Northborough

Show detailed information about district and contract

DistrictNorthborough
Shared Contract District
Org Code2130000
Type of DistrictElementary
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2017
Expired StatusCurrent
Superintendency UnionNorthboro-Southboro
Regional HS MembersNorthboro-Southboro
Vocational HS MembersASSABET VALLEY
CountyWorcester
ESE RegionCentral
Urban
Kind of Communityeconomically developed suburbs
Number of Schools5
Enrollment1757
Percent Low Income Students10
Grade StartPK
Grade End8
download pdf version of this document view accessible version of this document Northboro

 

AGREEMENT

Between the

NORTHBOROUGH SCHOOL

COMMITTEE

and the

NORTHBOROUGH TEACHERS

ASSOCIATION

2014-2017

ARTICLE I - RECOGNITION

The Committee recognizes the Association for purposes of collective bargaining as the exclusive representative of the Northborough School System, including all teachers, school psychologists, guidance counselors, librarians, Occupational Therapists, Physical Therapists, Speech Therapists, Behavioral Therapists, Tutors, and Nurses, but excluding the Principals, the Director of Student Support Services, Director of Business, Assistant Director of Student Support Services, Director of ELL, Nurse Leader, Director of Curriculum, Director of Technology, Superintendent, and the Assistant Superintendent. The Committee reserves the right to continue to contract Occupational Therapists, Physical Therapists, and Speech Therapists based on the needs of students.

ARTICLE II - NEGOTIATION PROCEDURE

A. Either party may initiate a request to enter into negotiations over the terms of a successor agreement by the first Wednesday of November of the year preceding the year in which the agreement expires. Negotiations will commence no later than February unless an extension is agreed to by both parties.

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

ARTICLE III - GRIEVANCE PROCEDURE

A. A "grievance" is hereby defined to mean a dispute involving the meaning, interpretation, or application of this Agreement.

B. Failure at any step of this procedure to communicate the decision of a grievance within the specified time limits to the aggrieved teacher and to the President of the Association shall permit the aggrieved teacher or teachers to proceed to the next step.

C. Failure at any step of this procedure to appeal the grievance to the next step within the specified time limits shall be deemed to be acceptance of the decision rendered at that step.

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D. No reprisals of any kind shall be taken by any party of this Agreement against any party in interest, any witness, any member of the Personnel Committee of the Association, or any other participant in the grievance procedure by reason of such participation.

E. A grievance that affects a group or class of teachers from a different building or department, or is of a general nature, may be submitted in writing by the Association to the Superintendent directly, and the processing of such grievance shall be commenced at Level Two.

F. If any teacher covered by this Agreement shall present any grievance without representation by the Association, the disposition, if any, of the grievance shall be consistent with the provisions of this Agreement. The Association shall be permitted to be heard at each level of the procedure under which the grievance shall be considered.

G. When a grievance arises, the grievance must be filed within twenty (20) calendar days from the day of the event upon which the grievance is based or from the date when the teacher had or should have had knowledge of the event.

Level One

A teacher with a grievance shall present it to the building Principal within twenty (20) school days of the event on which the grievance is based. Any meeting with reference to the above shall be held during non-school hours.

Level Two

(a) In the event that the grievance shall not have been disposed of to the satisfaction of the aggrieved teacher at Level One, or in the event that no decision has been reached within ten (10) school days after presentation of the grievance to the Principal, the grievance shall be reduced to writing and referred to the Superintendent of Schools within five (5) school days of the disposition under Level One.

(b) The Superintendent shall represent the School Committee at this level of the grievance procedure. Within ten (10) school days after receipt of the written grievance by the Superintendent, the Superintendent or a designee shall meet with the aggrieved teacher and the said Principal in an effort to settle the grievance. The aggrieved teacher shall have the right to be represented by a member of the Association at this level.

(c) If the subject matter of the grievance involves any action of the Superintendent or building Principal pursuant to Chapter 71, Sections 38,40,41,42D, 43,47A and 59B, and if the grievance has not been disposed of to the satisfaction of the aggrieved party, the Association within ten (10) school days after the Level Two meeting may initiate arbitration by giving written notice of its intention to the Superintendent.

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Level Three

In the event that the grievance shall not have been disposed of at Level Two, or in the event that no decision has been rendered within ten (10) school days after the Level Two meeting, the grievance shall be referred in writing to the School Committee. At its next regular School Committee meeting, or at a special meeting called for the purpose of considering the grievance, the School Committee shall meet with the Association in an effort to settle the grievance.

Level Four

(a) In the event that the grievance shall not have been satisfactorily disposed of at Level Three, or in the event that no decision has been rendered within ten (10) school days after the Level Three meeting, the Association may refer in writing within ten (10) school days of the disposition under Level Three the unsettled grievance to arbitration. The arbitrator shall be selected by agreement between the parties. If the parties are unable to agree upon an arbitrator, the selection shall be made by the American Arbitration Association, in accordance with its rules and regulations.

(b) The arbitrator shall be without power or authority to modify or alter the terms of this Agreement.

(c) The decision of the arbitrator shall be in writing. This decision shall be final and binding on both parties.

(d) The costs for the services of the arbitrator shall be borne equally by the School Committee and the Association.

H. Only a single grievance, or two or more grievances involving the same issue, may be included in any demand for arbitration, unless expressly agreed to in writing by the parties.

ARTICLE IV - SALARIES

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

B. All persons on the Teachers Salary Schedule shall have the following options of receiving their salary:

1. Twenty-six (26) equal installments with the option of lump payment on or about June 30 for the balance of salary due, or

2. Twenty-one (21) equal installments beginning with the second Friday in September that school is in session. A teacher choosing this option must continue with it for the entire school year.

C. The Association shall notify the Committee as to which plan its members shall choose. Notifications will be made before the close of school. In no case shall a member notify the Committee later than June 30. In the case of extenuating circumstances or hardship, the Superintendent may, at his/her discretion, waive this requirement but the teacher may be subject to an additional tax penalty.

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ARTICLE V - OPERATIONAL GUIDELINES

A. School Year

1. The teachers' contractual year shall be one hundred eight-five (185) days including, but not limited to, the day before the first day of pupil classes and actual session days. Actual session days shall mean days when students are actually in session for at least half of the normal school day. Days on which school is not in session as a result of Inclement weather or other causes are not a part of actual sessions days.

2. The day before Thanksgiving shall be a half day for students and teachers. The day before December vacation and the last day of classes shall be half days for students, but teachers will be required to be engaged in professional activities after the students' departure to the extent required by state school-day regulations. The above half days shall be counted as "actual session days."

3. Teachers shall not be required to work Saturday except by mutual agreement between the Association and the Committee.

4. Professional development days cancelled due to weather will be made up after the students' 180 day school year is completed.

