Show detailed information about district and contract
| District | Bellingham |
| Shared Contract District | |
| Org Code | 250000 |
| Type of District | Municipal K12 |
| Union Affiliation | MTA |
| Most Recent Document | Contract |
| Expiring Year | 2013 |
| Expired Status | |
| Superintendency Union | |
| Regional HS Members | |
| Vocational HS Members | Blackstone Valley RVSD |
| County | Norfolk |
| ESE Region | Greater Boston |
| Urban | |
| Kind of Community | economically developed suburbs |
| Number of Schools | 7 |
| Enrollment | 2635 |
| Percent Low Income Students | 17 |
| Grade Start | PK or K |
| Grade End | 12 |
Subject to the terms and provisions hereinafter provided and in accordance with the provisions of Chapter 150E of the General Laws of the Commonwealth of Massachusetts, the Bellingham School Committee (the "Committee") during the term of and to the extent provided in this Agreement recognizes the Bellingham Teachers' Association (the "Association") as the exclusive collective bargaining agent with respect to salaries, wages, hours of work and conditions of employment in the bargaining unit consisting of classroom teachers, guidance counselors, department heads, coaches, academic coordinators, special needs teachers, itinerant teachers, librarians, remedial teachers, and nurses employed by the District. Except when the Association is notified in writing, the Committee designates the Superintendent of Schools or his designee as the agent of the Committee with respect to the administration of the provisions of this Agreement. The provisions of this paragraph are intended only to describe the Professional Employees covered by this Agreement and not any particular work and all reference to a Professional Employee in this Agreement shall be deemed to include male and female employees, as the case may be.
The professional employees represented by the Association as aforesaid are the members of the professional staff covered by this Agreement and will be hereinafter referred to as "members of the Association" or "members".
It is the declared objective of the parties to encourage prompt resolution of grievances. The parties recognize the importance of prompt and equitable disposition of any complaint at the lowest organizational level possible. Any member of the Association shall have the grievance promptly considered on its merits.
A. "Grievance" is a claim based upon the interpretation, meaning, or application of any of the
provisions of this Agreement or any subsequent agreement entered into pursuant to this
Agreement.
B. An "Aggrieved Person" is the person or persons making the claim.
C. A "Party in Interest" is the person or persons making the claim and any person who might be
required to take action or against whom action might be taken in order to resolve the claim.
D. The "Professional Rights and Responsibilities Committee" is the committee composed of members from the Bellingham School System representing the Teachers' Association for the purpose of collective bargaining.
A. Grievances of members will be presented in the following manner:
School Level (Step 1). The aggrieved member may present a grievance in writing to a member of the Professional Rights and Responsibilities Committee or to the Principal. The member and the Principal will confer on the grievance with a view to arriving at a mutually satisfactory resolution of the complaint. Whenever a grievance is presented to the Principal, the Association will be given the opportunity to express its views at the request of the aggrieved member. The Principal will communicate his or her decision in writing to the aggrieved member and/or the Association Representative within five (5) school days after receiving the complaint.
B. Superintendent (Step 2). If the grievance is not resolved at Step 1, the aggrieved member and the Association Representative, at the request of the aggrieved member, may appeal to the
Superintendent in writing, including a statement of the grievance, within five (5) school days after receipt of the Step 1 decision. The Superintendent will arrange for a conference with the aggrieved member. The aggrieved member, the Association Representative, at the request of the aggrieved member, the Principal and his or her immediate supervisor will be invited to attend this conference and state their views. The Superintendent will issue a written decision on the grievance to the aggrieved member as soon as possible but not later than fifteen (15) school days after the receipt of the appeal.
ARTICLE II - GRIEVANCE PROCEDURE
C. The School Committee (Step 3). If the matter being grieved is subject to the authority of the School Committee, then the decision of the Superintendent may be appealed in writing, including a statement of the grievance, by the member or the Association Representative, at the request of the aggrieved member, to the School Committee within ten (10) school days after receipt of the Step 2 decision. The Committee, at its next meeting, will meet with the aggrieved member and the Association Representative, at the request of the aggrieved member, the Superintendent, and/or the Principal. The School Committee will notify, in writing, the aggrieved member and the Association Representative, at the request of the aggrieved member, of its decision not later than the next regular School Committee meeting.
D. The time limits specified in any step of this procedure may be extended in any specific instance by
mutual agreement.
A. Each written statement of a grievance will include (1) a concise statement of the facts constituting the grievance; (2) a reference to the applicable provision(s) of this Agreement; and (3) the date upon which the act of omission giving rise to the grievance occurred and, if applicable, the later date upon which the member first learned or should have learned of the same and a concise statement of the reasons why the member should not be held to have learned of the same earlier. Each statement under Step Two or Three will be signed on behalf of the Association by its President or Vice President or the Chairperson or Vice-Chairperson of the PR & R Committee. A member may have representation in addition to the Association.
B. Determination of a grievance will be in writing and will include a statement of the reasons for the decision. Copies will be sent to the Association, the Committee, the Chairperson of the PR & R Committee (if any), and to the aggrieved member (if fewer than 3).
C. All grievances will be responded to in writing within the timelines established herein. If a timeline has been mutually changed in writing, then the written response will be made within that extended timeline.
D. Time for meetings to discuss grievances will be scheduled outside of the school day unless in the judgment of the Superintendent in the case of a Step Two proceeding, or of the Committee, in the case of a Step Three proceeding, a meeting during the school day is desirable to facilitate the
production of appropriate information. Attendance by members and by Association representatives at grievance meetings held during the school day will constitute an authorized absence without loss of pay.
ARTICLE II - GRIEVANCE PROCEDURE
E. With the approval of the member(s), the PR & R Committee may request, and the School
Committee will make available, such documents and data as the School Committee may possess which pertain to the grievance and are public records.
F. Forms for presenting grievances and other necessary documents will be jointly prepared by the Superintendent, subject to the approval of the Committee and the Association, and given
appropriate distribution.
G. The meetings held for hearing the grievance at Step One, Two, or Three will be private and/or in executive session with no release to the media prior to the final disposition of the grievance.
A. Precedent. A written record will be made of the disposition of any grievance at Step Two or Three. If such disposition becomes final by acceptance by the Association, such disposition will apply to all future complaints based on the same conditions.
B. Records. While both parties may maintain files of grievances and disposition thereof, the Committee will not make any entry or file any paper in the personnel file of any member
involved in a grievance except as may be required to implement the disposition thereof.
C. Reprisals. No reprisals of any kind will be taken by any party against any person who
participates in any way in any grievance proceeding by reason of such participation.
In those cases in which the act or condition giving rise to the grievance should have been made known to the members upon the occurrence of the act or condition, the grievance will be presented not later than the tenth (10th) school day following such occurrence. In these cases in which the member affected could not, with diligence, have had knowledge of the act or condition until some time after its occurrence, the time for presenting the grievance will be measured from the first date upon which the member should have known of the act or condition. The burden of establishing a date that is later, will be upon the member, but a dispute as to whether Step One procedure has been commenced within the time period provided may be treated as a grievance starting at Step Three. In those cases where grievances are alleged as a result of action, notice of which under any provision of this Agreement or of published Committee policy is given by notice to the Association or to affected members by publication, the date from which the time for presenting the statement will be measured will be the date upon which notice is given unless such notice shall be given during the period commencing on the fifth (5th) school day prior to the closing of schools in June and ending on the day before schools open in September. In cases in which the foregoing exception applies, the time for presenting the statement will expire at the close of business on the tenth (10th) school day of the term beginning in September.
