Nantucket

For the school years 2011-2014

Pursuant to the Provisions of Section1 of Chapter 150 E of the General Laws of Massachusetts, THIS CONTRACT IS MADE   July 25, 2011                       

by the SCHOOL COMMITTEE of the TOWN of NANTUCKET (hereinafter sometimes referred to as the Committee) and the NANTUCKET TEACHERS’ ASSOCIATION (herein sometimes referred to as the Association).

Teachers' Association

The Teachers’ Association shall provide the School Committee with a list of Association Officers at the beginning of each school year and during the school year where there are changes.

Nantucket

School

Committee

Jenny Garneau        _______________________________   ____________

Helene Blair            _______________________________   ____________

Nantucket

Teachers'

Association

Alice Crowley         _______________________________   ____________

John McGuinness    _______________________________   ____________

Principles

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

Current contract

2011-2014

The following are relevant dates for this contract:

                                TEAM LEADER/ADVISOR

Date

Posting of division/team leader

June 1

Appointing of division/team leader

last day of school

Posting of class/club advisor

June 1

Appointing of class/club advisor

Last day of school

SALARY NOTIFICATION

Date

Issuance of yearly Personnel Action Notification Form (See Appendix E)

May 15

CONTRACT NEGOTIATIONS

Date

Start negotiations for 2014-2017 contract

March 1, 2013

LEAVE

Date

Request for upcoming school year unpaid leave

March 1

Request for emergency leave

ASAP

Notification of return / non veteran from leave

March 1

Notification of return from transfer

March 1

Notification of intent to take maternity leave (8 week leave)

8 weeks before birth

Notification of intent to take more than 8 weeks (9 weeks plus)

6 weeks after birth

Notification of child rearing leave (child five and under)

60 school days

Proof of custody of child from adoption agency

15 days

PAY SCALE MOVEMENT/ PAY PERIODS/

SUMMER PAY/REIMBURSEMENT

Date

Notification of intent to move on pay scale (under special circumstances, this deadline may be waived by the superintendent)

Nov. 1

Request for change in pay elections (22 or 26 pay periods and/or lump sum)

Prior to 1^st day of school

Notification of accrued sick days

Oct. 1

Request for reimbursement of sick day buyback

May 1

Request for reimbursement for extracurricular stipends

June 1

SABBATICAL

Date

Applying for sabbatical

Nov. 1

Acceptance or denial of request for sabbatical

Jan. 15

TOTAL SERVICE

EXCEPTION to year 30/31 $5,000.00 extended longevity

July 1

Notification to use year 30 $5,000.00 extended longevity

Nov. 1

Notification to use year 31 $5,000.00 extended longevity

Nov. 1

STAFFING / TRANSFER

Date

Pink slips: non professional teachers

Earliest of May 1 or 7 calendar days after completion of town meeting

Pink slips: professional teachers-reduction in staff

Earliest of May 1 or 7 calendar days after completion of town meeting

Notification of reinstatement of teachers (non-professional / professional)

May 15

Notification of teaching assignment(s) and room assignment(s) for the upcoming year

June 15

Transfer of position—from Administration

30 days before transfer occurs

PROFESSIONAL DEVELOPMENT DAYS

Change in professional development dates or TBA professional development dates

75 calendar days

OBSERVATION DATES

Date

Pre-observation meeting of scheduled observation

3 days prior

Post-observation meeting of scheduled observation

3 days after

Collective bargaining

For the purpose of collective bargaining with respect to wages, hours, other conditions of employment, the negotiation of collective bargaining agreements, and any questions arising there under, the Committee recognizes the Association as the exclusive bargaining agent and representative of all professional employees (as such employees are defined in Chapter 150E of the General Laws of Massachusetts):

·         Teachers

·         Teachers in academic coaching assignments

·         Occupational Therapists

·         Physical Therapists

·         Speech and Language Pathologists

·         Librarian/ Media Specialists

·         Guidance Counselors

·         Behavioral Specialists

·         Nurses

·         Department Heads/ Team Leader/ Lead Mentors/ Mentors

·         Summer School Directors for the High School, Middle School, Elementary School, and Special Education

And, excluding the Superintendent, Deputy, Assistant, and Associate Superintendents, Director of Special Services, Director of Technology, Facilities Manager, Business Managers, Principals, Assistant, Associate, and Vice Principals, and all others.

Newly created positions, which may belong in the bargaining unit, will become part of a discussion between the Superintendent (School Committee) and the Association.  If it is determined the new position is appropriately placed in the bargaining unit, the Association will have the right to negotiate wages, hours, working conditions, and standards of productivity in accordance to Chapter 150E.

The parties recognize that many coaching and extracurricular assignments are filled by bargaining unit members and, therefore, agree that the Association and the School Committee will negotiate the stipends for such coaching and extracurricular assignments as are listed in the parties’ collective bargaining agreement.  The parties agree that coaching and extracurricular assignments may be held by bargaining unit members and by individuals who are not members of the bargaining unit and that no person has the right to receive or be renewed in any of these assignments.  The parties agree that prior to removing a person from a stipend coaching and/or extracurricular assignment before the expiration of such assignment for the season; the Principal will meet with the individual in the assignment and inform him/her of the reasons for such removal.  Such individual shall have the right to appeal the Principal’s decision to remove him/her prior to the expiration of his/her assignment to the Superintendent of Schools whose decision shall be final and binding.

Discrimination

There shall be no discrimination, interference, restraint, or coercion by the Committee, the Association, or their respective agents against any professional employee because of membership or non-membership in the Association. No reprisals of any kind will be taken against a professional employee by reason of his membership in the Association or his/her participation in its protected activities.

Just cause

No employee shall be disciplined or discharged except for inefficiency, incompetence, incapacity, unbecoming conduct, insubordination, failure to satisfy professional standards or other just causes which are fair, reasonable, follow due process, and allow for the effective operation of the schools. Should it be necessary for an employee to be disciplined by an administrator, after administrative documentation and discussion with the employee, said disciplinary action shall be progressive, commencing with a verbal reprimand, followed, if conduct continues or is repeated, by a written reprimand, and finally a written warning of termination. Conduct of a more severe nature may warrant acceleration of the disciplinary process.  If dismissal occurs within the first 90 days of initial employment, said employee is not entitled to a hearing and, if more than 90 days, a hearing is warranted.

Salary deductions

The School Committee agrees to deduct from the salaries of its employees, dues for the following:

                        •  Nantucket  Teachers' Association,

                        •  National Education Association,  and

                        •  Massachusetts Teachers' Association.

Note: Such deductions shall be made by a method agreeable to both the Treasurer of the Town of Nantucket and the Treasurer of the Nantucket Teachers' Association.

Agency service fee

The School Committee shall require, as a condition of employment during the term of this agreement, that employees who are not members of the Association pay a service fee to the Association. Payment of this fee must be made within 60 days after an employee begins employment unless by payroll deduction.

The amount is 80% of the amount required to become and remain a member in good standing of the Association and its affiliates to which membership dues are paid.

The Association shall comply with the requirements of Mass. Gen. Laws Chapter 150E, Section 12 relating to the imposition of an agency fee and rebate of portions of that fee under certain conditions. The Association shall indemnify the School Committee from any claims and liability that may arise because of any action taken under Section B#5. 

Association Treasurer Responsibilities

The Treasurer of the Association will provide signed forms to the Superintendent from employees who have voluntarily authorized the School Committee to deduct dues for any of the Associations named above.

The Town Treasurer may require proof that the Association Treasurer has given a bond to the said Association for the faithful performance of his/ her duties in a form approved by the Commission of Corporations and Taxation in accordance with the law.

Other payroll deductions

Payroll deductions shall be available to all requesting same (pursuant to the established town procedure), for examples:              

                        • tax sheltered annuities, and

                        • dental insurance.

Expense

Copies of these agreements will be reproduced at School Committee expense and a copy given to each teacher.

Renewal

This agreement shall remain in effect from July 1, 2011 to June 30, 2014. Negotiations for the successor agreement (July 1, 2014 – June 30, 2017) shall start on or before March 1, 2013. This agreement shall be automatically renewed year to year, thereafter, until replaced by a subsequent agreement.