B. School Day

It has been the policy of the Committee not to stipulate the time teachers should arrive at school or the time they should leave. It is agreed that teachers, as professionals, should be aware of their responsibility to be in their classrooms when their students arrive and of their responsibility to be available to students for make-up and special help, and for parent and SPED/IEP meetings when needed. The practice of handling this in a professional manner shall be continued.

The length of the school day shall not be increased or decreased without mutual consent of the Association and the School Committee unless otherwise required by the State Department of Education.

C. After-School Staff Meetings

Teachers are required to be available for not more than one (1) after-school staff meeting per week. The duration of the meeting shall not normally exceed one (1) hour. No staff meetings will be held during the week when evening parent-teacher conferences are scheduled. At least one meeting per month will be provided for teacher-directed activities in support of educational initiatives (examples include curriculum mapping, educator evaluation, common assessments). Principals and teachers will collaboratively develop the norms for such meetings.

D. Lunch Periods

All teachers shall have a daily duty-free lunch period of thirty (30) minutes.

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E. Preparation Periods

In addition to their lunch period, all elementary teachers shall have preparation periods during which they will not be assigned any other duties. There will be five (5) such periods per week, each of which shall be approximately forty (40) minutes in duration. A team planning period or a team meeting may be substituted for one of the five prep periods when deemed necessary by the principal. The Administration shall work with the Association at each elementary school to ensure adequate time for and equitable distribution of said preparation periods.

In addition to their lunch period, all Middle School teachers will have one (1) modular classroom preparation period per day, equal to the average modular period, during which preparation period they will not be assigned to any other duties.

F. Parents'/Curriculum Nights

Teachers will be responsible for the following parent/teacher events:

One afternoon fall conference (early release) and one evening conference;

One evening curriculum night (no more than 90 minutes) - no early release;

One early release day in the fall for afternoon conferences only;

One afternoon spring conference (early release) and one evening conference.

On the Curriculum Night, Principals and Teachers would work collaboratively to decide the format of the night.

G. Class Size

The Committee recommends the following class size ranges as outlined in Policy 1-240 insofar as it is feasible to do so:

K,1,2                                      16-20

3,4,5                                       16-22

6,7,8                                       16-22

ARTICLE VI - NON-TEACHING DUTIES

A. The Committee and the Association agree that a teacher's primary responsibility is the total education of the children in the teacher's care.

B. Assignment of teachers for non-teaching duties shall be on an equitable basis.

 

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C. Although teachers may be required to collect and transmit money to be used for educational purposes, they will not be held responsible for the loss of any money collected unless such loss is the result of failure to follow school regulations.

D. Teachers will not be required to drive pupils to activities which take place away from the school building.

E. Professional Development Days

1. Professional development days shall run from 8:30 a.m. to 2:30 p.m. for all schools and include a 30 minute lunch period. The agenda of the professional development days will be decided by the Professional Development Committee.

2. Building principals and teachers may provide input data to be sent to the Assistant Superintendent in order that he/she may set priorities and develop agendas for these professional development days.

ARTICLE VII - TEACHER EMPLOYMENT

A. Upon initial employment, full credit will be given for previous outside teaching experience, provided such experience is next consecutive to date of employment.

B. Any teacher with professional status who enters the military service shall receive credit not to exceed two (2) years for such service and for previously accumulated sick leave.

C. During their first three years of employment, new teachers are required to successfully complete a course, provided by the district and approved by the Superintendent, dealing with effective teaching strategies.

D. Part-time Teachers

1. Compensation

Part-time teachers shall be compensated a pro-rata salary and benefits based upon the number of classroom periods taught. Eligibility for insurance shall be based upon state law.

2. Scheduling

Whenever possible, a part-time teacher at the Middle School will not be required to have more than one (1) average class period of time scheduled between his or her teaching classes in any given day. Part-time teachers shall be scheduled to have a class during the last period of one (1) day so that he/she may be available for extra help sessions after school; no extra duties shall be assigned the teacher for that day.

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E. Reduction In Force

1. Criteria

In the event that it becomes necessary to reduce the number of teachers with professional status in the bargaining unit, the Administration's determination as to which teachers will be laid-off will be based upon the equal weighing of the following criteria as they relate to the needs of the remaining positions and the system as a whole:

a. Performance evaluation records of the previous three (3) years consistent with the evaluation system then in effect under Article X, Section F, if available (i.e., not available if teacher had been on a leave of absence during the preceding three (3) years). The performance evaluation records must show gross differences among the affected teachers.

b. Seniority: total consecutive teaching service (years and days of consecutive service) within the bargaining unit from the first day for which compensation was received, including time spent on paid leaves of absence. Unpaid leaves of absence shall not cause an interruption in seniority but shall not be counted toward seniority credit.

c. Where the above criteria are judged to be equal, training, including degrees consistent with the track status of Appendix A Teachers Salary Schedule, and certification shall be the determining factors.

Lay-off Notification

a. Teachers with professional status, who face the prospect of employment termination as a result of reduction in force, shall be informed in writing prior to the regularly scheduled School Committee meeting in June of the school year preceding the anticipated reduction.

b. Teachers with professional status who have been reduced shall be eligible for continued participation in group insurance plans to the extent permitted by law, provided that the laid-off teacher pays the full premium amount.

3. Recall

a. Teachers with professional status who are laid-off pursuant to this Article shall for two (2) years be rehired by the Superintendent for any vacancies or new positions which the laid-off teacher is qualified to fill. The procedure for recall will be in inverse order of lay-off. Failure of the laid-off teacher to accept an offer of employment to a teaching position shall terminate said teacher's recall rights.

b. Upon recall, teachers shall be accredited with all previously earned, unused sick leave, professional status, and all other contractual benefits.

c. Upon recall, teachers shall be placed on the salary schedule one step higher than the level at which they left. Placement on the seniority list and professional status will be one step higher than the level at which they left

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4. Seniority List

A seniority list by name shall be given to each teacher with professional status by March 1 of each school year. Disputes over the seniority list will be submitted in writing to the Superintendent by April 1. Said disputes will be answered in writing within thirty (30) calendar days of notification.

F. Early Retirement Clause

Unit employees who will have accumulated twenty (20) years of service in the Northborough School System as of their date of retirement and who wish to retire or resign before the age of sixty-five (65) are eligible for entry into the Early Retirement Program.

1. Entry into the Early Retirement Program will be granted to up to four (4) new unit employees each year. In cases where there are more than four (4) applicants, the four (4) unit employees with the greatest seniority will be accepted into the program; if there is a tie in seniority, a lottery system will be used to determine program participation.

2. Written notice must be received by the Superintendent no later than February 1. Early retirement compensation cannot be considered for Massachusetts Teachers Retirement benefits. Payment of the early retirement compensation shall be distributed in two equal payments, January and June, according to the appropriate schedule.