ARTICLE II - GRIEVANCE PROCEDURE
A. If a grievance involving the interpretation or application of any provision of this Agreement shall
not have been disposed of under Step Two and/or Step Three (whichever is appropriate) of the grievance procedure, to the satisfaction of the member and the Association, the Association may, not later than ten (10) school days next after receipt of the decision, initiate arbitration of the grievance by giving written notice of desire for arbitration.
B. The Committee and the association, acting by its PR & R Committee, will then endeavor to agree upon a mutually acceptable arbitrator and obtain a commitment from said arbitrator to serve. If an arbitrator willing to serve has not thus been selected within seven (7) school days after such written notice has been given, either the Committee or the Association may request the American Arbitration Association for a panel of arbitrators. The Voluntary Labor Arbitration Rules of the American Arbitration Association will, except as specifically provided otherwise in this Agreement, govern the selection of the arbitrators and the conduct of the arbitration proceedings.
C. The arbitrator will render a decision in writing no later than twenty (20) days or in accordance with the rules of the American Arbitration Association from the date of the close of the hearings, or, if oral hearings have been waived from the date the final statements and proofs are submitted to him or her. The arbitrator will have no power or authority to make any decision which requires the commission of any act prohibited by law or which would modify, alter, add or subtract from any of the terms of this Agreement. The decision of the arbitrator will be submitted to the Committee and to the Association and, if within his or her jurisdiction and subject to law, will be final and binding, provided that the arbitrator shall not usurp the functions and powers of the Committee.
D. The costs for the services of the arbitrator including per diem expenses, if any, and actual and necessary travel and subsistence expenses, will be borne equally by the Committee and the Association, but each party will bear its own expense for the presentation of the case.
Article III – OBSERVANCE OF DUTIES
While a negotiated agreement is in effect, should any strike, work stoppage, slowdown, withholding of services occur, whether or not the Association shall be a participant therein, the Association shall forthwith use its best efforts to cause the persons involved to resume and continue their services.
A. The starting and ending time of the school day, the starting and ending days of the school year and whether a school or schools shall operate on a single or multi-session basis are matters entirely within the discretion of the Committee, exercised under and pursuant to applicable provisions of law and to regulations of state agencies having jurisdiction.
B. Members may be required to remain in school after the end of the normal teacher day for up to 45 minutes on not more than two (2) afternoons per week for student help. Members may also be required to remain in schools after the end of the normal teacher day for up to one (1) hour on not more than two (2) days per month for staff meetings. Notice of such meetings shall be given no less than two (2) days in advance, except in emergency situations. It is further understood that staff meetings will not take place on Friday afternoons. It is also understood that in case of emergency bus situations and other such emergencies members will be required to remain at their respective schools to provide student supervision.
C. In order to differentiate between evening meetings and parent conferences, the following definitions will be used:
A
parent conference is a meeting between teachers and parents for the purpose of
discussing grades and academic progress.
An evening meeting is an activity that is not curricular in focus, such as a
concert, science fair, meet the teacher night, open house, graduation, etc.
All members may be required to attend two (2) evening parent conferences and one afternoon parent conference in the Fall.
The two (2) conferences will be compensated (Article IV, Section 2 L) by early dismissal for students and staff as follows: the first conference will be compensated on the Friday immediately following the first conference and the second conference will be compensated on the last school day before the Christmas vacation.
Members at the High School and Middle School may be required to attend an evening parent conference in the spring. This evening conference will be compensated (Article IV, Section 2L) by early dismissal for students and staff the Friday immediately following the conference. Elementary staff will not hold a spring conference, students, and staff will attend school as usual on that Friday.
In addition to parent conferences, all members may also be required to attend two (2) evening meetings each school year. Members will be notified in writing of the dates of these meetings by October 15 of each school year, except in extraordinary circumstances. Attendance at all other evening meetings will be at the option of the individual member. There will be no parent conferences or evening meetings on Fridays or during the week of Thanksgiving.
D. It is understood that the instructional responsibilities of members include preparing teaching materials, giving help to individual pupils and conferring with parents, principals and other administrators and that these responsibilities may possibly be scheduled outside of a time
normally devoted to teaching. Any parent conference will be held within forty-eight (48) hours of the request, at a time and place agreeable to all parties concerned.
E. The member year will commence no more than three (3) days before, or in the case of newly employed members, no more than five (5) days before the beginning of the student school year. The work year shall consist of 180 student days, the day before the beginning of the student year and three (3) professional development days to be scheduled by the Superintendent and the Association. The Friday before Labor Day shall not be part of the work year.
F. For those members assigned to elementary schools the day will commence fifteen (15) minutes before and end ten (10) minutes after the pupil day. The pupil school day will be no more than six (6) hours and five (5) minutes.
G. Beginning with the 2003-2004 school year, for those members assigned to the secondary schools the day will commence ten (10) minutes before and end ten (10) minutes after the pupil school day. The pupil school day will be no more than six (6) hours and thirty (30) minutes.
H. In the case of those individual members not regularly assigned to a particular school and those members who service both elementary and secondary schools, their school day will not exceed the school day of an elementary member.
I. Members will not be required to supervise or otherwise take part in any new programs outside of
the school day such as a breakfast program.
J. The parties recognize that changes in the workday may be necessary in order to meet the requirements of Education Reform, and that these changes are best addressed through the process
ARTICLE IV - HOURS AND ASSIGNMENTS
of shared decision-making in which the input of all parties shall bear equal weight. To that end, the parties agree to establish a committee consisting of administrators and teachers from the affected building(s). The parties further recognize that should the deliberations of the committee impact upon areas that are mandatory subjects of bargaining, negotiations between the School Committee and the Association will be required.
A. Members regularly assigned to elementary schools will be assigned to supervise pupil recess periods on an equitably rotating basis, and, except for members assigned to supervisory duty or on days when recess periods are taken in the classroom, will not have scheduled duties during recess periods.
B. Members regularly assigned to elementary schools at which pupils eat lunch may be assigned to supervise lunch periods on an equitably rotating basis and, except as so assigned, will not have scheduled duties during one twenty (20) minute period for the purpose of having their own lunch.
C. Members regularly assigned to the Middle and High Schools will be assigned to supervise pupil lunch periods. Beginning with the 2003-2004 school year, they will not have scheduled duties during one twenty-five (25) minute period for the purpose of having their own lunch.
D. Members not regularly assigned to a particular school will be scheduled to have a twenty (20) minute duty-free period for lunch.
E. The daily schedule for Middle and High School teachers regularly assigned to secondary schools shall include a class period of the schedule for preparation of instructional materials, pupil conference, emergency class coverage on an equitably rotating basis, and the like.
F. The daily schedule for elementary members (grades K-4, excluding nurses) shall include a class period for the purpose of preparation of instructional materials, pupil conference, emergency class coverage on an equitably rotating basis, and the like. The length of a preparation period will be the same as it has been historically: 45 minutes for grades 1-4 and all day K; 30 minutes for half-day K.
G. If any member loses a scheduled preparation period, then he/she shall be compensated by payment of twenty dollars ($20) for each period so lost.
H. The parties to this Agreement endorse the concept of common planning time for members who teach at the same grade level(s). To that end, every effort will be made to schedule one (1) of the five weekly periods so that teachers on a particular team may plan together.
