Minuteman RVTSD

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DistrictMinuteman RVTSD
Shared Contract District
Org Code8300000
Type of DistrictVoc-Tech/Agricultural
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2011
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersMinuteman RVTSD
CountyMiddlesex
ESE RegionGreater Boston
Urban
Kind of Communityeconomically developed suburbs
Number of Schools1
Enrollment583
Percent Low Income Students26
Grade Start9
Grade End12
download pdf version of this document view accessible version of this document Minuteman

Minuteman Faculty Association

Agreement

July 1, 2008 – June 30, 2011

ARTICLE I

ASSOCIATION RECOGNITION AND DEFINITION

A.    RECOGNITION

The Committee recognizes the Minuteman Faculty Association as the exclusive bargaining representative for all permanent, full-time professional employees in the following job classifications:

1.       Academic and vocational teachers employed in an area requiring teacher certification or licensing and/or approval under Massachusetts law.

2.       Guidance counselors, audio-visual specialists, librarians and school nurses.

3.       Special Education teachers even if serving as contracted service agents as long as they work in certified positions for 20 hours or more per week provide, however, that the following personnel will not be represented or covered by this Agreement:

a.     Administrators named as such by the School Committee whether full-time or part-time.

b.     Temporary teachers including substitutes, those employed under grants or contracted service arrangements except as described in A-3 above, those employed for less than 20 hours per week.

c.     Any personnel not defined above who are employed in positions not requiring or having teacher certifications, licensing, and/or approvals under Massachusetts law.

4.     Extended Contracts:

Certain teachers and counselors are regularly required to work more than the standard 183 days for specific reoccurring duties which will be so defined on their contracts as part of their salaries, including any specific differentials approved by the School Committee. These positions will be subject to retirement deduction and benefits under and subject to state law. These shall include the following positions when filled:

a.     Academic Department Chairs and Career & Technical Education Cluster Chairs will work a minimum of 188 days up to a maximum of 208 days depending upon periodic job evaluation by the superintendent or designee.

b.     Director of Guidance and Admissions will work a minimum of 213 days.

c.     Scheduling and Co-op Coordinator who will work a minimum of 213 days.

The salary rate for extended contracts will be 2.5% times base teacher salary rate per week (5 full days), or in the case of Academic Department Chairs and Career & Technical Education Chairs who are required to work between 188 and 208 days will be paid an annual differential. For 2009-2010, this differential will be $7,389. This differential is subject to the annual increase negotiated in salary. The base annual salary will be the school year base salary listed on the annual contract issued to a teacher for the school year beginning after July 1 in which he or she is scheduled to work. In addition, for those positions where lengthened days and very demanding duties so justify, the School Committee may vote position differentials on a position-by-position basis.

B.    DEFINITIONS

          The terms “Committee” and “School Committee” as used in this Agreement mean the Minuteman Regional Vocational Technical School District Committee.

          The term “Parties” as used in this Agreement refers to the Committee and the Association as participants in the Agreement.

          The term “School” as used in this Agreement means any work location or functional division maintained by the School Committee.

          The terms “Professional,” “Teacher,” “Person” and “Unit Member” as used in this Agreement refer to a person employed by the Committee in the bargaining unit as described in Section A of Article I. This applies to both Academic and Vocational staff.

          The term “Association Representative” as used in this Agreement means any duly authorized designee of the Association.

          “Teaching Periods” are those periods in which the teacher is actively involved with the pupil in the act of teaching, and has participated in the planning for the instruction to be conducted.

          “Homeroom Classes” are those in which students assemble in the morning and other times during the day for administrative purposes.

          “Administrators” are those professional staff members who spend 50% or more of their work time in fulfilling duties designated as administrative by vote of the School Committee.

          “Duty Periods” are those periods during which the teacher is programmed for a regular activity other than teaching.

          The term “Transfer” is defined as a change from one discipline to another, e.g. from Mathematics to Social Studies but not from algebra to calculus, subjects in the same discipline.

          Whenever in this Agreement a personal pronoun is used, such pronoun shall be understood to apply equally to both male and female members of the bargaining unit.

          “Formal Evaluation” is an evaluation resulting in a written report or letter that is placed in the employee’s personnel file.

          “Preparation Periods” are those periods during which the teacher is not assigned to either teaching or non-teaching duty but may use the time for planning or other preparation for or follow-up on such duties unless emergency assistance is requested by an administrator.

          Bargaining Unit A

For purposes of collective bargain with respect to wages, hours, standards of productivity and performance and other condition of employment, the negotiation of agreements and any questions arising there under, the members of the professional staff covered by this contract shall include all professional employees as listed below. As used in this contract the words “professional staff” and teachers shall be synonymous and shall include all professional employees except as the context may otherwise require or in accordance with the coverage of the Agreement described above with respect to nurses, references to “teachers with professional status shall be deemed to refer to nurses who have completed at least three continuous years of service in the Minuteman School system, and references to teachers who have not acquired professional teacher status (herein called teachers with pre-professional status”) shall be deemed to refer to nurses who have not completed three continuous years of service in the Minuteman School system.

Bargaining Unit A = Teachers (Academic, SPED, and Vocational), Nurses, Librarian, Guidance Counselors, School Physiologist, School Social Worker, Health & Safety Officer, Dean of Student.

UNIT A = Salary Positions; No Evaluation responsibilities:

Teachers (Academic, SPED, and Vocational), Staff Teachers, Master Teachers, Career Teachers, Nurses, Librarian, Guidance Counselors, School Physiologist, School Social Worker, Health & Safety Officer.

In Summary, Unit A includes those professionals who have direct contact with students in the following capacities: teaching, clinical assistance, counseling services, library-based services, etc.

•      Bargaining Unit B

For the purposes of collective bargaining with respect to wages, hours, standards of productivity and performance, and other conditions of employment, the negotiation of agreements and any questions arising there under, the members of professional staff covered by this contract shall include all person(s) who regularly work full-time or part-time in any of the following positions: Academic & Vocational Support Services, Academic Department Chairs (Senior Teachers), Vocational Cluster Chairs, Coordinators of After School Program, Summer School Director, and Athletic Director.

UNIT B = Stipend Positions with Evaluative Responsibilities:

Academic & Vocational Support Services, Academic Department Chairs, Vocational Cluster Chairs, Coordinators of After School Program, Summer School Director, and Athletic Director.

•      Miscellaneous Titles/Duties

Under Unit A or B – Stipend Positions; Non-Evaluative Responsibilities:

Scheduling Coordinator, Co-op Coordinator, Pool Director, Title IX and VII Coordinator, Coordinator of Scholarships, ELL Coordinator, Core Curriculum Coordinator, Mentors, Task Force Chairs, Professional Development Coordinator, Reading Coordinator, E-Learning Coordinator, Multi-Cultural Coordinator, Portfolio Coordinator, Non-Traditional Coordinator, Tech Prep Coordinator, MCAS Coordinator, Coaches, Clubs and Organizations Advisors, Class Advisors, Advisory Committee Liaison.

ADMINISTRATORS

NON-TEACHING ADMINISTRATIVE SUPPORT NON-SECRETARIAL UNIT

Superintendents

Director of Student Activities

Assistant Superintendents

Admission Coordinator

Principal/Academic Coordinator

Computer Technician

Assistant Principal

Transportation Coordinator

Director of Career & Voc/Tech Programs

Records Manager

Director of Instruction & Assessment

School Res Officer

Director Pupil Services

 

Director of Guidance

 

Director of Special Ed

 

Director of Information Technology

 

Community Ed Director

 

Business Office Manager

 

Facilities Manager

 

UNIT A

Instructional        Support Responsibilities Functions

Teachers                Nurses

Academic              Librarian

Vocational            Counselors

SPED

School Psychologist

School Social Worker

Health & Safety Officer

UNIT B – Stipend

(Include Evaluative Responsibilities)

Academic, Vocational & Support Services

Athletic Director

Academic Dept chairs

Coordinator of After School Program

Summer School Director

Vocation Cluster Chairs

ARTICLE II NO DISCRIMINATION

As sole collective bargaining agent, the Association will accept into voluntary membership all professionals covered by this Agreement without regard to race, creed, color, religion, age, national origin, political activities, gender, marital status, sexual preference and affiliation with other organizations.

The Committee and Association agree to continue their practice of not discriminating against any employee in the bargaining unit as defined above because of race, gender, national origin, marital status, sexual preference, work age in accordance with law.

ARTICLE III TEACHER EMPLOYMENT

A.    EVALUATION PHILOSOPHY

The Minuteman Regional Vocational Technical School is committed to an educational program which allows all students to progress continuously at their own learning rate in each subject area, with the goal of developing marketable skills and the academic foundation for further education as well as providing for the personal growth necessary for making life choices.

The School recognizes that such a program and goal can be successful only if the School is staffed by teachers who understand this concept and have a genuine commitment to it. Only teachers who demonstrate such understanding by outstanding performance should be granted professional teacher status. Professional teacher status will be given only to those teachers who are highly qualified.

The following criteria will be considered in evaluating all teachers:

1.       The teacher must be able to teach in a classroom environment in which a number of learning activities are going on simultaneously.

2.       The teacher must be able to function as a facilitator as well as a dispenser of knowledge, bringing appropriate resources to the student in a continuous learning experience.

3.       The teacher must be well-qualified, certified, and/or licensed in his or her subject field and must be able to function effectively as a key link in a career information system for students.

4.       The teacher must be able to work and teach creatively with a diverse and representative group of students.

5.       The teacher must be able to function as a member of a team with other teachers, guidance counselors, and administration in a constructive and cooperative manner.

