North Adams

Show detailed information about district and contract

DistrictNorth Adams
Shared Contract District
Org Code2090000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersNorthern Berkshire RVTSD
CountyBerkshire
ESE RegionBerkshires
Urban
Kind of Communityurbanized centers
Number of Schools4
Enrollment1612
Percent Low Income Students58
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document North Adams

AGREEMENT

between the

NORTH ADAMS SCHOOL COMMITTEE

and the

NORTH ADAMS TEACHERS ASSOCIATION

2010 - 2013

TABLE OF CONTENTS

PREAMBLE

1

ARTICLE I. RECOGNITION

2

ARTICLE II. NEGOTIATION PROCEDURE

3

ARTICLE III. GRIEVANCE PROCEDURE

5

ARTICLE IV. SALARIES

7

ARTICLE V. TEACHING HOURS AND TEACHING LOADS

8

ARTICLE VI. NON-TEACHING DUTIES

12

ARTICLE VII TEACHER EMPLOYMENT

13

ARTICLE VIII. TEACHER ASSIGNMENT

14

ARTICLE IX. TRANSFERS

15

ARTICLE X. VACANCIES AND PROMOTIONS

16

ARTICLE XI. SUMMER SCHOOL, ADULT EDUCATION, FEDERAL PROGRAMS

17

ARTICLE XII. TEACHER EVALUATION

18

ARTICLE XIII. TEACHER FACILITIES.

20

ARTICLE XIV. USE OF SCHOOL FACILITIES

21

ARTICLE XV. SICK LEAVE

22

ARTICLE XVI: SICK LEAVE BANK

23

ARTICLE XVII. TEMPORARY LEAVES

26

ARTICLE XVIII. EXTENDED LEAVES

28

ARTICLE XIX. SABBATICAL LEAVE

31

ARTICLE XX. EDUCATIONAL IMPROVEMENT

32

ARTICLE XXI. PROTECTION

35

ARTICLE XXII. PERSONAL INJURY BENEFITS

36

ARTICLE XXIII. INSURANCE AND ANNUITY PLAN

37

ARTICLE XXIV. DUES DEDUCTIONS.

38

ARTICLE XXV. GENERAL

40

ARTICLE XXVI. SEVERANCE PAY

42

ARTICLE XXVII. TEST SCORING

43

ARTICLE XXVIII. CURRICULUM COMMITTEE AND HEALTH AND SAFETY COMMITTEE

44

ARTICLE XXIX. REDUCTION IN FORCE

45

ARTICLE XXX. LONGEVITY

46

ARTICLE XXXI. DISCRIMINATION

47

ARTICLE XXXII. DURATION

48

APPENDIX A

49

APPENDIX B

52

APPENDIX C

53

APPENDIX D

54

APPENDIX E

55

PREAMBLE

Whereas, the parties hereto desire to promote harmonious and cooperative relationships between the North Adams Public Schools and its employees of the teaching profession and Whereas, the parties hereto have negotiated in a good faith effort to reach agreement concerning wages, hours, and other conditions of employment. Now, therefore, THIS AGREEMENT IS MADE AND ENTERED INTO on this 1st day of September 2010 by and between the NORTH ADAMS SCHOOL COMMITTEE (hereinafter referred to as the "Committee") and the NORTH ADAMS TEACHERS ASSOCIATION (hereinafter referred to as the "Association").

ARTICLE I. RECOGNITION

A.        The Committee recognizes the Association for purposes of collective bargaining as the exclusive representative of a unit consisting of all professional teaching employees of the North Adams Public Schools, including: teachers, administrators, directors, supervisors, coordinators, department heads, and extra curricular personnel, BUT EXCLUDING: THE SUPERINTENDENT, ASSISTANT SUPERINTENDENT, DIRECTOR OF INCLUSION AND CURRICULUM, PRINCIPALS, VICE PRINCIPALS AND SUBSTITUTE TEACHERS. Unless otherwise indicated, the employees in the above unit will be hereinafter referred to as the "teachers".

B.        There is exclusively reserved to the Superintendent and the North Adams Public Schools, through its School Committee, all the responsibilities powers, rights, and authority vested in them by the laws and constitutions of the State and United States or which have heretofore been properly exercised by them. Retained and reserved is the right among others to establish and enforce rules and personnel policies relating to the duties and responsibilities of teachers and their working conditions which are not inconsistent with the provisions of this Agreement or violate of law. It is further recognized that the Committee and Superintendent in meeting such responsibility and exercising their rights and powers, act through the administrative staff.

C.        In addition to the rights, responsibilities, and benefits provided elsewhere in this Agreement to employees of the collective bargaining unit covered by this Agreement, also incorporated in this Agreement by this reference as if set forth in full are all those rights, responsibilities, and benefits afforded the aforesaid employees by City, State, or Federal law, rule or regulation, including without limitation all applicable tenure, pension, education, or civil rights laws and regulations. The covered persons to whom such laws, by-laws, regulations, or rules are applicable shall have as an equal and alternate remedy to alleged violations of such rights and benefits access to the grievance/arbitration provisions in this Agreement.

ARTICLE II NEGOTIATION PROCEDURE

A.        1.        No later than 20 November of the calendar year preceding the calendar year in which this Agreement expires, the Committee agrees to enter into negotiations with the Association over a successor Agreement in accordance with the procedure set forth herein in a good-faith effort to reach agreement concerning teachers' wages, hours, and other conditions of their employment. Such negotiations will include, but not be limited to, the handling of grievances, salaries, fringe benefits, specialists, teaching hours and teaching assignments, transfers, filling of vacancies, promotions, summer school and evening school programs, teacher evaluation, protection of teachers, sick leave, severance pay, leaves of absence, accident benefits, teaching materials, professional development and educational improvement. Any agreement so negotiated will apply to all teachers and will be reduced to writing and signed by the Committee and the Association. Health Insurance and dental insurance will be bargained separately in accordance with Ch. 32B, Section 19.

2.         During negotiations, the Committee and the Association will present data, exchange points of view, and make proposals and counter proposals. As of the time it is made available to the Committee, the Committee will provide the Association with a complete tentative line budget for the next fiscal year as well as preliminary budget proposals, requirements, and allocations. The Committee will make available to the Association for inspection all pertinent records of the North Adams Public Schools except personnel records and privileged information. Either party may, if it so desires, utilize the services of outside consultants and may call upon professional and lay representatives to assist in the negotiations.

3.         If the negotiations described in this Section A have reached an impasse, the procedure described in Chapter 150E, Section 9 will be followed.

B.         I.        In the event that the Association or the Negotiation Subcommittee (which term as used in this Section B. will also include their designee) desires to make any proposal, the subject matter of which is not covered by the terms of this agreement, either party may submit such proposal in writing to the other party and request a meeting. The other party will acknowledge receipt of the proposal in writing within three (3) school days.

The Negotiation Subcommittee and the Association will arrange for a mutually satisfactory time and place for a meeting to negotiate over such proposal within fifteen (15) days after receipt of the proposal unless the Negotiation Subcommittee and the Association mutually agree to an extension of time for such meeting.

During the initial and subsequent negotiation meetings, the Negotiation Subcommittee and the Association will conform to the procedures set forth by Article II, Section A.2.

2.         If an agreement is reached, it will be presented to the School Committee as a joint recommendation of the Subcommittee and the Association if the matter is one upon which Committee action is necessary. If the Committee disagrees with such joint recommendation, it will not reject it without further negotiation with the Association in a good-faith effort to resolve the disagreement.

3.         If negotiations between the Negotiations Subcommittee and the Association result in an impasse, or if the Association is dissatisfied with the progress of negotiations with the Subcommittee, the Association may so notify the Committee in writing and will have the right to negotiate directly with the Committee in a good-faith effort to reach agreement.

4.         Before the Committee adopts a change in policy that affects wages, hours, or any other condition of employment that is not covered by the terms of this Agreement, the Committee will notify the Association in writing that it is considering such a change. The Association will have the right to negotiate with the Committee provided that it files such a request with the Committee within ten (10) school days after receipt of said notice.

5.         Any agreement reached with the Committee will be reduced to writing, will be signed by the Committee and the Association, and will become an addendum to the Agreement.

6.         The Committee agrees not to negotiate with any teachers' organization other than that designated as the exclusive bargaining agent pursuant to Chapter 150E, Section 4. The Committee further agrees not to negotiate with any teachers' organization other than the Association in regard to changes in wages, hours, or other conditions of employment to become effective during the term of this Agreement.

C.        The Committee agrees that the procedures set forth in Section B.4.above shall apply in all matters pertaining to state and federal grants.

D.        Should either party to this Agreement wish to inaugurate collective bargaining discussions over changes to this Agreement, exclusive of any matters pertaining to salary, it is agreed that such changes will be transmitted to the other parties between 1 February and 30 April. The two parties will proceed, within seven (7) working days, to establish a meeting date to negotiate the proposed changes. This Section will in no way negate Article II, Section B l.

ARTICLE III GRIEVANCE PROCEDURE

A.        DEFINITION. Any claim by the Association or a teacher that there has been a violation, misinterpretation, or misapplication of the terms of this Agreement, a violation of its or his/her right to fair treatment, or violation of any established policy will be a grievance.

B.        TIME LIMITS. All time limits herein will consist of calendar days exclusive Saturdays, Sundays, school vacations and holidays. The time limits indicated hereunder will be considered maximal unless extended by mutual agreement in writing. In the event a grievance is filed which cannot be resolved to the satisfaction of the Association prior to the termination of this contract using the normal time limits set out herein, the Association may submit the grievance directly to arbitration in accordance with level four of this procedure.

C.        LEVEL ONE. A teacher with a grievance will present it in writing to his/her principal either directly or through the Association within fifteen (15) days of its occurrence. In the event that the teacher is not directly responsible to an individual principal, then he/she will present it to his/her immediate supervisor. The grievant or the Association will receive a written response to the grievance within seven days of presentation at Level One.

LEVEL TWO. If the grievance is not resolved to the satisfaction of the grievant at Level One, the grievant or the Association, if he/she/it so chooses, may present the grievance to the Superintendent within ten (10) days after receipt of response at Level One. The grievant or the Association will receive a written response to the grievance within seven days of presentation at Level Two.

LEVEL THREE. If the grievance is not resolved to the satisfaction of the grievant or the Association he/she/it may present the grievance to the school committee within ten (10) days after receipt of response at Level Two. The grievant or the Association will receive a written response to the grievance within seven days of presentation at Level Three.

LEVEL FOUR. If the grievance is not resolved to the satisfaction of the Association twenty (20) days after receipt of written response at Level Three, the Association may submit the grievance to the American Arbitration Association for binding arbitration in accordance with the current rules. The arbitrator shall be limited to the issues submitted by both parties and shall consider nothing else. The decision will be final and binding on both parties.

D.        GENERAL PROVISIONS:

1.         The Association will have the right to use in its presentation of any level of this grievance procedure any representative or representatives of its own choosing.

2.         The costs for the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel and subsistence expenses, will be borne equally by the School Committee and the Association.

3.         The School Committee acknowledges the right of the Association to participate in the processing of a grievance at any level.

4.         Provided the parties agree, Level One and/or Level Two of the Grievance Procedure may be by passed and the grievance brought directly to Level Three.

5.         No reprisals of any kind will be taken by the School Committee or the school administration against any teacher because of his/her participation in this Grievance Procedure.

6.         The School Committee and the Administration will cooperate with the Association in its investigation of any grievance, and, further, will furnish the Association with such information as is requested for the processing of any grievance.

7.         All documents, communications, and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants.

8.         If in the judgment of the Association a grievance affects a group or class of teachers, the Association may submit such a grievance in writing to the School Committee through the Superintendent and the processing of such grievance will be commenced at Level Three. The Association may process such a grievance through all levels of the Grievance Procedure even though the aggrieved person does not wish to do so.

9.         All grievances at Level One, Two, and Three will be in writing. All decisions rendered at Levels One, Two, and Three will be setting forth decision therein and the reasons therefore and will be transmitted promptly to the grievant and/or the Association as provided herein.

E.        When it is necessary, pursuant to the Grievance Procedure for a member of the Association to investigate a grievance or attend a grievance meeting or hearing during a school day, he/she will be released without the loss of pay as necessary in order to permit participation in the foregoing.

F.        The procedure outlined in this article applies to the processing of grievances and their resolution.

ARTICLE IV SALARIES

A.        The salaries of all persons covered by this Agreement are set forth in Appendix A which is attached hereto and made a part thereof.

