Mount Greylock

Show detailed information about district and contract

DistrictMount Greylock
Shared Contract District
Org Code7150000
Type of DistrictRegional Secondary
Union AffiliationMTA
Most Recent DocumentMOA
Expiring Year2009
Expired Status
Superintendency Union
Regional HS MembersMount Greylock
Vocational HS Members
CountyBerkshire
ESE RegionBerkshires
Urban
Kind of Communityresort/retirement/artistic
Number of Schools1
Enrollment641
Percent Low Income Students13
Grade Start7
Grade End12
download pdf version of this document view accessible version of this document Mount Greylock Regional School District Agreement with the Mount Greylock Faculty Association

Mount Greylock Regional School District Agreement with the Mount Greylock Faculty Association

2005-2008 and 2009 One Year Extension 

 

AGREEMENT

 

AGREEMENT made as of the first day of September, 2005, pursuant to the provisions of Chapter 150E of the General Laws of the Commonwealth of Massachusetts, by and between the MOUNT GREYLOCK REGIONAL SCHOOL COMMITTEE (hereinafter referred to as the "Committee") and the MOUNT GREYLOCK FACULTY ASSOCIATION (hereinafter referred to as the "Association").

The 2005-2008 contract has been rolled over for a one year extension.  There are not language changes.  The 2008 salary table will adjusted by 2.75%.

 

ARTICLE I

 

PREAMBLE

 

The Mount Greylock Regional School Committee and the Mount Greylock Faculty Association cooperatively seek to provide education of the highest quality for the children of Lanesborough and Williamstown within that financial support provided, and to that end the following agreement is made.

 

ARTICLE II

 

RECOGNITION

 

The Committee does hereby, subject to the provisions of Chapter 150E of the General Laws of the Commonwealth of Massachusetts, recognize the Association for the purpose of collective bargaining as the exclusive representative of all professionals employed by the Committee as classroom teachers, guidance counselors, certified librarians, media specialists, technology coordinators, outreach counselors, speech pathologists and special needs teachersThe School Committee agrees to examine new and/or modified positions to see if they should be included in the bargaining unit.

 

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

 

ARTICLE III

 

PROFESSIONAL NEGOTIATIONS

 

1. In the event that either party to this Agreement desires to negotiate on matters subject to negotiations under Chapter 150E of the General Laws, such party shall so notify the other prior to midnight of January 10 of the year in which the Agreement expires. Such notice shall be in writing.

 

2. If notice shall have been given by one party to the other as provided in Paragraph 1 of this article, the parties shall begin to bargain no later than February 10.

 

3. If the parties reach an impasse in their negotiations, the procedure for the resolution of an impasse described in Chapter 150E will be followed.

 

4. Upon conclusion of negotiations, any Agreement so negotiated shall apply to all professional employees who are members of the unit defined in Article II. The Agreement will be reduced to writing, signed by representatives of the Committee and of the Association, and filed with the Labor Relations Commission.

 

5. Either party to negotiations may, if it so desires, utilize the services of outside consultants and may, if it so desires, call upon them to assist in negotiations.

 

6. The Committee agrees not to negotiate with any teachers' organization other than the organization designated as the representative pursuant to Chapter 150E of the General Laws.

 

ARTICLE IV

 

LEGAL CLARIFICATIONS

 

1. The Committee agrees that it must abide by the terms of this Agreement in fulfilling its obligation to provide for the education of the children of Lanesborough and Williamstown.

 

2. Recognizing that both teachers and administrators are professional educators possessing expertise, the utilization of which will foster the education of students, it is agreed the Board of Directors of the Faculty Association and administration shall meet and confer, at least monthly. The purpose of such meetings is to enable both the faculty and administration to make constructive suggestions and contributions with regard to the implementation and administration of this Agreement and with regard to the conduct of educational affairs of this district. The object of such meetings is not to bargain collectively and so School Committee or administrative policies which might be continued or adopted as a result of such meetings or suggestions emanating therefrom shall be of no force and effect if they shall be contrary to the provisions of this Agreement.

 

3. The Association agrees that the Committee has complete authority over the policies and administration of the Mount Greylock Regional School District which it exercises under the provisions of law and that the Committee will continue to retain, whether exercised or not, the responsibility and prerogative to direct the operation of the said school District in all aspects except same shall not be exercised in violation of any of the express terms and provisions of this Agreement. The action of the Committee with respect to such retained rights and responsibilities shall be subject to grievance at Level Three but not subject to arbitration.

 

4. The Committee and the Association each acknowledge that during the negotiations which resulted in this Agreement each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and the undertakings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this writing. The Committee and the Association, for the life of this Agreement, each voluntarily and unqualifiedly waives the right and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter referred to or covered in this Agreement, or with respect to any subject or matter not referred to specifically or not covered in this Agreement even though such subject or matter may not have been within the knowledge or contemplation of either or both of the parties at the time that they negotiated and signed this Agreement. 

 

5. No agreement, alteration, understanding, variation, waiver or modification of any of the terms, conditions, undertakings, or covenants contained herein shall be binding upon the parties hereto unless agreement is made and executed in writing between the parties hereto.

 

6. The waiver of any breach or condition of this Agreement by either of the parties hereto shall not constitute precedent in the future enforcement of the terms of this Agreement.

 

7. If any provision of this Agreement or any application of the Agreement to any teacher or group of teachers shall be found contrary to law, then such provision or application shall be deemed invalid and nonsubsisting, except to the extent permitted by law, but all other provisions or applications will continue in full force and effect.

 

8. If either of the parties hereto shall during the life of this Agreement desire to make any proposal with respect to the modification or alteration of this Agreement or with respect to any matter not expressly covered by this Agreement, the said party may submit such proposal in writing to the other party and request a meeting. Within ten days of the submission of such proposal, the recipient thereof shall acknowledge the receipt thereof and indicate whether or not it wishes to discuss the same. The submission of such proposal and any subsequent discussion thereof shall not be construed by either of the parties as an agreement by the other that said proposal comes within the purview of this Agreement.

 

9. The Committee and/or its agents will provide the Association with copies of the minutes and addenda of official public school committee meetings.

 

10. The Committee will make available to the Association information relating to items under negotiation which are available to the public. Association requests for such records are to be in writing and will specify the records desired. Original records will be made available in the office of the Superintendent and will not be removed.

 

11. Each of the parties reserves the right to act hereunder by committee, subcommittee, or other designated representative, such action being subject to the approval of the parent group.

 

12. Copies of the Agreement and any successor Agreement will be printed at the expense of the Committee.

 

13. A copy of the current Agreement in force shall be given to each teacher at the beginning of the contract period and to each newly hired teacher at the time of employment.

 

14. The School District will notify the M.G.E.A. in advance of all fees, stipends, release time or other modified contracts awarded to faculty members. 

 

ARTICLE V

 

NO REPRISALS

 

1. The exercise of Constitutionally protected rights of a teacher to pursue religious or political activity shall not be grounds for any discipline or discrimination with respect to the employment of said teacher.

 

2. The exercise by a teacher of those rights vested in teachers, individually or collectively, by Chapter 150E of the General Laws of the Commonwealth (the collective bargaining law) will not be grounds for any discipline or discrimination with respect to the employment of said teacher.

 

ARTICLE VI

 

GRIEVANCE PROCEDURE

 

1. A grievance is a dispute concerning the interpretation or application of this Agreement or any amendment or supplement thereto.

 

2. All time limits herein shall consist of consecutive school days excluding legal holidays, Saturdays and Sundays.

 

3. Grievance Levels and Procedures

 

The four (4) levels of the grievance procedure are: (1) Principal, (2) Superintendent; (3) School Committee; (4) Arbitration. Grievance levels are to be pursued in the following sequence and in the manner described.

 

Level One: A grievant must present the written grievance to the Principal or other designee of the Superintendent within fifteen (15) days of the date the grievant knew or ought to have known of acts or omissions defined under Paragraph 1. The Principal shall, within five (5) days of the submission of the grievance, meet with the grievant, consider the issues and provide a response in writing. If the grievance is not resolved to the satisfaction of the grievant, the grievant may proceed to Level Two.

 

Level Two: The grievant will present the grievance in writing to the Superintendent within twenty-five (25) days of the date the grievant knew or ought to have known of acts or omissions defined under Paragraph 1. The Superintendent shall, within ten (10) days of the submission of the grievance, meet with the grievant, consider the issues and provide a response in writing. If the grievance is not resolved to the satisfaction of the grievant, the grievant may proceed to Level Three.

 

Level Three: The grievant will present the grievance in writing to the Committee within forty-five (45) days of the date the grievant knew or ought to have known of acts or omissions defined under Paragraph 1. At least a quorum of the Committee shall meet with the grievant, consider the issues and reach a decision on the grievance. This decision shall be reduced to writing and delivered to the grievant within twenty (20) days of the presentation of the grievance at Level Three.

 

Level Four: The Association with the permission of the grievant may, but need not, submit the grievance to arbitration. The submission to arbitration must be made within fifteen (15) days of the grievant's receipt of the Committee decision. A copy of the letter of submission to arbitration will be delivered promptly to the Committee.

 

4. The following general provisions shall pertain to arbitration:

 

a. Within ten (10) days after the copy of the letter of submission to arbitration has been delivered to the Committee, the Association will request of the American Arbitration Association a list of seven (7) potential arbitrators whereupon each of the parties shall alternately strike three (3) names from the list until but one (1) remains.

 

b. The said remaining name shall be designated as the arbitrator. Parties shall be bound by the rules and regulations of the American Arbitration Association.

 

c. The cost of the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel and subsistence expenses shall be borne equally by the Committee and Association.

 

d. The arbitrator will confer with the representatives of the Committee and the Association and hold hearings and will issue a decision as soon as possible. The arbitrator's decision will be in writing and will set forth his/her findings of fact, reasoning and conclusions on issues submitted. Both parties reserve the right to contest the arbitrability of the issues involved. The decision of the arbitrator, other than the arbitrability of the issues involved, shall be final and binding upon the parties except that the arbitrator shall make no decision which alters, amends, adds to or detracts from this Agreement, or which modifies or abridges the rights of the Committee or the Association as set forth in this contract or as set forth in any provision of law or which is contrary to any pertinent provision of the law. The arbitrator may not recommend a right or relief for any period of time prior to the effective date of this Agreement.

 

e. The following shall be granted leave with pay to attend an arbitration hearing: (l) grievant; (2) one Association representative; (3) witnesses shall be granted release time to testify.

 

5. Summer Grievance: If the acts or omissions defined in Paragraph 1 occur during the period between the close of school on the last day of the school year and the first day of the next succeeding school year, such acts or omissions shall be deemed to have occurred on the second day of that school year and the time elements referred to in Paragraphs 3 and 4 shall commence on that day.

 

6. If the grievant shall so elect, the presentation of a grievance at any one or more of the levels defined in Paragraphs 3 and 4 may be made by the Association.

 

7. All documents, communications and records dealing with the processing of the grievance will be filed separately from the personnel files of the participants.

 

8. If the acts or omissions defined in Paragraph 1 shall have an impact upon the terms and conditions of several teachers, the Association may initiate such grievance at Level One, provided that such submission shall not deprive any one or more teachers of that right to pursue a grievance in accordance with Paragraphs 3 and 4 of this Article.

