CONTRACT

 

BETWEEN THE

 

MEDFORD TEACHERS ASSOCIATION

 

AND

 

THE SCHOOL COMMITTEE,

 

CITY OF MEDFORD

 

 

 

“Dedicated to the Education of Medford Youth”

 

 

 

September 1, 2007 through June 30, 2010

 

 

AGREEMENT

 

BETWEEN

 

CITY OF MEDFORD SCHOOL COMMITTEE

 

AND THE

 

MEDFORD TEACHERS ASSOCIATION

 

                                                                                                       

 

The following Agreement by and between the City of Medford School Committee, hereinafter referred to as the “Committee,” and the Medford Teachers Association, hereinafter referred to as the “Association,” is designed to maintain and promote a harmonious relationship between the Committee and such of its employees covered by this Agreement in order that a more efficient and progressive public service may be rendered.

ARTICLE 1

RECOGNITION

 

The Committee recognizes the Association for the purpose of collective bargaining as the exclusive bargaining representative for the employees in the following unit:

 

Regularly appointed classroom teachers, guidance counselors, adjustment counselors, librarians and coaches who are teachers in the Medford Public Schools, but not including the Evening Academic or Vocational School Programs, the Community Schools Program and the Adult Homemaking & Crafts Program.

 

 

ARTICLE 2

MANAGEMENT RIGHTS

 

Nothing in this Agreement shall be construed in any way to alter, modify, change or limit the authority and jurisdiction of the School Committee, as provided by the Massachusetts Constitution, the General Laws of Massachusetts, the Decisions of the Supreme Judicial Court of the Commonwealth of Massachusetts, or the laws of the United States, or any law or order pertinent thereto.

 

During the term of this Agreement, except as expressly provided otherwise therein, the determination and administration of educational policy, the operations of the schools and the direction of the staff are vested exclusively in the School Committee; provided, however, should the School Committee plan a substantial change of policy not covered by this Agreement which affects the wages, hours and other conditions of employment of the employees covered by this Agreement, then the School Committee shall notify the Association regarding said change and shall meet to negotiate change.  Nothing herein shall be construed to require the School Committee to submit to arbitration, as provided by this Agreement, any matter so discussed.

 

 

ARTICLE 3

NO STRIKE CLAUSE

 

The Association, on its own behalf and on behalf of each of the employees that it represents, hereby agrees and covenants that it will not authorize, approve, participate or in any way encourage any strike, work stoppage, slowdown or withholding of services in whole or in part, and including paid extra hour services, from the employer, City of Medford School Committee and the City of Medford. In the event that the existing statute (General Laws, Chapter 150E, Section 9A (a)) changes, then the parties shall meet to renegotiate this article.

 

 

ARTICLE 4

GRIEVANCE PROCEDURES

 

A grievance is a complaint by one or more employees which may arise concerning wages, hours, and conditions of employment of any employee covered by this Agreement and shall be settled in the following manner:

 

Step 1.   An aggrieved employee shall discuss his/her grievance with the grievance committee of the Medford Teachers Association. If the teacher and the Association cannot resolve the grievance, it shall move to the next step.

 

Step 2.   Within forty-five (45) school days of the occurrence or first awareness of the alleged grievance, the employee with a grievance or the Association will officially file a grievance in writing on a form to be provided by the Superintendent of Schools with his/her principal or immediate supervisor. Within five (5) days of filing, the principal or immediate supervisor shall meet with the grievant with the objective of resolving the matter; a representative of the Association may be present. If the grievance is not resolved, the grievant may present the grievance on the form provided to the Superintendent of Schools.

 

Step 3.   The Superintendent, within ten (10) school days after receipt of the written grievance, shall meet with the aggrieved employee and representatives of the Association in an effort to resolve the matter. The Superintendent shall notify the employee and the Association in writing of his disposition of the matter within ten (10) school days of this meeting. If the grievance is still unresolved, the employee, within ten (10) school days of receipt of the Superintendent’s answer, may present his grievance, which shall be in writing, to the School Committee.

 

Step 4.   The School Committee at the next Regular School Committee meeting scheduled at least three (3) school days after receipt of the written grievance, shall meet with the aggrieved employee and representatives of the Association in an effort to resolve the matter. The School Committee shall thereafter notify the aggrieved employee and the Association in writing within ten (10) school days, as to the result of their deliberations.

 

Step 5.   If the grievance still remains unresolved between the School Committee and the Association, then either party may submit the matter to arbitration within ten (10) school days of the School Committee’s response in Step 4, pursuant to the Labor Arbitration Rules of the American Arbitration Association, provided, however, no grievance shall be submitted to arbitration that:

 

5.1       Involves a matter outside the scope of the express terms of this Agreement, notwithstanding the fact the matter may have been discussed as a grievance in Steps 1 through 4.

 

5.2       Involves a matter which has not been presented timely according to the time limitation is as set forth herein, unless modified in writing by the mutual consent of the parties

 

Grievances pending or grievances which may arise during the summer vacation period shall be held in abeyance until the opening of school in September and then shall be processed in accordance with the provisions of this Article.

 

Nothing in this Agreement shall be construed as to obligate the parties to arbitrate the unresolved matters in any future negotiation or opener thereof, to be entered into upon the termination, opening or reopening of this Agreement.

 

The arbitrator chosen shall have no power or authority to add to or subtract from, or modify any of the terms of this Agreement.  The decision of the arbitrator shall be final and binding upon the parties, subject to the provision of General Laws, Chapter 150C.  The costs of the arbitration shall be shared equally by the Committee and Association.

 

 

ARTICLE 5

SALARIES

 

A.    The salaries of all persons covered by this Agreement are set forth in Appendix “A” which is attached hereto and made a part hereof.

 

B.    Salaries shall be paid every second week in accordance with the present practice.  All twenty-six paychecks shall reflect the blended annual rate of pay.

 

C.    All teachers will receive the remainder of their yearly salary on the last day of school.

 

D.    No teacher shall be denied an increment except for reasonable cause.

 

E.     A high school teacher who teaches a 7th period or an additional one (l) period course per week over a six-day cycle shall be paid an annual stipend of $1,000.  The selection of teachers to teach extra classes beyond the contractual maximum shall be made on the basis of the following criteria: 1) teacher volunteers; 2) teacher available at the required time; 3) teacher is certified in the subject area and is competent to teach the specific subject (i.e. foreign language, instrument lessons or ensemble, etc), 4) the teacher is assigned a full workload of classes. A teacher shall not be offered a second extra class until all other eligible and interested teachers have had an opportunity of teaching at least one extra class. If all other criteria have been met and more than one teacher remains eligible, the decision shall be made at the discretion of the administration.

 

 

ARTICLE 6

TEACHING HOURS AND TEACHING LOAD

 

A.    Hours.

 

1.     Elementary

 

The workday of classroom teachers shall begin ten (10) minutes prior to the regular starting time in the particular school. Teachers will remain until 3:00 p.m. two (2) days per week, 2:45 p.m. two (2) days per week, and 2:35 p.m. on the day student dismissal is 1:30 p.m.

 

On one afternoon per week elementary school pupils in grades K through five shall be dismissed at 1:30 p.m. following a thirty (30) minute lunch period which shall be duty free for teachers. All teachers must remain until 2:35 p.m., using the remainder of the day for remedial help, special pupil projects, individual parent teacher conferences, and class preparation time. These afternoons may be set aside by the Superintendent of Schools for professional workshops and improvement. These afternoons shall be carried out so long as it does not conflict with regulations set by the Department of Education and the School Committee. The Association agrees that the scheduled instructional hours shall not fall below 905 instructional hours per year as provided in the elementary school schedule.

 

Teachers will be released at 12:00 noon on the following days:

 

the day before Thanksgiving

the day before the Christmas holiday break

the last day of school

 

Should the day before the Christmas holiday break fall on a day other than a Wednesday, schedules will be rearranged to flip flop the noon release day with the Wednesday schedule for that week.

 

2.     Middle Schools

 

The work day of classroom teachers will be from 7:50 a.m. (10 minutes prior to homeroom) to 2:30 p.m. three (3) days per week, and from 7:50 a.m. to 3:00 p.m. two (2) days per week.

 

On twelve (12) Early Release days, students will be dismissed at 12:00 noon.

 

3.     High School

 

The work day for classroom teachers will be from 7:40 am. (five minutes prior to homeroom) to 2:23 p.m. four (4) days per week, and from 7:40 a.m. to 3:00 p.m. one (1) day per week. All high school teachers shall teach a maximum of twenty-six (26) periods per six-day cycle except Physical Educational Health teachers who shall teach twenty-eight (28) periods per six-day cycle; however, physical education/health teachers shall not be required to substitute.

 

On twelve (12) Early Release days, students will be released at 12:00 noon.

 

The 1997-1998 school year will be a one-year transition for individual teachers not teaching a maximum teaching duty schedule.

 

Vocational High School

 

The workday for teachers will be from 7:40 a.m. (5 minutes before homeroom) to 3:00 p.m. Monday through Thursday, and from 7:40 a.m. to 2:30 p.m. on Friday.

 

Vocational teachers with less than a maximum teaching load may be assigned up to a maximum of five (5) duty periods per week

 

4.     Nothing herein shall be construed to prohibit the School Committee, Superintendent, principal and/or a supervisor from requiring teachers to work before or after said hours as the needs or legal obligations of the school shall require.  Such requirement shall not be capricious, and shall be limited to reasonable and necessary situations.

