North Middlesex

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DistrictNorth Middlesex
Shared Contract District
Org Code7350000
Type of DistrictRegional K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2015
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyMiddlesex
ESE RegionCentral
Urban
Kind of Communitysmall rural communities
Number of Schools8
Enrollment4074
Percent Low Income Students12
Grade StartPK or K
Grade End12
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AGREEMENT

 

Between

 

NORTH MIDDLESEX REGIONAL SCHOOL DISTRICT SCHOOL COMMITTEE

 

and

 

NORTH MIDDLESEX REGIONAL SCHOOL DISTRICT

TEACHERS’ ASSOCIATION

 

 

September 1, 2012 – June 30, 2015

 

 

 

 


TABLE OF CONTENTS

ARTICLE 1 – RECOGNITION AND SCOPE. 4

ARTICLE 2 – DURATION.. 6

ARTICLE 3 – GRIEVANCE PROCEDURE. 7

ARTICLE 4 – MANAGEMENT RIGHTS AND EMPLOYEE RIGHTS. 11

ARTICLE 5 – PAYROLL DEDUCTIONS. 14

ARTICLE 6 – COMPENSATION.. 15

SALARY SCHEDULES. 23

EXTRA-CURRICULAR ACTIVITY SCHEDULE – Athletics. 26

EXTRA-CURRICULAR ACTIVITY SCHEDULE - Academic. 28

ARTICLE 7 – PROFESSIONAL OBLIGATIONS. 30

ARTICLE 8 – TEACHING CONDITIONS. 33

ARTICLE 9 – LEAVES OF ABSENCE. 41

ARTICLE 10 – FAMILY AND MATERNITY LEAVE. 46

ARTICLE 11 – TEACHER EVALUATION.. 48

ARTICLE 12 – GENERAL. 55

ARTICLE 13 - RETIREMENT BENEFIT.. 56

ARTICLE 14 - LONGEVITY.. 57

ARTICLE 15 – TITLE ONE TEACHERS AND DISTRICT TUTORS. 58

ARTICLE 16 – PROFESSIONAL CONSULTATION.. 60

ARTICLE 17 - PROFESSIONAL DEVELOPMENT.. 61

ARTICLE 18 –TUITION REIMBURSEMENT.. 63

APPENDIX A: PAYROLL DATES. 66

APPENDIX B: EVALUATION DOCUMENTS. 67

 

 


This Agreement is made and entered into effect July 1, 2012 by and between the North Middlesex Regional School District Committee, hereinafter referred to as the Committee, and the North Middlesex Regional School District Teachers Association, hereinafter referred to as the Association.

 

 

W I T N E S S E T H

 

            WHEREAS, the parties have entered into a collective bargaining agreement effective July 1, 2012, which Agreement was to continue in full force and effect until June 30, 2015; and

 

            WHEREAS, the parties have been engaged in collective bargaining negotiations concerning an extension of said Agreement and have arrived at agreement and wish to extend said Agreement on the following terms.

 

            NOW, THEREFORE, the parties each in consideration that the other joins herein, agree that said Agreement is amended as follows:

 

 

 

 

 


ARTICLE 1 – RECOGNITION AND SCOPE

 

A.     For the purposes of collective bargaining with respect to salaries, wages, hours and other conditions of employment, the negotiation of collective bargaining agreements, and any questions arising hereunder, the Committee recognizes the Association as the exclusive bargaining agent and representative of the following employees of the North Middlesex Regional School District:

1.      Full time and regular part-time professional teachers

2.      Title One Teachers

3.      Tutors

4.      School Psychologists

5.      School Counselors

6.      School Adjustment Counselor

7.      Speech and Language Pathologists

 

B.     Excluding the following:

1.      Superintendent

2.      Associate Superintendent

3.      Assistant Superintendent

4.      Principals

5.      Assistant Principals

6.      Director of Special Education

7.      Athletic Director

8.      Dean of Students

9.      Associate Principal

10.  Substitute Teachers

11.  Directors and Coordinators of the District

 

            The teachers and other employees shall jointly be referred to as the Association or employees and shall include Title 1 and other Tutors whose terms and conditions are set forth in Article 15.  All regular part-time employees shall have their benefits pro-rated.

 

           

Recognizing that our prime purpose is to provide education of the highest quality for the children of the North Middlesex Regional School District, and that good morale within the teaching staff of the District is essential to achievement of that purpose, we, the undersigned parties to this contract, declare that:

 

1.      Under the Law of Massachusetts, the Committee, elected by the citizens of Ashby, Townsend, and Pepperell, Massachusetts, is a public body established under and with powers provided by the statutes of the Commonwealth of Massachusetts.  In the event that any part or provision of this Contract is in conflict with any law or by–law, such law or by–law shall prevail so long as such conflict exists.

 

2.      The Superintendent of Schools of the North Middlesex Regional School District, hereinafter referred to as the "Superintendent", has the responsibility of carrying out the policies so established.

 

3.      The teaching staff of the public schools of the North Middlesex Regional School District has the responsibility for providing in the classrooms of the schools, education of the highest possible quality.

 

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

 

5.      To give effect to these declarations, the provisions of this Contract are hereby adopted.

 

6.      For the purposes of collective bargaining with respect to salaries, wages, hours and other conditions of employment, the negotiation of collective bargaining agreements and any questions arising there under, the Committee recognizes the Association as the exclusive bargaining agent and representative of all teaching employees and other employees of the Committee as described above.


ARTICLE 2 – DURATION

A.                 This Contract shall continue in effect to and including June 30, 2015, and shall thereafter automatically renew itself for successive terms of one year each, unless by the October 1 next prior to the expiration of the contract herein involved, either the Committee or the Association shall have given the other written notice of its intent to modify or terminate this contract.

 

B.                 If after a 120–day period of time from the first meeting of the Committee and the Association, and during which negotiations are taking place for either a successor agreement or pursuant to a re–opening of the agreement as above provided, the Committee and the Association fail to reach agreement, either may petition the State Board of Conciliation and Arbitration to initiate mediation in accordance with Section 9 of Chapter 150E of the General Laws of Massachusetts.

 


ARTICLE 3 – GRIEVANCE PROCEDURE

 

A.     Definitions: 

1.       A "grievance" is a claim based on an event or condition, which affects the welfare and/or conditions of employment of a member or a group of members and/or the interpretation, meaning, or application of any of the provisions of this agreement or any subsequent agreement entered into pursuant to this agreement.

2.       A "grievant” is the person or persons making the claim.

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

 

B.     Purpose

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

 

C.     General Rules

1.       Every effort shall be made by the professional staff member and his/her immediate superior to arrive at a settlement of the matter involved prior to the use of the formal grievance procedure.

2.       Failure at any level of this procedure to appeal the grievance to the next level by filing a proper written statement within the specific time limits shall be deemed to be acceptance of the decision rendered at that level, and a waiver of the complaint and the right to proceed further under the grievance procedure.

3.       No reprisal of any kind shall be taken by any party to Agreement or by the Administration against any party in interest any witness, any member of the NMRSDTA, or any other participant in the grievance procedure by reason of such participation.

4.       A grievance that affects or may affect a group or class of professional staff members from more than one building or department, or is of a general nature, may be submitted in writing by the Professional Rights and Responsibilities Committee of the NMRSDTA to the Superintendent directly and the processing of such grievance shall be commenced at Level Two of the grievance procedure.

5.       Each written statement of a grievance beyond Level One shall include a concise statement of the facts constituting the grievance, a reference to the applicable provisions of the Agreement alleged to have been violated, misinterpreted, or inequitably applied, the date when the grievance occurred and the dates of all prior written presentations and shall be signed by the professional staff member and by the Chairperson of the Professional Rights and Responsibilities Committee.

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

7.       By mutual written agreement of the parties to a grievance proceeding, the time limits incorporated below may be extended.

8.       Failure at any step of this procedure to communicate the decision of a grievance within the specified time limited to the aggrieved professional staff member(s) and the Chairperson of the Professional Rights and Responsibilities Committee shall permit the aggrieved party or parties to proceed to the next level.

9.       Grievances already in progress at the close of school in June shall continue to be processed over the summer. During this summer processing of grievances all time limits shall be increased by five (5) school days, with school days construed to mean business days.

 

 

D.      Grievance Procedure

1.       Since it is important that grievances be processed as rapidly as possible, the grievance or complaint shall be filed within ten (10) school days after the event on which the grievance is based or within ten (10) school days from the date the grievant was aware of or reasonably should have been aware of the event on which the grievance is based, but not to exceed sixty (60) school days from the event on which the grievance is based.

2.       Nothing herein contained shall be construed as limiting the rights of any teacher (s) having a grievance / complaint to discuss the matter informally with any appropriate member of the administration and having the grievance adjusted without any further intervention of the Association, provided the adjustment is not inconsistent with the terms of this agreement, and that the Association has been given the opportunity to be present at such adjustment and to state its views. 

3.       Pursuit of an informal resolution will not extend any of the timelines set forth in the formal procedure.

 

E.      Informal Procedure  

1.       The grievant(s) shall discuss the grievance with the Association’s Building Representative.

2.       If not disposed of to the grievant’s satisfaction by such discussion, the grievance will be presented orally to the appropriate immediate supervisor of the employee, either directly or through the Association's Building Representative with the objective of resolving the matter informally.

3.       All decisions at this level shall be mutually agreed upon in a timely manner (see Level 1) and reported in writing by the building representative to the immediate supervisor within five (5) school days.

F.      Formal Procedure Levels

1.       Level 1 Principal:  If the grievance is not settled by such discussion, or in the event that no decision is rendered at the end of five (5) school days, the employee may, within five (5) school days thereafter, request that a grievance be presented by a member of the Professional Rights and Responsibilities Committee of the Association in writing to his/her Building Principal stating how the clause(s) or article(s) of this Agreement have been violated. The principal has five (5) school days to meet with the grievant.   Following this meeting, the principal has ten (10) school days to render a decision. 

2.       Level 2 Superintendent: In the event that the grievance is not disposed of to the satisfaction of the grievant at Level One, or in the event that no decision is rendered within ten (10) school days after initial presentation of the grievance, the grievant may, within five (5) school days thereafter, submit the grievance in writing to the Superintendent of Schools (with a copy to the Principal). The Superintendent or other Central Office Administrator shall meet with the aggrieved person and representatives of the NMRSDTA within five (5) school days after receipt of the dispute in an effort to settle the grievance. The Superintendent shall give his/her written answer to the grievant with a copy to the PR&R chairperson within ten (10) school days of the Level Two meeting.

3.       Level 3 School Committee: In the event that the grievance shall not have been satisfactorily disposed of at Level 2 or in the event that no decision has been rendered within ten (10) school days after meeting with the Superintendent, the employee may within five (5) school days thereafter, notify the said President and PR & R Chairman, in writing, of the employee’s desire to have the grievance presented to the School Committee.  Within five (5) school days following receipt of any such notice, the PR & R Chairman, said President, and employee shall meet to decide whether or not the Association shall present the grievance to the School Committee.  If the decision is made to present the grievance to the School Committee, the grievance shall be presented in writing by the Association to the Chairperson of the School Committee within five (5) school days.  Within ten (10) school days after receiving the written grievance, a subcommittee of the School Committee will meet with the PR & R Chairperson, said President and the employee in an effort to settle the grievance.  The ultimate decision on the grievance at Level 3 will, however, is rendered by the full School Committee at the next normal or regular School Committee meeting.

 

4.       Level 4 Arbitration: If the grievance or dispute is not resolved at the end of Level 3 and it involves the claimed violation of an arbitral provision of this Agreement, then the Association may seek arbitration by filing a written demand for arbitration with the American Arbitration Association.  The demand shall be filed with the American Arbitration Association within 15 calendar days of the District’s final answer in a preceding step.

The arbitration proceeding will be conducted under the rules of the American Arbitration Association.  The hearing locale shall be within the district unless otherwise agreed to by the parties involved. The arbitrator shall not have the authority to add to, subtract from, modify, change or alter any the provisions of this Agreement.  The award shall be final and binding on the School District, the Association and the grievant.  The decision of the arbitrator shall not violate any statutes of the Commonwealth, or regulations pursuant to such statutes. 

The arbitrator’s decision shall be final and binding and may be reviewed in court under G.L. c.150C, or on the grounds that the award: (1) is arbitrary or capricious, or (2) misinterprets or misapplies any provision of the law. 

The dispute, as stated in the request for arbitration, shall constitute the sole and entire subject matter to be heard by the arbitrator, unless the parties agree in writing to modify the scope of the hearing.  A dispute that was not raised in the grievance may not be raised in arbitration.   The arbitrator may not hear evidence or argument with respect to matters that are not able to be arbitrated under this agreement.

