North Middlesex

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DistrictNorth Middlesex
Shared Contract District
Org Code7350000
Type of DistrictRegional K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2011
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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CONTRACT AGREEMENT

 

Between

 

NORTH MIDDLESEX REGIONAL SCHOOL DISTRICT SCHOOL COMMITTEE

 

and

 

NORTH MIDDLESEX REGIONAL SCHOOL DISTRICT

TEACHERS’ ASSOCIATION

 

 

 

 

September 1, 2008 – June 30, 2011

 

This Agreement is made and entered into effect July 1, 2008 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, 2008, which Agreement was to continue in full force and effect until June 30, 2011; 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 Psychologist

5.      School Counselors

6.      School Adjustment Counselor

 

B.     Excluding the following:

1.      Superintendent

2.      Associate Superintendent

3.      Assistant Superintendent

4.      Principals

5.      Assistant Principals

6.      Director of Special Needs

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, 2011, 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.

 

2)      Nothing herein contained shall be construed as limiting the rights of any member having a grievance 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 Association has been given the opportunity to be present at such adjustment and to state its views.

 

C.     Procedure

1)      The grievant shall discuss the grievance with a member of the Professional Rights and Responsibilities Committee of the Association.

 

2)      If not disposed of to the employee's satisfaction by such discussion, the grievance shall be presented orally by the employee and a member of the said Professional Rights and Responsibilities Committee of the Association to the appropriate intermediate supervisor of the employee.

 

3)      If at the end of ten (10) school days next following such oral presentation, the grievance shall not have been disposed of to the employee's satisfaction, the employee may, within five (5) school days thereafter, file with the President of the Association and the Chairman of its Professional Rights and Responsibilities Committee a written statement of the grievance.  Within five (5) school days thereafter, such statement shall be reviewed with the employee by the said President or Chairman, and, if after such review the employee shall so desire, the grievance shall forthwith be presented in writing by the employee and the said President or Chairman to the Superintendent (with a copy to the Principal) who shall, within ten (10) school days thereafter, meet with the employee and the said President or Chairman in an effort to settle the grievance.

 

4)      If at the end of the twenty (20) school days next following such presentation to the Superintendent the grievance shall not have been disposed of to the employee's satisfaction, and if the grievance involves a vote of the Committee affecting Educational Policy, the employee may, within five (5) school days thereafter, notify the said President and Chairman, in writing, of the employee's desire to have the grievance presented to the School Committee and within five (5) school days following receipt of any such notice, the Professional Rights and Responsibilities Committee of the Association shall meet with the said President and the employee to decide whether or not the Association shall present the grievance to the School Committee.  If the Professional Rights and Responsibilities Committee shall so vote, the grievance shall forthwith be presented in writing by the Association to the School Committee; and within ten (10) school days thereafter the School Committee shall meet with the Professional Rights and Responsibilities Committee, the said President, and the employee in an effort to settle the grievance.  If the grievance does not involve a vote of the Committee affecting Educational Policy, the Association may, by giving written notice to the School Committee within ten (10) school days next following the conclusion of such period of twenty (20) days following presentation to the Superintendent, present the grievance for arbitration in accordance with Section C.5.

 

5)      If at the end of the twenty–five (25) school days next following presentation of the grievance in writing to the School Committee the grievance shall not have been disposed of to the satisfaction of the aggrieved employee and of the Professional Rights and Responsibilities Committee of the Association, and if the grievance shall involve the interpretation or application of any provision of this Contract, the Association may, by giving written notice to the School Committee within ten (10) school days next following conclusion of such period of twenty–five (25) school days, present the grievance for arbitration; in which event the School Committee and the Association shall forthwith submit the grievance to the American Arbitration Association for disposition in accordance with the applicable rules of the said American Arbitration Association unless the parties have agreed to submit the grievance to some other neutral arbitrator.  The expenses of such arbitration shall be shared equally by the School Committee and the North Middlesex Regional School District Teachers Association, and the award made shall be final and binding upon the School Committee, the Association, and the aggrieved employee.

 

D.    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 at Step 2 of the procedure set forth in Section C 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 C.

 

2)      If any employee covered by this Contract shall present any grievance without representation by the Association, the disposition, if any, of the grievance shall be consistent with the provisions of this Contract, and if the Association shall so desire, it shall be permitted to be heard at each step of the procedure under which the grievance shall be considered.

 

3)      No written communication, other document or record to any grievance shall be filed in the personnel file maintained by the School Department of the North Middlesex Regional School District for any employee involved presenting such grievance.


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.    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.

 

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

ARTICLE 5 – PAYROLL DEDUCTIONS

 

A.    Dues Deduction

 

1.      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 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. 

 

2.      Upon written request from an individual employee, the Committee agrees to deduct from salaries a sum of money for the purpose of dues and services rendered by North Middlesex Regional School District Teachers' Association or affiliated association or associations.

 

B.     Pre-Tax Program

 

1.      The Committee will make available, on a voluntary basis, a pre–tax program for health insurance contributions by employees.