 

9. The submission of any grievance to arbitration shall constitute a waiver of all other rights and remedies which the said teacher or Association may have with respect to the matter submitted to said arbitration.

 

10. A grievance shall be deemed to have been waived if it is not presented and processed in the manner herein provided and within the time limits herein provided.

 

11. No matter delegated to the discretion of the principal or superintendent by the provisions of any section of Chapter 71 of the Acts of 1993 or by any provision of Chapter 71 of the General Laws of the Commonwealth of Massachusetts shall be submitted to a Level Three grievance hearing. Said matter shall proceed directly to arbitration from Level Two, either in accordance with the provisions of said Chapters 71, if applicable, and if same are not applicable, then in accordance with the provisions of this Agreement.

 

12. The Association and the Committee recognize the benefit of mutually resolving complaints before resorting to the grievance process.

 

ARTICLE VII

 

SALARIES

 

1. Salaries for the "work year" beginning on September 1, 2005 to August 31, 2008, shall be paid to all personnel within the unit defined in Article II in accordance with and at that rate set forth in Appendix A-1, A-2, and A-3, respectively.

 

2. Each teacher shall be advised of his/her "vertical level," "horizontal level", and if applicable, the Advanced Preparation Level (AP Level) by October 15 of each work year. A teacher first employed during the term of this Agreement shall be advised in writing of the vertical and horizontal levels at which he/she is first employed at the commencement of his/her employment.

 

3. Vertical level movement on the salary schedule can only occur at the commencement of each work year. Vertical movement at that time is automatic, and the teacher will advance to the next higher vertical level until the highest vertical level in that salary column is reached.

 

For a teacher who is at the highest vertical level of the BA, BA+9, BA+18 or BA+30 salary column, when the teacher moves horizontally, either mid-year or at the commencement of the work year, he/she will be entitled to move two vertical steps at the commencement of each work year, (or on occasion of a mid-year movement, at the start of the following work year), until he/she has reached the highest step in that column which represents his/her years of teaching experience.

 

4. The "horizontal level" of each teacher is determined by the academic degree and credits of the individual teacher.

 

a. All academic credits received for courses taken as part of an active and organized program leading to a master’s degree must be credited to the teacher for the purpose of horizontal placement if the master’s program has received the prior written approval of the Committee. The Committee in determining whether or not to grant such approval will decide whether or not the proposed program will better prepare the teacher for the teacher’s current or future assignments within the District. The Committee must grant such approval if the proposed program is in a subject area then being taught by the teacher, or are part of an approved Professional Development Plan and the courses are accredited graduate level courses.

 

b. Academic credits for courses taken other than as part of an active and organized program leading to a master’s degree must be credited to the teacher for the purpose of horizontal placement if the taking of such course or courses received the prior approval of the Committee. The Committee in determining whether or not to grant such approval will decide whether or not the proposed course or courses will better prepare the teacher for the teacher’s current or future assignments within the District.

 

c. The Committee may, upon request therefore, grant horizontal movement to a teacher because of experience gained or skills acquired through attendance at workshops, participation in summer institutes, travel, or summer employment such as textbook preparation, if, in the judgment of the Committee, such experience gained or skills acquired will better prepare for the teacher’s current or future assignments within the District.

 

5. The Advanced Preparation Level (AP Level) of the salary schedule is designed to establish standards and directions for the in-service study of faculty members and to encourage faculty members to continue preparation for their teaching assignments. This salary classification does not depend solely upon degrees or credits earned but also depends upon the nature and content of the graduate study and their relationship to the teacher’s assignment. All courses must be approved by the Superintendent and Committee in advance in order to be credited for Advanced Preparation.

 

a. The following are criteria for placement on the Advanced Preparation Level:

 

1. Possession of a master’s degree.

 

2. Completion of 40 hours of graduate study approved by the Superintendent and the Committee.

 

3. In the subject areas of art, English, foreign languages, history, mathematics, music, and science, at least 24 credit hours must be, and all 40 may be, in content preparation related to the teacher’s assignment. Sixteen credit hours may be in the area of teaching methods related to the teacher’s subject field.

 

4. In the subject fields of business education, guidance, home economics, industrial arts, and physical education where the distinction between content courses and methods courses is less clear, no fixed ratio between these types of courses is established. Each course offered will be judged on its own relationship to the teacher’s assignment and no specific credit limits will be placed on either type of course.

 

5. Courses which substantially resemble either graduate or undergraduate courses previously taken within the past five years will not receive approval.

 

6. Courses in methods of teaching or content preparation related to the teacher’s specific assignment may be repeated every five years.

 

7. Other activities, such as personal study projects, travel and participation in workshops, may, upon the recommendation of the Superintendent, receive approval from the Committee and may be substituted for some of the required hours of graduate study.

 

8. Teachers who have completed 40 credit hours of study beyond the bachelor’s degree and hold a master’s degree may apply for partial differentials when they feel they meet 25%, 50%, or 75% of the approved credit hours’ requirement. The ratio of subject to methods courses referred to in (a) (3) will apply for partial credit towards Advanced Preparation.

 

b. Teachers interested in the Advanced Preparation Level must submit lists of courses to the Superintendent for approval by the Superintendent and the Committee in either September and/or January of the school year.

 

c. Teachers whose credits are not approved may request a written statement setting forth the reasons for these actions.

 

d. Salary increments for credits beyond the Advanced Preparation column of the salary schedule may be granted only for approved credits earned after the teacher has been placed on the Advanced Preparation column.

 

e. Teachers without an earned master’s degree who have been placed by the Committee on the master’s degree column of the salary schedule with equivalent credits will not be eligible for partial increments towards Advanced Preparation until a master’s degree has been earned.

 

6. The Committee may, upon the recommendation of the Superintendent, grant a vertical increment to a teacher for each full year of government-sponsored public service which is of clearly demonstrable value to the school district, provided, however, that no teacher shall receive more than two such vertical increments for such service.

 

7. All salary adjustments will be effective in either September or February of a school year.

 

8. Requests for horizontal advancement on the salary schedule must be made in writing to the Superintendent or his/her designated representative on or before September 15 to be effective in September or on or before January 15 to be effective in February. The initiative for requesting salary adjustments rests with the individual teacher.

 

9. All requests for salary adjustments must contain necessary supporting information, such as transcripts, project descriptions, etc.

 

10. Salary adjustments made in February will be 50% of the full annual increment.

 

11. The District and the Association believe in the value of professional development for teachers as essential in helping students to achieve high standards. The District and the Association recognize the National Board of Professional Teaching Standards certification process as a highly effective means for teachers to engage in this essential professional development.

 

a. The District and the Association will encourage teachers to voluntarily undertake the assessment process to become National Board Certified Teachers.

 

b. The District will budget $3000 each year to help pay the application fee for teachers who wish to undertake the National Board Certification process. As long as the Massachusetts Department of Education provides subsidies for the application fee, candidates will seek the state subsidy, and the District will pay the difference. Teachers who complete the process, but who do not achieve certification, shall be responsible for National Board of certification application fees in future years.

 

c. The District will assist and support the efforts of the National Board certification candidates, by providing professional development leave days, and providing loaned materials and equipment such as video cameras, editing equipment and computers that the District owns.

 

d. For each of the years that the certification is in effect teachers who receive National Board certification will receive an additional $3000 to their annual rate of compensation as provided in the approved salary schedule. Teachers who receive National Board certification and wish to receive this increase in compensation, must submit a request in writing to the Superintendent or his/her designee representative on or before September 15 to be effective in September or on or before January 15 to be effective in February.

 

e. It is important for National Board certified teachers to continue to work with students in the District’s classrooms. The District and the Association will explore other possible roles that these teachers may play in the improvement of education provided to District students. Such other roles and activities may include, but not be limited to mentoring new teachers, monitoring, planning and delivering professional development, facilitating school change, and/or developing curriculum.

 

12. Longevity:  Effective September 1, 2001, members represented by this agreement who have accumulated the equivalent of 15 years of active service in the district may elect to receive $2500 for each of three consecutive years by informing the Superintendent prior to December 12 of their intent to exercise this option commencing with September 1 of the following school year.

 

a. Members may exercise this option once in their careers in the district. The $2500 shall be incorporated into the regular payroll check of the teachers will all appropriate deductions required by state or federal law.

 

b. Members wishing to exercise this longevity option for the 2001/2002 school year must inform the Superintendent prior to October 1, 2001.

 

c. If the member has fifteen years of active service, but not all of the years were full time, the member may elect to take a pro-rated benefit. The pro-rated benefit will be proportionate to the full time equivalency of the years of active service.

 

ARTICLE VIII

 

EXTENDED CONTRACT

 

1. The extended contract provision of this Agreement permits recognition of extra responsibilities assigned to a teacher which may exceed the duties normally expected of a teacher. In such cases, the Superintendent, may approve a temporary increase in salary based upon evaluation of these extra responsibilities. Extended contract recognition is only for the period during which these extra responsibilities are assigned.

 

2. A teacher may request that two administrators consider evidence that his/her total assigned duties are substantially in excess of what is normally expected of a teacher. Following an evaluation of evidence, the Superintendent will advise the teacher whether a salary adjustment will be recommended for consideration by the Committee.

 

3. The Association will be notified of all extended contracts, and whenever possible, notification will be prior to the issuance of such contracts.

 

4. Whenever possible extended contracts will be offered to certified teachers with professional status.

 

ARTICLE IX

 

RAPID ADVANCEMENT

 

It is a policy of the Mount Greylock Regional School District to encourage excellence in teaching and thus the Committee does hereby provide for rapid advancement through the vertical levels of the salary structure as a recognition of those exceptional cases of teaching excellence and high quality contributions to the District's program of studies.

 

Rapid advancement is based on the following criteria:

 

1. Consistent and exceptional excellence in the performance of all teaching responsibilities.

 

2. Significant contributions in curriculum-related improvement.

 

3. Recommendation by the Superintendent after consultation with the appropriate Curriculum Leader, Division Head or an administrator.

 

Since rapid advancement is a permanent advancement in salary position, it is expected that recommendations normally will be based on consistent demonstration of the above qualities over a period of at least three years in the Mount Greylock Regional School District.

 

ARTICLE X 

 

INSURANCE AND ANNUITY PLAN

 

1. The Committee will pay 50% of the Master Medical Plan referenced in section b below, and 80% of all other medical plans of the following types of insurance coverage:

 

a. An $8,000 group term insurance plan insuring the life of the teacher. Teachers may elect to increase their group term insurance to the maximum permitted by law at no expense to the Committee.

 

b. Group hospitalization and surgical insurance equivalent to Master Medical/Schedule I of the Berkshire Health Group.

 

c. For retirees the new contribution amounts in paragraph 1 above will be effective no earlier than January 1, 2006. The District will offer a “special” enrollment period for any employee or retiree wishing to change plans in January of 2006

 

2. The Committee will pay 65% of the cost of a dental protection plan equivalent to Dental Protection Plan II of Delta Dental.

 

3. Teachers shall be eligible to participate in a "tax-sheltered" annuity plan established pursuant to United States Public Law No. 87-370.

