to the professional employment of such teacher. 

 

27.4     The Committee will, upon request, provide the Association with any documents which will assist the Association in developing intelligent, accurate, informed and constructive programs on behalf of the teachers and their students, together with any other available information which may be necessary for the Association to process grievances under this Agreement. 

 

27.5     The cost of printing copies of this Agreement will be shared equally by the Association and the Committee.  The format will be in a form mutually agreed upon by both parties.  A copy will be distributed to each member of the bargaining unit. 

 

27.6     If any provision of this Agreement or any application of the Agreement to any employee or group of employees shall be found contrary to law, then such provision or application shall not be deemed valid and subsisting except to the extent permitted by law, but all other provisions or applications will continue in full force.  The parties recognize and agree that the provisions of this Agreement are intended to be construed in accordance with the terms of the Massachusetts Education Reform Act of 1993. 

 

27.7     This Agreement constitutes Committee policy with respect to teachers' wages, hours, and other conditions of their employment for the term of said Agreement, and the Committee will carry out the commitments contained herein and give them full force and effect as Committee policy.  The Committee will amend its Administrative Regulations and take such action as may be necessary in order to give full force and effect to the provisions of this Agreement. 

 

27.8     Hiring professional staff above Step ‑ When it is necessary to hire a professional staff member above the stated Step on the Salary Schedule due to extenuating circumstances, the Superintendent shall notify, in writing, the Chairman of the Professional Rights and Responsibilities Committee of those circumstances, the Step placement, and the name of the person involved. 

 

27.9     Individualized job descriptions of all professional positions will be available in the Superintendent's Office.  The Superintendent will be available for consultation concerning job descriptions. 

 

27.10   The Superintendent and the Professional Rights and Responsibilities Committee, upon request of either party, will meet during the school year to discuss items of mutual concern. 

 

27.11   Teachers shall be responsible for keeping current their personnel folders and for supplying transcripts and other data; such information must be received by the Superintendent by September 1 to be effective in the Fall of that school year, or by February 1 to be effective for the remainder of that school year. 

 

27.12   Schools shall remain open for regular sessions on the day of the Plymouth County Education Association Convention.

 

27.13   Audiometer testing of all Industrial Arts teachers, all Physical Education teachers, and Band Leaders shall be mandatory for protection against hearing loss. 

 

Semi‑annual tests (October and May) shall be given by a registered school nurse, and appropriate record(s) filed in each member's personnel file. 

 

27.14   Partnership and part‑time teachers shall be entitled to the provisions of this Agreement, as applicable, on a pro‑rata basis. 

 

27.15   The Committee and the Association agree to reopen negotiations on the matter of Thursday In‑Service sessions in the event that state mandates require changes affecting the Thursday In‑Service sessions during the life of this Agreement. 

 

ARTICLE XXVIII

TRAVEL EXPENSES

 

28.1     Mileage at the current Town rate will be reimbursed when private cars are used for approved travel to attend professional development and educational improvement programs. 

 

28.2     Mileage at the current Town rate will be reimbursed when private cars are used for approved and required travel between school buildings by teachers and supervisors whose daily teaching or supervisory assignments require such travel. 

 

28.3     Standard forms utilized by the School Department must be submitted to the Superintendent's Office for travel expense payment as follows: 

 

(a)        In 28.1 above, as soon as possible after travel has been completed. 

 

(b)        In 28.2 above, on the first Monday of each month, listing daily travel during the previous month. 

 

28.4     Members of the professional staff using a privately owned vehicle for authorized school purposes to include infrequent and occasional transportation of students to their homes shall be covered by the provisions of Chapter 258 of the General Laws of the Commonwealth of Massachusetts as it may from time to time be amended, and as construed by Massachusetts courts of competent jurisdiction.

 

ARTICLE XXIX

EARLY RETIREMENT INCENTIVE

 

In order to provide an incentive for early retirement from the Marshfield Public Schools to reward those who desire to end their careers of long service to the children of Marshfield and, at the same time, to provide a long term financial savings to the Town of Marshfield as well as career advancement opportunities for other teachers, an Early Retirement Program has been agreed upon as follows: 

 

29.1     Those eligible to participate in the program are all teachers who have, as of January 1, 1991, served a minimum of twenty (20) years in the Marshfield Public Schools and who as of that date meet the following requirements and qualifications: 

 

(a)        The teacher must be at a maximum Salary Step (Step 10 through 13 of the Bachelors' or Bachelors' + 15 Salary Columns of the Enhanced Salary Schedule or Step 12 through 15 of the remaining Salary Columns of the Enhanced Schedules);

 

(b)        The teacher must elect to take advantage of the incentive by retiring in the 1991‑92 fiscal year and by filing a Preliminary Notice of said election as set forth in Paragraph c below. 

 

(c)        Not later than 5:00 p.m. January 18, 1991, any teacher desiring to elect early retirement in the 1991‑92 fiscal year must have preliminarily notified the Superintendent of Schools, in writing, of his/her intention to retire early, and the effective date of said early retirement.  Preliminary Notice of intent to retire (whether amended or not) shall become final and irrevocable as of 5:00 p.m. February 15, 1991, subject only to the conditions of Paragraphs (d) and (e) below. 

 

(d)       No more than ten (10) teachers shall be eligible to elect early retirement in the 1991‑1992 fiscal year.  In the event more than ten (10) teachers elect early retirement during the 1991‑1992 fiscal year, only the ten (10) teachers with the greatest seniority shall be considered eligible.  Preliminary Notices of intent to retire hereunder shall not be binding upon those teachers who are determined to be ineligible for the benefits of this Article. 

 

(e)        The Committee may, in its sole and unreviewable discretion, agree or refuse to agree 1) to extend the benefits of this Article to any number of teachers greater than ten (10) in any fiscal year this benefit is applicable; or 2) to waive or extend the time limits for application hereunder.  Final approval and acceptance of notices of retirement benefits shall be made by April 15, 1991. 

 

(f)        Each teacher electing irrevocably to retire early and who is eligible under the requirements of this Article shall receive a one‑time grant of five thousand dollars ($5,000.00).  Depending upon the effective date of retirement of the particular teacher concerned, the cost of his/her replacement and, as a result, the remaining monies available to the Committee, payment of said one‑time grant to the teacher retiring early will be made within ninety (90) days of the effective date of retirement or at a date no later than August 15 of the first fiscal year subsequent to that fiscal year in which the retirement becomes effective. 

 

29.2     Teachers who elect to retire early under the provisions of this Article will be eligible to redeem unused accumulated sick leave under Article XV, paragraph 15.12 only if their retirement otherwise and independently qualifies them for such under the provisions of said paragraph 15.12. 

 

29.3     Compliance with the eligibility requirements and deadlines for applications hereunder shall be strictly enforced. 

 

29.4     Notwithstanding any provisions of this Agreement to the contrary, it is agreed that this program shall be effective, continue in force, and shall survive the expiration of this Agreement only with respect to obligations owing those teachers who timely apply for, are eligible for the benefits hereunder, and who irrevocably retire pursuant to the deadlines and provisions of this Article.  In all other respects, this program will be in effect only for the life of this Agreement and shall expire on August 31, 1991. 

 

29.5     The provisions of this Article shall also apply to nurses. 

 

29.6     There will be a freeze on the foregoing Early Retirement Incentive Program with no cost to the School Committee for the 2004-2005, 2005-2006, and 2006-2007 school years.  Said program may be reinstated only following the mutual written agreement of the parties.

 

ARTICLE XXX

ALTERNATIVE LONGEVITY PLAN

 

There is hereby established a longevity buy-back plan which shall provide the benefit of increased salary payments for each of three (3) consecutive school years to "eligible" employees as set forth below and subject to all of the conditions herein.

 

An employee shall be "eligible" to irrevocably elect to receive the benefits of said longevity plan if he/she has at least twenty (20) years of service in the Marshfield Public Schools and, at the time of said irrevocable election, shall have attained the maximum allowable sick leave accumulation pursuant to Article XV, Section 15.3 of the Master Agreement.  It is agreed that up to fifteen (15) otherwise "eligible" employees shall be permitted to elect the option set forth herein in any given year. In the event more than fifteen (15) of such employees wish to exercise said option in the same year, the final selection of said employees shall be by seniority as set forth in Article XXI, Section 21.2(e).  The Marshfield School Committee may, at any time, and in its sole and unreviewable discretion, agree to permit more than fifteen (15) employees to elect said option in any given year pursuant to seniority as above.

 

"Eligible" employees desiring to elect said option must do so by advising the Superintendent of Schools in writing of their irrevocable decision to do so by February 1 of each school year subsequent to the 2000-2001 school year.  In the 2000-2001 school year, said written notice must be received in the Superintendent's Office no later than 5:00 p.m. on June 1, 2001.  Payments hereunder shall begin in the school year immediately following that in which notice is given with the exception of the 2000-2001 school year. In the 2000-2001 school year, up to fifteen (15) of such eligible employees may elect to receive the first payment effective in said 2000-2001 school year and an additional complement of up to fifteen (15) of such eligible employees may elect to receive said first payment effective in the 2001-2002 school year.  (All such employees must notify the Superintendent’s office as above no later than 5:00 p.m. on June 1, 2001).  Employees electing to be paid effective in the 2000-2001 school year shall be paid, subject to the availability of funds, prior to June 30, 2001, but in no event later than July 15 of the first fiscal year in which the Committee is able to include the amount of said payments in its annual budget.

 

Employees who elect to receive the benefits of this Article must, as a condition of receiving the same, irrevocably agree to waive any and all rights they may have to any  accumulated unused sick leave payments otherwise payable to them pursuant to Article XV, Section 15.12 at the time of their election and any time in the future thereafter.  Any employees who elect the foregoing option prior to progressing onto the maximum longevity step of the appropriate salary schedule, e.g. the salary step normally attainable after having completed twenty-five (25) years of continuous service in the Marshfield Public Schools, must also agree as a further condition of receiving the benefits hereunder to forever relinquish any future increases in salary which would otherwise be payable to them as a result of their progression onto said maximum longevity step.  For example, an employee who makes the election herein prior to reaching Step 13 of the Bachelors salary column would irrevocably waive any rights to salary payments that would otherwise be payable following attainment of 25 years of service.  Employees at the maximum of their applicable salary column at the time of their election of the benefits hereunder shall suffer no reduction in salary payments due to forfeiture of a so-called longevity step.

 

Employees who fulfill the foregoing conditions and make the irrevocable election to receive the benefits of this Article shall receive a longevity buy-back payment of $4,500 in each of the three (3) consecutive school years of service by them following said initial election (with the sole exception of those employees electing to receive their first payment in the 2000-2001 school year), in addition to any across-the-board salary increases otherwise payable.  Said longevity buy-back payments shall under no circumstances be increased by any across-the-board or so-called "cost-of-living" percentage increases but shall be added to employees' salaries following the implementation of any such increases.  Following receipt of the longevity buy-back payments set forth herein, employees who elected to receive the same shall have their salaries revert to the appropriate annual step level payment, subject always to their irrevocable forfeiture of any future payments for accumulated sick leave and their inability to advance to any subsequent maximum longevity step regardless of horizontal salary column movement. Effective September 1, 2005, the longevity buy-back payment hereunder shall be increased to $5,500; said increased payment(s) shall be made to all employees whose initial participation in said plan begins during the 2005-2006 school year and shall also be applied prospectively to all employees who are, at that time, in their second or third year of participation.  No payments shall be made retroactively.

 

It is further hereby agreed that “eligible” employees desiring to elect the alternative longevity option under said Article XXX may do so by so advising the Superintendent pursuant to said Article XXX no later than 5 P.M. on June 15, 2005. 

 

It is the intention of the parties that employees who have irrevocably elected to receive the benefits of this Article shall not suffer any monetary loss or forfeiture in the event that any subsequent payment to be made or required to be made thereafter is not made or credited as salary for any reason, no matter however denominated or described, including but not limited to the death(s) of any such employee(s), for each of the three (3) years concerned.  In such event, any and all affected employees or their estates shall be treated as if no such irrevocable  election had been made and shall be entitled to receive any monies which otherwise would have been payable to them or their estates had no such election been made, less any monies previously received hereunder.

 

ARTICLE XXXI

DURATION

 

This Agreement shall be effective as of September 1, 2004 and will continue and remain in full force and effect until August 31, 2007.

 

The parties agree that no later than October 1, 2006, they will enter into negotiations for a successor Agreement to become effective as of September 1, 2007.  If negotiations for a successor Agreement are not completed by August 31, 2007, this Agreement shall remain in full force and effect until such time as negotiations are completed.  Any agreements reached during the extended period shall be effective retroactive to September 1, 2007.

 

In the event the Association and the Committee fail to reach agreement by January 1, 2004, either party may petition the State Board of Conciliation and Arbitration in accordance with the provisions of Chapter 150E, Section 9. 

 

Both parties agree to reopen negotiations at the request of either party to negotiate concerning the impact of non‑monetary provisions of the Education Reform Act of 1993, and the federal Family and Medical Leave Act of 1993 and its regulations, upon this Agreement.  Either party may, by mutual agreement upon thirty (30) days' written notice to the other, open for negotiation any other mutually agreed upon negotiable subject not covered by this Agreement. 

 

                        IN WITNESS WHEREOF, the duly authorized Chairman of the Committee and President of the Association have hereunto set their hands and seals this                    day of

                         , 2006.

