Millbury

Show detailed information about district and contract

DistrictMillbury
Shared Contract District
Org Code1860000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2016
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersBlackstone Valley RVSD
CountyWorcester
ESE RegionCentral
Urban
Kind of Communityrural economic centers
Number of Schools3
Enrollment1893
Percent Low Income Students23
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Millbury

AGREEMENT

Between the

MILLBURY SCHOOL COMMITTEE

And the

MILLBURY TEACHERS’

ASSOCIATION

August 31, 2013

to

August 30, 2016

AGREEMENT

Between the

MILLBURY SCHOOL COMMITTEE

And the

MILLBURY TEACHERS’ ASSOCIATION

THIS AGREEMENT IS MADE AND ENTERED INTO and effective on June 12, 2013, by and between the MILLBURY SCHOOL COMMITTEE (hereinafter referred to as the “Committee”) and the MILLBURY TEACHERS’ ASSOCIATION (hereinafter referred to as the “Association”)

The Millbury Public Schools insures equal employment and educational opportunities for its employees and students and does not discriminate on the basis of race, color, creed, national origin, age, genetic information or sex, in compliance with Title VI and IX, or disability, in compliance with section 504/ADA or sexual orientation in compliance with G.L. c151b and 157c.

PREAMBLE

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

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

b.   The Superintendent of Schools of Millbury (hereinafter referred to as the Superintendent) has responsibility for carrying out policies established by the Committee and of managing and directing the public schools.

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

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

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

ARTICLE I

SCOPE

For the purpose of collective bargaining with respect to wages, hours, and other conditions of employment, the negotiations of collective bargaining agreements, and any questions arising there-under, the Committee recognizes the Association as the exclusive bargaining agent and representative of all school nurses and other professional employees (as such employees are defined in Chapter 150E of the General Laws of Massachusetts) of the Committee, excluding, however, the Superintendent, the Business Manager, substitutes and all the other managerial and confidential employees. The terms of this Contract, excepting the Article XXI (RIF), shall apply specifically and solely to those employees in Unit A, which unit consists of all contracted teaching personnel and nurses, except those defined as Unit B by the Labor Relations Commission, which includes assistant principals, and directors who devote fifty percent (50%) or more of their time to administrative responsibilities.

ARTICLE II

COMPENSATION AND OTHER CONDITIONS OF EMPLOYMENT

Subject to the provisions of this Contract and except as otherwise provided by Appendix A attached hereto and made a part hereof, the wages, hours and other conditions of employment applicable on the effective date of this Contract shall continue to be so applicable.

ARTICLE III

AGENCY FEES

The School Committee establishes, as a condition of employment, that any employee who shall not be a member of the Association by the end of October, shall, within thirty (30) days from the end of October, pay the employee’s agency service fee; such fee shall be 90% of the total local, state and national dues less expenditures for political activities; or authorize the treasurer of the Town of Millbury, in writing, to deduct the same from such employee’s payroll and transmit the sum so deducted to the treasurer of the Association; and failure of the employee to do so shall terminate his employment by the Millbury Public Schools. Nothing herein shall be construed as forcing an employee to become a member of any bargaining unit member organization.

The Association agrees to indemnify and save the School Committee or any other agency of the Town of Millbury, including but not limited to the Town Treasurer or any other affected town official or town department, harmless against any and all claims, suits, or other forms of liability, including any legal fees and costs related thereto, arising out of the deductions of any agency service fee from an employee’s pay or out of application of this article. The Association agrees to assume full responsibility for the disposition of monies so deducted or collected once they have been turned over to the treasurer of the Association, who shall then provide such information to the Town Treasurer, as may be required by the Town Treasurer under M.G.L. Ch. 180 Sect. 17G.

ARTICLE IV

GRIEVANCE PROCEDURE

The purpose of the procedures set forth hereafter is to produce prompt and equitable solutions to those problems which from time to time arise and affect the conditions of employment of employees covered by this Contract. The Committee and the Association desire that such procedure shall always be as informal and confidential as may be appropriate for the grievance involved at the procedural level involved.

A.  A grievance is herein defined as any dispute involving the meaning, interpretation or application of this Contract. A matter which is not specifically covered by any provision of this Contract, or which is reserved to the discretion of the Committee by the terms of the Contract, will not be the subject of a grievance under this Article.

B.  All time limits contained herein will be considered maximum, and the failure of the aggrieved party to refer the grievance to the next level within the time specified will be considered acceptance of the response at the last level heard.

C.  Failure at any step of this procedure to communicate the decision within the time specified to the aggrieved party and the President of the Association shall permit the aggrieved party to proceed to the next step.

D.  A grievance that affects a group of employees or a class of employees or is of a general nature may be submitted by the Association in writing to Level II and the processing of the grievance shall commence at that level. In such a case, the Association shall be considered the aggrieved.

E.   No reprisals of any kind shall be taken by either party to this Contract against any party in interest, any witness, any official of the Association or any other participant in the grievance procedure by reason of such participation.

F.   Any party presenting a grievance at any level under provisions of this Article may be accompanied by a representative of his/her own choosing. In the event that the aggrieved party chooses not to be represented by the Association, the Association shall have the right to be present and to be heard at each level of the grievance procedure in the manner stipulated at each level.

G.  All grievances must be filed within ten (10) school days of the event on which the grievance is based or from the date on which the employee should have had knowledge of the event.

1.  LEVEL ONE: The grievance shall be presented orally by the employee and a member of the Association Professional Rights and Responsibilities Committee to the appropriate administrator of the employee. (In cases where bargaining unit members are involved, subject bargaining unit members, this will be the Superintendent of Schools or his/her designee.)

2. LEVEL TWO: If at the end of ten (10) school days next following the presentation at Level I, the grievance shall not have been disposed of to the employee’s satisfaction, the grievance shall be presented in writing by the employee and the President of the Association or Chairman of the PR&R Committee to the Superintendent of Schools, who shall, within ten (10) school days thereafter, meet with the employee and the said President or Chairman in an effort to settle the grievance.

3. LEVEL THREE: If at the end of ten (10) school days next following the presentation to the Superintendent, the grievance shall not have been disposed of to the employee’s satisfaction, the grievance shall be presented within five (5) school days thereafter by the Association to the School Committee, unless the grievance involves a matter under the jurisdiction of the appointing authority which grievance shall be moved to level 4 and at their next regularly scheduled meeting or at a meeting called especially to hear the grievance prior to the next regularly scheduled meeting, the School Committee shall meet with the Professional Rights and Responsibilities Committee, the President and the employee in an effort to settle the grievance.