I. Members regularly assigned to elementary schools will be released from classroom supervisory duties while special area members are instructing their classes so that they may prepare instruction materials or confer with the principal and/or parents, except in emergency situations as determined by the Superintendent or his designee.
ARTICLE IV - HOURS AND ASSIGNMENTS
J. Coverage in homeroom, corridor duties, study periods, assemblies, class meetings, bus duty, lavatory supervision, yard duties and lunch duties will be distributed to the staff on an equitably rotating basis.
K. If it is necessary for a member to cover another member's class during his/her preparation period, assignment will be on an equitably rotating basis.
L. On days when evening parental conferences are scheduled, teachers and students shall have a full
day of school. On the designated compensation day (Article IV, Section 1C),teachers and students shall be dismissed no later than 10:45 at the HS, 11:05 at the MS, and 11:25 at the Elementary. In order to be compensated for evening conferences, these conferences will be conducted outside the pupil day for a total of two (2) hours. Exceptions: ½ day before Thanksgiving and the last day of school early release times will be 10:00 at the HS, 10:20 at the MS, and 11:00 at the Elementary.
M. The Committee will make a reasonable effort to hire substitute teachers in the correct discipline,
but in any case will hire qualified substitutes for teachers with assigned classes.
N. The President of the Bellingham Teachers Association shall not be assigned any scheduled duties
for purposes of this provision, scheduled duties include student rest room supervision, bus duty and homeroom at the high school and morning duty, recess duty and cafeteria supervision in the elementary schools. This provision does not apply to regularly assigned study halls.
Members teaching in grades 7-12 will not be assigned in more than three (3) preparation levels, i.e., Asian Studies, Black Studies, Geography, etc., whenever possible, nor more than two (2) subject areas, i.e., Social Studies, English, Mathematics and Science.
Assignments of particular members to duties during released periods or to additional subject matter instruction may be made by the Superintendent or his designee on a rotating basis if and whenever the Superintendent deems such an assignment is necessary to maintain the educational programs of the pupils affected and the quality of the educational process in the Bellingham Schools.
Any member who works any additional days for the Bellingham School System shall be paid at a daily rate of 1/184 of his/her yearly salary (i.e. yearly salary/184). Full compensation for all days worked shall be computed as (# of days worked) x (daily rate).
ARTICLE IV - HOURS AND ASSIGNMENTS
desirable maximum number. Exceptions include subjects such as Health and Wellness, Band, Chorus, lab science classes, and any other areas where the safety, number of teaching stations, physical layout, and Department of Education requirements limit the maximum class size. Should the numbers exceed those considered desirable, the Committee agrees to give careful consideration to the views and recommendations of the staff in seeking a resolution to class sizes exceeding the desirable number.
The desirable maximum number of students per teacher is as follows:
K-2 twenty (20) 3-12 twenty-five (25)
All members will be officially notified of their programs for the coming school year by the Superintendent or building principal, including the schools to which they will be assigned, the grades and/or subjects they will teach, and any special or unusual classes that they will have, as soon as practicable and under normal circumstances by June 15 or one (1) week prior to close of school, whichever is earlier. In the case of unforeseen circumstances, notification will take place as soon as possible. Where a new program differs from the old program the notice will be in writing. Subject matter and grade level will be stated on the annual contract, subject to emergency situations. Annual Individual Teacher Contracts will be provided to all BTA members by November 1st.
A. In making changes in grade or subject assignment and in transferring members from one building
to another, the wishes of the member will be honored to the extent that these are compatible with 1) the best interests of the schools, 2) his/her qualifications and 3) the instructional requirements of the new assignment.
B. The recommendation of the principal of the building to which the members will be transferred is necessary and must not conflict with the best interests of the schools.
ARTICLE V - ASSIGNMENTS AND TRANSFERS
C. All open positions that result from the voluntary transfer and reassignment process shall, subsequently, be posted. An "open position" is defined as an existing bargaining unit position for which no currently employed bargaining unit member has been assigned. For the purpose of this Article, a "transfer" is defined as a change in department or building; an "assignment" is a specific position within a department or building. Further, it is understood that special education is a separate discipline from elementary. It is understood that the building principal has the right to assign members already working in the building to open positions before determining which specific positions will be posted.
D. All new positions shall be posted. A "new position" is defined as any newly established position within the bargaining unit.
E. All "open" and "new" positions as defined in Sections C and D of this article will be posted for a minimum of ten (10) calendar days.
F. Association members who would like to be notified of said vacancies during the summer recess must supply the Superintendent with self-addressed, stamped envelopes.
G. All other factors being equal, preference will be given in filling such positions to applicants on
the basis of (1) the best interests of the school system and (2) the length of the applicant's service in the Bellingham Schools.
H. Positions for less than a semester may be considered temporary vacancies and need not be posted.
A semester is defined as two (2) academic quarters.
Section 5 - Involuntary Reassignments and Transfers
In arranging schedules for members who are assigned to more than one school, an effort will be made to limit the amount of inter-school travel. Such members will be notified of any changes in their schedules by June 15 or one (1) week prior to the close of school, whichever is earlier, except in cases of emergency. In such cases, members will be notified as soon as practicable. Annual Individual Teacher Contracts will be provided to all BTA members by November 1st. Members who are assigned to more than one school, in any one school day, will be reimbursed at the prevailing town rate for all inter-school driving required, as measured by the Superintendent on the basis of the member's assigned schedule. Reimbursement will be paid with the last installments of salary payable in each December, February, April and June.
ARTICLE VI - PROMOTIONS
Whenever any vacancy in a promotional position occurs during the school year, notice thereof shall be placed on a bulletin board in every school as far in advance of the date of filling the vacancy as
possible. Written notice of any such vacancy occurring during the months of July and August will be sent to each member who has filed his/her name and address with the Superintendent for the purposes of receiving such notice. Notice of a vacancy shall state the qualifications for the position, its duties and the rate of compensation and a date, not earlier than ten (10) days after a notice is posted or mailed, by which any member desiring to apply for the position may file a written application with the Superintendent. Except on a temporary basis, vacancies will not be filled within ten (10) days from the date a notice is posted or mailed.
Notice of all openings for summer school and evening school positions (if any) and for positions under Federal programs or special programs will be given by posting a notice thereof on a bulletin board in each school as early as possible.
Members who have then been appointed will be so notified in writing as soon as possible.
Performance evaluations will be conducted in accordance with the Handbook on Teacher Observation and Evaluation agreed to by the parties in February 2002, and modified October 2004, and attached as Addendum E.
NOTE: A joint committee composed of an equal number of members appointed by the School Committee and the Association shall meet to study and make recommendations concerning evaluation process and instrument set forth in this Article. Such recommendations shall take into consideration any and all regulatory changes promulgated by the DESE. This tool will be implemented in the current contract agreement once this committee has completed its work. This information may then be added to the new contract as a Memorandum of Agreement (MOA).
A. A member will have the right, upon written request, to review the contents of his or her personnel file and to have a representative of the Association accompany him or her.
B. No material originating after original hiring which is derogatory to a member's conduct, service, character or personality will be placed in his or her personnel file unless the member has had an opportunity to review the material. The member will acknowledge that he or she has had the opportunity to review such material by affixing his or 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 member will also have the right to submit a written answer to such material and his or her answer will be reviewed by the Superintendent and attached to the file copy.