 

2.      The request for this deduction program shall be made on or prior to October 1 and submitted to the Business Manager of the school district.

 

 

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.


ARTICLE 6 – COMPENSATION

 

A.    Disbursement of Salary

 

1.      All teachers 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 to the close of school in June,

(b)   the unpaid balance to be met in one lump-sum payment on the last scheduled day of school

(c)    The first payment shall be due on the first pay roll date following the end of the 26th installment. 

(d)   Beginning teachers shall not be paid until after the beginning of the school year.

 

2.      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/she has been employed, excluding all unauthorized absences.

 

3.      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.

 

4.      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.  All candidates for teaching positions must possess at least a Bachelor's degree, substantial preparation in their teaching field and an appropriate teaching certificate from the Massachusetts Department of Education.

 

 

B.     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.

 

C.     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) semester hours (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.      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 Master’s column, Step 14.

 

4.      Master’s Equivalency

(a)       MEQ shall be granted at the discretion of the Superintendent.

(b)      All new hires who have 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

(c)       All teachers currently employed by the school district who meet the aforementioned criteria may apply to acquire MEQ status. In the following manner:

1)      Such application must be received in writing on or before January 1, 2009.

2)      A committee composed of 3 administrators and 2 teachers will consider the requests.

3)      If a request is denied by the committee, the teacher may request a meeting with the Superintendent to discuss the decision.

 

5.      Lane Change Credits (formally know as in-service credits) will be awarded/granted for the following:

(a)    Graduate level courses in the district or at an accredited college or university, must be pre-approved by the Superintendent using the course pre-approval form.

(b)   Credits conferred by the Superintendent for specific activities (i.e. mentoring or selected in district or out of district workshops).

(c)    There will be a cap of 20 in-service credits for use to move across the lanes of the salary schedule during term of employment. 

(d)   The Teachers Association meetings or conferences are not covered by this section.

 

D.    Other Professional Compensation

 

1.      The compensation for extra–curricular duties and services shall be determined pursuant to the following section of this Article.  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.

 

2.      Stipend Positions:

(a)    New Positions

1.      Requests for new extra-curricula 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.      For each of the following departments a teacher may be appointed to serve as Department Head: English, Science, Social Studies, Mathematics, Foreign Language, Technology Education, Business Education, Counseling Services, Physical Education/Health and Special Needs.

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

2008-2009

$976.00

2009-2010

$1016.00

2010-2011

$1056.00

 

 
 

 

 

 

 

 

 

 

 

 

 


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

 

5.      Department  Heads 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 Department  Head duties such as conducting interviews, preparation of purchase orders, resolving student and faculty scheduling issues.

 

6.      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.

 

 

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.      Athletic Coaches 

(a)    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.

 

(b)   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

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

 

(c)    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.

 

6.      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



E.     Benefits

 

1.      Health Insurance 

(a)    For those teachers who wish to purchase a mutually agreed upon indemnity form of health insurance (POS) established pursuant to the procedures set forth in G.L. c.32B, p19, and life insurance as provided under Chapter 32B of the General Laws of Massachusetts, the School Committee will pay 65% of the premium. 

(b)   For those teachers who select an HMO, the School Committee will contribute 80% of the premium. 

(c)    The district and association shall continue to investigate the possibility of participating in the GIC insurance program and/or other comparable insurance programs for years 2009-2010 and 2010 -2011.

(d)   Additional costs incurred in providing an insurance rider for coverage of dependent children 19 years or older shall be borne by the employee

 

2.      Life Insurance : The District agrees to provide life insurance in the amount of $5,000 for all teachers including those retired from the system

 

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

 

 

2008-2009 Salary Schedule

2.5

STEP

BA

BA+15

MA

MA+15

MA+30

MA+45

MA+60

MA+75

1

38,774

39,355

39,926

40,513

41,319

42,091

42,876

43,734

2

40,518

41,131

41,723

42,336

43,178

43,985

44,836

45,702

3

42,140

42,771

43,391

44,030

44,936

45,744

46,599

47,529

4

43,825

44,481

45,127

45,791

46,701

47,574

48,462

49,431

5

45,579

46,261

46,932

47,623

48,571

49,477

50,400

51,409

6

47,586

48,111

48,809

49,528

50,513

51,457

52,416

53,464

7

49,297

50,036

50,762

51,508

52,533

53,514

54,466

55,603

8

51,269

52,037

52,792

53,570

54,635

55,655

56,693

57,827

9

53,321

54,118

54,904

55,712

56,821

57,881

58,961

60,141

10

55,453

56,284

57,101

57,940

59,093

60,197

61,320

62,546

11

58,294

59,168

60,056

60,957

61,871

62,799

63,741

64,697

12

62,458

63,395

64,346

65,311

66,291

67,285

13

64,956

65,930

66,919

67,924

68,943

69,977

14

67,555

68,567

69,596

70,641

71,701

72,775

 


 

2009-2010 Salary Schedule

 