Ongoing Communication

The parties acknowledge that during the existence of the current contract they have discussed issues, and have reached agreements; and agree to continue to do so in good faith in the future.

Modification of salary or wages agreement

It is agreed that this contract may not be modified during the term hereof as to matters of salary or wages.

Savings Clause

If any conflict shall arise between the provisions of this agreement and any Local, State, or Federal Laws, including but not limited to the Family Medical Leave Act, or any agency rule or regulation, then such law, rule, or regulation shall prevail.

Note: Such other provisions of this agreement as may not be affected thereby shall remain in full force and effect for the duration of this agreement.

Background

The purpose of the procedure set forth hereinafter is to produce prompt and equitable solution to those problems which from time to time may arise and affect the conditions of employment of the employees covered by this contract. The School Committee and the Association desire that such procedure shall always be as informal and confidential as may be appropriate to the grievance involved at the procedural level involved. Nothing in this contract shall prevent any such employee from individually presenting any grievance of the employee. Time limits hereunder are maximum unless extended by mutual agreement in writing.

Definition of a grievance

A grievance shall mean a complaint by an employee of the Association that there has been a violation or misinterpretation of any provisions of the Contract. The provisions which have been violated or misinterpreted shall be stated in writing where a written grievance is applicable.

Before beginning the procedure

Before beginning the grievance procedure with Level 1, the professional employee(s) shall, within ten (10) school days following the occurrence of any grievance, discuss, or make every reasonable effort to discuss, the contract violation with the appropriate principal, other supervisor or administrative individual most directly involved in a good-faith attempt to resolve the contract violation.

If at the end of the ten-day period referenced above

Then...

the aggrieved believe(s) the problem is not satisfactorily resolved, ...

the professional employee and/or the Association may proceed to Level 1.

the aggrieved believe(s) the problem is not satisfactorily resolved, and the grievance involves a substantial portion of the membership of professional employees, …

the aggrieved and/or the Association may proceed to Level 2 and submit such grievance in writing to the Superintendent directly.

If the problem is not resolved

The following are the procedures for filing a grievance.

Level

Action

1

The professional employee and/or the Association may, within ten (10) school days following the meeting or attempted meeting referenced above, present a written grievance to the same appropriate individual which shall be answered, in writing, within ten (10) school days thereafter.

2

If the grievance is not satisfactorily resolved at Level 1, the professional employee of the Association may, within ten (10) school days after receiving the written answer at Level 1, present or mail the written grievance to the Superintendent. The Superintendent shall within ten (10) school days thereafter meet with the grievant and the President(s) of the Association in an effort to settle the grievance. If the grievance is still not satisfactorily resolved, the Superintendent shall answer such grievance in writing ten (10) school days after the date of the meeting. 

3

If at the end of ten (10) school days following such answer from the Superintendent, the grievance shall not have been disposed to the grievant's satisfaction, the employee(s) and/or the Association , may within ten (10) school days thereafter  present the written grievance to the School Committee. Then within ten (10) school days a School Committee representative and the Superintendent shall meet with the Professional Rights and Responsibilities Committee, the elected Association President(s) and the employee(s) in an effort to settle the grievance.

4

At the end of twenty-five (25) school days following presentation of the grievance in writing to the school committee, if the grievance shall not have been disposed to the satisfaction of the Professional Rights and Responsibilities Committee of the Association, and if the grievance shall involve an interpretation or application of any provision of the contract, the Association may, by giving written notice to the School Committee within the next ten (10)  school days following the  conclusion of such period of twenty-five (25) school days, present the grievance for arbitration, in which event the School Committee and Association shall forthwith submit the grievance to the American Arbitration Association for disposition in accordance with the applicable rules of said American Arbitration Association.

Note: The expense of such arbitration shall be shared equally by the School Committee and the Association (each party is responsible for its own expenses), and the award made shall be final and binding upon the School Committee, the Association, and the aggrieved.

Grievance without Association representation

If any employee covered by this contract shall present any grievance without the representation by the Association, the disposition, if any, of the grievance shall be consistent with the Provisions of the Contract, and if the Association shall so desire, it shall be permitted to be heard at each level at which the grievance shall be considered.

Filing provision

All documents, communications, and records dealing with the processing of a grievance shall be filed separately, but not in the personnel file maintained by the School Department of Nantucket for any employee involved in presenting such grievance.

Notice provision

Notice provision shall be deemed given when mailed, postage paid, by certified mail,  addressed to the:

                                    • School Committee Chairperson:

                                      Nantucket School Committee

                                      Nantucket Public Schools

                                      10 Surfside Road

                                      Nantucket, MA 02554

With copy to the:

                                    • Superintendent of Schools

                                      Nantucket Public Schools

                                      10 Surfside Road

                                      Nantucket,  MA 02554

If to the Association:

                                    • President(s)

                                      Nantucket Teachers' Association

                                      Nantucket Public Schools

                                      10 Surfside Road

                                      Nantucket, MA 02554

(or to such other address as may be designated during the term of agreement).

Teachers’ Salary Scale

see Appendix A

Extracurricular Differentials

see Appendix B

Coaches differentials

see Appendix C

Yearly Personnel Action Notification

Yearly Personnel Notification Forms shall be issued on or before May 15 each year; and must indicate the salary to be paid and the step on the schedule at which the employee has been placed, as indicated in Appendix E. The administration, with approval of the NTA, may revise this form during the course of this contract.

Salary payment steps

Professional employees serving less than a full school year but at least ninety-one (91) school days or more will advance one step on the salary schedule each September provided their service is deemed satisfactory.

Termination

Any professional employee terminating his/her employment in the school system during the contract year shall be paid his/her per diem rate for each day he/she has been employed and present, less any amount paid to him/her.

Satisfactory  service

Step movement on the salary schedule will normally correspond with years of service in teaching.

Wage freeze and steps

The School Committee reserves the right to freeze the wages of an employee whose work performance is deemed unsatisfactory subject to due process and just cause.

Upon demonstration of satisfactory performance, an individual whose wages have been frozen will be advanced on the salary schedule to the level which would have been attained if the wages had not been frozen.

Example: an individual earning B Step 6 Salary in 2011-2012 performs unsatisfactorily. In 2012-2013, wages remain at 2011-2012 level. If performance improves to satisfactory performance, employee advances to Step 8 in 2013-2014.

Longevity for staff employed prior to 

1999-2000 school year

The following table defines the increments of compensation for longevity.

Years of Service

Compensation

Current professional employee employed by the system prior to 1999-2000 school year who serves  five (5) consecutive years at the Maximum Rate on the Basic Salary schedule

Note: Adjustment to applicable salaries based upon changes to this language shall be made beginning with the 2011-2012 school year; but there shall be no retroactivity for remuneration possibly lost under previous interpretations.

In addition to regular salary schedule, said employee will be granted an annual increment equal to $1,700.00 per year which will be added to the regular salary, pro rated for service of less than a full school year.

Note: This amount of annual increment will remain constant for a five (5) year period following its allowance.

Above professional employee after a second consecutive five (5) years equaling ten (10) years

Annual increment is increased to $3,400.00 per year, pro rated for service of less than a full school year.

Note: This amount of annual increment will remain constant for a five (5) year period following its allowance.

Above professional employee after a third consecutive five (5) years equaling fifteen (15) years

Annual increment is increased to $5,100.00 per year, pro rated for service of less than a full school year.

Note: Employee must still be in daily continuous service.

Above professional employee with continuous service between fifteen (15) and twenty-nine (29) years inclusive who retires from teaching not less than one (1) year before the beginning of the school year and prior to reaching the age of sixty-five (65) years

One time Separation Benefit: $10,000.00.

* Approved leaves under this contract shall not interrupt consecutive year calculations, but shall not count as years.

Longevity for newly employed staff with the  1999-2000 school year

The following table defines the increments of compensation for longevity.

Years of service

Compensation

Current professional employee employed by the system prior to 1999-2000 school year who serves five (5) consecutive years at the Maximum Rate on the Basic Salary schedule

Note: Adjustment to applicable salaries based upon changes to this language shall be made beginning with the 2011-2012 school year; but there shall be no retroactivity for remuneration possibly lost under previous interpretations.

