North Shore RVTSD

Show detailed information about district and contract

DistrictNorth Shore RVTSD
Shared Contract District
Org Code8540000
Type of DistrictVoc-Tech/Agricultural
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersNorth Shore RVTSD
CountyEssex
ESE RegionNortheast
Urban
Kind of Communityeconomically developed suburbs
Number of Schools1
Enrollment451
Percent Low Income Students34
Grade Start9
Grade End12
download pdf version of this document view accessible version of this document North Shore Regional

AGREEMENT BETWEEN THE NORTH SHORE REGIONAL VOCATIONAL SCHOOL DISTRICT SCHOOL COMMITTEE

AND

NORTH SHORE EDUCATIONAL ASSOCIATION From July 1, 2010 to June 30, 2013



The North Shore Regional Vocational School District School Committee (hereinafter referred to as the "District" or "Committee", and the North Shore Educational Association (hereinafter referred to as the "Association"), have entered into this Agreement effective as of July 1, 2010.

 

In consideration of the mutual promises and covenants herein contained, the District and the Association do hereby agree as follows:

 

I.          RECOGNITION

 

A.         For the purpose of collective bargaining with respect to wages, hours, and other
terms and conditions of employment in the negotiating of collective bargaining
agreements, the District recognizes the Association as the exclusive representative of
all full and half-time classroom teachers and vocational teachers, including long-term
substitutes (subject to Article V), librarians, school nurses, guidance counselors,
adjustment counselors, coaches and advisors who are also teachers, excluding
administrators, and all other employees. In this document the word teacher refers to
all personnel listed above.

 

B.         It is understood that nothing contained in this Article shall be construed to prevent
the District or any official of the District from meeting with an individual or
organization to hear views on any matters. When such matters so presented are
proper subjects of collective bargaining, any changes or modifications shall be made
only through negotiations and agreement with the Association.

 

II.         DISTRICT RESPONSIBILITY AND AUTHORITY

 

A. The District is a public body established under and with powers provided by the statutes of the Commonwealth of Massachusetts and nothing in this Agreement shall be deemed to derogate from the powers and responsibilities of the District under said statutes of the Commonwealth or the rules and regulations of agencies of the Commonwealth.

The District retains those rights, powers, and duties it now has, may be granted or have conferred upon it by law. The judgment of the District School Committee will prevail, unless a specific contract provision applies. By way of example, but not limitation, the District retains the following rights: to determine educational policy; to determine the equipment to be used in the performance of duty; to layoff teachers i n the event of reorganization or reduction in force resulting from declining enrollment or other budgetary reasons subject to Association rights under M.G.L. Chapter I50E, Chapter 71, Section 42, and this agreement; to take actions necessary to comply with federal or state law, regulations or mandates; to take actions it deems appropriate to carry out its responsibilities in situations of emergency; to dismiss, demote, suspend or discipline teachers consistent with M.G.L. c. 71, Sections 42, 42D, and this agreement. The failure to exercise any management right shall not be deemed a waiver.

C.         The District has the sole and exclusive right and responsibility to promulgate any
reasonable rules and regulations pertaining to the teachers covered by the
Agreement as long as such rules and regulations will not be exercised so as to
conflict with any specific provisions of this Agreement, nor to conflict with any statute
of the Commonwealth or any regulation of any agency of the Commonwealth.

D.         Nothing in this Agreement shall be construed to limit the right of administrative
personnel to maintain course instruction.

 

E.         The District may require a medical examination of any member of the bargaining unit
should there exist a reasonable question with regard to the teachers ability and
fitness to perform his or her duties in a satisfactory manner. The physician
conducting the examination shall be selected by the District, with the cost borne by
the District. The teacher shall have the right to submit the results of an
accompanying examination by a physician of his/her choice, with the cost borne by
the teacher. The results of this additional examination will be given due
consideration by the District. All physician reports shall be returned to the
Superintendent-Director or Principal and the teacher.

 

III.       TEACHERS' RIGHTS

A.         No teacher with professional status shall be suspended, reduced in rank or
compensation, or dismissed without good and substantial reason; nor shall any such
action be dispensed in an arbitrary or capricious manner.

Teacher dismissals shall be handled in accordance with any applicable provisions of M.G.L. Chapter 71, Section 42. Teacher suspensions shall be handled in accordance with the provisions of M.G.L. Chapter 71, Section 42D.

B.         Any teacher who has the reasonable expectation that a meeting with an
administrator, which is about to take place or is in progress, may lead to disciplinary
action against him/her, may request a postponement or recess of the meeting to
permit the teacher to secure Association representation. This postponement will not
exceed two hours, unless representation cannot be located within the two-hour limit
because of the end of the workday, in which case the meeting may be postponed to
the next business day. The aforementioned postponement or recess shall in no way
limit the District's right and ability to deal with emergency situations or with
situations affecting the health and safety of students or employees. The recess or
postponement provision will not apply in cases where the District has given the
employee at least two hours written notice of the meeting, where such notice
indicates either that discipline may result, or that Association representation is
permitted.

 

IV.        ASSOCIATION ACTIVITY

 

A.         The Association agrees that, during the teachers' school day, its members will
engage only in legitimate Association activities that are not disruptive to the
educational process. The President of the Association or his/her designee may, on
occasion, be required to leave a class temporarily in order to fulfill the lawful
obligations of the exclusive representative of the members of the bargaining unit.
The President of the Association shall notify the Principal of the date, time, and
location of all Executive Board and General Membership Meetings. No material,
equipment, or supplies belonging to the District shall be used in any political
campaign or union activity whatsoever.

B.         Should the leadership of the Association or any member of the bargaining unit
involved in a meeting with an administrator or supervisor determine that the
business of such a meeting may be subject to collective bargaining, the Association
may exercise its right to send a representative to attend the meeting as an observer.

Said representative of the Association will identify him/herself as such, prior to the meetings convening.

 

C.         The District shall designate space at which a bulletin board may be erected
exclusively for Association purposes. All such postings shall be made by or at the
direction of and over the signature of a designated official of the Association who
shall furnish copies of all postings and said materials to the Principal prior to the time
of posting for the school records. The parties shall not permit any postings of an
illegal or prohibited nature or any material derogatory to the District or its
employees.

 

D.         The use of the bulletin boards shall be restricted to activities of the Association for
the following purposes only:

1.             Notice of recreational, social, and educational activities.

2.             Notice of the election of Association officers and representatives, and the results of such elections.

3.             Notice of Association meetings.

4.             Charitable fund raising activities.

 

E.         The Association shall have the right to reasonable use of the teacher mailboxes.

F.          The President of the Association shall be released from all ancillary duties, such as
lunch, detention, bus, and/or homeroom duty.

 

V.       SALARIES

 

A. Teachers shall be paid every other week by one of three methods chosen by the teacher:

1.            Each payment equaling 1/21 of the teacher's annual salary for twenty-one (21) pay periods starting the second week of the school year. The final check shall be made available on the last workday.

2.            The first twenty-one (21) payments starting the second week of the school year to equal 1/26 of the teacher's annual salary and the last payment to equal 5/26 of the teacher's annual salary will be paid on the last workday.

3.            In twenty-six (26) equal installments starting with the second week of the school year in September and continuing through August.

4.            All teachers shall be paid in accordance with the attached Salary Schedule, Appendix A.

5.            Teachers who are absent without cause shall not be paid for the days in question. Their pay shall be reduced at the rate of 1/180 of their annual salary for each day absent.

6.            All stipends and compensation paid for additional duties shall be in accordance with the attached Appendix B. Department Coordinators shall be paid with the regular payroll. Coaches will be paid on the next regularly scheduled payday following the end of each regular season, if all coaching duties & responsibilities are completed to the satisfaction of the Athletic Director or his designee. Class advisors and advisors to other student activities shall be paid on the next regularly scheduled payday following

December 1 and May 31.

7.      In making appointments to stipended positions covered by this Agreement, the following procedures will be employed.

a.         All positions will be posted.

b.         Full and half-time teachers covered by this Agreement will be given
preference in appointments to stipended positions. However, with
respect to coaching positions only, non-unit candidates who present
demonstrably better qualifications than unit candidates may be
appointed if, in the judgment of the Superintendent-Director, such
appointment is in the best interest of the students to be coached.

c.         Individuals holding administrative positions with North Shore
Regional Vocational School District will not be considered for
stipended positions covered under this Agreement.

 

8. Job descriptions for stipended positions covered by this Agreement shall be developed and updated by a committee of representatives from the administration and the Association, with decisions reached by consensus. Job descriptions shall be submitted to the District School Committee for approval. Any changes requested by the Committee shall be resubmitted to the Association for its concurrence.

B. 1. Upon the hiring of a teacher, the Superintendent shall be able to negotiate the placement of the teacher on the Salary Schedule, not to exceed the teacher's education and experience.

2. Academic teachers must be licensed in the area in which they are going to teach before being appointed. Vocational teachers must be approved or approvable in the area in which they are going to teach before being appointed, but must receive their provisional approval by the end of their first teaching year, and must receive their full approval within three (3) years after their first appointment.

3.             Credits required for the Provisional License with Advanced Standing, for academic teachers, and the first twenty-four (24) credits required for full vocational approval for vocational teachers, will not be used for purposes of placement or movement on the salary scale. Credits for courses taken prior to employment by the Committee must be presented to the Superintendent-Director for evaluation and approval for initial salary placement.

4.             After initial placement, teachers shall advance one (1) step on the salary scale for each year of satisfactory service until they reach maximum. Guidelines for such advancement shall be contained in Articles VIII and XIII of this Agreement.

 

5.            Within thirty (30) days of a teacher's hiring by the Principal, the President of the Association shall be provided with the name of the teacher, a brief history of employment and educational background, and the teacher's placement on the salary scale. The same information shall be provided to the District School Committee at the next scheduled meeting of the Committee, and the teacher's name and salary placement shall be read into the minutes of the meeting.

6.            Teachers who expect to advance horizontally on the Salary Schedule shall notify the Superintendent-Director of their intent, in writing, prior to the January 1 preceding the beginning of the school year in which the column movement is to take place.

 

7. All documentation supporting all column moves for the current school year must be submitted on or before the Monday before Labor Day. If not submitted on time increase will only become effective the following school year with no retroactive pay.

C. The base annual salaries of teachers who have attained ten (10) or more years of continuous active service to the District shall be increased non-cumulatively above the amount specified in Appendix A according to the following formula:

 

The aggregate of the number of years of service to the District in any capacity and the teacher's age on September I of the current school year will be calculated. Increases in the teacher's base salary will be established according to the following

scale:


Total of age And years of Service

Percent increase in base salary


70 75

80 85+

2% 3% 4% 5%


Teachers must notify the Superintendent-Director of longevity eligibility and increases by January 1 of the previous year.

