ARTICLE I - RECOGNITION, JURISDICTION, DEFINITIONS	1
A. Federation Recognition …………………………………………………………………	1
B.  Jurisdiction ………………………………………………………………………………	1
C.  Definitions ……………………………………………………………………………….	1
ARTICLE II - TRUSTEES' RIGHTS …………………………………………………………..	2
Section A ……………………………………………………………………………………..	2
Section B………………………………………………………………………………………	2
Section C ……………………………………………………………………………………..	2
ARTICLE III - FEDERATION RIGHTS AND RESPONSIBILITIES ………………………..	3
A.  Dues Check-Off …………………………………………………………………………..	3
B.  Information ………………………………………………………………………………..	3
C.  Allowed Time for Consultation ………………………………………………………….	4
D.  Rights of Federation Members …………………………………………………………	4
E.  Federation Activity at the School Level ………………………………………………..	4
F.  Use of Buildings ………………………………………………………………………….	4
G.  Distribution of Materials …………………………………………………………………	4
H.  Bulletin Board …………………………………………………………………………….	4
I.   Protection of Individual and Group Rights ……………………………………………..	5
J.  No Federation Activity on School Time ………………………………………………..	5
K.  Meetings of the Board of Trustees ……………………………………………………..	5
L.  Existing Laws and Regulations Preserved …………………………………………….	5
M. Printing of Agreement ……………………………………………………………………	5
ARTICLE IV - WORKING CONDITIONS …………………………………………………….	5
A.  Instructional Assignments ……………………………………………………………….	5
B.  Staff Meetings …………………………………………………………………………….	7
C.  After School Activities ……………………………………………………………………	7
D.  Teacher Attendance ……………………………………………………………………..	7
E.  Duty-Free Lunch Periods ………………………………………………………………..	8
F.  Length of School Year …………………………………………………………………..	8
G.  Length of School Day ……………………………………………………………………	8
H.  School Facilities …………………………………………………………………………	8
I.  Evaluation …………………………………………………………………………………	9
J.  Teacher's Files ……………………………………………………………………………	9
K.  Substitute Service ……………………………………………………………………….	10
L.  Protection, Deportment & Safety ……………………………………………………….	10
M. Damage or Loss of Property …………………………………………………………….	10
N.  Supervisory Practitioner ………………………………………………………………………..	11
O.  Uniform Allowance ……………………………………………………………………….	11
P.  Notices and Announcements …………………………………………………………..	11
Q.  Seniority …………………………………………………………………………………..	12
R.  Reduction in Force and Layoffs ………………………………………………………..	12
S.  Recall ………………………………………………………………………………………	12
T.  Class Size ………………………………………………………………………………..	13
U.  License Administration ………………………………………………………………….	13
V.  Re-Certification and Licensing Fees……………………………………………………	13
W.  Just Cause	13
ARTICLE V - TRANSFERS, PROMOTIONS ………………………………………………..	13
A.  Transfers, Vacancies ……………………………………………………………………	13
B.  Posting and Filling Vacancies …………………………………………………………	14
ARTICLE VI - LEAVE POLICIES ……………………………………………………………..	14
A.  Sick Leave ………………………………………………………………………………..	14
B.  Sick Leave Bank …………………………………………………………………………	15
1.  Purpose of Sick Leave Bank ………………………………………………………..	15
2.  Sick Leave Bank Board ……………………………………………………………..	15
3.  Contribution of Sick Days to Bank …………………………………………………	16
4.  New Teachers Entering Sick Leave Bank …………………………………………	16
5.  Using Sick Days from Sick Leave Bank …………………………………………..	16
6.  Sick Leave Application ………………………………………………………………	17
7.  Abuse of Sick Leave Bank ………………………………………………………….	17
C.  Funeral Leave …………………………………………………………………………….	17
D.  Sabbatical Leave …………………………………………………………………………	17
E.  Religious Leave …………………………………………………………………………..	18
F.  Pregnancy and Adoption Leave …………………………………………………………	18
G.  Military Obligations ………………………………………………………………………	19
H.  Other Leaves ……………………………………………………………………………..	19
I.   Federation Leave …………………………………………………………………………	19
J.   Personal Leave …………………………………………………………………………..	20
K.  Professional Leave ……………………………………………………………………….	20
L.  Jury Duty & Court Leave …………………………………………………………………	20
ARTICLE VII - FRINGE BENEFITS …………………………………………………………..	21
A.  Medical & Surgical Program for Municipal Employees ……………………………..	21
B   Life Insurance …………………………………………………………………………….	21
C.  Pension ……………………………………………………………………………………	21
D   Workers Compensation …………………………………………………………………	21
E.  Tax Free Annuity …………………………………………………………………………	21
F.  Death of an Employee …………………………………………………………………..	21
G.  Eye Care ………………………………………………………………………………….	21
H   Sick Leave Buy Back ……………………………………………………………………	21
ARTICLE VIII - GRIEVANCE PROCEDURE ………………………………………………….	21
A.  Definition …………………………………………………………………………………..	22
B.  General Provisions ………………………………………………………………………	22
1.  Informal ……………………………………………………………………………….	22
2.  Step One ……………………………………………………………………………..	22
3.  Step Two ……………………………………………………………………………..	22
4.  Step Three ……………………………………………………………………………	22
C.  Appearance and Representation ……………………………………………………….	23
D.  Time Limits ……………………………………………………………………………….	23
E.  Arbitration …………………………………………………………………………………	23
ARTICLE IX - COMPENSATION	24
A.  Funding Approval …………………………………………………………………………	24
B.  Extracurricular Activity …………………………………………………………………..	24
C.  Adult Education ………………………………………………………………………….	24
D.  Lump Sum Payment …………………………………………………………………….	24
E.  Curriculum Development ………………………………………………………………..	24
F.  National Board Certification ……………………………………………………………..	25
G.  Tuition Reimbursement …………………………………………………………………	25
ARTICLE X - ACADEMIC FREEDOM: PROFESSIONAL ACTIVITY	26
A.  Academic Freedom ………………………………………………………………………	26
B.  Curriculum ………………………………………………………………………………..	26
C.  Field Trips …………………………………………………………………………………	26
D.  Placement on the Salary Schedule ……………………………………………………	26
E.  Professional Development ………………………………………………………………	27
ARTICLE XI - MILEAGE ALLOWANCE ……………………………………………………..	27
ARTICLE XII - JOB DESCRIPTIONS ………………………………………………………..	27
ARTICLE XIII - FAIR PRACTICES ……………………………………………………………	27
ARTICLE XIV - HANDLING OF NEW ISSUES ……………………………………………..	27
ARTICLE XV - EXISTING CONDITIONS OF EMPLOYMENT …………………………….	28
ARTICLE XVI - SAVINGS CLAUSE …………………………………………………………..	28
ARTICLE XVII - RESOLUTION OF DIFFERENCES BY PEACEFUL MEANS …………..	28
ARTICLE XVIII - DURATION ………………………………………………………………….	28
ARTICLE XIX - AGENCY SERVICE FEE …………………………………………………….	29
ARTICLE XX - LABOR MANAGEMENT COMMITTEE …………………………………….	30
ARTICLE XXI - LONGEVITY ………………………………………………………………….	30
APPENDIX A-1 …………………………………………………………………………………..	31
APPENDIX B-1……………………………………………………………………………………	34
APPENDIX B-2……………………………………………………………………………………	34
APPENDIX C……………………………………………………………………………………	36
APPENDIX D……………………………………………………………………………………..	37
SIGNATURE PAGE …………………………………………………………………………….	38

 

ARTICLE I – RECOGNITION, JURISDICTION, DEFINITIONS

 

A.     FEDERATION RECOGNITION

The Board of Trustees of the Norfolk County Agricultural High School recognizes the Norfolk County Federation of Teachers, Local 2335, American Federation of Teachers, AFL-CIO as the exclusive collective bargaining agent for all Teachers, school nurses, librarians, school psychologist, adjustment counselors, academic advisors, technology specialist and department heads and including those persons whose duties are those of Teachers, regardless of classification, but excluding all other positions within the school district.

 

B.     JURISDICTION

The jurisdiction of the Federation shall include those persons now and hereafter who perform the duties or functions of the categories of employees in the bargaining unit, regardless of whether these duties or functions are performed by present, or modified by new processes or equipment.

 

C.     DEFINITIONS

The term “Trustees” used in this agreement means the Board of Trustees of the Norfolk County Agricultural High School.

 

The term “parties” as used in this Agreement refers to the Trustees and the Federation as participants of this agreement.

 

The term “School” as used in this Agreement means the Norfolk County Agricultural High School, including any work location or functional division maintained by the Norfolk County Agricultural High School.

 

The term “Superintendent-Director” as used in this Agreement means the responsible head of the School.

 

The term “Teacher”, “Member” and “person” as used in this Agreement mean a person employed by the Trustees in the bargaining unit as described in Article I.

 

The term “Federation Representative” as used in this Agreement means any qualified designee of the Federation.

 

The term “Campus” as used in this Agreement refers to any site or location of the facilities or properties of the Norfolk County Agricultural High School.

 

The term “Principal” as used in this Agreement shall mean the responsible educational head of the school who is immediately subordinate to the Superintendent-Director.

 

The term “extracurricular activity” as used in this Agreement shall include all activities outside a regular-day school curriculum and hours.

 

The term “day” as used in this Agreement shall mean a full day or a fraction thereof worked by a local Member.

 

The term “permanent part-time” as used in this Agreement shall apply to a Teacher hired for a permanent position in which each work-week is less than that of a full-time Teacher.  Teachers employed on a part-time basis, prior to September 1, 1994 will continue to receive fringe benefits in the manner and to the extent that they received them at that time.  Newly employed Teachers will be entitled to fringe benefits on a proportionate basis as their fraction of a work week relates to a full-time position, i.e., half-time, half-benefits.  Notwithstanding any of the foregoing, no Teacher who works less than half time will be entitled to have health, dental or life insurance.

 

The term “duty” as used in this Agreement shall mean a non-teaching assignment.

 

The term “professional teacher status” as used in this Agreement shall mean any teacher who has attained this status as outlined in Chapter Seventy-One (71), sec. Forty-one (41) on the Massachusetts General Laws.

 

Wherever the word “singular” is used in this Agreement, it is to include the plural.

 

                                          ARTICLE II - TRUSTEES' RIGHTS

 

Section A.

The Board of Trustees is the public body established under, and with powers provided by, the General Laws of the Commonwealth of Massachusetts.

 

Section B.

Except as otherwise provided in this Agreement, or as otherwise in any law or rule or regulation promulgated under law, the Board, acting through its Superintendent-Director and/or other administrative representatives, shall exercise its functions, duties and responsibilities as may be prescribed by such law as may now or subsequently be in effect.

 

Section C.

The parties agree that, subject only to the provisions of this Agreement, the operation of the School, including the supervision of the Teachers and the assignment of their work, individually or severally, is the right of the Trustees, Superintendent-Director or their respective designees.

 

                                                             

ARTICLE III - FEDERATION RIGHTS AND RESPONSIBILITIES

 

A.  DUES CHECK-OFF

1.     An employee, who wishes to have the Trustees deduct the regular monthly Federation dues from his/her pay for transmittal to the Federation, shall execute an authorization card to be furnished by the Federation in the form below:

 

                          "AUTHORIZATION FORM FOR PAYROLL DEDUCTION"

 

"I, ____________________________, a Member of the Norfolk County Agricultural High School Federation of Teachers, Local 2335, American Federation of Teachers, AFL-CIO, (do) (do not) elect to have Federation dues deducted from my salary as per payment schedule, and hereby authorize and direct deductions as per payment schedule.

 

(Signed)

 

(Date)"

 

(The County Treasurer will pick up payment on a date to be specified by the Superintendent-Director and President of the Federation.)

