Newburyport

Show detailed information about district and contract

DistrictNewburyport
Shared Contract District
Org Code2040000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2016
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersWhittier RVTSD
CountyEssex
ESE RegionNortheast
Urban
Kind of Communityrural economic centers
Number of Schools5
Enrollment2251
Percent Low Income Students9
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Newburyport

 

 

AGREEMENT

 

 

between the

 

NEWBURYPORT SCHOOL COMMITTEE

 

and the

 

 

NEWBURYPORT TEACHERS ASSOCIATION

 

 

September 1, 2013 – August 31, 2016

 


SCHOOL COMMITTEE

 

Mayor Donna Holaday, Chairman

Cheryl Sweeney, Vice-Chairman

Steven Cole

Nick deKanter

Daniel Koen

Audrey McCarthy

Bruce Menin

 

 

ADMINISTRATION

 

Susan L. Viccaro, Superintendent

Angela Bik, Assistant Superintendent

 

 

NEWBURPYORT TEACHERS ASSOCIATION OFFICERS

 

Patricia Levitt, President

Joan Sheehan, Vice-President

Susan Stone, Treasurer

Carol Snow, Secretary

 

 

NEGOTIATING TEAM

 

Patricia Levitt

Joan Sheehan

Carol Snow

Susan Stone

Shawn Flaherty

John Gangemi

Traci Hawk

Michelle MacDougall

Dianna Ouellette

 



AGREEMENT

 

 

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, THIS CONTRACT IS MADE this FIRST day of SEPTEMBER, 2013, by the SCHOOL COMMITTEE OF THE CITY OF NEWBURYPORT (hereinafter sometimes referred to as the Committee) and the NEWBURYPORT TEACHERS ASSOCIATION (hereinafter sometimes referred to as the Association).


 

PREAMBLE

 

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

 

1.                  Under the laws of Massachusetts, the Committee, elected by the citizens of Newburyport, has final responsibility for establishing the educational policies of the public schools of Newburyport.

 

2.                  The Superintendent of Schools of Newburyport (hereinafter referred to as the Superintendent) has responsibility for carrying out the policies so established.

 

3.                  The teaching staff of the public schools of Newburyport shares with the Committee the responsibility for providing in the classrooms of the schools education of the highest possible quality.

 

4.                  Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchanges of views and information between the Committee, the Superintendent, and the teaching staff in the formulation and application of policies relating to wages, hours and other conditions of employment for the teaching staff; and so;

 

5.                  To give effect to these declarations, the following principles and Procedures are hereby adopted.

 

ARTICLE I - Scope

 

            For the purposes of collective bargaining with respect to wages, hours, other conditions of employment, the negotiation of collective bargaining agreements and questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining agent and representative for all classroom teachers, nurses and other professional personnel but excluding the Superintendent of Schools, the Assistant Superintendent of Schools, Directors, Deans, Literacy and Math Specialists, Assistant Principals and Principals and excluding all other employees.

 

            The Association will be informed immediately by the Committee on any matter which affects the wages, hours and working conditions of any person governed by the Agreement.

 

ARTICLE II - Compensation and Other Conditions of Employment

 

            Subject to the provisions of this Contract (and except as otherwise provided by Appendix A attached hereto and made a part hereof) the wages, hours, and other conditions of employment applicable on the effective date of this Contract to the employees covered by this contract shall continue to be so applicable.

 

ARTICLE III - Payroll Deductions

 

A.        Union Dues

 

The Committee hereby accepts the provisions of Section 17-C of Chapter 180 of the General Laws of Massachusetts and, in accordance therewith, shall certify to the Treasurer of Newburyport all payroll deductions for the payment of dues to the Association duly authorized by employees covered by the Contract, as shown on the payroll deduction authorization form attached hereto, and made apart hereof.

 

The Committee shall require as a condition of employment during the life of the Agreement the payment on or after the Thirtieth day following the beginning of such employment, or the effective date of this Agreement, of a service fee to the Association;  provided that such service fee shall not be imposed unless this Agreement has been formally executed, pursuant to a vote of a majority of all employees present and voting. Such service fee shall be equal to the dues of the Association.

 

Except when a new employee is hired after October 1 of the school year, any new employee must file the required form for dues and other payroll deductions no later than September 15 of the school year. Any changes in the dues structure or amount of dues for a current employee must be reported to the Superintendent’s office by September 15 of the school year the changes are to go into effect. If the employee does not meet this deadline, then dues or payroll deductions shall remain unchanged for the school year.

 

The Committee agrees to forward to the NTA the names and position of any new employee, or any changes in personnel status prior to September 15 of the school year. This provision will be waived in extenuating circumstances. In addition, after September 15, the Committee agrees to notify the Association of the names and the new position of any new employee, or any changes in personnel status, following the first payroll in which the new employee or the change in personnel status is reflected.

 

The Association shall indemnify and save or hold the Committee harmless against all claims, demands, suits or other form of liability which may arise by reason of any action taken by the Committee pursuant to this Article.

 


B.        MTA Offered Disability Insurance

 

The Committee agrees to allow employees to authorize payroll deductions for the purchase of disability insurance through the Massachusetts Teachers Association.

From and after the receipt of written authorization from the employee, and prior to any revocation thereof, the Committee will deduct from the salary of the teacher signing such authorization the designated monthly premium amount for such insurance as therein authorized and will remit the amount so deducted in accordance with such authorization.  The Association shall allow two (2) pay periods for the Committee to commence payroll deductions following submission for authorization.

 

The authorization shall remain in effect until written revocation of this authorization is provided to the District’s Human Resource Administrator, which shall become effective two (2) pay periods from receipt of said notification.

 

The Committee will incur no liability for loss of monies collected pursuant to this Article after transmitting same to the Insurance provider identified by the Association.  The funds will be issued directly to the aforementioned Insurance company by the City Treasurer’s office.

 

ARTICLE IV - Grievance Procedure

 

A.  Definitions

 

  1. A “grievance” is a claim based upon an event or condition which affects the welfare and/or conditions of employment of a professional employee or group of professional employees and/or the interpretation, meaning or application of any of the provisions of this Agreement or any subsequent agreement entered into pursuant to this Agreement.

 

  1. An “aggrieved person” is the person or persons making the claim.

 

  1. A “party in interest” is the person or persons making the claim and any person who might be required to take action or against whom action might be taken in order to resolve the claim.

 

B.  Purpose

 

  1. The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems which may from time to time arise affecting the welfare or working conditions of professional employees. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

 

  1. Nothing herein contained will be construed as limiting the right of any professional employee having a grievance to discuss the matter informally with any appropriate member of the administration and having the grievance adjusted at this step without the intervention of the Association, provided the adjustment is not inconsistent with the terms of this agreement and that the Association has been given the opportunity to be present at such adjustment and to state its views.

 

C.  Procedure

 

Since it is important that the grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum, and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement. In the event a grievance is filed on or after June 1 which, if left unresolved until the beginning of the following year, could result in irreparable harm to a party in interest, the time limits set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school term or as soon thereafter as it is practicable.

 

Step One

 

A professional employee with a grievance shall first discuss it with his principal or immediate superior directly or through an Association representative with the object of resolving the matter informally. Said discussion shall take place no later than thirty days after the teacher knew or should have known of the act or condition on which the grievance is based.  A dispute as to whether a grievance has been waived under the paragraph will be subject to arbitration pursuant to Step Four.

 

Step Two:

 

(a)        If the aggrieved person is not satisfied with the disposition of his grievance at step one, or if no decision has been rendered within five (5) school days after the presentation of the grievance, the teacher may file the grievance in writing with the Professional Rights and Responsibilities Committee (hereinafter referred to as the “P R &R Committee”) within five school (5) days after the decision at Step One or eight school (8) days after the grievance was presented, whichever is sooner.  If the P R & R Committee determines that the grievance is meritorious and is in the best interest of the Newburyport School System, within five (5) school days after receiving the written grievance, the P R & R Committee may refer the grievance in writing to the Superintendent of Schools or his designee.

 

(b)        The Superintendent or his designee shall meet with the aggrieved person (and a representative of the Association if so requested) within five (5) school days after receipt of the written grievance from the P R & R Committee in an effort to resolve the grievance.  The Superintendent or his designee shall respond to said grievance in writing and provide the rationale for his decision.

 

Step Three:

 

If the grievance has not been resolved to the satisfaction of the grievant and the Association within five (5) school days after presentation of the grievance at Step Two, the grievant and/or the Association may within five (5) school days submit the grievance to the Committee.  Within ten (10) school days after the grievance has been filed with the Committee, a majority of the Committee shall meet with the grievant and representatives of the Association for the purpose of hearing the arguments of the parties involved.  Within five (5) school days after said meeting the Chairman of the Committee shall respond to the grievance.

 

 

Step Four:

 

(a)        Where the grievance involves the violation of a specific term and/or provision of this Agreement and if such grievance shall not have been satisfactorily disposed of at Step Three, the Association may refer the unsettled grievance to arbitration in writing within ten (10) school days after decision of the School Committee under Step Three.  The Arbitrator shall be selected by agreement between the parties.  If the parties are unable to agree upon an arbitrator within fifteen (15) days, the selection shall be made by the American Arbitration Association, in accordance with its rules and regulations.

 

(b)        The Arbitrator will issue his decision not later than thirty (30) calendar days from the date of the close of hearings or if oral hearings have been waived, then from the date the final statements and briefs are submitted to him.  The Arbitrator’s decision will be in writing and will set forth his findings of fact, reasoning and conclusions on the issues submitted.

 

(c)        The Arbitrator’s fee, including per diem expenses, if any, and actual and necessary travel and subsistence expenses, will be borne equally by the Committee and the Association.

 

(d)       Any meeting with reference to the grievance procedure shall be held during non-school hours. The parties may agree to conduct any arbitration hearing during school hours.

 

(e)        Notwithstanding any contrary provisions in this Agreement, the following shall not be subject to the grievance arbitration provisions of this Agreement.

 

(1)        The failure or refusal by the Superintendent to renew the contract of, or to reappoint a probationary or a teacher without professional teacher status.  The parties recognize that a teacher without professional teacher status who has been teaching for more than ninety (90) days in Newburyport School System has a right to a hearing at his request before the Superintendent under Massachusetts General Laws Chapter 71, Section 42.

 

Exclusive Remedy

 

(1)        In any matter involving suspension, dismissal, removal or termination and which is not specifically excluded from arbitration hereunder, the employee may elect arbitration as the exclusive remedy for such matter.

 

(2)        The arbitration provisions of this Agreement will not apply to a grievance unless the employee elects the Grievance-Arbitration provisions as final and binding and as the exclusive remedy.

 

(3)        A signed grievance on the form contained in Appendix E, Forms section filed by the employee in Step Three of the grievance procedure shall constitute an election hereunder.

 

(4)        Failure of the employee to elect one remedy from a choice of remedies shall be justifiable and proper grounds for the Committee to refuse to process the grievance.  Such a refusal by the Committee shall not constitute a violation of the collective bargaining agreement.

 

(5)        In matters involving the dismissal of a teacher with professional teacher status, the teacher after a hearing before the Superintendent in accordance with Massachusetts General Laws, Chapter 71, Section 42, may elect to have the matter finally determined and resolved by an arbitrator under Step Four of the Grievance-Arbitration procedure.  A signed grievance filed by the employee within ten (10) days after the Superintendent has issued its decision shall constitute an election hereunder.

 

ARTICLE V - Rights of Committee and Superintendent

 

Subject to the provision of whatever agreement may be reached, the School Committee and the Superintendent of Schools reserve and retain full rights, authority and discretion, in the proper discharge of their duties and responsibilities to control, supervise and manage the Public Schools and the professional staff under governing law, ordinances, rules and regulations.  In all matters under this agreement calling for exercise of judgment or discretion on the part of the Superintendent and/or the School Committee, the decision of the Superintendent and/or the School Committee shall be final and binding if made in good faith – i.e., not arbitrarily, capriciously or without rational basis in fact – except where some other standard of grievability or arbitrariness is set forth in this agreement.

 

ARTICLE VI - No Strike

 

During the life of this Agreement the Association agrees that it will not cause, condone, sanction, or take part in any strike, slowdown or work stoppage.

 

The Association and its members, individually and collectively, agree that if there is a violation of this clause, any or all teachers violating this clause will, at the discretion of the Superintendent, be subject to discharge, suspension or complete loss of any seniority.

 

ARTICLE VII - Agreement to Meet

 

The parties to this agreement will meet if considered necessary by either party during the term of this agreement to discuss matters of mutual concern.

 

ARTICLE VIII - Period of Employment

 

Effective with the 2006-2007 contract year, if the first Monday in September falls on the 5th, 6th, or 7th, the Superintendent shall have the option of starting the work year one week before Labor Day.  In the event that the Superintendent exercises this option, all provisions of the Agreement to take effect on that September 1 shall take effect with the first workday.  Teachers shall be notified by February 28 of the calendar for the next school year.  In the event that the Superintendent exercises this option, no work or school will be scheduled on the Friday immediately preceding Labor Day.

 

ARTICLE IX - Teacher Work Year, Work Day Duties

 

A.        Work Year

 

            1.         The work year shall consist of no more than 184 days.

 

a.         The Professional Development Council shall plan the training program for the two, eight-hour days within the 184-day work year.

 

2.         The Superintendent shall propose and the School Committee shall adopt a calendar for each school year not later than June 1 immediately preceding the school year.

 

B.        Starting and Dismissal Times

 

1.         Starting and dismissal times may be subject to modification by the School Committee so as to best serve the educational needs of the children and the objectives of the school system.

 

2.         The current policy will continue that all elementary and middle school teachers in order to fulfill their professional responsibilities should be available in the school building, fifteen minutes prior to the beginning of the instructional day and to remain within the school building, fifteen minutes after the close of the instructional day.  High School teachers will be available in the school building five (5) minutes prior to the beginning of the instructional day and will remain within the school building five (5) minutes after the close of the instructional day.

 

C.        Staff Meetings

 

1.         Teachers may be required to remain after the student dismissal time, without additional compensation, to attend up to two (2) building-based, grade-level, subject area or system-wide meetings per month.  These meetings will start no later than fifteen (15) minutes after the student dismissal time and will not exceed ninety (90) minutes in length.  The foregoing limitation may be exceeded only in emergency situations beyond the control of the administration or for other good and sufficient reason approved in advance by the Superintendent or Assistant Superintendent.

 

2.         In addition to the required meetings designated in Section C(1) above, the administration may schedule up to five (5) meetings per year only for purposes of staff training mandated by the Department of Education.  Five (5) working days’ notice of these meetings will be provided to the affected staff.

 

3.         Except in cases of emergency, an agenda will be distributed to staff members no later than the beginning of the workday on which any meeting is held.  If no agenda is distributed, it is understood that the meetings will be no longer than one (1) hour in length.  This limitation may be exceeded only in an emergency situation which is beyond the control of the administration.

 

D.        Extra Help Sessions

 

            Recognizing that many individual students require extra help from the teacher in order to develop their talents and skills to the fullest degree, both parties agree that such help after the regular school session is an integral part of the teacher’s work.  Accordingly, the principal of each school may establish a regular schedule of extra help sessions, provided that no teacher is required to remain after school hours more than ONE day each week up to one hour.

 

E.         Duty Free Lunch

 

1.         All professional staff members shall be granted a minimum of thirty (30) minutes for lunch, duty free.

2.         Each nurse will schedule a duty free lunch period during the day equal to the length of the unit member lunch in the building. The nurse, however, understands that s/he must respond to emergencies in the building. In the event the nurse loses all or a portion of the identified lunch period, s/he will reschedule the lunch time during that day.

 

F.         Evening Meetings

 

            Teachers will attend four (4) evening events, per school year, each of which will be not more than two (2) hours in length. An open house constitutes an evening event. At least two (2) of the four (4) evening events will be used for parent-teacher conferences. Identification of the four (4) evening events will be provided to members by September 15. Any other school related evening events beyond the aforementioned four (4) evening events are voluntary events.

 

G.        Detention

 

            All teachers will be required on a roster basis to supervise detention periods in schools where detention is held.

 


H.        Head Teachers

 

            In cases where an assistant principal is not assigned to an elementary school building, a head teacher shall assume responsibilities in the absence of the principal and accept other assignments as directed by the principal.

 

I.          Special Subject Teachers

 

            Responsibility for a class shall rest with the special subject teacher when that teacher is teaching a class.  The regular teacher may decide for himself whether or not to leave a room.