Previously taken maternity leave(s), leave(s) of absence taken under the terms of Article X, Section J (Leave of Absence), involuntary leave(s) under Article XIV (Reduction in Force), and/or other leaves of absence approved either by the Superintendent-Director and/or by the District School Committee, shall not be considered to have interrupted consecutive years of employment. However, a teacher on any of the aforementioned leaves for more than ninety (90) consecutive days in one school year shall not include that school year in the accumulation of the required number of consecutive years needed to qualify for the adjustments delineated above.

 

D.      Substitutes.

Substitutes are not covered under this Agreement, and their wages and working conditions will not be governed by this Agreement except as follows:

1.            A substitute teacher who is licensed in the area in which he/she is teaching, and has already been responsible for the classes of the same teacher ninety (90) days shall, commencing on the 91st day, be paid in accordance with the appropriate Column and Step of the Salary Scale set forth in this Agreement.

2.            All substitutes who do not meet the definition set forth above will be paid as determined by the District pursuant to District policies.

3.            All substitutes will have all of their benefits and working conditions, other than pay, determined by the District pursuant to District policies.

4.      "Days" for the purposes of this provision shall refer to school days. VI.    GRIEVANCE PROCEDURE

A. All employees are encouraged to discuss differences of opinion with their immediate supervisors on an informal basis, but, for the purposes of this Agreement, a contract grievance shall be defined as a complaint by a teacher of an alleged violation of a specific term or provision of this Agreement.

 

Step 1

Within ten (10) school days following the occurrence of the event or condition which occasioned the grievance, or following the date by which the grievant might reasonably be expected to have known of the event or condition, whichever is later, the grievant must file with the Principal a written contract grievance giving a summary of the facts involved, the provisions of the Agreement allegedly violated, specifying how the provision was violated and the relief desired.

 

The Principal shall establish a meeting time with the involved teachers and notify the President of the North Shore Educational Association in writing of the scheduled meeting. The Principal shall meet with the teachers, investigate, and reply within ten (10) school days of receipt of the written contract grievance.

 

Step 2

If the matter is still not resolved, the grievance shall, within five (5) school days, be submitted to the Superintendent-Director. The Superintendent-Director shall establish a meeting time with the involved teachers and notify the President of the North Shore Educational Association in writing of the scheduled meeting. The Superintendent-Director shall meet with the teachers, investigate, and reply within ten (l0) school days.

 

Step 3 (Non-disciplinary grievance)

 

If the teachers still feels the grievance is unresolved, the matter shall, within five (5) school days, be referred to the Chairman of the District School Committee for inclusion on the agenda of the next regularly scheduled School Committee meeting. If the Superintendent-Director's reply is issued within seven (7) days of the next regularly scheduled School Committee meeting and either party requests an extension, the grievance will be placed on the agenda of the following meeting. Normally, grievance hearings will be held during the early part of School Committee meetings.

At that meeting, a teacher may choose Association representation. The Committee shall respond to the grievant and the Association in writing within thirty (30) calendar days following this meeting.

 

Step 3A Grievance Resulting from Disciplinary Action

 

If the grievance is the result of disciplinary action initiated by the administration against a bargaining unit member, the grievance proceeds directly to step 4 where the Association may invoke arbitration within twenty (20) school days of the step 2 response.

Step 4

Within twenty (20) school days after the Step 3 response, the Association, but not the individual employee, may invoke arbitration by filing a demand with the American Arbitration Association, with a copy to the District. If the demand is not timely filed in accordance with this provision, the matter shall be considered settled on the basis of the decision last given by the District.

The arbitration shall then proceed in accordance with the Voluntary Labor Arbitration Rules. However, unless the parties otherwise agree, the hearing locale shall be the North Shore Regional Vocational School District.

 

The expenses at such arbitration shall be shared equally by the School Committee and the Association, and the award made, if within the scope of his/her authority and power under this Agreement, shall be final and binding upon the School Committee, the Association, and the aggrieved employee, subject to the rights of either party under Mass G.L. C.150c.

The arbitrator's award shall be in writing and set down his/her findings of fact with reasoning and conclusions. He/she shall arrive at his/her decision solely upon the facts, evidence, and contentions presented by the parties through the arbitration proceeding. The arbitrator shall have no power to add to, subtract from, or modify any of the terms of this Agreement.

The parties may, by mutual agreement, submit more than one pending grievance to the same arbitrator.

B.         At any level the Association shall be advised before final adjustment is made on any
agreements.

C.         Failure of the Committee, the Superintendent-Director, or the Principal to respond
within their respective specified time limits may be construed by the grievant as
unsatisfactory resolution, and the grievant may then proceed to the next level. The
time limits specified by this Article are maximum with both parties recognizing that
grievances should be processed and resolved as quickly as possible. These time
limits may, however, be extended, in a particular situation, by written mutual
agreement.

 

D.         If, in the judgment of the Association, a grievance affects a group or class of
teachers, the Association may, within ten (10) school days following the event or
condition which occasioned the grievance, or following the date by which the
Association might reasonably be expected to have known of the event or condition,
whichever is later, submit such a grievance in writing directly to the Superintendent-
Director, and the processing of such grievance shall commence at Step 2.

 

VII.     GENERAL EMPLOYMENT CONDITIONS

 

A. The work year shall be from the Monday prior to Labor Day to June 30, and shall include a maximum of one hundred eighty (180) teaching days. Teachers shall be required to be present for two (2) additional workdays, contiguous with the aforementioned teaching days. Guidance counselors shall be required to work four (4) days immediately prior to the opening of school and three (3) days immediately following the last day of school. Any time beyond 182 days shall be compensated at a per diem rate at 1/180. New teachers may, however, be required to attend two

(2) additional days of orientation prior to the first scheduled workday. All teachers shall attend an annual Open House, Parents' Night, and Graduation Exercises. All vocational teachers shall be required to attend two (2) Advisory Committee meetings per year. A committee comprised of two (2) administrators and three (3) representatives of the NSEA will meet annually to establish dates for the above-cited activities. If the parties are unable to agree to aspects of the school calendar, then the final decision shall rest with the District. In the case of mid-year changes to the school calendar or schedule, the District shall give notice to the Association, and, upon request, bargain the impacts of such changes. Guidance counselors will be required to attend North Shore Technical High School's college fair and financial aid night.

In the case of early release days or extra workshop days at North Shore, participation by all teachers will be required and sufficient notice given, regardless of assigned location. At the discretion of the Superintendent-Director or his designee, such participation may be waived in order to provide continuity of instruction for the students assigned to said teachers.

 

The School Committee, at its option, may require the attendance of teachers at up to two (2) additional full-day workshops per school year to be held on dates as determined by the Dates Committee, subject to the following limits:

(1)          the dates will be non-school days; and

(2)          only one (1) day may be during the pupil school year, and then not during a traditional school vacation period or holiday. The Committee shall elect whether to include such days as part of its budget process. Accordingly, the Association shall be notified by the last workday in June of the Committee's intent and vote for the following year, but the notice shall not be deemed final until the necessary budgetary approvals have been obtained from the legislative bodies of the member communities. Each teacher attending a full-day workshop shall be compensated at 1/180 of his/her annual salary per day.

 

B. The teachers' work day shall be from 7:45 a.m. to forty-five (45) minutes after the close of school three days per week. The teachers' work day shall be from 7:45 a.m. to fifteen (15) minutes after the close of school on Fridays and on the remaining weekday. In the event that classes are dismissed earlier than the customary time, whether for the Thanksgiving holiday, or for inclement weather, or other cause or emergency, teachers may leave fifteen (15) minutes after student dismissal. The foregoing does not apply on days when in-service workshops are scheduled, or in the event that classes are dismissed due to an act of violence or other crisis where it is essential for teachers to be present to plan for staff response to said event.

Teachers shall make themselves available in their teaching areas on three (3) days per week for extra help and will encourage students to avail themselves of that opportunity. One of these days shall be on a day designated for all teachers in each of the various departments to be available. These designated days shall be determined by the Principal and the respective Department Coordinators after consulting with the teacher's in the departments supervised. The other two days shall be of the teachers choosing. All teachers shall make their students aware of the days on which they are available for extra help.

Teachers who do not have students back for extra help and/or individual discipline and who have fulfilled all other obligations of their position which would require them to remain until 3: 15 p.m. may leave thirty (30) minutes after the close of school on the departmental day back and fifteen (15) minutes after the close of school on the other two extra help days. It is acknowledged that a specific professional or personal obligation may, on occasion, require that a teacher schedule an extra help or individual discipline session on a day other than those regularly scheduled. In this case, the teacher shall notify the Principal with as much prior notice as possible.

 

C.         Teachers may be required to stay until 3:15 p.m., not to exceed two (2) days per
month for curriculum related work, common planning time, or professional
development. The District will apply this obligation equitably to teachers across
instructional areas to the extent consistent with the needs of the District, its
students, and its legal obligations.

D.         Teachers shall have a duty free lunch of at least thirty (30) minutes.

E.         Teaching load shall be as follows, based on an average over a two-week cycle:

Academic teachers                                  6 teaching periods,

2 planning periods per day

 

Career Area teachers                               7 teaching periods,

1 planning period per day

 

 

In developing the schedule the administration will make every attempt to assign student contact in an equitable manner.

Bus duty and cafeteria duty shall be assigned in an equitable manner, including consideration for variations in teaching load.

Teachers who supervise outside projects on a regular basis will not be assigned a homeroom, detention, or other ancillary duties.

 

In the assignment of supervision periods to academic teachers, such periods shall be assigned first to any teachers who have less than a full six (6) period teaching schedule.

 

Special education teachers who teach academic special education subjects (e.g. self-contained English) shall be considered academic teachers. The District will employ its best efforts to assign special education teachers to no more than 60 students over a two-week period and to no more than 25 students as Team chair.

 

Guidance, Adjustment Counselors, Nurses and Librarians shall not be assigned additional supervisory duties.

 

F.      Class coverage

1. At the beginning of each school year, the administration will create a list of teachers who are willing to volunteer to cover unsupervised classes during their planning period(s) at a rate of $25.00 per hour.

2.            When there is a shortage of substitutes, the administration will first assign supervision periods to teachers with less than a full teaching schedule. If such teachers are not sufficient to provide the coverage necessary, the administration will then try to cover the classes from the list of volunteers.

3.            When an emergency exists (an inability to cover classes by both methods described above), the administration may direct a teachers to cover a class. The teachers will be compensated at the above rate.

