Methuen

Show detailed information about district and contract

DistrictMethuen
Shared Contract District
Org Code1810000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2016
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersGreater Lawrence RVTSD
CountyEssex
ESE RegionNortheast
Urban
Kind of Communityurbanized centers
Number of Schools6
Enrollment7230
Percent Low Income Students36
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document AGREEMENT

 

 

 

 

 

AGREEMENT

 

 

BETWEEN

 

THE

 

 

METHUEN SCHOOL COMMITTEE

 

 

AND THE

 

 

METHUEN EDUCATION ASSOCIATION

 

 

 

 

SEPTEMBER 1, 2013 - AUGUST 31, 2016


Table of Contents

AGREEMENT                                                                                                           2

ARTICLE I – RECOGNITION                                                                                4

ARTICLE II - COMMITTEE RIGHTS - MANAGEMENT RIGHTS    4

ARTICLE III - GRIEVANCE PROCEDURE                                                         4

ARTICLE IV - TEACHER RIGHTS                6

ARTICLE V - ASSOCIATION RIGHTS AND PRIVILEGES       7

ARTICLE VI - TEACHER OBSERVATION AND EVALUATION      8

ARTICLE VII - WORK YEAR                    9

ARTICLE VIII - TEACHING HOURS AND TEACHING LOAD         10

ARTICLE IX - CLASS SIZE                     14

ARTICLE X - NON-TEACHING DUTIES             15

ARTICLE XI – COMPENSATION                                                                         15

ARTICLE XII - SUMMER, OTHER OPTIONAL, AND EXTRACURRICULAR                                                          EMPLOYMENT             18

ARTICLE XIII - PAYROLL DEDUCTIONS           18

ARTICLE XIV - PROTECTION OF TEACHERS, STUDENTS &PROPERTY   19

ARTICLE XV - POSITIONS IN SUMMER SCHOOL, EVENING SCHOOL AND                                             UNDER FEDERAL PROGRAMS                                       20

ARTICLE XVI - SICK LEAVE                  20

ARTICLE XVII - TEMPORARY LEAVES OF ABSENCE WITH PAY      23

ARTICLE XVIII - EXTENDED LEAVES OF ABSENCE WITHOUT PAY   24

ARTICLE XIX - MATERNITY LEAVE                24

ARTICLE XX - SABBATICAL LEAVE AND EXCHANGE PROGRAM        26

ARTICLE XXI - TEACHER ASSIGNMENT           28

ARTICLE XXII - VACANCIES                28

ARTICLE XXIII - TRANSFERS                30

ARTICLE XXIV - AGENTS' FEE                  30

ARTICLE XXV - JOB PROTECTION                  31

ARTICLE XXVI - MISCELLANEOUS PROVISIONS         33

ARTICLE XXVII - AGENCY FEE                  34

ARTICLE XXVIII - NO STRIKE/NO LOCKOUT           35

ARTICLE XXIX - SICK LEAVE BUY-BACK               35

ARTICLE XXX - JOB SHARING                     36

ARTICLE XXXI - TUITION WAIVER FOR EMPLOYEES’ CHILDREN      37

ARTICLE XXXII - MUTUAL CONCERNS COMMITTEE        38

ARTICLE XXXIII - HIGH SCHOOL CONSTRUCTION                                     38

ARTICLE XXXIV - KINDERGARTEN & HIGH SCHOOL ACCREDITATION          39

ARTICLE XXXV - REPORT CARDS AND PARENT CONFERENCES                       39         ARTICLE XXXIII - DURATION AND NEGOTIATION OF SUCCESSOR                                                            AGREEMENTS             39

APPENDIX A - Salary Schedules           41

LONGEVITY                              42

APPENDIX B-1                  43

APPENDIX  C                         51

APPENDIX C-1                  52

APPENDIX D – TEACHER EVALUATION HANDBOOK                                53

APPENDIX E                                                                                                            119

STATEMENT OF INTERPRETATION                                                                   120

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

AGREEMENT

 

This Agreement is made and entered into this 6th day of May, 2013 and between the Methuen School Committee (hereinafter referred to as the "Committee") and the Methuen Education Association (hereinafter referred to as the "Association".)

 

The term "he" or "she" as used in this Agreement shall refer to both sexes.

 


ARTICLE I

RECOGNITION

 

The Committee hereby recognizes the Association for the purposes of collective bargaining (as provided by Chapter 150, Section E of the General Laws of the Commonwealth of Massachusetts) as the sole and exclusive bargaining representative for the following employees of the Methuen School System in a basic teacher bargaining unit called Unit A:  All teachers, including all special subject teachers, therapists, guidance counselors, school adjustment counselors, psychologists, media specialists, curriculum resource teachers, instructional coaches, instructional technology specialists, and permanent substitute teachers.

 

Unless otherwise indicated, the employees in the above Unit A hereinafter will be referred to as the "teachers".

 

A permanent substitute shall be a person employed by the Committee prior to September 30 of any school year for the remainder of the school year in which employed.

 

The parties to this Agreement shall not discriminate against any employee because of race, creed, color, religion, nationality, sex, age, marital status, or physical handicap, or by reason of the employee's membership in the Association or by reason of any activity in the Association not in contravention of any provision of this Agreement or law.

 

The Methuen School Committee is an Equal Opportunity/Affirmative Action Employer and Service Provider.

 

ARTICLE II

COMMITTEE RIGHTS - MANAGEMENT RIGHTS

 

The Committee has and will continue to have the rights and responsibilities as established by the General Laws of the Commonwealth of Massachusetts in setting policies for the Methuen Public Schools.  These rights and responsibilities shall not be exercised in a manner so as to violate this Agreement or any part thereof.

 

ARTICLE III

GRIEVANCE PROCEDURE

 

The procedure set forth in this article is to provide a means for the orderly consideration and resolution of those matters which are not, or cannot, be handled to a teacher's satisfaction through normal day to day discussions between teachers, supervisors, and administrators.  Said procedure shall be kept as informal and confidential as appropriate to each particular level.

 

A.        DEFINITION AND SCOPE

A grievance may arise from the application of any provision(s) of this Agreement to any teacher, subject to the terms of this Agreement.  A grievance shall exist as such, only when designated as such, by a written statement describing the pertinent circumstances, the claim and/or request of the aggrieved, which is dated and signed according to the following procedure:

 

B.        PROCEDURE

Informal discussion of any situation or the interpretation or application of the provisions of this Agreement shall not be designated as a grievance, and any such informal question or complaint shall not be subject to the rules of the grievance procedure, as stated herein, until set forth in writing in accordance with the provisions of Section A filed with the immediate supervisor or the appropriate principal of the grievant(s).  No grievance may be heard without first having been presented at the lowest level at which the remedy sought can be provided.  The grievant(s) shall promptly furnish a copy of said grievance to the Association, and the Association formally may appear as an authorized party in interest at any of the procedural levels.

 

The grievant(s) shall be entitled to have the individual receiving the written grievance sign a duplicate thereof, acknowledging thereby only the date of receipt.  This shall constitute filing as referred to herein.  All times and procedures specified herein shall commence as of the date the grievance is filed.

 

If the original grievant(s) is (are) personally satisfied with the resolution of the problem at any level, said grievant(s) shall terminate this grievance by a signed written statement to that effect.

 

LEVEL ONE:  Upon filing of the grievance, which shall be filed as soon as possible subsequent to the event, or condition, upon which said grievance is based, but in no instance not later than twenty (20) school days after the event leading to the grievance or first knowledge thereof, the principal and/or appropriate supervisor shall meet within three (3) school days with said grievant(s) in an effort to resolve the grievance.  A grievance that affects a group of employees, either from different buildings, or is of a general nature, originally shall be filed, in writing, by the Association directly with the Superintendent and the processing of such grievance shall commence at Level Two.

 

LEVEL TWO:  In the event that the grievance shall not have been resolved to the satisfaction of the grievant(s) within five (5) school days after the meeting at Level One, the grievant(s) may refer the written grievance to the Superintendent.  Within ten (10) school days following the receipt of the grievance, the Superintendent, or his designee, shall meet with the grievant(s) and any other authorized party in interest in an attempt to resolve the grievance.  The person(s) hearing the grievance at Level One may be present at the meeting held at Level Two at the request of the Superintendent or his designee.

 

LEVEL THREE:  In the event that the grievance shall not have been resolved to the satisfaction of the grievant(s) within five (5) school days after the meeting at Level Two, the grievant(s) may refer the written grievance to the full Committee.  In such event, the Committee, at its next regular meeting, or at any earlier special meeting, shall meet in executive session with the grievant(s) and any other authorized party in interest in an effort to resolve the grievance.

 

LEVEL FOUR:  Should any grievance not be resolved within ten (10) school days subsequent to said meeting at Level Three, the Association may submit the grievance, in writing, within twenty (20) school days after the meeting held at Level Three, to the American Arbitration Association or the State Board of Conciliation and Arbitration for arbitration in conformance with its respective arbitration rules.  The decision of the arbitrator shall be final and binding on all parties.  If the decision of the arbitrator requires the expenditure of funds not currently available to the Committee, the implementation of the decision may be postponed until funds are provided in the next subsequent budget.  The fee and any reasonable expenses of the arbitrator shall be shared equally by the Association and the Committee.

 

C.     GENERAL PROVISIONS

1.      Failure of the party designated to hear a grievance and to respond within the stated time limit shall result in a decision in favor of the grievant(s).

 

2.      Failure on the part of the grievant(s) to appeal the grievance to the next level within the established time limits shall be deemed to be acceptance of the decision rendered at the earlier level.

 

3.      The grievant(s) may be represented by no more than three (3) Association members in presenting a case, one of which may be an MTA representative.

 

4.      Any grievance not resolved by the end of school in June will be processed as though school were to remain in session throughout the summer, with each such school day to be counted for purposes of proceeding through the steps outlined in the levels.

 

5.      All decisions shall be in writing.

 

6.      In this grievance procedure, any authorized party in interest shall be defined as any person(s) authorized by either the Committee or the Association.

 

7.      Records of any grievance shall not be filed in individual personnel files.

 

8.      In the processing of any grievance, the Committee and the Association agree to use the grievance form as set forth in Appendix C.

 

ARTICLE IV

TEACHER RIGHTS

 

A.     Whenever any teacher is required by the Committee, the Superintendent or his agent to appear formally before any one or more of them concerning any matter which could directly and adversely affect the continuation of that teacher in his office, position or employment or the salary or any increments pertaining thereto, and a decision affecting said status may be made at said meeting, then he shall be given prior written notice of the reasons for such meeting or interview and may have a representative of the Association present to advise him and represent him during such meeting or interview if he so desires.

 

B.     Evaluating and reporting pupil progress should be consistent with the exercise of the highest professional responsibility, and teachers have the right and responsibility in determining proper evaluation of pupils within the limits of the policies, rules and regulations of the Methuen School System.  No evaluation report of the pupil progress shall be changed without consultation with and approval by the teacher involved, except in situations where it is evident to the administration that the teacher has not exercised full professional responsibility in carrying out the evaluation policies, rules and regulations of the Methuen School System, and the administration may only independently act after appropriate consultation with the affected teacher.

 

ARTICLE V

ASSOCIATION RIGHTS AND PRIVILEGES

 

A.     Whenever any authorized representative of the Association or any authorized or involved teacher participates during working hours in negotiations, grievance proceedings, conferences or meetings scheduled by the Committee or Administration, he shall suffer no loss of pay.

 

B.     The Association and its representatives shall be allowed to use school buildings at reasonable hours for meetings, provided that the principal of the building in question shall be contacted at least forty-eight hours in advance of the time and place of all such meetings to assure that there are no conflicts with other planned activities.  Standard procedures for use of school facilities will be followed for all meetings.

