Melrose

Show detailed information about district and contract

DistrictMelrose
Shared Contract District
Org Code1780000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersNortheast Metropolitan RVTSD
CountyMiddlesex
ESE RegionNortheast
Urban
Kind of Communityeconomically developed suburbs
Number of Schools8
Enrollment3767
Percent Low Income Students13
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Melrose

 

 

 

CONTRACT

 

BETWEEN

 

THE SCHOOL COMMITTEE

 

OF THE

 

CITY OF MELROSE

 

AND THE

 

MELROSE EDUCATION ASSOCIATION

 

 

 

EFFECTIVE SEPTEMBER 1, 2008

 

EXPIRING AUGUST 31, 2013


 


MELROSE PUBLIC SCHOOLS

MELROSE, MASSACHUSETTS

 

 

 

CONTRACT

 

Pursuant to the provisions of Chapter 150E of the Massachusetts General Law, THIS CONTRACT IS MADE THIS 1st day of September, 2008, by the SCHOOL COMMITTEE OF THE CITY OF MELROSE, hereinafter sometimes referred to as the School Committee and the MELROSE EDUCATION ASSOCIATION, hereinafter sometimes referred to as the Association.

 

ARTICLE I

PREAMBLE

 

Recognizing that our prime purpose is to provide education of the highest possible quality for the children of Melrose and that good morale within the teaching staff of the Melrose Public Schools is essential to achievement of that purpose, we, the undersigned parties to this contract, declare that:

 

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

 

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

 

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

 

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

 

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

 


ARTICLE II

RECOGNITION

 

Section 1:      For the purposes of collective bargaining with respect to wages, hours, other conditions of employment, the negotiation of collective bargaining agreements, and any questions arising thereunder, the School Committee recognizes the Association as the exclusive bargaining agent and representative of the following professional personnel:

 

Unit A:           All classroom teachers, librarians, guidance counselors, school psychologists, adjustment counselors, special subject teachers, physical and occupational therapists and nurses.

 

Section 2:      It is the intent and purpose of the parties hereto that their agreements promote and improve the quality of education in the City of Melrose, provide for orderly professional negotiations between the School Committee and the Association, and secure prompt and fair disposition of grievances so as to promote positive influences upon the operation of the educational program.

 

Section 3:      This contract is a complete contract between parties covering all subjects of bargaining for the term hereof.  Except as specified in the Duration article, the School Committee shall not be under an obligation to negotiate with the Association any modifications or additions to this contract which are to become effective during the term hereof.  In the event that the agreements are mutually reached on a voluntary basis, between the School Committee and the Association, they will be reduced to writing, will be signed by the School Committee and the Association and will become an addendum to this contract.

 

Section 4:      The Association agrees to the condition of employment covered by School Committee policy as the same may be amended from time to time by the Superintendent or the School Committee; provided, however, in the event there is any conflict with specific terms of this contract, then this contract shall control.

 

ARTICLE III

DUES DEDUCTION

 

Section 1:      The School Committee hereby accepts the provisions of Massachusetts General Laws Chapter 180 Section 17C and, in accordance therewith, shall certify to the Treasurer of the City of Melrose all payroll deductions for the payment of dues to the Association duly authorized by employees covered by this contract.

 

ARTICLE IV

RIGHTS OF THE SCHOOL COMMITTEE

 

Section 1:      The School Committee is a public body established under and with the powers provided by the statutes of the Commonwealth of Massachusetts.  As elected representatives of the citizens of Melrose, charged with the responsibility for the quality of education in, and the efficient and economical operation of, the Melrose school system, it is acknowledged that the School Committee has a final responsibility of establishing the educational policies of the public schools in Melrose.

 

Section 2:      Nothing in this contract shall be deemed to derogate or impair the powers, rights or duties conferred upon the School Committee, the Superintendent and principals by the statutes of the Commonwealth or the rules and regulations of any pertinent agency of the Commonwealth.

 

Section 3:      As to every matter expressly not covered by this contract, and except as expressly or directly modified by a specific provision of this contract, the School Committee, the Superintendent and the principals retain exclusively to themselves all rights and powers that they have or may hereafter be granted by law, and shall exercise the same without such exercise being made the subject of a grievance or arbitration.

 

ARTICLE V

GRIEVANCES

 

Section 1:      Definition:     For the purpose of this contract a grievance shall be defined as: Any complaint by an individual or group of bargaining unit members that is based upon an event or condition that involves the interpretation, meaning or application of any of the provisions of this agreement or any subsequent agreement entered into pursuant to this agreement.

 

Section 2:      The purpose of this procedure is to secure at the lowest possible administrative level, prompt and equitable solutions to the problems, which may from time to time arise, affecting the welfare or working conditions of persons covered by this contract.  Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of this procedure.

 

Section 3:      Nothing herein contained will be construed as limiting the right of any teacher having a grievance to discuss the matter informally with any appropriate member of the administration and to have the grievance adjusted without intervention of the Association, provided the adjustment is not inconsistent with the terms of this contract and that the Association has been given the opportunity to be present at such adjustment above Level One and to state its views.  If the teacher so chooses, a representative of the Association may be present at Level One.  The School Committee retains the right to have counsel at Level One meetings whenever an Association representative is present.

 

Section 4:      No written communication, other document, or record relating to any grievance shall be filed in the personnel file maintained by the School Committee of the City of Melrose for any teacher involved in presenting such grievance.

 

Section 5:      A.        As the parties hereto recognize, time is of the essence that

grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum and every effort should be made to expedite the process.  The time limits specified may be extended only by prior agreement.  At Level One the parties may agree orally to a reasonable extension of time limits.

 

B.        A grievance involving interpretation or application of this Agreement which arose out of acts which occurred prior to the expiration of the predecessor Agreement may be submitted at Level One of this Agreement within the time limits provided.

 

C.        It is understood that any grievances pending at the conclusion of the contract remain operative in the subsequent contract period unless settled in negotiations.

 

Section 6:      If at the end of ten (10) school days next following either the occurrence of any grievance or the date when a teacher should reasonably have had first knowledge of its occurrence, whichever is later, the grievance shall not have been presented at Level One, as set forth below, the grievance shall be deemed to have been waived.  The time for filing a grievance may be extended when an interested party such as a principal is absent during the filing period.

 


Section 7:      Procedure:

 

A.        Level One:  A teacher with a grievance shall first discuss it with his/her principal or immediate supervisor during non-teaching hours.

 

B.        Level Two: If at the end of five (5) school days next following such presentation, the grievance shall not have been disposed of to the teacher's satisfaction, the teacher may file with the President of the Association a written statement of the grievance. Such statement shall be reviewed with the teacher by the said President or his/her designee, and if after such review the teacher so desires, the grievance shall be presented in writing by the teacher to the Superintendent or his/her designee within five (5) school days.

 

C.        Level Three: If at the end of ten (10) school days next following presentation of the grievance in writing to the Superintendent the grievance shall not have been disposed of to the satisfaction of the teacher, the teacher may refer the grievance in writing to the Chairperson of the School Committee within five (5) school days.

 

D.        Level Four:  If at the end of twenty (20) school days next following presentation of the grievance in writing to the School Committee the grievance shall not have been disposed of to the satisfaction of the Association, the Association may, by giving written notice to the School Committee, submit the grievance to arbitration. 

 

Section 8:      If there is a grievance which directly affects a group or class of teachers or is of a general nature, the Association may submit such a grievance in writing directly to the level of administration having the appropriate authority to resolve such grievance.

 

Section 9:      A grievance not initiated within the time specified shall be deemed waived.  Failure of the teacher filing the grievance to appeal a decision within the time limit specified will mean that the grievance shall be considered settled on the basis of the decision last made and shall not be eligible for further appeal.  Failure of the School Committee to answer an appeal within the time limit specified shall mean that the appeal may be taken to the next step immediately.  The above limitations may be waived by written agreement of the parties.

 

Section 10:    In the event a grievance is filed on or after June 1 which, if left unresolved until the beginning of the following school year could result in irreparable harm to a party in interest, the time limits set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practicable.

 

Section 11:    The School Committee will, upon request, provide the Association with copies of any documents in its possession including approved minutes of the School Committee which may be necessary for the Association to process grievances under this contract, provided, however, that minutes of the Committee from executive session not previously released to the public by vote of the School Committee shall not be made so to the Association.  Those executive session minutes of the Committee not yet released to the public shall be edited to protect the privacy of the individual(s) who might be damaged by their release and to protect the School Committee's right to executive privilege on issues other than those involved in the grievance.

 

ARTICLE VI

ARBITRATION

 

Section 1:      A.        If at the end of twenty (20) school days next following presentation

of the grievance in writing to the School Committee the grievance shall not have been disposed of to the satisfaction of the Association, the Association may, by giving written notice to the School Committee within the five (5) school days next following conclusion of such period of twenty (20) school days, present the grievance for arbitration. If such notice is not given within the time limit above, the matter shall be considered settled on the basis of the decision last given by the School Committee.

 

B.        In the event either party elects to submit a grievance to arbitration, the arbitrator shall be selected according to and governed by the following procedure:

 

i.          The arbitrator is to be mutually selected by the School Committee and the Association. 

 

ii.         If the School Committee and the Association cannot agree within seven (7) school days after written notice specified above of the intention to arbitrate, then the party demanding arbitration shall within three (3) school days thereafter request the American Arbitration Association to provide a panel of arbitrators.  Said arbitrator is then to be selected under the provisions of the Voluntary Labor Arbitration rules.

 

C.        The expenses of such arbitration shall be shared equally by the School Committee and the Melrose Education Association, and the award made shall be final and binding upon the School Committee, the Association and the aggrieved employee.

 

Section 2:      A.        The arbitrator's award shall be in writing and shall set forth his/her

findings of the fact with reasoning and conclusions.  The arbitrator shall arrive at his/her decision solely upon the facts, evidence and contentions presented by the parties through the arbitration proceeding. The arbitrator shall have no power to add to, subtract from, or modify any of the terms of this contract.

 

B.        Subject to the foregoing, the decision of the arbitrator shall be submitted to the School Committee and the Association and shall be final and binding upon the School Committee, the Association and the teacher or group of teachers who initiated the grievance.  The decision of the arbitrator shall be implemented as soon as reasonably possible.

 

Section 3:      A.        No dispute or controversy shall be the subject for arbitration unless

it involves the interpretation or application of a specific provision of this contract.

 

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

 

C.        If an employee elects to pursue any statutory employment appeal (e.g., claims under G.L. c. 71, §§42 and 42D, state and federal discrimination claims, etc.), he/she shall have no recourse to the arbitration provisions of this Agreement.

 

ARTICLE VII

NO STRIKE PLEDGE

 

Section 1:      In consideration of the terms of this contract and the legislation which engendered it, the Association and its members, individually and collectively, agree for the term hereof, that they shall not cause, sponsor, sanction, assist or participate in any strike, work stoppage, concerted absence or refusal to perform assigned duties during the term of this contract.

 

Section 2:      If the Association disclaims such activities publicly and in writing to the School Committee, and advises the individuals concerned that the activity is illegal and in violation of this contract and instructs them to cease such activities, it will not be liable in any way therefor.

 

Section 3:      Teachers who participate in any such activities may be disciplined or discharged as the Superintendent in his/her judgment deems proper; and said discipline shall be final and binding on the parties affected thereby and not subject to arbitration, provided, however, that an issue of fact as to whether an individual has engaged in such activities may be made the subject of the grievance and arbitration procedure.

 

Section 4:      In connection with any negotiations for a successor agreement held pursuant to Article XLII (Duration) said negotiation shall be conducted in accordance with the mediation, fact-finding, or other statutory impasse procedure permitted by law.

 

ARTICLE VIII

PROFESSIONAL CONSULTATION

 

Section 1:      In the recognition of the professional standing of teachers and the fact that teachers' ideas and opinions, systematically and periodically collated and expressed, are of significant value in improving the quality of education in, as well as the efficient and economical operation of, the Melrose school system; and in recognition of the Association's knowledge of the ideas and opinions of the teachers, the parties agree that a Professional Consultation procedure should be established to be operative during the term of this contract.

 

Section 2:      This procedure is not intended to replace the grievance or arbitration procedures set forth herein or to make any matter a mandatory subject of discussion at any time at consultations that would not be a mandatory subject of discussion in the absence of the provisions of this section.

 

Section 3:      The consultation sessions will be scheduled with the School Committee, once every two (2) months upon written request of the Association or the School Committee.  The subject matters may include any item of concern or interest to the Association or the School Committee.  Two (2) weeks prior to the date scheduled for the consultation, the Association or the School Committee will submit to the Superintendent a written agenda of subjects about which it desires to consult.  The consultation will be confined to the subjects on that agenda.  In order to expedite the procedure, a preliminary meeting will be held between representatives of the Association (normally not to exceed three (3) in number) and the Superintendent and/or his/her designee to review the agenda items.  If a satisfactory understanding is reached with respect to certain items, the content (or withdrawal) of these will be reported to the School Committee by the Superintendent on the date set for the consultation meeting.