ARTICLE VIII - EVALUATION
C. Any substantial complaints regarding a member made to any Committee member by, or coming to
the Superintendent or the member's building principal, from any parent, student, or other person must be made in writing. The member will be notified, in person, and in writing, of such a complaint, as soon as possible but no later than 2 school days after receipt of the written complaint, and will be given a copy of said complaint at that time. If it is not possible to notify the member within 2 school days due to the member’s absence from the system, the member will be sent a copy of the complaint by certified mail.
D. The Association recognizes the authority and responsibility of the Superintendent or Principal to discipline or reprimand, itself or by an administrator, a member for delinquency in professional performance. If a member is to be formally disciplined or formally reprimanded by a member of the administration, he or she will be entitled to have a representative of the Association present. No member will be disciplined or reprimanded without good and sufficient reason.
The evaluation instrument will be subject to a two-year review beginning with the 2005-2006 school year and continuing through the conclusion of the 2006-2007 school year, and subsequently every two years thereafter. The evaluation committee comprised of teachers and administrators will meet to assess what modifications, if any, will be needed to refine the teacher evaluation process. The School Committee and the Association shall meet to discuss the recommended modifications and the implementation of any changes shall be subject to the parties agreeing and ratifying the changes in the conventional manner.
A. Space in each classroom for safe storage of instructional materials and supplies.
B. A separate workroom containing adequate equipment and supplies to aid in the preparation of
instructional materials.
C. An appropriately furnished room to be reserved for the use of members as a faculty lounge. Where building space and design permit, the lounge will be separate from the workroom.
D. A communication system so that members can communicate with the main building office from
their classroom in the event of an emergency.
E. Well-lighted and equipped restrooms for professional personnel.
F. A separate dining area for professional personnel.
Each existing parking area of a school will be so designated as to provide the largest area reserved for member parking as is compatible with the needs of the other users of such areas.
such meetings involve. To avoid conflicts, requests for such use will be filed in advance with established Committee policy.
the Committee, or any member of the Bellingham schools.
Members will be allowed fifteen (15) days of sick leave in each school year for absence resulting from illness or accident of the member. The allowable absences in one year to be the number of days accumulated from prior years, includes accumulation from years prior to the 1967-68 school year under prior Committee policy, plus those allowable for such years. The maximum accumulation of sick days for any bargaining unit member beginning work after June 30, 1994, shall be 184 days. Use of accumulated days shall be allowed for reasons as defined in Family Medical Leave Act of 1993.
Up to five (5) days of accumulated sick leave may be used each year by the member whose presence is required by his/her immediate family due to serious illness. Immediate family will include the following persons: parents, brothers, sisters, husband, wife, children or other person residing in the member's household.
continuing absence, prior to return to service. A doctor’s certificate indicating fitness for service may be required as a condition of return to service.
Members will be entitled to fifteen (15) days sick leave each school year. The Member will receive the fifteen (15) days up front providing they are in attendance on the first day of school when students return. If the member is not in attendance on that first student day, the sick days will be accrued at one and one-half (1 ½) days per month for that school year. Teachers on 1/2-year sabbatical will receive seven and one-half (7 ½) days sick leave. Teachers, who are on leave or are granted leaves of absence during a given school year, shall have their sick leave days prorated at the rate of one and one-half (1 ½ days) per month for each month worked in said school year.
Members shall report the intention to be absent from duty to the designated phone number(s), or email address, by 6:15 a.m. on the day of absence. If possible, notification should be given on the previous day or earlier.
Upon retiring or resigning from the Bellingham School District, a member with twenty (20) years of service to the system will be entitled to buy back unused, accumulated sick days, to a maximum of
fifty (50) days at the rate of fifty-five dollars ($55) for each day. Payment will be made within thirty (30) days after the effective date of the member’s separation of service from the district.
Effective September 1, 1979 a sick leave bank was established.
Each member shall contribute one (1) day per year to the sick leave bank. Payroll will immediately notify the President of the Teachers’ Association and the Superintendent of Schools when days are taken from the membership to supplement the sick bank.
The sick leave bank shall at all times have a minimum of one hundred (100) days in reserve. If the number of days falls below one hundred (100) days, Section 2 of this Article shall be reapplied. However, the total number of sick leave bank days in reserve shall not at any time exceed five hundred (500). In the event that the maximum of five hundred (500) days would be exceeded, then Section 2 of this Article would not be applied.
A sick leave bank committee to consider eligibility for a member to draw upon the sick leave bank shall be established. The committee shall consist of two (2) members appointed by the Association and two (2) members appointed by the School Committee. The members of the sick leave bank committee shall elect one (1) of their own members to serve as Chairperson.
The Chairperson will maintain records of the sick leave bank and shall present an accounting of the bank’s operation to the general membership. A copy will also be sent to the Superintendent.
All decisions of the sick leave bank committee must be made by a majority of all four (4) members at scheduled meetings of the committee. The decisions of the sick leave bank committee are final and binding and not subject to the grievance procedure.
In the event that a decision cannot be reached by a majority of the sick leave bank committee, a tie vote will result in the days requested being granted.
The following criteria shall be used by the Sick Leave Bank Committee in determining the eligibility of a member to draw from the Bank and in administering the Bank and determining the amount of leave:
|
a) |
a member must have used up all of his/her accumulated leave |
|
b) |
a member must submit medical evidence, written by a doctor, of an inability to perform his/her duties. This written evidence must include the specific nature of the illness and the expected date of the member's ability to return to work |
|
c) |
a member's prior utilization of eligible sick leave |
|
d) |
a member's prior requests for and use of sick leave days drawn from sick leave bank |
Members will be entitled to the following leaves of absence with pay. Leaves taken pursuant to Article XII will be in addition to any sick leave to which the member is entitled. No member will be required to arrange for his or her own substitute.
Up to five (5) days each time there is a death of a spouse, life partner/significant other; ex-spouse; parent, child, sibling, , grandchild, grandparent, , any in-law relation, step relation, or relation of a life partner/significant other of the same relations listed above or any other person residing in the same household. Up to one (1) day each time there is a death of an aunt, uncle, niece or nephew, or other relative in the family of a member or spouse/life partner.
Upon written request and in cases involving special or unusual circumstances, the Superintendent may grant additional bereavement days without loss of pay. The superintendent’s decision is final and not subject to the grievance procedure, however, approval will not be unreasonably withheld.
Section 4 - Religious
Such leaves as the Superintendent may approve for the purpose of attending educational conventions, professional meetings of the Massachusetts Teachers' Association or National Education Association, training institutes and for visiting schools, and other activities having a demonstrable relationship to the improvement of professional skills and enterprises. No more than six (6) teachers will be allowed to leave the school system on any given day to attend meetings of the Massachusetts Teachers' Association or the National Education Association. The maximum number allowable under this section shall be six (6).
ARTICLE XIV - ATTENDANCE INCENTIVE PAY
Starting in the 1987-88 school year, members shall be credited with cumulative attendance pay for no use or minimal use of sick leave and personal days according to the following schedule:
Section 1 - Eligibility
Members who have accrued Attendance Incentive pay as of the close of the 2004-2005 school year,
( See Addendum B) will receive that accrued amount in accordance with Section 3 below (Payment). No attendance incentive pay will be accrued beyond the close of the 2004-2005 school year for any member of the bargaining unit.
