Nashoba Valley RVTSD

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DistrictNashoba Valley RVTSD
Shared Contract District
Org Code8520000
Type of DistrictVoc-Tech/Agricultural
Union AffiliationAFT
Most Recent DocumentMOA
Expiring Year2014
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersNashoba Valley RVTSD
CountyMiddlesex
ESE RegionNortheast
Urban
Kind of Communityresidential suburbs
Number of Schools1
Enrollment662
Percent Low Income Students20
Grade Start9
Grade End12
download pdf version of this document view accessible version of this document Nashoba Valley

MOA extended to June 30, 2014

 

STATEMENT OF PURPOSE

 

The School Committee, the Nashoba Valley Technical High School, and the Nashoba Valley Federation of Teachers, Local 3234, American Federation of Teachers, Massachusetts, AFL-CIO, agree that they have a common public and educational area of concern in addition to economic matters such as salary and working conditions. This wider area of professional concern is to be approached constructively toward the goal of educational excellence.

 

ARTICLE - I - RECOGNITION

 

The Nashoba Valley Technical High School District Committee (hereinafter

“Committee:) recognizes the Nashoba Valley Technical High School Federation of ‘Teachers, Local 3234, American Federation of Teachers, AFL-CIO (hereinafter “Federation”) as the exclusive bargaining representative for all full-time and part-time teachers, guidance counselors, librarians, nurse, library/technology specialist, school psychologist and assistant to the dean exclusive of all other employees in its employ.

 

ARTICLE - 2 - DEFINITIONS

 

A.          “Vocational teachers’ shall include all teachers of Chapter 74 approved programs.

B.           “Academic teachers’ shall include all teachers of academic subjects and physical education, also guidance personnel and school librarian.

C.     The terms “he” or “his” shall mean “she” or “hers where appropriate.

D.     Where the term “teacher” is used, it shall mean an employee who is a full-time or part-time teacher. A part-time teacher is any one who is hired to work less than full-time.

E.      Where the term “nurse” is used, it shall mean the school nurse.

F.      Where the term “assistant dean” is used, it shall mean the assistant to the dean of students.

G.     Where the term “library specialist” is used, it shall mean the library/technology specialist.

H.     “District shall mean Nashoba Valley Technical High School District.

I.       “Bargaining Unit Member” shall mean all employees in the bargaining unit as described in Article I - Recognition.

 

ARTICLE – 3 - COMMITTEE RIGHTS

 

A.       The Committee is a public body established under and with powers provided by the Massachusetts General Laws and nothing in this Agreement shall derogate from the powers and responsibilities of the Committee under the said General Laws of rules and/or regulations of the Commonwealth of Massachusetts. The Committee retains those rights, powers and duties it now has, may be granted or have conferred upon it by the said General Laws. Except as specifically abridged or modified by a term of this Agreement, the exercise of the Committee’s aforesaid rights shall be final and binding and not subject to the grievance and/or arbitration procedure hereunder.

 

B.       The Federation agrees that the Committee has complete authority over the policies and administration of all school departments that it exercised under the provisions of law and in fulfilling its responsibilities under this Agreement including the establishment of work rules and regulations not inconsistent with the terms of this Agreement. Any matter involving the management of the school operations vested by law in the Committee is in the province of the Committee and not subject to the grievance and/or arbitration procedures hereunder.

 

ARTICLE – 4 - COMPENSATION

 

A.          Basic Salary Schedule

The across-the-board salary increase for teachers shall be as follows:

 

2007-2008       Steps plus 2.50%

2008-2209       Steps plus 3.00%

2009-2010       Steps plus 3.00%

The salaries of the bargaining unit members are set forth in Appendix A, which is attached to and made part of this Agreement.

 

B.           Coaches and Extra Curricular Activities

1.       With the exception of the EMT, Winter and Fall Cheerleader Coach during the 2007-08, Appendices B and C shall increase as follows:

 

2007-2008       Steps plus 2.50%

2008-2209       Steps plus 3.00%

2009-2010       Steps plus 3.00%

 

2.      During 2007/08 change EMT to $2,500 per season

3.      During 2007/08 change Fall Cheerleading Coach to $2,000

4.      During 2007/08 change Winter cheerleading Coach to $2,000

5.      All stipends in Appendix C shall be paid with the first payroll processed after the last day of each season provided that all responsibilities associated with the activity have been completed

 

C         Placement on the Salary Schedule

1.         Members of the bargaining unit shall be placed on the salary schedule at the step appropriate for degree status and/or creditable years of training. Upon the acquisition of additional credits, a bargaining unit member shall be advanced to the appropriate column and shall have his/her salary increased accordingly. This advancement will take place September 1, or February 1, whichever date is earlier following the submission of official transcripts to the superintendent.   For transcripts submitted after September 1 but before February 1, the adjustment will be retroactive to September 1 if all course work was completed before September 1.  For transcripts submitted on or after February 1, but before the close of the school year, the adjustment will be retroactive to February 1 if all course work was completed before February 1.

 

2.         During the life of this Agreement, the nurse shall be paid at the rate specified for step I of the BV column of the Basic Salary Schedule but shall not be placed on the schedule.  Nurses with a DOE License shall be eligible for movement on all columns of the salary schedule up to step 4 effective 7/7/07.

 

3.         During the life of this Agreement, the Library Specialist shall be paid 70% of the rate specified for step I of the BV column of the Basic Salary Schedule. If certified, the library specialist shall be paid at the rate specified for step I of the BV column of the Basic Salary Schedule but shall not be placed on the schedule. Library Specialists with a DOE License shall be eligible for movement on all columns of the salary schedule up to step 4 effective 7/7/07.

 

4.         During the life of this Agreement, the assistant dean shall be paid at the rate specified for step I of the BV column of the Basic Salary Schedule but shall not be placed on the schedule.  But, if the Assistant to the Dean holds a DOE License, he/she will be eligible for placement on the salary schedule

 

5.         All educational and vocational credits earned by bargaining unit members that are to be used for salary adjustments or increases must be part of an established degree program and/or approved by the Superintendent.

 

6.         Salary increases and increments provided for by the salary schedule would be automatic each year, providing the following criteria are met:

 

a.          Competence. In order to progress on the salary schedule, bargaining unit members must display competent instructional job habits as evidenced through the District’s evaluation process.

 

b.         Professional Growth. All vocational unit members must fulfill the professional improvement requirements in compliance with Chapter 74, and the District, by electing trade-contact, study, or workshop. All proposals for professional improvement must be approved in writing by the Superintendent] Director.

 

7.         Salaries for part-time teachers shall be pro-rated as to time worked.

 

D.                Method and Time of Salary Payment

1.       Salaries shall be paid in twenty-one (21) or twenty-six (26) equal installments, starting with the second Wednesday of the school year in September, and continuing bi-weekly. If a regular payday falls during a vacation, that payroll will be made on the last regular school day before the start of the vacation. If, because of a computer problem or any other reason not under the control of the Committee, paychecks cannot be made available on the last day before vacation, employees may either pick up their checks or have them mailed by providing a self-addressed stamped envelope. The last paycheck will be issued on the teachers’ last workday of the school year.

 

2.      Employees must notify the payroll office before leaving school in June whether they wish to be paid in twenty-one (21) or twenty-six installments (26), but in no event, later than July 1.

 

3.      If a member of the bargaining unit authorizes a salary deduction for membership in the Massachusetts Vocational Association, said deduction will be made on a one time basis during each school year in which the authorization remains in effect.