 

Section 4:      Consultation agenda items under this Agreement shall include the following:

 

A.        employee assistance program;

 

B.        assignment of  Melrose staff to teach in another school system and/ or the utilization of outside professionals to teach in Melrose;

 

C.        sick leave utilization.

 

Nothing in this Article shall prevent teachers and administrators from meeting jointly with the Superintendent over professional matters of mutual concern.

 

ARTICLE IX

TEACHING HOURS AND TEACHING LOAD

 

Section 1:      Work Year:

 

A.        The work year of teachers (other than new personnel who may be

required to attend additional orientation sessions) will begin no earlier than the Monday prior to Labor Day and will terminate no later than June 30, even though such commencement date may be before September 1, provided that employees will not be required to work on the Friday before Labor Day. 

 

B.        Effective September 1, 2008, the work year for teachers shall be 183

183 days, including 180 days of instruction for students and three (3) days of mandatory professional development for employees as follows:  One (1) day prior to the start of the students' instructional year; one (1) day on the first school day following Halloween, except in election years, when such professional development day may be scheduled on election day instead; and one (1) day on a date to be scheduled by the Superintendent after consultation with the Association President.  The Superintendent shall seek input from the Association President concerning the type of professional development programs to be provided during these days.  The School Committee agrees to provide, among other programs, professional development relative to teaching inclusion classes and the use of technology available in the system.

 

C.        Notwithstanding Paragraph B above, during the 2010-2011 and 2011-2012 work years, there shall be two (2) mandatory professional development days per year, one of which shall occur on the first day of the work year, the other of which shall be scheduled by the Superintendent.  The Association President shall designate representatives who, jointly with the Superintendent, will co-design the program for the second professional development day each year.  This Paragraph C shall expire on August 31, 2012, unless extended by agreement of the parties.

 

D.        Notwithstanding Paragraph B above, the following three (3) days of instruction during the 2010-2011 work year shall be half days:  December 23, the day before the start of the February vacation period and the last day of school.  This Paragraph D shall expire on August 31, 2011, unless extended by agreement of the parties.

 

Section 2:      Work Day:  The School Committee reserves the right to control the starting

and dismissal times for students in the Melrose Public Schools.  Effective September, 1999, the work day for High School teachers, Monday through Friday, is lengthened by six (6) minutes to provide for additional instructional time in order to permit the scheduling of occasional student activities that do not count toward the state student learning time requirements, as follows:

 

Kindergarten - a.m.

8:15 a.m. - 10:45 a.m.

Kindergarten  - p.m.

11:50 a.m. - 2:20 p.m.

Extended-Day Kindergarten

8:15 a.m. - 12:15 p.m.

(Roosevelt School)

 

 

 

 

Teacher

Student

Student

Teacher

 

Arrival

Starting

Dismissal

Departure

High

7:40 a.m.

7:45 a.m.

2:09 p.m.

2:14 p.m.

Middle

7:27 a.m.

7:40 a.m.

2:03 p.m.

2:10 p.m.

Full-day K-5

8:05 a.m.

8:15 a.m.

2:20 p.m.

2:25 p.m.

½ day K – a.m.

8:20 a.m.

8:30 a.m.

11:00 a.m.

11:05 a.m.

½ day K – p.m.

11:45 a.m.

11:55 a.m.

2:30 p.m.

2:35 p.m.

 

The starting and dismissal times provided above are subject to reasonable modification by the School Committee provided that no such modification shall increase the length of the teachers' work day.

 

Section 3:      A.        Elementary teachers will be on a rotating schedule ten (10) minutes

before the starting time for playground or inclement weather supervision.  The School Committee and the Association will make a joint effort to communicate with parents that teachers will not be available to supervise elementary students before 8:05 a.m.

 

B.        Entering time of elementary pupils will be five (5) minutes before the starting time of classes.

 

Section 4:      A.        All bargaining unit members in grades 6-12 will be available in

school to help pupils two (2) days per week for thirty (30) minutes per day, either before students' starting time or after students' dismissal time, and shall be available if reasonably required by pupils on other days.  Each bargaining unit member shall make his/her principal aware of his/her schedule, as stated above, within a timely manner by the end of September.

 

B.        At the elementary level, all bargaining unit members in grades K-5

will be available in school for an additional thirty (30) minutes two (2) days per week, either before students' starting time or after students' dismissal time, on Tuesdays, Wednesdays and Thursdays.  This additional time shall be used for the purposes of conducting parent conferences (including special education team meetings) and/or helping students as determined and scheduled by the teacher.  At the start of each school year, bargaining unit members who are specialists will partner with a classroom teacher in the building(s) to which they are assigned for the purpose of providing help to students before or after school.  Each bargaining unit member shall make his/her principal aware of his/her schedule, as stated above, within a timely manner by the end of September.  If a partnership between a specialist and a classroom teacher changes during the school year, the specialist will inform the Principal at the time of the change.

 

Section 5:      Professional personnel other than classroom teachers will work at their assigned tasks for at least the length of the regular teachers' work day except in cases where circumstances require variation.  It is recognized that the proper performance of their duties may, on occasion, require these persons to work longer than the normal working day.

 

Section 6:      Meeting Time:

 

A.        Bargaining unit members may be required to be at school in addition

to the regular work day without additional compensation for a total

of forty (40) hours, which may include meetings of not less than one (1) hour, to attend special education team meetings, staff meetings, building meetings and in-service education meetings called and authorized by the Superintendent. 

 

            B.        An elementary teacher shall be entitled to allocate up to twenty (20)

hours of the required meeting time to time spent correcting and analyzing student assessments.  The parties agree to establish a Joint Study Committee during the agreement to review whether the process for conducting student assessments can be made more efficient and effective and the number of hours allocated to this task can be reduced during the term of the agreement.  This paragraph shall expire on August 31, 2011, unless extended beyond that date by agreement of the parties.  During the 2010-2011 work year only, an elementary teacher shall be entitled to allocate up to thirty (30) hours of the required meeting time to time spent correcting and analyzing student assessments.

 

C.        If a meeting is scheduled to extend beyond two (2) hours, the Prin-

cipal or Superintendent will so notify bargaining unit members at least fourteen (14) calendar days in advance of the meeting.

 

Section 7:      Elementary Preparation Time:

 

A.        Elementary classroom teachers will have 150 minutes of preparation time per week; elementary art, music, reading and physical education specialists will also have 150 minutes of preparation time per week.  Preparation periods will consist of no less than thirty (30) consecutive minutes, and will not include time during recess periods when a classroom teacher is not scheduled to be on duty.

 

B.        In the event that a teacher loses preparation time or duty-free recess time due to a lack of coverage or inclement weather, there will be no obligation on the part of the administration to make up such time, unless and until the cumulative number of lost minutes exceeds seven hundred fifty (750) if the loss occurs in the first year of the agreement, or six hundred seventy-five (675) minutes if the loss occurs in the second year of the agreement, or five hundred fifty (550) minutes if the loss occurs in the third year of the agreement.  If a teacher is not provided with make-up preparation during the school year in which the loss occurs, the teacher will be entitled to make up the lost time during the following school year.  For lost preparation time or duty-free recess time to count under this provision, teachers will be expected to provide the principal with written notice of any time lost within five (5) calendar days of the loss.

 

Section 8:      Elementary Group Planning Time:  Each elementary principal will schedule a series of thirty (30) minute school-wide programs, to be held biweekly, during the normal school day, in the months of October through May, during which time teachers will be relieved of their instructional and supervisory duties and will be provided with group planning time, as scheduled by the principal with input from the teachers. The purpose of such planning time is to provide for group planning by grade level and/or subject area and the coordination of service delivery to special education students in the classroom.  Within one (1) week following each group planning meeting, one teacher in each of the groups (to be selected by the teachers within the group) shall provide the principal with an outline of the subjects and/or students discussed by the group during the meeting and any action items resulting from the discussion.  Additionally, elementary teachers shall receive group planning time when the students are in attendance at school-wide 'Enrichment Programs," sponsored by the Parent-Teacher Organizations.

 

Section 9:      Elementary Recess Periods:  There will be a recess period of at least fifteen (15) minutes each day in the elementary schools.  Each elementary school teacher will be off duty for such recess period every other day by arrangement with another teacher within the building in which the teacher is assigned.

 

Section 10:    Early Release Days:  The School Committee will provide a minimum of seven (7) early release days at the elementary level, at least five (5) of which shall be used by teachers for parent conferences.  The remaining day, and any additional days, if scheduled, may be used by the Superintendent or by principals for other purposes.

 

Section 11:    Elementary teachers will have fourteen (14) calendar days, excluding holidays and vacation periods, after the close of the marking period to prepare report cards for distribution.  Special educators also will have fourteen (14) calendar days, excluding holidays and vacation periods, after the close of the marking period to prepare progress reports for special education students.  Secondary teachers will have three (3) school days after the close of the marking period to submit the grades for the students' report cards. 

 

Section 12:    Secondary Schedule:

 

A.        Middle School teachers will have an average of five (5) preparation periods per week. 

 

B.        Teachers at the High School will have an average of six (6) preparation periods per week.  Teachers at the High School will teach an average of 248 minutes per day.  Assuming a five-day cycle, over the course of the cycle, teachers at the High School will have twenty-two (22) teaching periods, six (6) preparation periods and two (2) supervisory duty periods.  If the High School schedule changes to a different cycle, the parties agree that teachers will have an agreed-upon commensurate number of preparation and supervisory duty periods over the course of the new cycle (e.g., over a seven-day cycle, nine (9) preparation periods and three (3) supervisory duty periods).  Two (2) teaching periods will be any half-credit course in the program of studies.  Regarding the half-credit courses, the School Department will solicit teacher preferences as to the courses they will teach, and will make an effort to schedule teachers within their areas of licensure.

 

C.        The schedule for High School teachers will be modified in the 2010-2011 and 2011-2012 work years so that during the four-day midyear examination periods teachers will be required to work full days, but will be relieved of their classroom teaching responsibilities other than those associated with administering and grading student exams.  This Paragraph C shall expire on August 31, 2012, unless extended by agreement of the parties.

 

Section 13:    Secondary teachers’ course preparations should be limited to three (3),

when possible.

 

Section 14:    Administrative/Supervisory Duties:

 

A.        All bargaining unit members may be assigned administrative or supervisory duties, on a rotating basis, on days when they do not travel outside of one (1) building.

 

B.        Traveling teachers shall not be assigned supervisory duties, except on days when they do not travel outside of one (1) building. 

C.        At the secondary level supervisory duties shall mean –

 

·        Cafeteria,

·        Outside areas,

·        Corridor [and]

·        Student bathroom duty,

·        Resource Center,

·        Substitute coverage as stated in Article XIII, §2, [and]

·        Floor Master,

·        Peer Mediation supervision (1 per rotation or as needed),

·        Consumer Science duty (1 per rotation for the purchase of perishable supplies),

·        Copy machines (as needed),

·        Supply room (as needed), and

·        Accreditation duties (as needed).

 

D.        Teachers may be assigned, on a voluntary basis during a supervisory period, to work at a Learning Center, science laboratory or to perform other tutorial work or to supervise "club-style" areas of learning, the performing arts or related activities. 

 

Section 15:    Duty-Free Lunch Period:

 

A.        Teachers at all grade levels will have a duty-free lunch period of at least twenty (20) minutes.  In the elementary schools, efforts will be made to utilize Paraprofessionals and/or parent volunteers to supervise children traveling to, from and during the student lunch period, to ensure that teachers will have a full twenty-minute duty-free period for lunch.

 

B.        Elementary teachers will not be required to supervise lunchrooms.  Lunch supervision arrangements in the Middle School and High School will be the responsibility of the administration.

 

Section 16:    Teachers at all grade levels may leave their respective buildings during unassigned time with the approval of their building principals.

 

Section 17:    A.        Every reasonable effort will be made to establish the equitable

distribution of the case load for P.P.S. personnel and the computerization of Individual Education Programs and Quarterly Reports. 

 

B.        Effective September 1, 1999, secondary guidance counselors’ case loads shall be no greater than 300 students per counselor.  The School Committee will make an effort to reduce case loads to 250 students per counselor.

 

C.        To facilitate implementation of the Inclusion Model for special education services, the parties agree that, during the last month of school, Principals will provide classroom teachers with an opportunity to meet within the building to discuss the special education needs of the students who will be in their class(es) during the next school year.  Such meeting may be scheduled during the thirty (30) minute period, before or after the instructional day, when teachers otherwise would be in school to provide students with academic help.  To facilitate this process, classroom teachers will be given an "annotated" class list for the following year's class(es), indicating which students are expected to receive special education services, and Individualized Education Plans ("IEPs") for those students.