 

Appendix A(i)

Teacher's Salary Schedule

 

2004 - 2005

 

Steps  B             B+15       B+30      M            M+15      M +30    M+45      CAGS    DOC

1          35,886    36,749     37,611    38,475    39,334    40,198    41,062     41,921    42,787

2          37,611    38,475     39,334    40,198    41,062    41,921    42,787     43,652    44,511

3          39,334    40,198     41,062    41,921    42,787    43,652    44,511     45,373    46,235

4          41,062    41,921     42,787    43,652    44,511    45,373    46,235     47,101    47,962

5          42,787    43,652     44,511    45,373    46,235    47,101    47,962     48,824    49,688

6          44,511    45,373     46,235    47,101    47,962    48,824    49,688     50,549    51,414

7          46,235    47,101     47,962    48,824    49,688    50,549    51,414     52,274    53,135

8          47,962    48,824     49,688    50,549    51,414    52,274    53,135     54,000    54,861

9          50,549    51,414     52,274    53,135    54,000    54,861    55,727     56,588    57,452

10        53,136    54,000     54,861    55,727    56,588    57,452    58,312     59,174    60,038

11        54,000    54,861     57,452    58,312    59,174    60,039    60,901     61,764    62,625

12        54,861    55,727     60,038    60,901    61,764    62,625    63,488     64,352    65,214

13        55,727    56,588     60,901    61,764    62,625    63,488    64,352     65,214    66,075

14                                       61,764    62,625    63,488    64,352    65,214     66,075    66,938

15                                       62,625    63,488    64,352    65,214    66,075     66,938    67,799

                                                                                                                                       

 

Appendix A(i)

Teacher's Salary Schedule

 

2005 - 2006

 

Steps  B             B+15       B+30      M            M+15      M +30    M+45      CAGS    DOC

1          36,963    37,852     38,740    39,629    40,514    41,403    42,294     43,179    44,070

2          38,740    39,629     40,514    41,403    42,294    43,179    44,070     44,961    45,846

3          40,514    41,403     42,294    43,179    44,070    44,961    45,846     46,734    47,622

4          42,294    43,179     44,070    44,961    45,846    46,734    47,622     48,514    49,401

5          44,070    44,961     45,846    46,734    47,622    48,514    49,401     50,288    51,179

6          45,847    46,734     47,622    48,514    49,401    50,288    51,179     52,066    52,956

7          47,622    48,514     49,401    50,288    51,179    52,066    52,956     53,842    54,729

8          49,401    50,288     51,179    52,066    52,956    53,842    54,729     55,620    56,507

9          52,066    52,956     53,842    54,729    55,620    56,507    57,399     58,286    59,176

10        54,730    55,620     56,507    57,399    58,286    59,176    60,061     60,949    61,840

11        55,620    56,507     59,176    60,061    60,949    61,840    62,728     63,617    64,504

12        56,507    57,399     61,840    62,728    63,617    64,504    65,393     66,283    67,170

13        57,399    58,286     62,728    63,617    64,504    65,393    66,283     67,170    68,057

14                                       63,617    64,504    65,393    66,283    67,170     68,057    68,946

15                                       64,504    65,493    66,383    67,370    68,257     69,246    70,133

                                                                                                                                       

Appendix A(i)

Teacher's Salary Schedule

 

2006 - 2007

 

Steps  B             B+15       B+30      M            M+15      M +30    M+45      CAGS    DOC

1          38,071    38,987     39,902    40,818    41,730    42,646    43,563     44,474    45,393

2          39,902    40,818     41,730    42,646    43,563    44,474    45,393     46,310    47,222

3          41,730    42,646     43,563    44,474    45,393    46,310    47,222     48,136    49,051

4          43,563    44,474     45,393    46,310    47,222    48,136    49,051     49,969    50,883

5          45,393    46,310     47,222    48,136    49,051    49,969    50,883     51,797    52,714

6          47,222    48,136     49,051    49,969    50,883    51,797    52,714     53,628    54,545

7          49,051    49,969     50,883    51,797    52,714    53,628    54,545     55,458    56,371

8          50,883    51,797     52,714    53,628    54,545    55,457    56,371     57,289    58,202

9          53,628    54,545     55,457    56,371    57,289    58,202    59,121     60,035    60,951

10        56,372    57,289     58,202    59,121    60,035    60,951    61,863     62,778    63,694

11        57,289    58,202     60,951    61,863    62,778    63,695    64,610     65,525    66,439

12        58,202    59,121     63,695    64,610    65,525    66,439    67,355     68,271    69,185

13        59,121    60,035     64,610    65,525    66,439    67,355    68,271     69,185    70,099

14                                       65,525    66,439    67,355    68,271    69,185     70,099    71,014

15                                       66,539    67,455    68,371    69,385    70,299     71,314    72,228

                                                                                                                                       

 

1.         Annual increments shall be granted to said teacher if personal standards of performance in a prior year have been satisfactory, and in his/her professional assignment she/he has shown progression. 

 

2.         In order to receive the annual increment, a teacher must have completed a three‑credit approved course within a three year period.  Teachers who have reached the age of Fifty‑five (55) or are at Steps 10 through 13 of the Bachelors or Bachelors + 15 salary columns, or Steps 12 through 15 of the remaining salary columns of the Salary Schedule(s) are not required to take courses for salary increments.  Upon the recommendation of the Professional Development Committee established pursuant to Article XIX, paragraph 19.5, the Superintendent may, at his discretion, approve the receipt of annual increment credit for participation in In-Service and/or other programs as an alternative to completion of a three‑credit course.  Two (2) consecutive subject matter courses for increment requirement shall be cumulative to five (5) years for those at the Master's Level. 

 

3.         There shall be no course requirements for the five (5) year period immediately following the receipt of a Masters' Degree and the completion of thirty (30) hours beyond a Masters' Degree. 

 

4.         In order to eligible for annual increment a teacher must have taught at least eighteen (18) weeks of the school year. 

 

5.         Courses to advance horizontally on the salary schedule shall be taken under the auspices of a college or university.  Certain exceptions to this policy may be granted upon satisfactory written documentation and advance approval of the Superintendent.  Included in the exceptions shall be courses pursued by teachers of Industrial Arts and Computer courses provided teachers taking these courses secure satisfactory written documentation and advance approval of the Superintendent. 

 

6.         To advance specifically to the B + 30 Column, at least two‑thirds (2/3) of the thirty (30) semester hours must be directly related to the teaching assignment and taken at the graduate level.  Exceptions to the foregoing may be made at the discretion of the Superintendent. 

 

7.         In computing credits for advancement horizontally beyond the Masters' Degree, graduate credits earned concurrently with a Masters' Degree but not utilized in receipt of the Masters' Degree shall be recognized for advancement beyond the Masters' Degree.  The college must indicate those courses which were not utilized for receipt of the Masters' Degree. 

 

8.         Horizontal adjustment to a teacher's contract will be made on September 1 and February 1 of the contract year whenever approved credit accumulation entitles the teacher to move to the next higher category.  Financial adjustment will be accomplished by issuing a new adjusted contract with the complete prorated payment for the new category. 

 

9.         Advancement beyond Step 10 of the Bachelors or Bachelors + 15 columns, or Step 12 of the Bachelors + 30 and remaining columns of the Salary Schedule shall, in all cases, be based upon total years of service in the Marshfield Public Schools, as set forth below.  A teacher having reached Step 10 of the Bachelors or Bachelors + 15 columns of the Salary Schedule shall advance to Steps 11, 12, and 13 after having completed fifteen (15), twenty (20), and twenty‑five (25) years of continuous service in the Marshfield Public Schools, respectively.  Similarly, a teacher having reached Step 12 of one of the remaining salary columns of the Salary Schedule shall advance to Steps 13, 14, and 15 after having completed fifteen (15), twenty (20), and twenty‑five (25) years of continuous service, respectively.  Years of continuous service in the Marshfield Public Schools shall be computed from the teacher's initial date of employment (not hiring), and advancement beyond Step 10 or Step 12 as appropriate shall occur on the fifteenth, twentieth, and twenty-fifth anniversaries of the teacher's initial date of employment (not hiring). Years of continuous service in one salary schedule column shall continue to be fully credited toward eligibility for advancement to a higher step in another salary schedule column in the event of horizontal advancement following appropriate course or degree completion.  Members on active duty as of August 31, 1975 shall be credited for all previous service in Marshfield and the word "continuous" shall apply only to service credited after August 31, 1975. 

 

10.       CRITERIA FOR ADVANCEMENT TO CAGS COLUMN

 

CAGS (Certificate of Advanced Graduate Study) is an organized in‑depth study beyond the Masters' Degree level.  Few local colleges and universities offer such a program. 

 

Members of the professional staff who have taken extensive, in‑depth course work in a unified program beyond the Masters' Degree level may be qualified for advancement to the CAGS column based on "equivalency" to a formal CAGS program. 

 

Any member who feels she/he has the possibility of qualifying for advancement to the CAGS column shall request a meeting with the Superintendent for an official determination of his/her eligibility for such advancement. 

 

A written request for such meeting shall be made, with a request for review of the individual professional record and supported with any available documentation pertaining to the unique details of individual situations. 

 

Final determination of eligibility will not be subject to the grievance and arbitration provisions herein except on the basis of an alleged arbitrary or capricious action. 

 

11.       CREDIT FOR TRAVEL EXPERIENCE

 

Credit for vertical and horizontal advancement on the Salary Schedule, based on foreign and domestic travel experience may be possible, provided, such experience is demonstrably related to improving teaching competence. 

 

Any member who feels she/he has travel experience which might qualify them for advancement are advised to request a meeting with the Superintendent for presentation of essential facts and related information, and their relation to individual teaching responsibilities.

 

Final determination of eligibility will not be subject to the grievance and arbitration provisions herein except on the basis of an alleged arbitrary or capricious action. 

 

12.       The Teacher Salary Schedules for the 2004-2005, 2005-2006, and 2006-2007 school years reflect a three percent (3%) across-the-board salary increase effective September 1 of each school year. Effective September 1, 2005, said schedules further reflect an increase of:  1) $100 in Step 15 of the Masters and M + 15 columns; 2) $200 in Step 15 of the M + 30 and M + 45 columns; and 3) $300 in Step 15 of the CAGS and DOC columns.  Effective September 1, 2006, Step 15 of the B + 30 column shall also be increased by $100.  All Step 15 increases shall be made subsequent to the applicable annual across-the-board percentage increases.  All of the foregoing lump sum dollar increases made to Step 15 of each of the applicable individual salary columns affected thereby shall be of no force and effect as of, and shall not continue beyond, midnight of August 31, 2007.

 

Appendix A (ii)

RATIO SALARY SCHEDULE

 

(All ratios are based on individual's placement on teacher's Salary Schedule in effect at that time.)

 

DEPARTMENT HEADS AT MARSHFIELD HIGH SCHOOL

 

A.        The work year for a department head shall include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of thirteen (13) days immediately prior to, during, and/or immediately following the teacher work year, as determined by the principal.

 

B.        The ratio in any department of less than ten (10) teachers shall be 1.13.  The ratio in any department of ten (10) or more teachers shall be 1.15. 

 

C.        Department Heads will teach two (2) less blocks per two (2) days than teachers in their respective departments.

 

D.        Department Chairpersons (Science, Mathematics, Foreign Language, Social Studies, English Language Arts) grades 9-12 shall be responsible to convene and chair monthly curriculum articulation meetings with school staff and/or Middle School Coordinators and to follow through on all curriculum recommendations approved by the Superintendent or his/her designee.  All such articulation meetings shall occur during early release time.

 

DEPARTMENT HEAD OF BUSINESS (9-12)

 

A.        The work year for the Department Head of Business shall include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of thirteen (13) days immediately prior to, during, and/or immediately following the teacher work year, as determined by the Principal.

 

B.        Ratio:  1.14

 

C.        The Department Head of Business shall teach three (3) blocks per two (2) days.

 

DIRECTOR OF ATHLETICS (District-wide)

 

A,        The work year for the Director of Athletics shall include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of twenty-eight (28) days immediately prior to, during, and/or immediately following the teacher work year, as determined by the Superintendent.

 

B.            Ratio:  1.20

 

C.            The Director of Athletics shall have no teaching duties.

 

MIDDLE SCHOOL COORDINATORS  (7 ‑ 8)

 

A.        The work year for the Middle School Coordinator shall include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of three (3) days immediately prior to, during, and/or immediately following the teacher work year, as determined by the principal.  Middle School Coordinators shall be relieved of all non-academic duties in order that they may be able to devote more time to their responsibilities as coordinators.

 

B.        Ratio 1.07. 

 

C.        The Middle School Coordinators in English, Science, Foreign Language, Mathematics, and Social Studies shall teach up to a maximum of five (5) classes per day and may be assigned up to three (3) study halls in a six (6) day cycle. 

 

D.        Middle School Coordinators shall be responsible to attend monthly articulation meetings chaired by Department Heads and to follow through on all curriculum recommendations approved by the Superintendent or his/her designee.  All such articulation meetings shall occur during early release time.

 

ART COORDINATOR (K ‑ 12)

 

A.        The work year for an Art Coordinator shall include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of thirteen (13) days immediately prior to, during, and/or immediately following the teacher work year, as determined by the principal. 

 

B.        Ratio 1.14. 

 

C.        The Art Coordinator shall be assigned up to a maximum of four (4) blocks per two (2) days. 

 

HEALTH COORDINATOR

 

A.        The work year for the Health Coordinator shall include time beyond  the teacher work year sufficient to complete the responsibilities of the position up to a maximum of thirteen (13) days immediately prior to, during, and/or following the teacher work year, as determined by the Health Coordinator's immediate supervisor.