Section 2 - Credit
Appropriate monetary amounts, based on the above schedule, shall be credited to the member each year effective September 1, 1987. Prior monetary amounts credited to members from September 1, 1984, to June 30, 1987, shall be carried over and added to attendance incentive pay accumulated after September 1, 1987.
Section 3 - Payment
After ten (10) years of service in the Bellingham School System, service starting from the date of hire, the member shall receive the full monetary amounts credited to him/her upon leaving the school system. Upon death, said monetary amount shall be paid to the member's estate. In all cases, payment to a teacher or to his/her estate from the Attendance Incentive Plan shall not exceed four thousand dollars ($4,000).
All leaves granted under this Article will be without pay.
A leave of absence of up to one (1) year will be given to any member who joins the Peace Corps or serves as an exchange teacher or an overseas teacher, in a full-time capacity, in any of such programs. Upon return from such leave, a member will be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent. A leave may not be taken under this section by an individual more than once every ten (10) years. Applications for leave under this Section must be filed in writing with the Superintendent not later than the close of the first semester before the school year in which the leave is supposed to commence. The Superintendent will promptly advise each applicant of the granting or denial of such leave. Each member on such leave will notify the Superintendent in writing of his/her intention to return not later than the January 1 prior to the school year in which he/she intends to return and no member who fails to give such notice need be returned to active employment until the school year after such notice is given. The period that non-professional teacher status members are on leave of absence will not apply to the time that a member be employed in order to receive professional teacher status.
Upon receipt of at least thirty (30) days written notice, when possible, of a member’s anticipated date of departure and intention to return, the Superintendent will grant short-term leaves of absence in accordance with Family Medical Leave Act of 1993 (see Article XI Sick Leave, Section 1 Earned Sick Days). This leave will commence and terminate by written notice from the member's physician. Recognizing that the hiring of a replacement for the member who is on leave can be difficult to schedule, the Superintendent shall receive a notice (verbally, or in writing) that will indicate what the member's plans are after completion of his/her leave.
This leave may be extended by mutual agreement between the member and the Superintendent in order that a member who has been on short-term leave status may return at an appropriate time in consideration of the students' program(s) such as the beginning of the semester, the beginning of a marking period, or after a vacation period, or when absence is due to medical complications. The member shall give the Superintendent fifteen (15) days notice of his/her intention to return to teaching duties from such leave.
Recovery from childbirth shall be treated as any other temporary disability in terms of accumulated sick leave, seniority, professional teacher status, pay, medical insurance benefits, and all other fringe benefits.
Upon returning, the member shall be placed in the same position(s) that he/she left; however, if the position(s) no longer exist, then he/she shall be placed in a position that is nearly comparable as is feasible
ARTICLE XV - EXTENDED LEAVES OF ABSENCE WITHOUT PAY
A. Requests for an extended leave for child-rearing must be in writing and directed to the Superintendent shall be granted for up to one (1) school year.
B. An extended leave for child rearing shall be without pay and in accordance with Article XXIII, Section 3. Members may continue group insurance coverage at their own expense, to the extent allowable by law.
C. When a member is granted an extended leave for child-rearing, the member must work one (1) full school year after said leave terminates and thereupon shall be eligible to request an extended
leave for child-rearing for up to one (1) year upon the birth or adoption of another child.
D. A member returning from a child-rearing leave will be placed on the salary schedule in accordance with Article XXIII, Section 3.
E. All extended maternity leaves for childrearing must commence immediately when granted following release by a member's physician from childbirth leave.
F. Upon returning, the member shall be placed in the same position(s); however, if the position(s) no longer exist, the member shall be placed in a position that is as nearly comparable as is feasible, within his/her area of certification.
G. A member on extended leave for child-rearing must notify the Superintendent, in writing, of his/her intention to return to duties from such leave no later than April 15, preceding the school
year for which the return is requested.
Other leaves of absence without pay, and in accordance with Article XXIII, Section 3, shall be granted upon request accordingly:
A. After three (3) years of consecutive service, one (1) year for the purpose of pursuing alternative careers in a field other than public, private or parochial school education, grades Pre-K to 12.
B. A leave of absence of up to one (1) year shall be granted to a member for the purpose of caring for a sick member of the member's immediate family.
C. After three (3) years of continuous employment in the Bellingham School System, a member shall be granted a leave of absence for up to one (1) year for health reasons. Requests for such leave shall be supported by appropriate medical evidence. Additional requests for leaves of absence under this section (4C) may be granted at the discretion of the Superintendent.
D. Other personal leaves of absence for up to one (1) year may be granted to members. The Superintendent will consider all requests for such leaves on an individual basis to determine if they merit approval.
E. All requests for leaves of absence under Section 4 shall be submitted to the Superintendent by
May 1st preceding the school year for which the leave is requested, except in emergency health situations.
F. Under Article XV, all benefits to which a member is entitled at the time his/her leave commenced, including unused accumulated sick leave, will be restored to him/her upon his/her return, and he/she will be placed in the position(s) he/she left, provided that the conditions of Article XXVI do not preclude such assignment.
G. Written notification of intent to return shall be required of every member who has been granted a year's leave of absence for any reason. This notification shall be submitted to the Superintendent no later than April 15, preceding the school year for which return is requested.
H. Members taking leaves under this section may continue group insurance coverage at their own expense, to the extent allowable by law.
In the interest of rewarding professional performance and encouraging independent research, achievement and professional growth, the Superintendent may grant sabbatical leaves as follows subject to the availability of certified and qualified replacements for the person requesting such leave and the financial resources to pay for the leave:
A. No more than two (2) members may be absent on sabbatical leave at any one time.
B. Only those members who a completed seven (7) years of professional service in the Bellingham Schools will be eligible for sabbatical leave. No member having been on sabbatical leave will again be eligible until he/she has completed additional seven (7) years of service.
C. Any member who desires to apply for sabbatical leave will submit such application, in writing, by February 1 of the year preceding the desired leave.
ARTICLE XVI -
SABBATICAL LEAVE
D. In considering an application for sabbatical leave, the Superintendent will apply the following criteria: years of service of applicant, type of research and/or study planned, educational value of proposed research or study to Bellingham Schools and relationship to professional growth of applicant and urgency of professional research or study.
E. The Superintendent will act upon the application not later than April 15 following submission of the application.
Any member accepting sabbatical leave will enter into a written agreement with the Committee in accordance with Chapter 71, Section 41A of the General Laws of Massachusetts.
When the sabbatical leave has been completed, the member will submit a report to the District of his/ her research or study in such form as has been determined by the Superintendent.
A member will receive full salary, including the current increment while on sabbatical leave.
All case of assault suffered by member in contract with his/she employment will be reported to his/her principal, in writing as soon as possible.
This report will be forwarded to the Superintendent who will comply with any reasonable request from the member for information relating to the incident or the persons involved, and will act in appropriate ways as liaison between the member, the police, and the courts.
The District will provide the indemnification for members provided by the General Laws of Massachusetts under the conditions set forth in that Section and will include in its budget any appropriation request necessary to provide such indemnification.
Whenever a member is absent from school as a result of personal injury caused by an accident on Bellingham School premises or caused by an assault by a Bellingham School pupil while the said
member is in the performance of his/her duties, the District will pay to said member his/her full salary, less any workman's compensation or insurance award made on account of such injury, until such absence ends or for one hundred eighty (180) days from the date of such injury, whichever occurs first. Such an absence will not be charged to the annual or accumulated sick leave to which such member may be otherwise entitled. Any member claiming benefits of this provision shall comply with the provisions of Article XI of the Agreement relating to the providing of a doctor's certificate. Any insurance awards received by a member from an insurance policy paid by the member or Association of which the member is a part is not subject to the provisions of this Section.
will be responsible for assisting the School Committee in establishing and maintaining a healthy and safe environment.