B.        All persons on the Teachers' Salary Schedule will be paid in twenty-six (26) equal payments.

ARTICLE V. TEACHING HOURS AND TEACHING LOADS

A.        1.        The starting and dismissal time for students are as follows:

Sullivan Elementary School                       8:40 am - 2:55 pm

Greylock Elementary School                      8:40 am - 2:55 pm

Brayton Elementary School                        8:40 am - 2:55 pm

Drury High School                                   7:40 am - 2:25 pm

2.         The workday of classroom teachers will begin fifteen (15) minutes before the aforesaid starting times and will end fifteen (15) minutes after the aforesaid dismissal times. However, it is agreed that fifteen (15) minutes may, on occasion, be insufficient to meet with pupils who may wish assistance or advice, for make­up nights, for supervision of detention sessions in accordance with present administration practice. On such occasions, the 15-minute limit does not apply.

Said starting and dismissal times are subject to modification by the Committee, provided, however, that no such modification will increase the length of the teachers' workday.

3.         Personnel other than classroom teachers will work at their assigned tasks for at least the length of the regular teachers workday. It is recognized, however, that the proper performance of their duties may, on occasion, require these persons to work longer than the normal working day. The exact daily schedule will be worked out on an individual basis.

B.        The work year of teachers, other than new personnel who may be required to attend additional orientation sessions, will begin no earlier than 1 September and terminate no later than 30 June, but will in no event be longer than 185 days. The work year will include days when pupils are in attendance, orientation days at the beginning of the school year, conference days, and any other days on which teacher attendance is required. Those scheduled days, beyond 180, not used during the school year will be deleted from the school calendar at the end of the school year.

The last day of school will be a half day for students.

C.        1.        Teachers may be required to remain after the end of the regular workday, without additional compensation, to attend up to three (3) staff meetings of reasonable duration, per month. Each such meeting and its purpose will be announced reasonably in advance of the meeting time.

2.        Teachers may be required to attend two (2) evening meetings each year. It is

understood that in those cases where annual open house is held, teachers with split schedules may be required to attend no more than three (3) sessions, which will be considered as one (1) of the two (2) required meetings. Attendance at all other evening meetings will be at the option of the individual teacher.

D.        1.        Teachers will have a duty-free lunch period of at least the following lengths:

Elementary Schools              30 minutes Grades K through 7

High School                          27 minutes Grades 8 through 12

2.        Preparation Periods

Classroom teachers will have, in addition to their lunch period, a preparation period during which they will not be assigned to any other duties.

a.   Grades K-5                                   - a minimum of forty (40) minutes daily

b.   Grades 6-12                                  - 1 class period daily

E.         1.        Grades 6 through 12 academic area subject teachers will be assigned no more than five (5) teaching periods per day or their equivalent in time.

2.        Grades 6 through 12 teachers will not be required to teach more than two (2) subjects nor more than a total of three (3) teaching preparations within said subjects at any one time, all subjects taught must be in accordance with certification requirements as prescribed by the Massachusetts State Department of Education.

F.         Exceptions to the provisions of Section C above may be made only if the Superintendent of Schools determines that it is necessary to do so in the best interests of the educational process. The Association will be notified of each instance in which the Superintendent so determines. A disagreement over whether an exception is justified will be subject to the grievance procedure and will be initiated at Level Two thereof.

G.        Teacher participation in extra-curricular activities will be strictly voluntary and teachers will be compensated for such participation in accordance with the provisions of Appendix D of this agreement.

H.        In order to best serve the needs of students at the high school a Guidance Counselor will be on duty two (2) weeks after the close of the current school year and two (2) weeks before the beginning of the next school year. The counselor will receive two and one half (2.5) percent of   his/her base salary per week.

The Superintendent may assign more counselors or increase the time if the need arises.

I.        The Superintendent and the president of the association, and their designees shall meet quarterly or more by request, to review educational plans for the district. This does not constitute bargaining or waive the parties bargaining rights or obligations.

J.        The Virtual High School Coordinator will have a duty-free schedule. The Virtual High

School Teacher will teach their virtual class as one of their regularly scheduled 4 or 5 classes following the protocol of the contract as it pertains to their subject matter.

K.       ON-LINE GRADING

On-Line Grading:

a.        Teachers at the elementary, middle school, and high school will be encouraged to post student grades electronically no later than ten (10) school days, or as soon as practicable, after the due date for the assignment or date of the quiz, test, or examination except that all relevant grades will be posted by the dates of progress reports or report cards. It is understood that long-term, major projects and presentations may not be posted on-line within ten (10) school days, but will be posted by the dates of progress reports or report cards if they are to be counted in the final average.

b.        All teachers doing on-line grading will be provided training in the uses of Power Teacher (i.e. how to produce and print reports, how to generate student transcripts, etc.) teachers will have ongoing access to a help desk (i.e. staff assigned for this purpose). Teachers will not be held responsible for computer or software issues or problems not under their control, will not be responsible for any issues of computer hacking or sharing of passwords by parents or students. In the event that computer generated errors or grade loss causes delay and re-entry of information by teachers, they will be compensated by their hourly per diem rate or time.

c.         Power Teacher can be set up for the needs of the particular level that it is being used for. If schools need a transcript or other printed reports, Power School has the capability of generating this; therefore, it will not be the burden of the teacher to do so.

d.         An annual letter will be provided to all parents who have access to student grades online, which will include the following language:

i.         Grades are not updated on a daily basis. Depending on individual course grading requirements, teachers may update on-line grades based on the completion of units, labs, projects, papers or groups of homework and class work assignments.

ii.        At the beginning of a marking period, there are often few grades entered while there may be many assignments posted. This may skew the total grade for the marking period.

iii.       Major projects, presentations and cumulative examinations often come toward the end of a marking period and can have significant impact on the overall grade. Thus, it is important for parents to be aware that such activities can result in a substantial change in a student's grade by the time the grading period ends.

iv.       Grading requirements are explained in course outlines, the syllabus, and at Open Houses.

v.        Parent access and passwords should be safeguarded.

ARTICLE V. NON-TEACHING DUTIES

The Committee and the Association acknowledge that a teacher's primary responsibility is to teach and that his/her energies should, to the extent possible, be utilized to this end. Therefore, they agree as follows:

A.        Teachers will not be required to perform the following duties:

1.         Non-professional assignments including, but not limited to, supervision of buses for non-academic events.

2.         Health services, such as administering eye or ear examinations and weighing and measuring pupils.

3.         Collecting money from students for non-educational purposes. Although teachers may be required to collect and transmit money to be used for educational purposes including lunch monies and charity drives, they will not be liable for such monies.

B.        Teachers will not be required to drive pupils to activities which take place away from the school building. Teachers may do so voluntarily, however, with the advance approval of their principal or immediate supervisor.

C.        The Committee agrees to employ building aides to relieve teachers of non-teaching duties to the extent possible.

ARTICLE VII TEACHER EMPLOYMENT

A.        Teachers will be placed on the salary schedule according to academic degree(s), approved credits from an accredited college or university, and professional experience.

B.        Teachers with previous teaching experience in the North Adams Public Schools will, upon returning to the system, receive full credit on the salary schedule for all outside teaching experience. Teachers who have not been engaged in teaching on a full-time basis will, upon returning to the system, be returned to the next position on the salary schedule above that at which they left.

C.        Credit will be given on the salary schedule for up to two (2) years service in Vista or the Peace Corps provided such service included some teaching experience.

D.        Seniority will be determined by length of service, including paid leaves, in the North Adams Public Schools. Length of service shall be determined from the first and actual day of permanent employment as a teacher under contract.

ARTICLE VIII TEACHER ASSIGNMENT

A.        Teachers will be notified in writing of their programs for the coming school year, including the schools to which they will be assigned, the grades and subjects that they will teach, and any special or unusual classes that they will have, as soon as practicable and under normal circumstances not later than 30 June. In the event of any staff changes necessitated by a resignation or death after 30 June, changes will be made in accordance with Article IX.

B.        In order to assure that pupils are taught by teachers working within their areas of competence, teachers will not be assigned, except temporarily and for good cause, outside of the scope of their teaching certification and their major or minor fields of study.

C.        Changes in grade assignment in the elementary schools and in subject area assignment in the secondary schools will be voluntary subject to the needs of the school system.

D.        In arranging schedules for teachers who are assigned to more than one school, an effort will be made to limit the amount of interschool travel. Such teachers will be notified of any changes in their schedules as soon as practicable. Teachers who are assigned to more than one school in any one school day shall be paid a travel allowance, as determined by the School Committee, in accordance with an estimate of the actual miles traveled and the current rate set by the North Adams Public Schools. Such allowances shall be reviewed annually.

E.        Teacher assignments will be made without regard to race, color, sex, religion, age, national origin, or on the condition of being handicapped, but otherwise qualified.

F.         Teachers will be notified in a timely manner if a student has special circumstances impacting their educational, social or medical needs. Teachers will be given 24 hour notice, if practicable, of a new student being assigned to their classroom.

ARTICLE IX TRANSFERS

The Committee and the Association recognize that some transfer of teachers from one school to another is unavoidable.

Therefore, they agree as follows:

A.        When a reduction in the number of teachers in a school is necessary, volunteers will be considered for transfer first.

B.        When involuntary transfers are necessary, a teacher's area of competence, major and/or minor field of study, quality of teaching performance, and length of service in the North Adams Public Schools will be considered in determining which teacher is to be transferred. Teachers being involuntarily transferred will be transferred only to a comparable position.

Any involuntary transfer will be made only after a meeting between the teacher involved and the Superintendent (or his/her designee), at which time the teacher will be notified of the reasons for the transfer. In the event that the teacher objects to the transfer at this meeting, upon the request of the teacher the Association will be notified and the Superintendent (or his/her designee) will meet with the Association's representatives to discuss the transfer.

C.        A list of open positions in other North Adams schools will be made available to all teachers being transferred; and all other factors being substantially equal, preference will be given in filling such positions on the basis of length of service in the North Adams Public Schools.

D.        Notice of transfer will be given to teachers as soon as practicable and under normal circumstances not later than 30 June.

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

F.         Before a teacher is assigned or transferred to a particular school, the principal of the school in question will be consulted by the Superintendent regarding said assignment or transfer.

ARTICLE X. VACANCIES AND PROMOTIONS

A.        1.        Whenever any vacancy in a professional position in the North Adams Public Schools occurs during the school year (September to June), it will be adequately publicized by the Superintendent by means of a notice placed on the Association bulletin board in every school as far in advance of the appointment as possible. During the months of July and August, written notice of any such vacancy will be given to the Association and to the news media. In both situations, the qualifications for the position, its duties, and the rate of compensation will be clearly set forth. The qualifications set forth for a particular position will not be changed when such future vacancies occur unless the Association has been notified in advance of such changes and the reasons therefore. No vacancy will be filled, except on a temporary basis, within ten (10) school days during regular sessions and twenty (20) calendar days during the summer months changing to ten (10) calendar days after 1 August from the date the notice is posted in the schools or the giving of notification to the Association and the news media.

2.        The school administration shall inform all North Adams teachers prior to the close of each school year that a telephone information center will be established. The telephone number(s) that teachers may call in order to receive information on and about vacancies that have occurred in the system after 1 August until the first day that teachers must report to school. Operational times shall be 9:00 a.m. through 3:00 p.m. Monday through Friday except holidays.

B.        All qualified teachers will be given adequate opportunity to make application for such position, and the Committee agrees to consider the professional background and attainment of all applicants, the length of time each has been in the school system, and other relevant factors. In filling such vacancies, preference will be given to teachers already employed by the Committee if they are equally qualified. Appointments will be made or reason why appointment was not made will be given to the Association not later than sixty (60) days after the notice is posted in the schools or the giving of notification to the Association.

If within thirty (30) calendar days of closing of applications no appointment has been made, the job will be re-posted with any revision(s) of qualifications deemed necessary.

C. Appointments will be made without regard to race, color, sex, religion, age, national origin, or the condition of being handicapped, but otherwise qualified.

ARTICLE XI SUMMER SCHOOL, ADULT EDUCATION, FEDERAL PROGRAMS

A.        All openings for summer school, the adult education program, and for positions under Federal programs will be adequately publicized by the Superintendent in each school building as early as possible and teachers who have applied for such positions will be notified of the action taken regarding their applications as early as possible. A tentative list of summer school and adult education program openings will be publicized not later than the preceding 10 June and 15 September, respectively, and teachers will be notified of the action taken as early as possible.

B.        Positions in the North Adams summer school and adult education program and the positions under Federal programs will, whenever possible, be filled by certified, regularly appointed teachers in the North Adams Public Schools.