 

2.     The amount of dues will be certified to the County Treasurer, from time to time by the Treasurer of Local 2335 or by his/her duly authorized agent.  A certification of a change in Federation dues shall become effective after the receipt by the County Treasurer of such certification in writing from the Federation at least fifteen (15) days prior to the start of the next month in which the Federation seeks to make such a change effective.

 

3.     Federation dues deducted by the County Treasurer shall be forwarded no later than thirty (30) days after such deduction was made.

 

4.     An authorization by an employee for deduction of Federation dues shall be canceled automatically whenever such employee is removed from the School payroll, or goes on leave of absence for more than one month, and there shall be no obligation by the Trustees to continue authorization in effect in the absence of an applicable collective bargaining agreement.

 

B.  INFORMATION.

The Trustees shall make available to the Federation, upon its reasonable request, statistics and records relevant to negotiations, or necessary for the proper enforcement of the terms of this Agreement to which the Federation is entitled as a matter of law.

 

C.  ALLOWED TIME FOR CONSULTATION.

1.      The Superintendent-Director, Principal, or Members of the Trustees, as the Trustees shall deem appropriate, (the total number to approximate the number of persons of the Federation Committee), shall meet no more than once a month upon forty-eight (48) hours notice after school hours with the Federation Committee, if requested by the Federation Representative, to consult on school problems and policies as they relate to established Trustee's policies and procedures and this Agreement.  No other committee composed of bargaining unit personnel shall exist for this purpose.  Both parties shall submit items for the agenda to the Superintendent-Director.

 

2.      The discussion of other matters, as agreed upon for discussion by the Superintendent-Director and the Federation Committee, is not precluded by the above.  However, the Superintendent-Director and the Federation Committee, do not have the authority to reach any decision that changes this Agreement or any established Trustee policy or procedure.

 

D.  RIGHTS OF FEDERATION MEMBERS

A Teacher shall be entitled to a hearing as outlined in Chapter 71, Section 42.

 

E.  FEDERATION ACTIVITY AT THE SCHOOL LEVEL

1.      The Trustees shall permit the representative of the Massachusetts Federation of Teachers to visit the School to investigate working conditions, Teacher complaints or problems, or for any other purpose relating to the terms and conditions of this Agreement.  The Field Representative shall inform the Superintendent-Director, or, in the absence of the Superintendent-Director, the person in charge, of his/her presence.  If consultation with Members of the bargaining unit is necessary, it shall be done so as not to interfere with the instructional program.  Such visits shall be informal in nature.

 

2.      The President of the Federation or his/her designee shall be given the opportunity to present brief reports and announcements after staff meetings if he/she so desires.

 

F.  USE OF BUILDINGS

At the end of the contractual work day, the Federation shall have the right to use designated areas in school buildings for meetings of Teachers, provided there is no interference with any scheduled school activities.  The use of such designated areas shall be processed via facility-use-request forms.  All requests for building use shall conform to Rules and Regulations of the Board of Trustees, however, there shall be no cost to the Federation for such meetings if no overtime custodial cost to the Board is involved.

 

G.  DISTRIBUTION OF MATERIALS

The Federation shall have the right to place Federation related notices and materials in the mailboxes of Teachers, so long as a copy or copies have been signed by an authorized Federation representative and given to the Superintendent-Director and Principal.

 

 

H.  BULLETIN BOARD

The Federation shall have its own locked bulletin board in the hallway of the northeast (pond) side of the Main Building upon which it shall be permitted to post Federation related notices and materials.  The key to the bulletin board shall be held by the Federation President.

 

I.  PROTECTION OF INDIVIDUAL AND GROUP RIGHTS

1.      Nothing contained herein shall be construed to prevent the Board of Trustees, a Member of the Board, or its designated representative, from meetings with any Teacher for the expression of the Teacher's views.  In the area of collective bargaining, no changes or modifications of the Agreement shall be made by either party, except through consultation and negotiation between the Federation and the Trustees.

 

2.      Nothing contained herein shall be construed to permit any organization other than the Federation to participate in the processing of a grievance.

 

3.      Nothing contained herein shall be construed to prevent any person from informally discussing any matter with his/her immediate superior, or processing a grievance on his/her behalf in accordance with the Grievance Procedure.

 

J.  NO FEDERATION ACTIVITY ON SCHOOL TIME

The Federation agrees that no Teacher will engage in Federation activities during the time he/she is assigned to teaching or other duties.

 

K.  MEETINGS OF THE BOARD OF TRUSTEES

The Trustees shall comply with the General Laws relative to their records being available for public inspection.

 

L.  EXISTING LAWS AND REGULATIONS PRESERVED

The rights and benefits of persons provided herein agree in addition to those provided by County, State, or Federal law, rule, or regulation, including without limitation all applicable Professional Teacher Status, pension, or educational laws and regulations.

 

M.  PRINTING OF AGREEMENT

The Federation is responsible for typing the Agreement.  The Board of Trustees is responsible for printing of the agreement and the Board of Trustees agree that the Union will be provided ten (10) additional copies over and above copies provided for each member of the staff.

 

                                   ARTICLE IV - WORKING CONDITIONS

 

A.  INSTRUCTIONAL ASSIGNMENTS

1.     For the purpose of scheduling, a "period" shall be defined as a unit of time within the school day approximately forty (40) minutes to fifty (50) minutes long.  A week shall be defined as five (5) days.

 

2.     Teaching Periods shall be defined as those periods during which the Teacher is assigned a regular teaching assignment and/or a directed study.

 

3.     Preparation Periods shall be defined as those periods equal in length to a teaching period during which the Teacher is not assigned to a regular programmed responsibility.

 

4.     The Teachers may be assigned supervisory assignments after accounting for lunch periods, preparation periods and normal duty assignments.  In April of the preceding school year, Teachers can request in writing their preference of duties and requests will be granted whenever possible.

 

a.  Supervisory assigned periods shall not exceed the length of a regular teaching period.

 

b.  Supervisory assigned periods may include substituting for other staff Members who are absent.  Assignments will be scheduled at the discretion of the Principal.

 

5.      Teacher Assignments

 

a.  In scheduling, the Principal, in coordination with the Vocational and Academic Coordinators, will endeavor, whenever possible, to establish instructional assignments with respect to subject matter areas, number of daily classes and students per class.

 

b.  A Teacher may express, in writing to the Principal and the Vocational or Academic Coordinators, his/her preference to grade level, subject, department and assignment.  Programming preference shall be given full consideration in preparing the schedule for the following year.

 

c.  Except in cases of an emergency or for good cause, Teachers shall be provided with their schedules at least one month prior to the beginning of the term or semester.  Each Teacher shall be given the following information concerning his/her program.

 

1.  Subject to be taught

2.  Grades of the subjects to be taught

3.  Number of periods

4.  Room assignments

5.  Any other pertinent information

 

d.   Except temporarily or for good cause, a Teacher will not be assigned to teach outside the area of his/her teaching certification or Massachusetts Department of Elementary and Secondary Education Licensure for more than twenty (20%) percent of the time.  A Teacher will not be required to teach more than two (2) subject areas.  Subject areas are defined as the fields of English, Math, Social Studies, and Science.

 

e.   Except in emergency or for good cause, the number of different teaching locations in which assignments occur for a Teacher shall be held to a minimum.

 

f.    All Teachers shall be assigned a maximum of twenty (20) teaching periods, four (4) supervisory periods, and four (4) home room periods, (based on a four (4) day rotation).  Teachers not assigned a maximum number of teaching periods (twenty (20) in a four-day rotation) may be assigned additional supervisory periods equal to the difference between the maximum teaching periods and the actual number of teaching periods. 

 

g.   In scheduling part-time staff, the Principal, in coordination with immediate supervisors, will endeavor, whenever possible, to develop a schedule in which assignments are contiguous or within as short a time as possible.

 

h.   All part-time instructional assignments set forth in this section shall be prorated at an amount no more than a fractional time for which the Teacher was hired.

 

i.    Vo-ag Teachers may be assigned up to six (6) teaching periods each of two (2) days (based on a four (4) day rotation).  This will not result in the elimination of any teaching positions, but will only be used for scheduling purposes.  Science Teachers may be assigned up to six (6) teaching periods each two (2) days, (based on a four (4) day rotation) for the purpose of accommodating laboratories. PE/Health, Computer Applications and SPED teachers , for the purpose of accommodating SPED support, may be assigned up to six (6) teaching periods each of 2 days based on a four (4) day rotation.

 

j.    Whenever possible in scheduling, Teachers with the lesser number of teaching periods will be assigned non-teaching supervisory duties first.

 

k.        At the end of each term, Teachers shall have four (4) school days for initial submission of grades to their immediate supervisors.

 

l.          Instructional assignments/teaching periods can be classes that are physically present or virtual for NCAHS students only who are involved in the Cooperative Education Program or internships

 

B.  STAFF MEETINGS

Teachers will be required to remain after the end of a regular work day for general Teacher's meetings as called by the Superintendent-Director or Principal.  Such general Teacher's meetings shall be no more than one (1) per month except in an emergency.  Advanced notice of such meetings shall be provided at least a week in advance except in an emergency.  An agenda for each meeting is to be distributed to the staff no later than the school day immediately preceding the day of the meeting.  The Superintendent-Director or Principal shall strive to restrict the meeting time, on each regularly scheduled occasion, to approximately one (1) hour after the contractual school day. 

 

C.  AFTER SCHOOL ACTIVITIES

Each Teacher shall attend three (3) evening functions, including two parents' nights and one (1) other evening function that will be selected at the mutual agreement of the Principal and the Teacher.

 

 

D.  TEACHER ATTENDANCE

1.     All Members of the bargaining unit are presumed to be on duty on the school campus during the hours of their established work schedules, unless school business demands their presence elsewhere, in which case approval shall be secured from the Principal or immediate supervisor and notice of absence, destination, purpose of trip and probable time of return shall be recorded at the office prior to departure.  All absences require such written notification, including farm or home visits, student placement supervision, illness after the start of the school day, and personal errands.  Teachers may leave the school campus during their lunch period without prior approval of the Principal or immediate supervisor, but for safety and emergency reasons, need to notify the office when they leave and return.

 

2.     Teachers shall not be required to be at the School on days when, because of weather conditions, there is no School for pupils.

 

3.      School classes shall be canceled whenever travel conditions are sufficiently hazardous to endanger students traveling to and from the School, as determined by the Superintendent-Director.

 

4.      Teachers having a home room or first period class, when home rooms are not part of the schedule, shall be in the classroom eight (8) minutes before the start of the home room or first period class.

 

E.  DUTY-FREE LUNCH PERIOD

All Teachers shall have a duty-free lunch period. 

 

F.  LENGTH OF SCHOOL YEAR

1.      For one hundred eighty-four (184) day Teachers, the school year shall commence the first Tuesday in September and continue into the month of June until the 184th day has been attained unless Trustees, by majority vote, choose to release Teachers prior to the 184th day.  Non teaching duties of Teachers as of the spring project release day shall consist of admission work, project visitation, curriculum work, on-campus supervision of student labor, and other non teaching duties that may arise.  All non teaching duties will be agreed upon by the Teacher involved, immediate supervisor(s) involved, the Principal and Superintendent-Director.  Days when Teachers do not report to work due to school vacations, cancellations because of weather, heating problems or other emergencies will not count toward the one hundred eighty-four (184) day total.  The school year will normally end prior to June 30.  Exceptions will be permitted only after the following conditions:

 

i.   The number of school days in session has been shortened due to an act of God.

 

ii.  All avenues of appeal such as waiver application have been exhausted to the satisfaction of the Federation.

 

iii.  Negotiations have taken place with the Federation to decide the best and most equitable manner to make up the necessary time.