 

C.     The Association shall have, in each school building the use of at least one appropriately placed bulletin board in each faculty lounge or designated area for the purpose of posting official Association notices.  Copies of all materials to be posted on such bulletin boards shall be signed by an authorized representative of the Association.  The Association will determine that which is appropriate for the bulletin board.

 

D.     The Association shall have the right to use school mail boxes for the purpose of “mailing” official Association notices.  Copies of all materials to be “mailed” in the school mail boxes shall be signed by an authorized representative of the Association.  The Association will determine that which is appropriate for the mailboxes.

E.      The Association President shall be release from work responsibilities for the last three (3) hours of the work day, with the exception of days on which there are regularly scheduled faculty meetings or professional development activities.  The President shall be relieved of all non-teaching duties during the term of office.  The Association shall reimburse the Methuen Public Schools for the full cost of the substitute.

 

F.      The Committee agrees to provide office space to the Association in the amount of space available beginning with the 1999-2000 school year.  Any utilities will be the responsibility of the Association.  In the event that the Methuen School System needs space utilized by the Association, the Committee reserves the right to reclaim such space but will make every effort to relocate the office of the Association.

 

G.     Association Days:  Upon five (5) days prior notice, whenever practicable, the Association president and elected Association representatives, whom she designates, may use up to fifteen (15) days for attending MTA and/or NEA committees, conventions and conferences, in order to represent the Methuen Education Association at such meetings.  No more than two (2) people may participate in any one conference or convention.  Methuen Education Association shall reimburse the District for the cost of the substitutes.

 

H.     Association Days:  Upon five (5) days prior notice, teacher delegates to the MTA may request a day to attend the Annual Meeting of Delegates.  The Methuen Education Association shall reimburse the District for the cost of the substitutes.  No more than one delegate will be allowed for each fifty members of the Unit A bargaining unit.

 

I.       The Association will be provided with a copy of minutes of official Committee meetings (except minutes of executive session meetings) that are distributed to Committee members at official meetings as soon as possible after such meetings.  A copy of the official agenda of the meeting, and any attached documents, will be mailed to the Association prior to said meeting.

 

J.       At the beginning of each school year, the Association shall be provided with a list of the new teachers in the system and a list of the distribution of teachers on the current salary schedule.  A list of all teachers and their assignments shall be given to the Association at the beginning of each school year as soon as it is prepared for publication.

 

K.     An updated seniority list will be provided to the Association President by October 15th of each year.

 

ARTICLE VI

TEACHER OBSERVATION AND EVALUATION

 

A.     1.            All observations of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher.  Evaluations will be performed solely by designated evaluators making actual observations.

 

2.      Each teacher will be furnished with a copy of the standard evaluation form upon request.

 

B.     The signed Evaluation will then be forwarded to the central office for filing in the teacher's personnel folder, with a copy to be retained by the teacher.

 

C.     The teacher has a right at any time to add comments to any written report directly or by attaching a separate sheet to the report, with affixed signature and date.  The teacher is particularly encouraged to make such comments as soon as possible if he/she is dissatisfied with any portion(s) of the report.  If such comments are made subsequent to the filing of any such report, a copy of the comments shall be sent to the writer of such report.

 

D.     A teacher may review and make copies of the contents of her/his personnel folder excluding confidential recommendations.  A teacher may have a representative of the Association assist her/him during such review, and the administration may designate someone of its choosing to be present during such review.

 

E.      The Association shall be represented on any sub-committee established for purposes of changing the evaluation instrument.

 

F.      The evaluation instrument is attached hereto as Appendix D. 

 

G.     The Teacher Evaluation Handbook shall be evaluated by the ten-member Performance Standards Task Force. 

 

ARTICLE VII

WORK YEAR

 

A.          The work year is defined as 182 days, including one day of orientation before school starts, 180 days with students, and one day of professional development during the school year.  Within the 180 student days at the high school, there will be ten (10) early-release days for the purposes of teacher professional development.  Within the 180 student days within the grammar schools there will be 13 early-release days as follows: 

 

In Grades K through 8-

·         Two (2) back to back days at the end of the first and second trimesters for parent report card conferences

·         Nine (9) days for the purpose of teacher professional development (PK included)

 

When Labor Day falls on September 5, 6, or 7, the first student day will be scheduled during the week prior to the holiday.  No teacher or student day will take place on the Friday prior to the Labor Day holiday.

 

When Labor Day falls on September 1, 2, 3, or 4, the first student day will be scheduled during the week of the holiday.

 

B.     For all people new to the system, orientation days prior to the work year defined above may, at the discretion of the Committee or the Superintendent, be required as a condition of employment.  The orientation will not be more than four (4) days and will not be held on the Friday before the Labor Day weekend.  In the even that the orientation is four (4) days one of those four days will be for the sole purpose of the staff person being in his or her school building for the purpose of “setting up” and preparing of the opening of the classroom.

 

C.     Any employment beyond the required 182 days, except for B above, shall be compensated pro rata at a daily rate of 1/182nd of the employee's annual salary.  This provision does not apply to extra-curricular activities, summer school, or summer workshops, for which teachers may apply and for which they are compensated according to separate schedules.

 

D.     The Committee or the Superintendent shall consult the Association regarding the development of the school calendar.

 

ARTICLE VIII

 TEACHING HOURS AND TEACHING LOAD

 

A.     The School Work Day for Teachers

1.      The regular school workday of each teacher shall not exceed seven (7) consecutive hours.  In the event that an extended day program is adopted by the Committee for any school, it is understood that while starting and ending time for teachers may vary for said school, the regular workday for each teacher shall not exceed seven (7) consecutive hours.  Starting and ending times for teachers will be as follows:

 

High school 7:00 a.m. – 2:00 p.m.

Upper schools 7:45 a.m. – 2:45 p.m.

Lower schools 8:15 a.m. – 3:15 p.m.

 

            Start and end times for students and teachers at each grammar school will be the same      throughout the district.  Whenever possible, given different school   programming and        staffing, best practices from each building will be used throughout the district to address        building schedules and opening and dismissal procedures.

 

2.      Said workday, within the above stipulated seven (7) hours, shall include the following:

 

a.      At the grammar schools, the teacher work day will begin no earlier than 30 minutes prior to the official student day and end no later than 30 minutes after the close of the official student day.  In no case will the teacher work day exceed seven hours.

 

b.      A daily duty-free lunch period of at least 30 minutes for each teacher.

 

c.      The length of the student day (including lunch time) at the grammar schools shall be 6 hours and 15 minutes.

 

d.      The length of the student day (including lunch time) at the high school shall be 6 hours and 36 minutes.

 

e.      High School Schedule – The MEA reserves its rights to negotiate the related mandatory subjects of bargaining including but not limited to the following:

1.      Schedule

2.      Duties

3.      Beginning and end times of the student and teacher day

4.      Teacher lunch time

5.      Planning time

 

The MEA accepts the Schedule presented on June 2, 2011 and included in Appendix E.

 

            For the duration of the high school construction, teacher hours at the Central School          campus will be from 6:50 a.m. to 1:50 p.m. for those teachers who are assigned full-time    to that campus.  Hours for teachers who travel between the       Central campus and the main high school campus will be from 7:00 a.m. to 2:00 p.m.  Traveling will be the non-       teaching duty for those teachers.

 

3.      Teachers recognize and accept their professional responsibility of providing extra help to students beyond the regular workday.

 

4.      Afternoon meetings beyond the above defined workday shall be held when necessary and at reasonable times according to the following guidelines:

 

a.      Meetings involving teachers from two (2) or more buildings will ordinarily be scheduled for Monday; inter-school committees and inter-school sub-committees, however, may meet at other times at their discretion.

 

b.      Faculty meetings for any school, including department meetings, will ordinarily be held on Monday or at times determined by the parties to said meeting.  Faculty meetings will be for the purpose of discussing issues pertinent to the school community.

 

c.      Committees and sub-committees within a building shall meet at times agreeable to the parties involved.

 

d.      Should a problem arise in those areas of discretion regarding the day or time of a meeting, the Superintendent or his designee shall determine and post the time for said meeting.

 

e.      The above does not preclude volunteers from meeting at any time mutually agreeable for any committee or sub-committee.

 

f.       Said meetings normally shall not exceed one hour in length and teachers are not expected to attend more than two (2) meetings per month.

 

g.      In the course of each school year, the district will make every effort to provide professional development opportunities to all teachers.  Each teacher will have the opportunity to participate in planning these activities through the Professional Development Council (PDC).  The District and the MEA will make every effort to schedule early release time for students in order to provide opportunities for teachers to engage in professional development activities during the teachers’ work day to address goals in the district and school improvement plans.  Half day and full day release professional development programs will be planned through a district-wide professional development council.

 

The Association and the Superintendent have defined professional development as research-based, meaningful learning experiences aligned with the articulated district goals.  Some professional development opportunities will be offered during the all-day and half-day in-service sessions.  These professional development opportunities can be building based, cross-district, cross-grade levels and/or cross-curriculum.  Although there will be no additional required assignments beyond what may be completed during these professional development experiences - such as work completed during preparation time or outside the teachers’ work hours -  teachers will be expected to incorporate into their instructional repertoires the knowledge gained from these activities.

 

The professional development experiences will be developed and designed within the Professional Development Council (PDC).  The PDC shall be a system-wide entity led by co-chairs - one administrator of the superintendent’s choosing, and the first vice president of the Association or a member of the Association designated by the Association President.  The members of the PDC will include representation from administration and Unit A members from all schools and the varied professional specialties and levels.  The PDC will recommend to the Superintendent professional development activities for the full-day and early-release day in-service sessions.

        

         Each teacher shall be granted one (1) credit annually for advancement on the salary schedule, for successful completion of all professional development provided by the district during student release time.

 

All non-professional status teachers employed in Methuen will have three (3) years of employment; all teachers will be required to complete the “Building Teaching Skills” graduate course offered by the District.

 

Teachers will earn professional development points at the District’s expense and may earn three (3) graduate credits at their own expense.  Based on enrollment and instructor availability, the District will make every effort to offer this course five (5) times a calendar year, both during the school year and through the summer, including weekdays and Saturday options.  The course will be no more than three (3) hours each day when offered after the school day.

 

h.      Released-time programs authorized by the Committee may be held on any regular school day.

 

i.       Such meetings shall be authorized by the Superintendent or his designee, with reasonable prior notice to the President of the Association.  The schedule of such meetings shall be posted in all schools ordinarily on a weekly basis.  This is not intended to prevent the holding of any meeting that becomes necessary subsequent to the development and posting of such schedule.

 

j.       Each teacher shall attend two evening meetings at her/his school per year, one of which shall be for purposes of an open house.  The other will be for either parent conferences or in the case of the fine and performing arts teachers, for the art show, concert or drama production.

 

B.     Planning Time

1.      Grammar school teachers shall have planning time as follows:

 

a.      Whenever a special subject teacher is teaching a grammar school class, the regular teacher may leave the classroom if it is part of the teacher’s planning time.

 

b.      The teacher may also use student recess time for planning purposes if not assigned to recess duty.

 

c.      Each K-8 teacher will provided at least forty-five (45) consecutive minutes per day of planning time.

 

2.      Upper and High School -- The daily schedule for each teacher shall provide one period daily whenever possible, or its equivalent, for planning purposes.

 

3.      All teachers' schedules will be arranged as equitably as possible on the basis of equality of classroom time.  Exceptions may be made for the purposes of team teaching and/or variations from the normal schedule.

 

4.      No teacher shall be required to attend a meeting during a regularly scheduled preparation period.

 

C.     Substitute Teachers

1.      Teachers are not to be used as substitutes for absent teachers except in emergency situations, and such assignments shall be made equitably.

 

2.      Substitute teachers shall be assigned to cover the absences of teachers of special subjects, if possible, whenever substitutes are available.  A special subject teacher is a

 

teacher of a special subject which includes art, physical education, music, family and consumer sciences, engineering, health and media specialists.