 

Section 18:    Subject to space and staffing limitations, principals shall try to schedule and assign study periods within individual classrooms.

 

Section 19:    Teachers will make every reasonable effort to use computers, e-mail, internet access and voice-mail, when available and functional, in connection with the performance of instructional duties and will integrate technology into the curriculum.

 

Section 20:    Community Relations

 

A.        In the interest of furthering communication with parents, the Melrose Education Association encourages its teachers to meet with parents, including during each of the evening meetings at school, to discuss student progress and other issues of mutual concern.

 

B.        Under the leadership of the central office and with the support of administrators, teachers will work to improve two-way communications with parents and students, including:

 

i.          providing information on curriculum goals to parents and students; and

 

ii.         welcoming input from parents and students with regard to progress in meeting such goals.  Any such feedback from parents and students will be confidential to the teacher soliciting and receiving such input.

 

C.        The School Committee agrees to provide one (1) telephone line per school for teachers to use to make confidential telephone calls to parents to improve communications further between teachers and parents.

 

Section 21:    (Student Learning Time):  The School Committee may reopen this Agreement at any time to negotiate over compliance with D.O.E. mandates set forth in state law or regulation.  This reopener shall be treated as mid-term bargaining for the purpose of implementation.

 

Section 22:    Sign-in/Sign-out Sheets:  To comply with mandates imposed on the school district by the Massachusetts Department of Education, teachers will be required to sign-in at the beginning of each workday and to sign-out at the end of each workday, to indicate the time of their arrival and departure.  A teacher who forgets to sign-in or sign-out in a particular instance will not be disciplined or receive a negative evaluation for that omission.  The Association, however, recognizes a teacher's professional and contractual responsibility to be present in the building for the appropriate work times."

 

ARTICLE X

TEACHER EMPLOYMENT

 

Section 1:      A.        To be eligible for employment, a teacher shall meet the requirements

for licensure in his/her subject area as set forth by the Massachusetts

Department of Education.  Nurses and therapists shall maintain proper registration through the appropriate granting authority.

 

B.        Exceptions to the above will be allowable in instances when waivers can be granted by the Department of Education due to the unavailability of certifiable candidates who are acceptable for employment.  Two (2) years of successful teaching experience and a Bachelor's Degree will be generally required, except where a teacher has done an internship and student teaching in the Melrose Public Schools.

 

Section 2:      A.        Full credit will be given for outside teaching experience upon initial

employment up to six (6) years, and fifty percent (50%) credit will be given for over six (6) years. 

 

B.        Additional credit will be given upon initial employment for each year of active duty service in the United States Armed Forces, up to a maximum of four (4) years' credit.  If an individual has served on active duty for more than six (6) months, but less than one (1) year, one (1) year of teaching credit will be given; otherwise partial credit will not be given.

 

Section 3:      A.        Teachers with previous teaching experience in the Melrose school

system will, upon returning to the system, receive full credit on the salary schedule for all outside teaching experience and military experience up to the maximums set forth in Section 2 above.  Teachers who have not been engaged in teaching on a full-time basis upon returning to the system, will be restored to the next position on the salary schedule above that at which they left, provided that they worked at least one half (1/2) of the teachers' work year in their last year of employment.

 

B.        Previously accumulated unused leave days will be restored to all returning teachers who have been laid off.

 

Section 4:      To the extent that teacher aides or paraprofessionals are employed by the School Committee, they will operate under the general direction of the building principal and under the ultimate supervision and not in replacement of the teacher to whom they are assigned.  Such individuals can perform teaching functions, but will not permanently replace presently employed teachers.

 

Section 5:      Reductions in Force

 

A.        If the Superintendent in his/her discretion determines, pursuant to his/her legal responsibility to make such decisions, that a reduction in the number of teachers employed is necessary, or that a particular type of teaching service should be discontinued, the following policy for reduction in personnel will be used:

 

i.          Inasmuch as possible, normal attrition will be used.  That is, teachers who resign will not be replaced if there are qualified teachers available in the district. 

 

ii.         Teachers who are not under contract or who are on temporary status (e.g., teachers filling in for leaves of absence or long term substitutes) will be laid off next, provided there are fully qualified, fully licensed permanent teachers to replace and perform all of the needed duties of the laid-off teachers.

 

iii.       Teachers not holding a regular Massachusetts teaching license will be laid off next, provided there are fully qualified, fully licensed teachers to replace and perform all of the needed duties of the laid-off teachers. 

 

B.        In case of a further reduction in teaching staff, a teacher with Professional Teacher Status, (a "PTS teacher") shall not be dismissed if there is a non-PTS teacher employed whose position the PTS teacher is licensed to fill.

 

Section 6:      Definitions:

 

Discipline:  For the purpose of this article, disciplines are:

 

K-5     Elementary Teachers; Elementary teachers transferred to the Middle School will be retained on the elementary teachers' seniority list.

 

K-12   School Adjustment Counselor, Psychologist, Special Needs (within licensure), Art, Music, Physical Education and Health (including adaptive physical education), Librarian Media Specialist, Reading (all teachers in the Reading Department are grandfathered as licensed in reading).

 

6-12    Language Arts, Science, Math, Social Studies, Home Economics, Industrial Arts, Business, Guidance, Foreign Language (all Foreign Language teachers hired after September 1, 1983 shall be restricted to bumping junior teachers in those areas where the senior teacher is licensed to teach.  Staff members hired before September 1, 1983, who are assigned out of their licensure to avoid layoff, will be required to take courses in their newly assigned teaching programs).

 

Seniority:  Length of continuous service in the bargaining unit measured from the first day for which compensation was received.  Time spent on any authorized extended unpaid leave of absence will not constitute a break in seniority, but seniority will not accumulate during such periods.

 


Section 7:      Layoff Procedure:

 

A.        If a reduction in staff results in the layoff of one or more PTS teachers, teachers in the discipline shall be laid off pursuant to the seniority list.  Junior teachers shall be laid off first.

 

B.        If two (2) or more teachers are tied on the seniority list, the following criteria will determine the order of layoff for tied teachers:

 

i.          Degree earned (Bachelor's, Master's, CAGS, Doctorate).

 

ii.         Total credits earned beyond the degree.

 

iii.       Previous teaching experience.

 

The above three criteria may be modified as required to insure maintenance of programs.

 

C.        As a result of the change from "junior high" to the "middle school" concept, any teacher assigned to teach twenty percent (20%) out of his/her discipline shall retain full call back rights to said discipline.

 

D.        The seniority list of PTS teachers will be established and updated by

December 1, of each school year.  The list shall be in reverse order of seniority as defined in this article and shall include service date, unpaid leave, degree status, and previous experience.  Any challenges regarding the information and placement on the seniority list must be filed no later than thirty (30) school days after the list is posted.  Failure to challenge the list shall be deemed acceptance of the list.  The Superintendent agrees to provide five (5) copies of the seniority list to the Middle School and Senior High School and two (2) copies to each elementary school.

 

E.         Except in unforeseen circumstances or when significant budget reductions are made by the Board of Aldermen, a PTS teacher so affected by a reduction in staff shall be notified by June 1 of the school year preceding the school year in which the reduction is to take place.

 

F.         A teacher on layoff shall keep the Superintendent's Office advised of his/her current mailing address, and notice of a vacancy to that address by certified mail will be deemed notice to the teacher.

 

Section 8:      Recall Procedure:

 

A.        A PTS teacher who is laid off by the Superintendent pursuant to the Education Reform Act of 1993 shall have recall rights by seniority, as specified in the following paragraph.  During the recall period such teacher shall remain an employee of the school district as if such employee were on unpaid leave of absence and shall retain PTS.  The removal of such teacher from active service is understood to be involuntary.  Such teacher retains the right to contest by grievance and arbitration whether the School Committee has observed its contractual obligations with respect to the layoff and recall provisions of this Article.  If a teacher has not returned to active service by the end of the recall period, the employment relationship with such teacher shall terminate automatically at such time. 

 

B.        If subsequent vacancies occur or if new positions are added or old positions reinstated which PTS teachers laid off previously performed, PTS teachers laid off within the previous two (2) years shall be recalled in reverse order of seniority to fill those positions.

 

C.        Teachers released under the provisions of this Article shall be given initial consideration on the substitute list if they choose to be so recorded.

 

Section 9:      A.        Administrators serving in the school system as administrators for

the 1982-1983 school year will receive seniority credit for their total continuous service in any position in the Melrose Public Schools upon first entry into Unit A after September 1, 1983.  Administrators hired after September 1, 1983, will receive, for continuous service in the Melrose Public Schools, full credit for service in Unit A plus one-half credit for service as an administrator in the system.

 

B.        Administrators will be placed in the discipline last taught.  Teachers on internships such as Project Bridge are entitled to all rights and benefits, including accumulation of seniority.

 

Section 10:    Agency Fee:

 

A.        The Melrose School Committee agrees to require as a condition of employment that all teachers except those certified as members to the School Committee by the Association pay annually as of the thirtieth (30th) day of any work year or by the thirtieth (30th) work day following appointment to a position in the bargaining unit, an agency service fee. Said fee shall be equal to the amount required to become a member of the Melrose Education Association and remain a member in good standing.  An employee paying the agency fee shall be entitled, if he/she so demands in writing to the Association, a rebate of the pro rata share of the fee allowable under Massachusetts General Laws Chapter 150E, Section 12, and the regulations of the Labor Relations Commission governing agency fee.

 

B.        If any employee has not paid the fee or has not filed a complaint regarding the fee at the Labor Relations Commission and has placed the agency fee monies in an escrow account awaiting the results of that complaint within forty-five (45) days after receipt of a written demand for payment of the fee, the School Committee shall suspend the unit member without pay until the fee is paid for up to a total of thirty (30) work days.  After thirty (30) work days, the suspended bargaining unit member will be assigned to a bargaining unit position by the School Committee.

 

C.        The Association shall indemnify the School Committee and Superintendent against any damages and legal fees incurred in complying with this section and shall comply with any rebate procedure or any process as may be required by state, federal or constitutional law.

 

ARTICLE XI

SCHOOL CALENDAR

 

Section 1:      Before establishing the school calendar, the School Committee will consult with the Association. 

 

Section 2:      In the event that teachers are relocated from a building due to renovations, the School Committee will pack, move and unpack all school property (books, supplies, etc.); teachers will need to pack and unpack only their own personal belongings.  In the event that teachers are not provided with time during the normal work day to prepare for the move and to set up their classrooms following the move, they will be entitled to one (1) compensatory day off, to be scheduled in advance with written approval of the principal.

 


ARTICLE XII

TEACHER EVALUATION

 

Section 1:      All observations by any means for the purpose of evaluating the professional performance of a teacher will be conducted openly and with full knowledge of the teacher.

 

Section 2:      Teachers will review and, upon request, be given a copy of any evaluation report prepared by their evaluator.  After such review, the teacher will initial the report to indicate the fact that the review has been completed.  All evaluations will be based upon at least one classroom visit by such evaluator.

 

Section 3:      Teachers will have a right upon request to view the contents of their personnel file.  The teacher will be entitled to have a representative of the Association accompany him/her during such review.  Excluded from such review would be documents of a "confidential" nature received prior to employment.

 

Section 4:      A.        No materials derogatory to a teacher's conduct, service, character

or personality will be placed in his/her file unless the teacher has had an opportunity to review such material.  Excluded from this will be material such as confidential references received at the time of the teacher's initial employment.

 

B.        The teacher will acknowledge that he/she has had an opportunity to review such material by affixing his/her signature to the copy to be filed, with the express understanding that such signature in no way indicates agreement with the contents thereof.  The teacher will also have the right to submit a written answer to such material, and his/her answer shall be reviewed by the Superintendent and attached to the file copy.

 

C.        Any complaint about a teacher that goes into a teacher's personnel file shall be reduced to writing and signed by the person making the complaint.  The teacher shall have the right to challenge the veracity, accuracy, and serious nature of the complaint.  If the complaint is without foundation or is frivolous, it will be removed from the teacher's file and the maker of the complaint shall be informed of this action by written notice.

 

Section 5:      The Association recognizes the authority and responsibility of supervisory personnel for maintaining the highest possible level of professional performance by teachers, indicating therein the authority and responsibility for overseeing such professional performance.  A teacher may be reprimanded by a coordinator, director or principal for delinquencies in professional performance.  He/she may be disciplined only by the Superintendent or his/her principal, at which time a representative of the Association may be present.