2.5

3

3.5

STEP

BA

BA+15

MA

MA+15

MA+30

MA+45

MA+60

MA+75

1

         39,743

   40,339

   41,124

   41,729

   42,558

   43,564

   44,376

   45,264

2

         41,531

   42,159

   42,974

   43,606

   44,473

   45,524

   46,405

   47,301

3

         43,193

   43,840

   44,693

   45,351

   46,284

   47,345

   48,229

   49,193

4

         44,921

   45,593

   46,480

   47,165

   48,102

   49,239

   50,158

   51,161

5

         46,718

   47,418

   48,340

   49,051

   50,028

   51,208

   52,164

   53,208

6

         48,775

   49,314

   50,274

   51,014

   52,028

   53,258

   54,251

   55,335

7

         50,530

   51,287

   52,285

   53,054

   54,109

   55,387

   56,373

   57,549

8

         52,551

   53,338

   54,375

   55,177

   56,274

   57,603

   58,677

   59,851

9

         54,654

   55,471

   56,551

   57,383

   58,526

   59,907

   61,025

   62,246

10

         56,839

   57,691

   58,814

   59,678

   60,866

   62,304

   63,466

   64,735

11

         59,751

   60,647

   61,857

   62,785

   63,727

   64,997

   65,972

   66,961

12

64,332

65,297

66,277

67,597

68,611

69,640

13

66,905

67,908

68,927

70,301

71,356

72,426

14

69,581

70,624

71,684

73,113

74,210

75,322


 

 

2010-2011 Salary Schedule

 

2.5

3

3.5

STEP

BA

BA+15

MA

MA+15

MA+30

MA+45

MA+60

MA+75

1

         40,737

   41,347

   42,357

   42,980

   43,835

   45,089

   45,930

   46,849

2

         42,569

   43,213

   44,264

   44,914

   45,808

   47,118

   48,029

   48,957

3

         44,273

   44,936

   46,034

   46,711

   47,673

   49,002

   49,918

   50,915

4

         46,044

   46,733

   47,875

   48,580

   49,545

   50,963

   51,914

   52,951

5

         47,886

   48,603

   49,790

   50,523

   51,529

   53,001

   53,990

   55,070

6

         49,995

   50,547

   51,782

   52,544

   53,589

   55,122

   56,150

   57,272

7

         51,793

   52,569

   53,854

   54,645

   55,733

   57,326

   58,346

   59,564

8

         53,865

   54,672

   56,007

   56,832

   57,962

   59,620

   60,731

   61,946

9

         56,020

   56,858

   58,248

   59,105

   60,281

   62,003

   63,161

   64,424

10

         58,260

   59,133

   60,578

   61,469

   62,692

   64,485

   65,687

   67,000

11

         61,245

   62,164

   63,713

   64,669

   65,639

   67,272

   68,281

   69,305

12

66,262

67,256

68,265

69,963

71,012

72,077

13

68,912

69,945

70,995

72,762

73,853

74,961

14

71,669

72,743

73,835

75,672

76,808

77,958


EXTRA-CURRICULAR ACTIVITY SCHEDULE – Athletics

 

POSITION

2008-2011

 

     

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

 

 

 

 

 

 

Head 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

2008-2011

 

     

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

 

2008-2009

2009-2010

2010-2011

 

 

High School Student Council Advisor

$2,940

$3,014

$3,089

 

 

 

 

 

 

 

 

High School Yearbook Advisor *

$4,353

$4,462

$4,574

 

 

 

 

 

 

 

 

Senior Class Advisor

$2,239

$2,295

$2,352

 

 

(per class)

 

 

 

 

 

 

 

 

 

 

 

Junior Class Advisor

$1,492

$1,529

$1,568

 

 

(per class)

 

 

 

 

 

 

 

 

 

 

 

Sophomore Class Advisor

$757

$775

$795

 

 

(per class)

 

 

 

 

 

 

 

 

 

 

 

Freshman Class Advisor

$757

$775

$795

 

 

(per class)

 

 

 

 

 

 

 

 

 

 

 

Middle School Choral Director

$757

$775

$795

 

 

 

 

 

 

 

 

Middle School Student Council Advisor

$1,138

$1,166

$1,195

 

 

 

 

 

 

 

 

High School Drama Coach

$1,244

$1,275

$1,307

 

 

(per play, maximum of 2 plays)

 

 

 

 

 

 

 

 

 

 

 

Middle School Drama Coach

$1,244

$1,275

$1,307

 

 

(per play, maximum of 2 plays)

 

 

 

 

 

 

 

 

 

 

 

High School Assistant Drama Coach

$621

$637

$653

 

 

(per play, maximum of 2 plays)

 

 

 

 

 

 

 

 

 

 

 

Middle School Assistant Drama Coach

$621

$637

$653

 

 

(per play, maximum of 2 plays )

 

 

 

 

 

 

 

 

 

 

 

Ashby Elementary Drama Coach

$1,244

$1,275

$1,307

 