 

B.    Work Year

 

The work year shall be between September 1 and June 30 as determined by the School Committee. Teachers shall be required to be in attendance a period not to exceed 182 days, plus an additional day for professional development effective July 1, 2001 except in the case of a new teacher wherein 186 days shall be required. Exceptions to the provision may be made in order to comply with the requirements of the State Board of Education or any other applicable provision of law, in which case the parties shall meet forthwith to negotiate the effect of said exception.

 

C.    Lunch Periods

 

All teachers shall be given a duty-free lunch period of thirty (30) minutes. Nothing in this provision shall be construed to cause the reduction of the lunch period of any teacher. Should the School Committee, in order to comply with this provision, determine that it is necessary to extend the school day for students and the teachers’ workday, then it will notify the Association which may, at its option, determine whether to extend the school day in order to comply with this provision or to retain the present school day and have a shorter lunch period than the agreed upon thirty (30) minutes stated herein.

 

D.    Elementary School Recess

 

Teachers in the elementary schools shall be granted a duty free recess period, every other day, in the elementary schools whenever it is feasible to schedule same at the particular school involved.

 

E.     Teachers may be required to remain after the close of school without additional compensation for a total of two and one quarter hours per month for team evaluations or other professional staff meetings, provided written notice is given to the teacher four school days prior to the meeting with an explanation of the purpose of the meeting. However, the total time may not be divided into more than three meetings per month.

 

Teachers may be required to attend two (2) evening meetings, for a duration of not more than two (2) hours each, per year. In addition, High School teachers will be required to participate on a rotating basis, in one night of Graduation exercises. (Said participation shall be approximately once every four years.)

 

F.     Preparation Periods

 

1.     High School/Middle Schools

 

All High School teachers shall be guaranteed a minimum of ten (10) preparation periods per six-day cycle except Physical Education/Health teachers who shall be guaranteed eight (8) preparation periods per cycle. No teacher shall be expected to teach more than five (5) periods per day unless they volunteer to do so for which they will be compensated at the annual rate of $1,000 annually per period. Teachers shall not be caused to lose their preparation period to cover other school related situations, excepting an unforeseeable need to replace others or in the event of an unforeseeable emergency situation, including the unavailability of substitute teachers, in which case no pay shall be needed. Otherwise, for the loss of such periods, teachers shall be compensated at the rate of $25.00 per period. The parties agree that there will be no claim for partial loss of a preparation period on the secondary level, if such partial loss is six minutes or less, provided (1) the administration gives a week’s notice in writing of any altering of the regular schedule; and (2) the administration consolidates the activities so there is a minimum of these activity periods. Any violation of the above stipulations will result in a reversion to the arbitrator’s award.

 

2.     Secondary school teachers will not be required to teach more than two (2) subjects, no more than a total of three (3) teaching preparations within each of said subjects at any one time. Exceptions to this provision may be made for good cause, in which case the Superintendent shall notify the President of the Association and indicate the reason therefore.

 

3.     Community Service Learning is recognized as a valuable educational tool, mandatory for high school students. Teacher creation of Community Service Learning offerings, however, shall be voluntary and open to all Association members at all levels; teachers whose offerings are utilized and implemented shall be compensated an annual stipend of $1,000.

 

4.     Middle School Core Team Teachers shall receive nine (9) preparation periods per week. Six (6) shall be used for individual preparation periods. Two (2) preparation periods shall be used for Core Team meetings. The Core Team shall be defined as the teachers of English, Math, Social Studies, Science and Special Education. One (1) preparation period shall be used for a co-teaching preparation. All non-Core teachers shall receive six (6) individual preparation periods.

 

5.     Elementary Preparation Time

 

Regardless of teaching assignment there are only two categories of elementary teaching personnel: elementary teacher specialist and elementary teacher.

 

A. All elementary teacher specialists, including but not limited to Special Education, ESL, Title 1, Remedial Reading and Bilingual shall receive three (3) hours of unassigned time during each week to be scheduled in three (3) one hour blocks or four (4) forty-five (45) minute blocks. The schedule is to be worked out with the principals of the respective schools.

 

B. Beginning with the l998-1999 school year, all elementary classroom teachers shall receive a cumulative total of three hours and forty-five minutes of unassigned time during each week scheduled in minimum blocks of at least thirty (30) minutes.  At each building, the principal with the advice and consent of that building’s faculty can recommend that the three hours and forty-five minutes of unassigned time during each week be divided into either 1) five 45-minute periods; or 2) three 60-minute periods and one 45-minute block or 3) two 60-minute blocks and two 30 minute and one 45-minute block. This recommendation is then subject to approval by the Superintendent of Schools. Preparation time shall not include current time allowed to teachers for lunch and recess.  Preparation time will include any time provided by specialists and/or other program staff during which an elementary teacher is not required to be in the room.  Loss of any of this time during any school year by an elementary teacher or elementary teacher specialist will be compensated at the rate of $25.00 per period. (A period is to be considered not less than forty (40) minutes nor more than sixty (60) minutes).  Any full period different from the period so defined will be compensated on a proportionate basis. The Association agrees to allow the Medford Public Schools to employ no more than nine (9) non-unit personnel for the specific purpose of providing forty-five minutes (45) additional preparation time for the elementary classroom teachers, K through grade five. These non-unit personnel are in addition to the nine (9) program aides referenced in Article 6, Section F., 5B, par. 2.

 

Preparation time will be provided by specialists in a wide range of curriculum areas including, but not limited to, Physical Education, Health Education, Computer Education, Science Education, Language Arts Education, Social Studies Education, Mathematics Education, and Art and Music Education. All such time provided will count toward the three hours and forty-five minutes of preparation time. It is agreed that the Medford School Committee will be allowed to use up to nine (9) Program aides for the duration of this agreement; it is further agreed that teachers with professional teacher status currently assigned in these specialist areas shall be grandfathered and shall not be displaced unless as a result of a voluntary transfer. Subsequent to that time, all elementary preparation time will be covered by certified teachers who are eligible for membership to the Medford Teachers Association. On days when a teacher is involved in a field trip there will be no compensation provided for the loss of such time. Scheduled time lost by virtue of classroom teacher absenteeism will not be made up.

 

The schedule for unassigned preparation time will be worked out cooperatively between teacher specialists, classroom teachers, and principals of the respective schools in conjunction with Central Administration and the various directors, department heads and/or supervisors. Teachers will work closely with the principal of their respective building to facilitate the work of specialists and other personnel used to relieve teachers in this process. Final determination shall be made by administration.

 

This program will begin each year on the second day of the academic year and conclude on the 180th academic day.

 

G.    Extracurricular Activity.

 

Teacher participation in extracurricular activities after school shall, in general, be voluntary.

 

Teachers may be assigned an extracurricular activity during the school day in lieu of an instructional period or periods.

 

H.    On early release days for in-service programs, administration may require teacher attendance. For the 1994-l995 school year, teachers may be required to attend two in-service trainings; for the 1995-1996 school year, teachers may be required to attend three in-service trainings; for the 1996-1997 school year, teachers may be required to attend four in-service trainings. The mandatory attendance of this section will expire at the end of the 1996-1997 school year.

 

 

 

 

 

 

ARTICLE 7

JOB SECURITY AND CLASS SIZE

 

A.    The Committee and the Association agree that no teacher with professional status on staff at the date of the execution of this contract will be terminated from employment by the Committee for any reason other than dismissal pursuant to the procedure set out in Massachusetts General Laws, Chapter 71, Section 42, for so long as class sizes, as set out in Section B, are exceeded in the areas of education in which the particular teacher with professional status has established seniority.

 

In the event a teacher with professional status or teachers without professional status leave the system for any reason other than death or retirement, the positions will be filled by the same number of replacements, subject to the above limitations. The Committee and the Association agree that no teaching position held by a non professional status teacher on staff at the date of execution of this contract will be eliminated by the Committee for so long as class sizes as set out in Section B, are exceeded within the specific area and level of education within the school system in which the teaching position exists, except in cases of death or retirement.

 

It is understood, agreed, and recognized by both parties that as of the effective date of this contract, various class sizes throughout the school system may in fact exceed the class levels as set forth in Section B, but that this circumstance shall not constitute a contractual violation.

 

Further, it is agreed that if there is any change in the current number of specialist positions which diminishes the amount of available preparation time to the elementary teachers, the Committee will make immediate provisions to insure that preparation time for teachers shall not be diminished.

 

For the duration of this contract, the parties agree that positions vacated by death or retirement of members of the bargaining unit alter September 1, 1978, may be eliminated or left vacant by the Committee even if such action results in the exceeding of the class size levels as set out in Section B.

 

B.    Class Size Levels:

 

MEDFORD HIGH SCHOOL / VOCATIONAL SCHOOL

 

Academic Subjects: English, Social Studies

Mathematics, Foreign Language            25 Max av. per teacher

 

Guidance (Counselors will only teach

the students who are assigned to a

class for which they are responsible)     25 Max av. per class

 

Science                                                   24 Max per class

 

Art                                                           25 Max per class

 

Vocational Shop Subjects                      18 Max per class

 

Physical Education                                         30 Max av. per teacher

 

Driver Education                                    35 Max per class

 

Music:     Band                                        150 Max per class

                Chorus                                     100 Max per class

 

MIDDLE SCHOOLS

 

Academic Subjects: English, Social Studies,

Mathematics, Foreign Languages          25 Max av.  per teacher

 

Science                                                   25 Max av.  per teacher

 

Art                                                           25 Max av.  per teacher

 

Physical Education                                 30 Max av.  per teacher

 

Music:     Band                                        90 Max per class

Chorus                                     75 Max per class

General Music Class               25 Max av. per teacher

 

ELEMENTARY SCHOOLS

 

K-1                                          25 Max av.  per grade per teacher

2-5                                           27 Max av.  per grade per teacher

 

When an individual elementary school class exceeds the following numbers, an Instructional Aide will be provided for that class:

 

K                                                     25

Grades l & 2                           30

Grades 3 - 5                            33

 

Once the class size levels as set out in this section have been attained in a particular subject area or category in a particular school building in either the elementary or secondary level, the following provisions shall take effect:

 

1.  The School Committee may reduce the number of teaching positions, provided that the class size figures listed herein shall not be exceeded as a direct result of said reductions.