 

4.  The health insurance for any teacher retiring after September 1, 2005 will be subject to the provisions of M.G.L. c. 32B, § 18. The School District will provide a retiree supplemental plan as offered by the Berkshire Health Group, or its equivalent. 

 

5. The School District will pay, only one time during employment, to each teacher who drops school health insurance, one half of the School District’s savings for the school year for which the drop is made. The teacher, in order to receive this benefit, must have been on a School District health insurance plan for at least nine (9) months of the prior school year. This provision shall also be applicable to any teacher who drops to a less expensive plan during the same time period. This benefit will be paid in each pay period where District savings are realized.

 

6. Beginning January 2002 the district will make available to teachers the opportunity to participate in a Section 125 Plan under the Internal Revenue Code, which provides for pre-tax deductions for specific purposes from the participants’ payroll checks. All participants in the plan will be required to pay a monthly administrative fee which will be determined by the plan administrator.

 

ARTICLE XI

 

INJURY IN THE COURSE OF EMPLOYMENT

[fred-  per diem referenced here]

1. If a teacher, because of illness or injury sustained in the course of and arising out of the teacher's employment by the Committee, is receiving benefits under Section 34 of Chapter 152 of the General Laws of the Commonwealth of Massachusetts (Workmen's Compensation Act), the Committee shall pay to such teacher each pay period so long as such teacher is receiving benefits under said Section 34, an amount equal to the difference between the teacher's salary at the time of such injury and the amount of weekly indemnity being received by the teacher. The total amount payable by the District under this Article because of any one illness or injury shall not exceed an amount obtained by multiplying the number of such teacher's accumulated sick leave days by such teacher's per diem rate. (Total amount payable by the District = number of teacher's accumulated sick leave days x teacher's per diem rate.) The number of accumulated sick leave days available to the teacher shall be reduced by an amount equal to the total sum paid to the teacher by the District under this Article divided by the teacher's per diem rate. (Number subtracted from accumulated sick days = total sum paid to teacher by the District/teacher's per diem rate.)

 

2. If the illness or injury of a teacher comes within the purview of both this Article and Article XVII, it shall be deemed to come within the purview of this Article, and such teacher shall not be paid any benefits pursuant to Article XVII for such illness or injury, except as provided in Paragraph 1.

 

ARTICLE XII

 

INDEMNITY

 

1. In the event that a complaint, claim, or other demand is lodged against a teacher by any person, firm, or entity other than the Committee because of an act or omission of the teacher, which act or omission occurs in the course of and arises out of the teacher's employment by the Committee, and which act or omission does not constitute gross negligence or willful misconduct, the Committee agrees that it shall indemnify and save harmless said teacher against any and all liability, loss, damages, costs, and expenses incurred by the teacher arising out of said act or omission.

 

2. Notwithstanding the provisions of Paragraph 1 of this Article, the Committee shall not indemnify and save harmless said teacher if the act or omission is alleged to have been committed upon a fellow employee or a member of the Committee.

 

ARTICLE XIII

 

TEACHING HOURS AND YEAR

 

1. The Committee and the Association recognize that the profession of teaching entails the performance of duties and expenditure of time beyond specific hours during which the students are in attendance, and thus it is agreed that the work day of the teacher shall not end until after the students have been dismissed and the teacher's professional duties have been fulfilled.

 

2. The District shall from time to time establish the starting and dismissal times for students provided that the time between starting and dismissal for students shall not exceed 410 minutes. The student day will start no earlier than 7:40 a.m. and end no later than 2:40 p.m.

 

3. All teachers shall be at their assigned stations no later than ten (10) minutes before the established starting time for students.

 

4. All teachers shall have a duty-free lunch period of thirty (30) consecutive minutes. The lunch period shall begin no earlier than 10:45 a.m. and no later than 1:30 p.m.

 

5. The "work year" of the teacher shall include days when pupils are in attendance, orientation days at the beginning of the school year, and any other days on which teacher attendance, in the opinion of the Superintendent, is essential to the fulfillment of the professional responsibilities of the teacher. The Committee shall identify day(s) added to the school year on the school calendar adopted in the spring of the preceding school year. The work year of the teacher (other than new personnel, Division Heads, and guidance counselors) will begin no earlier than September 1 and terminate no later than June 30. If the professional responsibilities of the teacher have been fulfilled, the work year of the teacher shall not exceed 182 days. Teachers required to work beyond the work year of 182 days will be compensated at the per diem rate as defined in Appendix B, Section 2.  [fred ref to per diem by app. B sec. 2]

 

Teachers new to the District may be required to attend no more than two additional days for orientation to the school. These additional days will be unpaid.

 

The District may require each guidance counselor to work eight (8) days beyond the "work year." These additional work days will be limited to the summer vacation period unless, by mutual consent, the administration and the affected guidance counselor agree to an alternative work schedule. A guidance counselor with the consent of the principal has the option to, but need not, take up to five days of vacation during the regular school year in exchange for five working days in the summer.

 

By May 1 of each year the administration will issue a calendar that sets forth the additional workdays and guidance staff assignments for the ensuing summer vacation period. Upon receipt of the calendar, guidance counselors may exchange and substitute assignments to accommodate individual preferences. These changes, if any, must be communicated to the administration thirty (30) days prior to the scheduled additional work days. Compensation will be made to the guidance counselor who performs extra work in accordance with the provisions of Appendix B, Paragraph 2.

 

6. Since extra-curricular and co-curricular activities are an essential part of the education of students, it is anticipated that teachers may from time to time be requested by the Committee to advise and supervise students with respect to such activities. Teachers serving in such advisory and supervisory positions referred to in Appendix B shall receive the stipend therein provided.

 

7. The assigned duties of teachers fall within the following six categories:

 

a. Curriculum Instruction class time is regular assigned classroom instruction time for the various courses. Curriculum Instruction class periods will be no more than 48 minutes in length. A full-time teacher will be assigned no more than five curriculum instruction periods per day on average.

 

b. Extended Learning is instructional support time for teachers to offer direct academic support to the students they have in their regular courses, to be scheduled optionally at the discretion of the administration. Teacher and student academic expectations during extended learning are designed to meet state requirements for “time on learning”. The Extended Learning time for teachers will not exceed 30 minutes per day. For a given teacher, Extended Learning time occurs no more than once per day and cycles to each of the seven periods in order. 

 

c. Advisory is instructional time used to guarantee that each student is well known at school by at least one adult, to ensure that each student belongs to a peer group, to help students improve academic, organizational, and social skills, and to promote coordination between home and school. Advisory may be scheduled optionally at the discretion of the administration.

 

d. If teachers are organized by the administration into teams sharing common students, Team Meeting time is for core teachers to meet as a team to discuss academic and behavioral student progress, curriculum coordination, and other common team issues for their common students. In order to have an effective middle school, Team Meeting periods must occur a minimum of 2 times per week.

 

e. Supervision is time assigned to monitor the behavior of students. Teachers, including part time teachers, may be assigned up to one supervision period, of up to 30 minutes, out of every five days. This supervisory time comes out of preparation time. 

 

f. Preparation time is time that teachers are relieved of all other responsibilities in order to prepare for their classes. Teachers will receive a minimum of 2 full periods of individual preparation time per day on average.

 

The School is on a seven period day. The schedule may rotate or not rotate. Curriculum Instruction class periods will not be scheduled more than five periods per day on average per teacher, and be of no more than 48 minutes in length.

 

If there is no Extended Learning period, high school teachers will have, on average, a maximum of 240 minutes of Curriculum Instruction time and 96 minutes of Preparation time daily. If there is an Extended Learning period scheduled, high school teachers will have a daily maximum of 220 minutes of Curriculum Instruction time on average, 88 minutes of Preparation time, and 30 minutes of Extended Learning for direct instructional support.

 

If the Middle school is not on the same schedule as in the 2005-2006 school year (see appendix XX for copy of the 2005-2006 schedule), then middle school teachers will have a maximum total of 240 minutes of Curriculum Instruction, advisory and team meeting time. Each teacher will have a minimum of 96 minutes of Preparation time on average daily.

 

If the scheduling constraints of the District require teachers to be assigned Team Meeting responsibilities during their preparation time, the District will compensate those teachers

 

at a rate of 1/7 of the MA step 12 position on the salary schedule. This additional pay will be pro-rated if the additional time is scheduled for less than a full year, however, fractional time of a period or block will be considered as a complete period or block and receive the full 1/7 compensation.

 

8. Part-time teachers will be compensated and scheduled in the above categories in proportion to that of a full-time teacher. A full-time high school teacher teaches five courses per semester, supervises an extended learning for each course and fulfills his/her cafeteria supervision duties. A full-time middle school teacher teaches four courses and conducts an advisory period while fulfilling his/her team meeting and cafeteria supervision duties.

 

9. Teachers will not normally be required to teach in more than a total of two disciplines during any one semester. For the purposes of this paragraph, each, but none other than the following, is a discipline: art and music, business, English, computer, foreign languages, home economics /health, technology education (formerly industrial arts), mathematics, physical education, science, and social studies.

 

10. The normal criteria for determining the number of sections of pupils required in the following subject areas will be:

*        An average of 25 pupils per class section in English, history, foreign language, mathematics, child growth and development, health, and middle school science.

 

*An average of 24 pupils per section in biology, earth science, physics, and global science.

 

*An average of 20 pupils per section in chemistry, drafting and studio art.

 

*A maximum of 16 pupils in industrial arts shops and home economics.

 

*An average of 16 pupils in special materials biology.

 

 

11. Exceptions to the above mentioned averages and maxima may be made if the administration determines that it is necessary to do so in the best interests of the educational process.

 

12. In establishing class size, the needs of the students, the methods of instruction, and the safety conditions existing in the school will be considered, and every effort will be made to achieve optimum class size.

 

13. When it is necessary for a teacher to leave the building during unassigned periods, the teacher will notify the Principal's Office in advance.

 

ARTICLE XIV

 

PROFESSIONAL RESPONSIBILITIES

 

1. The Committee and the Association agree that the professional responsibilities of teachers extend beyond the specific hours during which students are in attendance.

 

2. The Association agrees that teachers have a professional responsibility beyond the dismissal time for students to attend meetings with colleagues. In addition, teachers will be available for students in need of assistance or for parent conferences. Teachers will encourage students with problems to seek extra help.

 

 

3. Every Wednesday afternoon during the school year all teachers, including part-time teachers, may be required to remain beyond the regular student dismissal time for administratively scheduled meetings. If no meeting is scheduled, teachers may use the time to meet with students and/or parents. The teacher’s responsibility will not exceed ninety (90) minutes beyond the regular student dismissal time. For purposes of this article “regular student dismissal time” shall mean the dismissal time of a normal “student day”, as defined in Article XIII, section 2. When a teacher’s responsibility under this paragraph is completed a teacher is free to leave the campus.

 

4. It is further understood that teachers will make no outside appointments on Wednesday afternoons except for emergencies that may arise.

 

ARTICLE XV

 

NON-TEACHING DUTIES

 

The Committee and the Association acknowledge that a teacher's principal responsibility is to teach and that his energies should be primarily utilized to this end. The Committee agrees that it will, to the extent practicable, relieve teachers of non-educational clerical or administrative duties by providing non-professional assistance in such areas.