ARTICLE XVIII - HEALTH AND SAFETY COMMITTEE
In the event that the principal fails to respond within forty-eight (48) hours of being notified of the existence of a potential hazard, the teacher may, either alone or through the Association, refer the matter to the HSC, which shall investigate the claim. If the matter can be addressed without appropriation of additional funds, then the HSC will take steps necessary to rectify the situation. If additional appropriations will be needed, then the HSC will refer the matter to the proper authorities with a specific recommendation for action.
The HSC will be encouraged to develop and present programs promoting health and safety on the job.
Members may participate in all life insurance, accidental death and dismemberment insurance, hospital, medical and surgical insurance benefits provided by an insurance plan adopted and maintained by the Town of Bellingham pursuant to applicable statutes. The costs of such benefits shall be paid as provided in such plan.
The Committee and the Association agree that the members are, and should continue to be, a major
source of developments and innovations in improving the educational programs carried on in the Bellingham Schools. The parties agree further that it is important for the members to participate in
the overall coordination of studies, projects, and other activities directed toward the development, improvement and implementation of such programs, toward the evaluation of existing programs and toward research in pertinent educational and related areas. The parties recognize that there may be other instructional and community resources capable of great contributions toward these ends and that the utilization of such resources should be coordinated with the efforts of the school administration and members.
Accordingly, the Committee and the Association agree that the representatives of the members designated by the Association for this purpose will meet at reasonable times with the Committee and the Superintendent for the purpose of considering proposals for such developments and innovations.
The Committee and the Association together with other interested members will meet with each other at least twice a year to discuss common educational concerns. The meetings will not discuss items, which properly are matters for collective bargaining. The Association will submit to the Superintendent at least one week prior to any such meeting an agenda of items to be discussed at such meeting. Either party may refuse to discuss any item on the agenda if such party determines the item should be a matter for collective bargaining. In such event, the item will be placed on the agenda for the next regularly scheduled collective bargaining meeting.
A. The School Committee and the Bellingham Teachers’ Association agree to establish a Committee to mutually agree on the three (3) Professional Development days including content and the scheduling of those days, as provided in Article IV, Section 1 E (referenced on page 13). The final content and scheduling will be approved by the Superintendent but will not be unreasonably denied.
B. The School Committee and the Bellingham Teachers’ Association shall each appoint up to five (5) members. Decisions made by this Committee shall be binding on the parties. The Committee shall be provided with materials and resources necessary to function, including a report of the prior and current year of Professional Development funds.
Section 3 - V.O.T.E.
Section 5 - Calling for a Substitute
Members will be provided with a telephone number, and an email address, which they may use to report their unavailability for work, no later than 6:15 a.m. of the day of their absence. Once a member has reported his/her unavailability for work, in compliance with the regulations pertaining to his/her school, it will not be his/her responsibility to find a substitute teacher.
Section 6 - Negotiation Meetings During The School Day
If negotiation meetings between the Committee and the Association are scheduled during the school day, the representative(s) of the Association will be relieved from all regular duties without loss of pay as necessary in order to permit their participation in such meetings.
Section 7 - Agendas and Minutes of School Committee Meetings
The Committee will make available to the Association copies of official agendas, copies of minutes of official Committee meetings, and all other public documents that are distributed to Committee members at official meetings. Such copies will be provided to the Association President.
No religious or political activities, or lack thereof, of any member, provided such activities do not take place on school property or during the school day, will be grounds for any discrimination with respect to the employment of such member, except as the same may be subject to penalty under applicable law.
Both the Committee and the Association agree that each bears the responsibility of preparing and disseminating this document to their respective groups.
The parties agree that the provisions of such Sections 38H, 41, 42A, 42D, 43, 43A and 43B of Chapter 71 of the General Laws of Massachusetts as shall be applicable to any particular case of proposed suspension, dismissal, demotion or reduction in salary of a member shall apply as provisions of this Agreement and that any amendments made to any said section shall constitute amendments of this Agreement. After three (3) years of service, employees cannot be disciplined without just cause. A member to whom Section 4 applies is a member elsewhere referred to in this Agreement as having "professional status".
The Superintendent or Principal, with the approval of the Superintendent, may take action in respect to those members whose status does not apply to one of the Sections of Chapter 71 cited in Paragraph 220. At his/her discretion, services of said member may be retained or terminated. The Committee shall not suspend, demote or reduce the salary of any such member other than by terminating his services, without cause.
In order to minimize the disruption to students by members retiring during the school year, it is suggested that members remain in their position until the conclusion of the second marking period or the conclusion of the school year.
Upon initial employment members will be placed on the salary schedule at an appropriate step and/or classification as follows:
A. One (1) year of credit for each year of military service or each year of teaching service in the Peace Corps, Vista, up to maximum of two (2) years for each such service, provided that additional years of credit may be given for additional years of military service upon the recommendation of the Superintendent that the military service involved experience substantially equivalent to teaching experience.
B. Credit for prior teaching employment will be granted to new hires up to a maximum of eight (8) years. In areas which may be considered “hard to recruit”, the School Committee and/or the Superintendent, and the Association may mutually agree, in writing, to make alterations to the eight-year credit limit for new hires.
C. Credit for prior employment and for military, Peace Corps, and Vista service will be cumulative but the maximum credit allowed will be the minimum required for placement at the maximum salary step on the applicable schedule.
D. Credit for prior employment will be computed on the basis that employment continuing more
than ninety (90) consecutive school days in the same assignment in any one academic year will
be deemed one (1) year of employment. This computation will not apply to more than one (1) of the calendar years or academic years as the case may be, of prior employment offered by a newly employed member for credit.
Section 2 - Payment Schedule
Members may elect to receive their yearly salary in twenty-one (21) bimonthly payments beginning in September and ending in June, or in twenty-six (26) equal bimonthly payments throughout the year. A member who elects the twenty-six (26) payment plan may receive July and August checks along with the June check provided written notice of such election is given to the Superintendent on or before June 1. Notification of the payment schedule shall be given by July 1 for the upcoming school year. In the event a member is hired after July 1, these same options will be granted.
Members not at the maximum step on the schedule applicable to them will normally advance in annual increments for each year of fulltime employment, which is defined as more than ninety (90) consecutive days of fulltime employment in one academic year. The Superintendent may withhold an annual increment in any case of service below a satisfactory level. Any consideration of withholding an annual increment shall be added to the evaluation report.
Member(s) participation in, and attendance at, extra-curricular activities sponsored by the Bellingham Public Schools and community, and at other meetings and conferences related to school matters is desirable. However, unless required hereunder, participation and attendance shall be at the discretion of each member. Additional compensation for participation in certain activities is provided by Section 6 and the referenced schedule of stipends.
The stipends set forth in the schedule of stipends for extra-curricular activities apply to members who are not otherwise subject to any provision of this Agreement and employment in any such activity is not employment to which this Agreement applies except as to the stipend to be paid to a member while performing such an activity.