 

3.      Substitution for professional staff:  When a teacher is absent and a substitute is not available if a teacher is asked by the principal or their designee to cover a class or to add additional students to their classroom, the teacher will be paid $30 per class period for which they supervise students above their regularly assigned student caseload.

 

D.     Special Education

The Committee agrees that a teacher will not be assigned to a IEP during the teacher's duty-free lunch period.  The Committee further agrees that a teacher will not have to cover two classes while the teacher of the other class is attending a IEP.  Teachers who are assigned to IEPs during their planning time will continue to enjoy their rights under Sections B (1) (c) and B (2) or the equivalent thereof within a reasonable period of time.

 

ARTICLE IX

CLASS SIZE

 

A.     1. The Superintendent agrees to make every reasonable effort to maintain the ratio of   students to staff members covered by this Agreement.  The Committee and the Association recognize that the pupil/teacher ratio is an essential aspect of quality education in Methuen.  Therefore, both parties agree that the class sizes set forth below are considered desirable standards for the maximum number of pupils per class:

 

a.      Grammar School classes                  25

(the administrator in determining elementary class size shall consider the number of children with special needs and the nature of such needs.)

 

b.      High School                                     25

 

c.      Every reasonable effort will be made to maintain manageable caseloads for therapists.

 

2.      In addition, every reasonable effort will be made by the Committee to establish and maintain a class size approximating twenty-five (25) pupils for secondary and regular elementary classes.  Sizes of other classes will be determined consistent with available facilities and the nature of the program.  Since individualization is an important goal of education, a goal of staffing as suited to the various instructional tasks should be sought.

 

3.      The above shall not prohibit flexibility for purposes of team teaching, elective programs and/or other programs where other class sizes are more appropriate.

 

4.      The Committee and the Administration agree to give prompt notification to the Association and affected teachers regarding impending significant changes that might be made in any program, said notification allowing sufficient time to permit suggestions from any interested parties.

 

  1. Since the primary goal of counseling is to establish and maintain a good rapport with each counselee in order to assist effectively each student with her/his emotional maturation levels, the goal of staffing the guidance department with a suitable number of counselors should be sought.  Therefore, every reasonable effort will be made by the Committee to establish a workable student/counselor ratio for purposes of providing counselors with adequate opportunities to implement the guidance services of the Methuen School System.

 

ARTICLE X

NON-TEACHING DUTIES

 

The Committee and the Association acknowledge that a teacher's primary responsibility is to teach and that his/her energies should, to the extent possible, be utilized to this end.  Nevertheless, they agree as follows:

 

Teachers to the extent possible shall not be required to perform the non-professional duties in excess of sixty (60) minutes per week inclusive of the following duties listed.

 

1.      Supervising playgrounds.  Teachers may be assigned to supervision of playgrounds on a rotating and equitable basis within the seven hour teacher workday.

 

2.      Supervising bus loading and/or unloading.  Teachers may be assigned bus duty or student supervision in the morning and afternoon on a rotating and equitable basis within the seven hour teacher workday.

 

3.      Collect money turned in by students for insurance and photographs.

 

4.      Teachers are not expected to serve as parking attendants or perform parking supervisory duties.

 

5.      Teachers will take daily attendance.

 

 

 

ARTICLE XI

COMPENSATION

 

The Committee and the Association agree to the following procedures regarding initial compensation, advancement on the salary schedule (See Appendix A), and payroll procedures:

 

A.     Initial placement on the salary schedule will be made by the Superintendent.  In making the decision, the Superintendent shall consider the following:

1.      Educational preparation as evidenced by appropriate documentation of degrees and courses from accredited institutions of higher learning.

 

2.      Previous teaching experience, especially for all appropriate and comparable teaching experience in fully accredited educational institutions, including appropriate Fulbright teaching experience.

 

3.      Time spent on a Fulbright scholarship.

 

4.      Any other experience appropriate to the particular position for which the person is hired, such as Action Corps, National Teacher Training Corps, or relevant military service.

 

B.     Vertical movement on the salary schedule shall be granted by the Superintendent on the first day of the work year, provided the employee was employed as a teacher for at least ninety-two (92) consecutive days in the previous school year.

 

C.     Horizontal movement on the salary schedule shall occur upon satisfactory completion of the required number of approved credits (See Appendix A) of courses, in-service programs offered for credit by the Committee, and/or approved professional growth activities.  Only courses completed as part of a Master’s program will be counted toward movement to Bachelor’s + 15.  The procedures for approval of credits for horizontal movement are stated in Section D below.  Teachers shall submit a one year's notice, by October 1, in writing to the Superintendent for horizontal movement anticipated during the subsequent school year.  Teachers upon satisfactory completion of previously approved work are to submit transcripts or comparable evidence to the Superintendent, or his designee, according to the following:  by October 1 for salary adjustment effective September 1, by March 1 for salary adjustment effective February 1.

 

D.     Course approval for horizontal movement shall be determined by the Superintendent according to the following guidelines:

1.      Any teacher desiring credit for movement on the salary schedule shall apply in writing to the Superintendent for approval of course(s), degree program, other college or university planned program, program designed to enhance the teacher's area of specialization, or other in-house program that meets the needs of the Methuen School System, such as in-service programs offered for credit by the Committee or professional growth activities.  Such application should be submitted in sufficient time to enable the Superintendent to render his decision prior to the actual participation in any course or program whenever possible.

 

2.      The Superintendent shall act on each such application as soon as reasonably possible.  The Superintendent shall make his decision on the basis of the value of the program(s) to the Methuen School System.  The Superintendent, prior to rendering his decision, may invite an applicant to appear before him for further clarification of the request for approval.

 

3.      The Superintendent, or his designee, shall then inform the teacher in writing of the disposition of her/his application.

 

4.      Except for in-service programs accepted for salary schedule credit, all courses and/or programs must be taken at accredited colleges and/or universities.

 

5.      The length of time for completion of a program under the provisions above shall be that set by the college or university where applicable.  For other programs the Superintendent shall determine the length of time in which a program is to be completed, said time to be generally consistent with college or university policies.

 

E.      All teachers with non-professional status as of July 1, 2009, will be paid in 26 bi-weekly installments.  Twenty-one of which will begin on the second Thursday of the work year.  The final five installments will be paid no later than the last Thursday in June.  All professional status teachers shall be paid in twenty-one (21) bi-weekly payments beginning on the second Thursday of the work year.  Professional status teachers may opt for the twenty-six (26) bi-weekly installments.  If a professional status teacher elects the twenty-six (26) paycheck schedule, he/she must do so in writing to the Human Resources Department no later than August 1.  Once a professional status teacher elects the twenty-six (26) paycheck schedule, it will continue for subsequent years unless the Human Resources Department is notified in writing to revert the employee’s paycheck schedule back to 21.  If a holiday occurs on Thursday, teachers shall be paid on the last workday before such holiday when possible.  The last payment of the work year (21st check) shall be no later than the last workday of the work year except for those employees with specific year-end adjustments such as those due to excess use of sick leave or other necessary computational adjustments.

 

F.      The salary of a regular teacher who leaves the service of the Methuen Public Schools before the termination of the school year, or who begins his instructional service in the Methuen Public Schools after the regular school year has begun, will be paid on the basis of 1/182nd of the teacher's scheduled annual salary multiplied by the number of days already worked or scheduled to be worked, as the case may be.  In the event of termination of service for any cause at the end of or at any time during the school year, amounts of salary earned but withheld to date of termination shall be payable to the teacher, or in the event of her/his death, to her/his estate.

 


ARTICLE XII 

SUMMER, OTHER OPTIONAL, AND EXTRACURRICULAR EMPLOYMENT

 

A.     Summer and Other Optional Employment:

1.      Full time teachers may apply to be employed for additional working days during the summer months.  Under special circumstances, the optional employment may be arranged for some other time with the agreement of the teacher and the Superintendent.

 

2.      Payment for this service will be at the rate of:

 

a.      $30.00 per hour for  programs

b.      $35.00 per hour for Program Coordinators.

 

NOTE:   The parties agree that the minimum rates for grant programs be as set forth above.  In the event that the parties agree to any higher rate(s) for a grant program, it is understood that such higher rate(s) will be set forth in writing and will be subject to ratification by the Committee and the Association.

 

B.     Extracurricular Employment:

Extracurricular activities, when authorized and sponsored by the Committee, are important parts of the educational program of the school system.  However, the first responsibility of those directing and supervising such paid extracurricular activities is toward their basic teaching assignment and work related thereto.  To the extent possible and reasonable, such paid extracurricular positions shall be filled equitably from applications received.  When any such position becomes vacant, it shall be posted, including the stipend as established by the Committee.

 

C.     For all other work outside of the regular work year, a teacher will be paid at the hourly rate prescribed in Section A2 of this Article.

 

ARTICLE XIII

PAYROLL DEDUCTIONS

 

A.     The Committee shall provide that, whenever duly authorized by any teacher on a form or forms approved by the Committee or Superintendent, payroll deductions on behalf of such teacher shall be made and paid over in accordance with such form or forms for any or all of the following purposes:

 

Credit Union (Methuen and/or MTA)

Blue Cross/Blue Shield

United Fund


Insurance available through school system and/or town

Retirement

Tax Sheltered Annuities

MEA/MTA/NEA dues

United States Savings Bonds

V.O.T.E.

Health and Dental Insurance

Flexible Spending Accounts

Disability Insurance

403b Accounts

 

B.     The Committee and the Association agree that the Town's health insurance premium contribution shall be the same provided for other town employee groups.  Effective January 1, 1995, sixty-two percent (62%) of the total health insurance premiums for all health insurance plans offered by the Town shall be paid by the Town.  While agreeing to maintain this level of benefits, it is understood that the Town reserves the right to obtain health insurance coverage with other than the present carrier.

 

ARTICLE XIV

PROTECTION OF TEACHERS, STUDENTS AND PROPERTY

 

Teachers shall notify the administration promptly of all hazardous conditions within their areas of responsibility and shall not be responsible for such hazards after due notice has been given.  If any such hazardous condition is not adequately corrected within a reasonable time, representatives of the Association may meet with appropriate members of the administration for purposes of presenting and discussing proposal(s) to remedy the situation.  The Committee shall indemnify teachers against whom any action is taken as a result of her/his employment in the Methuen Public Schools, to the extent of present insurance policy.

 

Teacher Safety:

1.      Teachers are not required or expected to physically intervene in a student altercation.  The building police officer will be called upon to intervene and follow up with discipline.

 

2.      Teachers will call the office for emergency situations.  Phone will always be answered in the main office of each building.

 

3.      Teachers will report immediately to the Principal in writing, (with copies of the report also given to the Superintendent) all cases of actual or suspected assault and/or battery suffered by the teacher in the course of their employment in the school.  The Superintendent will comply with any reasonable request from the teacher or the Association for information in its possession relevant to the incident, persons directly involved, and will otherwise reasonably act and cooperate with the teacher to appropriately discipline the student.

 

4.      A crisis response team (CRT) will be formed to intervene in altercations among students, weapon issues in the building, drug issues in the building and any other situation in which teachers and students may be vulnerable to physical and emotional harm.  The CRT will consist of an administrator, police officer, psychologist, teachers and school nurse.”

 

ARTICLE XV

POSITIONS IN SUMMER SCHOOL, EVENING SCHOOL

AND UNDER FEDERAL PROGRAMS

 

A.     All openings for such positions will be publicized adequately by the Superintendent in each school as early as possible, and notice of appointments to said positions shall be posted in each school as appointments are made.  Under normal circumstances, summer school openings will be publicized no later than the preceding May 1.