 

ARTICLE XVI

 

TEACHER FACILITIES

 

The School District will provide the following facilities:

 

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

 

2. A desk or table and chair for the teacher in each classroom

 

3. A communications system to communicate between classrooms, division offices, guidance offices and administrative offices.

 

4. Male and female restrooms for professional employees.

 

5. A separate dining room for the use of the school staff and guests of the school.

 

6. A room reserved for the use of professional employees as a faculty lounge, which will include a limited service telephone.

 

7. Insofar as practicable, an office with supplies for the presentation of instructional materials for each of the following divisions: Humanities, Math/Science and Middle School.

 

8. Each teacher will during the school year have available keys to the building, teacher's classroom, teacher's office and desk/files and, where necessary, the appropriate bookroom.

 

ARTICLE XVII

 

SICK LEAVE

 

1. A teacher shall be credited on the first day of each work year with eighteen days of leave with pay.

 

2. A teacher hired during the school year shall receive sick leave in the first year of employment on the basis of one and one half days per month. This leave shall be credited on the first day of employment.

 

3. Experienced teachers who join the teaching staff will receive five (5) days of sick leave for each year of credited teaching experience to a maximum of seven (7) years.

 

4. Sick leave may be accumulated from year to year to a maximum of one hundred eighty (180) days.

 

5. Sick leave may be used for any one or more of the following reasons:

 

a. Because of illness or injury (pregnancy, child-bearing or delivery shall be deemed to be illness).

 

b. Because of the death of a member of the immediate family (said leave shall not exceed five (5) days and must be used within thirty (30) days of the death).

 

c. For rendering necessary care or comfort to an ill member of the teacher's family (said leave shall not exceed ten (10) days in any work year).

 

d. For reasons personal to the teacher and which require activities which cannot be performed outside the "regular work day" (said leave shall not exceed three (3) days in any work year).

 

e. Members of the “immediate family” shall include the faculty member and spouse or domestic partner, and the parents, children, siblings of the faculty member and of his/her spouse or domestic partner, or other members of the faculty member’s immediate household.

 

6. At the beginning of each school year, the Committee shall establish a fund of one hundred fifty (150) days to be a Sick Leave Bank. These sick leave days may be used to provide additional sick leave to any teacher who has exhausted his/her leave and is unable to perform his/her duties due to serious injury or illness.

 

7. When use of the Sick Leave Bank is requested of the Committee, satisfactory medical evidence in support of the request must be presented. The Committee's decision to grant or deny use of the Sick Leave Bank, as based on the adequacy of the medical evidence presented, is not subject to grievance or arbitration.

 

8. Each teacher will be provided with notice of accumulated sick leave by October 1 of each year.

 

9. Effective September 1, 2005, teachers who use no more than two (2) sick days per school year (for either themselves or an ill member of the teacher’s family) will receive a bonus payment of $200 at the completion of the school year.

 

10. The District deducts portions of sick days from teaches’ allowances following the guidelines listed below.

 

a. When teachers notify the Principal’s Office that they will be unable to report to school on a particular day, the Superintendent’s Office is notified, and one sick/personal day is deducted from their sick day allowance.

 

b. Teachers are expected to be present at school to fulfill their professional obligations. Teachers notify the Principal’s Office that they must leave early, arrive late, or miss some periods in the middle of the day due to illness, and they are unable to cover their professional responsibilities, the Principal’s Office notifies the Superintendent’s Office, and portions of sick/personal days are deducted from their sick day allowance. See the chart below.

 

c. “Cover professional responsibilities” means teach a class, oversee a duty, attend required after school obligations, or in the case of guidance counselors, be available to students and parents. 

 

d.  We are guided by the following sections of the Agreement:

 

*Article XIII, Section 13: “When it is necessary for a teacher to leave the

building during unassigned periods, the teacher will notify the Principal’s Office in advance.”

*Article XIX, Section 2, c: “The Superintendent may but need not grant temporary leaves of absence without loss of pay . . . for reasons approved by the administrator or the Committee, provided such leave shall not exceed three hours in a given day (leave granted pursuant to this provision shall not be charged against the leave provided for in Article XVII, Sick Leave).”

 

 

e. The following are examples of how the Superintendent’s Office deducts portions of sick days.

 

Circumstances     Partial Day Deducted     Partial Day Deducted

Late to school, miss two periods, need coverage       2/7     .28

Late to school, miss one period, do not need coverage except for homeroom    1/7     .14

Leave school early, miss one period, coverage needed       1/7     .14

Leave school early, miss one period, no coverage needed  0        0

Leave school early, miss three periods, coverage for two periods  3/7     .42

Leave school after three periods, coverage needed for three periods      3/7     .42

Leave school on a Monday or Wednesday, no coverage needed 7th period, but unable to fulfill Mon/Weds afternoon obligations 1/7     .14

Circumstances

Partial Day Deducted

Partial Day Deducted

Late to school, miss two periods, need coverage

2/7

.28

 

Late to school, miss one period, do not need coverage except for homeroom

1/7

.14

 

Leave school early, miss one period, coverage needed

1/7

.14

 

Leave school early, miss one period, no coverage needed

0

0

Leave school early, miss three periods, coverage for two periods

3/7

.42

 

Leave school after three periods, coverage needed for three periods

3/7

.42

Leave school on a Monday or Wednesday, no coverage needed 7th period, but unable to fulfill Mon/Weds afternoon obligations

1/7

.14

 

 

 

ARTICLE XVIII

 

CHILD-REARING LEAVE

 

1. The Committee shall grant temporary leave of absence to teachers for the purpose of rearing a child born of the teacher or of the spouse of the teacher or adopted by the teacher or the spouse of the teacher. The teacher shall request such leave, in writing, within the twenty (20) calendar days immediately following the day of the birth of the child or within the twenty (20) calendar days immediately following the placement of a child with the teacher or teacher's spouse for adoption.

 

2. The request for this leave shall include:

 

a.  the date of birth of the child or the date the child was placed for adoption.

b. the date that the leave is to begin.

c.  the date that the leave is to end.

d. an assurance that the teacher will immediately resume teaching within the District upon expiration of the leave.

 

3. The duration of the leave granted hereunder shall not exceed twelve (12) calendar months and shall expire on the tenth day of the February or September falling within the said twelve (12) calendar months. If leave granted hereunder shall begin after the first day of February, the teacher will be deemed to have served a full year for purposes of salary increment.

 

4.  The Committee will grant ten (10) days of paid leave, without any deduction from accumulated sick leave, for child rearing or adoption; provided that there was a timely request for child-rearing leave as specified in paragraph 1 above, and the paid leave is taken within thirty (30) calendar days immediately following the birth or arrival of the adopted child.

 

No more than one such paid leave may be received within a school year. Unused time may not be carried from one school year to the next school year. The time shall not be increased as a result of multiple births or adoptions. If both spouses are employed by the District, the total amount of paid time may be taken by one spouse or divided between the spouses.

 

ARTICLE XIX

 

DISCRETIONARY LEAVE

 

1. The Committee may grant temporary leave of absence to teachers for the following reasons and upon such further terms and conditions as the Committee may determine and the grant, denial and imposition of terms and conditions by the Committee with respect to such leave shall be conclusive and shall not be subject to grievance or arbitration.

 

a. to serve as an exchange teacher

 

b. to serve in public office

 

c. for such other purposes as the Association shall recommend in any given instance (the written recommendation of the Association shall be submitted to the Committee together with the request for leave) for such other purposes as the Committee shall deem to be appropriate in any given instance

 

e. for academic pursuits which require the attendance of the teacher prior to the conclusion of the District's academic year and which do not come within the purview of Article XX, Professional Development Assistance.

 

2. The Superintendent may but need not grant temporary leaves of absence without loss of pay for the following reasons and upon the following terms and conditions: (the grant or denial of leave by the Superintendent shall be conclusive and his decision shall not be subject to grievance or arbitration).

 

a. For the purposes of visiting other schools or attending meetings or conferences of an educational nature, provided the request is made to the Superintendent and then only for a period not in excess of three days.

 

b. For the purposes of attending conventions, seminars and conferences provided the request is made to the Superintendent in writing at least ten days before the commencement of the time of the requested absence.

 

c. For reasons approved by the administrator or the Committee, provided such leave shall not exceed three hours in a given day (leave granted pursuant to this provision shall not be charged against the leave provided for in Article XVII, Sick Leave).

 

ARTICLE XX

 

PROFESSIONAL DEVELOPMENT ASSISTANCE

 

1. Subject to the availability of funds as budgeted by the School Committee for this Article XX, financial assistance for the purpose of participating in approved programs for professional development will be available to any teacher who has attained professional teacher status in this School District in accordance with the provisions of this Article XX.

 

2. Professional Development Assistance ("PDA") will be available to pay or reimburse the teacher for all or a portion of such of the following expenses associated with his/her participation in a professional development program as shall be approved in accordance with this Article:

 

a.  Tuition

b.  Room and Board

c. Travel to and from program

d. Required books and supplies

 

3. When a teacher is to attend a program where a stipend or other reimbursement or assistance is to be received, the amount to be paid by the District together with the amount of the stipend or other reimbursement or assistance may not exceed the total cost of the program. [was left out of electronic copy]

 

4. Teachers who receive PDA and do not successfully complete the program or resign their position prior to the end of the next school year shall be required to return to the District the amount of money paid by the District under this Article.

 

5. The PDA Committee shall consist of a member of the School Committee, an administrator, a Curriculum Leader, or a Division Head appointed by the Superintendent, and three teachers appointed by the Board of Directors of the Faculty Association. No current applicants for PDA may serve on this Committee. Before December 1, the PDA Committee shall meet to consider any criteria in addition to those listed in Paragraph 7. All teachers shall receive a statement of the criteria from the PDA Committee by December 15.

 

6.  All applications for a PDA must be received, in writing, by the Superintendent no later than March 1.

 

7. All such applications shall:

 

a. Indicate the specific program for which PDA is being sought, including a brochure or syllabus if available;

 

b. Include a description of the activities and objectives to be pursued in the program;

 

c. Clearly define the anticipated value of the program to the District;

 

d. Clearly define the anticipated value of the program to the teacher;

 

e. Set forth the costs of the program, itemizing such costs by the categories set forth in paragraph 2 above or such greater detail as shall be requested by the PDA Committee;

 

f. Set forth the stipend or other reimbursement or assistance, if any, for which the applicant has applied or intends to apply or which he/she expects to receive; and

 

g. Include such other information as the PDA Committee shall request.

 

8. The PDA Committee will read and review all applications, meet with the applicants as necessary, and submit a written recommendation to the Superintendent no later than March 20. This written recommendation must set forth the method used for reaching a decision and the basis for the recommendation, including its perceived value to the District.

 

9. Upon review, the Superintendent may recommend one or more applicant(s) for PDA to the Committee. The report of the PDA Committee will be available to the Committee and the Association. If the Superintendent's recommendation is contrary to the recommendation of the PDA Committee, a spokesperson for the PDA Committee will be given the opportunity to expand upon or elucidate the PDA Committee's recommendation at that School Committee meeting during which the Superintendent's recommendation is being acted upon.