In addition to regular salary schedule, said employee will be granted an annual increment equal to $1,000.00 per year which will be added to the regular salary, pro rated for service of less than a full school year.

Note: This amount of annual increment will remain constant for a five (5) year period following its allowance.

Above professional employee after a  second consecutive five (5) years equaling ten (10) years

Annual increment is increased to $1,500.00 per year, pro rated for service of less than a full school year.

Note: This amount of annual increment will remain constant for a five (5) year period following its allowance.

Above professional employee after a third consecutive five (5) years equaling fifteen (15) years

Annual increment is increased to $2,000.00 per year, pro rated for service of less than a full school year.

Note: This amount of annual increment will remain constant for a five (5) year period following its allowance.

Above professional employee after a fourth consecutive five (5) years equaling twenty (20 ) years

Annual increment is increased to $2,500.00 per year, pro rated for service of less than a full school year.

Note: Employee must still be in daily continuous service.

* Approved leaves under this contract shall not interrupt consecutive year calculations, but shall not count as years.

Longevity for newly employed staff with the  2011-2012 school year

The following table defines the increments of compensation for longevity.

Years of service

Compensation

Professional employee employed by the system during or after the 2011-2012 school year who serves fifteen (15) consecutive years* under this contract

In addition to regular salary schedule, said employee will be granted an annual increment equal to $1,000.00 per year, which will be added to the regular salary, commencing in the fifteenth year, pro rated for service of less than a full school year. This increment will remain constant for a five (5) year period.

Professional employee employed by the system during or after the 2011-2012 school year who serves twenty (20) consecutive years* under this contract

Annual increment is increased to $1,500.00 per year, commencing in the twentieth year, pro rated for service of less than a full school year.

This increment will remain constant for a five (5) year period.

Professional employee employed by the system during or after the 2011-2012 school year who serves twenty-five (25) consecutive years* under this contract

Annual increment is increased to $2,000.00 per year, commencing in the twenty-fifth year, pro rated for service of less than a full school year.

This increment will remain constant for a five (5) year period.

Professional employee employed by the system during or after the 2011-2012 school year who serves thirty (30) consecutive years* under this contract

Annual increment is increased to $2,500.00 per year, commencing in the thirtieth year, pro rated for service of less than a full school year.

This increment will remain constant for a five (5) year period.

Above professional employee with continuous service between fifteen (15) and twenty-nine (29) years inclusive who retires from teaching not less than one (1) year before the beginning of the school year and prior to reaching the age of sixty-five (65) years

One time Separation Benefit: $10,000.00.

* Approved leaves under this contract shall not interrupt consecutive year calculations, but shall not count as years.

Medical Insurance

The School Committee, on behalf of the Town of Nantucket, shall pay the premiums for each of its professional employees as follows:

80%  Blue Cross/Blue Shield Master Medical OR

90%  Blue Cross/Blue Shield PPO with agreed co-pays

Or comparable medical insurance plan adopted by the Town of Nantucket, under the applicable general laws of the Commonwealth of Massachusetts.

Co-Pays

Co-Pays are as follows:

Doctor Visit: $15.00

Prescriptions: $10 /$20 /$35

Emergency Room:  $25.00

Spinal Adjustment:  $15.00

Med flight Included

Note:  It is the intention of the parties that Med flight is included pursuant to the terms of the specific plan.

Open Enrollment

Open enrollment will take place on a yearly basis.

Life Insurance

The Town of Nantucket shall provide that portion of the cost of a $5,000.00 life insurance policy as adopted by the Town under the General Laws of the

Commonwealth.

Professional Employees’ Pensions

The Association and the School Committee shall abide by all of the provisions of the Massachusetts Teachers’ Retirement Plan.

Total service

In service years (total number of years teaching in any and all systems), thirty (30) and thirty-one (31) only, all employees shall be granted a $5,000.00 per year increment in addition to regular salary and increments explained above.

Exception: Employees who are beyond service years thirty (30) and thirty-one (31) and thirty-two (32) on July 1, 2005, will be granted a $5,000.00 per year increment to the regular salary for a maximum total of $10,000.00.

Note: Employees who are eligible for this benefit must give written notification of eligibility to the Superintendent by November 1st of the previous year. Under special circumstances this deadline may be waived by the Superintendent.

Advanced degrees

A professional employee with :

                        • an advanced degree in the subject he/she is teaching or

                        • an advanced degree in education (for which the major has

                          been within his/her teaching area),

will receive, in addition to the Basic Salary, those amounts shown on the Teachers’ Salary Scale (Appendix A).

In order to qualify, a professional employee must:

                        • have received approval of the courses to be taken, and

                        • show evidence of successful completion of the approved

                          courses, and

                         •notify the superintendent by November 1^st that he/she 

                          will be eligible for column movement in the following                                     school year.

Note: Such approval will not be withheld if leading toward the advanced degrees mentioned above.

Equivalence

Thirty credit hours of advanced study in a related subject may be used for placement on the Bachelor's +30 column.

Limitations to Step placement

The following are limitations to Step placement.

The professional employee holding a B.A. or B.S. Degree plus State Certificate

will not be placed above Step 4 ...

unless he/she has earned six (6) approved credits above his/her Bachelor's Degree in Education or in the subject he/she is teaching.

will not be placed above Step 7 ...

unless he/she has earned twelve (12) approved credits above his/her Bachelor's Degree in Education or in the subject he/she is teaching.

Professional employee as emergency substitute teacher

Whenever possible, substitutes shall be hired to cover classes of regularly assigned teachers when they are absent. Every effort will be made to find certified substitutes in the subject area.

In an emergency, a regularly scheduled teacher may be assigned to act as substitute.  The following are compensation rates:

If the teacher...

Then the teacher...

has no other planning period that day...

will be paid at a rate of $15 per class period substituted

is part of a team where one teacher is absent...

will be paid at the rate of $15 per class not to exceed the per diem substitute rate

Long term substitute appointments

Long term means fifteen (15) or more consecutive school days.  Placement on pay scale for long term shall be determined by the Superintendent and School Committee, depending upon the qualifications of the person involved.

Payment options

The following are payment options for  professional employees:

N.B.: Requests for changes in payment options (i.e., 22 or 26 pay periods and/or summer lump sum) must be made prior to the 1^st day of school of the applicable year, on the appropriate school district form.

Option

Payments

1

Made in 26 installments over a full year.

2

26 installments (as above) with Lump Sum of July/August payments paid with the 22^nd installment payment.

3

Made in 22 installments (ten (10) month basis), every other week during the school year.

Scheduling of Paychecks/

Holiday

In the event a scheduled payday of professional employees falls on a legal holiday, employees will receive their postdated paychecks on the business day immediately preceding the holiday.  In the event a scheduled payday falls during a school vacation, employees will receive their paychecks on the scheduled day.

Loss of Pay    

Loss of pay for absences:

                        • in excess of the permitted number, or

                        • for authorized absences without pay

                           shall be calculated at the regular per diem rate of pay

                           applicable to the absentee.

Extended year

In the event the students' school year is extended beyond its current 180 days, professional employees shall be compensated at their regular rate for each additional day added to the schedule.

Division heads/team leaders

For compensation rates, see extracurricular differential appendix.

Note:  Compensation is pro-rated for service of less than a full year.

Possible responsibilities include:

                        • budgeting,

                        • purchasing,

                        • orientation of new employees,

                        • coordination of information, and

                        • conducting appropriate meetings.

Examples of division heads and team leaders (but not limited to):

                        • Math

                        • Science

                        • English

                        • Social studies

                        • Foreign languages

                        • Health/ physical education

                        • Art/ photography

                        • Music

                        • Grade levels

Note: Professional employees desiring the position of Division Head/Team Leader should apply in writing to the Building Principal. The position will be posted by June 1st and appointed by the last day of school for the following year.

Active curriculum development

Compensation will be at the rate of $25 per hour.

Note: Requests for approval to proceed with the curriculum development work are to be made in advance on forms provided for this purpose.  Payment will be authorized only upon acceptance of the approved product.