3. If the unit employee fails to retire on the specified date, the unit employee must repay the retirement stipend to the Town of Northborough.

 

 

 

 

 

 

 

 

 

 

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4. Unit employees accepted into this program will be compensated according to the following schedule:

For retirement -

With 3 years

With 2 years

With 1 year

effective 6/30 and 9/1

advance notice

advance notice

advance notice

after attainment of

by February 1

by February 1

by February 1

the following age:

 

 

 

Ages 55-61

$3,500 each year

$4,000 each year

$6,000 once

 

$10,500 total

$8,000 total

$6,000 total

Age 62

$2,500 each year

$3,000 each year

$4,500 once

 

$7,500 total

$6,000 total

$4,500 total

Age 63

$2,000 each year

$2,000 once

$3,000 once

 

$6,000 total

$2,500 once

$3,000 total

 

 

$4,500 total

 

Age 64

$1,500 each year

$1,500 each year

$2,000 once

 

$4,500 total

$3,000 total

$2,000 total

 

ARTICLE VIII - TEACHER ASSIGNMENT

A. Any teacher involved in a transfer from one school to another will have the right to discuss the reasons for this transfer with the Superintendent.

B. In order to assure that pupils are taught by teachers working within their areas of competence, teachers shall not be hired or assigned except in accordance with the regulations of the Department of Elementary and Secondary Education (DESE).

C. To the extent practicable, changes in grade assignment in the elementary schools and in subject assignment in the Middle School will be voluntary. Teachers who desire a change in grade assignment in the elementary school and in subject assignment in the Middle School shall file a written statement of such desire to the Principal not later than February 1. Changes necessitated by emergency situations will be mutually agreed upon between the teacher and the Principal.

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D. Teacher assignments will be made without regard to race, creed, color, religion, national origin, sex, sexual orientation, or marital status.

E. It is the School Committee's policy to pay teachers who are employed as substitutes during their preparation periods at the rate of fifteen dollars ($15) per period.

F. The Superintendent will make every effort to obtain substitutes.

ARTICLE IX - JOB SHARING

A. Job sharing shall mean the sharing of the performance of the duties and responsibilities of a full-time teaching position by two part-time teachers.

B. A job-sharing situation will be considered only if two (2) professional status teachers jointly develop a plan for the job-share and approach the Superintendent with it together; individuals cannot request job-sharing.

C. In approving job-sharing requests, the Superintendent will consider the merits of the request and the impact the job-share will have on the school system.

D. In the event that one professional employee involved in job-sharing is unable to complete the school year, the other individual must resume the position full-time or propose a plan acceptable to the Superintendent which would allow the continuation of the job-sharing arrangement.

E. The application to job share must be submitted to the principal by February 1st of the preceding school year.

F. A job-sharing request may not exceed one year. Teachers may reapply the following year, however.

G. The following working conditions shall apply to teachers participating in job sharing:

1. Both teachers will be present and on duty for the entire workday during the first week of school.

2. Both teachers will be required to attend the district's four professional development days.

3. Both teachers will be present for parent conferences.

4. Both teachers will arrange meeting times to evaluate students and mark report cards.

5. If there is a temporary staffing interruption due to illness or other reason, the teacher who is available for work will cover for the absent teacher, whenever possible, thereby eliminating the need for a substitute.

6. The number of job share positions shall be at the discretion of the Superintendent.

H. It is understood in the application process that only one teacher is entitled to health insurance. One teacher in a job share must opt out of town provided health insurance for the year and secure that benefit through another source. Should that teacher lose the alternative source of health insurance

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during the year the individual would be eligible for COBRA with the former insurance provider. The District also has the right to make the position full time should such a situation occur. If the person without insurance is unable to continue in the job-share arrangement, he or she will not be eligible for the Reduction in Force language during that school year.

ARTICLE X - VACANCIES AND PROMOTIONS

A. Whenever any vacancy of more than four (4) weeks in a professional position occurs during the school year (September to June), including those outside the bargaining unit, it will be adequately publicized by the Superintendent via electronic formats and by means of a notice placed on each school bulletin board and at least ten (10) school days prior to the appointment. Written notice of any such vacancy will be given to the Association. In both situations, the qualifications for the position, its duties, and rate of compensation will be clearly set forth.

B. All teachers will be given adequate opportunity to make application for such position, and the Committee agrees to give consideration to the professional background and other attainments of all applicants. All extra paying positions will be filled whenever possible by members of this bargaining unit when an equally qualified staff member applies for said position (e.g., federal projects, specially funded projects, etc.). It is understood that the final decision shall be left to the discretion of the Superintendent.

ARTICLE XI - TEACHER EVALUATION

a. Supervision of teachers will be conducted professionally, openly, and with full knowledge of the teacher. A non-professional status teacher shall be evaluated by a principal or assistant principal. Teachers will be given a copy of any evaluation report prepared by the appropriate supervisor and will have the right to discuss such report with their superiors. Evaluations will be done in accordance to the Evaluation Tool and Procedures. The evaluation instrument is hereby incorporated into this agreement by reference. It will be available online. Only substantive changes in the evaluation instrument must be ratified by the parties.

B. Personnel File

1. Teachers will have the right, upon written request, to review the contents of their personnel file.

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

C. Any serious complaints regarding a teacher made to any member of the Administration by any parent, student, or other person will be promptly called to the attention of the teacher. The name of the complainant shall be given to the teacher.

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D. The Association recognizes the authority and responsibility of the Principal and Superintendent, or his/her designee, for disciplining or reprimanding a teacher for delinquency of professional performance. If a teacher is to be disciplined or reprimanded by a member of the Administration above the level of the Superintendent, however, he/she may request to have a representative of the Association present.

E. No teacher will be disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without just cause, provided, however, that the right to discharge a teacher without professional status because of unsatisfactory work performance will be within the sole discretion of the Administration, as will the determination as to what constitutes unsatisfactory work performance. Unsatisfactory work performance as used in this Article refers to those matters included in the teacher's personnel file.

F. In evaluating a teacher, if an evaluator determines that a teacher's performance in an area needs improvement, the evaluator will list specific instances to demonstrate the problem and will include specific suggestions on how to improve performance. The teacher shall be given a reasonable amount of time to improve performance. Any grievance surrounding this Section of this Agreement shall be filed within thirty (30) days of the final evaluation.

G. Within a reasonable period of time after either party requests a review of the evaluation procedure, the Committee and the Association will establish a joint committee to study various possible means of improving the teacher evaluation process. The joint committee will consist of eight members, three chosen by the Committee and five by the Association. The five Association-appointed members shall include a middle school team leader, a middle school classroom teacher, a special education teacher, and two elementary classroom teachers (one from grades K-2 and one from grades 3-5). These persons shall select from among themselves a chairperson. The joint committee shall render a report of its findings to the Association and the Committee. Any changes in the instrument or process of evaluation shall be subject to ratification by each party.