 

G.     Waiver of Grievance

1.       If at the end of ten (10) school days next following the occurrence of any grievance, or the date of first knowledge of its occurrence by an employee affected by it, the grievance shall not have been presented as in the procedure set forth in Section E, 2 or  Section F, 1 above, the grievance shall be deemed to have been waived; and any grievance in course under such procedure shall also be deemed to have been waived if the action required to present it to the next step in the procedure shall not have been taken within the time specified therefore by the said Section.

 

 


ARTICLE 4 – MANAGEMENT RIGHTS AND EMPLOYEE RIGHTS

 

A.     This Committee is a public body established under, and with the power provided by, the statutes of the Commonwealth of Massachusetts.  As the elected representative of the citizens of the North Middlesex Regional School District charged with the responsibility for quality education in, and the efficient and economical operation of, the District School System, it is acknowledged that the Committee has the final responsibility of establishing the education policies of the public schools of said District.

 

      Nothing in this Agreement shall be deemed to derogate or impair the powers and responsibilities of the Committee under the statutes of the Commonwealth of the rules and regulations of any agencies of the Commonwealth except as expressly modified herein, said rights and powers include, but in no way are construed as limited to, the subjects mentioned in the Table of Contents of this Agreement.

      As to every matter not expressly covered by this Agreement and except as directly modified by a specific provision of this Agreement, the District retains exclusively to itself all rights and powers and responsibilities that it has or may hereafter be granted by law.

 

B.     Employees shall have, and shall be protected in the exercise of the right to form, join and assist employee organizations, or to refrain from such activity; to hold office in and participate in the management of the Association; to act in the capacity of Association representative; and to engage in other lawful associations and concerted activities for the purpose of collective bargaining or other mutual aid or protection.

 

      In the exercise of these rights, all employees shall be free from any and all interference, restraint and coercion, and such employees shall be protected against any discrimination with respect to Association membership or non–membership in regard to professional teacher status, promotion or other conditions of employment.

 

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.  No teacher shall be prevented from wearing pins or other identification of membership in the Association or any other teacher organization.

 

      All of the above rights may be exercised so long as they do not interfere with employees' professional or contractual obligations.

 

C.     The Association will receive an updated list of new teachers annually by September 15.

 

D.      Agency Service Fee

 

1.      Commencing on September 1, 2012, all new employees who are members of the bargaining unit shall be required to pay an agency fee unless they become members of the Association no later than the 30th of September.  Said fee will be an amount determined in accordance with all state and federal laws and regulations, and shall reflect the costs of collective bargaining, contract administration and other permissible charges except that in no case shall the fee be greater than the annual combined dues of the NMRSD Teachers’ Association, the Massachusetts Teachers’ Association and the National Education Association.

2.      The agency fee shall be deducted from the wages of any employee who signs an authorization to that effect and such fees shall be transmitted to the Treasurer of the Association as provided in Section 170 of Chapter 180 of the General Laws.

           

3.      No teacher shall be denied employment for refusing to pay said agency fee. However, failure on the part of the bargaining unit member to pay such assessment to the Treasurer of the Association by December 31st of each school year, provided proper notification has been given, will entitle the Association to seek the assessment through proper legal channels.

 

4.      The School Committee shall not be responsible for the implementation, collection, or enforcement of the agency fee, except that it will supply any required documentation to establish that a person is a member of the bargaining unit subject to the fee, and it will allow one representative of the Association such paid release as is reasonably necessary for court appearances to collect the fee.

 

5.      The Association agrees that it will indemnify and hold the School Committee harmless for any action taken against an employee as a result of the agency fee agreement, including, but not limited to, any legal expenses incurred.

 

6.      In the event of conscientious objection to payment of the agency fee, a member of the bargaining unit may pay the amount to the North Middlesex Teacher’s Association Scholarship Fund by January 1.

 

7.      The terms of this provision are enforceable on an annual basis, and  is the responsibility of the Association to inform members, including newly hired members, of its terms.

 

E.      COMPLAINTS 

1.       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 materials.  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 within 10 school days and that answer shall be reviewed by the Superintendent.  The Superintendent's decision whether or not to include the material in the folder shall be forwarded to the teacher within 10 school days of receipt of the teacher's written consent.

 

2.       Any serious complaint/s regarding a teacher's professional performance made to any member of the administration by any parent, student, or other person will be promptly called to the attention of the teacher, in writing, and may be placed in the teacher's file, if the procedures in C above have been adhered to by the parties concerned.

 

3.        No teacher is to be reprimanded or disciplined by a department head or a school or district administrator unless it is done in private.  An employee shall be entitled to have a representative of the Association present if required to meet with administrative personnel during the investigation of an alleged infraction of discipline or delinquency in professional performance that might lead to the discipline of the employee.

F.      USE OF FACILITIES:

1.      The Association upon prior approval, after submitting a Use of Facilities form, shall have the right to use school buildings without cost at reasonable times for meetings.  Upon request, the Principal of the building shall assign, in advance of the time, a place for all such meetings.

 

2.      The Association shall have the right to use athletic facilities and equipment at all schools without cost one evening each week, when school is in session on that day.

 

3.      The District agrees to maintain all teacher facilities in existing buildings.

 


ARTICLE 5 – PAYROLL DEDUCTIONS

 

A.     Dues Deduction

 

1.      Upon written request from an individual employee the Committee agrees to deduct from the salaries of its employees dues for the North Middlesex Regional School District Teachers' Association, Massachusetts Teachers' Association, and the National Education Association and for any other aforementioned associations as said employees, individually, and voluntarily authorize the Committee to deduct, and to transmit the monies promptly to such association or associations. 

 

 

B.     Cafeteria 125 Plan ( Flexible Spending Account)

 

1.      The Committee will make available, on a voluntary basis, a pre–tax program for medical and dependent care flexibility spending account.

 

2.      Enrollment in this program is subject to IRS rules and regulations and the open enrollment period and rules of the Flexible Spending Account (FSA) advisor for the plan year which begins June 1.

 

 

C.     Tax-Sheltered Annuities

 

1.      Teachers shall be eligible to participate in tax–sheltered annuities as provided under federal law. 

2.      The choice of plan administrator or vendor for tax–sheltered annuity plans to be joined by the teachers shall be subject to mutual agreement by District and Association and subject to IRS rules and regulations.

 


ARTICLE 6 – COMPENSATION

 

A.        Initial Placement on Salary Schedule

1.      The initial salaries of teachers shall be set by the Superintendent on the existing salary schedule, appraising training, experience and other qualifications in relationship to the position being filled. 

2.      All candidates for teaching positions must possess at least a Bachelor's degree, substantial preparation in their teaching field, hold an appropriate teaching license from the Massachusetts Department of Elementary and Secondary Education and meet the Highly Qualified requirements set forth by the Department. Exceptions to this section may be made as set forth in other sections of this agreement

 

B.     Disbursement of Salary: Annual employees’ salaries earned in the ten month period will be spread over a twelve month period paid in 26 equal payments - 1/26th of the contract payable bi–weekly on each payday as set forth in the pay period schedule in Appendix A. .

1.       Direct Deposit

a)      Employees must enroll in direct deposit by completing an Authorization for Direct Deposit form, which is available in the business office.

b)      Employees must receive an electronic direct deposit receipt instead of a hard copy.

 

2.       All employees under annual contract will be paid their salary in the following manner:

(a)    Salary will be paid in 26 equal payments - 1/26th of the contract payable bi–weekly on each payday commencing on the first payroll of the new school year. In order to receive pay in this manner an employee must be enrolled in the electronic direct deposit receipt process.

(b)   Beginning June 2012, the employee may elect to receive the salary due for the months of July and August in one lump-sum payment on the last scheduled teacher work day by requesting in writing to the Superintendent of Schools on or before May 1st  preceding the school year of implementation.

 

(c)    The employee will continue to be paid consistent with the pay schedule options outlined above, until such time as he/she notifies the Superintendent in writing by the May 1st preceding the school year he/she wishes the change.

 

3.       A teacher entering or leaving the school district during the school year shall receive as a total salary his/her annual salary divided by the number of scheduled workdays and multiplied by the number of days he has been employed, excluding all unauthorized absences.

4.       The salary provided teachers protected by this salary schedule is deemed by School Committee and teachers to be fully earned at the close of school in June of any given year and proportionately during the school year.  In the event of termination of service for any cause at the end of or at any time during the school year, amounts of salary earned but withheld to date of termination shall be payable to the teacher, or in the event of death to his/her executor or administrator.

 

 

C.     Progression on the Salary Schedule:

 

1.      Salary increments shall become effective with the first payroll. The Superintendent reserves the right to withhold an increment for unsatisfactory service dependent on the following procedure:

(a)    A teacher will be notified in writing of the reasons by the end of January of any school year if the administration is contemplating recommending the withholding of an increment. 

(b)   A meeting will be held with the teacher's immediate supervisor within five (5) days of notification to discuss a remedial program.

(c)    Teachers will receive written notification prior to June 15 if their increment is to be withheld.  Said notification shall include the reasons for the withholding of the increment.

 

2.      Normal step increments are awarded based on satisfactory service.  Employees taking leaves of absence must be on the payroll for ninety (90) workdays or other days for which compensation is received, e.g. sick days, for purposes of receiving step increases.

 

3.      Conditions for Course Credit

(a)    To receive credit for courses taken as part of the teachers’ special field of study, or of obvious educational benefit to the system, a teacher must have the prior approval of the Superintendent, unless such courses are in a degree-granting program.

(b)   A grade average of "B" or better is required and no more than six (6) hours of grade "C" will be recognized for the courses taken to reach the M+30, M+45, M+60, and M+ 75 levels.  Where universities have a grading system of pass/fail, pass will be acceptable.

 

4.      Salary Increases

(a)    An additional salary increase of $200 will be paid only to teachers who entered the North Middlesex Regional School District on or before September 1, 1972 for:

1)      A Master's degree in the major teaching field, or

2)      Completion of thirty (30) semester hours of approved graduate study in the major teaching field, including the Master's degree.

 

(b)   Teachers eligible to receive a maximum and/or super-maximum salary prior to the 1992-1993 school year will retain increments previously awarded.

 

D.     Salary Classifications

 

1.      Teachers may receive salary credits for salary schedule classification above Master's degree for courses taken before or after receipt of a Master's degree.

 

2.      Notice of expected completion of units of fifteen (15) graduate credit or lane Change credits (including M+45, M+60, and M+75) or change in degree status shall be submitted in the following manner:

(a)    Application for Change in Category must be submitted prior January 1 of each year

(b)   Proof of eligibility: official transcript, diploma or other verification from the college or university must be submitted to the Superintendent's Office prior to the first day of school in the year in which the credit is to be effective. 

(c)    The teacher is responsible for the submission of this official notice.

 

3.      Step Placement:

(a)    Teachers at the top step of the Bachelor’s column, who have taught at least 13 years, upon receipt of a Master’s degree, will move to the top step of  Master’s column.

 

4.      Master’s Equivalency

(a)       Superintendent reserves the right to grant MEQ status to any newly hired employee who has completed at least 33 credits beyond Bachelors status and/ or significant specialized training in programs directly related to their teaching assignment, e.g. engineering and technology will be eligible

(b)      MEQ status does not allow movement across the lanes.

(c)       All current MEQ status is grandfathered for those teachers who hold MEQ for the duration of their employment in the North Middlesex Regional School District.

 

 

E.      Other Professional Compensation

 

1.      All compensation for extra–curricular and co-curricular activities shall be determined pursuant to the following section of this Article. Said compensation shall be treated in all respects as regular compensation, including, but not limited to being subject to deductions required by the Mass Teachers Retirement System.   The enumeration of certain classes or types of extra–curricular services and duties set forth hereinafter neither means that the District must continue these in existence nor is it intended to preclude the creation of any other extra–curricular duties not specifically included therein, provided the Association is consulted regarding the wages, hours, and conditions of employment for a newly created position.  Assignments to these duties and positions are subject to annual reappointment by the Superintendent who reserves the right to modify the number of individuals assigned to any activity and/or leave a position vacant for any school year.

 

2.      Stipend Positions:

(a)    New Positions

1.      Requests for new extra-curricular stipend positions must be submitted to the full School Committee for approval.

2.      Submission of such requests will be the duty of the building principal. 

3.      The written request must be submitted at least 1 semester in advance of the start of the stipend position.

4.      Subsequent to approval, the Association and the Committee will negotiate compensation and other applicable working conditions.

(b)   Existing Positions:

1.      Any existing stipend positions may be brought up for compensation review with the superintendent.

2.      Final review and approval will be the responsibility of the School Committee.

3.      Request for review will be the responsibility of the person currently performing the duties of the position.

(c)    Compensation for extra-curricular service will be paid within 30 days of end of service.  This provision excludes compensation for special education summer school.

(d)   Department Heads

1.      The high school principal in collaboration with the district and building administrative teams will determine the number and configuration of the departments.