 

E.        Anniversary Dates

For purposes of salary payment, bargaining unit members on the job more than one-half (1/2) of a school year will advance a step on the salary schedule each September.

 

F.         Mileage Reimbursement

Bargaining unit members who are authorized to use private automobiles for school business shall be reimbursed at the IRS mileage rate in force in September of each year of the contract for the duration of the contract.  Employees shall be reimbursed within forty-five (45) days of the documentation being received at the Business Office.

 

G.        Itemized Payroll Deduction

A statement of payroll deductions shall be provided with each salary payment.

 

H.        Definition of Terms Relative to Classification on the Salary Schedule

1.       BV LEVEL “B” refers to academic teachers with a Baccalaureate Degree, and “V’ refers to vocational and technical teachers with certificates from Massachusetts Department of Education, Division of Occupational Education.

 

2.       B15/V15 LEVEL - “B15” academic teachers may achieve this level by submitting proof of 15 graduate credits beyond certification. “Vl5” vocational or technical teachers may achieve this level by submitting proof of 15 credits beyond certification and towards a proposed Baccalaureate Degree, or they may take technical courses approved by the Superintendent.

 

3.       B30/V30 LEVEL “B30” academic teachers may achieve this level by submitting proof of 30 graduate credits beyond certification. , V30” vocational or technical teachers may achieve this level by submitting proof of 30 credits beyond certification and towards a proposed Baccalaureate Degree, or they may take technical courses approved by the Superintendent.

 

4.       M/V45 LEVEL - “M” academic teachers may achieve this level with proof of a Master’s Degree. “V45 vocational or technical teachers may achieve this level by submitting proof of 45 credits beyond certification and toward a proposed Baccalaureate Degree, or they may take technical courses approved by the Superintendent.

 

5.       M15/V60 LEVEL – “M15” academic teachers may achieve this level by submitting proof of 15 credits beyond a Master’s Degree. “V60” vocational and technical teachers may achieve this level by submitting proof of 60 credits beyond certification and towards a proposed Baccalaureate Degree, or they may take technical courses approved by the Superintendent.

 

6.        M30/V90LEVEL - “M30” academic teachers may achieve this level by submitting proof of 30 credits beyond a Master’s Degree. “V90” vocational and technical teachers may achieve this level by submitting proof of 90 credits beyond certification and towards a proposed Baccalaureate Degree, or they may take technical courses approved by the Superintendent.

 

7.        M45/VB LEVEL “M45” academic teachers may achieve this level by submitting proof of 45 credits beyond a Master’s Degree. “VB” vocational and technical teachers may achieve this level by submitting proof of accredited Baccalaureate Degree and certification.

 

8.        M60/VB15 LEVEL – “M60” academic teachers may achieve this level by submitting proof of 60 credits beyond a Master’s Degree. “VB15” vocational and technical teachers may achieve this level by submitting proof of 15 credits beyond an accredited Baccalaureate Degree and certification. The Superintendent shall approve courses.

 

9.        M75/VM/CAGS LEVEL. – “M75”I academic teachers may achieve this level by submitting proof of 75 credits beyond a Master’s Degree. “VM” vocational and technical teachers may achieve this level by submitting proof of 30 credits beyond an accredited Baccalaureate Degree and certification. “CAGS” may be achieved with a Certificate of Advanced Graduate Studies.

 

ARTICLE -5 - FRINGE BENEFITS

 

A.          Medical Insurance

1.       The employees’ share of the premium payment for medical insurance may, at the employee’s option be made pursuant to the Committee’s section 125 cafeteria benefits program.

 

2.                Health insurance premiums shall be deducted in equal installments over 21 pay periods commencing on the first scheduled payday as defined in Article 4, Section D.  After the first year of employment, the coverage period begins as of October 1st and ends on September 30th.

 

B.        Dental Insurance*

The Committee will implement Delta Dental Premier Plan and contribute 50% of the premium costs if sufficient subscribers enroll as required by the plan. If dental insurance becomes a part of the benefits package, the Committee’s contribution towards medical insurance will be seventy-five percent (75%).

 

C.        Eligibility

In order to receive medical and dental insurance benefits, employees must work twenty (20) hours per week.

 

D.        Life Insurance

1.         The Committee shall pay fifty percent (50%) of the premium cost of fifty thousand dollars ($50,000) life insurance policy for each bargaining unit member.

 

2.         In order to receive the life insurance benefit, employees must work twenty (20) hours per week.

 

E.        Worker’s Compensation

1.        The Committee will provide Worker’s Compensation for all bargaining unit members.

2.        The District will compensate all bargaining unit members of the difference between the Worker’s Compensation benefits and his/her salary for a period of up to sixty (60) days. Sick leave benefits will not be utilized during this period.

 

F.        Personal/Professional Liability Insurance

The Committee will pay for the annual cost of Personal/Professional Liability Insurance in the amount of five hundred thousand dollars ($500,000.00) one million dollars ($1,000,000.00) for each bargaining unit member.

 

G.               Long Term Disability Insurance

Effective as soon as possible, the Committee will offer employees the opportunity to participate in a long term disability insurance plan that has a 180 calendar day waiting period.  Payroll deduction when authorized by an employee will be available.  If at least 75% of the bargaining unit elects to participate in the plan then each fiscal year in which the participation is 75% or more the Committee will pay 50% of the premium for the insurance, otherwise, employees who elect to participate will be responsible for 100% of the premium.

 

ARTICLE - 6 - LEAVE POLICY

 

A.     Personal Leave

1.        Teachers will be entitled to two (2) days of personal leave per year for the purpose of religious, legal, business, household or family matters that require absence during school hours. Application for personal leave will be made at least twenty-four (24) hours before taking such leave, except in the case of emergencies. Reasons shall not be given other than that the day taken is under this provision. Personal days before and after school vacations and holidays are granted at the discretion of the Superintendent.  One day of personal leave that has not been used may be carried forward to the next school year.  However, teachers will not have more than three personal leave days available in any one school year.

 

B.     Sick Leave

1.      Bargaining unit members will be granted (15 days per year accumulative to two-hundred thirty (230) days. Annual sick leave is accumulated at the rate of two (2) days per week until fifteen (15) days have been accrued. The increases apply only for use. For the purposes of attendance incentive, the accumulative number of days is two hundred (200).

 

2.      Bargaining unit members shall be notified in writing of the amount of accrued sick leave to date at the close of each school year.

 

3.      The employer may require certification by a licensed medical practitioner as to the use of sick leave after five (5) consecutive days of absence in a school year Suspected abuse of sick leave may be investigated by the employer and appropriate action may be taken.

 

C.     Attendance Incentive

1.         When a bargaining unit member dies or retires, after five (5) consecutive years of service in the District, s/he or his/her estate shall be paid within 45 days of notice to the Business Office for accumulated sick days as follows:

 

For the first 50 days - $15.00 per day

For the second 50 days - $25.00 per day

For the third 50 days - $40.00 per day

For the last 50 days - $50.00 per day

 

2.      If a bargaining unit member leaves in good standing, after five (5) consecutive years of service in the District, that member shall be paid within 45 days of notice to the Business Office for accumulated sick days as follows:

For the first 50 days - $10.00 per day

For the second 50 days - $20.00 per day

For the third 50 days - $30.00 per day

For the last 50 days - $40.00 per day

 

This attendance incentive will be paid either the first pay period in July in the year of retirement or the first pay period in January in the next calendar year. A bargaining unit member intending to take advantage of this provision must notify the Superintendent’s office no later than December 1 of the school year in which they intend to retire.