Background

The School Committee and Association encourage and support an individual's professional growth and recognize his/her need to fulfill state mandated requirements for re-certification. Therefore, the Administration shall demonstrate good faith and reasonable and diligent efforts to both find and notify all staff of professional development opportunities. The Administration will give careful consideration and approve reasonable recommendations and requests for professional development activities from individual staff members and/or the Association. Procedures and guidelines for application and reimbursement of professional development activities will be set by the Administration consistent with this agreement and distributed to all staff members. While voluntary, it is understood that there is a commitment on the staff's part to attend professional development offerings consistent with the needs of the school system.

School Committee obligations

The Committee shall use good faith and due, reasonable, and diligent efforts to provide courses on Nantucket for professional advancement at the enrollee's expense. These courses:

                        • shall be offered yearly (if possible) to facilitate the step                               requirements, and

                        • shall be based on the recommendations of the Association.

Experimental courses discussed and administered by professional employees outside school hours (and approved prior by administration) may earn credit(s).

Advanced course work

With the advanced approval of their Principal and the Superintendent, a professional employee may take advanced courses.

Note: Only course work that supports the system's goals and/or the employee's individual personal professional goals will be considered.

Reimbursement up to $3600.00 (other than during a sabbatical) in one year towards:

                        • actual tuition,

                        • course/ lab fees, and

                        • text books...

                                    to be paid to an institution of higher learning.

A subcommittee, comprised of the Superintendent, two administrators and two staff members designated by the NTA, will be formed and will meet to ensure that reimbursements will be considered in a manner that allows maximum participation by the broadest number of professional staff.

Upon acceptance of this allowance, the teacher must agree in writing to teach in the Nantucket Public Schools for at least one year, if offered employment, or return total reimbursement.

Notification of intent to move on the pay scale must be made by November 1st of the previous year (under special circumstances, this deadline may be waived by the Superintendent.).

These must be advanced courses with prior approval of the Superintendent. Reimbursement for unusual travel expenses or course requirements may be granted at the discretion of the Superintendent.

Total course work expenditures may be limited to $50,000.00 system-wide per year.

Course work required by the system or state

Expenses will be reimbursed by the system with the exceptions of course work required to obtain certification and the advanced course work benefit noted above including, but not limited to, Master's Degree for employees hired after 1994.

Reimbursement will not include fees for graduate work when offered through the School Department.

Professional growth

The School Committee will pay the reasonable expenses including fees, meals, lodging, and transportation incurred by professional employees who attend:

                        • workshops,

                        • seminars,

                        • conferences,

                        • course work sponsored by the school system, and

                        • other professional improvement sessions

Attendance at all of the above shall be voluntary.

Visitations: Each professional employee shall be granted, upon request, one day with pay yearly for the purpose of visiting other schools or attending meetings of an educational nature, including the Massachusetts Teachers’ Association Annual Meeting.

Note: Advanced approval by the Principal and Superintendent is required for all of the above.  Reimbursement will not include fees for graduate credit where offered.

To obtain compensation, the following is the procedure for submitting a written report to the Superintendent.

Step

Action

1

Itemize time spent

2

Name the school or classes visited

3

Describe the work and methods observed

4

Suggest or comment on the work and methods observed

5

Write a synopsis of the education meeting attended

Mentoring

The School Committee and the Association recognize the significance and value of a mentoring program for teachers. A School Committee approved program will adhere to the state-mandated guidelines. Guidelines will be distributed by Administration to all staff members.

MTA Annual Meeting

No more than five (5) professional employees and one MTA Board of Directors representative, when applicable, in the aggregate, as designated by the Association, shall be granted permission to attend the Annual Meeting of the House of Delegates of the Massachusetts Teachers’ Association and the MTA Leadership Conference.  It is understood that the School Committee will not be responsible for any expenses incurred for fees, meals, travel, lodging, etc. for those employees who attend the MTA Annual Meeting or Leadership Conference.  Such leave shall not be charged against an employee’s sick leave. 

Preamble

The School Committee and the Association acknowledge that a teacher's responsibilities extend far beyond the student day. Teachers need time for matters including but not limited to:

                        • planning lessons,

                        • correcting papers,

                        • meeting with parents,

                        • helping students,

                        • planning curriculum, and

                        • collaborating with other staff members.

Background

The workday of professional employees will begin in the morning fifteen (15) minutes before the designated time for the students, which shall be the same for all schools. The first 10 minutes of this 15 minute block shall be dedicated to professional preparation time, and students shall not be released to classrooms or homeroom until 5 minutes before the designated student day commences. Professional employees are to remain as long after closing of school as necessary to carry out their responsibilities to the students but must remain after for at least thirty (30) minutes.

Additional contracted time

The meeting day for the additional contracted time (one (1) hour and five (5) minutes) will be determined on a school-by-school basis by the Administration prior to the beginning of the students’ school year.  The meeting day may be altered on a school-by-school basis by mutual agreement between the Administration and the staff.

School Years

Length of service

2011-2012

2012-2013

2013-2014

No more than six (6) days longer than the students are required to be in school.  These days will be crafted by a group comprised of administrators and association members.

Day 1

7:45-12:00     12:50-2:50

Day 2

7:45-12:00     12:50-2:50

Day 3

7:45-12:00     1:30-3:55

NTA luncheon 12:00-1:15

Day 4

7:45-12:00     12:50-2:50

Day 5

7:45-12:00     12:50-3:55

Day 6

7:45-12:00     12:50-3:55

Fridays and holidays          

Friday afternoons and afternoons before a holiday, the professional employee workday will end at the same time as the students' dismissal. For duty teachers, workday ends after the buses have departed. This does not include Professional Early Release Days which shall end no later than two (2) hours and thirty (30) minutes after student dismissal.

Leaving the building

All professional employees shall be allowed to leave the school building during duty-free periods pending notification with the office.

Professional activities

Unless otherwise mutually agreed by the Administration and the Association, up to ten (10) half days per school year shall be used by professional employees for professional activities under both faculty and administrative direction.

 Faculty/staff

 meetings

Faculty/staff meetings  (under normal circumstances) will be held:

                        • no more than once a week,

                        • with starting time no later than twenty (20) minutes after      

                           student dismissal, and

                        • with ending time within one (1) hour of starting time.

Note: Meetings may be extended beyond one (1) hour if mutually agreed upon by faculty and administration.  Professional Development Workshops are not considered to be faculty/ staff meetings.

Open

House

Professional employees shall be responsible for attendance at one evening Open House of 2-3 hours in the fall. The Open House shall be in place of the EWD of that week, and employees shall be allowed to leave school at 2:50 p.m. on the day of the Open House.

Parent Conferences

Professional employees shall be responsible for attendance at one evening of parent conferences of 2-3 hours in the fall. The attendance at parent conferences shall be in place of the EWD of that week, and employees shall be allowed to leave school at 2:50 p.m. on the day of the parent conferences.

Committee/ council/

board work

A teacher’s (professional employee’s) primary obligation is to be available to his/her students after school. Therefore, under normal circumstances, no professional employee shall be required to serve on more than one (1) committee/ council/ board at one time during the school year.

Individuals may be asked to serve on more than one committee/council/board based on their ability to serve, and the needs of the system.

Examples of committee/ council/ board include (but are not limited to):

                        • school council,

                        • principal advisor board,

                        • school goals committee, and

                        • representatives to the FONPS boards.

Note: Participation in department or team meetings does not constitute committee/ council/ board participation.

Flex scheduling

Flex scheduling shall occur when start and end times for some employees differ from the norm for staff in a given school, but total work hours remain equivalent.

New Hires commencing with 1999-2000 school year

May be a condition of employment

Current professional employees employed by the system prior to the 1999-2000 school year.

Mutual agreement between administration and affected staff

Additional days of service

The following positions may require additional days of service.

Position

Extra days of service

Library Media Specialist

approximately ten (10) days to be paid at the individual’s per diem rate

School Guidance Counselors

approximately ten (10) days to twelve (12) days to be paid at the individual’s per diem rate

Background

The following address professional employees in extracurricular roles:

Professional employees shall not

be required to accept assignments as class advisors or as club leaders.