2.      Appointment of Department Heads for the following year shall be made by June 15 of each school year.

3.      A person appointed as a Department Head in any subject area shall receive, in addition to their annual salary, a stipend to be determined by the following formula:

(Teacher Allowance x N) + Base = Department Head Stipend

 

[N = Number of teachers in department including the Department Head]

[Teacher Allowance = $190/teacher]

Base Stipend                                        

School Year

Amount

2012-2013

$1056.00

2013-2014

$1056.00

2014-2015

$1261.00

 

 
 

 

 

 

 

 

 

 

 

 

 


4.      Department Heads shall receive a prorated payment for teachers who are shared by different departments.

5.      A person appointed as a Department Facilitator in any subject area shall receive in addition to his/her annual salary a stipend equal to the base for Department Heads.

 

6.      Department  Heads and  Department Facilitators shall be compensated at the rate of $200.00 per day for working an additional three (3) days beyond the work year set forth in Article 8, Section A.1, to perform duties such as conducting interviews, preparation of purchase orders, resolving student and faculty scheduling issues.

 

7.      Release time may be available upon request to the Principal for those teachers appointed as Department Head who show a need for it for classroom supervision.

 

(e)    Teacher Leaders/Facilitators ( Evaluation Process)

1)      These teachers must participate in a 2 day workshop and attend sessions in the fall and spring

2)       Stipends will be provided for teacher leaders who support teacher teams during the implementation of the new DESE evaluation process. Compensation: 

a.       Choice of $500 or  $250 and 3 credits to move across lane 

b.      15 PDPs

c.        1 floating professional day

 

(f)     Mentoring 

1.       Teachers who act as mentors for non-professional status teachers will participate in 1 day of training. Mentors will be paid as per contract language for extra days worked if outside the work year not including mentor training.

2.       Compensation for mentoring is based on the category of the non-professional status teacher and the responsibilities of the program:

 

Mentee Category

 Mentor Compensation

1.     New, no previous professional experience

(40 hours)

$500 or $250  and 3 credits to move across lane 

And 15 PDPs

and 1 floating professional day

2.     New to the district, with previous teaching experience or already employed by the district but changing academic discipline or grade level. ( 20 hours)

$250 or 3credits to move across lane and

15 PDPs and .5 floating professional day

3.     Experienced teacher, already employed by the district but moving to new building.

Professional Courtesy

15 PDPs

 

3.       All mentors will keep a log in accordance with the requirements set forth in the mentor training program.

4.       A committee comprised of elementary, middle and high school teachers and district administration will review and revise the mentoring program. Any changes to the evaluation process will be submitted to the superintendent and the president of the association. .

 

(g)    Mentor Coordinator(s)

1)      Stipend $1500.00 per school year per coordinator

2)      Stipend $1500.00 for teaching the full year new and beginning teachers’ course

(h)    Mandated Extended School Year Coordinator  for Special Education Summer School

1)      Stipend amount at $40.00 per hour for number of hours based on student need.

3.      School Psychologists

(a)    The compensation for the position of School Psychologist shall be determined in accordance with the following formula:  A base salary consisting of the appropriate step on the salary schedule for each day worked beyond the regular school year, not to exceed 35 days. 

(b)   Extra days are to have the prior approval of the Superintendent of Schools.

 

4.      Librarians/ Media Specialists

(a)    Librarians/media specialists shall either be compensated at the rate of $200.00 per day for working two (2) days beyond the work year or provided two (2) days substitute coverage during the last two days of the scheduled school year in order to complete duties such as inventory and ordering.

5.      Integration Technology Specialists / Technology Teachers

(a)    Integration Technology Specialists shall be compensated at the rate of $200.00 per day for working two (2) days beyond the work year for the purpose of preparing technology for the opening of school and updating websites.

(b)   Extra days are to have the prior approval of the Director of Technology

6.      Athletic Coaches 

1)      Athletic coaches shall be paid in accordance with the following schedule: 

1.      Normally, newly appointed coaches will be placed on the Step 1 rate.  The Superintendent, however, reserves the right to place a new coach in a major sport on another step based on previous experience in a comparable assignment in another system. 

2.      Subsequent to initial step placement, increments will be granted based on satisfactory service. 

3.      Salary increments shall become effective in September of each year and will be based on the recommendation of the Superintendent.

 

2)      The Superintendent reserves the right to withhold an increment provided that:

 

1.      The coach has received written notification of the reasons for a negative recommendation from the Superintendent and has had an opportunity for a conference with him; and

2.      The Superintendent notifies the coach prior to June 15 in writing, of the reasons for withholding the increment.

 

3)      Payments to Athletic Coaches will be made following the completion of the season in which they work.  Fall sport payments will be made in December, winter sport payments in March, and spring sport payments in June.

 

7.      Appointments

a)         Secondary teachers may be assigned detention duties on an equitably rotating basis not to exceed the normal teacher workday as defined in Article 8, Section E5.  Appointed association representatives and the principal and/or his/her designee shall cooperate in establishing a detention assignment list, which reflects an equitable rotation.  If a teacher volunteers and, as a result, is assigned to remain beyond the normal workday, he/she will be paid an additional $10 per 1/2 hour or any portion thereof.

b)         Teachers who volunteer and are subsequently appointed to work beyond the regularly scheduled school year shall be paid a minimum of $200 for a 5-hour workday or $40 per hour. 

c)         No teacher shall be assigned extra–service activity responsibilities or be assigned as a class advisor without that teacher's consent.

d)         Each extra–service person shall be notified in writing of his/her appointment in accordance with the following schedule:

1)            Coaches within 60 days of last game of their season,

2)            All other personnel by June 15


F.      Benefits

 

1.      Health Insurance 

a)               Contributions: Teachers who choose to participate in the district health insurance will enroll in the current health insurance plans provided by the district. School Committee contribution for Minuteman Nashoba Health Group HMO health plans is  80%  and employee contribution is 20%

b)               Annual Review: The district and association shall continue to investigate the possibility of participating in the GIC insurance program and/or other comparable insurance programs.

c)               Opt Out Program

1)      North Middlesex Regional School District employees who are currently participating in the District’s Health Insurance Program by subscribing to one of the district plans or are new to the district have the option to drop their health insurance and receive monetary compensation. This payment will be prorated based on the date an employee drops their coverage.

 

 

Benefit

2012-2013

Family $5,000 per year, over 12 months at $416.67 per month.

Individual $2,500 per year, over 12 months at $208.34 per month.

2013-2014

TBD             Not to be less than current amount

2014-2015

TBD

 

2)      Procedure:

a)         To be eligible to participate in this program, the employee must provide the District with proof of insurance from another provider (spouse, military, etc.).

b)         By participating in this program, the employee waives his/her eligibility to receive health insurance from the District for that enrollment period.

c)         Employees who opt out and wish to continue to opt out must reapply each year during the open enrollment period.

d)         The opt-out amount remains the same for the plan year, but the district reserves the right to adjust the benefit on a yearly basis.

e)         An employee who decides to participate in this program, and drops his/her health insurance coverage through the District, may re-enroll in the program only during the open enrollment period or if the employee has a qualifying event causing them to lose their existing coverage

 

2.      Life Insurance :

(a)    The District agrees to provide life insurance in the amount of $10,000 for all active teachers at 65% contribution of the premium by the district, 35% by employee.

(b)   The district will provide a Group Voluntary Life and Accidental Death & Dismemberment Insurance policy at 100% contribution by the employee.

 

3.      Long Term Disability 

(a)       The School Committee will provide a slot on the pay stub for a long-term   disability insurance plan deduction. 

(b)      The entire premium cost will be paid by the employee.     

           

4.      Dental Insurance: The Committee agrees to provide Delta Dental plan or other comprehensive dental plan.  Employees shall pay 100% of the applicable premium.

 

             

 


SALARY SCHEDULES

 

2012-2013

 

0% COLA

 

 

Step

BA

BA+15

MA/MEQ

MA+15

MA+30

MA+45

MA+60

MA+75

 

Step 1

 

 

 

 

 

 

 

 

 

Step 2

 

 

 

 

 

 

 

 

Step 1

Step 3

$43,846

$44,509

$45,592

$46,261

$47,182

$48,532

$49,470

$50,426

Step 2

Step 4

$45,601

$46,284

$47,415

$48,112

$49,103

$50,472

$51,416

$52,442

Step 3

Step 5

$47,425

$48,135

$49,311

$50,037

$51,031

$52,492

$53,471

$54,540

Step 4

Step 6

$49,323

$50,061

$51,284

$52,039

$53,075

$54,591

$55,610

$56,722

Step 5

Step 7

$51,495

$52,063

$53,335

$54,120

$55,197

$56,776

$57,835

$58,990

Step 6

Step 8

$53,347

$54,146

$55,470

$56,284

$57,405

$59,046

$60,096

$61,351

Step 7

Step 9

$55,481

$56,312

$57,687

$58,537

$59,701

$61,409

$62,553

$63,804

Step 8

Step 10

$57,701

$58,564

$59,995

$60,878

$62,089

$63,863

$65,056

$66,357

Step 9

Step 11

$60,008

$60,907

$62,395

$63,313

$64,573

$66,420

$67,658

$69,010

Step 10

Step 12

$62,470

$63,407

$65,624

$66,609

$67,608

$69,290

$70,329

$71,384

Step 11

Step 13

 

 

$68,250

$69,274

$70,313

$72,062

$73,142

$74,239

Step 12

Step 14

 

 

$70,979

$72,043

$73,125

$74,945

$76,069

$77,210

Step 13

Step 15

 

 

$73,102

$74,198

$75,312

$77,185

$78,344

$79,517


2013-2014

 

0% COLA

 

Step

BA

BA+15

MA/MEQ

MA+15

MA+30

MA+45

MA+60

MA+75

 

 

Step 1

 

 

 

 

 

 

 

 

 

 

Step 2

 

 

 

 

 

 

 

 

 

 

Step 3

$43,846

$44,509

$45,592

$46,261

$47,182

$48,532

$49,470

$50,426

 

Step 1

Step 4

$45,161

$45,844

$46,960

$47,649

$48,597

$49,988

$50,954

$51,939

 

Step 2

Step 5

$46,969

$47,673

$48,837

$49,555

$50,576

$51,986

$52,958

$54,015

 

Step 3

Step 6

$48,848

$49,579

$50,790

$51,538

$52,562

$54,067

$55,075

$56,176

 

Step 4

Step 7

$50,803

$51,563

$52,823

$53,600

$54,667

$56,229

$57,278

$58,424

 

Step 5

Step 8

$53,040

$53,625

$54,935

$55,744

$56,853

$58,479

$59,570

$60,760

 

Step 6

Step 9

$54,947

$55,770

$57,134

$57,973

$59,127

$60,817

$61,899

$63,192

 

Step 7

Step 10

$57,145

$58,001

$59,418

$60,293

$61,492

$63,251

$64,430

$65,718

 

Step 8

Step 11

$59,432

$60,321

$61,795

$62,704

$63,952

$65,779

$67,008

$68,348

 

Step 9

Step 12

$61,358

$62,277

$64,267

$65,212

$66,510

$68,413

$69,688

$71,080

 

Step 10

Step 13

$63,876

$64,834

$67,593

$68,607

$69,636

$71,369

$72,439

$73,526

 

Step 11

Step 14

 

 

$70,298

$71,352

$72,422

$74,224

$75,336

$76,466

 

Step 12

Step 15

 

 

$72,576

$73,664

$74,770

$76,631

$77,781

$78,947

 

Step 13

Step 16

 

 

$74,747

$75,867

$77,007

$78,922

$80,107

$81,306

 

 


2014-2015

 

1% COLA

 

 

Step

BA

BA+15

MA/MEQ

MA+15

MA+30

MA+45

MA+60

MA+75

 

Step 1

 

 

 

 

 

 

 

 

 

Step 2

 

 

 

 

 

 

 

 

 

Step 3

$44,284

$44,954

$46,048

$46,724

$47,654

$49,017

$49,965

$50,930

 

Step 4

$45,600

$46,289

$47,416

$48,111

$49,069

$50,473

$51,449

$52,443

Step 1

Step 5

$46,967

$47,678

$48,838

$49,555

$50,541

$51,988

$52,992

$54,017

Step 2

Step 6

$48,848

$49,580

$50,790

$51,537

$52,599

$54,065

$55,076

$56,176

Step 3

Step 7

$50,802

$51,562

$52,822

$53,600

$54,664

$56,230

$57,278

$58,423

Step 4

Step 8

$52,835

$53,626

$54,936

$55,744

$56,854

$58,478

$59,569

$60,761

Step 5

Step 9

$55,162

$55,770

$57,132

$57,974

$59,127

$60,818

$61,953

$63,190

Step 6

Step 10

$57,145

$58,001

$59,419

$60,292

$61,492

$63,250

$64,375

$65,720

Step 7

Step 11

$59,431

$60,321

$61,795

$62,705

$63,952

$65,781

$67,007

$68,347

Step 8

Step 12

$61,512

$62,432

$64,267

$65,212

$66,510

$68,410

$69,688

$71,082

Step 9

Step 13

$63,506

$64,457

$66,838

$67,820

$69,170

$71,150

$72,476

$73,923

Step 10

Step 14

$66,112

$67,103

$70,297

$71,351

$72,421

$74,224

$75,337

$76,467

Step 11

Step 15

 

 

$72,758

$73,849

$74,957

$76,822

$77,973

$79,142

Step 12

Step 16

 

 

$75,116

$76,242

$77,387

$79,313

$80,503

$81,710

Step 13

Step 17

 

 

$77,363

$78,522

$79,702

$81,684

$82,911

$84,152

 

 

1.       Extra-Curricular Activity Schedule

 

a)Both parties agree to form a committee consisting of representative members of the association and administration to review the current list of activities and stipends. The committee will provide a status report to the superintendent and association president in April 2012. A final draft of the revised extra-curricular activities list will be submitted to the superintendent and the president of the association by July 1, 2012. Upon review and/ or revision of the draft the superintendent will submit the final draft to the school committee for approval.