4.            All supervision requests and assignments in each category under this section shall be done in a fair and equitable manner.

G.         Teachers will be responsible for detaining their own students for classroom or career
area disciplinary purposes. Teachers shall also perform administrative detentions.
Detention duty will be assigned equitably, and individual teachers will not be required
to monitor more than two (2) detentions in a given school year.

 

H.         All practicable measures will be taken to maintain adequate ventilation and to
maintain room temperatures conducive to a comfortable learning environment.

 

I.          Drug and Alcohol Policy

 

1.         The District and the Association acknowledge the strong commitment of the
District to its employees to provide a safe workplace and to establish
programs promoting high standards of employee health. The goal of this
policy is to establish and maintain a work environment that is free from the
effects of alcohol and drug use. The District and the Association further
acknowledge that employees impaired by drugs and alcohol pose a danger to
their fellow employees and to students, and impair their own health and
safety. The parties also recognize that teachers are role models for
students, and must behave accordingly.

2.         The following conduct shall constitute offenses under this section:

a. The possession, use, transfer, manufacture, or sale of any illegal
drug.

b. The possession or use of alcohol during working hours, or at
District sponsored or related events involving students.

c.  Reporting to work after consuming or impaired by drugs or
alcohol.

d. Providing drugs or alcohol to minors.

3.            For the purposes of this Article, prohibited drugs include all substances identified as controlled substances by state or federal laws or regulations. Included among those drugs are marijuana, cocaine, opiates, phencyclidine (PCP), amphetamines, and methamphetamines. Possession of a controlled substance without a doctor's prescription or other legal authorization violates this section and may be illegal.

4.            A teacher who is taking a controlled substance under a valid prescription must check with his or her physician to ensure that the medication will not interfere with the teacher's ability to work safely and efficiently. Teachers must advise the District if any medication is likely to have an impact on the safe and efficient performance of the job.   Abuse of validly obtained prescription drugs will be treated in the same manner as abuse of alcohol. Abuse of prescription drugs in all other cases will be treated as abuse of illegal drugs.

5.            The District has the right to search for alcohol or drugs on District owned or controlled premises, including in desks, closets, file cabinets, toolboxes, lockers, and in District owned vehicles.

6.            Any teacher who violates this policy may be subject to disciplinary action up to and including dismissal, subject to the procedural rights granted under M.G.L. c. 71, s. 42. In an appropriate case, the District may, in its sole discretion, retain a teacher who has violated this section. In such a case, the teacher's continued employment may be subject to certain conditions, which may include participation in a rehabilitation program and/or follow-up drug and alcohol testing.

7.            Seeking help from a rehabilitation program shall not in itself be a basis for discipline. Such a teacher shall in no way be obligated to disclose participation in such a program to any administrator, official, or representative of the District.

 

VIII   EVALUATIONS

 

A.         It is agreed by both parties that standards of teaching effectiveness and student
services effectiveness can be determined and that performance can be judged in
terms of those standards. The primary purpose of evaluation is the continuous
improvement of a teacher's performance to ensure the highest possible level of
educational excellence for the students of the District. The evaluation process must
be flexible enough to provide for differences in staff members' assignments and
personal style and to encourage creativity. Both parties recognize further that it is
also a function of evaluation to provide information on which to base judgments
regarding teaching effectiveness as well as library, guidance, adjustment counselor
and nurse assignment for the purpose of personnel decision-making.

B.         It is the responsibility of the District to establish appropriate evaluation criteria, and
to apply them uniformly. Any changes in the evaluation criteria or format will be
discussed with the Association before being implemented. All aspects of the
evaluation system will be reviewed with new staff members prior to a formal
evaluation.

C.         Any changes made in the evaluation instruments used in the preceding year will be
reviewed with all teachers in September for the purpose of informing them of, and
familiarizing them with, the criteria to be used for evaluation purposes.

D.         All evaluations will be conducted openly and with the full knowledge of the teacher.
Teacher evaluation will include:

1.       classroom and/or career area lesson visitations

1a.     assigned area visitations; observation of the condition of the assigned area and the evaluation of the guidance counselor, adjustment counselor, nurse and librarian's conduct, interpersonal relations, and role in the school at large, not necessarily restricted to assigned settings.

2.           observation of the condition of classroom and/or career areas,

3.           evaluation of the teacher's professional conduct, interpersonal relations, and role in the school at large, not necessarily restricted to classroom settings,

4.           evaluation of the professional educator's course of study.

5.           for special education teachers: evaluation of performance at a team meeting, knowledge of special education laws and procedures, and development of Individual Educational Plans (IEP's)

The Superintendent-Director is responsible for ensuring that all evaluators have training in the principles of supervision and evaluation.

 

Lesson observations and evaluations will be based upon both the Principles of Effective Teaching, adopted by the Massachusetts Board of Education, and the desired indicators of quality as indicated in the Performance Characteristics adopted on April 10, 1995, by the Committee and the Association.

E. Teachers in their first year of employment by the District will be assigned mentors who will assist the teachers in developing their art, and in familiarizing them with classroom/shop procedures. A minimum of three (3) lesson observations will be conducted by at least two (2) different individuals, one of whom may be the teachers mentor.

Teachers who have been employed by the District for at least one year, but who have not been granted professional status, will be observed three (3) times and will have one (1) summative evaluation. Teachers employed two (2) and three (3) years by the District will be observed two (2) times each year, and will have one (1) summative evaluation each year. Teachers employed four (4) years and above by the District will be observed one time and one (1) summative evaluation every other year.

 

November 1

Goal Setting Conferences for all teachers who will be

 

evaluated.

December 18

First Observation Due for 1st year teachers.

January 15

First Observation Due for 2nd & 3rd year teachers.

February 12

Second Observation Due for 1st year teachers.

March 30

Third Observation due for 1st year teachers.

 

Second Observation due for 2nd & 3rd year teachers.

 

Observation due for 4+ year teachers.

May 15

Summative Evaluations Due

 

 

F. No later than November 1 of the year in which the summative evaluation is to be conducted, and prior to the lesson observation, the evaluator will meet with the teacher to discuss goals for the evaluation period. Goals should include professional development and plans for re-licensure activities where appropriate. The goals jointly established at this conference will be reduced to writing and will be incorporated into the lesson observation or will serve as the focus of the evaluation.

As soon as possible following the lesson observation period(s), and normally within five (5) school days, the observer will hold a post-observation conference with the teacher to discuss the lesson observation. Following the conference, and normally within five (5) school days, the observer will provide the teacher with two copies of the completed observation report. The teacher shall sign one copy of the observation report to acknowledge that a conference has been held, and shall return, normally within three (3) school days, the signed observation report along with the completed Teacher Self-Assessment form which will be attached to the observation report and placed in the teacher's personnel file. The teacher's signature on the completed observation report does not necessarily indicate agreement with the report.

Every teacher shall be afforded the opportunity to request a lesson observation by one of his/her peers at any time during the school year, subject to the same procedures.

Summative evaluations will be completed by one of the members of the administration who are not covered by this Agreement, who shall review all observation reports compiled on a teacher for the period of the summative evaluation, as well as the teacher's stated goals for this period. Such evaluations will be recorded on a form to be developed jointly by the administration and representatives of the Association. No material critical of a teacher will be included on a summative evaluation, which has not been previously documented and made known to the teacher.

 

The aforementioned administrator shall meet with the teacher to review the written summative evaluation, and shall provide the teacher with a copy of the report. The teacher shall sign one copy of the summative evaluation, which will be placed in the teacher's personnel file. The teacher's signature on the completed evaluation report does not necessarily indicate agreement with the report. The teacher shall be given the opportunity to respond in writing to the summative evaluation. Said response shall be attached to the evaluation report when it is filed.

G. In the event that an evaluator concludes that an individual teacher displays serious deficits in teaching ability and/or professional performance, goals for professional growth will be established and reviewed with the teacher at the time of the evaluation conference. A written document describing these objectives and specific recommended behaviors for improvement with recommended times for review will be attached to the written evaluation report when it is submitted to the teacher following the conference. Said document will make specific reference to this Article of the Agreement. An additional observation will be conducted by a different individual for said teacher. Such observation will take place prior to May 15.

H. Teachers receiving such a document signifying the need for improvement, as described in paragraph G above, must demonstrate satisfactory growth during the period specified in the document or may:

1.            Be in danger of losing the salary step increase for the following year.

2.            Be in danger of not being recommended for reappointment, if employed as a teacher without professional teacher status.

3.            Be in danger of being recommended for dismissal, if employed as a teacher with professional teacher status.

I.      Each Teacher is expected to design lessons and activities that support and enhance departmental curriculum guides which are aligned with the Massachusetts State Frameworks. These lessons and activities should incorporate technology, be differentiated to address various learning styles, and help students make connections with their vocational/technical area whenever possible.

General education and special education co-teaching teams should collaborate on instruction and assessments to meet the academic needs of all students are met.

J.       A copy of existing curriculum frameworks will be provided to all teachers. Teachers teaching newly added courses or programs will be expected to participate in the development of the curriculum for that area.

K. Evaluation of each teacher serving in a stipended position covered by this agreement, excluding Coordinators, shall be completed once each school year by the Superintendent-Director, the Principal, the Assistant Principal, or the Coordinator of Physical Education, School Health Programs, and Athletics in the case of coaching positions. Evaluation of Coordinators shall be completed every other year by the Superintendent-Director, Principal or Director of Curriculum. All such evaluations shall be completed by May 15. The evaluation form to be used will be developed by the administration and representatives of the Association. A draft of the evaluation will be discussed with the teachers by the evaluator in a conference, before it is finalized. Suggestions for areas of improvement, if needed, will be discussed and committed to writing in the form of goals for the following year. A teacher shall have the right to attach to the evaluation a statement of his/her own in response to the evaluation before it is placed in the teacher's file. A copy of the finalized evaluation will be provided to the teacher.

 

Evaluations of all head coaches and assistant coaches will be completed by the following

dates:

 

Fall Sports                     January 15 of the school year

Winter Sports                 April 15 of the school year

Spring Sports                  Last scheduled day of the school year

 

 

IX.    PERSONNEL FILES

 

A. The District shall maintain an official personnel file for each faculty member who is subject to this Agreement in an office designated by the Superintendent-Director. The contents of such file shall be determined by the District. Such file will contain but not be limited to, copies of personnel transactions, official correspondence with the faculty member, and evaluation reports prepared by the District's administrators and/or their designees. Such files shall be subject to the privacy provisions of M.G.L. CA,s. 7(26), a, c.