 

Section 6:      Any contention that an "unsatisfactory" evaluation is arbitrary or without foundation may be raised through the grievance procedure, but in no event beyond the level of the School Committee.

 

Section 7:      Non-PTS teachers shall be observed and evaluated at least twice a year prior to April 30 of their third year.  Teachers serving at discretion are subject to evaluation.

 

Section 8:      A.        Subject to the provisions of this Article, no teacher shall be

disciplined, reprimanded, suspended, reduced in rank or compensation or deprived of any professional advantage without just cause.  In no event shall this clause be construed to apply to any teacher who has served for fewer than ninety (90) calendar days in the Melrose Public Schools or to allow the following decisions to be subject to arbitration under the terms of this Agreement: failure to re-hire a non-PTS teacher or failure to re-hire any teacher with respect to any non-PTS position.

 

B.        It is recognized that this Article provides alternative remedies, either statutory or through arbitration, to PTS teachers in the case of dismissal.  The teacher shall notify the Superintendent in writing of the election of remedies within three (3) school days after notification to the teacher of the decision by the Superintendent, taken under the provisions of Massachusetts General Laws Chapter 71, Section 42 in the case of dismissal.

 

Section 9:      The parties agree that they will utilize the attached performance standards-based evaluation instrument and procedures included as Appendix C of the contract.

 

ARTICLE XIII

SUBSTITUTE TEACHERS

 

Section 1:      Every reasonable effort, short of hiring additional permanent staff, will be made to secure a substitute teacher whenever a regular teacher or special teacher is absent.  It is not the School Committee’s intent to rely solely on bargaining unit members to cover for other teachers.

 

Section 2:      All bargaining unit members are expected to cover for other teachers during a duty period on a rotating basis, if there are teachers whose absences are not covered by substitute teachers.  Classroom coverage is a non-teaching duty, similar to cafeteria duty.  The administration will assign bargaining unit members to provide coverage under this provision in an equitable manner within the confines of the building schedule.  A teacher who feels imposed upon by the number of such requests may file a complaint and follow the grievance procedure.

 

Section 3:      Effective September 1, 1999, the School Committee will implement a centralized system of obtaining substitute coverage for elementary teachers who must call in sick.  As of that date, elementary head teachers will be relieved of the responsibility of arranging substitute coverage for their buildings, and their stipends will be reduced by twenty-five (25) percent.

 

ARTICLE XIV

CLASS SIZE

 

Section 1:      The School Committee will make every reasonable effort, short of hiring additional staff, to reduce class size to twenty-five (25) at all grade levels except where curriculum and method may require groups of larger size.

 

ARTICLE XV

NON-TEACHING DUTIES

 

Section 1:      The School 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.  Therefore, they agree as follows:

 

A.        Teachers will not be required to perform the following duties:  health services such as administering and/or recording eye and ear examinations and weighing and measuring pupils except where the latter is required by curriculum.

 

B.        The School Committee and the administration will not hold the teaching staff accountable for the collecting or recording of money from students.  The exception will be the receipt of milk and lunch money and fees for consumable items such as workbooks, etc.

 

C.        The School Committee and the administration will make every effort to reduce the record keeping requirements.  Educational data processing will be used wherever practicable.  Teachers will make every reasonable effort to use computers, e-mail, internet access and voice-mail, when available and functional, in connection with the performance of record-keeping and other non-teaching duties.

 

D.        Teachers will not be required to drive pupils to activities which take place away from the school building.  No teacher may drive pupils to such activities except with the express permission of the Superintendent and then only after a determination that there is proper insurance coverage.

 

ARTICLE XVI

PERSONAL INJURY BENEFITS - INSURANCE

 

Section 1:      In accordance with Massachusetts General Laws Chapter 152, Section 69, whenever a teacher is absent from school as a result of personal injury caused by an accident or an assault occurring in the course of his/her employment, he/she will be paid his/her full salary (less the amount of any workers' compensation award made for temporary disability due to said injury) for the period of said absence.  Absence for such cause will not be considered ordinary sick leave.

 

Section 2:      The School Committee will reimburse a teacher --

 

A.        for the cost of any clothing or other articles of personal adornment damaged or destroyed in the course of his/her employment up to a total of two hundred dollars ($200) in any one instance, and

 

B.        for the cost of medical, surgical or hospital services (less the amount of any insurance reimbursement) incurred as the result of any injury sustained in the course of his/her employment up to a total of two thousand dollars ($2,000) in any one instance.

 

Section 3:      As long as the City of Melrose agrees to pay a portion of the health and life insurance programs currently in effect, the School Committee will certify deductions of the teacher's share from payroll checks for participating members upon receipt of a proper authorization.

 


ARTICLE XVII

TEACHER ASSIGNMENT

 

Section 1:      Teachers will be notified in writing of their programs for the coming year as soon as practicable before the close of school, including the schools to which they will be assigned, the grades and/or subjects that they will teach, and any special or unusual classes that they will have, except that teachers continuing in their same assignment need not be so notified. 

 

Section 2:      Teachers are permitted to communicate with administration and one another concerning students who are entering or leaving their classes to facilitate the transition.

 

Section 3:      If the school budget is passed at a date later than thirty (30) calendar days before the end of the school year, assignments may be made later than the close of school but only after the School Committee or its designee meets with the Association to discuss the teacher assignments affected.  Assignments will be made no later than thirty (30) days after the budget is finalized.  Every effort will be made to give assignments to unaffected staff members before the end of the school year.

 

Section 4:      In order to assure that pupils are taught by teachers working within their areas of competence, teachers will not be assigned, except for good cause, outside the scope of their teaching licenses and/or their major or minor fields of study.

 

Section 5:      Any teacher may be assigned to teach integrated (inclusion) classes.  The School Committee agrees to provide teachers with training relative to teaching integrated classes during the 1998-1999 and 1999-2000 school years and thereafter at such times as the Superintendent and the special education administrator deem appropriate. 

 

Section 6:      Involuntary Transfers:

 

A.        When involuntary transfers are necessary, a teacher's area of competence, major and/or minor field of study and length of service in the Melrose school system will be considered.  Teachers being involuntarily transferred will be transferred to comparable positions as far as is reasonably practical.

 

B.        An involuntary transfer will be made only after a meeting between the teacher involved and the Superintendent at which time the teacher will be notified in writing of the reasons for such transfer.  Reasonable effort will be made to hold such involuntary transfers to a minimum.

 

C.        A teacher who has been involuntarily transferred due to the elimination of a position may elect to return to his/her former school or department if a vacancy for which the teacher is qualified occurs within the two (2) school years following the involuntary transfer.  Such transfer will be effective the next following September 1 and will not be allowed if it will result in the involuntary transfer of another bargaining unit member.

 

Section 7:      When possible, traveling teachers will be scheduled so that they travel to a maximum of two (2) schools per work day.  Teachers who are assigned to more than one (1) school in any one (1) school day will receive thirty dollars ($30) travel allowance per month during the school year.  Teachers who are regularly assigned to more than two (2) schools in any one school day for two (2) or more days per week will receive forty dollars ($40) travel allowance per month during the school year.  Effective September 1, 2007, the travel allowance will be forty ($40) dollars per month only for teachers who are regularly assigned to more than two (2) schools in any one school day for three (3) or more days per week.

 

ARTICLE XVIII

VACANCIES AND PROMOTIONS

 

Section 1:      A.        Whenever any vacancy in a professional or extracurricular position

occurs during the school year (September through June), it will be publicized by the Superintendent by means of a notice placed on the Association bulletin board in every school as far in advance of the appointment as possible, and in any event for not less than ten (10) school days.  If the position is new, or if the salary is greater than or in addition to the regular salary schedule for teachers, the qualifications, duties and rate of compensation will be clearly set forth. 

 

B.        From June to September, such vacancies will be publicized by posting at the Central Administration Office together with written notice to the Association President and to teachers which shall be accomplished by posting such vacancies on the school district’s website.

 

Section 2:      All stipendiary positions in Appendix B shall be posted annually and all qualified members of the unit shall have the opportunity to apply for the positions.  Administrators will make a reasonable effort to notify applicants from within the bargaining unit when a stipendiary position is filled.

 

ARTICLE XIX

PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT

 

Section 1:      The School Committee will authorize the attendance by teachers at work-shops, seminars, conferences or other professional improvement sessions, undertaken at the request and/or with the advance approval of their principal or immediate superior and the Superintendent.  Reimbursement of expenses for fees, meals, lodging, and/or transportation will be in accordance with guidelines determined by the School Committee from time to time.

 

ARTICLE XX

TRANSFERS

 

Section 1:      Teachers desiring a transfer will submit a written request to the Superintendent stating the assignment preferred.  Such requests must be submitted between September 1 and June 1 of each school year to be considered for the next school year.  Requests must be renewed each year.  All requests will be acknowledged in writing.

 

ARTICLE XXI

PROFESSIONAL LEAVE

 

Section 1:      Teachers will be entitled to at least one (1) day paid leave for the purpose of visiting other schools or attending meetings or conferences of an educational nature upon the recommendation of their principal or immediate superior and approval of the Superintendent.

 

ARTICLE XXII

PERSONAL LEAVE

 

Section 1:      It is recognized that all absences by regular teachers from classrooms interrupt the educational process and must, therefore, be held to an absolute minimum. 

 

Section 2:      Three (3) days' leave with pay may be granted for imperative personal business which could not effectively be conducted outside of school hours. In no instance shall this leave be requested so as to extend a holiday or a vacation.

 

Section 3:      A.        Reasons for such leave must be submitted in writing to the

Superintendent as soon as possible and whenever possible not less than forty-eight (48) hours before the absence occurs.

 

B.        Principals should be notified of the approved personal leave by 8:00 a.m. of the previous day so that a substitute can be procured.

 

Section 4:      If the Superintendent believes the purpose of the leave is not of a nature specified above requiring the absence of a teacher during school hours, then he/she will decline to approve the payment for such leave.  Said leave shall not be unreasonably withheld.  If the individual teacher contests this decision, he/she may present the matter through the grievance and arbitration procedure.

 

Section 5:      Nothing in this Section shall preclude the Superintendent from granting additional personal leave without pay for reason he/she deems urgent.

 

Section 6:      Personnel who use all three (3) personal days for religious purposes are entitled to request additional personal days if required during the school year for other purposes set forth in the Article.  Requests for such leave together with the reasons therefor will normally be submitted at least forty-eight (48) hours in advance of the time such leave is to be taken.

 

Section 7:      Leave taken for physical examinations or clinical tests will be counted as sick leave, in accordance with Article XXVI, Section 2(c) of this Agreement.

 

Section 8:      Effective September 1, 2008, deductions from salary shall be made on the basis of 1/183 in calculating per diem salary for teachers who are absent without pay on personal leave. 

 

Section 9:      Teachers may convert unused personal days into sick days on an annual basis, provided that this section shall expire on August 31, 2011, unless extended beyond that date by agreement of the parties.

 

ARTICLE XXIII

CONFERENCE LEAVE

 

Section 1:      Time necessary for Association representatives to attend Massachusetts Teachers' Association and/or National Education Association conferences and conventions will be granted.  In no instance shall the maximum number of teaching days used per year exceed fifteen (15) for any one individual and twenty-five (25) for the Association.

ARTICLE XXIV

INFECTIOUS DISEASE LEAVE

 

Section 1:      Teachers will be entitled to paid leave as a result of absence caused by the teacher contracting mumps, scarlet fever, measles or chicken pox or another contagious disease for which the board of health regulations require the teacher to be absent.

 

Section 2:      Leaves taken pursuant to Articles XXI-XXIV will be in addition to any sick leave to which the teacher is entitled.

 

ARTICLE XXV

TEMPORARY MILITARY RESERVE LEAVE

 

Section 1:      A maximum of seventeen (17) days per school year for persons called into temporary active duty of any unit of the U.S. Reserves or the State National Guard, provided such obligations cannot be fulfilled on days when school is not in session.  Teachers will be paid the difference between their regular pay and the pay of which they receive from the State or Federal government.

 

ARTICLE XXVI

SICK LEAVE

 

Section 1:      Teachers will be entitled to twelve (12) days sick leave in each school year with unlimited accumulation.  Days will be earned on the basis of 1.2 per month of service.  The above may be drawn in advance up to a maximum of twelve (12) days per school year.  Effective September 1, 2008, teachers will be entitled to receive fifteen (15), rather than twelve (12), sick days per year, earned on the basis of 1.5 days per month, provided that this sentence shall expire at the end of the current Agreement, unless it is continued beyond that date by agreement of the parties.