 

2.  Increased enrollments causing the exceeding of the class size levels contained herein shall not be construed to be the direct result of a prior elimination of staff positions effectuated by the School Committee in accordance with the provisions of Section A.

 

3.  The interpretation of this provision shall be based upon succeeding academic years from October 15 to October 15, on a school-by-school basis for the elementary level.

 

C.    The administration shall have until October 15 of each school year in which to make necessary adjustments in class sizes. The Committee cannot be charged with a violation of this Article during this period of time.

 

D.    Seniority

 

The Association and the Committee recognize that under certain circumstances it may become necessary to lay off a member of the bargaining unit.  In the event that this necessity arises, all bumping and layoff rights will be enforced according to seniority as described herein and in Massachusetts General Laws, Chapter 71, Section 42.  To maintain seniority a staff member must maintain a valid teaching certificate in the field.

 

1. For the purpose of this article, seniority is defined to be the length of continuous employment of a teacher with professional status within a particular department measured from the date on which the Committee voted employment in the unit. Should an individual resign from the school system, seniority shall be lost. In the event such an individual reenters the bargaining unit, seniority would be computed from the date of reentry into the unit.

 

Seniority is specifically to be computed as follows:

 

a.     All seniority shall be listed in terms of years and months of accrued service based upon 1.0 equaling 1 year and .1 equaling  1 month service (based on a 10-month school year).

 

b.     All seniority earned prior to June 30, 1986, shall be given full credit as computed under prior contracts. Individuals with equal seniority accrued prior to June 30; 1986, shall have their respective seniority determined by the original date of appointment.

 

c.     Seniority and recall lists are to be compiled by the administration and forwarded to the president of the Association by November 1st of each academic year.

 

d.     In the event of equal seniority, the member with the higher educational credits shall be declared more senior.  In the event that two or more members have equal seniority and educational credits, the judgment of the  Committee shall prevail.

 

e.     Seniority shall not accrue, but shall not be broken by leaves of absence including involuntary leaves of absence (RIF). Notwithstanding anything to the contrary, each teacher shall be entitled to one leave of absence for up  to one full year for any reason. During such leave seniority shall accrue.

 

f.      Part-time teaching positions (for a full year) shall accrue partial yearly seniority as follows:

 

1)     Teachers will be awarded credit on the seniority list based upon their budgetary compensation at all levels.

 

2)     A teacher assigned full compensation will receive 1.0 for seniority in the specific year.

 

3)     A teacher assigned a fraction of 1.0 will be assigned the very same fraction for seniority in the specific year.

 

4)     In no event shall an individual earn more than 1.0 in a specific year.

 

5)     Individuals teaching split schedules may choose to put their seniority in one department.

 

6)     Full-time teachers currently teaching split schedules after June 1986, shall continue to accrue full seniority in each department for as long as they continue with said schedule.

 

g.     Full time teachers hired for less than a full school year shall receive seniority at the rate of .1 year for each month or part thereof worked.

 

h.     Teachers who are hired after June 30, 1986, who teach fewer than five classes per week in any one department shall accrue no seniority in that department unless that department is the only one in which they teach.

 

i.      In the event that a teacher is assigned a teaching schedule involving assignments in more than one department, that teacher may, at his/her option, elect to have all of his/her seniority placed in one department.

 

E.     Layoff

 

1.     Reductions in force may be effected up to October 1st of any work year. Notwithstanding the October 1st deadline, the School Committee shall have the right to reduce vacant positions provided such reductions do not violate the class size provisions of the agreement.

 

2.     Any teacher with professional status who is a member of the bargaining unit and is to be laid off according to the provisions of this Article shall be considered to be on a leave of absence without pay for a period of one year from the effective date of that layoff

 

3.     No teacher with professional status who is a member of the bargaining unit shall be laid off if there is a less senior member within the same department in which the senior member has accrued seniority.

 

4.     Any member of the bargaining unit who is to be laid off according to the provisions of this Agreement will be notified in writing in accordance with the provisions of Massachusetts General Laws, Chapter 71, Section 42.

 

5.     In the event part-time positions become necessary, they shall first be offered to volunteers within the bargaining unit. If more than one person volunteers, the most senior staff member shall be given preference subject to approval by the administration. If there is no volunteer, the part-time position shall be assigned to the least senior member of the department.

 

F.     Recall

 

1.     Teachers with professional status who are members of the unit shall be recalled to positions for which they are qualified and certified. Qualified is to be determined by the Superintendent of Schools.

 

2.     During the recall period of one full calendar year, a member on recall will be placed, if he/she so desires, on a preferential list and individuals on that list will be given first refusal of substitute positions.

 

3.     If more than one assignment is available to a teacher with professional status who is on layoff, the teacher will be offered the assignment more closely related to the assignment held by the teacher at the time of his layoff.

 

4.     If a regular full-time appointment within the individual’s area(s) of seniority is refused by a member on layoff, then all further recall rights by said member shall be deemed waived.

 

5.     If a member accepts any appointment to an assignment outside of the area from which that member was laid off, then no seniority shall accrue during the one-year layoff period. Conversely, should a member accept any position within the department from which he has been laid off, then seniority shall accrue in accordance with the provisions above. In the event, however, that at the end of the layoff period, the affected teacher shall be allowed to accrue seniority within that department as of the first day of assignment into that department.

 

G.            The provisions of this Article pertain only to members of the Association’s bargaining unit.

 

 

 

 

 

ARTICLE 8.

NON-TEACHING DUTIES

 

A.            The Committee and the Association acknowledge that a teacher’s primary responsibility is to teach and that his/her energies should, to the extent possible, be utilized to this end.

 

Assignment of teachers for non-teaching duties will be made on a reasonable basis; however, there shall be no additional assignment of duties beyond the present practice.

 

Elementary, Middle School and Vocational teachers will keep daily attendance in registers which will be balanced for each reporting period by the office staff of the respective schools

 

The Committee will endeavor, when possible, to require contractors to assume the responsibility for collecting sums for various purposes in lieu of the teacher performing this task, provided the added cost of collection is not so prohibitive as to discourage the sale of the particular item involved.

 

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

 

C.    The President and Vice President of the Medford Teachers Association shall receive no non-teaching duties

 

 

 

 

ARTICLE 9

TEACHER RE-EMPLOYMENT

 

A.            Teachers who receive leave at the close of a school year will, upon returning to the system, receive full credit in the salary schedule for all accredited full time outside teaching experience, military experiences, and Peace Corps, not to exceed three (3) years, Teachers who have not been engaged in teaching on a full-time basis will, upon return to the system, be restored to the next position on the salary schedule above that which they left.

 

It is agreed that the intent, implementation and objective of this paragraph is not to grant professional status to any teacher during the taking of such leave, which professional status is governed by the statutory law of the Commonwealth of Massachusetts and vested exclusively in the School Committee.

 

B.    Previously accumulated unused sick leave days will be restored to said resuming teachers.

 

 

ARTICLE 10

TEACHER ASSIGNMENT

 

A.            Teachers will be notified in writing of their programs for the corning year, including the school to which they will be assigned, the grades and/or subjects that they will teach, and special or unusual classes that they will have, not later than (1) week before the close of school; provided, however, exceptions and revisions may be made as a result of unexpected resignations, death, other termination of employment, and sudden and substantial increase or decrease in pupil enrollment or delayed passage of the City budget.

 

Wednesday afternoon schedule for elementary school teachers will stay at 2:00 p.m. for student dismissal for the remainder the 1997-1998 school year.  The 1:30 p.m. schedule will go into effect beginning school year 1998-1999.

 

The high school non-teaching duties will be discontinued beginning with the 1998-1999 school year.

 

The provision which sets the average class size and composition for all assignments for guidance counselors will go into effect school year 1998-1999.

 

B.    In order to assure that pupils are taught by teachers working within their areas of competence, teachers will not be assigned outside the scope of their teaching certificate or their major or minor fields of study. Exceptions to this provision may be made for good cause, in which case the Superintendent shall notify the President of the Association and indicate the reason, therefore.

 

C.    To the extent possible, changes in grade assignment in the elementary schools and in subject assignment in the secondary schools will be voluntary.  Changes in assignments in the following departments do not constitute transfers as intended in Article 10 D.2 and 10 D.3: K-8 Art; K-5 Physical Education; AV; Media; Bilingual/ESL/Multicultural; Counseling; K-8 Librarian; and Music.

 

D.            Although the Committee and the Association recognize that the transfer of teachers may be necessary, they also recognize that frequent transfer can be disruptive to the educational process. Therefore, the parties agree to the following procedures

 

1.     All teachers shall have the right to volunteer for open positions within their certifications. All volunteers may be interviewed by the appropriate administrator(s) prior to an appointment to the position. All volunteers must apply in writing by the closing date for the position or within five days of posting for positions described as “immediate opening” without a deadline for application. Volunteers are not guaranteed open positions.