 

10. The School Committee shall act on the recommendation of the Superintendent on or before April 15. All applicants for PDA will be notified of the School Committee's decision in writing.

 

11. The report of the PDA Committee and the recommendation of the Superintendent will be available to any applicant for PDA.

 

12. Compliance with the procedural provisions of this Article XX shall be subject to grievance at Level Three and to arbitration as provided in Article VI. However, the substantive decisions to grant or deny PDA to any one or more individuals shall not be subject to grievance or arbitration.

 

ARTICLE XXI

 

FORMAL TEACHER EVALUATION

 

1. For the purposes of this article, reference is made to Section 14 of Chapter 188, the Public School Improvement Act of 1985, 603 CMR 7.04, and the Education Reform Act of 1993 (Chapter 71 of the Acts of 1993).

 

2. Evaluation is an assessment of a teacher's professional skills and performance and consists of a series of observations, conferences, and classroom visitations carried out by the evaluator. The primary goals of evaluation are a) to provide for continuous examination of professional skills, b) to foster professional growth, c) to provide information for improving performance, and d) to provide a record of facts and assessments for personnel decisions including, but not limited to, decisions by the Superintendent on professional teacher status.

 

3. It is the responsibility of the Superintendent to ensure that each evaluator engaged by the Committee has training in general principles of supervision and evaluation and has or has available to him/her expertise in the subject matter or area to be evaluated.

 

4. Observation and evaluation of the work performance of a teacher shall be conducted openly with full knowledge of the teacher.

 

5. The evaluation of a teacher shall be conducted using primarily the technique of direct observation. However, while classroom observation is the primary source of information the evaluator may consider other appropriate information consistent with the criteria enumerated within this Article to produce a documented, timely, accurate and complete picture of the teacher's overall performance.

 

6. Evaluation Procedures and Time-Frame

 

a. Each teacher who has attained professional status may be evaluated every year but not less than every four years, and each teacher who has not attained professional teacher status shall be evaluated every year.

 

b. Teachers being formally evaluated will normally be observed in the classroom by their evaluator at least twice in a school year.

 

c. Each teacher will meet with his/her evaluator by October 15 to establish objectives for the academic year. (Annual Objectives for the Year) Among the objectives to be considered are:

 

1.       Currency in the Curriculum

2.       Effective Planning and Assessment of Curriculum and Instruction

3.       Effective Management of Classroom Environment

4.       Effective Instruction

5.       Promotion of High Standards and Expectations for Student Achievement

6.       Promotion of Equity and Appreciation of Diversity

7.       Fulfillment of Professional Responsibilities

8.       If mutual agreement of objectives for a given academic year cannot be reached between the teacher and his/her evaluator, the evaluator shall establish the objectives.

 

 

d. The classroom observation process will commence after the conference establishing a teacher's annual objectives. Evaluators shall make periodic classroom observations and visits, of which at least one shall be pre-arranged at an agreed-upon date. Comments concerning teacher performance shall be made by the evaluator within ten school days of a classroom observation or visit.

 

e. Prior to May 1 the teacher and his/her evaluator shall meet to review the final evaluation report. A copy of such evaluation report (Teacher Evaluation Report) will be given to the teacher at that time.

 

f. A teacher shall have the right to submit a written statement which shall be attached to the Teacher Evaluation Report.

 

7. During the teacher evaluation process, the evaluator may provide specific recommendations for improving performance. The teacher shall be given sufficient time to benefit from an evaluator's comments for improvement prior to subsequent observations. The evaluator and teacher will discuss the "sufficient time" necessary and if mutual agreement on "sufficient time" is not reached, the evaluator shall establish same.

 

8. If a teacher receives a rating of needs improvement on the annual evaluation report the teacher will be notified in writing of the reason(s) for such determination and such teacher will be provided with specific recommendations for improving performance in the area(s) identified as needing improvement.

 

9. If a teacher receives an unsatisfactory rating on the annual evaluation report the teacher will be notified in writing of the reason(s) for such determination and such teacher will be provided with specific recommendations for improving performance in the area(s) identified as needing improvement.

 

10. A teacher who has attained professional teacher status receiving an unsatisfactory rating shall receive additional assistance of a reasonable nature if such assistance is requested by the teacher and is approved by the Superintendent.

 

11. When a teacher who has attained professional teacher status is not to be evaluated pursuant to the preceding Paragraphs 1 through 10, such teacher's performance may be assessed by a peer. Such an assessment is not to be construed as an evaluation, but is encouraged as a meaningful tool for self-improvement.

 

12. The Committee and the Association endorse the concept that student perceptions about what happens in the classroom are significant. Therefore, all teachers will be required to administer a student evaluation form adopted by the Committee. These forms will be filled out anonymously by students, will be delivered directly to teachers, and need not be shared with the administration. Such assessment is not to be considered as an evaluation, but is provided as a meaningful tool for improvement of teaching and/or curriculum.

 

13. Pursuant to Section 40 of the Education Reform Act of 1993, the District and the Association have agreed on teacher performance standards as set forth in Appendix C5.

 

14. Teachers without professional status will be evaluated each year in accordance with the Formal Teacher Evaluation process elaborated in this article.

 

15. Each teacher with professional status will be evaluated by the administration in one of the four years of a professional growth cycle. These evaluations will be carried out in accordance with this article. The other three years will contain activities to enhance classroom effectiveness through individual projects and through peer observation and collaboration. The expectations for these three years are specified in Appendix C6 of this Agreement. If at any point in the four year cycle the Superintendent develops a significant concern that a teacher is not meeting the district teacher performance standards, the Superintendent may place that teacher in the Formal Teacher Evaluation process elaborated in this article. If that placement occurs during the second half (semester) of the school year, the formal process will continue for the duration of the subsequent school year.

 

See Appendix C6, Professional Growth Program.

 

ARTICLE XXII

 

PRESIDENT OF THE FACULTY ASSOCIATION

 

The President of the Faculty Association will receive a reduced teaching load of one course per year.

 

The District will make a reasonable effort to provide the President of the Association with an effective work area to conduct Association business.

 

ARTICLE XXIII

 

PERSONNEL FILE

 

1. A Personnel File has been and shall be maintained with respect to each teacher.

 

2. Teachers will have the right, upon request, to review the contents of their personnel file. A teacher will be entitled to have a representative of the Association accompany the teacher during such a review.

 

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

 

4. If the Superintendent determines that a complaint made against a teacher by a student, parent or other relevant person is of a serious nature, the teacher will be notified and the complainant identified. The Superintendent will conduct an investigation during which the teacher will have an opportunity for defense. If the Superintendent concludes that said complaint is of sufficient veracity to record in the Personnel File, the teacher will be notified. The teacher will be given the opportunity to respond and rebut the complaint in writing. Both the Superintendent's findings and the teacher's statement shall be filed. It is understood that the Superintendent's report about the complaint and accompanying documents should not remain on file ad infinitum. After a reasonable time (not less than one year from the date of the filing) the teacher may request that the Superintendent expunge the records and findings of the complaint. The Superintendent will then act at discretion.

 

5. The Administration may act to update personnel files through the process of removing from those files materials that are, in the Administration's judgment, outdated. When the Administration takes such action, the teacher must be given the opportunity to view and reclaim such material.

 

6. If a teacher is to be disciplined or formally reprimanded by any member of the administration, he/she will be entitled to have a representative of the Association, as designated by the President, present. A formal reprimand is defined as any reprimand that is written and placed in the teacher's Personnel File.

 

ARTICLE XXIV

 

SUPERINTENDENT'S GRANTS

 

1. The Committee anticipates that it shall from time to time provide funds for projects that enhance the instructional program of the school or the professional development of teachers, or that contribute significantly to the life of the school. These Superintendent's Grants shall be for activities which are too large in scope to be accomplished as part of a teacher's regular professional duties. Such projects shall include, but are not restricted to, curriculum development, designing of professional workshops, preparation of in-service programs, professional research, and travel for the purpose of observing operating programs. 

 

2. Proposals for projects, describing the project's goals and objectives, outlining the intended approach, estimating the time and expense (travel, materials, etc.) necessary to complete the work, describing the project's value to the District, and specifying a date of completion will be presented to the Superintendent by April 30.

 

3. Project proposals are to be evaluated by a committee of faculty, Curriculum Leaders or Division Heads (if relevant), and administrators appointed by the Superintendent. This committee will examine the proposal and recommend approval or disapproval of the work to the Superintendent in writing by May 30. This date will permit the Superintendent to notify in writing those proposing the project of approval or disapproval four weeks prior to the anticipated beginning date.

 

4. Notification of approval will specify the scope of the project, a date for project completion, the amount of the grant, and the timetable of payment.

 

5. The committee appointed under the provisions of Paragraph 3 will be responsible for evaluating all projects prior to payment.

 

ARTICLE XXV

 

IN-SERVICE EDUCATION

 

1. In order to foster continued proficiency in the education and training of the students within the District, the Committee anticipates that it may, from time to time, provide in-service education for teachers. Attendance at and participation in such programs shall be mandatory for all teachers who have not attained professional teacher status. Attendance at and participation in such programs which take place during student release time shall be mandatory for all teachers.

 

2. The expenditure of funds provided for in-service education for teachers will be determined by the Committee.

 

ARTICLE XXVI

 

DUES DEDUCTION

 

1. The Committee agrees to deduct from the salaries of its employees dues for the Association, the Massachusetts Teachers Association, and the National Education Association as said teachers individually and voluntarily authorize the Committee to deduct, and to transmit the monies promptly to the Association.

 

Teacher's authorization will be in writing on the form set forth in Appendix C.

 

Any such authorization for a subsequent school year may be withdrawn by such teachers by giving at least sixty (60) days notice in writing of such withdrawal to the Superintendent or his/her designee, who will promptly notify the Association.

 

2. The Association will certify annually and in writing to the Committee the current rate of its membership dues. The specific amount of the current dues of the Association shall be certified to the Committee by the Association treasurer on or before September 30 of each school year.

 

3. Deductions will be made in equal installments from the first and second paychecks in each month, beginning with the first paycheck in October and ending with the second paycheck in June.

 

ARTICLE XXVII

 

REDUCTION IN FORCE

 

1. If the Committee, in the exercise of its discretion, determines that it shall reduce the number of teachers employed by it, it shall, subject to the provisions of the General Laws of this Commonwealth, implement such reduction in the following manner:

 

(a)  It shall determine the position or positions to be eliminated and shall so advise the Association in writing (such writing shall be delivered to the President of the Faculty Association within the ten days next ensuing the day of such determination).

 

(b)  The Superintendent shall terminate or not renew the employment of those teachers who have not attained professional teacher status with the least seniority, provided that such termination or non-renewal will permit the staffing of all anticipated positions by teachers qualified in accordance with Paragraph 3.

 

(c)  If implementation cannot be fully accomplished as provided in Paragraph (b) hereof, the Superintendent shall terminate the employment of those teachers who have attained professional teacher status with the least seniority and whose termination will permit the staffing of all anticipated positions by teachers qualified in accordance with Paragraph 3.