The Committee will maintain an annual tuition reimbursement pool in the amount of $45,000. Teachers shall be reimbursed for tuition expenses for up to two (2) graduate courses per fiscal year, with a grade of "B" or better. The maximum amount for which any teacher will be eligible in a single year will be limited up to $335. per credit hour for the duration of this agreement. In the event that the total amount of tuition reimbursement for which teachers apply exceeds the limits of the pool, the precise amount of each teacher’s reimbursement will be pro-rated based on the percentage of the individual teacher’s claim to the total amount claimed by all teachers. All available funds in the reimbursement pool will be disbursed based on the requirements of this section, not to exceed $335.00 per credit. Requests for tuition reimbursement under this section must be submitted to the Superintendent of Schools not later than June 30 annually. Payment of reimbursements will be made not later than the subsequent first pay period in September.
Section 7 –
Non Grant Funded Committee Work
Members will be paid $25.00/hour for paid, non-grant funded committee work.
An agency fee to be determined by the Association in accordance with all applicable state and federal laws and regulations shall be charged and collected through the regular payroll deduction system to all personnel identified in the recognition clause within this contract and collected through the regular payroll deduction system.
This article shall apply only to teachers already receiving payments hereunder and/or teachers with 25 years of service as of September 1, 2003 (“eligible teacher”; See Addendum A). Upon written notice of intent to retire, an eligible teacher will receive additional compensation according to the following schedule:
|
For Retirement effective June 30 of the year following attainment of age: |
With 3 years advance Notice by March 1: |
With 2 years advance notice by March 1: |
With 1 year advance notice by March 1: |
|
55 years of age |
$2500 each year |
$3000 each year |
$5000 once |
|
|
$7500 total |
$6000 total |
$5000 total |
|
|
|||
|
56 years of age |
$2300 each year |
$2800 each year |
$4800 once |
|
|
$6900 total |
$5600 total |
$4800 total |
|
|
|||
|
57 years of age |
$2100 each year |
$2600 each year |
$4600 once |
|
|
$6300 total |
$5200 total |
$4600 total |
|
|
|||
|
58 years of age |
$1900 each year |
$2400 each year |
$3900 once |
|
|
$5700 total |
$4800 total |
$3900 total |
|
|
|||
|
59 years of age |
$1800 each year |
$2300 each year |
$3800 once |
|
|
$5400 total |
$4600 total |
$3800 total |
|
|
|||
|
60 years of age |
$1700 each year |
$2200 each year |
$3700 once |
|
|
$5100 total |
$4400 total |
$3700 total |
|
|
|||
|
61 years of age |
$1600 each year |
$2100 each year |
$3600 once |
|
|
$4800 total |
$4200 total |
$3600 total |
Written notice must be received by the Superintendent no later than March 1. Payment will become effective the following September and will be added to the regular pay and paid in twenty-six (26) installments.
Notwithstanding any past practice to the contrary, the exercise of this section by any member who gives notice of intent to retire and is credited with incentive payments shall be deemed to have voluntarily resigned for purposes of retirement. Such notice will be accepted by the Superintendent and, except in the case of the death of a spouse, the divorce of the member or other extraordinary circumstances or events subject to the discretion of the Superintendent, will be considered final and binding as of the identified effective date. If the teacher retires later than the specified date, the teacher must repay the stipend and accrued interest at an interest rate of 1 and 1/2% above the average of the prime rates announced publicly by the reference banks on September 1 of the given year at which the early retirement compensation is paid.
For example: A teacher at age 55 with three (3) years of advance notice scheduled to collect $2,500 for each year for a total of $7,500 would have to pay interest accrued as follows:
First year - $2,500 X interest rate of 1 1/2% above the average of the prime rates announced
publicly by the reference banks on September 1 of that given year.
Second year - $5,000 X interest rate of 1 1/2% above the average of the prime rates announced
publicly by the reference banks on September 1 of that given year.
Third year - $7,500 X interest rate of 1 1/2% above the average of the prime rates announced publicly by the reference banks on September 1 of that given year.
Total Repayment: $7,500 plus accrued interest for each year of the three (3) year period.
ARTICLE XXVI - REDUCTION IN FORCE
In the event the School Committee determines that a reduction in force is necessary, the procedure set forth hereinafter shall apply:
A. Insofar as possible, normal attrition will be used whereby members who retire or resign will not be replaced if there are fully qualified members available who are capable of filling such positions.
B. Teachers who are not under regular contract, or who are on temporary status (e.g., teachers filling in for leaves of absence or long-term substitutes) will be laid off first, provided there are fully-qualified members available who are capable of filling such positions.
C. In case of further reduction in staff, members with professional status shall not be laid off if there is a member without professional status whose position the professional teacher status member is qualified to fill.
D. If the School Committee determines that further reductions in staff in a discipline are necessary, which affect members with professional status, members with professional status, within the affected disciplines, shall be laid off in the inverse order of seniority.
E. Providing his/her seniority permits, a member who is laid off as a result of Section D above, shall be entitled to displace the least senior member in a discipline for which the member is already qualified. Members who are certified in three (3) or more disciplines shall be entitled to displace the least senior member in the discipline in which he/she has the most training and experience.
However, if a member has not taught in that discipline for one semester within three (3) years immediately prior to taking the position, the member must take an approved course in that discipline during the first year of that assignment at his/her own expense.
A. For purposes of this Article, "disciplines" shall be as per State regulations.
B. Qualified means that the member has on file with the Superintendent of Schools evidence that he/she possesses the necessary certification or evidence of certifiability prior to the notification of his/her lay-off. It is agreed that a K-8 certification qualifies a member to teach in seventh grade as is presently occurring. It is also agreed that a 7-12 certification qualifies a member to teach in seventh grade as is presently occurring.
C. Seniority is the length of continuous employment in the Bellingham School System measured in years, months and days from the date of the first day of employment in the bargaining unit. Administrators returning to the bargaining unit shall retain any previously accrued seniority while they were in the bargaining unit.
ARTICLE XXVI - REDUCTION IN FORCE
D. In cases involving members who have identical seniority, needs of the system, qualifications, and highest educational attainment shall be considered in determining who shall be released.
E. In computing seniority, time spent on any authorized leave of absence shall not constitute a break in service. Seniority will not accumulate during any unpaid leave of absence except for statutory maternity leaves of absence for up to eight (8) weeks. Members on leave of absence shall be eligible to be laid off as though they are currently serving on active duty.
F. Members who are to be affected by a reduction in force shall be notified, in writing by May 15 of the school year preceding the school year in which the reduction will take effect.
A. Members who have been laid off shall be entitled to recall rights for twenty-four (24) months after the effective date of lay-off. The effective date of lay-off shall be the day after the last day of school.
B. During the recall period, members on recall shall be given preference for any vacancy or new positions for which they are certified in the inverse order of their lay-off.
C. Members on recall shall be notified by certified mail of any vacancy or new positions for which they are certified. Notices will be sent to members last known address. Members shall have the responsibility of keeping the School Committee informed of any changes in address.
D. Failure by a member to apply for an open fulltime permanent position within his/her area of
certification within seven (7) days after receipt of notice of vacancies or new positions shall terminate all rights under this section.
E. All benefits, including salary and professional teacher status, to which a member was entitled at
the time of lay-off shall be restored in full upon re-employment within the recall period.
F. While members of the bargaining unit continue on lay-off, the Superintendent agrees not to hire
any new teacher unless no member on recall is certified to fill the position.