B.    EVALUATION PROCEDURE

1.       Evaluation shall be conducted according to either a management-by-objective procedure OR a standardized reporting form with proposed objectives, both procedures to be explained in a staff handbook and training session defined by the Superintendent-Director and made available to all interested staff members at the beginning of each school year. Each staff member may elect the alternative which he or she prefers on an evaluation schedule announced by the Superintendent. In addition, a teaming evaluation or individual Teacher Portfolio evaluation is available to departments or individuals electing aid process. Individuals electing a teacher portfolio evaluation see Superintendent for information and direction. Written communications from the Superintendent shall be accepted as part of any of the aforementioned evaluation alternatives.

2.       Formal evaluation reports should normally be filed at least in November, January and March of each year. Deviation from this minimum or from the months listed will not discredit the use or validity of any evaluation report. With respect to teacher on “professional teacher status”, a strong, positive initial evaluation completed no later than February 1st of the respective school year can fulfill the annual evaluation requirement.

3.     Evaluation letters from the Superintendent will also constitute a basic part of the evaluation process. Such evaluation letters and/or formal evaluation reports may be filed at any time. A staff member has the right to file a clarifying or opposing viewpoint on any formal evaluation. The staff member may also request a review of opposing viewpoints by the administrator with authority over the person filing a formal evaluation; the purpose of any such review will be to gain administrative action on the fairness of filed material wherever the lack of such action might cause discomfort. The administrator conducting such a review will have the authority to order either one of the following actions:

a.     Both perspectives to remain in the file as accurate but opposing viewpoints.

b.     Both perspectives to be removed from the file if the original formal evaluation seemed to the administrator to be frivolous or unsupported with a revised, non-prejudicial report being filed by the administrator taking action. The administrator’s decisions may be appealed to the Superintendent and/or the School Committee.

4.     The Association may prepare suggestions for strengthening of the personnel evaluation Program and may submit same to the Superintendent-Director in a written report on or before June 1st annually. The Superintendent-Director shall then take one or two actions:

a.     Implement the suggestions in the evaluation program for the coming school year

OR

b.     Forward the Association report to the Committee on or before August 1st after it was received with specific written recommendations from the Superintendent-Director on approval and/or disapproval of Association recommendations. A copy of the Superintendent-Director’s recommendations will be forwarded to the Association.

5.     No part of the evaluation procedure is subject to grievance or arbitration since all decisions can be appealed to the School Committee or referred to courts where appropriate statutes apply.

C.    CLASS SIZE

The District School Committee and the Association both recognize that teaching and learning abilities may be greatly influenced by class size. Therefore, should a teacher be assigned to teach a class whose size, in his opinion, presents an untenable situation, the teacher may request remedial action by his immediate supervisor and, if necessary, the appropriate area administrator. If satisfactory action is not then forthcoming, the teacher may request action by the Superintendent. If the Superintendent’s action does not seem adequate, the teacher may request that the Superintendent schedule Committee review of the matter. The topic will then be presented to the Committee for whatever action it deems appropriate.

D.    MARKING

1.       At the beginning of each school year, a calendar shall be published addressing specific marking and progress reports due dates for the year.

2.       Said calendar shall be distributed to the professional staff no later than October 1.

3.       Marks shall be done no sooner than three working days after the close of each format period

or by the last teacher working day of the school year, whichever occurs first.

ARTICLE IV COMPENSATION

A.    BASIC SALARY SCHEDULE

The basic salaries and associated salary regulation for all persons covered by this Agreement are

B.    JOB TITLES AND DESCRIPTIONS

1.    In addition to the job titles recognized in Article I Section A #4, the following job titles also

a    Teacher

b    Lead Teacher

c.     Staff Teacher

d.    Master Teacher

basic teacher role 1 year trial basis may lead to Staff Teacher approval optional roles or extra duty assignments and required extra time at the annual discretion of the Committee. Applies to b, c, and d.

2.     Job descriptions and salary level placement shall be based upon degree of responsibility and shall be clearly defined. One or more of the job titles and descriptions may be contained on one sheet at the discretion of the Superintendent. Description sheets will be made available to staff members on request. The Committee retains the right to make all appointments to, or changes in, job titles of individual teachers.

3.     The Superintendent may propose new or modified job descriptions. He or she will place a copy of any new or changed description in the Association President’s central office mailbox at least one week prior to scheduled implementation. During that week, the Association will take on of two actions:

a.         Notify the Superintendent in writing that it has no comment OR

b.         Request a meeting with the Superintendent to offer suggestions, in which case a meeting will be scheduled by the Superintendent prior to implementation.

After “a” or “b” above and review of any Association suggestions, the Superintendent will then implement the job description that he/she considers appropriate.

4.   Salary differentials for special assignments for which figures have not been specifically negotiated in this contract may be set by the Superintendent and School Committee.

C.    SALARY PAYMENT

a.      September through June payments

b.     September through August payments. At his/her discretion, the Superintendent may authorize a pay option that starts in July for personnel granted summer work as part of their school year contract.

2.     Individual pay checks or notification of direct deposits will be enclosed in an envelope.

D.    PAYROLL DEDUCTION

The Committee agrees to deduct from the salaries of teachers who must have on file with the Committee an executed current Dues or Agency Fee Deduction Authorization Card, in the form set out below as a condition of employment. Teachers may also have the option to fully pay their agency fee or dues in full in cash prior to December 31st of the applicable year. Teacher authorization for deduction shall be in writing utilizing the dues deduction form, (see sample below).

SAMPLE DUES DEDUCTION AUTHORIZATION FORM

I hereby request and authorize the Minuteman Regional Vocational Technical School District Committee to deduct from my earnings and to transmit to the Treasurer of the Minuteman Faculty Association regular payments of the annual membership dues of said Minuteman Faculty Association.

Once this authorization is filed and implemented, deduction will continue in any school year unless I provide written notice to the contrary to the District’s business manager at least one month prior to the start of that school year or unless I leave my employment in the District.

I hereby waive all right and claim for said monies so deducted and transmitted in accordance with this authorization form, and relieve said Committee, and any or all officers of the Committee from any liability thereof.

SIGNATURE _________________________                            DATE __________________

Deductions referred to in this paragraph D shall be made in equal payments in amounts certified by the Association Treasurer as being the regular membership dues of the Association and shall commence October of each school year.

The Treasurer of the Minuteman Regional Vocational School District will submit the amount deducted to the Association Treasurer within seven working days after the issuance of the paycheck from which the deductions were taken.

The provisions of this paragraph C shall be subject to the requirements of Section 17C of Chapter 180 of the General Laws including the requirement that the Treasurer of the Minuteman Regional Vocational Technical School District shall be satisfied, on an annual basis, by such evidence as he may require that the Treasurer of the Association has given to the Association a bond, in a form approved by the Commissioner of Corporation and Taxation, for the faithful performance of his duties, in a sum and with such surety of sureties as are satisfactory to the District Treasurer.

The Association shall indemnify and save the Committee and the District harmless against any claim, demand, suit or other form of liability that may arise out of, or by reason of, action taken or not taken by the Committee or the District for the purpose of complying with this paragraph or in compliance with any dues deduction authorization furnished to the Committee.

E.    PROFESSIONAL DEVELOPMENT – COURSE AND SEMINAR REIMBURSEMENT

1.     A fund of $20,000 per school year will be proposed in the annual budget. This fund will be designed to support tuition costs for college, industry, or other courses or seminars judged important to achievement of the school’s mission. The application and award process will be defined by the Principal in consultation with the Minuteman Faculty Association and will be published by June 1st of the preceding year. Applications with directions may be obtained from your director, department chair, cluster chair, building representative or the principal.

F.    ACTIVITIES ADVISOR SALARIES (salary paid for additional services per collective bargaining agreement)

Refer to Appendix B

G.    COACHING SALARIES (salary paid for additional services per collective bargaining agreement)

Refer to Appendix C

ARTICLE V SUPPLEMENTAL BENEFITS

A.    HEALTH INSURANCE COVERAGE

1.     The District (School Committee) and the Association agree to accept the terms of a Jointly Managed Trust health care agreement, to be controlled by a governing board of Trustees as defined in the Trust’s Bylaws.

Both parties agree to accept whatever health plans are selected by the Trustees. However, the percentage share of the premiums to be paid by the employees/district shall be subject to local negotiations.

2.       The District will provide 75% of the cost of the premium as chosen by the employee.

3.       The current Labor Trustees and alternate selected shall be granted release time in accordance with the Trust participation agreement.

4.       The District will provide a dental plan for its active employees. Said dental plan’s premium will be shared at a cost of 50% by the District and 50% by the employee.

B.    LIFE INSURANCE

1.       Life insurance benefits offered through June 30, 2011 will equal or exceed benefits offered in July of 2003.

2.       Life insurance shall be made available to each unit member as follows:

a.             Basic coverage of term life insurance up to a $2,000.00 maximum for which the District assumes 50% of the premium cost.

b.             Option term insurance coverage consisting of a maximum face value amount equal to said unit member’s current year gross salary less any factor necessary to observe statutory limitations on this option. Cost of optional coverage shall be paid completely by the participating unit member. Changes in optional amounts may be made once annually at a time announced by the Business Manager.

C.    TAX SHELTERED ANNUNITY

The Committee agrees to deduct from the salaries of teachers monies for tax sheltered annuities as provided under and subject to the provisions of the General Laws of the Commonwealth and regulations of the Internal Revenue Service.

D.    CREDIT UNION

All unit members shall have the option of joining the Town of Lexington Municipal Employees Credit Union as long as that Credit Union is willing to accept such membership at no cost (other than payroll deduction) to the District. In regard to this option, the Committee agrees to deduct from the salaries of unit members monies related to financial transactions between said unit member an the Credit Union.