 

B.     In filling such positions, first consideration will be given to the Methuen professional staff with reference to the teacher's competence for the particular position; major, or minor, field(s) of study;  quality of teaching performance and previous service in the Methuen Summer School or Evening School teaching experience.

 

ARTICLE XVI

SICK LEAVE

 

A.     Both parties to this agreement believe that paid sick time is an important benefit for employees and that any misuse of this sick time is detrimental to both students of Methuen and the Association.  Good teacher attendance is paramount to student success.

 

B.     Each teacher will be credited with eighteen (18) sick leave days at the beginning of the school year.

1.      A teacher will be able to use up to five (5) days per school year from said eighteen (18) days to care for a member of the immediate family who is ill and requires the attendance and care of the teacher.

 

2.      Three (3) of the above reference sick days may be used as personal leave days.  Personal leave days are taken for critical and necessary personal, legal, business, household or family matters which require absence during school hours.  The reasons for personal days are personal and confidential.  However, personal leave days cannot be used the first or last day of the school year or the day preceding or following a holiday or vacation without a reason and permission from the Superintendent.

 

3.      Request for personal leave days will be made 72 or more hours in advance whenever possible.

 

C.     Accumulation of sick leave:  Sick leave days shall be accumulated to maximum of two hundred (200) sick leave days for 2008-2009, a maximum of two hundred ten (210) sick leave days for 2009-2010 and a maximum of two hundred twenty (220) sick leave days for 2010-2011.  Teachers who have reached the maximum accumulated sick leave days shall be entitled to retain such greater accumulation until the end of the school year.  Except that teachers with more than 182 accumulated sick leave days on August 31, 1988 shall be entitled to retain such greater accumulation but not be able to add to her/his accumulation unless the number of accumulated days falls below the maximum as a result of usage.

 

D.     Unused sick leave credited to a teacher's account on the date of last separation may be re-credited to his account upon re-employment provided re-employment occurs within three years from the date of last separation.

 

E.      No teacher will suffer any loss of school-related financial compensation or sick leave accumulation during any period of absence from work due to any injury suffered while in the performance of Methuen school-related duties for a period of one calendar year from the date of said injury.  Additional time may be granted at the discretion of the Committee.  It is understood that, while there shall be no loss of sick leave accumulation during said period, there shall be no additional accumulation of said leave during said period.

 

F.      The Superintendent may, at her discretion, require medical documentation or an examination by a physical elected by the Superintendent at the Committee’s expense for each absence in excess of ten (10) consecutive days or twelve (12) cumulative days in a work year.

1.      When the Superintendent or Principal believes there is a pattern of repeated absences by a teacher that is questionable, the Principal shall notify the Superintendent and meet with the teacher to discuss the absences.  The teacher shall be informed that he may have a union representative present at this meeting.

 

G.     After applying the eighteen (18) sick leave days of annual accrual to each teacher’s individual account at the at the beginning of the school year, days left over beyond the maximum accumulation (Section C) allowed at the end of the school year shall be added to the sick leave days in the Sick Leave Pool. 

 

H.     Sick Leave Pool.  The Committee and the Association agree to a Unit A Sick Leave Pool under the following guidelines:

1.      Each member of the bargaining unit shall be a member of the Sick Leave Pool.

 

2.      The Sick Leave Pool shall be funded as follows:

 

a.      Unused days in the Sick Leave Pool at the end of one school year shall be carried forward to the Sick Leave Pool at the beginning of the next school year, including those unused days in the Sick Leave Pool on June 30, 1988.

 

b.      After applying the eighteen (18) sick leave days of annual accrual to each teacher's individual account at the beginning of school in September, days left over at the end of the year beyond the maximum accumulation allowed, under Section C above, shall be added to the sick leave days in the Sick Leave Pool. 

 

c.      At the end of each school year, unused sick leave days of teachers who retire and/or resign, up to a maximum number of days equal to the number of members in the bargaining unit, shall be added to the days in the Sick Leave Pool.

 

d.      If the number of days in the Sick Leave Pool is depleted below 30% of the number of members in the bargaining unit, the Sick Leave Pool Committee (Section 3a below) may assess each teacher one (1) day from her/his personal accumulation and the Sick Leave Pool Committee shall so notify the Superintendent promptly in writing.

 

3.      The Sick Leave Pool shall be administered as follows:

 

a.      A teacher whose sick leave accumulation has been exhausted may apply to the Sick Leave Pool Committee, such Committee consisting of five (5) members of the Association appointed by its President.  Such teacher may receive a maximum of ten (10) days per school year when the need arises.  This time may be extended if two-thirds the Association's Executive Board so votes.

 

b.      Each request for sick leave days from the Sick Leave Pool that has been approved by the Sick Leave Pool Committee and each request for extension that has been approved by the Association's Executive Board shall be forwarded forthwith to the Superintendent for his approval.  The Superintendent shall act reasonably and promptly on the matter.

 

c.      In the event the Superintendent does not approve a request under "b" above, the request will be sent promptly (within two (2) workdays) to the Sick Leave Pool Appeals Board, consisting of two (2) administrators from the Central Office (non-Unit B) designated by the Committee and two (2) Unit A members designated by the Association with each party able to designate an alternate.  Decisions of the Board shall be by majority vote of those present, with at least three (3) members present in order to conduct business.

 

I.       The Committee will make a reasonable accommodation to a pregnant teacher who is advised by her physician to avoid exposure to "Fifth Disease" by assigning her to another building for the two-week incubation period for Fifth Disease.  A pregnant teacher has the option of using her own personal sick leave.

 

ARTICLE XVII

TEMPORARY LEAVES OF ABSENCE WITH PAY

 

Teachers are entitled to the following temporary non-accumulative leaves of absence with full pay each school year:

 

A.          Professional Leave.  One day for the purpose of visiting other schools or attending meetings or conferences of an educational nature will be allowed upon recommendation of the teacher's principal and approval by the Superintendent.

 

B.     Legal Proceedings.  Time necessary for appearances in any legal proceedings connected with the teacher's employment or with the school system will be allowed if the teacher is required by law to attend.

 

C.     Funeral Leave.  Employees covered by this agreement will be allowed time off without loss of pay for up to five (5) working days following a death in the immediate family.  The immediate family for this article shall be defined as husband, wife, domestic partner, son, daughter, mother father, brother and sister.

 

Bereavement Leave for two (2) days may be taken for the death of a relative of an employee who is the employee’s aunt, uncle, great-grand parent, grandparent, father-in-law, mother-in-law, daughter-in-law, son-in-law, brother-in-law, sister-in-law, grandchildren, niece or nephew.  Said bereavement days shall b e the day of the funeral and the time so granted for the purpose of attending the said funeral.

 

At the discretion of the Superintendent of Schools, this leave may be extended.

 

D.     Other Leaves Under This Article.  Temporary leaves of absence with pay for reasons other than those listed above may be granted for good reason by the Superintendent.

 

 

ARTICLE XVIII

EXTENDED LEAVES OF ABSENCE WITHOUT PAY

 

A.     A leave of absence without pay of up to two years may be granted to any teacher with professional teacher status who joins the Action Corps, National Teacher Corps, or serves as an exchange teacher or overseas teacher, as a full-time participant in any such program, or accepts a Fulbright Scholarship.

 

B.     Military leave without pay shall be consistent with applicable state and federal statutes.

 

C.     The Committee agrees that a teacher with professional teacher status and designated by the Association may be granted, upon request by May 1 of the prior school year, a leave of absence for one full year without pay, such leave to be granted for the purpose of engaging in State and/or National  Association activities.  Upon return from such a leave, a teacher will be reinstated to her or his former position.

 

D.     A leave of absence without pay of up to one year shall be granted to a teacher with professional teacher status for the purpose of caring for a sick member of the teacher's immediate family.  (As defined in Article XVII, Sect. C).

 

E.      Other leaves of absence without pay may be granted by the Superintendent for good reason on an equitable basis.

 

F.      All benefits to which a teacher was entitled at the time her/his leave of absence commenced, including accumulated sick leave and credits toward sabbatical eligibility shall be restored to her/him upon her/his return, and he/she shall be assigned to the same position which he/she held at the time said leave commenced, if available, or, if not, to a substantially equivalent position.

 

G.     A teacher on any such extended leave of absence without pay may be advanced on the salary schedule by the Superintendent as though he/she were actively employed by the Methuen School System while on such leave if the experience gained while on leave is of value to the Methuen School System.

 

H.     Requests for leave and extensions for renewals of leaves shall be applied for and granted in writing.

 

ARTICLE XIX

MATERNITY LEAVE

 

A.     Short Term (Statutory) Maternity Leave

1.      Upon receipt from a pregnant teacher of at least two weeks written notice of her anticipated date of departure and intention to  return, the Committee shall grant maternity leave for up to eight (8) weeks in accordance with the provisions of Massachusetts General Laws, Chapter 149, Section 105D.

 

2.      Though said leave itself will be without pay, the teacher may  use any of her sick leave accumulation for said period of time for which she will be disabled as a result of said pregnancy.  The request for sick leave utilization will be made at the time of the request for maternity leave and will be accompanied by a physician’s statement of disability.

 

3.      Said leave may be extended by mutual agreement of the teacher and the Superintendent in order that said teacher may return at an appropriate time in consideration of the students' program(s), such as at the beginning of a marking period, or after a vacation period.

 

B.     Extended Maternity Leave - In the event a professional status teacher desires a leave beyond the eight (8) weeks provided by statute, the teacher will follow the procedure set forth below:

1.      The Superintendent shall be notified in writing at least thirty (30) days prior to the expected date of the beginning of extended maternity leave, said leave to be without pay.

 

2.      Said extended maternity leave may be for up to one (1) year at the discretion of the Superintendent, with the resumption of employment ordinarily occurring at the beginning of school in September or, upon consultation with the Superintendent, at the beginning of the second semester or marking period.  Said leave, upon written request, may be extended by the Committee upon recommendation of the Superintendent.

 

C.     Miscellaneous Provisions

1.      All benefits to which a teacher was entitled at the time her maternity leave commenced, excepting any sick leave used during  said leave pursuant to A2 above, will be restored to her upon her return.

 

2.      A teacher returning from maternity leave will be assigned to her previous position whenever possible or to as comparable a position as is then available.

 

3.      In the event that the infant does not live, the teacher may make written application, accompanied by her physician's statement of good health, for immediate or early resumption of employment.  When an appropriate position is available, preferably her previous position, said teacher shall have the first option for said position.

 

 

 

4.      Paid Adoption Leave

Adoption Leave (Applicable Only to Teachers with Professional Teacher Status).  A teacher with professional teachers’ status (“PTS” teacher) shall be entitled to adoption leave, subject to the following terms and conditions:

a.      Maximum amount of paid adoption leave:  4 calendar weeks. (Lost work time within four weeks following the PTS teacher’s receiving actual custody of the child.)

b.      Deduction from sick leave:  The leave shall be deducted from the PTS teacher’s sick leave (annual, if sufficient, otherwise accumulated).  In the event the PTS teacher does not have sufficient sick leave to his/her credit, the teacher shall not be eligible for adoption leave to the extent of the deficiency.

c.      Age of adoptive child:  The child must be below five (5) years of age.

d.      Purpose of the leave:  To make arrangements for and to care for the adopted child.

e.      If both parents are PTS teachers in the Methuen School System:  If the parents are PTS teachers in the Methuen School System, either parent may request the adoption leave and said adoption leave will be available for only one parent.

f.       Request for Paid Adoption Leave-Time of Leave

1.      The leave shall commence, except as hereinafter provided in F3, upon receiving actual custody of the child, or earlier if necessary to fulfill the requirements of adoption.

2.      The PTS teacher shall give, to the extent possible, at least two (2) weeks written notice to the Superintendent of his/her anticipated date of departure and his/her intent to return.

g.      Family and Medical Leave Act

If and to the extent the PTS teacher is entitled to leave under the Family and Medical Leave Act, such time shall be charged against the adoption leave.