 

(per play, maximum of 2 plays)

 

 

 

 

 

 

 

 

 

 

 

High School Student Store Advisor

$1,509

$1,546

$1,585

 

 

 

 

 

 

 

 

High School Music Choral Director

$3,236

$3,317

$3,400

 

 

 

 

 

 

 

 

High School Music Band Director

$5,628

$5,769

$5,913

 

 

 

EXTRA-CURRICULAR ACTIVITY SCHEDULE

 

POSITION

2008-2009

2009-2010

2010-2011

 

 

 

 

Assistant, Marching Band

$1,775

$1,820

$1,865

 

 

 

 

 

 

 

 

 

 

High School Mathematics Team Coach

$1,343

$1,376

$1,411

 

 

 

 

 

 

 

 

 

 

High School Newspaper Advisor

$1,625

$1,666

$1,707

 

 

 

 

 

 

 

 

 

 

Color Guard  Coach

$1,184

$1,213

$1,244

 

 

 

 

 

 

 

 

 

 

Central Treasurer of Student Activity Acct.

$1,681

$1,723

$1,766

 

 

 

 

 

 

 

 

 

 

Middle School Student Store

$1,248

$1,280

$1,312

 

 

 

 

 

 

 

 

 

 

Middle School Yearbook

$1,248

$1,280

$1,312

 

 

 

 

 

 

 

 

 

 

Middle School Music Band Director **

$3,049

$3,125

$3,203

 

 

 

 

 

 

 

 

 

 

High School National Honor Society

$2,329

$2,387

$2,447

 

 

 

 

 

 

 

 

 

 

High School Debate Team Advisor

$1,244

$1,275

$1,307

 

 

 

 

 

 

 

 

 

 

Curriculum Committee Chairperson

$1,025

$1,051

$1,077

 

 

 

 

 

 

 

 

 

 

After School Detention Per Hour

$25

$25

$25

 

 

 

 

 

 

 

 

 

 

Intramurals Per Hour

$25

$25

$25

 

 

 

 

 

 

 

 

 

 

SADD Advisor

$610

$626

$641

 

 

 

 

 

 

 

 

 

 

Best Buddies Advisor (New)

$500

$513

$525

 

 

 

 

 

 

 

 

 

 

These stipends will be awarded annually for the duration of the contract.

 

 

 

 

 

 

 

 

 

 

 

* If a yearbook class is scheduled into the advisor's teaching schedule, the stipend will be reduced.

 

 

 

 

 

 

 

 

 

** The Middle School Music Band Director stipend does not include in its duties and

 

     responsibilities required 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) and guardians

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. 

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.

 


 

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 4 evening meetings at grades K – 8, and 3 at the High School scheduled for the school year, shall be voluntary. 

 

Grade Level

Pre K – 2

3 -5

 

Middle School

High School

 

Parent conferences

2

2

2

 

Open House

1

1

1

2

Grade level activity

1

Curriculum

night 1

1

1 (program of studies or community)

 

2.      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.

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

                 

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


ARTICLE 8 – TEACHING CONDITIONS

 

A.    Definition of the School Year

 

1.      The school year extends from September 1 through June 30 of the next year. The school calendar shall be established within this period and shall be approved by the School Committee not later than April 15 of the preceding school year

 

2.      The school year will exceed the 180 school year by:

(a)    Four (4) days for professional status teachers (184)

·         HS teachers will have 1 pd day between semesters, after exams

·         K-8 teachers will have 1 additional day before the start of the school year for site based activities in grade level or departmental curriculum planning (beginning in 2009)

(b)   Five (5) days for non professional status teachers (185)

·         In addition to the above days, all non professional status teachers will have 1 additional pd day with the Assistant Superintendent or Mentoring

(c)    Seven (7) days for newly hired teachers (beginning 2008 – 2010) (187)

·         In addition to the above days, newly hired teachers will have 2 days for mentoring

 

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)       The workday for teachers shall begin 15 minutes before the student day and end 15 minutes after the normal student dismissal time.

(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.

2.      Curriculum Days

(a)       On 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)       No scheduled teacher meetings or professional development sessions will be held on Fridays or on days prior to school recess (i.e. vacation, holidays) on those days; teachers may leave immediately following student dismissal. 

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.      All teachers shall have a duty free period of at least 25 minutes during cafeteria serving hours in their respective buildings. 

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 5, and lunch aides shall be provided for grades 6 through 8.

 

E.     Duties

1.      Teachers without homerooms may be assigned to bus arrival/dismissal and corridor duty on a rotating basis.

 

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.

 

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 block schedule 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.       Professional Development

  1. Reimbursement for Professional Development

(a)    The District will pay the reasonable expenses (registration fee, and substitute, if necessary) incurred by teachers who attend one or two–day workshops, seminars, conferences or other professional improvement sessions at the request of and/or with advance approval of their Principal and the Superintendent.

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:

 

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

 

(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. The committee will provide a status report to the superintendent and association president in January 2009. A final draft of the revised evaluation process will be submitted to the superintendent and the president of the association by May 15, 2009.