4.  LEVEL FOUR: In the event that the grievance shall not have been satisfactorily disposed of at Level III, or in the event that no decision has been rendered within ten (10) school days following the Level III meeting, the Association or the Committee may refer the unresolved grievance to arbitration in writing within ten (10) school days. Arbitration shall be provided by the Massachusetts Department of Labor Relations and a copy of the demand for arbitration shall be furnished to the party not filing.

a. The selection of arbitrator(s) and the procedures to be followed shall be in accordance with the rules and regulations of the Department of Labor Relations then applying.

b.   The arbitrator(s) shall be limited to the interpretation and application of the terms of this Contract and shall not have the authority to alter, modify or amend the Contract.

c.   The arbitrators(s) will furnish a summary of significant issues and facts supporting its decision. The decision of the arbitrator(s) within the scope of his/her (their) jurisdiction shall be final and binding upon the parties thereto unless such decision would impair, infringe upon, or derogate from the statutory powers and duties of the School Committee or the appointing authority.

d.    Since the services of the Department of Labor Relations are furnished free of charge by the Commonwealth of Massachusetts, the filing party will pay the filing fee and thereafter each party will pay its own costs.

e.   No written communication, other document or record relating to any grievance shall be filed in the personnel file maintained by the School Department of Millbury for any employee presenting such grievances.

ARTICLE V

VACANCIES AND PROMOTIONS

A.  Whenever a vacancy in a professional position occurs during the school year (September to June), it will be publicized by the Superintendent and/or the Principal by means of a notice placed on the Association bulletin board of every school for not less than fourteen (14) days unless both parties agree on a shorter time period. If a vacancy occurs during the summer, the Superintendent and/or Principal shall send the Association President written notification of the vacancy. The qualifications for the position, its duties and the rate of compensation will be clearly set forth. The qualifications set forth for a particular position will not be changed when future vacancies occur unless the Association has been notified in advance of such changes and the reasons therefore.

B.  All qualified bargaining unit members will be given adequate opportunity to make application for such positions, and the Superintendent and/or Principal agrees to give due weight to the professional background and attainments of all applicants, the length of time each has been in the school system and other relevant factors. In filling such vacancies, all Millbury bargaining unit members under full contract will be interviewed and given due consideration. The granting of such consideration will not prevent the Superintendent and/or Principal from appointing an applicant not under full contract or not in its present employ. Each bargaining unit member applicant not selected will receive written notification from the Superintendent or his/her designee.

C.  Appointments will be made without regard to race, creed, color, religion, national origin, age, genetic information, sex, or marital status.

ARTICLE VI

TRANSFER

An involuntary transfer will be made only after a meeting between the bargaining unit member involved and the Superintendent or his designee. At this time the bargaining unit member will be notified of the reasons for the transfer. In the event that the bargaining unit member objects to the transfer at this meeting upon request of the bargaining unit member, the Association will be notified and the Superintendent or his/her designee will meet with the Association’s representative to discuss the transfer.

ARTICLE VII

POSITIONS IN SUMMER SCHOOL, EVENING SCHOOL

AND UNDER FEDERAL PROGRAMS

A.  All openings for summer school and evening school positions and for positions under Federal programs will be publicized by the Superintendent in each school building as early as possible and bargaining unit members who have applied for such positions will be notified of the action taken regarding their applications as early as possible. Under normal circumstances summer school and evening school openings will be publicized not later than the preceding May 15 and August 15, respectively, and bargaining unit members will be notified of the action taken not later than June 15 and October 15 respectively.

B.  All qualified bargaining unit members will be given adequate opportunity to make application for such positions, and the Superintendent and/or Principal agrees to give due weight to the professional background and attainments of all applicants, the length of time each has been in the school system and other relevant factors. In filling such vacancies, preference will be given to qualified bargaining unit members already employed by the School System. Each bargaining unit member applicant not selected will receive written notification from the Superintendent or his/her designee.

ARTICLE VIII

BARGAINING UNIT MEMBER EVALUATION

A. All monitoring or observation of the work performance of a bargaining unit member will be conducted openly and with full knowledge of the bargaining unit member. The Millbury Teachers’ Association and the Millbury School Committee agree to implement the Educator Evaluation Plan for the Millbury Public Schools, as developed by the Labor/Management   Committee, becoming effective September 2012 and proceeding forward in subsequent years. Bargaining unit members will be given a copy of any evaluation report prepared by their superiors and will have the right to discuss such report with their superiors.

B.  1. Bargaining unit members will have the right, upon request, to review the contents of their personnel file. A bargaining unit member may request a representative of the Association to accompany him/her during such review.

2. No material derogatory to a bargaining unit member’s conduct, service, character or personality will be place in his/her personal file unless the bargaining unit member has had an opportunity to review the material. The bargaining unit member will acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The bargaining unit member will also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent and/or Principal and attached to the file copy.

C.  The Association recognizes the authority and responsibility of the Principal for disciplining or reprimanding a bargaining unit member for delinquency of professional performance. If a bargaining unit member is to be disciplined or reprimanded by an administrator, he/she may request a member of the Association to be present.

D.  No bargaining unit member will be disciplined or reprimanded through a reduction in rank or compensation or deprived of any professional advantage without just cause, in which case he/she will be notified by the Superintendent or his/her designee, through a formal written communication, as to why such action is being taken.

ARTICLE IX

SICK LEAVE

A. Bargaining unit members hired before the 1995-1996 school year shall be entitled to (15) fifteen sick days per year and those hired on September 1, 1995 and thereafter shall be entitled to (12) twelve sick days per year, beginning this contract period, awarded in full in September of each new school year. Maximum accumulation of sick days will be 188 days. Bargaining unit members who have in excess of 188 and/or a maximum of 204 sick days remaining on June 30, 2013, will be grandfathered at the number of days remaining effective June 30, 2013.

1. Should a bargaining unit member’s contract be terminated before June, due to a resignation or termination of employment, sick days earned will be computed on a pro-rated basis. The pay for sick days used beyond this amount will be deducted from the bargaining unit member’s terminal remuneration at the per diem rate.

2.   Absences due to a bargaining unit member being quarantined because of someone else’s sickness will not apply against sick leave and the bargaining unit member will receive full pay. If a bargaining unit member is quarantined because of sickness contracted by said bargaining unit member, then the sick leave clause will apply.

3.   Sick leave is intended to be used in instances wherein the bargaining unit member is unable to perform his/her usual duties as a direct result of illness. The Principal and/or Superintendent of Schools may require a doctor’s certificate following four (4) consecutive school days’ absence or eight (8) school days within a ten school day period because of illness. Sick leave may be used in order to care for an immediate family member (child, spouse, parent or grandparent) residing in the member’s household. Said leave is intended for an extended illness subject to appropriate medical documentation and to prior approval of the Superintendent. Emergency situations or extenuating circumstances may be approved at the discretion of the Superintendent.

4.   Upon a request in writing to the office of the Superintendent, a bargaining unit member will be provided with the total number of sick days the bargaining unit member has accumulated from previous years of teaching in Millbury.

B. The Millbury School Committee shall establish a Sick Leave Bank for use by bargaining unit members covered by the contract. The Sick Leave Bank shall be governed by the following provisions:

1.   At the beginning of the school year, the Committee shall set aside in the bank, a number of sick days equal to the number of bargaining unit members employed in the bargaining unit, but not to exceed five hundred (500) days, thus reducing each member’s sick leave to fourteen (14) days or eleven (11), where applicable, until the five hundred (500) days are accumulated in the Sick Leave Bank.