ARTICLE XII - USE OF SCHOOL FACILITIES

The Association shall have the right to use school buildings and grounds without cost (except for custodial fees where applicable under SC Policy #-110) at reasonable times for meetings and recreational purposes, subject to request for such use to the Principal of the school and subject to this approval as to the purpose of such use. The Superintendent shall have final authority to grant or withhold such permission.

ARTICLE XIII - SICK LEAVE

A. In case of personal illness, each teacher shall be entitled to a maximum of fifteen (15) school days of sick leave per year without loss of pay, which shall be cumulative up to one hundred eighty-five (185) days. All teachers will be credited with fifteen (15) days on the first day of school. Notice shall be given, either on contracts or in the first paycheck, of the number of sick days to which a teacher is entitled for the ensuing school year.

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B. In the event that a teacher is unable to perform his/her duties as a teacher due to a prolonged illness, he/she will receive up to an additional fifty per cent (50%) of his/her accumulated sick leave to which he/she was entitled at the start of the illness. Employees who have exhausted their own sick leave because of any injury covered by Workmen's Compensation are not entitled to draw additional accumulated sick leave to supplement Workmen's Compensation payments.

C. In the event of the absence of a teacher for illness in excess of five (5) consecutive days, the Committee may require the filing of a doctor's certificate or the Committee may, if it has reasonable cause to believe that there is an abuse of sick leave policy, require an examination by an independent physician; such examination shall be at the Committee's expense.

D. In addition to the above provisions, any teacher who has used up his/her accumulated sick leave shall be entitled to receive regular pay less an amount equal to substitute teacher's pay but no more than the daily substitute rate, to be deducted for the duration of the illness but not to extend beyond the period of one (1) school year and subject to the following provisions:

1. A doctor's certificate of illness shall be filed with the Superintendent once each month for the duration of the absence.

2. This provision shall apply only to one (1) illness in a school year or recurring illness due to a chronic illness or condition.

E. After twenty (20) years of employment in the district, an employee who terminates his or her employment shall receive a sick leave buyback according to the following schedule:

$20 per day to a maximum of one hundred (100) days

F. Family Medical Leave See Article XIV I.

ARTICLE XIV - TEMPORARY LEAVES OF ABSENCE

Teachers will be entitled to temporary leaves of absence with pay each school year as described below. No teacher will be required to arrange for his/her own substitute.

A. Personal Leave

1. A total of three (3) days of leave shall be granted for personal legal, personal business, household or family matters which require absence during school hours. Application for personal leave will be made to the Principal at least forty-eight (48) hours before taking such leave (except in the case of emergencies), and the applicant for such leave will not be required to state the reason for taking such leave other than that he/she is taking it under this section. It is not the intent that personal days be utilized immediately preceding or immediately following a vacation or holiday for the purpose of extending said vacation. Personal days may be used prior to or immediately following a vacation or holiday only in matters listed in the first sentence of this section and not related to the holiday or

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vacation. The Northborough Teachers Association agrees, in these instances, that reasons for requested time must be given to the Administration for its approval.

2. Teachers covered by this Agreement shall be granted up to three (3) days of leave in any one (1) school year for time necessarily and actually lost for observance of a recognized major religious holiday of the religious faith to which such person belongs when such holiday falls on a day on which the person is required to work. The following are examples of "recognized major religious holidays" which may fall on a day on which the person is required to work: Rosh Hashanah, Yom Kippur, and Good Friday of the Orthodox Church. Notification by the person of his or her intention to take such leave shall be made to the appropriate administrator as far as possible in advance of such holiday, but in no event less than forty-eight (48) hours in advance of such holiday. Whether other days are "recognized major religious holidays" shall be determined by the Superintendent upon request of the Association or the teacher covered by the Agreement.

B. Educational Leave

Temporary leave for the purpose of visiting schools or attending meetings or conferences of an educational nature will be allowed, but limited to not more than ten per cent (10%) of the faculty and/or two (2) teachers per team or department on any given day. Application will be made to the Principal at least five (5) days in advance. This does not apply to NTA or MTA organizational business.

C. Association Leave

1. The designated number of Association representatives will be released as necessary to attend Massachusetts Teachers Association and/or National Education Association conferences and conventions.

2. The Association President will be released from teaching and non-teaching duties four (4) days per year. When an elementary school teacher is president, he/she will be relieved of all administrative duties and released from teaching duties one (1) day per month to attend to Association business. When a Middle School teacher is president, he/she will also be relieved of all administrative duties which will result in one (1) duty free period per day to attend to Association business. Scheduling of the President's released days shall be arranged between the President and his/her immediate administrator. Additional time may be provided at the discretion of the immediate administrator.

D. Bereavement

Teachers shall be granted up to three (3) school days at any one time in the event of the death of a teacher's spouse, child, parent, sibling, grandfather, grandmother, son-in-law, daughter-in-law, father-in-law, mother-in-law, significant other, or other member of the immediate household. Teachers will be granted one (1) day at any one time in the event of the death of a teacher's brother-in-law, sister-in-law, uncle, aunt, niece, or nephew. Leaves taken pursuant to this section will be in addition to any sick leave to which the teacher is entitled.

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If additional days for bereavement are required, they may be granted and deducted from the sick leave allowance.

E. Family Sick Leave

Teachers shall be granted up to three (3) school days at any one time in the event of an illness requiring bedside or household attention by the teacher of a teacher's spouse, child, parent, father-in-law, mother-in-law, or other member of the teacher's immediate household. Leaves taken pursuant to this section will be deducted from sick leave to which the teacher is entitled.

Additional days may be granted at the discretion of the Superintendent on a case by case basis.

F. Jury Duty

Any teacher who is called to jury duty shall, upon written evidence presented to the Superintendent, receive regular wages for the first three (3) days, or part thereof, of juror service. If said teacher is on jury duty for more than three (3) days, said teacher's pay will be equal to the difference between regular pay and the pay for jury duty.

G. Required Legal Proceedings

Teachers shall be released to attend work-related legal proceedings which they are required to attend.

H. Parental Leave Teachers will be granted up to ten (10) days in the event of a birth, adoption or foster care placement. Five (5) additional days may be granted at the discretion of the Superintendent of Schools. Days granted pursuant to this section shall be deducted from sick leave.

I. Family Medical Leave Act (FMLA) Family and Medical Leave shall be granted in accordance with applicable state and federal laws, provided that such leaves shall be granted coincident with and not in addition to the leaves provided in this Agreement.

ARTICLE XV - EXTENDED LEAVES OF ABSENCE

A. Military Leave

A maximum of twelve (12) days per school year is granted to persons called into temporary active duty of any unit of the U.S. Reserves or the State National Guard, provided such obligations cannot be fulfilled on days when school is not in session. Teachers will be paid the difference between their regular pay and the pay which they receive from the state or federal government.