 

J.          Non-Teaching Duties

 

            The Committee recognizes the desirability of relieving the professional staff of various non-teaching duties in order that maximum time and energy may be devoted to teaching.

 

K.        Flexible Work Schedule

 

1.         The Committee and the Association agree that in order to maintain and improve the quality of education in Newburyport, it may be helpful to vary from traditional structures, staffing, and scheduling patterns in certain departments or school buildings.  However, both parties recognize that new or experimental programs must be planned and undertaken thoughtfully and cautiously.  Input from the staff, particularly the affected teachers, will be sought.

 

2.         When the administration desires to implement a flexible schedule for a particular department, building, group of teachers, teacher or for a course, the administration shall notify the Association President and the affected teacher(s).  The administration shall discuss the proposed change with the Association President and the affected teacher(s).  If the administration and the affected teacher (if the change affects only one teacher), or if the administration and the majority of the affected teachers (if the change affects more than one teacher) agree in writing to the flexible work schedule, the change in schedule will be implemented for the entire group during the following school year, except where undue hardship prevents one or more teachers from meeting the requirements of the flexible work schedule.  In that case, however, the flexible work schedule shall be implemented for the majority of the group of teachers.

 

3.         A teacher or group of teachers may present a proposal for a flexible schedule to the Superintendent for review in writing and approval.  The Superintendent will notify the teacher or group of teachers of his/her decision to deny any proposal or grant any proposal within sixty (60) days of submission.  The administration shall discuss the proposed change with the Association and the affected teacher(s).  If all parties agree in writing to the terms and conditions of a flexible schedule - the change in schedule will be implemented during the following school year.

 

4.         The implementation of a flexible work schedule shall not result in the layoff of any bargaining unit member, and no unit member will have any action taken against him/her for refusing to participate in the arrangement.

 

5.         The non-teaching duties of unit members participating in a flexible work schedule will be equitable if possible.

 

L.         A part-time teacher shall be defined as any teacher working .5 but less than 1.0 FTE.   Part-time teachers shall be required to participate in the following meetings and activities as outlined below:

 

1.         Mandatory Training – Part-time teachers will be required to attend up to five (5) meetings per year for the purposes of staff training mandated by the Department of Education. Participation in additional training, as determined by the Principal in collaboration with the teacher, is also required. A calendar of mandatory training offerings will be published at the beginning of each school year to allow part-time teachers advance time to plan for their attendance.

 

2.         Faculty Meetings – Elementary/middle school part-time teachers will be required to attend one (1) elementary/middle school faculty meeting a month, to be determined in advance with their Principal. High School part-time teachers will be required to attend one (1) high school department or faculty meeting a month, to be determined in advance with their Principal.

 

3.         Parent Teacher Conferences – Part-time teachers will attend parent-teacher conferences of not more than two (2) hours in length when such conferences are organized on a school-wide basis.  There will be no more than four (4) such conferences each year.

 

4.         Duties – Part-time teachers shall have duties assigned consistent with their schedule and the needs of the particular school building specifically.  Any duties assigned to a part-time teacher shall be contiguous to the teacher’s teaching period.

 

M.        Pre K/K Community Outreach

 

When the Principal determines there is a need for a Pre-Kindergarten or Kindergarten teacher to be present for community outreach purposes (in excess of the four meetings per year referenced at Article IX, Section F), volunteers will be sought, and the teacher will be paid at the Contracted Hourly Rate.

 

ARTICLE X - Workload and Assignments

 

A.        Definitions

 

Subject:           An organized body of knowledge to be taught to pupils. (English, geography, reading, etc).

 

Module/Mod:  The smallest integral of time during which the school day is organized.   At the Middle School, each module is 5 minutes.

 

Cycle:              The number of days required to complete the different organizations of time in which specific subjects will be taught.  The High School schedule is composed of a seven (7) day cycle and the Middle School schedule is composed of a six (6) day cycle.

 

Section:           A group of pupils scheduled to meet at the same time in the same place for (a) designated number of mods per day.

 

Period/Block:  A specific number of mods linked together to form a segment of time during the cycle in which a specific subject is taught.

 

            Class:               One meeting of one section during a specific period/block.

 

Preparation:     The number of sections for which significantly different lesson plans must be made.

 

B.        Preparation Period

 

            The School Committee and the Teachers Association recognize that the citizens of Newburyport expect that all school personnel shall work full-time during the established school day at tasks directly related to the educational welfare of their children.

 

            The School Committee recognizes that teachers should have time during the school day for planning, preparation, and other tasks directly related to the teaching process.

 

            The Teachers Association recognizes that the teacher’s working day must be fully devoted to tasks directly related to the teaching process, and that periods during which a teacher is not assigned to a teaching or supervisory duty are not to be construed as free time.

 

            The Administration of the Middle School shall assign to each teacher one 60 minute period each day or the weekly equivalent thereof, for the purpose of planning, co-planning, and preparation.  As part of the preparation periods, there will be a grade level meeting once per cycle which the Principal may attend.

 

            No teacher shall be required to substitute for another teacher during this preparation time except in an emergency as determined by the Principal. 

 

            In the event that a contingency prohibits the full implementation of this provision, the teacher shall be relieved for an equivalent amount of time from another non-teaching assignment.

 

C.        High School

 

1.         The High School Schedule shall consist of a seven (7) day cycle with six (6) periods and a thirty (30) minute duty-free lunch for teachers.

 

2.         Staff members will teach thirty (30) periods out of forty-two (42) periods in a normal seven-day rotation.  Department Chairs will teach twenty-four (24) periods out of forty-two (42) periods in a normal seven-day rotation.

 

 

3.         Teachers shall receive daily preparation time.  The provisions of this section will be satisfied where, over the course of two 7-day cycles, teachers receive a minimum average of seventy-four (74) minutes per day to be used for preparation.  In order to provide the minimum average of seventy-four (74) minutes per day over the course of the two seven-day cycles at least two staff members will be assigned to each study hall to provide for such prep time.  Staff members assigned to the same study hall under the new schedule will submit a plan of study hall coverage to the High School Principal for approval.  Special education teachers who are not assigned to a study hall will continue the practice of sharing Academic Support in order to meet the average prep time referenced above.

 

4.         No teacher will be required by the Administration or a supervisor to cover another teacher’s class or portion of a class during his/her preparation period unless he/she is compensated at the rate of $25/class or a portion thereof.  This provision shall not apply to teachers who are assigned to the same study hall under paragraph 3 above.

 

5.         A joint schedule review committee shall be formed, with representatives named by the Association and representatives named by the School Committee, to evaluate the current schedule in regards to how it is meeting the needs of High School students, how it reflects the Newburyport High School mission statement and 21st Century Skills. 

 

D.        Middle School

 

            The maximum teaching load of teachers in departmentalized classrooms in Grade 6-8 as defined are as follows:

 

1.         Teachers of English, Reading, Social Studies, Science, and Mathematics will be assigned to interdisciplinary teaching teams.

 

2.         Such team members shall be guaranteed an average of  sixty (60) minutes planning time per day.

 

3.         It is understood that the above is based on seventy-eight (78) five (5) minutes modules per day.  In the event this schedule is modified, the teaching load shall be modified by mutual agreement.

 

4.         Effective September 1, 1995, the Administration intends to employ lunch room monitors for the purpose of relieving all Middle School teachers from Supervisory lunch room duties.

 

E          Elementary School

 

            Effective school year 2006-2007, all elementary (PreK-5) teachers will, in addition to their lunch period, be relieved of the morning recess supervisory duties.  Teachers will be guaranteed a forty-five (45) consecutive minute block of preparation time each full school day.  All preparation time shall be scheduled within the hours of the student instructional day.

 

F.         Contingency

 

            In the event that a contingency prohibits the full implementation of these provisions, a teacher shall be relieved for an equivalent amount of time from such assignments as homeroom or study hall.

 

G.        Extracurricular Assignments

 

            Extracurricular assignments which require work after school hours shall be voluntary according to Appendix B.  The rate of pay for all such assignments shall be determined by the School Committee and announced when such positions are posted.

 

H.        Certification

 

            Teachers will be hired to teach in their area(s) of certification.  Teachers may voluntarily accept duty outside fields of certification, but they must make some effort by taking courses toward fulfilling certification at the earliest possible date.

 

I.          Summer School

 

            Summer school assignments shall be offered to teachers within the Newburyport system first.  Assignments shall be voluntary.  Openings for summer positions shall be brought to the attention of the total teaching staff and any who feel qualified may apply.

 

J.          Change in Assignment

 

1.         When changes in assignments are necessary, a list of positions open in other Newburyport Schools shall be made available to the teachers affected.

 

2.         Preference on the basis of seniority of service in Newburyport shall be given consideration in the reassignment of rooms and schools.

 

3.         Whenever possible teachers shall be assigned to teach subjects within the scope of their teaching certificates or their major or minor fields of study.

 

4.         Teachers who will be affected by change of grade or subject assignment will be notified in writing and consulted by their principals before the end of the school year preceding change whenever possible.

 

K.        Teachers Who Work In More Than One School (Itinerant Teachers) 

1.         For those unit members who are assigned to work in more than one school building, a schedule for building duties and meetings will be determined and communicated to the unit member by the first day of school each year. This schedule may be subject to change with reasonable notice provided to the member.

2.         A unit member who is assigned to more than one school building shall be observed and evaluated by a primary evaluator who is identified by September 15th of each evaluation year.

3.                  A unit member who is assigned to more than one school building in a given school day will be assigned the work day, i.e. start time and end time, of only one building. The work day will be identified to the member by the first day of the school year.

4.                  A unit member who is assigned to more than one school building in a given school day will be provided with a reasonable amount of time to travel from building to building, as well as time to set up and break down his/her class materials where necessary. Any issues with respect to reasonableness will first be discussed by the Superintendent and the Association President in an effort to resolve the concern.

5.                  A unit member who is assigned to more than one school building in a given school day will be reimbursed for mileage at the District rate. Said reimbursement will be made by the District following the conclusion of the school year.

6.                  There shall be at least one parking space designated at each school when an itinerant teacher is assigned to more than one school in a given school day.

 

ARTICLE XI - Vacancies and Transfers

 

A.        Vacancies

 

            All open positions in the school system shall be posted in each building and on the School District’s web site during the school year, and in the case of vacancies which occur after the last day of school and prior to August 15, in lieu of the posting, the Superintendent or his/her designee shall notify the president of the Newburyport Teachers Association and shall mail notice to those teachers who have provided stamped self-addressed envelopes to the Superintendent or his/her designee at the beginning of the summer vacation.  If a vacancy occurs after August 15 and prior to the first day of school, such vacancy may be filled without such notice.  In filling such vacancies, all other qualifications being equal (such qualifications to include training, experience, teaching ability, the teacher’s evaluations and the judgment of the Superintendent and the appropriate principal), preference will be given to qualified teachers already employed by Newburyport Public Schools.  All teachers covered by this agreement who make written application for such vacancies will be given the courtesy of an interview and a timely follow-up response.  The parties agree that the decision of the Superintendent will be final and will not be subject to procedures provided in Article IV of this agreement.

 

B.        Transfers

 

            Although the Committee and the Association recognize that some transfer of teachers from one school to another is unavoidable, they also recognize that frequent transfer of teachers is disruptive of the educational process and interferes with optimum teacher performance.

 

            Therefore, they agree as follows:

 

1.         When a reduction in the number of teachers in a school is necessary, volunteers will be transferred first.

 

2.         When involuntary transfers are necessary, a teacher’s area of competence, major and/or minor field of study, quality of teaching performance, and length of service in the Newburyport School System will be considered in determining which teacher is to be transferred.  Teachers being involuntarily transferred will be transferred only to a comparable position.  An involuntary transfer will be made only after a meeting between the teacher involved and the Superintendent (or his designee), at which time the teacher will be notified of the reasons for the transfer.  In the event that a teacher objects to the transfer at this meeting, upon request of the teacher the Association will be notified and the Superintendent (or his designee) will meet with the Association’s representative to discuss the transfer.

 

3.         A list of open positions in other Newburyport Schools will be made available to all teachers being transferred, and all other factors being substantially equal, preference will be given in filling such positions on the basis of length of service in the Newburyport School System.  All such teachers will be given adequate time off for the purpose of visiting Newburyport schools at which such openings exist.

 

4.         Notice of transfer will be given to teachers as soon as practicable and under normal circumstances not later than June 1.

 

5.         Exceptions to the provisions of Section 1, 2, 3 and/or 4 above, may be made only if the Superintendent of Schools determines that it is necessary to do so in the best interests of the teacher(s) and/or school(s) affected.  The association will be notified of every instance in which the Superintendent so determines.  A disagreement over whether an exception is justified will be subject to the grievance procedure and will be initiated at Level Three thereof.

 

6.         Teachers desiring a transfer will submit a written request to the Superintendent or his/her designee stating the assignment preferred. Such requests must be submitted between September 1 and June 1 of each school year to be considered for the next school year.  Request must be renewed each year.  All requests will be acknowledged in writing.

 

7.         Before a teacher is transferred permanently to a particular school, the principal of the school in question will be consulted regarding said transfer.

 

ARTICLE XII - Protection of Teachers

 

1.         A teacher will not be reprimanded by a principal or other supervisor in the presence of pupils, parents or other teachers.

 

2.         Any teachers accused by a pupil, parent, or other person of improper conduct shall have the right to counsel and Association representation in any meetings to investigate same.

3.         An administrator to whom a written or oral complaint against a teacher is made will, where appropriate, first refer the complaint to the individual about whom the complaint was made. If the complaint cannot be resolved between the two individuals or if the complaint is of such a substantial nature that it should be handled by an administrator in the first instance, then, within three (3) school days, except in unusual circumstances beyond the control of the administrator(s), the administrator will notify the teacher that a complaint has been received and will be investigated. Complaints will be handled and investigated in a timely manner. As part of any investigation the teacher will be given the opportunity to have an Association representative present and to respond to the complaint.

 

 

4.         No teacher shall be disciplined, suspended or discharged without just cause.

 

 


ARTICLE XIII - Policies Regarding Pupils

 

A.        Evaluation

 

            The evaluation of the pupil by the classroom teacher shall be given prime consideration in determining whether or not a pupil who fails a given academic subject during the regular school year will be permitted to make up this/these subject(s) during a summer session.  It is understood that the final decision shall be made by the principal.

 

B.        Promotion and Retention

 

            The evaluation of the pupil by the classroom teacher shall be given prime consideration in determining the promotion or retention of the pupil.  The teacher shall submit for the approval of the principal a clear explanation of all the factors in his evaluation of pupils and shall, when requested to do so, present his rank book for inspection by the principal.  It is understood that the final decision shall be made by the principal.

 

 

ARTICLE XIV - Sick Leave

 

A.        Annual Allowance

 

            In any school year, an employee may be absent for fifteen days because of personal illness and receive full pay.  The Superintendent of Schools or his/her designee may request a doctor’s certificate for any period of declared sickness.  The annual allowance of sick days shall accrue to each member of the bargaining unit at the rate of 1.5 days per month commencing on the last day of September in each school year, and shall continue to accrue at said rate on the last days of each month on the school year thereafter, while said member continues in employment.  This rate of accrual may be accelerated because of hardship or for other good reason shown, at the discretion of the School Committee. 

 

An employee shall be entitled to use up to five (5) of their fifteen (15) sick days each year in case of emergency, illness or injury in the immediate family which requires an employee to care for or to make arrangements for necessary medical or nursing care.  Immediate family shall mean spouse, children, parents, siblings, mother-in-law, father-in-law, and a member of his/her immediate household.

 

B.        Cumulative Sick Leave

 

            Cumulative sick leave as herein defined is the sum of all unused portions of an employee’s annual allowance of fifteen (15) days.  A written notice of application for benefits under the cumulative sick leave rule must be accompanied by an additional statement of the beneficiary’s physician and must be presented to the Superintendent of Schools or his/her designee within ten (10) days after commencement of the cumulative period.  Thereafter at the end of each two weeks the beneficiary shall file with the Superintendent of Schools or his/her designee an absentee’s certificate of disability, signed by his or her physician.  The School Committee reserves the right to require the certificate of the School Physician in addition to the above certificate.

 

            Failure to comply with the regulations governing the cumulative sick leave plan suffices to deprive the applicant of participation therein.  In any current school year, an employee shall be entitled to his/her current sick leave allowance, and in conformity with above, that portion of his/her cumulative sick leave which has accrued.

 

C.        Retirement Benefits

 

            (For teachers hired prior to June 30, 1995.)

1.         Upon their retirement, teachers shall be paid fifty percent (50%) of the daily rate of pay in the last year of service for each unused day of cumulative sick leave up to a maximum of one hundred and sixty-five (165) days.