 

Section 2:      Annual Sick Leave Buyback:  Employees who elect to reduce their sick leave accumulation by the number of unused sick leave days for which lump sum amounts are payable hereunder will be paid a bonus on a sliding scale as follows:

 

Sick Days Used

Used

Payment

0

7

$350.00

1

6

$300.00

2

5

$250.00

3

4

$200.00

4

3

$150.00

5

2

$100.00

6

1

$  50.00

 

Payment will be made by the School Committee in its discretion in June of the fiscal year in which the school days involved were calculated or in the next July.

 

This Section shall be cease to be effective as of September 1, 2008, provided that it shall become effective again, if the parties do not agree to continue the increased accrual of sick leave for bargaining unit members provided for in the last sentence of Section 1 of this Article XXVI.

 

Section 3:      In the event a teacher borrows sick leave in advance as provided in this section and retires or resigns from the Melrose school system prior to actually earning such leave as provided above, the teacher agrees to pay back the amount used but unearned multiplied by, effective September 1, 2002, 1/183 of his/her annual basic salary, said amount to be set off from his/her final paycheck (or to be reimbursed to the City directly if funds are not available in the final paycheck).

 

Section 4:      In addition to personal illness or injury, sick leave may be utilized for the following purposes:

 

A.        A maximum of five (5) days per school year for a critical illness in the immediate family.

 

B.        Any other reason approved by the Superintendent.

 

C.        Leave taken for physical examination or clinical test.

 

Section 5:      In instances where there is a loss of pay resulting from absence, the daily rate for deduction will be, effective September 1, 2008, 1/183 of the annual salary.

 

Section 6:      A teacher new to the system must perform one (1) full day of service to be eligible for any sick leave benefits.  Sick leave thereafter will be earned at 1.2 days of sick leave for each month in which he/she teaches during the school year, up to twelve (12) days, and may be utilized in accordance with Section 1, provided that during the first year of employment in the Melrose Public Schools, a new teacher may not use more paid sick leave benefits than he/she actually has accrued at the time of the leave, notwithstanding the last sentence of Section 1.

Section 7:      A.        The Superintendent may require a doctor's certificate after an

extended illness, after three (3) consecutive days of absence, or when sick leave use suggests a possible abuse of sick leave.

 

B.        A joint sick leave study committee will be established.  This committee will operate by consensus, study the sick leave issue, and make recommendations as to the disposition of any suspected sick leave abuse.

 

Section 8:      An annual statement will be provided each September stating the number of sick days accumulated.

 

Section 9:      Whenever a teacher is absent from school as a result of injury arising out of and in the course of the teacher's employment, the teacher will be paid by the school system the difference between the teacher's full salary and the payments received under Massachusetts workers' compensation insurance.  There will be no loss of sick days resulting from such injury.

 

ARTICLE XXVII

SICK LEAVE BANK

 

Section 1:      Effective for the term of this Agreement, a Sick Leave Bank will be established for use by qualified members whose sick leave accumulation is exhausted through serious prolonged illness and who require additional leave to make full recovery from an extended illness during the term of this contract.

 

Section 2:      Each member of the bargaining unit who is eligible to participate shall submit one (1) sick day from his/her personal accumulation to the Sick Leave Bank for the term of this contract to be utilized by those who qualify and who have exhausted their own individual sick leave, both annual and accumulated, and who still have a serious illness.

 

Section 3:      Individuals shall not qualify for consideration of extended illness leave within the framework of the Sick Leave Bank unless they have accumulated at least twenty (20) sick leave days as of the beginning of the school year.  If a person once qualifies as set forth above for participation during the term of this contract, he/she shall not have to so re-qualify during the term of this contract in cases of subsequent illnesses which would otherwise qualify for participation in this Bank.  Once a unit member has qualified for the Sick Leave Bank there is no requirement to re-qualify.

 

Section 4:      Sick Leave Bank days shall only be available after the informed employee has exhausted his/her entire personal sick leave, both annual and accumulated.

 

Section 5:      Any sick leave granted under the provisions of this Article shall expire at the end of the applicable school year for the individual involved.

 

Section 6:      Unused Sick Leave Bank days at the conclusion of this contract, whether contributed initially under Section 2 or by any subsequent contribution, will be carried over to any successive school year.

 

Section 7:      A.        The Sick Leave Bank shall be administered by a Sick Leave Bank

Committee consisting of four (4) members.  Two (2) members shall be designated by the School Committee to serve at its discretion and two (2) members shall be designated by the Association.  The Sick Leave Bank Committee shall meet and determine the eligibility for use of the Bank and the amount of leave to be granted.  The following criteria shall be used by the Sick Leave Bank Committee in administering the Bank and in determining eligibility and amount of leave:

 

a.         adequate medical evidence of serious illness;

b.         prior utilization of all eligible sick leave;

c.         propriety in the use of sick leave;

d.         length of service in the Melrose school system;

e.         prior utilization of the sick leave bank.

 

B.        A decision by the members of the Sick Leave Bank Committee may be reconsidered within two (2) weeks after the initial vote is taken, except that a decision may be reconsidered thereafter if the applicant produces new evidence that was not available to the applicant at the time of the initial vote.  In the event of a tie vote following reconsideration, the Mayor shall cast the deciding vote.  The decision of the Sick Leave Bank Committee with respect to eligibility and entitlement shall be final and binding and not subject to appeal.

 

Section 8:      No days may be withdrawn from the Sick Leave Bank for use for any other illness other than prolonged illness.  Days may not be withdrawn to permit the individual to stay at home to care for other members of the family.

 

Section 9:      Application for benefits shall be made in writing on the appropriate application form to the Sick Leave Bank Committee accompanied by a doctor's certificate as to the need for and anticipated extent of extended recovery time from illness.

 

Section 10:    Application for benefits may be made prior to the employee's exhaustion of his/her own personal sick leave to expedite benefits, but drawings upon the Bank will not actually commence until after the employee's own sick leave days are exhausted and adequate medical notification has been provided, and in no event unless the prolonged illness has exceeded twenty (20) consecutive school days.  Compliance with this Section may be waived in cases of repetition or continuance of the same related illness for which the employee has previously qualified hereunder (for example, an attempt to return prematurely after a heart attack).

 

Section 11:    The initial grant of sick leave by the Sick Leave Bank Committee to an eligible employee shall not exceed fifteen (15) days.

 

Section 12:    Upon completion of the initial grant, additional entitlement may be extended by the Sick Leave Bank Committee, at its discretion, upon demonstration of need by the applicant.  Such extension may be based upon full or pro rata credit for additional days at the discretion of the Sick Leave Bank Committee.

 

Section 13:    A unit member who is suffering from a catastrophic or terminal illness may use sick leave bank days up to 180 per year.  In order to qualify for this benefit medical evidence must be submitted to the Superintendent or the Sick Leave Bank Committee specifically delineating the illness and treatment that requires the person to miss the entire work year.  This benefit is intended to ease the financial burden of such things as prolonged medical treatment, hospitalization, and/or treatment at a rehabilitation facility.

 

ARTICLE XXVIII

ASSOCIATION LEAVE

 

Section 1:      The School Committee agrees that up to three (3) teachers designated by the Association will, upon request, be granted a leave of absence for up to one (1) year without pay for the purpose of engaging in Association (local, state or national) activities.  Upon return from leave the teacher shall be placed on the next salary step of the salary schedule or the teacher will be granted an additional step providing the teacher worked at least ninety (90) days in the school year during which the leave commenced.

 

Section 2:      No supervisory duties will be assigned to the President of the Association during the term of office.

ARTICLE XXIX

ACTION CORPS LEAVE

 

Section 1:      A leave of absence without pay of up to two (2) years will be granted to any teacher who joins the Action Corps or serves as an exchange teacher and is a full-time participant in either of such programs.

 

ARTICLE XXX

MILITARY LEAVE

 

Section 1:      Military leave will be granted to any teacher who is inducted into 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/she would have achieved had he/she remained actively employed in the system during the period of his/her absence up to a maximum of four (4) years.

 

ARTICLE XXXI

MATERNITY, CHILD REARING LEAVE

 

Section 1:      A female bargaining unit member who is absent from school due to disabilities related to childbirth and recovery from childbirth shall be eligible for sick leave pursuant to Article XXVI for the period of disability.

 

Section 2:      Child Rearing Leave:  A unit member who has completed one (1) year of teaching in Melrose and has taught at least ninety (90) days in the work year preceding the leave shall be eligible for a child rearing leave.  Under ordinary circumstances this leave will commence timely to the birth of a child or the adoption of a child.  The leave shall expire on the first work day of a school year.  In no event shall the leave be extended beyond the second September following the commencement of the leave.

 

Section 3:      The date of the anticipated return from leave pursuant to Section 2 of this article will be established with the Superintendent at the time the leave commences.  In the event of unforeseen circumstances (for example, the child does not live), the member of the unit may make written application for reinstatement.  Such reinstatement may be granted by the Superintendent in case of an acceptable vacancy.

 

Section 4:      Salary Advancement :  A PTS teacher returning from an extended leave under the provisions of Section 2 will be placed on the next step of the salary schedule as if she had been actively employed by the Melrose school system for more than one-half (1/2) of the work year in the school year in which the leave commenced.  She will be assigned to a school where a vacancy for which she is qualified exists.

 

Section 5:      Nothing in this article shall be construed to limit or control a teacher's right, or the Association's right at the teacher's request, if any exists, to seek sick leave pay due to any condition arising with respect to pregnancy, nor shall this Article prejudice the position of either the School Committee or the Association with respect to any such claim.  If any claim is filed before an administrative agency or court with respect to sickness or disability pay with respect to pregnancy, it is agreed that the liability, if any under this contract, will not be that of the Melrose Education Association.

 

ARTICLE XXXII

FAMILY ILLNESS LEAVE

 

Section 1:      A one-time leave of absence without pay or increment of up to one (1) year will be granted for the purpose of caring for a sick member of the teacher's immediate family.  Additional leave may be granted at the discretion of the Superintendent.  However, the return from such leave must coincide with the beginning of the next succeeding school year unless it is feasible to return him/her to a teaching assignment at a different time.

 

ARTICLE XXXIII

PUBLIC OFFICE LEAVE

 

Section 1:      The School Committee will grant a leave of absence without pay or increment to any teacher to campaign for, or serve in, public office, but such leave shall be for not less than one (1) year and the return from such leave shall be at the beginning of the succeeding school year unless it is feasible and in the best interest of the school system to return him/her to a teaching assignment at a different time.

 

ARTICLE XXXIV

EXTENDED ILLNESS LEAVE

 

Section 1:      After five (5) years of continuous employment in the Melrose school system, a teacher may be granted a leave of absence, without pay, for up to one (1) year for health reasons, it being understood that a teacher is eligible for such leave only after accumulated sick leave is exhausted.  Requests for such leave must be supported by appropriate medical evidence. 

 

Section 2:      Any teacher whose personal illness extends beyond the period compensated will be granted a leave of absence without pay for such time as is necessary for complete recovery from such illness, but in no event longer than twenty-four (24) calendar months, except that such leave beyond the close of the school year will be granted only to PTS teachers.

 

ARTICLE XXXV

BEREAVEMENT LEAVE

 

Section 1:      Immediate Family:  In the case of a death in a teacher’s immediate family (father, mother, sister, brother, spouse or child), such teacher shall be granted up to five (5) days leave with pay for the purpose of attending the funeral and/or attending to family or personal matters arising as a result of such death.

 

Section 2:      Extended Family:  In the case of a death in a teacher’s extended family (aunt, uncle, grandparents, in-laws), such teacher shall be granted up to three (3) days leave with pay for the purpose of attending the funeral and/or attending to family or personal matters arising as a result of such death.

 

ARTICLE XXXVI

OTHER LEAVES

 

Section 1:      Other leaves of absence without pay may be granted by the Superintendent.

 

Section 2:      All benefits to which a teacher was entitled at the time his/her leave of absence pursuant to Articles XXV through XXXIII commenced, including unused accumulated sick leave, except in cases of leaves of absence for illness as indicated in Article XXXIV above, will be restored to him/her upon his/her return, and he/she will be assigned to the same position which he/she held at the time said leave commenced if the position is open, or if not, to as comparable position as possible.

 

Section 3:      All requests for extensions or renewals of any leaves under this or any other Article will be applied for and answered in writing, and, if denied, reasons will be stated.

 

Section 4:      Family and Medical Leave Procedures:

 

A.        Paid or unpaid leave which is provided under this Agreement shall be credited against the leave entitlement provided in the federal

 

Family and Medical Leave Act  ("FMLA"), to the extent permitted by the FMLA.

 

B.        An employee who takes a leave of absence under the FMLA does not forfeit any vacation, sick or personal leave that he/she had accumulated at the time of the start of the leave.  An employee who is on such a leave of absence on the first official day of a school year will not be granted additional vacation, sick or personal leave for that school year unless s/he returns to active employment during that school year, at which time s/he will be granted such additional vacation, sick and personal leave as would have been granted to her/him on the first official day of the school year if s/he had been actively employed on that date. 