 

ARTICLE XX

 SABBATICAL LEAVE AND EXCHANGE PROGRAM

 

A.          Sabbatical Leave

1.      The Committee and the Association support the concept of Sabbatical Leaves, but they agree that the Superintendent's ability to grant Sabbatical Leaves(s) is subject to the availability of funds.

 

2.      Sabbatical leave may be granted by the Superintendent to personnel who have completed seven years of service in the Methuen Public Schools.  The number of leaves to be granted shall be determined each year by the Superintendent.

 

3.      Applications for eligible personnel must be submitted prior to February 15 for leave beginning the following September.  Action must be taken on all such requests, and the applicants informed no later than the following March 15.  For leave beginning about February 1, application must be submitted prior to October 1, with notification by December 1.

 

4.      Each application must include a proposed plan of study, travel or research; a statement of the applicant's professional purpose; and the expected value to the Methuen Public Schools.

 

5.      In granting leaves of absence the Superintendent will take into consideration the educational value of the proposed project to the Methuen Public Schools.

 

6.      An applicant granted a full-year sabbatical leave shall be paid two-thirds of the salary rate which he/she would have received if he/she had remained in active full-time employment.  The Superintendent may provide up to 100% of said salary rate based upon an applicant's need.

 

7.      An applicant granted a half-year sabbatical leave (for either semester of the academic year), shall be paid 100% of the salary rate which he/she would have received if he/she had remained in active full-time employment for the approved period of the sabbatical leave.

 

8.      Upon return from sabbatical leave, the teacher will provide the Methuen School Department a minimum of service equal to twice the period of time of the sabbatical leave.  In default of such service, he/she will refund to town of Methuen an amount equal to such proportion of salary received by her/him while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered.

 

9.      Upon return from sabbatical leave, a teacher shall be placed on the salary schedule at the level which he/she would have achieved had said teacher remained actively employed in the system during the period of her/his absence if the experience gained while on leave is of value to the Methuen School System.

 

10.    After completing a sabbatical leave, a teacher will be eligible for another sabbatical leave when he/she has completed an additional 7 years in the Methuen School System.

 

B.     Exchange Teachers

1.      The Committee encourages proposals indicating possible educational benefit to Methuen students by means of a Teacher Exchange program including a teacher with professional teacher status in Methuen and a teacher from outside the district and even from outside the United States.

 

2.      The visiting teacher shall be paid in accordance with the Methuen salary schedule and shall be subject to all laws which may apply, as well as all policies, rules, and regulations of the Committee, including this Agreement.

 

3.      All exchange arrangements are subject to the approval of the Superintendent.

 

ARTICLE XXI

TEACHER ASSIGNMENT

 

A.     Each teacher shall be given written notice of her/his school, class,  grade, and/or subject assignments as early as possible in June but no later than the last day of school in June.  If after this date, there are any necessary changes in said assignments, teachers will be notified in writing as soon as possible.

 

B.     The Superintendent shall assign all newly-appointed personnel to their specific positions within that subject area and/or grade level for which they have been appointed.  The Superintendent shall give notice of assignments to new teachers as soon as practicable.

 

C.     In order to assure that pupils are taught by teachers working within their areas of competence, each teacher shall be assigned within the scope of her/his teaching license and/or their major or minor fields of study.

 

D.     Teachers who are required to travel school-to-school and out-of-town in the performance of their duties shall be reimbursed for all such travel at the local/IRS rate.

 

E.      Building administrators will make the best effort to assign classroom teachers in grade 5-12 not more three (3) different courses preparations.  Additionally, it is the goal of the Administration and the Association to distribute the number of course preparations equally among teachers.

 

ARTICLE XXII

VACANCIES

 

A.     When a vacancy exists, the Superintendent shall publish a notice of such vacancy.  All such vacancies will also be published to the faculty and staff via the “public folder” on the electronic email system within twenty-four (24) hours of the actual posting.

1.      A vacancy exists:

 

a.      when there is an opening in any promotional position (one that has a title other than teacher and/or pays additional wages);

 

b.      when a new position is created by the Committee to expand the services in the Methuen School System;

 

c.      when a resignation is effective at the end of the school year.

 

2.      Any teacher who meets the posted qualifications and applies for a position that becomes vacant during the school year, shall be granted an initial interview upon request.

 

3.      A vacancy does not exist when a teacher is on any leave of absence allowed under this Agreement.

 

B.     During the school year:

1.      Copies of any vacancy notice shall be posted by the Administration on the teacher's bulletin board in each building and sent to the President of the Association.

 

2.      No vacancy will be filled until notice of such vacancy shall have been posted for at least five (5) school days.

 

C.     From the end of one school year to the beginning of the next school year:

1.      Notification of any vacancy will be sent to the President of the Association or her/his designee, and notice of said vacancy will be published via the “public folder” on the electronic mail system within twenty-four (24) hours of the actual posting.

 

2.      No vacancy will be filled during this period until notice of such vacancy shall have been posted for at least fourteen (14) calendar days; unless the vacancy occurs within five (5) or fewer business days prior to the opening of the teachers’ school year, in which case the posting requirement will be waived and the position can be filled without posting.  The Administration agrees to notify the Association of the necessity of the waiver.

 

D.     Qualifications, requirements, duties, stipend and other pertinent information shall be stated briefly in the vacancy notice.

 

E.      Staff members wishing to be considered for any vacancy shall apply in writing to the Superintendent within the time specified on the vacancy notice.

 

F.      Any teacher who meets posted qualifications for a promotional position and applies for same shall be granted an initial interview upon request.

 

G.     The Association and the Administration may mutually agree to waive or amend any posting requirement for good cause.

 

 

ARTICLE XXIII

TRANSFERS

 

A.     In the event any involuntary transfer (except as provided in B below)is necessary for the effective running of the school system, the  affected teacher(s)’ qualifications, area(s) of licensure, and length of service in the Methuen Public Schools will be considered by the Superintendent before making any such transfer.  In addition, the affected teacher(s) will have an opportunity for a meeting with the Superintendent (or her/his designee) to discuss the reasons for the transfer before the transfer becomes effective; an Association representative of the teacher’s own choosing may be present at such meeting.

 

B.     If it is necessary to reduce the number of teachers in a lower school (PK through 4), upper school (5-8) or a high school department, the Superintendent shall seek volunteer(s) first.  If after seeking volunteer(s) a need for involuntary transfer still exists, the least senior teacher by certification in that school (or department) will be transferred, “least senior” to be determined on the basis of  length of continuous teaching service in the Methuen School System.

 

C.     A teacher wishing to be transferred to a different teaching assignment in the Methuen School Department for the following school year shall notify the central administration by May 1 of the preceding school year by completing an appropriate form provided by the Administration.

 

D.     Teachers may apply for a transfer at any time during the school year and shall be considered for the same whenever a vacancy shall exist.

 

E.      Any teacher who meets posted qualifications for an available position and applies for same shall be granted an initial interview upon request.

 

ARTICLE XXIV

AGENTS’ FEE

 

A stipend in the amount of 5% or $500 (or whichever is smaller) will be given to the writer(s) of a project funded by the federal, state or private funds, excluding those normally received by the committee, from such sources, provided that:

1.      The project has been approved by the Superintendent.

2.      The project is pursued and written outside of the school hours/day.

3.      Such administrative fee is not prohibited by the funding agency.

 

 

ARTICLE XXV

JOB PROTECTION

 

A.     No teacher shall be disciplined, terminated or otherwise reduced in compensation without just cause.  It is specifically agreed that this article shall not be applicable to the non-renewal of teachers who have not achieved professional teacher status.

 

B.     Subject to the provisions of this Agreement only, the Committee retains the right to determine the number of teaching positions and other professional positions which are needed in the school system and also retains the right to determine the employees to be laid off and recalled.

1.      A teacher with professional teacher status shall not be subject to a reduction in force if there is a teacher who has not achieved professional teacher status whose position the teacher with professional teacher status is qualified to fill.

 

2.      The Superintendent also agrees to make reasonable efforts to accomplish reductions in force to the extent feasible by natural attrition.

 

3.      In the event that the Committee in its sole discretion determines that for reasons of financial limitations, reasons of economy, decrease in pupil enrollment or other reason it is necessary to layoff teachers with professional teacher status, the procedures set forth in this Article shall prevail.

 

4.      The least senior teacher(s) with professional teacher status by certification will be laid off first.  Seniority for the purpose of this article shall be defined as length of continuous full time service as a “teacher” as defined in Article I of this Agreement or as an administrator as defined in Article 1.1 of the Unit B Agreement or any continuous combination of such service.  In the event that the Superintendent lays off a member of Unit B from his or her position in Unit B, that individual will have rights to a Unit A position based on seniority as defined herein.

 

5.      It is understood that a teacher who is laid off shall not “bump” into another subject area unless the teacher is certified in that subject area and has met one or more of the following:

 

a.      Was initially hired for that subject area;

 

b.      Has taught either two (2) or more years in the subject area during her/his teaching career or has taught at least one (1) year in the last five (5) years in the subject area;

 

c.      Has either a major in the subject area for her/his undergraduate degree and/or a graduate degree in the subject area;

 

d.      Has received certification in the subject area within the last three (3) years or has taken at least three (3) approved courses in the subject area (for at least nine (9) semester hours) during the last three (3) years for an older certification in the subject area; or

 

e.      Is otherwise qualified for the position as determined by the Superintendent or her/his designee.

 

6.      Authorized paid leaves of absence (military leaves, maternity leaves, educational leaves, etc.) paid or unpaid which are granted by the Superintendent shall not interrupt continuous service for the purpose of defining seniority.

 

7.      Teachers with professional teacher status who are on layoff shall for twenty-one (21) months after the effective date of layoff be placed on a recall list.  Teachers will be recalled in inverse order of their layoff as positions for which they are qualified become open provided they have left their home address with the Superintendent’s Office.  No teacher will be considered qualified for purposes of recall unless (1) the required certification is obtained and demonstrated to the Superintendent’s satisfaction prior to April 15 of the school year in which they are notified of the Superintendent’s intent to lay them off and (2) the teacher satisfies one or more of the criteria for “bumping” stated in paragraph 5 above.  Any such teacher to be recalled will be notified of such recall by certified mail with a copy to the President of the Association.  Failure to accept an offer of employment by certified mail to the Superintendent within ten (10) calendar days from the date of the letter of recall will be considered a rejection of the offer and shall terminate the teacher’s recall rights, in which event the next senior qualified teacher will be notified and required to respond in like manner.

 

8.      Teachers recalled after layoff under this Article shall be placed on that step of the salary schedule on which they were at the time of their last day of teaching prior to being laid off.  Also such teachers shall carry over only that sick leave and seniority which was credited to them at the time of their last day of teaching prior to being laid off.

 

9.      To the extent permitted by law and the carrier, teachers on the recall list shall be entitled to membership in any group health or life insurance coverage in existence at the time of the effective date of the layoff, provided, however, that the teacher pays the entire cost of such insurance pursuant to the requirements of the insurance carrier, and there shall be no contribution by the Committee or the city for such teacher’s insurance.

 

10.    Teachers on the recall list shall be given priority in filling substitute teacher positions which they are qualified to fill provided that alleged violations of this paragraph shall not be grievable or arbitrable.

 

C.     When a principal or the Superintendent determines that a bargaining unit member’s actions are unacceptable and that employee discipline is necessary, progressive discipline will be followed (i.e. oral reprimand, written reprimand, suspension without pay, dismissal).  Exceptions to progressive discipline may be made when the Superintendent determines that the seriousness of the unit member’s actions warrant initiating discipline beyond an oral reprimand. 