B. Maternity Leave

1. The parties recognize that the law is in a state of change and that this Section is intended to permit compliance with federal and state laws governing maternity leave.

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2. Pursuant to Massachusetts General Laws, Chapter 149, Section 105D, every full-time female employee is entitled to at least eight (8) weeks maternity leave if she has completed an initial probationary period of three (3) consecutive months and if she gives at least two (2) weeks' notice of her expected departure and return dates.

3. The parties agree that to qualify for benefits under this Article, a teacher who becomes pregnant must notify the Superintendent in writing as soon as possible but in no event less than four (4) weeks before the commencement of such leave, stating the anticipated dates of departure and return. Such notification shall provide the Administration with as much opportunity as possible to secure a replacement teacher and insure continuity of assignments.

4. The pregnant teacher may continue in her assigned position as long as her physical condition and ability to perform her assigned duties allow. The Superintendent may require such medical evidence of the teacher's ability to continue to work as it may require when questioning the health of a teacher in a non-maternity related situation. The Association accepts the recommendation that due consideration will be given to maternity leaves commencing at the end of a marking term.

5. Upon completion of the eight-week period, or sooner upon her request, the teacher shall be restored as soon as practicable to the position she held when her maternity leave commenced, if available, or to a substantially equivalent position.

C. Child Rearing Leave

1. Following the birth of a child, the parent of the child, if a teacher with professional status, may be granted a child rearing leave of up to two (2) school years.

2. In the case where both parents are employed by the Committee, only one (1) parent shall be entitled to a child rearing leave pursuant to this Article.

3. Leave taken pursuant to this Section shall be without pay or increment and must be consecutive, and the return to employment shall constitute a termination of child rearing leave.

4. Return to service will be at the beginning of a school year unless the Superintendent consents to a teacher's return during the school year.

5. A leave of absence without pay will be granted upon request to any teacher with professional status who has accepted a child as part of adoption procedures. Such leave may commence two (2) weeks prior to the date of acceptance. Such leave shall terminate no later than the beginning of the second school year following the school year in which it began.

D. Public Service Leave

The Committee will grant a leave of absence without pay or increment to any teacher with professional status to campaign for, or serve in, a public office, provided this does not breach any contractual obligations. Such leave shall not exceed one (1) full term of office.

 

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E. Health Leave

After five (5) years of continuous employment in the Northborough School System, a teacher with professional status may be granted a leave of absence, without pay, for up to two (2) years for health reasons. Requests for such leave will be supported by appropriate medical evidence.

Any teacher with professional status whose personal illness extends beyond the period compensated will be granted a leave of absence without pay for such time as is necessary for complete recovery from such illness.

F. Personal Leave

After five (5) years continuous employment in the Northborough School System, a teacher with professional status shall be granted a leave of absence, without pay, for one (1) year. Application for such leave must be made by February 1. Appeals to this timeline may be made to the Superintendent on a case by case basis.

G. Other

Other leaves may be granted to teachers with professional status at the discretion of the Superintendent.

H. Rights and Responsibilities

1. Teachers on such leaves must notify the Superintendent of their intent to return no later than March 1 of the school year preceding the school year of return. If the Superintendent notifies the teacher and the Association by registered mail to the teacher's last address on file of the March 1 deadline at least two (2) weeks in advance, then failure to respond will result in forfeiture of the teacher's position.

2. All requests for extensions or renewals of leaves will be applied for in writing, and, if approved, such approval shall also be in writing.

3. All benefits to which a teacher with professional status was entitled at the time his/her leave of absence commenced, including unused accumulated sick leave, will be restored upon his/her return, and he/she will be assigned to the same position held at the time said leave commenced, if available, or, if not, to a substantially equivalent position. However, if the teacher would have been laid off pursuant to Article VII, D (Reduction in Force) at the time of the leave, the teacher's rights will be governed by said Article.

ARTICLE XVI - PROFESSIONAL DEVELOPMENT INCENTIVE PROGRAM

A. Sabbatical Leaves

Sabbatical leaves will be granted for an organized program of professional advancement to members of the Association by the Superintendent. Such leaves are designed to improve the quality of education in

19


the Northborough Public Schools, thus increasing the benefits accruing to the pupils. Sabbatical leaves will be subject to the following conditions:

1. The teacher shall have completed at least seven (7) full consecutive school years of employment.

2. No more than two (2) teachers in the system will be granted sabbatical leave per school year, and no more than one (1) teacher from a single school may be granted sabbatical leave at any particular time.

3. Requests or notification of intention for sabbatical leave must be received by the Superintendent in writing in such form as may be required by the Superintendent no later than December 11, and action must be taken on all such requests no later than April 1 of the school year preceding the school year for which the sabbatical leave is requested.

4. In the event the number of applications received exceeds two (2) teachers in the system or one (1) teacher in any school, the applications will be evaluated in accordance with the following factors:

a. the educational value of the proposed program to the Northborough Public Schools;

b. the quality of past performance by the teacher; and

c. the length of service by the teacher.

5. Upon return to employment, the teacher shall be placed on the appropriate step in the salary schedule as though the employee had not taken leave.

6. The teacher will agree in writing that upon termination of leave, the teacher will return to service in the Northborough Public Schools for a period equal to twice the length of such leave. In default of completing such service, he/she will refund to the Committee an amount equal to such proportion of the salary received by him/her while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered.

7.Teachers on sabbatical leave for one (1) year or one-half (1/2) year shall be paid one-half (1/2) of the salary that would regularly accrue during the period of the absence, provided that such payment, when added to grants received, does not exceed the present salary. If the present salary is exceeded, the Committee participation will be reduced by an amount that will maintain the present salary.

B. Course Reimbursement

Teachers will be reimbursed for course(s) which they are specifically requested to take by the Superintendent.

C. Curriculum Workshops

Teachers shall be compensated for participation in curriculum workshops at the rate of twenty-seven dollars and fifty cents ($27.50) per hour.

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D. Professional Development Pool

The Committee agrees to establish a professional development incentive program in the amount of $24,000. The funds-in this program will be made available to teachers for professional development course reimbursement. A committee consisting of two Association representatives and two Committee representatives shall determine annual goals and distribution of said funds.

E. Incentive Pay Plan

Teachers may submit to the Superintendent innovative projects or programs in resume form for extra salary compensation on a yearly basis. The Committee will approve or disapprove the program on the basis of educational priority and funds available and establish that the program will be compensated on the basis of $500.00, $1,000.00, or $2,000.00 total. The amount of compensation will be established and put in writing prior to the commencement of the project. Said payment will be made upon completion of the project as originally proposed, as determined by the Superintendent and/or his/her designee within thirty (30) calendar days.