 

B.        Ratio 1.14.

 

C.        The Health Coordinator shall be assigned up to a maximum of four (4) blocks per two (2) days.

 

EARLY CHILDHOOD COORDINATOR

 

A.        The work year for the Early Childhood Coordinator shall include work beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of thirteen (13) days immediately prior to, during, and/or following the teacher work year, as determined by the Early childhood Coordinator's immediate supervisor.

 

B.        Ratio 1.14.

 

HEAD GUIDANCE COUNSELOR   (9 ‑ 12)

 

A.        The work year of the Head Guidance Counselor shall include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of thirty‑eight (38) days immediately prior to, during, and/or immediately following the teacher work year, as determined by the principal. 

 

B.        Ratio 1.28. 

 

C.        The Head Guidance Counselor shall be responsible to conduct monthly curriculum articulation meetings with other guidance staff and to follow through an all curriculum recommendations, approved by the Superintendent or his/her designee.  All such articulation meetings shall be during early release time.

 

GUIDANCE COUNSELORS

 

A.        High School ratio scale:  1.20

 

B.        Middle School ratio scale:  1.05

 

C.        The work year of the High School Guidance Counselors shall include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of twenty‑eight (28) days immediately prior to, during, and/or immediately following the teacher work year, as determined by the principal. 

 

D.        The work year of the Middle School Guidance Counselors shall include time beyond the   teacher work year sufficient to complete the responsibilities of the position up to a      maximum of seven (7) days immediately prior to, during, and/or immediately following            the teacher work year, as determined by the principal. 

 

DIRECTOR OF TECHNOLOGY EDUCATION (6-12)

 

A.        The work year of the Director of Technology Education shall include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of thirteen (13) days immediately prior to, during, and/or immediately following the teacher work year, as determined by the Superintendent.

 

B.        Ratio:  1.16

 

C.        The Director of Technology Education may be assigned up to a maximum of four (4) blocks per two (2) days, or the equivalent, and shall be responsible for the supervision of technology education for grades 6-12.

 

DIRECTOR OF INSTRUCTIONAL TECHNOLOGY (6-12)

 

A.        The work year for the Director of Instructional Technology shall include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of thirteen (13) days immediately prior to, during, and/or immediately following the teacher work year, as determined by the Superintendent.

 

B.        Ratio:  1.11

 

C.        The Director of Instructional Technology may be assigned up to a maximum of three (3) blocks per two (2) days, or the equivalent, and shall be responsible for the supervision of instructional technology for grades 6-12.

 

DIRECTOR OF DATA PROCESSING (PK-12)

 

A.        The work year for the Director of Data Processing shall include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of twenty-eight (28) days immediately prior to, during, and/or immediately following the teacher work year, as determined by the Superintendent.

 

B.        Ratio:  1.21

 

C.        The Director of Data Processing shall have no teaching duties.

 

 DIRECTOR OF PHYSICAL EDUCATION (PK-12)

 

A.        The work year for the Director of Physical Education shall include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of thirteen (13) days immediately prior to, during, and/or immediately following the teacher work year, as determined by the Superintendent.

 

B.        Ratio:  1.14

 

C.        The Director of Physical Education may be assigned up to three (3) blocks of instruction per two (2) days, or the equivalent, and shall be responsible for the supervision of physical education for grades PK-12.

 

DIRECTOR OF MUSIC (PK-12)

 

A.        The work year for the Director of Music shall include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of twenty-eight (28) days immediately prior to, during, and/or immediately following the teacher work year, as determined by the Superintendent.

 

B.        Ratio:  1.20

 

C.        The Music Director may be assigned up to three (3) blocks of instruction per two (2) days, or the equivalent.

 

ELEMENTARY TEACHING ASSISTANT PRINCIPALS

 

A.        The work year of the elementary teaching assistant principals shall include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of fifteen (15) days immediately prior to, during, and/or immediately following the teacher work year, as determined by the principal. 

 

B.        Ratio 1.11. 

 

SPECIAL EDUCATION TEAM CHAIRPERSON – HIGH SCHOOL

 

A.        Length of Work Year ‑ The work year for the Core Evaluation Team Chairperson shall include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of ten (10) days immediately prior to, during, and/or immediately following the teacher work year, as determined by the principal. 

 

B.        Ratio 1.08. 

 

SPECIAL EDUCATION TEAM CHAIRPERSON – MIDDLE SCHOOL

 

A.        Length of Work Year – The work year for the Furnace Brook Core Evaluation Team Chairperson shall include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of seven (7) days immediately prior to, during, and/or immediately following the teacher work year as determined by the principal.

 

B.        Ratio 1.06

 

SPECIAL EDUCATION TEAM CHAIRPERSON – ELEMENTARY

 

            The work year for the Elementary Special Education Team Chairperson may include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of three (3) days immediately prior to, during, and/or immediately following the teacher work year, as determined by the Superintendent or his/her designee.  Any such additional days worked shall be compensated on a per diem basis.

 

COMPUTER SCIENCE COORDINATOR

 

A.        The work year for the Computer Science Coordinator shall include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of five (5) days immediately prior to, during, and/or immediately following the teacher work year, as determined by the principal.  The Computer Science Coordinator shall have a teaching load of up to four (4) blocks per two (2) days. 

 

B.        Ratio 1.08. 

 

HIGH SCHOOL LIBRARY MEDIA SPECIALIST

 

            The work year for the High School Library Media Specialist may include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of five (5) days immediately prior to, during, and/or immediately following the teacher work year, as determined by the Principal.  Any such additional days worked shall be compensated on a per diem basis.

 

READING TEACHERS

 

            Length of Work Year ‑ The work year for Reading Teachers may include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of five (5) days immediately prior to, during, and/or immediately following the teacher work year, as determined by the principal.  Reading Teachers asked to work beyond the normal work year shall be compensated on a per diem basis.

 

REGULATIONS

 

New personnel hired in the above categories will be hired at a salary schedule no higher than the above ratio nor higher than personnel now employed in a comparable category. 

 

Appendix A (iii)

ATHLETIC SALARY SCHEDULE

 

The following plan uses percentages of a minimum salary of $31,410 for the 2004-2005 school year, $32,352 for the 2005-2006 school year, and $33,323 for the 2006-2007 school year respectively.

 

Advancement to the next step shall be determined by the Superintendent based on recommendations of the Athletic Director and the Principal of the school involved. 

 

  CLASSIFICATION             SCHEDULE                                                                                 

A.                    4%                   5%                   6%                   7%                   8%

B.                    5%                   6%                   7%                   8%                   9%

C.                    7%                   8%                   9%                   10%                 11%

D.                    8%                   91/2%              11%                 12 1/2%           14%

E.                     9%                   11%                 13%                 15%                 17%

F.                     13%                 15%                 17%                 19%                 21%

G.                    17%                 19%                 21%                 23%                 25%

 

REGULATIONS

 

Prior coaching experience will be considered for purposes of placement on the proper step on the above schedule by the Superintendent as determined by the recommendations of the Athletic Director and the Principal of the school involved.  Individuals holding more than one (1) coaching position shall be paid for each such position held.

 

CLASSIFICATIONS ‑ HIGH SCHOOL

 

B.        Head Coach, Golf                               D.        Ass't Coach, Basketball (Boys)

Ass’t Coach Cheerleading                              Ass't Coach, Basketball (Girls)

Ass't Coach Cross Country (Boys)                 Ass't Coach, Ice Hockey

Ass’t Coach Cross Country (Girls)                 School Cheerleading Advisor

Ass't Coach Winter Track (Boys)                               (1/2 payable for Fall Season;

Ass't Coach Track & Field (Girls)                              1/2 for Winter Season)

Ass't Coach Tennis (Boys)                             

Ass't Coach Tennis (Girls)                             

 

C.        Head Coach, Cross Country (Boys)   E.         Head Coach, Baseball

Head Coach, Cross Country (Girls)                Head Coach, Softball (Girls)

Head Coach, Boys' Tennis                              Head Coach, Girls' Track

Head Coach, Girls' Tennis                              Head Coach, Boys' Track

Ass't Coach, Baseball                                     Head Coach, Winter Track (Boys)

Ass't Coach, Softball (Girls)                           Head Coach, Winter Track (Girls)

Ass't Coach, Field Hockey                             Head Coach, Gymnastics

                                                                        Head Coach, Wrestling

Ass't Coach, Wrestling                                   Head Coach, Soccer

Ass't Coach, Soccer                                        Head Coach, Field Hockey

Ass’t Coach Swimming                                  Head Coach, Lacrosse

Ass't Coach, Track                                          Head Coach, Volleyball

Ass't Coach, Lacrosse                                     Head Coach, Swimming

                                                                                    Ass't Coach, Football

 

F.         Head Coach, Basketball (Boys)

Head Coach, Basketball (Girls)

Head Coach, Ice Hockey

 

G.        Head Coach, Football

 

                                       CLASSIFICATIONS ‑ MIDDLE SCHOOLS

 

A.        Head Coach, Basketball (Girls)          C.        Head Coach, Basketball (Boys)

Head Coach, Softball (Girls)                          Head Coach, Track

Head Coach, Gymnastics (Girls)

Head Coach, Track & Field (Girls)     D.        Head Coach, Football

 

B.        Head Coach, Cross Country

Head Coach, Soccer

Head Coach, Field Hockey

Head Coach, Wrestling (Boys)

Ass't Coach, Track

Ass't Coach, Basketball (Boys)

 

APPENDIX A(iv)

EXTRA SERVICES SALARY SCHEDULE

 

POSITION                                                                                        

                                                                                         2004-2005    2005-2006  2006-2007

 

High School Drama Director                                            $3,770         $3,883            $3,999

Band Director                                                                   $3,770         $3,883            $3,999

High School Yearbook Advisor/Manager                        $4,558         $4,694            $4,835

Stage Band Director                                                         $2,828         $2,913            $3,001

High School Debate Team/Speech Advisor                     $2,356         $2,426            $2,499

Musical Production Director                                             $2,050         $2,111            $2,175

High School National Honor Society Advisor                 $1,599         $1,647            $1,696

High School Key Club Advisor                                        $1,599         $1,647            $1,696

High School Rugby Club Advisor                                    $1,415         $1,458            $1,501

AFS Advisor                                                                     $1,257         $1,294            $1,333

High School Newspaper Advisor                                     $1,257         $1,294            $1,333

Driver Education Coordinator                                          $1,257         $1,294            $1,333

Cycling Club Advisor                                                       $1,257         $1,294            $1,333

Chess Club Advisor                                                          $1,257         $1,294            $1,333

High School Audio-Visual Coordinator                           $2,276         $2,345            $2,415

Furnace Brook Audio-Visual Coord. (2)                          $1,773         $1,826            $1,881

Elementary Audio-visual Coordinator                              $1,099         $1,132            $1,166

20 or more rooms (3)

0 - 19 rooms (2)

Elementary School Technical Assistant                            $2,364         $2,435            $2,508

                     (5 positions)

High School Student Council Advisor                             $1,568         $1,615            $1,663

High School Chairperson School Fair                               $1,099         $1,132            $1,166

High School Majorette Advisor                                        $1,099         $1,132            $1,166

High School Math Club Advisor                                      $1,099         $1,132            $1,166

Science/Ecology Club Advisor                                         $1,099         $1,132            $1,166

High School Mock Trial Advisor                                      $1,568         $1,615            $1,663

High School Academic Decathlon                                   $1,568         $1,615            $1,663

Furnace Brook Yearbook Advisor                                       $943            $972            $1,001

Furnace Brook Newspaper Advisor (2)                               $943            $972            $1,001

Furnace Brook Student Council Advisor (2)                       $943            $972            $1,001

Furnace Brook Chairperson School Fair (2)                        $943            $972            $1,001

Furnace Brook Honor Society Advisor (2)                          $943            $972            $1,001

Furnace Brook Chess Club                                                  $943            $972            $1,001

Furnace Brook Computer Club                                            $943            $972            $1,001   

Furnace Brook Drama Club                                                 $943            $972            $1,001   

Furnace Brook Science Club                                               $943            $972            $1,001            

 

POSITION                                                                                        

                                                                                         2004-2005    2005-2006  2006-2007

 

Furnace Brook Math Club                                                   $943            $972            $1,001

Furnace Brook Craft Club                                                   $943            $972            $1,001

Furnace Brook Glee Club                                                    $943            $972            $1,001

Furnace Brook Art Club                                                      $943            $972            $1,001

Hiking Club Advisor                                                           $943            $972            $1,001

Furnace Brook  Cheerleading Advisor (2)                           $943            $972            $1,001

Senior Class Advisor                                                        $1,568         $1,615            $1,663

Junior Class Advisor                                                         $1,568         $1,615            $1,663

Sophomore Club Advisor                                                 $1,099         $1,132            $1,166

Freshman Class Advisor                                                   $1,099         $1,132            $1,166

Grade Eight Class Advisor                                               $1,099         $1,132            $1,166

High School Color Guard Advisor                                      $596            $614               $633

Director of Continuing Education                                    $3,667         $3,777            $3,890

Summer Program

Director of Continuing Education                                    $3,795         $3,908            $4,026

Winter Program

*Driver Education Instructor                                                               $25.00/hr   $26.00/hr        

*Home Tutor                                                                                        $25.00/hr   $26.00/hr       

*Elementary Band Instructor                                                               $25.00/hr   $26.00/hr        

*Intramurals                                                                                         $25.00/hr   $26.00/hr       

 

 

An Extra Services/Athletic Salary Committee shall be established by the Association to review all Extra Services and Athletic positions, associated workloads and salaries during the 2005-2006 school year.  The parties agree to meet to review and to negotiate concerning any of the Extra Services Salary Committee’s recommendations during the 2006-2007 school year.