 

J.       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.      If there is to be a reduction in the number of staff positions:

 

(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)   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.

(h)   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.

 

K.    Transfers   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

           

1.      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 administration.

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

 

2.      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.

 

3.      Voluntary Transfer 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.

 

4.      Involuntary Transfer is a process initiated by the administration in order to fill a teaching vacancy with in 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)   To ensure universal access to teaching vacancies, all vacancies will be posted on the district’s website.

(c)    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.

 

5.      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.

 

 

L.         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.

 

M.        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.

 

 

 

 


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, accidents or death 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 employee,s 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 60 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.      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.

 

5.      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.

 

6.      Previously accumulated sick leave shall be restored to all teachers returning from a leave of absence.

 

7.      Prior to the opening of the school year in September, each teacher will be informed in writing of the number of unused sick leave days accumulated from previous years to be added to the ones becoming available for the coming school year.

 

  1. 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:

(a)    The Sick Leave Bank draw for Non-Professional Status Teachers will cap at 10 days maximum each year.

(b)   Sick Bank days may be granted only for the applicant's extended disability resulting from illness or accident.

(c)    Complete usage of all accumulated or accrued sick leave.

(d)   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.  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.

(e)    In administering the bank, the Sick Leave Bank Committee shall not countenance a recipient's undue delay in processing retirement or other termination of employment because of disability or illness and may consider, at any time, a prior grant of bank days.

(f)    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.

(g)   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

(h)   Only those teachers who are new to the system or did not contribute to the bank previously shall contribute one day to the bank.

(i)     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. In each succeeding year, the Association shall notify the members of the bargaining unit by October 1 if additional contributions to the bank will be necessary during the school year.

 

  1. 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.

 

  1. 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.

  

E.     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 will 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.

 


F.      Bereavement

1.      In addition to the provisions of Article 10, full time teachers will be allowed up to three 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, child, mother, father, sister, brother, grandparent, mother-in-law, father-in-law, or person actually living in the employee's household.

3.      These three 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 a teacher's aunt, uncle, niece, nephew, or the grandparent of the spouse 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.

 

G.    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 period, in addition to leave available under the FMLA, to:

(a)    participate in school activities directly related to the educational advancement of a son or daughter of the employee, such as parent-teacher conferences or interviewing for a new school;

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

(c)    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.

 

H.    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.

 

I.       Professional Leave

  1. Each teacher may be granted at the discretion of the Superintendent not more than two professional visiting days each year for the purpose of visiting other schools or attending meetings or conferences of an educational nature. 
  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.

 

J.       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 weeks 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.

 

3.      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)

 

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/his 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 be 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

 

A committee comprised of elementary, middle and high school teachers and district administration will continue to review and revise the teacher evaluation process. The committee will provide a status report to the superintendent and association president in January 2009. A final draft of the revised evaluation process will be submitted to the superintendent and the president of the association by May 15, 2009.

 

A.    Supervision and/or evaluation of teachers will be conducted openly and with full knowledge of the teacher.  Teachers will be given a copy of any written report relative to teaching effectiveness in the classroom.  Said report will be given to the teacher within ten school days of any supervisory or evaluation visit.  If a teacher's service is rated as unsatisfactory in any respect, the administrator/s or supervisor/s preparing the rating must confer with the teacher, explain the rating in writing, and plan cooperatively for improvement within 15 school days of the visit, which initiated the report.  Should the above condition not be met, such report will become invalid and removed from all files pertaining to the teacher in question.

 

1.      Standardized test results shall not be considered as part of a teacher's evaluation.

 

2.      "A teacher shall be informed if a visit by any employee of the district charged with supervising or evaluating said teacher is a visit for the purpose of evaluation.  Said evaluation shall be subject to the provisions of Section A above, unless a teacher has agreed, in writing, to waive such restrictions."

 

B.     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.

 

C.     No material derogatory to a teacher's conduct, service, character or personality will be placed in his/her evaluation 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.

 

D.    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.

 

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

 

G.    Teachers will normally be evaluated only by the Superintendent, Associate Superintendent, Assistant Superintendent, Director of Curriculum and Instruction, Building Principal, Assistant Principal, and Department Head to whom they are assigned or other administrator to whom they are assigned.

 

H.    Any teacher who receives a written evaluation shall have up to seven 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.)

 

I.       Principles of Effective Teaching:  Teaching Performance Standards is attached to this contract agreement as Appendix D.



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.  During the months of July and August, written notice of any such vacancy shall be given to those teachers who leave self–addressed envelopes at the Superintendent's Office prior to the close of school.  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.

 

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 - EARLY RETIREMENT SEVERANCE

A.    Conditions

1.      This early retirement/severance benefit terminates at the end of 2011 school year and will no longer be a benefit.

 

2.      Any teacher who has taught for twenty (20) years and at least the last ten years in the NMRSD shall be eligible to apply.