2.   A bargaining unit employee will be eligible for the sick leave bank benefits upon the accumulation of 20 or more days of sick leave. For those bargaining unit employees hired by the Committee beginning with the 1993-94 contract year, bank eligibility will commence with the accumulation of 15 or more days of sick leave. The sick leave bank may only be used by those employed under this contract with the Millbury School System.

3.   An eligible bargaining unit member may draw days from the Sick Leave Bank upon exhausting his/her own accumulated sick days. The individual may draw a number of days equal to the number accumulated prior to the onset of the extended illness or injury. No employee shall be granted more than 188 consecutive sick days during the course of a school year.

4.   Use of the Sick Leave Bank shall be limited to one such use during a school year for an individual employee except for a bargaining unit member who suffers a recurrence of the original illness.

5.   If a bargaining unit member returns to service from an extended illness or injury before actually using any Sick Leave Bank benefits or before using all of the days to which he/she was entitled, and then suffers a recurrence of the same problem, he/she shall be entitled to receive Sick Leave Bank benefits equal to those he/she had been entitled to before the original absence, or to those Sick Leave Bank days he/she had not yet used. This benefit is given regardless to the number of days accrued since returning from the original illness.

6.   A bargaining unit member returning from an extended absence shall accumulate sick days in the same manner as other bargaining unit members as established by the Sick Leave Bank provisions in Section A of this article.

7.   Applications for Sick Leave Bank benefits shall be made in writing to the Superintendent of Schools prior to the exhaustion of the bargaining unit member’s accumulated sick days. It shall be accompanied by a doctor’s certification as to the need for extended time for recovery from the illness. When a bargaining unit member is incapable of making application for benefits because of a serious medical reason (e.g., heart attack, crippling accident, etc.), benefits from the Sick Leave Bank shall begin automatically upon exhaustion of the employee’s accumulated sick days, subject to meeting the eligibility requirements of the Bank.

8.   The Superintendent may extend sick leave benefits in consultation with the MTA President when all eligible days from the Sick Leave Bank have been used.

9.   Days placed in the bank and unused at the end of the school year shall remain in the Bank and shall accumulate from year to year for use by employees in subsequent years.

10. The Sick Leave Bank Committee shall be composed of one representative of the Association and two School District members or its designees. The Sick Leave Bank Committee shall review all application to the Sick Leave Bank and notify applicants of the number of days to which they are entitled and the date on which their sick leave benefits terminate, maintain the 500 day limitation, wherever appropriate and make recommendations to the Superintendent regarding extended benefits outlined in Section B8 of this article.

11. Terminal pay computed upon the basis of the employee’s own individual accumulated sick leave while employed in the Millbury School System shall be reduced by any sum received for extended illness through the Sick Leave Bank.

12. Upon return to work from an extended sick leave, an employee shall accumulate twenty (20) days as provided for in Section A of this article before becoming eligible for Sick Leave Bank benefits again subject to the limitations in Section B4 of this article. For those bargaining unit members hired on or after the 1992-93 school year, the minimum number of accumulated sick days required for sick bank participation will be fifteen (15) days in accordance with Section B2 of this article.

C.  Upon retirement, any bargaining unit member who has served in the Millbury Public Schools for a minimum of (15) fifteen years and is retiring between July 1st and December 31st will receive compensation for unused accumulated sick leave at the rate of $30 per day to a maximum payment of $5,640. All bargaining unit members who have more than 188 unused sick days, effective June 30, 2013, will be grandfathered at the number of days unused as of June 30, 2013.

1.   If a qualifying MTA member retires between January 1st and before the end of the school year, they will receive no buy-out amount.

2.   If there is a qualifying medical event requiring someone to retire before June 30th, the qualifying MTA member will still receive the $30 per day buy-out amount.

D.  An additional one-time payment will be paid, upon retirement, to any eligible bargaining unit member who has served in the Millbury School System for a minimum of fifteen (15) years and elects to retire on June 30th. This one-time payment will be as follows: at age 59 or earlier, $3,000; at age 60, $2,000; and at age 61 or older and up to age 63, $1,500. There shall be no early retirement incentive one-time payment for any member that retires at the age of 63 or older. Any bargaining unit member as of June 30, 2013 and is currently age 63 or older or will become 63 or older before August 30, 2016 is exempt from the age 63 cap limit. The following criteria must be met to be eligible for this retirement bonus.

1.   The employee must provide the Committee with a written notice of retirement one year prior to the intended date of retirement.

2.   The employee must accumulate 15 sick days during the last two (2) years of employment with no more than ten (10) being used in any one year. Exemptions from this requirement during the final two (2) years of service will be sick leave used due to documented hospitalization, surgery or long-term illness.

During the first year of this contract only (August 31, 2013 – August 30, 2014) and expiring thereafter, an additional one-time payment will be paid upon retirement to any bargaining unit member who has served in the Millbury School System for a minimum of fifteen (15) years and is retiring on June 30, 2014. This one-time payment will be in the amount of $10,000. Bargaining unit member(s) that have already submitted their retirement notice for the 2013-2014 school year, shall have an opportunity to resubmit their retirement notice for June 30, 2014, in order to be eligible for this payment.

E.   Health Insurance

The Committee and the Association agree that health insurance premium costs will be shared as follows on the following effective dates:

August 2013   Employer: 75% Employee: 25%

August 2014   Employer: 75% Employee: 25%

August 2015   Employer: 75% Employee: 25%

Also, a dental plan will be offered at 100% employee cost. The plan will be reviewed and chosen through consensus of a committee comprised of the Superintendent, Association representative, and Committee representative.

F.   Pursuant to the Provisions of Chapter 697 of the Acts of 1987 (the Public Employee Pension Reform Act) effective January 12, 1988, the Millbury School Committee agrees to make the necessary changes to its procedures to allow employee contributions to health insurance, group life insurance, long term disability and any other applicable forms of insurance to be paid with pre-tax earnings.

ARTICLE X

TEMPORARY LEAVES OF ABSENCE

A.  The Association and Committee recognize that there may arise from time to time situations beyond the control of a bargaining unit member which requires his or her absence during school hours. The temporary leave is provided for specific emergency situations which necessitate that a bargaining unit member be absent from school. Bargaining unit members will be entitled to the following temporary leaves of absence with pay each school year:

1. Two (2) days leave of absence for religious, personal, legal, business, household or family matters which require absence during school hours. In exceptional cases, the Superintendent may extend the above limit. Application for personal leave will be made at least three (3) school days before taking such leave and must be approved by both the building principal or director and the Superintendent. The three day request may be waived in emergency situations.

a.  Any application for days taken as temporary leaves of absence must be accompanied by any of the reasons listed in Section A., 1. above.

b. During the first five (5) days of school, the last five (5) days of school, on the day just before a holiday and the day just after a holiday or vacation period, personal leave shall not be granted except in emergency situations to be determined in consultation with the Superintendent of Schools.