E.    WORKER’S COMPENSATION

1.       The District agrees to provide worker’s compensation insurance for all unit members as required by law.

2.       The District shall compensate unit members who have accumulated sick leave (Sick leave bank provisions will not apply to any case involving worker’s compensation) for the difference between worker’s compensation benefits and said member’s salary.

F.    DIRECT DEPOSIT

The District will, at the request of an employee, directly deposit payroll checks to said employee’s bank of choice. The District reserves the right to issue payroll checks in lieu of direct deposit and employees will be notified as soon as possible should the District need to exercise this right.

G.    SECTION 125 FLEXIBLE BENEFITS PLAN

The District will make available to each eligible employee a Dependent Care Assistance Plan and a Medical Expense Reimbursement Plan that may be elected by an employee on an annual basis, said Plans to be effective September 1 of each fiscal year. An employee may allocate up to the IRS limit (currently at $5,000) annually for the Dependent Care Assistance Plan. The annual limit for the Medical Expense Reimbursement Plan will be announced during the enrollment period each fiscal year.

H.    SALARY PAYMENTS FOR NON-TEACHING DUTIES

Where, and only if IRS and/or other federal and/or state regulations so allow, the Committee will allow checks separate from regular salary checks to be issued for duties not subject to deductions for the teacher’s retirement program provided that the Business Manager recommend that this can be legally done without disrupting reasonable payroll procedures.

ARTICLE VI NON-TEACHING DUTIES

A.    The Committee and the Association recognize that a teacher’s primary responsibility is to teach and that his or her energies should, to the extent practicable, be utilized to this end. It is acknowledged by the Association that the position of teacher entails functions and responsibilities beyond those in the classroom. It is further recognized that the maintenance of good discipline and the creation of a good learning and campus environment is a responsibility of teachers in conjunction with administrators and the School Committee. Teacher-pupil relationships outside of the classroom in school-sponsored forums are regarded as essential to the total educational program of the school system. Therefore, teachers’ responsibilities shall include participation in co-curricular activities.

B.    Teachers assigned to duties shall be guaranteed a 30-minute duty free lunch time daily in accordance with the established schedule except in emergencies where the health or safety of students may be affected in the judgment of a district administrator.

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

D.    Each teacher will be granted one preparation period or two shorter periods equal to one full preparation period per day, said period to be free of assignment to teaching or extra duties except in cases of emergency where the health or safety of students may be affected in the judgment of a District administrator. For purposes of this provision a period shall be defined as one of the normal full teaching periods in an academic school day, normally lasting between 40 and 60 minutes. If necessary, preparation time will be gained through staff teaming efforts within the division with attention to student safety.

E.    Teachers will periodically be expected to attend and support open house or recruiting sessions and special student or cluster activities within the context of their professional obligations. An Association representative may participate in planning for major tours and open house programs and may raise concerns to the Principal or Superintendent if any expectations seem unreasonable.

ARTICLE VII TEACHER ASSIGNMENTS AND TRANSFERS

A.    Teachers shall not be required to teach outside of the limits of their area of certification and/or licensing except in emergencies or unusual circumstances approved by the Principal or Superintendent-Director.

B.    Teachers who desire a change of their assignments may request a transfer to a different assignment and/or subject area of their preference. All such requests shall be made through the immediate supervisor to the appropriate manager and will be acknowledged in writing. If the request is denied, the teacher will be given a reason for the denial.

In the case of involuntary transfer of a teacher from the position for which the teacher was originally hired, the teacher involved will be entitled to meet with the Superintendent-Director to discuss the implications of the transfer and the teacher’s request. Such transfers shall be made only for the good of the school system and shall not be made for arbitrary, capricious, or punitive reasons.

ARTICLE VIII

REDUCTION IN FORCE

When the School Committee determines that positions should be abolished or that the staff should be reduced, it shall, consistent with applicable law, determine which teachers will be released in accordance with the following procedures and sequence.

A.    NORMAL ATTRITION

When a position is abolished, members of the concerned department will be provided with a time period of 10 calendar days to indicate retirement or resignation plans. If the Committee judges that any voluntary retirements or resignations leave the school served with personnel it judges as fully qualified for the remaining positions, as such are defined by the Committee, it shall not direct any involuntary release of teaching personnel.

B.    QUALIFICATIONS

A teacher shall not be eligible for continued employment unless he or she is qualified for positions remaining in the District. Qualifications for remaining positions defined by the Committee will be judged by the Committee according to the following guidelines:

1.       The teacher must hold certification and/or approval or licensing for teaching in the area to which he or she will be assigned.

2.       While state certification will often indicate qualification, there can be exceptions to this which the Committee considers adequate in the subjects to be taught or areas to be supervised or, if the Committee so determines, be scheduled to gain that training or experience prior to teaching situation. In such cases defined by the Committee, the teacher must have training or experience or supervising subjects or areas for which the Committee considers present background inadequate.

3.       To be considered qualified, the teacher must have been previously appointed by the Committee as a teacher or supervisor in the department or cluster where the teaching will take place; or, if the Committee judges that (1) and (2) above have been fulfilled, be recommended in accordance with a special interviewing process implemented by the Superintendent to review requests from persons who have more than one certification and who wish to transfer to other departments where their backgrounds might lead to continued employment.

4.       The Committee may require that qualifications be based on a teacher’s file being free from formal evaluations which record a significantly negative level of performance, subject to the requirements that:

a.     “Significantly negative” shall mean performance which has resulted in a written warning from the Superintendent that employment might be terminated because of performance. However, demotion or warning of possible demotion to a lower level of job description (senior teacher to staff teacher or either of the former to associate teacher) will not constitute disqualification for continued employment at the lower level unless the

Committee determines that the performance evaluation pertains to that lower level; if the Committee judges that the evaluation criticism does not apply to the lower level, the other factors in this Article VII shall be applied in determining a teacher’s status.

b.     In the case of teachers who have earned Professional Teacher Status, the “significantly negative” evaluation record must include such warnings issued in at least two different school years, including the partial year during which a decision is to be made on the applicable staff reduction; provided that at least 30-calendar-day period shall have elapsed prior to the date on which a decision is to be made by the Committee, during which period the teacher could have appealed any evaluation warning to the Superintendent and/or to the Committee. If any such appeal has been taken and resulted in a ruling by the Superintendent or Committee in favor of the teacher, the overruled evaluation warning shall not then constitute grounds for lack of qualification for dismissal or be construed to deny the rights of the teacher under Section 42 of Chapter 71 of the Massachusetts General Laws. Formal evaluations shall consist of (a) those types of evaluations reference in Article III subjection B#1 and/or (b) one or more separate letters from the Superintendent.

C.    PROFESSIONAL STATUS TEACHERS

A teacher who has earned Professional Teacher Status and has been judged by the Principal as qualified for a remaining position, will be released only after all similarly qualified non-professional status teachers have been released. If two or more professional status teachers are judged qualified for a remaining position, the teacher with greater seniority (length of continuous service) shall be retained.

D.    NON-PROFESSIONAL STATUS TEACHERS

In accordance with applicable law, as interpreted and construed as of the date of execution of the contract, the Superintendent or Principal retains the right not to annually renew the contract of a non-professional status teacher. However, under normal evaluation circumstance the Superintendent shall arrange the order of release of non-professional status teachers on the basis of qualifications and his study of filed evaluation reports on those teachers. If the Superintendent judges that two or more non-professional status teachers have equal qualifications for a remaining position and have substantially equal evaluation status, he shall recommend release of non-professional status teachers in order of decreasing seniority status, the person with the least seniority being released first. The Superintendent’s and the Principal’s judgments on renewal here will not be subject to grievance or legal actions.

E.    SENIORITY

Seniority status shall be determined by continuous employment in the Minuteman District beginning with the first day worked in a permanent position and including any periods of authorized leave of absence. Ties in seniority (length of service) shall be resolved by lot.

F.    CONTINUED RIGHTS

A teacher released from employment under this Article VIII shall have:

1.       The right to priority for recall to a full-time teaching position during the school year after the last full school year in which they worked provided that they have remained actively certified or licensed.

2.       The right to first-call on the substitute list for the next school year after release in whatever area the Principal judges appropriate if requested by the teacher. Released teachers employed as substitutes will be paid at standard Minuteman substitute rates set by the Principal.

G.    PERSONS COVERED

This article does not apply to teachers released on the basis of evaluations or to those who resign. However, unit members who are released from employment under Article VIII shall be eligible to apply for a contracted service position and, if judged by the Superintendent and School Committee to be qualified for same, to compete for annual appointment to the contracted service position.

ARTICLE IX TEACHER FILES

A.    Teacher files shall be maintained under the following circumstances:

1.       No material referring to a teacher’s conduct, service, character, or personality shall be placed in the files unless relating to his/her professional job responsibilities or performance and according to the provisions of Chapter 71, Section 42C of the Massachusetts General Laws.

2.       The teacher shall be sent a dated copy of any material placed in the file at the same time said material is placed in the file.

3.       The teacher shall have the right to submit a response to the statement. The teacher’s answer shall also be included in the file.

4.       A teacher shall be given access to his or her file without reasonable delay. In no instance shall a delay exceed one full work day.

5.       Upon receipt of a written request the teacher shall be furnished a reproduction of any material other than officially confidential references in his file, either without charge or at a cost not to exceed 10¢ per page of material copied. Such copy should be furnished within two working days of the receipt of a written request.

6.       Grievance materials will not be placed in the personnel file.

B.    No file will be maintained on any teacher except the official personnel file. This does not exclude District or Committee use of standard correspondence files with a teacher being given full opportunity to review same as it might apply to him or her.

C.    The Business Manager or his/her representative will respond to any written salary verification request within two working days of the date the request is received. All salary verification requests must be in writing unless previously arranged with the Business manager or his/her representative.