 

2.      Any Teacher required to work before and/or following the close of the school year, during vacation, weekends (including open house), or holidays, including holidays worked while chaperoning inter-curricular activities; provided the Teacher is not being paid a stipend under Appendix B as part of said service, shall be paid at the daily prorate of his/her annual salary.

 

3.      Except as provided above, the Board of Trustees will not change the number of school days except to comply with changes in state laws of regulations of the State Department of Elementary and Secondary Education and will not make such changes without consultation with the Norfolk County Federation of Teachers.

 

G.  LENGTH OF SCHOOL DAY

During the period beginning the first Tuesday in September, to the end of school in June, the length of the workday for Teachers shall begin @ 7:30 AM and end @ 2:30 PM.

 

The workday for adjustment counselors shall be from 7:30 A.M. to 2:30 P.M., or later, including evenings and weekends, as is required to properly carry out all functions of the counselor’s office as is currently done.  All work necessary to carry out those functions is considered part of the job and is not subject to additional compensation or adjusted time.

 

H.  SCHOOL FACILITIES

1.      Every class shall be held in a facility that meets the requirements of Local Public Safety Officials.

 

2.      Efforts shall be made to provide a clean, ventilated, heated, well lighted and suitably furnished Teachers' lounge.

 

3.      Mailboxes for Teachers shall be provided in the Administration Building.  In addition, each Teacher will be assigned an email address and voicemail extension.

 

4.      Provisions shall be made in the School's budget to provide sufficient file cabinets in which to keep instructional materials and supplies.

 

5.      As soon as practical, each classroom shall be provided with adequate bookshelves.

 

6.      Each classroom shall be provided with a functional desk and functional desk chair for the Teacher.

 

7.      Parking facilities, cleared, paved and marked, shall be provided for all professional staff Members.

 

8.      Within budgetary limitations, the school shall continue to provide facilities and equipment necessary for the educational program and the benefit of the Teachers.

 

I.  EVALUATION

The Parties hereto agree that they negotiated and agreed upon an Amendment to the agreement in January of 1997 with regard to Staff Evaluation.  Therefore, in accordance with said agreement, that Amendment is attached hereto, marked Appendix D, and incorporated herein by reference.  Effective September 1, 2009, the bargaining teams of the parties agreed to implement the recommendations of the evaluation study committee.  Said document(s) are referenced in Appendix D.  There will be an ongoing management-labor study committee to implement the new evaluation documents in Appendix D.

 

It is the intent of the Trustees and Local # 2335 to bring our current evaluation system into compliance with Massachusetts General Laws and state MDESE regulations. Therefore, in anticipation of changes contemplated by the Commonwealth of Massachusetts, the Trustees and Local # 2335 agree to a working group of 3 members of the administration and 3 members of Local # 2335 to make recommendations to the Trustees and to the membership of Local # 2335 for changes to the collective bargaining agreement in place.

 

J.  TEACHER'S FILES

1.      Inspection of a Teacher's personnel file shall be permitted as outlined under Chapter 71, Section 42C of the General Laws of the Commonwealth of Massachusetts.

 

2.      Teacher files shall be kept and controlled by the Superintendent-Director.

 

3.      Teacher files shall be maintained under the following circumstances:

 

a.  No materials dealing with a teacher's performance shall be placed in the files by the Superintendent-Director unless the teacher has been sent a copy at the same time.

 

b.  The Teacher shall have the right to submit a response to the statement.  The Teacher's response shall also be included in the file.

 

c.  Upon receipt of a written request the Teacher shall be furnished a copy of any material in his/her file for a fee of five (5) cents per sheet.

 

4.      The Superintendent-Director shall maintain and control the only personnel file kept for each teacher.

 

5.      Formal grievances filed by any Teacher under the Grievance Procedure as outlined in this Agreement shall not be placed in the personnel file of the Teacher; nor shall such grievances become a part of any other file or record utilized in the promotion process; nor shall it be used in any recommendation for job placement.

 

6.      All Federation Members needing certification, approval in the case of vocational teachers when hired should be certified or certifiable in accordance with the existing laws of the Commonwealth.

 

K.  SUBSTITUTE SERVICE

1.      Every effort shall be made to hire substitutes to cover classes of regularly assigned Teachers when they are sick or on legally approved absence.

 

2.      In situations where substitutes are necessary but not available, the Superintendent-Director or Principal may assign a Teacher to use his/her supervisory period for substituting.  Such request shall be distributed on an equitable rotating basis among all Teachers in the School during the school year.

 

3.      Effective January 28, 2002, whenever a teacher uses five preparation periods for substitute coverage, he/she will receive compensation equal to a day’s pay computed at the step 1, column 1 teachers’ salary grid.  The employer will record each teacher’s substitute coverage to insure equitable rotation among all teachers and to provide compensation when required.  Teachers will be paid for every five preparation periods utilized by the Administration.

 

 

L.  PROTECTION, DEPORTMENT & SAFETY

1.      Teachers will immediately report all cases of assault suffered by them in connection with their employment to the Superintendent-Director in writing.

 

2.      Whenever it is alleged that a Teacher has assaulted a person or that a person has assaulted a Teacher, the Superintendent-Director, an MFT staff representative, the President of the Union and a Trustee of the School shall conduct an investigation of the incident.  The Superintendent-Director shall comply with any reasonable request from the Teacher for relevant information in his/her or the Trustee's possession not privileged under law concerning the person or persons involved.

 

3.      If criminal or civil proceedings are brought against a Teacher alleging that he/she committed an assault in connection with his/her employment, the Trustees may, at their discretion, furnish legal counsel to defend him/her in such proceeding if he/she requests such assistance, and provided that the Teacher was not in violation of the policies related thereto.  The provisions of Chapter 258 of the General Laws will apply here.  The Trustees shall budget funds for this purpose.

 

4.      A Teacher or an Immediate Supervisor may send to the Dean of Students or Principal a student who is causing serious disruption on campus.

 

M.  DAMAGE OR LOSS OF PROPERTY

1.      No Teacher shall be held responsible for loss, damage or destruction of School property or students’ property, when such loss, damage or destruction is not the fault of the Teacher.

 

2.      A Teacher shall report in writing any loss, damage or destruction to the Principal immediately upon becoming aware of such loss, damage or destruction.

 

3.      Teachers may submit a reimbursement request to the Superintendent-Director for destruction, damage or loss of personal property incurred in the course of his/her employment provided such loss is not covered by the Teacher’s personal insurance.

 

4.      The term “personal property” shall not include cash or other personal property in excess of $100 unless it was brought to school with the written approval of the Superintendent-Director or Principal.  The terms “loss, damage and destruction” shall not cover the effects of normal wear, tear and use.

 

N.  SUPERVISORY PRACTITIONER

1.      Teachers who supervise practicum or a practicum equivalent shall be known as Supervisory Practitioners.

 

2.      Qualifications for Supervisory Practitioners shall include the following:

 

a.   Teacher must meet “highly qualified” standards in the subject area and be appropriately licensed.

b.  Agreement of the school, college or program approving the experience.

c.       Approval of the Principal.

d.      Agreement to supervise the candidate and be responsible for the larger portion of the practicum equivalent.

e.  Cooperative with the college supervision to evaluate the candidate’s achievement of appropriate standards.

f.  Any additional requirement as set forth by the Massachusetts Department of Education.

 

3.      Acceptance of a student or apprentice teacher shall be voluntary on the part of the member.  A training teacher will accept the student or apprentice teacher only when he/she and the Principal agree, sufficient time has been provided prior to the date the student or apprentice teacher will commence his/her program at N.C.A.H.S.

 

O.  UNIFORM ALLOWANCE

Proper protective clothing shall be provided, as budgetary provisions allow, for all Teachers in departments in which proper clothing is necessary for safety or cleanliness.

 

P.  NOTICES AND ANNOUNCEMENTS

1.      All official circulars concerning Teachers shall be posted on the Federation's bulletin board and in Teacher Workrooms or lounges, and a copy furnished to the Federation Representative.

 

2.      Each Teacher shall be furnished with copies, electronic and paper of the Student Handbook, Employee’s Guide and all subsequent amendments at the start of the school year.

 

3.      A Directory of School Personnel shall be provided to all employees by November First (1st) of each year and a single copy to the Federation Representative.

 

4.      A systematic method of circulating information shall be devised.  Use of the public address system when classes are in session shall be restricted to emergency calls.

 

5.      A copy of all teaching assignments and non-teaching assignments shall be available in the Principal's office as soon as practical.  Changes will be posted promptly.

 

6.      The proposed calendar for the new School year shall be submitted to the Federation for informational purposes prior to its adoption or within a two-week period of its adoption.

 

7.      All Teachers shall receive their schedules including duties at least one month (30 days) prior to implementation.

 

Q.  SENIORITY

1.      The Superintendent-Director shall prepare a seniority list that indicates the date on which all Members of the bargaining unit first worked at the Norfolk County Agricultural High School.  The Federation shall be supplied with the list that shall be kept current.  In the event of a tie between professional status teachers of the same department and or same certification, a lottery will be held.

 

2.      Seniority is based upon length of service at the School.  Periods of service divided by a break due to resignation or termination shall not be added to determine seniority.

 

3.      Permanent Substitute Service shall be credited toward seniority if the Permanent Substitute Service is continuous with an appointment to a permanent teaching position.

 

R.  REDUCTION IN FORCE AND LAYOFFS

1.      Persons may exercise their seniority to displace another person in their department  provided they are qualified to teach the subject matter of the least senior person as determined by the Superintendent-Director and Board of Trustees who will base their decisions on the following criteria:

a.  Certification

b.  Courses taken

c.  Degrees

d.  Seniority

e.  Teaching and Work Experience

f.  The right to replace another person as set forth herein is subject to the provisions of Chapter 71, Section 42 of the Massachusetts General Laws.

 

S.  RECALL

1.      A recall list shall be established by the Superintendent-Director and shall consist of the names of the effected employees and the date of their layoffs.  Recall will be determined by the Superintendent-Director who shall base his/her decision on the following criteria:

a.  Certification

b.  Courses taken

c.  Degrees

d.  Seniority

e.  Teaching and Work Experience

 

2.      If an employee refuses recall or fails to respond to a recall notice within fifteen business days, his/her name shall be removed from the recall list.  All notices will be sent registered mail, return receipt and the return receipt will be grounds for removal of the employee from the list after the receipt was signed.

 

T.  CLASS SIZE

The Trustees agree that class size should not be unreasonably large for the grade level and subject matter taught.  If the Teacher feels his/her teaching load is excessive, he/she may request a meeting with the Principal or Superintendent-Director who will discuss the issue with the Teacher.

 

U.  LICENSE ADMINISTRATION

When required by law or when the Principal, Immediate Supervisor and a Teacher agree it is important for that Teacher to possess a specific license or non-teaching certificate in order to properly perform the duties of a Teacher, he/she will be required to secure and maintain said license or non-teaching certificate.

 

The requirement for such a license or certification will be made part of the Teacher's job description.

The Principal shall provide:

 

1.      Time off during working hours for the Teacher to take the required test.

2.      Reimbursement for any costs related to acquiring and renewing said licenses or non-teaching certificates including travel.

 

V.     RE-CERTIFICATION AND LICENSING FEES

The employer will reimburse Teachers for all Teacher re-certification/licensing fees required by the Massachusetts General Laws or Department of Education regulations.  This reimbursement will apply to the Teacher’s primary area of re-certification only.

 

Teachers will be issued Professional Development Points (PDP) Certificates consistent with MDESE regulations for the completion of in-house professional development activities upon the submission of the appropriate documentation and request for PDP Certificate form.  Certificate shall be issued within thirty (30) days after acceptance of form or teacher will be notified in writing if additional information is needed.