 

Teachers planning to retire shall give notice prior to the establishment of the budget for the year in which retirement is to become effective, or in the event that a teacher does not give such notice, for whatever reason, the retirement sick leave benefits will be paid during the subsequent budget year.

 

Retirement sick leave benefits will be extended to the estate of a teacher, the beneficiary, or the beneficiary’s representative in the event of death during service.

 

2.         a.)        All teachers shall be eligible to participate in a tax deferred compensation plan (403B) of the employee’s choosing from a list of District approved vendors.  

 

            b.)        For those teachers hired after September 1, 1995, the School Committee shall provide a matching contribution of between $100 and $500 (in $100 increments) at the beginning of the employee’s fourth (4th) year of consecutive service only if the employee contributes a matching amount to the annuity plan.  A general notice to all eligible staff shall be issued annually by May 15 informing staff of this opportunity and inviting them to participate.  In order to participate in this benefit, the employee must designate in writing an annuity company to the business office within the time specified in the notification letter issued by the Business Office.  The employee’s contribution will be deducted in equal installments from his/her biweekly pay over the course of the school year.

 

            The following process shall be followed for matching contributions:

 

1.         The employee must provide written notification to the District’s Human Resource Administrator by the last day of school of the preceding school year of his/her desire to participate, the total amount of contribution elected for the upcoming school year (between $100 and $500 in increments of $100), and the designated annuity company.

 

2.         By May 1, the employee must have contributed the designated match amount and complete such forms as deemed necessary by the District.

 

3.         Payment of the District match will occur on or about May 15, based upon the actual amount contributed by the employee by May 1, not to exceed $500.00.

 

D.        Sick Leave/FMLA Leave

 

            When an eligible teacher, (i.e. a teacher who has completed one full academic year of continuous service as a full-time employee), utilizes sick leave, whether from the Sick Leave Bank or his/her own accumulated sick leave, for a serious health condition, such leave will be deducted from the teacher’s entitlement to (12) weeks leave under the FMLA.

 

E.         Sick Leave Bank

 

1.         Effective September 1, 1976, a sick leave bank shall be established for use by eligible members of the professional staff covered by this Agreement who have serious illness or accident which results in exhaustion of an individual’s accumulated sick leave.

 

2.         On September 1, 1976, members of the professional staff covered by this Agreement shall each contribute one (1) day of their annual fifteen (15) days of sick leave in order to fund the bank.

 

3.         The initial grant of sick leave by the bank committee to an eligible employee shall not exceed thirty (30) days.

 

4.         Upon completion of the thirty (30) day period, the period of entitlement may be extended by the sick leave bank committee upon demonstration of need by the applicant.  The maximum days granted an individual will not exceed one hundred fifty (150) days.

 

5.         Any sick leave granted under the provisions of this Section shall expire at the end of the applicable school year.

 

6.         The sick leave bank shall be administered by a sick leave bank committee consisting of four (4) members.  Two (2) members shall be designated by the Committee to serve at its discretion and two (2) members shall be designated by the Association.  The sick leave bank committee shall determine the eligibility for the use of the bank and the amount of leave to be granted.  The following criteria shall be used by the committee in administering the bank and in determining eligibility and amount of leave.

 

i.          Adequate medical evidence of serious illness.

 

ii.         Prior utilization of all eligible sick leave.  When the unused sick leave bank days reach fifty (50) days, it shall be increased by the contribution (assessment) of one additional day of sick leave by each member of the professional staff covered by this Agreement.  Additional contributions (assessments) will be deducted from the teacher’s annual sick leave.  The decision of the sick leave bank committee with respect to eligibility and entitlement shall be final and binding and not subject to appeal.

 

ARTICLE XV - Temporary Leaves of Absence

 

A.        Personal Leave

 

1.         The parties recognize that absences impact the educational process.  Teachers will be allowed up to four (4) days leave of absence for religious, personal, legal business, household or family matters which require such absence during school hours.

 

2.         It is the policy of the School Committee to be reasonable in meeting such needs of the staff.  The school department assumes that personnel will be equally reasonable in requesting such leave only under the following conditions:

 

a.         The situation is one which occurred suddenly, or is of such a nature that pre-planning is not possible or such pre-planning could not have eliminated the need for the leave.

 

b.         The situation is serious and unavoidable and of major importance, not one of mere convenience.

 

c.         The matter is one which cannot be postponed to, or resolved after, school hours.

 

3.         Application for personal leave will be made on the Personal Leave Request Form presently in use, for approval of the Principal.  Such application will be made at least twenty-four (24) hours before taking such leave (except in cases of emergency).  Said approval will not be unreasonably withheld.

 

4.         Personal leave should not be taken the day(s) before or after a vacation.  However, a teacher may request the use of a personal day before or after a vacation period due to extenuating or serious circumstances.  Such a request must be made in writing to the Superintendent or his/her designee who may approve the use of a personal day in these circumstances.

 

5.         Requests for use of consecutive personal days in excess of two consecutive days will be granted only on approval by the Superintendent or his/her designee. 

 

B.        Funeral Leave

 

            For a period not exceeding three (3) days, full pay will be granted in the case of death in the family (husband, wife, parent, grandparent, child, brother, sister).  The same privileges will be granted for absence due to the death of a relative with whom the employee is living.  An employee will be allowed absence for a single day with pay to attend the funeral of a friend or a distant relative.

 

C.        Military Leave

 

1.         Professional personnel called upon to serve, or who volunteer for service in the Armed Forces and who serve continuously for six (6) months or longer shall be granted a leave-of-absence for their term of duty, and shall be reinstated on the salary schedule one (1) Step above that at which they left by the September following the end of their service duty.

 

2.         Any teacher who must be absent from school to fulfill military obligations because of membership in an active reserve unit of the Armed Forces, provided he is ordered to duty, shall be paid the difference of his full salary as a teacher and his compensation as a reservist up to seventeen (17) calendar days of such leave.  If such leave is granted over seventeen (17) calendar days no pay shall be given.  Such time shall not be counted as sick or personal leave.

 

D.        Court Appearance

 

            When an employee is summoned into Court as a witness during school hours, the School Department will pay the difference between the full salary and the full compensation for serving as a witness for up to three (3) days per school year, provided that the employee has previously utilized his four (4) days leave of absence pursuant to Paragraph A above.  The requirements to use personal days shall not apply to job related appearances. This paragraph shall be subject to the same condition as Paragraph A above.

 

E.         Jury Duty

 

            An employee shall receive his full compensation minus a deduction for his juror’s pay when required to serve as a juror during the school year.  The teacher shall make every effort to obtain permission from the Court to serve as a juror during a period when school is not in session.

 


F.         Religious Leave

 

            A teacher whose religious faith requires in the usual observance of religious holidays of that faith that he be absent from work for one or more full teaching days shall have the above limit extended by the number of such holidays that occur during the school year.

 

G.        Quarantine

 

            When the Board of Health places an employee under quarantine for a period of a week or less, there shall be no loss in salary.

 

H.        Personal Injury

 

            Teachers shall be paid during an extended absence as a result of personal injury suffered in the course of employment.  The pay shall be the teacher’s normal salary less the amount of Workmen’s Compensation.

 

I.          Parental Leave of Absence

 

1.   A parental leave of absence shall be granted upon request to any qualifying employee for the purpose of giving birth to and/or rearing a newly born infant.  Further, a parental leave of absence shall be granted upon request to any qualifying employee for the purpose of the adoption, the foster placement, and/or rearing, of a newly adopted, or newly placed foster child, seven (7) years or younger, or in the case of a child who is physically or mentally disabled, twenty-two (22) years or younger. 

 

In order to qualify for the parental leave of absence:

 

a.   The employee must have completed one full academic year of continuous service as a unit employee.

 

b.   As soon as practicable after the female employee determines that she is pregnant, she shall inform the building principal.

 

c.   The employee shall notify the Superintendent or his/her desginee, in writing, at least 45 school days prior to the probable date said leave or disability is to commence or as soon as is practicable.  At the time of the notification, the employee shall select, in writing, one of the following options:

 

1.   Extended leave without pay for up to one (1) year - A female employee is entitled to use earned sick leave for certified disability resulting from childbirth and recovery therefrom during the period of this leave.  Up to the first twelve (12) weeks of such leave shall be considered leave pursuant to the Family Medical Leave Act (FMLA), depending upon the employee’s eligibility.

 

A.  An employee on an extended leave pursuant to Section C(1) may return to work at the beginning of a school year or the beginning of the second semester.

 

2.   Leave of up to twelve (12) weeks duration pursuant to the Family Medical Leave Act 1993 (FMLA leave), depending upon the employee’s eligibility – A female employee is entitled to use earned sick leave for certified disability resulting from childbirth and recovery therefrom during the period of this leave.

 

A.  An employee on a FMLA leave has the right to return to work at the conclusion of up to twelve (12) weeks FMLA leave.

 

3.   For those employees who have not completed one full academic year of full time service, but who have completed more than three (3) months of service, he/she may be granted up to eight (8) weeks of leave of absence pursuant to G.L. c.149, §105D, with entitlement to use earned sick leave during the certified period of disability due to childbirth and recovery therefrom.

 

A.  An employee on a leave pursuant to G.L. c.149, §105D has the right to return to work at the conclusion of a leave of up to eight (8) weeks.

 

d.   An employee on leave shall retain all rights held prior to such leave.  However, she/he shall not advance in increment unless he/she taught at least ninety (90) school days in the school year in which the leave commenced.

 

e.   While an employee is on the FMLA leave, the Committee shall continue its contribution toward the employee’s health insurance premium, provided that the employee makes timely payment of his/her contribution toward the health insurance premium.  An employee on an unpaid, non-FMLA leave of absence may continue his/her insurance coverage during the leave of absence provided that he/she pays 100% of the monthly premium.

 

f.    Notice of Return to Work

 

1.   Extended Leave: An employee on an extended leave pursuant to Section 1(c)(1) above shall notify the Superintendent or his/her designee by March 1 (if she/he were scheduled to return at the beginning of the school year) whether or not she/he is going to return to work at the beginning of the school year.  An employee on an extended leave pursuant to Section 1(c)(1) above shall notify the Superintendent or his/her designee by September 1 if she/he were scheduled to return to work at the beginning of the second semester whether or not she/he is going to return to work at the beginning of the second semester.

 

2.   FMLA Leave:  An employee on FMLA leave shall notify the Superintendent or his/her designee at least four (4) weeks prior to his/her scheduled date of return from leave whether or not she/he intends to return to work.

 

J.    FMLA Leave for Serious Health Condition

 

1.   An eligible employee may be entitled to up to twelve (12) weeks of unpaid leave of absence per contract year due to his/her own serious health condition or the serious health condition of a member of his/her immediate family.  In addition, that employee may be entitled to use sick leave during the 12 week leave (or any portion) provision to Article XV.  Fact sheets from the Department of Labor which describe the terms of this leave are available from the Superintendent’s office.

 

2.   An eligible employee shall apply in writing for such leave at least four (4) weeks in advance of such leave, unless extenuating circumstances prevent such notice, in which case the employee shall provide as much notice as possible.  As part of the application, the employee shall submit a Department of Labor certification of health care provider.  Copies of this form are available from the Superintendent’s office.

 

3.   While an employee is on approved FMLA leave, the Committee shall continue its contribution toward the employee’s health insurance, if the employer is insured through the school department provided that the employee makes timely contribution toward the health insurance premium.

 

4.   Prior to an employee’s return from FMLA related to his/her own serious health condition, the Superintendent may require a fitness for duty certificate from the employee’s health care provider.

 

 

ARTICLE XVI - Sabbatical Leaves

 

            After seven (7) years of continuous service in the Newburyport Public Schools, a teacher may apply for Sabbatical Leave for approved study and research.  The Committee may grant such leave on the following conditions.

 

1.      That the teacher be properly certified in the State of Massachusetts at the time of making the application.

 

2.      That the application be in writing to the Superintendent of Schools or his/her designee on or before November 15 of the school year.

 

3.      That it be a requirement that if such leave is granted, that a member of the staff who is granted this leave must enter into a written agreement with the Committee that upon termination of such leave he will return to serve in the Newburyport Public Schools for a period equal to twice the length of such leave and that, in default of completing such service, he/she will refund the City of Newburyport, an amount equal to such proportion of salary received by him/her while on leave as the amount of service actually rendered as agreed, bears to the whole amount of service agreed to be rendered.

 

4.      Sabbatical leave will be granted on the basis of one-half pay for the period of the leave.  No such leave will be extended for more than one (1) full academic (school) year.

 

5.      Such leave shall be recommended by the Superintendent before Committee approval is granted.

 

6.      No more than the ratio of one per hundred full-time teachers or major fraction thereof on the staff may receive Sabbatical Leave in any one year.

 

7.      Teachers returning after such leave shall not suffer any loss of benefits prior to taking such leave.

 

8.      Time spent on Sabbatical Leave shall be recognized on the salary schedule as equivalent to time spent in teacher in the Newburyport Schools.

 

9.      Salary payments shall be made on a ten (10) months monthly basis.

 

ARTICLE XVII - Insurance and Hospitalization Benefits

 

1.         The City of Newburyport and the Committee shall pay 75% of the cost of any hospital, medical and surgical insurance plan or program in effect during this Agreement and 75% of the cost of a $5,000 life insurance policy.  The City will also offer an HMO designated by the Group Insurance Advisory Committee, subject to the same rate.

 

2.         The City and the Committee will continue to provide comprehensive, medical and dental insurance plans at the current cost ratio, benefits and level of benefits which are currently in effect.  The contribution rates may change at the regular renewal period for the plans. Notice shall be provided by the City Treasurer to all employees during the month of July.

 

3.         Should any mandatory changes occur in the State Statue (32B) effecting health and welfare plans, this agreement will be immediately reopened for negotiations on this subject.

 

4.         The parties agree to implement a restricted Cafeteria Benefits Plan to meet IRS requirements, but limited to the employees share of life insurance and medical insurance premiums paid through payroll deductions.

 

ARTICLE XVIII - Conflict With Law or State Regulations

 

            No part or provision of this Agreement or any appendix attached hereto which is in conflict with any law or regulation of the State Department of Education shall prevail over such law or regulations while such conflict exists.

 

 

ARTICLE XIX - In-Service Education, Professional Development and Course Reimbursement

 

A.  Philosophy

 

Both the Newburyport School Committee and the Newburyport Teachers Association recognize the importance of all teachers continuing to enhance their own professional development to better serve the educational needs of the children of Newburyport.

 

B.  Professional Development Council

 

1.   There shall be a Professional Development Council (PDC) composed of one (1) teacher from each elementary school; two (2) teachers from the Middle School; two (2) teachers from the High School; three (3) administrators or supervisors; the Assistant

Superintendent.  The PDC will be co-chaired by a representative of the teachers and a representative of the administration.

 

2    The Professional Development Council shall have the following duties:

 

a.   The PDC will plan, organize, and review the Professional Development activities of the school system. 

     

b    The PDC will recommend to the Superintendent an annual budget for professional development.

 

c.   The PDC will review all requests for in-service credits and make a recommendation to the Superintendent.  The guidelines and procedures will be developed as stated in Section C.

 

d.   On an annual basis, the PDC will receive a list of the courses for which teachers received reimbursement according to D. Tuition Reimbursement.

 

e.   It shall be the responsibility of PDC members to communicate the training needs of the teachers within their buildings, especially the training needs related to new or existing curricula.

 

3.   Teachers who are members of the Professional Development Council shall receive an annual stipend based upon the Matrix for Options Beyond the Salary Schedule in Article XXIV – Leadership Positions of the Agreement.

 

C.        In-Service Program

 

1.   Both parties recognize the need for continued professional development through the continuing development of the skills and knowledge of the professional staff.

 

2.   Professional development activities are recognized through the salary schedule and by means of reimbursement for tuition costs upon recommendation by the Professional Development Council and approval of the Superintendent.

 

3.   Program for In-Service Credit

 

This program will provide in-service credit to be awarded on an annual basis and used for horizontal movement on the salary schedule for activities based upon the criteria described herein.

 

a.   The teacher seeking such credit shall submit a proposal on the Individual or Group In-Service Credit Proposal Form, and forward such form to their building principal.  Principals will indicate their recommendation regarding the proposal and forward the form to the Professional Development Council (PDC), who will indicate an initial approval of the proposal.

 

b.   In-Service Credit may be offered to groups or individuals, by the school system, for courses or projects with system-wide impact.  In those cases the Assistant Superintendent will present the proposed course or project to the Professional Development Council for their review against the criteria described.

