Natick

Show detailed information about district and contract

DistrictNatick
Shared Contract District
Org Code1980000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2016
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersSouth Middlesex RVTSD
CountyMiddlesex
ESE RegionGreater Boston
Urban
Kind of Communityeconomically developed suburbs
Number of Schools8
Enrollment4734
Percent Low Income Students8
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document AGREEMENT

AGREEMENT BETWEEN

THE SCHOOL COMMITTEE OF THE TOWN OF NATICK, MASSACHUSETTS

EDUCATION ASSOCIATION OF NATICK

UNITS A & B

FOR THE TIME PERIOD AUGUST 26, 2013 THROUGH JULY 31, 2016

PREAMBLE

This contract is made as of August 26, 2013, by the School Committee of the Town of Natick (hereinafter referred to as the Committee) and The Education Association of Natick (hereinafter referred to as the Association), pursuant to the provisions of Massachusetts General Laws, Chapter 150E. Recognizing that our prime purpose is to provide education of the highest quality for the children of Natick, and that good morale within the professional staff of Natick is essential to achievement of that purpose, we, the undersigned parties to this contract, declare that:

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

(b)        The Superintendent of Schools of Natick (hereinafter referred to as the Superintendent) has responsibility for carrying out the policies so established;

(c)        The professional staff of the public schools of Natick has the responsibility for providing education of the highest possible quality;

(d)        Fulfillment of these respective responsibilities can be facilitated and supported by consultations and the free exchange of views and information among the Committee, the Superintendent, and the Association in matters relating to wages, hours, and all other conditions of employment for the professional staff.

ARTICLE I - Exclusive Recognition

The Committee hereby recognizes the Association as the exclusive collective bargaining representative covering wages, hours and other terms and conditions of employment for the following bargaining unit of employees:

All classroom educators, including teacher-coaches (except for the athletic director), guidance counselors, school adjustment counselors and curriculum specialists, professional librarians in the elementary, middle and senior high schools and school nurses, excluding the Superintendent of Schools, the Assistant Superintendent, Director of Student Services, Director of Fiscal and Management Services, Director of Human Resources, Vice-Principals, Directors and Department Heads, and substitute educators and further excluding all other employees of the School Committee. This agreement applies only to the bargaining unit described above.

Definition: The terms "School Committee" or "Committee" as used in any provision of this Agreement shall mean the Natick School Committee in its corporate capacity and /or any school administrator responsible under the Education Reform Act of 1993 or other applicable law for making the decision(s) covered by that particular provision.

ARTICLE II - Nondiscrimination

Section 1: Neither the Committee nor the Association will discriminate in violation of federal or state law against any employee covered by this Agreement or applicant for employment because of race, age, color, creed, gender, marital status, national origin, physical or mental disability, or sexual orientation. Sexual Harassment is a form of sex discrimination.

Section 2: The Association agrees to represent equally all members of the bargaining unit covered by this Agreement.

ARTICLE III - Employee Rights and Obligations

Section 1: Academic Freedom

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

Section 2: Employees covered by this Agreement shall have, and shall be protected in the exercise of the right, freely and without fear of penalty or reprisal, to form, join and assist employee organizations, or to refrain from such activity, to hold office in and participate in the management of the Association to act in the capacity of Association representative and to engage in other lawful association and concerted activities for the purpose of collective bargaining or other mutual aid or protection except that no official of the Town of Natick shall participate in the management of the Association or act as its representative if such activity would be incompatible with his/her official duties.

Section 3: In the exercise of these rights all employees covered by this Agreement shall be free from any and all interference, restraint and coercion, and such employees shall be protected against any discrimination in regard to tenure, promotion or other conditions of employment.

Section 4: Any of the benefits or privileges presently enjoyed by employees in the unit will not be unilaterally impaired.

Section 5:

(a)  The President of the E.A.N. will have two days of release time per semester. The cost for providing substitute coverage will be paid by the E.A.N.

(b)  The President of the E.A.N. shall be released from non-teaching duties including morning monitoring of early arrivals, morning bus duty, homeroom duty, afternoon bus duty, supervision of detention, study hall assignments and cafeteria related duties. The cost of providing coverage will be paid by the E.A.N. In the event of the election of co-presidents, only the equivalent of one individual’s duty periods may be taken.

(c)  The Committee will provide office space for the president. Efforts will be made to find space in that individual’s building.

(d) The Committee agrees to establish a revolving account, funded by the EAN, to pay a stipend to the EAN president. Should the EAN cease funding this account, the stipend will cease.

(e)   Permission is granted by the Committee for the EAN to install a telephone in the school to which the president of the EAN is assigned. It is understood that the EAN will assume all costs relative to installation, maintenance and removal. This permission granted, subject to agreement with the EAN that Association business is not to be conducted during the president's working hours.

Section 6: No educator will be disciplined, reprimanded, reduced in compensation, suspended, demoted, dismissed or non-renewed without just cause.

Notwithstanding anything to the contrary in this Agreement, no grievance involving an alleged failure to appoint a person to a promotional or stipendiary position or to not renew the contract of a non-tenured educator or non-tenured administrator shall be arbitral.

The Arbitrator shall not have authority to reinstate any educator terminated because of unsatisfactory Article XIII performance evaluations so long as the Arbitrator concludes that the evaluator's conclusions that such performance was unsatisfactory were reached in a manner that was neither arbitrary nor capricious, and the School Committee's conclusion that such performance was unsatisfactory was neither arbitrary nor capricious.

ARTICLE IV - No Strike - Lockout

Section 1: The Association recognizes that Unit members are prohibited by law from engaging in strikes. The Association agrees that it does not assert the right to strike against the Town of Natick or its School Committee and, that during the term of this Agreement; it will refrain from engaging, assisting or participating in any strike or professional day authorized by the Association.

Section 2: The Committee agrees that during the term of this Agreement it will not lock out any employees covered by this Agreement.

Section 3: The Association agrees to reimburse the Committee for any monies required to be expended by it as a result of a strike or professional day authorized by the Association.

Section 4: The Committee agrees to reimburse all employees covered by this Agreement for lost school salaries caused by an unlawful lockout.

ARTICLE V - Association Officials

The Association shall furnish the Superintendent of Schools with a written list of its officers and members of the Professional Rights and Responsibilities Committee and shall, as soon as possible, notify the Superintendent in writing of any changes therein. Only those officers and committee members shall be recognized by the Committee for purposes of joint meetings, except that at the Association's discretion, the Association may be represented, in addition, by counsel or advisors.

ARTICLE VI - Rights and Obligations of the School Committee

Section 1:

(a) Under the laws of Massachusetts, the Committee, elected by the citizens of Natick, has final responsibility for establishing the educational policies of the public schools of Natick, for management of said schools and for directing their operation – a responsibility which includes the duty to maintain public elementary and secondary schools and such other educational activities as it finds will best serve the interest of the Town of Natick; to decide the need for school facilities, to determine the care, maintenance and operation of buildings, lands, apparatus and other property used for school purposes; to employ, assign, transfer and promote educators; to suspend, demote or dismiss educators of the schools in the manner provided by statute or ordinance; to prescribe rules for the management, studies, classification and discipline for the public schools; to decide the textbooks to be used; to prepare and submit budgets to the Town Meeting and, in its sole discretion, expend monies appropriated by the Town for the maintenance of the schools, and to make such transfers of funds within the appropriated budget as it shall deem necessary; and to exercise such other authority, rights and powers conferred upon the Committee by the laws of Massachusetts and the Rules and Regulations of any pertinent agency of the Commonwealth.

(b) As to every matter expressly not covered by this Agreement, and except as expressly or directly modified by clear language in a specific provision of the Agreement, the Committee retains exclusively to itself all rights and powers that it has or may hereafter be granted by law and shall exercise the same without such exercise being made the subject of the grievance and arbitration provisions of this Agreement.

Section 2: The School Committee has the sole and exclusive right and responsibility to promulgate reasonable rules and regulations pertaining to the employees covered by this Agreement except that such rights will not be exercised so as to conflict with any provision of this Agreement.

ARTICLE VII – Effect of Agreement

It is mutually agreed that each party to this Agreement is bound by all Rules and Regulations of the Committee as they exist on the effective date of this Agreement and as may be hereafter amended unless in conflict with any provisions of this Agreement.

ARTICLE VIII – Grievance and Arbitration Procedure

Section 1: In the interest of harmonious and efficacious performance of the duties and obligations of the Committee and its employees, the parties hereto recognize the importance of prompt and equitable disposition of any grievance at the lowest organizational level possible under procedure of maximum informality and flexibility. Sexual Harassment grievances must be initiated in accordance with procedures described under the most recent Sexual Harassment grievance procedure (Section 5 of ARTICLE VIII).

Any employee covered by this Agreement shall have the right to present a grievance and have it promptly considered on its merits.

Section 2(a): A grievance is hereby defined to mean a complaint by an employee covered by this Agreement and based on an alleged violation of this Agreement or a dispute involving the meaning, interpretation or application thereof.

Section 2(b): Grievances may be initiated by employees, either singly or jointly, or by the Association. Only the Association may, upon the request of the employee or employees, represent them or be present at any stage of the procedure. If an aggrieved employee so chooses, then the Association or its representative may act in all respects in behalf of the aggrieved employee.

Section 2(c): If any employee covered by this Agreement shall present any grievance without representation by the P R & R Committee, the disposition, if any, of the grievance shall be consistent with the provisions of this Agreement. No grievance will be processed beyond Step One unless a representative of the P R & R Committee is present.

The aggrieved employee shall be permitted to be heard at each level of the procedure under which the grievance shall be considered.

Section 2(d):   Only grievances filed within twenty-five (25) calendar days of their origin may be processed.

An employee who believes that his/her contractual rights have been violated shall discuss the concern informally with his/her supervisor. Every reasonable effort shall be made to address the issue at this level.

For purposes of this Article, an employee’s “supervisor” is defined as, the Director or Department Head (if any), the Principal of the school building to which an employee is regularly assigned, or if the employee has no such regular assignment, the Director of Human Resources.

STEP ONE

The written grievance will include the name(s) of the aggrieved, school(s) and grade level(s) to which he/she is assigned, the nature of the grievance, the Article and section of the Agreement allegedly violated, the remedy sought, and the signature(s) of the grievant(s). It will also note the date when the issue giving rise to the grievance was discussed informally with the employees’ immediate supervisor. Within 10 school days after receipt of the written grievance, the supervisor will meet with the aggrieved employee, together with the Chair of the P R & R Committee or his/her designated representative.

The supervisor shall, on a prescribed form mutually agreed to by the Association and the Committee, make a record of the fact, time and place that this discussion has taken place. A copy of this form will be attached to any submission made under STEP THREE (a).

STEP TWO

In the event that the grievance shall not have been disposed of to the satisfaction of the aggrieved employee at STEP ONE, or in the event that no decision has been reached within five (5) school days after discussion of the grievance with the supervisor under Step one, the grievance shall be referred to the Superintendent of Schools within five (5) school days thereafter.

The Superintendent shall represent the Committee at this level of the grievance procedure. Within five (5) school days after receipt of the written grievance by the Superintendent, he/she shall meet with the aggrieved employee and (if the employee so elects) also with the said Chair of the P R & R Committee or his/her designated representative in an effort to settle the grievance. The Superintendent will, within five (5) school days after such meeting, render a decision in writing to the grievant and to the Association.

STEP THREE

In the event that the aggrieved employee is yet aggrieved by the decision rendered in Step Two, or in the event that no decision has been rendered within ten (10) school days after the Step Two meeting, the grievance shall be referred in writing to the School Committee within five (5) school days thereafter. The Committee shall meet with the grievant and the P R & R Committee Chair or his/her designee not later than its next regular meeting in an effort to settle the grievance. The Committee will render a written decision to the grievant and the Association not later than its next regular meeting after the end of discussion of the grievances.

Grievances relating to appointment, dismissal or suspension shall not be heard by the School Committee as prescribed in this step, but shall proceed directly to ARBITRATION if not resolved at STEP TWO. If the court or the legislature determines that, under M.G.L. Ch. 71, S.42, employees covered by this Agreement may seek redress for grievances related to appointment, termination or suspension at the School Committee level, this step shall be reinstated.

Section 3: If any grievance is not filed at any step within the time limit for such filing, the grievance shall be considered settled on the basis of the last disposition and shall not be eligible for further processing, and failure at any step of this procedure to communicate the decisions on a grievance within the specified time limits to the aggrieved employee and to the Chair of the P R & R Committee shall permit the aggrieved party or parties to proceed to the next step.

Section 4: The Association may initiate a grievance in the first instance at Step Two of the grievance procedure in situations where the grievance alleges a violation of this Agreement or the grievance involves two or more schools covered by this Agreement.

Section 5: Sexual Harassment Grievance Procedure

PURPOSE: As established by federal and state regulations, the purpose of this grievance procedure is to facilitate compliance with the law, provide prompt and equitable resolutions of complaints and promote a means for mutual problem solving and understanding. Any member or members of Units “A” or “B” who feel that his/her/their rights, under Chapter 622/Title IX, or other pertinent laws or regulations concerning sex discrimination have been violated by any individual, group of individuals, practice or policy may grieve.

PROCEDURE:

A.  At any time, a complainant or respondent may choose a person to advise, assist, mediate or represent him/her during the procedure from a list supplied by the Chapter 622/Title IX Committee.

B.   The complainant or his/her representative must address the respondent in the situation. If no resolution is achieved within ten (10) student days of the time the respondent was addressed, the complainant may proceed to the principal within ten (10) additional student days. If the principal is a respondent, the complainant may proceed to any administrator of choice.

C.   If no resolution is achieved within ten (10) student days of the meeting with the principal or administrator of choice, the complainant may proceed to the Superintendent *(Step III [b] of the existing grievance procedure) within ten (10) additional student days.

If the complaint is not resolved at this step, the complainant may proceed in accord with this grievance arbitration procedure.

ADDITIONAL PROVISIONS

1.  If, at any time after an apparent resolution of a complaint, sexual harassment reoccurs, the complainant may reactivate the complaint at the level at which the complaint was apparently resolved.

2. Parties may mutually agree to extend or condense time limits; such agreement must be reduced to writing.

3. All proceedings relative to sexual harassment complaints will be held in closed session and all discussions held in strict confidence.

4.  At any time, a complainant or respondent may choose a person to advise, assist, mediate or represent him/her during the procedure from a list supplied by the Chapter 622/Title IX Committee. Records will be kept from the moment any Sexual Harassment Grievance Procedure Representative is involved.

5.  Anyone named in the file will have the right to inspect the file under conditions of controlled access. A person authorized by the Superintendent or the President of the E.A.N. unit will have the right to inspect the file. There will be no other access, unless or until there is a subsequent complaint involving any of the named individuals. Access at any such subsequent time shall be limited to persons involved in the investigation, or litigation of that subsequent complaint.

6.  Nothing in this grievance procedure shall prevent an individual from taking action with the Massachusetts Commission Against Discrimination (MCAD), the Equal Employment Opportunity Council (EEOC), the Office of Civil Rights (OCR) or the courts. Any such action must meet the applicable time limits of those forums.

7.  The School Committee shall provide appropriate training for employees designated by the Chapter 622/Title IX Committee to advise and assist complainants through the grievance procedure.

ARBITRATION

Section 1: If the decision of the Superintendent or Committee at STEP THREE or STEP FOUR (as applicable under M.G.L Ch.71, S42) of the Grievance Procedure is unsatisfactory, only the Association through the P R & R Committee, may refer the grievance to arbitration, as specified herein. In this event, the P R & R Committee Chairman shall notify the Chairman of the School Committee (when applicable) and/or the Superintendent, in writing, twenty (20) school days after receipt of the Superintendent's decision at Step Three or the Committee decision at Step Four, that arbitration of the grievance is desired.

Section 2: Arbitrations will be chosen in accordance with the rules of the American Arbitration Association.

Section 3: The Arbitrator shall hold a hearing on the grievance, giving all parties an opportunity to be heard as soon as possible after submission, and shall endeavor to render a decision, in writing, within thirty (30) days after the close of the hearing.

In the case of a grievance involving the meaning, application, or interpretation of this Agreement, the decision of the Arbitrator shall be final and binding upon all parties. The Arbitrator must stay within the confines of this Agreement and shall not alter or add to them.

Section 4: Each party shall bear the expenses of preparation and presentation of its own case. The cost of the Arbitrator and incidental expenses mutually agreed to in advance shall be shared equally between the parties.

Section 5: If either party, within fifteen (15) calendar days after an Arbitrator's decision, states in writing to the other party its intention to seek clarification or interpretation of the decision submitted, then both parties shall agree to appear before the Arbitrator.

ARTICLE IX – Compensation

Section 1: Effective from August 26, 2013 – July 31, 2014, all steps in the salary schedule will increase by 2%.

Effective from August 1, 2014 – July 31, 2015, all steps in the salary schedule will increase by 1.85%.

Effective from August 1, 2015 – July 31, 2016, all steps in the salary schedule will increase by 1%.

A new Master’s plus 15 lane will be added, halfway between the Master’s and Master’s plus 30.

Also, a new Master’s plus 45 lane will be added, halfway between the Master’s plus 30 and the Master’s plus 60.