 

3.      Bargaining unit members who have had perfect attendance excepting absence for jury duty and absence caused by a subpoena to court shall be paid an incentive of $600 to be paid by separate check in the first payroll after the end of the work year. Proof of jury service and a copy of the subpoena must be provided to the Superintendent prior to taking the leave but in no event later than fourteen (14) calendar days in order to be accepted for perfect attendance.  Such incentive shall be paid in the first payroll immediately following the close of the school year.

 

D.        Bereavement Leave

1. Five (5) work days leave will be granted without loss of pay due to the death of a spouse, parent or child beginning with date of death or funeral.

 

2. Three (3) work days leave will be granted without loss of pay due to a death of any member of the family, beginning with the date of death or funeral. For this section, family shall include: grandparent, grandchild, father-in-law, mother-in-law, brother, sister or other close relative of the bargaining unit member.

 

3. The Superintendent will allow one faculty representative time off without loss of pay to attend the funeral of an active teacher.

 

E.        Sabbatical Leave

A sabbatical leave for advanced study or research may be granted by the •            Committee, in its sole discretion and upon recommendation by the Superintendent, to a teacher who has completed five (5) consecutive years of active service in the Nashoba Valley Technical High School, where such leave would, in the opinion of the Committee, contribute to the instructional program of the School.

 

1.       A teacher who applies for sabbatical leave must submit a written request to the Superintendent by December 1 next to the school year during which such teacher desires sabbatical leave. All such requests must describe the intended sabbatical leave program of study or research to be pursued and the contribution such program is likely to make to the School and the professional ability of the teacher. The committee will review all requests for sabbatical leave submitted in accordance with this section.

 

2.       A teacher returning from sabbatical leave shall, if feasible, be placed in the position s/he held prior to the commencement of the leave. If no such position exists, the teacher, to the extent possible, will be placed in a comparable position for which s/he is qualified. The teacher may participate in any group insurance plan at his/her own expense provided the premiums for such insurance are remitted to the committee at least ten (10) days prior to the first of each month. Failure to submit such payment shall result in the teacher being dropped from the plan. While on sabbatical leave, teachers shall not accrue any benefits, but shall not lose those benefits accrued prior to the commencement of the leave.

 

3.       No teacher may apply for another sabbatical leave until such teacher has completed seven (7) consecutive years of active service since the teacher’s last sabbatical leave.

 

4.       Upon completion of a sabbatical leave, the teacher shall submit a written report to the Superintendent containing any transcript of college or university work done while on leave, and other reasonable pertinent or interpretative information considered appropriate by the Committee to an evaluation of such teacher’s sabbatical leave program.

 

5.       While on sabbatical leave, a teacher may engage in outside part time employment, however such employment must relate directly to the sabbatical, i.e. research assistant, intern, vocational area, etc. In no event, shall the teacher’s pay exceed the regular teacher’s salary. The teacher must notify the Superintendent of any employment.

 

6.       The Committee will give consideration to any sabbatical leave request. The decision of the Committee is final and binding and not grievable and/or arbitral.

 

7.       Teachers on sabbatical leave will not be eligible for tuition reimbursement.

 

Leaves of absence without pay may be granted by the School Committee for the purpose of child rearing upon the recommendation of the Superintendent. Such leave shall commence and end as agreed to by the teacher and the Superintendent but in no event shall such leave exceed one (1) school year. As a general guideline, the leave should end at an educationally appropriate break time.

 

F.      Jury Duty Leave

A teacher required to serve on jury duty shall be paid the difference between the regular pay and the jury duty pay. Notice of absence due to jury duty must be given to the Principal at least seven (7) calendar days in advance of the first day of jury duty.  After notice has been given to the principal, it will be initialed, dated, copied and returned to the teacher.

 

G.     Pro-Rated Benefits

All benefits under this Article shall be pro-rated for part-time employees as to time worked.

 

ARTICLE – 7 - WORKING CONDITIONS

 

A.        School Year/School Day

1.        The school-year shall be established annually by the Committee. Bargaining unit members shall work also one (1) day prior to the opening of school and one (1) day following the close of school. Any additional days required beyond this shall be compensated at the rate of 1/1 82 of the individual’s annual salary and in the case of the nurse; additional half days or less shall be compensated at half this rate.

 

2.        The school day shall begin at 7:45 A. -M. and end at 2:45 P.M. Two (2) days weekly shall be set aside for scheduled extra help from 2:45 P.M. until 3:20 P.M. Teachers with no students scheduled on these days shall be free to leave at 2:50 P.M. Wednesdays shall be set aside for faculty meetings until 3:30 P.M. The number of such meetings shall be limited to twelve (12) per year. The responsibility to schedule students between 2:45 and 3:20 shall be the teacher as well as the administrator. Teachers shall be assigned only their own students in their subject area. Such time shall not be used to provide a make-up course for students who have previously failed the course.  Ten (10) Faculty Meetings will be scheduled for Wednesdays until 3:30 PM and will be included in the school calendar.  Two (2) additional faculty meetings may be scheduled until 3:30PM with 48 hours advance notice.  Exceptions may be made for emergencies.

 

3.        Library Technology Specialist will have the library remain open on Tuesday & Thursday afternoons with or without students present.

 

B.        Evening Meetings

The Federation and the Committee recognize that participation in, or attendance at, school-oriented programs beyond the normal school day is a responsibility of a bargaining unit member. Recognizing that attendance at all evening functions may not always be possible, both parties encourage active participation to the fullest extent in such functions, but agree that attendance at evening meetings other than three (3) one of which shall be an advisory meeting should be on a voluntary basis.

 

C.       Federation Meetings

The Federation may hold up to twelve (12) meetings per school year on the second Wednesday of each month following the close of school. Meeting scheduled for Tuesday, Wednesday or Thursday cannot begin before 3:30 P.M. The Federation shall give forty-eight (48) hours notice of meetings. In the event of an emergency situation, the Superintendent will provide an alternate day for such meeting.

 

 

D.        Duty-Free Lunch

Bargaining unit members shall be provided a minimum of twenty-four (24) minutes of duty-free lunch time per day.

 

E.        Daily Teaching Assignment

(Excluding Nurse. Library Specialist & Assistant Dean)

1.      Academic teachers shall not be expected to teach more than thirty (30) periods per week nor more than seven (7) periods in a single day. Of the remaining ten (10) periods per week, five (5) shall be preparation periods. The academic teacher shall have five (5) administrative periods each week. “Administrative periods “ are those during which the teacher is assigned to an activity other than teaching. Vocational instructors shall not be expected to teach more than thirty-five (35) periods per week or seventy periods per two(2) week cycle. The ten(10) remaining periods are considered to be preparation periods. Those teaching vocational related subjects shall work five (5) periods each week in the vocational shop are to relieve the vocational shop instructors.

 

2.      The administration shall notify bargaining unit members of any changes in their assignments for the coming year, prior to August 1.

 

F.         Extra-Curricular Activities and Athletics

1.                  The appointments for extra-curricular activities shall be made by the Principal on the basis of ability and willingness to serve. These appointments shall be effective for a period of one (1) academic year and shall be compensated at the rate shown in Appendix B, which is attached to and made a part of this Agreement.  All faculty members first employed on or after September 1, 2007 can, after their first year of employment, be assigned, if qualified, by the Principal to one advisor-ship included in Appendix c per school year provided the position is first posted and no other qualified teacher has applied.