 

ARTICLE XXVI

MISCELLANEOUS PROVISIONS

 

A.     If any provision of this Agreement or any application thereof to any employee or group of employees is held to be contrary to law, then such provision or application shall be void, but all other provisions or applications shall continue in full force and effect.

 

B.     Any separate contract between the Committee and an individual teacher heretofore and hereafter executed shall be subject to and consistent with the spirit and terms and conditions of this Agreement.  If an individual contract contains any language inconsistent with this Agreement, this Agreement, during its duration, shall be controlling.

 

C.     The parties agree that there will be no “performance contract” entered into by the Committee with any group for the purpose of providing instruction to students in the Methuen Public Schools System.

 

D.     The parties agree that the utilization of program assistants (formerly known as teacher aides) with respect to instruction (including any program assistants called instructional program  assistants) shall be to assist teachers, and the utilization of said program assistants shall not diminish the teaching authority and teaching responsibility of professional staff covered by this Agreement.

 

E.      The parties agree that all continuous specialized professional instructional services paid for by the Committee shall be performed by professional staff covered by this Agreement, except that the Superintendent may hire paraprofessional tutors accountable to building supervising principal in order to provide adequate educational services to students with special needs.

 

F.      Copies of this Agreement shall be printed after ratification by the parties with the cost shared equally by the Committee and the Association in a format agreed to by the parties.  The Agreement shall be given to all teachers now employed and hereafter employed, and it shall be made available to persons considered for employment by the Committee.

 

G.     Teachers will assist the building principal and other administrators who are responsible for the supervision and protection of the children in time of emergencies (severe storms, CD activity, etc.).  In the instance of such emergencies and when school is subsequently cancelled after the start of the teacher work day and the Department of Education excuses the day; teachers’ attendance at school will count towards the 182 work days.

 

H.     All written communications submitted to the Superintendent, Assistant Superintendent, Principals, Directors, and Department Heads from teaching personnel shall be acknowledged in written form within ten days from receipt upon request of the person submitting the written communication.

 

I.       No reprisals (including reprimands, involuntary transfers, and other forms of discipline) shall be taken by the Committee, the Superintendent, and/or any administrator(s) against any teacher for membership in the Association or participation in any of its activities.

 

J.       This instrument constitutes the entire Agreement of the Committee and the Association arrived at as a result of collective bargaining negotiations.

 

The parties acknowledge that during the negotiations which resulted in this Agreement each had the unlimited right and opportunity to make demands with respect to any subject matter not removed by law from the area of collective bargaining, and that the understanding and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement.  Therefore, the Committee and the Association for the life of this Agreement shall not be obligated to bargain collectively with respect to any subject matter referred to or covered by this Agreement.

 

ARTICLE XXVII

AGENCY FEE

 

A.     As a condition of her/his continued employment while this Agreement shall continue in effect, every teacher a member of the Association on the effective date of this Agreement and every teacher initially hired after the effective date of this Agreement, if and when not a member in good standing of the Association, shall pay, or by payroll deduction shall have paid, to the Association an agency service fee; provided, however, that in no case shall such condition arise before the thirtieth day next following the date of the beginning of the teacher’s employment or the effective date of this Agreement, whichever date shall be the later.  The amount of such agency fee shall be limited to that portion of the annual dues (national, state and local) which is shown by the Association to be commensurate with the cost of collective bargaining, contract maintenance and related activities, and shall be consistent with Section 12 of Chapter 150E of the General Laws and the regulations established by the Labor Relations Commission with respect to agency service fee.  Members of the bargaining unit who are not members of the Association on the effective date of this Agreement are exempt from the provisions of this Article.

 

B.     No employee shall be dismissed for failure to pay the agency service fee.  However, when an employee fails to pay the agency service fee (in lieu of joining the Association by January 1 following her/his date of obligation under this Article and who is not in compliance with the rules of the Labor Relations Commission relative to contesting the validity or amount of the agency service fee) the Committee shall, at the written request of the Association, suspend such employee for five (5) workdays without pay.  If the fee is paid within said five (5) workdays, the employee shall return to work with pay the next day.

 

C.     The Association agrees to indemnify and save harmless the Committee for any legal fees or damages resulting from any action that the Committee takes at the request of the Association pursuant to the terms of this Article, including any claims made against the Committee for said actions(s) by any employee.  In the event an employee takes action against the Association but not against the Committee and if the Committee determines to monitor such litigation, the expense will be borne by the Committee.

 

ARTICLE XXVIII

NO STRIKE/NO LOCKOUT

 

There shall be no strike, slow down, or any other work stoppage on the part of any teacher or groups of teachers or the Association during the term of this Agreement.  The Committee agrees that there will be no lockout during the term of this Agreement.

 

ARTICLE XXIX

SICK LEAVE BUY-BACK

 

A teacher who submits a written notice to the Superintendent by January 15 of the school year prior to the school year at the end of which he/she intends to retire and who shall enter into the Massachusetts Teachers Retirement System shall be compensated a sum of money equal to $25 per day for each unused sick leave day up to a maximum of 100 days; and a sum of money equal to $50 per day for each unused sick leave day beyond 100 days, up to a maximum of 220 days.  Teachers are eligible to buy back unused sick days beyond 100 days provided that such teacher has never utilized the Sick Leave Bank pool (Article XVI, Section H).  The sum shall be paid no later than July 31 after the school year in which the teacher retires.

ARTICLE XXX

JOB SHARING

 

The Methuen School Committee and the Methuen Education Association agree to continue the job sharing program.  This may allow two teachers to become partners and share one full-time teaching position, and accordingly, the Committee and the Association agree to the following procedures:

 

1.      Job sharing is two teachers (as defined in Article I of the Agreement) currently employed in Methuen voluntarily sharing one position.  It is not one person teaching for part of a day in a part-time position, nor does it involve the two partners working simultaneously.  Job sharing includes the following configurations:

 

·         Splitting each day of the week in half – i.e., morning and afternoon sessions

·         Splitting each week between the partners – either 3 days/2 days or 2.5 days for each partner.”

 

2.      The two teachers sharing a position must have the appropriate licensure for the position being shared. 

 

3.      The job sharing partners shall be required to attend:

a.      half of the building/department meetings, so long as one of the partners is in attendance at all of the building/department meetings.

b.      the meeting on the day before students begin classes.

c.      all full day in-service days.

d.      parent conferences.

e.      Not more than two (2) evening or other events per school year.

 

4.      The salary for each job sharing partner will be one-half of the step and schedule that he/she would normally receive if the individual remained in full-time employment for that year.

 

5.      Only one of the two job sharing partners will be eligible for the medical insurance/coverage.

 

6.      The job sharing partners will pay into the retirement system at the rate required by the Massachusetts Teachers’ Retirement Board.

 

7.      Each job sharing partner will receive one-half the sick days and essential days allowed in Article XVI.

 

8.      Association dues will be assessed according to the policies of the NEA, MTA, and MEA.

9.      Seniority will accrue at the rate of one-half year credit for each year in a job sharing position to be calculated each year (which will be reflected in the adjusted employment date.)

 

10.    Longevity will accrue at the rate of one-half year credit for each year in a job sharing position, but no advancement will occur except in full year increments (i.e., two half-year credits.)

 

11.    Credit for step increments will be a half credit toward step movement for each year in a job sharing position, but no advancement will occur except in full year increments (i.e., two half-year credits.)

 

12.    The job sharing partners will be required to sign an agreement whereby they confirm their intentions to participate in the program for one full school year.  No changes in arrangements will be allowed during the school year.  However, if a resignation or leave or absence becomes necessary, the remaining partner has the first option to assume the full-time position.  If the remaining partner does not wish to assume the full-time position, they maybe required to assume the full-time position for up to two weeks, until an appropriate replacement teacher can be hired.

 

13.    The job sharing partners will notify administration in writing by March 1 regarding their intentions for the following school year (to continue the partnership or to return to full time employment based on seniority.)

 

14.    All job sharing arrangements are subject to approval by the Superintendent.

 

ARTICLE XXXI

TUITION WAIVER FOR EMPLOYEES’ CHILDREN

 

CHILDREN OF NON-RESIDENT TEACHERS

Any Unit A members who are not residents of Methuen, and who begin employment in the Methuen Public Schools by September 2, 2011,  may enroll their children as long as:

1.      There is an available slot.

 

2.      The parent/unit member provides for the transportation of the student to and from Methuen Public Schools.

 

3.      He or she is not and does not become a discipline problem.

 

4.      He or she does not require any special services, programs, or otherwise cause Methuen Public Schools to incur any expense.

 

5.      If any of the conditions in paragraph 1 and/or 2 are not met, and/or the conditions in paragraph 3 and/or 4 exist, any obligation of the Committee under this article shall cease.

 

Requests under this Article must be renewed each year in writing to the Director of Pupil Services on or before May 15th.

 

Decisions of the School Committee in regard to the terms of this article shall be neither grievable or arbitrable.

 

ARTICLE XXXII

MUTUAL CONCERNS COMMITTEE

 

The Superintendent and the Association agree to re-establish a Mutual Concerns Committee that will meet monthly.  The purpose of the Committee is not to replace collective bargaining or the grievance procedure, but to establish an on-going forum for discussion between the parties.  The Association and the Committee will determine the composition of the Mutual Concerns Committee.  Potential items for discussion by the Mutual Concerns Committee will include, but not be limited to:  class size, special education, health and safety, non-teaching duties, utilization of sick leave and teacher recruitment and retention.

 

ARTICLE XXXIII

HIGH SCHOOL CONSTRUCTION

 

1.       The high school teachers will be given 2 additional professional days to pack and unpack their classrooms as part of each move that will be necessary during the construction.  Absent the availability of professional day time, teachers will not be required to pack and unpack their classrooms; professional movers or custodial staff will be hired to complete this task.  At no time will teachers be required to lift boxes more than 10 pounds.  Teachers will not be responsible if students are asked by administration to move classroom materials during the moves.

 

2.      During the construction, a teacher parking lot will be marked and students will not be allowed to park in this lot.  Teachers who are required to travel between schools during the construction will be given assigned parking spots at each of the buildings to which they are assigned.

 

3.      During the construction, teachers will always have access within their teaching area to either a working phone or a working intercom or a hand-held radio for use in case of emergency in the classroom.

 

 

 

 

ARTICLE XXXIV

KINDERGARTEN AND HIGH SCHOOL ACCREDITATION

 

Each annual full-day in-service session and all common planning periods will be available for kindergarten teachers to address accreditation requirements of the National Association for the Education of Young Children (NAEYC).  During the self-study for New England Association of Schools and Colleges (NEASC) accreditation of the high school, all scheduled full-day and half-day professional development sessions in the two (2) years prior to the site visit will be available for preparation of necessary documents.

 

ARTICLE XXXV

REPORT CARDS AND PARENT CONFERENCES

 

A consistent time-line and process for report card conferences and the distribution of report cards and progress reports will be followed across the district.  Report cards for Trimesters 1 and 2 at the grammar schools and Terms 1, 2, and 3 at the high school will be due nine (9) calendar days after grades close.

 

ARTICLE XXXVI

DURATION AND NEGOTIATION OF SUCCESSOR AGREEMENTS

 

A.          This Agreement shall be in full force and effect from September 1, 2013 to August 31, 2016.  This Agreement may only be extended by mutual agreement of the parties in writing.

 

B.     The parties agree to negotiate a successor Agreement in accordance  with the General Laws of the Commonwealth of Massachusetts in an  effort to reach a settlement on all matters concerning the terms and  conditions of teachers' employment.  The parties shall meet for negotiating a successor agreement on or before March 1, 2016.

 

C.     Any and all agreements negotiated by the parties shall apply to all members of the bargaining unit as such agreements pertain, shall be in writing, shall be ratified by the Association, shall be ratified by a majority vote of the Committee in open session and shall be signed by duly authorized representatives of the Association and by the Chairperson of the Committee.