 

(d)  It is recognized that proceeding in accordance with sub-paragraphs (a), (b), and (c) may entail the transfer of teachers from one position to another. The nature and extent of such transfer shall be determined by the Administration.

 

2. Seniority shall be measured in terms of a teacher's length of service in years, months and days from the initial date of appointment by the Committee or the Principal (seniority of part-time teachers shall be prorated). By October 1 of each year, the Committee shall publish a preliminary seniority list setting forth the seniority of each teacher in each subject area. The preliminary seniority list shall include the following:

 

1) Name

2) Appointment Date

3) Certification Field(s)

4) Certifiable Field(s)

5) Listed subject fields in which teacher has minimum of one full year full-time equivalent teaching experience at MGRHS

6)  Listed subject fields where there has been successful completion of eighteen (18) hours of college level course work, at least nine (9) of which have been completed within the past five (5) years

7)  Certification for which there is no Article XXVII protection.

 

 By February 1 the Committee will post the updated seniority list with the above information. All errors and omissions in such list shall be called to the attention of the Committee within fifteen school days. By March 1 the Committee will publish a final seniority list, which list shall be final and binding upon all parties.

 

3. In the event that the Committee implements a reduction-in-force pursuant to Paragraph 1, teacher qualification means the following: A teacher is qualified to teach in a subject field if the teacher is certified or certifiable to teach in that subject field and

 

a. The teacher has one year full-time equivalent teaching experience in that subject area at Mt. Greylock, or

 

b. The teacher has successfully completed at least eighteen (18) credits of college level course work in that subject area, at least nine (9) of those credits having been completed in the preceding five (5) years. The Committee shall upon the recommendation of the Superintendent determine the applicability of specific courses for meeting this requirement. Upon the recommendation of the Superintendent, experience which is in the judgment of the Committee evidence for qualification may be substituted for some or all of the above college credit requirements.

 

Evidence of qualification to meet the requirements of the preceding Paragraph 3 must be presented by the teacher to the administration on or before March 1 of the year in which the appointment is made. The teacher may also present a written statement of qualifications to the Committee.

 

4. If the implementation of the reduction in force in accordance with Paragraph 1 of this article produces for termination two or more teachers with identical seniority, the Superintendent shall terminate the teacher with the lowest level of formal educational training.

 

5. Teachers who have been terminated in accordance with the provisions herein above set forth shall be entitled to recall rights for a period of two years from the effective date of termination. If a teaching vacancy shall occur during the said two-year period, such teacher shall be notified of such vacancy (such notice shall be delivered by certified mail, return receipt requested, and shall be addressed to the teacher involved at the address appearing in the records of the School District). If one or more of said teachers shall, within 14 days of the date of such notice, advise the Superintendent in writing that teacher is desirous of being appointed to such vacancy and said teacher is appropriately certified or certifiable, teacher with the most seniority at time of termination shall be granted preference with respect to filling such position. The re-employment of any such teacher shall immediately vest in such teacher such rights and benefits as shall have accrued to the teacher at the time of termination.

 

6. Teachers who have been terminated in accordance with the provisions of this Article shall be given preference on the substitute list during the two-year period next ensuing date of termination.

 

7. To the extent permitted by law, any teacher who has been terminated as herein provided shall be permitted to continue the group life and health insurance coverage for that two-year period immediately ensuing the date of termination provided that the teacher shall promptly reimburse the School District for the cost thereof.

 

8. Nothing herein shall be construed as precluding or inhibiting the exercise by the Committee and the Administration of its right to terminate any one or more teachers who have not attained professional teacher status for reasons other than a reduction in force. In the event that a teacher who has not attained professional teacher status is discharged or not renewed for reasons other than reduction in force and such discharge or non-renewal does coincidentally result in a reduction in force, it shall be the burden of teacher so discharged or not renewed to prove, by a fair preponderance of the evidence, that the discharge or non-renewal was due solely and exclusively for purpose of effecting a reduction in force.

 

9. When a teacher is recalled to a vacancy which is less than a full-time position, the teacher shall be paid a salary calculated by multiplying that rate set forth in Appendix A at such teacher's appropriate level by the said teacher's prorated portion of service. A teacher recalled to such a position is entitled to full insurance benefits as set forth in Article X. The recalled teacher may refuse appointment to a less than full-time position and retain recall rights.

 

ARTICLE XXVIII

 

SUBSTITUTE TEACHERS

 

1. It is agreed that substitute, night and summer school teachers are not members of the bargaining unit and do not come within the purview of this contract and are not entitled to the benefits of this contract.

 

2. If a teacher is ill or otherwise unavailable, the Committee shall diligently seek to provide a substitute teacher. If such substitute is not available, the administration may require a teacher from within the system to so substitute, provided, however, that such substitutions shall be distributed upon an equitable basis and no teacher shall be required to substitute more than two days in one week.

 

3. Teachers within the recognized unit who are assigned "substitute duty" under Paragraph 2 shall be paid $10 for each period taught. For the purposes of this Article, Advisory and Extended Learning are considered periods taught.

 

ARTICLE XXIX (A)

 

DIVISION HEADS

 

1. The Mount Greylock Regional School Committee has established Division Head positions for the purpose of effecting the coordination, evaluation and improvement of courses of study and of instruction. Upon receipt of staffing recommendations for Division Heads from the Superintendent the Committee shall take such action upon the recommendations as it deems advisable. The length of term for each Division Head shall be a period not to exceed three years as determined for each appointee at the time of appointment. No person shall serve as a Division Head for more than six consecutive years.

 

2. In order to fulfill the responsibilities of the position of Division Head and to encourage success, each person holding a position of Division Head will normally be released from two (2) teaching periods and all extra duty assignments during his/her term. If a Division Head and the Superintendent agree that the demands of a particular Division Head position require an additional released period, the Superintendent may authorize such Division Head's release from three (3) teaching periods and all extra duty assignments. A Division Head will normally work four days more than required of teachers. These four additional work days shall be planned in collaboration with District administration.

 

3. Each person holding a position of Division Head will receive such salary as would be payable to him/her if employed as a full-time teacher, plus a stipend of $2500 per school year. The stipend will be prorated for service of less than a full work year. Work days in excess of four days more than required of teachers will be paid in accordance with the Extended Contract provisions in Article VIII of this Agreement.

 

4. District administration shall annually evaluate each Division Head. 

 

5. The School Committee may provide funds for special projects and project leaders as provided in Articles VIII of the collective bargaining Agreement. Special Projects must be recommended by the Division Heads to the administration and approved by the Superintendent.

 

 

6.  Decisions made by the Committee or the Superintendent pursuant to the provisions of this Article shall not be subject to arbitration, but may be subject to the grievance procedure, Level Three.

 

ARTICLE XXIX (B)

 

CURRICULUM LEADERS

 

1. The Mount Greylock Regional School Committee has established Curriculum Leader positions for the purpose of facilitating and coordinating the development, evaluation and improvement of curriculum. The Principal will recommend for the Superintendent’s approval teachers to serve as Curriculum leaders. No teacher is obligated to accept an assignment as Curriculum Leader.

 

2. If a Curriculum Leader and Superintendent agree that the demands of a particular Curriculum Leader position require additional release time, the Superintendent may authorize such Curriculum Leader to be assigned a reduced teaching load. Curriculum leaders will not be assigned any supervisory duties but will be expected to fulfill extended learning assignments.

 

3. For the 2001/2002 and 2002/2003 school years, a Curriculum Leader will normally work one day more than required of teachers. For the 2003/2004 school year a Curriculum Leader will normally work two days more than required of teachers. These additional work days shall be planned in collaboration with District administration.

 

4. Each person holding a position of Curriculum Leader will receive a stipend of $1000 for the 2001/2002 school year; $1750 for the 2002/2003 school year; and $2500 for the 2003/2004 school year. Work days in excess of those enumerated in Section 3 of this article will be compensated at a per diem rate as stipulated in Appendix B, paragraph 2.

 

5. Each Curriculum Leader shall meet with the Principal at the beginning of each work year to discuss and establish goals relative to the needs of that curriculum area.

 

6. The School Committee may provide funds for special projects and project leaders as provided in Article VIII of the collective bargaining Agreement. Special projects must be recommended by the Curriculum Leaders to the administration and approved by the Superintendent.

 

ARTICLE XXIX (C)

 

TEAM LEADERS

 

The Mount Greylock Regional School Committee has established Team Leader positions for the purpose of facilitating and coordinating the Middle School Team meetings and to act as a liaison between the Middle School Teams and the Middle School Division Head. The Principal will recommend and the Superintendent will approve candidates for the Middle School Team Leaders. No teacher is obligated to accept an assignment as Team Leader. Each person holding a position of Team Leader will receive a stipend of five hundred dollars ($500) per school year.

 

ARTICLE XXIX (D)

 

TECHNOLOGY COORDINATOR

 

The District has established the position of Technology Coordinator (TC) for the purpose of supporting and facilitating the use of information technology in the curriculum and instruction of all disciplines. The TC will oversee the functioning of the district computer network and associated technology, and will provide staff development in ways to integrate technology into the curriculum.

 

The TC will receive such salary as would be payable to him/her if employed as a full-time teacher. In order to fulfill the responsibilities, the Technology Coordinator will normally be released from five (5) teaching periods and all extra duty assignments during his/her term. The TC will normally work ten days more than what is required of teachers. For each day of work beyond that required of teachers the TC will be compensated at the per diem rate as defined in Appendix B, Section 2. These days will need to be approved in advance by the Principal.

 

The TC will be appointed by the Principal, subject to the approval of the Superintendent, and shall be evaluated annually by the district administration.

 

ARTICLE XXIX(E)

 

SENIOR PROJECT COORDINATOR

 

The District has established the position of Senior Project Coordinator for the purpose of overseeing the Senior Project. The Coordinator is responsible for updating and producing the Senior Project handbook; identifying, securing and educating the community members who serve as senior project mentor; facilitating the assessment of the senior project papers and presentations; working with the Senior Project advisors; and coordinating and collecting assessment data on the Senior Project program. The Principal will recommend for the Superintendent’s approval, teacher(s) to serve as Senior Project Coordinator(s). No teacher is obligated to accept an assignment as Senior Project Coordinator. The Senior Project Coordinator is a one-year position. Each person holding the position of Senior Project Coordinator will receive a stipend of $4000 and will be released from one period of teaching responsibility in the second semester.

 

ARTICLE XXIX(F)

 

SENIOR PROJECT ADVISORS

 

The District has established the position of Senior Project Advisors for the purpose of providing each senior with a faculty member who will support them in the various steps of the Senior Project. The advisor will meet weekly with the seniors to assist in formulating an “Essential Question”, selecting a mentor, developing a plan for research, review the Senior Project Paper and Presentation. The Principal will recommend for the Superintendent’s approval, teachers to serve as Senior Project Advisors. No teacher is obligated to accept an assignment as Senior Project Advisor. The Senior Project Advisors will receive a stipend of $600.

 

ARTICLE XXIX(G)

 

MENTOR COORDINATOR

 

The District has established the position of Mentor Coordinator for the purpose of overseeing the New Teacher Mentor program. The Coordinator will meet and facilitate bi-monthly meetings with mentors and their protégés, will support the mentors in meeting their responsibilities and will serve as a liaison between new teachers and the administration. The Principal will recommend for the Superintendent’s approval, a teacher to serve as the Mentor Coordinator. No teacher is obligated to accept an assignment as Mentor Coordinator. The Mentor Coordinator will receive a stipend of $600.