 

W.  JUST CAUSE

No Teacher shall be disciplined, reprimanded, reduced in rank or denied any professional advantage except for just cause.  Notwithstanding the above, the Trustees, the Superintendent-Director and the Principal shall retain all rights granted to them by Massachusetts General Laws Chapter 71, Section 41-42.

 

ARTICLE V - TRANSFERS, PROMOTIONS

 

A.  TRANSFERS, VACANCIES

1. Requests for transfers shall be submitted in writing and renewed annually any time in the year to the Principal with a copy to the Superintendent-Director.  All transfer requests shall include the grade and subject area in which the Teacher seeks assignment.

 

2.      If the transfer is one that normally would not become effective until the beginning of the school year, the request must be filed prior to May 1 of the preceding school year.

 

3.      Notice of transfer shall be given to a Teacher as soon as possible following the granting of the Teacher's request.

 

4.      Where all other factors are equal, seniority based on consecutive years of experience at the School shall govern all transfers.

 

5.      Any involuntary transfer shall be made only after a meeting between the Teacher involved and the Principal and the Superintendent-Director, at which time the Teacher shall be notified of the reason for the transfer.  In an event that a Teacher objects to the transfer, the Federation will be notified and the Principal and Superintendent-Director will meet with the Federation Representative to discuss the transfer.

 

6.      The term "transfer" shall include all changes in subjects to be taught and department changes.

 

B.  POSTING AND FILLING VACANCIES

1.      When vacancies occur in new or existing positions, including extracurricular activities and curriculum development, notice of vacancies, including job descriptions, shall be posted promptly on the appropriate bulletin board.

 

2.      Applications shall be in writing and shall set forth the basis on which the applicant solicits consideration.  Ten (10) working days shall be allowed for submissions of applications after the posting date.

 

3.      In considering candidates for a position, where factors are the same among several candidates, seniority at the School shall be given consideration.  Written notification to all non-selected candidates will take place within ten (10) days after acceptance of the position by the candidate selected for the position.

 

4.      Vacancies shall be filled by an applicant within the School if his/her qualifications and experience are equal to those of other applicants.

 

5.      Vacancies in new or existing positions shall be filled by decision of the Principal, in accordance with the Education Reform Act.

 

                                ARTICLE VI - LEAVE POLICIES

 

A.  SICK LEAVE

1. Sick Leave with pay shall be granted to permanent, temporary and part-time employees who have completed not less than two (2) months of continuous service.  Such sick leave shall be limited to fifteen (15) days annually for each year of service.  Sick leave shall accrue at the rate of one and one-quarter (1-1/4) days for each month of service.  Absence with pay granted under these rules shall be counted as service.

 

2. Sick leave not used in any year shall be accumulated.

 

3. Sick leave with pay may be granted to employees only if they are incapacitated for the performance of their duties by sickness, injury, quarantine, or exposure to contagious diseases; provided that, the Principal may allow time off not to exceed twelve (12) days, to be counted as sick leave in case of serious illness of the immediate family of the employee that requires the personal presence of such employee. 

 

Immediate family shall, except in unusual circumstances, include husband, wife, children, parents, grandparents, brothers, sisters, unmarried partners, or other relatives with whom the employee is living in the same house.

 

4. Any former employee who is reinstated within one (1) year from the date of separation from service shall be credited with the accrued length of service attained at the termination of his/her previous service for the purpose of sick leave.

 

Any such employee so reinstated or so employed more than one (1) year and less than three (3) years after separation from service shall be treated as a new employee for the purpose of sick leave; provided, that, at the expiration of one (1) year of continuous service after such reinstatement or employment, he/she shall be credited with the accrued sick leave credited at the termination of his/her previous service.

 

Sick leave earned in public employment other than in his/her own county shall not be transferred.

 

5. Absence due to sickness, or otherwise not specifically covered by these rules, shall be granted as leave without pay.

 

6. Employees whose service is terminated through resignation or dismissal shall not be entitled to compensation in lieu of sick leave not taken.

 

7. Notice of absence because of sick leave shall be given directly to the member's immediate supervisor prior to the next workday, if possible, or as soon as possible the day of the sickness.  If such notice is not given, the Superintendent-Director may assign such absences as leave without pay.  For absences of five (5) consecutive days or more, or in excess of ten (10) days in any one year, the Superintendent-Director may require evidence in the form of a physician's certificate for the necessity of such absence.  In cases of sick leave over one (1) month, the Superintendent-Director may require further evidence of necessity and compliance with these rules.

 

8. The Superintendent-Director shall keep a record of all sick leave both accrued and granted for each Member.

 

9. Each Member shall receive a notice of his/her accrued sick leave during September.

 

10. Sick leave must be charged against unused sick leave credits in minimum units of one half (1/2) day or 2 (two), ¼ (one quarter) sick days per year. If a person is sick and his or her duties are finished for the day, he/she may be dismissed without any loss of sick time

 

B.  SICK LEAVE BANK

1. Purpose of Sick Leave Bank:

There shall be a Sick Leave Bank, the purpose of which is to enable all qualified employees upon exhaustion of their individual sick leave, compensatory days if any, and personal days, both annual and cumulative, to receive extended sick leave without loss of income during prolonged illness or other incapacitation.  It is recognized that the Sick Leave Bank may be used with a prolonged illness or other disability or in a series of intermittent but prolonged disabilities in which the employee never became eligible for disability insurance coverage or Workers Compensation Coverage.

 

2. Sick Leave Bank Board

 

a. The Sick Leave Bank shall be overseen by a Union local committee consisting of the local president or his/her delegate, two (2) local Members elected by the Membership at large and a Member of the school administration as appointed by the Superintendent-Director.  Such Board must reach unanimous approval for Sick Leave Bank Days to be granted.

 

b. The Board will govern all phases of the bank.  All decisions of the Board are final, but those decisions may be appealed back to the Board for review or hearing.  The Board will have an annual meeting.

 

c.  The Board must consider the following when making decisions:

 

                        i.          The attendance record of the Member.

                        ii.         The medical information submitted.

                        iii.        Any other information deemed to be pertinent by the Board.

 

3. Contribution of Sick Days to Bank

 

a.  Every teacher with professional teacher status who wishes to be a member of the bank, will contribute two (2) days from his/her accumulated sick leave. 

 

b.  Additional contributions of one (1) day per member of the Sick Leave Bank will be made when the Sick Leave Bank days fall below thirty (30) days and at the beginning of each school year if deemed needed by the Board.

 

c.  Any retiring Sick Leave Bank Member may contribute any of his or her unused accumulated sick leave remaining after sick leave buy back to the Sick Leave Bank Fund.

 

4. New Teachers Entering Sick Leave Bank

 

Teachers having Professional Teacher Status may join the Sick Leave Bank only when the Teacher is first employed at the School.  A Teacher without Professional Teacher Status may join the Sick Leave Bank only at the time when the Teacher first attains Professional Teacher Status.  Teachers may join the Sick Leave Bank at the beginning of their first such school year by depositing two (2) sick days in the Bank.

 

5. Using Sick Days from Sick Leave Bank

 

a.  A Sick Leave Bank Member will be eligible to apply for Sick Leave Bank assistance under the following guidelines:

 

i.  A Sick Leave Bank Member must deplete his/her accumulated sick leave.

 

ii.  There will be a waiting period of ten (10) school days between the depletion of sick days and the granting of Sick Leave days during which the Sick Leave Bank Member will be payless.

 

iii.  This waiting period will be increased by the number of days the requesting Member has sold back to the county.

 

iv. The application for benefits must be accompanied by a certification of illness or disability completed and signed by the attending physician.  This Sick Leave Bank will not cover any female Member due to normal pregnancy.  Female Members who apply for leave for pregnancy will be required to comply with the first sentence of this paragraph.

 

v.   Sick Leave Bank days will be granted for a period not to exceed twenty (20) school days per request.

 

vi.  If these twenty (20) days are expended, more may be granted by the Board upon the petition of the Member with additional medical statements to support the need for such time.

 

6. Sick Leave Application

 

The Sick Leave Bank Application Form is set out and attached hereto and marked "Appendix C."

 

7. Abuse of Sick Leave Bank

a.  Any Member of the Sick Leave Bank who is drawing sick leave time for any type of illness or disability, and is found working another job outside the Norfolk County Agricultural School, will be immediately taken off the rolls of the Sick Leave Bank and be disallowed from drawing any more sick leave time from the Bank.  If such a circumstance occurs, the Federation will notify the Superintendent-Director in writing forthwith.

 

b.  The Federation shall indemnify and save harmless the School in the event of a lawsuit, fine, damage award or other penalty resulting from actions or lack thereof by the Federation in carrying out its responsibilities in administration of the terms of this Sick Leave Bank.

 

c.  Any Member of the Bank who is requesting sick time from the Bank and is known as an abuser of sick time can be denied the privilege of using the Bank through the decision of the Bank Board.

 

C.  FUNERAL LEAVE

1. Each Teacher shall be permitted up to four (4) days leave with pay upon the death of the husband, wife, unmarried partner, child, parents and grandparents of either spouse, brother or sister, and any family member living in the household of said Teacher.

 

2. Each teacher shall be permitted one (1) day leave with pay upon the death of any family member not listed in section one (1). 

 

3. Funeral leave may be granted in the death of others at the discretion of the Principal or Superintendent-Director provided that such leave will only be taken for the wake, burial, or memorial service. 

 

D.  SABBATICAL LEAVE

Teachers shall be allowed sabbaticals under the following guidelines:

 

1. Sabbatical leave shall be granted only to a Teacher by action of Trustees.

 

2. To be eligible, a Teacher must have completed seven consecutive full years of service at the Norfolk County Agricultural High School.

 

3. Applications from eligible applicants must be submitted prior to October first (1st) for leave beginning the following September.

 

4. Each applicant must include a proposed plan of study, travel or research, a statement of the applicant's professional purpose and the expected value to the School of the proposed project.

 

5. A Sabbatical may be taken for six (6) months at full pay, or for one (1) year at one-half (1/2) pay.  Professional Teacher status, regular salary increments and status shall not be impaired.

 

6. Prior to the granting of such leave, an applicant shall enter a written agreement with the Board of Trustees that, upon termination of such leave, he/she will return to service at the School for a period of two (2) years, and that in default of completing such service, he/she will refund to the N.C.A.H.S. an amount equal to such proportion of salary received by him/her while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered, unless this failure is due to illness, disability or death, and shall be so stated on his/her record.  (Chapter 71, Section 41A).

 

7. A Teacher returning from sabbatical shall be placed in a comparable position and on the step of the salary schedule he/she would have attained had he/she remained in the School, and may be eligible for insurance benefits according to the County Policy while on leave.  Teachers will be eligible for second (2nd) or subsequent sabbatical leave only when he/she has completed seven (7) years' service at the School since his/her last sabbatical leave.

 

E. RELIGIOUS LEAVE

Teachers shall be excused from duty without loss of pay in accordance with the law.

 

F.  PREGNANCY AND ADOPTION LEAVE

1. Every full-time female employee is entitled to pregnancy leave for a period of twelve (12) weeks if she complies with the following conditions:

 

a.       She provides a doctor's statement attesting to the pregnancy and expected delivery date; and

 

b.      She has been employed three (3) consecutive months; and

 

c.       She gives four (4) weeks notice of her expected departure date and of her intended date of return.

 

2. She can return to the same or a similar position without loss of employment benefits for which she was eligible on the date her leave commenced, provided that nothing has occurred during her leave that would have otherwise terminated her employment with the County under existing law, rule or regulation.

 

3. Sick leave credits accumulated under the Sick Leave Rules and Regulations may be used for pregnancy leave purposes.  If there are no accumulated sick leave credits, the pregnancy leave shall be without pay, or if there is only partial sick leave accumulated, the remainder of the 12-week period of pregnancy leave shall be without pay.