 

2.                  At the sole discretion of the Principal, the Athletic Director shall be given an opportunity to participate in the process of interviewing applicants to fill coaching positions. 

 

3.                  The Union President shall be given a copy of all postings for vacant positions.

 

G.                Posting

All bargaining unit positions will be posted a minimum of ten (10) days prior to appointment. All current staff has a right to apply for the position. The final decision on appointment rests with the Principal and/or Superintendent.

 

H         Class Size

 (Excluding Nurse. Library Specialist & Assistant Dean)

The Committee and the Federation both recognize that teaching and learning abilities may be influenced by class size. While both parties recognize that a maximum of twenty-five (25) students is a desirable teaching situation, both also recognize that it is not always possible to achieve this goal. Therefore, should a teacher be assigned to teach a class whose size, in his/her opinion, presents an untenable situation, the matter shall be brought to the attention of the, appropriate supervisor and, if not resolved at this level, to the Superintendent. Should this situation continue unresolved beyond the end of the first school quarter, the matter shall than be brought to the attention of the Committee for appropriate action.

 

I.          Personnel Records

1.        No material derogatory to a teacher’s conduct, service, character or personality shall be placed in the files unless the teacher has had an opportunity to read the material. The teacher shall read and acknowledge that s/he has read such material by affixing his/her signature on the actual copy to be filed at the time of receipt of the material, with the understanding that such signature merely signifies that s/he has read and received the materials to be filed. Such signature does not necessarily indicate agreement with its content.

 

2.        The teacher shall have the right to answer any material filed and his/her answer shall be received by his/her, supervisor and attached to the file copy. Such answer shall be delivered to the Superintendent’s office no later than five (5) business days after receipt of the material.

 

3.        Upon request, a teacher shall be given an appointment within twenty-four (24) business hours of such a request to see his/her personal file.

 

4.        Upon written request a teacher shall be furnished with one (1) copy of any material in his/her file.

 

5.        A teacher may review his/her own file and be accompanied by a Federation representative.

 

J.                  Additional Hours

            The Principal may request employees to work up to thirty (30) additional hours per school year performing such activities as curriculum development and tutoring for MCAS testing. Said additional hours will be scheduled by the Principal following consultation with the employees involved.  Said additional work will be compensated at the rate of $35.00 per hour.

 

K.              Reduction in Staff

1.         General Statement of Policy: It is recognized that it may become necessary to eliminate certified staff positions in certain circumstances, such as decrease in enrollment, a decrease in revenues, or for other reasons. It is hereby . recognized that it is within the sole discretion of the Committee to reduce the educational program and staff.

 

2.         Guidelines. When it becomes necessary to reduce the number of professional staff, the Superintendent shall first determine and identify the area(s), position(s), or curriculum parts, in which the reduction(s) shall take place. In determining the identify of staff members who shall thereafter be released, the following guidelines shall apply, except in unusual circumstances which the parties recognize may arise from time to time due to the character and needs of a vocational technical institution. Part-time staff will be laid off before full-time staff within the area(s) or curriculum -parts in which the reduction takes place.

 

a.        Retirements, resignations, non-renewals, and termination’s among the professional staff will first be reviewed to determine if the staff is reduced in sufficient number in this manner to avoid further release of staff members.

 

b.       If additional staff members must be released, a review will be made of the performance and ability, as well as length of service as a member of the school’s staff member without professional status in the positions to be reduced, staff without professional status being those staff members duly elected by the committee who have not yet received professional status under the General laws.

 

c.        Based upon the recommendation of the Superintendent and if in his/her judgment, compelling or specialized educational needs do not exist which require retention of a staff member without professional status, those staff members who have received professional status under the provision of the General Laws shall not be released until all staff members without professional status within the position(s) designated for reduction have first been released. If it becomes necessary to reduce the number of staff members with professional status and if the performance and ability among staff members with professional status in the area of reduction is substantially equivalent, that member having the longest length of service in the school system shall be given preference. However, where there is a difference in performance and ability as determined by the Committee, or where the Committee determines that specialized job requirements or needs exist, the more capable or skilled staff member shall be retained. Certification, academic degree status, and additional course credits shall also be considered where appropriate. Further, in cases of staff reduction caused by declining student enrollment, staff members with professional status shall be permitted to displace staff members without professional status in other positions in the school, provided that they are qualified and certified to fill the position.

 

d.       If a full time position becomes available in the area of curriculum of a part-time staff member, the part-time staff member shall be given preference for the full time position.

e.        Length of service for part-time staff members shall be kept on a list separate from full-time staff members. If a part-time staff member becomes a full-time staff member, his/her placement on the seniority list will be based upon the part-time services pro-rated as to time worked.

 

3.         Policy Provisions Not Applicable to Promotions. Nothing herein shall be construed or interpreted to require the promotion of a bargaining unit member to a position of higher rank, authority or compensation.

 

4.         Notification. The Superintendent or his/her designee will notify members of the bargaining unit who are to be laid off as a result of a reduction in force on or before June 15th. The above reduction force clause shall not be subject to the grievance procedure.

 

L.                 Lab Coats

Employees in shop area wishing a lab coat shall make a request for them by June 1 to their supervisor. Replacement of lab coats will be provided as needed but no more than once a year. Used lab coats are turned in when new ones are provided.

M.               Mutual Respect

Employees and supervisors agree that they will treat each other as their colleagues with courtesy and respect.

N.                Intercom Privilege

The union shall have the right to announce union meetings on the school’s intercom system at the beginning and end of the school day provided announcements are presented to the principal the day before they are to be made.

 

ARTICLE - 8 - EVALUATION

 

A.       General Principals

1.          The purpose of evaluation is to assess professional competency and to provide a record of facts and assessments for personnel decisions. The general criteria for evaluation are set forth in the document entitled “Performance Standards” which will be provided to all members of the bargaining unit during the first week that school is in session.

 

2.          Formal observations for the purpose of the evaluation for a school year shall not ordinarily be conducted earlier than September 1 of that year. Formal Classroom observations will be conducted with the evaluator present.

 

3.        Formal evaluation of members of the bargaining unit will be the responsibility of the administration, and prior to the start of the evaluation process, members of the bargaining unit will be informed of the identity of their evaluator(s) for that year, provided that the Superintendent or his/her designee shall have the right to change said evaluator(s) with prior notice. The Superintendent may participate in the supervision and/or evaluation of any member of the bargaining unit.

 

B.       Procedures

1.         Professional Teacher Employees - Except as provided below, every professional teacher status employee will be evaluated a minimum of once every two (2) school years which evaluation shall consist of two (2) phases as defined herein. The evaluation process will normally take place between the opening of school and May 15th. Throughout this article, the term “teacher’ will refer to all members of the bargaining unit.

 

2.         Non-Professional Teacher Employees - Non-professional teacher employees will be evaluated each school year. The evaluation process will normally take place between the opening of school and May 15th. The Final Evaluation Report for each school year must contain the evaluator’s recommendation with regard to the reappointment of then non-professional status teacher.

 

3.        In the event of a change in assignment (i.e. teaching in a different certification area, and/or teaching a subject not taught within the previous two (2) school years), a professional teacher status teacher may be designated for evaluation during the first school year of the new assignment.