ARTICLE X WORK YEAR AND HOLIDAYS

A.    WORK YEAR

1.       The School Committee will establish a school-year calendar with between 180-185 student workdays.

2.       All teachers will report for duty one full day or, in the case of teachers new to the district (“new” meaning their first full September employment), two full days prior to students arrival.

a.     A teacher who completes all end-of-year assignments and secures written approval of his/her Director/Cluster Chair, Department Chair and assigned administrator (or only the latter where there is no Cluster Chair) on a special clearance sheet made available by the Superintendent on or before June 1st of he school year that is ending will be released one full day after the last student workday.

b.     Any teacher who does not properly complete close-down activities specified by the Superintendent and/or Principal and/or Director must remain on duty until those activities are properly completed.

3.     Department Chair/Cluster Chair Last Day: The last work day, as a teacher, for a senior teacher will be one day after students leave IF all of his/her supervised teachers have properly completed sign-out procedures. If all those supervised have not properly completed sign-out procedures, the senior teacher must remain on duty until all teachers under his or her supervision have been properly signed out. (See Article 1, Section A.4.C)

B.    HOLIDAYS AND SCHOOL RECESS

Unit members will not be required to work during the Thanksgiving, Christmas, Winter and Spring Recesses nor the following holidays: Labor Day, Columbus Day, Veteran’s Day, Martin Luther King Day, Memorial Day and Independence Day.

ARTICLE XI PROTECTION AGAINST DAMAGE SUITS

A.    All cases of assault suffered by teachers in connection with their employment shall be reported to the Superintendent-Director.

B.    Whenever it is alleged that a teacher has assaulted a person or that a person has assaulted a teacher, the Superintendent-Director shall comply with any reasonable request from the teacher for relevant information in the Committee’s possession not privileged under law concerning the person or persons involved. Whenever they apply, existing District insurance policies will be used to protect teachers against damage suits.

ARTICLE XII DAMAGE

No teacher shall be held responsible for loss, damage, or destruction of school property or students’ property when such loss, damage or destruction is not the fault of the teacher. In departments where money is collected, specific persons will be responsible for defining and supervising reasonable accounting and safe-guarding procedures, including daily deposits to the business office. A department or teacher may request and receive administrative assistance in developing procedures in this area.

ARTICLE XIII ACADEMIC FREEDOM AND PROFESSIONAL GROWTH

A.    ACADEMIC FREEDOM

The Association and Committee join in respecting the private life, political freedom, and religious freedom of teachers as long as activities in these areas do not interfere with teaching responsibilities or relationships with students. The Committee and Association agree that school time should be used to pursue defined curriculum goals with primary focus given to clearly identified subject matter objectives and to questions from students; however, both parties recognize the fact that occasional, educationally sound digression from formal course outlines can be both an important teaching method to the instructor and a learning experience for the student. Finally, the Association and Committee agree that any controversial topics should be addressed in a balanced and dignified manner with serious curriculum disagreements to be referred through the Superintendent to the Committee for its judgment thereon.

B.    PROFESSIONAL GROWTH

Staff members who are professionally licensed and or certified shall be required to fulfill professional development activities within the framework of guidelines published by the administration and Department Of Education.

ARTICLE XIV GRIEVANCE PROCEDURE

A.    A “grievance” is hereby defined to mean a complaint by a teacher or a group of teachers based on an alleged violation of a specific provision of this Agreement, or a dispute involving the meaning, violation, interpretation, or unfair or inequitable application thereof.

B.    Failure at any step of this procedure to communicate the decision on a grievance within the specified time limits to the aggrieved employee(s) shall permit the aggrieved party or parties to proceed to the next step.

C.    Failure at any step of this procedure to communicate the decision on a grievance within the specified time limits shall be deemed to be acceptance of the decision rendered at that step.

D.    A grievance that affects a group or class of teachers, or is of a general nature, may be submitted in writing to the Superintendent directly and the processing of such grievance shall be commenced at Level Two.

E.    Persons released from employment through reduction in force or any other procedure shall not be eligible to file grievances. However, the Association may file a grievance on behalf of such persons if it feels that recall or substitute preference rights have not been observed.

F.    If any employee covered by this Agreement shall present any grievance without representation by the Association, the disposition, if any, of the grievance shall be consistent with the provisions of this Agreement. The Association shall be permitted, if it so requests, to be heard at each level of the procedure under which the grievance shall be considered.

G.    Prior to filing a grievance, an informal settlement between the teacher and his/her immediate supervisor will be attempted. A grievance shall be processed in accordance with the following procedure:

Level One

A teacher with a grievance, with or without an Association representative, shall present the grievance to the appropriate manager in writing within ten (10) working days of the occurrence of the event upon which the grievance is based.

Level Two

1.       In the event that the grievance shall not have been disposed of to the satisfaction of the aggrieved employee at Level One, or in the event that no decision has been reached within five (5) working days, the grievance may be referred to the Superintendent-Director. The Superintendent will define and provide a form for the filing of grievances at Level Two and above.

2.       The Superintendent-Director or his designee shall represent the Committee at this level of the grievance procedure. Within five (5) working days after receipt by the Superintendent-Director of a grievance in writing, he shall meet with the aggrieved employee, with or without the Association representative, in an effort to settle the grievance.

Level Three

In the event that the grievance shall not have been disposed of at Level Two or in the event that a decision shall not have been rendered within ten (10) working days after the Level Two meeting, the grievance shall be referred in writing to the Committee. Within fifteen (15) working days thereafter, the Committee shall meet with the aggrieved teacher, with or without the Association representative, in an effort to settle the grievance.

Level Four

A grievance which was not resolved at the level of the School Committee under the Grievance Procedure may be submitted by the Association to arbitration. The proceeding may be initiated by filing with the School Committee and the American Arbitration Association a request for arbitration. The notice shall be filed within ten (10) working days after receipt of the decision of the School Committee, under the Grievance Procedure. The voluntary labor arbitration rules of the American Arbitration Association shall apply to the proceeding.

Either the Committee or the Association shall have standing to question arbitrability in arbitration or in an appropriate forum.

The function of the arbitrator is to determine the interpretation and application of specific provisions of this agreement. There shall be no right in arbitration to obtain, and no arbitrator shall have any authority or power to award or determine any change in, modification or alteration of, addition to, or detraction from, any of the provisions of this Agreement. In reaching his

decision the arbitrator shall not substitute his judgment for that of the Committee; nor shall he set aside the decision of the Committee unless he concludes that the Committee was arbitrary and capricious, and he shall be subject to the principles that there are no restrictions intended on the rights or authority of the Committee other than those expressly set forth herein. The arbitrator may or may not make his award retroactive as the equities of the case may require. Except in cases of group or class grievances, each grievance shall be separately processed in any arbitration proceedings hereunder unless the parties otherwise agree. The arbitrator shall furnish a written opinion specifying the reasons for his decision. The decision of the arbitrator, if within the scope of his authority and power under this Agreement, shall be final and binding upon the Committee, the Association, and the Teacher(s) who initiated the grievance.

The arbitrator shall issue his decision not later than thirty (30) days from the date of the close of the hearings, or, if oral hearings have been waived, then from the date of transmitting the final statements and proofs to the arbitrator’s opinion and conclusion on the issues submitted. The decision of the arbitrator, under this Agreement, will be accepted as final and binding by the parties to the dispute. The arbitrator’s fee will be shared equally by the parties to the dispute.

The Committee agrees that it will apply to all substantially similar situations the decision of an arbitrator sustaining a grievance, and the Association agrees that it will not bring or continue, and that it will not represent any employee in any grievance which is substantially similar to a grievance denied by the decision of an arbitrator.

H.    No grievance meeting at Levels One or Two should be held during scheduled classroom time of the grieving teacher. Whenever possible, such meetings should be held within the normal work day. Level Three meetings shall take place during a regularly scheduled or special School Committee meeting. Such meetings shall be held in executive session if and to the extent permitted by law.

I.     The legal right of the Principal or the Superintendent to dismiss or not to rehire a non-professional status teacher in accordance with G.L., Chapter 71, Sections 41 and 42, and the procedures followed in reaching such a decision, shall not be subject to the grievance procedure under any provision of this contract. As specified in III-B-5 of this agreement, no part of the evaluation procedure is subject to either grievance or arbitration.

J.     Infractions of this procedure by members of the bargaining unit are not grievable.

ARTICLE XV NO STRIKE

The Association and teachers agree that neither they nor any Association representative will cause, condone, encourage, support, or take part in any strike, slowdown, or withholding of non-voluntary services or any other interference with the operation of Minuteman during the duration of this Agreement. The Association and teachers individually and collectively agree that if any teacher violates this article, he or she will be subject to disciplinary or personnel action by the Committee without recourse to grievance and arbitration procedure. Any teacher dismissed under this article would have recourse to normal due process defined by statutes such as Section 42 of Chapter 71 of the General Laws.

ARTICLE XVI PAID LEAVE

A.    BREAVEMENT LEAVE

Teachers will be granted up to three (3) days at any one (1) time in the event of death requiring attention by the teacher of a teacher’s spouse, child, son-in-law, daughter-in-law, parent, father-in-law, mother-in-law, sibling, brother-in-law, sister-in-law, grandfather, grandmother or other member of the immediate household. More time may be allowed at the discretion of the Superintendent-Director and/or Principal. Any questions interpreting "immediate household" will be referred to and decided by the Superintendent-Director.

B.    PERSONAL LEAVE

Teachers will be entitled to three (3) days of personal leave per year for the purpose of religious, personal, legal, business, household, or family matters which require absence during school hours. Application for personal leave will be made at least twenty-four (24) hours before taking such leave (except in case of emergency) and should be coordinated with the teacher’s team.