 

*Exclude from MBO Process as outlined below

EXTRA SERVICES SALARY SCHEDULE (Cont'd)

 

It is understood and agreed that all extra service personnel shall be placed on at least the first step of the above schedule and that payment for such services shall be made upon termination of said activities (normally the end of the school year).  Advancement on the Extra Services Salary Schedule shall be according to the Management By Objectives (MBO) format outlined below. 

 

The entire area of extra services in the Marshfield schools will be involved with performance evaluation.  From this process should evolve an active and constructive program of clubs and activities.  The Dean of Students at the high school and administrators of the Martinson and elementary schools will provide the advisors with the general criteria to be used in evaluating each activity. 

 

General Criteria

 

1.         Each activity area will be responsible for establishing performance objectives. 

 

2.         Each advisor with those participating members will review the criteria and set the objectives that will be used in evaluating results. 

 

3.         Each advisor with those participating members will identify specific goals designed to achieve the agreed‑upon objectives (Approx. October).

 

4.         Evidence of progress and ultimate attainment of established goals will be mutually determined.  The following are examples that could be used:

 

a.         Objectives established by a certain date

 

b.         Means of obtaining objectives by                                          

 

c.         Tangible evidence of achievement of specific objectives by                                     

 

d.         Surveys of participants to indicate degree of success by                                            

 

e.         Recommendations and plans for succeeding year

                                                                                                                                                           

 

5.         Evaluation meetings will be conducted two (2) times a year ‑ January and June ‑ by advisors and appropriate administrators. 

 

6.         Compensation for the year will be based upon performance, judged by the degree to which objectives have been achieved. 

 

7.         Advancement to next level will be based upon achievement of objectives. 


 

8.         In any given year advisors could be compensated one step greater or less than the previous year depending on performance. 

 

9.         Any unresolved evaluation due to violation of the above procedures will be subject to the grievance section of the Master Agreement. 

 

The Association and the Committee recognize that extra services may be eliminated in whole or in part during the life of this Agreement.  The Committee agrees that in the event any such services are eliminated it will advise the Association prior the time such services would normally have been performed by staff members. 

 

            An Extra Services/Athletic Salary Committee shall be established by the Association to review all Extra Services and Athletic positions, associated workloads and salaries during the 2005-2006 school year.  The parties agree to meet to review and to negotiate concerning any of the Extra Services Salary Committee’s recommendations during the 2006-2007 school year.

 

Appendix B (i)

MARSHFIELD PUBLIC SCHOOLS

MARSHFIELD, MASSACHUSETTS

 

 

TEACHER'S INITIAL CONTRACT:  Teachers without Professional Teacher Status

                                                                                                                                                           

Name                           Address

 

 

The School Committee of the Town of Marshfield, Massachusetts, (hereinafter the "Committee"), hereby agrees to employ                                , (hereinafter referred to as "teacher"), under the direction of the Superintendent of Schools, as a teacher in the public schools of said Town, beginning

                        , and ending                       subject to the conditions stated below. 

 

The Committee agrees to pay said teacher, and said teacher agrees to accept, for services during the above‑stated period, an annual salary of $                  in twenty‑one (21) or twenty‑six (26) periodic installments as maybe elected by the teacher and subject to deductions required by law or which the teacher may in writing authorize. 

 

This contract shall be renewed annually by operation of law during the period of said teacher's first three (3) years of continuous employment unless the teacher has been notified in writing prior to June fifteenth in one school year that the contract will not be renewed for the following year.  For each year for which this contract is renewed, the annual salary of the teacher shall be in accordance with the provisions of the prevailing Master Agreement between the Committee and the Marshfield Teachers Association.  In the event of termination, all unpaid, earned salary will be paid in accordance with Committee policy.

 

This contract may be terminated by mutual consent at any time.  The teacher may resign for good reason by submitting at least thirty (30) calendar days' written notice at any time except during the month of August, during which month, unless the contract has been terminated by mutual consent or by action of the Superintendent/Principal, the teacher will accept employment with no other school committee in Massachusetts for the immediately following school year.

 

This contract is subject to the Statutes of the Commonwealth of Massachusetts, the Rules and Regulations of the School Committee, and the Master Agreement between the School Committee and the Marshfield Teachers Association.

 

                                                                          BY:                                                                                                              

Teacher                                                                         Superintendent of Schools

 

                                                                                                                                                

Date                                                                  Date

            

           

 

This contract is in duplicate.  One signed copy is to be returned to the Superintendent of Schools on or before                      .  Otherwise, the contract is invalid.

 

Appendix B (ii)

MARSHFIELD PUBLIC SCHOOLS

MARSHFIELD, MASSACHUSETTS

 

TEACHER'S LONG‑TERM CONTRACT:  Teachers with Professional Teacher Status

 

                                                                                                                                                                        Name                           Address

 

(Effective Beginning with and Subsequent to the Fourth Year of Continuous Employment)

 

 

The School Committee of the Town of Marshfield, Massachusetts, (hereinafter the "Committee") hereby agrees to employ                       , (hereinafter the "teacher"), under the direction of the Superintendent of Schools, as a teacher in the public schools of said Town,  beginning                    .  Said teacher shall be paid an annual salary in accordance with the provisions of the prevailing Master Agreement between the Committee and the Marshfield Teachers Association and this contract shall continue in force from year to year, subject to the following: 

 

(a)        Employment may be terminated by mutual consent at any time. 

 

(b)        The teacher may resign for good reason by submitting at least thirty (30) calendar days' written notice at any time; except during the month of August, during which month, unless the contract has been terminated by mutual consent or by action of the Superintendent/Principal, the teacher will accept employment with no other school committee in Massachusetts for the immediately following school year. 

 

(c)        The Superintendent/Principal may suspend said teacher or terminate this contract at any time for cause as provided in the General Laws of the Commonwealth of Massachusetts, particularly, Massachusetts General Law Chapter 71, Section 42 and/or 42D, as said laws may be amended from time to time.

 

This contract is subject to the Statutes of the Commonwealth of Massachusetts, the Rules and Regulations of the School Committee, and the Master Agreement between the School Committee and the Marshfield Teachers Association. 

 

                                                                          BY:                                                               

Teacher                                                                        Superintendent of Schools

 

                                                                                                                                               

Date                                                                             Date

 

This contract is in duplicate.  One signed copy is to be returned to the Superintendent of Schools on or before                 .  Otherwise, the contract is invalid.


 

Appendix B (iii)

MARSHFIELD PUBLIC SCHOOLS

MARSHFIELD MASSACHUSETTS

Administrator's Contract

Department Heads

Guidance Counselors

Directors

Art Coordinator

                                               

                                               

 

You have been elected                                                in the public schools of Marshfield beginning            , at an annual salary of $                       and assigned to the                                   ,  subject to acceptance of the following conditions, viz:

 

The school year shall not exceed                 weeks of school between September 1 and August 31,        , but vacations maybe arranged at the discretion of the Committee. 

 

It is expected that the Administrator will not leave his/her position during the school year except for extraordinary circumstances.  Notice of thirty (30) calendar days shall be given by either party in case the contract is to be terminated.

 

Payments on salary shall be made in accordance with the Master Agreement between the Marshfield School Committee and the Marshfield Teachers Association.  Other payment arrangements may be made if mutually agreeable to both parties of the contract. 

 

The regulations of the School Committee and the directions of the Superintendent concerning the proper administration of the schools, their organization and supervision, are accepted as a part of this agreement. 

 

Massachusetts law regarding teacher certification must be fulfilled in order to make this contract valid.

 

By:                                                                                                                                                         

        Superintendent/Principal           

Date                                        

                                                                                                                                                                       

 

ACCEPTANCE

 

To the Superintendent/Principal:

 

I accept the position to which I have been elected at a salary of $               per year beginning                        , and agree to conditions as stated in this contract. 

 

                                                                                                                                                                                                        

Date                                                      Signature

 

This contract is in duplicate.  One signed copy is to be returned to the Superintendent on or before                      .  Otherwise the contract is invalid.

APPENDIX  C(i)

SCHOOL  NURSE

 

The provisions contained within this Agreement as they pertain to wages, hours, and other conditions of employment including the Reduction in Force provisions of Article XXI are applicable to the members of Unit B, when appropriate.

 

A.        Registered School Nurse

 

The school nurse who holds a diploma from an accredited school of professional nursing and holds a current license to practice as a professional nurse in the State of Massachusetts; those who have had additional preparation in education, behavioral and social sciences, school health and public relations; those who have had preparation in public health nursing and/or school nursing which will enable them to function effectively in the school health program shall be placed on the Salary Schedule for School Nurses incorporated in Appendix C(ii).  Upon initial employment, full credit up to a maximum of eight (8) years may be given Registered school nurses in accordance with their education, experience, and responsibility.

 

B.        Degree School Nurse

 

Effective September 1, 2001, all Degree School Nurses shall be appropriately placed on the Teachers Salary Schedule set forth in Appendix A(i).

 

The school nurse who holds a baccalaureate degree in nursing, school or public health services or in any similar field directly related to the nurse's professional responsibilities as a school nurse along with her R.N.; those who have the P.H.N. as a school or public health degree; those with teaching certification shall be placed on the Salary Schedule for nurses incorporated in Appendix C(ii) until September 1, 2001.  Upon initial employment, full credit up to a maximum of eight (8) years may be given Degree school nurses in accordance with their education, experience, and responsibility.  For purposes of placement, previous nursing in related fields such as public health nursing, pediatric nursing, orthopedic nursing will be considered as experience.

 

C.        For the purposes of placement on the Nurses Salary Schedule(s), full credit shall be granted all nurses employed as of January 31, 1995, for all previous years of nursing service in the Marshfield Public Schools.  Nurses shall advance to the appropriate longevity step of the applicable salary schedule after having completed fifteen (15), twenty (20), and twenty-five (25) years of service in the Marshfield Public Schools.

 

D.        School Nurse Supervisor (Head Nurse)

 

The salary of the school nurse who carries out the nursing functions of the school health program and in addition carries the responsibilities of Supervisor (Head Nurse) shall be computed by using the ratio of 1.06 times the applicable step to the Nurses Salary Schedule.

 

E.         For the duration of this Agreement, the Committee agrees there shall be one (1) full-time school nurse for each of the Elementary, Middle School, and Senior High School buildings.

 

F.         The Registered School Nurses Salary Schedule(s) set forth in Appendix C(ii) are derived by computing seventy-five percent (75%) of each step of the Bachelor’s Column of the Teachers Salary Schedule(s). 

 

APPENDIX C (i)

 REGISTERED NURSES SALARY SCHEDULE

 

                        Step     2004-2005        2005-2006     2006-2007

 

                        1          $26,915             $27,722          $28,554

                        2.         $28,209             $29,055          $29,927

                        3.         $29,500             $30,385          $31,297

                        4.         $30,797             $31,721          $32,673

                        5.         $32,090             $33,052          $34,044

                        6.         $33,383             $34,385          $35,416

                        7.         $34,677             $35,717          $36,789

                        8.         $35,972             $37,051          $38,162

                        9.         $37,912             $39,050          $40,221

                        10.       $39,852             $41,047          $42,279

                        11.       $40,500             $41,715          $42,966

                        12.       $41,146             $42,381          $43,652

                        13.       $41,795             $43,049          $44,341

                                                                   

 

Appendix C (iii)

MARSHFIELD PUBLIC SCHOOLS

MARSHFIELD, MASSACHUSETTS

Nurse's Contract

 

                                                               

 

                                                               

 

You have been elected school nurse in the public schools of                                                    

beginning                                     , at an annual salary of $                                                                           

subject to acceptance of the following conditions, viz:

 

The work year of Nurses shall coincide with that of teachers as set forth in Article V of the Master Agreement between the Marshfield School Committee and the Marshfield Teachers Association. 

 

It is expected that an employee will not leave her position during the school year except for extraordinary circumstances.  Notice of thirty days shall be given by either party in case the contract is to be terminated. 

 

Payments on salary shall be made in twenty‑one (21) or twenty‑six (26) periodic installments as elected by the nurse.  Other payment arrangements may be made if mutually agreeable to both parties of the contract. 

 

It is mutually understood that during school hours employees are to devote themselves exclusively to school duties. 

 

The regulations of the School Committee and the directions of the Superintendent concerning the proper administration of the school, their organization and supervision, as well as all proper requests of the Principal of the school, are accepted as part of this agreement. 

 

By:                                                                                                      

Superintendent/Principal

 

Date:                                                     

 

                                                                                                                                                           

 

 

ACCEPTANCE

 

To the Superintendent/Principal: 

 

I accept the position to which I have been elected at a salary of $                            per year, beginning

                                                                , and agree to conditions as stated in this contract. 

 

                                                                                             

Signature

Date:                                                       

 

This contract is in duplicate.  One signed copy is to be returned to the Superintendent of Schools on or before                              .  Otherwise the contract is invalid.

 

Appendix D (i)

LAYOFF NOTICE

 

This is to advise you that due to economic and budgetary constraints, I intend to consider your dismissal on                    ,           , at        p.m. at my office in the Marshfield Administration Building, pursuant to the provisions of M.G.L. c.71, s.42 (copy enclosed).  I anticipate that your dismissal, should it occur, shall be effective on              ,             .