 

c.   All in-service credit must meet the following:

 

1.   In-service credit will be awarded based on 12 hours equaling one (1) in-service credit and must be similar in quality and/or rigor to graduate level course work.

 

2.   In-service credit must be related to one or more of the following:

 

·         District and school goals

·         Individual recertification needs

·         Newburyport Public Schools curriculum and the Massachusetts Curriculum Frameworks and may be completed in the following ways:

·         Courses/workshops

·         Individual or committee work

·         Study groups

 

3.   All work must be accomplished outside of the teacher’s regular work-day and such time must not be compensated for in any other manner.

 

4.   The Professional Development Council (PDC), will determine final approval based on completion of a final product, as outlined on the In-Service Credit Proposal form and will forward their recommendation for the awarding of in-service credit to the Superintendent or designee.

 

5.   A course for which both in-service credits and graduate credits are offered and which is identical in content and rigor to a graduate level course, as determined solely in the discretion of the Director of Curriculum, shall be eligible for horizontal movement on the salary schedule and for tuition reimbursement.  The teacher has to present evidence that the course is identical in content and rigor to the graduate level course and the institution granting such graduate credit is an accredited institution.

 

6.   Teachers may be required to explain the relationship of their proposal to their Individual Professional Development Plan, but will not be required to submit a copy of that Plan to the PDC.

 

7.   Denial of any approvals required hereunder shall not be subject to challenge.  However, the reason(s) for such denial will be provided to the teacher.

 

d.   Teachers who have attained Bachelors+15 status on the salary schedule will not be eligible for In-Service Credits until they earn a Masters degree from an accredited college or university, but instead will be eligible for a stipend payment based on Options Beyond the Salary Schedule (Article XXIV).  Similarly those teachers who were grandfathered into the Master’s Equivalent status on the salary schedule will not be eligible for in-service credits unless and until they attain a Master’s Degree from an accredited college or university.  Instead, they will be eligible for a stipend payment based on Options Beyond the Salary schedule (Article XXIV).  Determination of such stipend payments will be based on Level I of Options of Beyond the Salary Schedule.  Any questions which may arise related to the level of the Options Beyond the Salary Schedule matrix, may be appealed to the Superintendent.  In the unlikely event that funds are unavailable, teachers will be notified in writing of that fact in advance of participation in an activity/course.

 


D.  Tuition Reimbursement

 

A teacher shall be reimbursed fifty percent (50%) of the tuition cost of courses taken at an accredited college or university subject to the following conditions:

 

1.   The course must be approved in advance by the Superintendent or his/her designee.

 

2    The course must be part of a planned program to enhance the competence of the teacher in his/her present position, and normally one that would be part of a degree program.  Other courses may be approved at the discretion of the Superintendent or his/her designee.

 

3.   The teacher must achieve a grade of at least B or its equivalent and shall submit a record of the grade to the Superintendent or his/her designee.

 

4.   The teacher shall pay the entire tuition fee and shall be reimbursed on the successful completion of the course as provided herein.  A received copy of the tuition bill shall be submitted to the Superintendent or his/her designee as evidence of the cost of the course.

 

5.   To be eligible for tuition reimbursement as provided in this article a teacher shall be planning to continue his employment in the Newburyport Public Schools during the year following the year in which the course was taken.  Payment for courses taken during a summer session will be made only to teachers who return in September.

 

6.   Reimbursement for tuition will be limited to eight hundred dollars ($800) per contract year, per teacher.  All requests for the first course reimbursement will be met prior to a teacher receiving any additional reimbursement.

 

7.   The Committee agrees to budget the sum of fifteen thousand dollars ($15,000) for tuition reimbursement as provided in this Article.

8.   Monies for tuition reimbursement shall be split equally among summer, first semester and second semester coursework. Monies that are not used in one triad will be carried forward and used as part of the next triad. Any money remaining at the end of the third triad will first be used to reimburse members whose first course was not paid due to a lack of available funds in a given triad. Any monies remaining after those payments will then be evenly distributed among unit members who took more than one course. A tally of the monies expended for each section shall be sent to the Association president.

 

 

E.   The Committee will pay for registration, tuition and course materials for any course it requests a teacher to take.

 

 


ARTICLE XX - Exchange Teachers

 

            The Committee has the right to establish a program whereby teachers may, with their agreement, be exchanged for teachers in other school districts in the United States or a foreign country.  Procedures to be utilized in such an exchange program shall be recommended by the Superintendent, and shall include, among other appropriate provisions, the following:

 

1.   All rights and privileges of the Newburyport teacher shall remain in effect.

 

2.   The exchange teacher shall be placed on the salary schedule in accordance with his experience and training.

 

 

ARTICLE XXI - Professional Conduct

 

A.  Extended Vacations

 

            Established and publicized school vacations are not to be extended by professional staff members, except for extraordinary reasons approved in advance by the Superintendent.  “In advance” shall be interpreted to mean in advance of the day on which a school vacation begins.  If such “extraordinary reasons” occur during the vacation period, the professional staff member shall notify the Superintendent immediately by the best possible means.  Teachers may be asked by the Superintendent for written explanations of such extensions.  Violations of this article shall subject the violator to appropriate administrative remedies.

 

B.  Resignations

 

A teacher may resign for reasons of illness, pregnancy, or other similarly justifiable reasons by submitting a letter of resignation at least (30) days in advance of the proposed final day of work, unless the contract has been terminated by mutual consent or School Committee action.  Violations of this article shall subject the violator to appropriate administrative remedies and upon notification, the Teachers Association shall refer the matter to its P R & R Committee for appropriate action.

 

 

ARTICLE XXII - Conduct of Association Business

 

A.  Leave for Association business such as:

 

1.   NEA, NTA, MTA conferences shall not be unreasonably denied.

 

2.   Normal local Association business should take place after school hours.

 

3.   In the event, the Association President is required by the Administration to be present for a meeting(s) during the school day, the Administration will replace the President with a substitute which will be at Committee expense.

 

4.   If the Association President is required by the N.T.A. to be present for a meeting(s) during the school day, the Administration will replace the President with a substitute which will be at N.T.A. expense.

 

B.  The Committee shall make available to the Association the minutes of its meetings.

 

C.  Mail boxes and bulletin boards will be available for Association business.

 

D.  The Association shall furnish the Superintendent with a list of its officers, members and members of its standing committee as soon as they are appointed and shall notify him of any changes that occur thereafter.

 

E.   The Association shall furnish the Superintendent with the names of any person or persons empowered by it to conduct negotiations with the School Committee, and in the case of any such person who is not a member of the professional staff of the Newburyport Public Schools, the Association shall furnish information relative to the professional affiliations of that person and his relationship to the Association.  The Committee agrees to furnish the same information to the president of the Teachers Association.

 

 

ARTICLE XXIII - Evaluations

 

A.  The Association and the Committee agree that the evaluation of professional

personnel is essential to the improvement of professional performance, and to the fulfillment of the responsibility of both parties to provide educational services of high quality for all of the children in the schools.

 

B.  The Association and the Committee agree that evaluation procedures set forth in the Newburyport Educator Evaluation System shall be primarily concerned with helping teachers to improve their professional performance.

 

C.  1.   The PERFORMANCE EVALUATION for

both teachers with and without Professional Teacher’s Status in Newburyport will be conducted pursuant to the Newburyport Educator Evaluation System. 

 

D.        Personnel Files

 

1.   If any written report is made concerning a teacher, which is to be placed in the teacher’s file, the teacher shall be given a copy of such report before it is filed.  The teacher shall sign the file copy to acknowledge that he has seen the report prior to its filing. The teacher’s signature shall not be construed as agreement with the contents of the report. 

 

2.   A teacher who disagrees with the contents of any such report shall have the right to submit a written commentary which shall be placed with the report in his personnel file.

 

3.   Inspection of personnel records shall be governed by Chapter 71. Section 42C of the Massachusetts General Laws.

 

 

ARTICLE XXIV - Leadership Positions/Stipended Positions

 

A.  Options Beyond the Salary Schedule

 

The Options Beyond the Salary Schedule Matrix is the result of a Joint Study Committee report which devised a framework for determining equitable compensation for teachers who contract to take on responsibilities beyond those expected of all teachers.  The framework is designed to provide our system with flexibility to create new and modified positions, while ensuring that similar positions are compensated similarly across the system.  The parties have agreed to include these as part of the agreement.

 

The compensation Matrix would be used to “level” a stipended position based on its job description.  The Superintendent and the Association President will review all stipended positions annually, and will review the proposed compensation against the Matrix.  Some discretion will be required in positioning stipends within the benchmarks of the Matrix, but each decision must be supported by a rationale based on the criteria of work load and responsibility set forth in the Matrix.

 

A number of assumptions underlie the provision:

 

1    Only positions with a term of at least one (1) year will be reviewed in the context of the Matrix.  Short-term assignments for which a stipend is paid are not included in the Matrix.  However, summer curriculum work throughout the school year may be included within the Matrix.  Such short-term assignments shall be paid at a rate of not less than thirty dollars ($30.00) per hour, referred to herein as the “Contracted Hourly Rate”.

 

2.   All positions will have a job description in place before a stipend is determined.  Job descriptions for stipended positions should include an estimate of the time required to perform the tasks outside the school day and year.

 

3.   The School Committee will determine on an annual basis whether a stipended position will be funded for the upcoming school year and, subject to funding, the Superintendent will determine whether to fill such position.

 

4.   The Superintendent and the Association President will meet by May 15 of each year for the following purposes:

 

(a)        for the Superintendent to provide the Association President with notice of any stipended positions which will not be filled for the upcoming school year: and

 

(b)        to review the job descriptions and compensation for all stipended positions which the Superintendent intends to fill.

 

5.   The term of a stipended position is one school year.  Stipended positions will be posted no later than June 1 of each year.  The posting will be for a period of seven (7) calendar days.  All NTA members will be provided with notice of the posting electronically utilizing their Newburyport Public Schools email.  Vacancies in stipended positions occurring after June 1 will be posted in accordance with the aforementioned procedures, i.e. 7 calendar days notice by email.  For vacancies occurring over the summer, the posting period will be expanded to two weeks.  Qualified NTA members will be afforded preference in appointment.  If no qualified NTA member applies, the District may seek applicants from outside the Association.

 

6.   Prior to a teacher’s commencement of work, the following details will be put in writing, signed and dated by both the teacher who has been appointed to the contracted position, as well as the administrator who created/sponsored the position:

 

a.   A detailed description of the work expected of the teacher;

b.   Any document/form that must be completed and submitted in order for the teacher to receive payment; and

c.   The expected level of compensation for the position.

 

7.   Payment for work completed under Article XXIV will be disbursed to the teacher no later than four (4) paychecks after the completed work has been submitted to the responsible administrator, and the responsible administrator has confirmed the completeness of the submitted documentation.

 

B.  The Matrix:

 

1.   The task words used to define each level are cumulative for each higher level.  That is, a level 3 position includes some or all of the tasks from levels one and two in addition to those specific to level 3.

 

2.   Not every word used to describe a level will be found in every job description.  Rather, the words serve to define a level of responsibility and activity that would be expected of a teacher at that level.

 

3.   Each level has a base stipend and an estimate of the minimum time outside the school day and year to be dedicated to the position.  Criteria for moving forward the maximum stipend are spelled out in terms of time (for levels I and II) and in terms of people supervised (for level III).  Both criteria are designed to match compensation with work load.

 

4.   The mid-range stipend is a benchmark between the minimum and maximum, but does not preclude stipends falling at other points between the two extremes.  The workload criteria may be used to level jobs at any point between the minimum and the maximum.

 

5.

Level

Descriptors

Base Stipend/

Time on Task

 

Mid Range Stipend

Max Stipend

I

Plans

Develops

Communicates

Organizes

Lists

Assesses

Designs

Surveys

Implements

Set goals

$500

+ 1 week

   outside

   school year

 

+ ≤ 36 hours

   outside

   school day

$750

+ 1 week

   outside

   school year

 

+ > 36 ≤ 72

   hours outside

   school day

$1,000

+ 1 week

   outside

   school year

 

+ > 72 hours

   outside

   school day


 

II

Initiates

Builds consensus

Analyzes

Collaborates

Researches

Catalyses

Facilitates

Directs

Plans Agendas

Models behavior

Mentors

$2,000

+ 2 weeks

   outside

   school year

 

+ ≤ 36 hours

   outside

   school day

$3,000

+ 2 weeks

   outside

   school year

 

+ > 36 ≤ 72

hours outside

school day

$4,000

+ 2 weeks

   outside

   school year

 

+ > 72 hours

outside school

day

III

Observes

Judges

Sets standards

Determines

  direction

Decides

Manages

Evaluates

Recommends

Supports

Plan programs

Mediates

$2,500

+ 3 weeks

   outside

    school year

- 40% release

  time from

  teaching

  duties

 

+ $250

   per person

   “supervised”

 

 

 

 

C.  Other Stipended Positions

 

1.   The Instructional Media Coordinator’s stipend shall be $2,750 annually.

 

2.   Teachers of Pre-Kindergarten and Kindergarten shall receive Two Hundred Dollars ($200.00) in addition to their basic salary.

 

3.   Teachers of self-contained special needs classes shall receive $500 in addition to their basic salary while so serving.

 

4.   Employees who have been appointed master teachers prior to the execution of the 2005-2008 collective bargaining agreement shall continue to receive the $1,000 stipend per contract year so long as they are continuously employed by the Newburyport School Committee.

 

5.   Virtual High School (VHS) Positions

 

VHS Coordinator: This shall be a stipendiary position with an annual stipend of $5000.   It is envisioned that the VHS Coordinator duties would be in addition to the unit member’s regular teaching duties.  There would be no release time granted from those duties.

 

VHS Teacher: This teaching position will be comprised of a .8 FTE Newburyport High School position and a .2 FTE VHS teacher position.  There will be no release time granted from the .8 NHS contractual responsibilities.

 

Notwithstanding the respective working conditions of the two positions referenced above, it is understood for the Fall 2009 semester, one individual may be called upon to serve in a combined capacity:  as both the VHS Coordinator and the VHS Teacher.  In such case, the individual will be employed under the working conditions for a VHS Coordinator (a 1.0 FTE teacher who serves as a Coordinator outside his/her regular duties for an annual stipend of $5,000.00) who also performs an additional .2 FTE as the VHS Teacher, for which he/she is compensated.  As such the individual would be working as a 1.2 FTE.

 

The Parties agree to meet at the conclusion of the 2009-2010 school year to review the actual job duties as performed by these positions.

 

D.  Stipend Sub-Committee

 

1.   The stipends paid for leadership and extracurricular activities pursuant to Appendices B and D of the Agreement will remain at the 2012-2013 rates for the 2013-2014 school year.

 

2.   A joint subcommittee comprised of representatives designated by the NTA President and the School Committee Vice-Chair, in consultation with the Superintendent, will be formed to review the stipend positions in the District, pursuant to the following:

 

a.         The subcommittee will meet no later than September 30, 2013 to begin the process of reviewing the existing stipend positions, the job duties involved and the current level of compensation paid for such duties.

 

b.         The subcommittee is charged with developing an updated and current list of stipend positions, recommended job descriptions and compensation levels for each such position.

 

c.         By January 15, 2014, a subcommittee will report to the negotiating teams, at a joint meeting, the status of their work.

 

3.   The Parties agree that the Collective Bargaining Agreement may be re-opened for the limited purpose of negotiating over the recommendations brought forth from the joint subcommittee relative to leadership and extra-curricular activities stipends, with such agreed upon charges to be effective September 1, 2014.

 


ARTICLE XXV - Reduction In Force

 

A.  Definitions:

 

1.   Seniority:

 

An employee’s total length of service in years, months and days in the employ of the Committee, except as modified hereunder:

 

a.   Teachers who resign and later return to the system will receive seniority credit for one-half the number of total days worked each year, not to exceed ninety-one (91) days in any school year, for each of those school years prior to their resignation(s).

 

b.   Part-time teachers shall be granted full credit for service occurring prior to September 1, 1983.  Thereafter, a part-time teacher shall receive proportionate credit based on the total number of days worked each year.

 

c.   Unpaid leaves of absence shall not be counted toward seniority but shall not constitute a break in seniority.  Employees shall be credited for seniority purposes up to a maximum of one year with time spent on any paid leave of absence provided for in this agreement.

 

d.   In the event of equal seniority, continuous service in the employ of the Committee shall govern.  If continuous service is equal, the Superintendent shall apply the “head and shoulders” standard of Section B,5 hereof to the unit members.  The Superintendent shall notify the affected teacher (s) in writing.