C.    PROFESSIONAL LEAVE

1.     Long Term Leave for Study or Research

a.     Up to one year for professional improvement may be granted to any member of the professional staff who:

(1)     has been employed for four or more consecutive years in the District;

(2)     has not had such a leave during the previous seven years;

(3)     has received approval by the School Committee of his/her proposal for professional improvement.

b.     Compensation for such leave shall ordinarily be:

(1)     at full pay for one-half year, or

(2)     at half pay for one full year.

c.     Compensation for such leave will be reduced by the amount of any scholarship and research grants, or employment income from sources concurrent with the leave.

d.     A member of the professional staff accepting such leave shall enter into a written contract with the School Committee in accordance with the provisions of Chapter 71, Section 41A of the General Laws of the Commonwealth. This contract will require that the staff member return to the employment of the District for a minimum period of twice the length of leave taken after said leave is completed. This return time must be consecutive, not interrupted.

e.     No more than three percent of the professional staff shall be granted leave at any one time.

f.     Ordinarily, no more than one member of any cluster or department will be granted such leave during any one fiscal year.

g.     Proposals for leave may be defined for any one of the following purposes:

(1)     Study or work experience which will add to the staff member’s ability to fulfill professional responsibilities in the District.

(2)     Research leading to an advanced degree or professional publication.

(3)     Research on or investigation of new methods, techniques, or materials for teaching.

(4)     Travel for the purpose of work or study related to professional responsibilities in the District.

h.     Failure to fulfill the terms of any approved proposal and/or signed contract will result in repayment to the District of the amount of salary paid for the period of leave. Repayment shall be made within a time period specified in the contract with the individual; in no event shall the repayment period exceed the length of the sabbatical.

i.      Proposals for leave for professional improvement must be submitted to the School Committee through the Superintendent-Director by September 1st of the fiscal year proceeding the fiscal year in which the leave would begin.

j.      Special requests may be made to the School Committee through the Superintendent-Director for a waiver of any portion of this section. Waivers may be granted at the sole discretion of the School Committee on a case-by-case basis.

k.     The School Committee will approve or disapprove leave request on the basis of such factors as:

(1)     the guidelines defined in this section;

(2)     appropriateness of the proposed activity for Minuteman interests;

(3)     the specificity of proposed outcomes;

(4)     evaluations of the applicant’s previous performance in fulfilling professional responsibilities; and

(5)     the potential availability of a temporary replacement employee.

2.     Leave for Conferences, Seminars, Workshops, Visits to Other Educational Programs, or Other Short Term Growth Activities.

a.     Each cluster, department, or equivalent professional staff group may submit an annual plan and budget for short term professional growth experiences through the normal budget planning process.

b.     The School Committee will allocate some budget funds for the travel expenses and, where necessary, substitute expenses for such growth activities and will depend upon the Superintendent-Director and his/her staff to administer use of such funds on the basis of:

(1)     judgment of value of specific proposals;

(2)     fair distribution of opportunities across requesting departments; and

(3)     analysis of the department teamwork and planning used to ensure that student interests do not suffer from proposed absences and that substitute costs are either avoided or held to very low levels.

3.     The Committee may require commitment to filing and/or presentation of reports on leave activities for approval of professional leave applications.

D.    SICK LEAVE

1.     All teachers shall be entitled to 15 days sick leave per year subject to the discretionary right of the School Committee or its Superintendent-Director to require a physician’s documentation of the need for absence from teaching duties after three (3) consecutive days of illness or if an unusual attendance pattern occurs. In addition, the Committee shall have the right to require that a person absent for five (5) or more consecutive workdays be examined by a physician appointed by the District and the right to take personnel action on the basis of a report from that physician. Accrued Sick Leave may also be used for the care of an immediate family member (child, spouse or parent) with a serious health condition under limits and guidelines specified in the Family and Medical Leave Act 1993. The accumulation of unused sick leave days will not be limited except that:

a.     such accumulation will not prejudice the Committee’s right to make a decision on the renewal or termination of the contract of any teacher.

b.     sick leave is to be viewed as a protection against financial hardship resulting from illness and never as the source of a bonus to be paid to staff members who do not encounter illness.

c.     prior to a teacher leaving employment due to resignation or termination of employment, accumulated sick leave will be reduced by subtracting 1.5 days per month for each school year-month from the effective date of resignation that the teacher will not be scheduled to work because of resignation or termination of employment prior to the earning of the full 15 days.

2.     A sick leave “bank” shall be established to which individual members of the professional staff who have not announced an intent to resign or retire can voluntarily contribute up to ten (10) days of their unused sick leave to staff members whose accumulated sick leave has been exhausted by prolonged illness. The conditions for use of such bank shall be that:

a.     The bank concept will be pursued only if the Superintendent-Director and School Committee decide not to extend extra sick leave to an individual staff member. Extensions of sick leave shall be subject to the sole discretion of the School Committee or its representative, the Superintendent-Director, on a case-by-case basis.

b.     Said staff member or a member of his/her family must apply to the Superintendent-Director’s office for possible use of the bank, and the application must be accompanied by a physician’s documentation of the serious illness.

c.     The Superintendent-Director will then either request voluntary staff contributions OR refer the application to a Sick Leave Bank Committee consisting of one member of the school administration named by the Superintendent-Director, one member of the Association named by the president, and one member of the School Committee named by the chairperson. The Sick Leave Bank Committee will decide by majority vote whether or not to request voluntary staff sick leave contributions to the applicant. When voluntary contributions are made, they will be deducted from the accumulated sick leave of the contributions made, and they will be deducted from the accumulated sick leave of the contributors. The ability of a staff member to draw on the bank will be subject to the availability of voluntary contributions from other staff members.

d.     Teachers who have announced resignation or retirement and who are not themselves ill are not eligible for sick leave bank use or for contributing to others.

e.     Requested or actual use of either sick leave or the sick leave bank will not prejudice the School Committee’s right to make a decision on the renewal or termination of the contract of any teacher.

E.    FAMILY AND MEDICAL LEAVE

1.       The Family and Medical Leave Act of 1993 (FMLA) allows eligible employees to take job-protected unpaid leave, or to substitute appropriate paid leave if the employee has earned or accrued it, for up to a total of 12 workweeks in any 12 months because of a birth of a child and to care for the newborn child, because of the placement of a child with the employee for adoption or foster care, because the employee is needed to care for a family member (child, spouse, or parent) with a serious health condition, or because the employee’s own serious health condition makes the employee unable to perform the functions of his or her job. In certain cases, this leave may be taken on an intermittent basis rather than all at once, or the employee may work a part-time schedule.

2.       An employee on FMLA Leave is entitled to have benefits maintained while on leave as if the employee has continued to work instead of taking the leave. The District may recover its share of any premiums paid if the employee does not return to work for a reason other than the serious health condition of the employee or the employee’s immediate family member, or another reason beyond the employee’s control.

3.       The employee generally has a right to return to the same position or an equivalent position with equivalent pay, benefits, and working conditions at the conclusion of the leave. The taking of FMLA leave cannot result in the loss of any benefit that accrued prior to the start of the leave.

4.       The District has the right to not less than 7 days advance notice from the employee where leave is foreseeable. In addition, the District may require an employee to submit certification from a healthcare provider to substantiate that the leave is due to a serious health condition of the employee or the employee’s immediate family member. The District may also require that the employee present a certification of fitness to return to work when the absence was caused by the employee’s serious health condition.

5.       The employee may elect, or the District may require the employee to substitute any of the accrued paid vacation, personal, and or/sick leave of the employee for any leave provided for under the FMLA.

6.       Leaves taken as FMLA will conform to Title 29, Chapter V., Part 825 of the (Federal) Family and Medical Leave Act of 1993 and Chapter 149, Section 52D of the General Laws of Massachusetts.

7.     In addition, an eligible employee shall be entitled to a total of 24 hours of leave during any 12 month period, in addition to leave available under the federal act , to:

a.     Participate in School activities directly related to the educational advancement of a son or daughter of the employee, such as parent-teacher conferences or interviewing for a new school.

b.     Accompany the son or daughter of the employee to routine medical or dental appointments, such as check-ups or vaccinations; and

c.     Accompany an elderly relative of the employee to routine medical and/or dental appointments, or for other professional services related to the elder’s care, such as interviewing at nursing or group homes.

F.    PARENTAL LEAVE

Leave without pay may be requested by a staff member who has been employed for at least three consecutive months as a full-time employee for reason of pregnancy or adoption of a child under the age of 18 or for adopting a child under the age of 23 if mentally/physically disabled. Leave for pregnancy will conform to Section 105D of Chapter 149 of the General Laws. Parental leave without pay beyond eight weeks in length may be granted to a staff member who has worked for the District for one full school year or more if said employee receives the recommendation of the Superintendent-Director for a leave longer than eight weeks, the Superintendent-Director’s recommendation to be based upon a review of evaluation reports and a judgment of the potential for finding a qualified replacement for the time period proposed to the School Committee. The exact length of parental leave will be fixed by School Committee vote and will never extend longer than one year after the end of the school year in which the leave commences. The individual on leave shall notify the Committee by April 1st of his or her intent to return to employment. Any person granted such leave will be required to notify the Committee in writing of the intent to return to work; this notification must be received by a date established in the letter announcing approval of the leave, or the person on leave will be released from employment in the District as of that established date.

G.    ASSOCIATION LEAVE

A member of the bargaining unit with professional teacher status who is elected a full-time paid officer of the Massachusetts Teachers Association shall, upon proper application, be granted an unpaid non-credited leave of absence for a maximum of one (1) school year.

H.    MILITARY LEAVE

Military Leave of Absence without pay may be granted to a permanent teacher inducted into the armed forces for the required length of service, according to the terms of the Selective Service and Training Act of 1940 and subsequent amendments by Congress.