2.   Time necessary for Association representatives to attend Massachusetts Teachers Association and/or National Education Association conferences and conventions up to an aggregate total of fifteen (15) days annually.

3.   A maximum of ten (10) days per school year for persons called into temporary active duty with any unit of the U.S. Reserves of the State National Guard provided such obligations cannot be fulfilled on days when school is not in session. Employees will be paid the difference between their regular pay and the pay which they receive from the State or Federal Government. A maximum of five (5) additional days will be granted for emergency situations beyond the control of the employee. No time will, however, be granted for duty required due to the employee’s poor attendance at meetings or for any other reasons for which the employee is directly responsible.

4.   In case of a death in the immediate family (parents, grandparents, children, brother, sister, spouse, father-in-law, mother-in-law, son-in-law, or daughter-in-law), bargaining unit members shall be allowed necessary time off, not to exceed three (3) days, for each such misfortune.

B.  Leaves taken pursuant to Section A above will be in addition to any sick leave to which the employee is entitled. No individual will be required to arrange for his/her own substitute.

C.  A full day’s pay will be deducted from each employee’s salary for each day absent for any cause other than the reasons stated in Articles VIII and IX of this Contract.

D.  Extended Leaves of Absence:

1. Should a bargaining unit member with professional status decide to explore an alternative career, that bargaining unit member shall be granted a one (1) year leave of absence subject to the following conditions:

a.   Any bargaining unit member intending to take such leave must notify the Superintendent in writing of such intent no later than thirty (30) days prior to the start of the school year.

b.   All such leaves must last for the entire school year unless otherwise agreed upon, mutually by the Superintendent and said bargaining unit member.

c. Any bargaining unit member intending to notify the Superintendent of intention to return from a career leave must do so no later than the March 15 of the year the leave is taken by means of a letter to the Superintendent.

2. Other extended leaves of absence (exchange teacher, professional leave, etc.) may be granted at the discretion of the Superintendent.

ARTICLE XI

MATERNITY LEAVE

A.  Childbearing Leave:

1.   A bargaining unit member who becomes pregnant shall notify the Superintendent of Schools in writing as soon as pregnancy has been determined, but not less than thirty (30) days, except in cases of an emergency, prior to her/his anticipated date of departure.

2.   The pregnant bargaining unit member may continue in her assigned position as long as her physical condition and ability to perform her assigned duties allow. The Superintendent may require such medical evidence of the bargaining unit member’s ability to continue employment.

3.   A bargaining unit member who desires to return as soon as possible after termination of pregnancy will be allowed up to eight (8) weeks leave and will be guaranteed the same or similar position held at the time the leave is commenced. In the event birth takes place during a vacation, when the bargaining unit member is not on leave, the eight week period will commence from the date of the termination of pregnancy.

4.   The bargaining unit member who is pregnant and is physically unable to work due to disability connected to pregnancy, may use her accumulated sick leave to cover those days she is disabled and unable to work. The Superintendent may require medical evidence of such disability. Said disability leave shall be deducted from the bargaining unit member’s sick leave accumulation.

B. Childrearing Leave:

1.   Following the termination of disability leave, the bargaining unit member, on request, will be granted an unpaid leave for the remainder of the school year.

2.   A one-year extension of the unpaid leave above, will be granted providing such request is made on or before April 1st.

3.   While on leave, an employee may continue her/his coverage in the Town’s Health Insurance program, provided the individual pays the entire cost thereof as per appropriate state statute. Personal days and other fringe benefits will not apply while on such leave.

4.   A bargaining unit member returning from such leave will be assigned to the same or similar position she/he held at the time said leave commenced, or if that is not practical, to a substantially equivalent position for which said employee is qualified. The School District shall not be required to restore an employee to her/his previous position if other employees of equal length of service and status have been laid off due to economic conditions or other changes in the operating conditions affecting employment during the period of maternity leave.

5.   An employee returning to the School District following approved leave, shall advance to the next step of the salary schedule in a subsequent school year, provided she/he had served in her/his bargaining unit member position for ninety-one (91) or more school days during the school year.

ARTICLE XII

NON-TEACHING DUTIES

The Committee and the Association acknowledge that a bargaining unit member’s primary responsibility is to teach and that his/her energies should, to the extent possible, be utilized to this end. However, decisions made by the administrators, in the best interest of the children and the Town of Millbury, shall determine services provided by the teaching staff in the areas of non-teaching duties and student supervision. Therefore, they agree as follows:

A. To the extent deemed possible, bargaining unit members will not be required to perform the following duties:

1.   Bargaining unit members will have a duty-free lunch period every day, in accordance with the time of the lunch period in their particular school.

2.   All classroom bargaining unit members will, in addition to their lunch period, have a minimum of five preparation periods per week during which they will not be assigned to any other duties.

3.   Academic subject area Junior High and Senior High School bargaining unit members will not be assigned any more than twenty-five teaching periods per week. Department Heads will not be assigned any more than twenty teaching periods per week. Elementary team bargaining unit members will be provided with weekly planning time, in addition to their regularly scheduled preparation time. Such planning time will be scheduled on a weekly basis by the elementary Principal.

4.   Substitutes will be obtained in the event of a regularly assigned bargaining unit member’s absence.

5.   Non-professional assignments, including but not limited to milk distribution and supervision of playgrounds, cafeterias, corridors, sidewalks and buses. Four playground monitors will be hired to supervise children during the lunch recess periods in grades 1-6. This may reduce the supervisory assignments of staff.

6.   Collecting money from students for non-educational purposes. Although bargaining unit members may be required to collect and transmit money to be used for educational purposes, they will not be required to tabulate or account for such money.

7.   Elementary bargaining unit members will not be required to remain in the classroom when the class is being taught by a specialist (e.g., art, music, physical education, media, etc.).

8.   Elementary specialists will be assigned preparation time commensurate with the time assigned other bargaining unit members at the same grade level(s). Travel time will not be considered preparation time.

B. Bargaining unit members will not be required to drive pupils to activities which take place away from the school building. Bargaining unit members may do so voluntarily, however, with the advance approval of the Superintendent or his/her designee. The bargaining unit member will be covered by liability insurance to the limits prescribed by the Committee. It is understood that, in such cases, the Committee will furnish the additional coverage necessary to make up the difference between the prescribed amounts and the insurance the bargaining unit member is carrying.

ARTICLE XIII

CLASS SIZE

The Committee and the Association agree that reductions in present class sizes are desirable, and to the extent possible, such reductions will be made to the end that class sizes will be made as small as possible. It is understood that the final decision on class size rests with the Committee.

ARTICLE XIV

SABBATICAL LEAVE

Any bargaining unit member who has served continuously in the Millbury Public Schools for a period of at least seven (7) years may, with budgetary approval of the School Committee,

be granted by the Superintendent professional leave of absence not exceeding a half (1/2) year for study and/or research, such study and/or research are the educational responsibilities of the bargaining unit member. Application must be received at least six (6) months in advance of proposed starting date. No more than one percent (1%) of the teaching staff will be absent at any one time.