C.        In filling such positions, consideration will be given to a teacher's area of competence, major and minor field of study, quality of teaching performance, attendance record, length of service in the North Adams Public Schools, and, in regard to summer school or adult education program positions, previous North Adams summer school or adult education program teaching experience.

D.        When a sufficient number of certified, regularly appointed teachers in the North Adams Public Schools are not available to fill the position, they may then be filled by other qualified applicants. To the extent that they are applicable, the same criteria used in making appointments from among appointed teachers will be used in regard to other applicants.

ARTICLE XII TEACHER EVALUATION

A.        1.        The document Procedures for Evaluation of Teaching Staff (attached to contract) will be the instrument used to evaluate a teacher's work performance.

2.        All monitoring or observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher. The use of eavesdropping, public address or audio systems, and similar surveillance devices shall be strictly prohibited. Teachers will be given a copy of any evaluation report prepared by their supervisors and will have the right to discuss such report with their supervisors promptly.

B.         1.        Teachers will have the right, upon request, to review the contents of their personnel file. A teacher will be entitled to have a representative of the Association accompany him/her during such review.

2.        No material derogatory to a teacher's conduct, service, character, or personality will be placed in his/her personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent and attached to the file copy.

C.        Serious complaints regarding a teacher made to any member of the administration by any parent, student or other person will be promptly called to the attention of the teacher; and the identity of the complainant will be made known to said teacher.

D.        The Association recognizes the authority and responsibility of the principal for disciplining or reprimanding a teacher for delinquency of professional performance. If a teacher is to be disciplined or reprimanded, he or she will be entitled to have a representative of the association present. If a teacher is to be disciplined or reprimanded, it shall not be done in the presence of students. A teacher will be notified in advance, in writing, of the purpose of the meeting with an administrator in cases where disciplinary action may be contemplated regarding that teacher. This notification shall include the basis of the charge, including, if applicable, the name of the complainant, as well as the notification of the teacher's right to have an association representative at any and all meetings/interviews concerning the said incident.

E.        No teacher will be disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without just cause.

F.         The Association and the Committee both recognize the exclusive remedy provision of M.G.L. Chapter 150E, Section 8 and the amendment to M.G.L. Chapter 71 providing teachers the right to access a statutory arbitration procedure. A teacher, who is subjected to disciplinary action, where such disciplinary action can be reviewed by an arbitrator appointed by the Massachusetts Department of Education pursuant to M.L.G. Chapter 71 or through this Article, may pursue an appeal of their grievance through either the Grievance procedure or such state appointed arbitrator. The parties further agree that whichever arbitration forum in which review as a disciplinary action is first requested shall be the exclusive method for the resolution of such dispute, foreclosing access to the other arbitration forum.

G.        The Association is dedicated to the concept of quality education and to this end recognizes administrative responsibility for teacher evaluation.

ARTICLE XIII TEACHER FACILITIES

A.       The School Committee will make every effort to provide the following facilities:

1.         Space in each classroom in which teachers may safely store instructional materials and supplies;

2.         A teacher work area containing adequate equipment and supplies to aid in the preparation of instructional material.

3.         An appropriately furnished room, which will include a telephone or pay telephone, to be reserved for the exclusive use of the teachers as a faculty lounge. Said room will be in addition to the aforementioned teacher work area.

4.         A communication system so that teachers can communicate with the main building office from their classroom;

5.         Well-lighted and clean teacher rest rooms;

6.         An adequate portion of the parking lot at each school will be reserved for teacher parking; and

7.         Classroom equipment as defined by subject needs.

ARTICLE XIV USE OF SCHOOL FACILITIES

A.        The Association will have the right, as the exclusive representative of the staff, to use school buildings without cost at reasonable time for meetings. The principal of the building in question will be notified in advance of the time and place of all such meetings.

B.        There will be one (1) bulletin board in each school building that will be placed in the faculty lounge for the purpose of displaying notices, circulars, and other Association material.

C.        The North Adams Public Schools will provide the North Adams Teachers Association with a location for Association filing cabinets, clearly marked for this purpose.

ARTICLE XV SICK LEAVE

A.        Sick leave shall be credited on a monthly basis during the course of the school year at the rate of one and one-half (1.5) days at the beginning of each month until the maximum accumulation of twelve (12) days is reached in a school year. In the event a teacher uses more than their accumulated sick leave, then he/she will be carried in an unpaid leave status. In the event that at the end of the school year the teacher has accumulated sick leave, the accumulated sick leave will be reduced by the number of days the teacher was in an unpaid leave status and the teacher will be paid at his/her per diem rate for each of these days prior to June 30 of that fiscal year. Sick leave may not be taken the day before and/or the day after a holiday or vacation period unless said teacher receives approval from the Superintendent.   Sick leave days may be accumulated from year to year to a maximum limit of three hundred sixty (360). Current accumulations will remain.

B.        In addition to personal illness or injury, sick leave may be utilized for the following purposes:

1.         One (1) day when emergency illness or injury in the family requires a teacher to make arrangements for necessary medical and nursing care.

2.         A maximum of five (5) days per school year for rendering care or comfort to an ill member of a teachers family (spouse, child, parent or sibling)

3.         Any other reason pertaining to this article approved by the Superintendent.

ARTICLE XVI: SICK LEAVE BANK

The parties to this contract agree to the formation of a Sick Leave Bank which will be monitored by a Sick Leave Bank Committee.

A.        The Sick Leave Bank committee shall be comprised of:

1.         One School Committee Member

2.         One Association Member

3.         The President of the Teachers' Association

4.         The Superintendent of Schools

B.        The Sick Leave Bank committee shall establish and maintain a Sick Leave Bank so as to enable the teachers covered by this contract to voluntarily contribute a portion of their sick leave for the use of any participating member whose sick leave accumulation is exhausted as a result of an incapacitating injury or a catastrophic or prolonged illness (such as heart attacks, liver disease, cancer, etc.) that prevents a teacher from performing his/her duties.

C.        Teachers may enroll in the program by donating one (1) day of their accumulated sick leave into the bank prior to September 15th of that year. Newly employed teachers may enroll between their forty-fifth (45th) and sixtieth (60th) calendar day from the initial date of employment.

D.        The normal maximum accumulation in the sick leave bank in any school year will be one hundred and fifty (150) days. An increase above the maximum will occur only to allow each member of the bargaining unit (including new hires) to contribute to the sick leave bank.

E.        If, through the awarding of sick leave day, the collective accumulated days in the Bank (including increases above the maximum as provided for in paragraph D) should be exhausted, the sick leave bank shall be exhausted for the remainder of that school year.

F.         In the above event, the teacher may directly petition the School committee for paid sick leave days. In the event the School committee grants this request, the sick days shall be paid out of the School System's budget.

G.        At the end of each school year any unused balance in the Bank shall be carried over to the next school year.

H.        In the event the balance falls below one hundred and fifty (150) days at the commencement of the school year each teacher who is a member of the Sick Leave Bank will be assessed one (1) additional day which may cause the sick leave accumulation to increase above one hundred and fifty (150) days for that school year.

I.         In the event the balance is already at or above one hundred and fifty (150) days no further assessment of program members will be made for that School Year.

J.        Any teacher leaving the North Adams Public School system shall forfeit any days donated to the Bank unless recalled and re-employed within two (2) years.

K.       A member may withdraw from the Bank by giving written notice to the Sick Leave Bank Committee sixty (60) days prior to September 15th of that year in which said member no longer desires membership.

L.        Eligibility for Benefits

1.         Exhaustion of all accumulated sick leave.

2.         An individual's request must be for an incapacitating injury or a prolonged or catastrophic illness and must be supported with medical documentation including diagnoses.

3.         Individual may use the Bank on one (single occurrence) during the school year.

M.       Benefits

1.         Benefits are limited to participating members who have fulfilled the requirements eligibility and whose applications have been approved by a majority of the Sick Leave Bank Committee.

2.         Benefits are not available to individuals on a leave of absence. However individuals may be carried as inactive members for the duration of their leave.

3.         In no case shall the Sick Leave Bank Committee award more than twenty (20) day cycle from the Bank without a review. An individual may request that the Sick Leave Bank Committee grant additional days, but no request shall exceed a cycle of twenty (20) days at any given time, up to an individual's maximum allowable days.

4.         The following table will be used as maximum allowable days. All requests will be weighed on an individual basis by the Sick Leave Bank Committee.

Number of Years in the North Adams Public School System

Maximum Allowable Days

1st year

10 days

2nd year

15 days

3rd year

20 days

4th year

25 days

5th year

30 days

6th year

35 days

7th year

40 days

8th year

45 days

Thereafter

50 days

5.        The Sick Leave Committee may by a unanimous vote of all members of the Committee waive the above requirements for special circumstances which may be but are not limited to incapacitating injury and catastrophic or prolonged illness.

N.        The Sick Leave Bank Committee shall establish rules and procedures for the actual operation of the Bank subject to the approval of the School committee and the Association. All decisions to grant or deny use of the Sick Leave bank shall be based in part on the adequacy of medical evidence presented by the petitioner. The decision of the Sick Leave Bank Committee is not subject to grievance or arbitration.

ARTICLE XVII. TEMPORARY LEAVES

A.       Teachers will be entitled to the following temporary leaves of absence, with pay, each school year:

1.         Three (3) personal days leave of absence. Application for personal leave will be made at least twenty-four (24) hours before taking such leave except in cases of emergencies (e.g., medical emergencies involving a spouse or a child), personal days may only be taken in full day increments unless no substitute is needed; in which case, teachers may take personal days in half day increments; and the applicant for such leave will not be required to state the reason for taking such leave other than that he/she is taking it under this section. Teachers may take a personal day the day before and/or that day after a holiday or vacation period not to exceed the following per school.

Greylock        -         not more than 3 teachers

Drury             -         not more than 8 teachers

Sullivan                   not more than 4 teachers

Brayton          -         not more than 5 teachers

In accordance with the above, not more than twenty-one (21) teachers in the aggregate may take a personal day the day before and/or after a holiday or vacation period. Personal days will be granted on a first come first served basis. Personal days not used during the school year will accrue as sick days and be combined with the accumulation of sick days as provided by Article XV SICK LEAVE.

2.       a.          Time necessary, at the discretion of the Superintendent, for the purpose of visiting other schools or attending meetings or conferences of an educational nature A written report should be filed with the immediate supervisor.

b.        Temporary leave, at full pay, to participate in certain specific community activities directly related to the person's professional responsibilities or of direct and substantial benefit to the North Adams Public Schools. Such leave will only be granted at the discretion of the Superintendent and with his/her prior approval.

3.         Time necessary, fifteen (15) days accumulative, for Association representatives to attend Massachusetts Teacher Association and/or National Education Association conferences and conventions. The above scheduling is at the discretion of the Superintendent of Schools.

4.         Time necessary for appearances in any legal proceeding connected with the teacher's employment or with the school system or as mandated by G. L. Chapter 234, Section IB.

5.         Up to five (5) working days, within 2 working days of death, at any one time in the event of the death of a teacher's spouse, child, parent, or sibling. Teachers will be granted three (3) days, from day of death, at any one time in the event of the death of a teacher's grandfather, grandmother, brother-in-law, sister-in-law, niece, nephew, father-in-law, mother-in-law, daughter-in-law, son-in-law, grandchild, or stepchild. Also, one (1) day for the funeral a niece, nephew, grandfather, or grandmother of a teacher's spouse. The Superintendent of Schools has the discretion to grant a paid absence from work to a teacher in the event of the death of a teacher's aunt or uncle up to a maximum of three (3) days at any time, and one (1) paid to attend the funeral in the event of the death of an aunt or uncle of a teacher's spouse at any time. The Superintendent may, at his discretion and for good reason, permit such leave to be taken at some time other than as specified.

6.         During the time of his/her service in the armed forces of the Commonwealth, under section thirty-eight, forty, forty-one, forty-two, or sixty, or during his/her annual tour of duty not exceeding seventeen days as a member of a reserve component of the armed forces of the United States. He/she shall also be entitled to the same leaves of absence or vacation with pay given to other like employees.

7.         If a teacher's attendance at a college/university summer program is required (travel time to said summer school will not be considered as required time), he/she will be released up to one week prior to the closing date of the school year at the discretion of the Superintendent and with the approval of the School Committee without loss of pay.

B.        Leaves taken pursuant to Section A above will be in addition to any sick leave to which the teacher is entitled. No teacher will be required to arrange for his/her own substitute.