EXTRA-CURRICULAR ACTIVITY SCHEDULE – Athletics

 

POSITION

Current

 

     

Step 1

Step 2

Step 3

 

Head Football

$6,890

$7,300

$7,717

 

Assistant Football (5)

$3,824

$4,144

$4,475

 

 

 

 

 

 

Head Field Hockey

$4,937

$5,280

$5,628

 

Asst. Field Hockey

$3,694

$3,895

$4,147

 

Freshman Field Hockey

$3,113

$3,361

$3,629

 

 

 

 

 

 

Head Basketball

$4,937

$5,280

$5,628

 

(girls and boys)

 

 

 

 

J. V. Basketball

$3,694

$3,895

$4,147

 

(girls and boys)

 

 

 

 

Freshman Basketball

$3,113

$3,361

$3,629

 

(girls and boys)

 

 

 

 

Head Ice Hockey

$4,937

$5,280

$5,628

 

J. V. Ice Hockey

$3,694

$3,895

$4,147

 

 

 

 

 

 

Head Baseball

$4,937

$5,280

$5,628

 

J. V. Baseball

$3,694

$3,895

$4,147

 

 

 

 

 

 

Soccer

$4,937

$5,280

$5,628

 

J. V. Soccer

$3,694

$3,895

$4,147

 

(girls and boys)

 

 

 

 

Freshman Soccer

$3,113

$3,361

$3,629

 

 

 

 

 

 

Head Softball

$4,937

$5,280

$5,628

 

J. V. Softball

$3,694

$3,895

$4,147

 

 

 

 

 

 

 

Head Track

$4,937

$5,280

$5,628

 

 (girls and boys)

 

 

 

 

Assistant Track

$3,629

$3,895

$4,147

 

(girls and boys)

 

 

 

 

Indoor Track

$3,629

$3,895

$4,147

 

Cross Country

$3,053

$3,348

$3,639

 

 

 

 

 

 

Head Lacrosse

$4,937

$5,280

$5,628

 

(girls and boys

 

 

 

 

J.V. Lacrosse

$3,629

$3,895

$4,147

 

(girls and boys)

 

 

 

 

POSITION

Current

 

     

Step 1

Step 2

Step 3

 

Head Volleyball

$4,937

$5,280

$5,628

 

J.V. Volleyball

$3,694

$3,895

$4,147

 

 

 

 

 

 

Golf

$2,755

$3,021

$3,280

 

 

 

 

 

 

Tennis

$2,755

$3,021

$3,280

 

(girls and boys)

 

 

 

 

 

 

 

 

 

Cheerleaders (3)

$2,755

$3,021

$3,280

 

 

 

 

 

 

Middles School Athletics

 

Middle School Basketball

$1,455

$1,595

$1,691

 

 

 

 

 

 

Middle School Cross Country

 

 

 

 

        

$1,020

$1,117

$1,212

 

 

 

 

 

 

Middle School Field Hockey

 

 

 

 

            

$1,020

$1,117

$1,212

 

 

 

 

 

 

Middle School Spring Track

 

 

 

 

            

$1,020

$1,117

$1,212

 


EXTRA-CURRICULAR ACTIVITY SCHEDULE - Academic

.

POSITION

 

Current

High School Student Council Advisor

$3,089

 

 

High School Yearbook Advisor *

$4,574

 

 

Senior Class Advisor

$2,352

(per class)

 

 

 

Junior Class Advisor

$1,568

(per class)

 

 

 

Sophomore Class Advisor

$795

(per class)

 

 

 

Freshman Class Advisor

$795

(per class)

 

 

 

Middle School Choral Director

$795

 

 

Middle School Student Council Advisor

$1,195

 

 

High School Drama Coach

$1,307

(per play, maximum of 2 plays)

 

 

 

Middle School Drama Coach

$1,307

(per play, maximum of 2 plays)

 

 

 

High School Assistant Drama Coach

$653

(per play, maximum of 2 plays)

 

 

 

Middle School Assistant Drama Coach

$653

(per play, maximum of 2 plays )

 

 

 

Ashby Elementary Drama Coach

$1,307

(per play, maximum of 2 plays)

 

 

 

High School Student Store Advisor

$1,585

 

 

High School Music Choral Director

$3,400

 

 

High School Music Band Director

$5,913

 

EXTRA-CURRICULAR ACTIVITY SCHEDULE

 

POSITION

Current

 

Assistant, Marching Band

$1,865

 

 

High School Mathematics Team Coach

$1,411

 

 

High School Newspaper Advisor

$1,707

 

 

Color Guard  Coach

$1,244

 

 

Central Treasurer of Student Activity Acct.

$1,766

 

 

Middle School Student Store

$1,312

 

 

Middle School Yearbook

$1,312

 

 

Middle School Music Band Director **

$3,203

 

 

High School National Honor Society

$2,447

 

 

High School Debate Team Advisor

$1,307

 

 

Curriculum Committee Chairperson

$1,077

 

 

After School Detention Per Hour

$25

 

 

Intramurals Per Hour

$25

 

 

SADD Advisor

$641

 

 

Best Buddies Advisor (New)

$525

 

 

 

A.     *These Stipends will be awarded annually for the duration of the contract

B.     If a yearbook class is scheduled into the advisors teaching schedule the stipend will be reduced

C.     **The Middle School Music Band Director stipend does not include in its duties and responsibilities participation in summer band camp. The stipend does include one rehearsal per week beyond the school day

 


ARTICLE 7 – PROFESSIONAL OBLIGATIONS

 

A.     Teachers:

In accepting a contract, a teacher agrees to participate in:

1.      Data driven lesson preparation, presentation and evaluation

2.      Curriculum planning and revision pertinent to his/her teaching assignment

3.       Voluntary participation in any curriculum revision or planning shall not constitute a violation of this agreement.

4.      Individual student help as needed (to be determined by the teacher after consultation with the Principal and/or the Department Head/ Instructional Supervisor and parent/s)

5.      Maintenance of a controlled and orderly school environment

6.      Communication with parents regarding classroom curriculum, students’ progress ( i.e. report cards, progress reports) as appropriate to each grade level, and assignments utilizing the student management system authorized by the district.

7.      Teachers will teach the North Middlesex Regional School District curriculum.

 

B.     Counselors

1.      It is recognized that counselors have responsibilities, which greatly differ from those of teachers.  In accepting a contract, a counselor agrees to follow the duties and responsibilities of the position as established in School Committee policy. 

2.      Counselors should not be assigned detention, except in emergencies. 

3.      Counselors will be available to observe students in classrooms and other large group situations.

4.      Secondary counselors will meet at a minimum of twice per year with each student assigned to that counselor.

5.      Guidance counselors, if requested by administration and approved by the Superintendent of Schools to work prior to or subsequent to the scheduled work year, shall be paid at the rate of $200.00 per day for up to seven (7) mutually determined days of work.

6.      School Counselors, as other teachers, attend evening meetings as outlined in Article 7.G.1.  Counselors may include as part of their evening commitment the financial aid night, program of studies night, and Johns Hopkins night.

 

C.     Certificate of Medical Examination: Upon initial employment, all employees shall submit a physician's statement of good health and comply with any other health mandates from the state or federal government.

 

D.     Faculty Meetings

 

1.      Teachers may be required to remain after the end of the normal workday without additional compensation for not more than one hour to attend a maximum of ten (10) faculty meetings called by their building principal.  Said meetings will not exceed one (1) hour, will start promptly after the workday ends, or be held prior to the start of the workday

2.      At least one day's notice shall be given each teacher who is expected to attend.

3.      A written agenda of the meeting shall be posted in the faculty room/s and in the main office of the building at least one day prior to the meeting.

4.      No meetings will be scheduled on Fridays or on days prior to a school recess (i.e. vacation, holidays.) unless there is an emergency.

5.      All meetings and staff activities will be scheduled within the teacher work year except in an emergency or under special circumstances. Prior to scheduling any meetings or activities (ie summer parent tours) during a vacation period, the parameters of such events will be negotiated with the Association.

 

E.      Teacher /Parent  Meetings 

1.      Parent and/or guardian teacher conferences that do not conflict with a teacher's regularly assigned duties may be scheduled at a mutually convenient time and date during the teacher’s workday. The Principal or his/her designee shall be notified of such conferences.

2.      Parent and/or guardian teacher conferences following the dismissal of pupils, but within the normal school workday, may be scheduled by the Principal for any teacher at a mutually convenient time and date.  When a parent initiates a request for a conference, the teacher must respond to the request within two (2) school days, and the conference must be held within seven (7) school days.

 

F.      Teacher/Parent Conferences

1.      Teacher / Parent conferences will be held in the Middle and Elementary Schools as listed on the school calendar.

2.      Afternoon conferences will be 2 hours in length, beginning 30 minutes after school dismissal.

3.      All teachers will be expected to conduct conferences within these periods.

4.      Teachers will have no further obligations that day, unless there are evening conferences scheduled in their building, at which they will attend from 6:00 – 8:00 pm as well.

5.      These are minimum time requirements and it is understood that staying beyond these times will be at the teacher’s discretion.

 

G.     Evening Meetings

1.      Though it is to the advantage of each teacher to attend and participate in school-oriented programs outside of normal teaching hours, attendance at evening meetings, except 3 evening meetings at grades K-12 scheduled for the school year, shall be voluntary.  Teachers will be compensated for additional meetings at $50 per meeting.

2.       

 

Grade Level

Pre K – 2

3 - 4

Middle School

5 - 8

High School

 

Parent conferences

2

2

2

 

Open House

1

1

1

2

Grade level activity

 

 

 

1 (program of studies or community)

 

3.      If the administration determines that additional evenings are needed, teachers shall be required to attend and will receive $50 if in attendance.  At least five days notice of each such meeting shall be given, if possible.

4.      It is highly recommended that all teachers attend high school graduation.

 

5.      When unified arts teachers (K - 8)  coordinate special evening programs such as an art show, music concerts or plays, or parent information nights their attendance that evening shall be considered one of their two (2) evening meetings generally used for parent conferences. This consideration will be by mutual agreement with the teacher and the principal.

                 

H.     Observance of Duties

 

1.         The Association and its members acknowledge that they have professional obligations to the children enrolled and to be enrolled in the schools.  Accordingly, the Association agrees for itself and its members that during the terms of this contract as it may be renewed or extended, neither it, nor they, will directly or indirectly, engage or participate in, encourage or condone any strike, work stoppage, slowdown or withholding of services by an employee of the District.

 

2.         Should any strike, work stoppage, slowdown, withholding of services or other such activity occur, whether or not the Association shall be a participant therein, the Association shall forthwith use its best efforts to cause the persons involved to resume and continue their services.

 

3.         Employees who participate in any such activity may be disciplined or discharged as the Superintendent, in his/her judgment, deems proper without recourse to arbitration.  Said discipline or discharge shall be in accordance with the statutory provisions of Chapter 71, Section 42 of the General Laws of the Commonwealth of Massachusetts.  However, an issue of fact as to whether an individual has engaged in such activities may be made the subject of the grievance and arbitration procedure.

 

4.         In addition, the Committee shall have the right to seek redress from the Association for its damages by any and all legal process, provided that the Committee shall not be entitled to money damages from the Association if, and so long as, the Association observes its undertakings in the preceding paragraphs.

 

I.        Resignation

1.      A written resignation received from August 15 to September 15 will not be effective earlier than October 1. 

2.      Any time prior to these dates during the school year, 30 days notice must be given to the administration, in writing.

J.       Break in service

1.         Resignation shall be considered a break in service.

2.         An individual who has a break in service shall not be entitled to apply the years prior to the break in service towards seniority.


ARTICLE 8 – TEACHING CONDITIONS

 

A.     Definition of the School Year

 

1.      Increase the teachers’ work year to exceed the 180 school year as follows:

(a)    The work year for teachers of PTS shall consist of 184 days. The additional 4 days will consist of 1 day for all staff (District Opening Day and school site meetings), 1 full professional development (school based), 1 day for high school between semesters/ K-8 professional development and 1 day for district wide Pk-12 professional development.