No personally identifiable data on any teacher will be maintained in a computer system which is accessible to anyone other than the Principal, Superintendent/Director, and/or the Business Manager; nor will such information be released to any other individual without the authorization of that teacher. Appropriate security shall also be maintained in the storage of non-computerized personnel files (i.e., folders containing printed documents). Administrators and others as designated by the Superintendent-Director who observe and evaluate teachers will be provided with such documents from teachers' personnel files as may facilitate their evaluation efforts, and other such materials as shall be necessary for the performance of their duties, but shall not have unlimited access to personnel files.

 

Nothing in this section shall be construed to restrict the right of access of the President of the Association or his/her designee to teacher's personnel information guaranteed under M.G.L. Chapter 150E.

B.         The personnel file described in paragraph A will be available for examination by the
faculty member who shall be entitled to review such file at reasonable hours upon
written request. The faculty member may, at a reasonable charge for copies, obtain
copies of materials in his/her personnel file.

 

C.         No new material derogatory to a teacher's conduct, service, character, or personality will
be placed in his/her personnel file unless the teacher has had an opportunity to review
the material. The teacher will acknowledge that he/she has had the opportunity to
review such material by affixing his/her signature to the copy to be filed. The teacher
will have the right to submit a written response to such material, a copy of which will be
attached to the file copy of the material. In addition, any complaint of substance, either
written or verbal, which the Administration receives concerning a teacher by any parent,
student, or other person will promptly be called to the attention of the teacher by the
administration and discussed.

D.         Upon receipt of a request for information regarding a teacher under the public records
law, the administration shall immediately forward a copy of the request to the teacher
and to the President of the Association. Further, the administration shall inform the
teacher of the nature of the information requested, and will provide the teacher with
copies of all information released.

X.     FRINGE BENEFITS A.     SICK LEAVE

1.            Teachers shall be credited with twelve (12) sick leave days upon completion of the first official school day of each school year. Teachers shall be allowed to accumulate all sick days from previous years. Such sick leave days are to be used for purposes of illness, injury, or disability. Teachers entering service after the opening of school shall be entitled to sick leave on a pro-rated basis of one and two-tenths (1.2) days for each month remaining in the school year. Teachers leaving the service of the District before the completion of a school year shall have one and two-tenths (1.2) sick days for each month remaining in the school year deducted from the total sick days the teacher has accumulated. If the number of sick days deducted is greater than the number the teacher has remaining at the time the teacher leaves the service of the District, the difference shall be deducted from the teacher's final check. The provision in the above sentence shall not apply in the event of a teacher's death.

2.            The District School Committee, at its sole discretion, may allow sick leave beyond the limits described herein.

3.            The Superintendent-Director shall notify each teacher on or before October 1 of each school year of the extent of his/her accrued sick leave.

4.            Teachers shall be allowed to use five (5) of the above sick days for illness in the teachers' family. This provision is not subject to the qualifying requirements of the Family and Medical Leave Act. The five (5) day limitation shall not apply if the days are taken under the Family and Medical Leave Act. Application of accrued sick leave to a family illness leave taken under the FMLA shall be at the teacher's discretion, but such a determination must be made prior to the end of the leave. Family illness shall apply only with respect to spouse, children, and parents of the teachers or the teacher's spouse. The District School Committee, at its sole discretion, may allow additional sick leave days to be used for family illness beyond the limits described herein.

 

5.      Teachers who retire from the employ of the District under the terms of the

Massachusetts Teachers Retirement Board will be entitled to compensation of $100 per day for unused accumulated sick days in excess of ninety (90) but not more than one hundred eighty (180) which are held on the effective date of the teacher's retirement. Teachers must notify the NSRVSD by December 1 of the school year prior to retirement to receive this payment at retirement. If notification is not made then this payment will occur during the fiscal year following retirement.

 

B.        SICK LEAVE BANK

 

1. Any teacher shall be eligible to participate in a Teacher Sick Leave Bank (hereinafter referred to as "the Bank"). All such teachers may participate in the Bank by advising the Superintendent-Director in writing prior to September 15. In the event that a teacher enters the employ of the District after the start of the school year, said teacher shall indicate his/her desire to participate in the Bank within fifteen (15) school days of beginning work. The teacher shall be considered as a willing participant in the Bank on a year to year basis until such time as said teacher advises the Superintendent-Director in writing that the teacher wishes to cease being a member of the Bank the following year.

2.            As required and in accordance with the provisions set forth below, the District School Committee shall transfer one (1) sick leave day to the Bank automatically from participating teachers' current annual sick leave credits. If, at the beginning of a school year, the Sick Leave Bank has more than one hundred fifty (150) days in reserve, no further sick leave days will be deducted at that time from current members. New members will still be assessed one (I) day upon joining the Bank. If the days in the Bank become exhausted, the Committee shall transfer one (1) additional sick leave day from the current annual sick leave credit of each participating teachers to replenish the Bank, but not more than two (2) days shall be transferred to the Bank in any school year. If all days are used in any year, no additional days will be granted by the Joint Committee. All days transferred to the Bank shall accumulate and carry over from year to year, and under no circumstances shall any days transferred to the Bank be restored to a teacher's personal account.

3.            Eligibility of participating teachers to draw from the Bank shall be as follows:

a.         A participating teacher must have exhausted all of his/her accrued sick
leave days including such days accumulated and carried over from
previous years.

b.         Participating teachers who are disabled from working due to a personal
illness or injury are eligible to draw, during any school year, up to sixty (60) days from the Bank in the case of participating teachers with professional teacher status, and up to fifteen (15) days from the Bank in the case of participating teachers who are teachers without professional teacher status.

 

4. Participating teachers who are eligible and desire to draw days from the Bank shall apply to the Sick Leave Bank Joint Committee ("the Joint Committee"), which shall administer the granting of sick days from the Bank subject to the above and following considerations:

 

a.         The Joint Committee shall consist of three (3) members appointed by the
Committee, and two (2) members appointed by the Association, and
shall make its decisions respecting the awarding of days from the Bank
or otherwise by majority vote.

b.         By September 30 of each school year, one (1) member of the Joint
Committee appointed by the School Committee and one (1) member
appointed by the Association will meet to certify the number of days
currently in the Bank.

 

c.         The Joint Committee may require of an eligible participating teacher who
applies for days from the Bank evidence satisfactory to it that such
teacher is unable to work because of personal illness, injury, or disability,
and may further retain a physician of its own choosing, at the
Committee's expense, to conduct a medical examination of such teacher
and to advise it concerning the condition of the teacher.

 

d.         Subject to the limitations set forth above, the Joint Committee may, in
its discretion, award to eligible participating teachers, days from the
Bank in increments of not more than fifteen (15) days, which do not
extend beyond the final teaching day of the regular school year.

e.         A decision of the Joint Committee concerning the application of an
eligible participating teacher for days from the Bank shall be final and
shall not be subject to grievance.

 

 

C.       INSURANCE

1.            The District shall contribute 70% of the cost of all health insurance plans offered through the Massachusetts Bay Health Care Trust.

2.            As long as the District and the Association remain members of the Massachusetts Bay Health Care Trust, both parties agree to accept whatever health plans the Trustees select.

3.            The Trustees selected both in the investigation and implementation of any agreed Jointly Managed Trust shall be granted release time without loss of compensation for any obligations arising out of their role as Trustees which might take place during the work day.

 

4.         Pursuant to Chapter 32B of the General Laws, the District shall maintain a group
insurance advisory committee on which the Association shall be represented.

5.            The District will also pay 50% of the premium for a $10,000 Life, Accidental Death and Dismemberment policy for teachers upon application.

6.            Upon written request to the Superintendent-Director, any teacher who retires under the terms of the Massachusetts Teachers Retirement Board, as well as his/her surviving spouse and dependent(s), as defined by the District's group health insurance plans, shall continue as a member of those health insurance plans.

 

In the event that a teacher who has retired under the terms of the Massachusetts Teachers Retirement Board is eligible for Medicare Part A, the teacher, having reached the age required to be eligible for benefits, shall be required to file for Medicare Parts A and B, and to select either a Medicare "Supplement" or Medicare "Risk" plan offered by the Massachusetts Bay Health Care Trust. The District will contribute 50% of the cost of either a Medicare "Supplement" plan or a Medicare "Risk" plan.

A person who is Medicare eligible, who retires prior to the minimum eligible age for Medicare, and who is eligible for a pension, will receive a District contribution of 50% toward the cost of his /her "premium" plan. Upon reaching the minimum eligible age for Medicare, said employee will enroll in both Medicare Parts A and B, and the District will contribute 50% of the cost of either a Medicare "Supplement" plan or a Medicare "Risk" plan.

In the event that a retired teacher who is Medicare eligible has a younger spouse who is not, the spouse may continue as an individual member of the District's group health insurance plans, with the District making a 50% contribution, until he/she becomes Medicare eligible. At this point, the teacher's spouse will enroll in Medicare Parts A and B, and the District shall contribute 50% of a Medicare "Supplement" or Medicare "Risk" plan.

A retiree who is not Medicare eligible will be entitled to a 50% contribution by the District to his/her "premium" plan.

The District shall continue a 50% contribution for the surviving spouse and dependent(s) of the retired teacher. Should the surviving spouse remarry, the District's contribution shall cease. The surviving spouse of the teacher and his/her dependent(s) may continue as members of the District group health insurance plans and pay 100% of the cost.

The contributions by the District specified above shall only be made available to teachers who have completed five (5) years of service to the District prior to their retirement. Teachers who have not done so may continue as members of the District's group health insurance plans and pay the full cost.

 

 

D.       PERSONAL DAYS

 

A total of three (3) days personal leave with pay will be available each year provided that:

1.       A written request is made to the Principal not less than forty-eight (48) hours in

advance.

2.             It is understood that personal days are non-cumulative and are to be used only to conduct business that cannot otherwise be conducted after hours, and shall not be taken consecutively under normal circumstances.

3.             It is also understood that these days may be used in the event of family illness or personal emergency, and that in such cases the forty-eight (48) hour notice will be waived. Family illness shall apply only with respect to spouse, children, and parents of the teachers or the teacher's spouse.

4.             Personal days may not be used the day before or after a holiday or the day before or after a vacation period. Unusual cases requiring such a day will be reviewed by the Principal.

 

E.         CAFETERIA PLAN

 

Employees shall be able to take advantage of pretax contributions under the so-called cafeteria plan, pursuant to Section 125 of the Internal Revenue Code.

 

F.          BEREAVEMENT LEAVE

1.            Teachers will be granted up to three (3) days paid leave for each death in the teacher's immediate family

2.            Immediate family shall be defined as meaning spouse, children, mother, father, brother, sister, grandfather, or grandmother of the employee or spouse.