A bargaining unit member on professional leave shall receive full pay for a leave of one (1) semester (one-half year), provided that such pay when added to any program grant will not exceed the regular salary rate. A bargaining unit member returning from leave shall be placed on the step of the salary schedule he/she would have attained if he/she had remained in the school system.

While on professional leave the bargaining unit member concerned shall submit quarterly progress reports (i.e. 2 reports for a half year's leave) to the Superintendent. A bargaining unit member receiving sabbatical leave shall sign an agreement to return to the Millbury School District for twice the amount of time for which the leave was granted in accordance with Chapter 71, Section 41A of the General Laws of Massachusetts. Failure to do so will cause the party to reimburse the town at the rate of one-fourth for each full five (5) month period not served upon return.

ARTICLE XV

DUES DEDUCTION

A. The Committee agrees to deduct from the salaries of its employees dues for the Millbury Teachers Association, Massachusetts Teachers Association or the National Education Association, as said bargaining unit members individually and voluntarily authorize the committee to deduct, and to transmit the monies promptly to the Millbury Teachers Association. Bargaining unit member authorizations will be in writing in the form set forth below:

“DUES AUTHORIZATION CARD”

Name ______________________________

Address _____________________________

I hereby request and authorize the Millbury School District to deduct from my earnings and transmit to the Association an amount sufficient to provide for regular payment of the membership dues as certified by said Association in not less than three (3) equal bi-weekly payments (from consecutive pay checks). I understand that the District will discontinue such deductions for any school year only if I notify the Superintendent in writing to do so not later than sixty (60) days prior to the commencement of the school year. I hereby waive all right and claim for said monies so deducted and transmitted in accordance with this authorization, and relieve the School Committee, the Superintendent and all of its officers from liability thereof.

Date ____________________

Bargaining Unit Member’s Signature ________________________________________________

B.  The Millbury Teachers Association will certify to the Superintendent in writing the current rate of its membership dues. The Association will give thirty (30) days notice to the Superintendent of any change in rate of dues.

C.  Deductions referred to in Section A above will be made in not less than three (3) equal installments, starting in November. The Committee will not be required to honor for any deduction any authorization that is delivered to it later than one (1) week prior to the preparation of the payroll from which the deductions are to be made.

D.  No later than October 1 of each year, the Superintendent will provide the Association with a list of those employees who have voluntarily authorized the School District to deduct dues for any of the Associations named in Section A above. The Superintendent will notify the Association monthly of any changes in said list. Any bargaining unit member desiring to have the Superintendent discontinue deductions he/she has previously authorized must notify the Superintendent and the Association in writing by September 15 of each year for that school year’s dues.

E.   The Superintendent will authorize upon request of any bargaining unit member employed by the School District, payroll deductions for the purpose of savings or purchase of U.S. Savings Bonds. The Millbury Teachers Association will notify the Superintendent in advance as to the savings institution selected to receive these monies.

ARTICLE XVI

TEACHING HOURS

A. 1.  The starting and dismissal times for students in each grade level will be established by the School Committee based upon the recommendation of the Superintendent of Schools.

2. The workday of bargaining unit members will begin not more than fifteen (15) minutes before the aforesaid starting times and will not end more than fifteen (15) minutes after the aforesaid dismissal times, except for properly called meetings consistent with past practices and which include:

a.   Individual student aide and parent teacher conferences.

b.   Transportation supervision on a rotational and equitable basis.

c.   Other meetings such as departmental or other faculty meetings, in-service training and curriculum development meetings.

d.  Student help sessions or grade level meetings where bargaining unit members will be available for one hour after the dismissal bell one day each week.

3.   Said starting and dismissal times are subject to modification by the Committee, provided however, that no such modification will increase the length of the bargaining unit member’s workday. In the event that the aforesaid dismissal times are modified in any of the schools, the workday of classroom bargaining unit members in such schools will end not more than fifteen (15) minutes after the pupil dismissal times then in effect.

4.   Personnel, other than classroom bargaining unit members, will work at their assigned tasks for at least the length of the regular bargaining unit members’ workday. It is recognized, however, that the proper performance of their duties may on occasion require these persons to work longer than the normal working day. The exact daily schedule will be worked out on an individual basis.

5.   Bargaining unit members will be given advance notice, whenever possible, before any faculty meeting. Meetings shall be constructed so that they accomplish their purposes without unduly lengthening the bargaining unit members’ workday. Whenever possible it shall be the objective to cover all material within an hour of the beginning of the meeting. Individual bargaining unit members may be excused from such meetings for good cause acceptable to the administrator calling the meeting.

6.   Bargaining unit members will be required to attend no more than two (2) evening meeting per school year for the purpose of meeting with parents or participating in curriculum activities sponsored for the benefit of students and/or parents. Attendance at other evening functions shall be at the individual bargaining unit member’s option.

B. The work year of bargaining unit members (other than new teachers who may be required to attend additional orientation sessions) will begin no earlier than the last week of August and terminate no later than June 30th and will in no event be longer than 188 days. The work year will include days when students are required to be in attendance, orientation days, conference days, in-service days and any other days in which teachers’ attendance is required. The one (1) additional day will be pro-rated. Two (2) professional days will be scheduled as part of the school year. Further, the work year of bargaining unit members will include the traditional vacation weeks of Christmas, Presidents’ Day and Patriots’ Day.

ARTICLE XVII

GRADUATE CREDIT GUIDELINES

A. Bargaining unit members who wish to earn graduate credits will be eligible for reimbursement for a maximum of nine (9) graduate credits, with prior written approval of the Superintendent, during any three (3) year contract period, as specified in Article

XVIII. All earned graduate credits may be used to progress through the Salary Schedule Lanes found in Appendix A.

Credits not earned during a three (3) year contract period may not be requested in the following contract period, in addition to the maximum of nine (9) credits, which may be requested in the subsequent contract year.

As professionals, all bargaining unit members must maintain their DESE licensure.

B.  To satisfy that the requirements of a graduate course have been met, the bargaining

unit member must submit a transcript from the university, which includes the grade and if seeking reimbursement from the district, a copy of the form of payment, with the reimbursement request form by October 1st, February 1st and July 1st of each year.

C.  Graduate credits, as specified in paragraph A above, may be earned in every three year period and all the conditions of the Contract must have been met in order to receive the yearly increment, raise or change in maximum established by the School Committee. Bargaining unit members must receive prior approval from the Superintendent of Schools for any courses taken to fulfill credits required for professional advancement or the Master’s plus 45 hours schedule. This approval must be received before actually beginning classroom participation.

D.  All bargaining unit members will meet the following criteria for earned graduate credits and PDPs:

1.   All graduate courses and PDPs/Institutes that are requested to be converted into graduate credits, require prior written approval by the Superintendent before the course/institute has begun, to fulfill credits for professional advancement.