 

(b)   The work year for teachers of NPTS shall consist of 185 days. The additional 5 days shall consist of the 4 mentioned above and one more day for professional development and or mentoring.

 

(c)    The work year for newly hired teachers of NPTS shall consist of 186 days. The additional 6 days shall include the 5 mentioned above and one additional day for new employee orientation. Newly hired teachers of NPTS will also be required to participate in the new teacher course and new teacher induction program.

 

PTS

NPTS

Newly Hired Teachers Of NPTS

184 days

185 days.

186 days

District Opening Day and school site meetings

District Opening Day and school site meetings

District Opening Day and school site meetings

1 full professional development (school based)

1 full professional development (school based),

1 full professional development (school based)

1 day for high school between semesters/ K-8 professional development

1 day for high school between semesters/ K-8 professional development

1 day for high school between semesters/ K-8 professional development

1 day for district wide Pk-12 professional development.

1 day for district wide Pk-12 professional development.

1 day for district wide Pk-12 professional development.

 

1 day for professional development and or mentoring.

 

1 day for professional development and or mentoring.

.

 

 

1 day for New Employee Orientation

 

(d)   Newly hired members of the bargaining unit who are placed on the salary schedule will attend the New Teacher Orientation in addition to the two (2) professional development days in the beginning of the school year.  Based upon the newly hired teacher’s experience, the Superintendent or designee and the newly hired teacher’s supervisor may require the teacher to participate in the “North Middlesex Mentoring and Induction Course” offered through the first year. Staff will be notified at the time of hiring or, by no later than September 30th of the first year of their employment, of their required participation in the Course. The Course which offers three graduate credits will be scheduled after the professional workday approximately once a month. The North Middlesex Public Schools will pay for graduate credits for each professional staff member upon their successful completion of the course. Professional staff may apply the graduate credits earned upon successful completion of the above referenced Course for the purpose of lane movement on the Unit A Salary Schedule.

 

2.      Mentoring 

(a)    Teachers who act as mentors for non-professional status teachers will participate in 3 extra days of works prior to the start of school: 2 days of training and/or refresher training and two half days for beginning work with their mentee. Mentors will be paid as per contract language for extra days worked if outside the work year.

(b)   Compensation for mentoring is based on the category of the non-professional status teacher and the responsibilities of the program (see article 6)

(c)    All mentors will keep a log in accordance with the requirements set forth in the mentor training program.

(d)   A committee comprised of elementary, middle and high school teachers and district administration will review and revise the mentoring program. Any changes to the evaluation process will be submitted to the superintendent and the president of the association. .

 

3.      The schedule during the last four days of the school year shall be posted by the administration by June 1 of each year.  Said schedule shall be subject to such State Board of Education regulations and District policies as may be in effect on June 1 of the year in question.  At least one released–time day will be scheduled during this four–day period.

 

(a)       Teachers may arrange with their building principal/designee a mutually convenient time to complete appropriate "closing out" procedures.  These procedures shall be published and posted at least one month prior to the last day of school and the District agrees that there shall be no substantive changes in said procedures from year to year.

 

4.      The Administration agrees to schedule four (4) days for final exams (if held) at the High School if, by April 15th, it is determined there are sufficient hours remaining beyond the 990 hours for that year.

 

B.     Definition of the School Day

1.      Teacher Workday

(a)       Professional staff shall not be required to be in their building more than fifteen minutes before the official starting time for students, and are not required to be in their classrooms until children have been admitted into the building for the start of the school day. 

(b)      Teachers shall not be required to stay longer than 15 minutes after student dismissal, except in an emergency, i.e. snowstorm, bomb scare, delayed bus, etc.

(c)       On Fridays or on days prior to school recess (i.e. vacation, holidays) teachers may leave immediately following student dismissal.

2.      Curriculum Days

(a)       On a full curriculum workshop days, the workday will not exceed 6.5 hours (8:00 AM to 2:30 PM).

(b)      On early release days, the workday will end at the normal student dismissal time established for each school.

 

C.     Class Size

1.      It is recognized that the number of pupils in a class is an important aspect of an effective program. 

2.      It is agreed that where economically feasible, an effort will be made to keep academic classes at a maximum of 25 students under normal conditions, consistent with the availability of teachers, space and class periods

 

D.     Lunch

1.      The member’s workday shall include a continuous thirty (30) minute duty free lunch to be scheduled at the discretion of the building principal consistent with MGL, Chapter 71, Section 80. The high school lunch period will follow the bell schedule to allow for this lunch time.

2.      If a teacher volunteers to take lunch duty in lieu of study hall, the above provision does not apply.

3.      Lunch and recess aides shall be provided for grades 1 through 4, and lunch aides shall be provided for grades 5 through 8.

 

E.      Duties

1.      Teachers without homerooms may be assigned to bus arrival/dismissal and corridor duty on a rotating basis. Said duties shall begin no sooner than five minutes before the start of the school day.

 

F.      Preparation Periods

1.      In addition to their lunch periods, teachers of grades K – 8 and PK teachers in extended programs, shall have no less than 45 continuous minutes of daily, duty free preparation time. 

2.      The principal will determine when these preparation periods will be taken. 

3.      Such preparation time will be free from assigned supervisory or instructional responsibilities other than those necessary for lesson preparation.

4.      Planning time shall not be construed to be travel time between schools..

 

G.     Scheduling

1.      Elementary/Middle School

 

(a) To the extent possible, changes in grade and/or subject assignment will be voluntarily agreed to by the teacher

(b)Teachers whose schedules consist of teaching mainly music, art, physical education, health education or library skills shall have scheduling which reflects the same number of teaching days as classroom/academic teachers’ schedules.

(c) Teachers (other than newly appointed teachers) will be notified of any change of programs from the prior school year, as soon as practicable, and under normal circumstances by the close of each school year, including:

a.       the schools to which they will be assigned,

b.      the grades and/or subjects that they will teach,

c.       and any special or unusual classes that they will have,

(d)Teaching assignments will be made without regard to race, creed, color, religion, nationality, sex, marital status, and sexual orientation or handicapping conditions.

 

2.      Secondary

(a)       When operating on a 4X4 block schedule, during each semester, a normal daily teaching assignment will consist of three (3) teaching periods of no more than 87 minutes in duration and one (1) preparation period at least equal in length to a normal teaching period.

(b)      No teacher will be required to teach more than three (3) periods in any school day unless by mutual agreement.  It is not the intent of the parties to utilize this provision in order to avoid the hiring of a full-time teacher.  Accordingly, in the event that the Committee utilizes this provision in order to fill the additional period, such use shall be limited to 60 days.  In such case, the Committee shall solicit volunteers to assume these added teaching responsibilities, subject to a determination that the teacher is certified in the subject area and is otherwise qualified to teach in the subject area.  In exchange for assuming these teaching duties, the teacher shall be paid an amount equal to 0.125 of his/her per diem pay for each period assumed.  In addition, the teacher shall forfeit his/her prep period on that day.  The Committee shall advise the teacher volunteering to fill the position as to the probable length of time such assignment shall be in effect.  The Committee expressly reserves the right to fill the position on a permanent basis at any time, but will provide at least one week’s advance notice to the teacher who is filling the position pursuant to the section.

(c)       The normal daily teaching assignment/schedule for Department Chairs with at least five (5) or more teachers (including the Department Chair) shall not exceed two (2) teaching periods of not more than 87 minutes, one (1) supervisory period of not more than 87 minutes, and one (1) preparation period at least equal in length to assigned teaching periods.

(d)      Every attempt will be made to assign teachers to no more than three (3) different class preparations each semester.

(e)       Delayed Opening School Days – The minutes will be reduced in each of the four (4) blocks to accommodate the number of minutes that the school day has been delayed.  To anticipate a normal one or two hour delay, the administration will prepare a schedule showing the length of time each period shall have for these delays.

(f)        A committee of equal membership between the Association and the administration will review the program at the half-way point of the school year and at the conclusion of the school year.

(g)       On-going training will be provided in pedagogy and content specific areas. This training will take place during the teachers’ regular contracted day.

(h)       During the course of the year, other block scheduling models will be reviewed by the association and the administration.

(i)         There shall be no duties for teachers working within the block schedules.  However, this provision is not to include homeroom assignments, hallway supervision between class changes, or monitoring the entering or exiting of students to and from the school building.

(j)        Upon ten (10) days written notice by either party, the parties agree to reopen this Article to negotiate changes in scheduling as mandated by the Education Reform Legislation of 1993, or other legislation and/or regulations promulgated during the term of this Agreement, as such changes may affect the wages, hours and other conditions of employment for members of the bargaining unit.

H.     Protection

1.      Teachers will immediately report all cases of assault suffered by them in connection with their employment to the Building Principal in writing.  This report will be forwarded to the Superintendent who will comply with any reasonable request from the teacher, for information in his/her possession relating to the incident or the persons involved, and will act in appropriate ways as liaison between the teachers, the police and the courts.

 

2.      The rights of the teacher to indemnification against certain actions and claims and to legal assistance shall be governed by General Laws, Chapter 258.

 

3.      No teacher shall be required to provide transportation for pupils to activities, which take place away from the school building of the pupils concerned.  A teacher may provide such transportation with the advance written approval of the Building Principal and a teacher who does provide such transportation with such approval, but not otherwise, shall be entitled to the indemnification provided by General Laws, Chapter 258, Section 100C.

 

4.      All teachers must secure collected money in the office. 

 

5.      All staff must have an emergency card on file with the nurse’s office.

 

 

I.        Reduction in Staff 

1.      This section does not apply to teachers without Professional Teacher Status. No professional status teacher shall be laid off while there is a non-professional status teacher whose position the Professional status teacher is licensed to fill. The Superintendent will attempt to meet the reduction by attrition: to wit retirement, resignation or other means.

 

2.      Seniority means a teacher’s length of service in years, number of days as a district employee as recognized in this agreement and described in Article 1 A of the bargaining agreement. Teachers shall be credited for seniority purposes with all time spent on any leave of absence provided for in the agreement.

 

3.      In the event of a reduction in the number of professional status members:

 

(a)    Teachers with Professional Teacher Status shall be laid off / reassigned according to seniority.

(b)   The teacher will be re–assigned to the vacancy in his/her area of present assignment; but if this is not possible, then the teacher will be moved to another area in which he/she is qualified by certification as stated in the Education Reform Bill.

 

(c)    In cases involving teachers who have identical seniority, preference for retention shall remain the prerogative of the Superintendent.

(d)   Notice of transfer due to reduction in force shall be given to the teacher as soon as practicable and under normal circumstances not later than June 1 of the year immediately preceding the transfer.

(e)    Teachers who are to be affected by a reduction in staff must be notified in writing no later than June 15 of the school year preceding the year in which the reduction will take effect.  Said notice shall include the specific reasons for the layoff.

(f)     Teachers who have been laid off shall be entitled to recall rights for a period of two years from the effective date of their respective layoffs.  During the recall period, teachers shall be notified by certified mail to their last address of record, and given preference for positions as they develop in the inverse order of their respective layoff, and all benefits, which a teacher was entitled to at the time of the layoff, shall be restored in full upon re–employment within the recall period.  Preference will be valid for no longer than 15 days after the mailing date of the notice.  During the recall period, teachers who have been laid off shall be given preference on the substitute list if they so desire.

 

(g)    Failure of the laid-off teacher to accept an offer of employment to a teaching position shall terminate said teacher's recall rights.

 

(h)    Laid–off employees may continue group health and life insurance coverage during the recall period as provided by the Committee to members of the bargaining unit by reimbursing the Committee the total premium cost.  Failure to forward premium payments to the Committee or refusal to return to employment upon recall will terminate this option.

4.      Seniority List: A list specifying the seniority of each member of the bargaining unit shall be prepared by the Superintendent and forwarded to the President of the Association within a reasonable time following the execution of this agreement

 

J.       Transfers   

1.      A transfer is defined as the assignment either voluntary or involuntary of a teacher to a school within the district different from that to which the teacher is currently assigned. Notice of transfer shall be given to teachers as soon as practicable and under normal circumstances not later than June 1 of the year immediately preceding the transfer

2.      All teachers shall be given opportunity to make application for such positions and the Building Principal and Superintendent agrees to give due weight to the professional background and attainments of all applicants.

3.      Procedures

(a)     To ensure universal access to teaching vacancies, all vacancies will be posted on the district’s website.

(b)   A teacher desiring a transfer will submit a written request to the superintendent stating the desire to transfer in order to fill a posted vacancy within the district within the posting period.

(c)    If there is more than one teacher requesting a transfer to the same building or grade level, transfers shall be considered on the basis of qualification and seniority.

(d)   All candidates seeking transfers will be interviewed and seriously considered by the administration. However, final staffing decisions will remain with the Superintendent.