Professional employees required to collect or transfer money shall not

be required to tabulate or account for such money.

Professional employees shall not

be required to drive to activities which take place away from the school building.

Note: They may do so voluntarily with advance approval of the principal or immediate supervisor.

Professional employees shall not

be required to transport students in their personal vehicle.

Introduction

The School Committee and Association acknowledge the current inequities in planning times scheduled between the elementary and middle/high school.

­­General provision

In order to meet the needs of the students, teachers may be requested to teach in an area of their interest or expertise which lies outside their certification.

Note: It is understood that employees are limited by state regulation to teach no more than 20% out of their certification, absent a waiver from the Department of Education.

Minimum

personal planning time

Each professional employee shall be provided a minimum of 280 minutes planning time per full student week of five (5) days of which forty (40) consecutive minutes per day will be personal planning time.  

Definition of

a Course

Any year-long or semester course that has content that is substantially different from another or which requires a significantly different approach and/or planning is considered a separate course.

Definition of

a Class

Any group of students under the direct supervision of a teacher for a specified amount of time is considered a class. 

Examples

United States History I and United States History II are separate courses; French 3 and French 4 are separate courses; Art I and Art II are separate courses; etc.   A teacher with 3 sections of Level II World History II would be considered to have 3 classes, but only one course.

Maximum Courses

Taught

On a yearly schedule, no teacher in a departmental setting will teach more than 4 separate courses during any one school year. On a semester longblock schedule (so-called), no teacher in a departmental setting will teach more than 3 separate courses during any one semester. 

Exceptions

If a teacher agrees to teach more than 3 semester-long courses in a given semester or 4 year-long courses in a given year, said employee has the option of choosing a teaching assistant full-time for one of those classes or monetary compensation, to be determined by agreement between the teacher, the union, and the administration.

Duty-free

lunches

As per state law, all employees covered by this contract are entitled to a minimum of a 30-minute, uninterrupted duty-free lunch every day. 

Early dismissals

On days when the students are dismissed early from school (“half-day”), the 30-minute duty-free lunch period shall begin 15 minutes after student dismissal.

Introduction

The Nantucket School Committee and the Nantucket Teachers’ Association believe strongly in the following four (4) statements: recognition of the needs and benefits, to both the individual and the system, of allowing professional employees to take sabbatical leave; recognition that in order for these professional employees and the system to gain maximum benefits, a flexible and liberal view needs to be taken in defining what constitutes a sabbatical leave and under what circumstances it will be taken; recognition of the unique professional development needs of the individual and the system; recognition of the exceptional circumstances of living on Nantucket Island. Sabbaticals are a marvelous way of allowing professional employees to gain valuable experience and increase knowledge. Every possibility will be considered in granting sabbaticals on a regular basis, as long as the education of the students is not compromised.

The School Committee agrees to fund sabbatical leaves up to $50,000.00 per school year.

Procedure

To maximize options and increase flexibility, the following procedure is agreed upon:

Step

Action

1

A sabbatical leave may be granted, in good faith, by the Superintendent, to any professional employee who has worked for the system a minimum of three (3) years.

2

A sabbatical leave may be for any length of time, up to a full school year. Under normal circumstances, sabbaticals will not extend beyond one full year.

3

After returning from a sabbatical leave of one-half year or more, the professional employee shall agree, in writing, to return to employment in the Nantucket School system for two consecutive full school years immediately following completion of the sabbatical leave or shall return the total compensation received during the sabbatical leave.

4

Sabbatical leave shall be considered time on the job for advancement on the salary scale.

5

A professional employee may, under normal circumstances, apply for another sabbatical leave, of a half-year or more, after completing six (6) full years of teaching in the system after returning from a sabbatical leave.

6

The professional employee shall apply for sabbatical leave, of a half-year or more, no later than November 1st of the preceding school year.  In special circumstances, this requirement may be waived by the Superintendent.

7

Under normal circumstances, not more than four professional employees may be absent on sabbatical leave of a half-year or more, at one time; but no more than two professional employees from one building will be absent on sabbatical leave of a half-year or more, at one time.

8

For purposes of this contract, a sabbatical leave may include, but is not limited to, the following: continuing education, professional development, and enrichment.

9

A fair and equitable compensation package for the professional employee, determined by a team consisting of the Superintendent, the applicant, and a representative of the Nantucket Teachers’ Association, may include any of, but is not limited to, the following:

                       • pay,

                       • health insurance payments,

                       • payment for course work or fees,

                       • retirement contributions.

10

A professional employee, upon returning to the system, will be given or assigned to the same position he/she held at the time said leave commenced, if available, or if not, to a substantially equivalent position for which the professional employee is certified.

Introduction

The number of sick days per year will be fifteen (15).

Sick days may be utilized in half-day increments; and may not need to be utilized at all for brief medical appointments on island when appropriate coverage can be obtained without cost to the district, and upon notification of building administration.

After three (3) consecutive school days of sickness, the Principal or Superintendent has the authority to require a doctor’s statement.  Verified abuse of sick leave shall be a cause for discipline by the Administration.

Unused

sick days

The number of unused sick days will accumulate to 150 days.

Accumulated sick leave notice will be issued annually by October 1st. Sick leave days are not calendar days, but days when schools are scheduled to be in session.

If

a professional employee....

Then

the professional employee...

achieves 150 days of accumulated sick leave in the Nantucket Public Schools

shall be eligible for reimbursement for unused sick leave days exceeding the 150 days.

 Under no circumstances may the maximum number of days to be reimbursed exceed 15 days per annum.

If any professional employee, on the date of this salary schedule, has accumulated some days of unused sick leave, he/she may retain these and increase his/her total.

Reimbursements for unused sick days

·         Annual reimbursement will be made at the rate of a full day’s substitute pay.

·         Written requests for reimbursement must be made on or before May 1st of the school year during which the most recent sick days were accrued.

·         Payment will be made prior to the first day of the next school year.

Background

In accordance with the provisions of this article, a professional employee who becomes pregnant shall be entitled to a maternity leave of absence with or without pay as described below. The professional employee shall notify the Superintendent within a reasonable time after the pregnancy has been established, but no later than eight (8) weeks prior to the estimated delivery date.

Note: A pregnant employee may continue to teach as long as she is able to per­form her duties in a satisfactory manner.

Female

Maternity

leave

The table below explains the paid and unpaid maternity leave time for part/full time professional female employees.

If the female....

Then she is entitled to...

• is a part/full time professional,

• has been employed at least three consecutive months ,

• gives two weeks notice of her departure day and notice that she intends to return to her job,

• eight (8) weeks maternity leave without pay and

• an additional four (4) weeks child rearing leave without pay, and

• return to the same position with­out loss of employment benefits for which she was eligible on the date her leave commenced if she terminates her leave within twelve (12) weeks.

Notes:

1. The first eight (8) weeks, which are counted as normal school days, exclusive of vacation(s), shall be deducted from said professional employ­ee’s sick days.

2. The additional four (4) weeks are without pay absent disability, but

with insurance benefits continuing to be paid by the system .  The employee continues to pay his/her portion of the premium.

3. The parties further agree that days taken under these leaves are

school days from within any one (1) school year.

Paternity

leave

Every part/full time professional male employee is entitled to the same eight (8) weeks of child rearing leave without pay as a female and four (4) weeks of child rearing leave without pay as a female under the conditions as noted above.

Extended maternity/

paternity

leave

A professional employee is entitled to maternity/paternity leave without pay longer than twelve (12) weeks and up to eighteen (18) months under the following conditions.

Full time professional employees must:

• be eligible for a maternity/paternity leaves under the terms of the   

 previous section,

• give the Superintendent written notice of the employee’s  intention to take more than eight (8) weeks not later than six (6) weeks after the birth of the child and include in such notice the date the employee intends to return and

• return at the opening of school in September following the birth of the child or if that should be less than six (6) months following the termination of pregnancy then at the employee’s option that September or the next following September and, in either case, is entitled to the same position if vacant or to a similar position.

In the event that extended maternity/paternity leave has previously been taken by a professional employee, such employee shall be entitled to this second or subsequent leave only if he/she has been an employee for the immediately preceding eight (8) consecutive months that includes  the maternity/paternity leave of eight (8) weeks or twelve (12) weeks.    