NATICK PUBLIC SCHOOLS

EAN Teachers - Unit A

(183 days)

School Year 2013 - 2014 Effective 8/26/2013

Step

Bachelors

Masters

Masters +30

Masters +60

Masters +75

Doctorate

SA

A1

A2

A3

AD

AD-1

A4

1

43,863

48,248

53,073

55,727

57,120

58,513

2

45,617

50,178

55,196

57,955

59,404

60,853

3

47,441

52,185

57,405

60,274

61,780

63,287

4

49,338

54,272

59,701

62,684

64,252

65,819

5

51,313

56,444

62,089

65,192

66,822

68,451

6

53,365

58,702

64,571

67,799

69,495

71,190

7

55,500

61,050

67,154

70,512

72,275

74,038

8

57,720

63,491

69,840

73,332

75,165

76,998

9

60,029

66,032

72,634

76,266

78,174

80,080

10

62,258

68,483

75,331

79,098

81,075

83,052

11

63,502

69,855

76,838

80,681

82,699

84,715

12

64,773

71,251

78,376

82,294

84,351

86,408

13

66,066

72,676

79,944

83,942

86,040

88,139

14

67,389

74,132

81,542

85,620

87,761

89,902

15

68,400

75,241

82,764

86,904

89,077

91,249

1.     +2% increase

School Year 2014 - 2015 *Effective 8/1/2014

 

Step

SA

Bachelors

Masters

Masters +30

Masters +60

Masters +75

Doctorate

A1

A2

A3

AD

AD-1

A4

1

44,674

49,141

54,055

56,758

58,177

59,595

2

46,461

51,106

56,217

59,027

60,503

61,979

3

48,319

53,150

58,467

61,389

62,923

64,458

4

50,251

55,276

60,805

63,844

65,441

67,037

5

52,262

57,488

63,238

66,398

68,058

69,717

6

54,352

59,788

65,766

69,053

70,781

72,507

7

56,527

62,179

68,396

71,816

73,612

75,408

8

58,788

64,666

71,132

74,689

76,556

78,422

9

61,140

67,254

73,978

77,677

79,620

81,561

10

63,410

69,750

76,725

80,561

82,575

84,588

11

64,677

71,147

78,260

82,174

84,229

86,282

12

65,971

72,569

79,826

83,816

85,911

88,007

13

67,288

74,021

81,423

85,495

87,632

89,770

14

68,636

75,503

83,051

87,204

89,385

91,565

15

70,009

77,013

84,712

88,948

91,173

93,396

*Note change in effective date of contact

1. +1.85% increase

2.  change the differential between steps 14/15 to 2% (from 1.5%)

School Year 2015 - 2016 Effective 8/1/2015

 

Step

SA

Bachelors

Masters

Masters +15

Masters +30

Masters +45

Masters +60

Masters +75

Doctorate

A1

A2

 

A3

 

AD

AD-1

A4

1

45,121

49,632

52,114

54,596

55,961

57,326

58,759

60,191

2

46,926

51,617

54,198

56,779

58,198

59,617

61,108

62,599

3

48,802

53,682

56,367

59,052

60,528

62,003

63,552

65,103

4

50,754

55,829

58,621

61,413

62,948

64,482

66,095

67,707

5

52,785

58,063

60,967

63,870

65,466

67,062

68,739

70,414

6

54,896

60,386

63,405

66,424

68,084

69,744

71,489

73,232

7

57,092

62,801

65,941

69,080

70,807

72,534

74,348

76,162

8

59,376

65,313

68,578

71,843

73,640

75,436

77,322

79,206

9

61,751

67,927

71,323

74,718

76,586

78,454

80,416

82,377

10

64,044

70,448

73,970

77,492

79,430

81,367

83,401

85,434

11

65,324

71,858

75,451

79,043

81,020

82,996

85,071

87,145

12

66,631

73,295

76,960

80,624

82,639

84,654

86,770

88,887

13

67,961

74,761

78,499

82,237

84,294

86,350

88,508

90,668

14

69,322

76,258

80,070

83,882

85,979

88,076

90,279

92,481

15

70,709

77,783

81,671

85,559

87,698

89,837

92,085

94,330

1. +1% increase

2. Add Masters +15 lane halfway between Masters & Masters +30

3. Add Masters +45 lane halfway between Masters +30 & Masters +60

All salary schedules for Bachelors, Masters, Masters +30, Masters +60, Masters +75 and Doctorate, and all stipends, will be as set forth in this section.

Educators submitting evidence of successful completion of thirty (30) hours of graduate study beyond the date the masters degree was awarded will satisfy the requirements of the Plus 30 category.

The Masters +60 rates are calculated as one-half the percentage difference between the current Masters +30 and Doctorate columns. Employees will be eligible for this column after completing a pre-approved (by Principal, Assistant Superintendent and Director of Human Resources), focused course of study. Course approval will not be unreasonably denied. Credit may be given for relevant courses taken over the last five years, if so approved.

Acceptable courses of study that would directly benefit the Natick Public Schools are as follows:

* A second Master’s Degree

* Certificate of Advanced Graduate Studies

* A self-developed program of graduate level rigor, in a focused course of study that will directly benefit the educator in the performance of her/his job Note: Each of these examples illustrates both focus and application in the educator’s discipline.

All credits must be at a level institutionally acceptable towards college or university graduate credit. A maximum of two (2) Bachelor's level courses may be accepted if equivalent courses are not available at the graduate level. All coursework must be completed in a timely manner, consistent with graduate level restrictions.

Educators submitting satisfactory evidence that they have taught an undergraduate course, directly related to the field of education, at an accredited institution will earn three credits towards a M+30 for each course developed and taught. Educators submitting satisfactory evidence that they have taught a graduate level course, directly related to the field of education, at an accredited institution will earn three credits towards a M+30 or a M+60 for each course developed and taught. There is a three credit maximum for each course; no matter how many times that course is taught. The provisions of Section 3c will continue to apply.

Notwithstanding the provisions of Article XI, Section 1, educators who successfully complete the National Board for Professional Teaching Standards process and thereby become National Board Certified Educators will be granted 18 graduate credits towards a M+30 or a M+60. The provisions of Section 3 c will continue to apply.

Written notice must be submitted to the Director of Human Resources on or before December 1 preceding the year in which the change of degree status will take place. Evidence of receipt of the change of degree status must be submitted to the Superintendent on or before August 25.

Section 2:

It is mutually agreed that neither increments nor adjustments are considered to be automatic; they are granted annually in the discretion of, and by vote of, the School Committee to those educators who meet the requirements of the School Department and who receive recommendations from the Director or Department Head (if applicable), Principal, Assistant Superintendent and Superintendent. Employees hired after the 91st educator day will not be eligible for a step increase the following year.

On the secondary level, pay will be based on the number of periods to which a educator is assigned out of thirty (30) periods. Assigned periods are defined as student supervision periods (teaching or duty periods).

The following examples are for clarification of the above contract changes in ARTICLES IX and XII.

ONE-HALF TIME EDUCATORS:

In accord with ARTICLE IX above, the maximum assignment for half-time educators will be 15 teaching periods per week or a combination of teaching and duty assignments totaling 15 periods per week.

TWO-THIRDS TIME EDUCATORS:

In accord with ARTICLE IX above, the maximum assignment for 2/3-time educators will be 20 teaching periods per week or a combination of teaching and duty assignments totaling 20 periods per week.

Section 3:

(a) Educators entering the Public Schools of Natick will be placed on the salary schedule according to approved previous teaching experience and degrees earned at accredited institutions. At the discretion of the Superintendent, credit on the Salary Schedule may be given for work-related experience. In the event that a educator candidate, who has been inactive in the teaching profession for two or more years, and seeking employment in Natick agrees to do so, that educator may be hired at a step rate lower than would be indicated by that educator's actual number of years of teaching experience.

The placement of the educator on the salary scale reflecting the highest degree held will be at the discretion of the Superintendent of Schools. The educator's progress thereafter on the salary schedule will be from the placement mutually agreed to between the candidate and the Superintendent of Schools.

(b)    Any educator who agrees to work or is administratively directed to work beyond the accepted school year shall be compensated on a pro rata (e.g. annual salary/183) basis of his/her current salary. This provision shall not apply to staff members who participate in Summer School, Adult Education, or Summer Workshop Programs. In addition, the parties agree that per-diem compensation will be paid to Unit A members who are administratively assigned to perform the regular functions of their job beyond the contractually defined school year.

Examples include:

1.   Attendance at a Team Meeting as required by Administration

2.   Preparation of Individualized Educational Plans when directed by Administration

3.   Preparation or attendance at legal proceeding

(a)  preparation for legal proceeding by attorney or Director of Student Services,

(b)  attendance at work-related mediation, hearing or court proceeding when required by Administration

The regular workshop rate will be paid for the following:

1.   Preparation of curriculum materials as workshop presenter

2.   Scheduling of students (e.g. middle school, 2 day maximum)

3.   Attendance as participant at curriculum meeting required by Administration

4.   Development of curriculum materials as part of a curriculum workshop committee.

(c)  Guidance Counselors at the high school and middle school level shall work five (5) additional days (pro-rated for part-time) each school year.

Section 4: The School Committee will establish a tuition reimbursement fund in the amount of $25,000 a year (July 1 – June 30). Members of Units A and B are eligible to participate. Each member may submit an application for reimbursement for graduate level courses taken at an accredited institution. Courses must be pre-approved by the Assistant Superintendent or her/his designee and a minimum grade of B must be received. Reimbursement will be approved upon submission of a completed application with receipt of payment and official transcript attached, according to the provisions below.

A one-week application period will be established in April when all material must be submitted to the Director of Human Resources. Educators should submit a completed application along with receipt of payment and official transcript. The tuition reimbursement fund will be equally distributed among applicants, provided that no individual shall receive reimbursement for more than the cost of the course(s) approved and submitted

Payment of tuition reimbursement will be made by June 30, unless the course ends in June, in which case a purchase order will be completed and reimbursement will be in July.

Receipt of payment must be received by HR during the April application period. Grades for spring courses may be submitted until June 30.

The reimbursement year will go from July 1 through June 30 (the fiscal year). Courses taken in July will not be reimbursed until the following July. An educator who resigns with an effective date prior to reimbursement date is not eligible for reimbursement.

Section 5: Compensation for the position of "Assistant to the Principal" in elementary schools shall be as shown below:

Assistant to the Principal: Note: Stipend below reflects annualized rate. School Year 13-14                 $1,545

School Year 14-15                 $1,574

School Year 15-16                 $1,590

Section 6: Team Leaders, Curriculum Specialists, Elementary Instructional Leaders and Student Services Instructional Leaders will be appointed by the Superintendent on an annual basis.

Elementary Instructional Leaders (EIL’s) will be appointed for each elementary grade level. An Elementary Learning Center Instructional Leader (ELCIL) position will be established to lead all elementary learning center educators..

Effective for School Year 2013-14, Elementary Instructional Leaders and Elementary Learning Center Instructional Leaders will be compensated at the rate of $2,576. The rate for School Year 2014-15 will be $2,623 and the rate for 2015-16 will be $2,649. This stipend applies to Leaders of groups of 15 or more and will be shared if the role is shared.

A selection committee composed of 5 EAN members and 3 members of the Administration shall interview and recommend interested candidates annually. One or two Elementary Instructional Leaders will be appointed to each elementary grade level.

Student Services Instructional Leaders will be appointed annually in each of the following areas: Speech and Language Pathologists/Occupational Therapists/Physical Therapists, Elementary Learning Center, School Psychologists/Adjustment Counselors/Social Workers, K-8 Guidance and ELE. One or two people may fill each of these positions. If one person performs the role, they will receive a stipend of $1,705 for School Year 2013-14, $1,737 for School Year 2014-15 and $1,754 for School Year 2015-16. If two people share the role then each person will receive the stipend of $1,071 for SY 2013-14, $1,091 for SY 2014-15 and $1,102 for SY2015-16.

Team Leaders will be appointed to each grade level team and to student services.

Curriculum Specialists will be appointed in each of the following areas: Foreign Language, Social Studies, Technology and Science and paid according to the guidelines below:

Team Leaders, Curriculum Specialists and Middle School Student Services Instructional Leaders:

Note: Stipends below reflect annualized rates

School Year 2013-2014         $1,705 [4-5 person team]

$ 853[2-3 person team] $ 853 [Student Services team]

School Year 2014-2015         $1,737 [4-5 person team]

$ 868 [2-3 person team] $ 868 [Student Services team]

School Year 2015-2016         $1,754 [4-5 person team]

$ 877 [2-3 person team] $ 877 [Student Services team]

Effective for School Year 2013-2014, the Evaluation Team Leaders will receive a stipend of $7,254.

Effective for School Year 2014-2015, the Evaluation Team Leaders will receive a stipend of $7,388.

Effective for School Year 2015-2016, the Evaluation Team Leaders will receive a stipend of $7,462.

(This stipend is consistent with the Unit B Department Head stipend.)

School Year 2013 - 2014

 

In House Coverage (Elementary School and Middle School)

$28.40

In House Coverage (High School)

$37.77

Assistant To Principal

$1,545

Team Leader & Curriculum Specialist (4-5 person team)

$1,705

Team Leader & Curriculum Specialist (2-3 person team)

$853

Student Services Team Leader

$853

Evaluation Team Leader

$7,254

Mentoring Stipend

$1,030

Building Based Mentor Leaders

$788

Mentoring Training

$57.12 per day

Student Services Instructional Leader - 1 person

$1,705

Student Services Instructional Leader - 2 people

$1,071 each

Elementary Instructional Leaders (groups of 15 or more)

$2,576

Elementary Learning Center Instructional Leaders (groups of 15 or more)

$2,576

School Year 2014 - 2015

 

In House Coverage (Elementary School and Middle School)

$28.92

In House Coverage (High School)

$38.47

Assistant To Principal

$1,574

Team Leader & Curriculum Specialist (4-5 person team)

$1,737

Team Leader & Curriculum Specialist (2-3 person team)

$868

Student Services Team Leader

$868

Evaluation Team Leader

$7,388

Mentoring Stipend

$1,049

Building Based Mentor Leaders

$803

Mentoring Training

$58.18 per day

Student Services Instructional Leader - 1 person

$1,737

Student Services Instructional Leader - 2 people

$1,091 each

Elementary Instructional Leaders (groups of 15 or more)

$2,623

Elementary Learning Center Instructional Leaders (groups of 15 or more)

$2,623

School Year 2015 - 2016

 

In House Coverage (Elementary School and Middle School)

$29.21

In House Coverage (High School)

$38.85

Assistant To Principal

$1,590

Team Leader & Curriculum Specialist (4-5 person team)

$1,754

Team Leader & Curriculum Specialist (2-3 person team)

$877

Student Services Team Leader

$877

Evaluation Team Leader

$7,462

Mentoring Stipend

$1,060

Building Based Mentor Leaders

$811

Mentoring Training

$58.76 per day

Student Services Instructional Leader - 1 person

$1,754

Student Services Instructional Leader - 2 people

$1,102 each

Elementary Instructional Leaders (groups of 15 or more)

$2,649

Elementary Learning Center Instructional Leaders (groups of 15 or more)

$2,649

Section 7: Coaching Salaries

(a) Coaching Salaries will be paid according to the following schedule:

NATICK PUBLIC SCHOOLS

EAN Unit - Coaches

School Years 2013 - 2014, 2014 -2015, 2015 - 2016

Category

Level

Step

School Year 2013 - 2014

School Year 2014 - 2015

School Year 2015 - 2016

 

 

 

 

 

 

Baseball

Head

1

$5,612

$5,716

$5,773

 

 

2

$5,972

$6,082

$6,143

 

 

3

$6,333

$6,450

$6,515

 

Sub Varsity

1

$3,800

$3,870

$3,909

 

 

2

$3,980

$4,054

$4,095

 

 

3

$4,342

$4,422

$4,466

 

Asst Varsity

1

$2,532

$2,579

$2,605

 

 

2

$2,715

$2,765

$2,793

 

 

3

$3,074

$3,131

$3,162

 

Freshman Head

1

$2,532

$2,579

$2,605

 

 

2

$2,715

$2,765

$2,793

 

 

3

$3,074

$3,131

$3,162

Basketball (Boys & Girls) - High School

Head

1

$5,612

$5,716

$5,773

 

 

2

$5,972

$6,082

$6,143

 

 

3

$6,333

$6,450

$6,515

 

Sub Varsity

1

$3,800

$3,870

$3,909

 

 

2

$3,980

$4,054

$4,095

 

 

3

$4,342

$4,422

$4,466

 

Freshman Head

1

$2,532

$2,579

$2,605

 

 

2

$2,715

$2,765

$2,793

 

 

3

$3,074

$3,131

$3,162

Basketball (Boys & Girls) - Middle School

 

1

$2,026

$2,063

$2,084

 

 

2

$2,173

$2,213

$2,235

 

 

3

$2,459

$2,504

$2,529

Barnhill Basketball (Boys & Girls) - Wilson only

Per Diem

1

$41

$41

$42

 

 

2

$43

$44

$45

 

 

3

$49

$50

$51

Cheerleader (Fall & Winter)

Head

1

$2,532

$2,579

$2,605

(payment per season)

 

2

$2,715

$2,765

$2,793

 

 

3

$3,074

$3,131

$3,162

Faculty Manager (paid in 3 payments)

High School

1

$3,728

$3,797

$3,835

 

 

2

$3,915

$3,987

$4,027

 

 

3

$4,288

$4,367

$4,411

Field Hockey - High School

Head

1

$5,612

$5,716

$5,773

 

 

2

$5,972

$6,082

$6,143

 

 

3

$6,333

$6,450

$6,515

 

Sub Varsity

1

$3,800

$3,870

$3,909

 

 

2

$3,980

$4,054

$4,095

 

 

3

$4,342

$4,422

$4,466

 

Freshman

1

$2,532

$2,579

$2,605

 