(e)    Such requests must be submitted within the posting period.

4.      Voluntary Transfer 

(a)    is a process initiated by the teacher who wishes to fill a teaching vacancy for which he/she is licensed in a school building other that the one to which he/she is currently assigned.

(b)   To ensure universal access to teaching vacancies, all vacancies will be posted on the district’s website.

 

5.      Involuntary Transfer is a process initiated by the administration in order to fill a teaching vacancy within the school district.

(a)    In the event of a teacher transfer being necessary, but not due to reduction in force, volunteers if qualified will be considered first.

(b)   If there is an insufficient number of volunteers to fill available vacancies, then the following procedure will be used:

                                                                                          i.   Least senior teachers will be considered next for a involuntary transfer. Seniority is defined as stated in definition included in Reduction in Staff language (Article 7)

                                                                                        ii.   Teachers being involuntarily transferred may request a meeting between the Superintendent/designee and an Association representative at which time the teacher shall be given the reasons for the transfer.

                                                                                       iii.   In cases involving teachers who have identical seniority, decision to transfer shall remain the prerogative of the Superintendent.

                                                                                      iv.   Teachers involuntarily transferred shall be given an assignment as nearly comparable as possible to their present position and area of certification.

 

6.      Intra-building Reassignment is defined as the reassignment  of a teacher to a grade level or subject area for which he/she is licensed and qualified but, while in the same school , is different than his/her current assignment. Such reassignment is a necessary part of the day-to-day operation of schools and as such the responsibility of the principal. A teacher, however, may request reassignment and such requests shall be seriously considered by the administration.

 

 

K.        MILEAGE

 

            Any teacher who has to travel between schools or who uses his/her personal vehicle on official school business shall be reimbursed at the rate as approved by the school committee.

 

L.         DRUG FREE WORKPLACE REQUIREMENTS

 

1.      Publication and dissemination to each employee of the North Middlesex Regional School District who is engaged in work for the school district that abuse (manufacture, distribution, dispensing, possession or use) of a controlled substance in the workplace is prohibited.

 

2.      Any employee convicted in a court of law involving a controlled substance in the workplace shall within 30 days a) be terminated, or b) be required to participate satisfactorily in a drug abuse or rehabilitation program approved for such purposes by a federal, state, or local health, law enforcement or other appropriate agency; all costs for rehabilitation to be borne by the employee.  The costs of rehabilitation shall not be borne by the employer.  In instances where it is necessary, sick leave will be granted for in–patient treatment or rehabilitation on the same basis as is granted for other health problems.

 

3.      As a condition of employment each employee will:

(a)    abide by the terms of this policy

(b)   notify the employer of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after          such conviction.

4.      The local school committee will notify the Department of Education and the appropriate federal agency within 10 days after receiving notice under subparagraph 3b from an employee or otherwise receiving notice of such conviction.

 

5.      The school committee will establish a drug free awareness program to inform employees about

(a)    the dangers of drug abuse in the workplace;

(b)   the school committee's policy of maintaining a drug free workplace;

(c)    any available drug counseling rehabilitation and employee assistance  program;

(d)   the penalties that may be imposed upon employees for drug abuse violations occurring in the workplace.

 

6.         This policy shall be interpreted in accord with state and federal law.

 

M.               Conflict Resolution

1.       Parent and teacher communications contribute to student achievement.  Teachers are interested in the concerns of the parents and want to address those concerns in an open and professional manner.  Every effort will be made to refer questions regarding classroom issues directly to the teacher. Should a parent refuse to speak to or meet with the classroom teacher, the supervisor will communicate the complaint to the teacher.

 

 


ARTICLE 9 – LEAVES OF ABSENCE

A.     Leaves of absence without pay may be granted at the discretion of the Superintendent.

 

B.     All benefits to which a teacher was entitled at the time any such leave commenced, including unused accumulated sick leave, will be restored to his/her account upon return from leave.  It is recognized that no specific position can be held open during ANY leave but an effort will be made to assign the teacher to a comparable position to the one held at the time the leave commenced.  In no event shall such leave count toward professional status.

 

C.     All requests for extensions and notification of return must be applied for in writing on or before March 15 of each year in which the leave expires.  Decisions on such requests will be confirmed in writing by April 15.

 

D.     Sick Leave      

1.      The term "sick leave" shall apply to personal illness, prescribed medical examinations, or accidents in the immediate family or for other absences concerned with sickness and deemed justifiable by the Superintendent.  Immediate family includes the teacher’s spouse, child, mother, father, sister, brother, grandparent, mother-in-law, father-in-law, or person actually living in the employees household. 

 

2.      Five or more consecutive days of sick leave require that a physician's certificate be submitted to the Superintendent, if requested, in writing.

3.      The annual sick leave allowance for all professional employees shall be 18 days per year – accumulative to 140 school days.  Absences for partial days shall be prorated based upon the number of scheduled periods per day for secondary teachers and 1/2 day for elementary teachers.  Sick leave for new employees shall be 10 days for the first year, 10 days for the second year, 10 days for the third year non–cumulative.  Teachers upon entering their fourth year of teaching shall be granted an accumulated sick leave of 54 days decreased by the number of sick days used during their first three years of employment.  Beginning with the fourth year of employment, sick leave shall be granted at 18 days per year with the unused days accumulative to a total of 140 days

 

4.      Should a teacher without PTS exhaust their allotment of sick days in one of the first three years, upon notification of the Superintendent of Schools, the teacher may apply prorated sick days accumulated up to the date of notification to absences due to prolonged illness or disability when additional days are necessary to make a full recovery.  The number of days eligible for use may not exceed the total number of sick days the employee had when the illness or disability began.

 

5.      Teachers at the high school may be required to fill in for (absent) teachers, on an equitably rotating basis, only after such time that their senior students have been released for the school year.

 

6.      For each day of unproved absence, or for each day of absence in excess of sick leave, an amount shall be deducted from the annual salary determined by a fraction made up of a numerator of 1, and a denominator of the number of scheduled workdays.  Extenuating circumstances causing such deductions will be reviewed by the Superintendent upon request.

 

7.       Previously accumulated unused sick leave with be restored to all teachers retuning from a leave of absence.

 

8.       A total of a teacher’s unused sick time is available on the pay receipt each pay period.

.

 

E.      Sick Leave Bank

 A "Sick Leave Bank" shall be established by the District.  The Sick Leave Bank shall be administered in accord with the following provisions:

1.      Sick Bank days may be granted only for the applicant’s extended disability resulting from illness or accident and only after complete usage of all accumulated or accrued sick leave.

2.      A physician's statement certifying the extended disability, illness or accident together with any appropriate medical evidence the Sick Leave Bank Committee deems relevant and necessary to its decision (to be submitted, preferably, with the application requesting bank days and any renewal thereof).  The Sick Leave Bank Committee may not act without submission of a physician's statement, except that a physician's statement may be submitted after the granting of days in cases of emergencies as determined by the Sick Leave Bank Committee.

3.      The initial grant of sick leave by the Sick Leave Bank Committee shall not exceed thirty (30) days.  Additional entitlement may be extended by the Sick Leave Bank Committee upon demonstration of need by the applicant.  

4.      After 30 days, the Sick Leave Bank Committee may have the applicant examined by a second physician, the cost of which will be paid for by the District.  The Sick Leave Bank Committee may ask for additional verification as it deems necessary.

5.      Subject to the foregoing requirements, The Sick Bank Committee will determine the eligibility for use of the Bank and the amount of the leave to be granted.  The following general criteria shall be considered by the Committee in administering the Bank and in determining the amount of leave:

a.       Medical evidence of serious extended illness

b.      Longevity

 

6.      The decisions of the above Sick Leave Bank Committee shall be final and binding upon the teachers, the Committee, and the Association with respect to the administration of sick leave bank and shall not be subject to grievance and arbitration.

 

7.      The Sick Leave Bank shall be administered by a Sick Leave Bank Committee of two representatives appointed by the Superintendent and three representatives appointed by the Association

 

8.      At the beginning of each school year, the district will submit, to the president of the association, a count of the number of sick days in the bank.

 

9.      Only those teachers who are new to the system or did not contribute to the bank previously shall contribute one day to the bank. Unless, if more days are needed, the Association shall notify the members if the bargaining unit by October 1 if additional contributions to the bank will be necessary during the school year.

 

 

F.        Personal Leave

 

1.      All members of the bargaining unit shall receive 3 days paid leave in full or one-half (1/2) day increments for personal reasons, which cannot be carried out other than during school hours. 

2.      Personal leave days may generally not be granted for the workday before or after a holiday, vacation period, or other leave of absence. 

3.      Leave days are generally not granted in the first or last weeks of school. 

4.      Leave may be at the discretion of the teacher if 72 hours notice is given when requesting personal leave, unless there is an emergency.

5.      Teachers will submit a completed Employee Notification and Request Form for recordkeeping purposes, stating teacher’s name and date of request.

6.      Personal leave is appropriate for the following and similar reasons:

(a)    Serious illness in the immediate family or of any person for whose welfare the employee is solely responsible.

(b)   Necessity of taking either a member of the immediate family or a person for whose welfare the employee is solely responsible to the hospital or of bringing him/her home when no one else is available.

(c)    Court appearance

(d)   Family catastrophe

(e)    Attendance of employee at college graduation of a member of the immediate family or of any person for whose welfare the employee is solely responsible.

(f)     Personal bank business such as a mortgage or real estate closing

(g)    Individual cases not directly covered by the above shall be decided by the Superintendent based on whether actual necessity is involved.

G.     Workers’ Compensation

Pursuant to G.L. c. 152, s. 69, a teacher who is eligible to receive or is receiving Workers Compensation shall be permitted to use up accumulated sick leave for the purpose of receiving the difference between what is received under Workers Compensation and the regular weekly salary.  The District, at the teacher's election, shall pay the necessary amounts and charge them to accumulated sick leave.  In instances when accumulated sick leave and/or authorized withdrawals from sick bank are exhausted, the teacher will only receive Workers Compensation benefits.

 

 

H.     Bereavement

1.      In addition to the provisions of Article 10, full time teachers will be allowed up to five (5) consecutive days leave during the school year in any case of death in the immediate family.

2.      The term "immediate family" means the teacher's spouse, partner, and the parents, children, siblings, grandparents, brother-in-law, sister-in-law, or grandchildren of the teacher or his/her spouse / significant other, or other members of the immediate household, 

3.      These five (5) days shall be non-cumulative. 

4.      In addition to the provisions of Article 10, an absence of one day (non–cumulative) will be granted in the event of the death of an aunt, uncle, niece, nephew, or cousin of the teacher or spouse/ partner if the teacher attends the funeral.

5.      These provisions shall be administered in the light of their purpose, which is to provide opportunity, when needed, to enable a teacher to attend the funeral or to attend to family or personal matters arising because of the death. If additional days for bereavement are required, they may be granted at the discretion of the Superintendent.  Additional days will be charged to sick leave.

I.        The Small Necessities Act Chapter 149: Section 52D of FMLA

1.      Employees shall be entitled to a total of 24 hours of leave during any 12-month   of a son or daughter of the employee, such as parent-teacher conferences or interviewing for a new school;

(a)    accompany the son or daughter of the employee to routine medical or dental appointments, such as check-ups or vaccinations; and

(b)   accompany an elderly relative of the employee to routine medical or dental appointments or appointments for other professional services related to the elder’s care, such as interviewing at nursing or group homes.

 

2.      The district may require the employee to substitute any of the accrued paid vacation leave, personal leave, or medical or sick leave on record. The district is not required to provide paid sick leave or paid medical leave in any situation in which it would not normally provide any such paid leave. Leave under this section may be taken intermittently or on a reduced leave schedule.

 

3.      If the necessity for leave under this section is foreseeable, the employee shall provide the district with not less than seven days’ notice before the date the leave is to begin. If the necessity for leave is not foreseeable, the employee shall provide such notice as is practicable.  The district may require that a request for leave under this section be supported by a certification of the reason for this request or use of SNA leave.

 

J.       Jury Duty

 

1.      Teachers who are called for jury duty shall not suffer any loss in income. 

2.      If the teacher receives compensation from the court, then the following procedures will be followed:

(a)    The teacher will sign over to the School Department any checks received for Jury Duty (not including payment for mileage and other expenses) or

(b)   The teacher will present a certified check for the amount of such pay to the School Department.

 

K.    Professional Leave

1.      Each teacher may be granted time necessary to attend meetings, conferences, and / or conventions of an educational nature and at least one day for the purpose of visiting other schools which have new and/ or innovative programs. 

2.      The school, school day, and the purpose of the visit shall be subject to the approval of the Principal and Superintendent. 

3.      Teachers may be asked to share information derived from such visits.

 

D.     Association Leave 

1.      Two days additional leave shall be granted for the President of the Association and up to two other members of the Association to attend MTA and/or NEA conferences, conventions, or workshops.