ARTICLE XVIII EXTENDED LEAVES

A.        The Committee agrees that up to three (3) teachers designated by the Association may, upon request, be granted a leave of absence for up to one (1) year, without pay, for the purpose of engaging in Association (local, state, or national) activities. Upon return from such leave, a teacher will be considered as if he/she were actively employed by the Committee during the leave and he/she will be placed on the salary schedule at the next level he/she would have achieved if he/she had not been absent.

B.        A leave of absence, without pay of up to two (2) years, will be granted to any teacher, who serves as an exchange teacher and is a full-time participant in such a program. Upon return from such leave, a teacher will be considered as if he/she were actively employed by the Committee during the leave and will be placed on the salary schedule as the level he/she would have achieved if he/she had not been absent.

C.        Military leave will be granted to any teacher who is inducted or enlists in any branch of 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 system during the period of his/her absence up to a maximum of three (3) years.

D.        Pursuant to Massachusetts General Laws, Chapter 15 IB, Section 4 and Chapter 149, Section 150D, every full-time female employee shall be entitled to eight (8) weeks maternity leave provided she has been employed by the North Adams Public Schools, for at least ninety (90) days and that she also gives two weeks notice of her expected departure date as well as notice that she intends to return to her job. Such employee is entitled to return to the same or a similar position without loss of employment benefits for which she was eligible on the date her leave commenced, subject to certain exceptions specified in Massachusetts General Law, Chapter 149, Section 150D. A teacher who receives maternity leave pursuant to Section 150D may apply accumulated sick leave towards this maternity leave for those days that doctor-certified disability due to pregnancy makes absence necessary.

E.        A child-rearing leave of absence of up to one (1) year (renewable for a second year) shall be granted to teachers without pay or increment upon request and shall commence at a time determined by such teacher.

1.        A teacher on child-rearing leave will:

a.        if a request is made prior to 1 February of the current year, be granted the balance of the first semester and will be entitled to the entire second semester.

b.        if the request is made subsequent to 1 February, be granted the remainder of the current school year.

2.         If a teacher requests a year renewal, the teacher making the request must:

a.         give notice in writing prior to 1 May, but in no event later than 31 May of the current school year.

b.         accept said renewal for that entire school year.

3.         Adoption of a child shall entitle a teacher to the same child-rearing leave benefits.

F.        A leave of absence, with a minimum of two (2) weeks notice without pay or increment, of up to one (1) year will be granted for the purpose of caring for a sick member of the teacher's immediate family. Additional leave may be granted at the discretion of the Committee.

G.        The Committee will grant a leave of absence for a period not to exceed six (6) months, without pay or increment, to any teacher to campaign for public office and for a period as specified by statute, without pay or increment, to serve in public office.

H.       After three (3) years continuous employment in the North Adams Public Schools, a teacher may be granted a leave of absence, without pay, for up to one (1) year for health reasons. Requests for such leave will be supported by appropriate medical evidence.

I.        Any teacher whose personal illness extends beyond the period compensated will be granted a leave of absence, without pay, up to one (1) year.

J.        Other leaves of absence, without pay, may be granted by the Committee.

K.       All benefits to which a teacher was entitled at the time his/her leave of absence commenced, including unused accumulated sick leave, will be restored to him/her upon his/her return; and he/she will be assigned to the same position which he/she held at the time said leave commenced, if available, or, if not, to a substantially equivalent position.

L.        All requests for extensions or renewals of leaves will be applied for and granted in writing.

M.       Any teacher on leave of absence who does not return to work upon the termination of said leave shall be considered as having resigned from his/her position, unless failure to return is due to incapacitating illness or other circumstances beyond the control of the individual.

N.       A teacher on extended leave without pay may perform per diem work during the term of said leave.

O.       Any teacher granted a leave of absence prior to 1 January will inform the Superintendent of Schools in writing prior to 15 March of the same year, of whether or not he/she intends to return to work the following school year. Failure to do so will be considered as a resignation effective 30 June.

ARTICLE XIX SABBATICAL LEAVE

A.        Upon recommendation by the Superintendent of Schools, sabbatical leaves may be granted, for a period not exceeding one (1) year, for study or travel, to a member of the teaching staff by the Committee subject to the following conditions:

1.         No more than two percent (2%) of the teaching staff will be absent on sabbatical leave at any one time.

2.         A teacher considering an application for a sabbatical leave will notify the Superintendent of his/her intent as soon as possible, but no later than 15 January of the current school year. Application for sabbatical leave must be received by the Superintendent of Schools in writing in such form as may be required by the Superintendent of Schools no later than 28 February, and action must be taken on all such requests no later than 1 April of the school year preceding the school year for which the sabbatical leave is requested.

3.         The teacher has completed at least six (6) consecutive full school years of service in the North Adams Public Schools.

4.         Teachers on sabbatical leave will be paid not less than fifty percent (50%) of their regular salary rate.

5.         Prior to the granting of such leave, he/she shall enter into a written agreement with the School Committee that upon termination of such leave he/she will return to service in the North Adams Public Schools for a period equal to twice the length of such leave and that, in default of completing such service, he/she will refund to the City, within ninety days of his/her resignation, an amount equal to such proportion of salary plus registration and tuition costs 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.

ARTICLE XX EDUCATIONAL IMPROVEMENT

A.        It is the philosophy of the Committee and the Association to encourage teachers to continue professional study.

This recommendation should not produce a hardship on teachers and is necessary because of changes in educational procedures, methods, and materials. Members of the teaching profession must take the responsibility of keeping abreast of the times in educational matters, not only for their own professional improvement but also for the best interest of the school system.

B.        Horizontal movement across columns is not necessarily automatic, but is dependent on satisfactory performance and the meeting of the following professional improvement requirements:

1.         Prior approval of the institution to be attended and the courses to be studied will be secured from the Superintendent of Schools.

2.         College or university credit will be accepted at the level indicated on the official transcript from the institution granting the credit except that once having acquired graduate status, one must maintain that status if one wishes to move horizontally on the schedule with graduate credit only, as certified on the official transcript. By arrangement with the Superintendent of Schools, one might move vertically with undergraduate credit.

3.         Teachers to be eligible for increment credit or for advanced professional standing must complete the course including the final examination and obtain a grade in writing from the instructor. This requirement must be fulfilled whether or not the teacher has matriculated for a degree. Neither increment credits nor advanced professional standing is allowed for auditing a course.

4.         The official certificate or transcript of marks must be submitted to the Office of the Superintendent of Schools upon completion of the courses.

5.         In order to be eligible for salary increments, effective 1 September, courses must be completed and credits filed in the Office of the Superintendent of Schools before 30 September of each year.

6.         Credit toward normal increment only may be granted teachers for such broad cultural development as travel, courses in art, courses in music, or other similar types of training only when work in such courses is sponsored by properly accredited and approved institutions. All such work is subject to the advance approval of the Superintendent.

7.         Approval of courses will be granted ordinarily under the conditions that the credits will be earned at an accredited college or university, that the course be associated with the teacher's assignment and/or that the course would enhance an individual's teaching ability and/or performance, but each course will be judged on its own merits.

8.         An inexperienced teacher newly employed with a bachelor's degree must have earned six points by 1 September following completion of his/her fourth year increment. Afterwards, six points will have to be earned between the fifth and seventh year, after which the minimum of two points each five years will be acceptable.

9.         Points earned beyond the bachelor's degree may be accumulated to cover future requirements up to nine years.

10.       Teachers without an earned master's degree who are placed in the B+40/M column will not be eligible for increments beyond this column until a master's degree has been earned.

11.       Teachers denied salary increment approval may request a written statement setting forth the reason for this action.

12.       On-line courses will be treated the same as traditional courses for the purposes of column movement and reimbursement.

C.        The Committee will pay the cost of tuition and books and provide released time for in-service programs.

D.        Upon presentation of evidence showing successful completion and proof of payment, the Committee will pay one-half of the registration and tuition cost of courses that are in the teacher's area(s) of specialization, that are taken at an accredited college or university, that are directly related to the teacher's current, scheduled, or expected teaching assignments and that are taken with the advance approval of the Superintendent of Schools. Such approval will not be unreasonably withheld.

Upon presentation of evidence showing successful completion and proof of payment, the Committee will also pay for one-half registration and tuition costs of no more than two undergraduate computer related courses, per teacher at an accredited college or university which are taken with the advance approval of the Superintendent of Schools. Such approval will not be unreasonably withheld.

Upon presentation of evidence showing successful completion and proof of payment, the

Committee will pay one-half registration and tuition costs for courses taken by a teacher enrolled in an academic program at an accredited college or university:

a.         to provide certification in a teacher's new area of assignment;

b.         that enhances his/her competence in his/her area of assignment which are taken with the advance approval of the Superintendent of Schools.

Such approval will not be unreasonably withheld.

In no event will payment under this article be made if it has been determined that a teacher has received payment from another source.

E.        The Committee will pay the reasonable expenses (including fees, meals, lodging, and/or transportation) incurred by teachers who attend workshops, seminars, conferences, or other professional improvement sessions outside of the City at the request and/or with the approval of the Superintendent. A fund will be available annually for such expenses.

ARTICLE XXI PROTECTION

A.        Teachers will immediately report all cases of assault suffered them in connection with their employment first to the principal and then to the Superintendent of Schools in writing.

B.        This report will be forwarded to the Committee that will comply with any reasonable request from the teacher for information in its possession relating to the incident or the persons involved and will act in appropriate ways as liaison between the teacher, the police, and the courts.

C.        If criminal or civil proceedings are brought against a teacher alleging that he/she committed an assault in connection with his/her employment, the Committee will furnish legal counsel to defend him/her in such proceeding if he/she requests such assistance. If a teacher desires to bring criminal or civil proceedings in connection with an alleged assault suffered by him/her, such teacher may request the Committee to furnish legal counsel to represent him/her in such proceeding. If the Committee does not provide such counsel and the teacher prevails in the proceeding, then the Committee will reimburse the teacher for reasonable counsel fees incurred by him/her.

D.        The Committee will adopt Chapter 258, Section 9 of the General Laws of the Commonwealth. Any reasonable doubt as to a teacher's eligibility for coverage shall be resolved in favor of the teacher.

ARTICLE XXII PERSONAL INJURY BENEFITS

A.        1.        If a teacher, because of injury sustained in the course of and arising out of

teacher's employment, is receiving benefits under S34 of Chapter 152 of the General Laws of the Commonwealth of Massachusetts (Workmen's Compensation Act), the Committee shall pay to such teacher each pay period so long as such teacher is receiving benefits under said S34, an amount equal to the difference between the teacher's salary at the time of such injury and the amount of weekly indemnity being received by the teacher. The total amount payable under this article because of any one injury shall not exceed an amount obtained by multiplying the number of such teacher's accumulated sick leave days by such teacher's per diem rate. (Total amount payable = the number of teacher's accumulated sick days x teacher's per diem rate). The number of accumulated sick leave days available to the teacher shall be reduced by the amount equal to the total sum paid to the teacher by the Committee under this article divided by the teacher's per diem rate. (# that accumulated sick days is to be reduced by = Total sum paid to teacher DIVIDED by teacher's per diem rate).

2.         If the illness or injury of a teacher comes within the purview of both this article and Article XXV, it shall be deemed to come within the purview of this article, and such teacher shall not be paid any benefits pursuant to Article XXV for such illness or injury, except as is provided in the preceding paragraph.

3.         Teacher's per diem rate is determined by dividing the salary provided for in Appendix A by 180.

B.        The Committee will reimburse teachers for:

1.         Any clothing or other personal property damaged or destroyed in the course of his/her employment; and

2.         The cost of medical, surgical, or hospital services (less the amount of any insurance reimbursement) incurred as the result of any injury sustained in the course of his/her employment.

ARTICLE XXIII. INSURANCE AND ANNUITY PLAN

A.        The Committee will pay sixty percent (60%) of the cost of a ten thousand dollar ($10,000) term life insurance plan.

B.        Teachers will be eligible to participate in a "tax-sheltered" annuity plan established pursuant to United States Public Law No. 87-370.

C.        Professional staff members may purchase additional term life insurance of the type presently available to teachers as provided by Chapter 32B of the General Laws of the Commonwealth of Massachusetts. The cost of such additional insurance will be borne entirely by said staff members.