 

2

$2,715

$2,765

$2,793

 

 

3

$3,074

$3,131

$3,162

Field Hockey (Girls) - Middle School

Head

1

$2,026

$2,063

$2,084

 

 

2

$2,173

$2,213

$2,235

 

 

3

$2,459

$2,504

$2,529

Football

Head

1

$9,505

$9,681

$9,778

 

 

2

$10,626

$10,823

$10,931

 

 

3

$11,182

$11,389

$11,503

 

First Assistant

1

$5,967

$6,077

$6,138

 

 

2

$6,334

$6,451

$6,516

 

 

3

$6,543

$6,664

$6,731

 

Assistant Varsity [3]

1

$5,406

$5,506

$5,561

 

 

2

$5,779

$5,886

$5,945

 

 

3

$6,334

$6,451

$6,516

 

Head Freshman

1

$3,168

$3,227

$3,259

 

 

2

$3,357

$3,419

$3,453

 

 

3

$4,301

$4,381

$4,425

 

Assistant Freshman

1

$2,238

$2,279

$2,302

 

 

2 3

$2,426 $2,610

$2,471 $2,658

$2,496 $2,685

Golf

Head

1

$3,800

$3,870

$3,909

 

 

2

$3,980

$4,054

$4,095

 

 

3

$4,342

$4,422

$4,466

Gymnastics

Head

1

$3,800

$3,870

$3,909

 

 

2

$3,980

$4,054

$4,095

 

 

3

$4,342

$4,422

$4,466

 

Assistant

1

$2,532

$2,579

$2,605

 

 

2

$2,715

$2,765

$2,793

 

 

3

$3,074

$3,131

$3,162

Ice Hockey (Boys & Girls)

Head

1

$5,612

$5,716

$5,773

 

 

2

$5,972

$6,082

$6,143

 

 

3

$6,333

$6,450

$6,515

 

Sub Varsity

1

$3,800

$3,870

$3,909

 

 

2

$3,980

$4,054

$4,095

 

 

3

$4,342

$4,422

$4,466

 

Freshman

1

$2,532

$2,579

$2,605

 

 

2

$2,715

$2,765

$2,793

 

 

3

$3,074

$3,131

$3,162

Lacrosse (Boys & Girls)

Head

1

$5,612

$5,716

$5,773

 

 

2

$5,972

$6,082

$6,143

 

 

3

$6,333

$6,450

$6,515

 

Sub Varsity

1

$3,800

$3,870

$3,909

 

 

2

$3,980

$4,054

$4,095

 

 

3

$4,342

$4,422

$4,466

 

Freshman

1

$2,532

$2,579

$2,605

 

 

2

$2,715

$2,765

$2,793

 

 

3

$3,074

$3,131

$3,162

Sailing

Head

1

$4,164

$4,241

$4,283

 

 

2

$4,342

$4,422

$4,466

 

 

3

$4,702

$4,789

$4,837

Ski

Head

1

$4,164

$4,241

$4,283

 

 

2

$4,342

$4,422

$4,466

 

 

3

$4,702

$4,789

$4,837

Soccer (Boys & Girls)

Head

1

$5,612

$5,716

$5,773

 

 

2

$5,972

$6,082

$6,143

 

 

3

$6,333

$6,450

$6,515

 

Sub Varsity

1

$3,800

$3,870

$3,909

 

 

2

$3,980

$4,054

$4,095

 

 

3

$4,342

$4,422

$4,466

 

Freshman

1

$2,532

$2,579

$2,605

 

 

2

$2,715

$2,765

$2,793

 

 

3

$3,074

$3,131

$3,162

Softball

Head

1

$5,612

$5,716

$5,773

 

 

2

$5,972

$6,082

$6,143

 

 

3

$6,333

$6,450

$6,515

 

Sub Varsity

1

$3,800

$3,870

$3,909

 

 

2

$3,980

$4,054

$4,095

 

 

3

$4,342

$4,422

$4,466

 

Asst Varsity

1

$2,532

$2,579

$2,605

 

 

2

$2,715

$2,765

$2,793

 

 

3

$3,074

$3,131

$3,162

 

Freshman

1

$2,532

$2,579

$2,605

 

 

2

$2,715

$2,765

$2,793

 

 

3

$3,074

$3,131

$3,162

Swimming (Boys & Girls)

Head

1

$4,109

$4,185

$4,227

 

 

2

$4,289

$4,368

$4,412

 

 

3

$4,651

$4,737

$4,784

 

Assistant

1

$2,532

$2,579

$2,605

 

 

2

$2,715

$2,765

$2,793

 

 

3

$3,074

$3,131

$3,162

Tennis (Boys & Girls)

Head

1

$3,800

$3,870

$3,909

 

 

2

$3,980

$4,054

$4,095

 

 

3

$4,342

$4,422

$4,466

 

Assistant

1

$2,532

$2,579

$2,605

 

 

2

$2,715

$2,765

$2,793

 

 

3

$3,074

$3,131

$3,162

Track : Cross Country - High School

Head

1

$5,700

$5,805

$5,863

(1 coach covers both boys & girls)

 

2

$5,970

$6,080

$6,141

 

 

3

$6,514

$6,635

$6,701

 

Assistant

1

$3,797

$3,867

$3,906

 

 

2

$4,074

$4,149

$4,190

 

 

3

$4,611

$4,696

$4,743

Track : Cross Country - Middle School

Head

1

$3,038

$3,094

$3,125

(1 coach covers both boys & girls)

 

2

$3,259

$3,319

$3,352

 

 

3

$3,689

$3,757

$3,795

Track: Indoor (Boys & Girls)

Head

1

$4,679

$4,766

$4,814

 

 

2

$4,857

$4,947

$4,996

 

 

3

$5,217

$5,314

$5,367

 

Sub-Varsity

1

$2,715

$2,765

$2,793

 

 

2

$3,074

$3,131

$3,162

 

 

3

$3,260

$3,320

$3,353

 

Assistant

1

$2,532

$2,579

$2,605

 

 

2

$2,715

$2,765

$2,793

 

 

3

$3,074

$3,131

$3,162

Track: Outdoor (Boys & Girls) - High School

Head

1

$4,679

$4,766

$4,814

 

 

2

$4,857

$4,947

$4,996

 

 

3

$5,217

$5,314

$5,367

 

Sub Varsity

1

$2,715

$2,765

$2,793

 

 

2

$3,074

$3,131

$3,162

 

 

3

$3,260

$3,320

$3,353

 

Assistant

1

$2,532

$2,579

$2,605

 

 

2

$2,715

$2,765

$2,793

 

 

3

$3,074

$3,131

$3,162

Track: Outdoor (Boys & Girls) - Middle School

Head

1

$2,026

$2,063

$2,084

 

 

2

$2,173

$2,213

$2,235

 

 

3

$2,459

$2,504

$2,529

Trainer (paid in 3 payments)

Head

1

$10,857

$11,058

$11,169

 

 

2

$11,585

$11,799

$11,917

 

 

3

$12,666

$12,900

$13,029

 

Assistant

1

$8,321

$8,475

$8,560

 

 

2

$8,684

$8,845

$8,933

 

 

3

$9,310

$9,482

$9,577

Volleyball (Girls & Boys)

Head

1

$5,612

$5,716

$5,773

 

 

2

$5,972

$6,082

$6,143

 

 

3

$6,333

$6,450

$6,515

 

Sub Varsity

1

$3,800

$3,870

$3,909

 

 

2

$3,980

$4,054

$4,095

 

 

3

$4,342

$4,422

$4,466

 

Freshman

1

$2,532

$2,579

$2,605

 

 

2

$2,715

$2,765

$2,793

 

 

3

$3,074

$3,131

$3,162

Wrestling

Head

1

$5,612

$5,716

$5,773

 

 

2

$5,972

$6,082

$6,143

 

 

3

$6,333

$6,450

$6,515

 

Sub Varsity

1

$3,800

$3,870

$3,909

 

 

2

$3,980

$4,054

$4,095

 

 

3

$4,342

$4,422

$4,466

 

Freshman

1

$2,532

$2,579

$2,605

 

 

2

$2,715

$2,765

$2,793

 

 

3

$3,074

$3,131

$3,162

(b) Regulations on Coaching Salaries

1.  Present coaches will move to the next step on the schedule as determined by the salary they are now receiving.

2.   The step on which a new head coach will be placed will be based on a recommendation of the Athletic Director to the Superintendent of Schools through the High School Principal.

3.     Increments in coaching are not to be considered automatic and will be given only with the recommendation of the Athletic Director. The Head Coach of the respective sport will make increment recommendations on their assistants to the Athletic Director within 10 days after the conclusion of their particular sport.

4.   All coaching salaries will be paid when the coaching assignment has been completed.

5.     Per diem compensation for coaches involved in tournament play on the following basis: The per diem rate will be determined by dividing the then current coaching salary by the number of days in the regular coaching season.

Section 8: Intramural Program

The intramural program will be conducted for the students at the secondary level. Hourly rates of pay for persons working in these programs will be as displayed below.

Step

2013)14

2014)15

2015)16

1

12.42

12.65

12.78

2

13.38

13.63

13.77

3

14.34

14.61

14.75

4

15.29

15.57

15.73

5

16.23

16.53

16.69

6

17.19

17.50

17.68

Section 9(a): Specialty Advisors

Specialty Advisors will be compensated as follows:

NATICK PUBLIC SCHOOLS

EAN Unit - Specialty Advisors

School Years 2013 - 2014, 2014 -2015, 2015 - 2016

 

 

 

School Year

School Year

School Year

 

Position

Per terms of the contract: Ratio 1.0 = 3%

Ratio

2013 - 2014

$42,156

2014 - 2015

$42,999

2015 - 2016

$43,859

 

 

 

$1,265

$1,290

$1,316

 

 

 

 

 

 

Government

Freshman Class Advisor I

1.00

$1,265

$1,290

$1,316

(All Group I)

Freshman Class Advisor II

1.00

$1,265

$1,290

$1,316

 

Sophomore Class Advisor I

1.25

$1,581

$1,612

$1,645

 

Sophomore Class Advisor II

1.25

$1,581

$1,612

$1,645

 

Junior Class Advisor I

1.75

$2,213

$2,257

$2,303

 

Junior Class Advisor II

1.75

$2,213

$2,257

$2,303

 

Senior Class Advisor I

2.50

$3,162

$3,225

$3,289

 

Senior Class Advisor II

2.50

$3,162

$3,225

$3,289

 

National Honor Society Advisor I

1.50

$1,897

$1,935

$1,974

 

National Honor Society Advisor II

1.50

$1,897

$1,935

$1,974

 

Art Honor Society Advisor

1.50

$1,897

$1,935

$1,974

 

Middle School Student Council Advisor

1.50

$1,897

$1,935

$1,974

 

High School Student Council Advisor I

2.50

$3,162

$3,225

$3,289

 

High School Student Council Advisor II

2.50

$3,162

$3,225

$3,289

 

 

 

 

 

 

 

 

 

 

 

 

Publications

High School Newspaper Advisor*

3.00

$3,794

$3,870

$3,947

(All Group I except

High School Literary Magazine Advisor

1.00

$1,265

$1,290

$1,316

* which is Group II)

Middle School Yearbook Advisor

1.00

$1,265

$1,290

$1,316

 

 

 

 

 

 

 

 

 

 

 

 

Drama / Music

Middle School Drama Director

1.75

$2,213

$2,257

$2,303

(All Group I)

Middle School Musical Drama Director                                        (only if music is performed)

1.75

$2,213

$2,257

$2,303

 

Middle School Show Producer (2 per school)

0.50

$632

$645

$658

 

Middle School Costume

0.50

$632

$645

$658

 

High School Drama Production Director I

3.75

$4,743

$4,837

$4,934

 

High School Musical Director

4.50

$5,691

$5,805

$5,921

 

High School Musical Choral & Orchestra Director

4.25

$5,375

$5,482

$5,592

 

High School Drama Production Director II                            (only when senior play is musical)

1.50

$1,897

$1,935

$1,974

 

High School Jazz Ensemble Director

2.75

$3,478

$3,547

$3,618

 

High School Parade/Pep Band Director

1.00

$1,265

$1,290

$1,316

 

High School Costume

1.00

$1,265

$1,290

$1,316

 

High School Lighting Director

1.00

$1,265

$1,290

$1,316

 

High School Set Construction

1.00

$1,265

$1,290

$1,316

 

High School Show Producer

1.00

$1,265

$1,290

$1,316

 

High School Choreographer

1.50

$1,897

$1,935

$1,974

 

High School House Manager (per night)

 

$73

$75

$76

 

 

 

 

 

 

 

 

 

 

 

 

Clubs

High School Academic Decathlon Coach

2.75

$3,478

$3,547

$3,618

(All Group I

High School Competitive Speech Advisor

5.00

$6,323

$6,450

$6,579

except * which are

High School Competitive Speech Assistant

1.75

$2,213

$2,257

$2,303

Group II)

High School Speech Manager

0.50

$632

$645

$658

 

High School Math Club*

1.50

$1,897

$1,935

$1,974

 

Middle School Math Team*

1.50

$1,897

$1,935

$1,974

 

Middle School Speech*

1.00

$1,265

$1,290

$1,316

 

High School German Club

1.00

$1,265

$1,290

$1,316

 

High School Spanish Club

1.00

$1,265

$1,290

$1,316

 

High School PEER Leadership Advisor I

1.75

$2,213

$2,257

$2,303

 

High School PEER Leadership Advisor II

1.75

$2,213

$2,257

$2,303

 

High School Students for Planet Earth*

1.75

$2,213

$2,257

$2,303

 

High School Crossings

1.50

$1,897

$1,935

$1,974

 

High School French Club

1.00

$1,265

$1,290

$1,316

 

High School Chess Club*

1.00

$1,265

$1,290

$1,316

 

High School Robotics Advisor

1.00

$1,265

$1,290

$1,316

 

Middle School Chess Club *

1.00

$1,265

$1,290

$1,316

 

Middle School Future Engineers & Robotics Advisor*

1.00

$1,265

$1,290

$1,316

 

 

 

 

 

 

Other

Middle School Weather Service*

3.00

$3,794

$3,870

$3,947

 

(All Group I

Middle School Audio Visual

1.00

$1,265

$1,290

$1,316

 

except * which are

High School SADD Advisor

2.50

$3,162

$3,225

$3,289

 

Group II)

High School ELNA

1.75

$2,213

$2,257

$2,303

 

 

Middle School ELNA

1.75

$2,213

$2,257

$2,303

 

 

High School Students as Readers*

1.00

$1,265

$1,290

$1,316

 

 

Middle School Students as Readers*

1.00

$1,265

$1,290

$1,316

 

 

Middle School Multimedia Publishing*

1.00

$1,265

$1,290

$1,316

 

 

High School Debate Team

1.00

$1,265

$1,290

$1,316

 

 

Middle School Unspecific Specialty Advisors 8@WMS, 9@KMS

1.00

$1,265

$1,290

$1,316

 

 

High School Business Leaders of America*

1.00

$1,265

$1,290

$1,316

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Additional

estimated 35 hours

0.41

$512

$522

$533

 

 

 

 

 

 

 

 

 

Group I positions are core activities expected to continue

 

 

 

 

 

 

from year to year. Group II positions are subject to building

 

 

 

 

 

 

needs and may be changed.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

** When the Band Director or Choral Director must accompany their respective

 

 

 

 

 

groups to events that are in excess of the normal schedule, they will be compensated

 

 

 

 

 

at the following hourly

rate:

 

$13.14

$13.27

$13.40

 

Section 9(b): Specialty Advisor Review Committee

1.   Composition of the Committee

A.    The Director of Human Resources and the principal (or their designee) from each middle school and the high school.

B.    Three members of the Education Association of Natick consisting of at least one member from each middle school and the high school and one member of Unit B.

2.   Responsibilities of the Committee

A.    Review ratio assignments and make recommendations for changes to be negotiated between the parties for Group I activities based on each activity’s end of year report.

B.    Establish ratio assignments for Group II activities for the following school year, based on each activity’s end of year report.

By May 27th, each Specialty Advisor is expected to submit an end-of-the-year report to the principal, which should carefully relate how well the program goals were met for the year. If the activity has not been completed by May 27th, then an interim report with the current information will be provided. Additionally, advisors should include in these reports any recommendations for change in the activity for the next school year (this may include a request for a change in the advisor's stipend).

3.   Frequency of Meetings

A.    September - Initial review of principals’ recommendations for appointments of Specialty Advisors.

B.    December - Review of positions - recommendations for elimination of existing positions or establishment of new positions prior to final budget determinations.

C.    May - Review of year - general discussion of Specialty Advisor program.

Section 9(c): Principals' Options

Principals will have the following options, to be exercised at their discretion.

a.   To divide a single Specialty Advisor's position and assign its area of responsibility of two (2) persons at 1/2 pay each.

b.   To combine two (2) similar Specialty Advisor's positions and assign them to a single person at double pay.

Funds budgeted for specialty advisor positions that go unfilled may be used to fund one or more new positions, upon recommendation of the specialty review committee and approval of the principal and School Committee.

Section 10(d): Extra Curricular activities will, to the extent possible, be voluntary. If there is no volunteer for a position, the principal of the school involved may appoint an educator to the position. The Association and the Superintendent will be notified in writing of any such appointments.

1.   The principal shall appoint advisors on a yearly basis.

2.   All Specialty Advisors' salaries will be paid when the activity is completed.

Section 10: Payments and Deductions

(a) Appropriate payroll deductions will be made for federal and state taxes and for any other payroll deductions required by the law.