 

Enclosed with this letter is a form letter by which you may waive any statutory rights you may have under M.G.L. c.71, s.42 and 43a, and M.G.L c.32 s.16, and upon my receipt of the signed form letter, you will be granted a leave of absence as a result of your layoff which will allow you to retain your status as a teacher with professional teacher status during the recall period and in the event you are returned to active service during that period.  If you are not returned to active service by the end of said recall period, will be required by law to dismiss you at the end of that period.  At the same time, the form letter will notify me of your desire to exercise your recall rights under the current Collective Bargaining Agreement between the Marshfield School Committee and the Marshfield Teachers Association and preserve your right to file a grievance if you believe there has not been compliance with any of  the Marshfield School Committee's contractual obligations with respect to the layoff and recall provisions set forth in that Agreement. 

 

If you do not return the enclosed letter within seven (7) days from your receipt of the same, I will assume you do not wish to be granted a leave of absence due to your layoff and will proceed to act on your dismissal pursuant to M.G.L c.71, s.42 on the date and at the time set forth above. 

 

If you have any questions concerning this letter or the contents thereof, please contact either the Superintendent's Office or a representative of the Marshfield Teachers Association. 

 

                                                                          Very truly yours,

 

 

 

                                                            Superintendent of Schools for the

                                                               Marshfield School Committee

 

 

 


Appendix D (ii)

 

LEAVE OF ABSENCE REQUEST

 

 

Superintendent of Schools

Marshfield, MA  02050

 

Dear Superintendent:

 

I have received your notice that you intend to act with respect to my dismissal for economic and budgetary reasons.

 

While I am fully aware of my statutory rights, I desire to exercise my recall rights under Article XXI, Paragraph 21.2 of the Collective Bargaining Agreement between the Marshfield School Committee and the Marshfield Teachers Association; and moreover, I wish to retain my status as a teacher with professional teacher status in the Marshfield School System during the recall period under said Agreement and in the event of my return to active service; therefore, I admit that due to economic and budgetary constraints there is good cause for my dismissal.  I hereby waive any statutory rights I may have to challenge my dismissal, including all rights of appeal as provided in M.G.L. c.71, s.42 and s.43a, and M.G.L c.32 s.16, all in consideration of your agreement that because of such admissions and waivers you will not act on my dismissal pursuant to the provisions of M.G.L. c.71, s.42, but shall instead grant me a leave of absence without pay or increment as a result of layoff pursuant to the provisions of said Article XXI, the Reduction In Force procedure in said Collective Bargaining Agreement for the period set forth under Paragraph 21.2 (j) thereof. 

 

I understand that effective                   ,           , I will, unless recalled and returned to active service, be on a leave of absence without pay or increment as a result of layoff pursuant to the Reduction In Force procedure in Article XXI of said Agreement.  If I am returned to active service during the recall period, it is understood and agreed that any and all waivers and admissions which I have made in this letter shall not be applicable to any subsequent layoff(s) and/or dismissal(s).  If I am not returned to active service during the recall period, I understand that you will dismiss me at the end of said period and that I have waived my rights to any statutory hearings or appeal with respect to that dismissal. 

 

I expressly do not waive any right I may have to contest by grievance and arbitration whether the School Committee or any of its agents has observed its contractual obligations with respect to the layoff and recall provisions of the Reduction In Force procedure set forth in the Collective Bargaining Agreement in effect at the time of my layoff. 

 

Signature                                             

 

Appendix D (iii)

LETTER GRANTING LEAVE OF ABSENCE

 

The Marshfield School Committee is in receipt of your letter requesting that you be granted a leave of absence without pay or increment as a result of your proposed layoff pursuant to the Reduction In Force procedure set forth in the Collective Bargaining Agreement between the Marshfield School Committee and the Marshfield Teachers Association effective September 1,       ("Agreement").

 

In view of your request to be considered for recall under Article XXI, paragraph 21.2 (j) of said Agreement, and because you admit that due to economic and budgetary constraints the School Committee has good cause for your dismissal, and in consideration of your having waived all statutory rights you may have to challenge your dismissal as set forth in M.G.L. c.71, s.42, s.43a, and M.G.L. c.32, s.16, including all rights of appeal; therefore, the School Committee expressly agrees that because of your admissions and waivers, and in order that you may retain your status as a teacher with professional teacher status in the Marshfield School System during such recall period and in the event of your return to active service, the Committee shall not vote on your dismissal pursuant to the provisions of M.G.L. c71, s.42, but rather has granted your request for a leave of absence without pay or increment as a result of layoff pursuant to the provisions of the Reduction In Force procedure in Article XXI of said Agreement for the period set forth under Paragraph 21.2 (j) thereof. 

 

As a result of the School Committee's having granted your request, effective September 1, 19     , you will, unless recalled and returned to active service, be on a leave of absence without pay or increment as a result of layoff pursuant to the Reduction In Force procedure. 

 

I further agree that if you are returned to active service during the recall period, any and all waivers and admissions to which you have agreed with respect to this layoff shall continue in full force and effect but shall not be applicable to any subsequent layoff(s) and/or dismissal(s).  If you are not returned to active service during the recall period, I will dismiss you at the end of said period, and in accordance with your waivers and admissions, there will be no requirement of any formal statutory hearings and no appeal from said dismissal vote. 

 

I hereby further agree that you expressly have not waived any right you may have to contest by grievance and arbitration whether the School Committee or any of its agents observed its contractual obligations with respect to the layoff and recall provisions of the Reduction in Force procedure set forth in the Collective Bargaining Agreement between the Marshfield School Committee and the Marshfield Teachers Association at the time of your layoff.

 

In the event you are not returned to active service in accordance with the recall provisions of the Reduction in Force procedure, then in such event I shall dismiss you effective                        

            .

 

Very truly yours,

 

 

Superintendent of Schools for the

   Marshfield School Committee

 

Appendix E (i)

APPLICATION FOR RECEIPT OF

ALTERNATIVE LONGEVITY BENEFITS UNDER

ARTICLE XXX OF THE MASTER AGREEMENT

 

 

(Date)

 

Superintendent of Schools

Marshfield, MA 02050

 

Dear Superintendent:

 

This is to advise you that as an employee with at least twenty (20) years of service in the Marshfield Public Schools and having attained the maximum allowable sick leave accumulation pursuant to Section 15.3 of Article XV, Sick Leave, of the Master Agreement, I hereby irrevocably elect pursuant to Article XXX to receive the alternative longevity benefits set forth therein.  Accordingly, I understand that my salary shall be increased by $4,500 per year for each of the three (3) consecutive school years of service by me following this irrevocable election.  I further understand and agree that I hereby irrevocably elect to forfeit any and all so-called “sick leave buy-back” payments to which I or my estate might otherwise be entitled, either now or at any time in the future, pursuant to Section 15.12 of said Article XV.  I also understand that if at the time of this election I have not progressed to the maximum longevity step of the salary column pursuant to which I am currently being paid because I have less than twenty-five (25) years of service, I hereby irrevocably forfeit my right to progress to said maximum longevity step upon my attainment of twenty-five (25) years of service, or at any time thereafter.

 

Finally, I understand that by the terms of said Article XXX, in the event any alternative longevity payment is either not paid to me or credited as salary for any reason, or in the event of my death prior to my receipt of all of the monies to which I am entitled under said Article XXX, I shall be treated as if I had made no irrevocable election to forfeit the benefits of said Section 15.12 of Article XV and either I or my estate shall be paid any monies which would otherwise have been payable to me pursuant to said Section 15.12, less any monies previously received by me pursuant to said Article XXX.

 

I expressly do not waive any right(s) I may have to contest by grievance and arbitration whether or not the School Committee or any of its agents has observed its contractual obligations with respect to the provisions of Article XV, Section 15.12 and/or Article XXX of this Agreement.

 

 

Signature                                                                    

 

Appendix E (ii)

LETTER GRANTING APPLICATION FOR RECEIPT OF

ALTERNATIVE LONGEVITY BENEFITS UNDER

ARTICLE XXX OF THE MASTER AGREEMENT

 

 

(Date)

 

Dear                            :

 

The Marshfield School Committee is in receipt of your letter of application to receive the alternative longevity benefits of Article XXX of the Master Agreement indicating that you have  at least twenty (20) years of service in the Marshfield Public Schools and have attained the maximum allowable sick leave accumulation pursuant to Section 15.3 of Article XV, Sick Leave, of the Master Agreement.

 

In view of your irrevocable election to forfeit any and all so-called “sick leave buy-back” payments to which you or your estate might otherwise be entitled, either now or at any time in the future, pursuant to Section 15.12 of said Article XV and, if you have less than twenty-five (25) years of service at the time of this election, your agreement to irrevocably forfeit your right to progress to said maximum longevity step upon your attainment of twenty-five (25) years of service, or at any time thereafter, the Committee hereby agrees that your salary shall be increased by $4,500 for each of the three (3) consecutive school years of service by you following this irrevocable election.

 

Finally, it is agreed that by the terms of said Article XXX, in the event any alternative longevity payment is either not paid to you or credited as salary for any reason, or in the event of your death prior to receipt of all of the monies to which you are entitled under said Article XXX, you shall be treated as if you had made no irrevocable election to forfeit the benefits of said Section 15.12 of Article XV and either you or your estate shall be paid any monies which would otherwise have been payable to you pursuant to said Section 15.12, less any monies previously received by you pursuant to said Article XXX.

 

I hereby further agree that you have not waived any right(s) you may have to contest by grievance and arbitration whether or not the School Committee or any of its agents has observed its contractual obligations with respect to the provisions of Article XV, Section 15.12 and/or Article XXX of this Agreement.

 

 

                                                            Very truly yours,

 

                                                            Superintendent of Schools for the

                                                            Marshfield School Committee

           

 

APPENDIX F

MEMORANDUM OF AGREEMENT

CONCERNING THE 2000

INTEGRATED SUMMER SCHOOL / CPC GRANT PROGRAM

This Agreement made this 6th day of June, 2000, by and between the Marshfield School Committee (hereinafter referred to as the "Committee") and the Marshfield Teachers Association (hereinafter referred to as the "Association"):

WHEREAS, the parties desire to memorialize their agreements concerning the 2000 Integrated Summer School Program and utilization of CPC Grant monies as more fully described below;

NOW, THEREFORE, in consideration of the mutual covenants, conditions, and stipulations herein expressed, and in consideration of the mutual benefits to be derived therefrom, the parties agree that the following compensation shall be paid to individuals holding the below-named positions and participating in the enrichment program scheduled during the Summer of 2000:

A.        Teacher/Director:                                                 $    3,100.00

B.        Speech Therapist/Language Teacher:                   $    2,640.00

C.        Nurse:                                                                  $    2,640.00

D.        Instructional Aide:                                               $    1,452.00

It is further agreed that the foregoing agreements shall set no precedent with respect to the terms of any collective bargaining agreements between the parties concerning any other positions in the bargaining units set forth therein; the Association and the Committee reserve all rights with respect to their interpretations of any such collective bargaining agreements.

IN WITNESS WHEREOF, the parties have caused this Memorandum of Agreement to be executed by their duly authorized representative(s) as of the date first above written.

_________________________________        ______________________________

By: Robert E. Courchesne, President                 By: Gregory Lassiter, Chairman

Marshfield Teachers Association                       Marshfield School Committee

APPENDIX G

MEMORANDUM OF AGREEMENT

This AGREEMENT made this _______ day of _____________________________ , 2000, by and between the Marshfield Teachers Association (hereinafter referred to as the "Association") and the Marshfield School Committee (hereinafter referred to as the "Committee"):

WITNESSETH: WHEREAS, the parties desire to memorialize their agreement concerning matters more fully described below;

NOW, THEREFORE, in consideration of the mutual covenants, conditions, and stipulations herein expressed, and in consideration of the mutual benefits to be derived therefrom, the parties agree as follows:

1.          After School Enrichment Program/Director It is agreed that the procedures for the establishment of after school enrichment programs shall be as attached hereto in Exhibit A. In addition, the job description for the After School Enrichment Program Director shall be as attached hereto as Exhibit B.

2.          Interim Physical Education and Athletic Director For the remainder of the 1999-2000 school year, it is agreed there shall be an Interim Physical Education and Athletic Director position, paid at the ratio of 1.20 and which shall include work up to an additional eleven (11) days immediately during and/or immediately following the teacher work year. Said position shall evaluate staff and have other responsibilities and duties as set forth in the job description attached hereto as Exhibit C.

3.          Elementary School Technical Assistant The Committee and the Association agree that in the event the Committee continues to fund Elementary School Technical Assistant positions for the 2000-2001 school year, there shall be five (5) such positions, one (1) position at each elementary school. Each individual serving the entire school year in each such position shall be paid

APPENDIX G

MEMORANDUM OF AGREEMENT

This AGREEMENT made this ____ day of _______________________________ , 2000, by and between the Marshfield Teachers Association (hereinafter referred to as the "Association") and the Marshfield School Committee (hereinafter referred to as the "Committee"):

WITNESSETH: WHEREAS, the parties desire to memorialize their agreement concerning matters more fully described below;

NOW, THEREFORE, in consideration of the mutual covenants, conditions, and stipulations herein expressed, and in consideration of the mutual benefits to be derived therefrom, the parties agree as follows:

1.          After School Enrichment Program/Director It is agreed that the procedures for the establishment of after school enrichment programs shall be as attached hereto in Exhibit A. In addition, the job description for the After School Enrichment Program Director shall be as attached hereto as Exhibit B.