D.        Health Insurance and dental insurance will be bargained separately in accordance with Ch. 32B, Section 19.

ARTICLE XXIV DUES DEDUCTIONS

A.         The Committee agrees to deduct from the salaries of its employees dues for the North Adams Teachers Association, Massachusetts Teachers Association, and/or agency fees, or dues from any one of such associations as said teachers individually and voluntarily authorize the Committee to deduct and to transmit the monies systematically to the North Adams Teachers Association. Teacher authorizations will be in writing in the form set forth below:

I hereby authorize the North Adams School Committee and the Treasurer of said municipality and/or of the Commonwealth as applicable to deduct each year the current dues of my local, county, state, and national teachers associations, or the current agency fees, notwithstanding any increases or decreases in such dues or fees in future years.

I understand that the specific amount of the current dues of the Associations shall be certified to the Committee by my local association treasurer each school year.

The deductions shall be made in accordance with the Agreement between the Teachers Association and the North Adams School Committee as it may be amended or renewed from time to time including any successor agreements and in the absence of any such agreement such deductions shall be made pursuant to C 180 s. 17C as most recently amended.

I understand that I must give at least sixty (60) days notice to the Committee to withdraw this authorization for a subsequent school year.

I further understand that by acceptance of MTA membership I am obligated to pay the full annual dues for each membership year as determined by MTA bylaws.

Signature_______________________________ Date_________________________________

B.         Agency Fee

A.       The Committee will respect the position of the North Adams Teachers Association (NATA) as the sole and exclusive bargaining agent of all employees in Unit A on matters of wages, hours, conditions of employment for the life of this Agreement. The parties therefore agree that:

1.        Effective thirty (30) days after the commencement of the 2011-2012 school year or the commencement of employment, whichever comes later, each employee, in accordance with the G.L.C. 150 E, §12, shall be required to pay the service fee to the NATA.

2.         Any employee who fails to pay the agency fee in lieu of dues to the exclusive bargaining agent will be subject to legal action by the NATA for collection of said fee. Any cost of collecting said fees will be added to the individual's total service fee due. The NATA will be solely responsible for enforcing the provisions of this Section. The Committee will not be responsible to enforce any provision of the Section.

3.         The NATA will indemnify, defend and hold harmless the Committee against any and all claims, actions, or lawsuits of any kind or description, whether at law or in equity, and whether based on statute, constitution or common law, made or instituted against the Committee or its agents, employees or administrators, resulting from this Section. Specifically, the NATA will have no right of action by way of contribution, counterclaim, or other basis against the Committee. Should any administrative agency or court of competent jurisdiction find the Committee liable for any damages as a result of this Section, the NATA will pay any and all of those damages, including interest and charges.

4.         Any court or competent jurisdiction determines that any part of this Section 1, 2, or 3, is unconstitutional, in violation of statute, or otherwise unenforceable, all of the other parts of this 1, 2, and 3, will be null and void.

5.         The service fee shall be calculated in accordance with the provisions of the M.G.L. c. 150E, § 12, and applicable state and federal constitutional law. Payment of said fee will not entitle the fee payer to be a member in good standing with the NATA.

ARTICLE XXV GENERAL

A.        There will be no reprisals of any kind taken against any teacher by reason of his/her membership in the Association or participation in its activities.

B.         1.        If significant Association business is to be discussed at a School Committee meeting scheduled during the school day, a representative of the Association will be allowed to attend.

2.        When it is necessary, pursuant to Article III (Grievance Procedure) for a School Representative member of the PR & R Committee, or other representative designated by the Association to investigate a grievance or attend a grievance meeting or hearing during a school day, he/she will, upon notice to his/her principal or immediate supervisor and to the Superintendent by the Chairman of the PR & R Committee, be released without loss of pay as necessary in order to permit participation in the foregoing activities. Any teacher whose appearance in such investigations, meetings, or hearings as a witness is necessary will be accorded the same right. The Association agrees that these rights will not be abused.

C.        The Committee agrees to deduct from teacher's salaries money for NEA and/or MTA services and programs as said teachers individually and voluntarily authorize the Committee to deduct and to transmit the monies systematically to such Association or Associations. The procedures governing notification to the Committee, the frequency and manner of deduction, revocation of authorization, and the like will be similar to those set forth in Article XXIV regarding dues deduction, to the extent that those procedures are appropriate. It is expressly understood that any deductions, which a teacher may authorize the Committee to make from his/her earnings may be deducted in equal installments from each paycheck received by said teacher during the year.

D.        Teachers will be entitled to full rights of citizenship, and no religious or political activities of any teacher or the lack thereof will be grounds for any discipline or discrimination with respect to the professional employment of such teacher.

E.        The Committee will, upon request, provide the Association with any documents excluding personnel files and privileged information which will assist the Association in developing intelligent, accurate, informed, and constructive programs on behalf of the teachers and their students, together with any other available information which may be necessary for the Association to process grievances under this Agreement.

F.        The Association will be provided with copies of minutes of official Committee meetings and all other printed materials that are distributed to Committee members at official meetings as soon as possible after such meetings. A copy of the official agenda of the meeting and any attached documents will be given to the Association prior to said meeting.

G.       Copies of this Agreement will be printed no later than sixty (60) days from date of ratification by both sides on school materials at the Committees expense and that a copy be given to each teacher in the District and every member of the School Committee.

H.        If any provision of this Agreement or any application of the Agreement or any employee or group of employees should be found contrary to law, then such provision or application will not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications will continue in full force and effect.

I.        This Agreement constitutes Committee policy for the term of said Agreement, and the Committee will carry out the commitments contained herein and give them full force and effect as Committee policy. The Committee will amend its Policies and take such other action as may be necessary in order to give full force and effect to the provisions of this Agreement.

J.        In accordance with Chapter 149 of the General Laws, Sections 173G-N, Commonwealth of Massachusetts, it will be unlawful for any employee covered by this Agreement to engage in, induce or encourage strike, work stoppage, slow down, or withholding of services by such employees.

Any employee engaging in such activity will be subject to such discipline as the School Committee may determine, including discharge; and if the Faculty Association by any of its officers sanction such activity, this Agreement or any part thereof may be terminated by the School Committee.

ARTICLE XXVI SEVERANCE PAY

A.        Upon written notice from the Teacher's Retirement Board all professional staff members who retire, while employed by the North Adams Public Schools, will be paid severance pay according to the following rates:

a.         Twenty dollars ($20.00) per day for up to 299 days

b.         Twenty five dollars ($25.00) per day for 300 + days

In accordance with the following provisions:

1.         Twelve (12) sick leave days each school year. Sick leave days may be accumulated to a maximum of three hundred sixty (360) days.

2.         A minimum of fifteen (15) years of service to the North Adams Public Schools.

3.         Notification of retirement from the North Adams Public Schools will be given to the Superintendent of Schools as early as possible.

4.   If a professional staff member, without having submitted notification of retirement, but meeting all other requirements as provided herein should die, the severance pay due him/her will be paid to his/her estate.

ARTICLE XXVII TEST SCORING

A.       The School Committee agrees to provide a budgetary allocation for the machine scoring of achievement tests, grades three through eight.

ARTICLE XXVIII CURRICULUM COMMITTEE AND HEALTH AND SAFETY COMMITTEE

A.        A cross-district curriculum committee will be formed to review curriculum and recommend changes. The Association will seek teachers to volunteer for this committee. Unit members will be paid if work on behalf of this committee is required outside of school time. This committee will be established upon ratification of this labor agreement.

B.        The North Adams Teachers Association shall have the representative of its choice attend and participate in the City of North Adams Health and Safety Committee.

ARTICLE XXIX REDUCTION IN FORCE

A.        The Committee retains to itself the right to reduce the number of teachers in its employ.

B.        Any reduction in the number of teachers will be made first from among teachers at will within each area of certification.

C.        Any reduction in number of teachers with professional status will be made in reverse order of seniority within each area of certification.

D.        Seniority will be determined by length of service, including paid leaves, in the North Adams Public Schools. Length of service shall be determined from the first and actual day of permanent employment as a teacher under contract.

E.        A seniority list will be provided annually to the Association by 1 March. If the Association makes no challenge to this list by 15 March, it will remain in effect for that school year.

F.         Teachers who are to be laid off will be notified by 1 June.

G.        Teachers with professional status who have been laid off will retain, for a period of twenty-four months from the date of lay-off, recall rights, in the event of a vacancy in any position for which they are certified.

H.        Principals will be directed to make every effort to give preference in employing as substitutes to those laid off teachers who are subject to recall and are certified in the area requiring a substitute.

I.        Any teacher with professional status who is laid off will, upon recall, be entitled to all of the benefits to which he/she was entitled prior to layoff, including, but not limited to, unused accumulated sick leave, seniority, tenure status, and position on the salary schedule.

ARTICLE XX. LONGEVITY

Annual longevity increment will be paid each teacher, at the discretion of the School Committee, but no later than 30 June of each school year, for service as a professional staff member in the North Adams Public Schools, in accordance with the following schedule:

Years                       Amount

31+                          850

25-30                       700

20-24                       550

17-19                       520

14-16                       500

All professional staff members presently receiving a longevity increment will continue to do so.

ARTICLE XXXI DISCRIMINATION

It is the policy and intent of the North Adams Public Schools that no person shall be discriminated against because of age, race, color, sex, religion, national origin, sexual orientation, disability or homelessness.

ARTICLE XXXII DURATION

This Agreement will be effective as of 1 September 2010, and will continue and remain in full force and effect until 31 August 2013.

IN WITNESS WHEREOF, the parties hereunto set their hands and seals this, SIGNED BY THE NORTH ADAMS SCHOOL COMMITTEE AND THE NORTH ADAMS TEACHERS ASSOCIATION.

NORTH ADAMS                                                            NORTH ADAMS

SCHOOL COMMITTEE                                               TEACHERS ASSOCIATION

_____________________________________              _______________________________________

_____________________________________              _______________________________________

_____________________________________              _______________________________________

_____________________________________              _______________________________________

_____________________________________              _______________________________________

_____________________________________              _______________________________________

Approved as to form and manner of execution this _______ day of _________, 2011

APPENDIX A

TEACHERS SALARY SCHEDULE

NORTH ADAMS PUBLIC SCHOOLS

Effective 1 September 2010

Steps

BA

BA+9

BA+15

BA+24

BA+40/M

M+9

M+18

M+30

M+45

EDS/CAGS/PHD

1

30,547

31,336

32,143

32,939

34,534

36,160

37,573

38,488

40,323

41,239

2

32,407

33,252

34,113

34,987

36,694

37,573

38,489

40,017

40,933

42,145

3

33,252

34,138

34,993

35,824

37,534

38,489

40,017

40,933

42,156

43,683

4

34,143

35,397

36,247

37,130

39,031

40,323

40,933

42,156

43,989

44,906

5

35,850

37,312

38,210

39,057

40,985

42,145

42,765

43,683

45,211

45,822

6

37,342

39,050

39,913

40,746

42,673

42,947

43,623

45,216

46,012

46,810

7

39,147

40,538

41,395

42,265

44,197

45,479

46,764

48,460

49,292

50,169

8

 

42,265

43,079

43,955

45,869

47,156

48,436

50,152

51,028

51,861

9

 

43,734

44,588

45,457

47,401

48,680

49,924

51,686

52,513

53,393

10

 

46,257

46,751

47,629

49,566

50,824

52,137

53,868

54,759

55,591

11

 

 

48,254

49,095

51,048

52,349

53,656

55,385

56,222

57,110

12

 

 

50,388

51,267

52,734

54,028

55,327

57,044

57,907

58,771

13

 

 

 

 

57,606

58,965

60,334

62,145

63,054

63,923

14

 

 

 

 

59,302

60,778

62,188

64,053

64,988

65,884

15

 

 

 

 

60,489

61,994

63,431

65,334

66,288

67,202

16

 

 

 

 

62,315

63,865

65,347

67,307

68,290

69,231

In addition, an annual longevity increment will be paid each teacher, in accordance with Article XXX. LONGEVITY, for years of service as a professional staff member in the North Adams Public Schools.