(b) The Committee agrees to make salary deductions for premiums for tax-free annuities in such sums as designated in writing by individual participants.

(c)  Installments 23 – 26 will be paid bimonthly in July and August.

(d) The Association shall not hold the Committee responsible, in any way, for any failure of compliance or adherence to the above pay calendar that occurs through no fault of the Committee.

(e) Effective 8/27/12, direct deposit will be mandatory for all Unit A and B members.

(f)  AGENCY FEE

(1)        Effective on the date of ratification (September 1, 1982) of this Agreement by both the Association and the Committee, all persons who are members of the Education Association of Natick will either remain members as to the payment of regular local, state and national dues or be subject to an agency service fee as a condition of employment pursuant to the provisions of this contract and G.L. 150 & 12.

(2)        Persons who are not members of the Association on the date of ratification of this Agreement (September 1, 1982) by both parties will be "grandfathered" and will not be subject to an agency service fee except as set forth in (3) and (4) below.

(3)        If a "grandfathered" member of the unit subsequently joins the Association, he/she shall remain either a member of the Association, or be subject to an agency service fee as a condition of employment pursuant to the provisions of this contract and to the provisions G.L. c.150 & 12.

(4)        A "grandfathered" member who is RIFFED and not recalled during the recall period but is rehired after the recall period will be considered a new employee and subject to the agency service fee.

(5)        Employees hired after the effective date of ratification (September 1, 1982) of this Agreement by both parties shall be subject to an agency service fee as a condition of employment pursuant to the provisions of this contract and the provisions of G.L. c.150 & 12 on or after the 30th day following the beginning of such employment.

ARTICLE X - Class Size

Section 1: The Committee and the Association recognize the desirability of achieving optimum teaching-learning conditions by securing workable class sizes. To this end, the parties accept the following class maxima:

Elementary/Middle/Senior High Schools                                        25 Students per educator

Academic Subjects (Including science labs and foreign language)      25 Students

Industrial Arts & Wellness/Unified arts                                          15 Students

Physical Education                                                                      35 Students

Study Hall                                                                                  40 Students

Performing Arts                                                                          50 Students

High School Caseload                                                                  125 Students

Middle School Caseload                                                               100 Students

Consistent with the 1998 legislative report, Options for Developing School Health Services in

Massachusetts, the recommended school nurse to student ratio is 1.0 full time equivalent (FTE) certified nurse in each building with 250 to 500 students.

The American School Counselor Association recommends a 250-1 ratio of students to school counselors.

From the National Association of School Psychologists: When school psychologists are providing comprehensive and preventive services (i.e., evaluations, consultation, and individual/group counseling, crisis response, behavioral interventions, etc), the ratio should not exceed 500 to 700 students for 1 school psychologist in order to ensure quality of student outcomes.

Section 2: Where present physical facilities will permit, additional staff should be employed to reduce the existing class size. However, failure to reach these class sizes shall not be subject to the grievance and arbitration provisions of this Agreement.

ARTICLE XI - Educator Assignment

Section 1(a): Educators will be notified of their tentative programs for the coming year, including the schools to which they will be assigned, and the grades and/or subjects that they will have as soon as possible and under normal circumstances, not later than two weeks prior to the scheduled last day of the school year. Upon request of the educator, the tentative programs will be discussed in conference with his/her supervisor at which time reasons for the assignment will be given. Whenever possible, secondary school educators will not be required to teach in more than two subject fields.

Section 1(b): If any change is made in the subject, grade or school to which an educator has been assigned and of which assignment he/she has been previously notified, it shall be the responsibility of the principal and/or vice principal and/or department head or nurse supervisor to notify the educator of such change and the reasons why in writing within five (5) calendar days after such change has been made. In cases where mail is used, posting shall constitute notice. Upon request of the educator, the subsequent changes will be discussed in conference with his/her supervisor at which time reasons for the change will be given.

Section 2: In order to assure that pupils are taught by educators within their area of competence, educators will not be assigned, except temporarily and for good cause, outside the scope of their teaching licenses and/or their major or minor fields of study.

Section 3: Changes in grade assignments in the elementary schools, subject assignments in the secondary schools and building assignments for nurses will be to the extent possible voluntary. Primary consideration should be given to qualified educators in the system when vacancies occur.

Section 4: Educator assignments will be made without regard to race, creed, color, religion, nationality, sex, age, physical or mental disability, sexual orientation or marital status.

Section 5: If an involuntary transfer from one building to another is necessary, the least senior qualified, licensed educator within the discipline shall be transferred whenever possible. Such an involuntary transfer from one building to another will be made only after a collaborative meeting with the sending and receiving principals, affected or interested educators, EAN representative, nurse supervisor, if applicable, Director of Human Resources and Superintendent or his/her designee. Discussions will include what is considered the best situation for students, educators and principals. Any educator designated for an involuntary transfer will be notified in writing of the reasons for the transfer. This provision shall not be construed to prevent or prohibit the School Committee from taking required actions under the ESEA. If any of the anticipated ESEA actions result in a duty to bargain, bargaining shall commence and shall be initiated by the parties in a time frame sufficient to allow completion of bargaining prior to implementation under the deadlines specified in the Act.

Section 6: Voluntary Transfers and Vacancies

a.   During the school year, all anticipated Unit A openings will be posted for a period of ten working days by way of a written notice sent to each building, posted upon receipt in a conspicuous location.

Every effort will be made to publicize vacancies using the following additional methods:

      A written notice sent to the EAN building representative in each building

      A written notice sent to the EAN president (or co-presidents)

     A posting on the Natick Public Schools’ website –www.natickps.org. and in an email to all faculty and staff.

Every effort will be made to publicize vacancies that occur during the summer using the following methods:

    A posting on the Natick Public Schools’ website.

    If the webpage is down, posting time will be extended.

b.   If a vacancy/open position can be reasonably forecast for one year or longer, the position will be posted and paid as a regular position (not any kind of substitute position) on the regular salary schedule.

c.   If openings occur during the school year, they will be filled on a temporary basis for the remainder of the school year and if those positions exist for the subsequent school year, they will be included on the list of vacancies. If openings occur during the school year, they normally will not be filled by transfers but rather on a temporary basis. In such instances, if the positions remain in effect for the subsequent school year, they will be set forth on the list of vacancies as set forth above. Individuals out on an approved leave of absence will be notified of all postings that occur prior to the end of the school year.

d.   All qualified educators will be given adequate opportunity to make application for open positions. The Committee agrees to give consideration to the professional background and attainment of the applicant, the length of time in the school system, and other relevant factors.

e.   In the event that a Unit A or B vacancy occurs during the school year, the posting period may be reduced to five (5) school days on an emergency basis. Should the Superintendent determine that a quick appointment is in the students’ best interest, he/she or his/her designee will contact the president of the EAN and explain the reason for the emergency posting. The EAN president will not unreasonably deny such a request.

Section 7: Before a educator is assigned or transferred to or from a particular school, either on a voluntary or involuntary basis, the principals of the schools in question will consult with the Director of Human Resources regarding said assignment or transfer.

Section 8: Notice of Resignation

Educators will provide the Superintendent of Schools with a minimum of 30 calendar days notice of resignation. Such notice shall be in writing, with a copy provided to the educator’s immediate supervisor and the Director of Human Resources.

ARTICLE XII - Working Conditions

The Committee and the Association recognize and agree that an educator's responsibility to his/her students and his/her profession generally entails the performance of duties and expenditure of time beyond the regular workday, but that time and work schedule should be established applicable to educators in the normal course of their employment. To this end the following conditions of employment shall be effective except in circumstances beyond the control of the School Department. For information about elementary teacher working conditions, see Section 16.

Section 1 (a): Teacher Work Year The School Committee will initially schedule a school year of 188 educator days and 185 pupil days. However, on or before April 15, the School Committee will readjust the school calendar so that the maximum number of educator workdays shall be no more than three (3) more than the minimum number of pupil days required by law. Days that must be made up as a result of lost time will be done so at the end of the school year.

Section 1 (b) Nurse Work Year The School Committee will initially schedule a work year of 188 days. However, on or before April 15, the School Committee will readjust the school calendar so that the maximum number of workdays shall be no more than seven days more than the minimum number of pupil days required by law. Days that must be made up as a result of lost time will be done so at the end of the school year. No more than five (5) additional days per year may be required of a Nurse upon the authorization of the Superintendent, but for each such day, the employee will be compensated in the amount of 1/187 of her/his annual salary.

Section 1 (c) The Committee will present the proposed School Calendar for the succeeding school year to the Association by March 1. The Association will present its reactions to the proposed calendar to the Committee within 30 days. It is recognized that the final decision regarding the formation of the School Calendar rests exclusively with the Committee.

Section 2 : Work Hours

(a) Twenty minutes before the official time for opening school, middle school educators shall be in their building or assigned station as directed by their principal and at his/her discretion and shall remain in their building for at least one-half hour after the close of the regular session.

(b) High school educators shall be in their building or assigned station as directed by their principal fifteen (15) minutes before the official time for opening school.

The following protocol will be followed for scheduling high school special education meetings:

1.         The ETL at Natick High School will check teacher schedules prior to scheduling a special education meeting.

2.         The ETL will make every effort to schedule the special education meeting during the teacher’s duty period and avoid scheduling the meeting during the teacher’s planning period or lunch period.

3.         If scheduling the special education meeting during the teacher’s planning period is unavoidable, then the liaison will request substitute coverage for the teacher during the teacher’s duty period that same day. The special education meeting will not be scheduled during the teacher’s lunch period except with teacher’s approval.

4. If the teacher does not have a duty period that day, or if substitute coverage cannot be obtained, then the teacher will be compensated $37.77 for SY 2013-14, $38.47 for SY 2014-15, and $38.85 for SY 2015-16 for attending half or more of their planning period. If the teacher attends a meeting for less than half of their planning period, they will receive half the stipend.

(c)  In special cases involving early or late classes, these hours may be modified by mutual agreement; in no instances will the total hours be exceeded. Educators may leave after the regular student dismissal time on Fridays and the day preceding a holiday or vacation.

(d) Part-Time Educators The amount of work time required for any and all purposes defined within this Article, will be prorated based on their Full Time Equivalent (FTE). For part-time educators, contractual references to the beginning or end of the school day or the student day refer to the beginning or end of the part-time educator’s assigned periods. Part-time educators may leave after the close of their final teaching or duty period on Fridays and the day preceding a holiday or vacation. Part-time educators will be required to give extra help after the close of their final teaching or duty period.

The part-time educator and his/her supervisor may mutually agree to rearrange such educator time commitments to facilitate the educational process.

The following examples are for clarification:

One-half time educators will be required to be present 10 minutes before the start of their first teaching or duty period and shall remain for at least 15 minutes after the close of their final teaching or duty period of the day except as noted above.

Two-thirds time educators will be required to be present 13 minutes before the start of their first teaching or duty period and shall remain for at least 20 minutes after the close of their final teaching or duty period of the day except as noted above.

(e) The total number of school hours per year will not be increased unless mutually agreed upon by the Committee and the Association.

Section 3: Extra Help Elementary and middle school educators shall be available to give one full period after regular school hours twice a week to all pupils requiring additional help.

(a)  One full period, for purposes of Section 3 (above) shall be defined as follows:

Middle (5-8) - not less than 46 minutes Elementary (K-4) - not less than 30 minutes

(b)  At the elementary level, by mutual agreement between the staff and the principal, the two 30-minute sessions may be combined for one 60-minute session.

Such an agreement shall not prevent individual educators from providing extra help in addition to his single period, should they wish to do so.

Natick High School educators are required to remain after student dismissal time, a total of 120 minutes over the course of one (M-F) week, to be available to students needing extra help. For part-time high school educators, the 120 minutes will be prorated based on the full-time equivalency of their position.

Additionally, each high school faculty member will be assigned a 50 minute after school detention period twice a year, to commence four minutes after the conclusion of the school day.

Section 4: Staff Meetings - Educators may be required to remain after the end of the regular workday to attend a one hour building based staff meeting each month, except September.

It is understood by the parties that educators, at their own discretion, use substantial amounts of their own time on professional preparation.

It is understood that other building-based meetings may be necessary and every attempt will be made to schedule them at mutually convenient times.

The School Committee may require part-time educators to attend longer than their proportionate time on the day before the first pupil day of the school year and, if so, the part-time educators will be paid proportionate to the extra time worked.

Section 5: Unit members will have the following duty-free lunch periods:

Elementary - Regular student lunch period to coincide with regular student lunch period, but in no case to be less than thirty (30) minutes.

High School and Middle School - Regular student lunch period.

Nurses: Principals will create and publicize a system to allow the nurse to take a duty free lunch period break every day. The parties acknowledge that said lunch periods are to be schedule so as not to conflict with student recess. Moreover, in any school where two or more nurses are regularly assigned, there shall be at least one nurse on duty at all times during the work day.

No meetings will be held during a unit member’s duty free lunch period.

Section 6: Teachers will have a planning period during which they will not be assigned to any other duties, as follows;

(a) All educators must remain until the specialist has arrived in the class.

(b) Effective September 1991, every elementary educator will be guaranteed an average of forty (40) minutes per day duty-free planning period. In no instance will this be accomplished by requiring a educator to supervise two classes, but will be a function of the assignment schedule of specialists and/or educator assistants.

(c) High School and Middle School - an average of five (5) class periods per week.

Section 7:

(a) Middle school educators will be assigned not more than an average of six (6) student supervision periods per day, exclusive of days on which assemblies or clubs are scheduled. Bus duties and homeroom assignments are not to be considered student supervision periods.

(b) Any educator who substitutes for another instructor called away to attend a Team Evaluation Conference will be paid $28.40 for SY 2013-14, $28.92 for SY 2014-15, and $29.21 for SY 2015-16 per period at the elementary schools and middle schools and $37.77 for SY 2013-14, $38.47 for SY 2014-15, and $38.85 for SY 2015-16 per period at Natick High School for such additional duties.

(c) Every effort will be made to obtain a substitute when the regular educator cannot be with his/her class. In the event a substitute cannot be obtained and a educator must substitute and have more than six (6) student supervision periods a day, he/she will receive compensation at the rate of $28.40 for SY 2013-14, $28.92 for SY 2014-15, and $29.21 for SY 2015-16 per period at the elementary schools and middle schools and $37.77 for SY 2013-14, $38.47 for SY 2014-15, and $38.85 for SY 2015-16 per period at Natick High School, for such additional duties.

(d) In the event that an elementary educator must substitute for a specialist during the time that the specialist was scheduled to be in the class, that educator will be compensated at the same rates as described in sections 7(b) and 7(c).

Section 8:  Each high school faculty member will be assigned no more than 5 courses per semester. Each high school faculty member will be guaranteed one planning period per day and will be assigned no more than five duty periods per week. Additionally, each high school faculty member will be provided with two periods of Professional Learning Community time per week. Every effort will be made to have no more than two different course preparations per day.

Section 9: All educators are expected to remain in their classrooms when a Generic Specialist, resource teacher or a specialist concerned with the implementation of Chapter 766 is present.

Section 10: The Committee will attempt to obtain volunteer aides to perform such non-teaching duties as the Committee may assign to them as assistants to teaching personnel. These aides shall be in addition to any volunteers serving any school at the execution of this Agreement.

Section 11:

(a) New educator orientation New educators will report to school on a date determined by the Superintendent prior to the opening day of school for a general orientation program as prepared by central administration with the participation of the principals.

(b) New educator courses In order to be eligible for Professional Teacher Status, a new educator must successfully complete the Skillful Teacher course and the Natick/EMI course “Expectations, Assessment and Student Success: Exploring Identity, Group Membership and Professional Practice”, both offered annually.

Survey new hires and non PTS teachers who haven’t taken these courses to find out when they would prefer these courses to be scheduled. Majority rules. Instructor is tiebreaker.

If the syllabus and experiences and time (# class hours) of another graduate course match the syllabus of one of the Natick courses, as determined by the course instructor, a teacher may be excused from course content they have already taken. At time of hire, new educators will be informed that if they have taken a similar course within the past 5 years, they may submit the syllabus for review. Possible outcomes for the new hire:

A) take the full course

B) take the full course with differentiation

C) attend certain classes (i.e. attend only the SST Data Module - no additional credit will be given for this option)

D) exemption from the class

Section 12: Mentors will be selected from volunteers only, for appointment as a mentor for a one year period. At the end of the school year, the appointment will automatically end. Whenever possible, only educators who have attained professional teacher status will be considered for volunteering to be mentors.

The duties and responsibilities of a Mentor teacher are as set forth in the Department of Education publication “Guidelines for Induction Programs”. New mentors will also be required to attend a 2-day training seminar during the summer on the program for which they will be paid $57.12/day for SY 2013-14, $57.18 for SY 2014-15 and $58.76 for SY 2015-16.

It is recognized that fulfillment of duties and responsibilities of a mentor will involve use of the educators’ preparation time, lunch time, and after school time. Any release time for mentoring functions shall be subject to the approval of the principal.

Any evaluation of the mentor’s participation and duties will not be part of that educator’s official personnel file, but may only be utilized in conjunction with the participants of this program for analysis of its efficacy. Any written documentation between the mentor and mentee will remain confidential. In addition, any member who volunteers, and is selected to be a mentor, shall be held harmless for any evaluative comments, either written or oral, presented as part of this program, on behalf of any new educator in the mentor program.

Each mentor will be compensated at the rate of $1,030 for SY 2013-14, $1,049 for SY 2014-15 and $1,060 for SY 2015-16, provided he/she fulfills his/her responsibilities as set forth in the above mentioned D.O.E. document. Ten hours of mentoring will be provided to new educators during the summer prior to their first teaching day.