 

4. A Teacher who uses accumulated sick leave for up to twelve (12) weeks following pregnancy may opt to take an unpaid leave for the remainder of the academic year.

 

5.      Parenting Leave - Members of the Bargaining Unit shall be entitled to three (3) days annual leave for adoption and birth of a child.

 

 

G.  MILITARY OBLIGATIONS

1. Military Leave will be granted to any Teacher who is inducted or enlists for one (1) required term in the Armed Forces of the United States.  Upon return from such leave, a Teacher will be placed on the salary schedule at the level he/she would have achieved had he/she remained actively employed in the School during his/her absence up to a maximum of two (2) years, but said time of absence shall not count toward Professional Teacher Status according to the terms of the Selective Training Act of 1940, and subsequent amendments by Congress.

 

2. Teaching personnel who are required to perform active duty for training as part of a reserve unit will do so as far as possible during July and August, according to Section 59 of Chapter 33 of the General Laws.

 

H.  OTHER LEAVES

1. Members of the bargaining unit who have Professional Teacher Status may be granted, at the discretion of the Board of Trustees, unpaid leave for the following reasons:  Prolonged illness, needed rest, necessities of the home, career change, professional improvement when a Teacher is not eligible for sabbatical leave, teaching in an acceptable school system in the United States when Teachers are not selected as exchange Teachers for teaching at a United States Military Installation abroad or any other activity that would benefit the School.

 

2. A Member of the bargaining unit shall be granted a leave of absence without pay to serve as an elected official in public office.

 

3. Leaves of absence may be extended by the Board of Trustees.

 

4. All benefits to which a Teacher was entitled at the time a leave of absence commenced shall be restored to him/her upon his/her return, and he/she will be assigned to the same or a substantially equivalent position.

 

5. A Teacher shall be granted leave with pay when required to report for a Selective Service Examination, or other tests required by the United States Government.

 

6. Members of the bargaining unit shall be granted leave of absence without pay for two (2) years to serve with the Peace Corps, Vista, or any similar recognized state or federal agency.

 

7. One (1) official delegate for the Federation shall be granted leave up to four (4) days with pay to attend conventions of the affiliated bodies.

 

8. A one (1) year leave without pay for a career change may be granted to a Member.

 

I.  FEDERATION LEAVE

1. One Teacher who is elected or appointed to a full-time position with the Federation or any organization with which it is affiliated, will, upon proper application to the Board of Trustees, be granted leave of absence, without pay, not to exceed one (1) year, for the purpose of accepting that position.

 

2. A Teacher who is granted a one-year leave of absence in compliance with the Agreement to fill full-time jobs with the Federation, or any organization with which it is affiliated, shall, provided such action is legal, continue to accrue seniority for salary increments, pension, and all other purposes as though they were in regular service.

 

J.  PERSONAL LEAVE

1. Personal leave of three (3) days per school year may be granted for urgent business, legal or family matters that cannot be conducted during non-school hours.  A written request for personal leave must be provided to the Principal through the immediate supervisor at least four (4) school days before such leave is required.  In cases of necessity when four (4) days notice cannot be provided, the reason for the leave must be stated on the request form.

 

2. Personal leave shall not be utilized for vacation or recreation purposes.

 

3. Personal leave shall not be taken on the day preceding or following a long weekend or school vacation except in well justified cases as determined solely by the Principal.

 

4. Personal leave unused in any year shall be added to the individual's accumulated sick leave.

 

K.  PROFESSIONAL LEAVE

An application for professional leave, as well as a Professional Development Request Form, shall be submitted to the Principal at least two (2) weeks in advance of the leave.  Only approved Professional Development and approved Professional Development Leave will be reimbursed for registration fees and travel expense.

Professional Leave will be approved at the discretion of the Principal and will be based on the extent to which it is determined that the leave aligns with predetermined school goals and specific educational needs.

 

L.  JURY DUTY AND COURT LEAVE

1. No salary deduction shall be made in case of absence due to being summoned to appear in court or other state or federal agency unless such a summons is the direct result of responsibilities for which the Members of the bargaining unit receives remuneration as a paid employee.

 

2. Members selected to serve as a juror or summonsed as a witness in a proceeding not involving himself/herself or his/her family as a party by any state or federal court, shall do so without the loss of pay, in accordance with Article VI, Section I, Personal Leave.  Said Member shall submit all pay, exclusive of expense reimbursements, provided by the court to the Business Manager.

 

3. Members who must appear in court because of personal violations or offenses of the law shall not be paid for such absences.

 

                              ARTICLE VII - FRINGE BENEFITS

 

A.  MEDICAL AND SURGICAL PROGRAM FOR MUNICIPAL EMPLOYEES

Memorandum of Agreement by and between the Norfolk County Commissioners and the Norfolk County Public Employees Committee.  Said Memorandum of Agreement to be attached hereto and made a part hereof.

 

B.  LIFE INSURANCE

Memorandum of Agreement by and between the Norfolk County Commissioners and the Norfolk County Public Employees Committee.  Said Memorandum of Agreement to be attached hereto and made a part hereof

 

C.  PENSION

The parties agree that all bargaining unit members will be enrolled in the Massachusetts Teacher's Retirement Plan.

 

D.  WORKERS COMPENSATION

The employee shall be covered by the provisions of Worker's Compensation, Chapter 152 of the General Laws according to that coverage extended to other County employees.

 

E.  TAX-FREE ANNUITY

Teachers shall be allowed to take advantage of the federal law concerning tax-free annuities.

 

F.  DEATH OF AN EMPLOYEE

In the event of an employee's death, payment of accumulated sick leave shall be made to a beneficiary designated by the employee in writing or, in the absence thereof, to the employee's estate.

 

G.  EYE CARE

If the County accepts or gives to any other group or employees "eye care coverage," the parties agree to reopen this contract and negotiate this subject.

 

H.  SICK LEAVE BUY BACK

Any Member who retires from his/her position or dies while employed by the County, shall receive a cash payment equivalent to thirty ($30) dollars per day times the number of days of unused accumulated sick leave credited to him/her on the date of his/her retirement or the date of his/her death, for the term of this contract, not to exceed $7,500.00.

 

I.   NOTICE OF INTENT TO RETIRE

Any member with professional status who gives notice of his/her retirement by April 1^st of the current year and completes the following school year and retires will be entitled to a onetime payment of $ 2,500.00. Members must give notice within 60 (sixty) days of ratification of this agreement to be eligible for payment in the current school year (2011-2012).

 

ARTICLE VIII - GRIEVANCE PROCEDURE

 

A.  DEFINITION

A grievance is defined as an alleged violation of a specific Article or section of this Agreement.

 

B.  GENERAL PROVISIONS

1.      Informal

Within fifteen (15) working days of the time a grievance arises, the employee or Federation either directly or accompanied by his/her Federation representative, will present the grievance to the Principal during non teaching hours.  Within five (5) working days after presentation of grievance, the Principal shall give his/her answer orally to the employee.

 

2.      Step One

a. Within five (5) days of the oral answer, if the grievance is not resolved, it shall be stated in writing, signed by the grievant and lodged with the Principal.

 

b. The "Statement of Grievance" shall name the employee involved, shall state all the known facts giving rise to the grievance, shall identify by appropriate reference provisions of this Agreement alleged to be violated, and shall state the contention of the employee and of the Federation with respect to these provisions, and shall indicate the specific relief requested.

 

c. Within five (5) school days after receiving the grievance, the Principal shall communicate his/her answer in writing to the grievant and the Federation representative.

 

3.      Step Two

a.  If the grievance is not resolved in Step One, the grievant may, within ten (10) working days of receipt of the Principal's answer submit to the Superintendent-Director a written "Statement of Grievance" signed by the grievant.  A copy shall be given to the Principal at the same time.

 

b. The Superintendent-Director or his/her designated representative shall give the grievant and the Federation representative an answer in writing no later than ten (10) working days after receipt of the written grievance.  If further investigation is needed, additional time may be allowed by mutual agreement of the Superintendent-Director and the Federation.

 

4.      Step Three

a. Within fifteen (15) school days after receiving the decision of the Superintendent-Director, an appeal from the decision may be made to the Trustees.  It shall be in writing and accompanied by a copy of the decision at Step 2.

 

b. No later than fifteen (15) school days after receiving the appeal, the Trustees shall hold a hearing on the grievance at a regular or special meeting.  All those listed in Step 2 shall have a right to participate in this step.

 

c. Within fifteen (15) school days after the hearing, the Trustees shall communicate their decision in writing, and state their reasons if requested, to the Federation and the aggrieved Teacher, if any.

 

d. The Federation may not present any material, allegation, or remedy that was not present in Step 2.

 

C.  APPEARANCE AND REPRESENTATION

Hearings held under this procedure shall be conducted at a time and place that will afford a fair and reasonable opportunity for all persons, including witnesses, conducted during school hours, unless there is mutual agreement for other arrangements.

 

If the grievance arises from an action of authority higher than the Principal of the School, the employee may present such a grievance at Step 2 of this procedure.

 

D.  TIME LIMITS

Time Limits provided in this Agreement may be extended by mutual agreement signed by the parties.

 

Failure at any step of this procedure to communicate the decision on a grievance within the specified time limit shall permit the Federation to lodge an appeal to the next step of this procedure.

 

Any grievance not advanced from one step to the next step within the time limits of that step, shall be deemed resolved by the answer at the previous step.

 

E.  ARBITRATION

1. Within twenty (20) school days of receiving the decision of the Trustees, the Federation may appeal the decision to Arbitration.  The proceeding may be initiated by filing with the American Arbitration Association in serving notice of such action to the Board of Trustees.

 

The voluntary labor Arbitration rules of the American Arbitration Association shall be equally shared by the parties.

 

2. It shall be the function of the Arbitrator, and he/she shall be empowered except as his/her powers are limited below, after due investigation, to make a decision in cases of alleged violation of specific articles in sections of this Agreement.

 

a. The Arbitrator shall have no power to add to, subtract from, disregard, alter or modify any of the terms of this Agreement.

b. All expenses other than that of the Arbitrator shall be borne by the party incurring them.

c. All claims for back wages shall be limited to the amount of wages that the employees would otherwise have earned, less any employment compensation he/she may have received from any public source during the period of the back pay.

 

                                ARTICLE IX - COMPENSATION

 

A.  FUNDING APPROVAL

1. Compensation is subject to approval of the School's annual budget by the Norfolk County Commissioners, Norfolk County Advisory Board, and the Commonwealth of Massachusetts County Finance Review Board as described in Chapter 193 of the Acts of 1989.  If any one of the preceding entities does not approve the annual budget, or if existing laws change or new laws are implemented, either of which impact negatively on the School's budget, both the Board of Trustees and the Federation shall return to the bargaining table.

 

2. No changes in the amount or order of deductions insurance, Blue Cross/Blue Shield, credit union, and union dues will be conducted without notifying the Members of the bargaining unit before such changes for purposes of information only.

 

B.  EXTRACURRICULAR ACTIVITY

1. The Principal shall make appointments to fill positions listed in Appendix B-2.  The Superintendent-Director shall make appointments to fill positions listed in Appendix B-3.  The Principal, with the recommendation of the Athletic Director, shall make appointments to fill positions listed in Appendix B-1.  The Principal shall appoint the Athletic Director, subject to the review and approval of the Superintendent-Director.

 

2. Compensation will be paid for all extracurricular activities.  Said compensation will be paid according to the schedule, which is marked Appendices B-1 and B-2.

 

3. A list of extracurricular activities and compensation for these activities shall be posted.  Extracurricular positions will first be offered to Members of the union.  Such lists, upon request, shall be available to Teachers desiring the same.