 

3.      The teacher must file a written application with the Superintendent by November 1 of the school year in which the teacher intends to retire to be eligible for the lump sum payment, which shall be payable on or after the following July 1.

 

4.      An eligible teacher shall receive a lump sum payment based upon the following percentages of the base salary:

           

School Year

Percentage

2008-2009

20%

2009-2010

10%

2010-2011

10%

           

 

5.      It is understood that giving of a notice of intent to retire pursuant to this provision is irrevocable for a teacher entitled to retire pursuant to Section 5, below, and the teacher giving such notice shall be required to retire at the conclusion of the school year in which the notice of intent to retire is given.

 

6.      Seven (7) teachers will be entitled to retire pursuant to the provisions of this article. 

 

7.      If the number of applicants exceeds the number of positions funded, then selection will be made based on seniority in the District.  If necessary, ties in date of seniority will be broken by a lottery.


ARTICLE 14 - LONGEVITY

A.    Conditions

 

  1. For the first year of this agreement (2008-2009), the current “grandfather longevity” will remain in place for those who are receiving this compensation.
  2. Beginning the second year of this agreement (2009-2010) longevity will be applied as follows:

 

Year 2

Year 3

YRS

AMT

YRS

AMT

15-19

$500

15-19

$750

20-24

$750

20-24

$1,000

25-29

$1,000

25-29

$1,250

30+

$1,250

30+

$1,550

 

  1. In the second and third years of this agreement teachers, who are currently receiving the grandfathered longevity will continue to receive the grandfathered amount if it is greater than the proposed amount.
  2. 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:  (4%)

Year

Step 1

Step 2

2008-2009

$23.77

$26.23

2009-2010

$24.73

$27.28

2010-2011

$25.71

$28.37

           

     

                                               

 

           

(b)   Effective beginning in September 2008, a Title I Teacher who is hired as a classroom 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, if hired as a classroom teacher, 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 –TUITION REIMBURSEMENT

 

A. Current conditions (2008-2009 School Year)

  1. For the first year of this agreement the Committee shall reimburse each teacher up to a maximum of seven hundred dollars ($700.00) for courses, provided that the Committee shall not be required to expend more than forty-five thousand ($45,000) to fund this provision. The following conditions must be met to receive reimbursement:

(a)    Courses approved in advance by the Superintendent

(b)   Courses meet the criteria set forth in this Agreement

 

  1. During the first year of this Agreement, the available funds will be reimbursed in the following manner:

(a)    One-third (1/3) of the funds will be reimbursed for courses taken in the fall, one-third (1/3) in the spring, and one-third (1/3) in the summer.

(b)   In the event that the above amount is insufficient to satisfy the requests of all applicants, applicants shall be reimbursed on a pro rata basis. 

(c)    At the end of the year, if funds remain, teachers will be reimbursed for in-district courses taken for college credit providing they have filled out the appropriate paperwork.

 

B.  Beginning in 2009-2010 School Year:

  1. The Committee shall reimburse each teacher up to a maximum of eight hundred dollars ($800.00) each year for courses, provided that the Committee shall not be required to expend more than sixty–four thousand dollars ($64,000) to fund this provision. The following conditions must be met to receive reimbursement:
    1. Courses are approved in advance by the Superintendent
    2. Courses meet the criteria set forth in this Agreement

 

  1. During the second and third years of this Agreement, the available funds will be reimbursed in the following manner:
    1. The fund will be divided into three reimbursement periods:

Semester

Amount

Summer

$30,000

Fall

$17,000

Spring

$17,000

    1. To be eligible for reimbursement, requests must be submitted to Central office no later than  two weeks after the receipt of the official grade transcript
    2. Any remaining money in the pool following the first round of reimbursements will be carried over to the next reimbursement period. 
    3. In the event that the above amount is insufficient to satisfy the requests of all applicants, applicants shall be reimbursed on a pro rata basis.
    4. Teachers must notify central office if a pre-approved course is not taken.  

 

  1. Each Bargaining Unit Member will be eligible to receive reimbursement of the tuition and fees for pre-approved courses completed with a passing grade of B or better up to a maximum of eight hundred dollars ($800.00) per year, subject to the following conditions:
    1. The Superintendent of Schools or his/her designee must approve all courses in advance.
    2. A final grade report along with payment verification must be submitted to the Superintendent's office not later than two weeks following the receipt of the official grade transcript, to be eligible for reimbursements.
    3. To qualify for reimbursement, Bargaining Unit Members must be actively employed in NMRSD during the school year following the completion of said courses. If a bargaining unit member, of their own volition, fails to return to the employ of NMRSD full reimbursement of all funds awarded to that member must be made within thirty (30) days of the termination date.
    4. Teachers hired specifically to fill one-year, temporary positions (i.e., to replace a teacher on leave) will not be eligible for tuition reimbursement.

Except, as amended hereby, said Agreement shall remain in full force and effect, subject to all the terms and conditions as set forth therein.