2.   Graduate credit will be earned through an approved college or university.

3.   Fees of any kind, such as technology or educational service fees, are not eligible for reimbursement.

4.   All twenty (20) hour institutes provided by the Millbury Public Schools may be converted into1.5 credits and may be used toward professional advancement, provided that the Superintendent has given prior written approval. All institutes will include twenty (20) hours of in-class time.

5.   If an institute is used to earn PDPs or for conversion into graduate credit, then the provider (Millbury Public Schools) must require an end-of-course assessment, such as an exam; written or observable product or manual, according to the DESE Re-Certification Guidelines of 2000.

6.   PDPs, if approved by the Superintendent to be converted into graduate credit, must be earned within the current contract period.

7.   If PDP work receives prior approval by the Superintendent and is earned on the district’s time (during the work day), those PDPs will not be eligible for tuition reimbursement because the employee is receiving a per diem salary for that time.

8.   If institutes are not taken for graduate credit, but rather to earn PDPs only, 20 PDPs will be awarded for a twenty (20) hour institute.

9.   In order to utilize PDPs toward the five (5) year DESE re-licensing process, a professional must participate in any combination of trainings in the same topic, resulting in ten (10) hours.

10. Graduate credits and PDPs will not be awarded for the same institute.

ARTICLE XVIII

PAYMENT FOR COURSES

The School District shall pay, to each bargaining unit member, 50% of the tuition costs for each course satisfactorily completed under Article XVII at an accredited college or university. Unit members will be eligible for reimbursement for a maximum of nine (9) credits every three (3) contract years. All such courses must have the advance approval of the Superintendent. Such payment shall be made to the bargaining unit member upon evidence of satisfactory completion of course and a copy of the tuition receipted bill.

ARTICLE XIX

GUIDANCE COUNSELORS

Guidance counselors are on a bargaining unit members work schedule. All guidance staff members who are required to work more than the regular school year will be paid at the per diem rate of their then school year salary for working the week after school closes and/or the week before school begins. Any day worked should be an eight hour day and shall be supervised by the appropriate administrator.

ARTICLE XX

PRESIDENT OF ASSOCIATION

The President of the Millbury Teachers’ Association will not be assigned non-teaching duties.

ARTICLE XXI

REDUCTION IN FORCE (LAY-OFF PROCEDURE)

Assistant Principals and Directors covered under Unit B will have all the rights and privileges of this article as delineated in Sections A, B, and C.

A.  Pursuant to Massachusetts General Law, Chapter 71, Section 52, in the event that a decrease in the number of students and/or other reasons render advisable, the layoff of one or more bargaining unit members, a bargaining unit member who has attained professional status shall not be dismissed. If there is a bargaining unit member who has not attained professional status whose position the professional status bargaining unit member is qualified to fill.

B.  When a reduction in staff occurs, the following criteria will be applied in determining which bargaining unit members will be reduced:

1.   Area of competence which is defined as certification and teaching experience in a major or minor field of study.

2.   Length of teaching service in the Millbury School System.

3.   In any case in which the above factors are determined to be equal by the administration, the appropriate administrator/building principal will decide who shall be retained.

C.  Bargaining Unit Member Recall Procedure:

1.   In the event of a layoff or reduction in force all affected bargaining unit members shall be eligible for recall rights for a period of two (2) years. No new employee shall be hired until such time as every eligible bargaining unit member on the recall list has been given an opportunity to fill the vacancy.

2.   The following criteria will be applied in determining which of the qualified applicants will be recommended by the Superintendent under the recall provision for a vacant position:

a.   Area of Competence

i.   Certification

ii. Number of years of actual experience in the area of competence.

b.   Length of teaching service in the system.

3.   The Superintendent’s office shall maintain a complete list of all Millbury professional personnel formerly under contract who have been by virtue of declining student population, economic conditions and/or school closings laid off.

a.  This listing will include the former employees:

1.   Beginning and ending dates of teaching services to the Millbury School Department.

2.   Area(s) of certification.

3.   Complete description of professional experience.

4.   Name, address and telephone number (it is the applicant’s responsibility to furnish current information and an updated resume to the Superintendent’s office).

b. A bargaining unit member’s name shall be maintained on the recall list until the September 1 two (2) years after the date on which lay-off occurs.

1.   A bargaining unit member to be recalled shall be so notified, at the last address on file with the Superintendent, by certified mail and a copy of such notice shall be furnished to the Association President. If the bargaining unit member fails to respond to the recall within two (2) weeks of the mailing date of the notice, the bargaining unit member shall forfeit all rights under this Article.

2.   Upon recall, employees shall be credited with all previously earned unused sick leave, tenure and seniority.

3.   Returning employees shall be placed on the salary schedule one step higher than the level at which they left, provided that they have served in excess of ninety (90) continuous days in the year directly preceding their layoff. Any bargaining unit member on the recall list who is taking courses for professional advancement must have the approval of the Superintendent if the courses are to be credited for level advancement upon return.

4.   Bargaining unit members recalled shall be considered to have been on a non-paid leave of absence for the term of the layoff.

5.   In recognition of the fact that layoff is treated as an involuntary leave of absence without pay, with recall rights under this Article, a bargaining unit member who accepts such leave in lieu of dismissal agrees, in writing, not to exercise any present rights that he/she may have pursuant to Massachusetts General Law, Chapter 71, Section 42. A bargaining unit member who will not so agree may elect to have such layoff treated as a dismissal in which case he/she shall be afforded all his/her statutory rights rather than layoff rights under this Contract. A bargaining unit member who elects the dismissal process waives all recall rights.

ARTICLE XXII

MANAGEMENT RIGHTS

The rights, powers, responsibilities and authority of the Millbury School District shall include, but not be limited to the following, except to the extent that such rights are expressly limited by specific provisions of this Agreement or by statute: To direct and conduct the educational affairs of the department and its schools; to direct, supervise and evaluate employees through its designated administrators; to conduct relevant professional development programs, subject to the provisions of this Agreement, as to bargaining unit members’ maximum hours of work per day or work days per year; to direct and control all the operations and services of the department and its schools; to evaluate and determine the educational curriculum, in concert with its professional staff; to schedule classes and courses, including the cancellation of same; to determine the organization and the number of personnel of the department and its schools; to determine the level of student competency; to assign and transfer employees; to schedule and enforce working hours, subject to the provisions of this agreement; to determine whether goods should be made, purchased or leased; to hire, appoint and promote, through its legally designated administrators and in accordance with the provisions of MGL Chapter 71; to demote, suspend, discipline and discharge subject to MGL Chapter 71 and subject to just cause for bargaining unit members with professional status; to lay off or relieve employees due to lack of work; lack of funds or for any other lawful reasons; to determine class size; to make and enforce rules and regulations, subject to the provisions of this Agreement; to change or eliminate existing equipment, facilities, programs or schools; and to institute technological change. In addition to the provisions of this Agreement, all laws and rules or regulations applicable to a bargaining unit member’s rights and responsibilities will continue to be considered to be in full force and effect, nor should anything contained herein be interpreted to permit for the subcontracting of services currently performed by members of the bargaining unit, except where presently practiced (i.e. substitute teachers and long-term substitute teachers). The exercise of the rights contained herein shall not be a matter subject to grievance or arbitration under Article IV of the Agreement.