Note: Extended maternity/paternity leave, and all rights and benefits hereunder including the right to return as described and limited by the terms described previously, shall in any event terminate no later than eighteen (18) months following the commencement of such maternity/paternity leave. 

  See Appendix: Family Medical Leave Act

Disabilities rationale

Disabilities caused or contributed to by:

                        •  pregnancy,

                        •  miscarriage,

                        •  abortion,

                        •  childbirth, and

                        •  recovery therefrom

shall be treated as temporary disabilities eli­gible for accumulated sick leave benefits as listed under the heading of Sick Leave.

Explanation of Sick Leave Bank

A sick leave bank has been established for the purpose of making additional sick leave days available to professional employees who have been employed by the Nantucket Public Schools for at least one (1) year, who have exhausted their entire sick leave accumulation and who have a serious illness or injury.

Introduction

Professional employees may apply for a leave of absence (with or without pay).  Leaves (with the exception of jury duty, FMLA, MMLA, and Military Leave) must be applied for in writing to the Superintendent by March 5.

All benefits which a professional employee had accrued at the time his/her leave of absence commenced, including unused accumulated sick leave, will be restored to him/her upon his/her return, and he/she will be given or assigned to the same position he/she held at the time said leave com­menced, if available, or if not, to a substantially equivalent position for which the professional employee is certified.

An employee on a leave of absence must give written notice to the Superintendent of Schools by March 5 of the year the leave expires of his intention to return or resign unless an extension of leave or a new leave has been granted.  Failure to furnish written notice shall constitute a notice of resignation.

Note: All requests for renewal or extensions of leaves will be applied for and granted or refused in writing.

Types of leave

The following are types of leave that professional employees may apply for:

Type of Leave

Compensation

Jury Duty

his/her normal daily rate of pay less any sum received by the teacher for such jury duty 

Peace Corps, Vista, Teacher Corps, or exchange teacher, or overseas teacher on a full time basis

without pay up to two (2) years

Armed Forces, Peace Corps, or Vista

all of their accumulated sick leave and any other benefits described in this agreement upon returning to the Nantucket School System

Unpaid leave

Extended professional leave may be granted one (1) school year at a time without pay to a certified employee who has served satisfactorily. The teacher must submit a written request stating the reason for such an absence on or before March 5.

Other leave

The following table explains other types of leave.

Type of leave

Compensation

Seri­ous illness or injury in the professional employee’s immediate family requiring bedside or household attention

Up to five (5) days emergency leave to be deducted from the sick leave of a pro­fessional employee

Legal proceeding connected with the professional employee’s employment or with the school system

Time necessary for appearance with pay if the presence of the professional employee is required by subpoena to be a witness

Tuberculosis in a communicable state where the professional employee is excluded or removed from employment

with pay for the entire peri­od of such exclusion or removal, but in no case, more than two (2) years.

Note: Must use accrued, unused sick days first.

Active reserve com­ponent of the Armed Forces for the purpose of attending an annual tour of duty as a member of that reserve component

with pay not exceeding seventeen (17) days-at the normal daily rate of pay, less any sum paid to him for such duty or service.

Note: The Superintendent may request summer service for the teacher.

Miscellaneous leave

Emergency and/or temporary absences with pay, for reasons not men­tioned above may be granted by the Superintendent at his/her discretion and may be deducted from the employee’s sick leave.

Introduction

An employee adopting a child of five (5) years of age or younger shall be entitled to a child rearing leave without pay of up to eighteen (18) months providing he/she follow the proper procedure. 

Procedure

 The following is the procedure for professional employees applying for adoption leave:

Step

Action

1

Complete ninety (90) consecutive days of employment in the Nantucket Public Schools prior to commencement of the leave.

2

Prior to the commencement of the leave, give sixty (60) days notice to the Superintendent of :

        • his/her intent to take such a leave,

        • the anticipated date of departure,

        • the duration of the leave,

        • and assurance of his or her intent to return to work

3

Notify the Superintendent when notice of the approval by the concerned agency is received and give additional notice of the actual date of departure, duration of leave, and his/her assurance of his/her intent to return to work.

4

Provide the Superintendent with proof of custody of the child within fifteen (15) days of final notice to employee from the agency in order to continue the leave beyond the initial fifteen (15) day period.

Adoption leave benefits

The professional employee is entitled to return to the same position without loss of employment benefits for which he/she was eligible on the date his/her leave commenced if he/she terminates his/her leave within twelve (12) weeks.            

            • Eight (8) of these weeks shall be deducted from said employee’s 

              accumulat­ed sick leave, if the employee desires.

            • The additional four (4) weeks are with­out pay, but with insurance                 

              benefits continuing to be paid by the system.  Employee continues to               pay his/her portion of the premium.

Note: No part of these twelve (12) weeks may be borrowed from the sick leave bank. Days taken under this twelve (12) week leave are school days from within any one (1) school year.

Vacancies and new positions

The following is the process for filling employment vacancies and new positions.

Who does it

What happens

Superintendent

posts vacancies and new positions in a designated area of all school buildings as they occur or are anticipated. Such notices include:

• job description for each existing and newly cre­ated position,

 • a statement of minimum qualifications,

• and the date by which candidates  must apply.

Association members

may request to receive such notices during summer recess in a timely fashion.

Note: Must note this request on year-end check off list.

Professional employee

submits a written request to the Superintendent stating the assignment preferred.

Note: No vacancy, except in the case of an emergency, shall be filled on a tem­porary basis until such vacancy shall have been posted for at least ten (10) days. Temporary appointments shall not extend beyond an unreasonable period of time.

Posting dates

The following are posting dates for class, club advisor, and coaching positions.

Position

Posting Date

Appointment Date

Class & club advisors

for next academic year

June 1

Last day of school

Fall athletic coaching positions

June 1

*June 15

Winter athletic coaching positions

October  1

*October 15

Spring athletic coaching positions

January 1

*January 15

*except when special cir­cumstances warrant a later appointment.

Introduction

When making reas­signments (within a school) and transfers between schools), the Superintendent will give consideration to:

                        • the desires of the professional employee,

                        • his/her area of competence,

                        • his/her major and/or minor field of study,

                        • his/her quality of performance,

                        • length of his/her service in the Nantucket School system, and

                        • the needs of the department.

In making transfers, the convenience and wishes of the individual profes­sional employee will be honored to the extent that these do not conflict with the best interests of the school system and the pupils. Internal candidates seeking voluntary transfer should be given careful consideration based upon their certification and their service to the district.

Transfer process

The following is the process for transfer or reassignment of a professional employee:

Who does it

What happens

Superintendent or designee

meets with the professional employee to discuss transfer or reassignment.

Professional employee

receives a registered or hand-delivered letter informing him/her of the intended change and the reasons for the same.

Professional employee

has thirty (30) day period from post marked mail before making the change.

Superintendent

may waive the meeting and the thirty (30) day clause in extremely unusual circumstances but will avoid this whenever possible.

Non-renewal

Professional employees who have not attained professional teacher status and whose contract is not to be renewed shall be notified in writing of the reasons by 7 calendar days after completion of town meeting or May 1st, whichever shall first occur.

Introduction

The Superintendent, at his/her sole discretion, determines the number of professional employees necessary or desirable in the school system.

Staffing

Professional employees shall receive written notification of teaching assignments, student placement, and room assignments for the upcoming school year prior to the close of school, except when special circumstances necessitate late notification.

Termination

In the event of a reduction of the number of professional employees in the school system which results in the termination of a teacher, the Superintendent shall not terminate a professional employee who has attained Professional Teacher Status if he/she is fully qualified and certified for a posi­tion held by a professional employee who has not attained Professional Teacher Status.

Note:  If in the opinion of the Superintendent, a professional employee, although technically fully qualified, is not able to perform sat­isfactorily in the contemplated position, the situation will be reviewed with the professional employee and/or members of the Teachers’ Association.

In determining the order in which professional employees with Professional Teacher Status shall be terminated within their major areas of certification, the Superintendent shall consider the following factors:

                        • professional training,

                        • quality of performance,

                        • prior evaluations,

                        • professional experience within a given discipline,

                        • and the needs of the school system.