Building Based Mentor Leaders will be compensated at the rate of $788 for SY 2013-14, $803 for SY 2014-15 and $811 for SY 2015-16, provided he/she fulfills his/her responsibilities as set forth in the Natick Public Schools Mentor Handbook.

Section 13: Technology

1.   All efforts will be made by educators to respond to communication from families about student performance and learning within three (3) school days. Day 1 is the day email is opened during school hours. This is evidence of proficiency in Standard III Indicator C 1. Two Way Communication. Educators who receive email that is excessive, inflammatory, accusatory, etc… may report those emails to their principal for an administrative response.

2.   iPass: Grade 6-12 educators responsible for grading students in any fashion will maintain an electronic grade book in iPass. All efforts will be made to update the electronic grade book at least every other school week. This is evidence of proficiency in Standard III Indicator C 1. Two Way Communication.

3.   Webpages: Staff will create web pages that contain the following basic content: greeting and contact information, a calendar that includes at least major projects, long term assignments and scheduled assessments. Homework may be on the calendar, but is not required. Administration will provide curriculum templates with learning objectives. Staff will communicate these learning objectives by each unit to families using letters, newsletters or technology. This is evidence of proficiency in Standard III Indicator B 2. Curriculum Support. Some building-based PLC time will be designated for updating and coordinating this content.

4.   Introductory computer use training will be provided for new hires.

5.   Refresher and enhancement technology training will be provided as necessary.

6.   Every staff member will be provided with a backup device to store documents, programs and media files for use when laptop is unavailable.

7.   Through the use of iPass, educators (grades k-5) will complete the reports of student progress and print the reports in their own building at any time before the Spring and Fall conference dates, as applicable.

8.   All training for administration-mandated initiatives will be provided during the contract day. Whenever possible, non-mandatory trainings will be made available during contract hours and may be offered during other hours as well.

9.   A technology day will be provided with the following conditions: involve educators in planning professional development technology day, small classes as much as possible, reference take-away material, follow-up on technology learned on technology day during curriculum planning time and PLC time, provide examples of how technology will be used in the classroom, training in curriculum-relevant multimedia materials as much as possible, training includes all staff at elementary and secondary levels (including educators, counselors, nurses).

10. Faculty may audit technology courses.

11. Efforts will be made to offer technological parity among all schools at the same level – elementary, middle and high.

12. Staff will be notified in a timely manner before any major changes to computer software, including: removal, additions and updates of existing programs.

13. Only educators and administrators will have access to iPass for the ROSP (Report On Student Progress).

14. The Assistant Superintendent for Curriculum Instruction & Assessment will post to a Moodle site any open distance learning positions of which s/he is made aware.

15. The principal will develop a fair and reasonable building-based process, with staff input, for distribution of additional available technology resources.

16.  Elementary Fall Conferences: The portal will not be open in the fall. Educators can continue to print out the ROSP to give to parent at conference and the portal can be opened for two weeks after the last published conference date.

Elementary (K-4): The January and June ROSP will be open for teachers one month before the district-determined reporting date. The parent portal will be open starting on the published date and will remain open for two weeks.

Elementary spring conference 2013: The portal will not be open to parents prior to the last published conference date. Teachers will print out the ROSP to give to parents at the conference, then the portal will be opened to parents for two weeks after the last published conference date.

Begin an administrative process to examine, analyze and develop better two way communication devices and processes around elementary student progress for the purpose of communicating with parents which will be implemented in spring of 2014.

Section 14: Professional Learning Communities

1.    Middle and high school educators may be required to remain after the end of the regular work day to attend four one hour district-wide meetings. These meetings will be scheduled during months when there are no district-wide professional development release days. At the high school level, the department head may designate half of one PLC (20 minutes) during each of these months as a department meeting.

2.    Middle and high school educators may be required to remain after the end of the regular work day to attend five one hour extensions of district-wide professional development on early release days. A sixth hour of district-wide professional development will be scheduled by the Curriculum Specialists, Directors or Department Heads. At the high school level, the department head may designate up to a half-hour during each of these PLC meetings as a department meeting.

3.   The parties will continue to work to develop an elementary school model for expanding PLC team meeting time during contractual time. Work on this model will be completed by the last day of the 2011-2012 school year.

4.   All elementary Professional Development (PD) events along with the ½ hour per week at the elementary level will be organized and planned by the EIL. The subject/topics will be selected by educators. All PD events at the middle and high schools will be planned by the Department Heads, Curriculum Specialists and K-12 Directors in collaboration with their building principal.

5.   Staff at Memorial elementary school shall be provided with coverage in order for them to participate in the one hour PLC meeting.

6.    Administrators and PLC members will establish and follow operating norms. An assigned principal may be present for the first half of each district-wide PLC meeting as a PLC member who follows the agreed upon PLC norms and as an evaluator of the members of the assigned PLC. Data collected by this assigned principal at these PLC meetings may be used as evidence of proficiency of Standard IV and must be shared with the member through TeachPoint. However this evidence will not be the sole determinant of any rating below proficient. Below proficient evidence must be further supported by the member’s building principal using building based data.

7.   Each PLC shall develop one or two goals for the school year that are consistent with Natick School District goals and/or the school improvement plans. A PLC may choose goals that are not consistent with district goals and/or school improvement plans only with the written approval of the superintendent or his/her designee.

8.   PLC hours may be designated as building-level time at the discretion of the PLC leader and with the approval of the superintendent or his/her designee.

9.   PLC’s will be part of the annual new staff orientation

10. PLC time may be used for technology training

11. The PLC structure will provide opportunities for meaningful professional development for curriculum planning.

12. Titles of PLC leaders at each level are as follows:

High School – Department Head, Director of Health and PE and Director of Fine and

Performing Arts

Middle School – Department Head, Director of Health and PE, Curriculum Specialist and Director of Health and PE and Director of Fine and Performing Arts,

Elementary School – Elementary Instructional Leader, Director of Health and PE and

Director of Fine and Performing Arts

Student Services Instructional Leaders - A PLC leader will be appointed for each of the following groups:

Speech and Language Pathologists/Occupational Therapists/Physical Therapists

Elementary Learning Center Teachers

ELE (English Language Educators)

School Psychologists/Adjustment Counselors/Social Workers

K-8 Guidance Staff

Preschool Teachers

Nurses

Program Supervisor will serve as PLC leader for ACCESS teachers Technology –district-wide Technology Curriculum Specialist

Library Media Specialists – to be paid as team leader/curriculum specialist 2-3 person team.

Section 15. Introduction of new initiatives:

An appropriate internal tool with some print communication will be developed to document district-wide pilots and new initiatives prior to their implementation including

1.   goal

2.   rationale and background

3.   timeline

4.   status

5.   process

6.   professional development required

7.   persons involved

8.   review of effectiveness of the initiative

9.   point person for feedback

Innovation is encouraged. The purpose is to communicate important information to all employees. Concerns will be brought forward by the EAN president at the monthly meeting with the superintendent.

Section 17: Elementary Working Conditions

School

Regular Start

Release Day Start

Bennett-Hemenway School

8:15 - 2:30

8:15 - 12:00

Brown School

8:30 - 2:45

8:30 - 12:10

Johnson School

8:30 - 2:45

8:30 - 12:10

Lilja School

8:30 - 2:45

8:30 - 12:10

Memorial School

8:50 - 3:05

8:50 - 12:35

Pre-K (full day)

9:00 - 3:00

9:00 - 10:20

Pre-K A.M.

9:00 - 11:30

9:00 - 10:20

Pre-K P.M.

12:30 - 3:00

No PM Pre-K

(a) Work Hours Ten minutes before the official time for opening school, educators shall be in their building or assigned station as directed by their principal. Educators may leave after the regular student dismissal time one day a week for 30 weeks. Teachers will have flexibility regarding which day this will be, providing it does not conflict with any other contractual obligations, i.e. PLC, staff or curriculum meetings or conference days.

Educators may leave after the regular student dismissal time on Fridays and the day preceding a holiday or vacation.

(b) Extra Help Educators shall be available to give two thirty (30) minute extra help sessions per week. By mutual agreement between the staff and the principal, the two thirty 30 minute extra-help sessions may be combined for one sixty (60) minute extra help session. Such an agreement shall not prevent educators from providing additional extra help sessions.

(c) Staff Meetings - Educators may be required to remain after the end of the regular work day to attend a one-hour building-based staff meeting each month except September.

(d) Curriculum Meetings*- For each month from October to May, educators may be required to remain after the end of the regular work day to attend a one hour curriculum instruction, technology and assessment (CITA) meeting organized by the principal with the building based leadership team. In addition, one half-hour will be attached to a previously scheduled 30-minute PLC meeting, converting it into a ninth one hour CITA meeting. This one-hour CITA meeting will be scheduled and organized by the principal with the building based leadership team.

(e) Duty Free Lunch Period Educators will have a duty-free lunch period that coincides with the regular student lunch period. In no case shall this period be less than 30 minutes.

(f) Planning Period Teachers will have a planning period during which they will not be assigned to any other duties. All educators must remain until the specialist has arrived in the class. Educators will be guaranteed an average of forty (40) minutes per day duty-free planning period. In no instance will this be accomplished by requiring an educator to supervise two classes but will be a function of the assignment schedule of specialists and/or paraprofessional educators.

The Administration will conduct an analysis of the feasibility of building a schedule that provides a planning period every day, preferably towards the middle of the day.

(g) Class Coverage Any educator who substitutes for another instructor called away to attend a team evaluation conference will be paid $28.40 per period. Every effort will be made to obtain a substitute when the regular educator cannot be with his/her class. In the event that an educator must substitute for a specialist during the time that the specialist was scheduled to be in a class, that educator will be compensated at the same rate.

(h) Professional Learning Communities

Educators may be required to remain after the end of the regular work day to attend four one-hour district-wide meetings. These meetings will be scheduled during months when there are no district-wide professional release days. These meetings will run for one hour beginning at the end of the student day. Arrangements will be made to allow the Memorial staff to leave school fifteen minutes prior to student dismissal on days when they have to travel to another building for one of these meetings. At their discretion, Bennett-Hemenway staff may leave school after the regular dismissal time the day before or the day after district PLC meetings.

Educators may be required to remain after the end of the regular workday to attend five half-hour extensions of district-wide professional development on early release days. All professional development events will be organized and planned by the EIL. The subject/topics will be selected by educators.

Each week, PLC’s will meet for thirty minutes, except one week each month*. This building based time, shall be planned with Elementary Instructional Leaders (EIL). This time organized and planned by educators with the EIL may be worked at the beginning or end of the day, in their buildings, at the educators’ discretion.

(i) Special Education Team Meetings

The following protocol will be followed for scheduling special education meetings:

1.   The Evaluation Team Leader (ETL) at the elementary schools will check teacher schedules prior to scheduling a special education meeting.

2.         The ETL will make every effort to avoid scheduling the special education meeting during the teacher’s planning period or lunch period.

3.         If scheduling the special education meeting during the teacher’s planning period is unavoidable, then the ETL will obtain substitute coverage for the teacher for 40 consecutive minutes that same day. If scheduling the special education meeting during the teacher’s lunch period is unavoidable, then the ETL will obtain substitute coverage for the teacher for 30 consecutive minutes at a reasonable lunch time that same day.

4.         If substitute coverage for the planning period cannot be obtained, then the teacher will be compensated $28.40 for SY 2013-14, $28.92 for SY 2014-15 and $29.21 for SY 2015-16.

Article XIII - Health and Safety

The Natick School District and the EAN agree to establish a Health and Safety Committee and to establish guidelines to address problems in a predictable and expedient manner. One of the Natick School Committee's highest priorities is safe and healthy schools for all employees. The District and the EAN will make every effort to ensure the Health and Safety Committee is an effective working committee.

Section 1: The Natick Public School District will strive to provide a safe and healthy workplace and will notify the Association of any condition that it believes might constitute a hazard to employees that it feels cannot be promptly remedied.

Section 2: The employees may exercise all their legal rights to obtain a safe and healthy workplace. The District shall not take any retaliatory action against an employee who exercises his/her rights under M.G.L. c.149 S185.

Section 3:   If an employee becomes aware of a working condition that he/she feels is unsafe or unhealthy, he/she shall use the following procedure to address the concern. No issue reported or addressed under this Article will be the subject of a formal grievance or taken to arbitration.

STEP 1

Employee reports a health or safety concern to immediate supervisor and/or building principal.

STEP 2

If the health or safety concern is not resolved, employee notifies principal, in writing on the appropriate form, of the safety and health concern(s) and sends a copy to the Health and Safety Committee.

STEP 3

A.  Principal resolves problem and notifies the employee in a timely manner of the resolution of the concern or,

B.  Principal notifies the educator, in writing, in a timely manner or not more than ten (10) working days, why he or she can not resolve the problem and principal notifies either the Director of Pupil Services or the Facilities Services Director, as appropriate, in writing, of the safety concern.

C.  If the principal has not complied with the time limits set above or if the concern of the employee is not resolved, the employee may refer the matter to the Health and Safety Committee.

STEP 4

A.  The Facilities Services Director addresses the problem and notifies the principal and the employee within ten (10) days of action taken, or;

If the action does not resolve the employee's health and safety concern, the employee may refer the matter to the Health and Safety committee

B.  The Facilities Services Director notifies the principal and the Health and Safety Committee in a timely manner or not more than ten (10) working days, of reasons why action can not be taken. Principal then notifies the educator and the school council.

STEP 5

The Health and Safety Committee will examine the issue, consider possible action and make a recommendation to the School Committee.

Reporting form will contain space for the following information:     Employee name     Location     Date of report     Action taken at all steps     Signature of parties involved at each step

Members of Health and Safety Committee, which will convene within one month of ratification of the contract.

(Members will serve for two-year terms, unless the Committee is dissolved by mutual agreement.)

Representative(s) of EAN

Representative(s) of Administration

Representative(s) of School Committee

Representative(s) of Parent's Coordinating Council

Occupational Health Nurse

Safety Engineer

Representative of the Health Department

Facilities Services Director or Director of Pupil Services (non-voting member)

ARTICLE XIV - Educator Records and Evaluation

Section 1: While the total evaluation of a educator's performance is not necessarily limited to observation in the classroom, all formal observation of classroom performance by administrators will be conducted openly and with full knowledge of the educator.

Educators will review and will be given a copy of any evaluation report prepared by an administrator to be placed in their personnel folder and will have the right to discuss such report with the administrator. The administrator must confer with any educator whose service has been rated unsatisfactory in any respect, explain the ratings, and plan cooperatively for improvement. If the situation which resulted in the poor evaluation is remedied or improved, notations will be made in subsequent evaluations and entered in the educator's personnel folder.

Section 2: A major purpose of evaluation is improvement of educator performance. Evaluation should, therefore, be constructive and must include specific written recommendations for any improvements. These may be best arrived at cooperatively by a discussion between the supervisor and educator before the final evaluation is written. It is recognized that circumstances could arise when the supervisor might not follow this procedure.

Section 3: Whenever an addition is made to the educator's personnel folder, the educator shall be immediately informed.

Section 4: Upon written request to any supervisory personnel, any employee covered by this Agreement shall have the right to inspect the contents of his/her personnel folder, files, cards and records which pertain to said employee, and said employee may make copies of such contents as concern such employee on his/her work. It is understood that the records will be made available at reasonable and mutually convenient times.

The educator will have the opportunity to review such material and affix his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the content thereof. The educator will also have the right to submit a written answer to such material, and said answer shall be attached to the file copy.

Section 5: The evaluation process will be conducted in accordance with APPENDIX A..

ARTICLE XV - Promotions and Vacancies

Section 1: Whenever a vacancy occurs in a promotional position or a new promotional position is created, it shall be filled pursuant to the following procedures:

(a) Such vacancies shall be publicized by posting a written notice on a bulletin board in every school for a period of five (5) school days preceding the closing of application for such positions. If the vacancy occurs during a vacation period, the notice shall also be sent to the Association President or his/her designee at least ten (10) days prior to the closing day for applications. If a vacancy/open position can be reasonably forecast as for one year or longer, the position will be posted and paid as a regular position (not any kind of substitute position) on the regular salary schedule.

(b) The qualifications for the position, the overall responsibilities and the approximate compensation will be set forth.

(c) It is recognized by the Association that the Committee will give all educators and administrators adequate opportunity to make application for such positions, and the Committee will give weight to the professional background and attainment of all applicants and the length of time each has been in the school system.

(d) All professional vacancies in promotional positions occurring within the total educational program shall be filled pursuant to the foregoing procedures. Due weight will be given to the professional background and attainments of all candidates applying for a promotional vacancy in the Natick School System.

Section 2: When such vacancies occur in coaching positions, preference will be given to qualified staff, covered by this Agreement, at the school where the vacancy occurs, who have knowledge of and experience in the applicable sport, with the concurrence of the principal and the Athletic Director. In accordance with the provisions of Section 50 of Chapter 71, authority to contract with coaches is vested exclusively with the Superintendent. The head coach will be consulted in the selection of his/her assistant(s).

Section 3: Screening Committees: Recognizing the fact that responsibility for appointing candidates rests exclusively with the Superintendent of Schools, it is agreed that screening committees may be established for positions at the administrative level. Such committees may be called into existence by the

Superintendent when needed. The resultant reports of such committees are recognized as advisory in nature and will be considered by the Superintendent in his/her final decision.