 

C.  ADULT EDUCATION

All openings for Adult Education Positions shall be adequately posted by the Superintendent-Director or his/her designee for the Members of the Bargaining Unit to examine.  Acknowledgment of written request for said positions shall be given within reasonable time.  The parties agree to form a joint committee to evaluate Adult Education salaries (teachers, coordinators) and any recommended changes will be submitted to the negotiating team of the parties.

 

D.  LUMP SUM PAYMENT

The Trustees agree to pay 184-day Teachers with one lump sum payment as soon as possible after July 1 for the remainder of the school year (to August 31) provided that a requesting teacher submit a written request for same to the Business Manager by the December 1 preceding.  Otherwise, during the summer, Teachers will be paid on the regular salary schedule.

 

E.  CURRICULUM DEVELOPMENT

1. Curriculum Development that it is aligned with predetermined school goals and specific program needs will be compensated at per diem rate provided that all of the conditions of the Curriculum Development Approval Process have been satisfied.

 

2. Compensation for new Curriculum Development will be provided only when a written proposal has been submitted to and approved by the Principal in advance of the undertaking.

 

F.  NATIONAL BOARD CERTIFICATION

1. Teachers with National Board Certification shall receive an annual stipend of one-thousand ($1000) dollars each year that he/she is certified by the “Board”.

 

G.  TUITION REIMBURSEMENT

The employer shall provide tuition reimbursement for courses/content institutes of sufficient quality and content as explained by the Department of Elementary and Secondary Education in their recertification guidelines, relevant to a teacher's professional development or a teacher's subject matter.  Reimbursement will not exceed One-Thousand-Three Hundred-Fifty ($1350) dollars per fiscal year.  A teacher seeking reimbursement shall obtain prior written approval of the Superintendent-Director.  Employees will be reimbursed for said courses no later than thirty (30) days after submitting all appropriate documents.  

 

ARTICLE X

ACADEMIC FREEDOM: PROFESSIONAL ACTIVITY

 

A.  ACADEMIC FREEDOM

Teachers shall have all reasonable freedom in the implementation of the curriculum, including the right to select materials and to determine the class needs as they relate to the curriculum.  However, this does not exclude the right and obligation of the Superintendent-Director, Principal, and Immediate Supervisor to question and consult whenever necessary.

 

B.  CURRICULUM

Curriculum Development is the responsibility of teachers and administrators working together.  Teachers have the responsibility of continually updating existing courses.  The administration has the responsibility of selecting and appointing qualified individuals to develop new curricula or significantly alter existing curricula and to provide the financial resources to support said Curricula Development.

           

C.  FIELD TRIPS

1. All field trips must be approved in accordance with the current field trip policy.
2. Funding for field trips shall be provided by the School whenever possible.

 

D.  PLACEMENT ON THE SALARY SCHEDULE

1. Newly employed personnel shall be placed on the salary schedule at a step mutually agreed upon by the new person being hired and the Superintendent-Director.  Such a step shall be no more than one (1) above that held in his/her previous position.  No new employee shall be hired beyond the maximum step.

 

2. It is agreed that the Superintendent-Director shall give credit to newly hired academic and vocational Teachers for work experience in lieu of teaching experience.  The Superintendent-Director shall make such a recommendation when he/she reasonably determines that said work experience is valuable to the fulfillment of the Teacher's responsibilities.  Up to three years of relevant work experience may be credited for newly hired academic teachers.

 

3. It is the responsibility of each Member of the bargaining unit to notify the Superintendent-Director in writing before the 15th of September of each year of changes to be made in his/her placement on the salary schedule commencing the next fiscal year.  The member shall provide official transcripts and/or copies of degrees that support such changes.

 

4. For the purpose of applying the salary schedule, no recognition will be given (or requested) for credits or degrees received after September 1, 1979, for courses taken in a field totally unrelated to that for which the Teacher is employed, or which have only minimal or no value toward employment at the School.  The Superintendent-Director shall approve in advance whether credits or a degree from a course(s), if satisfactorily completed, will qualify for inclusion in applying the salary schedule.  Whether a credit or degree is to be recognized according to this paragraph is subject to the grievance procedure of this Agreement.

 

5. To move from one column to another, teachers must complete 225 Professional Development Points (PDPs) in course work and/or workshops which are completed outside the school day and deemed to be important to members of the staff.  One Professional Development (PDP) is the equivalent of one hour.  A three (3) credit Bachelor’s Degree or graduate degree course is worth 45 PDPs.  Any member of the Bargaining Unit may initiate requests or respond to requests by the Superintendent-Director for workshops.

 

Members who do not hold current certification and Department of Education Licensure and/or teaching under a waiver, will be placed on provisional employment status and will not be eligible to move from one column to a new column, but may move vertically on the salary schedule while they are on provisional status.  Appropriate salary adjustments will be made when certification credentials are placed on file in the Superintendent-Director’s Office.

 

E.  PROFESSIONAL DEVELOPMENT

Opportunities and financial assistance made available with respect to professional development, re-certification, and re-approval (vocational) shall be provided to all Teachers.

 

ARTICLE XI - MILEAGE ALLOWANCE

 

Teachers using their own automobiles on school business shall be compensated at rates established by the County, provided such Teachers have had previous approval for use of their own vehicle by the Principal and/or immediate supervisor.

 

ARTICLE XII - JOB DESCRIPTIONS

 

Job descriptions shall be maintained by the Superintendent-Director for all positions.  Each job description will list the responsibilities and duties of the position.  As each job description is updated, a copy will be sent to the Federation president.

 

ARTICLE XIII - FAIR PRACTICES

 

As sole collective bargaining agent the Federation will continue its policy of accepting into voluntary membership all eligible persons in the unit without regard to race, color, creed, national origin, sex or marital status.  The Federation will represent equally all persons without regard to membership, participation in or activities in any employee organization.

 

The Trustees will not discriminate on the basis of race, color, sex, sexual orientation, marital status, religion, national origin, or handicap in its education activities or employment practices as required by Section 504 of the 1973 Rehabilitation Act, and by Chapter 622 of the General Laws of the Commonwealth of Massachusetts, nor will they discriminate against any person who participates in or associates with the activities of any employee organizations.

 

ARTICLE XIV - HANDLING OF NEW ISSUES

 

Matters of collective bargaining import not covered by this Agreement may, during the life of the Agreement, be handled in the following manner:

 

By the Board of Trustees:

With respect to matters not covered by this Agreement that are proper subjects for collective Bargaining, the Board agrees it will make no changes without prior consultation and negotiation with the Federation.

 

By the Federation:

In any matter not covered in this Agreement that is a proper subject for collective bargaining, the Federation may raise issue with the Board of Trustees for consultation and negotiation; except that the Federation shall not seek to renew to be effective during the life of this Agreement, any question introduced, debated and settled, either negatively or affirmatively, during the bargaining prior to final settlement.

 

This instrument may be amended at any time by written memoranda signed by the Chairperson of the Board of Trustees and by the President of the Federation Local 2335.

 

ARTICLE XV - EXISTING CONDITIONS OF EMPLOYMENT

 

Except as this Agreement shall hereinafter otherwise provide, all conditions of employment applicable to employees covered by this Agreement on the effective date of this Agreement, as established by the Trustees' Rules and Regulations in force on the said date, shall continue to be so applicable during the life of this Agreement.  Nothing in this Agreement that changes preexisting Rules and Regulations shall operate retroactively.

 

ARTICLE XVI - SAVINGS CLAUSE

 

In the event that any provision of this Agreement is or shall any time be held to be contrary to law by court of last resort in Massachusetts or of the United States or by a Court of competent jurisdiction from whose judgment or decree no appeal has been taken within the time provided for doing so, all other provisions of this Agreement shall continue in effect and any substitute action shall be subject to negotiation and agreement between the parties.

 

ARTICLE XVII - RESOLUTION OF DIFFERENCES BY PEACEFUL MEANS

 

The Federation and the Trustees agree that differences between the parties shall be settled by peaceful means, as provided within this Agreement.  The Federation shall, for the term of this Agreement, not engage in, instigate, or condone any strike, work stoppage or any concerted refusal to perform normal work duties.

 

The Federation 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 Trustees be subject to disciplinary action.

 

ARTICLE XVIII - DURATION

 

This Agreement and each of its provisions shall be in effect as of September 1, 2010, and shall continue in full force and effect until August 31, 2013.  Negotiations for a successor agreement shall commence not later than February 1, 2013.  Notwithstanding the foregoing and notwithstanding the provisions of M.G.L. Ch. 41, Sec. 68, the salary payments and/or lump sum payments agreed upon between the parties in this matter will be paid according to the terms and conditions as set out in Article IX aforesaid and Appendices A and B.

 

 

ARTICLE XIX - AGENCY SERVICE FEE

 

As a condition of employment, members of the bargaining unit who are not members of the Norfolk County Agricultural High School Federation of Teachers, Local 2335, MFT, AFT, AFL-CIO, shall pay to Local 2335 an agency service fee.  Such fee shall be a percentage of union dues and will represent that portion of union dues which is commensurate with the cost of collective bargaining and contract administration.  This provision is subject to any rules and regulations of the Massachusetts Labor Relations Commission.  The Federation agrees to hold the Board of Trustees harmless and to provide legal counsel in the event of a legal challenge brought against the Board of Trustees or its agents in their implementation of this Article.

 

ARTICLE XX - LABOR MANAGEMENT COMMITTEE

 

There shall be established a joint committee consisting of three (3) Members chosen by the Board of Trustees and three (3) Members chosen by the Federation to discuss matters of mutual concern.

 

ARTICLE XXI - LONGEVITY

 

Members of this Bargaining Unit shall receive longevity payments for years of service as employees of the Norfolk County Agricultural High School as follows:

 

A)         Five Hundred and Fifty Dollars ($550) after ten (10) years of service at N.C.A.H.S. and each year thereafter (10-14 years);

 

B)         One Thousand ($1000) Dollars after fifteen (15) years of service at N.C.A.H.S. and each year thereafter (15-19 years);

 

C)         One Thousand Four Hundred and Fifty ($1,450) Dollars after twenty (20) years of service at N.C.A.H.S. and each year thereafter (20-24 years);

 

D)         One Thousand Nine Hundred ($1,900) Dollars after twenty-five (25) years of service at N.C.A.H.S. and each year thereafter.

 

 

* Members who complete the school year and have not taken advantage of Article 7, Section 1, “Notice of Intent to Retire” will be eligible for the longevity payment for the year completed as part of their final compensation.