 

IN WITNESS WHEREOF, the parties hereunto set their hands and seal this X day of

X, 2008

 

 

NORTH MIDDLESEX REGIONAL SCHOOL DISTRICT SCHOOL COMMITTEE

 

 

                                                                                                                                   

 

                                                                                                                                   

 

                                                                                                                                   

 

                                                                                                                                   

 

                                                                                                                                   

 

                                                                                                                                   

 

                                                                                                                                   

 

                                                                                                                                   

 

 

 

NORTH MIDDLESEX REGIONAL SCHOOL DISTRICT TEACHERS’ ASSOCIATION

 

 

                                                                                                                                   

 

                                                                                                                                   

 

                                                                                                                                   

 

                                                                                                                                   

 

           


 

 

APPENDIX

 

 

 

Teacher Payroll Schedule

Guidelines for In-service Education Requests

Forms

 

 

 

 


 

Appendix A: Payroll Dates

 

2008-2009

2009-2010

2010-2011

7/10/2008

7/9/2009

7/8/2010

7/24/2008

7/23/2009

7/22/2010

8/7/2008

8/6/2009

8/5/2010

8/21/2008

8/20/2009

8/19/2010

9/4/2008

9/3/2009

9/2/2010

9/18/2008

9/17/2009

9/16/2010

10/2/2008

10/1/2009

9/30/2010

10/16/2008

10/15/2009

10/14/2010

10/30/2008

10/29/2009

10/28/2010

11/13/2008

11/12/2009

11/11/2010

11/27/2008

11/26/2009

11/25/2010

12/11/2008

12/10/2009

12/9/2010

12/25/2008

12/24/2009

12/23/2010

1/8/2009

1/7/2010

1/6/2011

1/22/2009

1/21/2010

1/20/2011

2/5/2009

2/4/2010

2/3/2011

2/19/2009

2/18/2010

2/17/2011

3/5/2009

3/4/2010

3/3/2011

3/19/2009

3/18/2010

3/17/2011

4/2/2009

4/1/2010

3/31/2011

4/16/2009

4/15/2010

4/14/2011

4/30/2009

4/29/2010

4/28/2011

5/14/2009

5/13/2010

5/12/2011

5/28/2009

5/27/2010

5/26/2011

6/11/2009

6/10/2010

6/9/2011

6/25/2009

6/24/2010

6/23/2011

 

 

 

 

 


 

Appendix B: GUIDELINES FOR IN-SERVICE EDUCATION REQUESTS

 

 

In using the attached form, please remember the following:

 

¨      Pre-approval is required from the principal and the Assistant Superintendent of Schools

                             

¨      Credit will be considered for in-service participation for hours after the school day

 

¨      Credit will be considered for in-service participation beyond the teacher work year.

¨      Currently ten (10) in-service hours equal one (1) credit.

¨      No more than 20 credits per teacher can be accrued       

                             

¨      Lane Change Credits (formally know as in-service credits) will be awarded/granted for the following:

 

(a)    Graduate level courses in district or at an accredited college or university, pre approved by the Superintendent.

(b)   Credits conferred by the Superintendent for specific activities (i.e. mentoring or selected in district or out of district workshops).

(c)    There will be a cap of 20 in-service credits during term of employment.  The Teachers Association meetings or conferences are not covered by this section.

 

 

 

 


 

APPENDIX C: FORMS

1.      Course Pre-Approval Requests

2.      Application for Change in Category

3.      Leave Request Form


PRE-APPROVAL REQUEST FORM

COURSE/ PROFESSIOINAL DEVELOPMENT

Adobe Systems

 

Approval is needed for reimbursement or lane change

 

 

REQUEST DATE                                                               

 

NAME OF TEACHER                                                                                         SCHOOL                                             

 

 

COURSE OR ACTIVITY TITLE                                                                                                                     _______

(Attach course/program description)

 

PROVIDER                                                                          ____________ COURSE DATE(S)                                

(College/University/District) 

 

NUMBER OF CREDITS/CONTACT HOURS                                                                                                             

 

NAME OF PROFESSOR / INSTRUCTOR ___________________________________________________

(Please print)

 

VERIFICATION                                                                                                                                                                

Instructor's Signature (for courses other than college/university courses)

 

REASON FOR COMPLETING THIS FORM (please check all that apply)

                   To acquire credits for category change

                   To be reimbursed for tuition for course

 

REASON FOR TAKING THIS COURSE OR ACTIVITY:

                   Candidate for a degree

                   Course required / elective for the degree

   Recertification of teaching license

 

PROGRAM DESCRIBED IS:

PRINCIPAL:

  APPROVED                                                                                                                     

  NOT APPROVED                                                                                                           

 

ASSISTANT SUPERINTENDENT

  APPROVED                                                                                                                     

  NOT APPROVED                                                                                                           

 

 

This form will be returned to the teacher after pre-approval has been granted by the Assistant Superintendent.  It must be resubmitted to the Assistant Superintendent after course completion with the instructor's verification of attendance.