ARTICLE XVII - TEACHER PROTECTION

A. Teachers will immediately report all cases of assault suffered by them in connection with their employment to the Superintendent in writing. This report will be forwarded to the Committee which will comply with any responsible request from the teacher for information in its possession relating to the incident or the persons involved, and will act in appropriate ways as liaison between the teachers, the police, and the courts.

B. If criminal or civil proceedings are brought against a teacher alleging that he/she committed an assault in connection with his/her employment, the Committee will furnish legal counsel and all fees necessary to defend him/her in such proceedings if he/she requests such assistance, provided that such teacher is not in violation of school policy. If an appeal from a guilty finding is taken by the employee, the expenses of such appeal shall not be paid by the Committee unless approved by vote of the Committee.

ARTICLE XVIII - PAYROLL DEDUCTIONS

A. Association Dues

The Committee agrees to deduct in twenty-six (26) or twenty-one (21) equal deductions from the salaries of its teachers, dues for the Northborough Teachers Association, Massachusetts Teachers Association, and National Education Association, or any one of such associations as said teachers individually and voluntarily authorize the Committee to deduct, and to transmit monies promptly to the treasurer of the Northborough Teachers Association.

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_________________________________________________________________________________

SAMPLE DUES AUTHORIZATION CARD

Name ___________________________________________________________________________

Address _________________________________________________________________________

I hereby request and authorize the Northborough School Committee to deduct from my earnings and transmit to the Association below an amount sufficient to provide for regular payment of the membership dues as certified by such Association in such periodic installments as may be agreed to in writing between the Association and the Committee. I understand the Committee will discontinue such deductions for any school year only if I notify the Committee in writing to do so not later than thirty (30) days prior to the commencement of the school year.

I hereby waive all rights and claims for said monies so deducted and transmitted in accordance with this authorization and relieve the School Committee and all its officers of any liability hereto.

Teacher Organization: Northborough Teachers Association _____________________

Massachusetts Teachers Association _________________________

National Education Association ________________________

Date____________________________ Signature of Educator _______________________________

_________________________________________________________________________________

1. The Association will certify to the Committee in writing the current rate of its membership dues. The Association will give thirty (30) calendar days notice to the Committee of any change in rate of dues.

2. No later than September 20 of each year, the Committee will provide the Association with a list of those employees who have voluntarily authorized the Committee to deduct dues for any of the Associations named in Section A above. The Committee will notify the Association monthly of any changes in said list Any teacher desiring to have the Committee discontinue deductions previously authorized must notify the Committee and the Association concerned in writing by September 15 of each year for the school year's dues.

3. The Committee will not be required to honor any dues deduction authorizations that are delivered to it later than one (1) week prior to the preparation of the payroll from which the deductions are to be made.

B. Political Contributions

Pursuant to Chapter 180, Section 171 of the General Laws, employees may authorize the Committee to deduct from their salary a contribution to Voice of Teachers for Education (VOTE) of an amount which the employee shall specify in writing. The Committee will certify on the payroll the amount to be

22


deducted by the Treasurer. Such amounts shall be transmitted to the Massachusetts Teachers Association within thirty (30) days.

C. Health Insurance

The Town of Northborough will provide and make payroll deductions for all teachers who have not indicated in writing that they elect not to be covered. Any such request may be made by a teacher in writing and shall be filed with the Superintendent.

The Town of Northborough will pay seventy-five (75%) percent of the cost of Health Insurance.

The plan design of the co-payment structure for Fallon Community Health Plans, Tufts HMO, and Harvard Pilgrim HMO will be as follows:

In patient Hospital treatment $250

Out patient Hospital treatment $150

Physician Office Visits $15

ER $75

Prescriptions

Generic $10

Preferred $20

Non Preferred $35

The Town of Northborough will continue a Health Reimbursement Account (HRA). All in patient and out patient co-pays will be fully reimbursed. Reimbursements will be paid in a timely manner as soon as possible after the occurrence.

Full in patient and out patient reimbursement will remain in place as long as this plan design is in effect. The town will continue to offer a Flexible Spending Account (FSA). Any changes will be subject to negotiation.

D. Agency Fee

Members of the bargaining unit who are not members of the Association shall be required to pay the agency service fee. Said fee shall be in the amount and be implemented as prescribed under Massachusetts General Law, Chapter 150E and the regulations of the Massachusetts Labor Relations Commission.

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The School Committee shall not be responsible for the implementation, collection, or enforcement of the agency fee, except that it will supply any required documentation to establish that a person is a member of the bargaining unit subject to the fee.

It is understood that the deduction of the agency service fee may be made by the School Committee, with the person's written permission, through its Treasurer, pursuant to Massachusetts General Law, Chapter 180, §17b.

ARTICLE XIX - TEXTBOOKS

The Committee agrees that all teachers shall be permitted to participate in the selection of all textbooks which they are to use. It is Committee policy to provide a plentiful supply of the best textbooks and materials available in every field.

ARTICLE XX - GENERAL

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

B. The Association will be provided with copies of the agenda of each Committee meeting prior to said meeting, and a copy of the official minutes shall be forwarded to the Association.

C. Completed copies of this Agreement will be printed, if necessary, and the expense will be borne equally by the Committee and the Association.

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

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

ARTICLE XXI - TUTORS

The Northborough Teachers Association and the Northborough School Committee agree to the inclusion of tutors in the recognition clause of Unit A.

The following will not be applicable:

Article IV Salaries - Section A

Article V Operational Guidelines - Sections C, E, and F

Article VI Non-Teaching Duties - Entire Section

24


Article VII Teacher Employment - Sections C, D, and F

Article VIII Teacher Assignment - Entire Section

Article IX Job Sharing - Entire Section Article XIII Sick Leave – Entire Section

Article XVI Professional Development Incentive Program - Sections A and E Appendix A Northborough Salary Schedule

Each tutor shall be entitled to fifteen (15) days of sick leave, as of the first day of the school year, without loss of pay in any school year, which shall be cumulative up to one hundred eighty-five (185) days.

Deductions for excused absences beyond the allowable sick leave, or for other causes, shall be computed at the rate of l/185th of the annual salary for each day to be deducted. Salaries obtained for extra-curricular activities will not be included in the deduction.

In the event of absence of a tutor for illness in excess of five (5) consecutive working days, the committee will require the filing of a doctor's certificate, or the Committee may, if it has reasonable cause to believe that there is an abuse of sick leave policy, require an examination to be at the Committee's expense.

 

 

 

 

 

 

 

 

 

 

 

25


Tutors' Salary Schedule

For the 2014-15 school year only, tutors will remain on the same step they were on during 2013-14 school year.