 

 

 

Year 1						2010-2011				9/1/2010
					1.5% Salary Increase
			Bach or	Column 1 +	Master or	Column 3 +	Column 4 +	Column 5 +	Doctor or	Column 7 +
			Cert	225 PDPs	Column 2 +	225 PDPs	225 PDPs	225 PDPs	Column 6 +	225 PDPs
					225 PDPs				225 PDPs
					185 Day Instructor
Daily Rate			1	2	3	4	5	6	7	8
227.86	1		42,154.12	44,064.67	45,975.24	47,885.80	49,796.36	51,706.92	53,617.49	54,932.54
239.66	2		44,337.18	46,247.74	48,158.30	50,068.86	51,979.42	53,889.98	55,800.55	57,170.19
251.47	3		46,522.74	48,433.30	50,343.86	52,254.42	54,164.99	56,075.54	57,985.57	59,409.83
263.27	4		48,705.80	50,616.37	52,526.92	54,437.48	56,348.05	58,258.60	60,169.17	61,648.02
276.55	5		51,161.13	53,071.68	54,982.25	56,892.81	58,803.37	60,713.93	62,624.50	64,164.73
289.83	6		53,618.94	55,529.50	57,440.07	59,350.62	61,261.19	63,171.75	65,082.31	66,683.99
303.10	7		56,074.26	57,984.83	59,895.38	61,805.95	63,716.50	65,627.07	67,537.63	69,200.70
316.39	8		58,532.09	60,442.64	62,353.21	64,262.41	66,174.33	68,084.89	69,995.45	71,719.96
329.66	9		60,987.40	62,897.97	64,808.52	66,719.09	68,629.65	70,540.21	72,450.77	74,236.66
342.95	10		63,445.22	65,355.78	67,266.34	69,176.91	71,087.46	72,998.03	74,906.10	76,753.37
356.22	11		65,900.54	67,811.10	69,721.67	71,632.22	74,892.94	75,453.35	77,363.91	79,180.27
369.49	12		68,355.87	70,266.43	72,176.98	74,087.55	75,998.10	77,908.67	79,819.23	81,789.34
					190 Day Guidance
			1	2	3	4	5	6	7	8
231.88	1		44,057.76	46,019.98	47,982.20	49,944.41	51,906.63	53,868.85	55,831.07	57,201.47
243.68	2		46,299.82	48,262.04	50,224.26	52,186.48	54,148.70	56,110.92	58,073.13	59,499.59
255.48	3		48,541.90	50,504.12	52,466.32	54,428.54	56,390.76	58,352.98	60,315.20	61,797.71
267.28	4		50,783.96	52,746.18	54,708.40	56,670.62	58,632.84	60,595.05	62,557.27	64,095.82
280.57	5		53,308.21	55,270.42	57,232.64	59,194.86	61,157.08	63,119.30	65,081.52	66,683.18
293.86	6		55,832.45	57,794.67	59,756.89	61,719.11	63,681.32	65,643.54	67,605.76	69,270.53
307.13	7		58,354.14	60,316.35	62,278.57	64,240.78	66,203.00	68,165.22	70,127.44	71,855.25
320.41	8		60,878.38	62,840.60	64,802.82	66,765.04	68,727.25	70,689.47	72,651.69	74,442.61
333.67	9		63,397.50	65,359.72	67,321.94	69,284.14	71,246.36	73,208.58	75,170.80	77,024.70
346.96	10		65,921.74	67,883.96	69,846.18	71,808.40	73,770.62	75,732.83	77,695.05	79,612.05
360.24	11		68,445.99	70,408.21	72,370.42	74,332.64	76,294.86	78,253.03	80,219.30	82,199.40
373.51	12		70,967.66	72,929.84	74,892.10	76,854.32	78,816.54	80,778.75	82,740.97	84,784.13
					200 Day Department Head
			1	2	3	4	5	6	7	8
255.67	1		51,134.36	53,199.85	55,265.35	57,330.83	59,396.33	61,461.82	63,527.32	65,090.12
267.47	2		53,494.43	55,559.92	57,625.42	59,690.90	61,756.40	63,821.89	65,887.39	67,509.19
279.27	3		55,854.50	57,919.99	59,985.49	62,050.97	64,116.46	66,181.96	68,247.05	69,927.85
291.09	4		58,217.26	60,282.76	62,348.25	64,413.75	66,479.23	68,544.73	70,610.22	72,350.09
304.36	5		60,871.67	62,937.17	65,002.65	67,068.14	69,133.64	71,199.12	73,264.62	75,070.86
317.63	6		63,526.07	65,591.56	67,657.06	69,722.54	71,788.04	73,853.53	75,919.02	77,791.62
330.92	7		66,183.18	68,248.66	70,314.16	72,379.65	74,445.13	76,510.63	78,576.12	80,515.15
344.19	8		68,837.57	70,903.07	72,968.55	75,034.05	77,099.54	79,165.03	81,230.52	83,235.91
357.47	9		71,494.67	73,560.17	75,625.66	77,691.15	79,756.64	81,822.13	83,887.62	85,959.44
370.75	10		74,149.08	76,214.56	78,280.06	80,345.55	82,411.04	84,476.53	86,542.03	88,680.20
384.03	11		76,806.18	78,871.67	80,937.17	83,002.65	85,068.14	87,133.64	89,199.12	91,403.73
397.30	12		79,460.57	81,526.07	83,591.56	85,657.06	87,722.54	89,788.04	91,853.53	94,124.49

 

Year 2						2011-2012				9/1/2011
					1.0% Salary Increses
			Bach or	Column 1 +	Master or	Column 3 +	Column 4 +	Column 5 +	Doctor or	Column 7 +
			Cert	225 PDPs	Column 2 +	225 PDPs	225 PDPs	225 PDPs	Column 6 +	225 PDPs
					225 PDPs				225 PDPs
					184 Day Instructor
Daily Rate			1	2	3	4	5	6	7	8
231.39	1		42,575.66	44,505.32	46,434.99	48,364.66	50,294.32	52,223.99	54,153.66	55,481.87
243.37	2		44,780.55	46,710.22	48,639.88	50,569.55	52,499.21	54,428.88	56,358.55	57,741.89
255.37	3		46,987.97	48,917.64	50,847.30	52,776.97	54,706.64	56,636.30	58,565.43	60,003.93
267.35	4		49,192.86	51,122.53	53,052.19	54,981.86	56,911.53	58,841.19	60,770.86	62,264.50
280.83	5		51,672.74	53,602.40	55,532.07	57,461.74	59,391.40	61,321.07	63,250.74	64,806.37
294.32	6		54,155.13	56,084.80	58,014.47	59,944.13	61,873.80	63,803.47	65,733.13	67,350.83
307.80	7		56,635.01	58,564.68	60,494.34	62,424.01	64,353.67	66,283.34	68,213.01	69,892.71
321.29	8		59,117.41	61,047.07	62,976.74	64,905.03	66,836.07	68,765.74	70,695.40	72,437.16
334.77	9		61,597.28	63,526.95	65,456.61	67,386.28	69,315.95	71,245.61	73,175.28	74,979.03
348.26	10		64,079.68	66,009.34	67,939.01	69,868.68	71,798.34	73,728.01	75,655.16	77,520.90
361.74	11		66,559.54	68,489.22	70,418.89	72,348.55	75,641.87	76,207.89	78,137.55	79,972.07
375.21	12		69,039.42	70,969.09	72,898.75	74,828.43	76,758.09	78,687.76	80,617.43	82,607.23
					189 Day Guidance
			1	2	3	4	5	6	7	8
235.44	1		44,498.34	46,480.18	48,462.02	50,443.86	52,425.70	54,407.54	56,389.38	57,773.49
247.42	2		46,762.82	48,744.66	50,726.50	52,708.34	54,690.18	56,672.02	58,653.86	60,094.59
259.40	3		49,027.32	51,009.16	52,990.99	54,972.83	56,954.67	58,936.51	60,918.35	62,415.68
271.39	4		51,291.80	53,273.64	55,255.48	57,237.32	59,219.16	61,201.00	63,182.84	64,736.78
284.87	5		53,841.29	55,823.13	57,804.97	59,786.81	61,768.65	63,750.49	65,732.33	67,350.01
298.36	6		56,390.77	58,372.62	60,354.46	62,336.30	64,318.14	66,299.98	68,281.82	69,963.24
311.84	7		58,937.68	60,919.52	62,901.36	64,883.19	66,865.03	68,846.87	70,828.71	72,573.80
325.33	8		61,487.16	63,469.00	65,450.85	67,432.69	69,414.53	71,396.37	73,378.21	75,187.03
338.79	9		64,031.47	66,013.31	67,995.15	69,976.99	71,958.83	73,940.67	75,922.51	77,794.94
352.28	10		66,580.96	68,562.80	70,544.64	72,526.48	74,508.32	76,490.16	78,472.00	80,408.17
365.77	11		69,130.45	71,112.29	73,094.13	75,075.97	77,057.81	79,035.56	81,021.49	83,021.39
379.25	12		71,677.34	73,659.14	75,641.02	77,622.86	79,604.70	81,586.54	83,568.38	85,631.97
					200 Day Department Head
			1	2	3	4	5	6	7	8
258.23	1		51,645.70	53,731.85	55,818.00	57,904.14	59,990.29	62,076.44	64,162.59	65,741.02
270.15	2		54,029.37	56,115.52	58,201.67	60,287.81	62,373.96	64,460.11	66,546.26	68,184.28
282.07	3		56,413.04	58,499.19	60,585.34	62,671.48	64,757.63	66,843.78	68,929.52	70,627.12
294.00	4		58,799.44	60,885.59	62,971.74	65,057.88	67,144.02	69,230.17	71,316.32	73,073.59
307.40	5		61,480.39	63,566.54	65,652.68	67,738.83	69,824.98	71,911.12	73,997.26	75,821.57
320.81	6		64,161.33	66,247.48	68,333.63	70,419.77	72,505.92	74,592.07	76,678.21	78,569.54
334.23	7		66,845.01	68,931.15	71,017.30	73,103.45	75,189.59	77,275.74	79,361.88	81,320.30
347.63	8		69,525.95	71,612.10	73,698.24	75,784.39	77,870.54	79,956.68	82,042.83	84,068.27
361.05	9		72,209.62	74,295.77	76,381.92	78,468.06	80,554.21	82,640.36	84,726.49	86,819.03
374.45	10		74,890.57	76,976.71	79,062.86	81,149.01	83,235.15	85,321.30	87,407.45	89,567.01
387.87	11		77,574.24	79,660.39	81,746.54	83,832.68	85,918.83	88,004.98	90,091.11	92,317.77
401.28	12		80,255.18	82,341.33	84,427.48	86,513.63	88,599.77	90,685.92	92,772.07	95,065.74

 

 