 

C.        The benefit year, for purposes of FMLA leave, shall be the same benefit year that the City of Melrose uses for city employees (currently the twelve-month period measured forward from the date of the employee's first FMLA leave). 

 

D.        While an employee is on FMLA leave, the School Committee shall continue to make its contribution toward the employee's health insurance premium, provided the employee makes timely payment of his/her contribution toward the health insurance premium. 

 

E.         Request for such leave shall be submitted to the Superintendent or his/her designee, in writing, at least thirty (30) days prior to the start of the leave, if the need for leave is foreseeable, or with as much notice as practicable, if the need for leave is not foreseeable, and shall state the purpose of the leave, the date of its commencement, and the anticipated date of the employee's return.

 

Section 5:      Small Necessities Leave Procedures:

 

A.        Leaves under the Small Necessities Leave Act ("SNLA") will be taken in increments of one (1) hour. 

 

B.        Employees are required to submit a request for leave in writing at least seven (7) days in advance of the date on which the leave is to commence, when foreseeable, and with as much advanced notice as practicable, when not foreseeable. 

 

C.        Employees may use any paid leave benefits that are available for the purpose of an SNLA leave, if the leave is taken in increments of a half or an entire work day, provided that such paid leave is not inconsistent with other provisions of this Agreement (e.g., personal days before or after holidays or vacations).

ARTICLE XXXVII

SABBATICAL LEAVE

 

Section 1:      Upon recommendation by the Superintendent, sabbatical leaves may be granted for study to a member of the teaching staff by the School Committee subject to the following conditions:

 

A.        Upon the approval of the School Committee, a teacher who has served seven (7) years full-time in the Melrose school system may be given up to a full year's leave of absence for study at three-fourths (3/4) salary.

 

B.        No more than two (2) members of the High School faculty and three (3) members of the Middle School faculty and elementary faculty will be granted sabbatical leaves in any one (1) year.  Preference will be given to senior teachers in the granting of sabbatical leaves.

 

C.        Requests for sabbatical leave must be received by the Superintendent in writing in such form as may be required by the Superintendent no later than December 31st and action must be taken on all such requests no later than March 1st of the school year preceding the school year for which the sabbatical leave is requested.

 

D.        The teacher will agree to return to employment in the Melrose school system for one (1) full year in the event of a semester's leave or two (2) full years in the event of a full year's leave.

 

E.         In the event the teacher does not return to employment as agreed, he/she will reimburse the School Committee in full for payments made during the leave on a prorated basis.

 

ARTICLE XXXVIII

RETURN FROM LEAVE

 

Section 1:      Notice of intent to return from leave taken under Articles XXVIII through XXXVI shall be submitted in writing to the Superintendent no later than the March 15th preceding said return.  The Superintendent's office shall, by February 15th, notify the teacher by mail to the last address on record that failure to adhere to the March 15th provision of this Article shall be considered as a resignation by the teacher.

 


ARTICLE XXXIX

CURRICULUM

 

Section 1:      A.        The Association Curriculum Committee will be notified of proposed

changes in the curriculum in a timely manner to meet with the Superintendent to discuss periodic reports, requests and studies of the Association Curriculum Committee. 

 

B.        Reports of the meeting between the Superintendent and the Association Curriculum Committee will be submitted in writing to the School Committee in a public session for its review and consideration in a timely manner before the deadline for decision-making.

 

C.        The parties agree that every effort will be made to work within the existing curriculum to refine and enhance on-going educational initiatives in the school district during the 2010-2011 work year.

 

ARTICLE XL

PROFESSIONAL IMPROVEMENT

 

Section 1:      It is recognized that continued learning is as essential to teachers as it is to pupils; that professional development is an integral part of professional teaching.  It is further recognized that there are several ways that professional improvement can be achieved.  Courses taken at accredited colleges and universities, workshops, in-service programs, travel and individual study are all sources of such improvement.  Teachers shall be reimbursed for courses taken that are required by the school system.

 

Section 2:      Course Reimbursement:  During each year of the agreement, the School Committee will allocate the sum of $30,000 to be used to reimburse bargaining unit members for the cost of up to two (2) courses at an accredited college or university, provided that (a) the course is within a roster of disciplines identified by the School Committee and is consistent with the school district's goals; (b) the member obtains approval in advance from the Superintendent or his/her designee by no later than May 1st of the year in which the funds are to be reimbursed; and (c) the member receives a grade of B or better in the course.  Course reimbursement will be distributed once per school year using the following formula: the sum of $30,000 will be divided by the number of members who have received approval for course reimbursement in accordance with the procedures delineated in (a), (b) and (c) above by May 1st.  Members who have submitted complete and timely requests will receive reimbursement for the cost of one course, up to the amount determined by this formula, provided that the maximum amount may not exceed $600 per member.  In the event that the sum of $30,000 is not depleted as outlined above, the remaining amount of money will be divided equally among members who have submitted a complete and timely request for reimbursement for the cost of a second course, provided that the total reimbursement to a member under this section may not exceed $600.

 

In addition to the foregoing, the School Committee will allocate the sum of $10,000 to be used to reimburse bargaining unit members who attend seminars, workshops and conferences, provided that (a) such seminars, workshops and conferences are related to the member’s current assignment and are consistent with the school district’s goals, and (b) the member obtains approval in advance from the Superintendent or his/her designee by no later than May 1st of the year in which the funds are to be reimbursed.  The maximum amount that a member may receive under this section for seminars, workshops and conferences may not exceed $600.   This paragraph shall take effect on September 1, 2010 and shall expire on August 31, 2011, unless extended beyond that date by agreement of the parties.

 

Section 3:      Joint Committee on Professional Development:  The parties agree to establish a Joint Committee to plan, organize and review the professional development activities of the school system.  The Joint Committee will be comprised of teacher representatives selected by the Association from each school building and grade level; administrators and the Superintendent or his/her designee.  The Joint Committee will be co-chaired by a representative of the teachers and the administration.  As part of their responsibilities, the Joint Committee members will: 

 

A.        Recommend an annual professional development budget to the Superintendent, based on those non-salary funds available for professional development activities;

 

B.        Communicate the training needs of the teachers within their buildings, especially the training needs related to new or existing curricula, inclusionary practices and the relicensure of staff, to the Superintendent and School Committee; and

 

C.        Meet, in accordance with a schedule to be determined by the Joint Committee, to further the professional development needs of the system.

 

Members of the Joint Committee shall be eligible to receive one (1) in-service credit per fifteen (15) hours of committee work, provided that the Committee produces a written product or report on its work.

 

Section 4:      Teachers who prepare and teach in-service programs for school district staff shall be paid at the rate of $25 per hour, or shall be awarded two (2) in-service credits for every one (1) hour of preparation and presentation, provided that the programs conform to the school district's goals and are approved in advance by the Superintendent.  Teachers who participate in district-approved or district-sponsored professional development activities shall accrue one (1) in-service credit for every fifteen (15) hours of participation. Professional Development Points shall be given to participants and presenters consistent with the Recertification Guidelines for Massachusetts Educators promulgated by the Massachusetts Department of Education.

 

ARTICLE XLI

SALARIES

 

Section 1:      A.        Applicable salary schedules are contained in Appendix A to this

Agreement.  Salary increases shall be on the first work day of each work year as follows:

 

2008-2009 work year:         2%

2009-2010 work year:         2%

2010-2011 work year:         0%

2011-2012 work year:         2%

2012-2013 work year:         1%

 

These raises are on the Bachelor's, Master's, Master's + 30 and Doctor's columns of the teacher salary schedule currently in force under Appendix A.

 

The parties agree that the collective bargaining agreement may be reopened upon the request of the Association to negotiate on a midterm basis over salaries for the 2012-2013 work year, if any other employee or union in the City or school district receives an across-the-board increase to base salaries that exceeds 1% for that work year.

 

B.        Effective on the first work day of each of the following work years, after the aforementioned across-the-board increases have been applied, adjust the salaries on each step of the Bachelor’s, Master’s, Master’s + 30 and Doctoral lanes as follows:

 

2008-2009 work year:         $200

2009-2010 work year:         $275

2010-2011 work year:         $0

2011-2012 work year:         $300

 

C.        In recognition of added professional training in courses directly related to their teaching field and approved by the Superintendent, teachers shall receive, by vote of the School Committee, one hundred fifty dollars ($150) in added annual salary for each fifteen (15) credit hours earned above the Bachelor's, Masters and Master's + 30 levels set forth in the salary schedules, except that in no case will credits in excess of sixty (60) hours to holders of the Bachelor's degree, or sixty (60) hours to holders of a Master's degree be approved.  If a teacher anticipates becoming eligible for additional salary under this provision, s/he is encouraged to provide the Superintendent with written notice thereof by no later than November 1 of the year preceding the work year in which such increase is expected to take place, so that the increase may be provided for in the budget.  Additionally, a teacher is encouraged to submit evidence of his/her additional credits and/or Professional Development Points (“PDPs”) in the year in which they are earned, to facilitate the budget process further and to ensure that such credits and/or PDPs can be verified and considered for purposes of added salary.

 

Notwithstanding the first sentence of this Paragraph C, there shall be no lane increases during the 2010-2011 work year.  Members who have satisfied the requirements for a lane advancement that otherwise would have been implemented during the 2010-2011 work year will begin to receive additional salary for lane advancement during the 2011-2012 work year.

 

Section 2:      Payment Options:

 

A.        Salaries are to be paid in twenty-one (21) biweekly payments commencing the second Thursday, or twenty-six (26) biweekly payments commencing the first Thursday, following Labor Day; provided that salaries for employees who commence employment on or after September 1, 2008 will be paid in twenty-six (26) biweekly payments only.  Should a payment fall on a holiday or outside the regular work year, teachers will receive their paychecks on the last work day before the holiday or the last work day of the school year.

 

B.        Effective September 1, 2001, members of the bargaining unit who were employed prior to that date will be afforded a one-time opportunity, upon request, to change from one payment option to another (i.e., from the twenty-one (21) payment option to the twenty-six (26) payment option, or vice versa).  Members of the bargaining unit who are hired on and after September 1, 2001 will be afforded a similar one-time opportunity, upon request, to change payment options at the end of the second full school year during which they are employed.  Effective September 1, 2008, no members will be allowed to change from the twenty-six (26) payment option to the twenty-one payment option under this section; however, members who wish to change to the twenty-six (26) payment option will continue to be allowed to do so. 

 

C.        If the City of Melrose moves to a direct-deposit method of payment for municipal employees, then the date of payment of the first check for bargaining unit members may need to be adjusted by up to one (1) week.

 

Section 3:      Only degrees received from institutions duly accredited by the National Council for Teacher Education or one of the six (6) regional accrediting agencies, or both, will be recognized in determining professional status.  The degrees currently recognized are: B.S., B.S. in Education, B.A., M.A., M.S., A.M.T., Ed.M., Ed.D., Ph.D.  Teachers entering the system possessing other degrees or subsequently acquiring them can be considered under Section 4 below.

 

Section 4:      A.        Teachers will progress from step to step on a yearly basis with

annual increases in accordance with the schedule through the first eleven (11) steps provided that vitality, effectiveness in teaching and sympathetic understanding of children is maintained.

 

Notwithstanding the first sentence of this Paragraph A, there shall be no step increases during the 2010-2011 work year.  Members who have satisfied the requirements for a step advancement that otherwise would have been implemented in the 2010-2011 work year will move up one step at the start of the 2011-2012 work year. 

 

B.        Upon recommendation by the Superintendent, the School Committee may withhold a salary increment from teachers whose work fails to show professional growth.

 

C.        The School Committee reserves the right to deviate from the salary schedule in those individual cases where it is, in the judgment of the School Committee, deemed to be in the best interest of the system to do so.  If such deviation is necessary, the President of the Association will be notified.

 

Section 5:      Specialists:  Special teachers for Art, Music and Physical Education are considered regular teachers and are subject to the salary schedule and to the work hours and days of classroom teachers.

 

Section 6:      School Adjustment Counselors:  The maximum for this position shall be 1.07 of the Master's +15 maximum of the teachers' salary schedule.

 

Section 7:      Nurses:  Nurses who have received licensure for their position from the Massachusetts Department of Education shall be paid at the rate of one hundred percent (100%) of the appropriate step on the teachers' Bachelor's salary schedule.  It is understood and agreed that the nurse assigned to the Middle School may be required to provide coverage in other buildings, in accordance with the school district's needs.  It is further understood and agreed that this Section 7 will expire when the incumbent Middle School nurse vacates that position.

 

Section 8:      High school and middle school teachers who agree to teach a sixth class will receive an additional 1/5th salary, prorated if the assignment is for less than a full school year.