 

2.   Part time Teachers:

 

A teacher who works a portion of a day, week or year.

 

3.   Qualified: Shall in this article mean the following:

 

a.   Appropriate Certification

 

b.   Having taught a course successfully for one year in the department

 

4.   Recall

 

The effective period of the recall list would be from September 1, immediately following their layoff through August 31, two years following their layoff.  Vacancies which occur during this period shall be filled from the recall list outlined in this agreement.

 


5.   Departments:

 

Pre-K

 

Elementary Department K-5

 

6-12 Departments

English

Mathematics

Science

History

Technology Education

Foreign Language

- Latin

- French

- Spanish

- German

 

K-12 Departments

Guidance

Art

Music

Physical Education/Health/Wellness

School Nurse

Library Teacher

Special Education

Technology

 

If other categories are created during the life of the Agreement, the parties will determine where they shall be placed in the classification.

 

B.  Procedures

 

1.   Reduction-in-force will be achieved first by attrition, including but not limited to resignation, retirement, death or the non-renewal of a teacher without professional teacher status.

 

2.   If layoffs of unit members with professional teacher status are then needed, then no teacher with more than three years of continuous service shall be laid off if there is a teacher with less than three years of service in the system whose position the teacher is qualified to fill.

 

3.   The Committee shall have the sole discretion in determining which position or positions or which type or types of positions are to be eliminated.

 

4.   In the event of reduction-in-force, it is recognized by the parties that the assignment and transfer sections of this Agreement will be administered to provide for the retention and recall of staff under this Article.

 

5.   Seniority shall determine retention and layoffs shall occur in reverse of order of seniority.  If however, the junior teacher in a department can be demonstrated to be “head and shoulders” above an individual member in the department senior to him, the junior teacher may be retained.  If the next most junior teacher in a department can be demonstrated to be “head and shoulders” above an individual member of the department senior to him, he, too, may be retained and the next most junior teacher shall be laid off.  If layoff occurs by seniority, such action is not grievable.  In the event an administrator is returned to this bargaining unit, the “head and shoulders” standard does not apply and the most junior teacher shall be laid off.  An administrator who returns to this bargaining unit shall be credited with one-half of the number of years of service accrued while serving in an administrative position, in addition to any years of service previously accrued as a member of the teachers bargaining unit.  To demonstrate “head and shoulders” superiority, the following criteria shall be used in order:

 

a.   Evaluation of the two (2) most recent successive years.

 

b.   Nature and diversity of certification.

 

c.   Previous teaching experience in and out of Newburyport.

 

d.   Academic background, including degree status and courses taken in major and minor fields of study.

 

6.   A teacher with professional teacher status who is scheduled to be laid off may “bump” a less senior teacher in another department if he is certified and has taught a course successfully for one year in the department.  A teacher may be prevented from bumping into another department if the assignments of the members of the department cannot be adjusted to accommodate the entry of the teacher into the department.  A reasonable effort shall be made to adjust the assignments.

 

7.   For purposes affecting consideration of professional teacher status and/or seniority, an employee whose position still may not be eligible for formal inclusion under the state’s professional teacher status laws shall be considered to have professional teacher status if the employee has received in that position a fourth consecutive appointment or has otherwise met the requirements and provision of MGL CH. 71 S. 41.

 

8.   Nothing in the Agreement shall prevent a teacher from volunteering to be laid off, should he so choose.

 

9.   All teachers to be affected by a reduction-in-force shall be notified in accordance with (a) or (b) below to be effective the subsequent September 1.

 

a.   Employees who are to be laid off for reasons of economy (budgetary reasons) will be notified in writing of such layoff within fifteen (15) days of the date on which the Newburyport City Council formally adopts the Newburyport Municipal Budget.

 

b.   Employees who are to be laid off because of decrease in pupil enrollment, changes in curriculum or any reason other than 9(a), will be notified in writing of such layoff within fifteen (15) days of the date on which the school committee formally adopts the school budget.

 

The notification shall include a statement or reason (s) for the reduction-in-force as it pertains to the individual teacher.  A copy of any such notifications shall be sent contemporaneously to the President of the Association.

 

C.  Recall

 

1.   During the recall period, teachers affected by a reduction-in-force shall maintain, subject to law, all rights and benefits accrued during their previous service in Newburyport and shall be included in the group medical and insurance plans, at their option, provided that they pay one hundred percent (100%) of the premiums, subject to any regulations that may apply.

 

2.   Once a teacher has been notified of being affected by a layoff, the teacher must determine whether he desires to exercise his rights pursuant to M.G.L. c.71, §42 or exercise rights pursuant to this Agreement and be placed on the recall list.  Said written decision must be sent to the Superintendent within thirty (30) calendar days of receipt of the layoff notice.  Any affected teacher (s) who elects to waive rights to a dismissal hearing pursuant to M.G.L. c.71, §§42 or 42A does so with the understanding that such waiver applies irrevocable to that particular position held at the time and shall encompass the automatic termination process at the end of the layoff period.  Should the teacher not be reduced or should the teacher be recalled at any time prior to the expiration or the recall period, the written waiver shall be returned to the teacher, except said waiver shall not be returned to a teacher who agrees to replace a teacher on leave of absence or who otherwise agrees to return on a temporary basis.  The waiver is contained in Appendix E, Forms.

 

3.   A teacher on the recall list shall be considered to be on an unpaid leave of the duration of the recall period.

 

4.   Should a teacher not accept recall for any reason prior to the expiration of the recall period, the teacher may resign or retire from the system.  If the teacher retires, he shall be

entitled to the benefit otherwise accorded retiring teachers in Article XV C (in accordance with the procedure outlined therein).

 

5.   All teachers on the recall list who choose to be recorded on the substitute list shall notify the Superintendent in writing.  Teachers so recorded shall be accorded priority in the awarding of assignments in accordance with guidelines established by the NTA and the Superintendent.

 

6.   The recall procedure shall be as follows:

 

a.   Recall shall be by inverse order – i.e., last out, first in.

 

b.   A laid off teacher shall have the right to return to a position in the Department from which he was reduced.

 

c.   A laid-off teacher shall have the right to return to a position in a department other than that from which he was reduced if there is no other teacher from the department on the recall list, if he is certified, and if he has taught a course successfully for one year in the department.

 

d.   This procedure shall be applied until no qualified employees remain on the list.

 

e.   In the event there is a vacancy in a department other than the one from which the teacher was reduced, for which the teacher was qualified but whose recall would require the adjustment of assignments during the school year, the teacher need not be recalled during the school year, but would be recalled for the following September 1 (in accordance with the standards of Section 5 of this Article) prior to hiring of an individual from outside the system.

 

7.   Notification of a vacancy shall be made within a reasonable time after occurrence of a vacancy.  A copy of the notice shall be sent contemporaneously to the Association.  If a teacher does not accept the position by the end of fourteen (14) days after it has been offered, the Committee shall offer the position to the next qualified teacher on the list.  This section shall not preclude the Superintendent from simultaneously notifying up to three (3) qualified teachers on the recall list of an offer of potential recall, but order of recall shall be governed by Section 15.  If there is no qualified teacher on the list, the Committee may elect whoever it chooses.

 

a.   If a teacher is under contract to teach in another school district he may claim the vacancy within fourteen (14) days or agree in writing within the same time period to return to Newburyport on September 1st of the following school year.  The vacancy would then be offered to the next qualified teacher on the recall list, if any, on a temporary basis for the balance of the school year.  The seniority standing of a teacher filling in on a temporary basis shall not be added to or detracted from by said acceptance.

 

b.   The unanticipated illness of a teacher shall result in the position being offered to a teacher on recall when it can reasonably be determined that the teachers illness will be prolonged.

 

8.   Any teacher affected by a reduction-in-force who accepts another teaching position during the two-year recall period shall notify the Superintendent of this act within thirty (30) days of his appointment and shall inform the Superintendent as to whether or not he wishes to maintain his status on the recall list.  Such notification and information shall be in writing.  Any person who fails to comply with the provisions of this section shall be placed at the bottom of the recall list.

 

9.   A teacher who refuses the offer of a position shall be placed at the bottom of the list.

 

10. If a teacher on recall is not recalled within the two year period, his rights under this Article are terminated, and he shall be dismissed automatically in accordance with the terms of the waiver executed him.

 

D.  Seniority List:

 

1.   A list specifying the seniority status of each employee in the employ of the Committee shall be prepared by the Superintendent and forwarded to the President of the Association within ninety (90) days following the formal execution of the Agreement.

 

2.   If no written objections of the Superintendent’s original seniority list are filed in writing by thirty (30) calendar days after receipt of same by the President of the Association, the listing shall be deemed final and binding.  After this initial period for objections to the original list, the only challenge arising out of placement on the original list that will be examined shall be an error of a typographical nature.  Written objections to the seniority list shall be filed with the Superintendent of Schools and a copy shall be sent to the Association President.

 

3.   Thereafter, an updated seniority list shall be supplied by the Superintendent by November 1st of each calendar year.  If no written objections to the seniority list are filed in writing by fifteen (15) days after receipt of same by the Association President, the list will be deemed final and binding.  Challenges to a list of that of the previous year may be raised only on the basis of an inaccuracy or discrepancy that has arisen since the close of the previous challenge period.  Written objections to the seniority list shall be filed with the Superintendent of Schools and a copy shall be sent to the Association President.

 

4.   In the event there are questions or objections raised in writing to the Superintendent, these will be jointly examined by the President of the Association and the Superintendent.  If the Present and the Superintendent cannot resolve the objection, the Association may process the objection through the grievance procedure beginning at Step 3, or the Committee and the Association may agree to submit the objection to expedited Arbitration.

 


E.   Waiver

 

            A teacher with professional teacher status who is notified that he is to be laid off and who waives in writing on the form Appendix F, Forms, present and/or future rights to a dismissal hearing pursuant to MGL CH. 71 S. 42 for the express purpose of the specific reduction for which he has been notified pursuant to this Article XXV, shall be placed on an involuntary unpaid leave of absence and retain all tenure rights, seniority and other contractual benefits in lieu of dismissal.  Such involuntary unpaid leave of absence shall be for a period of two (2) years from September 1st, immediately following notice of reduction.  Should the teacher accept recall, said waiver is null and void.  The teacher shall be dismissed automatically following the termination of the involuntary leave of absence.

 

ARTICLE XXVII – WORKING SUBCOMMITTEES

 

The Parties agree to form the following study committee, with representatives of their own choosing, to study and collaborate on inclusionary practices, including the integrated therapies approach.

 

By doing so, neither side waives any rights or positions it may take regarding their relative bargaining obligations on these topics.

 

ARTICLE XXVII – CONTRACT RE-OPENERS

 

A.        High School Student Schedule

 

In the event that during the life of the 2013-2016 Collective Bargaining Agreement, the High School administration and the Association reach a joint recommendation relative to a new schedule at the High School, the Parties agree to re-open the 2013-2016 Collective Bargaining Agreement to negotiate over the recommended schedule change.

 

B.        Appendix F

 

The Parties acknowledge that as of the effective date of the 2013-2016 Collective Bargaining Agreement, the District is engaged in the development of a Continuum of Special Education Services Plan.  The Parties agree to re-open the 2013-2016 Collective Bargaining Agreement to revise Appendix F as necessary for the implementation of such Plan.

 

ARTICLE XXVIII – CORI CHECK

 

1.         The Superintendent of Schools shall request and review CORI checks. Such checks shall take place not more than once every three (3) years.

2.         Teachers shall be made aware that CORI reports concerning them are being requested and when such request is actually made.  In accordance with state law, all current and prospective teachers shall sign a CORI Request Form which shall be maintained by the Superintendent, authorizing receipt by the Newburyport Public Schools of all available CORI data from the Criminal History Systems Board.  In the event that an individual teacher has questions concerning the signing of the CORI Request Form, he/she may meet with the superintendent. If the concerns are not resolved and the teacher fails to sign the CORI Request Form the Superintendent may take appropriate action. Any and all personnel actions resulting from a teacher’s failure to sign the CORI Request Form shall be conducted pursuant to the provisions of the General Laws of the Commonwealth of Massachusetts.

3.         Employees shall be made aware that, upon request, they shall be provided with a copy of the CORI report received by the Superintendent.

4.         A teacher may challenge information contained in his/her CORI report by notifying the Superintendent, in writing, of his/her intent to challenge the CORI report within ten (10) days of the teachers receipt of the CORI report from the Superintendent’s office as described in paragraph 2 above.  If the teacher informs the Superintendent in writing that there is an error in his/her CORI report, then the teacher will be given thirty (30) days to have the CORI report corrected by the Criminal History Records Board (CHRB). The Superintendent may extend this thirty (30) day period as needed. Such an extension will not be unreasonably denied. No personnel action will be taken against the teacher until the teacher has received a response from the CHRB.

5.         All CORI records shall be kept in a separate, secure file maintained in the office of the Superintendent separate from personnel files. Upon retirement or termination of his/her employment an employee may request in writing that s/he be given his/her reports. Such reports shall be provided to the employee within ten (10) days of the request.

6.         Access to CORI records will be restricted to the Superintendent or his/her designee, the Human Resources Administrative Assistant and the Principal of the teacher, except that, where a teacher challenges any disciplinary action taken by the Committee as a result of an unfavorable CORI, the CORI report and/or its contents may be shared with others.

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

 

ARTICLE XXIX – SMOKING POLICY

The Committee and the Association agree that the appropriate level of discipline for smoking on school grounds or at school-related functions shall be the following:

 

First Violation:                        Letter of reprimand to include warning for further violations

 

Second Violation:                   Loss of one (1) day of pay
                                                Written warning for further violation

 

Third Violation:                      Five (5) days suspension with loss of pay

 

Subsequent Violations:           Subject to dismissal

ARTICLE XXX - Duration of the Agreement

 

This Agreement shall be in force from September 1, 2013 through and including August 31, 2016.

 

The Association and the Committee agree that each has had the opportunity to bargain for any provisions that it wished in this contract and each expressly waives the right to reopen the contract for any further demands or proposals.  Each agrees that this contract constitutes a complete agreement on all matters and that if other proposals have been made or considered, they have been withdrawn in consideration of this contract.  This contract shall not be reopened for any purposes except:

 

1.   The limited issues described in any Study Committee recommendation which the parties approve as part of the bargaining process; and

 

2.   To initiate negotiations for a successor agreement to become effective on or after September 1, 2016, by giving written notice to the other party on or after September 1, 2015.  In the event that the negotiations are undertaken for a successor agreement, all terms and conditions of this agreement shall continue in full force and effect until a successor agreement is signed.

 

This Agreement is signed in duplicate this 20th  day of   December   2013.

 

For the Newburyport Teachers Association               For the Newburyport School Committee

 

____________________________________            ____________________________________

____________________________________

____________________________________

____________________________________

____________________________________

 

 

 

 


Appendix A - Compensation

 

Section 1:  Placement

 

a.   The salary schedule set forth below at Appendix A, Section 8 shall become effective September 1, 2013.

 

b.   New teachers hired shall be placed in their proper classification, and on the proper step.  This presupposes that they shall not be placed higher than the teachers already in the system with comparable qualifications.

 

Section 2:  Annual Increments

 

a.   It is mutually agreed that annual increments are not automatic.  They are granted by the Superintendent.  A teacher may have his increment withheld provided that prior to March 15 he is notified in writing by the Superintendent that his work is unsatisfactory.  The Superintendent and the Principal shall take steps to provide help and guidance to the teacher for the purpose of improving his/her efficiency.  If by June 1, the teacher is still considered to be unsatisfactory, the School Committee may withhold the salary increment due the following September.  However, the increment shall not be unreasonably withheld.

 

b    All professional employee increments shall be effective in September of each year.

 

Section 3:  Credit Towards Salary Advancement – Horizontal Salary Increase 

 

a.   The starting point for credits earned shall be taken from Form 48 of the Superintendent’s office; i.e., the Professional Credits Information Form dated September 1968.

 

b.   Only credits earned in a graduate program in an accredited college or University will be used in moving a teacher from one salary category to another.  Undergraduate course credits may be applied to advancement within the teacher’s salary category, only if evidence is presented that no graduate courses are available in the same subject and the course is approved in advance by the Superintendent.  In all cases, the Superintendent’s decision is final and is not subject to grievance.

 

c.   The determination of the number of credits a teacher may use for salary\increments shall begin with the number of credits stated by the teacher on his application form and verified through the presentation of appropriate credentials.