ARTICLE XXIII

NO STRIKE CLAUSE

Neither the Association nor any bargaining unit member will engage in, induce or encourage any strike, work stoppage, slow down, sympathy strike or withholding of services, including so-called “work-to-rule” as so defined in Lenox School Committee, 7 MLC 1761, 1776 (1918) aff’d sub nom. (Lenox Education Association V. Labor Relations Commission, 393 Mass. 276 1984).

ARTICLE XXIV

SALARIES AND DIFFERENTIALS

The salaries and differentials of all persons covered by this Agreement are set forth in Appendix A (Millbury Teachers’ Association Salary Schedule), Appendix B (Athletic Coaches Salary

Schedule), and Appendix C (Differential Salary Schedule – Bargaining Unit Member Group) and said appendices are attached hereto and made a part hereof.

The contract may be reopened for the sole purpose of revisiting the wage increase for years two (2) and three (3) of this contract, if another Millbury Public Schools collective bargaining group receives a greater increase than is specified in this contract.

ARTICLE XXV

GENERAL

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

B.  School personnel other than those shown in the salary schedules contained in this Contract are to be paid at the discretion of the School Committee.

ARTICLE XXVI

DURATION

This contact will be effective as of August 31, 2013, and shall continue to be in effect up to and including August 30, 2016. Thereafter the Association and Committee agree that future contracts shall be negotiated for a three year duration regarding all salary and any two (2) articles. However, if in the opinion of either party, prevailing economic or other unforeseen conditions exist making a three year contract undesirable, then the language addressing duration shall automatically be null and void, leaving only the two article clause in effect. The Committee or the Association shall give written notice of its desire to modify or terminate the contact by November 1 of the year preceding expiration of the contract.

IN WITNESS WHEREOF the parties to this Contract have caused these presents to be executed by their agents hereunto duly authorized and their seals to be affixed hereto, as of the date first above written.

1. The Committee agrees that the Superintendent shall place nurses with ten (10) years or more experience in the Millbury School System on Step 3 of the Bachelor’s degree level and to place other nurses on step 2 effective with the 1998-99 school year with annual step increases within the Bachelor’s column. In the 2003-4 school year, nurses may move laterally to the B+15 column. In the 2006-7 school year, nurses with appropriate course work and 1993 Education

Reform criteria may move laterally to the Masters’ column. In the 2007-08 school year, nurses with appropriate course work and 1993 Education Reform criteria may move laterally to Masters + 15 salary column. In the 2009-10 school year each may move laterally to the Masters + 30 column.

2.   Advance level of training (BA + 15; MA; MA + 15) recipients will be paid the salary differential (indicated in A) in the semester following receipt of the approved credentials by the Superintendent of Schools.

3.   Teachers who have a Master’s degree plus 30 hours will be paid the differential (indicated in A) above the Master’s degree schedule in the semester following submission of evidence of final satisfaction completion. All teaching personnel wishing to be considered for this program must see the Superintendent of Schools in order to have courses approved and a file established.

4.   The stated (salary schedule) increment will be granted to all bargaining unit members who reach the third step on Millbury’s pay scale, regardless of whether or not they gained their experience in Millbury or whether they gained it in some other service. For bargaining unit members who have taught three years in Millbury and are appointed to the third step in the pay scale this will be the same as a tenure-step increment. However, for those who gained this experience in some other school district or in some other fashion this increment will be granted when the third step is reached or when figuring out the credit for the experience they are to receive when appointed. In other words, this is to be termed the third step increment and not necessarily the tenure-step increment.

5.   Longevity payments shall be paid to those bargaining unit members who have completed a number of years of service in the Millbury Public Schools, such service being not necessarily continuous, as follows:

a.   10 years                    450

b.   15 years                    600

c.   20 years                    600

d.   25 years                    600

e.   30 years                    600

f.    35 years                    600

6.   Equivalency – Any Millbury bargaining unit member may advance to the Master’s, Master’s plus 15, Master’s plus 30, Master’s plus 45, or Master’s plus 60 salary level (indicated in A) by completing 30, 45, 60, 75, or 90 hours respectively, of courses approved by the Superintendent of Schools. Bargaining unit members will be paid an additional $50 for each Masters Degree earned, an additional $100 for each CAGS, and an additional $150 for each Doctorate earned.

7.   In-Service Courses – Beginning with school year 1971-72, Millbury bargaining unit members will be placed on the appropriate level of the salary schedule according to any approved in-service courses by the Superintendent of Schools. Such movement shall be horizontally as well as vertically.

8.   Bargaining unit members will have the option of collecting their salaries in either a twenty-one or twenty-six equal payment schedule. Prior to August 1 of each year, the School District will send written notification to each bargaining unit member informing him/her of the net income that each payment will yield, and requesting each bargaining unit member to choose the payment schedule that he/she would prefer. Bargaining unit members must respond to the notification within twenty-one days; otherwise, the twenty-six payment schedule will be used.

APPENDIX A: SALARY SCHEDULE MILLBURY TEACHERS ASSOCIATION

2013-2014 (1% increase) -188 Days

 

B

B+15

B+30 M

B+45 M+15

B+60 M+30

B+75 M+45

B+90/ M+60

1

44,189

45,329

46,468

47,602

48,746

49,883

51,021

2

46,923

48,061

49,195

50,340

51,476

52,614

53,760

3

49,883

51,021

52,159

53,302

54,440

55,579

56,718

4

52,849

53,982

55,123

56,261

57,398

58,539

59,679

5

55,805

56,942

58,084

59,226

60,362

61,499

62,637

6

58,768

59,907

61,043

62,186

63,322

64,461

65,602

7

61,953

63,322

64,461

65,602

66,739

67,879

69,017

8

66,053

67,196

69,699

70,838

71,752

72,891

73,116

9

 

 

 

 

75,624

76,759

77,900

2014-2015 (2% increase) - 188 Days

 

B

B+15

B+30 M

B+45 M+15

B+60 M+30

B+75 M+45

B+90/ M+60

1

45,072

46,235

47,397

48,554

49,721

50,881

52,041

2

47,861

49,022

50,179

51,347

52,506

53,666

54,835

3

50,881

52,041

53,202

54,368

55,529

56,691

57,852

4

53,906

55,062

56,225

57,386

58,546

59,710

60,873

5

56,921

58,081

59,246

60,411

61,569

62,729

63,890

6

59,943

61,105

62,264

63,430

64,588

65,750

66,914

7

63,192

64,588

65,750

66,914

68,074

69,237

70,397

8

67,374

68,540

71,093

72,255

73,187

74,349

74,578

9

 

 

 

 

77,136

78,294

79,458

2015-2016 (1.5% increase) -188 Days

 