 

2.     When involuntary transfers of teachers with professional status from their current assignments to a new assignment is necessary, a teacher’s area of certification, major or minor field of study, teaching experience and seniority shall be considered in determining which teacher is transferred.  When all these criteria are equal, seniority shall prevail.

 

3.     An involuntary transfer shall be made only after a meeting between the teacher involved and the Superintendent (or his designee), at which time the teacher shall he notified of the reasons for the transfer. In the event the teacher objects to the transfer, the teacher may notify the Association of the disagreement. The Association, after review of the transfer, may request a meeting with the Superintendent (or his designee), who will meet with the Association’s representative to discuss the transfer.

 

4.     Notice of transfer will be given to teachers as soon as practicable, and under normal circumstances not later than June 30.

 

5.     A change in status file will be established so that teachers who wish to voluntarily transfer from the close of school one year to the opening of school the next year may have their preference on file. When vacancies occur, this file will be consulted and applicants will be considered volunteers according to Section 1.  Change of status applications must be filed no later than June 30 and will automatically expire on the first day of the school year the next year.

 

E.     In arranging schedules for classroom teachers who are assigned to more than one school, an effort will be made to limit the amount of inter school travel. Such teachers will be notified of any changes in their schedules at once.

 

Compensation for travel expenses shall he at the rate of 27.5 cents per mile

 

F.     Teacher assignments will be made without regard to race, age, creed, color, religion, nationality, gender, marital status, or sexual orientation.

 

 

ARTICLE 11

FILLING OF POSITIONS

 

1.     A.    All vacancies in positions and newly created positions in the Collective Bargaining Agreement shall be posted within ten (10) working days at each school building and with a COPY sent to the president of the union. Positions may be filled on a temporary basis until the hiring process is completed. From the end of the school year to the opening of school in the next year, any positions which become vacant, or newly created positions, will be posted on the Medford Public Schools’ website.

 

B.     With regard to all promotional vacancies to be filled (i.e., other than a classroom teaching position) occurring on or after June 1st for the next school year, the Superintendent shall post notice of the promotional vacancy in his office and a copy sent to the President of the Medford Teachers Association and to those teachers who have left self-addressed envelopes with the Superintendent for this purpose.

 

2.     Any teacher interested in said position should notify the Superintendent of Schools within two (2) weeks after the notice is posted, indicating his/her interest, availability and any special qualifications which the teacher may possess.

 

3.     After the expiration of the posting period, the Superintendent shall fill said vacancy. The decision of the Superintendent shall be final and shall not be subject to the grievance and arbitration provision of this Agreement.

 

4.     This article shall not apply to filling of vacancies occurring during the school year.

 

5.     Notice of transfers or changes in assignments shall be given by the Superintendent to the teachers involved as soon as reasonably possible.

 

 

ARTICLE 12

TEACHER EVALUATION

 

“The major purpose of teacher evaluations is to improve the professional performance of the teacher being evaluated, thereby enhancing the quality of teaching in the City of Medford.  Other Department of Education requirements as to purpose are incorporated by reference.”

 

A.            All observation of the work performance of a teacher will be conducted openly. The use of public address or audio systems without the knowledge of the teacher involved, shall be prohibited. The School Committee will observe the provisions of General Laws, Chapter 71, Section 42C regarding personnel folders.

 

B.    Any complaint regarding a teacher made to any member of the administration by any parent, student, or other person will be promptly called to the attention of the teacher before any disciplinary action is taken, if necessary.

 

C.    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, he/she will be entitled to have a representative of the Association present.

 

D.            No teacher with professional status will be disciplined, reprimanded, reduced in rank or compensation without just cause; provided, however, the provisions of Massachusetts teachers tenure law shall be the only remedy available to said teacher alleged to be disciplined, etc., in cases when said statutes are applicable.

 

E.     Each teacher who is subject to a formal evaluation shall affix his or her signature to the evaluation and may add any comment he or she so desires upon a space designated for this purpose. Upon request, a copy of the same shall be furnished the teacher. Should a teacher fail, refuse or neglect to sign, then a notice of such shall be mailed to the teacher at his or her address. Such failure, refusal or neglect to sign shall not affect the validity of the evaluation.

 

F.     There shall be one official personnel file for each teacher. Teachers shall have access to their personnel files within one (1) business day of requesting access. Such files may be copied but may not be removed from the superintendent’s office without mutual consent, except for utilization in an appropriate legal hearing. Any individual who accesses a personnel file must sign the sign out sheet which is to be attached to each file.

 

G.            Should any material derogatory to a currently employed teacher’s conduct, service or personality be posted in the teacher’s personnel file, then the teacher involved will be given a copy of such material no later than fifteen (15) days from placement of such material in the file. If the teacher chooses to do so, he or she may submit any statement concerning the same if he or she so desires and said statement shall be filed with the alleged derogatory material in the teacher’s personnel file.

 

H.            Material kept in grievance and/or working files may not be used to evaluate and/or discipline a teacher unless it has been placed in the official personnel file.

 

I.      The Superintendent or his/her designee shall initial all material placed in the official personnel file.  The Association will be notified who the official designee is for this purpose

 

J.     The evaluation instrument will be changed in the following manner.

 

1. A new Section III will be added entitled Displays Knowledge of Subject Matter.

 

The following elements are added to this section:

 

A)           Subject matter is appropriate and significant

B)           Consistent with approved curriculum

C)           Information is accurate

D)           Free from bias and discrimination

 

That the previous Section III and IV become Sections IV and V respectively.

 

2.  The Likert Scale be expanded from three categories to provide a wider range of clear comment. The following five (5) categories are therefore established:

 

1.             Excellent

2.             Good

3.             Satisfactory

4.             Needs Improvement

5.             Poor

 

If an evaluator checks off Needs Improvement or the Poor categories on the agreed Likert scale, then the evaluator must state in writing the specific reasons for his/her finding(s) and provide specific recommendations for improvement.

 

Additional space will be provided for both the evaluator and teacher comments.  This space may be used to expand on the elements as identified in the preceding sections and/or to comment on the general conditions of teaching as they pertain to the individual being evaluated.

 

That a formal space be provided for a teacher’s signature next to the space provided for the evaluator’s signature.

 

3. A)  That a new form be used to rate counselor performance consistent with the nature of that type of position.

 

    B)  That a new form be used to rate other non-classroom specialists who are members of the bargaining unit.

 

These new forms will be put on hold until a final form can be jointly studied, analyzed, and agreed upon by both parties. In the meantime, the current system will continue.

 

4. It is proposed that, at the option of the teacher, each teacher to be evaluated be given a pre-conference at least one month in advance of the first formal evaluation visit each year to discuss goals and objectives as well as other pertinent supervisory expectations and that this process should be documented in writing so that expectations are focused and mutually understood.

 

Teachers electing to forego this process must indicate the same in writing to their respective supervisor on a short one or two sentence form.

 

 

ARTICLE 13

TEACHER FACILITIES

 

A.            Each school shall have the following facilities wherever feasible, in the judgment of the Committee. However, the number and quality of existing facilities shall not be diminished.

 

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

 

2. A teacher work area containing adequate equipment and supplies to aid in the preparation of instructional materials.  Among this equipment will be the following: mimeograph machines; duplicating masters; typewriters; thermo-fax machines, adequate chairs and desks

 

3. An appropriately furnished room to be reserved for the exclusive use of teachers as a faculty lounge. Said room shall be in addition to the aforementioned teacher work area. Said room shall contain the following items: a pay telephone for exclusive use of teachers; bulletin board; studio couch and screen; sofa; comfortable chairs; stove or hot plate; refrigerator, large table; end tables; comfortable couch; clock; mirror; towel dispenser; eating utensils and dishes.

 

4. A serviceable desk and chair for each teacher in the Medford School system.

 

5. A communication system so that teachers can communicate with main office from their classrooms.

 

6. A well-lighted, clean restroom for women and a well-lighted, clean restroom for men.

 

7. A separate private dining area for the use of teachers.

 

8. The School Department will provide shop coats for shop teachers.

 

B.    A reasonable portion of an existing designated parking lot at a school will be reserved for teacher parking.

 

 

ARTICLE 14

USES OF SCHOOL FACILITIES

 

A.            The Association will have the right to use school buildings at reasonable times for meetings. The principal of the building in question and the Superintendent will be notified in advance of the time and place of all such meetings. The Association shall forfeit this right during any period of violation of General Laws, Chapter 150E, Section 9A (a), as determined by the State Labor Relations Commission.

 

Any expenses incurred by the School Department as a result of such meetings, outside regular operating expenses, shall be borne by the Association.

 

B.    There will be one (1) bulletin board in each school building, for the purpose of displaying notices, circulars, and other Association material. The principal of each school shall review said material prior to posting, and should a dispute arise regarding the propriety thereof, he/she shall meet with the Association representatives in order to resolve the matter.

 

C.    Teachers will be permitted to wear pins or other identification of membership in the Association or any other teacher organization, providing said pin is not disruptive of orderly school procedure. 

 

D.    The Committee and the Association recognize the importance of the Elementary and Middle School buildings being made available for the optional use by teachers for teacher preparation, in support of this common goal, the administration shall make every reasonable effort to keep the Elementary and Middle Schools open two (2) days per week until 6:00 p.m.

 

The principal may authorize elementary and middle school buildings to be available to teachers to the extent that principals are present.