 

4.        Each evaluation shall consist of two (2) phases. The first phase must be completed by January 15th and the second phase must be completed by May 15th. If a teacher’s performance at the end of the first phase has been rated satisfactory, the evaluator may, his his/her sole discretion elect to waive the second phase and prepare a Final Evaluation Report on the basis on the data which has been gathered. Additional phases may be conducted in accordance with paragraph (5) below.

 

5.        The following procedures shall govern the evaluation of teachers with professional teacher status only, and are not required to be utilized in any manner in the evaluation of teachers without professional teacher status:

 

a.      In the event that any phase of the evaluation process results in any Evaluation Report at the end of any phase which is rated overall as “unsatisfactory’, an additional evaluator will participate in the observation and information gathering process concerning the teacher’s performance in the next evaluation phase. If the unsatisfactory phase is the second in the school year for a teacher with professional status, a third evaluation phase will be conducted in the first half of the next school year. If any evaluation results in an unsatisfactory rating, the following phase must focus on the problem(s) identified in the previous phases, and must include direct observation by both evaluators.

 

b.                            Additionally, a second evaluator may be brought in at the evaluator’s option at any point during a phase if the evaluator believes that the phase is highly likely to produce an unsatisfactory overall rating.

 

c.      In the event a second evaluator participates in the evaluation process pursuant to paragraph (a) and/or (b) above, the teacher will be given the opportunity to designate said second evaluator from among those administrators with the responsibility for the evaluation of teachers except the Superintendent of Schools. In the event that the teacher declines to so designate an evaluator, or fails to designate an evaluator within ten (10) school days of being given written notice of his/her right to do so, the Superintendent shall make the designation.

 

d.      If a second evaluator participates in the evaluation process pursuant to paragraph (a) or (b) above and both evaluators concur in an unsatisfactory rating at the end of the first phase in which said second evaluator participated, the following procedures will be followed:

 

1.        The bargaining unit member will be placed on a Remedial Plan that will be in effect for one (1) addition successive evaluation phase. One (1) additional evaluator will take part in said evaluation phase.

 

2.        Said Remedial Plan shall set forth the areas of performance which must be improved; the evaluator’s specific expectations, the indicators of satisfactory improvement; and how the evaluators will assist he employee, where appropriate, in meeting these expectations.

 

3.       Before any Remedial Plan goes into effect, it must be reviewed at a conference by the teacher, the evaluators and the Superintendent. The teacher may be represented by the Union at the conference. The Remedial Plan may only be modified by the Superintendent.

 

4.       Upon satisfactory completion of a Remedial Plan, the bargaining unit member shall be returned to the normal cycle of supervision during the next school year.

 

5.       Failure to successfully complete the Remedial Plan will be grounds for discharge. In the case of professional status teachers, any such termination would be subject to appeal though the statutory arbitration process.

 

C.        Evaluation Content

Each phase of an evaluation will consist of three parts:

 

1.          Part 1 Pre-Review Conference

 

The evaluator and teacher will meet to confer with respect to the plan for the particular cycle. In the event that more than one evaluator is to be involved in the process, a joint meeting will be held. The plan will include (a) the focus for the phase and (b) means for gathering data on the teacher’s performance in addition to observations of the teachers’ work performance. In the event that the evaluator(s) and the teacher are unable to agree on a plan, the matter shall be referred to the Superintendent who shall first attempt to work out a mutually agreeable plan with the evaluator and the teacher. In the event the Superintendent is unable to work out a mutually agreeable plan, the Superintendent shall determine the content of the plan.

 

2.         Part II: Sampling Teacher Performance

Each evaluation phase will include at least two (2) classroom observations (of sufficient length to sample the teacher’s ability) and any number of shorter informal visits by each evaluator. In the case of non-teaching members, the evaluator(s) and the employee will agree on the method of gathering data relative to the employee’s work performance. The observer may conduct additional observations if s/he deems them necessary. Teachers are encouraged to provide their evaluators with any information they would like them to consider in preparing supervision reports.

 

3.         Part III Preparation of the Report

 

1.         After the sampling is completed, the evaluator(s) will prepare an Evaluation Report covering the following topics:

 

a.         The focus for the cycle

b.         Description of data gathering procedures

c.         Report of the data collected

d          Perceptions and judgments

e.         Commendations, if warranted

f.         Suggestions for improvement, if warranted and

g.         An overall rating of “Satisfactory” or “Unsatisfactory”. An unsatisfactory rating will require agreement of all evaluators in the event that more than one (1) evaluator has been involved in the cycle.

 

2.         The evaluator(s) will confer with the teacher after the written Evaluation Report (5) for each evaluation phase has been completed. At the evaluator’s option, this conference may be combined with the Pre-Review Conference for the next phase of the evaluation procedure

 

3.         The teacher will be given a complete copy of any Evaluation Report(s), at least seven (7) calendar days prior to the conference. Within seven (7) calendar days after the conference has been completed, the teacher may attach his/her comments if s/he disagrees with the report. If this situation occurs, the unit member’s comments will be permanently attached to the evaluators report. The teacher shall be required to sign and date each evaluation report. Said signature shall not mean that the teacher agrees with the contents, but shall serve as evidence that

 

The written reports (including any comments attached by the teacher) created at the end of each phase will be filed in the teacher’s personnel file. The Evaluation Report created at the conclusion of the last phase of an evaluation will be a Final Evaluation Report which will both report on the preceding phase(s) and integrate the data gathered and conclusions reached in all of the Evaluation Reports prepared during the evaluation. The Final Evaluation Report will consist of the same seven (7) part format as set forth above.

 

The evaluative judgment of administrators shall not be appealed beyond the Committee.

 

D.                Principles of Effective Teaching

The principles of effective teaching to be utilized by the evaluators 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 expectation for student achievement

6.         Promotion of equity and appreciation of diversity

7.         Fulfillment of professional responsibilities

 

ARTICLE - 9 - GRIEVANCE PROCEDURE

 

A.        Definitions

 

1.        A grievance is defined as a complaint by a bargaining unit member that there has been an alleged violation, misinterpretation, or misapplication of the specific terms of the Agreement. All grievances shall be submitted in writing and shall cite the section(s) of the agreement allegedly violated, current date, date the alleged violation took place, name of the grievance, name of the person or party committing the alleged violation and a brief statement of the fact.

 

2.       As used in this Article, the term bargaining unit members shall mean either an individual or a group of individuals having the same grievance.

 

1.         Level 1 - Assistant Superintendent/Principal

 

a.         The bargaining unit member or his/her representative, i.e. the Federation, may present a grievance to his/her Assistant Director within fourteen (14) calendar days following knowledge by the grievant of the act or condition which is the basis of the complaint. Failure to present the same in writing within the time limits constitutes a waiver of the grievance.

 

b.         The bargaining unit member and/or his/her representative and the Assistant Director shall first confer within ten (10) calendar days of the filing of said grievance with a view to arriving at a mutually satisfactory resolution of the complaint. Whenever the bargaining unit member presents a grievance to the Assistant Superintendent personally, the Assistant Director shall give the Federation representative a reasonable opportunity to be present and state the views of the Federation.

 

c.         The Assistant Director shall communicate his/her decision to the bargaining unit member and to the Federation representative who participated, within ten (10) calendar days after conferring about it. Such answer shall be in writing.