 

d.   A teacher obtaining the approved credits, or a Master’s degree, will be placed in his proper classification when his next increment would normally take place.  Certified credentials must be in the hands of the Superintendent by September 1.  Credits not to be completed until August will be honored contingent upon evidence of satisfactory completion before the beginning of the new school year.

 

Section 4:  Daily Rate of Pay

 

            The daily rate of pay shall be determined by dividing the salary for the school year by the total number of days in the work year.

 

Section 5:  26-Payment Plan

 

a.   The salaries of all teaching personnel and administration shall be paid on a 26 payment plan from September through August each year. It is understood that the first check in September may not be available until the third week in September because of initial payroll preparation. However, the schedule thereafter shall be developed as if the first check had been paid at the normal time. The last paycheck in August, payable on or about the following September 6th, shall close out any outstanding amounts in the teacher’s account. Requests for other systems of payment will not be honored.

 

b.   Alternate Pay Plan

 

1.   There will be a lump sum payment equal to five paychecks on the first payday which falls within the new fiscal year.

 

2.   The teacher would select which pay plan he will be on not later than May 1.

 

3.   Once selected, the choice may not be changed for that school year.

 

c.   Payroll Creep – Occurrence of a 27th Pay Period

 

For employers whose payrolls are on a bi-weekly pay year consisting of 26 pay periods, an anomaly called “Payroll Creep” occurs approximately every eleventh year  whereby the year contains an additional or 27th pay period.  This is due to the difference in timing between two-week pay periods, a 364 day calendar and the additional days for a leap year.

 

The District’s Business Office will use its best efforts to determine the next occurrence of a 27 pay period year and will notify the Association President of such.  The Association will survey its members to determine if the Association prefers remaining at a 26 pay period plan or changing to a 27 pay period plan for the Payroll Creep Year only.  The Association will advise the Superintendent in writing of the members’ preference no later than June 30 immediately preceding the School Year in which the Payroll Creep occurs.  In the event the Association chooses the 27 pay period plan, the annual salary will be divided into 27 equal payments.

 


Section 6:  Salary Memorandum

 

By September 30th of each year the Committee shall provide each teacher with a salary memorandum which shall include salary information, an accumulated sick leave statement and a statement of earned credits, both in-service and graduate.

 

Section 7: Pre-K, K, and Elementary School Teachers

 

For each year of the Agreement all pre-kindergarten, kindergarten, and elementary classroom teachers will receive a voucher in the amount of Three Hundred Dollars $300 for the purchase of classroom and/or academic supplies.


Appendix A – Section 8 - Salary Schedules

 

Teacher’s Salary Schedule

2013-2014

Effective September 1, 2013

0.5% increase

Step

Bachelor

Bachelor+15

Master

Master+ 15

Master+30

Master+45
/CAGS

Master+60

Master+75

Master+90

1

$42,428

$43,476

$45,571

$46,619

$47,666

$48,714

$49,971

$51,542

$53,114

2

$43,854

$44,936

$47,103

$48,185

$49,268

$50,350

$51,650

$53,274

$54,899

3

$45,327

$46,447

$48,685

$49,804

$50,923

$52,042

$53,385

$5,064

$56,743

4

$46,850

$48,007

$50,321

$51,477

$52,634

$53,791

$55,180

$56,915

$58,649

5

$50,472

$51,718

$54,211

$55,456

$56,703

$57,950

$59,445

$61,313

$63,183

6

$52,168

$53,455

$56,031

$57,320

$58,609

$59,896

$61,442

$63,374

$65,306

7

$53,920

$55,252

$57,915

$59,245

$60,577

$61,908

$63,506

$65,504

$67,501

8

$55,732

$57,108

$59,860

$61,237

$62,612

$63,989

$65,640

$67,704

$69,769

9

$58,318

$59,758

$62,638

$64,078

$65,518

$66,958

$68,685

$70,846

$73,006

10

$60,277

$61,766

$64,742

$66,231

$67,720

$69,207

$70,993

$73,226

$75,458

11

$63,291

$64,854

$67,979

$69,542

$71,105

$72,668

$74,544

$76,892

$79,232

11A

$64,874

$66,476

$69,679

$71,281

$72,883

$74,485

$76,407

$78,815

$81,213

11B

$66,456

$68,097

$71,378

$73,020

$74,661

$76,302

$78,271

$80,737

$83,193

11C

$68,038

$69,718

$73,078

$74,758

$76,438

$78,119

$80,134

$82,659

$85,174

11D

$69,620

$71,340

$74,777

$76,497

$78,216

$79,935

$81,998

$84,582

$87,155

11E

$71,203

$72,961

$76,477

$78,235

$79,994

$81,752

$83,862

$86,504

$89,136

 

 

 

Steps 11A through 11E reflect the following longevity payments based upon the completion

of the identified years of service in the Newburyport Public Schools.

 

                        Step 11A – upon the completion of ten years, step 11 plus 2.5%

                        Step 11B – upon the completion of fifteen years, step 11 plus 5%

                        Step 11C – upon the completion of twenty years, step 11 plus 7.5%

                        Step 11D – upon the completion of twenty-five years, step 11 plus 10%

                        Step 11E – upon the completion of thirty years, step 11 plus 12.5%

 


Effective the 92nd work day of the 2013-2014 School Year

0.5% Increase

 

Step

Bachelor

Bachelor+15

Master

Master+ 15

Master+30

Master+45
/CAGS

Master+60

Master+75

Master+90

1

$42,640

$43,693

$45,799

$46,852

$47,905

$48,957

$50,221

$51,800

$53,379

2

$44,073

$45,161

$47,338

$48,426

$49,514

$50,602

$51,909

$53,540

$55,173

3

$45,554

$46,679

$48,928

$50,053

$51,178

$52,302

$53,652

$55,340

$57,026

4

$47,084

$48,247

$50,572

$51,735

$52,897

$54,060

$55,456

$57,199

$58,943

5

$50,724

$51,977

$54,482

$55,734

$56,986

$58,239

$59,742

$61,620

$63,499

6

$ 52,429

$53,723

$56,312

$57,607

$58,902

$60,196

$61,750

$63,691

$65,632

7

$54,190

$55,528

$58,205

$59,542

$60,880

$62,218

$63,824

$65,831

$67,838

8

$56,010

$57,394

$60,160

$61,543

$62,926

$64,309

$65,968

$68,042

$70,118

9

$58,610

$60,057

$62,951

$64,398

$65,845

$67,293

$69,029

$71,200

$73,371

10

$60,579

$62,075

$65,066

$66,562

$68,058

$69,553

$71,348

$73,592

$75,836

11

$63,608

$65,179

$68,319

$69,890

$71,461

$73,032

$74,916

$77,277

$79,628

11A

$65,198

$66,808

$70,027

$71,637

$73,248

$74,858

$76,789

$79,209

$81,619

11B

$66,788

$68,438

$71,735

$73,385

$75,034

$76,683

$78,662

$81,141

$83,609

11C

$68,378

$70,067

$73,443

$75,132

$76,821

$78,509

$80,535

$83,073

$85,600

11D

$69,969

$71,697

$75,151

$76,879

$78,607

$80,335

$82,408

$85,005

$87,591

11E

$71,559

$73,326

$76,859

$78,626

$80,394

$82,161

$84,281

$86,937

$89,581

 

 

 

Steps 11A through 11E reflect the following longevity payments based upon the completion

of the identified years of service in the Newburyport Public Schools.

 

                        Step 11A – upon the completion of ten years, step 11 plus 2.5%

                        Step 11B – upon the completion of fifteen years, step 11 plus 5%

                        Step 11C – upon the completion of twenty years, step 11 plus 7.5%

                        Step 11D – upon the completion of twenty-five years, step 11 plus 10%

                        Step 11E – upon the completion of thirty years, step 11 plus 12.5%

 

 


2014-2015

Effective September 1, 2014

1% Increase

 

 

Step

Bachelor

Bachelor+15

Master

Master+15

Master+30

Master+45
/CAGS

Master+60

Master+75

Master+90

1

$43,067

$44,130

$46,257

$47,320

$48,384

$49,447

$50,723

$52,318

$53,913

2

$44,514

$45,612

$47,812

$48,910

$50,010

$51,108

$52,428

$54,076

$55,725

3

$46,009

$47,146

$49,417

$50,554

$51,690

$52,825

$54,189

$55,893

$57,597

4

$47,555

$48,729

$51,078

$52,252

$53,426

$54,600

$56,010

$57,771

$59,532

5

$51,231

$52,497

$55,027

$56,291

$57,556

$58,822

$60,339

$62,236

$64,134

6

$52,953

$54,260

$56,875

$58,183

$59,491

$60,797

$62,367

$64,328

$66,289

7

$54,732

$56,084

$58,787

$60,137

$61,489

$62,840

$64,462

$66,490

$68,517

8

$56,571

$57,968

$60,761

$62,159

$63,555

$64,952

$66,628

$68,723

$70,819

9

$59,196

$60,657

$63,580

$65,042

$66,504

$67,966

$69,719

$71,912

$74,105

10

$61,185

$62,696

$65,717

$67,228

$68,739

$70,249

$72,062

$74,328

$76,594

11

$64,244

$65,830

$69,002

$70,589

$72,176

$73,762

$75,666

$78,050

$80,424

11A

$65,850

$67,476

$70,728

$72,354

$73,980

$75,606

$77,557

$80,001

$82,435

11B

$67,456

$69,122

$72,453

$74,118

$75,784

$77,450

$79,449

$81,952

$84,445

11C

$69,062

$70,768

$74,178

$75,883

$77,589

$79,294

$81,341

$83,903

$86,456

11D

$70,668

$72,413

$75,903

$77,648

$79,393

$81,138

$83,232

$85,855

$88,467

11E

$72,274

$74,059

$77,628

$79,413

$81,198

$82,982

$85,124

$87,806

$90,477

 

 

 

Steps 11A through 11E reflect the following longevity payments based upon the completion of the identified years of service in the Newburyport Public Schools.

 

11A – upon the completion of 10 years – Step 11 increased by 2.5%

11B – upon the completion of 15 years – Step 11 increased by 5.0%

11C – upon the completion of 20 years – Step 11 increased by 7.5%

11D – upon the completion of 25 years – Step 11 increased by 10.0%

11E – upon the completion of 30 years – Step 11 increased by 12.5%

 

 


Effective the 92nd work day of the 2014-2015 School Year

1% Increase

 

Step

Bachelor

Bachelor+15

Master

Master+15

Master+30

Master+45
/CAGS

Master+60

Master+75

Master+90

1

$43,497

$44,571

$46,719

$47,793

$48,867

$49,941

$51,230

$52,841

$54,452

2

$44,959

$46,069

$48,290

$49,399

$50,510

$51,619

$52,952

$54,617

$56,282

3

$46,469

$47,617

$49,911

$51,060

$52,207

$53,354

$54,730

$56,452

$58,173

4

$48,031

$49,217

$51,589

$52,775

$53,960

$55,146

$56,570

$58,349

$60,127

5

$51,744

$53,022

$55,577

$56,854

$58,132

$59,410

$60,943

$62,859

$64,776

6

$53,482

$54,802

$57,443

$58,764

$60,085

$61,405

$62,991

$64,971

$66,952

7

$55,279

$56,644

$59,374

$60,738

$62,104

$63,469

$65,106

$67,155

$69,202

8

$57,136

$58,547

$61,369

$62,780

$ 4,190

$65,602

$67,294

$69,410

$71,527

9

$59,788

$61,264

$64,216

$65,693

$67,169

$68,645

$70,416

$72,631

$74,846

10

$61,796

$63,323

$66,374

$67,900

$69,426

$70,951

$72,782

$75,071

$77,360

11

$64,886

$66,489

$69,692

$71,295

$72,897

$74,500

$76,422

$78,830

$81,228

11A

$66,508

$68,151

$71,435

$73,077

$74,720

$76,362

$78,333

$80,801

$83,259

11B

$68,131

$69,813

$73,177

$74,860

$76,542

$78,225

$80,243

$82,772

$85,290

11C

$69,753

$71,475

$74,919

$76,642

$78,365

$80,087

$82,154

$84,742

$87,321

11D

$71,375

$73,138

$76,662

$78,424

$80,187

$81,950

$84,064

$86,713

$89,351

11E

$72,997

$74,800

$78,404

$80,207

$82,010

$83,812

$85,975

$88,684

$91,382

 

Steps 11A through 11E reflect the following longevity payments based upon the completion of the identified years of service in the Newburyport Public Schools.

 

11A – upon the completion of 10 years – Step 11 increased by 2.5%

11B – upon the completion of 15 years – Step 11 increased by 5.0%

11C – upon the completion of 20 years – Step 11 increased by 7.5%

11D – upon the completion of 25 years – Step 11 increased by 10.0%

11E – upon the completion of 30 years – Step 11 increased by 12.5%

 

 

 

 


2015-2016

Effective September 1, 2015

2% Increase

 

 

Step

Bachelor

Bachelor+15

Master

Master+15

Master+30

Master+45
CAGS

Master+60

Master+75

Master+90

1

$44,367

$45,463

$47,654

$48,749

$49,845

$50,940

$52,255

$53,898

$55,541

2

$45,858

$46,990

$49,255

$50,387

$51,520

$52,651

$54,011

$55,709

$57,408

3

$47,399

$48,570

$50,910

$52,081

$53,251

$54,421

$55,825

$57,581

$59,336

4

$48,991

$50,201

$52,621

$53,830

$55,040

$56,249

$57,702

$59,516

$61,330

5

$52,779

$54,082

$56,688

$57,991

$59,294

$60,598

$62,161

$64,116

$66,071

6

$54,552

$55,898

$58,592

$59,940

$61,287

$62,634

$64,250

$66,271

$68,291

7

$56,385

$57,777

$60,562

$61,953

$63,346

$64,738

$66,409

$68,498

$70,586

8

$58,279

$59,718

$62,596

$64,036

$65,474

$66,914

$68,640

$70,798

$72,957

9

$60,984

$62,489

$65,500

$67,007

$68,512

$70,018

$71,825

$74,084

$76,343

10

$63,032

$64,589

$67,701

$69,258

$70,815

$72,370

$74,238

$76,573

$78,907

11

$66,184

$67,819

$71,086

$72,721

$74,355

$75,990

$77,951

$80,407

$82,853

11A

$67,839

$69,514

$72,864

$74,539

$76,214

$77,890

$79,899

$82,417

$84,924

11B

$69,493

$71,209

$74,641

$76,357

$78,073

$79,789

$81,848

$84,427

$86,996

11C

$71,148

$72,905

$76,418

$78,175

$79,932

$81,689

$83,797

$86,437

$89,067

11D

$72,802

$74,600

$78,195

$79,993

$81,791

$83,589

$85,746

$88,447

$91,138

11E

$74,457

$76,296

$79,972

$81,811

$83,650

$85,488

$87,695

$90,458

$93,210

 

 

Steps 11A through 11E reflect the following longevity payments based upon the completion of the identified years of service in the Newburyport Public Schools.

 

11A – upon the completion of 10 years – Step 11 increased by 2.5%

11B – upon the completion of 15 years – Step 11 increased by 5.0%

11C – upon the completion of 20 years – Step 11 increased by 7.5%

11D – upon the completion of 25 years – Step 11 increased by 10.0%

11E – upon the completion of 30 years – Step 11 increased by 12.5%

 

 

 

 


APPENDIX B - Extra Curricular Activities

 

Section 1.  Definitions

 

I.       DEFINITIONS

 

Extracurricular activities are defined as those school activities approved, organized, and sponsored by the School Committee and voluntarily engaged in, usually without credit, by the students.

 

II.     JOB DESCRIPTION

 

Each extracurricular activity will have a job description defining the duties of the advisor and will be periodically reviewed by the School Committee.  A re-evaluation may be requested by the adviser, the principal, or the School Committee.

 

III.    COMPENSATION

 

Stipends for advisers shall be in accord with the schedule of stipends agreed upon by the School Committee and the Association and shall be paid to advisers upon the successful completion of their work as defined in the job description.

 

IV.    ASSIGNMENT OF ADVISORS

 

All extracurricular activities which require work after school hours shall, in general, be voluntary.  However, in the absence of volunteers, the principal may assign qualified teachers as advisers, except that no teacher shall be required to assume an unreasonable share of the responsibility for such activities.

 

Section 2:  DEFINITIONS OF CATEGORIES

 

I.       RESPONSIBILITY

 

A.  Financial

 

B.  Facilities

 

C.  Safety and health factors

 

D.  Scope of Activity

 


II.     TIME

 

The average amount of time expended by the adviser, with emphasis on time required after school hours.