 

Section 9:      Early Departure Incentive Payment:

 

A.        A teacher age fifty-five (55) or older who gives notice of departure for the purpose of retirement by December 31st preceding the next following June 30th and who actually leaves the Melrose school system as of the end of the teacher work year, but not later than said June 30th, shall receive a lump sum payment calculated by multiplying $100 times (x):

 

x = the number of accumulated sick days credited to such teacher at time of retirement up to one hundred (100), minus the number of sick days used in the final teacher work year in excess of ten (10). 

In no event shall the incentive payment exceed ten thousand dollars ($10,000).

 

Example:  160 sick days

100 x $100 = $10,000.00.

12 sick days used

2 x $100 = $200

Total payment = $9,800.00

 

B.        The date such incentive is paid may be at the discretion of the School Department either in June or July of the year of retirement.

 

C.        As a condition of eligibility for the departure incentive payment, an applicant giving notice will be required to sign a resignation from the Melrose school system to be effective at the end of the teacher work year, which will be effective whether or not said teacher actually retires.

 

D.        If the School Committee includes in its proposal package for any successor agreement a proposal to modify or discontinue this early departure incentive, the successor agreement shall not be settled until the parties reach mutual agreement on this matter.  Applications for departure incentive filed after the expiration date of the contract in force at the time the above proposal is made will be processed in accordance with the terms of the successor agreement.

 

Section 10:    In the event that a bargaining unit member dies while an employee of the Melrose school system, the unit member's estate shall exchange the unit member's sick leave at the rate of one hundred dollars ($100) per day up to a maximum of fifty (50) days.

 

Section 11:    Longevity:

 

A.        Longevity payments shall be as follows:

 

12 years    16 years    20 years    24 years    28 years    32 years

$300          $1,000     $1,300       $2,000        $2,500      $2,800

 

B.        Effective September 1, 2009, increase longevity payments as follows:

 

12 years    16 years    20 years    24 years    28 years    32 years

$300          $1,100     $1,400       $2,100        $2,600      $2,800

C.        Longevity increments are effective at the beginning of the respective years of continuous service cited above. 

 

Section 12:    A.        Teachers employed by the Melrose school system will receive a

salary increase of $750 in their final year of active employment prior to retirement under the teachers' retirement act.

 

B.        Notice of intention to retire under this provision will be submitted as early as possible in order that the appropriate salary adjustment may be made for the entire year.  This is in lieu of, and not in addition to, Sections 9 (Early Departure Incentive Payment) and 11 (Longevity) of this Article.

 

C.        Any bargaining unit member who gives notice of intent to retire in the 2010-2011, 2011-2012 or 2012-2013 work year will receive a payment of two thousand dollars ($2,000) upon his/her retirement, provided that the Superintendent receives such notice in the year prior to retirement on or before the following date: May 1, 2010 for retirement in the 2010-2011 work year, March 1, 2011 for retirement in the 2011-2012 work year, March 1, 2012 for retirement in the 2012-2013 work year.  A member who gives notice of intent to retire under this paragraph and then wishes to postpone his/her retirement date will not be entitled to any payment hereunder.  This payment shall be in addition to any payment that the member is eligible to receive under Section 9 (Departure Incentive), Section 12 (Final Year Payment) or Section 13 (Senior Teacher Salary Increase) of this Article.  This Paragraph C shall expire on August 31, 2013.

 

Section 13:    Senior Teacher Salary Increase: An employee who is forty-five (45) years of age or older, is on the top step of the salary schedule set forth in Appendix A (i.e., has completed at least eleven (11) years of service as a bargaining unit member) and has at least one hundred (100) days of accrued, unused sick leave may elect to receive an additional one thousand dollars ($1,000) per year in base salary for a period of up to ten (10) years (not cumulative, up to a total of ten thousand dollars ($10,000)) in recognition of his/her years of service to the profession.  If an employee who receives this Senior Teacher Salary Increase also is eligible for a departure incentive payment under Article XLI, Section 9, the amount of such departure incentive payment will be reduced by the amount of the Senior Teacher Salary Increase paid to such employee.

 

Section 14:    Tuition Waiver Benefit:  Children of professional employees shall be allowed to attend a regular education program in the Melrose Public Schools on a tuition-free basis with the cost of any special services to be paid for by the parents, provided that this benefit shall not apply to programs for which Melrose residents are charged tuition, such as the preschool and full-day kindergarten programs.

 

Section 15:    The Melrose School Committee will work with the Association to investigate the concept of a Cafeteria Benefits plan.  The parties realize that the implementation of such a plan may be appropriate on a city-wide basis.

 

Section 16:    The parties agree to delay payment of any step, longevity increase, lane increase, increase to stipends and any other increases that an employee may be entitled to between September 1, 2010 and August 31, 2011 until after September 1, 2011.  If an employee works throughout the 2010-2011 work year, however, that year will count for purposes of determining when the employee is eligible to advance to the next longevity step.  All scheduled increases will instead take effect in the 2011-2012 work year (i.e., one year later than their original implementation date).

 

Section 17:    In exchange for the Association’s agreement to freeze wages all scheduled increases for the 2010-2011 work year for all employees in the bargaining unit (the “Wage Freeze”), the School Committee agrees to the following:

 

A.        If the School Committee implements any layoffs, reduces hours or eliminates a bargaining unit position or program in the 2010-2011 work year or the 2011-2012 work year, then the Wage Freeze Agreement shall be considered null and void and all scheduled increases will be paid out retroactively from the time they were scheduled to take place.  Also, with the exception of any exclusive staffing adjustments or arrangements agreed upon between the School Committee and the Association (e.g., athletic and extracurricular activity positions), the School Committee agrees that it will maintain the current staffing levels within the bargaining unit in the 2010-2011 and 2011-2012 work years. 

 

B.        If any employee in the City or school district receives a wage increase in Fiscal Year 2011 (unless such employee has given notice of his/her intent to retire and has been excepted from the Wage Freeze), then the Wage Freeze Agreement shall be considered to be null and void and all scheduled increases will be paid out retroactively from the time they were scheduled to take place.

 

C.        Any bargaining unit member who gives notice of intent to retire in either the 2010-2011, 2011-2012 or 2012-2013 work year will not be subject to the Wage Freeze, provided that such notice is received by the Superintendent in the year prior to retirement on or before the following date: May 1, 2010 for retirement in the 2010-2011 work year, March 1, 2011 for retirement in the 2011-2012 work year, March 1, 2012 for retirement in the 2012-2013 work year.  A member who gives notice of intent to retire under this section and then wishes to postpone his/her retirement date will not be entitled to any payment hereunder.  Any bargaining unit member who gives such a notice and is thereby excepted from the Wage Freeze shall receive all increases that were subject to the Wage Freeze (i.e., any wage, step, longevity increase, lane increase, increase to stipends and any other increase that an employee may be entitled to between September 1, 2010 and August 31, 2011), as provided by this Agreement upon his/her retirement.

 

ARTICLE XLII

EXTRACURRICULAR ACTIVITIES

 

Section 1:      Extracurricular, athletic duties and services shall be compensated in accordance with the provisions of Appendix B and Section 3 below.  The enumeration of said positions or types of extracurricular services and duties as set forth in that schedule neither means that the School Committee must continue these in existence nor is intended to exclude payment for any other extracurricular duties not specifically included therein.

 

Section 2:      Appointments to the duties and positions listed in Appendix B are subject to annual reappointment by the Superintendent.  At the sole discretion of the Superintendent, the extracurricular or athletic appointment may be terminated prior to the end of the year, if the individual’s employment as a teacher is severed during that period.  The termination of the individual’s extracurricular or athletic appointment will not be subject to the provisions of Article VI or Article XII, Section 9 of this Contract.  If an individual is appointed to more than one extracurricular or athletic duty or position, and his/her appointment is terminated or not renewed for one duty or position, such termination or non-renewal will operate to terminate simultaneously the individual’s appointment to the other duty (duties) or position (s), unless the Superintendent elects to continue such other appointment(s).

 

Section 3:      The parties agree to establish a Joint Study Committee comprised of two (2) representatives of the Association and two (2) representatives of the School Committee to ensure that all current stipendiary positions are included in Appendix B; to consider the realignment of stipendiary payments within the existing budget; and to discuss a protocol for adding new stipendiary positions to Appendix B.  Any recommendations by the Joint Study Committee regarding the realignment of stipendiary payments will be brought back to the bargaining table for approval by the parties’ respective bargaining teams.

 

ARTICLE XLIII

JOB-SHARING

 

Section 1:      The parties agree to allow job sharing during the 2010-2011 and 2011-2012 work years on the following terms and conditions:

 

A.        Job sharing is defined as the voluntary division of a single full-time position between two (2) persons. 

 

B.        A shared job is subject to the approval of the building principal and the superintendent.  Disapproval shall not be subject to the grievance and arbitration procedure.

 

C.        Applications to job share must be applied for in writing to the superintendent, with a copy to the applicable principal(s) by no later than May 15, 2010 for job shares in the 2010-2011 school year and by March 15, 2011 for job shares in the 2011-2012 school year.

 

D.        Job sharing shall be effective for one (1) school year.  Job sharers seeking to renew for an additional year may apply therefore under the application procedure described above.

 

E.         When a job-sharing is discontinued at the end of the work year, the job sharers shall return to their seniority areas and to their positions, if available. 

 

F.         Teaching salaries shall be pro-rated to reflect the fraction of the position shared. The experience and educational step for the teachers shall be the same s/he would be entitled to if employed full time.  This step will determine the base salary from which the salary fraction will be computed.

 

G.        Seniority shall be accrued on a pro-rata basis.

 

H.        Only one of two job sharers will be entitled to enroll in the City's health insurance plan, and the City will contribute toward the cost of such job sharer’s health insurance as if the job had only one incumbent.  In the event that the job sharer who is not enrolled in the City’s health insurance plan experiences a “qualifying event,” within the meaning of COBRA, then that job sharer will be entitled to enroll in the City’s health insurance plan, provided that s/he meets the eligibility requirements for enrollment established by the Group Insurance Commission.

 

I.          Job sharers will undertake joint planning for the shared position, will share responsibility for their students and will share all teaching and non-teaching duties applicable to the shared position.

 

ARTICLE XLIV

DURATION

 

Section 1:      This Agreement shall continue in full force and effect from September 1, 2008 through August 31, 2013. 

 

Section 2:      If any provision of this Agreement or any application of this Agreement to any employee or group of employees shall be found to be contrary to the 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. The parties will meet not later than ten (10) days after any such holding for the purpose of renegotiating the provision or provisions affected.

 

Section 3:      Notice of intent of either party to enter into negotiations on a subsequent contract must be filed by October 1, 2012, and negotiations shall proceed within sixty (60) days after filing.  If the School Committee and the Association fail to reach an agreement within a reasonable time, either party may petition to the State Board of Arbitration and Conciliation to initiate mediation and fact-finding in accordance with the provisions of Massachusetts General Laws Chapter 150E.

 

Section 4:      During this Agreement the parties will continue to negotiate over the provisions of the Education Reform Act of 1993.

 

MELROSE SCHOOL COMMITTEE                MELROSE EDUCATION ASSOCIATION

 

 

By:___________________________           By:___________________________

     Chairperson                                                         President

 

______________________________           ______________________________

Date:                                                                     Date:

 

Appendix A-1

2008-2009 School Year

2008-2009 Salary Schedule with 2% Increase +$200 (2% and $200 on BA, MA, MA+30 and DR)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Step

BA

 

BA15

 

BA30

 

BA45

 

BA60

 

MA

 

MA15

 

MA30

 

MA45

 

MA60

 

DR

1

$37,674

 

$37,824

 

$37,974

 

$38,124

 

$38,274

 

$41,445

 

$41,595

 

$43,300

 

$43,450

 

$43,600

 

$45,215

2

$39,271

 

$39,421

 

$39,571

 

$39,721

 

$39,871

 

$43,234

 

$43,384

 

$45,129

 

$45,279

 

$45,429

 

$47,195

3

$41,049

 

$41,199

 

$41,349

 

$41,499

 

$41,649

 

$45,016

 

$45,166

 

$47,173

 

$47,323

 

$47,473

 

$49,172

4

$42,837

 

$42,987

 

$43,137

 

$43,287

 

$43,437

 

$46,994

 

$47,144

 

$49,227

 

$49,377

 

$49,527

 

$51,358

5

$44,618

 

$44,768

 

$44,918

 

$45,068

 

$45,218

 

$48,978

 

$49,128

 

$51,283

 

$51,433

 

$51,583

 

$53,548

6

$46,406

 

$46,556

 

$46,706

 

$46,856

 

$47,006

 

$50,964

 

$51,114

 

$53,334

 

$53,484

 

$53,634

 

$55,725

7

$48,186

 

$48,336

 

$48,486

 

$48,636

 

$48,786

 

$52,950

 

$53,100

 

$55,385

 

$55,535

 

$55,685

 

$57,897

8

$50,172

 

$50,322

 

$50,472

 

$50,622

 

$50,772

 

$55,128

 

$55,278

 

$57,672

 

$57,822

 

$57,972

 

$60,089

9

$52,156

 

$52,306

 

$52,456

 

$52,606

 

$52,756

 

$57,312

 

$57,462

 

$59,950

 

$60,100

 

$60,250

 

$62,459

10

$54,340

 

$54,490

 

$54,640

 

$54,790

 

$54,940

 

$59,685

 

$59,835

 

$62,459

 

$62,609

 

$62,759

 

$65,242

11

$57,076

 

$57,226

 

$57,376

 

$57,526

 

$57,676

 

$62,756

 

$62,906

 

$65,610

 

$65,760

 

$65,910

 

$68,438

Per Article XLI Section 1 - Salary increases are applied to Bachelor's , Master's, Masters +30 and Doctors' Columns (columns are in bold). 