 

2.         Level 2 - Superintendent

 

a.         If the grievance is not resolved at Level 1, the aggrieved bargaining unit member may appeal from the decision at Level 1 to the Superintendent within ten (10) calendar days after the decision of the appropriate superior has been received. The appeal shall be in writing and shall set forth specifically the reasons for the appeal.

 

b.         The Superintendent shall meet and confer with the aggrieved bargaining unit member within ten (10) calendar days after receipt of the appeal with a view to arriving at a mutually satisfactory resolution of the complaint.

 

c.         The Superintendent shall communicate his/her decision in writing to the aggrieved bargaining unit member within ten (10) calendar days after meeting to discuss resolution of the grievance.

 

3.        Level 3 - Committee

 

a.         If the grievance is not resolved at Level 2, the aggrieved bargaining unit member may appeal from the decision at Level 2 to the Committee within ten (10) calendar days after the decision of the Superintendent has been received by the aggrieved bargaining unit member. The appeal shall be in writing, and shall set forth specifically the reasons for the appeal.

 

b.         The Committee shall meet with the aggrieved bargaining unit

member within ten (10) calendar days and if there is no regularly scheduled meeting within said time, then at the next regularly scheduled meeting with the view of attaining mutual resolution of the complaint. The aggrieved bargaining unit member and the appropriate Federation representative, shall be given at least two (2) school days notice of the meeting and an opportunity to be heard.

 

c.            The Committee shall communicate its decision in writing within ten (10) calendar days of the next regularly scheduled meeting after hearing the appeal.

 

4.            Time Limits

 

a.          The time limits in this Article may be extended by mutual agreement in writing. If the appropriate administrator or Superintendent cannot meet with the employee within the specified time limits because of illness or out of town business, the Federation will agree to a reasonable time extension.

b.         Failure at any level of the grievance procedure to appeal within the specified time limits shall be considered acceptance by the bargaining unit member of the decision rendered.

 

c.          Failure at any level of the grievance procedure to communicate a decision within the specified time limits shall permit the bargaining unit member to proceed to the next level.

 

5.        Protection of Individual and Group Rights

 

Nothing contained herein shall be construed to prevent any bargaining unit member from informally discussing any dispute with his/her immediate superior or processing a grievance of his/her own behalf in accordance with the grievance procedure.

 

ARTICLE – 10 - ARBITRATION

 

A.            A grievance that was not resolved at the level of the Committee under the grievance procedure may be submitted by the bargaining unit member to arbitration. The proceeding may be initiated by filing, in writing with the Committee and the American Arbitration Association, a request for arbitration. The notice shall be filed within ten (10) school days after the receipt of the decision of the Committee under the grievance procedure. Failure to request arbitration within ten (10) school days shall constitute a waiver of the grievance. The voluntary labor arbitration rules of the American Arbitration Association shall apply.

 

B.             The decision of the arbitrator, if made in accordance with his/her jurisdiction and authority under this Agreement, will be accepted as final by the parties to the dispute and both will abide by it. The parties to the dispute will share the arbitrator’s fee equally.

 

C.             Any matter that is not grievable under the terms of this Agreement is not arbitrative.

 

ARTICLE - 11 - PROFESSIONAL IMPROVEMENT

 

A.   Tuition Reimbursement

 

To encourage bargaining unit members to maintain continued educational growth, the Committee will reimburse tuition expenditures.  For a grade of “C” tuition reimbursement including all fees will not exceed $1350 per year. Tuition reimbursement will be for courses taken at accredited colleges and/or universities provided prior approval has been obtained and an official transcript of grades has been submitted.  For a grade of ‘B’ or better, tuition reimbursement including all fees will not exceed $1400 in 2007/08; $1500 in 2008/09; $1600 in 2009/10 per teacher per year for courses taken at accredited colleges and/or universities provided prior approval has been obtained and a transcript of grades has been stamped into the Superintendent’s Office.

 

B.        All benefits under this Article shall be pro-rated for part-time employees as to time worked.

 

ARTICLE - 12 - FEDERATION RIGHTS AND RESPONSIBILITIES

 

A.        Information

The Committee shall make available to the Federation, upon reasonable request, all relevant records required by law to be supplied for negotiations.

 

B.        Committee Meetings

 

1.                         A copy of the public agenda of all committee meetings shall be made available to the Federation President or his/her designee upon request and when available. The above representative shall pick up the same.

 

2.          A copy of the approved minutes of all Committee meetings shall be made available to the official Federation representative upon request.

 

C.        Printing of Agreement

 

The Committee agrees to supply the Federation with a copy of this Agreement.

 

D.                       Federation Activity at School Level

 

1.        The Federation shall have the right to place Federation related materials in the mail boxes of bargaining unit members providing the task is accomplished by a Federation representative before Or after school.

 

2.        The Federation shall be provided bulletin board space for the posting of Federation notices. No derogatory material shall be placed upon such bulletin boards.

 

E.        Dues Check-off

 

A Federation member who wishes to have the Committee deduct the regular monthly Federation dues from his/her pay for transmittal to the Federation, shall execute an authorization card furnished by the Federation that is in conformity with Massachusetts General Laws.

 

F.        Agency Service Fee

 

In accordance with the Massachusetts General laws, and as a condition of employment, any individual member of the bargaining unit who is not a member of the Federation, Local 3234, MFT, AFT, AFL-CIO, shall be required to pay an agency fee to the Federation. The fee shall be tendered as payment for the costs of collective bargaining and contract administration. The Federation agrees to indemnify the Committee for legal costs in enforcing this clause. This fee for the current contract shall be current American Federation of Teachers Service Fees.

 

ARTICLE - 13 - RESOLUTION OF DIFFERENCES BY PEACEFUL MEANS

 

A.                       During the terms of this Agreement, the Federation recognizes that the bargaining unit members are prohibited by law from engaging in strikes and the Federation agrees that it does not assert the right to strike against the Committee.

 

B.                       The Federation shall not cause or sponsor, and no bargaining unit member represented by it shall cause or participate in any strike, work stoppage, slowdown, sanctions, or any other interference with work.

 

C.                       During the term of this Agreement, bargaining unit members who participate in any such activity may be disciplined or discharged as the Committee in its judgment deems proper, provided, however, that an issue of fact as to whether a Federation member had engaged in such activities, may be the subject of the grievance and arbitration procedure.

 

ARTICLE - 14 - SAVINGS CLAUSE

 

A.     If any provision of this Agreement is or shall at any time be contrary to law, then such provisions shall not be applicable or performed or enforced, except to the extent permitted by law and substitute action shall be subject to appropriate consultation and negotiation with the Federation.

 

B.     In the event that any provision of this Agreement is or shall be contrary to law, all other provisions of this Agreement shall continue in effect.


 

ARTICLE - 15 - DURATION

 

A. This Agreement and each of its provisions shall be in effect as of July 1, 2007 and shall continue in full force and effect until June 30, 2010, and shall renew itself from year to year, unless either party notifies the other party by certified mail no later than October 1, 2009 of its desire to amend or modify the present Agreement. The parties shall commence negotiations as soon after notification as possible.

 

B. IN WITNESS WHEREOF, the parties noted above, have set their hand and seal by their duly authorized representatives this _____ day of ________, 2007.