Organized Reserve Forces

1.             Every person who is a member of a Reserve component of the Armed Forces of the United States shall be granted such leave without loss of pay in accordance with Section 59 of Chapter 33 of the General Laws after furnishing official evidence that he or she has been ordered to duty. Any military pay received would subtract from District pay issued for such a period.

2.             It is agreed, however, that in the interest of minimizing the interruption of class instruction, the employee, the Association and the Superintendent-Director will exhaust every effort to attempt to schedule the Reserve training during July and August.

I.     OTHER PROFESSIONAL LEAVE

The professional leave provisions previously stated will not preclude implementation of other leave provisions such as the granting of unpaid leaves of absence to teachers with professional status upon approval by and at the sole discretion of the Committee after the recommendation of the Superintendent-Director.

J.     UNPAID LEAVE

Persons on any form of unpaid leave will not be entitled to sick leave or other payroll related benefits. At the discretion of the School Committee/Administration an individual on unpaid leave may petition to join the available Minuteman health insurance program for up to one year at 102% cost to the individual.

ARTICLE XVII PROMOTIONS

A.    Whenever the Committee decides to fill a new or existing certified position it will be adequately publicized by the Principal by means of a notice placed on the bulletin board in school as far in advance of the appointment as practicable. The prerequisites for the position, its duties and rate of compensation will be clearly set forth.

B.    All teachers will be given adequate opportunity to make application for such positions, and the Principal, in making the appointment, shall give consideration to the teacher’s area of competence, major and/or minor field of study, and quality of teaching performance as well as other relevant factors in selecting the best qualified applicant.

ARTICLE XVIII ASSOCIATION RIGHTS

A.    There will be no reprisals of any kind taken against any unit member because of his membership in the Association or participation in its activities provided that such activities are legal and do not constitute a violation of this Agreement. Association membership will not excuse a teacher from being subject to evaluation procedures and School District action hereon.

B.    The Association President and Building Representative will be sent a copy of the official agenda prior to each Committee meeting and a copy of the approved minutes of said meetings except those minutes which remain lawfully secret.

C.    The Association may use school facilities without cost and at reasonable times for Association meetings, with the approval of the Superintendent-Director and in accordance with established Committee policy for such use.

D.    The Committee authorizes the use of school mail to distribute Association material, with the Association assuming legal responsibility for results of such communications.

E.    The School Committee shall make available to the Association upon its reasonable request statistics and records relevant to negotiation, or necessary for the proper enforcement of the terms of this Agreement. The Association shall make available to the Committee upon the latter’s request statistics and records relevant to negotiations or necessary for the proper enforcement of the terms of this Agreement.

F.    The rights and benefits of persons, provided herein, are in addition to those provided by State or Federal law, rules or regulations, including without limitation all applicable teachers of professional status, pension, or education laws and regulations.

G.    In recognition of the fact that the primary mission of the school is the education of its students, the Association acknowledges that no Association activities shall interfere in any way with the educational process or any activities thereto.

H.    The Association may request in writing to the Superintendent-Director that the Committee meet with the Association to discuss matters of professional and educational concern. Any such meeting shall be at the discretion of the Committee, and otherwise subject to Committee regulations and communication procedures.

I.     Whenever a position of “senior teacher” or “Cluster Chair/Department Head” or “administrator” (including Superintendent) is posted for applications, an association officer may then, within seven (7) business days of posting, request a meeting with the Superintendent and/or Principal and/or Chairperson of the School Committee search committee in order to express Association opinions and/or recommendations on filling the position. Said request will be granted and a meeting will be scheduled between the parties at a mutually convenient time. Final decision on appointments will then be made by the Principal and/or the Superintendent and/or the School Committee within the context of School Committee policy and resource allocation.

ARTICLE XIX PROFESSIONAL STANDARDS COMMITTEE

The Association will establish a Professional Standards Committee (PSC) consisting of 2 vocational teachers, 2 academic teachers, 1 guidance counselor, 1 special needs teachers, and 1 other professional staff member. As an alternative to standard administrative action, the Superintendent-Director may request the Association Executive Board to consider convening the PSC to review the case of any professional staff member charged with improper conduct or unacceptable performance and at the PSC’s discretion:

1.       recommend actions to the Superintendent, and/or

2.       provide the charged staff member with the majority perspective of the PSC.

3.       in addition, the PSC will have those duties described in APPENDIX D to the teacher salary schedule.

When convened, the PSC will elect its own chairperson and will arrange to hear testimony from both parties to any debate and will operate on the basis of hearings closed to all but the involved parties or witnesses.

ARTICLE XX RIGHTS OF COMMITTEE

The Committee is a public body established under and with the powers provided by the Statutes of the Commonwealth of Massachusetts. It is acknowledged that as the chosen representatives of the citizens of the sixteen towns which constitute the Minuteman Regional Vocational Technical School District, the Committee has the responsibility for setting standards for the efficient and economical operation of the school system. The Committee has the final responsibility for establishing the educational policies of the District’s school.

Nothing in this Agreement shall be deemed to derogate or impair the powers, rights, or duties conferred upon the Committee by the Statutes of the Commonwealth or the rules and regulations of any pertinent agency of the Commonwealth. Said rights and powers shall also include, but in no way be construed as limited to, the subjects mentioned in the table of contents of this Agreement and the right to establish standards of performance.

As to every matter expressly not covered by the Agreement, and except as expressly or directly modified by clear language in a specific provision of this Agreement, the Committee retains exclusively to itself all rights and powers that it has or may hereafter be granted by law, and shall exercise the same without such exercise being made the subject of grievance or arbitration. However, the Association may request that Committee or administration action on any change in working conditions not covered in this contract be delayed for up to three weeks from the date that the change is announced to the staff so that the Association may enter into negotiation with School Committee representatives in an attempt to define a mutually satisfactory implementation action. The Committee may grant such a delay or proceed with emergency implementation. In the case of emergency implementation judged necessary by the Committee, negotiation designed to explore the possibility of mutually satisfactory action will still be scheduled within the three-week period. If agreement is not defined within the three-week period, the final judgment of the Committee will be or remain implemented.

ARTICLE XXI WAIVER

The Committee and the Association agree that each has had a right to bargain for any provision that they desired in connection with the negotiation of this contract, that each expressly waives the right to reopen the contract for any further demands or proposals, that the present contract constitutes a complete agreement on all matters, and that if other proposals have been made, they have been withdrawn in consideration of this Agreement. The only exceptions to this waiver are defined in Article XXIII.

ARTICLE XXII

SAVINGS CLAUSE

If any provision of this Agreement is or shall at any time be contrary to law then such provision shall not be applicable or performed or enforced except to the extent permitted by law, and substitute action shall be subject to the appropriate consultation and negotiation between the School Committee and the Association. Even though one or more contract items are, or at any time become, contrary to law, all other provisions of this Agreement shall continue in full effect.

ARTICLE XXIII DURATION

The provision of the Agreement shall be effective as of July 1, 2008, and shall continue and remain in full force and effect through June 30, 2011, except that:

The teachers, coaches and advisors salary schedules shown in Appendix A - C will be effective in 2008-2011. This Agreement may be changed during the term or duration of the Agreement only if both parties agree to the change.

APPENDIX A

FY-09

 

 

 

 

 

 

STEPS

LEVEL I

LEVEL II

LEVEL III

LEVEL IV

LEVEL V

LEVEL VI

(old)

LEVEL I

LEVEL IA

LEVEL 2

LEVEL 2A

LEVEL 3

LEVEL 4

1

$45,473

$46,657

$48,363

$49,180

$50,984

$52,030

2

$47,123

$48,306

$50,025

$50,841

$52,680

$53,698

3

$48,596

$49,955

$51,212

$52,501

$54,370

$55,407

4

$50,413

$51,596

$53,351

$54,165

$56,065

$57,106

5

$52,058

$53,242

$55,014

$55,827

$57,758

$58,810

6

$53,788

$54,886

$56,676

$57,488

$59,450

$60,510

7

$56,053

$57,236

$59,052

$59,861

$61,872

$62,977

8

$57,700

$58,882

$60,712

$61,522

$63,562

$64,644

9

$59,813

$60,760

$62,694

$63,188

$65,259

$66,351

10

$62,541

$63,566

$64,513

$65,352

$67,437

$68,541

11

$66,295

$67,025

$67,450

$67,858

$69,615

$70,728

12

$69,759

$70,514

$71,418

$72,338

$74,703

$75,867

13

 

 

$76,675

$77,639

$81,953

$83,360

 

FY-10

 

 

 

 

 

 

STEPS

LEVEL I

LEVEL II

LEVEL III

LEVEL IV

LEVEL V

LEVEL VI

1

$ 46,838

$ 48,057

$49,813

$50,656

$ 52,513

$ 53,591

2

$ 48,536

$ 49,755

$51,526

$52,366

$ 54,261

$ 55,309

3

$ 50,054

$ 51,454

$52,748

$54,076

$ 56,001

$ 57,069

4

$ 51,926

$ 53,144

$54,951

$55,790

$ 57,747

$ 58,819

5

$ 53,620

$ 54,839

$56,665

$57,502

$ 59,491

$ 60,574

6

$ 55,401

$ 56,532

$58,376

$59,213

$ 61,233

$ 62,326

7

$ 57,734

$ 58,953

$60,824

$61,656

$ 63,728

$ 64,867

8

$ 59,431

$ 60,648

$62,534

$63,368

$ 65,469

$ 66,583

9

$ 61,608

$ 62,582

$64,575

$65,084

$ 67,217

$ 68,341

10

$ 64,417

$ 65,473

$66,448

$67,313

$ 69,460

$ 70,598

11

$ 68,284

$ 69,036

$69,473

$69,894

$ 71,703

$ 72,850

12

$ 71,852

$ 72,629

$73,561

$74,508

$ 76,944

$ 78,143

13

 