 

 

ARTICLE 15

SICK LEAVE

 

A.    Any regular employee of the public schools, absent on account of personal illness or other like disability or any quarantine regulations of the Board of Health, shall receive full pay for the first eighteen days of absence in any school year for which he/she is on the payroll for the full year. For any year that said employee is granted a leave, the sick days earned shall be prorated at the rate of 1 per 10 days on the payroll. Such leave may be cumulative without limit. In addition to the eighteen days sick leave, such employee may, upon recommendation of the Superintendent and the vote of the School Committee and in conformity with the regulations stated herein, obtain full pay under the cumulative sick leave plan as outlined herein.

 

Any regular employee of the public schools hired on or after July 1, 2001 and absent on account of Personal illness or other like disability or any quarantine regulations of the Board of Health, shall receive full pay for the first fifteen days of absence in any school year for which he/she is on the payroll for the full year. For any year that said employee is granted a leave, the sick days earned shall be pro rated at the rate of 1 per 12 days on the payroll. Such leave may be cumulative without limit. In addition to the fifteen days sick leave, such employee may, upon recommendation of the Superintendent and the vote of the School Committee and in conformity with the regulations stated herein, obtain full pay under the cumulative sick leave plan as outlined herein.

 

Cumulative sick leave is the sum of all the unused portions of an employee’s annual sick leave allowance accumulated during the consecutive and uninterrupted years of service which the employee has rendered the City, prior to his receiving cumulative sick leave.

 

A written application for payment of salary under the cumulative sick leave plan should be made to the Superintendent within ten days after the expiration of the yearly sick leave allowance. The application should be accompanied by a statement of the employee’s physician. Thereafter, every two weeks of continued absence, the employee shall file with the Superintendent of Schools an absentee certificate signed by his or her physician.

 

The School Committee reserves the right to require the certificate of the school physician in addition to the above certificate. Failure to comply with these regulations governing the cumulative sick leave plan will deprive the applicant of participation therein. According to the provisions of this article, coaches absent from coaching duties shall receive full pay.  The aforementioned coaching duties are understood to occur during the coaching season as defined by the Massachusetts Association of Secondary School Principals.

 

B.    Upon death while in the service of the Medford Public School System or upon retirement, a teacher or his or her estate if applicable, shall receive reimbursement for each unused sick leave day in excess of one hundred (100) days at the rate of 30% of the teacher’s then current daily basic salary of any sick leave balance so accrued up to a maximum of $4,000.

 

 

ARTICLE 16

TEMPORARY LEAVES OF ABSENCE

 

A.    Bereavement Leave. A total of three days each year will be granted to each teacher without loss of pay in the case of each death and at the time of death in the immediate family defined as: husband, wife, parent, grandparent, son, daughter, grandchild, brother, sister, parents-in-law or foster parents or in instances to be determined by the Superintendent of Schools.  An employee shall be granted a one-day leave of absence to attend the funeral of an aunt, uncle, sister-in-law, brother-in-law, spouses’ grandparents, niece or nephew.

 

B.    Personal Leave. Each teacher may use up to three (3) days each school year for business purposes or on account of serious illness in the teacher’s family without loss of pay.   This leave is not cumulative and must have the approval of the Superintendent of Schools. While not expressly prohibited, it is the understanding of the Association that Personal Days are not meant to extend vacation time or long weekends. It is up to the professionalism of the teaching staff to use these days for their purposes. A teacher cannot change a sick leave day to a personal leave day after the day has been taken.

 

Each teacher hired on or after July 1, 2001 may use up to two (2) days each school year for business purposes or on account of serious illness in the teacher’s family without loss of pay.  This leave is not cumulative and must have the approval of the Superintendent of Schools. While not expressly prohibited, it is the understanding of the Association that Personal Days are not meant to extend vacation time or long weekends. It is up to the professionalism of the teaching staff to use these days for their purposes. A teacher cannot change a sick leave day to a personal leave day after the day has been taken.

 

C.    School Legal Proceedings. Any teacher required to attend a court or other legal proceedings during the school day for school related activities shall do so without loss of pay.

 

D.    Military Leave.  A maximum often (10) school days per school year for persons called into temporary active duty of any unit of the U. S. Reserves or the State National Guard shall be permitted without loss of pay as a result of said leave, provided the teacher produces a written statement from his commanding officer which indicates that said military leave was necessary and could not be scheduled at any other time.

 

E.     Other Leave.  Leave for reasons other than as herein stated may be granted with or without pay upon request in writing to the Superintendent of Schools and approved by the School Committee who shall be the sole judge of whether to permit said leave.

 

F.     Leaves taken pursuant to this Article will be in addition to sick leave as otherwise provided in this Agreement.

 

G.    Leaves not authorized by the provisions of this Agreement shall result in a deduction of 1/182nd of the teacher’s annual salary for each day’s absence.

 

H.    Employees on leave for a period of eight weeks or longer shall notify the Office of the Superintendent two (2) weeks prior to their return during the school year and by July 1st if the leave concludes the school year.

 

I.      Adoption and Paternity Leave. The School Committee shall comply with the revisions of the Family and Medical Leave Act of 1993.  This leave shall be unpaid. 

 

 

 

 

 

ARTICLE 17

EXTENDED LEAVES OF ABSENCE

 

A.            A teacher desiring to take an extended leave of absence without pay for reasons such as, but not limited to, Peace Corps, Vista, Public Service or personal reasons, shall make a request in writing to the Superintendent and approved by the School Committee who shall be the sole judge. of whether to permit said leave.

 

B.    Military leave will be granted to any teacher who is inducted or enlists in any branch of the Armed Forces of the United States. Upon return from such leave, a teacher will be placed on the salary schedule at the level which he would have achieved had he remained actively employed in the system during the period of his absence, up to a maximum of two (2) years.

 

C.    Any teacher granted extended leave of absence without pay, upon return to the Medford School System, shall have all unused accumulated sick leave reinstated and will be assigned to the same position which he/she held or a substantially equivalent position.

 

D.    Maternity Leave.  A teacher who is pregnant may remain in her position until the termination of her pregnancy; however, such teacher may be required to commence her leave at an earlier time if she is not satisfactorily performing her duties. Teachers will be entitled to up to eight weeks paid leave for the purpose of childbearing. Said leave is to be deducted from the teacher’s accumulated sick leave. Additional sick leave may be granted consistent with the sick leave practices in the Medford Public Schools. Teachers shall notify Central Office of anticipated return at least 10 days before return. A physician’s certificate of fitness may be required before a teacher is reinstated. The teacher will be reinstated immediately upon giving sufficient written notice to the Superintendent of Schools so as to provide for an orderly transition. If a teacher so chooses she may take unpaid childrearing leave beyond that described above provided that such leave will terminate the September following the birth of the child.

 

E.     Employees on leave for a period of eight weeks or longer shall notify the office of the Superintendent two (2) weeks prior to their return during the school year and by July 1st if the leave concludes the school year.

 

An additional one-year child rearing leave may be granted at the discretion of the Superintendent.

 

Said teacher shall retain all rights held prior to such leave. The term granted for child rearing leave will not be credited as experience on the salary schedule and other service benefits.

 

 

ARTICLE 18

SABBATICAL LEAVES OF ABSENCE

 

The policy of granting sabbatical leaves of absence should be for the purpose of promoting the more efficient conduct of the public schools.  In no case, therefore, should an application for such leave be recommended by the Superintendent or approved by the School Committee unless, in their considered judgment, the professional competence of the staff member and the general efficiency of the school system will thereby be benefited.

 

One year’s leave of absence for professional improvement through study and/or travel may be granted to members of the instructional staff of the Medford Public Schools, subject to the approval of the Superintendent and subject to the conditions set forth in the following paragraphs:

 

1.     Staff members shall receive one half of the salary which they would have received if they had remained on active duty, and their professional status, regular salary increments and salary status shall not be thereby impaired.

 

2.     Such leaves shall be granted only to members of the instructional staff who have served for seven years or longer in the Public Schools of Medford.

 

3.     Any staff member who received a leave of absence for one half year or more for reasons other than illness, shall not receive a sabbatical leave until seven years have elapsed since the granting of his latest heave.

 

4.     Each eligible staff member desiring sabbatical leave must submit an application for approval of activities for professional improvement, specifying the reasons for which the leave is requested. Before beginning the sabbatical leave, he/she shall enter into a contract to return to active service in the Medford Public Schools for a period of at least two years after the expiration of the leave of absence.

 

5.     In the event that a staff member fails or refuses to return to regular service in the Medford Public Schools, all salary paid to him/her for sabbatical leave shall be immediately due and payable to the City of Medford. Any staff member will be relieved from such payment if his/her failure to return to complete the two years is due to illness or disability, unless he is discharged from his position by the City for incompetency, inefficiency, or conduct unbecoming a teacher.

 

6.     An application for a sabbatical leave of absence must be endorsed by the principal of the school to which the applicant is assigned, approved by the Superintendent and must be filed on or before the first of January if it is to become effective in September. No leave can become effective at any other time of the year.

 

7.     The Superintendent, at his discretion, may at any time require that a teacher on sabbatical leave file reports concerning the manner in which his leave is being used.

 

8      There shall be no more than three sabbatical leaves granted in any one school year.

 

9.     Employees on leave for a period of eight weeks or longer shall notify the office of the Superintendent two (2) weeks prior to their return during the school year and by July 1st if the leave concludes the school year.

 

Note:   The term “Instructional staff’ as, herein used includes classroom teachers.  Applications must be filed with the Superintendent of Schools.