 

 

 

 

NASHOBA VALLEY TECHNICAL HIGH

SCHOOL FEDERATION OF TEACHERS

 

 

 

 

                                                                       

Kevin McDermott, President

 

 

NASHOBA VALLEY TECHNICAL HIGH

SCHOOL DISTRICT COMMITTEE

 

 

 

 

                                                                       

Kevin McKenzie, District Chairman

 

 

 


SALARY SCALE – APPENDIX A


 

 

 

 

 

 

 

 

 

 

2007-2008 Salary Scale (2006/07 Salary Scale plus 2.5% increase)

 

 

 

 

 

Step

BV

BV15/V15

B30/V30

M/V45

M15/V60

M30/V90

M45/VB

M60/VB15

M75VM/CAGS

1

$37,295

$38,275

$39,254

$40,236

$41,217

$42,198

$43,180

$44,162

$45,144

2

$39,254

$40,236

$41,217

$42,198

$43,180

$44,162

$45,144

$46,125

$47,106

3

$41,217

$42,198

$43,180

$44,162

$45,144

$46,125

$47,106

$48,089

$49,069

4

$43,527

$44,508

$45,488

$46,469

$47,451

$48,433

$49,412

$50,393

$51,376

5

$46,961

$47,941

$48,923

$49,903

$50,885

$51,866

$52,847

$53,828

$54,811

6

$50,393

$51,376

$52,356

$53,339

$54,320

$55,300

$56,283

$57,263

$58,247

7

$53,828

$54,811

$55,792

$56,774

$57,754

$58,737

$59,717

$60,701

$61,681

8

$62,614

$63,594

$64,577

$65,557

$66,544

$67,521

$68,503

$69,482

$70,465

 

 

 

 

 

 

 

 

 

 

2008-2009 Salary Scale (2007/08 Salary Scale plus 3.0% increase)

 

 

 

 

 

Step

BV

BV15/V15

B30/V30

M/V45

M15/V60

M30/V90

M45/VB

M60/VB15

M75VM/CAGS

1

$38,413

$39,423

$40,432

$41,443

$42,454

$43,464

$44,476

$45,487

$46,498

2

$40,432

$41,443

$42,454

$43,464

$44,476

$45,487

$46,498

$47,509

$48,519

3

$42,454

$43,464

$44,476

$45,487

$46,498

$47,509

$48,519

$49,532

$50,541

4

$44,832

$45,843

$46,853

$47,863

$48,875

$49,886

$50,895

$51,905

$52,917

5

$48,370

$49,380

$50,391

$51,400

$52,412

$53,422

$54,432

$55,443

$56,455

6

$51,905

$52,917

$53,927

$54,939

$55,949

$56,959

$57,971

$58,981

$59,994

7

$55,443

$56,455

$57,466

$58,477

$59,486

$60,499

$61,508

$62,522

$63,532

8

$64,493

$65,502

$66,514

$67,524

$68,540

$69,546

$70,558

$71,566

$72,579

 

 

 

 

 

 

 

 

 

 

2009-2010 Salary Scale (2008/09 Salary Scale plus 3.0% increase)

 

 

 

 

 

Step

BV

BV15/V15

B30/V30

M/V45

M15/V60

M30/V90

M45/VB

M60/VB15

M75VM/CAGS

1

$39,566

$40,605

$41,645

$42,687

$43,727

$44,768

$45,810

$46,852

$47,893

2

$41,645

$42,687

$43,727

$44,768

$45,810

$46,852

$47,893

$48,934

$49,975

3

$43,727

$44,768

$45,810

$46,852

$47,893

$48,934

$49,975

$51,018

$52,057

4

$46,177

$47,218

$48,259

$49,299

$50,341

$51,383

$52,421

$53,462

$54,505

5

$49,821

$50,861

$51,903

$52,942

$53,984

$55,025

$56,065

$57,106

$58,149

6

$53,462

$54,505

$55,544

$56,587

$57,628

$58,668

$59,710

$60,750

$61,794

7

$57,106

$58,149

$59,189

$60,231

$61,271

$62,314

$63,353

$64,397

$65,438

8

$66,427

$67,467

$68,510

$69,549

$70,597

$71,633

$72,675

$73,713

$74,756


 


ATHLETIC COACHES SALARIES - APPENDIX B

 

 

 

 

 

 

Position

 

 

(+2.5%)

(+3.0%)

(+3.0%)

 

 

July-June

July-June

July-June

July-June

Description

 

2006/2007

2007/2008

2008/2009

2009/2010

Athletic Director

 

          5,607

          5,747

          5,920

          6,097

Head Football

 

          5,432

          5,568

          5,735

          5,907

Asst Head Football

 

          4,275

          4,382

          4,513

          4,649

Assistant Football

 

          3,403

          3,488

          3,593

          3,700

Head Soccer

 

          3,681

          3,773

          3,886

          4,003

Asst Soccer

 

          2,537

          2,600

          2,678

          2,759

Cross Country

 

          2,981

          3,056

          3,147

          3,242

Wrestling

 

          3,681

          3,773

          3,886

          4,003

Head Basketball

 

          4,380

          4,490

          4,624

          4,763

JV Basketball

 

          3,856

          3,952

          4,071

          4,193

Freshman Basketball

 

          2,998

          3,073

          3,165

          3,260

Head Baseball

 

          4,380

          4,490

          4,624

          4,763

JV Baseball

 

          2,629

          2,695

          2,776

          2,859

Golf

 

          2,804

          2,874

          2,960

          3,049

Head Track

 

          3,856

          3,952

          4,071

          4,193

Asst Track

 

          2,804

          2,874

          2,960

          3,049

Head Hockey

 

          4,380

          4,490

          4,624

          4,763

Asst Hockey

 

          3,503

          3,591

          3,698

          3,809

Fall Cheering

 

          1,753

          2,000

          2,060

          2,122

Winter Cheering

 

          1,753

          2,000

          2,060

          2,122

Head Softball

 

          4,380

          4,490

          4,624

          4,763

JV Softball

 

          2,629

          2,695

          2,776

          2,859

Head Volleyball

 

          3,681

          3,773

          3,886

          4,003

Asst Volleyball

 

          2,547

          2,611

          2,689

          2,770

Emergency Medical Technician*

 

          2,102

          2,500

          2,575

          2,652

 

 

 

 

 

 

       *  per season.  Position will be posted each season.

 

 

 

 

 

 

 

 

 

 


 

STUDENT ADVISERS RATE OF PAY - APPENDIX C

 

 

 

 

 

 

Position

 

 

(+2.5%)

(+3.0%)

(+3.0%)

 

 

July-June

July-June

July-June

July-June

Description

 

2006/2007

2007/2008

2008/2009

2009/2010

Yearbook

 

     3,156

     3,235

     3,332

     3,432

Freshman Class

 

     1,753

     1,797

     1,851

     1,906

Sophomore Class

 

     1,753

     1,797

     1,851

     1,906

Junior Class

 

     1,753

     1,797

     1,851

     1,906

Senior class

 

     2,629

     2,695

     2,776

     2,859

Senior Assistant

 

     1,314

     1,347

     1,387

     1,429

Student Council Advisor

 

     1,314

     1,347

     1,387

     1,429

Skills USA

 

     1,314

     1,347

     1,387

     1,429

National Honor Society

 

     1,314

     1,347

     1,387

     1,429

SADD

 

     1,314

     1,347

     1,387

     1,429

Spanish Club

 

     1,314

     1,347

     1,387

     1,429

Computer Club

 

     1,314

     1,347

     1,387

     1,429

Parking Lot Attendants per diem

 

       8.76

       8.98

       9.25

       9.53

Hall/Cafeteria Monitor per diem

 

       8.76

       8.98

       9.25

       9.53

 

 

 

 

 

 

 


Memorandum of Agreement 2011-2014

 

This Memorandum of Agreement is by and between the Nashoba Valley Technical High School District Committee (the "Committee") and the Nashoba Valley Federation of Teachers, Local 3234, American Federation of Teachers, Massachusetts, AFL-CIO ("the Federation").