 

D.     This Agreement and procedures provided herein may be modified in whole or in part only by mutual agreement of the parties hereto, in which even such modification shall be duly executed in writing by both parties.

 

 

 

This agreement is agreed to by the Committee if and only if it is ratified on or before May 6, 2013.

 

 

METHUEN SCHOOL COMMITTEE

METHUEN EDUCATION ASSOCIATION

 

_______________________________

 

___________________________________

 

_______________________________

 

___________________________________

 

_______________________________

 

___________________________________

 

_______________________________

 

___________________________________

 

_______________________________

 

___________________________________

 

_______________________________

 

___________________________________

 

_______________________________

 

___________________________________

 

_______________________________

 

 

 

 

 

 

Date______________________________

 


APPENDIX A - Salary Schedules

2013-2014 - 2% Increase

Bachelors

Bachelors

Masters

Masters

Masters

Masters

Masters

Masters

Step

plus 15

plus 15

plus 30

plus 45

plus 60

plus 75

1

$41,317

$42,773

$44,262

$45,720

$47,177

$48,630

$50,084

$51,104

2

$44,007

$45,464

$46,992

$48,454

$49,916

$51,377

$52,834

$53,854

3

$46,701

$48,168

$49,742

$51,207

$52,668

$54,130

$55,592

$56,612

4

$49,420

$50,884

$52,493

$53,960

$55,431

$56,810

$58,366

$59,386

5

$52,144

$53,614

$55,265

$56,744

$58,206

$59,673

$61,146

$62,166

6

$54,884

$56,356

$58,048

$59,519

$60,996

$62,469

$63,942

$64,962

7

$57,627

$59,113

$60,846

$62,322

$63,804

$65,268

$66,754

$67,774

8

$62,675

$64,242

$65,527

$66,720

$68,554

$70,028

$71,509

$72,529

9

$67,722

$69,369

$70,207

$71,117

$73,305

$74,786

$76,263

$77,283

10

$69,312

$70,964

$74,479

$76,172

$77,872

$79,563

$81,257

$82,277

11

$0

$0

$76,074

$77,764

$79,465

$81,157

$82,852

$83,872

2014-2015 - 2% Increase

1.02

Bachelors

Bachelors

Masters

Masters

Masters

Masters

Masters

Masters

Step

plus 15

plus 15

plus 30

plus 45

plus 60

plus 75

1

$42,143

$43,628

$45,147

$46,635

$48,121

$49,602

$51,086

$52,126

2

$44,887

$46,374

$47,932

$49,423

$50,914

$52,405

$53,891

$54,931

3

$47,635

$49,132

$50,737

$52,231

$53,721

$55,213

$56,704

$57,744

4

$50,408

$51,901

$53,543

$55,039

$56,539

$57,946

$59,534

$60,574

5

$53,187

$54,687

$56,370

$57,878

$59,370

$60,867

$62,369

$63,409

6

$55,982

$57,483

$59,209

$60,709

$62,216

$63,718

$65,221

$66,261

7

$58,779

$60,295

$62,063

$63,568

$65,080

$66,573

$68,089

$69,129

8

$63,928

$65,526

$66,837

$68,055

$69,925

$71,429

$72,939

$73,980

9

$69,076

$70,757

$71,611

$72,540

$74,771

$76,282

$77,789

$78,829

10

$70,698

$72,384

$75,969

$77,695

$79,429

$81,154

$82,882

$83,923

11

$0

$0

$77,595

$79,319

$81,054

$82,780

$84,509

$85,549

2015-2016 - 2.5% Increase

1.025

Bachelors

Bachelors

Masters

Masters

Masters

Masters

Masters

Masters

Step

plus 15

plus 15

plus 30

plus 45

plus 60

plus 75

1

$43,197

$44,719

$46,276

$47,801

$49,324

$50,842

$52,363

$53,429

2

$46,009

$47,533

$49,131

$50,659

$52,187

$53,715

$55,238

$56,304

3

$48,826

$50,360

$52,006

$53,537

$55,064

$56,593

$58,121

$59,188

4

$51,669

$53,199

$54,882

$56,415

$57,953

$59,395

$61,022

$62,089

5

$54,517

$56,054

$57,779

$59,325

$60,855

$62,388

$63,928

$64,994

6

$57,381

$58,920

$60,689

$62,227

$63,771

$65,311

$66,851

$67,918

7

$60,249

$61,803

$63,615

$65,158

$66,707

$68,237

$69,791

$70,858

8

$65,527

$67,165

$68,508

$69,756

$71,673

$73,214

$74,763

$75,829

9

$70,803

$72,525

$73,401

$74,353

$76,641

$78,189

$79,733

$80,800

10

$72,466

$74,193

$77,868

$79,637

$81,415

$83,183

$84,954

$86,021

11

$0

$0

$79,535

$81,302

$83,081

$84,850

$86,621

$87,688

 

 

 

 

 

 

 

 

LONGEVITY

 

Any bargaining unit member who completes a period of continuous full-time employment within the Methuen Public Schools in accordance with the following schedule shall receive a lump sum payment annually in a separate check to be paid on the first work day of the school year.  For purposes of this longevity provision only, continuous full-time employment will not include leaves of absences without pay in excess of ninety (90) days.

 

YEARS OF SERVICE          2013-2016

 

            after 7 years                $200

            after 10 years              $750

            after 15 years              $900

            after 20 years              $1300

            after 25 years              $1650

            after 30 years              $2000

            after 35 years              $2300

 

 

Additionally, a joint labor-management committee will be formed to investigate and study longevity benefits of the Methuen Unit A compared to other Districts.

 

 


APPENDIX B-1

Coaches Salary Schedule 2013-2016

 

*  A joint labor-management committee will be formed to investigate and review Athletic and Extracurricular Stipends of other Districts as compared to Methuen.

                                                                                        

FALL SEASON

 

 

 

 

 

 

 

 

 

Head Football

Step

 

 

2013-2016

 

 

1

 

 

8,315

 

2

 

 

8,595

 

3

 

 

8,870

 

4

 

 

9,149

 

5

 

 

9,426

 

6

 

 

9,704

 

7

 

 

9,981

 

8

 

 

10,275

 

9

 

 

10,536

 

 

 

 

 

Asst. Football

Step

 

 

2013-2016

 

1

 

 

2,827

 

2

 

 

3,085

 

3

 

 

3,340

 

4

 

 

3,598

 

5

 

 

3,854

 

6

 

 

4,111

 

7

 

 

4,369

 

8

 

 

4,624

 

9

 

 

4,882

 

 

 

 

 

Freshman Football

Step

 

 

2013-2016

 

1

 

 

2,312

 

2

 

 

2,570

 

3

 

 

2,827

 

4

 

 

3,085

 

5

 

 

3,340

 

6

 

 

3,598

 

7

 

 

3,854

 

8

 

 

4,111

 

9

 

 

4,369

 


Appendix B-1

Coaches Salary Schedule 2013-2016

 

 

Head Soccer/

Step

 

 

2013-2016

Head Cross Country

1

 

 

4,159

 

2

 

 

4,341

 

3

 

 

4,526

 

4

 

 

4,710

 

5

 

 

4,892

 

6

 

 

5,077

 

7

 

 

5,260

 

8

 

 

5,442

 

9

 

 

5,626

 

 

Head Field Hockey

Step

 

 

2013-2016

 

1

 

 

4,184

 

2

 

 

4,383

 

3

 

 

4,581

 

4

 

 

4,780

 

5

 

 

4,977

 

6

 

 

5,176

 

7

 

 

5,377

 

8

 

 

5,576

 

9

 

 

5,773

 

 

Head Swimming

Step

 

 

2013-2016

 

1

 

 

3,486

 

2

 

 

3,685

 

3

 

 

3,883

 

4

 

 

4,079

 

5

 

 

4,277

 

6

 

 

4,472

 

7

 

 

4,670

 

8

 

 

4,867

 

9

 

 

5,063

 


Appendix B-1

Coaches Salary Schedule 2013-2016

 

Head Volleyball

Step

 

 

2013-2016

 

1

 

 

4,002

 

2

 

 

4,197

 

3

 

 

4,391

 

4

 

 

4,584

 

5

 

 

4,779

 

6

 

 

4,972

 

7

 

 

5,166

 

8

 

 

5,360

 

9

 

 

5,554

 

Assistant

Step

 

 

2013-2016

Soccer, Cross Country

1

 

 

1,628

Field Hockey, Swimming

2

 

 

1,884

Volleyball

3

 

 

2,142

 

4

 

 

2,399

 

5

 

 

2,654

 

6

 

 

2,912

 

7

 

 

3,169

 

8

 

 

3,427

 

9

 

 

3,683

 

WINTER SEASON

 

 

 

 

Head Basketball

Step

 

 

2013-2016

 

1

 

 

5,354

 

2

 

 

5,593

 

3

 

 

5,827

 

4

 

 

6,064

 

5

 

 

6,302

 

6

 

 

6,538

 

7

 

 

6,774

 

8

 

 

7,011

 

9

 

 

7,247

 

Head Ice Hockey

Step

 

 

2013-2016

 

1

 

 

5,137

 

2

 

 

5,344

 

3

 

 

5,549

 

4

 

 

5,754

 

5

 

 

5,960

 

6

 

 

6,165

 

7

 

 

6,372

 

8

 

 

6,578

 

9

 

 

6,782


Appendix B-1

Coaches Salary Schedule 2013-2016

 

Assistant Basketball

Step

 

 

2013-2016

Assistant Ice Hockey

1

 

 

2,312

 

2

 

 

2,570

 

3

 

 

2,827

 

4

 

 

3,085

 

5

 

 

3,340

 

6

 

 

3,598

 

7

 

 

3,854

 

8

 

 

4,111

 

9

 

 

4,369

 

Head Indoor Track

Step

 

 

2013-2016

 

1

 

 

4,606

 

2

 

 

4,780

 

3

 

 

4,954

 

4

 

 

5,126

 

5

 

 

5,299

 

6

 

 

5,473

 

7

 

 

5,645

 

8

 

 

5,819

 

9

 

 

5,990

 

Head Wrestling

Step

 

 

2013-2016

 

1

 

 

4,940

 

2

 

 

5,132

 

3

 

 

5,321

 

4

 

 

5,511

 

5

 

 

5,702

 

6

 

 

5,892

 

7

 

 

6,081

 

8

 

 

6,271

 

9

 

 

6,463

 

Head Gymnastics

Step

 

 

2013-2016

 

1

 

 

4,052

 

2

 

 

4,279

 

3

 

 

4,507

 

4

 

 

4,736

 

5

 

 

4,932

 

6

 

 

5,190

 

7

 

 

5,419

 

8

 

 

5,646

 

9

 

 

5,874


Appendix B-1

Coaches Salary Schedule 2013-2016

 

Assistant Indoor Track,

Step

 

 

2013-2016

Wrestling, Gymnastics

1

 

 

1,628

 

2

 

 

1,884

 

3

 

 

2,142

 

4

 

 

2,399

 

5

 

 

2,654

 

6

 

 

2,912

 

7

 

 

3,169

 

8

 

 

3,427

 

9

 

 

3,683

 

Head Ski

Step

 

 

2013-2016

 

1

 

 

3,230

 

2

 

 

3,401

 

3

 

 

3,574

 

4

 

 

3,750

 

5

 

 

3,922

 

6

 

 

4,096

 

7

 

 

4,268

 

8

 

 

4,441

 

9

 

 

4,615

 

Assistant Ski

Step

 

 

2013-2016

 

1

 

 

1,115

 

2

 

 

1,370

 

3

 

 

1,628

 

4

 

 

1,884

 

5

 

 

2,142

 

6

 

 

2,399

 

7

 

 

2,654

 

8

 

 

2,912

 

9

 

 