Years

Amount

31 +

850

25-30

700

20-24

550

17-19

520

14-16

500

APPENDIX A

TEACHERS SALARY SCHEDULE

NORTH ADAMS PUBLIC SCHOOLS

Effective 1 September 2011

Steps

BA

BA+9

BA+15

BA+24

BA+40/M

M+9

M+18

M+30

M+45

EDS/CAGS/PHD

1

30,547

31,336

32,143

32,939

34,534

36,160

37,573

38,488

40,323

41,239

2

32,407

33,252

34,113

34,987

36,694

37,573

38,489

40,017

40,933

42,145

3

33,252

34,138

34,993

35,824

37,534

38,489

40,017

40,933

42,156

43,683

4

34,143

35,397

36,247

37,130

39,031

40,323

40,933

42,156

43,989

44,906

5

35,850

37,312

38,210

39,057

40,985

42,145

42,765

43,683

45,211

45,822

6

37,342

39,050

39,913

40,746

42,673

42,947

43,623

45,216

46,012

46,810

7

39,538

40,538

41,395

42,265

44,197

45,479

46,764

48,460

49,292

50,169

8

 

42,265

43,079

43,955

45,869

47,156

48,436

50,152

51,028

51,861

9

 

43,734

44,588

45,457

47,401

48,680

49,924

51,686

52,513

53,393

10

 

46,720

46,751

47,629

49,566

50,824

52,137

53,868

54,759

55,591

11

 

 

48,254

49,095

51,048

52,349

53,656

55,385

56,222

57,110

12

 

 

50,892

51,779

52,734

54,028

55,327

57,044

57,907

58,771

13

 

 

 

 

57,606

58,965

60,334

62,145

63,054

63,923

14

 

 

 

 

59,302

60,778

62,188

64,053

64,988

65,884

15

 

 

 

 

60,489

61,994

63,431

65,334

66,288

67,202

16

 

 

 

 

62,938

64,504

66,000

67,980

68,972

69,923

New hires in the bargaining unit with no prior experience or one year of prior experience will be placed at Step 2 of the salary schedule. All other new hires will be placed on the salary schedule based on their years of experience.

In addition, an annual longevity increment will be paid each teacher, in accordance with Article XXX. LONGEVITY, for years of service as a professional staff member in the North Adams Public Schools.

Years

Amount

31+

850

25-30

700

20-24

550

17-19

520

14-16

500

APPENDIX A

TEACHERS SALARY SCHEDULE

NORTH ADAMS PUBLIC SCHOOLS

Effective 1 September 2012

Steps

BA

BA+9

BA+15

BA+24

BA+40/M

M+9

M+18

M+30

M+45

EDS/CAGS/PHD

1

31,470

32,283

33,114

33,934

35,577

37,252

38,708

39,650

41,541

42,485

2

33,386

34,256

35,143

36,044

37,802

38,708

39,651

41,226

42,169

43,418

3

34,256

35,169

36,050

36,906

38,667

39,651

41,226

42,169

43,430

45,002

4

35,174

36,466

37,342

38,251

40,210

41,541

42,169

43,430

45,317

46,262

5

36,933

38,439

39,364

40,236

42,223

43,418

44,057

45,002

46,576

47,205

6

38,469

40,229

41,119

41,977

43,961

44,244

44,940

46,581

47,401

48,224

7

40,732

41,763

42,645

43,542

45,531

46,853

48,176

49,923

50,781

51,684

8

 

43,542

44,379

45,283

47,254

48,580

49,898

51,666

52,569

53,428

9

 

45,055

45,935

46,830

48,833

50,150

51,432

53,247

54,099

55,005

10

 

48,130

48,163

49,067

51,063

52,359

53,712

55,495

56,413

57,270

11

 

 

49,711

50,578

52,590

53,930

55,277

57,058

57,920

58,835

12

 

 

52,429

53,343

54,327

55,660

56,998

58,767

59,656

60,546

13

 

 

 

 

59,346

60,746

62,156

64,022

64,959

65,853

14

 

 

 

 

61,093

62,613

64,066

65,988

66,951

67,874

15

 

 

 

 

62,316

63,866

65,347

67,307

68,290

69,232

16

 

 

 

 

64,839

66,452

67,993

70,033

71,055

72,035

New hires in the bargaining unit with no prior experience or one year of prior experience will be placed at Step 2 of the salary schedule. All other new hires will be placed on the salary schedule based on their years of experience.

In addition, an annual longevity increment will be paid each teacher, in accordance with Article XXX. LONGEVITY, for years of service as a professional staff member in the North Adams Public Schools.

Years

Amount

31+

850

25-30

700

20-24

550

17-19

520

14-16

500

APPENDIX B

SALARY DIFFERENTIALS

Effective 1 September 2010-31 August 2013

Team Leaders, High School

 

 

Minimum

Increments

Maximum

1,908

4-159

2,544

Directors

 

 

Minimum

Increments

Maximum

2,226

4-133

2,758

Dean of Students

 

 

Minimum

Increments

Maximum

2,650

2-530

3,710

 

Director of Curriculum and Instructions (Drury)

5,300

Head Teachers, Elementary

1,560

Head Guidance Counselor

530

Summer School and Adult Education Teachers

32 per hour

APPENDIX C

COACHES, HIGH SCHOOL Effective 1 September 2010

 

Year l

Year 2

Year 3

Year 4

Year 5

Football, Head

3,407

3,579

3,723

3,829

3,922

Football, Assistant

1,906

2,059

2,218

2,375

2,534

Basketball, Head

3,407

3,579

3,723

3,829

3,922

Basketball, Assistant

1,906

2,059

2,218

2,375

2,534

Baseball, Head

3,407

3,579

3,723

3,829

3,922

Baseball, Assistant

1,906

2,059

2,218

2,375

2,534

Softball, Head

3,407

3,579

3,723

3,829

3,922

Softball, Assistant

1,906

2,059

2,218

2,375

2,534

Soccer, Head

3,407

3,579

3,723

3,829

3,922

Soccer, Assistant

1,906

2,059

2,218

2,375

2,534

Track

3,407

3,579

3,723

3,829

3,922

Cross Country

3,407

3,579

3,723

3,829

3,922

Golf

1,906

2,059

2,218

2,375

2,534

Tennis

3,407

3,579

3,723

3,829

3,922

Coordinator of Athletics

4,411

 

 

 

 

APPENDIX D

EXTRA-CURRICULAR, HIGH SCHOOL Effective 1 September 2010

Play Production

3,607

Sophomore Class Advisor

570

Junior Class Advisor

570

Senior Class Advisor (2)

948

Yearbook Advisor

1,138

Newspaper Advisor

531

Student Council Advisor

757

DSAA Treasurer

1,803

Bandmaster

3,422

Ski Club Advisor

570

Cheer leader Advisor

2,500

Academic Decathlon

869

Spirit Advisor

789

SAAD Advisor

721

JABOP Advisor

591

AP Test Coordinator

450

APPENDIX E

EXTRA-CURRICULAR, MIDDLE SCHOOL Effective 1 September 2010

Yearbook Advisor

724

Student Council Advisor

578

Intramural Advisor

724

Science Fair Advisor

507

Star Search Committee

670

Cheerleader Advisor

288

Attachments to the Contract

North Adams Public Schools

North Adams, Massachusetts

Procedure for Evaluation of Teaching Staff

Philosophy and Rationale

The responsibility of the North Adams Public Schools is to educate the children and adults enrolled. The procedures outlined below are designed to bring about the evaluation of the effectiveness of the teaching staff in carrying out that task.

The purpose of teacher evaluation is to improve instruction and to encourage growth in professional ability and responsibility on the part of the staff. The evaluation process includes procedures for recognizing the competence of staff members and provides opportunities for teacher self-appraisal against clearly stated criteria.

The distinction between observation and evaluation should be clear. Observation refers to seeing and hearing, recording, reviewing, and analyzing of teacher performance throughout the year. Evaluation refers to the making of judgments by the evaluator, based upon the information accumulated on all aspects of the teacher's professional performance for the completion of the evaluation form.

Criteria and Indicators for Teacher Evaluation

1.         The teacher's performance is measured with reference to seven specific criteria. These criteria provide a listing of expectations and a framework for developing and maintaining an effective staff.

2.         Evaluators collect data relative to the criteria and indicators from their own observations as well as from any of several staff members assigned to work with teachers.

3.         If the evaluation system is to be useful to teachers, the expectations of the evaluator must be clearly understood. To clarify the criteria, each is illustrated by a list of indicators. No indicator is to be considered optional. Rather, all indicators under each criterion shall be considered during observations and in completing the evaluation form. The administrator and faculty together are to review the criteria and indicators at the beginning of each school year. The evaluation process then becomes a continuous cycle of data collection through classroom visits, conferences, and staff interaction throughout the school year.

4.         At the beginning of the school year, all teachers will receive the procedures and forms to be used in the evaluation process. Teachers may then engage in a continuous process of self-evaluation throughout the year. Staff members are encouraged to submit to the principal or supervisor a written self-evaluation prior to the annual evaluation for purposes of discussion.

Evaluation Cycle

1.   All teachers with professional teacher status must be evaluated at least every other year by 01 April.

2.   All teachers without professional teacher status must be evaluated twice, by 15 December and by 01 March, each year.

3.   All teachers with professional teacher status must be evaluated twice each year, by 15 December and by 01 March, if rated as Needs Improvement the previous year.

4.   An evaluator may submit an evaluation of a teacher at any time deemed necessary, provided the proper evaluation procedures have been followed. These procedures include the minimum number of required observations by the appropriate staff.

5.   The evaluator must submit each evaluation to the Superintendent and provide a copy for the teacher.

Observations. Conference and Records

1.         There are three purposes for classroom observations:

•     To observe the progress of students in the instructional program.

•     To ensure adequate supervision of and support for the teacher in order to increase effectiveness

•     To ensure that judgments made and recorded about teachers' performance are valid because they are based upon predetermined criteria.

2.         A minimum number of classroom observations is required each year:

•     Teachers without professional teacher status: 4 (2 each semester)

•     Teachers with professional teacher status: 2

•     Teachers with professional teacher status with less than satisfactory evaluation in previous year: 4 (2 each semester)

3.         Teachers without professional teacher status will be observed by the principal or supervisor and anyone else he/she may designate. Observers are defined as principals, directors, supervisors, coordinators, assistant principals, department heads, grade leaders, and central office staff.

4.         Half the number of required observations must be announced to the teacher in advance.

5.          Teachers are encouraged to invite qualified staff members to observe lessons.

6.          Observers are required to hold a pre-observation conference with teachers without professional teacher status in the case of announced observations in order to discuss the purposes of the observation. For teachers with professional teacher status the pre-observation conference is encouraged.

7.          Observers are required to hold a post-observation conference with the teacher within a reasonable period of time. The bases of the observation and post-observation conference are the performance criteria and their indicators.

8.          Teachers are encouraged to provide informational and material evidence of their effectiveness. Student performance related to the criteria provides appropriate data. Teacher-made and student-made materials are part of the observation and conference and may be submitted for consideration.

9.          The conference is an extension of the observation. Techniques and plans for professional growth and improvement are outlined. Plans are made to provide support and schedule further observations as necessary. Appropriate recognition of successful performance and growth is given. Similarly, performance that the observer considers to be unsatisfactory is clearly identified. Constructive candor is expected.

10.        Other conferences (to set objectives, to follow up plans for improvement, to complete evaluation reports, and similar activities) will be scheduled as necessary. All conferences may include data and discussion of professional performance other than the observation but within me scope of the criteria.

The Evaluation Form

1.          The evaluation form is completed by the evaluator and discussed at a conference with the teacher. The evaluator is required to give a copy of the completed form to the teacher prior to the conference.

2.          The completed evaluation form should produce no surprises for the teacher. The process insures this by:

•     Making criteria and indicators known at the beginning of the evaluation period.

•     Providing for a minimum number of observations and conferences between the teacher and observers.

•     Requiring that the teacher be given the opportunity to sign all data collected for evaluative purposes.

•     Basing the evaluation on the data collected by and for the evaluator and teacher throughout the period of employment since the previous evaluation.

3.           Performance is evaluated for each of the criteria. The evaluation is indicated by the selection of one of five categories for each criterion: Commendable (C), Satisfactory (S), Needs Improvement (N), Unsatisfactory (U) and Not Applicable (N/A).

•     The category Commendable indicates that the performance on the criterion was such as could be used as a model for the staff. This rating requires an explanatory comment.

•     The category Satisfactory indicates the criterion has been attained in a manner, which is consistently acceptable.

•     The category Needs Improvement indicates that criterion has not been attained in a manner, which is consistently acceptable. A supporting statement must be given to describe teaching behaviors needing improvement so that satisfactory performance or better might be achieved in the following evaluation period.

•     The category Unsatisfactory indicates that although weaknesses have been identified and assistance has been provided, performance is such that the criterion has not been attained. Items designated as Unsatisfactory will require an instructional improvement plan. The evaluator and the teacher shall develop it jointly. The plan shall focus on those criteria or performance activities in which improvement is required. In the event that a teacher and an evaluator cannot agree on an instructional improvement plan, a mutually acceptable third party must be chosen to help generate the plan. Once the areas of growth or improvement are identified, an outline or plan for professional growth shall be generated along with an expected date of completion and the nature of the evaluation required to indicate that the plan has been fulfilled. Progress in implementing the plan shall be reviewed on the specified date. The evaluator shall complete a brief report summarizing the progress.