Such committees shall be representative of the following groups:

Educators      Administrators      Parents      Students

Section 4: Appraisal of Unit B administrators and principals;

The performance and effectiveness of Unit B administrators and principals shall be subject to an annual appraisal by the affected faculties.

The appraisals will be sent to the Superintendent and serve as an advisory to assist him/her in making his/her final decision. It is recognized that the responsibility for appointing candidates rests exclusively with the Superintendent of Schools.

ARTICLE XVI - Reduction in Staff

Section 1: If the School Committee determines, pursuant to its legal responsibility consistent with the General Laws of the Commonwealth, The Regulations of the Department of Education, and this Agreement, to make such decisions, that a reduction in the number of educators employed is necessary or that a particular type of teaching service should be discontinued, the following policy for reduction in personnel will be used:

(a) Inasmuch as possible, normal attrition will be used whereby educators who retire or resign will not be replaced if there are fully qualified educators available who are capable to fill the position and who would otherwise be subject to lay off.

(b) Educators who are not under regular contract or who are on temporary status (e.g. educators filling in for leaves of absence or long-term substitutes) will be laid off first provided there are fully qualified permanent educators available who are capable of performing all the duties of the educators to be laid off under this section.

(c) In case of further reduction in teaching staff, an educator with professional teacher status shall not be dismissed if there is a educator without professional teacher status employed whose position the educator with professional teacher status is qualified to fill.

(d) If the School Committee determines that further reductions in staff are necessary which affect educators with professional teacher status, educators shall be laid off in the inverse order of seniority within the disciplines set forth in Section 3 of this article subject to the following exceptions. The educator's placement on the salary schedule shall not be a consideration in determining who shall be laid off.

First Exception: All educators receiving a rating of "does not meet expectations" will be placed at the bottom of the seniority list in their seniority order within their discipline for purpose of layoff.

Second Exception: System Need

1.   Each educator must be licensed for the subject(s) that he/she teaches in accordance with State Licensure Regulations if said licensure exists.

2.   When final staffing requirements for the next school year are determined, each evaluator will submit to the Superintendent a list of the positions the evaluator feels may be critical to maintain the curriculum/function of that discipline in the next academic year.

Critical need is defined as, but not limited to anticipated need for personnel due to understaffing, projected loss due to RIF, change in qualifications, or changes in staffing.

3. If the School Committee agrees that the positions identified are critical, they shall be filled using the following priority procedures:

(a)  Personnel within the Natick School System who satisfy the job qualifications, and have received an evaluation rating of "Satisfactory or Above" shall receive first priority.

(b)  The Superintendent or his/her designee, the Director of Human Resources or his/her designee, one member of the School Committee or his/her designee, the President of the EAN or his/her designee, the Chairman of the EAN Negotiating Committee or his/her designee, and the Chairman of the EAN PR & R Committee or his/her designee will meet, as a group, to determine if in fact these named persons are the only persons qualified according to the language of the contract.

(c)  Personnel outside the Natick School System may be hired as a second priority.

(e) A educator with professional teacher status whose position is eliminated and/or who is scheduled to be laid off in Section C or D above will be allowed to transfer to an open position (defined as one held by a educator without professional teacher status or a vacant position) for which the educator is qualified as described below:

For purposes of Sections (c), (d), & (c), "qualified" means either:

1.     Licensed in the subject or discipline or has taught the subject in a professional capacity at the level of the open position for one semester (elementary or secondary) within five years immediately prior to the elimination of his/her position; or,

2.     An elementary teacher holding K-8 licensure may teach in a specific discipline at grades 7 or 8, provided he/she shall have a minimum of eighteen semester hours of preparation at the college level, either undergraduate or graduate, in the subject field in which he/she is employed.

While employed as a teacher in a specific discipline at grades 7 or 8 with K-8 licensure and a minimum of eighteen semester hours credit, such educator will be transferred to the seniority list of the secondary discipline and will have the same rights, duties and contract obligations of any other member of that secondary discipline unless prohibited by the licensure requirements of the Massachusetts Department of Elementary & Secondary Education

If more than one person is "qualified" for a position, the person with the greater seniority will prevail. Each spring, those educators with professional teacher status in danger of being laid off and those on recall will be supplied with a list of the open positions. The list will include the subject, discipline and licensure required. Each educator will be given an opportunity to apply within twenty days for any such position to which he/she is entitled because he/she is "qualified" as defined above. If a later opening occurs, each such educator will similarly be notified and given an opportunity to fill the position.

Section 3: For purposes of this Article "disciplines" shall be:

1.  Grades Pre K-2

Early Childhood

2.  Grades 1-6

Elementary which also includes the pre K-2 people for grades 1&2. Pre K-2 names will appear with an asterisk.

3.  Grades 5 and 6

1-6 Elementary 5-8 Middle School

4.  Grades 7 and 8

5-8 middle school (general, covers ELA, Social Studies, Math & Science) Middle level subject area licensure

English (5-8; 8-12)

Foreign language (with specific area) (preK-8; 5-12)

Math (5-8; 8-12)

Science – Biology, Chemistry, Earth Science, Physics, General Science

Technology/engineering (5-12)

Visual Art (pre K-8 or 5-12)

Phys Ed. (pre K – 8 or 5 – 12)

Guidance (preK-8 or 5-12)

Teacher of Students with Moderate Disabilities (preK-8 or 5-12)

ESL (preK-8 or 5-12)

Social Studies – History, Political Science (k-8; 5-12)

Humanities

5.  Grades 9-12

Individual list for each discipline as listed above. English (5-8; 8-12)

Foreign language (with specific area) (5-12) Math (8-12)

Science – Biology, Chemistry, Earth Science, Physics, (8-12) Technology/engineering (5-12) Visual Art (5-12) Phys Ed. (5 – 12) Guidance (5-12)

Teacher of Students with Moderate Disabilities (5-12) ESL (5-12)

Social Studies – History, Political Science (5-12) 5-8 for 8th grade exclusively (with asterisk)

6. All Levels (K-12) Separate list for each:

Instructional Technology

Reading

Nurse

Psychologist

Social Worker/School Adjustment Counselor

Library

Family/Consumer Science

Music: Vocal/Instrumental/General

Specialist in Speech, Language and Hearing Disorders (All)

Supervisor/Director

For purposes of this section, total time in the Natick School System in months and days X/182 in the bargaining unit shall be used to compute an employee's length of service within any disciplines set forth above. Effective September 1983, seniority is accumulated for part-time teaching assignments in the same proportion as the fraction used to determine salary. This condition is prospective in nature, and the seniority previously accumulated for part-time teaching assignments will not be affected. Educators transferring from one discipline to another will not suffer any loss of seniority rights previously accumulated.

Educators will hold seniority as above defined in the single discipline or disciplines in which they are teaching at the commencement of a given school year. All educators who are teaching in more than one discipline will receive seniority in that discipline in which they are teaching the majority of their time. Prior to September 1, 1981, time spent on any authorized leave of absence will not constitute a break and seniority will accumulate during such periods. On or after September 1, 1981, time spent on any authorized unpaid leave of absence will not constitute a break and seniority will accumulate during such periods, up to one (1) year. Seniority ties will be broken in accordance with the following procedures:

First Level: By date of School Committee vote to hire or date of appointment by Superintendent, (whichever is applicable).

Second Level: For those staff members voted on the same day, seniority ties within the affected disciplines will be broken by lot within thirty (30) days from the first work day for educators hired after the effective date of ratification of this agreement by both parties.

The responsibility for conducting the tie breaking process will be that of the bargaining unit and the School Committee.

Section 4: Except in unforeseen circumstances, educators who are to be affected by a reduction in staff will be notified by June 15 of the school year preceding the school year in which the reduction is to take place.

Section 5: If subsequent vacancies occur or if new positions are added or old positions reinstated, which educators without professional teacher status on layoff previously performed, the educators without professional teacher status laid off within the prior twelve (12) months by the Natick School System under the foregoing provisions will be given consideration initially before other applicants are considered.

Educators with professional teacher status who are on layoff shall, for twelve (12) months after the effective date of the layoff, retain first preference to recall rights in the inverse order of layoff to positions from which they were laid off, or open positions for which they satisfy the qualifications for new hires in the Natick School System. Notifications to professional teacher status educators shall have an effective date of August 31.

If a educator with professional teacher status is recalled under the provisions of the prior paragraph, previously accrued time in Natick will be credited for the purposes of determining placement on the salary schedule, and any previously unused sick leave shall be credited to the educator.

Section 6: Educators released under the provisions of this article shall be given initial consideration on the substitute list if they choose to be so recorded.

Section 7: If necessary to provide for continuity of coverage for health insurance payments for July and August shall be deducted from the final paycheck.

Section 8: A list specifying the seniority of each member of the bargaining unit in the disciplines set forth in Section 2 will be prepared by the Committee and forwarded to the President of the Association within thirty (30) days following the execution of this Agreement. An updated "seniority list" shall be supplied by the Committee annually thereafter.

Section 9: If the School Committee determines that a reduction in the number of administrators employed is necessary or that a particular type of administrative service should be discontinued, it shall follow the provisions of Section 2 of this article so far as applicable. For the purposes of this section, an administrator shall be considered to have professional teacher status if he/she has commenced a fourth (4th) year in the position.

In the event that an administrator is dismissed from a Unit B position, as a result of a reduction in force under this article, he/she will be placed on the seniority list of Unit A in the discipline in which he/she is qualified and licensed.

Placement on the seniority list will reflect total time in a professional capacity in the Natick School System.

Administrators laid off from an administrative position but not transferred to a teaching position shall be entitled to the same recall benefits as educators including recall to administrative positions for which they are qualified in accordance with the procedures set forth in Section 5. Administrators laid off from an administrative position and transferred to a teaching position shall be entitled to the same recall benefits to the extent of notification and preference for administrative openings during the recall period as set forth for educators in Section 5.

ARTICLE XVII - Course Vouchers

Such vouchers, which are the property of the Natick Public Schools, shall be distributed in accordance with the following priorities:

1.   To the staff member who has trained the practice teacher.

2.   If not used by the staff member who has trained the practice teacher, a list of available vouchers will be provided for staff members in the same department where the practice teacher has trained; and if not used in that department, to staff members in the same school. In non-departmental schools the list of available vouchers will be provided for staff members in the same school where the practice teacher trained.

3.   A list of all available vouchers will be published at the end of each semester by the Director of Human Resources and distributed to each principal for posting on the Faculty Bulletin Board; however, any educator who gave up a voucher will be given first choice of such available vouchers.

ARTICLE XVIII - Sick Leave

Section 1: Every professional employee of the Natick Public Schools shall be granted an annual leave of twelve and one half (12½) days without loss of pay for absence caused by illness or by injury. Such leave not used in the year of service for which it is granted shall be accumulated for use in subsequent years without limitation. Such leave not used prior to the termination of an employee's service shall lapse, and the employee shall not be entitled to any compensation in lieu thereof, except as provided under the terms of ARTICLE XIX.

Part-time educators shall be entitled to annual sick leave allowance and accumulation in the same proportion of such benefit for full-time educators as the part-time educator's work schedule is to a full-time educator's work schedule, e.g. part-time educators working one-half (1/2) the work day every day shall be entitled to twelve and one-half 12 1/2 half-days of sick leave allowance; part-time educators working three (3) full work days each week shall be entitled to three-fifths (3/5) of twelve and one-half (12 1/2) days of sick leave allowance.

Employees on payroll as of 10/4/94 shall be grandfathered under the current practice of counting one sick day as a full day for purposes of buyback, even if the educator only works half-days. If a educator starts out as part-time and accumulates part-time days then moves to full-time, the accumulated part-time days will turn into full-time days for the purpose of sick leave but they will remain part-time for the purpose of sick leave buyback. If a educator starts out as full-time and accumulates full-time days then moves to part-time, the accumulated full-time days will turn into part-time days for the purpose of sick leave but they will remain full-time for the purpose of buy-back.

Section 2: Each September, twelve and one-half (12½) days of sick leave shall be added to the reserve of each person in actual service on or before October 1 of that school year.

Section 3: A doctor's certificate may be required for personal illness of ten (10) or more consecutive school days. If sick leave continues for more than ten days, a doctor’s certificate will be required every 30 calendar days thereafter. Additionally, the employee will contact the Director of Human Resources or the Occupational Health Nurse on a monthly basis to advise as to their anticipated date of return. If requested, a doctor’s certificate must be presented to the Superintendent's office before the employee returns to duty. An employee who has been absent due to illness or injury for more than three weeks, should visit the occupational health nurse prior to returning to work, to review any accommodations necessary to ensure a successful return to work. If a medical certificate is not presented when requested, the medical exam and certificate shall be at School Committee expense by a physician chosen by the School Committee. Under the provisions of the Family and Medical Leave Act, an employee who has completed one year of service is eligible for up to twelve (12) weeks of unpaid leave in any twelve (12) month period due to his or her illness or injury.

Section 4: Bargaining unit members may use up to five (5) sick days “a school year” to care for a member of the immediate family. Such days will be deducted from the employee’s sick leave accumulation. Immediate family is defined as spouse, child, and parent. As much notice as possible should be given to the principal and substitute coordinator if such days are to be taken.

Section 5: For purposes of the FMLA a year shall be the school year. Leave taken for reasons covered by the FMLA will be designated and recorded as such.

Section 6: Sick Leave Bank

A Sick Leave Bank is established for use by members of the bargaining unit whose sick leave accumulation was exhausted through prolonged illness or accident. The balance of days remaining at the end of the contract are transferred to the bank which is to remain in effect for the term of this agreement.

If the Sick Leave Bank is exhausted during the contract term, it shall be renewed by the contribution of one (1) additional sick leave day by each member of the unit covered by this Agreement from their annual days of sick leave. To the extent that such additional day or days have not been used at the conclusion of the contract term, these days accumulate for the subsequent contract year, if the bank is renegotiated.

Each new bargaining unit member will contribute one (1) day to the Sick Leave Bank provided they are on the payroll on January 1 and shall not qualify for consideration of extended-illness leave within the framework of the Sick Leave Bank before January 1 of their first year.

Section 7: Sick Leave Bank days shall only be available after the employee has exhausted his/her entire personal sick leave, both annual and accumulated.

Section 8: No days may be withdrawn from the Sick Leave Bank for use for any other illness other than prolonged illness or accident of the member of the unit. Days may not be withdrawn to permit an individual to stay at home to care for a member of the family.

Section 9: The Sick Leave Bank shall be administered by a committee of six (6) employees. Three (3) members of the committee shall be designated by the Association and three (3) by the School Committee. Each party shall notify the other of their representatives on the committee and any changes therein during the term of this Agreement. There shall be no requirement on the part of the Employer to pay for sick leave withdrawn from the Bank unless authorized by a majority of the official committee. The Sick Leave Bank committee shall determine the eligibility for members requesting leave from the bank and the amount of leave to be granted. The following criteria shall be used by the Sick Leave Bank Committee in determining eligibility:

A.  For bargaining unit members with Professional Teacher Status, the initial grant shall not exceed fifteen (15) days. A first year educator (see Section 5, paragraph 2 above) may borrow up to a maximum of ten (10) days, a second year educator may borrow up to a maximum of twenty (20) days and a third year educator may borrow up to a maximum of thirty (30) days.

B.  The Committee shall consider:

1.    Adequate medical evidence of serious illness;

2.    Prior utilization of all eligible sick leave;

3.    Propriety in the use of sick leave;

4.    Length of service in the Natick School System.

Section 10: Upon completion of the initial fifteen (15) day period, additional entitlement may be extended by the Sick Leave Bank Committee in its discretion upon the demonstration of need by the applicant.

Section 11: Any sick leave granted under this Article shall expire at the end of the applicable contract year for the individual involved.

Section 12: The decision of the Sick Leave Bank committee with respect to eligibility and entitlement shall be final and binding and not subject to the grievance and arbitration provisions of this Agreement.

Section 13: Records of the operation of the Sick Leave Bank shall be available for review by the Superintendent or his/her designee at any time, provided reasonable notice is given, but in no event less than once annually.

Section 14: Employees who are allowed to withdraw leave from the Bank may be required to repay the days withdrawn at a rate of one-half (1/2) of their future sick leave allowance until all days used have been repaid. If an employee leaves the service of the Employer for any reason other than death or disability retirement before he/she has fulfilled his/her repayment obligation, he/she shall recompense the Committee at a rate of one one-hundred-and-eighty-second (1/182) his/her annual pay for each day not repaid. Such repayment shall be deducted from the employee's final paycheck. Upon recommendation of the committee and vote by the membership of the committee at a duly convened meeting, this provision for repayment may be waived.

ARTICLE XIX - Sick Leave Buyback

Upon retirement, each employee shall be compensated with one day's pay for every four (4) days sick leave accumulated over 100 days, up to a maximum of twenty (20) days, at the then current salary rate.

Written notice of intent to retire should be submitted to the Superintendent of Schools before December 31 of the year preceding that in which the retirement will take place, in order to allow for inclusion of the costs of the buyback in the School Department budget, and insure payment during the final year of service. In the event of the death of an employee who has accumulated over 100 days sick leave, payment of the buyback shall be paid to the employee's beneficiary or estate.

If notice is not given by December 31 and funds are not available in that fiscal year, payment will be deferred until the following July.

It is agreed that if any other bargaining unit in the town negotiates an improvement in the current Sick Leave Buyback formula, the parties will reopen the contract to negotiate on this issue.