 

III.    NUMBER OF PARTICIPANTS

 

The average number of students involved in the activity.

 

IV.    PUBLIC EXPOSURE

 

A.  Public performances

 

B.  Media Attention

 

C.  Parents and public interest

 

D.  Publications

 

V.     INSTRUCTIONAL SKILLS

 

The degree to which the adviser is expected to have specified instructional skills in order to

direct the students.

 

PUBLIC EXPOSURE: High School Musical

 

INSTRUCTIONAL SKILLS: Math and Science Teams

 

A.  Other activities were compared to those identified as having the highest rating and assigned a rating.

 

B.  Ratings were totaled and each activity was given a composite rating.

 

C.  Composite ratings were used to established stipends.

 


Section 3:  EXTRACURRICULAR ACTIVITY STIPENDS

 

SCHEDULE OF STIPENDS

 

POINTS

STIPEND

40

$1,100

38

$1,000

34

$ 900

32

$ 800

28

$ 700

26

$ 600

18

$ 500

16

$ 400

14

$ 300

10

$ 200


Section 4:  BREAKDOWN FOR ALLOTTED POINTS

 

ACTIVITY

RESPONSIBILITY

TIME

NUMBER OF

STUDENTS

PUBLIC

EXPOSURE

INSTRUCTIONAL

SKILLS

TOTAL

 

 

 

 

 

 

 

Senior Class Adviser

10

10

10

6

2

38

Junior Class Adviser

8

8

10

4

2

32

Soph. Class Adviser

6

8

10

2

2

28

Fresh. Class Adviser

6

8

10

2

2

28

En-aitch-es (Yearbook)

10

10

6

8

4

38

Record (magazine)

6

8

4

8

8

34

Masthead(newspaper)

6

8

4

8

8

34

Musical (stage director)

8

6

8

10

8

40

Musical(music director)

6

6

8

10

8

38

Drama Director

4

4

4

6

8

26

Student Council

6

4

4

2

2

18

Student Advisory Council

2

4

4

4

2

16

Marshals

2

2

4

4

2

14

Leaders Club

4

2

4

2

4

16

National Honor Society

4

2

4

4

2

16

Big Brother-Big Sister

2

2

2

2

2

10

Math Team

6

6

2

4

10

28

Science Team

6

6

2

2

10

26

International Club

2

2

2

2

4

12

Cheerleaders

6

8

2

10

6

32

Color Guard

2

2

2

8

2

16

Marching Band,HS

4

4

6

6

6

26

Marching Band,MS

2

2

4

4

4

16

Musical Director

6

6

6

8

8

34

Builders Club

4

2

4

2

2

14

Yearbook (Middle School)

6

6

6

6

4

28

Student Store

4

2

2

2

2

12

6th Gr. Musical Director

6

4

4

4

6

24

 

 


SECTION 5 – SCHEDULE OF ADVISORS’STEPENDS

 

ACTIVITY

PROPOSED POINTS

PROPOSED STIPEND

CURRENT STIPEND

HS MUSICAL, STAGE DIRECTOR

40

600

1,000

HS MUSICAL, MUSIC DIRECTOR

38

1,100

1,000

SENIOR CLASS ADVISOR

38

1,000

800

HS YEARBOOK-EN-AITCH-ESS

38

1,000

1,000

MS MUSICAL, DIRECTOR

34

900

0

HS MAGAZINE –“RECORD”

34

900

500

NEWSPAPER – “MASTHEAD”

34

900

800

JUNIOR CLASS ADVISER

32

800

600

CHEERLEADERS

32

900

800

SOPHOMORE CLASS ADVISER

28

700

600

FRESHMAN CLASS ADVISER

28

700

600

HS MATH TEAM

28

700

0

MS YEARBOOK

28

700

0

HS SCIENCE TEAM

26

600

0

HS DRAMA DIRECTOR

26

600

0

HS MARCHING BAND

26

800

800

6TH GRADE MUSICAL, DIRECTOR

24

550

0

STUDENT COUNCIL

18

500

0

STUDENT ADVISORY COUNCIL

16

400

0

LEADERS CLUBS (2)

16

400

200

NATIONAL HONOR SOCIETY

16

400

0

COLOR GUARD

16

400

200

MARSHALS

14

300

0

MS MARCHING BAND

16

400

 900


APPENDIX C - School Nurses

 

1.   The School Nurses shall be recognized as professional employees (as such employees are defined in Chapter 150-E. Section 1 of the General Laws of Massachusetts).

 

2.   The School Nurses shall be included within the scope and meaning of ARTICLE I of the AGREEMENT between the NEWBURYPORT SCHOOL COMMITTEE and the NEWBURYPORT TEACHERS ASSOCIATION.

 

3.   The School Nurses shall be entitled to all rights and privileges that all other professional employees have under the above AGREEMENT with the following additions or changes:

 

a.   All School Nurses shall be placed upon the teachers salary schedule by years of full time nursing experience, public health nurse, or as school health nurse.

 

b.   All School Nurses shall be placed as teachers are upon the salary schedule in relation to education courses and degrees.

 

c.   Substitutes for School Nurses shall be paid as substitute teachers are paid.


APPENDIX D - Coaches’ Salary Schedule

 

1.   Placement on the coaches’ salary schedule shall be at the discretion of the School Committee, except that an assistant coach, other than a football coach, currently employed in the system, who is elected head coach in the same sport, may be placed on salary schedule no lower than two steps below his present placement.

 

2.   Coaches shall have the option of receiving their pay either in a lump sum at the end of the season or payments in equal sums throughout the year.

 

 

 


APPENDIX D

CURRENT COACHES’ SALARY SCHEDULE

 

 

Position

1

2

3

4

5

6

Head Football Coach

4,386

4,752

5,119

5,609

6,221

7,054

Asst. Football Coach

1,835

2,202

2,569

2,937

3,303

4,223

JV Football Coach

1,835

2,202

2,569

2,937

3,303

3,751

Fr. Football Coach

1,468

1,835

2,202

2,569

2,937

3,303

Head Coach Baseball,

B-Ball, Soccer, Ice Hockey,

F. Hockey, Softball,

X-Country, Spring Track

Coordinator

-

-

-

-

-

-

-

-

-

-

-

-

1,835

2,202

2,569

2,937

3,668

5,026

-

-

-

-

-

-

-

-

-

-

-

-

Asst. Coach Baseball,

B-Ball, Track, Ice Hockey,

F. Hockey, Softball, Soccer

-

-

-

-

-

-

1,224

1,590

1,957

2,325

2,691

3,524

-

-

-

-

-

-

Head Coach Tennis,

Golf, Indoor Track

-

-

-

-

-

-

1,224

1,590

1,957

2,325

2,691

3,524

Asst. Coach Indoor

Track, X-Country

-

-

-

-

-

-

597

742

949

1,138

1,361

1,761

Cheerleading

525

690

865

1,035

1,296

1,651

Strength & Conditioning

2,051

2,408

2,751

3,132

3,871

5,253

 

 

1.   No Head Coach will be placed on a step lower than any of his or her coaches’ salaries.

2.   The Head Coach will not be paid at a lower rate than any of the assistant coaches in that sport.

 

3.   The School Committee reserves the right to place a coach further up the schedule than his/her experience allows, for meritorious service of experience.

 

 


APPENDIX E - Forms

 

Newburyport Public Schools

Newburyport, Massachusetts

 

1. Grievance Form

 

2. Dues Authorization

 

3. Waiver Form

GRIEVANCE FORM

 

Employee:_______________________________ Date: _________________________________

 

Employee Organization:

 

______________________________________________________________________________

 

Filed At Step: __________________________________________________________________

 

Pertinent Article/Section of Grievance: ______________________________________________

______________________________________________________________________________

 

Statement of Grievance:

 

Action Requested:

 

 

                                                                        Signed ___________________________________

                                                                                    Employee

 

Action Taken: _________________________________________________________________

 

Date of Conference: ____________________________________________________________

 

Persons Present: _______________________________________________________________

 

Results: ______________________________________________________________________

 

 

 

                                                                        Signed ___________________________________

                                                                                    Employee

 

(To be submitted to Superintendent immediately after conference)

DUES AUTHORIZATION

 

Name _______________________________________________________________

Address _____________________________________________________________

 

 

 

            I hereby request and authorize the Newburyport School Committee to deduct from my earnings and transmit to the Associations checked below an amount sufficient to provide for regular payment of the membership dues as certified by such Associations in equal monthly payments over the remainder of the school year and for succeeding school years.  I understand that the Committee will discontinue such deductions for any school year only if I notify the Committee in writing to do so not later than sixty (60) days prior to the commencement of the school year.  I hereby waive all right and claim for said monies so deducted and transmitted in accordance with this authorization, and relieve the School Committee and all of its officers from liability thereof.

 

 

 

                                                                                    _____________________________

                                                                                    Signature

 

 

                                                                                    _____________________________

                                                                                    Date

 


WAIVER FORM

 

 

            If you execute this waiver form, you shall be considered on involuntary unpaid leave of absence and eligible for recall pursuant to this contract.  Executing this waiver will also protect your professional teacher status, seniority, and contractual benefits during the recall period.  Also, should you wish to be given preference on the substitute list during the recall period, you should so inform me in writing.  Your layoff has been caused by ____________ and in no way reflects your years of satisfactory service as a member of our professional staff.  If a copy of this letter is not signed and returned by__________ the Superintendent will assume that you have elected to have your layoff treated as a dismissal pursuant to MGL CH. 71 S. 42 and will conduct the dismissal.

 

            In consideration of treating my layoff as an involuntary, unpaid leave of absence and making me eligible for recall pursuant to this Agreement, I hereby agree not to exercise any present and/or future rights that I have under MGL CH. 71 S 42 and relieve the Newburyport School District from any obligation under said Statutes (s).  I understand that in the event I am not recalled, I will be dismissed automatically subsequent to the termination of the involuntary unpaid leave of absence.

 

            I understand that this waiver is irrevocable.

 

 

 

                        ______________________ Signature

 

 

 

                        ______________________ Date


APPENDIX F - Procedures Recommended to Support Inclusion

 

The Newburyport School Committee supports the implementation of inclusionary programming for special education students in regular education classrooms through the following:

 

1.      Each building principal, in collaboration with the Director of Special Education, the building Team Facilitation Leader and members of the staff, as determined by the principal, will decide, prior to the end of the school year, how special education students will best be included in the regular classroom based upon consideration of factors including, but not limited to:

 

 

To assist in planning for this inclusion the  Team Facilitation Leader for each building will:

 

 

 

2.      When special education students who require substantial modifications to the regular education curriculum are to be included in regular education classrooms, more detailed planning will be implemented.

 

 

 

a.   a meeting with current regular and special education staff working with the student and those who will be responsible for the student in the coming school year;

 

b.   sharing of student profile information and the student’s IEP goals;

 

c.   determining which IEP goals will be addressed within the regular education classroom and how and through which staff members they will be addressed;

 

d.   discussion and documentation of the types of curricular and environmental modifications and teaching strategies which will assist in the student’s inclusion;

e.   determining training needs and plans for all staff in relation to the student’s needs;

 

f.    making arrangements for regular meetings throughout the upcoming school year, involving any staff who will be working with the student, at which ongoing communication, adjustments and planning can occur.

 

g.   In the event a teacher needs assistance with the implementation of Section 2 of these procedures, he/she shall proceed first to the collaboration team, then the SPED Coordinator within that school building and finally the Principal.  A teacher may discuss the issue(s) with the Director of Student Services if the problem is still unresolved.

 

 


APPENDIX G - Department Chairpersons

 

A.     There shall be department chairpersons for the following areas:

 

Wellness

Social Studies

English

Science

Mathematics

Visual and Performing Arts

Special Education

World Language

Guidance

 

B.     The work year for department chairpersons shall be as follows: 

 

1.            For World Language, Visual and Performing Arts and Wellness, eight (8) days in addition to the contractual teacher work year; and,

 

2.            For Social Studies, English, Science, Mathematics, Guidance, and Special Education, ten (10) days in addition to the contractual teacher work year.

 

         Scheduling of the additional workdays beyond the teacher work year shall be based upon a schedule prepared by the department chairperson subject to the approval of the high school principal.

 

C.     1.            Department chairpersons shall be assigned four (4) out of five (5) classes.  They

will not be assigned either a duty assignment or a study period.  

 

2.            Prior to the start of each school year, the High School Principal, in consultation with the Superintendent, will determine whether it is possible to reduce the Guidance department chairperson’s case load by twenty percent (20%).  In any year where such a reduction is not possible, the Guidance chairperson shall only work six (6) days in addition to the contractual teacher work year.

 

D.     A department chairperson shall work the necessary hours to perform his/her duties effectively.

 

E.      There shall be a general job description which delineates the responsibilities of the department chairperson, a copy of which will be provided to the department chairperson and the Association President at the beginning of each school year.  In addition, specific duties or responsibilities may be assigned to a particular department chairperson depending upon the needs of the department or the goals of the District.

 

 

 

F.      Department chairpersons shall be compensated as follows:

 

1.            World Language, Visual and Performing Arts and Wellness, shall be paid an annual stipend of Five Thousand Six Hundred Dollars ($5,600.00); and,

 

2.            Social Studies, English, Science, Mathematics, Guidance, and Special Education shall be paid an annual stipend of Six Thousand Five Hundred Dollars ($6,500.00).

 

 


APPENDIX H - Working Conditions

 

The School Committee will make best efforts to provide a safe, healthful workplace and an environment conducive to the teaching-learning process. Situations incompatible with the above shall be brought to the attention of the principal (or other designated administrator), shall be investigated, and, if necessary, remediated if possible.


 

APPENDIX I - SIDE LETTERS

 

 

SIDE LETTER TO THE 2013-2016 COLLECTIVE BARGAINING AGREEMENT

BETWEEN

THE NEWBURYPORT TEACHERS ASSOCIATION

AND THE

NEWBURYPORT SCHOOL COMMITTEE

 

This SIDE LETTER to the Collective Bargaining Agreement between the Newburyport School Committee (hereinafter referred to as “the Committee”) and the Newburyport Teachers Association (hereinafter referred to as “the Association”) for the period of September 1, 2013 through August 31, 2016 is made and entered into this ___ day of October, 2013.

 

WHEREAS, the Committee and the Association entered into a Collective Bargaining Agreement for the period September 1, 2013 through and including August 31, 2016 (hereinafter referred to as “the Agreement”); and

 

WHEREAS, the Agreement at Article XXIV, Section D provides that stipends will remain at the 2012-2013 rates for the 2013-2014 school year and that Parties shall meet during the 2013-2014 school year to review and update the list of stipendiary positions held by unit members; and,

 

NOW, THEREFORE, in consideration of the mutual promises and covenants contained herein, the parties hereto agree as follows:

 

1.         The list set forth at Exhibit 1 is a list of the stipendiary positions, with compensation, available to and held by bargaining unit members during the term of the 2010-2013 Collective Bargaining Agreement.

 

2.         Pursuant to Article XXIV, Section D (1) the list set forth at Exhibit 1 continues to be in effect as of September 1, 2013 and will remain in effect through August 31, 2016, unless the Parties agree otherwise pursuant to the process set forth at Article XXIV, Section D.

 

Signed in duplicate this            day of October, 2013.

 

 

 

Newburyport School Committee                 Newburyport Teachers Association

 

 

________________________________        _________________________________

Cheryl Sweeney,                                             Patricia Levitt,

Its Vice-Chair                                                 Its President

 


Exhibit 1

 

STIPENDED POSITIONS

September 1, 2013 – August 31, 2016

ALL POSITIONS ARE ANNUAL APPOINTMENTS:

Compensation Per School Committee – Newburyport Teachers Association Agreement.

 

All stipends are subject to teacher contract negotiation.