B

B+15

B+30 M

B+45 M+15

B+60 M+30

B+75 M+45

B+90/ M+60

1

45,748

46,929

48,108

49,282

50,467

51,644

52,822

2

48,579

49,757

50,932

52,117

53,294

54,471

55,658

3

51,644

52,822

54,000

55,184

56,362

57,541

58,720

4

54,715

55,888

57,068

58,247

59,424

60,606

61,786

5

57,775

58,952

60,135

61,317

62,493

63,670

64,848

6

60,842

62,022

63,198

64,381

65,557

66,737

67,918

7

64,140

65,557

66,736

67,918

69,095

70,276

71,453

8

68,385

69,568

72,159

73,339

74,285

75,464

75,697

9

 

 

 

 

78,293

79,469

80,650

APPENDIX B

ATHLETIC COACHES SALARY SCHEDULE

 

13-14 1.0%

14-15 2.0%

15-16 1.5%

FALL SPORTS

 

 

 

Head Football

5,100

5,202

5,280

Assistant Football

3,130

3,193

3,240

Jr. High Head Football

2,783

2,838

2,881

Jr. High Asst. Football

2,050

2,091

2,123

Boys/Girls Varsity Soccer

3,564

3,636

3,690

Boys/Girls J.V. Soccer

2,707

2,761

2,802

Boys/Girls Cross Country

3,439

3,508

3,560

Asst. Cross Country

1,461

1,491

1,513

Varsity Volleyball

3,288

3,353

3,404

J.V. Volleyball

2,530

2,581

2,619

Varsity Cheerleading

2,300

2,346

2,381

Golf

2,517

2,567

2,606

WINTER SPORTS

 

 

 

Boys/Girls Var. Basketball

4,300

4,386

4,452

Boys/Girls J.V. Basketball

3,187

3,250

3,299

Grade 7&8 B/G Basketball

2,278

2,323

2,358

Track

3,752

3,827

3,885

Asst. Track

2,040

2,081

2,112

Varsity Cheerleading

3,101

3,163

3,210

J.V. Cheerleading

1,525

1,556

1,579

SPRING SPORTS

 

 

 

Boys Varsity Baseball

3,732

3,807

3,864

Girls Varsity Softball

3,732

3,807

3,864

 

Boys J.V. Baseball

2,783

2,838

2,881

 

Girls J.V. Softball

2,783

2,838

2,881

 

Boys/Girls Spring Track

3,732

3,807

3,864

 

Boys/Girls Asst. Track

2,631

2,684

2,724

 

APPENDIX C

DIFFERENTIAL SALARY SCHEDULE

BARGAINING UNIT MEMBER GROUP

Section 1.

Department Heads and Team Leaders in a department or team with three teacherswill be paid according to the following stipend schedule. For each additional teacher $75.00 will be paid to the department head or team leader, up to a maximum of seven (7) teachers. The above differential will be in addition to base salary. Guidance Department Head will receive $3,975. The rate for Administrative Assistants will be $3,245. Junior High Curriculum Liaisons will receive $650. School Mentor Coordinators will be paid $2,375. First Year Mentors will be paid $600. Second Year Mentors will be paid $400.

Department Head Positions:

FY 2014 1.0%

FY 2015 2.0%

FY 2016 1.5%

English

2,399

2,447

2,484

Math

2,399

2,447

2,484

Science

2,399

2,447

2,484

Social Studies

2,399

2,447

2,484

Business/Technology

2,399

2,447

2,484

Foreign Language

2,399

2,447

2,484

Health/Family and Consumer Science

2,399

2,447

2,484

Special Education

2,399

2,447

2,484

Team Leader Positions:

Preschool and Kindergarten

2,399

2,447

2,484

Grade 1

2,399

2,447

2,484

Grade 2

2,399

2,447

2,484

Grade 3

2,399

2,447

2,484

Special Education-Elmwood

2,399

2,447

2,484

Grade 4

2,399

2,447

2,484

Grade 5

2,399

2,447

2,484

Grade 6

2,399

2,447

2,484

Special Education-Shaw

2,399

2,447

2,484

Section 2. Extra-Curricular Activities:

 

FY 2014 1.0%

FY 2015 2.0%

FY 2016 1.5%

Athletic Director

7,004

7,144

7,252

Student Council Advisor

2,289

2,334

2,369

Grade 7/8 Advisor

1,591

1,623

1,647

Freshman Class Advisor

1,808

1,844

1,872

Sophomore Clas Advisor

1,959

1,999

2,029

Junior Class Advisor

2,169

2,213

2,246

Senior Class Advisor

2,793

2,849

2,891

Play Director

2,651

2,704

2,745

Play Musical Director

1,515

1,545

1,568

Band Director

3,323

3,389

3,440

Elementary Band Director

2,323

2,369

2,405

Choral Director, Elementary

1,604

1,636

1,660

Drill Team (Color Guard) Inst.

1,439

1,468

1,490

Fall Percussion

808

824

837

 

Winter Percussion

808

824

837

 

Jazz Band, Junior High

1,313

1,339

1,359

 

Jazz Band, High School

1,515

1,545

1,568

 

Yearbook*

2,656

2,709

2,750

 

Reflector (5 issue minimum)

2,560

2,612

2,651

 

National Honor Society

1,778

1,813

1,840

 

Business Club

1,338

1,365

1,385

 

School to Career

3,323

3,389

3,440

 

SADD Director

1,136

1,159

1,176

 

Environmental Council

1,404

1,432

1,453

 

Ski Club

985

1,004

1,020

 

A. P. Coordinator

798

814

826

 

Robotics

1,515

1,545

1,568

 

Jr. High Math Team

606

618

627

 

Jr. High National Honor Society

1,212

1,236

1,255

 

Jr. High Drama Club

1,061

1,082

1,098

 

Shaw PBIS Coach

404

412

418

 

Peer Mediation

1,515

1,545

1,568

 

Comm. Service Learning Advisors

2,121

2,163

2,196

 

Drill Visual

606

618

627

 

Social Issues

1,515

1,545

1,568

 

Wheelabrator

2,020

2,060

2,091

 

Shaw Student Council

404

412

418

 

*If Yearbook becomes a class, the stipend will be reduced by 50%.

The Millbury School Committee and the Millbury Teachers Association have approved this contract on June 12, 2013.

For the Millbury School Committee

Mrs. Jennifer Nietupski, Chairperson               ___________________________________

Mr. William Borowski, Vice-Chairperson       ___________________________________

Mrs. Leslie Vigneau                                         ___________________________________

 Mr. Arthur Corey                                             ___________________________________

Mr. Kevin Plante                                              ___________________________________

For the Millbury Teachers Association

Mr. Jeffrey Lyon, President                            ___________________________________

Mrs. Ann Kach, Vice-President                      ___________________________________

Ms. Kate Ryan                                                ___________________________________

Mr. Paula Woelfel                                           ___________________________________

Mr. Stephen Roche                                          ___________________________________

Mr. Timothy Rucho                                         ___________________________________

Mrs. Julie Pozzessere                                       ___________________________________

Mrs. Jennifer Kephart                                      ___________________________________

Mrs. Gilda Hannen                                         ___________________________________