ARTICLE XX - Reimbursement for Injuries

Section 1: Employees who are on Workers’ Compensation may, upon request, charge the difference between their compensation payments and their regular weekly salary against accumulated sick leave in accordance with the provisions of the Massachusetts General Laws Chapter 152, Section 69. If a question exists as to whether an employee is entitled to compensation under the Workers’ Compensation Act, it is agreed that, pending resolution of said question, the employee may draw sick leave benefits. As a condition for said benefits, the employee shall enter a written agreement with the School Committee, wherein he/she agrees to reimburse the School Committee for that portion of such payments as would be required by law in the event he/she receives Workers’ Compensation benefits for said period.

Section 2: The Committee shall have the right to have such employees examined by a physician designated and paid by the Committee for the purpose of establishing the length of time during which the employee is temporarily disabled from performing his/her duties; and in the event that there is no adjudication of the disability period in the appropriate Worker’s Compensation proceeding, the opinion of said physician as to the disability period shall control.

ARTICLE XXI - Extended Leave of Absence

Section 1: A leave of absence, without pay, for any period of time not exceeding one (1) school year, may be granted by the Committee upon written request of any employee covered by this Agreement who has been employed a minimum of two (2) school years in the Natick Public Schools.

Applications for such leave must be for:

(a)   Professional improvement (i.e. study within the individual's education field or exchange teaching), or

(b)   Prolonged illness or recovery from injuries, or

(c)   Entrance upon extended military service,

(d)   Overseas teaching,

(e)   Participation in "ACTION" (Peace Corps and Vista).

(f)    Any other activity which would, in the opinion of the School Committee, is beneficial to the Natick Public Schools.

(g)   Career Exploration Leave.

Section 2:

(a)   Applications for an extended leave of absence without pay must state the specific reasons therefor and should be submitted, at the earliest possible date, to the employee's administrative superior who will endorse his/her recommendation thereon and forthwith forward it to the Superintendent of Schools. Applications which are rejected will state the reasons therefor. If the reason for the requested extended leave of absence is due to prolonged illness or recovery from injuries, the application shall be supported by a physician's license setting forth the nature of the illness or injury and that the absence is medically necessary; and in such case the Committee may require the employee to undergo a physical examination by a physician designated and paid by the Committee.

(b)   Employees granted an extended leave of absence pursuant to this Article are expected to return to their employment in the Natick Public Schools and shall so notify the Superintendent not later than March 1; failure to do this will be considered as a resignation. There shall be no impairment of annual increment and sick leave benefits during the period of an extended leave of absence granted by the Committee.

ARTICLE XXII - Administrative Leave

Section 1: Administrative Leave will be granted to professional staff members in accordance with the following schedule:

DAYS

Accident while in performance of duty                           Up to 5 no loss of pay to be repaid if

the absence is for more than 20 days due to injury.

College degree - to receive at college                              1 no loss of pay

Court Summons:

Personal business                                                              no pay

School business                                                                 no loss of pay

Witness (by Subpoena)                                                      no loss of pay

Court appearance in civil court in

which the individual is a party to the suit                          no loss of pay

Transfer of house                                                               no loss of pay

Bereavement:

Immediate family and anyone residing                             5 no loss of pay

in same household with employee;                                    per incident an individual with whom the employee has a close personal relationship (equivalent to a family member). The final decision to approve leave based on the type of    “close personal relationship” will not be subject to arbitration.”

In the event of two deaths occurring within the immediate family within a school year, additional days may be issued by the Superintendent upon the recommendation of the Principal;

Bereavement days must be consecutive immediately following or including the day of death, unless an exception is approved by the principal. (Holidays, vacations, or suspended sessions shall be considered school days under this provision.)

Funeral:

Friend                                                                                1 no loss of pay

Niece, nephew, uncle, in-law, cousin,

aunt, grandmother, grandfather, grandchild                     1 no loss of pay

Retired educator (limited to Principal and 1 representative)      1 no loss of pay

Educator (limited to principal and 3 educators)                1 no loss of pay

In charge of funeral arrangements of a friend                   1 no loss of pay

Graduation:

member of immediate family

including niece and nephew                                               1 no loss of pay

Critical illness of immediate family, not

exceeding five (5) school days in one (1) school year         5 no loss of pay

Critical illness which requires the hospitalization of educator's child, spouse or parent          5 no loss of pay

Immediate family is defined as spouse, child, parents, parents of spouse, brothers and sisters of the employee.

Critical illness means a life threatening condition, and may not be used for routine outpatient/day surgery or routine hospital stays where the relative’s life is not threatened.

Critical illness of anyone (non-immediate family) living   3 no loss of pay in the same household as the employee, not exceeding three (3) school days in one (1) school year

Religious Holiday                                                             1 no loss of pay subject to the following: For any religious holiday there will be a maximum limit of 5% school wide combined Unit A and B members allowed to take such day based on the order of such requests received. Requests must be made by email to the principal copying the Director of Human Resources, beginning on the first contractual day of the school year for which it applies. No individual member of Unit A or B may take more than 1 of these days.”

Ordination or entrance into religious orders:

member of immediate family

including niece and nephew                                          1 no loss of pay

Weddings:

Own and immediate family                                           1 no loss of pay

an individual with whom the employee has a close personal relationship (equivalent to a family member)”. The final decision to approve leave based on the type of “close personal relationship” will not be subject to arbitration.” 1 no loss of pay

Interview at college for admission of own child               1 no loss of pay

Parental leave                                                                     2 no loss of pay

up to two days for the time a newly born or adopted child first joins the family

Immediate Family is defined as parent, spouse, child, parents of spouse, brothers, sisters, of the employee.

Section 2: The number of days of absence for purposes of the above-described Administrative Leave shall not normally exceed eight (8) school days in any school year, except in the event of unusual circumstances, the School Committee or their designee will have the right to extend the number of days for any specified reason. In no case may absence for reasons enumerated as Administrative Leave be charged to Sick Leave.

Section 3: In addition to the itemized Administrative Leave schedule above, one (1) day of personal leave may be granted for specific reasons including one's own marriage, which could not effectively be conducted outside of school hours. Personal leave must be approved by the Principal, or in his/her absence the Vice Principal, and whenever possible, educators will give 72 hours notice to the principal and substitute coordinator (if a substitute is required) when planning to take an administrative or personal day. Approval must be obtained prior to taking the day to ensure the day will be paid. In no instance shall a personal leave be requested for the purpose of extending a holiday or a vacation.

Section 4: A member who is required to serve as a juror shall be entitled to receive the difference between the amount the member received for jury duty and the member’s base salary for the first three (3) days of jury service. During the period of jury service, the member must report for work when her/his services as a juror are not required. Documentation must be provided to the Director of Human Resources indicating dates of service and compensation paid. As much advance notice as possible shall be given to the building principal of the possibility of the educator’s absence for such duty.”

ARTICLE XXIII - Leave for Professional Activity

Section 1: Any day on which an employee is engaged in an activity under the direction of the Committee shall not be regarded as an absence, provided such business has been cleared through the Superintendent's office, e.g. (1) visiting days to another school; (2) professional conventions, conferences or meetings; (3) speaking engagements involving education.

Section 2: Educators and Administrators may be absent as representatives of the system to attend educational meetings and to serve in workshops, or committees, and as officers in state or national professional organizations without deduction of pay for a period determined by the Superintendent provided that prior approval has been secured from said Superintendent.

ARTICLE XXIV - Sabbatical Leave

Section 1: The Sabbatical Leave Policy shall be as specified in Chapter 71, Sections 41A and 41B of the General Laws of Massachusetts. "The school superintendent may grant a leave of absence for study or research to any educator, ...supervisor, director, school librarian, ...serving at discretion which would increase his professional ability, such leave to be for a period not exceeding one year at full or partial pay; provided, that prior to the granting of such leave he/she shall enter into a written agreement with the school committee that upon termination of such leave he/she will return to service in the public schools of such city or town for a period equal to twice the length of such leave and that, in default of completing such service, he/she will refund to the city or town an amount equal to such proportion of salary received by him/her while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered."

The Superintendent shall also grant to a educator who has been accepted to serve in the Peace Corps of the United States and who is currently in good standing ... a leave of absence for the term of such service (MGL Ch.71, S41B).

Section 2: Sabbatical Leave is a leave of absence granted to employees by the Superintendent, and in his/her discretion, so that employees may engage in professional study or research for periods of one (1) full school year. Such leaves are granted to improve the quality of teaching thus increasing the benefits accruing to students and to the community-at-large.

Section 3 (a): To be eligible to make application for Sabbatical Leave, an employee must have a minimum of five (5) years of continuous employment in Natick in a position covered by this Agreement and must possess a masters degree, except that in extraordinary circumstances the masters degree requirement may be waived at the sole discretion of the Superintendent.

Employees may apply for such leave at any time after the completion of their first five (5) years of continuous employment.

Section 3 (b):  The Superintendent may, subject to the existing regulations contained elsewhere in this article, grant the following leaves of absence with pay:

2 full years at 75% to 100% salary OR

1 full year at 75% to 100% salary AND

2 half years at 37.5% to 50% salary Mini-Sabbaticals at 100% salary

The monies granted within the above percent range will be determined by the Superintendent.

No more than one employee from a single department may be granted such leave at any particular time. An employee from any department will not be granted a Sabbatical Leave if the same department had an applicant granted Sabbatical Leave, the preceding year.

1.   The Superintendent may also grant "Mini-Sabbaticals" of varied times to a number of employees so that the total time of such "Mini-Sabbaticals" will not exceed one full year (180 days).

2.   To be eligible for a "Mini-Sabbatical" employee must have achieved professional teacher status in the Natick Public School System. An employee may apply for a "Mini-Sabbatical" any time after achieving professional teacher status.

Any person requesting a Sabbatical Leave may seek the assistance of the EAN's P R & R Committee in suggesting the percentage to be negotiated.

Section 3 (b) (1): All applications for a "Mini-Sabbatical" Leave must be filed with the Principal of the building, or in the case of specialists, their immediate supervisor. The Principal, Assistant Principal, the Director of Human Resources and the Assistant Superintendent for Curriculum shall endorse it with their recommendations, and forward it to the Superintendent not later than ten (10) school days after the receipt of the "Mini-Sabbatical" application. (Where applicable, the review process will include Directors.)

The Superintendent will then endorse his/her recommendations, together with the reasons therefore and notify the applicant of his/her decision.

Section 3 (c): All applications for Sabbatical Leave must be filed with the Principal of the building or, in the case of specialists, their immediate supervisor, not later than January 1 of the school year prior to that during which the leave is requested. The Principal, Assistant Principal, the Director of Human Resources, and the Assistant Superintendent for Curriculum shall endorse it with their recommendations, and forward it to the Superintendent not later than February 1. (Where appropriate, the process of review will include Directors.)

The Superintendent will then endorse his/her recommendations, together with the reasons therefore and will then notify the applicant of his/her decision not later than the last day of February.

Section 4: In the event the number of applications received exceeds a total of three (3) in number, the applications will be evaluated upon the following factors:

(a)  Education value of the proposed project to the Natick School System;

(b)  The quality of past performance of the employee in the Natick School System;

(c)  Length of service in the Natick School System.

Section 5: Applicants for Sabbatical Leave shall, as a condition precedent to granting thereof, agree in writing to return to employment in the Natick Public Schools for a period equal to twice the length of the Sabbatical Leave commencing with the school year immediately following the termination of the Sabbatical Leave. The applicant also shall sign a contract that, in the event the employee does not fulfill this obligation, he/she shall refund to the Town of Natick such proportion of the salary paid during the sabbatical period as the unexpired portion of such obligation shall bear to the said period unless for reasons totally beyond control of the educator involved by death or inability to perform his/her duties due to physical or mental incapacitation, then reimbursement shall not be required.

Money to be refunded to the Town of Natick may be paid in budgetary payments subject to mutual agreement of the individual and the Superintendent.

Section 6: In addition to the salary set forth in Section b, all employees on a full year, half year, or "Mini-Sabbatical" will continue to receive all benefits such as professional teacher status, retirement, sick leave, Group Health and other insurance benefits.

ARTICLE XXV - Military Leave

Section 1: Any employee covered by this Agreement who is a member of a state or national reserve component of the Armed Forces shall be entitled to a maximum of seventeen (17) days military leave to serve with said component during a school year so long as the employee furnishes to the Committee evidence that he/she is required to perform such duty during the school year.

Section 2: The Committee shall pay to an employee on military leave an amount equal to the difference between his/her state or national reserve pay and his/her regular school salary in the event such state or national reserve pay is less than his/her regular school salary.

Section 3: Whether or not an employee is entitled to compensation as provided in Section 2 of this Article, military leave shall not be charged against any other type of leave provided by the Committee or this Agreement.

ARTICLE XXVI - Maternity/Adoption Leave

Section 1: Notice of Pregnancy

Section 1: Notice of Leave

Staff members should schedule a meeting with the Director of Human Resources by the beginning of the 7th month of pregnancy. In the case of adoption, leave will commence for either parent when the child enters the home or when the adoption process (for example, travel requirements) makes an earlier beginning desirable. Adoptive parents will provide the employer with as much notice as possible when they are aware of the date of adoption.

Section 2: Statutory Leave

A professional staff member who is pregnant may remain in her position until the conclusion of her pregnancy. Maternity leave begins for a professional staff member on the child's day of birth and continues for up to 56 consecutive calendar days (8 weeks) that include weekends, holidays, summer vacation days, and snow days. The professional staff member must notify the Director of Human Resources of her delivery date within two weeks following the birth. The professional staff member may use her own sick days to receive pay during her eight weeks of maternity leave and these days are deducted from her sick accumulation. She will also continue to receive all her normal health benefits.

If, for medical reasons, more than the 56 consecutive days (8 weeks) of sick leave are required, the professional staff member must provide the Director of Human Resources with medical documentation prior to the end of her original maternity leave. Those days of leave which are work days will be deducted from the professional staff member’s accumulated sick days. In such a case, the professional staff member is still entitled to a full maternity leave as provided under the FMLA.

A professional staff member may choose to take an 8 week leave as provided under MGL Ch 149, Section 105D or a 12 week leave provided for under the Family and Medical Leave Act of 1993 (FMLA). * FMLA leave and the MGL Ch 149 maternity leave described above run concurrently. The professional staff member is not paid for any workdays that occur after 8 weeks from the date of delivery. Sick leave, FMLA leave and MGL Ch 149 leave all run concurrently. At the conclusion of her 12-week FMLA leave, she will also be responsible for paying to the town her share of health insurance, which would normally have been deducted from her paycheck. The professional staff member should contact the Benefits Coordinator (X6411) to arrange payment of any insurance amount due.

Professional staff members who utilize above-mentioned maternity leave(s) shall retain professional status and seniority rights, which would otherwise be theirs if they were actively employed in the system during that period, however, a staff member who is off payroll for more than 22 days will not receive PTS credit for that year (per the Fortunato decision).

Section 3: After one year of service as a member of this bargaining unit, an employee who adopts a child will be eligible for up to ten working days of paid leave to take care of obligations directly related to the adoption process (e.g. travel, appointments with attorneys, social workers, court dates). Such paid leave will not be deducted from the employee’s sick leave. The two weeks of leave may be taken prior to the day the child enters the home, and/or up to one year thereafter. Part-time employees will be eligible for such leave on a pro-rata basis.

Section 4: Extended Leave

In the event the member of the unit desires a leave without pay longer than the eight (8) weeks or twelve (12) weeks provided by statute, the procedure listed below shall be followed for a birth or adoption:

Adoption leaves shall begin as described in Section 2.

Such leaves in the case of an educator without professional teacher status will expire on the September 1 following the birth or for adoption the arrival at home, of the child (or on the subsequent September 1 if the birth or for adoption the arrival at home occurs after June 30). In the case of an educator with professional teacher status such leave will expire on the September 1 of the first or second year following the birth of the child, or for adoption, the arrival at home.

Section 5: Notice of Return

Professional staff members desiring to return by August of any school year shall notify the director of Human Resources in writing of such intent on or before the preceding March 1.

Failure to comply with this requirement will be considered a resignation.

(* The Family Medical Leave Act (FMLA) requires employers to grant eligible employees up to twelve (12) weeks of unpaid leave per twelve (12) month period.) Prior to returning, a doctor’s certificate of good health must be presented upon request.

Section 6: Conclusion of Pregnancy

In the event of the conclusion of a pregnancy, the member of the unit may make written application for reinstatement prior to the previously established date for the termination of the leave. Such application shall be accompanied by a physician’s statement of good health. Such reinstatement may be granted by the Superintendent in the case of an acceptable vacancy.

Section 7: Salary Advancement

Upon her return, the educator shall receive the normal salary increment, provided that s/he had completed at least 91 days at her/his present position. An educator who worked less than 91 days in the school year will not be eligible for such an increase.

He/she will be assigned to any school where a vacancy exists for which he/she is qualified and licensed. Every reasonable effort will be made to return the educator to his/her former or comparable position.

ARTICLE XXVII - Group Life Insurance

The Group Life Insurance coverage in existence on the effective date of this Agreement and described in the most current Staff Manual, and further described in the Town of Natick publication "Employees Group Insurance Plan," shall be continued throughout the term of this Agreement. In the event that such coverage is changed by the Natick Town Meeting or a referendum vote, such change coverage shall be made available to the employees covered by this Agreement.

ARTICLE XXVIII - Group Health Insurance

The Group Health Insurance coverage in existence at the execution of this Agreement, and which is described in the most current Staff Manual, and further described in Town of Natick Publication entitled, "Employee's Group Insurance Plan," will be continued for the term of this Agreement. In

the event the Natick Town meeting changes such coverage or changes the insurance carrier during the existence of this Agreement, then such new coverage will be applicable to and effective for all employees covered by this Agreement.