 

ARTICLE XXIX(H)

 

NEW TEACHER MENTOR

 

The District has established the position of New Teacher Mentor to provide instructional support to teachers new to the teaching profession or new to the district. In addition, the New Teachers Mentors will be a resource to their protégés regarding district evaluation and professional practices. The New Teacher Mentor and their protégés will observe each others classes, at minimum, twice. The Principal will recommend for the Superintendent’s approval teachers to serve as the New Teacher Mentors. No teacher is obligated to accept an assignment as New Teacher Mentor. Mentors of protégés new to the teaching profession will receive a stipend of $600 and Mentors of protégés with teaching experience who are new to the district will receive a stipend of $400.

 

ARTICLE XXX

 

TUITION ASSISTANCE

 

The School Committee agrees to set aside eight thousand dollars ($8,000) to assist teachers with tuition payments.

 

It will be necessary to apply for this assistance and preference will be given to teachers on the basis of need. At the discretion of the Superintendent, a portion of the available funds may be applied to expenses other than tuition when a teacher does not have a need for tuition assistance. The administration of this fund will be worked out with the Faculty Association. A committee of teachers appointed by the Superintendent will recommend teachers to whom assistance should be given.

 

At the discretion of the Superintendent, teachers who receive tuition assistance during a school year and resign their position prior to the beginning of the next school year may be required to return to the District the amount of money received under this provision of the Agreement.

 

ARTICLE XXXI

 

DISCIPLINARY ACTIONS

 

The Association and each teacher recognize the power of the Administration to discharge or suspend a teacher for disciplinary reasons in accordance with Chapter 71 of the Acts of 1993 and Chapter 71 of the General Laws of the Commonwealth of Massachusetts, as same may from time to time be amended. The presence or absence of good cause or just cause (whichever standard shall apply) shall be subject to grievance and arbitration as provided in said Chapter 71 of the Acts of 1993, provided always the arbitrator shall sustain the action of the Administration unless the arbitrator finds that the Administration's determination of good cause or just cause (whichever standard shall apply) was arbitrary and capricious, and the arbitrator shall not modify the discharge or suspension given by the Administration.

 

In the event of alternative remedies, either statutory or grievance and arbitration, filing a grievance or initiating legal proceedings shall constitute an election to proceed with the remedy first initiated and a waiver of all other remedies and the teacher, the Association and other teachers shall not commence or pursue any other remedy.

 

The provisions of this article shall not apply to instances involving (a) the non-renewal of a teacher who has not attained professional teacher status, (b) the termination of employment of a teacher pursuant to Article XXVII Reduction in Force and (c) dismissal pursuant to M.G.L. c. 71, s. 42, of a teacher who has not attained professional teacher status who has not been teaching in the District more than 90 days. In circumstances involving teachers who have not attained professional teacher status, their due process rights, if any, will be governed by said Chapters 71.

 

 

 

ARTICLE XXXII

 

DURATION

 

This Agreement shall be effective as of September 1, 2005, and shall remain in full force and effect through August 31, 2008. It may not be extended in whole or in part other than by written agreement signed by the parties hereto.

 

IN WITNESS WHEREOF, we have hereunto affixed our hands and seals this__________day

 

of ___________________, 2005.

 

MOUNT GREYLOCK REGIONAL SCHOOL COMMITTEE

 

By _____________________________________ ______________________

 

Its Chairman     Date Signed

 

MOUNT GREYLOCK FACULTY ASSOCIATION

 

By _____________________________________ ______________________

 

Its President     Date Signed

 

 

 

APPENDIX A-1

 

Teacher Salary Schedule – 2005-2006

 

Mt. Greylock Faculty Association

 

(September 1, 2005 through 90th school day)

step    ba      ba+9  ba+18 ba+30/ma     25%ap         50% ap        75% ap        ap      ap+9  ap+18          ap+27

1        31,202         32,113         33,061         35,138         35,517         35,897         36,276          36,656         36,860         37,064         37,268

2        32,495         33,251         34,390         36,656         37,034         37,412         37,789          38,166         38,370         38,574         38,778

3        33,441         34,390         35,709         38,166         38,543         38,919         39,294          39,671         39,875         40,079         40,283

4        35,329         36,656         38,359         41,196         41,574         41,954         42,333          42,711         42,915         43,119         43,323

5        37,083         38,410         40,493         43,333         43,712         44,091         43,597          44,848         45,052         45,256         45,460

6        38,038         39,354         41,246         44,848         45,227         45,606         45,985          46,364         46,568         46,772         46,976

7        38,983         40,305         42,010         46,364         46,744         47,123         47,502          47,881         48,085         48,289         48,493

8                            43,656         48,576         48,955         49,333         49,712         50,090          50,294         50,498         50,702

9                            44,407         50,280         50,658         51,037         51,415         51,794          51,998         52,202         52,406

10                          45,327         51,981         52,362         52,741         53,121         53,500          53,704         53,908         54,112

11                                    54,275         54,655         55,034         55,414         55,793         55,997          56,201         56,405

12                                    56,843         57,229         57,616         58,001         58,388         58,592          58,796         59,000

13                                    59,408         59,809         60,209         60,608         61,009         61,213          61,417         61,621

14                                    61,975         62,385         62,794         63,204         63,613         63,817          64,021         64,225

15                                    64,827         65,248         65,671         66,093         66,515         66,719          66,923         67,127

 

Teacher Salary Schedule – 2005-2006

 

Mt. Greylock Faculty Association

 

(91st school day through end of 2005-2006 school year)

step    ba      ba+9  ba+18 ba+30/ma     25%ap         50% ap        75% ap        ap      ap+9  ap+18          ap+27

1        31,814         32,742         33,710         35,827         36,214         36,601         36,988          37,374         37,582         37,790         37,998

2        33,132         33,903         35,065         37,374         37,760         38,145         38,530          38,915         39,123         39,331         39,539

3        34,096         35,065         36,409         38,915         39,298         39,682         40,065          40,449         40,657         40,865         41,073

4        36,021         37,374         39,111         42,004         42,389         42,776         43,163          43,549         43,757         43,965         44,173

5        37,810         39,163         41,287         44,182         44,569         44,955         43,597          45,728         45,936         46,144         46,352

6        38,784         40,125         42,054         45,728         46,114         46,500         46,886          47,273         47,481         47,689         47,897

7        39,748         41,096         42,833         47,273         47,660         48,047         48,434          48,820         49,028         49,236         49,444

8                            44,512         49,529         49,915         50,301         50,686         51,072          51,280         51,488         51,696

9                            45,277         51,266         51,652         52,037         52,423         52,809          53,017         53,225         53,433

10                          46,216         53,000         53,388         53,775         54,162         54,549          54,757         54,965         55,173

11                                    55,339         55,726         56,113         56,500         56,887         57,095          57,303         57,511

12                                    57,957         58,351         58,745         59,139         59,533         59,741          59,949         60,157

13                                    60,573         60,981         61,389         61,797         62,206         62,414          62,622         62,830

14                                    63,190         63,608         64,026         64,444         64,861         65,069          65,277         65,485

15                                    66,098         66,528         66,958         67,389         67,819         68,027          68,235         68,443

 

 

 

APPENDIX A-2

 

Teacher Salary Schedule – 2006-2007

 

Mt. Greylock Faculty Association

 

(September 1, 2006 through 90th school day)

step    ba      ba+9  ba+18 ba+30/ma     25%ap         50% ap        75% ap        ap      ap+9  ap+18          ap+27

1        32,425         33,372         34,358         36,516         36,910         37,305         37,699          38,093         38,305         38,517         38,729

2        33,769         34,555         35,739         38,093         38,486         38,879         39,271          39,663         39,875         40,087         40,299

3        34,752         35,739         37,110         39,663         40,054         40,445         40,835          41,227         41,439         41,651         41,863

4        36,714         38,093         39,863         42,811         43,205         43,599         43,993          44,386         44,598         44,810         45,022

5        38,537         39,916         42,081         45,032         45,426         45,820         43,597          46,607         46,819         47,031         47,243

6        39,530         40,897         42,863         46,607         47,000         47,395         47,788          48,182         48,394         48,606         48,818

7        40,512         41,886         43,657         48,182         48,577         48,971         49,365          49,759         49,971         50,183         50,395

8                            45,368         50,481         50,875         51,268         51,661         52,054          52,266         52,478         52,690

9                            46,148         52,252         52,645         53,038         53,431         53,825          54,037         54,249         54,461

10                          47,104         54,020         54,415         54,809         55,204         55,598          55,810         56,022         56,234

11                                    56,404         56,798         57,192         57,587         57,981         58,193          58,405         58,617

12                                    59,072         59,473         59,875         60,276         60,678         60,890          61,102         61,314

13                                    61,738         62,154         62,570         62,985         63,402         63,614          63,826         64,038

14                                    64,406         64,832         65,257         65,683         66,108         66,320          66,532         66,744

15                                    67,369         67,807         68,246         68,685         69,124         69,336          69,548         69,760

 

Teacher Salary Schedule – 2006-2007

 

Mt. Greylock Faculty Association

 

(91st school day through end of 2006-2007 school year)

step    ba      ba+9  ba+18 ba+30/ma     25%ap         50% ap        75% ap        ap      ap+9  ap+18          ap+27

1        33,037         34,002         35,006         37,205         37,607         38,008         38,410          38,812         39,028         39,244         39,460

2        34,407         35,207         36,413         38,812         39,213         39,612         40,012          40,411         40,627         40,843         41,059

3        35,408         36,413         37,810         40,411         40,810         41,208         41,606          42,004         42,220         42,436         42,652

4        37,407         38,812         40,616         43,619         44,020         44,421         44,823          45,224         45,440         45,656         45,872

5        39,264         40,670         42,875         45,882         46,283         46,684         43,597          47,487         47,703         47,919         48,135

6        40,275         41,669         43,672         47,487         47,887         48,289         48,690          49,091         49,307         49,523         49,739

7        41,277         42,676         44,481         49,091         49,493         49,895         50,297          50,697         50,913         51,129         51,345

8                            46,224         51,434         51,835         52,235         52,636         53,037          53,253         53,469         53,685

9                            47,019         53,238         53,638         54,039         54,440         54,840          55,056         55,272         55,488

10                          47,993         55,039         55,442         55,844         56,245         56,647          56,863         57,079         57,295

11                                    57,468         57,870         58,271         58,673         59,075         59,291          59,507         59,723

12                                    60,186         60,596         61,005         61,413         61,822         62,038          62,254         62,470

13                                    62,902         63,327         63,750         64,174         64,598         64,814          65,030         65,246

14                                    65,621         66,055         66,488         66,922         67,355         67,571          67,787         68,003

15                                    68,640         69,087         69,534         69,981         70,428         70,644          70,860         71,076

 

 

 

APPENDIX A-3

 

Teacher Salary Schedule – 2007-2008

 

Mt. Greylock Faculty Association

 