 

 

ARTICLE 19

PROFESSIONAL DEVELOPMENT AND EDUCATIONAL DEVELOPMENT

 

The Committee will reimburse those reasonable and necessary expenses incurred by the teachers attending educational conferences or seminars, which have been recommended in advance by the Superintendent, approved in advance by the School Committee. All such conferences and seminars shall be reported in writing, by the teacher attending same to the Superintendent.

 

The administration shall provide the President of the Association with a semiannual list of all the vouchers which the system has on file, if the President so requests. in the distribution of said vouchers the following shall apply:

 

1.     The cooperating teacher shall be given first preference in using a voucher regardless of length of service in the system.

 

2.     Members of the unit will be given preference in the use of vouchers not expended by the cooperating teachers.

 

 

ARTICLE 20

PROTECTION

 

The Committee will observe the provisions of the General Laws, Chapter 41, Section 100C:

 

In addition to the indemnification provided in Section 100A, a city, town or regional school district, acting by its school committee or local trustees for vocational education, shall, out of any funds appropriated for the purpose of this section which appropriation shall be made in the same manner as appropriations for general school department in a capacity requiring certification under the provisions of section thirty eight G of chapter seventy one, instructional and administrative aides as referred to in section thirty-eight of chapter seventy one, its civil service employees and all other employees of the school committee or local trustees for vocational education for expenses or damages sustained by him by reason of an action or claim arising out of his negligence or other act of his resulting in accidental bodily injury to or the death of any person or in accidental damage to or destruction of property, while acting in such capacity, and may indemnify such person in its employ for expenses or damages sustained by him by reason of an action or claim against him arising out of any other acts done by him while acting in such capacity; provided, in either case, that such person was at the time the cause of action or claim arose acting within the scope of his employment; and provided, further, that the defense or settlement of any action or claim for which indemnification is sought under this section shall have been made by the city solicitor, town counsel or legal counsel for the district upon request of the school committee or local trustees for vocational education or, if the town has no town counsel or legal counsel or the district has no legal counsel, by an attorney employed for the purpose by the school committee, local trustees for vocational education, or, if such solicitor or counsel upon such request or such attorney upon such employment fails or refuses to defend such action or claim, by an attorney employed by such person.  For the purposes of this section, any volunteer worker engaged by the superintendent of schools or the principal of a school, and any student teacher shall be deemed to be an employee of the school committee or local trustees for vocational education.

 

 

ARTICLE 21

INJURIES ON JOB

 

Any teacher absent from school as a result of a compensable industrial accident, may make up the difference between the weekly benefit received from workers’ compensation insurance and his or her average weekly earnings by the use of sick leave which shall be counted as depleting any accumulated sick leave of the teacher involved.

 

 

ARTICLE 22

INSURANCE AND ANNUITY PLAN

 

A.    The School Committee agrees that the present insurance benefits now in effect for the employees of the City of Medford will remain in effect for the duration of this Agreement.

 

B.    The School Committee agrees to comply with the provisions of General. Laws, Chapter 71, Section 37B concerning Annuity Plans.

 

C.    The City of Medford shall pay a minimum of 60% of the unit employee’s health insurance premiums during the term of the agreement. In the event the issue of health insurance benefits is deemed negotiable by the courts, the Association reserves the right to reopen this section, D.  Pursuant to the provisions of Chapter 697 of the Acts of 1987 (the Public Employee Pension Reform Act), the School Committee will make the necessary changes in its payroll procedures to allow employee contributions health insurance, group term-life insurance, and any other forms of insurance, to be paid with pretax earnings.

 

The parties agree that there shall be no increase in the existing number of insurance companies over and above the number of companies dealt with as of September 1975 relative to payroll deduction annuity programs.

 

The parties agree that there shall be established a joint study committee, including representatives of City Hall, to review changes to the Annuity plans offered by the employer and to explore the possibility of establishing 403B plans.

 

 

 

ARTICLE 23

DUES DEDUCTION

 

The Committee hereby accepts the provisions of Section 17C of Chapter 180 of the General Laws of Massachusetts, and, in accordance therewith, shall certify to the Auditor of the City of Medford all payroll deductions for the payment of dues to the Association if duly authorized in writing by individual employees covered by this contract.

 

 

ARTICLE 24

AGENCY FEE

 

It shall be a condition of employment that any employee in the bargaining unit who is not a member of the Association shall, on or after the thirtieth day following the beginning of his employment or on the effective date of this Agreement, whichever is later, pay a service fee to the Association which shall be equal to the amount required to become a member in good standing of the Association and its affiliates to or from which membership dues or per capita fees are paid or received, subject to General Laws, Chapter 150E, Section 12, and the rebate procedure therein.  The agency service fee shall be deducted from the wages of any employee who signs an authorization to that effect and such fees shall be transmitted to the Treasurer of the Association as provided in Section 17G of Chapter 180 of the General Laws.

 

 

 

ARTICLE 25

GENERAL PROVISION

 

A.    The Committee and the Association agree to comply with the provisions of General laws, Chapter 150E, Section 2, which states as follows:

 

Employees shall have the right of self organization and the right to form, join, or assist any employee organization for the purpose of bargaining collectively through representatives of their own choosing on questions of wages, hours, and other terms and conditions of employment, and to engage in lawful concerted activities for the purpose of collective bargaining or other mutual aid or protection, free from interference, restraint, or coercion. An employee shall have the right to refrain from any or all of such activities, except to the extent of making such payment of service fees to an exclusive representative as provided in section twelve.

 

B.    Teachers will be entitled to full rights of citizenship; and the religious or political activities of any teacher, or lack thereof, will not be grounds for any discipline or discrimination with respect to the professional employment of such teacher.

 

C.    The Committee will, upon written request , provide the Association with any public documents in its control which will assist the Association in developing educational programs to suggest to the Committee or to process grievances. The Association shall assume the cost of reproducing any such public documents. 

 

D.    Copies of minutes of the Committee meetings and agendas will be made available to the Association at the same time said copies are made public information.

 

E.     This Agreement shall be printed in booklet form by the Committee within sixty (60) days of ratification and a copy thereof shall be distributed to each member of the bargaining unit during its effective term, provided that a mutual agreement on the revised document exists between the Association and the Committee, and it is expected that a revised document reflecting the mutual agreement of the parties will be completed within a thirty (30) day period after ratification.  The finalized contract will then be printed and delivered to the Association within thirty (30) days (total 60 days).  In addition, two hundred (200) copies shall be supplied to the Association President and two hundred (200) copies shall be retained by the Committee for administrative use. The expenses of printing the Agreement shall be shared equally by the Committee and the Association.

 

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

 

G.    This Agreement shall supersede any rules, regulations or practices by the Committee, which shall be contrary to or inconsistent with terms contained within this Agreement.

 

H.    No reprisals will be taken against the Medford Teacher’s Association or any member of the bargaining unit as a result of a job action.

 

I.      It is the understanding of the Association that teachers should use their professional discretion in the writing of student recommendations.

 

 

ARTICLE 26

ASSOCIATION BUSINESS

 

All general teacher organization meetings shall be conducted after regular working hours and in no way shall conflict with meetings conducted for school business or with parental conferences.  The principal of the building and the Superintendent shall be notified in advance to assure the availability of the facilities.

 

The Association agrees to reimburse the administration for substitute teachers hired to cover the classes of those Association members who attend the Massachusetts Teachers Association Annual Meeting. The Committee agrees to allow the President of the Association to attend the MTA Annual Meeting without requiring reimbursement for substitute coverage.

 

 

ARTICLE 27

PARENTAL CONFERENCES

 

All parental conferences shall be conducted after school hours but in the discretion of the principal involved, daytime conferences may be held and shall in no way conflict with the help ordinarily given to groups of pupils who remain after school for specific help.

 

All teachers shall be expected to participate and to be involved in parental conferences regarding the pupils within their immediate supervision or in the case of any pupil who is involved in a school related incident

 

ARTICLE 28

TERMINATION OF EMPLOYMENT

 

Teachers who wish to resign shall give thirty (30) calendar days’ notice in writing to the office of the Superintendent.

 

ARTICLE 29

DURATION

 

A.    This agreement shall be in full force and effect until June 30, 2010 the exception noted in Paragraph B below.

 

B.    Negotiations for the period subsequent to June 30, 2010 shall commence after October 15, 2009, providing either party requests same in writing to the other party. The parties acknowledge a good faith attempt will be made to commence negotiations within a reasonable time of receiving notice, in order to provide the parties ample time to negotiate in advance of the expiration of the contract.

 

APPENDIX “A”

 

1. Increment:

 

Any teacher who was hired and began his/her service prior to February first shall be granted his/her increment the following September. Any teacher who was hired and began service after February first shall be granted his/her increment the second following September.

 

2. Longevity:

 

Effective 9/1/07      Effective 9/1/08      Effective 9/1/09

10 years: $975        10 years: $975        10 years: $975

20 years: $1,125     20 years: $1,125     20 years: $1,125

30 years: $2,100     30 years: $2,200     30 years: $2,300

35 years: $2,300     35 years: $2,400     35 years: $2,500

 

 

Sick Leave accumulation shall be calculated on July 1 of each year.

 

3. Mileage:

 

The amount of 27.5 cents per mile shall be paid to any employee covered by this contract for expenses covered by this contract incurred while traveling in his/her personal motor vehicle on school business; provided that a monthly voucher is submitted to the Superintendent’s office attesting to this expense.