2.      Said leave will not exceed six person-days in any work year.


 

ARTICLE 10 – FAMILY AND MATERNITY LEAVE

 

A.        Family Leave

 

            In accordance with the provisions of the Family and Medical Leave Act of 1993 (FMLA), the District will grant full and regular part-time teachers with at least one year of active employment upon, if possible, thirty (30) days notice up to twelve weeks of unpaid leave during any twelve-month period for any of the following reasons:  (1) to care for the employee’s child within one year of birth, adoption, or the initiation of foster case; (2) to care for a child, spouse, or parent with a serious health condition; or (3) because the employee’s own serious health condition makes the employee unable to perform his or her job.  A “serious health condition” is an illness, injury, impairment, or physical or psychological condition that involves either inpatient care at a health care facility or continuing treatment by a health care provider.

 

B.        Short-Term Maternity Leave

 

1.      Upon receipt of at least two week’s written notice of a teacher’s anticipated date of departure and intention to return, the District shall grant a leave of absence for maternity for up to eight (8) weeks in accordance with the provisions of Massachusetts General Laws Chapter 149, Section 105B to teachers who have completed their probationary period, but are not eligible for FMLA leave.  Except to the extent covered by sick leave as set forth below, maternity leave shall be without pay.

 

2.      A teacher who is pregnant and is physically unable to work due to disability connected to pregnancy or childbirth may use accumulated sick leave to cover those days the teacher is disabled and unable to work.  The Committee may require a teacher to submit medical evidence verifying the disability.

 

 

C.        Extension of Short Term Leave

 

            The above leaves may be extended by mutual agreement between the teacher and the Superintendent in order that a teacher who has been on FMLA or short-term maternity leave status may return at an appropriate time in consideration of the students’ program(s) (such as the beginning of a semester, beginning of a marking term, or after a vacation period), or when absence due to medical complication resulting from pregnancy extends beyond the above time periods.

 

D.        Extended Child-Rearing Leaves

 

            In the event a teacher desires a leave longer than the above statutory periods, the procedure listed below shall be followed:

 

1.      Written notification of the request is to be given to the Superintendent as soon as possible, but not less than three (3) months prior to the beginning of the extended leave.  Said child-rearing leave should begin at a time corresponding to the beginning of a new semester (or other appropriate time such as after a vacation period or marking period) if, up to this time, she can, in the opinion of her physician, perform her duties satisfactorily.

 

2.      The child rearing leave will terminate one year from the first of September following the birth of the child, or sooner, if the teacher and Superintendent so agree.  Unless the teacher returns to work at the expiration of the leave, or any extension thereof, her employment shall be terminated.

 

3.      Not later than April 15, the teacher shall notify the Superintendent in writing or his/her intent to return to teaching the following September.  She/he may at that time request an extension of leave for one year with notice of return to be written at the later date.  Extensions may be granted at the discretion of the Superintendent.

 

4.      All notices of intent to return to teaching shall be accompanied by a physician’s certificate indicating that the teacher is in good health and capable of resuming her teaching duties.  Upon her return to work, she will be granted her previous position or the most comparable position available.

 

5.      A teacher on extended child rearing leave shall not receive any salary for that period of time, any payment for accumulated sick leave, nor shall any such leave count toward professional teacher status.  A teacher returning from child rearing leave will be placed on the step held when child-rearing leave commences.

 

6.      All benefits, including unused accumulated sick leave, will be restored to the teacher upon her return from leave.

 

7.      A teacher on leave beyond the requirements of the Family Medical Leave Act will be entitled to Cobra health benefits only.

 

E.         Adoptive Leave

1.      Eight-week leave of absence without pay will be granted to an employee adopting a child under 18 years of age (M.G.L., C. 149, § 105P)

 

2.      Parents adopting a child shall be granted "parent leave" under the following conditions:

(a)       If the child is less than one year of age, said leave shall not exceed one year from the date the child is received by the parents.

(b)      If the child is one year of age or older, said leave shall not exceed 40 days from the date of custody.

(c)       Notwithstanding, said leave will not extend beyond September 1 of the school year following the year in which custody occurs. 

(d)      In no event shall the minimum parent leave be less than 40 days.

(e)       Any extension of parent leave shall be at the discretion of the Superintendent. 

(f)        Such requests shall be made in writing to the Superintendent.


ARTICLE 11 – TEACHER EVALUATION

 

NMRSD shall adopt an evaluation system consistent with the newly modified 603 CMR 35.00.  Evaluation is a shared responsibility between the teacher and the principal. The teacher evaluation process will be based on the Massachusetts Model System for Educator Evaluation. The model includes statewide standards and indicators, role-specific rubrics and three categories of evidence to assess educator performance on the Standards and Indicators. A committee comprised of elementary, middle and high school teachers and district administration will continue to review the evaluation processes and procedures annually through the first 3 (three) years of implementation and revise the teacher evaluation process as necessary.

 

 

A.     EVALUATION REPORTS

1.       Supervision and/or evaluation of teachers will be conducted openly and with full knowledge of the teacher.  Teachers will have access to any written report relative to his or her teaching effectiveness in the classroom (electronic or hard copy).

 

2.       Teachers will have the right, upon their request and with prior appointment, to review the contents of their evaluation file.  The teacher will be entitled to have a member of the Association as an observer during the review.

 

3.       Any teacher who receives a written evaluation shall have up to five school days in which to sign the evaluation and, if they so desire, to attach a written comment which must be forwarded to the Superintendent.  (The comment must be dated.)

 

4.       Any teacher who receives a written evaluation shall have up to five school days in which to sign the evaluation and, if they so desire, to attach a written comment which must be forwarded to the Superintendent.  (The comment must be dated.)

 

 

B.     TIMELINE:

1.       All teachers will be evaluated by May 15th. If there is a delay in evaluation the teacher will be notified in writing of the reason.

a.       Teachers of Professional Teacher Status (PTS) will receive a formative evaluation by May 15th of year 1 and a summative evaluation by May 15th of the second year of a 2 year cycle.

b.      Teachers of Non-Professional Teacher Status (NPTS) will receive a summative evaluation by May 15th annually.

 

C.     EVALUATOR

1.       Teachers will be evaluated by any person designated by the superintendent who has primary or supervisory responsibility for observation and evaluation. The superintendent is responsible for ensuring that all evaluators have training in the principles of supervision and evaluation. Each educator will have one primary evaluator at any one time responsible for determining performance ratings.

a. Primary evaluator shall be the person who determines the educator’s performance ratings and evaluation.

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

 

 

D.     TRAINING:  Prior to the implementation of the new evaluation process, districts shall arrange training for all educators, principals, and other evaluators that outlines the components of the new evaluation process and provides an explanation of the evaluation cycle. The district through the superintendent shall determine the type and quality of training based on guidance provided by ESE.

 

E.      THE EVALUATION PROCESS:  Following is a synopsis of the Evaluation process; the complete NMRSD Teacher Evaluation Tool is included in Appendix B: Evaluation Documents. The terms and conditions of this evaluation instrument are subject to the grievance and arbitration procedure contained in Article 3.

 

1.      Five-Step Evaluation Cycle with Goals for Student Learning and Professional Practice:

 

Every educator shall participate in a one-or two-year, five-step cycle of continuous improvement. The cycle is designed to have all educators play a more active, engaged role in their professional growth and development. For every educator, evaluation begins with self-assessment. The self-assessment leads to establishing at least two goals in the Educator’s Plan for the year, one focusing on student learning and another focusing on improving the educator’s own practice. The cycle concludes with the summative evaluation and the rating of the educator’s impact on student learning (2013 - 2014.)  It also is a continuous improvement process in which evidence from the summative evaluation and rating of impact on learning become important sources of information for the educator’s self-assessment and subsequent goal setting 603 CMR 35.06.

2.      Annual Orientation:  At the start of each school year, the superintendent, principal or designee shall conduct a meeting for educators and evaluators focused on educator evaluation.   The superintendent, principal or designee shall:

a.       Provide an overview of the evaluation process, including goal setting and the educator plans,

b.      Provide all educators with directions for obtaining copies of the forms.

 

3.      Self Assessment:  The evaluation cycle begins with the educator completing and submitting to the Evaluator a self-assessment by October 1st or mutually agreed upon date.

 

4.      Educator Plans:   All educators will submit an Educator Plan by November 1st, the type and length determined by the overall summative rating and trends / patterns in student learning outcomes.  All Educator Plans include, but are not limited to one goal related to the improvement of professional practice goal and one goal for the improvement of student learning.  Educators may meet in teams to consider establishing team goals. There shall be 4 types of plans:

 

a.       Developing Educator Plan shall mean a plan developed by the educator and the Evaluator for one school year or less for an educator without Professional Teacher Status (PTS); or, at the discretion of an, for an educator with PTS in a new assignment. This plan may require the completion of district induction programs, engagement in mentoring activities and other activities related to the educator’s individual needs.

 

b.      Self-Directed Growth Plan shall mean a plan developed by the educator with PTS for one or two school years who are rated proficient or exemplary. The Two Year Plan is for those educators whose impact on student learning is moderate to high.  It includes a formative rating at the end of Year 1 and a summative evaluation at the end of Year 2.  The One Year Plan is for educators whose impact on student learning is low. Goals will be set by the educator with evaluator input, one must address low outcomes.   A summative evaluation will take place at least annually.

 

c.       Directed Growth Plan shall mean a plan developed by the educator and the Evaluator of one school year or less for educators with PTS who are rated needs improvement. Said plan will be monitored by administrators who will determine the overall summative evaluation rating.  An educator whose performance improves and is rated proficient will enter into the two-year cycle. If performance has not significantly improved the educator will be rated unsatisfactory and shall be on an improvement plan for up to the next 12 months.

 

d.      Improvement Plan shall mean a plan developed by the evaluator of at least 30 calendar days and no more than one school year for educators with PTS who are rated unsatisfactory.  Said plan will contain goals specific to improving the Educator’s unsatisfactory performance and may include activities during the summer preceding the next school year.

 

F.      THE IMPROVEMENT PLAN is for staff members with Professional Status who have an overall rating of Unsatisfactory. 

1.    Process:

a.       The evaluator will notify the Assistant Superintendent and Director of Human Resources when considering placing a staff member on an improvement plan. At that time, the Superintendent may recommend an additional observation by the evaluator or an additional observation by an additional observer take place before placement on the improvement plan.   Placement on an improvement plan presumes that if the staff member does not improve after intensive support, recommendation for dismissal would be the result.

 

b.      Within ten school days of receipt of a rating of unsatisfactory on a standard or overall, the evaluator(s), staff member and the NMRSDTA President or designee, if requested by the staff member, will meet to discuss the improvement plan. Such plan, written by the evaluator will include:

 

1)      Identification of the specific areas of performance that are in need of improvement

2)      Recommendations for improvement

3)      Specific supports that are available

4)      Time line for completion of the improvement plan

5)      Both announced and unannounced observations. 

c.       For improvement plans of one-year there shall be at least one (1) announced and four (4) unannounced observations. 

 

d.      For improvement plans of six (6) months or fewer, there shall be at least one (1) announced and two (2) unannounced observations.

 

e.       The plan shall be mutually agreed upon and signed by the staff member and the evaluating administrator.  In the event that a plan is not mutually agreed to by the evaluator and teacher, it will be referred to the Superintendent who, following consultation with a representative of the Association will make a final decision about the content of the plan. 

2.    Duration

a.       An Improvement Plan will last a minimum of 45 school days and may be up to 365 calendar days in duration.

 

b.      The Improvement Plan will conclude after a satisfactory summative evaluation and the teacher will enter into the annual cycle on a Directed Growth Plan.

 

G.      EVALUATION CYCLE

 

1.                   Annual Cycle:  All educators without PTS will be on an annual evaluation cycle.

 

a.       In the first year of practice or first year assigned to a school the educator shall have at least one (1) announced observation and at least four (4) unannounced observations during the school year using the protocol described in section H below.

 

b.      In their second and third years of practice or second and third years as a non-PTS educator in the school the educator shall have at least three (3) unannounced observations during the school year.

 

c.       Educators with PTS who have an overall rating of needs improvement will be on an Annual Cycle and must have at least two (2) unannounced observations during the period of the Directed Growth Plan.

 

2.                   Two-Year Cycle

 

a.       Educators with PTS who have an overall rating of proficient or exemplary and whose impact on student learning is either moderate or high, shall receive a summative evaluation at least every two years.  At least one unannounced observation must take place each year during the evaluation cycle.  The two-year cycle will continue provided that their practice continues to be rated as stated above.

 

b.      A formative evaluation will be conducted at the end of Year 1 which will be used to arrive at a rating on progress towards attaining the goals set forth in the educator Plan, performance on Standards and Indicators of Effective Teaching Practice, or both.