 

G.         JURY SERVICE

 

In the event an employee is called for jury service, he/she will receive the difference between his/her per diem court allowance and his/her regular daily pay from the District, computed at the rate of 1/180 of the teacher's salary for that year.

 

H.         WORKERS' COMPENSATION

 

Paid sick leave shall be granted to and taken by any teacher who is entitled to Workers' Compensation or other disability income benefits, except that the amount of paid sick leave which such teacher shall be paid shall be reduced by the amount of Workers' Compensation or other applicable benefits to which he/she may be entitled. In such case, the teacher's sick leave shall be applied on a pro-rated basis to make up the difference between the Workers' Compensation payments or other applicable benefits and the teacher's base salary, provided that the teacher turns over his or her Workers' Compensation payments to the Committee as soon as they become available. The School Committee will issue a pay check on regular pay days in the entire amount of the teacher's base salary upon notification by the teacher that he/she wants to exercise this option. Base salary includes differential pay for year long responsibilities that become part of a teacher's bi-weekly pay. Stipends for duties performed during a part of the school year, such as coaching, are not to be included as base pay.

 

I.          MATERNITY LEAVE

 

Notwithstanding the time limitation in the Family and Medical Leave Act, a teacher shall be allowed an unpaid maternity leave of up to one (1) year following the September 1 after the birth of her child. Employees, who are not eligible under this type of leave, are eligible for up to eight (8) weeks of unpaid leave. All maternity leave requests must be made in writing to the Superintendent-Director at least sixty (60) days in advance. A teacher on such leave of absence shall inform the Superintendent-Director of her decision either to return or to resign by May 1 of the calendar year in which the leave is to end. A teacher may use accrued sick and/or personal leave for up to eight weeks following the birth or adoption of a child.

 

A physician's certification of medical disability shall entitle the teacher to exceed the eight-week limit.

 

J.     LEAVE OF ABSENCE

 

Upon the request of a teacher with a minimum of ten (10) years consecutive service in the North Shore Regional Vocational School District, a leave of absence without pay for one (1) school year may be granted, with full reinstatement rights. No more than two (2) teachers in the school and no more than one (1) from any department will be granted leaves in any one (1) school year; nor will the Committee's action on such a request be dispensed in an arbitrary or capricious manner.

 

The service requirement above shall not apply in the case of a leave taken under the Family and Medical Leave Act. Similarly, the limitation on the number of teachers eligible for leave shall not apply if the leaves are taken under the FMLA. The Committee agrees that action on leaves requested under this article shall not be affected by any consideration of the number of teachers on leave under the FMLA.

 

A preliminary statement of intent must be made by the teacher to the Committee between November 1 and February 1 of the school year preceding the leave. Leaves will be granted in the order in which requests are made, subject to the limitations set forth above. Should an excess number of requests for leave be received by the Superintendent-Director's office on the same day, leaves will be granted on the basis of seniority.

 

Confirmation of intent shall be made to the Superintendent-Director by April 1, and final notice of intent by May 1. The teacher on leave must notify the Superintendent-Director of his/her intent to return to school by May 1 of the year in which the leave is to end. Failure to notify by May 1 will be assumed to mean that the teacher will not return to school and his/her position will be deemed vacant.

Previously taken maternity leave(s) shall not be considered to have interrupted consecutive years of service for purposes of this section, but such years shall not be included in the accumulation of the required number of years.

K. The Association President or his/her designee will be granted leave to conduct Association business related to contract maintenance or to attend any other legal obligation required as a consequence of representing the members of the bargaining unit. The Association shall reimburse the District for the cost of substitutes.

L. Teachers who use fewer than seven (7) sick and/or personal days in a school year shall, upon written request to the Superintendent-Director, no later than July 31 following the close of school, be compensated at the rate of $100 per day for the difference between the number of days used and seven (7), or any part thereof. Days, which are contributed to the Sick Leave Bank, shall not be counted against the days used under this section. Payment for such days shall be made no later than the first paycheck in the next school year.

 

M. Teachers shall be entitled to use up to three (3) days of paid leave per school year to observe recognized religious holidays viewed by the teacher as obligatory upon him/herself.

 

N.     LONG TERM DISABILITY

 

Teachers who are enrolled in the District Long Term Disability insurance plan may apply for benefits under the terms of the insurance carrier. In the event that the teacher is totally disabled and receives benefits under this plan, the teacher will be considered to be on a leave of absence and shall have full reinstatement rights to his/her teaching position, including seniority and all benefits, including any remaining accumulated sick leave, for twenty-four (24) months from the date on which benefits begin. During this time, the teacher will retain statutory professional teacher status rights and shall retain membership in the District health insurance plans at the contractual rate of contribution. If, at the end of this period, the teacher does not return to work, his/her position will be deemed vacant.

 

XI     TEACHERS PROTECTION

 

A.         1.      Teachers will immediately report to the Principal in writing, with a copy to the

President of the Association, all cases of actual or suspected assault and/or battery suffered by them in the course of their employment in the school. The Principal or his/her designee shall, within one school day, acknowledge receipt, in writing, of such a report. The alleged assault will be promptly investigated by the Principal. The Principal shall report this information to the Superintendent-Director. A copy of the report of this investigation shall be given to the teacher within five (5) school days, and the Superintendent-Director, at his/her discretion, will forward a copy of such report to the School Committee, at its next regularly scheduled meeting. If the teacher is not satisfied with the Principal's investigation, he/she may institute grievance procedures at Level II.

2.            If the assault is by an adult who is not a pupil, school authorities will promptly report the incident to the proper law enforcement authorities.

3.            The School Committee will render all reasonable assistance to the teacher in connection with the handling of an incident by law enforcement, legal or medical authorities. Such assistance shall be limited to any pertinent information requested by the teachers relating to the incident or the person involved.

B.         The District agrees to attempt to maintain, subject to availability, the same level of
liability insurance for its bargaining unit employees as was in effect at the date of the
signing of this Agreement.

In the event the premium required to maintain such coverage exceeds 200% of the premium payable in the first year of this Agreement, the parties agree that the District may substitute a policy providing such coverage as is available for a premium not more than 200%.

 

C.         Teachers shall not be required to work under unsafe or hazardous conditions or to
perform tasks, which endanger the health, safety, or well-being of themselves or their students. The administration shall meet with the Safety Coordinator or the President of the NSEA immediately upon notification of the possibility of the existence of such a situation in order to develop mutually acceptable programs to guarantee the safety of teachers, students, and property.

 

D. The District and the Association will form a Joint Committee known as the "Health and Safety Committee." This Committee will consist of members from the administration (2), the Association (2), student's (2), and one (1) additional staff member. The Health and Safety Committee will develop a Health and Safety Plan for the school that will be updated annually. This Committee will meet as needed no less than twice a year, but any member of the Committee may call an emergency meeting which must be held within five (5) school days. Copies of minutes of meetings and copies of all reports and recommendations prepared by the Committee will be distributed to the Association

 

XII.    SCHOOL COUNCIL

 

A.         There shall be a minimum of one teacher on the School Council. Teacher representatives
shall be elected in an election conducted by the Association, using a secret ballot.

B.         The Association will receive notice of all School Council meetings, including agendas and
minutes of meetings, as well as advance notice of the Principal's proposals for inclusion
in the School Improvement Plan, and all preliminary and final drafts of the School
Improvement Plan.

 

C.         The School Council should neither consider nor make recommendations regarding any
matter that affects bargaining unit employees' wages, hours, or working conditions, or
any other matters which are mandatory subjects of collective bargaining.

D.         Appropriate professional development recommendations for school improvement are
those which pertain to the staff as a whole and not to individual staff members, those
which are clearly related to a school improvement goal, and those which can be
implemented within the boundaries of existing collective bargaining agreements.

E.         The Association disavows any official collective bargaining role in the participation in or
attendance at School Council meetings by any teachers; nor does such participation or
attendance constitute a waiver of Association bargaining rights.

 

 

XIII. PROFESSIONAL IMPROVEMENT

 

A. A teacher shall advance from column to column on the Salary Schedule, Appendix A, by obtaining an appropriate number of course credits from an accredited institution of higher education. Horizontal advancement on the Salary Schedule may also be accomplished by earning an equivalent number of C.E.U.'s from a provider approved by the Department of Elementary & Secondary Education (DESE); through "in-service credits" in a District-sponsored workshop; or by participation for an equivalent number of clock hours in a DESE activity, in workshops and seminars presented by professional organizations and educational collaborative, and in self-directed professional projects, as well as other worthwhile educational experiences.

 

The quantitative measure of equivalent activities is as follows: one (1) course credit hour equals fifteen (15) clock hours; one (1) C.E.U. equals ten (10) clock hours.

B.         Horizontal movement on the Salary Schedule is limited to one column per year. Such
movement is only available after attaining full vocational Professional License for
vocational teachers, Professional License for academic teachers and the Professional
License for nurses, librarians, guidance counselors and adjustment counselors. Approval
of educational experiences toward column movement may be granted only by the
Superintendent-Director.

Credits earned as part of degree programs in a specialty field being taught by the teacher, in education with concentration in a specialty field taught by the teacher, or in vocational education, will be given automatic approval toward column movement.

Individual, non-degree program courses, as well as other educational experiences, such as those articulated in Section A of this Article, will be submitted in advance to the Superintendent-Director for approval. Criteria for approval may include, but are not limited to, the work's applicability to the teacher's current assignment, its anticipated benefits in improved teaching techniques, or relevance to future curricular plans under study by the District.

For the purposes of this Article, all workshops sponsored by the District which fulfill the requirements under M.G.L. C. 71, s 38G, Regulations Regarding Licensure, and for which the District provides certificates and issues PDPs, shall be deemed to have been pre-approved by the Superintendent-Director.

 

C.         Teachers shall also achieve credit toward column movement on the Salary Schedule by
qualifying for licenses and certificates recognized in technical fields, trades, and
industries related to their teaching specialties or to future objectives of the District. Credit
toward column movement shall also be granted for courses taken in preparation for
examinations required for such licenses and certificates, as well as for self-directed
practice and preparation for such examinations.

 

Documentation certifying completion of the above must be submitted to the Superintendent-Director. The quantitative contribution of such courses, certificates, and licenses to column movement shall be based on the number of contact hours required by the courses, the number of hours of self-directed preparation, and/or the length of the qualifying tests. The equivalence to college credit shall be determined as established in Section A of this Article.