Based on additional credits hours earned, columns not in bold are $150 higher than the previous column.

Per Article XLI Section 11 - Longevity increments are effective at the beginning of the respective years of continuous service:

12 years

$300

16 years

$1,000

20 years

$1,300

24 years

$2,000

28 years

$2,500

32 years

$2,800

Appendix A-2

2009-2010 School Year

2009-2010 Salary Schedule with 2% Increase +$275 (2% and $275 on BA, MA, MA+30 and DR)

Step

BA

 

BA15

 

BA30

 

BA45

 

BA60

 

MA

 

MA15

 

MA30

 

MA45

 

MA60

 

DR

1

$38,702

 

$38,852

 

$39,002

 

$39,152

 

$39,302

 

$42,549

 

$42,699

 

$44,441

 

$44,591

 

$44,741

 

$46,394

2

$40,332

 

$40,482

 

$40,632

 

$40,782

 

$40,932

 

$44,373

 

$44,523

 

$46,307

 

$46,457

 

$46,607

 

$48,414

3

$42,145

 

$42,295

 

$42,445

 

$42,595

 

$42,745

 

$46,191

 

$46,341

 

$48,392

 

$48,542

 

$48,692

 

$50,431

4

$43,969

 

$44,119

 

$44,269

 

$44,419

 

$44,569

 

$48,208

 

$48,358

 

$50,487

 

$50,637

 

$50,787

 

$52,660

5

$45,785

 

$45,935

 

$46,085

 

$46,235

 

$46,385

 

$50,233

 

$50,383

 

$52,583

 

$52,733

 

$52,883

 

$54,894

6

$47,609

 

$47,759

 

$47,909

 

$48,059

 

$48,209

 

$52,259

 

$52,409

 

$54,676

 

$54,826

 

$54,976

 

$57,114

7

$49,425

 

$49,575

 

$49,725

 

$49,875

 

$50,025

 

$54,284

 

$54,434

 

$56,768

 

$56,918

 

$57,068

 

$59,330

8

$51,450

 

$51,600

 

$51,750

 

$51,900

 

$52,050

 

$56,506

 

$56,656

 

$59,100

 

$59,250

 

$59,400

 

$61,566

9

$53,474

 

$53,624

 

$53,774

 

$53,924

 

$54,074

 

$58,733

 

$58,883

 

$61,424

 

$61,574

 

$61,724

 

$63,983

10

$55,701

 

$55,851

 

$56,001

 

$56,151

 

$56,301

 

$61,154

 

$61,304

 

$63,983

 

$64,133

 

$64,283

 

$66,822

11

$58,493

 

$58,643

 

$58,793

 

$58,943

 

$59,093

 

$64,286

 

$64,436

 

$67,197

 

$67,347

 

$67,497

 

$70,082

Per Article XLI Section 1 - Salary increases are applied to Bachelor's , Master's, Masters +30 and Doctors' Columns (columns are in bold)

Based on additional credits hours earned, columns not in bold are $150 higher than the previous column.

Per Article XLI Section 11 - Longevity increments are effective at the beginning of the respective years of continuous service:

12 years

$300

16 years

$1,100

20 years

$1,400

24 years

$2,100

28 years

$2,600

32 years

$2,800

Appendix A-3

2010-2011 School Year

2010-2011 Salary Schedule with 0% Increase

Step

BA

 

BA15

 

BA30

 

BA45

 

BA60

 

MA

 

MA15

 

MA30

 

MA45

 

MA60

 

DR

1

$38,702

 

$38,852

 

$39,002

 

$39,152

 

$39,302

 

$42,549

 

$42,699

 

$44,441

 

$44,591

 

$44,741

 

$46,394

2

$40,332

 

$40,482

 

$40,632

 

$40,782

 

$40,932

 

$44,373

 

$44,523

 

$46,307

 

$46,457

 

$46,607

 

$48,414

3

$42,145

 

$42,295

 

$42,445

 

$42,595

 

$42,745

 

$46,191

 

$46,341

 

$48,392

 

$48,542

 

$48,692

 

$50,431

4

$43,969

 

$44,119

 

$44,269

 

$44,419

 

$44,569

 

$48,208

 

$48,358

 

$50,487

 

$50,637

 

$50,787

 

$52,660

5

$45,785

 

$45,935

 

$46,085

 

$46,235

 

$46,385

 

$50,233

 

$50,383

 

$52,583

 

$52,733

 

$52,883

 

$54,894

6

$47,609

 

$47,759

 

$47,909

 

$48,059

 

$48,209

 

$52,259

 

$52,409

 

$54,676

 

$54,826

 

$54,976

 

$57,114

7

$49,425

 

$49,575

 

$49,725

 

$49,875

 

$50,025

 

$54,284

 

$54,434

 

$56,768

 

$56,918

 

$57,068

 

$59,330

8

$51,450

 

$51,600

 

$51,750

 

$51,900

 

$52,050

 

$56,506

 

$56,656

 

$59,100

 

$59,250

 

$59,400

 

$61,566

9

$53,474

 

$53,624

 

$53,774

 

$53,924

 

$54,074

 

$58,733

 

$58,883

 

$61,424

 

$61,574

 

$61,724

 

$63,983

10

$55,701

 

$55,851

 

$56,001

 

$56,151

 

$56,301

 

$61,154

 

$61,304

 

$63,983

 

$64,133

 

$64,283

 

$66,822

11

$58,493

 

$58,643

 

$58,793

 

$58,943

 

$59,093

 

$64,286

 

$64,436

 

$67,197

 

$67,347

 

$67,497

 

$70,082

Per Article XLI Section 1 - Salary increases are applied to Bachelor's , Master's, Masters +30 and Doctors' Columns (columns are in bold)

Based on additional credits hours earned, columns not in bold are $150 higher than the previous column.

Per Article XLI Section 11 - Longevity increments are effective at the beginning of the respective years of continuous service:

12 years

$300

16 years

$1,100

20 years

$1,400

24 years

$2,100

28 years

$2,600

32 years

$2,800

Appendix A-4

2011-2012 School Year

2011-2012 Salary Schedule with 2% Increase +$300 (2% and $300 on BA, MA, MA+30 and DR)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Step

BA

 

BA15

 

BA30

 

BA45

 

BA60

 

MA

 

MA15

 

MA30

 

MA45

 

MA60

 

DR

1

$39,776

 

$39,926

 

$40,076

 

$40,226

 

$40,376

 

$43,700

 

$43,850

 

$45,630

 

$45,780

 

$45,930

 

$47,622

2

$41,438

 

$41,588

 

$41,738

 

$41,888

 

$42,038

 

$45,561

 

$45,711

 

$47,533

 

$47,683

 

$47,833

 

$49,683

3

$43,288

 

$43,438

 

$43,588

 

$43,738

 

$43,888

 

$47,415

 

$47,565

 

$49,659

 

$49,809

 

$49,959

 

$51,739

4

$45,148

 

$45,298

 

$45,448

 

$45,598

 

$45,748

 

$49,473

 

$49,623

 

$51,797

 

$51,947

 

$52,097

 

$54,013

5

$47,001

 

$47,151

 

$47,301

 

$47,451

 

$47,601

 

$51,538

 

$51,688

 

$53,935

 

$54,085

 

$54,235

 

$56,292

6

$48,861

 

$49,011

 

$49,161

 

$49,311

 

$49,461

 

$53,604

 

$53,754

 

$56,069

 

$56,219

 

$56,369

 

$58,556

7

$50,713

 

$50,863

 

$51,013

 

$51,163

 

$51,313

 

$55,670

 

$55,820

 

$58,203

 

$58,353

 

$58,503

 

$60,817

8

$52,779

 

$52,929

 

$53,079

 

$53,229

 

$53,379

 

$57,936

 

$58,086

 

$60,582

 

$60,732

 

$60,882

 

$63,097

9

$54,843

 

$54,993

 

$55,143

 

$55,293

 

$55,443

 

$60,208

 

$60,358

 

$62,952

 

$63,102

 

$63,252

 

$65,563

10

$57,115

 

$57,265

 

$57,415

 

$57,565

 

$57,715

 

$62,677

 

$62,827

 

$65,563

 

$65,713

 

$65,863

 

$68,459

11

$59,963

 

$60,113

 

$60,263

 

$60,413

 

$60,563

 

$65,871

 

$66,021

 

$68,841

 

$68,991

 

$69,141

 

$71,783

Per Article XLI Section 1 - Salary increases are applied to Bachelor's , Master's, Masters +30 and Doctors' Columns (columns are in bold)

Based on additional credits hours earned, columns not in bold are $150 higher than the previous column.

Per Article XLI Section 11 - Longevity increments are effective at the beginning of the respective years of continuous service:

12 years

$300

16 years

$1,100

20 years

$1,400

24 years

$2,100

28 years

$2,600

32 years

$2,800

Appendix A-5

2012-2013 School Year

2012-2013 Salary Schedule with 2% (2% on BA, MA, MA+30 and DR)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Step

BA

 

BA15

 

BA30

 

BA45

 

BA60

 

MA

 

MA15

 

MA30

 

MA45

 

MA60

 

DR

1

$40,174

 

$40,324

 

$40,474

 

$40,624

 

$40,774

 

$44,137

 

$44,287

 

$46,086

 

$46,236

 

$46,386

 

$48,098

2

$41,853

 

$42,003

 

$42,153

 

$42,303

 

$42,453

 

$46,017

 

$46,167

 

$48,008

 

$48,158

 

$48,308

 

$50,180

3

$43,721

 

$43,871

 

$44,021

 

$44,171

 

$44,321

 

$47,889

 

$48,039

 

$50,156

 

$50,306

 

$50,456

 

$52,257

4

$45,600

 

$45,750

 

$45,900

 

$46,050

 

$46,200

 

$49,967

 

$50,117

 

$52,315

 

$52,465

 

$52,615

 

$54,554

5

$47,471

 

$47,621

 

$47,771

 

$47,921

 

$48,071

 

$52,053

 

$52,203

 

$54,474

 

$54,624

 

$54,774

 

$56,855

6

$49,350

 

$49,500

 

$49,650

 

$49,800

 

$49,950

 

$54,140

 

$54,290

 

$56,630

 

$56,780

 

$56,930

 

$59,142

7

$51,220

 

$51,370

 

$51,520

 

$51,670

 

$51,820

 

$56,227

 

$56,377

 

$58,785

 

$58,935

 

$59,085

 

$61,425

8

$53,307

 

$53,457

 

$53,607

 

$53,757

 

$53,907

 

$58,515

 

$58,665

 

$61,188

 

$61,338

 

$61,488

 

$63,728

9

$55,392

 

$55,542

 

$55,692

 

$55,842

 

$55,992

 

$60,810

 

$60,960

 

$63,582

 

$63,732

 

$63,882

 

$66,218

10

$57,687

 

$57,837

 

$57,987

 

$58,137

 

$58,287

 

$63,304

 

$63,454

 

$66,218

 

$66,368

 

$66,518

 

$69,143

11

$60,562

 

$60,712

 

$60,862

 

$61,012

 

$61,162

 

$66,530

 

$66,680

 

$69,529

 

$69,679

 

$69,829

 

$72,501

Per Article XLI Section 1 - Salary increases are applied to Bachelor's , Master's, Masters +30 and Doctors' Columns (columns are in bold)

Based on additional credits hours earned, columns not in bold are $150 higher than the previous column.

Per Article XLI Section 11 - Longevity increments are effective at the beginning of the respective years of continuous service:

12 years

$300

16 years

$1,100

20 years

$1,400

24 years

$2,100

28 years

$2,600

32 years

$2,800