2.          Interim Physical Education and Athletic Director For the remainder of the 1999-2000 school year, it is agreed mere shall be an Interim Physical Education and Athletic Director position, paid at the ratio of 1.20 and which shall include work up to an additional eleven (11) days immediately during and/or immediately following the teacher work year. Said position shall evaluate staff and have other responsibilities and duties as set forth in the job description attached hereto as Exhibit C.

3.          Elementary School Technical Assistant The Committee and the Association agree that in the event the Committee continues to fund Elementary School Technical Assistant positions for the 2000-2001 school year, there shall be five (5) such positions, one (1) position at each elementary school. Each individual serving the entire school year in each such position shall be paid

b)          Healthy Snack Advisor — shall be paid at the hourly rate of the Master Agreement for two (2) hours per week for fourteen (14) weeks, beginning March 7, 2000.

C)          After School Fitness Program Advisor — shall be paid at the hourly rate of the Master Agreement for four (4) hours per week, beginning February 4, 2000, for a maximum of seventy (70) hours.

7.           The provisions of this Memorandum of Agreement shall be subject to the grievance and arbitration procedures of the parties Master Agreement.

IN WITNESS WHEREOF, the parties have caused this Memorandum of Agreement to be executed by their duly authorized representative(s) as of the date first above written.

________________________________               _____________________________

By: Robert E. Courchesne, President                      By: Gregory Lassiter, Chairman

Marshfield Teachers Association                           Marshfield School Committee

MEMORANDUM OF SETTLEMENT

BETWEEN THE

MARSHFIELD SCHOOL COMMITTEE

AND THE

MARSHFIELD EDUCATION ASSOCIATION

2007-2010

The Marshfield School Committee (hereinafter "the Committee") and the Marshfield Education Association (hereinafter "the Association"), in consideration of the mutual covenants and promises contained herein, hereby agree to a new Collective Bargaining Agreement covering the period of September 1, 2007 through August 31, 2010, the terms and conditions of which shall be the same as those set forth in the parties' Agreement effective September 1, 2004 through August 31, 2007, except with the following modifications, additions, and deletions only:

1.           All dates where appropriate shall be changed to reflect the duration of the new three (3) year agreement.

2.           Change  all  references  to  the  "Marshfield  Teachers  Association" in the Agreement to the "Marshfield Education Association".

3.           Article III - Grievance Procedure

Section F—Miscellaneous

Add a new paragraph 5 for clarification:

5. Only the Association and not any individual member(s) of Unit A or B may process a grievance to arbitration.

4.           Article IV-Salaries

Change paragraph 4.8 to read:

4.8 For the duration of this 2007-2010 Agreement, it is agreed that the salaries in Appendix A (iii) (Athletic Salary Schedule) shall be computed by applying the appropriate percentage to a minimum salary of $33,989 for the 2007-2008 school year, $34,669 for the 2008-2009 school year, and $35,709 for the 2009-2010 school year, respectively.

5.           Article V - Teaching Hours and Teaching Load Change the third sentence of paragraph 5.12 by deleting the reference to "Consumer Family Science".

Change the paragraph 5.18 to read 5.18 The Committee agrees to make reasonable efforts to schedule CORE meetings involving staff covered by this Agreement during the normal work day of such staff. Employees who attend such meetings beyond their normal work day shall be compensated at the rate of twenty-six dollars ($26.00) per hour. Effective September 1, 2009, the hourly rate of compensation herein shall be increased to twenty-seven dollars ($27.00) per hour.

Renumber existing paragraph 5.21 as paragraph 5.22 and add a new paragraph 5.21 as follows:

5.21 One Association member from each elementary school may leave his/her building at 3:15 p.m. on one planning day per month in order to attend Association Executive Board meetings. The Association will advise the Superintendent and Principals in writing of the five members elected to the Executive Board who will be so allowed to leave.

6.           Article IX-Teacher Assignment and Transfer Change the reference in paragraph 9.2 from "State Board of Education" to "Department of Education".

7.           Article X - Vacancies and Promotions

Change the third sentence of paragraph 10.5 to read as follows:

"Within fourteen (14) calendar days of the closing date of the postings, interviews for the positions will be completed."

Change the last sentence of paragraph 10.5 to read:

"All appointments to coaching positions shall be on an annual basis and appointees shall be notified in writing prior to the start of the applicable season."

8.           Article XI - Positions In Continuing Education, and Under Federal Programs

Delete the existing paragraph 11.4 and substitute in lieu thereof a new paragraph 11.4:

11.4    Teachers in the Marshfield Continuing Education Program shall be compensated at the rate of twenty-six dollars ($26.00) per hour. Effective September 1, 2009, said hourly rate shall be increased to twenty-seven dollars ($27.00) per hour.

Delete the existing paragraph 11.5 and substitute in lieu thereof a new paragraph 11.5:

11.5    Teachers in Summer Federal Programs shall be compensated at the rate of twenty-six dollars ($26.00) per hour. Effective September 1, 2009, said hourly rate shall be increased to twenty-seven dollars ($27.00) per hour.

9.           Article XII - Teacher Evaluation

12.6    Change the second sentence of paragraph 12.6 to read as follows:

"If a teacher is to be disciplined or reprimanded by a member of the administration, s/he shall be entitled to have a member of the Association present if s/he so desires."

10.         Article XV - Sick Leave

15.4    Delete paragraph 15.4 in its entirety and substitute the following new paragraph 15.4:

15.4    Effective September 1, 2007, unused sick leave may be accumulated from year to year to a limit of one hundred seventy (170) days. Effective September 1, 2008, said limit shall be increased to one hundred seventy-five (175) days. Effective September 1, 2009, said limit shall be increased to one hundred eighty (180) days.

15.9    Change subparagraphs 4, 5 and 6 of paragraph 15.9 to read as follows:

4.        The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting of two (2) members designated by the Association and two (2) members designated by the Committee. In the event of a tie vote on a request for days from the Bank, a fifth member of the Sick Leave Bank Committee as described above will be elected by the unanimous vote of the four members so that the tie vote may be broken. In order for the SLBC to make decisions, all members of the SLBC must be present at the SLBC meeting. Utilization of the bank shall be subject to the following conditions:

a.         Sick leave bank days may be granted only for the applicant's personal illness or accident;

b.         Complete usage of all accumulated or accrued sick leave;

c.         There must not have been any disciplinary action beyond a written reprimand for sick leave abuse within the three (3) calendar years prior to the application for sick leave bank benefits. The SLBC may also consider the propriety of use of previous sick leave;

d.         A qualified physician's statement certifying the disability, illness or accident together with any appropriate medical evidence the SLBC deems relevant and necessary to its decision (to be submitted, preferably, with the application requesting bank days and any renewal thereof; the SLBC may not act without submission of a physician's statement). All parties agree that such information shall be treated as highly personal and confidential.

e.         The number of days requested from the bank must be specified at the time of the initial request. The initial grant shall not exceed thirty (30) days.

f.         Upon completion of the initial grant, additional grants shall require additional adequate medical evidence. A member of the bank may be granted a maximum number of bank days over either a three (3) or five (5) calendar year period, based upon the total bank days granted in the first school year such days are received by the member ("the initial grant year") as follows:

1.                     If a member receives less than ninety (90) bank days in the initial grant year, then in the three (3) calendar year period immediately following the date the first bank day was granted, s/he may be granted up to a maximum of one hundred twenty (120) bank days, inclusive of all days granted in the initial grant year;

2.                     If a member receives ninety (90) or more bank days in the initial grant year, then in the five (5) year period immediately following the date the first bank day was granted, s/he may be granted up to a maximum of one hundred twenty (120) bank days, inclusive of all days granted in the initial grant year;

3.                     At the expiration of either the three (3) or five (5) year period, whichever is applicable, a member shall be eligible for a new grant of days as if no bank days had been granted previously;

4.           Effective September 1, 2008, the maximum number of bank days which a member may be granted shall be increased to one hundred and fifty (150) days. Effective September 1, 2009, said maximum number of bank days shall be increased to one hundred and eighty (180) days.

g.        No days may be withdrawn from the bank for use for any other reason than disability of the teacher.

h.        The decision of the Sick Leave Bank Committee shall not be subject to appeal.

i.         The Association and the SLBC agree to meet with the School Committee upon request to discuss any matter pertaining to the administration of the bank.

j.         In administering the bank, the SLBC may consider a recipient's undue delay in processing retirement or other termination of employment on account of disability or illness and may re-consider, at any time, a prior grant of bank days.

5.                     If the sick leave bank becomes exhausted, it shall be renewed by the contribution of one (1) additional day of sick leave by each member of the sick leave bank. A maximum of two (2) days per year may be contributed.

6.                     One half (1/2) of the number of unused days left in the bank will be cumulative to the next contractual year.

Delete old subparagraphs 7, 8, 9 and 10 of said paragraph 15.9.

15.12 Change the first sentence of paragraph 15.12 to read:

"Teachers shall be compensated in cash for one-half (50%) of all accumulated sick leave up to a maximum of one hundred sixty-five (165) days upon presentation of evidence of permanent retirement under the terms of the Massachusetts Teachers Retirement System, or death."

11.       Article XVII - Extended Leaves of Absence

Change paragraph 17.9 (j) to read as follows:

17.9 (j) There will be a freeze in the Sabbatical Leave Program with no costs to the School Committee for the 2007-2008, 2008-2009, and 2009-2010 school years. Applications for Sabbatical Leave to be effective during the 2010-2011 school year will be accepted and formally processed during the 2009-2010 school year.

12.       Article XVIII - Substitute Teachers

Delete the existing Paragraph 18.1 and substitute in lieu thereof a new paragraph 18.1 as follows:

18.1      In those cases where regular substitutes are not available and a regular teacher voluntarily agrees to serve as a substitute teacher during his/her non-teaching time, said teacher will be paid an additional twenty-six dollars ($26.00) or fraction thereof for each period substituted for the 2007-2008 and 2008-2009 school years. (A period is considered to be 40-50 minutes. Payments for periods of less than forty (40) minutes shall be prorated on the basis of forty (40) minutes representing a period.)   Such arrangements will be made by the principal of the school. At the Senior High School, payment will be made on the basis of fifty-two dollars ($52.00) per block served. A block shall be considered to be a minimum of eighty-four (84) minutes long. Payments of less than eighty-four (84) minutes shall be prorated on the basis of eighty-four minutes representing a block. Effective September 1, 2009, the foregoing rate shall be increased to twenty-seven dollars ($27.00) per period (fifty-four dollars [$54.00] per block

13.       Article XIX - Professional Development

Effective September 1, 2008, paragraphs 19.1 (a) and 19.1(b) shall be changed and new paragraphs (c) and (d) shall be added to said paragraph 19.1 as set forth below:

19.1     The Committee will grant financial assistance to teachers covered by this Agreement who pursue advanced study under the following terms and conditions:

(a)       Eligibility - In order to be eligible for assistance under this Article a teacher may:

(1)               Pursue only such advanced study or courses which are directly related to the professional growth of the individual teacher, subject to the approval of the Superintendent.

(2)               Enroll in a recognized degree program (Masters', CAGS, Doctoral). For nurses, a recognized degree program shall include Bachelors' Degree.

(3)               Be a kindergarten through Grade 8, 01-Elementary certified teacher who received a notice pursuant to Article XXI, paragraph 21.2 (g) of this Agreement, and as a result is pursuing a secondary certification in Science, Mathematics, or Foreign Language.

(b)      Financial Assistance - For the purpose of computing payments owing under this Article, the Committee shall use, as the cost of any particular course for which reimbursement is sought, the lesser of the actual course cost submitted or an "average course cost" obtained by computing the average cost of such a course as if it had been taken at the University of Massachusetts, Boston, and at Bridgewater State College (if need be, the cost of similar courses may be substituted). Subject always to the application of the foregoing reimbursement limitation via the usage of such "average course cost", if a teacher is eligible for assistance under this Article, the Committee will pay three-quarters (3/4) the cost of courses pursued under the provisions of 1 (a) (1) above, and all of the cost of courses pursued under the provisions of 1 (a) (2) above at the school of the teacher's choice, not to exceed three (3) courses of up to twelve (12) semester hours in any one fiscal year (July 1 through June 30th).   Also subject to said reimbursement limitation, the Committee will pay all of the cost of courses pursued under the provisions of 1 (a) (3) above at the school of the teacher's choice, not to exceed three (3) courses of up to twelve (12) semester hours in any one fiscal year (July 1 through June 30th).

(1)               Teachers who do not pursue a recognized degree program will be limited to two (2) courses each fiscal year.

(2)               Teachers who enroll in and pursue a recognized degree program will receive assistance for up to three (3) courses of up to twelve (12) semester hours per fiscal year.

(3)        Assistance under this Article will be limited to tuition, registration, laboratory fees, curriculum maintenance fees, and any other costs assessed by the college or university. It will not include books or transportation.

(4)        Assistance will be paid to the teacher upon presentation of evidence of payment and the earning of undergraduate or graduate credits with a grade of "A" or "B" where applicable. Certain special programs may be approved under this Article if deemed to be educationally valid by the Superintendent.