 

4. Differential:

 

A.        Teachers at the Vocational Technical High School shall receive a salary differential of $750 per year.

 

B.        Effective July 1, 1978, Guidance and Adjustment Counselors will be paid according to their proper placement on the teachers’ salary scale.  Such counselors employed prior to that date will receive a differential of $400 per year above the teachers’ salary schedule.

 

5. Coaches:

                            2007-2008           2008-2009    2009-2010         

GROUP A

Head Football         $6,400             $6,600             $6,800

 

GROUP B

Head Basketball     $4,400             $4,600             $4,800  

Head Baseball

Head Softball

Head Hockey

Head X-Country

Head In-Track

Head Out-Track

Head Lacrosse

Head Soccer

Head Volleyball

                                                                           

GROUP C

Head Swimming     $3,800             $4,000             $4,200

Head Gymnastics

Head Golf

Head Tennis

Asst.  Football

 

GROUP D                                                                              

Asst. Basketball      $2,900             $2,900             $2,900  

Asst.  Baseball

Asst.  Softball

Asst.  Hockey

Asst.  Soccer

Asst.  Lacrosse

Asst.  In-Track

Asst.  Out-Track

Asst.  Volleyball

 

GROUP E

Asst. Swimming     $2,500             $2,500             $2,500

Asst. Gymnastics

Asst. X-Country

 

 

MEDFORD PUBLIC SCHOOLS, MEDFORD, MA.

(Vocational School Occupational Education Teachers)

(Effective September 1991)

 

Effective September 1991, for the Vocational School, Occupational Educational teachers will be placed on the following Scales:

 

15 Credits beyond Vocational Certification - B+15

30 Credits beyond Vocational Certification - B+30

45 Credits beyond Vocational Certification - M

70 Credits beyond Vocational Certification - M+15

90 Credits beyond Vocational Certification - M+30

BS. Credits beyond Vocational Certification - M+45

 

2007-2010 CBA Extracurricular Activities

 

Math Teams (2)                              $1,300 ea.

Science Team                                 $1,000

SADD                                             $   600

Senior Class Advisors (2)               $1,000 ea.

Junior Class Advisors (2)               $   850 ea.

Sophomore Class Advisors (2)       $   630 ea.

Freshman Class Advisor (1)           $   630

National Honor Society                  $1,000

Drama Club                                    $2,300

Drama Club Advisor                      $   600

Musical Comedy Director              $3,000

Musical Comedy Choreographer   $   540

Musical Comedy Music Director   $1,500

Competition Play Director             $   600

Costume Director                           $   300

“M” Club                                        $1,300

Student Council                              $1,300

Ski Club                                          $   600

Computer Club                               $   600

Peer Leader Advisor                       $1,000

Cheerleaders & Poms                     $4,400

Cheerleaders & Poms Asst.            $   600

Odyssey of the Mind                      $2,000

Pre-Med Club                                         $   600

Yearbook Advisor                          $3,500

Band Director                                         $3,400

Band Color Guard                          $1,600

Band Drill Instructor                      $1,600

African American Club                  $   600

Hispanic Club                                 $   600

Asian Club                                      $   600

Gay/Straight Alliance Advisor       $   600

Mustang News Advisor                  $3,500

Media Club Advisor                       $   600

Key Club                                         $1,000

Chess Club                                      $1,000

Pep Band Director                          $   500

Jazz Band Director                         $1,000

Orchestra Director                          $1,000

Chorus Advisor                               $1,000

Assistant to Principal                      $1,500

Mentor                                            $   500

Lunch Duty                                     $1,800    

Head Teacher                                 $2,500    

Vocational School Cooperative

Education Coordinator           $600               

Vocational School Class Advisor   $1,500            

Fall Play Director                           $1,500            

Literary Magazine Advisor            $   600            

Mock Trial Advisor                                $   600            

Project EPIIC Advisor                    $   300            

Recreational Lunch Supervisors (3)$2,600           

Lunch Room Monitor (4)               $3,600 ea.      

 

2007-2010 Middle School Extracurricular Activities

 

Yearbook                                                $1,000

Student Council                              $1,500

Drama Club                                    $1,000

School Newspaper                          $1,000

Chess Club                                      $   500

Sewing Club                                   $   500

Math Tutorial                                 $1,000

Junior National Honor Society       $   750

Homework Club                             $1,000

Choir Club                                      $   500

Seasonal Intramural Sports            $   500

Concert Chorus                               $1,000

Art Club                                          $1,000

Tech Club                                       $1,000

Middle School Team Leader          $675               

Middle School Early Start Supervision

& Intervention Program         $2,500    

Middle School Science Club          $500

Middle School Technology Club   $500

 

IN WITNESS WHEREOF, the parties hereunto set then hands and seals this ___________ day of July , 2007.

 

 

By:_________________________________________

 

 

 

By:_________________________________________

 

SALARY SCHEDULE

 

	BLENDED ANNUAL RATE SCHOOL YEAR 2007-2008
Step	B.A.	B+15	B+30	B+45	M.A.	M+15	M+30	M+45	M+60	DOC
								or CAGS
1	39,031	40,370	41,716	43,054	42,597	43,945	45,283	46,629	47,518	48,407
2	40,543	41,889	43,232	44,573	44,121	45,454	46,804	48,142	49,034	49,927
3	42,062	43,407	44,749	46,085	45,631	46,975	48,315	49,659	50,550	51,441
4	43,576	44,920	46,260	47,602	47,145	48,487	49,834	51,173	52,064	52,954
5	45,090	46,433	47,781	49,120	48,663	50,011	51,346	52,694	53,584	54,474
6	46,611	47,952	49,293	50,633	50,180	51,521	52,866	54,206	55,097	55,989
7	48,370	49,716	51,053	52,398	51,943	53,284	54,627	55,966	56,860	57,753
8	50,137	51,476	52,816	54,163	53,702	55,048	56,388	57,726	58,618	59,510
9	52,155	53,498	54,840	56,183	55,728	57,072	58,413	59,757	60,644	61,531
10	61,737	63,126	64,514	65,946	66,358	67,745	69,134	70,522	71,442	72,361

 

 

 

	EFFECTIVE 1ST DAY OF SCHOOL YEAR 2007-2008 - 2%
Step	B.A.	B+15	B+30	B+45	M.A.	M+15	M+30	M+45	M+60	DOC
								or CAGS
1	38,836	40,169	41,508	42,840	42,385	43,726	45,058	46,397	47,282	48,167
2	40,342	41,681	43,017	44,352	43,901	45,228	46,571	47,902	48,790	49,679
3	41,853	43,191	44,527	45,856	45,404	46,741	48,075	49,412	50,299	51,185
4	43,359	44,696	46,030	47,365	46,911	48,246	49,586	50,919	51,805	52,691
5	44,866	46,202	47,543	48,876	48,421	49,762	51,090	52,432	53,317	54,203
6	46,379	47,714	49,048	50,381	49,931	51,264	52,603	53,936	54,823	55,710
7	48,130	49,469	50,799	52,138	51,685	53,018	54,355	55,688	56,577	57,466
8	49,887	51,220	52,553	53,894	53,434	54,774	56,107	57,439	58,326	59,214
9	51,896	53,231	54,567	55,903	55,451	56,788	58,122	59,459	60,342	61,225
10	61,430	62,811	64,193	65,618	66,027	67,408	68,790	70,171	71,086	72,001
	EFFECTIVE MID YEAR OF SCHOOL YEAR 2007-2008 - 1%
Step	B.A.	B+15	B+30	B+45	M.A.	M+15	M+30	M+45	M+60	DOC
								or CAGS
1	39,225	40,571	41,923	43,268	42,809	44,163	45,508	46,861	47,755	48,648
2	40,745	42,098	43,447	44,795	44,340	45,680	47,037	48,381	49,278	50,175
3	42,271	43,623	44,972	46,315	45,858	47,209	48,556	49,906	50,802	51,697
4	43,793	45,143	46,490	47,838	47,380	48,728	50,082	51,428	52,323	53,218
5	45,314	46,664	48,019	49,365	48,905	50,260	51,601	52,956	53,850	54,745
6	46,843	48,191	49,538	50,885	50,430	51,777	53,129	54,476	55,372	56,267
7	48,611	49,964	51,307	52,659	52,202	53,549	54,899	56,245	57,143	58,040
8	50,386	51,732	53,079	54,433	53,969	55,321	56,668	58,013	58,910	59,806
9	52,414	53,764	55,113	56,462	56,005	57,355	58,704	60,054	60,945	61,837
10	62,044	63,440	64,835	66,274	66,688	68,082	69,478	70,873	71,797	72,721

 

 

	BLENDED ANNUAL RATE SCHOOL YEAR 2008-2009
Step	B.A.	B+15	B+30	B+45	M.A.	M+15	M+30	M+45	M+60	DOC
								or CAGS
1	40,209	41,589	42,976	44,354	43,883	45,272	46,650	48,037	48,953	49,869
2	41,768	43,154	44,538	45,920	45,453	46,827	48,217	49,596	50,515	51,435
3	43,332	44,718	46,101	47,477	47,009	48,394	49,775	51,159	52,077	52,995
4	44,892	46,276	47,657	49,039	48,569	49,951	51,339	52,719	53,636	54,553
5	46,452	47,835	49,224	50,604	50,133	51,521	52,897	54,285	55,202	56,119
6	48,019	49,401	50,781	52,162	51,696	53,077	54,462	55,843	56,761	57,680
7	49,831	51,218	52,595	53,981	53,512	54,893	56,277	57,657	58,577	59,497
8	51,651	53,030	54,411	55,799	55,323	56,710	58,091	59,469	60,388	61,307
9	53,730	55,113	56,496	57,880	57,411	58,795	60,177	61,561	62,475	63,389
10	63,601	65,032	66,462	67,938	68,362	69,791	71,221	72,652	73,599	74,546