•     Not Applicable is self-explanatory.

4.          Evaluator, teacher, or both may use the Comments section. The evaluator is encouraged to comment on commendable performance.

5.           The evaluation must be based on data collected during the current evaluation period,

6.          The teacher and evaluator must sign the evaluation form. The signature of the teacher does not indicate agreement.

Performance Criteria and Indicators

Instructional Criteria

1.        Currency in the curriculum Indicators:

1.01       Demonstrates a working knowledge of the core curriculum of the teacher's assignment.

1.02       Frames curriculum around essential questions in the discipline that provide opportunities for reasoning, logic, analysis and synthesis when planning units, lessons, and assessments.

1.03       Keeps current in the field and applies knowledge to me instructional program,

1.04       Contributes to the ongoing evaluation of the curriculum.

2.          Effective planning and assessment of curriculum and instruction Indicators:

2.01       Has a personal vision of committed, confident learners and uses that vision to guide learning goals, expectations, and standards for student work.

2.02       Sets short-term and yearlong goals for curricular units, which derive from unifying themes of fundamental importance to students' present or future lives.

2.03       Identifies individual and group needs and plans appropriate strategies, including those that involve the use of up-to-date technologies, to meet those needs.

2.04      Uses materials and resources, including technologies, that are appropriately matched to curricular goals and to students' needs and learning styles.

2.05       Frames curriculum around student's own prior knowledge and experience and identifies prerequisite skills, concepts, and vocabulary that are important for students to know in order to be successful at a task.

2.06       Seeks out and collaborates with school-based specialists, resource personnel, including technology specialists, and administrators to better design curricula or instructional modifications to meet the special learning needs of students and support all students to learn and apply a challenging core curriculum.

2.07       Plans engaging ways to introduce each unit of study.

2.08       Plans frequent instructional opportunities where students are interacting with ideas, materials, teachers and one another.

2.09       Designs curriculum experiences in which students take increasing responsibility for their own learning.

2.10       Integrates the teaching of reading, listening, writing, speaking, viewing and the use of appropriate learning tools (e.g., calculators, computers, etc.) within the discipline.

2.11       Determines specific and challenging standards for student learning.

2.12       Develops and uses authentic assessment which describes a student's learning process as well as his/her learning achievements.

2.13       Incorporates time for individual and interactive reflection including response journals, debriefings and group discussions.

2.14       Regularly uses a variety of formal and informal authentic assessments of students' achievement and progress for instructional revisions and decision-making.

2.15       Implements evaluation procedures which appropriately assess the objectives taught.

2.16       Communicates student progress to parents, students and staff members in a timely fashion using a range of information including portfolios, anecdotal records and other artifacts.

2.17       Prepares and maintains accurate and efficient record-keeping systems of the quality and quantity of student work.

2.18       Uses individual and group data appropriately; maintains confidentiality concerning individual student data and achievement.

3.          Effective management of classroom environment Indicators:

3.01       Implements instructional opportunities where students are interacting with ideas, materials, teachers and one another.

3.02       Implements curriculum experiences in which students take increasing responsibility for their own learning.

3.03       Demonstrates openness to student challenges about information and ideas.

3.04       Uses classroom time and classroom space to promote optimal learning.

3.05       Understands principles and patterns of child growth and development and uses this knowledge in working with students.

3.06      Establishes classroom procedures that maintain a high level of students' time-on-task and that ensure smooth transitions from one activity to another.

3.07      Maintains systematic approach to discipline by establishing and administering a consistent and fair set of rules supporting appropriate expectations.

3.08      Manages routines effectively.

3.09      Maintains appropriate professional boundaries with students.

3.10      Serves as a positive role model for students.

4.         Effective instruction Indicators:

4.01      Makes connections between concepts taught and students' prior knowledge and experiences.

4.02      Regularly checks for students' understanding of content and concepts and progress on skills.

4.03      Identifies confusions and misconceptions as indicated by student responses and regular assessment strategies. Remediates, reteaches, or extends teaching to meet individual and/or group need.

4.04      Communicates clearly in writing and speaking, using precise language.

4.05      Understands and shows students the relevance of the subject to life-long learning.

4.06      Uses a variety of teaching strategies, including cooperative, peer and project-based learning; audio-visual presentations, lecture, discussions and inquiry, practice and application; and the teaching of others.

4.07      Regularly checks for students' understanding of content and concepts and progress on skills.

4.08      Uses a variety of appropriate materials in order to reinforce and extend skills, accommodate learning styles and match instructional objectives,

4.09      Causes students to become cognitively active in summarizing important learning's and integrating them with prior knowledge.

4.10      Demonstrates working knowledge of current research on optimum means for learning a particular discipline.

4.11      Uses a variety of questioning techniques, including those which encourage and guide critical and independent thinking and the development of ideas.

4.12      Presents information recognizing multiple points of view; encourages students to assess the accuracy of information presented.

4.13      Regularly tries innovative approaches to improve instructional practices.

4.14      Continually evaluates, tries innovative approaches and refines instructional strategies, including the effective use of technologies, to increase student learning and confidence about learning.

4.15      Assesses instructional strategies in authentic ways by comparing intended and actual learning outcomes.

5.         Promotion of high standards and expectations for student achievement Indicators:

5.01      Regularly communicates objectives or learning outcomes to students.

5.02      Regularly provides feedback to students on their progress on goals and objectives.

5.03      Communicates standards, expectations and guidelines regarding quality and quantity of students' work, work procedures and interpersonal behavior to students and parents.

5.04      Responds to students' answers and work so as to keep students open, thinking, and willing to take risks and to persevere with challenging tasks.

5.05      Models the skills, attitudes, values and processes central to the subject being taught.

5.06      Uses prompt feedback and student goal setting in order to increase student motivation and ownership of learning.

5.07      Develops and supports students' awareness of themselves as learners and their ability to overcome self-doubts associated with learning and take risks.

5.08      Nurtures students' eagerness to do challenging work and provides incentive, interest and support for students to take responsibility to complete such tasks successfully.

5.09      Acts on the belief that all students can learn and that virtually all can master a challenging core curriculum with appropriate modifications of instruction.

5.10      Encourages and supports students to believe that effort is a key to high achievement and acknowledges and values student work, study and inquiry.

5.11      Regularly identifies students needing extra help and secures student cooperation and participation in extra help sessions.

5.12      Identifies students who are not meeting expectations and develops a plan that designates the teacher's and the student's responsibilities regarding learning.

5.13      Demonstrates attitudes of fairness, courtesy and respect that encourage students' active participation and commitment to learning.

5.14      Builds positive relationships with students and parents to enhance students' abilities to learn effectively.

5.15      Recognizes and responds appropriately when an individual student is having social and/or emotional difficulties which interfere with learning and/or participation in class.

6.          Promotion of equity and appreciation of diversity Indicators:

6.01      Provides opportunities to include all students in the full range of academic programs and activities and extra-curricular activities.

6.02      Addresses the needs of diverse student populations by applying and adapting constitutional and statutory laws, state regulations and Board of Education policies and guidelines.

6.03      Demonstrates sensitivity to differences in abilities, modes of contribution, and social and cultural backgrounds.

6.04      Develops and implements educational and organizational strategies that are effective in meeting the needs of a diverse student body.

6.05      Functions effectively in a multi-lingual, multi-cultural and economically diverse society.

7.          Fulfillment of professional responsibilities Indicators:

7.01      Keeps parents informed of student's progress and works with them, in culturally appropriate ways, to aid in the total development of the student.

7.02      Maintains professional boundaries with parents.

7.03      Maintains professional boundaries with colleagues.

7.04      Works constructively with others to identify school problems and suggest possible solutions.

7.05      Works collaboratively with other staff in planning and implementing interdisciplinary curriculum, instruction and other school programs and shares expertise and new ideas with colleagues.

7.06      Participates in student or school activities.

7.07      Cooperates with other teachers about students' overall workload.

7.08      Reflects about and acts on what students need to know and be able to do and about what the teacher can do to foster learning.

7.09      Uses available resources to analyze, expand, and refine professional knowledge and skill; resources can include professional organizations, academic course work, school-based staff, administrative and community resources, and other colleagues.

7.10      Participates in activities that demonstrate a commitment to the teaching profession.

7.11      Seeks out information in order to grow and improve as a professional.

7.12      Is receptive to suggestions for growth and improvement.

North Adams Public Schools

North Adams, Massachusetts

Instructional Improvement Plan Review

Teacher:________________________________________          School:__________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

Evaluator's Signature:_____________________________           Date:____________________________

_____________________________________________________________________________________

I have read this review.

_____________________________________________________________________________________

_____________________________________________________________________________________

Teacher's Signature:__________________________________             Date:________________________

Teacher's Comments:

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

North Adams Public Schools

North Adams, Massachusetts

Instructional Improvement Plan

Teacher:__________________________________            School: _______________________________

Standard/Area for Growth

Plan for Professional Growth

Expected Date of Completion

Evaluation

___ ___ ___ ___ ___ ___ ___ ___ ___ ___

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Approval of Instructional Improvement Plan

Teacher's Signature:________________________________            Date: ____________________

Evaluator's Signature:________________________________           Date: ___________________

Month: ___________Year: _________

North Adams Public Schools

Teacher Performance Evaluation

Teacher: __________________________________           School: ________________________________

Evaluator _________________________________          Observation Date(s):_______________________

Key:                  C-Commendable            S-Satisfactory                N-Needs Improvement

U-Unsatisfactory          N/A-Not Applicable

1.          Currency in the curriculum:

Comments:___________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

2.          Effective planning and assessment of curriculum and instruction:

Comments:___________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

3.           Effective management of classroom environment:

Comments:___________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

4.          Effective instruction:

Comments:___________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

5.          Promotion of high standards and expectations for student achievement:

Comments:___________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

6.         Promotion of equity and appreciation of diversity:

Comments:___________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

7.          Fulfillment of professional responsibilities:

Comments:___________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

General comment:______________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

Instruction Improvement Plan attached for the following area(s):

1             2         3          4          5          6          7             (circle where appropriate)

Evaluator's Signature: _______________________________________          Date: __________________

Teacher's Signature*: _______________________________________          Date: __________________

*Signature indicates that the teacher has read this evaluation.

Teacher's comments:

_____________________________________________________________________________________

_____________________________________________________________________________________

Separate Agreement

Faculty & Staff Rules for Acceptable Use

A.   Introduction

The North Adams Public Schools (also the "District" elsewhere in this document) is committed to providing a robust information technology environment to support its students and faculty in the pursuit of their academic and instructional objectives. The North Adams Public Schools makes available a range of information technology resources which are intended to be used for educational and professional purposes and in accordance with the mission of the North Adams Public Schools. Professional purposes refer to those tasks and requirements for fulfilling professional duties as related to working at the North Adams Public Schools. All those who use the information technology resources at the North Adams Public Schools must comply with the written policies covering their use as well as the "spirit and intent" of those policies.

B.    Network and Computing Facilities Provided by the North Adams Public Schools

•    Email

Email allows employees to communicate with people from within our district and throughout the world.

•    World Wide Web

The Web provides access to a wide range of information in the form of text, graphics, photographs, video, and sound, from throughout the world. The Web is a valuable research and publishing tool.

•    Telnet

Telnet allows the user to log in to remote computers.

•    File Transfer Protocol (FTP)

FTP allows users to download large files and computer software by the Network Administrator.

•    Local Area Network

Desktop computers are connected to local file servers to enable users to easily store and share files and share resources.

•     Software

A fall suite of personal productivity software (word processor, spreadsheet, database, email, web browser, desktop security) is available on every networked computer in the District. Other software, including curriculum specific software is widely available on various computers throughout the District

•    Peripherals

Printers, digital cameras, scanners, and projection devices are provided as widely as possible throughout the District for student and staff use.

C.  Appropriate Use

Appropriate use of the network and computing facilities include those uses that support

•          Instruction

•          Independent Study

•          Research

•          Career or Professional-Development Activities

•          Official Work of the Offices and Departments of the North Adams Public Schools

•          Limited High-Quality Self Discovery / Exploration

•          Appropriate casual use is acceptable, as long as it does not violate any provision contained in this policy.