 

 

2014-15

201516

2016-17

Step

 

 

 

1

$ 25.06

$ 25.56

$ 26.04

 

 

 

 

2

$ 26.03

$ 26.55

$ 27.05

 

 

 

 

3

$ 27.10

$ 27.64

$ 28.16

 

 

 

 

4

$ 28.14

$ 28.70

$ 29.24

 

 

 

 

5

$ 29.30

$ 29.89

$ 30.45

 

 

 

 

6

$ 30.46

$ 31.07

$ 31.65

 

 

 

 

7

$ 30.76

$ 31.37

$ 31.96

 

 

 

 

8

$ 31.91

$ 32.55

$ 33.16

 

 

ARTICLE XXII - RIGHTS AND OBLIGATIONS OF THE SCHOOL COMMITTEE

A. The Committee is recognized as a public body established under and possessing all those functions and powers granted to it by the Statutes of the Commonwealth of Massachusetts and the rules and regulations of agencies of the Commonwealth.

B. Nothing in this Agreement shall be deemed to derogate from or impair any power, right, or responsibility heretofore possessed by the School Committee except where such power, right, duty, or responsibility heretofore possessed by the School Committee is specifically limited by this Agreement.

26


ARTICLE XXIII - DURATION

This Agreement will be effective as of the first day of the 2014-15 school year and will continue in effect to and including the day prior to the start of the 2017-2018 school year> and will thereafter automatically renew itself for successive terms of one (1) year each unless

by the first Wednesday in November next prior to expiration of the contract year involved, either the Committee or the Association shall have given the other written notice of its desire to amend this Agreement, or

by the April 1 next prior to expiration of the contract year involved, either the Committee or the Association shall have given the other written notice terminating this Agreement upon expiration of the said contract year

IN WITNESS WHEREOF, the parties hereunto set their hand and seals this 2nd day of June , two thousand fourteen.


 

 

 

 

 

 

 

 

 

27

 


APPENDIX A

NORTHBOROUGH SALARY SCHEDULE

For the 2014-15 school year only, teachers will remain on the same step they were on during 2013-14 school year.

 

 

 

FY15

 

 

 

 

 

 

Step

Bach

B+15

Masters

M+18

CAGS/ M+36

M+60

0

44,398

46,050

48,063

49,862

51,473

53,621

1

47,037

48,691

51,263

53,068

54,819

57,111

2

49,676

51,332

54,463

56,274

58,165

60,601

3

52,315

53,973

57,663

59,480

61,511

64,091

4

54,954

56,614

60,863

62,686

64,857

67,581

5

57,593

59,255

64,063

65,892

68,203

71,071

6

60,232

61,896

67,263

69,098

71,549

74,561

7

62,871

64,537

70,463

72,304

74,895

78,051

8

65,510

67,178

73,663

75,510

78,241

81,541

9

68,149

69,819

76,863

78,716

81,587

85,031

10

70,788

72,460

80,063

81,922

84,933

88,521

11

73,427

75,101

83,263

85,128

88,279

92,011

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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FY16

2%

 

 

 

 

 

Step

Bach

B+15

Masters

M+18

CAGS/ M+36

M+60

0

45,286

46,971

49,024

50,859

52,502

54,693

1

47,978

49,665

52,288

54,129

55,915

58,253

2

50,670

52,359

55,552

57,399

59,328

61,813

3

53,362

55,053

58,816

60,669

62,741

65,373

4

56,054

57,747

62,080

63,939

66,154

68,933

5

58,746

60,441

65,344

67,209

69,567

72,493

6

61,438

63,135

68,608

70,479

72,980

76,053

7

64,130

65,829

71,872

73,749

76,393

79,613

8

66,822

68,523

75,136

77,019

79,806

83,173

9

69,514

71,217

78,400

80,289

83,219

86,733

10

72,206

73,911

81,664

83,559

86,632

90,293

11

74,898

76,605

84,928

86,829

90,045

93,853

 

 

 

 

 

 

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FY17

1.875%

 

 

 

 

 

Step

Bach

B+15

Masters

M+18

CAGS/ M+36

M+60

0

46,135

47,852

49,943

51,813

53,486

55,718

1

48,877

50,597

53,268

55,144

56,963

59,345

2

51,619

53,342

56,593

58,475

60,440

62,972

3

54,361

56,087

59,918

61,806

63,917

66,599

4

57,103

58,832

63,243

65,137

67,394

70,226

5

59,845

61,577

66,568

68,468

70,871

73,853

6

62,587

64,322

69,893

71,799

74,348

77,480

7

65,329

67,067

73,218

75,130

77,825

81,107

8

68,071

69,812

76,543

78,461

81,302

84,734

9

70,813

72,557

79,868

81,792

84,779

88,361

10

73,555

75,302

83,193

85,123

88,256

91,988

11

76,297

78,047

86,518

88,454

91,733

95,615

 

 

 

 

 

 

 

 

The Superintendent is authorized to accept certain professional activities other than formal course work in satisfaction of this requirement. Credit may be given for participation in curriculum revision, SEI Endorsement, travel participation in certain professional conferences, or other educationally significant activities. Innovative programs may also satisfy the three (3) credit requirement and are welcomed by the Superintendent.

A. Bachelor's +15 Track

1. Teachers who have accumulated fifteen (15) semester hours in a graduate program and submitted proof that they are in a program leading to a Master's Degree at an accredited institution will be eligible for this track.

2. For placement on this track, documented evidence of credits must be submitted to the Superintendent of Schools.

3. Only those credits taken since January 1,1970, may be included on a retroactive basis in this program.

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B. Master's Track

Teachers who have earned a Master's Degree - a graduate degree beyond the Bachelor's Degree awarded by an accredited college or university - will be placed on the Master's track of the salary schedule.

C. Advanced Study Track

1. Certificate of Advanced Graduate Study

An applicant working on a CAGS program, having accumulated eighteen (18) hours of graduate credit, will be placed on the appropriate salary schedule.

2. Advanced Study

a. Courses taken beyond a masters degree must be approved in advance by the Superintendent of Schools. Applicants having accumulated eighteen (18) hours of graduate credit will be placed on the appropriate salary schedule.

b. Courses taken beyond a masters degree shall meet the following criteria:

(1) All semester hours must be earned in an accredited graduate school.

(2) There shall be no repetition of courses.

(3) All grades must meet the particular school's requirement for graduate credit.

(4) Only those credits taken since 1993 may be included on a retroactive basis in this program.