If ...

(at the discretion of the Superintendent, after consultation with other relevant supervisory personnel)

Then ...

Two (2) or more professional employees with Professional Teacher Status are approximately equal on the basis of the factors set above

the professional employee having the shortest length of employment in the Nantucket School system shall be terminated first.

Notice of termination (Professional Teacher Status)

(

The Superintendent shall make every effort to notify a professional employee with Professional Teacher Status affected by reduction in staff by 7 calendar days after completion of town meeting or May 1st, whichever shall first occur, of the school year preceding the school year in which the reduction is to be made.

Notice of termination (Non-Professional Teacher Status)

The Superintendent shall make every effort to notify a professional employee without Professional Teacher Status of non-renewal of contract for the following school year by 7 calendar days after completion of town meeting or May 1st, whichever shall first occur. 

Recall rights

The Superintendent, applicable Principal and NTA Co-President (or designee) shall meet with affected employees to notify them of the Reduction-in-Force no later than seven days of completion of town meeting or May 1, whichever shall first occur. Professional employees who are laid off shall retain recall rights for a peri­od of two (2) years from the effective date of the layoff to fill vacancies within the professional employee's area of certification and qualification.  These profes­sional employees shall be recalled in the inverse order of their layoff.  Professional employees who are on the recall list shall lose their place on the list in the event that proper certification is not in effect as of June 30 following notification of recall. During the recall period, professional employees who have been laid off shall be given preference on the substitute list if they so desire.  The effect on Professional Teacher Status of a layoff shall be determined in accordance with applicable law.

Rationale

The major focus of evaluation should be performance;  what a teacher does and causes to happen.

By focusing on performance, subjective opinion is reduced considerably, and observable objective evidence becomes the basis for the evaluation.

The Supervision and Evaluation Document shall be used by all evaluators in their evaluations of professional employees.

The Supervision and Evaluation Document shall, effective as soon as possible, but no later than September 1, 2011, be amended or modified to include standards and procedures which are applicable to, and appropriate for evaluation of non-teaching personnel; including, but not limited to nurses, counselors, and librarians.

Additions to Personnel File

No material derogatory to a professional employee regarding his/her :

                        • conduct,

                        • service,

                        • character,

                        • or personality will, unless substantiated by evi­dence, be

                          placed in his/her personal file unless the teacher has had an

                          oppor­tunity to review the material (see below).

The right to review personnel files process

The following is the process for professional employees who wish to review the contents of their personnel files.

Who does it

What happens

The professional employee

presents a written request to review the contents of his/her personnel file

A representative of the Association

may accompany the employee at his/her request to review the material.

The professional employee

reviews his/her file. 

The professional employee

acknowledges that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such sig­nature in no way indicates agreement with the contents thereof.

The professional employee

has the right to submit a written answer to such material.

The Superintendent

reviews the letter and attaches it to the file copy.

Professional Employee Discipline

The Association recognizes the authority and responsibility of the Principal for disciplining or reprimanding a professional employee for delinquency of a professional performance.

If a professional employee...

Then....

is to be disciplined or reprimanded by a member of the Administration above the level of the Principal

he/she will be entitled to have a representative of the Association present.

Public

complaint

Any complaint to be acted upon or made a part of the public record regard­ing a professional employee made to any member of the Administration or School Committee by any parent, student, or other person shall be promptly called to the attention of the professional employee and the complainant iden­tified.

Teacher

“At-Risk”

A teacher is considered to be “at-risk” when the Principal has serious concerns regarding his/her performance.  When there is a serious concern regarding a teacher’s performance, which may lead to dismissal or being held at current compensation:

• the Principal may move the teacher to a yearly evaluation cycle,

      and/or

• either party may request that a second evaluator be asked to participate in the formal evaluation stage.

*See Supervision and Evaluation Document in Staff Handbook.

Rationale

All professional employees shall, to the extent possible, be assured of a safe, healthy, and secure work environment.  Any reasonable complaint by a professional employee as to a school facility shall be investigated promptly by Administration and the employee shall be notified of the action taken.

Professional Employee Facilities

Where practical and possible, each school staff shall have the following facilities including but not limited to:

               • professional employee workroom containing adequate equipment and supplies to aid in the preparation of instruction materials,

               • an appropriately furnished room to be reserved for the exclusive use of the professional employees as a faculty lounge,

               • clean, well-maintained, properly ventilated and lighted classrooms, and appropriately supplied instructional areas ready for teaching,

               • a serviceable desk and chair for the professional employee in each classroom,

               • a secure place for personal belongings in each classroom (preferably) or other easily accessible location,

               • well-lighted and clean rest rooms for both male and female employees,

               • adequate parking lots and walkways, illuminated as necessary.

Use of facilities

The School Committee and Association are committed to and encourage the health and wellness of the staff.

The School Committee also recognizes that professional employees need access to the school facilities during non-school hours.

Therefore,

               • professional employees covered by this contract will have use of school facilities for health and recreation purposes when they are open and properly staffed.

               • professional employees covered by this contract shall be granted reasonable access to school facilities for academic purposes when they are open and properly staffed, and

               • teachers will be given adequate notice when the building or rooms are not available or in use.

               • the Association will have the right to use the school building for meetings after school with approval of the Principal of the building. 

               • the Association shall have the right to display on bulletin boards, dis­tribute in the mailboxes of individual professional employees, or via computerized technology, any official Association notices or circulars, and

               • teaching stations which are used outside of the school day shall be left ready for instruction the following school day, and supplies and equipment used shall be returned and furniture reorganized.

Moving Expenses

Within his/her first year, a new professional employee bringing his/her house­hold effects to the island will be repaid, not to exceed $500.00, upon his/her pre­sentation of freight and/or moving receipts. Under special circumstances, the Superintendent may grant additional reimbursement.

Employee Housing Payroll

Deduction

The School Committee and the Association agree that the Nantucket Education Trust reserves the right to deduct the rental fee for employees living in Employee Housing.

Activity Pass

Employees covered by this contract will be provided an activity pass that grants them FREE admission to school-sponsored events and activities, which are not conducted for the purpose of fundraising.

Worker’s Compensation

Worker’s Compensation covers a professional employee in the Nantucket School System. The compensation shall pay an employee who received injuries arising out of, and in the course of his/her employment, the compensation provided by M.G.L.Chapter  152; 69.  This amount equals the difference between the amount paid under Worker’s Compensation and the employee’s normal pay.  This payment is taken from the employee’s accumulated sick leave time or vacation time on a pro-rata basis. In no case will this combined payment exceed the employee’s regular pay.  This payment will include the Worker’s Compensation payment plus unused sick leave and/or vacation time on a pro-rata basis.

Censorship and restraint

The School Committee and Association agree that, given a context of respectful discourse by all parties, full freedom in the exchange of ideas is essential to the fulfillment of the goals of the Nantucket  School District.  They acknowledge the fundamental need to protect employees from censorship and restraint, which may interfere with their professional responsibilities.  These responsibilities include:

                        • a commitment to the democratic tradition, and

                        • a concern for the welfare, growth, and development of

                          children.

Minutes of  School Committee

meetings

The minutes of previous School Committee meetings are to be furnished to each school.

In compliance with the provisions of M.G.L. Chapter 71, § 38R, the Superintendent of Schools shall request and review CORI checks. Employees shall be made aware that CORI reports concerning them are being requested and when such request is actually made. Such checks shall take place:

                      •  not more than once every three (3) years

                      •  or when requested by Administration.

Employees shall be made aware that, upon request, they shall be provided with a CORI report received by the Superintendent.  All CORI reports shall be kept in a separate, secure file maintained in the Superintendent’s office.  Upon termination of employment, an employee may request in writing that he/she be given a copy of his/her reports.

After a review of a CORI report, the Superintendent, if he/she deems it necessary, may meet with the employee who may at such meeting, be represented by the Association.  Any and all personnel actions resulting from information acquired from a CORI report shall be conducted pursuant to the provisions of the collective bargaining agreement and the General Laws of the Commonwealth”.