			2012-2013				9/1/2012
		1.0% Salary Increase
Bach or	Column 1 +	Master or	Column 3 +	Column 4 +	Column 5 +	Doctor or	Column 7 +
Cert	225 PDPs	Column 2 +	225 PDPs	225 PDPs	225 PDPs	Column 6 +	225 PDPs
		225 PDPs				225 PDPs
		184 Day Instructor
1	2	3	4	5	6	7	8
43,001.42	44,950.37	46,899.34	48,848.31	50,797.26	52,746.23	54,695.20	56,036.69
45,228.36	47,177.32	49,126.28	51,075.25	53,024.21	54,973.17	56,922.14	58,319.31
47,457.85	49,406.81	51,355.77	53,304.74	55,253.70	57,202.66	59,151.08	60,603.97
49,684.79	51,633.75	53,582.71	55,531.68	57,480.65	59,429.60	61,378.57	62,887.15
52,189.46	54,138.42	56,087.39	58,036.36	59,985.31	61,934.28	63,883.25	65,454.44
54,696.68	56,645.65	58,594.61	60,543.57	62,492.54	64,441.50	66,390.46	68,024.34
57,201.36	59,150.32	61,099.28	63,048.25	64,997.20	66,946.17	68,895.14	70,591.63
59,708.58	61,657.54	63,606.51	65,554.09	67,504.43	69,453.40	71,402.35	73,161.53
62,213.25	64,162.22	66,111.17	68,060.14	70,009.11	71,958.06	73,907.03	75,728.82
64,720.47	66,669.43	68,618.40	70,567.36	72,516.32	74,465.29	76,411.71	78,296.11
67,225.14	69,174.11	71,123.08	73,072.03	76,398.29	76,969.97	78,918.92	80,771.80
69,729.82	71,678.79	73,627.74	75,576.71	77,525.67	79,474.63	81,423.60	83,433.31
		189 Day Guidance
1	2	3	4	5	6	7	8
44,943.32	46,944.98	48,946.64	50,948.30	52,949.96	54,951.62	56,953.27	58,351.22
47,230.45	49,232.11	51,233.77	53,235.43	55,237.09	57,238.74	59,240.40	60,695.54
49,517.59	51,519.25	53,520.90	55,522.56	57,524.22	59,525.87	61,527.53	63,039.84
51,804.72	53,806.38	55,808.04	57,809.70	59,811.36	61,813.01	63,814.67	65,384.14
54,379.70	56,381.36	58,383.02	60,384.68	62,386.34	64,388.00	66,389.65	68,023.51
56,954.68	58,956.34	60,958.00	62,959.66	64,961.32	66,962.98	68,964.64	70,662.87
59,527.05	61,528.71	63,530.37	65,532.02	67,533.68	69,535.34	71,537.00	73,299.54
62,102.04	64,103.69	66,105.35	68,107.01	70,108.67	72,110.33	74,111.99	75,938.90
64,671.79	66,673.45	68,675.11	70,676.75	72,678.41	74,680.07	76,681.73	78,572.89
67,246.77	69,248.43	71,250.09	73,251.75	75,253.41	77,255.06	79,256.72	81,212.26
69,821.75	71,823.41	73,825.07	75,826.73	77,828.39	79,825.91	81,831.70	83,851.61
72,394.11	74,395.73	76,397.43	78,399.09	80,400.75	82,402.41	84,404.07	86,488.29
		200 Day Department Head
1	2	3	4	5	6	7	8
52,162.16	54,269.17	56,376.18	58,483.18	60,590.19	62,697.21	64,804.22	66,398.43
54,569.67	56,676.68	58,783.69	60,890.69	62,997.70	65,104.71	67,211.72	68,866.13
56,977.17	59,084.18	61,191.19	63,298.19	65,405.20	67,512.22	69,618.81	71,333.40
59,387.43	61,494.44	63,601.45	65,708.46	67,815.46	69,922.48	72,029.49	73,804.33
62,095.19	64,202.20	66,309.20	68,416.21	70,523.23	72,630.23	74,737.24	76,579.79
64,802.94	66,909.95	69,016.96	71,123.97	73,230.98	75,337.99	77,444.99	79,355.23
67,513.46	69,620.46	71,727.47	73,834.48	75,941.48	78,048.49	80,155.50	82,133.50
70,221.21	72,328.22	74,435.22	76,542.23	78,649.24	80,756.24	82,863.25	84,908.95
72,931.71	75,038.73	77,145.74	79,252.74	81,359.75	83,466.76	85,573.76	87,687.22
75,639.48	77,746.48	79,853.49	81,960.50	84,067.50	86,174.51	88,281.52	90,462.68
78,349.98	80,456.99	82,564.00	84,671.00	86,778.01	88,885.03	90,992.03	93,240.95
81,057.73	83,164.74	85,271.75	87,378.76	89,485.77	91,592.78	93,699.79	96,016.39

 

 

			1.50%	1.50%	1.00%	1.00%	1.00%	1.00%
APPENDIX B-1			2010-2011	2010-2011	2011-2012	2011-2012	2012-2013	2012-2013
ATHLETICS
			Step 1	Step 2	Step 1	Step 2	Step 1	Step 2
Athletic Director			13,377.32	14,159.25	13,511.10	14,300.84	13,646.21	14,443.85
Faculty Manager			2,120.22	2,641.92	2,141.42	2,668.34	2,162.84	2,695.02
Basketball	Boys' Varsity		4,989.62	5,511.81	5,039.51	5,566.93	5,089.91	5,622.60
	Boys' Assistant		4,077.86	4,598.67	4,118.64	4,644.65	4,159.83	4,691.10
	Girls' Varsity		4,989.62	5,511.81	5,039.51	5,566.93	5,089.91	5,622.60
	Girls' Assistant		4,077.86	4,598.67	4,118.64	4,644.65	4,159.83	4,691.10
	Girls' Freshmen Coach		2,479.46	2,739.44	2,504.26	2,766.84	2,529.30	2,794.51
Basketball Timekeeper			-	2,068.93	-	2,089.61	-	2,110.51
Soccer	Boys' Varsity		4,174.49	4,696.19	4,216.24	4,743.15	4,258.40	4,790.58
	Boys' Assistant		3,260.47	3,783.03	3,293.08	3,820.86	3,326.01	3,859.07
	Girls' Varsity		4,174.49	4,696.19	4,216.24	4,743.15	4,258.40	4,790.58
	Girls' Assistant		3,260.47	3,783.03	3,293.08	3,820.86	3,326.01	3,859.07
Cross Country	Boys' Varsity		4,174.49	4,696.19	4,216.24	4,743.15	4,258.40	4,790.59
	Girls' Varsity		4,174.49	4,696.19	4,216.24	4,743.15	4,258.40	4,790.59
Volleyball	Girls' Varsity		4,174.49	4,696.19	4,216.24	4,743.15	4,258.40	4,790.58
	Girls' Assistant		3,260.47	3,783.03	3,293.08	3,820.86	3,326.01	3,859.07
	Freshmen Coach		2,120.22	2,641.92	2,141.42	2,668.34	2,162.84	2,695.02
Volleyball Timekeeper			-	1,034.47	-	1,044.81	-	1,055.26
Baseball	Boys' Baseball Coach		4,174.49	4,696.19	4,216.24	4,743.15	4,258.40	4,790.58
	Boys' Asst. Baseball Coach		3,260.47	3,783.03	3,293.08	3,820.86	3,326.01	3,859.07
Softball	Girls' Varsity		4,174.49	4,696.19	4,216.24	4,743.15	4,258.40	4,790.58
	Girls' Assistant		3,260.47	3,783.03	3,293.08	3,820.86	3,326.01	3,859.07
	Freshmen Softball Coach		2,120.22	2,641.92	2,141.42	2,668.34	2,162.84	2,695.02
Cheerleader Coach			2,576.09	3,097.86	2,601.85	3,128.84	2,627.87	3,160.13
J. V. Cheerleader Coach			2,479.46	2,706.51	2,504.26	2,733.58	2,529.30	2,760.92
APPENDIX B-2
Photo, Yearbook Advisor				3,846.36		3,884.82		3,923.67
Student Council Advisory				2,340.49		2,363.89		2,387.53
FFA Advisor				4,451.75		4,496.27		4,541.23
Assistant FFA Advisor				3,595.60		3,631.55		3,667.87
Assistant FFA Advisor				3,595.60		3,631.55		3,667.87
						-		-
Class Advisors	Freshman			1,358.95		1,372.54		1,386.26
	Sophomore			1,510.94		1,526.05		1,541.31
	Junior			1,661.65		1,678.26		1,695.04
	Senior			2,416.48		2,440.64		2,465.05
						-		-
Judging Team Advisors (24) @ 225.86			229.25	5,501.95	231.54	5,556.97	233.86	5,612.54
Gay-Straight Advisor				754.83		762.38		770.01
Kennel Club Advisor				754.83		762.38		770.01
Environmental Club Advisor				754.83		762.38		770.01
Vet Assistant Club Advisor				754.83		762.38		770.01
Horse Club Advisor				754.83		762.38		770.01
Flori Club Advisor				754.83		762.38		770.01
Forestry Club Advisor				754.83		762.38		770.01
Animal Science Club Advisor				754.83		762.38		770.01
Ag Mechanics Club Advisor				754.83		762.38		770.01
Chorus Club Advisor				754.83		762.38		770.01
Outdoor Adventure Club				754.83		762.38		770.00
Landscape Club Advisor				754.83		762.38		770.01
National Honor Society Advisor				754.83		762.38		770.01
Marine Biology Club Advisor				754.83		762.38		770.01
Conservation Club Advisor				754.83		762.38		770.01
Arts Club Advisor				754.83		762.38		770.01
Math Team				754.83		762.38		770.01
Equestrian Drill Team Advisor				906.81		915.88		925.04
Peer Leader Advisor				1,736.38		1,753.74		1,771.28
School Newspaper Advisor				2,945.88		2,975.34		3,005.10
MCAS Coordinator				1,268.75		1,281.44		1,294.25
Curriculum Development - per deim @ 273.57				273.57		276.30		279.07
Teacher Mentors - each				1,565.39		1,581.04		1,596.85
Teacher Mentor Coordinator				949.88		959.38		968.98
						-		-
APPENDIX B-3						-		-
Staff Veterinarian				4,271.91		4,314.63		4,357.78
Aggie Enrichment Program Director				8,787.61		8,875.48		8,964.24
Aggie Enrichment Teachers - Hourly Rate				34.20		34.54		34.88
Adult Education Teachers - Hourly Rate				34.20		34.54		34.88

 

 

 

 

 

 

                                                                                           APPENDIX C

 

                                  NORFOLK COUNTY AGRICULTURAL SCHOOL

                                        SICK LEAVE BANK APPLICATION FORM

 

 

Employee's Name: ____________________________  Home Telephone_______________   

 

Home Address: _____________________________________________________________

 

Attending Physician: ______________________  Office Telephone ___________________

 

Address: __________________________________________________________________

 

Written Letter on file from a Physician:   ________ YES     ________ NO

 

(Maximum Days Allowed to Draw at a Time is Twenty (20) days).

 

Days Allowed:                         Starting Date:                           Estimated Ending Date:

 

I, ____________________________________, do agree after reading and understanding the sick leave bank bylaws to the following "Pay Back" provisions of the same.  If I draw upon the accumulated days in the SICK LEAVE BANK and I return to work thereafter only, but only after I have accumulated five (5) days of sick leave time back on the books after returning to work, I agree to allow the Superintendent-Director to deduct one (1) day every four (4) months from my accumulated but unused sick leave until the days that I have used from the bank are paid back to the bank, in full.  Both parties signatory hereto clearly agree that if an employee dies, retires or resigns from employment that the obligation for "pay back" is null and void.

 

                                    __________________________________________________

                                                                Employee signature

 

                        Sick Leave Bank Committee

 

                                    ________________________________________________

 

                                    ________________________________________________

 

                                    ________________________________________________

 

                                    ­­________________________________________________

 

 

 

 

 

 

 

 

 

 

                                                                    APPENDIX  D

 

 

Appendix D is a multiple page document dated July 29, 2008 agreed to by a joint committee comprised of members of the Administration and Local 2335 American Federation of Teachers, AFL-CIO and incorporated as part of this contract document.

 

Said executed Agreement is Appendix D in this Contract and a copy of same is on file in the office of the Superintendent-Director of the Norfolk County Agricultural High School for any employee who seeks to examine same.

 

The parties agree that in the interest of conserving paper that the Evaluation System used by the Norfolk County Agricultural High School will not be printed in Appendix D.  Copies of this evaluation document are located in the Main Office, Library and copies can be made available to individual members upon request.

 

Said documents will be attached hereto and made a part of Appendix D.

 

 

 

 

 

IN WITNESS WHEREOF the Parties have executed this Agreement by duty authorized representatives in Walpole this _________ day of ________________, 2011.

 

TRUSTEES OF THE NORFOLK COUNTY         NORFOLK COUNTY AGRICULTURAL

AGRICULTURAL HIGH SCHOOL                       SCHOOL FEDERATION OF

                                                                                    TEACHERS, LOCAL 2335

 

___________________________________              ____________________________________

Harold Cohen, Chairman                                           Eileen Czyrklis, President

 

 

__________________________________                ____________________________________

David F. Lehto, Vice Chairman                                  Lauren Fraser

 

 

___________________________________              ____________________________________

Peter Collins                                                                Joanne Smith

 

 

___________________________________              ____________________________________

John M. Gillis                                                              Melissa McKenna

 

 

___________________________________              ____________________________________

Daniel J. Harrington                                                    Kathleen Watson

 

 

___________________________________              ____________________________________

Edwin S. Little                                                             Debra Neumeier

 

___________________________________              ____________________________________

Francis O’Brien                                                          David Richards

 

 

Approved as to form:

 

 

 

___________________________________              ____________________________________

Michael E. McFarland, Superintendent-Director                                Joseph P. McParland

                                                                                                            Counsel, NCAHS