(September 1, 2007 through 90th school day)

step    ba      ba+9  ba+18 ba+30/ma     25%ap         50% ap        75% ap        ap      ap+9  ap+18          ap+27

1        33,649         34,631         35,654         37,894         38,303         38,712         39,122          39,531         39,751         39,971         40,191

2        35,044         35,859         37,088         39,531         39,939         40,346         40,753          41,160         41,380         41,600         41,820

3        36,064         37,088         38,510         41,160         41,566         41,972         42,376          42,782         43,002         43,222         43,442

4        38,100         39,531         41,368         44,427         44,835         45,244         45,653          46,061         46,281         46,501         46,721

5        39,992         41,423         43,669         46,731         47,141         47,549         43,597          48,366         48,586         48,806         49,026

6        41,021         42,440         44,481         48,366         48,774         49,183         49,591          50,001         50,221         50,441         50,661

7        42,041         43,467         45,305         50,001         50,410         50,819         51,228          51,636         51,856         52,076         52,296

8                            47,080         52,386         52,795         53,203         53,611         54,019          54,239         54,459         54,679

9                            47,890         54,223         54,632         55,040         55,448         55,856          56,076         56,296         56,516

10                          48,882         56,058         56,469         56,878         57,287         57,696          57,916         58,136         58,356

11                                    58,532         58,941         59,351         59,760         60,169         60,389          60,609         60,829

12                                    61,301         61,718         62,135         62,550         62,967         63,187          63,407         63,627

13                                    64,067         64,500         64,931         65,362         65,794         66,014          66,234         66,454

14                                    66,836         67,278         67,719         68,162         68,603         68,823          69,043         69,263

15                                    69,912         70,366         70,821         71,277         71,732         71,952          72,172         72,392

 

Teacher Salary Schedule – 2007-2008

 

Mt. Greylock Faculty Association

 

(91st school day through end of 2007-2008 school year)

step    ba      ba+9  ba+18 ba+30/ma     25%ap         50% ap        75% ap        ap      ap+9  ap+18          ap+27

1        34,261         35,261         36,303         38,583         39,000         39,416         39,833          40,249         40,473         40,697         40,921

2        35,681         36,511         37,762         40,249         40,665         41,079         41,494          41,908         42,132         42,356         42,580

3        36,719         37,762         39,210         41,908         42,321         42,735         43,147          43,560         43,784         44,008         44,232

4        38,792         40,249         42,120         45,235         45,650         46,067         46,483          46,899         47,123         47,347         47,571

5        40,719         42,176         44,463         47,581         47,998         48,413         43,597          49,245         49,469         49,693         49,917

6        41,767         43,212         45,289         49,245         49,661         50,077         50,493          50,910         51,134         51,358         51,582

7        42,805         44,257         46,128         50,910         51,326         51,743         52,160          52,575         52,799         53,023         53,247

8                            47,936         53,339         53,754         54,170         54,585         55,001          55,225         55,449         55,673

9                            48,760         55,209         55,625         56,040         56,456         56,871          57,095         57,319         57,543

10                          49,771         57,077         57,495         57,912         58,328         58,745          58,969         59,193         59,417

11                                    59,596         60,013         60,430         60,846         61,263         61,487          61,711         61,935

12                                    62,415         62,840         63,264         63,688         64,112         64,336          64,560         64,784

13                                    65,232         65,672         66,111         66,550         66,991         67,215          67,439         67,663

14                                    68,051         68,501         68,951         69,401         69,850         70,074          70,298         70,522

15                                    71,183         71,645         72,109         72,573         73,036         73,260          73,484         73,708

 

 

 

APPENDIX B

 

STIPENDS

 

Teachers appointed by the Superintendent to positions of responsibility listed in this appendix shall receive an annual stipend for these positions. All appointments shall be made annually by the Superintendent.

 

1. Athletic Director: The Athletic Director’s salary is $9,000 per year, and includes the full year’s responsibility for the position. The Athletic Director is also entitled to one release period per day. 

 

2.  Summer Work: Summer work refers to the continuation of regular duties. As needed, compensation will be paid at the per diem rate of (1/number of contractual work days) of the individual's annual salary.

 

3. Co-Curricular Stipends: The maximum stipend for each co-curricular position for any school year is the amount determined by multiplying the salary at BA Step 1 for that year by the percentage listed below for that position.

 

Each Musical Assistant Director will receive 67% of the stipend scheduled for Musical Director on the step where the Assistant is placed. (Example: Assistant Musical Director: BA Step 1 (01/02) $28,625 x .145 = $4,151 x .67 = $2,781)

 

4. Coaching Stipends: The maximum stipend for each coaching position for that school year is the amount determined by multiplying the salary at BA Step 1 for that year by the percentages listed below for that position.

 

There will be a four-step stipend schedule for each coaching and assistant coaching position

 

Step 1 70% of maximum stipend

 Step 2 80% of maximum stipend

 Step 3 90% of maximum stipend

 Step 4 100% of maximum stipend

 

All assistant coaches shall receive 67% of the stipend scheduled for head coach on the step where the assistant coach is placed. (Example: Step 1 Assistant Football Coach: BA  Step l (01/02) $28,625 x .155 = $4,437 x .70 = $3,106 x .67 = $2,081)

 

Initial placement will be recommended by the Athletic Director to the Superintendent and will take into consideration coaching experience at Mount Greylock or elsewhere. In the case of coaching experience in an activity other than the one in which the candidate is being recommended, two years will be equated to each step on the schedule. Notwithstanding the aforementioned, a coach shall not be placed initially at Step 4 unless said coach has had at least three years of previous coaching in that sport, and has coached at least one year of any sport at Mount Greylock.

 

 

 

Athletic and Co-Curricular Stipends

 

      COACHING (HEAD COACH ONLY) Co-CURRICULAR

 

Category I 15.5%

 

      Football

 

Category II 14.5%

 

                  Musical Director

 

Category III 14%

 

      Basketball 

 

Category IV 13.5%

 

      Hockey 

 

Category V 13%

 

      Soccer 

 

Category VI 12%

 

      Baseball

 

      Cross-Country Running

 

      Softball

 

      Track

 

      Wrestling 

 

Category VII 9%

 

      Fall Drama

 

      Spring Drama

 

Category VIII 8%

 

      Alpine Skiing

 

      Nordic Skiing

 

      Tennis                                                    Yearbook Advisor

 

Category IX 6%

 

      Newspaper Advisor

 

      Problem Solving

 

Category X 5.5%

 

      Golf                                     Senior Class Advisor

 

                                                 Student Council Advisor

 

                                                  Band Director

 

Category XI 4.5%

 

Category XII 4%

 

Intramurals/Trimester                  Middle School Activities Director

 

                                                Assistant Yearbook Advisor

 

                                                Cheerleading/Season

 

Category XIII 3%

 

Assistant Newspaper Advisor

 

Middle School Drama

 

Category XIV 2%

 

National Honor Society Advisor

 

Senior High Literary Magazine Advisor

 

Junior Class Advisor

 

Category XV 1.5%

 

Sophomore Class Advisor

 

Freshman Class Advisor

 

Middle School Literary Magazine

 

Club Advisors

 

APPENDIX C

 

      C1 Notification of Appointment

 

      C2 Notification of Placement in Salary Schedule 

 

      C3 Faculty Association Dues Authorization

 

      C4 Teacher Evaluation Forms

 

      C5 Teacher Performance Standards

 

      C6 Professional Growth Program

 

      C7 Salary Adjustment Request Form

 

MOUNT GREYLOCK REGIONAL SCHOOL DISTRICT

 

1781 COLD SPRING ROAD

 

WILLIAMSTOWN, MASSACHUSETTS 01267

 

NOTICE OF APPOINTMENT

 

Mount Greylock Regional School District

 

1781 Cold Spring Road

 

Williamstown, Massachusetts 01267

 

The Principal of the Mount Greylock Regional School District has appointed you as a teacher serving under the direction of the Superintendent and Principal within the schools of the District. This is a __________________ appointment. During the year 200__/200__, you shall serve as a teacher who has not attained professional teacher status.

 

Your employment during the school year 200__/200__ shall be subject to the provisions of Chapter 71 of the General Laws of the Commonwealth of Massachusetts, Chapter 71 of the Acts of 1993, and the terms of the collective bargaining agreement entered into by and between the Mount Greylock Faculty Association and the Mount Greylock Regional School Committee. A teacher who has not attained professional teacher status shall not be dismissed other then in accord with the provisions of said Chapters 71.

 

Our records indicate you will serve at Step ____ of the ____________ Column of the salary schedule which is part of the mentioned collective bargaining agreement. This placement provides a salary of $____________.

 

Very truly yours,

 

________________________________________

 

William Travis, Ed.D.

 

Superintendent of Schools

 

________________________________________

 

Teacher's Signature

 

Please sign and return one copy of the Office of the Superintendent.

 

MOUNT GREYLOCK REGIONAL SCHOOL DISTRICT

 

1781 COLD SPRING ROAD

 

WILLIAMSTOWN, MASSACHUSETTS 01267

 

NOTICE OF SALARY PLACEMENT

 

Mount Greylock Regional School District

 

1781 Cold Spring Road

 

Williamstown, Massachusetts 01267

 

Article VII, Paragraph 2 of the collective bargaining agreement entered into by and between the Mount Greylock Regional School Committee and the Mount Greylock Faculty Association provides for notification for each teacher of their placement on the salary schedule prior to October 15 of each work year.

 

The records of the Regional School District indicate you will serve at Step _____ of the __________ Column of the 200__/200__ salary schedule which is part of the mentioned collective bargaining agreement. This placement provides a salary of $____________.

 

Procedures for seeking a salary adjustment are found in Article VII of the collective bargaining agreement.

 

Very truly yours,

 

____________________________

 

William Travis, Ed.D.

 

Superintendent of Schools

 

____________________________

 

Teacher's signature

 

Please sign and return one copy to the Office of the Superintendent.

 

DUES AUTHORIZATION FORM

 

Teacher's authorization will be in writing in the format set forth below:

 

      "Dues Authorization"

 

      Name ____________________________________________________

 

      Address ___________________________________________________

 

      __________________________________________________________

 

I hereby request and authorize the Mount Greylock Regional School District Committee to deduct from my earnings and transmit to the Mount Greylock Faculty Association an amount sufficient to provide for the regular payment of membership dues as certified by the Mount Greylock Faculty Association.

 

I hereby waive all right and claim for said monies to be deducted and transmitted in accordance

 

with this authorization, and relieve the Mount Greylock Regional School District Committee and all its officers from any liability whatsoever.

 

      Teacher's signature _______________________________________

 

      Dated __________________________________________________

 

1. Any such authorization for a subsequent school year may be withdrawn by such teachers by giving at least sixty (60) days notice in writing of such withdrawal to the Superintendent or his/her designee, who will promptly notify the Association.

 

2. The Association will certify annually and in writing to the Committee the current rate of its membership dues. The specific amount of the current dues of the Association shall be certified to the Committee by the Association treasurer on or before September 30 of each school year.

 

3. Deductions will be made in equal installments from the first and second paychecks in each month, beginning with the first paycheck in October and ending with the second paycheck in June.