 

 

	EFFECTIVE 1ST DAY OF SCHOOL YEAR 2008-2009 - 2%
Step	B.A.	B+15	B+30	B+45	M.A.	M+15	M+30	M+45	M+60	DOC
								or CAGS
1	40,009	41,382	42,762	44,133	43,665	45,047	46,418	47,798	48,710	49,621
2	41,560	42,940	44,316	45,691	45,227	46,594	47,977	49,349	50,264	51,179
3	43,117	44,495	45,872	47,241	46,776	48,153	49,527	50,904	51,818	52,731
4	44,669	46,046	47,420	48,795	48,328	49,703	51,084	52,456	53,369	54,282
5	46,221	47,597	48,979	50,352	49,883	51,265	52,633	54,015	54,927	55,840
6	47,780	49,155	50,529	51,903	51,439	52,813	54,191	55,565	56,479	57,393
7	49,583	50,963	52,334	53,712	53,246	54,620	55,997	57,370	58,285	59,201
8	51,394	52,767	54,141	55,521	55,048	56,428	57,802	59,173	60,088	61,002
9	53,463	54,839	56,215	57,592	57,125	58,503	59,878	61,255	62,164	63,074
10	63,285	64,708	66,132	67,600	68,021	69,444	70,867	72,290	73,233	74,176
	EFFECTIVE MID YEAR OF SCHOOL YEAR 2008-2009 - 1%
Step	B.A.	B+15	B+30	B+45	M.A.	M+15	M+30	M+45	M+60	DOC
								or CAGS
1	40,409	41,796	43,189	44,575	44,101	45,497	46,883	48,276	49,197	50,117
2	41,976	43,369	44,759	46,148	45,679	47,060	48,457	49,842	50,767	51,691
3	43,548	44,940	46,330	47,713	47,243	48,635	50,022	51,413	52,336	53,258
4	45,115	46,507	47,894	49,283	48,811	50,200	51,594	52,981	53,903	54,825
5	46,683	48,073	49,469	50,855	50,382	51,778	53,160	54,555	55,477	56,398
6	48,257	49,646	51,034	52,422	51,953	53,341	54,733	56,121	57,044	57,967
7	50,079	51,473	52,857	54,249	53,778	55,166	56,557	57,944	58,868	59,793
8	51,908	53,294	54,682	56,077	55,599	56,992	58,380	59,765	60,689	61,612
9	53,997	55,387	56,777	58,167	57,696	59,088	60,476	61,868	62,786	63,704
10	63,918	65,355	66,793	68,276	68,702	70,138	71,576	73,013	73,965	74,917

 

 

	BLENDED ANNUAL RATE SCHOOL YEAR 2009-2010
Step	B.A.	B+15	B+30	B+45	M.A.	M+15	M+30	M+45	M+60	DOC
								or CAGS
1	41,424	42,845	44,273	45,694	45,208	46,639	48,059	49,488	50,432	51,375
2	43,029	44,458	45,883	47,306	46,826	48,241	49,673	51,093	52,041	52,988
3	44,641	46,068	47,493	48,911	48,429	49,855	51,278	52,704	53,650	54,595
4	46,248	47,674	49,096	50,520	50,036	51,460	52,889	54,311	55,256	56,201
5	47,855	49,280	50,710	52,132	51,647	53,077	54,494	55,925	56,869	57,814
6	49,469	50,892	52,315	53,738	53,257	54,680	56,107	57,529	58,476	59,422
7	51,336	52,765	54,184	55,611	55,128	56,550	57,977	59,398	60,346	61,294
8	53,211	54,632	56,054	57,484	56,994	58,423	59,845	61,265	62,212	63,159
9	55,353	56,778	58,203	59,627	59,145	60,571	61,994	63,421	64,362	65,303
10	65,522	66,996	68,470	69,990	70,426	71,899	73,372	74,846	75,822	76,798

 

 

	EFFECTIVE 1ST DAY OF SCHOOL YEAR 2009-2010 - 2%
Step	B.A.	B+15	B+30	B+45	M.A.	M+15	M+30	M+45	M+60	DOC
								or CAGS
1	41,217	42,632	44,053	45,466	44,983	46,407	47,820	49,242	50,181	51,120
2	42,815	44,237	45,654	47,071	46,593	48,001	49,426	50,839	51,782	52,725
3	44,419	45,839	47,257	48,668	48,188	49,607	51,023	52,442	53,383	54,323
4	46,018	47,437	48,852	50,269	49,787	51,204	52,626	54,041	54,981	55,921
5	47,617	49,034	50,458	51,872	51,390	52,813	54,223	55,647	56,586	57,526
6	49,223	50,639	52,055	53,470	52,992	54,407	55,828	57,243	58,185	59,126
7	51,081	52,502	53,914	55,334	54,854	56,269	57,688	59,102	60,046	60,989
8	52,946	54,360	55,776	57,198	56,711	58,132	59,547	60,960	61,903	62,845
9	55,077	56,495	57,913	59,331	58,850	60,269	61,686	63,105	64,042	64,978
10	65,196	66,663	68,129	69,641	70,076	71,541	73,007	74,474	75,445	76,416
	EFFECTIVE MID YEAR OF SCHOOL YEAR 2009-2010 - 1%
Step	B.A.	B+15	B+30	B+45	M.A.	M+15	M+30	M+45	M+60	DOC
								or CAGS
1	41,630	43,058	44,494	45,921	45,433	46,871	48,298	49,734	50,682	51,631
2	43,243	44,679	46,111	47,542	47,059	48,481	49,920	51,348	52,300	53,252
3	44,863	46,297	47,729	49,154	48,670	50,103	51,533	52,966	53,916	54,867
4	46,478	47,911	49,341	50,772	50,285	51,716	53,153	54,581	55,531	56,480
5	48,093	49,525	50,963	52,391	51,903	53,341	54,765	56,203	57,152	58,101
6	49,715	51,146	52,575	54,005	53,522	54,952	56,386	57,816	58,766	59,717
7	51,592	53,027	54,453	55,888	55,402	56,832	58,265	59,693	60,646	61,599
8	53,475	54,904	56,333	57,770	57,278	58,713	60,143	61,570	62,522	63,473
9	55,628	57,060	58,492	59,924	59,439	60,872	62,303	63,736	64,682	65,628
10	65,848	67,329	68,810	70,338	70,777	72,256	73,737	75,218	76,199	77,180

APPENDIX “B”

 

SIDE LETTER OF AGREEMENT

BETWEEN

THE MEDFORD SCHOOL COMMITTEE

AND

THE MEDFORD TEACHERS ASSOCIATION

 

 

This SIDE LETTER OF AGREEMENT is entered into by and between the Medford School Committee (hereinafter the “Committee”) and the Medford Teachers Association (hereinafter the “Association”) (collectively hereinafter the “Parties”).

 

Whereas, the Committee and the Association are parties to a collective bargaining agreement for the period September 1, 2004 through June 30, 2007.

 

Now, therefore, in consideration of mutual covenants, the parties agree as follows:

 

The terms and conditions set forth in the Collective Bargaining Agreement for the period September 1, 2004 through June 30, 2007 shall remain in full force and effect for the period September 1, 2004 through June 30, 2007 except as amended herein.

 

 

1. Article VI, Section B Work Year - amend to read as follows:

 

    "The work year shall be between September 1 and June 30 as determined by the School Committee.  Effective September 1, 2005, teachers shall be required to be in attendance a period not to exceed 182 days, except in the case of a new teacher wherein 185 days shall be required.  Exceptions to the provision may be made in order to comply with the requirements of the State Board of Education or any other applicable provision of law, in which case the parties shall meet forthwith to negotiate the effect of said exception."

 

2. Article XXII, Insurance and Annuity Plan - Add the following paragraph at the end of this Article to read as follows:

 

    "Effective July 1, 2005, the School Committee agrees to pay no less than seventy-five percent (75%) of the bargaining unit employee's health insurance premium.  Effective July 1, 2006, the School Committee agrees to pay no less than eighty percent (80%) of the bargaining unit employee's health insurance premium.  Effective at 11:59 p.m. on June 30, 2007, the School Committee agrees to pay no less than eighty-one percent (81%) of the bargaining unit employee's health insurance premium."

 

3. Article XXIX - Duration - Amend Section B to read as follows:

 

    "Negotiations for the period subsequent to June 30, 2007 shall commence after October 15, 2006, providing either party requests same in writing to the other party.  The parties acknowledge a good faith attempt will be made to commence negotiations within a reasonable period of time of receiving notice, in order to provide the parties ample time to negotiate in advance of the expiration of the contract.  The parties further acknowledge that during the negotiation period defined above all provisions of the contract may be subject to negotiation except the provisions addressed in Article XXII - Insurance and Annuity Plan and the provisions addressed in Article VI, Section B - Work Year.  The aforementioned exceptions shall not be subject to negotiations prior to June 30, 2009.”

 

4. This SIDE LETTER OF AGREEMENT is subject to ratification by the parties.  It is understood by the parties that the Association will not hold its ratification vote prior to the 2005-2006 school year.

 

                                                                               

Mayor Michael McGlynn       Robert Maloney

Chairman                                        President

School Committee                  Medford Teachers Association