The Agreement between the parties dated July 1, 2011 to June 30, 2012 is hereby extended to June 30, 2014 and amended as follows:

APPENDICES  A and B

Effective July 1, 2011, all salaries set forth in Appendices A and B shall be increased by two and one half percent (2.5%).

Effective July 1, 2012, all salaries set forth in Appendices A and B shall be increased by two and one half percent (2,5%). .

Effective July 1, 2013, all salaries set forth in Appendices A and B shall be increased by three percent (3.0%).

IN WITNESS of this Memorandum of Agreement having been accepted by the parties their authorized representatives do hereby affix their hands and seals.

For the Committee:  _________________________________________  Date:_________________

For the Federation: _________________________________________  Date:_________________

Appendix A

2011-2012 Salary Scale (2010/11 Salary Scale plus 2.5% increase)

Step

BV

BV15/V15

B30/V30

M/V45

M15/V60

1

$40,961

$42,037

$43,113

$44,191

$45,269

2

$43,113

$44,191

$45,269

$46,346

$47,425

3

$45,269

$46,346

$47,425

$48,503

$49,582

4

$47,805

$48,882

$49,960

$51,037

$52,116

5

$51,578

$52,654

$53,732

$54,808

$55,887

6

$55,347

$56,426

$57,502

$58,582

$59,659

7

$59,119

$60,199

$61,276

$62,354

$63,431

8

$68,769

$69,845

$70,925

$72,001

$73,085

 

Step

M30/V90

M45/VB

M60/VB15

M75VM/CAGS

1

$46,346

$47,425

$48,503

$49,582

2

$48,503

$49,582

$50,659

$51,736

3

$50,659

$51,736

$52,816

$53,892

4

$53,194

$54,269

$55,347

$56,426

5

$56,964

$58,042

$59,119

$60,199

6

$60,736

$61,815

$62,891

$63,972

7

$64,510

$65,586

$66,667

$67,745

8

$74,158

$75,236

$76,311

$77,391

2012-2013 Salary Scale (2011/12 Salary Scale plus 2.5% increase)

Step

BV

BV15/V15

B30/V30

MA/45

M15/V60

1

$41,985

$43,088

$44,191

$45,296

$46,401

2

$44,191

$45,296

$46,401

$47,505

$48,610

3

$46,401

$47,505

$48,610

$49,716

$50,821

4

$49,000

$50,105

$51,209

$52,313

$53,419

5

$52,867

$53,970

$55,076

$56,179

$57,284

6

$56,730

$57,837

$58,940

$60,047

$61,151

7

$60,597

$61,704

$62,808

$63,913

$65,016

8

$70,488

$71,591

$72,698

$73,801

$74,912

 

Step

M30/V/90

M45A/B

M60/VB15

M75VM/CAGS

1

$47,505

$48,610

$49,716

$50,821

2

$49,716

$50,821

$51,925

$53,030

3

$51,925

$53,030

$54,136

$55,239

4

$54,524

$55,626

$56,730

$57,837

5

$58,388

$59,493

$60,597

$61,704

6

$62,254

$63,361

$64,464

$65,571

7

$66,123

$67,226

$68,334

$69,438

8

$76,012

$77,117

$78,219

$79,326

2013-2014 Salary Scale (2012/13 Salary Scale plus 3.0% increase)

Step

BV

BV15/V15

B30/V30

M/V45

M15/V60

1

$43,244

$44,380

$45,517

$46,655

$47,793

2

$45,517

$46,655

$47,793

$48,930

$50,069

3

$47,793

$48,930

$50,069

$51,207

$52,346

4

$50,470

$51,608

$52,745

$53,883

$55,021

5

$54,453

$55,589

$56,728

$57,864

$59,003

6

$58,432

$59,572

$60,708

$61,848

$62,985

7

$62,415

$63,555

$64,692

$65,831

$66,967

8

$72,603

$73,739

$74,879

$76,015

$77,160

 

Step

M30/V90

M45A/B

M60/VB15

M75VM/CAGS

1

$48,930

$50,069

$51,207

$52,346

2

$51,207

$52,346

$53,483

$54,621

3

$53,483

$54,621

$55,760

$56,897

4

$56,160

$57,295

$58,432

$59,572

5

$60,140

$61,277

$62,415

$63,555

6

$64,122

$65,261

$66,398

$67,539

7

$68,107

$69,243

$70,384

$71,521

8

$78,292

$79,431

$80,566

$81,706

ATHLETIC COACHES SALARIES – APPENDIX B

Position

(+2.5%)

(+2.5%)

(+3.0%)

 

July-June

July-June

 July-June

Description

2011/2012

2012/2013

 2013/2014

Athletic Director

7,688

7,880

8,116

Head Football

6,115

6,268

6,456

Asst Head Football

4,813

4,933

5,081

Assistant Football

3,831

3,927

4,045

Head Soccer

4,144

4,247

4,375

Asst Soccer

2,856

2,927

3,015

Cross Country

3,356

3,440

3,543

Wrestling

4,144

4,247

4,375

Head Basketball

4,931

5,054

5,206

JV Basketball

4,341

4,449

4,583

Freshman Basketball

3,375

3,459

3,563

Head Baseball

4,931

5,054

5,206

JV Baseball

2,960

3,034

3,125

Golf

3,157

3,236

3,333

Lacrosse

4,298

4,405

4,537

Head Track

4,341

4,449

4,583

Asst Track

3,157

3,236

3,333

Head Hockey

4,931

5,054

5,206

Asst Hockey

3,944

4,042

4,163

Fall Cheering

2,197

2,252

2,319

Winter Cheering

2,197

2,252

2,319

Head Softball

4,931

5,054

5,206

JV Softball

2,960

3,034

3,125

Head Volleyball

4,144

4,247

4,375

Asst Volleyball

2,867

2,939

3,027

Emergency Medical Technician*

2,746

2,814

2,899

* per season. Position will be posted each season.

STUDENT ADVISERS RATE OF PAY – APPENDIX C

Position           

I   (+2.5%)

(+2.5%)

(+3.0%)

 

July-June

July-June

July-June

Description

2011/2012

2012/2013

2013/2014

Computer Club

1,479

1,516

1,562

Freshman Class

1,973

2,023

2,083

Hall/Cafeteria Monitor per diem

9.86

10.11

10.41

Horticulture Club

1,025

1,051

1,082

Junior Class

1,973

2,023

2,083

Mock Trial Club

1,025

1,051

1,082

National Honor Society

1,479

1,516

1,562

Newspaper Club

1,025

1,051

1,082

Parking Lot Attendants per diem

9.86

10.11

10.41

SADD

1,479

1,516

1,562

Senior Assistant

1,479

1,516

1,562

Senior class

2,960

3,034

3,125

Skills USA

1,479

1,516

1,562

Sophomore Class

1,973

2,023

2,083

Spanish Club

1,479

1,516

1,562

Student Council Advisor

1,479

1,516

1,562

Yearbook

3,553

3,642

3,751