Rationale

To honor the work teachers do for children and the time it takes to do it.

Year

Raise

2011-2012

 .5 %

2012-2013

2.2 %

2013-2014

2.0 %

(percentages of annual increase are applicable only to salaries and staff beyond step 10)

Salary schedule

Step increases for the term of this agreement are as follows:

Step

*Percent Increase

Step 1 to Step 2

3%

Step 2 to Step 3

3%

Step 3 to Step 4

5%

Step 4 to Step 5

3%

Step 5 to Step 6

3%

Step 6 to Step 7

3%

Step 7 to Step 8

3%

Step 8 to Step 9

3%

Step 9 to Step 10

5%

*(percentages are of the previous year's salary)

Column increases for the term of this agreement are as follows:

Education Degree

*Percent Increase

B to B+15

2%

B+15 to B+30

4%

B+30 to M

8%

M to M+15

10%

M+15 to M+30

12%

M+30 to M+45 CAGS/PhD

16%

* Percentages are of the base of bachelor's column for the respective step

2011-2012

B

B+15

B+30

M

M+15

M+30

M+45

1.02

1.04

1.08

1.1

1.12

1.16

1

1.00

$54,646

$55,739

$56,832

$59,018

$60,111

$61,204

$63,390

2

1.03

$56,285

$57,411

$58,537

$60,789

$61,914

$63,040

$65,291

3

1.03

$57,975

$59,133

$60,293

$62,612

$63,771

$64,931

$67,251

4

1.05

$60,873

$62,091

$63,308

$65,743

$66,961

$68,178

$70,612

5

1.03

$63,893

$65,171

$66,449

$69,005

$70,283

$71,560

$74,117

6

1.03

$65,810

$67,126

$68,442

$71,075

$72,391

$73,708

$76,339

7

1.03

$68,442

$69,811

$71,180

$73,918

$75,287

$76,656

$79,393

8

1.03

$71,180

$72,604

$74,027

$76,875

$78,299

$79,722

$82,569

9

1.03

$74,027

$75,508

$76,988

$79,950

$81,430

$82,911

$85,872

10

1.05

$78,483

$80,053

$81,623

$84,762

$86,332

$87,902

$91,041

A

1.005

$81,130

$82,752

$84,375

$87,620

$89,242

$90,865

$94,110

2012-2013

B

B+15

B+30

M

M+15

M+30

M+45

1.02

1.04

1.08

1.1

1.12

1.16

1

1.00

$54,646

$55,739

$56,832

$59,018

$60,111

$61,204

$63,389

2

1.03

$56,285

$57,411

$58,537

$60,788

$61,914

$63,040

$65,291

3

1.03

$57,974

$59,134

$60,293

$62,612

$63,772

$64,931

$67,250

4

1.05

$60,873

$62,090

$63,308

$65,742

$66,960

$68,178

$70,613

5

1.03

$62,699

$63,953

$65,207

$67,715

$68,969

$70,223

$72,731

6

1.03

$65,810

$67,126

$68,443

$71,075

$72,392

$73,707

$76,340

7

1.03

$67,784

$69,140

$70,496

$73,207

$74,563

$75,919

$78,630

8

1.03

$70,496

$71,906

$73,316

$76,135

$77,545

$78,955

$81,775

9

1.03

$73,316

$74,782

$76,248

$79,181

$80,647

$82,114

$85,046

10

1.05

$77,728

$79,284

$80,838

$83,947

$85,501

$87,056

$90,166

B

1.022

$80,210

$81,814

$83,419

$86,627

$88,231

$89,836

$93,044

A

1.022

$82,914

$84,572

$86,231

$89,548

$91,205

$92,864

$96,181

2013-2014

B

B+15

B+30

M

M+15

M+30

M+45

1.02

1.04

1.08

1.1

1.12

1.16

1

1.00

$54,646

$55,739

$56,832

$59,018

$60,111

$61,204

$63,389

2

1.03

$56,285

$57,411

$58,537

$60,788

$61,914

$63,040

$65,291

3

1.03

$57,974

$59,133

$60,293

$62,612

$63,771

$64,931

$67,250

4

1.05

$60,873

$62,090

$63,308

$65,742

$66,960

$68,177

$70,612

5

1.03

$62,699

$63,953

$65,207

$67,715

$68,969

$70,223

$72,731

6

1.03

$64,580

$65,871

$67,163

$69,746

$71,038

$72,329

$74,913

7

1.03

$67,784

$69,140

$70,496

$73,207

$74,563

$75,918

$78,630

8

1.03

$69,818

$71,214

$72,611

$75,404

$76,800

$78,197

$80,989

9

1.03

$72,611

$74,063

$75,515

$78,420

$79,872

$81,324

$84,228

10

1.05

$76,981

$78,521

$80,060

$83,140

$84,680

$86,219

$89,298

C

1.02

$79,283

$80,869

$82,455

$85,626

$87,211

$88,798

$91,969

B

1.02

$81,814

$83,451

$85,087

$88,360

$89,996

$91,632

$94,905

A

1.02

$84,573

$86,264

$87,956

$91,339

$93,029

$94,721

$98,104

2011-2012

2012-2013

2013-2014

Site Supervisor

per hour

30

30

30

Interscholastic Sports – Medical Coverage

Fall, Winter, Spring, Summer

per hour

40

40

40

FALL

LEVEL 1

LEVEL 2

LEVEL 3

Field Hockey, Varsity

$5,653

$6,392

$7,131

Field Hockey. J.V.

$4,422

$4,802

$5,194

Field Hockey, Middle School

$2,093

$2,261

$2,440

Football, Varsity Head

$8,094

$8,844

$9,571

Football, Varsity Assistant

$5,900

$6,280

$6,638

Football, J.V. Head

$5,900

$6,280

$6,638

Football, J.V. Assistant

$4,052

$4,399

$4,746

Golf, Varsity

$5,194

$5,866

$6,526

Golf, J.V. or Assistant

$4,052

$4,399

$4,746

Soccer, Varsity

$5,653

$6,392

$7,131

Soccer, J.V. or Assistant

$4,422

$4,802

$5,194

Soccer, Middle School

$2,093

$2,261

$2,440

Cheerleading, Varsity

$5,194

$5,866

$6,526

Cheerleading, J.V. or Assistant

$4,052

$4,399

$4,746

WINTER

Basketball, Varsity

$6,504

$7,220

$7,903

Basketball, J.V. or Assistant

$4,847

$5,217

$5,407

Basketball, Middle School

$2,093

$2,261

$2,440

Gymnastics, Varsity

$5,653

$6,392

$7,131

Gymnastics, J.V. or Assistant

$4,422

$4,802

$5,194

Gymnastics, Middle School

$2,093

$2,261

$2,440

Swimming, Varsity

$5,653

$6,392

$7,131

Swimming, J.V. or Assistant

$4,422

$4,802

$5,194

Swimming, Diving Coach

$2,093

$2,261

$2,440

Ice Hockey, Varsity

$5,653

$6,392

$7,131

Ice Hockey, J.V. or Assistant

$4,422

$4,802

$5,194

Ice Hockey, Middle School

$2,093

$2,261

$2,440

SPRING

Baseball, Varsity

$5,653

$6,392

$7,131

Baseball, J.V. or Assistant

$4,422

$4,802

$5,194

Baseball, Middle School

$2,093

$2,261

$2,440

Softball, Varsity

$5,653

$6,392

$7,131

Softball, J.V.

$4,422

$4,802

$5,194

Softball, Middle School

$2,093

$2,261

$2,440

Boys Lacrosse, Varsity

$5,653

$6,392

$7,131

Boys Lacrosse, J.V. or Assistant

$4,422

$4,802

$5,194

Boys Lacrosse, Middle School

$2,093

$2,261

$2,440

Girls Lacrosse, Varsity

$5,653

$6,392

$7,131

Girls Lacrosse, J.V. or Assistant

$4,422

$4,802

$5,194

Girls Lacrosse, Middle School

$2,093

$2,261

$2,440

Sailing, Varsity

$5,653

$6,392

$7,131

Sailing, J.V. or Assistant

$4,422

$4,802

$5,194

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