 


CENTRAL OFFICE USE ONLY

 

VERIFYING SIGNATURE                                                                                                                                              

 

NUMBER OF CREDITS AWARDED                                                            

 

COMMENTS:  (if any)

A copy of this form will be sent to you when credits have awarded.


 

Adobe SystemsNORTH MIDDLESEX REGIONAL SCHOOL DISTRICT

APPLICATION FOR CHANGE IN CATEGORY

 

Important Information:  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.  All changes in professional category become effective in September.  If there is any doubt about gaining required credits for anticipated professional category change, it is in your best interest to file an application with the understanding that change will be approved subject to official proof of necessary credits by September.

 

 

Name:

 

Date:

School:

 

Present Category:

Professional Category Requested for September 20__:

 

                                                                                                                         

SUPPORTING DATA

 

A.      Graduate courses and/or workshops completed and approved in advance by the Superintendent that have been taken since your present professional category was determined should be listed below.  Any graduate courses taken prior to the establishment of your present professional category that were not approved in writing and in advance by the Superintendent may not be recognized, i.e. credited toward a change in professional category.

 

 

Supt. Approved

Courses/Workshops

Institution

Date Completed

Credits Earned

1.

 

 

 

 

 

2.

 

 

 

 

 

3.

 

 

 

 

 

4.

 

 

 

 

 

5.

 

 

 

 

 

6.

 

 

 

 

 

7.

 

 

 

 

 

8.

 

 

 

 

 

9.

 

 

 

 

 

10.

 

 

 

 

 

11.

 

 

 

 

 

12.

 

 

 

 

 

 

Action Items:

 

Application Received In Superintendent’s Office:

Date

 

Application Tentatively Approved:

With the understanding that official transcripts must be received in Central Office before September 15th.

Date

Superintendent’s Signature:

Final Approval Granted:

Acknowledging receipt of official records (prior to September 15th) verifying completion of course work and credits.

Date

Superintendent’s Signature:

Application Not Approved:

See attached letter stating reason(s).

Date

Superintendent’s Signature:

 

 

 


 

Adobe SystemsNORTH MIDDLESEX REGIONAL SCHOOL DISTRICT

LEAVE OF ABSENCE REQUEST FORM

 

 

 

Name of Employee:

 

Building

 

Date of Request:

 

Date of Leave: (from/to)

 

Type of Leave:

(check off as many as apply)

[   ] Maternity*

[   ] Sick**

[   ] FMLA*

[   ] Personal

[   ] Bereavement

[   ] Military

[   ] Sabbatical*

 [   ] Jury Duty

[   ] Without Pay

[   ] Professional

Reason for Request:

 

Building Level Administrator  Approval

Date:

 

*Attach original request letter

**Attach Note (from doctor) if applicable

For Office Use Only

Granted:

Yes: [  ]

 

No:  [  ]

Explain: 

Signatures/Date:

Name of Substitute:

(if applicable)

          Routing

Superintendent

 

HR

 

Sent to Payroll:

Date:

 

 

Payroll:

 


Index


A

Adoptive Leave, 42

Appendix, 54

Association Leave, 40

Athletic Coaches, 16

B

Benefits, 17

Bereavement, 39

C

Class Size, 29

Compensation, 12

Conditions For Course Credit, 13

Counselors, 25

Curriculum Days, 28

D

Dental Insurance, 17

Department Heads, 15

District Tutors, 48

Dues Deduction, 11

Duties, 29

E

Early Retirement/Severance Benefit, 46

Evening Meetings, 26

Extended Child-Rearing Leaves, 41

Extension Of Short Term Leave, 41

Extra–Service Activity, 16

F

Faculty Meetings, 25

Family Leave, 41

G

Grievance, 7

H

Health Insurance, 17

I

Intra-Building Reassignment, 34

Involuntary Transfer, 33

J

Jury Duty, 39

L

Lane Change Credits, 14

 

 

Librarians/ Media Specialists, 16

Life Insurance, 17

Long Term Disability, 17

Longevity, 47

Lunch, 29

M

Master’s Equivalency, 13

Mentoring, 31

Mileage, 34

P

Payroll Dates, 55

Personal Leave, 38

Preparation Periods, 29

Professional Development, 31

Professional Leave, 40

R

Reduction In Staff, 32

Reimbursement For Professional Development, 31

Resignation, 27

Retirement Benefit, 38

S

Scheduling, 29

School Day, 28

School Psychologists, 15

School Year, 28

Seniority, 32

Short-Term Maternity Leave, 41

Sick Leave, 36

Sick Leave Bank, 37

Step Increments, 13

Stipend Positions, 14

Supervision And/Or Evaluation Of Teachers, 43

T

Teacher /Parent  Meetings, 26

Teacher/Parent Conferences, 26

The Small Necessities Act, 39

Title One Teachers, 48

Transfers, 33

Tuition Reimbursement, 51

V

Vacancy, 45

Voluntary Transfer, 33

W

Workday, 28

Workers’ Compensation, 37