 

$78,976

$79,969

$ 84,412

$ 85,861

 

FY-11

 

 

 

 

 

 

STEPS

LEVEL I

LEVEL II

LEVEL III

LEVEL IV

LEVEL V

LEVEL VI

1

$48,243

$49,498

$51,308

$52,176

$54,089

$55,199

2

$49,992

$51,248

$53,072

$53,937

$55,889

$56,968

3

$51,556

$52,997

$54,330

$55,698

$57,681

$58,781

4

$53,484

$54,738

$56,600

$57,463

$59,479

$60,584

5

$55,229

$56,484

$58,365

$59,227

$61,276

$62,391

6

$57,063

$58,228

$60,127

$60,989

$63,070

$64,196

7

$59,466

$60,722

$62,648

$63,506

$65,640

$66,813

8

$61,213

$62,468

$64,410

$65,269

$67,433

$68,581

9

$63,456

$64,460

$66,512

$67,037

$69,233

$70,391

10

$66,349

$67,438

$68,442

$69,332

$71,544

$72,716

11

$70,332

$71,107

$71,557

$71,991

$73,854

$75,035

12

$74,007

$74,808

$75,768

$76,743

$79,252

$80,487

13

 

 

$81,345

$82,368

$86,944

$88,437

ASSOCIATED REGULATIONS:

1.       STRUCTURE: The School Committee and Teacher Organization have placed considerable effort into defining a balance between advantages of differentiated staffing and college degree work. Both groups have done this with the intent of supporting the resulting structure for the duration of this contract.

2.       GRANDFATHERING: Teachers already on a salary level because of previous approval of professional growth points will not move to a lower level because of changes in growth points or credits in the new salary structures.

3.       LEVEL DETERMINATION:

Each teacher will be placed on the appropriate level of the salary schedule in accordance with the following:

Vocational-Technical Teacher

LEVEL I: Educator Licensure in the appropriate vocational technical area.

LEVEL II: Professional Educator Licensure plus 15 credits

LEVEL III: Professional Educator Licensure plus 30 credits.

LEVEL IV: Professional Educator Licensure plus 45 credits.

LEVEL V: Professional Educator Licensure plus 60 credits

LEVEL VI: Professional Educator Licensure plus 75 credits.

Bachelor’s degree ADD $500 to base salary

Master’s degree ADD $1000 to base salary

Academic Teacher/Guidance Counselor/Nurses

LEVEL I: Educator Licensure with a bachelor’s degree.

LEVEL II: Educator Licensure bachelors plus 15 credits.

LEVEL III: Educator Licensure & masters or bachelors degree plus 30 credits

LEVEL IV: Educator Licensure & masters plus 15 credits or bachelors degree plus 45 credits

LEVEL V:  Educator Licensure & masters plus 30 credits/CAGS or bachelors plus 60

LEVEL VI: Educator Licensure & masters plus 45 credits/CAGS plus 15 credits/bachelors plus 75 credits Doctoral degree ADD $1000 to base salary

Notes

a.     For vocational technical teachers, “Educator Licensure” means a preliminary vocational technical teacher license or a professional vocational technical teacher license by the Department of Education under Chapter 74 Selected Sections & 603 CMR 4.00 Vocational Technical Education Regulations and Guidelines. To advance beyond Level II a vocational technical teacher must have secured the professional license.

b.     For vocational technical teachers, “degree” means a degree from an accredited college or university in the occupational areas in which they are employed to teach, in engineering, in occupational education, or in secondary education.

c.     If a vocational teacher has a degree, or credits toward a degree, other than a degree as defined in Note b, he/she or she may obtain a statement from an accredited college or university of the number of credits the college or university would accept toward acquisition of a degree as defined in Note b. Upon presentation of that statement, the teacher will be placed on the level of the salary schedule commensurate with the number of credits that the college or university agrees to accept.

d.     For academic teachers, “Educator Licensure” means licensure issued by the Massachusetts Department of Elementary and Secondary Education under 603 CMR 7.0 in the subject areas in which they are employed to teach.

e.     For academic teachers, course work beyond the bachelor’s degree must be in the subject areas in which they are employed to teach or in secondary education, or prior approval for that work must be obtained from the Superintendent-Director to qualify for level advancement on the salary schedule.

f.     For vocational technical teachers it is recognized that professional development points, as outlined in the “Chapter 74 Guide for Professional Vocational Technical Educator License Renewal” will be the basis for level placement and interpreting credits and PDP’s that would equate to ‘credits’.

g.     The criteria for level placement for academic teachers governs advancement from Level II through Level VI for vocational teachers employed to teach in the health, early childhood development, agriculture, distributive education, biotechnology, engineering and environmental science career majors.

h.     Each teacher is responsible for assuring that confirmation of all credits and degrees earned is given to the superintendent-director’s office via an official transcript from the institution. Changes in level placement take effect the school year following receipt of that confirmation by the superintendent-director’s office.

i.      The terms “master’s degree plus 15 credits” and “master’s degree plus 30 credits” mean that the credits a teacher needs to move from Level IV to Level V or from Level V to Level VI of the salary schedule must be earned after the teacher has acquired a master’s degree.

4.       GROWTH POINTS (PDP’S) AND CREDITS: Unless an exception is granted in writing by the Superintendent, growth points (PDP’s) and college course credits will be accepted only if earned after full certification has been received and only if approved in advance according to announced administrative procedures. Approved growth points (PDP’s) will then be accepted as one criterion for step increments and for placement in Level I.

5.       ROLES AND LEVELS: A teacher will be entitled to placement in a salary level covered by the role to which the teacher is appointed on an annual basis. The committee will define role assignments in individual contracts issued annually at its discretion. A teacher may not receive an annual salary higher than the appropriate step in a level covered by his or her role category.

6.       INCREMENTS AND OTHER ADJUSTMENTS: A teacher will move from one step to the next higher step and/or raise in a salary column and schedule on an annual basis unless he or she has not fulfilled professional growth requirements OR unless the Superintendent or Principal arranges withholding all or part of any scheduled raise and/or increment and/or movement to a higher or lower role level on the basis of “SERIOUS” evaluation concerns stated in writing to the teacher according to an annual evaluation procedure published by the Superintendent. A teacher cannot be moved to a lower step than that which he or she has already reached even when role level is lowered.

7.       ANNUAL SALARY SURVEY: In September each teacher will complete and forward to the Superintendent an Annual Salary Survey Form designed by the Superintendent. Data supplied on this form will be the basis for salary planning for the subsequent fiscal years. In the subsequent fiscal year, a teacher will not be entitled to any salary increases beyond the next higher step in the level where he or she was located when completing the form unless:

a.     the teacher predicted eligibility for the higher level on the form and

b.     subsequently delivered official transcript or certificate evidence verifying completion of predicted credits or growth points by the August 31st before the September in which the salary increase would become effective.

NOTE: A receipt for delivery by August 31st should be requested from the Superintendent or Principal.

All teachers are responsible for ensuring that salary eligibility predictions are reasonable for realistic budgeting planning.

8.     SPECIAL PLACEMENTS: The Committee on recommendation of the Superintendent and at its discretion may grant annual salary differentials beyond normal placement on the salary schedule for:

a.     Superior teaching performance

b.     Extra duty jobs not otherwise covered in this contract

c. Keeping a teacher who might otherwise be attracted to a job outside the district

9.       SUMMER WORK: Teachers hired by the Committee for summer work outside the self-supporting summer school will be paid at the rate of 2.5% of their base salary per week of summer work. The base annual salary will be the school-year base salary listed on the last annual contract issued to a teacher before July 1st of the summer in which he or she works.

10.    ACADEMIC DEPARTMENT CHAIRS AND CAREER & TECHNICAL EDUCATION CLUSTER CHAIRS: Chairs, like those in other roles above the category of “teacher”, may be appointed on an annual basis.

In addition, Chairs are required to work an extended contract beyond the school year. A minimum of 188 days up to a maximum of 208 days as part of their extended contract and will be paid an annual differential of $7,389 for the 2009 – 2010 school year. This differential is subject to the annual increase negotiated in salary. The base annual salary will be the school year base salary listed on the annual contract issued to a teacher for the school year beginning after July 1 in which he or she is scheduled to work. In addition, for those positions where lengthened days and very demanding duties so justify, the School Committee may vote position differentials on a position-by-position basis. The base annual salary will be the school year base salary listed on the annual contract issued to a teacher for the school year beginning after July 1st in which he or she is scheduled to work.

11.    INITIAL PLACEMENTS: Initial placements on the teacher salary schedule will be recommended to the Committee by the Superintendent-Director. A certified teacher may be given credit for up to ten recent and successive years of teaching in an area appropriate to his or her Minuteman assignment. Vocational teachers may also be given a year of schedule credit for each two years of relevant trade experience beyond their first six years in the trade, said credit normally not exceeding a total of three to four years. The Superintendent may exceed these guidelines if this seems necessary to compete for persons qualified to fill critical positions.

12.    OTHER STATE AND FEDERAL GRANTS AND SALARY DIFFERENTIALS:

The School Committee may at its discretion select teachers who will receive mentor teacher recognition and/or other grants or differentials subject to these conditions:

a.     Specifically defined duties must be fulfilled to the satisfaction of the Committee or its representative and

b.     The Superintendent will recommend each award on one of two bases:

(1)     The person having completed a project proposal approved by the Superintendent and the funding agency or

(2)     The person having had an opportunity to apply and be judged under local guidelines published in advance by the Superintendent.