 

D.         1.      The District shall reimburse teachers for the cost of tuition and fees, up to the

current rate at a state college or university, for courses, workshops, conferences, seminars or clinics, upon submission to the Superintendent-Director of a grade report of C or better for courses, or a certificate of successful completion, or a written report by the teachers if a certificate is not given, for workshops, conferences, seminars, or clinics. Reimbursement shall also be available, up to the same limit, for fees required for the technical licenses, certificates, qualifying examinations, and courses referenced in section C of this Article.

Each teacher is eligible for reimbursement of the equivalent of two three-credit course each year. The District shall also bear the full cost of tuition and fees for courses, workshops, seminars, conferences, and clinics taken by a teacher, if the administration has specifically requested that the teacher take such a course, workshop, seminar, conference, or clinic.

2. Teachers who attend workshops, seminars, conferences, or clinics with the prior approval of the Superintendent-Director will be reimbursed for such expenses incurred by them in connection therewith, as may be approved in advance by the Superintendent-Director.

E.         Each vocational teacher is required, as a condition of employment, to satisfactorily meet
the professional development requirements and applicable licensure requirements as
determined by the Massachusetts Department of Elementary & Secondary Education and
set forth in their regulations at 603 CMR 4.00 et seq. The method by which a teacher
proposes to satisfy this requirement must be approved in advance by the
Superintendent-Director. Advancement in step on the salary schedule may be withheld if
the professional improvement requirement is not satisfied.

 

F.          All District professional development activities will be planned by the Professional
Development Committee, which is to be comprised of representatives from
administration, Department Coordinators, the Association, and other areas. With the
exception of the two (2) days referenced in Article VII, section C, such activities shall be
provided during an early release day, the purpose of which is professional development
activities, and will conclude no later than 2:45 p.m.

 

If it is necessary for workshops to continue beyond 2:45 p.m., teachers will be compensated at the rate of $25.00 per hour. Professional development activities may also be provided in an additional workday for which compensation is provided in accordance with Article VII, Section A, of this Agreement.

Professional development activities, which take place during the workday, will be scheduled so that all participants, even if engaged in different workshops, will be scheduled for the same amount of time.

Long-term, voluntary, workshops (e.g. computer training or credit-bearing workshops) may be scheduled so as to require attendance during the teachers own time.

G.         Preparation of the School Improvement Plan will include faculty participation, which will
include Association representation. All preliminary and final drafts of the School
Improvement Plan will be reviewed by the Association and Parent Advisory Council. The
School Improvement Plan will be approved by the District School Committee and the
Committee agrees to maintain the "professional development allotment" specified in

M.G.L. c. 70, §2.

 

XIV.     REDUCTION IN FORCE

 

A.         The Committee retains the right to reduce the number of teachers on its staff. A decision
to reduce the staff shall not be subject to the grievance procedure of this contract.
Provisions of applicable law shall apply with respect to reduction in staff between
teachers with professional teacher status and teachers without professional teacher
status.

 

B.         The order in which teachers shall be laid off, within the separate groups of teachers with
professional teacher status and teachers without professional teacher status shall be
determined by the following factors: seniority in this school, professional training,
licensure, years of teaching experience, prior evaluations, all items in the personnel file,
and the educational needs of the school. These are not to be considered as a listing of
priorities, but are identified to indicate that an integrated judgment will be made if and
when reductions become necessary with each of the above factors being given equal weight. For the purposes of this Article, "licensure" shall include both active and inactive licenses.

 

C.         For purposes of this Article, seniority shall mean the length of continuous service to the
District in the bargaining unit, beginning with the first day for which compensation was
received, including any periods of authorized leave of absence. Should a member of the
bargaining unit accept a position in the employ of the District which is outside of the
bargaining unit, seniority as defined in this paragraph shall not be lost, but it shall cease
to accumulate until such time as said person might return to the unit.

 

D.         Any teacher who is determined to be excess in a particular subject area and who is
qualified, as defined in M.G.L. C. 71, s. 42, to teach in another subject area may displace
a person in that other area subject to the criteria set down above in paragraph B.

E.         A teacher who is to be affected by a reduction in staff shall be notified within seven (7)
days following the approval of the next fiscal year's budget by two-thirds (2/3) of the
District's member municipalities. No such layoff shall take effect during the school year;
nor shall any layoff take place without the prior notice detailed herein.

F.          A teacher with professional teacher status who is laid off under this Article and who
agrees not to contest his/her layoff under this Massachusetts General Laws, Chapter 32
and Chapter 71 (release form to be included in Appendix C) shall be considered to be on
an involuntary unpaid leave of absence, and shall have recall rights as herein provided.

G.         Teachers who have been laid off under this Article and who relinquish the statutory
rights set forth in paragraph F above shall have recall rights up to the opening day of
school of the third school year following the effective date of the layoff. Teachers with
recall rights shall be offered vacant positions for which they qualify before any new
personnel are hired. Teachers with recall rights may decline recall to temporary or
substitute positions and still maintain said rights for the remainder of the aforementioned
time period, but will forfeit such rights if they decline recall to a permanent vacancy
which is available prior to the beginning of a school year. Where more than one teacher
from a particular department is on layoff status with recall rights, such teachers shall be
recalled to positions in that department in the reverse order of their layoff. Teachers with
recall rights may qualify for positions in disciplines other than the one from which they
were laid off according to the criteria set down in paragraph B above. During the recall
period, teachers shall be given preference on the substitute list if the Committee receives
written notice of a teacher's desire to be so considered.

H.         Teachers who are laid off under this Article will be permitted to retain their membership
in the District insurance plans for the duration of their recall rights, provided they pay
100% of the premium costs, and that such provision not contravene any State law or
policy of the insurer.

I.          If a teacher is recalled under this Article, such teacher shall have restored all of the
benefits to which he/she was entitled prior to the layoff including any accumulated sick
leave, seniority, and professional teacher's status. A recalled teacher shall be placed on
the Salary Schedule on the next step above that on which he/she was being paid at the
time of the layoff.

XV.      SPECIAL EDUCATION

 

A.         The Association and the District recognize that the District is responsible for providing
eligible children with disabilities with a free and appropriate public education in the least
restrictive environment. Nothing in this article is intended to hinder the District from
meeting its obligations under state or federal special education laws.

 

B.         The District will provide every regular education academic teacher with a list of those
students assigned to said teacher who are classified as special education students, as
well as pertinent portions of those students' IEPs, near the start of the school year and
when students are added to the teacher's class.

C.         The District will provide regular education teachers with sufficient support in the form of
collaboration, consultation, cooperative teaching, and/or training in order to enable
teachers to meet the District's obligations to special education students.

D.         Each regular education academic teacher who is to be assigned a class designated as an
inclusion classroom will be paired with a special education teacher or paraprofessional
who will collaborate with the regular education teacher in ensuring that the requirements
of the students' Individual Education Programs are met. Such collaboration may also take
the form of a consultation model.

 

XVI.       PAYROLL DEDUCTION

 

A.         The District shall accept Section 17C of Chapter 180 of the General Laws of
Massachusetts. The District agrees to provide payroll deductions of current Association
and affiliate dues for teachers whose written authorizations are received by the District
on or before November I of each fiscal year. The Association's Treasurer shall certify the
specific amount of current dues on or before September 15 of each year.

B.         The Committee also agrees to authorize payroll deductions for the following:

1.  Savings bonds

2.  Teachers affiliated credit union

3.  Tax sheltered annuities

4.  MT A sponsored accidental death insurance

5.  MTA dues

6.  Tax sheltered mutual fund account

The Committee agrees to discuss any payroll deductions as might be requested by the Association during the period from September 1 to December 31, each school year.

 

XVII.     NO STRIKE/LOCK-OUT

 

A. The Association, on behalf of its officers, agents, and members, agrees that so long as this Agreement or any written extension hereof is in effect, there shall be no strike, job actions, slowdowns, walk-outs, refusal to perform assigned duties, refusal to cross any picket line, sit-downs, boycotts, or any activities which interfere directly or indirectly with the normal operation of the school. Any member of the bargaining unit who is absent without verifiable good and substantial reason (e.g. teacher's certifiable illness or death in the immediate family) from the full performance of his/her duties on the date or dates when a strike occurs shall be presumed to have engaged in such strike on such date or dates and may be subject to immediate discipline including possible discharge.

B.         The District agrees that there shall be no lock-out during the term of this Agreement.

C.         In case of any violation of this section by the District or the Association, its agents or its
bargaining unit members, either party may pursue such legal remedies as may be
provided by law.

 

XVIII.   EFFECT OF AGREEMENT

 

A.         This instrument constitutes the entire Agreement of the District and the Association
arrived at as a result of collective bargaining negotiations, except such amendments
hereto as shall have been reduced in writing and signed by the parties.

B.         The parties acknowledge that during the negotiations which resulted in this Agreement
each had the right and opportunity to make demands with respect to any subject or
matter not removed by Law from the area of collective bargaining, and that the
understandings and agreements arrived at by the parties after the exercise of that right
and opportunity are set forth in this Agreement.

 

C.         Therefore, the District and the Association, for the life of this Agreement, except as
provided in Article XIX, agree that the other shall not be obligated to bargain collectively
with respect to any subject or matter covered by this Agreement; or with respect to any
non-mandatory subject of bargaining not specifically referred to or covered in this
Agreement even though such subjects may not have been within the knowledge or
contemplation of either or both of the parties at the time they negotiated or signed this
Agreement. However, should a situation arise which substantially affects working
conditions and/or mandatory subjects of bargaining, the parties shall discuss and, if
necessary, negotiate, by mutual agreement, amendments to this Agreement.

 

D.         In the event that any provision of this Agreement, in whole or in part, is declared to be
illegal, void, or invalid by any Court of competent jurisdiction or any administrative
agency having jurisdiction, all of the other terms, conditions, and provisions of this
Agreement shall remain in full force and effect to the same extent as if that provision had
never been incorporated in this Agreement, and in such event, the remainder of this
Agreement shall continue to be binding upon the parties hereto.

XIX.     DURATION AND RENEWAL

This Agreement shall continue in full force and effect until June 30, 2013. The parties agree that no later than October 15, 2012, they shall enter into negotiations for a successor agreement to become effective July 1, 2013.

 

 

 

 

 

 

 

 

 

WITNESS the execution hereof by the parties, duly authorized:

NORTH SHORE REGIONAL VOCATIONAL                              NORTH SHORE EDUCATIONAL ASSOCIATION

SCHOOL DISTRICT COMMITTEE

 

 

 

ADDENDUM

Upon execution of this Agreement, printing costs for the duplication and distribution of copies thereof will be shared equally by the Committee and the Association for the life of the Agreement. Copies of this Agreement shall be made readily available to all interested parties.