District

Stipend Amount

Curriculum Advisory Board Visual Arts

$            1,500.00

Nurse Leader

$            5,000.00

Lunch Monitor

$              10/hour

BCBA

$            2,500.00

Elementary-Wide

Stipend Amount

Mentor Leader

$            1,375.00

Prevention Specialist

$            1,500.00

Special Education Home Based

$            4,500.00

Data Team

$            1,000.00

Professional Dev. Council

$              500.00

Brown School

Stipend Amount

Building Leadership Team

$            1,000.00

Professional Dev. Council

$               500.00

Curriculum Advisory Board

$            1,500.00

Data Team

$            1,000.00

Literacy Research Teacher K-3

$               500.00

Bresnahan School

Stipend Amount

Building Leadership Team

$            1,000.00

Professional Dev. Council

$               500.00

Curriculum Advisory Board

$            1,500.00

Data Team

$            1,000.00

Literacy Research Teacher K-3

$               500.00

Molin School

Stipend Amount

Building Leadership Team

$            1,000.00

Professional Dev. Council

$               500.00

Curriculum Advisory Board

$            1,500.00

Peer Mediation

$500.00-1,000.00

Data Team

$            1,000.00

Middle School

Stipend Amount

Student Council

$               700.00

Building Leadership Team

$            1,000.00

Curriculum Advisory Board

$            1,500.00

Professional Dev. Council

$               500.00

Prevention Specialist

$            1,500.00

Peer Mediation

$500.00-1,000.00

Mentor Leader

$            1,375.00

Data Team

$            1,000.00

High School

Stipend Amount

Academic Support Prog. Coordinator

$            3,000.00

Arts Club

$               500.00

Best Buddies Program

$               500.00

Fine Arts Dept. Chair

$            5,600.00

Drama Fest

$               400.00

English Dept. Chair

$            6,500.00

Fall Play

$               900.00

Foreign Language Dept. Chair

$            5,600.00

Freshman Class Advisor

$               800.00

German Trip Work

$            1,000.00

Graduation Advisor

$            1,000.00

Ind. Student Success Plan Coord.

$            2,000.00

Interact

$            1,000.00

Junior Class Advisor

$            1,200.00

Marching Band

$            1,600.00

Math Dept. Chair

$            6,500.00

Mentor Leader

$            1,375.00

Model UN

$            1,000.00

Musical Support for Play

$               500.00

National Honor Society

$            1,000.00

Prevention Specialist

$            1,500.00

Professional Dev Council Member

$               500.00

Record Magazine

$            1,000.00

Science Fair

$            1,000.00

Science Dept. Chair

$            6,500.00

Senior Class Advisor

$            1,500.00

Special Olympics Coach

$            1,000.00

Special Education Dept. Chair

$            6,750.00

Social Studies Dept. Chair

$            6,500.00

Sophomore Class Advisor

$            1,050.00

Spring Musical

$               600.00

Stage Crew

$            1,000.00

Student Government

$            1,000.00

Supplies

$            4,000.00

Tech Theater

$               700.00

Varsity Choir

$            1,000.00

Virtual HS Site Coordinator

$            5,000.00

Wellness Dept. Chair

$            5,600.00

Winter Play

$               900.00

Yearbook

$            1,000.00

Data Team

$            1,000.00

Guidance Dept Chair

$            6,500.00

 


 

Coaching

Stipend Amount

Amount

Trainer

 $  19,596.00

Varsity Football

As per Newbury-port Teachers Association/ School Committee Agreement                       Contract

 $    7,054.00

Assistant Football

 $    4,223.00

Assistant Football

 $    4,223.00

JV Football

 $    3,751.00

FR Football

 $    2,937.00

Varsity Boys Soccer

 $    4,826.00

G FR Soccer

 $    3,524.00

JV Boys Soccer

 $    3,524.00

JV Girls Soccer

 $    3,524.00

Varsity Girls Soccer

 $    2,513.00

Varsity Girls Soccer

 $    2,513.00

Varsity Field Hockey

 $    5,026.00

JV Field Hockey

 $    3,524.00

FR Field Hockey

 $    3,524.00

Varsity Golf

 $    3,524.00

Varsity X-C

 $    5,026.00

Assistant XC

 $    1,761.00

Varsity Cheerleading

 $    1,651.00

Boys Varsity Basketball

 $    5,026.00

JV Boys Basketball

 $    3,524.00

FR Boys Basketball

 $    3,524.00

Varsity Girls Basketball

 $    5,026.00

JV G. Basketball

 $    3,524.00

FR Girls Basketball

 $    3,524.00

Varsity Ice Hockey

 $    5,026.00

Assistant Ice Hockey

 $    3,524.00

JV Ice Hockey

 $    3,524.00

Varsity Indoor Track

 $    3,524.00

Assistant Ind. Track

 $    1,761.00

Varsity Baseball

 $    5,026.00

JV Baseball

 $    3,524.00

FR Baseball

 $    3,524.00

Varsity Softball

 $    5,026.00

JV Softball

 $    3,524.00

FR Softball

 $    3,524.00

Boys Tennis

 $    3,524.00

Girls Tennis

 $    3,524.00

Boys Lacrosse

 $    5,026.00

Assistant Boys Lacrosse

 $    3,524.00

Girls Lacrosse

 $    5,026.00

JV Girls Lacrosse

 $    3,524.00

Varsity Track

 $    5,026.00

Assistant Track

 $    3,524.00

Assistant Track

 $    3,524.00

Assistant Track

 $    3,524.00


Procedures for application:

 

1.         Current employees of the school system may apply by submitting a letter to the Superintendent’s office indicating the specific position of interest.  Send a duplicate letter to the Principal.  The letter should outline skills, training and experience in the position.

 

2.         Others should obtain an application from the Office of the Superintendent of Schools, 70 Low Street, Newburyport, MA  01950.  Administrative offices are open from 8:00 – 4:00 daily.  The telephone number is 978-465-4456.  The application should be accompanied by a letter of interest specifying the position for which application is made, by a resume providing related work experience, and copies of certification and college transcripts.  Copies of the job description for the position s listed can be obtained from the Superintendent’s office.

 

The Newburyport Public Schools System does not discriminate on the basis of race, color, religion, national origin, age, gender, sexual orientation, or disability in admission to, access to, employment in, or treatment in its programs and activities.

 

 

 


SIDE LETTER – STUDENT SUPPORT COUNSELORS

 

 

For the summers of 2014, 2015, and 2016, and subject to the provisions of this agreement, High School Student Support Counselors will work for four days during the above mentioned summers.  The counselor shall work six hours on each of the days listed.  The total number of hours worked shall be 24 hours.  The counselors and the school system agree that they will be paid at their per diem rate for the four days worked during this period.  The dates of work will include the four days prior to September 1 in each of the above mentioned years.  During this employment, the counselor agrees to perform those duties delegated by the Dean of Student Support Services including, but not limited to amending schedules, registering students, withdrawing students, and meeting with students and parents. 

 

The counselors and the Dean of Student Support Services shall agree upon the work hours during the summer.  Where agreement on working hours is not possible, the work day shall be considered 8am-3pm with one hour lunch.  Counselors will only be compensated for those days worked.

 

 

 

Newburyport School CommitteeNewburyport Teachers Association

 

 

 

_________________________          ________                    ____________________________    _______

                                                            Date                                                                                        Date


 

INDEX

 

(

(VHS) Positions....................................................................................................................................................................................................... 35

A

academic year............................................................................................................................................................................................ 19, 22, 23

accused..................................................................................................................................................................................................................... 16

Administration..................................................................................................................................................................................... 11, 12, 13, 31

Alternate Pay Plan.................................................................................................................................................................................................. 47

Annual Allowance.................................................................................................................................................................................................. 17

Art.............................................................................................................................................................................................................................. 38

ASSIGNMENT OF ADVISORS........................................................................................................................................................................... 54

assignments............................................................................................................................................................................... 9, 13, 14, 32, 39, 41

B

base stipend............................................................................................................................................................................................................. 33

Base Stipend............................................................................................................................................................................................................ 34

benefits.................................................................................................................................................................................... 17, 18, 25, 40, 43, 64

bulletin boards......................................................................................................................................................................................................... 31

C

Cafeteria Benefits Plan.......................................................................................................................................................................................... 25

Certification...................................................................................................................................................................................................... 13, 37

Change in Assignment........................................................................................................................................................................................... 14

Class................................................................................................................................................................................................................... 11, 57

Coaches.................................................................................................................................................................................................................... 60

COMPENSATION.................................................................................................................................................................................................. 54

complaint................................................................................................................................................................................................................. 16

Contingency............................................................................................................................................................................................................. 13

course materials...................................................................................................................................................................................................... 29

Court Appearance.................................................................................................................................................................................................. 21

Cumulative Sick Leave......................................................................................................................................................................................... 17

Cycle......................................................................................................................................................................................................................... 11

D

Definitions..................................................................................................................................................................................................... 3, 11, 37

dental........................................................................................................................................................................................................................ 25

department chairperson......................................................................................................................................................................................... 67

Departments............................................................................................................................................................................................................ 38

Descriptors................................................................................................................................................................................................................ 34

Detention.................................................................................................................................................................................................................... 8

DUES AUTHORIZATION.................................................................................................................................................................................... 63

Duration.................................................................................................................................................................................................................... 45

Duties........................................................................................................................................................................................................................ 10

Duty Free Lunch........................................................................................................................................................................................................ 8

E

Elementary School........................................................................................................................................................................................... 13, 48

English................................................................................................................................................................................................... 11, 13, 38, 67

Evaluation......................................................................................................................................................................................................... 17, 39

Evening Meetings...................................................................................................................................................................................................... 8

Exclusive Remedy.................................................................................................................................................................................................... 5

extended leave........................................................................................................................................................................................................ 23

Extended leave without pay................................................................................................................................................................................. 22

Extended Vacations............................................................................................................................................................................................... 30

Extra Help Sessions.................................................................................................................................................................................................. 8

Extracurricular Assignments................................................................................................................................................................................. 13

F

Faculty Meetings..................................................................................................................................................................................................... 10

Flexible Work Schedule............................................................................................................................................................................................ 9

FMLA.................................................................................................................................................................................................... 19, 22, 23, 24

FMLA Leave..................................................................................................................................................................................................... 19, 24

Foreign Language................................................................................................................................................................................................... 38

Funeral Leave.......................................................................................................................................................................................................... 21

G

GRIEVANCE FORM............................................................................................................................................................................................. 62

Guidance.................................................................................................................................................................................................................. 38

H

Head Teachers........................................................................................................................................................................................................... 9

High School...................................................................................................................................................................... 10, 11, 12, 26, 35, 55, 71

History................................................................................................................................................................................................................ 38, 44

I

In-Service Program................................................................................................................................................................................................. 27

insurance........................................................................................................................................................................................ 23, 24, 25, 26, 40

J

job description..................................................................................................................................................................................... 32, 33, 54, 67

JOB DESCRIPTION............................................................................................................................................................................................... 54

Jury Duty.................................................................................................................................................................................................................. 21

L

laid off............................................................................................................................................................................................ 38, 39, 40, 41, 43

layoff.............................................................................................................................................................................................. 10, 37, 39, 40, 64

leave...................................................................................................................................... 9, 17, 18, 19, 20, 21, 22, 23, 24, 25, 37, 40, 43, 64

Leave.............................................................................................................................................................................................. 22, 23, 24, 25, 30

Library Teacher....................................................................................................................................................................................................... 38

M

Mail boxes................................................................................................................................................................................................................ 31

Mandatory Training............................................................................................................................................................................................... 10

Math................................................................................................................................................................................................................... 55, 57

Mathematics.............................................................................................................................................................................................. 13, 38, 67

Matrix.......................................................................................................................................................................................................... 27, 32, 33

Max Stipend............................................................................................................................................................................................................ 34

medical................................................................................................................................................................................................. 20, 25, 26, 40

Mid Range Stipend................................................................................................................................................................................................. 34

Middle School............................................................................................................................................................................... 11, 12, 13, 26, 57

Military Leave......................................................................................................................................................................................................... 21

Module/Mod............................................................................................................................................................................................................ 11

Music......................................................................................................................................................................................................................... 38

N

Non-Teaching Duties................................................................................................................................................................................................ 9

O

Options Beyond the Salary................................................................................................................................................................................... 28

Other Stipended Positions...................................................................................................................................................................................... 35

P

Parent Teacher Conferences................................................................................................................................................................................. 10

Parental Leave of Absence................................................................................................................................................................................... 22

Part time Teachers.................................................................................................................................................................................................. 37

PERFORMANCE EVALUATION....................................................................................................................................................................... 31

Period/Block............................................................................................................................................................................................................ 11

Personal Injury........................................................................................................................................................................................................ 22

Personal leave.......................................................................................................................................................................................................... 20

Personal Leave........................................................................................................................................................................................................ 20

Philosophy................................................................................................................................................................................................................ 26

Physical Education/Health/Wellness.................................................................................................................................................................. 38

PREAMBLE............................................................................................................................................................................................................... 1

Preparation............................................................................................................................................................................................................... 11

preparation time............................................................................................................................................................................................... 12, 13

Procedure.................................................................................................................................................................................................................... 4

Procedures.............................................................................................................................................................................................. 1, 30, 38, 65

Professional Development Council.................................................................................................................................................... 7, 26, 27, 28

professional staff...................................................................................................................................................... 6, 8, 9, 19, 20, 27, 30, 31, 64

professional teacher status....................................................................................................................................................... 5, 6, 38, 39, 43, 64

Program for In-Service Credit............................................................................................................................................................................... 27

Promotion and Retention...................................................................................................................................................................................... 17

Purpose........................................................................................................................................................................................................................ 3

Q

qualified......................................................................................................................................................................................... 13, 15, 38, 41, 54

Qualified................................................................................................................................................................................................................... 37

Quarantine............................................................................................................................................................................................................... 22

R

recall.................................................................................................................................................................................. 37, 39, 40, 41, 42, 43, 64

Recall........................................................................................................................................................................................................... 37, 40, 41

reduction-in-force...................................................................................................................................................................................... 39, 40, 42

Reduction-in-force.................................................................................................................................................................................................. 38

registration................................................................................................................................................................................................................ 29

Religious Leave....................................................................................................................................................................................................... 22

reprimand................................................................................................................................................................................................................. 44

Resignations............................................................................................................................................................................................................. 30

retirement.................................................................................................................................................................................................... 18, 38, 44

Retirement Benefits................................................................................................................................................................................................ 18

S

Sabbatical.......................................................................................................................................................................................................... 24, 25

Salary......................................................................................................................................................................... 25, 27, 28, 32, 46, 48, 49, 60

SCHEDULE OF STIPENDS.................................................................................................................................................................................. 56

School Committee.................................................................... 5, 6, 7, 11, 13, 17, 18, 20, 26, 30, 31, 35, 45, 46, 54, 60, 61, 63, 65, 69, 71

School Nurse............................................................................................................................................................................................................ 38

School Nurses.......................................................................................................................................................................................................... 59

Science........................................................................................................................................................................................... 13, 38, 55, 57, 67

Section.................................................................................... 2, 5, 6, 8, 11, 16, 19, 23, 26, 32, 37, 41, 46, 47, 48, 49, 54, 56, 57, 59, 62, 66

seniority........................................................................................................................................................................ 6, 14, 37, 39, 41, 42, 43, 64

Seniority...................................................................................................................................................................................................... 37, 39, 42

sick leave................................................................................................................................................................... 17, 18, 19, 20, 22, 23, 24, 48

Sick Leave................................................................................................................................................................................................................ 19

Social Studies.................................................................................................................................................................................................... 13, 67

Special Education...................................................................................................................................................................................... 38, 65, 67

Special Subject Teachers......................................................................................................................................................................................... 9

Staff Meetings........................................................................................................................................................................................................... 7

Starting and Dismissal Times.................................................................................................................................................................................. 7

Step Four............................................................................................................................................................................................................ 4, 5, 6

Step One...................................................................................................................................................................................................................... 4

Step Three.......................................................................................................................................................................................................... 4, 5, 6

Step Two..................................................................................................................................................................................................................... 4

Study Committees.................................................................................................................................................................................................. 45

Subject.................................................................................................................................................................................................. 2, 6, 9, 11, 45

substitute........................................................................................................................................................................................ 12, 31, 41, 59, 64

Summer School....................................................................................................................................................................................................... 13

T

Teachers Who Work In More Than One School (Itinerant Teachers).......................................................................................................... 14

Technology.............................................................................................................................................................................................................. 38

Technology Education........................................................................................................................................................................................... 38

Time on Task........................................................................................................................................................................................................... 34

Transfers................................................................................................................................................................................................................... 15

tuition........................................................................................................................................................................................................... 27, 28, 29

Tuition Reimbursement.................................................................................................................................................................................. 26, 29

V

Vacancies.......................................................................................................................................................................................................... 15, 37

vacancy............................................................................................................................................................................................................. 15, 41

VHS Coordinator.................................................................................................................................................................................................... 35

VHS Teacher........................................................................................................................................................................................................... 36

W

Waiver................................................................................................................................................................................................................ 43, 62

WAIVER FORM..................................................................................................................................................................................................... 64

Wellness.................................................................................................................................................................................................................... 67

Work Year.................................................................................................................................................................................................................. 7