13.  LONGEVITY DIFFERENTIAL: A teacher who is in his/her second year on the maximum step of a column and who has completed a full 10 years of consecutive service at Minuteman will receive a longevity payment beginning in their 11th year based upon the schedule below.

a.     Longevity Payments for FY10 will be made according to this schedule:

(1)           Upon completion of 10 consecutive years of service = $1,200 total

(2)             Upon completion of 15 consecutive years of service = $1,700 total

(3)             Upon completion of 20 consecutive years of service = $2,200 total

(4)             Upon completion of 25 consecutive years of service = $2,700 total

(See Salary Schedule)

14.    ADDED ASSOCIATED REGULATIONS: The Superintendent under the direction of the Committee may define and award temporary extra-duty positions beyond the normal extra duty expected of each teacher. Such positions will be posted for 5 working days to give interested persons an opportunity to apply. Persons in such positions will normally be granted a total salary differential of $1,000 for the equivalent of one period per school day per school year.

15.    APPENDIX B AND APPENDIX C SALARY ADJUSTMENTS: Coaching and Advisor stipend increases shall be subject to 2008-11 negotiations.

APPENDIX B STUDENT ACTIVITIES ADVISORS SCHEDULE FOR 2009-10

For the purpose of compensating faculty advisors to student organizations, all student activities will be grouped into one of three categories.

CATEGORY A: activities are year-round, ongoing, organizations with a full time student membership of not less than 30 active students. Each organization in this grouping must meet at least twice monthly and must, over the course of a school year, perform the following:

1.       Two civic/community activities to be approved in advance by the Principal.

2.       Be associated with a State/National ruling body (exception: Sr. & Jr. Class Advisors).

3.       Present to the Principal for approval, a written charter and/or constitution.

4.       Elect Student Governing officers in a manner prescribed by its charter/constitution.

5.       Submit for the Principal’s approval its yearly list of proposed activities, no later than October 15th of each school year.

6.       Submit its organization and advisor to a yearly evaluation for continuance by the Principal.

CATEGORY A ___________________________ 2009-10                                    $2,152

Senior Class Junior Class National Honor Society Student Ambassadors Student Government

CATEGORY B: activities are year-round, ongoing organizations with a full time active membership of no less than 20 registered students. Each organization in Category B must fulfill the following performance criteria:

1.       One civic/community activity to be approved in advance by the Principal.

2.       Present to the Principal for approval, a written charter and/or constitution.

3.       Elect Student Governing officers in a manner prescribed by its charter/constitution.

4.       Submit for the Principal’s approval its yearly list of proposed activities, no later than October 15th of each school year.

5.       Submit its organization and advisor to a yearly evaluation for continuance by the Principal.

CATEGORY B __________________ 2009-10                                                         $1,587

Sophomore Class

Freshman Class

F.F.A.

D.E.C.A.

SADD

Math Club

Chess – pending

Anime Club

Art and Literary Magazine Coordinator

CATEGORY C: activities shall be year round organizations whose active membership must be maintained at no less than 12 students. Category C activities must fulfill the following:

1.       One civic/community activity to be approved in advance by the Principal.

2.       Elect Student Governing officers in a manner prescribed by its charter/constitution.

3.       Submit for the Principal’s approval its yearly list of proposal activities, no later than October 15th of each school year.

4.       Submit its organization and advisor to a yearly evaluation for continuance by the Principal.

CATEGORY C ___________________________ 2009-10 $1,304

Gay Straight Alliance

Any additional student organization proposed after July 1, 2004 will, if approved, be placed in Category C for a minimum of one year. Evaluation for advanced placement will be considered.

CATEGORY D

Skills USA Coordinator

2009-10

$7,644

Yearbook

2009-10

$5,385

Drama Coordinator

2009-10

$5,385

Drama Assistant

2009-10

$1,687

Music Club

2009-10

$1,030

Step Club

2009-10

$0

Student Newsletter

2009-10

$0

GENERAL

The Committee retains all rights to approve or disapprove any student organization and may at its discretion award all or less than all of the allotted stipend subject to evaluations. The Committee also may create or abolish all student advisor positions at its discretion.

Activities with direct relationship to Minuteman curriculum will not normally be considered for approval as a funded student activity.

Each advisor on acceptance of his/her appointment will accept responsibility for all funds raised by that organization and will comply with all record keeping procedures issued by the Principal’s office.

APPENDIX C COACHING SALARIES

1.       Step placement will depend upon experience evaluation against standards approved by the Principal and the Superintendent-Director.

2.       The Committee retains all rights to create or abolish coaching positions at its discretion and to be the final authority on evaluation and step placements.

3.       Stipends will be paid after a formal approved evaluation is submitted by the Athletic Director and accepted by the Principal for each coach at the conclusion of their sport season(s). If the Athletic Director does not file an evaluation with the Principal by the end of a season, stipends will be paid on the basis of written comment from the Principal.

4.       Each Minuteman coach, having successfully completed five consecutive years within a specific sport, will be eligible for a longevity differential based upon the recommendation of the Athletic Director. (See salary schedule for specific amounts.)

5.       Coaching stipends will be subject to negotiations.

COACHING SALARY SCHEDULE

2009-2010 (3% Increase)

Sport

Step 1

Step 2

Step 3

Baseball-Head

4,959

5,418

6,185

Baseball 1st Asst.

3,157

3,319

3,814

Basketball-Head (Boys)

5,453

6,095

6,935

Basketball 1st Asst. (Boys)

3,157

3,319

3,814

Basketball Freshman

2,613

2,828

3,214

Basketball -Head (Girls)

5,453

6,095

6,935

Basketball 1st Asst. (Girls)

3,157

3,319

3,814

Cheerleading - Fall

2,321

2,578

3,121

Cheerleading - Winter

2,321

2,578

3,121

Cheerleading Asst.

1,401

1,532

1,694

Cross-Country-Head

2,820

3,303

4,223

Equipment Manager

6,022

6,448

7,089

Field Hockey-Head

4,776

5,317

6,016

Football-Head

7,386

8,062

9,181

Football 1st Asst

4,246

4,558

5,495

Football 2nd Asst

4,246

4,558

5,495

Football Freshman

3,845

4,057

4,519

Golf-Head

2,448

2,803

3,394

Ice Hockey-Head

5,453

6,095

6,935

Ice Hockey 1st Asst.

3,157

3,319

3,814

Lacrosse-Head

4,959

5,418

6,185

Lacrosse Asst.

3,157

3,319

3,814

Soccer-Head (Boys)

4,777

5,317

6,016

Soccer 1st Asst.

3,157

3,319

3,814

Soccer-Head (Girls)

4,777

5,317

6,016

Softball-Head

4,959

5,418

6,185

Softball 1st Asst.

3,157

3,319

3,814

Swimming-Head

3,453

4,041

4,907

Tennis-Head

2,596

3,197

3,864

Wrestling-Head

5,453

6,095

6,935

Wrestling 1st Asst.

3,157

3,319

3,814

Longevity after 5 years:

 

 

 

5 years

400

 

 

8 years

600

 

 

10 years

800

 

 

Stipends:

 

 

 

Athletic Director

 

 

25,000

Golf Assistant

800

1,000

1,200

Soccer Assistant

800

1,000

1,200

Cross-Country Assistant

800

1,000

1,200

Trainer-as required by MIAA

100/game

 

 

APPENDIX D

Agency Fee

Effective September 1, 1999, the Committee shall require as a condition of employment that all bargaining unit members whose names are submitted in writing by the Association to the Committee as "non-members" of the Association shall pay an agency service fee equal to the annual dues paid by members of the Minuteman Faculty Association, MTA/NEA. Said fee to be set and collected consistent with Chapter 150E, Section 12 of the General Laws. The fee, when using the automatic dues deduction option, shall be due no later than 30 calendar days following the commencement of a school year or 90 days following initial employment into the bargaining unit, whichever is longer. A lump sum payment (due no later than December 31st of that school year) or the automatic dues deduction option (as described above), are acceptable methods of payment. In lieu of dismissal, the Superintendent shall suspend an employee for five (5) school days without pay who is in non-compliance with this provision upon notification of such non-compliance from the Association. Upon receipt of the past due amount, said bargaining unit member shall be immediately reinstated from the remainder of suspension. The sanction cannot be imposed until 6 months of the original notification on non-payment has passed or such longer period of time as required by law.

If the agency service fee remains unpaid upon completion of the aforementioned suspension, the Association will write to the School Committee to initiate termination proceedings against such employee or employees.

Addendum to Minuteman Faculty Association Agreement is approved as stated in the Agreement MMFA–MMSC adopted on July 1, 2008, for a contract to extend through June of the year 2011.

Approved for                                                                                            Approved for

MINUTEMAN REGIONAL HIGH SCHOOL                                   MINUTEMAN FACULTY

SCHOOL DISTRICT COMMITTEE                                                  ASSOCIATION

                                                                                                                    ________________________________

Dr. Edward Bouquillon, Superintendent                                             Edward Teehan, President

________________________________                                         ________________________________

Dore Hunter, Acton                                                                                 Dr. Mary Jane Kurtz

________________________________                                         ________________________________

Laura Morrissette, Arlington                                                                 John Fusco

________________________________

Joseph Scali, Belmont

________________________________

Kileen Burgoyne, Bolton

________________________________

Cheryl Mahoney, Boxborough

________________________________

Mariellen Perugini, Carlisle

________________________________

John Lang, Concord

________________________________

Ford Spalding, Dover

________________________________

John McGarity, Lancaster

________________________________

David Horton, Lexington

________________________________

Kemon Taschioglou, Lincoln

________________________________

Jeffrey Stulin, Needham

________________________________

Alice DeLuca, Stow

________________________________

David Manjarrez, Sudbury

________________________________

Mary Ellen Castagno, Wayland

________________________________

David Harmon, Weston