 

1

2

3

4

5

6

7

 

1.0100

 

 

 

 

 

 

1

41,819

43,001

44,182

45,363

46,543

47,728

48,913

2

42,890

44,104

45,313

46,526

47,737

48,947

50,160

3

43,990

45,232

46,477

47,716

48,961

50,205

51,448

4

45,118

46,393

47,669

48,943

50,218

51,493

52,766

5

47,669

48,943

50,218

51,493

52,768

54,043

55,316

6

50,218

51,493

52,768

54,043

55,319

56,594

57,870

7

52,768

54,043

55,319

56,594

57,866

59,141

60,418

8

55,319

56,594

57,866

59,141

60,414

61,690

62,967

9

57,866

59,141

60,414

61,690

62,967

64,241

65,517

10

60,414

61,690

62,967

64,241

65,516

66,790

68,065

11

62,967

64,241

65,516

66,790

68,065

69,340

70,616

12

65,516

66,790

68,065

69,340

70,615

71,891

73,168

13

68,592

69,918

71,245

72,572

73,895

75,223

76,552

 

1.0150

 

 

 

 

 

 

1

42,447

43,646

44,844

46,044

47,241

48,444

49,647

2

43,533

44,765

45,993

47,224

48,453

49,682

50,913

3

44,650

45,910

47,174

48,431

49,695

50,958

52,220

4

45,795

47,089

48,384

49,677

50,972

52,265

53,557

5

48,384

49,677

50,972

52,265

53,559

54,854

56,146

6

50,972

52,265

53,559

54,854

56,148

57,443

58,738

7

53,559

54,854

56,148

57,443

58,734

60,028

61,324

8

56,148

57,443

58,734

60,028

61,320

62,615

63,912

9

58,734

60,028

61,320

62,615

63,912

65,205

66,499

10

61,320

62,615

63,912

65,205

66,498

67,792

69,086

11

63,912

65,205

66,498

67,792

69,086

70,381

71,675

12

66,498

67,792

69,086

70,381

71,674

72,969

74,265

13

69,621

70,967

72,313

73,661

75,004

76,352

77,700

Appendix A Salary Schedules

FY 2011                              B                  B+15               B+30               B+45               B+60               B+75                B+90


@ 1% Incre ase 1st 90 days


FY 2011

@ 1.5% Sp l it Increase 2nd 92 days


NOTE: Academic Teachers must be licensed in the area they are going to teach before being appointed, and must receive provisional licensure by the end of their first teaching year.


 

 

Vocational teachers must be licensed in the area they are going to teach before being appointed, and must receive provisional licensure by the end of their first teaching year, and full licensure within three years after their first appointment.

Movement across columns signifies the Provisional License with Advanced Standing + additional credits and hours or full Vocational Licensure + additional credits and hours as defined in Article XIII.

With reference to Column VII, "B+90":

Movement from Column VI to Column VII shall be limited to teachers with professional status in the District who have earned a minimum of six (6) course credits, or three (3) course credits and four and one-half (4.5) C.E.U.s, and the remainder of the required fifteen credits in clock hours, as defined in Article XIII.


@ 1% Increase 1st 90 days


FY 2012


 

 

B

B+15

B+30

B+45

B+60

B+75

B+90

 

1

2

4

4

5

6

7

 

1.010

 

 

 

 

 

 

1

42,871

44,083

45,293

46,504

47,713

48,928

50,143

2

43,968

45,213

46,453

47,696

48,937

50,178

51,422

3

45,096

46,369

47,646

48,916

50,192

51,468

52,742

4

46,253

47,560

48,868

50,174

51,481

52,788

54,093

5

48,868

50,174

51,481

52,788

54,095

55,402

56,707

6

51,481

52,788

54,095

55,402

56,710

58,017

59,326

7

54,095

55,402

56,710

58,017

59,321

60,629

61,937

8

56,710

58,017

59,321

60,629

61,934

63,241

64,551

9

59,321

60,629

61,934

63,241

64,551

65,857

67,164

10

61,934

63,241

64,551

65,857

67,163

68,470

69,777

11

64,551

65,857

67,163

68,470

69,777

71,084

72,392

12

67,163

68,470

69,777

71,084

72,391

73,699

75,008

13

70,318

71,676

73,036

74,397

75,754

77,115

78,477


 

 

 

 

 

 

 

 

 

1.015

 

 

 

 

 

 

 

 

 

 

 

 

 

 

1

43,514

44,744

45,972

47,202

48,429

49,662

50,895

2

44,628

45,891

47,150

48,412

49,671

50,931

52,193

3

45,773

47,065

48,361

49,649

50,945

52,240

53,533

4

46,947

48,274

49,601

50,926

52,254

53,579

54,904

5

49,601

50,926

52,254

53,579

54,906

56,233

57,558

6

52,254

53,579

54,906

56,233

57,560

58,887

60,216

7

54,906

56,233

57,560

58,887

60,211

61,538

62,866

8

57,560

58,887

60,211

61,538

62,863

64,190

65,519

9

60,211

61,538

62,863

64,190

65,519

66,845

68,172

10

62,863

64,190

65,519

66,845

68,171

69,497

70,824

11

65,519

66,845

68,171

69,497

70,824

72,151

73,478

12

68,171

69,497

70,824

72,151

73,476

74,805

76,133

13

71,372

72,751

74,132

75,513

76,890

78,272

79,655

FY 2012

@ 1.5% Increase 2nd 92 days


NOTE: Academic Teachers must be licensed in the area they are going to teach before being appointed, and must receive provisional licensure by the end of their first teaching year.


 

 

Vocational teachers must be licensed in the area they are going to teach before being appointed, and must receive provisional licensure by the end of their first teaching year, and full licensure within three years after their first appointment.

Movement across columns signifies the Provisional License with Advanced Standing + additional credits and hours or full Vocational Licensure + additional credits and hours as defined in Article XIII.

With reference to Column VII, "B+90":

Movement from Column VI to Column VII shall be limited to teachers with professional status in the District who have earned a minimum of six (6) course credits, or three (3) course credits and four and one-half (4.5) C.E.U.s, and the remainder of the required fifteen credits in clock hours, as defined in Article XIII.


FY 2013                              B                  B+15               B+30               B+45               B+60               B+75               B+90

1                     2                     3                     4                     5                     6                     7

 

@ 1% Increase                      1.010

1st 90 days

 

1

43,949

45,191

46,432

47,674

48,913

50,159

51,404

2

45,074

46,350

47,621

48,896

50,168

51,440

52,715

3

46,230

47,536

48,844

50,146

51,455

52,762

54,068

4

47,416

48,756

50,097

51,436

52,776

54,115

55,453

5

50,097

51,436

52,776

54,115

55,455

56,796

58,134

6

52,776

54,115

55,455

56,796

58,136

59,476

60,818

7

55,455

56,796

58,136

59,476

60,813

62,153

63,495

8

58,136

59,476

60,813

62,153

63,491

64,832

66,174

9

60,813

62,153

63,491

64,832

66,174

67,513

68,854

10

63,491

64,832

66,174

67,513

68,852

70,192

71,532

11

66,174

67,513

68,852

70,192

71,532

72,872

74,212

12

68,852

70,192

71,532

72,872

74,211

75,553

76,894

13

72,086

73,479

74,873

76,269

77,659

79,055

80,451

 

FY 2013

@ 1% Incre ase                     1.010

2nd 92 days

 

1

44,389

45,643

46,896

48,151

49,402

50,660

51,918

2

45,525

46,813

48,097

49,385

50,670

51,955

53,242

3

46,693

48,011

49,333

50,647

51,969

53,290

54,609

4

47,890

49,244

50,598

51,950

53,304

54,656

56,008

5

50,598

51,950

53,304

54,656

56,010

57,364

58,715

6

53,304

54,656

56,010

57,364

58,717

60,071

61,426

7

56,010

57,364

58,717

60,071

61,421

62,775

64,130

8

58,717

60,071

61,421

62,775

64,126

65,480

66,836

9

61,421

62,775

64,126

65,480

66,836

68,188

69,542

10

64,126

65,480

66,836

68,188

69,541

70,893

72,247

11

66,836

68,188

69,541

70,893

72,247

73,601

74,955

12

69,541

70,893

72,247

73,601

74,953

76,308

77,663

13

72,807

74,214

75,622

77,031

78,436

79,845

81,256

NOTE: Academic Teachers must be licensed in the area they are going to teach before being appointed, and must receive provisional licensure by the end of their first teaching year.

Vocational teachers must be licensed in the area they are going to teach before being appointed, and must receive provisional licensure by the end of their first teaching year, and full licensure within three years after their first appointment.

Movement across columns signifies the Provisional License with Advanced Standing + additional credits and hours or full Vocational Licensure + additional credits and hours as defined in Article XIII.

With reference to Column VII, "B+90":

Movement from Column VI to Column VII shall be limited to teachers with professional status in the District who have earned a minimum of six (6) course credits, or three (3) course credits and four and one-half (4.5) C.E.U.s, and the remainder of the required fifteen credits in clock hours, as defined in Article XIII.

APPENDIX B STIPENDS

 

All new stipend positions proposed by members of the bargaining unit must be approved by the NSEA executive board who will then present the positions to the administration. Job descriptions and the amount of the stipend, if applicable, shall be negotiated between the NSEA and the NSRVSD.