Employees will transition to “rate –saver” plans, effective January 1, 2011.

Effective for school year 2013-2014:

The contribution level for employees hired with a start date on or after July 1, 2013 will be 75% employer and 25% employee for both the Family Plan and the Individual Plan.

The contribution level for employees hired with a start date prior to July 1, 2013 will be 78⅓% employer and 21⅔ % employee for the Family Plan and 85% employer and 15% employee for the Individual Plan.

Effective for school year 2014-2015:

The contribution level for employees hired with a start date prior to July 1, 2013 will be 76 2/3% employer and 23 1/3 % employee for the Family Plan and 80% employer and 20% employee for the Individual Plan.

Effective for school year 2015-2016:

The contribution level will be 75% employer and 25 % employee for both the Family Plan and the Individual Plan.

Effective January 1, 2011, the Committee will establish a Health Reimbursement Account which will allow employees to submit claims for reimbursement for eligible medical expenses once a threshold has been reached.

Effective January 1, 2011, the Town will establish an “Excess Pool” of $100,000 that employees may access for reimbursement for eligible medical expenses incurred once they have reached the HRA cap. The fund will be distributed on a proportional basis.

Effective January 1, 2011, the Town will provide a “Stop Loss” policy that will cover all employees enrolled in a Town health care plan. This policy will cover all medical expenses in excess of $2,000 for those covered by individual plans and $4,000 for those covered by family plans.

Effective January 1, 2011, the Town will establish an opt-out incentive for current employees.

The Town will pay the Flexible Spending Account administrative fee for all members to encourage them to take advantage of this pre-tax savings opportunity.

For further information, see Appendix B.

ARTICLE XXIX - Political Contributions

The School Committee accepts the provisions of G.L. c.180, Section 17I. Employees may authorize the School Committee to deduct from their salary a contribution to Voice of Teachers for Education in an amount which the employee shall specify in writing. The Committee will certify on the payroll the amount to be deducted by the treasurer. Such amounts shall be transmitted to the VOTE NEA-PAC holding account within thirty days.

ARTICLE XXX - Educational Development

Section 1: An Advisory Committee appointed by the EAN will confer with the Administration, a subcommittee of the School Committee for the purpose of making recommendations on all areas of education. These conferences will be held on a bi-monthly basis except during summer vacation.

A Curriculum Committee will be established to advise the Assistant Superintendent for Curriculum, Instruction and Assessment on issues related to the planning and implementation of the district strategic plan. One educator from each elementary school, 2 from each middle school, 3 from the high school, one special educator, one special subject teacher and one teacher from Alternative Ed/ELL will be selected by respective staff. Nominees and volunteers from each building or group will be placed on a ballot and the staff will vote on their representative to serve for a one or two year term. At its first meeting, the Committee will determine which members will serve a two year term and which members will serve a one year term so that turnover at the end of each year is limited.

A Professional Development to advise Assistant Superintendent for Curriculum, Instruction and Assessment on issues related to professional development; mini university, outside professional development offerings and district release time. One teacher from each elementary school, 2 from each middle school, 3 from the high school, one special educator, one special subject teacher and one teacher from alternative ed/ELL will be selected by respective staff. Nominees and volunteers from each building or group will be placed on a ballot and the staff will vote on their representative to serve for a one or two year term. At its first meeting, the Committee will determine which members will serve a two year term and which members will serve a one year term so that turnover at the end of each year is limited.

Meetings of the Curriculum Committee and the Professional Development Committee will be suspended for school years 2010-12.

ARTICLE XXXI - Communications

Section 1: The School Committee agrees to provide the Association with the School Committee agenda prior to regular meetings. The EAN will provide the School Committee with the agenda of meetings prior to the time at which they are held.

Section 2: The School Committee agrees to inform the educators on various curriculum committees on curriculum decisions, and give reasons for such decisions.

ARTICLE XXXII – Job Sharing

The Natick School Committee and the EAN agree that the opportunity for job sharing exists in all schools and can be a beneficial arrangement for students, administrators and educators.

ARTICLE XXXIII - Amendment

Section 1: This Agreement constitutes the entire Agreement between the parties and shall not be altered, amended or changed except in writing and shall be signed by both the School Committee and the Association, or their designees. Any such changes shall be appended hereto and become a part hereof and shall be signed in a manner similar to this original Agreement.

ARTICLE XXXIV - Severability

Should any final decision of any court of competent jurisdiction affect any practice or provision of this Agreement, only the practice or provision so affected shall become null and void, otherwise, all other provisions or practices under this Agreement shall remain in full force and effect.

ARTICLE XXXV - Copies of Agreement

Section 1: The Association will be given a clean copy of the signed Agreement.

Section 2: Whenever it becomes necessary for any reason to furnish copies of this Agreement to any bargaining unit employee, the Association shall be responsible for preparation, reproduction and distribution of such copies, including the expenditure of all labor and costs for such purpose.

ARTICLE XXXVI - Duration

Section 1: This Agreement shall become effective on August 26, 2013 and shall continue in effect until and including July 31, 2016.

Section 2: Negotiations for terms of an Agreement to be effective August 1, 2016 shall start within two weeks after the exchange of proposals but in any event not later than December 1, 2015.

Section 3: None of the provisions contained in this Article shall prevent the parties by written agreement, from extending any portion or all of this Agreement (at any time after notice to terminate or modify is given) for any agreed-upon period beyond its expiration date.

IN WITNESS WHEREOF, the parties hereto have caused their names to be subscribed by their duly authorized officers and representatives on the 26th day of August, 2013.

SCHOOL COMMITTEE OF                                            EDUCATION ASSOCIATION

NATICK, MASSACHUSETTS                                        OF NATICK

Dirk Coburn                                                                       Mark Baranoff

Amy Mistrot                                                                      Susan Haverstick

David Margil                                                                      James Araujo

APPENDIX A - Teacher and Caseload Educator Evaluation System

Table of Contents

(1)            Purpose of Educator Evaluation

(2)            Definitions

(3)            Evidence Used in Evaluation

(4)            Rubric

(5)            Evaluation Cycle: Training

(6)            Evaluation Cycle:   Annual Orientation

(7)            Evaluation Cycle:   Self-Assessment

(8)            Evaluation Cycle:   Goal Setting and Educator Plan Development

(9)            Evaluation Cycle : Observation of Practice and Examination of Artifacts – Educators without PTS

(10)          Evaluation Cycle: Observation of Practice and Examination of Artifacts – Educators with PTS

(11)          Observations

(12)          Evaluation Cycle: Formative Assessment

(13)          Evaluation Cycle : Formative Evaluation for Two-Year Self-Directed Plans Only

(14)          Evaluation Cycle: Summative Evaluation

(15)          Educator Plans : General

(16)          Educator Plans: Developing Educator Plan

(17)          Educator Plans: Self-Directed Growth Plan

(18)          Educator Plans: Directed Growth Plan

(19)          Educator Plans: Improvement Plan

(20)          Timelines

(21)          Career Advancement

(22)          Rating Impact on Student Learning Growth

(23)          Using Student feedback in Educator Evaluation

(24)          Using Staff feedback in Educator Evaluation

(25)          Transition from Existing Evaluation System

(26)          General Provisions

1)          Purpose of Educator Evaluation

A)         This contract language is locally negotiated and based on M.G.L., c.71, § 38; M.G.L. c.150E; the Educator Evaluation regulations, 603 CMR 35.00 et seq.; and the Model System for Educator Evaluation developed and which may be updated from time to time by the Department of Elementary and Secondary Education. See 603 CMR 35.02 (definition of model system). In the event of a conflict between this collective bargaining agreement and the governing laws and regulations, the laws and regulations will prevail.

B)         The regulatory purposes of evaluation are:

i)           To promote student learning, growth, and achievement by providing Educators with feedback for improvement, enhanced opportunities for professional growth, and clear structures for accountability, 603 CMR 35.01(2)(a);

ii)          To provide a record of facts and assessments for personnel decisions, 35.01(2)(b);

iii)         To ensure that every school committee has a system to enhance the professionalism and accountability of teachers and administrators that will enable them to assist all students to perform at high levels, 35.01(3); and

iv)         To assure effective teaching and administrative leadership, 35.01(3).

2)          Definitions (* indicates definition is generally based on 603 CMR 35.02)

A)         *Artifacts of Professional Practice: Products of an Educators work and student work samples that demonstrate the Educators knowledge and skills with respect to specific performance standards.

B)         Caseload Educator: Educators who teach or counsel individual or small groups of students through consultation with the regular classroom teacher, for example, school nurses, guidance counselors, school adjustment counselors, social workers, speech and language pathologists, and some reading specialists and special education teachers.

C)         Classroom teacher: Educators who teach preK-12 whole classes, and teachers of special subjects as such as art, music, library, and physical education. May also include special education teachers and reading specialists who teach whole classes.

D)         Categories of Evidence: Multiple measures of student learning, growth, and achievement, judgments based on observations and artifacts of professional practice, including unannounced observations of practice of any duration; and additional evidence relevant to one or more Standards of Effective Teaching Practice (603 CMR 35.03).

E)         *District-determined Measures: Measures of student learning, growth and achievement related to the Massachusetts Curriculum Frameworks, Massachusetts Vocational Technical Education Frameworks, or other relevant frameworks, that are comparable across grade or subject level district-wide. These measures may include, but shall not be limited to: portfolios approved commercial assessments and district-developed pre and post unit and course assessments, and capstone projects.

F)          *Educator(s): Inclusive term that applies to all classroom teachers and caseload educators, unless otherwise noted.

G)         *Educator Plan: The growth or improvement actions identified as part of each Educators evaluation. The type of plan is determined by the Educators career stage, overall performance rating, and the rating of impact on student learning, growth and achievement. There shall be four types of Educator Plans:

i)           Developing Educator Plan shall mean a plan developed by the Educator and the Evaluator for one school year or less for an Educator without Professional Teacher Status (PTS); or, at the discretion of an Evaluator, for an Educator with PTS in a new assignment.

ii)          Self-Directed Growth Plan shall mean a plan developed by the Educator for one or two school years for Educators with PTS who are rated proficient or exemplary. The first year of implementation all PTS teachers will be on a two year self-directed growth plan.

iii)         Directed Growth Plan shall mean a plan developed by the Educator and the Evaluator of one school year or less for Educators with PTS who are rated needs improvement.

iv)         Improvement Plan shall mean a plan developed by the Evaluator of at least 60 school days and no more than one school year for Educators with PTS who are rated unsatisfactory with goals specific to improving the Educators unsatisfactory performance. In those cases where an Educator is rated unsatisfactory near the close of a school year, the plan may include activities during the summer preceding the next school year.

H)         *ESE: The Massachusetts Department of Elementary and Secondary Education.

I)           *Evaluation: The ongoing process of defining goals and identifying, gathering, and using information as part of a process to improve professional performance (the formative evaluation and formative assessment) and to assess total job effectiveness and make personnel decisions (the summative evaluation).

J)          *Evaluator: Any person designated by a superintendent who has primary or supervisory responsibility for observation and evaluation. The superintendent is responsible for ensuring that all Evaluators have training in the principles of supervision and evaluation. Each Educator will have one primary Evaluator at any one time responsible for determining performance ratings.

i)           Primary Evaluator shall be the person who determines the Educators performance ratings and evaluation.

ii)          Supervising Evaluator shall be the person responsible for developing the Educator Plan, supervising the Educators progress through formative assessments, evaluating the Educators progress toward attaining the Educator Plan goals, and making recommendations about the evaluation ratings to the primary Evaluator at the end of the Educator Plan. The Supervising Evaluator may be the primary Evaluator or his/her designee.

iii)         Teaching Staff Assigned to More Than One Building: Each Educator who is assigned to more than one building will be evaluated by the appropriate administrator where the individual is assigned most of the time. The principal of each building in which the Educator serves must review and sign the evaluation, and may add written comments. In cases where there is no predominate assignment, the superintendent will determine who the primary evaluator will be.

iv)         Notification: The Educator shall be notified in writing of his/her primary Evaluator and supervising Evaluator, if any, at the outset of each new evaluation cycle. The Evaluator(s) may be changed upon notification in writing to the Educator.

K)         Evaluation Cycle: A five-component process that all Educators follow consisting of 1) Self-Assessment; 2) Goal-setting and Educator Plan development; 3) Implementation of the Plan; 4) Formative Assessment/Evaluation; and 5) Summative Evaluation.

L)          *Experienced Educator: An educator with Professional Teacher Status (PTS).

M)         *Family: Includes students parents, legal guardians, foster parents, or primary caregivers.

N)         *Formative Assessment: The process used to assess progress towards attaining goals set forth in Educator plans, performance on standards, or both. This process may take place at any time(s) during the cycle of evaluation, but typically takes place at mid-cycle. For an Educator on a two-year Self-Directed Growth Plan, the mid-cycle Formative Assessment report is replaced by the Formative Evaluation report at the end of year one. See section 13, below.

O)         *Formative Evaluation: An evaluation conducted at the end of Year 1 for an Educator on a 2-year Self-Directed Growth plan which is used to arrive at a rating on progress towards attaining the goals set forth in the Educator Plan, performance on Standards and Indicators of Effective Teaching Practice, or both.

P)         *Goal: A specific, actionable, and measurable area of improvement as set forth in an Educators plan. A goal may pertain to any or all of the following: Educator practice in relation to Performance Standards, Educator practice in relation to indicators, or specified improvement in student learning, growth and achievement. Goals may be developed by individual Educators, by the Evaluator, or by teams, departments, or groups of Educators who have the same role.

Q)         *Measurable: That which can be classified or estimated in relation to a scale, rubric, or standards.

R)         Multiple Measures of Student Learning: Measures must include a combination of classroom, school and district assessments, student growth percentiles on state assessments, if state assessments are available, and student MEPA gain scores. This definition may be revised as required by regulations or agreement of the parties upon issuance of ESE guidance expected by July 2012.

S)         *Observation: A data gathering process that includes notes and judgments made during one or more classroom or worksite visits(s) of any duration by the Evaluator and may include examination of artifacts of practice including student work. An observation may occur in person or through video. Video observations will be done openly and with knowledge of the Educator. The parties agree to bargain the protocols of video observations should either party wish to adopt such practice. Classroom or worksite observations conducted pursuant to this article must result in feedback to the Educator. Normal supervisory responsibilities of department, building and district administrators will also cause administrators to drop in on classes and other activities in the worksite at various times as deemed necessary by the administrator. Carrying out these supervisory responsibilities, when they do not result in targeted and constructive feedback to the Educator, are not observations as defined in this Article.

T)          Parties: The parties to this agreement are the Natick School Committee and The Education Association of Natick that represents the Educators covered by this agreement for purposes of collective bargaining.

U)         *Performance Rating: Describes the Educators performance on each performance standard and overall. There shall be four performance ratings:

 Exemplary: the Educators performance consistently and significantly exceeds the requirements of a standard or overall. The rating of exemplary on a standard indicates that practice significantly exceeds proficient and could serve as a model of practice on that standard district-wide.

Proficient: the Educators performance fully and consistently meets the requirements of a standard or overall. Proficient practice is understood to be fully satisfactory.

 Needs Improvement: the Educators performance on a standard or overall is below the requirements of a standard or overall, but is not considered to be unsatisfactory at this time. Improvement is necessary and expected.

 Unsatisfactory: the Educators performance on a standard or overall has not significantly improved following a rating of needs improvement, or the Educators performance is consistently below the requirements of a standard or overall and is considered inadequate, or both.

V)         *Performance Standards: Locally developed standards and indicators pursuant to M.G.L. c. 71, § 38 and consistent with, and supplemental to 603 CMR 35.00. The parties may agree to limit standards and indicators to those set forth in 603 CMR 35.03.

W)        *Professional Teacher Status: PTS is the status granted to an Educator pursuant to M.G.L. c. 71, § 41.

X)         Rating of Educator Impact on Student Learning: A rating of high, moderate or low based on trends and patterns on state assessments and district-determined measures. The parties will negotiate the process for using state and district-determined measures to arrive at an Educators rating of impact on student learning, growth and achievement, using guidance and model contract language from ESE, expected by July 2012.

Y)         Rating of Overall Educator Performance: The Educators overall performance rating is based on the Evaluators professional judgment and examination of evidence of the Educators performance against the four Performance Standards and the Educators attainment of goals set forth in the Educator Plan, as follows:

i)           Standard 1: Curriculum, Planning and Assessment

ii)          Standard 2: Teaching All Students

iii)         Standard 3: Family and Community Engagement

iv)         Standard 4: Professional Culture

v)          Attainment of Professional Practice Goal(s)

vi)         Attainment of Student Learning Goal(s)

To have an overall evaluation rating of proficient a teacher must:

    be proficient on standards I and II and

    be proficient on standards III or IV and

    be at least needs improvement on the remaining standard

It is understood that in a case in which a teacher has a needs improvement on either standard III or IV that the principal may require the teacher to have their performance goal in that area. If that performance goal is not achieved by the end of year one then the evaluator may change the overall rating to needs improvement.

Z)          *Rubric: A scoring tool that describes characteristics of practice or artifacts at different levels of performance. The rubrics for Standards and Indicators of Effective Teaching Practice are used to rate Educators on Performance Standards, these rubrics consists of:

i)           Standards: Describes broad categories of professional practice, including those required in 603 CMR 35.03

ii)          Indicators: Describes aspects of each standard, including those required in 603 CMR 35.03

iii)         Elements: Defines the individual components under each indicator

iv)         Descriptors: Describes practice at four levels of performance for each element

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