D.  Inappropriate Use

There are unacceptable uses of the District computing facilities and network. Inappropriate uses can be classified into two categories: illegal and prohibited. Examples of illegal and prohibited activities follow. This list is not to be viewed as comprehensive, but instead as explanatory. The North Adams Public Schools are responsible to refer any and all illegal activities to the appropriate law enforcement agency, illegal uses include: obscenity, libel, threats, hate postings, sexual harassment, and copyright violations. Prohibited activities are based on the intended use of the instructional network and computing facilities. Therefore, examples of prohibited activities are: pornography, profanity, plagiarism, commercial use, political lobbying and anonymous messages.

Employee violations of the Staff Acceptable Use Policy will be referred to the appropriate supervisory personnel.

Examples of inappropriate activities include (but are not limited to):

•    Commercial Use

THE DISTRICT computing facilities should not be used for commercial services, defined as "offering or providing products or services."

•    Political Lobbying

The use of a District system by District employees for political activities for a candidate or fundraising for a candidate will be considered unacceptable.

•     Obstructing or Disrupting Computing Facilities

Any activity that intentionally obstructs or hinders network traffic, network resources, or desktop security is prohibited. Such actions are illegal. Activities included in this category are any that harm other people, damage the computer, network, or information that belongs to someone else.

•    Accessing Improper Material

Use of the District computing facilities to access material that is profane, vulgar, or obscene (pornography), that advocates or condones the commission of unlawful acts (illegal), or that advocates or condones violence or discrimination towards other people (hate literature) is prohibited.

When a site that might implicate one of the above improper material sites is accessed for educational purposes it must be documented in the curriculum and approval from the Principal and/or Director of Curriculum and Instruction and/or Team Leader must be obtained. (In other words, one of the preceding needs to be made aware of any internet research that might occur.)

•     Accessing the Files of Others

Any attempt to access the files of another individual is strictly prohibited. This includes attempting to log in through another person's account or accessing another person's "private" files. These actions are illegal, even if only for the purposes of "browsing." it is recognized that colleagues often need to share work. There are shared directories for this purpose, and staff is encouraged to use these shared locations when they want to share a "non-private" file with others. However, the District has the right to access any files at any time when deemed necessary by the Superintendent or by local, state, or federal officials in any investigation concerning or relating to any illegal activities conducted using the District system.

•    Etiquette

Activities that are prohibited under general computing and network etiquette include viewing, sending, or displaying offensive messages or pictures, or wasting limited resources such as disk space or printing capacity.

•     Sharing Accounts or Passwords

Your network login and password are for your own individual use. Do not share your account or password with anyone. If you suspect that someone may have obtained your password, notify the Network Administrator immediately. Conversely, using someone else's password to access services or data is also a violation of policy, regardless of bow the password was obtained. Do not use anyone else's password, account, or email.

•    E. Privacy

The information systems of the North Adams Public Schools and the files that reside on the computers are the property of the North Adams Public Schools. Therefore, there is only a limited expectation of privacy within the network, just as there is for any storage facility in the schools. The District has the right to examine all data stored on computers or disks which are the property of the District to ensure that users are in compliance with these regulations.

Individuals should be aware that our computing systems do generate logs of the activities of users including login and logout times, web sites accessed, software launched, etc. Routine maintenance and monitoring of the system and these logs may lead to discovery that a user has or is violating the Faculty & Staff Rules for Acceptable Use Policy, or the law. Please be aware that any misuse (as outlined in this document) of the computing facilities provided by the North Adams Public Schools will be referred to the appropriate supervisory personnel.

Email is simply another system resource. It is data that is stored on District computers, and is regularly backed up to tape. Under normal circumstances, system administrators will not access anyone's email. However, it should be noted that email are not private files, and may be read by authorized information system management personnel when deemed necessary by the Superintendent or by local, state, or federal officials in any investigation concerning or relating to any illegal activities conducted using the District system.

F.   Email Use

Please do not overload the communications servers and please do not abuse your communications privileges. Email is a fast, convenient form of communication.

However, the following list represents email activities which are prohibited and/or discouraged.

North Adams Public Schools Email Guidelines:

•    Chain Email Letters: Forwarding chain email is a violation of THE DISTRICT computing policy. Phrases in the subject line can usually identify chain email, such as "Forward - do not delete," "don't break the chain," etc. Some chain emails promise good luck, promise easy money, tell stories and ask for help, or warn of false email viruses. If there are a large number of addresses in the message, chances are very good that it is a chain email. "Get rich quick" schemes will invariably claim to be "completely legal." Do not be fooled. Delete all chain email from your account, and do not forward.

•     "Bombing": Sending numerous or large email messages to one person is considered "email bombing." Even if no harm was intended or it was simply a "harmless prank," an email "bomb" can disrupt service to all users and is strictly forbidden.

•    Forgery: Altering any form of electronic communication, and then claiming it to be original is prohibited. Further, creating, altering, or deleting the attribution of origin (for example, the 'From" in email, or the IP address in headers) is also prohibited.

•    Attachments and File Size: Users are discouraged from sending large files (greater than 2 MB) as this noticeably slows network traffic for all users. Files such as Internet "greeting cards" that contain animation and sound are discouraged for the same reason. Users are encouraged to use flash drives, etc.

•    Harassment: Any repeated or unwanted communication may constitute harassment. Any communication with the direct intention of harassing, threatening, implying or otherwise causing harm to individuals, or classes of individuals is a violation of the District policy, if you should receive any harassing messages electronically, you may consider notifying the sender. Often the sender may not realize that their communication is unwanted or offensive unless you tell them. However, if the sender continues after being notified, or you do not wish to contact the sender, or if the situation is serious, you should contact the Director of Technology or your supervisor. Be sure to save copies of all harassing material.

G.    District Limitation of Liability

The North Adams Public Schools makes no warranties of any kind, either express or implied, that the functions or the services provided by or through the District system will be error-free or without defect. The District is not responsible for the accuracy or quality of the information obtained through or stored on the system. The District will not be responsible for obligations, financial, legal or other, arising through the unauthorized use of the system.

F.   Association Use: The Association may use internal email for Association communication, The Association understands that all email is archived.

North Adams Health Insurance Settlement Agreement

April 29, 2010

SETTLEMENT AGREEMENT BY AND BETWEEN THE CITY OF NORTH ADAMS,

THE NORTH ADAMS PUBLIC EMPLOYEE COMMITTEE AND LABOR

ORGANIZATIONS OF NORTH ADAMS PUBLIC EMPLOYEES

The City of North Adams (City), the Public Employee Committee (P.E.C.) and Labor Organizations of City employees (labor organizations) (collectively, "parties") hereby agree to the following terms, conditions, and understandings:

1.        The City of North Adams and the P.E.C., comprised of representative from each of the City's bargaining units and a retiree appointed by the Retired State, County and Municipal Employees Association, are in a coalition, collective-bargaining relationship about employee health insurance, pursuant to M.G.L., c.32B, s.19.

2.        Historically, the City has been "self insured" for purposes of employee health insurance. The City established a Health Insurance Trust Fund ("Trust Fund") to administer insurance options. The required contribution by the City into the Trust Fund has been 70% of established working rates. Employees and retirees were required to contribute 30% of working rates into the Trust Fund.

3.        An issue has emerged between the parties concerning the City's underfunding of the health insurance trust fund during a multi-year period.

4.        Labor organizations tiled grievances under collective bargaining agreements and charges of prohibited practice under M.G.L. c.l5OE before the Division of Labor Relations. The actions alleged, inter alia, that the City did not regularly contribute 70% of working rates into the Trust Fund during the past years and that the City must provide relief to the Trust Fund and to active and retired employees whose health insurance has been provided through the Trust Fund.

5.        The parties agree that the City has not regularly contributed 70% of working rates during a multi-year period into the Trust Fund. The parties agree that the retirees and employees have generally contributed 30% of working rates during this same period into the Trust Fund.

6.        The parties now wish to mutually and fully resolve all health insurance collective bargaining issues without resort to further litigation.

7.        Effective FY 2011, the City agrees to provide health insurance coverage for active and retired employees through the Massachusetts Interlocal Insurance Association (MILA). During FY2011, the City will contribute 77% of premiums for MIIA plans and MEDEX plans. During FY 2011, active and retired employees will contribute 23% of premiums for these plans. The City agrees to pay all run-out costs on the existing self-insured plans. Effective FY 2012, the City agrees to pay 75% of premiums, with active and retired employees contributing 25%. For FY 2013, the City agrees to pay 75% of premiums, with active and retired employees contributing 25%.

North Adams Health Insurance Settlement Agreement

April 29, 2010

8.        There will be two H.M.O. plans and one PPO/POS plan and a MEDEX plan offered as attached.

9.        The Mayor agrees to request a health insurance budget for each year in an amount not less than the rate required to cover insured employees and retirees, at the rate specified in this agreement.

10.       The City and the P.E.C. agree to meet periodically during the term of this Agreement to monitor health insurance claims and other data provided by the insurer and the City. These meetings will be open to any active employee(s) and retiree(s). Either the City or P.E.C. may propose changes to health insurance options and neither party shall be required to bargain about proposed changes to this Agreement, except as proposals apply to a successor agreement.

11.       The City agrees that it will honor this Agreement, regardless of any "local plan" legislation options available now or during the life of this Agreement.

12.      In the event that any provision of this Agreement is declared null and void as a result of legislation or a final judgment of a competent tribunal, or in the event that compliance with this Agreement results in a penalty to the City in excess of its benefits, the parties agree to re-open negotiations and bargain over an amount no less than the equivalent remaining settlement owed to employees.

13.      This Agreement shall take the place of, and shall supersede, any current language contained in collective bargaining agreements, concerning health insurance.

14.      In consideration of the foregoing, this Agreement shall constitute a full and final settlement of all issues raised in paragraph 4, except as provided in paragraph 12, by labor organizations, and the P.E.C., for any claim, demand, suit, or charge whether in law or in equity before any Court, administrative agency, arbitrator, or other competent tribunal occurring at any time prior to the signing of this agreement.

15.       All claims and demands as provided in paragraph 4 above shall be immediately withdrawn after the execution of this Agreement.

16.      This Agreement shall become effective upon ratification by the P.E.C., labor organizations and the mayor, and shall continue in full force and effect until June 30, 2013. If a successor Agreement is not reached by June 30, 2013, this Agreement shall continue in effect until one is fully executed.

17.       This Agreement may be amended at any time only by written agreement by both the City and the P.E.C.

18.      Either the City or P.E.C. may open negotiations for a successor Agreement on or about November 2012 by giving notice to the other party specifying the time and the place it

CITY OF NORTH ADAMS

MIIA HEALTH INSURANCE OPTIONS

 

BCBS

BCBS

BCBS

BCBS

 

Self Funded

Network Blue

Enhanced

Blue Choice

I

 

Current

New

Current

Individual - Monthly

$648.22

$610.34

$550.28

$1,352.07

Family - Monthly

$1,760.85

$1,609.28

$1,430.73

$2,867.68

Employee + 1

$1,684.32

 

 

 

Office Visit

$10

$10 each

$20

$10

Hospital

$250

$250 par admission

$500 per admission

$250 per admission

Day Surgery

150

$150 per admission

$250 per admission

$150 per admission

Diagnostic Testa

$0

$0

$50(MR,CT.PET)

$0

Physical Therapy

$10

$10

$20

$10

Chiropractic

NA

NA

$20

NA

Emergency Room

$76

$75 per visit

$75 per visit

$75 per visit

Medical Deductible

NA

NA

NA

$250/$500

In-Network Co-Insurance

NA

NA

NA

Self-refer

Out-of Network Co-Insurance

NA

NA

NA

20%

Co-Insurance

NA

NA

NA

$1000/$2000

Retail Rx

$10/$20/$35

$10/$20/$35

$157$30/$50

$10/$20/$35

Mall RX

$10/$2Q/$35

$10/$20/$35

$3O/$60/$100

S10/$20/$35

COST

 

 

 

 

CITY EMPLOYEES

 

 

 

 

Weekly

 

$ 32.87

$ 29.21

 

Single

 

 

 

$ 71.76

Family

 

$ 85.41

$ 75.94

$ 152.21

SCHOOL EMPLOYEES

 

 

 

 

24 Pay Periods

 

 

 

 

Single

 

$ 71.23

$ 63.28

$ 155.49

Family

 

$ 185.07

$ 164.54

$ 329.79

20 Pay Periods

 

$ 85.47

$ 75.94

 

Single

 

 

 

$ 188.59

Family

 

$ 222.08

$ 197.44

$ 395.74

* Note the MIIA BCBS Network Blue and BCBS Blue Choice are to be mirrored of the existing plans plus a new HMO Enhanced Plan will be offered.