(c)      Reimbursement Preferences—Fiscal 2009-Notwithstanding any provision(s) of this Article or Agreement to the contrary, under no circumstances shall the total payments made by the Committee pursuant to the provisions of this paragraph 19.1 exceed the sum of eighty-five thousand dollars ($85,000) during the 2009 fiscal year (July 1, 2008 through June 30, 2009). During said fiscal year 2009, said $85,000 total sum shall be divided into three (3) allotments or pools of monies to be made available to qualifying individuals as follows:

(1)         Professional staff, other than those seeking a First Masters Degree, who were enrolled as of January 15, 2008 in recognized degree programs pursuant to paragraph 19.1(a)(2) above, and whose advanced study or degree program requirements continue into fiscal year 2009 (hereinafter "grandfathered staff) shall be given preference for reimbursement hereunder from a pool of thirty thousand dollars ($30,000) in fiscal year 2009 (Pool 1). Recognizing that some required courses may not be available or taken until particular semesters, the monies in said Pool 1 shall be further sub-divided so that grandfathered staff taking required courses from July 1st through December 31st shall be eligible for reimbursement for up to fifteen thousand dollars ($15,000)(Pool la) and grandfathered staff taking required courses from January 1st through June 30th shall be eligible for reimbursement from the remaining fifteen thousand dollars ($15,000)(Pool lb);

(2)                  Professional staff enrolled in a recognized first Masters Degree program pursuant to paragraph 19.1(a)(2) above shall be given preference for reimbursement from a pool of thirty thousand dollars ($30,000) in fiscal 2009 (Pool 2);

(3)                  Professional staff not enrolled in a recognized degree program but pursuing approved advanced study or courses pursuant to paragraph 19.1(a)(1) above shall be given preference for reimbursement from a pool of twenty-five thousand dollars ($25,000) for fiscal year 2009 (Pool 3);

(4)                  Reimbursement of professional staff within each pool above shall be granted on a first-come, first-serve basis;

(5)         As of March 1 of the 2009 fiscal year, and as of March 1 of every fiscal year thereafter, any remaining unused and uncommitted monetary allotments allocated to Pools 1 and 2 shall be added to Pool 3 and utilized to reimburse any professional staff who submit for reimbursement on a first-come, first-serve basis, subject always to the reimbursement limitations of this Article; that is, any professional staff who had previously submitted for reimbursement from Pools 1, 2, or 3 above, and who were not reimbursed due to the depletion of the monies allotted to their pool shall be reimbursed in the order in which their written submissions were made to the extent funds remain available. In the event requests for reimbursements exceed available funds as of March 1, remaining monies shall be allocated among staff on a pro-rata basis;

(6)         The Committee and Association agree to establish a subcommittee of equal members to review the methodology by which professional staff are reimbursed pursuant to this Article and to make non-binding recommendations for change to the parties.

(d)         Reimbursement Preferences—Fiscal 2010-The total payments made by the Committee pursuant to this paragraph 19.1 for Fiscal 2010 (July 1, 2009 through June 30, 2010) shall under no circumstances exceed eighty thousand dollars ($80,000) and said total sum shall be allocated among Pools 1, 2 and 3 above as follows:

Pool 1$30,000 ($15,000 for Pool la and $15,000

for Pool lb)

Pool 2$30,000

Pool 3$20,000

(Eligibility, preferences and methodology for reimbursement shall be the same as for monies paid in Fiscal 2009 unless otherwise agreed by the parties.)

19.3       Change paragraph 19.3 to read:

19.3       Upon application to the Superintendent, otherwise qualified professional employees shall be granted assistance of up to two (2) thousand dollars ($2,000) for the purpose of seeking certification through an approved alternative education program.

14.   Article XXIV - Insurance and Annuity Plan

24.1       Change subparagraph (a) to read:

(a)         A $ 10,000 term life insurance plan;

15.   Article XXIX - Early Retirement Incentive

Change paragraph 29.6 to read:

29.6       here will be a freeze on the foregoing Early Retirement Incentive Program with no cost to the School Committee for the 2007-2008, 2008-2009, and 2009-2010 school years. Said program may be reinstated only following the mutual written agreement of the parties.

16.   Article XXX—Alternative Longevity Plan

Change the fourth and fifth paragraphs of said Article XXX to read as follows:

"Employees who elect to receive the benefits of this Article must, as a condition of receiving the same, irrevocably agree to waive any and all rights they may have to any accumulated unused sick leave payments otherwise payable to them pursuant to Article XV, Section 15.12 at the time of their election and any time in the future thereafter. Any employees who elect the foregoing option prior to progressing onto the maximum longevity tier (S3), e.g. the longevity tier normally attainable after having completed twenty-five (25) years of continuous service in the Marshfield Public Schools, must also agree as a further condition of receiving the benefits hereunder to forever relinquish any future increases in salary which would otherwise be payable to them as a result of their progression onto said maximum longevity tier. Employees who have completed twenty-five (25) years of continuous service at the time of their election of the benefits hereunder shall suffer no reduction in salary payments and shall not be required to forfeit any so-called maximum longevity tier (S3) benefit.

Employees who fulfill the foregoing conditions and make the irrevocable election to receive the benefits of this Article shall receive a longevity buy-back payment of $4,500 in each of the three (3) consecutive school years of service by them following said initial election (with the sole exception of those employees electing to receive their first payment in the 2000-2001 school year), in addition to any across-the-board salary increases otherwise payable. Said longevity buy-back payments shall under no circumstances be increased by any across-the-board or so-called "cost-of-living" percentage increases but shall be added to employees' salaries following the implementation of any such increases. Following receipt of the longevity buy-back payments set forth herein, employees who elected to receive the same shall have their salaries revert to the appropriate annual step level payment, subject always to their irrevocable forfeiture of any future payments for accumulated sick leave and their inability to receive any subsequent maximum longevity tier payments upon attaining twenty-five (25) years of continuous service regardless of horizontal salary column movement. Effective September 1, 2005, the longevity buy-back payment hereunder shall be increased to $5,500; said increased payment(s) shall be made to all employees whose initial participation in said plan begins during the 2005-2006 school year and shall also be applied prospectively to all employees who are, at that time, in their second or third year of participation. No payments shall be made retroactively."

17.       Article XXXI - Duration

Change the first sentence to read:

"This Agreement shall be effective as of September 1, 2007 and will continue in full force and effect until August 31, 2010."

Change the remaining dates in the Duration Article to be consistent with the new first sentence of this Article.

18.       Appendix A (i) - Teacher Salary Schedule

Attached hereto and incorporated herein by reference are the Teacher Salary Schedules for the 2007-2008, 2008-2009, and 2009-2010 school years reflecting the changes outlined in greater detail below:

Effective September 1, 2007, for the 2007-2008 School year, the Teacher's Salary Schedule shall be modified as follows:

1.                     A uniform, twelve (12) step Teachers Salary Schedule shall be created by deleting from the existing salary schedule Steps 10, 11, 12 and 13 of each of the Bachelors and Bachelors +15 salary columns, and by deleting Steps 13, 14, and 15 from each of the remaining salary columns of the existing salary schedule, e.g. from each of the Masters through Doctorate columns; and

2.                     New Steps 10, 11 and 12 shall then be added to the existing Bachelors and Bachelors +15 columns as follows:

Bachelors (B)         Bachelors +15 (B+15)

Step 10                    $54,314                         $55,231

Step 11                    $55,000                         $55,917

Step 12                    $56,372                         $57,289

3.           In addition to the foregoing, effective September 1, 2007, Steps 1 through 12 of each of said modified salary columns shall be increased by the application of an across-the-board two (2) percent (2%) salary increase. Also effective September 1, 2007, Step 12 of each of the aforesaid modified salary columns of the Teachers Salary Schedule, including the newly created Step 12 of each of the Bachelors and Bachelors +15 salary columns set forth above (but excluding Steps 1 through 11 of said salary columns) shall then be increased by an additional one (1) percent (1%).

Effective September 1. 2008. for the 2008-2009 School Year, the newly created Teachers Salary Schedule above shall be modified as follows:

Effective September 1, 2008, each of Steps 1 through 12 of each of the columns in the Teachers Salary Schedule above shall be further increased by the application of an across-the-board increase of two (2) percent (2%).

Effective September 1. 2009. for the 2009-2010 School Year, the Teachers Salary Schedule above shall be modified as follows:

Effective September 1, 2009, each of Steps 1 through 12 of each of the salary columns in the Teachers Salary Schedule effective in September 1, 2008, shall be further increased by the application of an across-the-board increase of two (2) percent (2%). In addition to the salary increase effective September 1, 2009 above, effective at the mid-point of the teachers 2009-2010 work year, an additional across-the-board increase of two (2) percent (2%) shall be applied to each of Steps 1 through 12 of each of said salary columns.

Paragraphs 2 and 3—Delete Paragraphs 2 and 3 of Appendix A (i) and re­number the remaining paragraphs accordingly.

Paragraph 9—Change existing Paragraph 9 (newly re-numbered Paragraph 7) to read as follows:

9. (New 7.) Effective September 1, 2007, a new three (3) tier longevity benefit shall be created and eligible professional staff shall have the longevity monies set forth below added to their annual salaries, following the application of any applicable percentage increases, and after having attained the length of continuous service applicable to each tier, on a non-cumulative basis, as follows:

Longevity Tier                         Longevity Payment

S1                                           $1,000

S2                                           $2,000

S3                                           $3,000

Longevity payment of the monies set forth in Tier S1, S2 or S3 shall, in all cases, be based upon total years of continuous service in the Marshfield Public Schools. A teacher shall be eligible to receive the longevity benefit of Tier S1, S2 or S3 after having completed fifteen (15), twenty (20) or twenty-five (25) years of continuous service in the Marshfield Public Schools, respectively. Years of continuous service in the Marshfield Public Schools shall be computed from the teacher's initial date of employment (not hiring), and advancement to the next longevity tier shall occur on the fifteenth, twentieth, and twenty-fifth anniversaries of the teacher's initial date of employment (not hiring). Years of continuous service in one salary schedule column shall continue to be fully credited toward eligibility for advancement to a higher longevity tier in another salary schedule column in the event of horizontal advancement following appropriate course or degree completion. Members on active duty as of August 31, 1975 shall be credited for all previous service in Marshfield and the word "continuous" shall apply only to service credited after August 31, 1975.

Paragraph 12—Delete existing Paragraph 12 in its entirety.

19.         Appendix A (ii)—Ratio Salary Schedule

Delete the first sentence, including the parentheses surrounding it, and substitute in lieu thereof the following:

"All ratios are to be applied to an individual's salary as reflected by his/her placement on the Teacher's Salary Schedule in effect at the time (including any applicable longevity benefit)."

Effective September 1, 2007, delete the existing ratio positions of "SPECIAL EDUCATION TEAM CHAIRPERSON—HIGH SCHOOL" and "SPECIAL EDUCATION TEAM CHAIRPERSON—MIDDLE SCHOOL" together with sub­paragraphs A and B relative to each position and substitute in lieu thereof the following:

"SPECIAL EDUCATION DEPARTMENT HEADS—FURNACE BROOK MIDDLE SCHOOL and MARSHFIELD HIGH SCHOOL

A.          The work year for the Special Education Department Heads at the Furnace Brook Middle School and Marshfield High School shall include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of fifteen (15) days immediately prior to, during, and/or immediately following the teacher work year, as determined by the building principal.

B.          The ratio of a Special Education Department head supervising less than ten (10) teachers shall be 1.13; the ratio of such a Department Head supervising ten (10) or more teachers shall be 1.15.

C.          Each Department Head of Special Education shall supervise and evaluate teachers in their building and under their supervision.

D.          Department Heads of Special Education shall serve as the Chairpersons of all Special Education Team Meetings held pertaining to students within their respective buildings; as a result of assuming such responsibilities, each such Department Head shall have no assigned teaching duties.

E.          Department Heads of Special Education shall be responsible to convene and chair monthly special education articulation meetings with school staff and to follow through on all curriculum recommendations approved by the Superintendent or his/her designee. All such articulation meetings shall occur during early release time."

20.         Appendix A (iii) - Athletic Salary Schedule

Change the first sentence of this Appendix to read:

The following plan uses percentages of a minimum salary of $33,989 for the 2007-2008 school year, $34,669 for the 2008-2009 school year and $35,709 for the 2009-2010 school year, respectively.

21.         Appendix A (iv) - Extra Services Salary Schedule

Add a new Extra Services position to Appendix A (iv) entitled, "After School Enrichment Program Director", with an initial stipend of eight hundred dollars ($800), said stipend to be increased by the same percentages as other Extra Services positions for each year of the new Agreement.

The parties agree that the stipends payable for the Extra Services positions set forth in said Appendix A(iv) for the 2007-2008 school year shall be increased by two percent (2%) for each of the 2007-2008 and 2008-2009 school years, respectively. The stipends payable for the 2009-2010 school year shall be increased by three percent (3%). The new Appendix A (iv) is attached and incorporated herein by reference.

22.         Appendix C (i) - Nurses Salary Schedule

A.          Registered School Nurse Add a new final sentence to said paragraph A:

"Registered School Nurses shall be eligible for longevity payments (N1,N2 or N3) which shall be added to their applicable salaries after having completed fifteen (15), twenty (20) and twenty-five (25) years of continuous service in the Marshfield Public Schools, respectively, as set forth in Appendix C(ii)."

C.          Change the second sentence of Paragraph C to read: "Degree School Nurses shall advance to the appropriate longevity tier (S1, S2 or S3) in the same manner as teachers after having completed fifteen (15), twenty (20), or twenty-five (25) years of continuous service in the Marshfield Public Schools."

D.          School Nurse Supervisor (Head Nurse) Change paragraph D to read:

"D.        The salary of the school nurse who carries out the nursing functions of the school health program and in addition carries the responsibilities of Supervisor (Head Nurse) shall be computed by using the ratio of 1.06 times the appropriate salary on the applicable Nurses Salary Schedule (including any longevity benefit otherwise payable)."