3. A second approved Master's Degree is considered to fully qualify a person for this salary level.

4. Teachers with a Master's Degree may also achieve placement on the "Advanced Study" column of the salary schedule by the following procedure:

a. Preparing a program of study which includes thirty-six (36) credit hours in a discipline which the teacher feels would advance his/her professional career and would be of value to the school system. Teachers may include in their proposals for the Superintendent's approval, courses which they have completed since June 1993.

b. Submitting this program to the Superintendent for approval, the Superintendent will respond to the program submitted within two weeks.

c. Negotiating any revisions suggested by the Superintendent.

d. Signing a contract with the Committee. This contract is to be a statement of intent by the teacher to pursue the program of study approved by the Superintendent, and a promise by the Committee to place the teacher on Advanced Study pay status as soon as the program is completed. Proposals for

31


amendments to the contract, due to changes in course offerings, may be submitted to the Superintendent for approval at any time.

e. Meeting the particular school's grade requirement for graduate credit.

f. Certifying to the Superintendent completion of the program by use of college transcripts or other suitable documentation.

D. Doctorate Track

The salary for a teacher with a doctorate shall be 1.04 times the salary at the corresponding step of the Masters +60 column.

E. Master's +60 Track

Teachers with a CAGS or Equivalent may advance to the M+60 level by the following procedure:

1. All twenty-four (24) additional credits needed for placement on this schedule must be current and relevant.

2. Only courses taken since 1998 are eligible for consideration.

3. In order for courses to be relevant, their content must be in alignment with the district Professional Development Plan, individual School Improvement Plans, or Department of Education regulations.

4. Courses may be earned at an accredited graduate school or may be internal offerings approved by the Superintendent of Schools.

F. Salary Adjustments

Salary adjustments will take effect September 1 and March 1 with a fifty per cent (50%) crossover for those achieving a given track status as of March 1.

G. Courses Acceptable at Appointment

For teachers being considered for appointment, only those courses taken from years prior to appointment are acceptable.

H. Stipends

All positions will be posted annually by May 15th. Job descriptions will be developed by the Administration and will be made available at the time of posting.

1. Department Heads/Curriculum Leaders at the Middle School are to be paid two thousand dollars ($2,000).

32


2. Curriculum leaders at K-5 schools will be categorized into 3 groups based on the work load expectations. They will be paid on the stipend rate below pending available grant funding:

                Level A $1800                    Level B $900                       Level C $450

3. The Coordinator of the Music Program shall be paid seven hundred dollars ($700). Time necessary to perform administrative duties shall be arranged between the Coordinator of the Music Program and the Administration.

4. If there is a Kindergarten Coordinator he/she shall be compensated in the amount of seven hundred dollars ($700).

5. If there is a Coordinator of the Gifted Program he/she shall be compensated in the amount of seven hundred dollars ($700).

6. If there is a Coordinator of the Health Program he/she shall be compensated in the amount of seven hundred dollars ($700).

7. If there is a Coordinator of the Physical Education Program he/she shall be compensated in the amount of seven hundred dollars ($700).

8. The Superintendent will appoint a Head Teacher at each elementary school to be paid a stipend of two thousand dollars ($2,000).

9. Upon recommendation of the building principal and approval by the Superintendent, positions for supervision of extracurricular sports and/or activities will be posted. Such positions will be paid at the rate of twelve dollars and fifty cents ($12.50) per hour, not to exceed a total amount of five hundred dollars ($500) per sport and/or activity. The following stipends will apply for the Middle School:

Girls Field Hockey (2)

$1,000

Track and Field (2)

$1,000

Cross Country (2)

$1,000

Boys Basketball

$1,000

Girls Basketball

$1,000

Baseball

$1,000

Softball

$1,000

10 If there are positions of curriculum coordinators at the middle school each position shall be paid a stipend of four thousand dollars ($4,000) annually.

11 The position of team leader at the middle school shall be paid a stipend of eighteen hundred dollars ($1,800).

 

33


I. Longevity Pay

1. Teachers having extended continuous service in the Northborough School System shall be compensated above their current position in the longevity salary schedule as follows:

12 to 14 years $300 Per Year

15 to 19 years - $500 Per Year

20 to 24 years - $1,100 Per Year

25 years & more - $1,800 Per Year

2. The dollar amounts listed above shall be cumulative to the maximum listed over the course of the three steps in the longevity salary schedule.

3. The longevity salary schedule amount awarded becomes part of the individual's base salary and is to be considered in all subsequent pay raises.

4. Any percentage raises that occur during each longevity grouping will be calculated on both the regular salary and the longevity stipend. When moving to a new longevity grouping the accrued percentage raises are not carried over, but begin anew.

J. Travel Allowance (Mileage Allowance)

Bargaining unit members who are required to use their personal vehicles in fulfilling their daily and/or weekly assignments shall be compensated for travel related expenses in accordance with the following mileage payment schedule:

Frequency of Travel Annual Payment

1 day $200.00

2 days $250.00

3 days $300.00

4 days $350.00

5 days $400.00

Memorandum of Understanding on Seniority List

In accordance with Article VII, Section D.4. of the Collective Bargaining Agreement between the Northborough School Committee and the Northborough Teachers Association, an annual seniority list is prepared pursuant to the provisions of Article VII, Section E.lb.

34


People who work less than full-time (i.e. part of a week, part of a day) will be provided with seniority on a pro-rata basis.

Memorandum of Understanding on Maternity Leave

The following document is provided to give you information pertaining to your rights for maternity leave based on the collective bargaining agreement (CBA), the Massachusetts Maternity Leave Act (MMLA) and the Family and Medical Leave Act (FMLA). In addition, you may apply for a Child Rearing Leave of up to two years pursuant to Article XV of the CBA.

As per Article XV, Section B: The parties agree that to qualify for benefits under this Article a teacher who becomes pregnant must notify the Superintendent in writing as soon as possible but in no event less than four (4) weeks before the commencement of such leave, stating the anticipated dates of departure and return. Such notification shall provide the Administration with as much opportunity as possible to secure a replacement teacher and insure continuity of assignments.

In the event of the absence of a teacher for illness in excess of five (5) consecutive days, the Committee may require the filing of a doctor's certificate, or the Committee may, if it has reasonable cause to believe that there is an abuse of sick leave policy, require an examination by an independent physician; such examination shall be at the Committee's expense.

Year 1:

You are entitled to take up to eight (8) weeks of unpaid leave pursuant to the MMLA. You may use any accrued sick time during this leave if you have a doctor's note certifying actual disability (CBA Article XV).

Year 2 and 3 for until you acquire Professional Status):

You are entitled to take up to a total of twelve (12) weeks of unpaid leave pursuant to the MMLA and the FMLA. You may use any accrued sick time during this leave if you have a doctor's note certifying actual disability (CBA Article XV).

Example: You want to take twelve (12) weeks of maternity leave. You want the leave to start March 1st. On February 28th you will have ten (10) days of accrued, but unused, sick time. You will be eligible for a total of twelve (12) weeks of leave-of which two weeks (10 days) will be paid from your sick time. In total, you will get two (2) weeks paid.

PTS Status:

You are entitled to take up to twelve (12) weeks of unpaid leave. You may use any accrued sick time during this leave if you have a doctor's note certifying actual disability.

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