3,169

 

SPRING SEASON

 

 

 

 

Head Baseball/Softball

Step

 

 

2013-2016

 

1

 

 

4,442

 

2

 

 

4,655

 

3

 

 

4,867

 

4

 

 

5,079

 

5

 

 

5,293

 

6

 

 

5,506

 

7

 

 

5,717

 

8

 

 

5,929

 

9

 

 

6,142


Appendix B-1

Coaches Salary Schedule 2013-2016

 

Head Spring Track

Step

 

 

2013-2016

 

1

 

 

4,368

 

2

 

 

4,558

 

3

 

 

4,750

 

4

 

 

4,942

 

5

 

 

5,135

 

6

 

 

5,326

 

7

 

 

5,518

 

8

 

 

5,709

 

9

 

 

5,902

 

Head Tennis

Step

 

 

2013-2016

 

1

 

 

3,115

 

2

 

 

3,293

 

3

 

 

3,470

 

4

 

 

3,648

 

5

 

 

3,825

 

6

 

 

4,006

 

7

 

 

4,184

 

8

 

 

4,362

 

9

 

 

4,540

 

Assistant Baseball/Softball,

Step

 

 

2013-2016

Spring Track and Tennis

1

 

 

1,628

 

2

 

 

1,884

 

3

 

 

2,142

 

4

 

 

2,399

 

5

 

 

2,654

 

6

 

 

2,912

 

7

 

 

3,169

 

8

 

 

3,427

 

9

 

 

3,683

 

Head Golf

Step

 

 

2013-2016

 

1

 

 

2,583

 

2

 

 

2,725

 

3

 

 

2,864

 

4

 

 

3,005

 

5

 

 

3,192

 

6

 

 

3,286

 

7

 

 

3,427

 

8

 

 

3,566

 

9

 

 

3,708


Appendix B-1

Coaches Salary Schedule 2013-2016

 

Assistant Golf

Step

 

 

2013-2016

 

1

 

 

1,115

 

2

 

 

1,370

 

3

 

 

1,628

 

4

 

 

1,884

 

5

 

 

2,142

 

6

 

 

2,399

 

7

 

 

2,654

 

8

 

 

2,912

 

9

 

 

3,169

 

FULL YEAR ASSIGNMENT

 

 

 

 

Faculty Manager &

Step

 

 

2013-2016

Head Weight Trainer

1

 

 

3,854

 

2

 

 

4,111

 

3

 

 

4,369

 

4

 

 

4,627

 

5

 

 

4,882

 

6

 

 

5,139

 

7

 

 

5,397

 

8

 

 

5,653

 

9

 

 

5,911

 

Head Cheerleading

Step

 

 

2013-2016

 

1

 

 

4,688

 

2

 

 

4,959

 

3

 

 

5,230

 

4

 

 

5,500

 

5

 

 

5,772

 

6

 

 

6,042

 

7

 

 

6,311

 

8

 

 

6,585

 

9

 

 

6,855

 

Figure Skating (Fall & Winter

Step

 

 

2013-2016

 

1

 

 

3,213

 

2

 

 

3,378

 

3

 

 

3,545

 

4

 

 

3,711

 

5

 

 

3,877

 

6

 

 

4,043

 

7

 

 

4,209

 

8

 

 

4,375

 

9

 

 

4,540


Appendix B-1

Extracurricular Stipends 2013-2016

 

Extracurricular Stipends

 

 

2013-2016

Mentor Coordinator

 

 

3,000

Mentor

 

 

2,000

 

 

 

 

Methuen High School

 

 

 

Detention Hall Supervisor

 

 

3,176

Student Council Advisor

 

 

1,588

National Honor Society Advisor

 

 

1,059

Yearbook Advisor

 

 

3,176

Senior Class Play Director

 

 

2,294

Senior Class Advisor

 

 

2,294

Junior Class Advisor

 

 

1,059

Sophomore Class Advisor

 

 

972

Freshman Class Advisor

 

 

618

Newspaper Advisor

 

 

1,763

Dance Club Advisor

 

 

530

Science Fair Coordinator

 

 

882

Different Colors Advisor

 

 

882

National Art Honor Society Advisor

 

 

618

International Club Advisor

 

 

618

Science Club Advisor

 

 

618

Lyceum Advisor

 

 

618

Drama/Speech Advisor

 

 

882

Pre-Referral Team (10 positions)

 

 

315

Pre-Referral Coordinator

 

 

387

Peer Leadership Coordinator

 

 

1,236

Musical Director

 

 

2,294

DECA Advisor (2)

 

 

618

Adopt-a-Grandparent Club Advisor

 

 

618

Best Buddies Club Advisor

 

 

882

Dirty Hands Ink Advisor

 

 

1,251

Winter Guard Advisor

 

 

882

 

 

 

 

Upper Schools

 

 

 

Yearbook Advisor

 

 

530

Peer Leadership Coordinator

 

 

1,059

Student Council Advisor

 

 

1,059

Peer Mediation Coordinator

 

 

828

Peer Mediation Advisors (5 positions)

 

 

414

Drama Club

 

 

2,207

Pre-Referral Team (5 positions)

 

 

315

Pre-Referral Coordinator

 

 

387

District-Wide Jazz Band

 

 

986

 

 

 

 

Lower Schools

 

 

 

Pre-Referral Team (5 positions)

 

 

315

Pre-Referral Coordinator

 

 

387


APPENDIX  C

Form No. 000                                                                                                                                        9-20-88

METHUEN PUBLIC SCHOOLS

Methuen, Massachusetts

 

FORMAL FILING OF GRIEVANCE

 

NOTE:  This form should be completed in triplicate with the signed triplicate to be kept by the association member.  In cases of multiple alleged violations, only one violation per form should be filed.

 

GRIEVANCE NUMBER ___________________           FILED AT LEVEL  1  2  3  4  5

                                                                                          (please circle appropriate level)

1.  Person(s) initiating grievance                                       

                                  Signature ______________________________________________                             

2.  Specific article of contract violated  ________________________________________                              

                                                         (Article-Section)

3.  Brief statement of events leading up to the grievance.             

__________________________________________________________________________________________________________________________________________________________________________                                                                      

                                                                          

4.  Name of administrative/supervisory personnel who are allegedly

responsible for causing such events and/or conditions.

 _______________________________________________________________________                                                                         

 

5.  What remedy or redress is being sought for the alleged violation?

________________________________________________________________________                                                                         

 

6.  Signature of M. E. A. Grievance Chair  _____________________________________                             

 

..........................................................................................................................................

                                    Date _______________________________________________                                

I have received grievance number_____ filed at Level I from the M.E.A.

 

                                    Signature____________________________________________                            

If additional space is necessary for any answer, please use other side.

..........................................................................................................................................

                                    Date _______________________________________________                                

I have received grievance number ____ filed at Level II from the M.E.A.

 

                                    Signature ___________________________________________                            

If additional space is necessary for any answer, please use other side.

..........................................................................................................................................

                                    Date ______________________________________________                                

I have received grievance number    filed at Level III from the M.E.A.

 

                                    Signature _____________________________________________                           

If additional space is necessary for any answer, please use other side.

..........................................................................................................................................

                                    Date  ________________________________________________                               

I have received grievance number _____ filed at Level IV from the M.E.A.

 

                                    Signature_____________________________________________                            

If additional space is necessary for any answer, please use other side.

 

APPENDIX C-1

METHUEN PUBLIC SCHOOLS

PROCEDURAL RECORD

                                                   Grievance Number     

 

Date submitted at Level I  ________________________________________________                                           

 

Meeting at Level I held on  ________________________________________________                                             

                                                                                             Date

Written response received on ________________________________________________                                            

                                                                                             Date

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

 

METHUEN PUBLIC SCHOOLS

PROCEDURAL RECORD

                                                                                          Grievance Number  _______  

 

Date submitted at Level II __________________________________________________                                              

 

Meeting at Level II held on  _________________________________________________                                          

                                                                                   Date

Written response received on  _______________________________________________                                           

                                                                                   Date

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

 

METHUEN PUBLIC SCHOOLS

PROCEDURAL RECORD

                                                                                    Grievance Number ___________     

 

 Date submitted at Level III  ________________________________________________                                           

 

Meeting at Level III held on  ________________________________________________                                          

                                                                                     Date

Written response received on ________________________________________________                                            

                                                                                     Date

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

 

METHUEN PUBLIC SCHOOLS

PROCEDURAL RECORD

                                                                                                                Grievance Number ________    

 

Date submitted at Level IV  _________________________________________________                                             

 

Meeting at Level IV held on _________________________________________________                                             

                                                                                  Date

Written response received on ________________________________________________                                         

                                                                                  Date

Filed for arbitration on _____________________________________________________                                                

                                                                                 Date

1.     Professional person being grieved should sign the receipt.

2.     Filings beyond original filing level will be at highest circled number on a copy of the original.  Receipts    will be from bottom of original.

 

 

APPENDIX E

 

 

Central School

 

 

 

 

 

 

 

 

 

Monday

Tuesday

Wednesday

Thursday

Friday

min

 

 

 

 

 

 

 

 

 

7:05 - 8:03

Block 1

Block 1

Block 1

Block 1

Block 1

48

 

8:06 - 8:54

Block 2

Block 2

Block 2

Block 2

Block 2

48

 

8 MIN PASS

 

 

 

 

 

8

 

9:02 - 10:02

Block 3

Block 4

Block 5

Block 6

Block 7

60

 

10:05 - 11:05

Block 4

Block 5

Block 6

Block 7

Block 3

60

 

11:08 - 12:38

Block 5

Block 6

Block 7

Block 3

Block 4

90

LUNCH

12:41 - 1:41

Block 6

Block 7

Block 3

Block 4

Block 5

60

 

 

 

 

 

 

 

 

 

DROP 1 CLASS PER DAY, 3 MIN PASSING

 

 

 

 

 

 

 

 

High School

 

 

 

 

 

 

 

 

 

Monday

Tuesday

Wednesday

Thursday

Friday

 

 

 

 

 

 

 

 

 

 

7:15 - 8:13

Block 1

Block 1

Block 1

Block 1

Block 1

48

 

8:17 - 9:05

Block 2

Block 2

Block 2

Block 2

Block 2

48

 

8 MIN PASS

 

 

 

 

 

8

 

9:13 - 10:13

Block 3

Block 4

Block 5

Block 6

Block 7

60

 

10:17 - 11:17

Block 4

Block 5

Block 6

Block 7

Block 3

60

 

11:21 - 12:51

Block 5

Block 6

Block 7

Block 3

Block 4

90

LUNCH

12:55 - 1:55

Block 6

Block 7

Block 3

Block 4

Block 5

60

 

 

 

 

 

 

 

 

 

DROP 1  CLASS PER DAY, 4 MIN PASSING

 

The parties agree that the remaining schedules will be developed by a committee of administration and faculty.  When grades 9 through 12 are housed in one building the student start time will be 7:15 a.m.


Statement of Interpretation

 

 

Any involuntary transfer made under Section A of Article XXIII, will be handled as follows:

 

a)      Written notice of intent to transfer involuntarily will be sent to the affected teacher by the Superintendent (or designee).

 

b)      Any teacher so notified will have an opportunity for a meeting with the Superintendent (or designee) to discuss the reasons for the intended involuntary transfer if he/she requests such meeting within ten (10) school days of receipt of notice of intent to transfer involuntarily; an Association representative of the teacher's own choosing may be present at such meeting.

 

c)      If a teacher seeks such a meeting, written notice of the actual decision to transfer the teacher involuntarily will be sent to the teacher only after the meeting has been held.

 

d)      In the event the teacher does not seek the meeting in a timely manner, written notice of the actual decision to transfer involuntarily shall be sent to the affected teacher after exhaustion of the ten (10) day period to submit the request under paragraph b above.