F.           Change paragraph F to read:

"F.         The Registered School Nurses Salary and Longevity Schedule(s) set forth in Appendix C(ii) are derived by computing seventy-five percent (75%) of each step of the Bachelor's Column of the Teachers Salary Schedule(s) and seventy-five percent (75%) of each of the longevity tiers (S1, S2 and S3) applicable to teachers."

The parties are agreed that pursuant to the provisions of newly revised paragraph F of Appendix C (i), the Registered School Nurses Salary and Longevity Schedule(s) shall be set forth in Appendix C (ii) attached hereto and incorporated herein by reference.

23.         Appendix G

Change Exhibit B regarding the After School Enrichment Program Director by deleting the existing paragraph under the heading "Compensation" and substitute therefor:

"As set forth in Appendix A (iv)"

IN WITNESS WHEREOF, the duly authorized Chairperson of the Committee and President of the Association have hereunto set their hands and seals this ______ day of 2008.

Marshfield School Committee                                      Marshfield Education Association

By __________                                        By __________

Carol Shrand, Chairperson                         Sarah Marples, President

Marshfield School Committee                   Marshfield Education Association

APPENDIX C (ii)

REGISTERED NURSES SALARY AND LONGEVITY SCHEDULE(S)

 

 

 

2009-2010

2009-2010

Step

2007-2008

2008-2009

(1st Half)

(2nd Half)

1

$29,125

$29,708

$30,302

$30,908

2

$30,527

$31,138

$31,760

$32,395

3

$31,923

$32,561

$33,213

$33,877

4

$33,326

$33,993

$34,672

$35,366

5

$34,725

$35,420

$36,128

$36,850

6

$36,124

$36,846

$37-583

$38,335

7

$37,525

$38,276

$39,041

$39,822

8

$38,925

$39,704

$40,498

$41,308

9

$41,025

$41,846

$42,682

$43,536

10

$43,547

$44,418

$45,306

$46,212

Longevity Benefit:

N1

$750

After fifteen (15) years of continuous service

N2

$1,500

After twenty (20) years of continuous service

N3

$2,250

After twenty-five (25) years of continuous service

APPENDIX A (iv)

EXTRA SERVICES SALARY SCHEDULE

POSITION

 

 

 

 

2007-2008

2008-2009

2009-2010

High School Drama Director

$4,079

$4,161

$4,286

Band Director

$4,079

$4,161

$4,286

High School Yearbook Advisor/Manager

$4,932

$5,030

$5,181

Stage Band Director

$3,061

$3,122

$3,216

High School Debate Team/Speech Advisor

$2,549

$2,600

$2,678

Musical Production Director

$2,218

$2,263

$2,331

High School National Honor Society Advisor

$1,730

$1,765

$1,818

High School Key Club Advisor

$1,730

$1,765

$1,818

High School Rugby Club Advisor

$1,531

$1,562

$1,609

AFS Advisor

$1,360

$1,387

$1,429

High School Newspaper Advisor

$1,360

$1,387

$1,429

Driver Education Coordinator

$1,360

$1,387

$1,429

Cycling Club Advisor

$1,360

$1,387

$1,429

Chess Club Advisor

$1,360

$1,387

$1,429

High School Audio-Visual Coordinator

$2,463

$2,513

$2,588

Furnace Brook Audio-Visual Coord. (2)

$1,919

$1,957

$2,016

Elementary Audio-visual Coordinator

$1,189

$1,213

$1,249

20 or more rooms (3)

 

 

 

0-19 rooms (2)

 

 

 

Elementary School Technical Assistant

$2,558

$2,609

$2,687

(5 positions)

 

 

 

High School Student Council Advisor

$1,696

$1,730

$1,782

High School Chairperson School Fair

$1,189

$1,213

$1,249

High School Majorette Advisor

$1,189

$1,213

$1,249

High School Math Club Advisor

$1,189

$1,213

$1,249

Science/Ecology Club Advisor

$1,189

$1,213

$1,249

High School Mock Trial Advisor

$1,696

$1,730

$1,782

High School Academic Decathlon

$1,696

$1,730

$1,782

Furnace Brook Yearbook Advisor

$1,021

$1,041

$1,072

Furnace Brook Newspaper Advisor (2)

$1,021

$1,041

$1,072

Furnace Brook Student Council Advisor (2)

$1,021

$1,041

$1,072

Furnace Brook Chairperson School Fair (2)

$1,021

$1,041

$1,072

Furnace Brook Honor Society Advisor (2)

$1,021

$1,041

$1,072

Furnace Brook Chess Club

$1,021

$1,041

$1,072

Furnace Brook Computer Club

$1,021

$1,041

$1,072

Furnace Brook Drama Club

$1,021

$1,041

$1,072

Furnace Brook Science Club

$1,021

$1,041

$1,072

 

POSITION

 

 

 

 

2007-2008

2008-2009

2009-2010

Furnace Brook Math Club

$1,021

$1,041

$1,072

Furnace Brook Craft Club

$1,021

$1,041

$1,072

Furnace Brook Glee Club

$1,021

$1,041

$1,072

Furnace Brook Art Club

$1,021

$1,041

$1,072

Hiking Club Advisor

$1,021

$1,041

$1,072

Furnace Brook Cheerleading Advisor (2)

$1,021

$1,041

$1,072

Senior Class Advisor

$1,696

$1,730

$1,782

Junior Class Advisor

$1,696

$1,730

$1,782

Sophomore Club Advisor

$1,189

$1,213

$1,249

Freshman Class Advisor

$1,189

$1,213

$1,249

Grade Eight Class Advisor

$1,189

$1,213

$1,249

High School Color Guard Advisor

$646

$659

$679

Director of Continuing Education

$3,968

$4,047

$4,168

Summer Program

 

 

 

Director of Continuing Education

$4,107

$4,189

$4,315

Winter Program

 

 

 

After School Enrichment Director

$816

$832

$857

Attendance Officer

$1,654

$1,687

$1,738

*Driver Education Instructor

$26.00/hr

$26.00/hr

$27.00/hr

*Home Tutor

$26.00/hr

$26.00/hr

$27.00/hr

*Elementary Band Instructor

$26.00/hr

$26.00/hr

$27.00/hr

*Intramurals

$26.00/hr

$26.00/hr

$27.00/hr

*Exclude from MBO Process as outlined below

APPENDIX A (i)

TEACHERS SALARY SCHEDULE 2007-2008

 

B

B+15

B+30

M

M+15

1

38,832

39,767

40,700

41,634

42,565

2

40,700

41,634

42,565

43,499

44,434

3

42,565

43,499

44,434

45,363

46,301

4

44,434

45,363

46,301

47,236

48,166

5

46,301

47,236

48,166

49,099

50,032

6

48,166

49,099

50,032

50,968

51,901

7

50,032

50,968

51,901

52,833

53,768

8

51,901

52,833

53,768

54,701

55,636

9

54,701

55,636

56,566

57,498

58,435

10

55,400

56,336

59,366

60,303

61,236

11

56,100

57,035

62,170

63,100

64,034

12

58,074

59,019

65,619

66,561

67,504

 

 

M+30

M+45

CAGS

DOC

1

43,499

44,434

45,363

46,301

2

45,363

46,301

47,236

48,166

3

47,236

48,166

49,099

50,032

4

49,101

50,032

50,968

51,901

5

50,968

51,901

52,833

53,768

6

52,833

53,768

54,701

55,636

7

54,701

55,636

56,567

57,498

8

56,566

57,498

58,435

59,366

9

59,366

60,303

61,236

62,170

10

62,170

63,100

64,034

64,968

11

64,969

65,902

66,836

67,768

12

68,445

69,389

70,333

71,274

Longevity Benefit:

S1        $1,000              After fifteen (15) years of continuous service

S2        $2,000              After twenty (20) years of continuous service

S3        $3,000              After twenty-five (25) years of continuous service

APPENDIX A (i)

TEACHERS SALARY SCHEDULE 2008-2009

 

B

B+15

B+30

M

M+15

1

39,609

40,562

41,514

42,467

43,416

2

41,514

42,467

43,416

44,369

45,323

3

43,416

44,369

45,323

46,271

47,227

4

45,323

46,271

47,227

48,181

49,130

5

47,227

48,181

49,130

50,081

51,033

6

49,130

50,081

51,033

51,988

52,939

7

51,033

51,988

52.939

53,890

54,844

8

52,939

53,890

54.844

55,795

56,749

9

55,795

56,749

57.697

58,648

59,603

10

56,508

57,462

60.553

61,509

62,460

11

57,222

58,176

63.413

64,362

65,314

12

59,236

60,200

66.931

67,892

68,854

 

 

M+30

M+45

CAGS

DOC

1

44,369

45,323

46,271

47,227

2

46,271

47,227

48,181

49,130

3

48,181

49,130

50,081

51,033

4

50,083

51.033

51,988

52,939

5

51,988

52,939

53,890

54,844

6

53,890

54,844

55,795

56,749

7

55.795

56,749

57,699

58,648

8

57,697

58,648

59,603

60,553

9

60,553

61.509

62,460

63,413

10

63,413

64,362

65,314

66,267

11

66,268

67,22

68,172

69,123

12

69,814

70,777

71,739

72,700

Longevity Benefit:

S1         $1,000              After fifteen (15) years of continuous service

S2         $2,000              After twenty (20) years of continuous service

S3         $3,000              After twenty-five (25) years of continuous service

APPENDIX A (i)

TEACHERS SALARY SCHEDULE

FIRST HALF 2009-2010

 

B

B+15

B+30

M

M+15

1

40,401

41,373

42,344

43,316

44,284

2

42,344

43,316

44,284

45,256

46,229

3

44,284

45,256

46,229

47,196

48,171

4

46,229

47,196

48,171

49,145

50,112

5

48,171

49,145

50,112

51,082

52,053

6

50,112

51,082

52,053

53,028

53,997

7

52,053

53,028

53,997

54,967

55,941

8

53,997

54,967

55,941

56,910

57,884

9

56,910

57,884

58,851

59,821

60,796

10

57,638

58,612

61,764

62,740

63,710

11

58,366

59,340

64,682

65,650

66,621

12

60,421

61,404

68,270

69,250

70,231

 

 

M+30

M+45

CAGS

DOC

1

45,256

46,229

47,196

48,171

2

47,196

48,171

49,145

50,112

3

49,145

50,112

51,082

52,053

4

51,084

52,053

53,028

53,997

5

53,028

53,997

54,967

55,941

6

54,967

55,941

56,910

57,884

7

56,910

57,884

58,852

59,821

8

58,851

59,821

60,796

61,764

9

61,764

62,740

63,710

64,682

10

64,682

65,650

66,621

67,593

11

67,594

68,565

69,536

70,506

12

71,211

72,192

73,174

74,154

Longevity Benefit:

S1         $1,000              After fifteen (15) years of continuous service

S2         $2,000              After twenty (20) years of continuous service

S3         $3,000              After twenty-five (25) years of continuous service

APPENDIX A (i)

TEACHERS SALARY SCHEDULE

SECOND HALF 2009-2010

 

B

B+15

B+30

M

M+15

1

41,209

42,201

43,191

44,183

45,170

2

43,191

44,183

45,170

46,161

47,154

3

45,170

46,161

47,154

48,140

49,135

4

47,154

48,140

49,135

50,127

51,115

5

49,135

50,127

51,115

52,104

53,094

6

51,115

52,104

53,094

54,088

55,077

7

53,094

54,088

55,077

56,067

57,059

8

55,077

56,067

57,059

58,049

59,041

9

58,049

59,041

60,028

61,018

62,011

10

58,791

59,784

63,000

63,994

64,984

11

59,534

60,526

65,975

66,963

67,953

12

61,629

62,632

69,635

70,635

71,636

 

 

M+30

M+45

CAGS

DOC

1

46,161

47,154

48,140

49,135

2

48,140

49,135

50,127

51,115

3

50,127

51,115

52,104

53,094

4

52,106

53,094

54,088

55,077

5

54,088

55,077

56,067

57,059

6

56,067

57,059

58,049

59,041

7

58,049

59,041

60,030

61,018

8

60,028

61,018

62,011

63,000

9

63,000

63,994

64,984

65,975

10

65,975

66,963

67,953

68,944

11

68,946

69,936

70,926

71.916

12

72,635

73,636

74,638

75,637

Longevity Benefit:

S1         $1,000             After fifteen (15) years of continuous service

S2         $2,000             After twenty (20) years of continuous service

S3         $3,000             After twenty-five (25) years of continuous service

MEMORANDUM OF AMENDED SETTLEMENT

BETWEEN THE

MARSHFIELD SCHOOL COMMITTEE

AND THE

MARSHFIELD EDUCATION ASSOCIATION

2004-2007

The Marshfield School Committee (hereinafter "the Committee") and the Marshfield Education Association (hereinafter "the Association"), in consideration of the mutual covenants and promises contained herein, hereby agree to amend their Collective Bargaining Agreement covering the period of September 1, 2004 through August 31, 2007, with the following modifications, additions, and deletions only:

1. Appendix A (iv)—Extra Services Salary Schedule

Add a new position, "Attendance Officer", to said Extra Services Salary Schedule with the following stipend(s) per school year:

2004-2005     2005-2006       2006-2007

Attendance Officer                    $1,622             $1,622              $1,622

IN WITNESS WHEREOF, the duly authorized Chairperson of the Committee and President of the Association have hereunto set their hands and seals this _________ day of _____, 2008.

Marshfield School Committee                                       Marshfield Education

Association

By___________________                                     By______________________

Carol Shrand, Chairperson                                      Sarah Marples, President

Marshfield School Committee                                 Marshfield Education Association