 

 

FY

FY

FY

FY

FY

FY

FY

FY

FY

 

2011

2011

2011

2012

2012

2012

2013

2013

2013

 

1%

1.5%

Total

1%

1.5%

Total

1%

1%

Total

 

1st

2nd

 

1st

2nd

 

1st

2nd

 

Description

1/2

1/2

Stipend

1/2

1/2

Stipend

1/2

1/2

Stipend

Freshman Class Advisor

1,272

1,291

1,281

1,304

1,323

1,313

1,336

1,350

1,343

Sophomore Class Advisor

1,554

1,578

1,566

1,593

1,617

1,605

1,634

1,650

1,642

Junior Class Advisor

1,694

1,719

1,706

1,736

1,762

1,749

1,780

1,798

1,789

Senior Class Advisor

3,355

3,406

3,380

3,440

3,491

3,465

3,526

3,561

3,544

Student Advisory Council

1,694

1,719

1,706

1,736

1,762

1,749

1,780

1,798

1,789

School Newspaper

1,272

1,291

1,281

1,304

1,323

1,313

1,336

1,350

1,343

Literary Magazine

1,272

1,291

1,281

1,304

1,323

1,313

1,336

1,350

1,343

Yearbook:

 

 

 

 

 

 

 

 

 

Layout

4,833

4,905

4,869

4,954

5,029

4,992

5,079

5,130

5,104

Business

1,319

1,339

1,329

1,352

1,373

1,362

1,386

1,400

1,393

Skills USA Advisor

4,833

4,905

4,869

4,954

5,029

4,992

5,079

5,130

5,104

Math Team Coach

3,169

3,217

3,193

3,249

3,298

3,273

3,331

3,364

3,347

Drama Coach

4,269

4,333

4,301

4,377

4,442

4,409

4,487

4,532

4,509

Bulldog Pride Coordinator

3,169

3,217

3,193

3,249

3,298

3,273

3,331

3,364

3,347

Graduation Chair

1,212

1,230

1,221

1,242

1,261

1,252

1,274

1,286

1,280

AYES Coordinator

3,311

3,360

3,336

3,394

3,445

3,420

3,479

3,514

3,497

Anime Club (if 20+ participants) *

1,272

1,291

1,281

 

 

 

 

 

 

Community Service Club

3,215

3,263

3,239

3,296

3,345

3,320

3,379

3,412

3,395

Mentor (1:1) *

606

615

611

 

 

 

 

 

 

Teacher Induction supervisor *

1,694

1,719

1,706

 

 

 

 

 

 

GSA Advisor

1,272

1,291

1,281

1,304

1,323

1,313

1,336

1,350

1,343

Nat'l Honor & Tech Soc. Adv

1,694

1,719

1,706

1,736

1,762

1,749

1,780

1,798

1,789

Student Mentor

1,272

1,291

1,281

1,304

1,323

1,313

1,336

1,350

1,343

ELL Specialist *

1,694

1,719

1,706

 

 

 

 

 

 

Food Service Director

23,176

23,524

23,350

23,759

24,116

23,938

24,357

24,600

24,479

 

Will revisit salary after 10/11 SY

 

 

Stipends are for each position (except Mentors). If more than one person fills a position the stated stipend shall be divided equally between or among the people in each position.

Department Coordinators

 

Department Coordinators shall serve as follows:

1. Four (4) Academic Coordinators each supervising one of the following: math, science, English and social studies.

2. Two (2) Vocational Coordinators supervising the service and technical clusters.

 

Academic Coordinators will teach five (5) periods per day, on average over a two week cycle, and will not be assigned ancillary duties such as lunch, detention, bus, and/or homeroom duty.

 

Vocational Coordinators will teach four (4) periods per day, on average over a two week cycle, and will not be assigned ancillary duties such as lunch, detention, bus and/or homeroom duty.

 

Department Coordinators will receive stipends according to the following schedule:

 

 

FY

FY

 

FY

FY

FY

FY

FY

FY

 

2011

2011

FY 2011

2012

2012

2012

2013

2013

2013

 

1%

1.5%

Total

1%

1.5%

Total

1%

1%

Total

 

1st

2nd

 

1st

2nd

 

1st

2nd

 

 

1/2

1/2

Stipend

1/2

1/2

Stipend

1/2

1/2

Stipend

Vocational Coordinators (2)

8,829

8,962

8,896

9,0 51

9,187

9,119

9,279

9,372

9,326

Academic Coordinators (4)

4,415

4,481

4,448

4,526

4,594

4,560

4,640

4,686

4,663


 

FY 2011

FY 2012

FY 2013

 

2.5% Increase

2.5% Increase

2.5% Increase

Head Coaches

 

 

 

Soccer -B

4,363

4,473

4,584

Soccer -G

4,363

4,473

4,584

Volleyball

4,363

4,473

4,584

Baseball

5,467

5,604

5,744

Softball

5,467

5,604

5,744

Cross Country

3,965

4,064

4,165

Basketball - B

5,754

5,898

6,046

Basketball - G

5,754

5,898

6,046

Football

8,632

8,847

9,068

Indoor/Winter Track

4,363

4,473

4,584

Cheerleading

3,821

3,917

4,015

Lacrosse -B

5,467

5,604

5,744

Asst/JV

 

 

 

Soccer - B

3,5 35

3,6 24

3,7 14

Soccer - G

3,535

3,624

3,714

Volleyball

3,535

3,624

3,714

Baseball (2)

3,535

3,624

3,714

Softball

3,535

3,624

3,714

Basketball - 1st asst . - B

3,821

3,917

4,015

Basketball - 1st asst . - G

3,821

3,917

4,015

Basketball - 2nd asst . - B

3,440

3,526

3,614

Basketball - 2nd asst . - G

3,440

3,526

3,614

Football - asst. head

4,850

4,972

5,096

Football - asst. (4)

4,328

4,436

4,547

Winter Track

3,535

3,624

3,714

Cheerleading

2,866

2,938

3,011

Lacrosse

3,535

3,624

3,714

Intramural (5)

811

831

852

APPENDIX C

 

RELEASE FORM

I,                                                   , understand that I am being laid off by the North Shore

Regional Vocational School District Committee.

 

I understand that I am being placed on involuntary unpaid leave of absence until      during which time I have recall rights as provided under the collective bargaining Agreement Between the Committee and the North Shore Educational Association, and during which time I retain statutory professional teachers status rights.

 

I understand that if I have not been recalled during the leave of absence, at the expiration of such leave my employment terminates.

I hereby agree not to contest this lay-off under Massachusetts General Laws, Chapter 32 and Chapter 71. In the event of my recall, this release is null and void for any subsequent termination of employment.

 

 

 

 

 

Employee                                                                Date


 

B

B+15

B+30

B+45

B+60

B+75

B+90

 

1

2

3

4

5

6

7

FY 2011

@ 2.5% Increase

1.0250

 

 

 

 

 

 

1

42,440

43,640

44,838

46,037

47,234

48,437

49,639

2

43,527

44,759

45,986

47,217

48,446

49,674

50,905

3

44,643

45,904

47,167

48,424

49,688

50,951

52,212

4

45,788

47,082

48,377

49,670

50,964

52,257

53,549

5

48,377

49,670

50,964

52,257

53,552

54,846

56,138

6

50,964

52,257

53,552

54,846

56,140

57,434

58,730

7

53,552

54,846

56,140

57,434

58,725

60,019

61,315

8

56,140

57,434

58,725

60,019

61,311

62,606

63,902

9

58,725

60,019

61,311

62,606

63,902

65,195

66,490

10

61,311

62,606

63,902

65,195

66,489

67,782

69,076

11

63,902

65,195

66,489

67,782

69,076

70,370

71,665

12

66,489

67,782

69,076

70,370

71,663

72,959

74,254

13

69,611

70,956

72,303

73,650

74,993

76,340

77,689

FY 2012

@ 1% Split Increase

1st 90 days

1.0100

 

 

 

 

 

 

1

42,865

44,076

45,286

46,497

47,706

48,921

50,136

2

43,962

45,206

46,446

47,689

48,930

50,171

51,414

3

45,090

46,363

47,639

48,908

50,185

51,460

52,734

4

46,246

47,553

48,860

50,167

51,474

52,780

54,085

5

48,860

50,167

51,474

52,780

54,087

55,394

56,699

6

51,474

52,780

54,087

55,394

56,701

58,009

59,317

7

54,087

55,394

56,701

58,009

59,312

60,620

61,928

8

56,701

58,009

59,312

60,620

61,925

63,232

64,541

9

59,312

60,620

61,925

63,232

64,541

65,847

67,155

10

61,925

63,232

64,541

65,847

67,153

68,460

69,767

11

64,541

65,847

67,153

68,460

69,767

71,074

72,381

12

67,153

68,460

69,767

71,074

72,380

73,688

74,997

13

70,307

71,666

73,026

74,387

75,743

77,104

78,466

FY 2012

@ 1.5% Increase 2nd 92 days

1.015

 

 

 

 

 

 

1

43,508

44,737

45,966

47,195

48,422

49,655

50,888

2

44,621

45,884

47,143

48,405

49,664

50,924

52,186

3

45,766

47,058

48,354

49,642

50,938

52,232

53,525

4

46,940

48,267

49,593

50,919

52,246

53,572

54,896

5

49,593

50,919

52,246

53,572

54,898

56,225

57,550

6

52,246

53,572

54,898

56,225

57,552

58,879

60,207

7

54,898

56,225

57,552

58,879

60,202

61,529

62,857

8

57,552

58,879

60,202

61,529

62,853

64,180

65,509

9

60,202

61,529

62,853

64,180

65,509

66,835

68,162

10

62,853

64,180

65,509

66,835

68,161

69,486

70,813

11

65,509

66,835

68,161

69,486

70,813

72,140

73,467

12

68,161

69,486

70,813

72,140

73,466

74,794

76,122

13

71,362

72,741

74,121

75,502

76,879

78,260

79,643

FY 2013

@ 1% Split Increase 1st 90 days

1.010

 

 

 

 

 

 

1

43,943

45,185

46,425

47,667

48,906

50,151

51,397

2

45,068

46,343

47,614

48,889

50,161

51,433

52,707

3

46,224

47,529

48,837

50,139

51,447

52,754

54,060

4

47,409

48,749

50,089

51,428

52,768

54,107

55,445

5

50,089

51,428

52,768

54,107

55,447

56,787

58,125

6

52,768

54,107

55,447

56,787

58,128

59,468

60,809

7

55,447

56,787

58,128

59,468

60,804

62,144

63,486

8

58,128

59,468

60,804

62,144

63,482

64,822

66,165

9

60,804

62,144

63,482

64,822

66,165

67,503

68,844

10

63,482

64,822

66,165

67,503

68,842

70,181

71,521

11

66,165

67,503

68,842

70,181

71,521

72,861

74,202

12

68,842

70,181

71,521

72,861

74,200

75,542

76,883

13

72,075

73,468

74,862

76,257

77,648

79,043

80,439

FY 2013

@ 1% Increase 2nd 92 days

1.010

 

 

 

 

 

 

1

44,382

45,636

46,889

48,144

49,395

50,653

51,911

2

45,518

46,807

48,090

49,378

50,662

51,947

53,234

3

46,686

48,004

49,325

50,640

51,961

53,282

54,601

4

47,883

49,237

50,590

51,943

53,296

54,648

55,999

5

50,590

51,943

53,296

54,648

56,002

57,355

58,706

6

53,296

54,648

56,002

57,355

58,709

60,062

61,417

7

56,002

57,355

58,709

60,062

61,412

62,766

64,120

8

58,709

60,062

61,412

62,766

64,117

65,470

66,826

9

61,412

62,766

64,117

65,470

66,826

68,178

69,532

10

64,117

65,470

66,826

68,178

69,531

70,883

72,237

11

66,826

68,178

69,531

70,883

72,237

73,590

74,944

12

69,531

70,883

72,237

73,590

74,942

76,297

77,652

13

72,796

74,203

75,611

77,020

78,424

79,833

81,244