 

 

3.                   Mid-Cycle Evaluation

a.       A formative assessment used to assess progress towards attaining goals set forth in educator plans, performance on standards, or both.

b.      This process may take place at any time(s) during the cycle of evaluation, but typically takes place at mid-cycle.

c.       For an educator on a two-year Self-Directed Growth Plan, the mid-cycle Formative Assessment report is replaced by the Formative Evaluation report at the end of year one.

 

H.     IMPLEMENTATION OF THE PLAN

1.      Educators will be evaluated using the following:

a.       Four Performance Standards:

 

Curriculum, Planning and Assessment,

Teaching All Students,

Family and Community Engagement,

Professional Culture

b.      Progress on Educator’s Goals

c.       Evaluator (s) Observations – Unannounced / Announced

d.      Educator work products including student work and units developed

e.       Multiple measures of student growth; District, State, Grade Level

 

2.      Rubrics will be used to rate educators on Performance Standards, these rubrics consists of:

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

b.      Indicators:  Describes aspects of each standard, including those required in 603 CMR 35.03

c.       Elements:  Defines the individual components under each indicator

d.      Descriptors:  Describes practice at four levels of performance for each element

NOTE: The Educator’s impact on student learning will be evaluated using multiple measures of student learning outcomes.  This element of the evaluation framework will be implemented in the 2013 – 14 school year.

 

I.        EVIDENCE

1.      The following categories of evidence may be used in evaluating each Educator:

a.       Multiple measures of student learning, growth, and achievement, including classroom assessments, district-determined measures comparable across grade or subject district-wide, and state-wide growth measures where available*, including the MCAS Student Growth Percentile (SGP) and Massachusetts English Proficiency gain scores (MEPA); Student work samples, Student portfolios, projects, and performance tasks.

b.      Judgments based on observation and artifacts of professional practice*, including unannounced observations of practice* of any duration; team, grade or school meetings, School and District committees, professional development participation and products and,

c.       Additional evidence relevant to one or more Performance Standards (603 CMR 35.07(1)) including School - home communications, School - community communications, and starting in 2013-14, student feedback / surveys.

* Required by regulations

 

2.      Timeline for Evidence: 

a.       No less than two weeks before the due date for the Formative Assessment report, the educator shall provide to the Evaluator evidence of  family outreach and engagement, fulfillment of professional responsibility and growth, and progress on attaining professional practice and student learning goals.

b.      The educator may also provide to the evaluator additional evidence of the educator’s performances against the four Performance Standards.

c.       Due dates shall be established by the Evaluator with written notice to the Educator. See Mid-cycle Evaluation G.3

 

J.       PERFORMANCE RATINGS

 

Exemplary

4

Educator consistently and significantly exceeds proficiency on the standard

Proficient

3

Educator demonstrated competence on the standard

Needs Improvement 

2

Educator demonstrates lack of proficiency on the standard

Unsatisfactory 

1

Educator demonstrates a lack of competence on the standard

K.      OBSERVATIONS

1.      Unannounced Observations

a.       May be in the form of partial or full-period classroom visitations, Instructional Rounds, Walkthroughs, Learning Walks, or any other means deemed useful. Each observation will be at least 10 minutes in duration.

b.      The educator will be provided with at least brief written feedback within 3 - 5 school days.

c.       Any observation or series of observations resulting in one or more standards judged to be unsatisfactory or needs improvement for the first time must be followed by at least on observation of at least 30 minutes within 30 school days.

2.      Announced Observations

a.       The Evaluator shall select the date and time of the lesson or activity to be observed and discuss with the educator any specific goal(s) for the observation.

b.      A pre-observation conference will take place within 5 school days of the scheduled observation.

c.       The educator will be notified as soon as possible if the Evaluator will not be able to attend the scheduled observation.

d.      A post-observation conference will take place within five (5) school days of the observation.

e.       Written feedback will be provided within 5 school days of the post-observation conference.

 

L.      REPORTING REQUIREMENTS.  The Massachusetts Education Personnel Identifier (MEPID) is used to uniquely identify an educator. The District will provide ESE with seven (7) educator evaluation data elements for each individual educator MEPID.  Any information concerning an educator's formative assessment, formative evaluation or summative evaluation is considered personnel information and is not subject to disclosure under the public records law. However, aggregate data that do not identify individual educators may be made public.

 

M.    PROFESSIONAL TEACHER STATUS shall be granted only to educators who have achieved ratings of Proficient or Exemplary on each Performance Standard and overall on the most recent evaluation.  See 603 CMR 35 08 (6)

 

 


ARTICLE 12 – GENERAL

 

A.     Whenever any vacancy in a position occurs during the school year (September to June), it shall be publicized by the Superintendent by means of a notice placed on the district website.  All teachers shall be given opportunity to make application for such positions and the Building Principal and Superintendent agrees to give due weight to the professional background and attainments of all applicants provided the individual is appropriately licensed and highly qualified as stipulated by the MA Department of Elementary and Secondary Education.

 

B.     All openings for summer school and evening school positions and for positions under federal programs shall be publicized by the Superintendent on the district website as early as possible and teachers who have applied for such positions shall be notified of the action taken regarding their application as early as possible.

             

           

           


ARTICLE 13 - RETIREMENT BENEFIT

A.     Retirement Benefit

In recognition of dedicated service to the North Middlesex Regional School District, any teacher covered by this Agreement who has taught for twenty (20) years in the District (or thirty (30) years total teaching, the last fifteen (15) of which have been consecutive in the District), may obtain a lump sum payment at the conclusion of the final year of teaching by following the established procedure:

 

(a)    Eligible teachers who desire to participate in this program will notify the Superintendent by November 1 of the school year in which they intend to retire of their intention to retire under the provisions of the Massachusetts Teachers Retirement Act. 

(b)   It is understood that the giving of notice of intent to retire pursuant to this provision is irrevocable, and the teacher giving such notice shall be required to retire at the conclusion of the school year following the calendar year in which the notice of intent to retire is given, except if extraordinary changes in the teacher’s family or personal life require the teacher to continue teaching.

(c)    If such notice is submitted in writing by November 1, then at the conclusion of the final year of teaching, up to one hundred (100) days of accumulated sick leave shall be wiped off the books and in lieu thereof the individual concerned will receive a lump sum payment equal to  $50 for each sick day.

B.     Death Benefit

 

1.   Any retirement compensations due to a teacher who has given the necessary notice and who has been employed in the system for fifteen (15) years but who dies prior to retirement shall be paid to the estate of said teacher.  Said payment shall be made within ninety (90) days of the final paycheck.

 

2.   In the event of the death of a teacher who has been employed in the NMRSD for a period of fifteen years and is currently under contract with the district, compensation for accumulated sick leave shall be made to the estate of said teacher in the amount of $15 per day for each day of accumulated sick leave.  Said payment shall be made within ninety (90) days of the final paycheck.

 

C.     Life/Health Insurance Benefits (Retirement)

a.       Retired teaching personnel may choose to have life and health insurance administered by the Retired Municipal Teachers’ programs (RMT) division of Massachusetts Group Insurance Commission (GIC).  North Middlesex Regional School District will pay the percentage of payment on health and life insurance as is specified by state statute. 

b.      Life Insurance : The District agrees to provide life insurance in the amount of $5,000.


ARTICLE 14 - LONGEVITY

A.     Conditions

 

1.      Definition: Longevity will be based upon total years of service in the District as a district employee as recognized and described under Article 1 A of this Bargaining Agreement

2.      After completion of fifteen (15) years of creditable service to the North Middlesex Regional School District, the following will be paid:

 

Year 1

Year2

Year 3

YRS

AMT

YRS

AMT

YRS

AMT

15-19

$750

15-19

$750

15-19

$1,000

20-24

$1,000

20-24

$1,000

20-24

$1,250

25-29

$1,250

25-29

$1,250

25-29

$1,500

30+

$1,550

30+

$1,550

30+

$1,800

 

 

3.      Said sum will be paid with the first paycheck in December of each year.


ARTICLE 15 – TITLE ONE TEACHERS AND DISTRICT TUTORS

 

A.     The terms and conditions of employment

1.      Status

(a)    Title One Teachers and District Tutors are hired on an annual basis.  It is understood and agreed to by the Title One Teachers and District Tutors and the Teachers Association that the Title One program and employment of tutors for the program terminates each year

(b)   They are not eligible for professional status.

 

2.      Work Day/Year

(a)    Title One Teachers and District Tutors work 170 days. 

(b)   Title One Teachers and District Tutors who work 6 hours a day will have a 45-minute preparation time and a 25-minute lunch break. 

(c)    Teachers/Tutors required to work beyond the 6 hours in one day will be paid the regular hourly rate. 

(d)   For required work over 40 hours in one week, the hourly wage will be 1.5 times the regular hourly wage. 

(e)    All overtime work must be with the prior approval of the Superintendent.

 

3.      Sick Leave/Personal Days

(a)     Title One Teachers and District Tutors will be entitled to 10 sick days per year, non–cumulative.

 

(b)   Title One Teachers and District Tutors will be eligible for two personal days per year.  It is agreed and understood that personal leave is not vacation leave and shall not be used to extend a holiday or vacation period.  Personal leave is to be used for transactions that cannot be carried out other than during school hours such as a mortgage closing, a day in court, or bank transactions.  Personal leave is not accumulative or charged against sick leave.

 

4.      Professional Responsibilities

 

(a)    Title One Teachers and District Tutors will attend district–wide staff meetings and in-service staff development workshops held during the tutoring workday.

 

(b)   Title One Teachers and District Tutors will attend parent conferences held during the tutor workday.  Title One Teachers and District Tutors may be required to attend evening parent conferences and open houses and will be paid a minimum of two hours per evening.

 

(c)    Parent–requested conferences shall be honored by the Title One Teachers and District Tutors within 7 school days and scheduled at a mutually convenient time.  If scheduled at a time beyond the teacher/tutorial workday, overtime shall be paid.  The building principal must approve in advance all extended time for parent conferences.


5.      Benefits

(a)    Title One Teachers and District Tutors will be eligible for medical/hospital and life insurance coverage as granted under the teachers' contract.  The School Committee will contribute the same percentage to the premium as is required by the teachers' contract.

(b)   Title One Teachers and District Tutors will be eligible to participate in the long-term disability coverage at 100% cost

 

 

6.      Compensation

(a)    Title One Teachers and District Tutors will be placed on a differential hourly pay scale as follows:

Salary Schedule: 

                       

                                               

Year

COLA

Step 1

Step 2

1

0%,

$25.71

$28.37

2

0%,

$25.71

$28.37

3

(1%)

$25.97

$28.65

 

 

           

(b)   Effective beginning in September 2008, a Title I Teacher who is hired as a teacher will be placed on the teachers’ salary schedule based on the following formula: (This formula does not apply to teachers who have been hired prior to 2008).

 

.8 X no. of years of service in the district as a Title I Teacher = Step Placement

 

(Rounded up to the nearest year)

 

 
 

 

 

 

 

 

 


(c)    District Tutors will be given 1 year of credit on the teachers’ salary scale for every two years as a District Tutor.


ARTICLE 16 – PROFESSIONAL CONSULTATION

 

In recognizing that the fundamental purpose of the parties to this Agreement is to provide education of the highest quality for the children of the North Middlesex Regional School District, and that fulfillment of this purpose can be supported by consultations and free exchange of views between the Committee and the teaching staff, the parties hereto agree that a Professional Consultation Procedure shall be established to be operative during the term of this Agreement.

 

Consultation meetings between the Committee or a subcommittee thereof and the Association may be scheduled not more frequently than twice each school year for duration of no longer than two hours upon written request of the Association.  The Association agrees that prior to two weeks before the date scheduled for consultation, it will submit to the Head of the School Committee a written agenda of subjects about which it desires to consult, and the Committee shall have the opportunity to include on said agenda matters of concern or interest to the Committee.  Consultation will be confined to subjects on the agenda.  The frequency and/or length of such meetings may be extended by mutual agreement.  The Superintendent will attend but shall not chair consultation meetings.

 

It is further agreed that the provisions of this Section will in no way be construed as broadening the scope of other sections of the Agreement or broadening the application of this Agreement as a whole, nor will these provisions make any matter a grievance that would not be a grievance in the absence of these provisions, nor will these provisions make any matter a mandatory subject of discussion at any time other than at the consultation described in this Section that would not be a mandatory subject of discussion in the absence of the provisions of this Section.


ARTICLE 17 - PROFESSIONAL DEVELOPMENT

A.     Change in Category

a)      Application for change in professional category for salary purposes must be submitted to the Superintendent’s Office no later than January 1 of the year prior to the September in which the change is to become effective. 

b)      All changes in professional category become effective in September.  

c)      If there is any doubt about gaining required credits for anticipated professional category change, a teacher may file an application with the understanding that change will be approved subject to official proof of necessary credits by September.

d)      Graduate courses and/or workshops completed and approved in advance by the Superintendent that have been taken since the teacher’s present