G. To the extent allowed for by law, laid off members may continue group health and life insurance coverage during the recall period as provided by the Committee to members of the bargaining unit by reimbursing the School Committee for premium cost. Failure to forward premium payments to the Committee by the 15th day of each month will terminate this option.
G. An updated list specifying the seniority of each member of the bargaining unit, in the disciplines
set forth in Section 2, will be prepared by the Superintendent and forwarded to the Association by
December 31 of each school year.
I. During the recall period, members who have been laid off shall be given preference on the substitute list if they so desire.
2011 - 2012 school year
· Zero (0%) percent raise to the monetary amounts across the contract. BTA members will move to the applicable step at the current configurations in Classifications A1 and A2.
· BTA members who qualify will receive their lane changes.
2012 -2013 school year
· Steps are frozen for day one (1) to day ninety-two (92) of the FY2013 school year. On day ninety-three (93) all members will move to the next step. Also on day ninety-three (93), Steps 1 through 10 will increase by ½ percent and Step 11 will increase by 1% for salary schedules Classification A1 and Classification A2 only.
STEP |
SY 2011-2012 |
SY2012-2013 Day 1 to 92 |
SY2012-2013 Day 93 to 184 |
|
1 |
$40,456 |
$40,456 |
$40,658 |
|
2 |
$42,478 |
$42,478 |
$42,690 |
|
3 |
$44,603 |
$44,603 |
$44,826 |
|
4 |
$46,833 |
$46,833 |
$47,067 |
|
5 |
$49,174 |
$49,174 |
$49,420 |
|
6 |
$51,632 |
$51,632 |
$51,890 |
|
7 |
$54,215 |
$54,215 |
$54,486 |
|
8 |
$56,925 |
$56,925 |
$57,210 |
|
9 |
$59,771 |
$59,771 |
$60,070 |
|
10 |
$62,760 |
$62,760 |
$63,074 |
|
11 (B+30 and above) |
$65,584 |
$65,584 |
$66,240 |
|
STEP |
SY 2011-2012 |
SY2012-2013 Day 1 to 92 |
SY2012-2013 Day 93 to 184 |
|
1 |
$39,374 |
$39,374 |
$39,571 |
|
2 |
$41,644 |
$41,644 |
$41,852 |
|
3 |
$43,914 |
$43,914 |
$44,134 |
|
4 |
$46,184 |
$46,184 |
$46,415 |
|
5 |
$48,454 |
$48,454 |
$48,696 |
|
6 |
$50,723 |
$50,723 |
$50,977 |
Upon receipt of a Bachelor Degree, a nurse will be moved from Classification A2 to Classification A1 in accordance with the process defined in Article XXVII, Section 3 –Graduate Course Lane Change Requests.
|
Added to base figure each year |
|
2011-2012 |
2012-2013 |
|
Bachelor +15 |
|
$ 986 |
$ 986 |
|
Bachelor +30 |
|
$2310 |
$2310 |
|
Master’s |
|
$2935 |
$2935 |
|
Master’s +15 |
|
$3920 |
$3920 |
|
Master’s +30 |
|
$5572 |
$5572 |
|
CAGS |
|
$5572 |
$5572 |
|
Master’s +45 |
|
$7121 |
$7121 |
|
Master’s +60 |
|
$7753 |
$7753 |
|
Doctorate |
|
$8668 |
$8668 |
A. In order for budget planning to reflect lane changes, members who anticipate any lane change will notify the Administration by March 15 of the previous school year. Notification is not a prerequisite and will not hinder the receipt of the change.
B. Requests for salary entitlement on the above schedule must be supported by official transcripts. All final requests for salary entitlements must be submitted by August 31 of the school year for which payment is requested. Requests submitted after August 31 will not be processed and paid until the following school year.
C. All lane change payments will be made by the last paycheck in November.
At completion of 15 seniority years $ 700
At completion of 20 seniority years $1,000
At completion of 25 seniority years $1,700
It is agreed that Department Heads will be appointed for the following Departments: English, World Language, Science and Technology, Fine Arts and Wellness, Mathematics, and Social Studies. Beginning in FY2010, the Arts and Wellness department will be split into two departments. The functions of the employees in these titles shall include up to three (3) teaching preparation levels along with the duties and responsibilities as described in the job description below:
Qualifications:
1. Masters Degree and/or five (5) years of experience in subject area.
2. Certified in one of the subject areas in the department.
3. Strong leadership skills.
4. Some training/experience in curriculum development and program evaluation.
Duties:
1. Department heads will have clearly defined duties to include evaluation of all teachers in the Department upon which their Department Head stipend is based. In the event that an evaluation grade of a teacher is “unsatisfactory” or lower, the Department Head may request that the principal conduct an evaluation of the teacher in question. In accordance with his/her duties under M.G.L. c.71, §38 and the Handbook on Teacher Observation and Evaluation referred to in the Evaluation Article of this Agreement, the principal retains the right to evaluate any teacher or accept the evaluation of the Department Head as sufficient.
2. Determine and revise (if necessary) the department budget.
3. Inventory and order departmental supplies.
4. Liaison between the department and the school administration.
5. Liaison between the department and the Central Office (via the high school administration).
6. Update and evaluate departmental textbooks with staff members.
7. Update and evaluate departmental syllabi/curriculum guides with staff members.
8. Assist the school administration with the placement and scheduling of students.
9. Be available when necessary at three (3) evening meetings with as much advance notice as possible.
10. Sit (on a rotating basis) on the school’s Administrative Board.
11. Attend professional development meetings (on school time) when necessary.
12. With the administration, determine the professional development needs of the department.
13. Consult with the administration (when necessary) on departmental issues or concerns.
14. Keep the department current on educational trends in curriculum or pedagogy.
15. Be a member (school will pay dues as part of the budget) of the National and State organizations for that department/discipline.
16. Assist the administration in the hiring of teachers within the department.
17. Visit and observe classrooms to enhance the educational program and its implementation, provided this information will not be utilized regarding the status of a teacher.
Article XXVII – Teachers’ Salary Schedule
Working Conditions:
1. A. Not more than four (4) teaching periods.
B. Guaranteed one (1) department business period, and except in unforeseen emergencies, a second department business period.
C. No home room/advisory assignments.
D. No additional coverage’s, except in emergency situations additional coverage will be on an equitable, rotating basis.
2. Appointments will be for two (2) school years.
3. A Department Head may be removed from the position during the term of the appointment and returned to a full-time teaching position for just cause. A decision to not reappoint a member to a Department Head position is not a removal. Therefore, this provision shall not apply.
4. Department Heads are required to work the same number of days as regular teachers and may be required to work up to ten (10) additional days, for which they will be compensated at their per diem rate.
5. Department heads may not count themselves as a department member. Part-time employees will be counted as a department member for purposes of stipends.
Salary:
|
Department Size |
2011-2012 |
2012-2013 |
|
Fewer than 5 teachers |
$4142 |
$4142 |
|
5-7 teachers |
$4821 |
$4821 |
|
8 teachers or more |
$5547 |
$5547 |
Department Heads are expected to participate in any training programs that the Bellingham School Department may offer or designate to enhance their skills for conducting teacher evaluations. The School Department will pay the fees and expenses related to such training programs.
Section 6 – CLASSIFICATION E - Lead Nurse
The lead nurse will be responsible to his/her building principal, as well as to the Superintendent of schools. His/her evaluation, in the position of lead nurse, will be based on collaboration amongst all the principals.
Qualifications:
1. Master’s degree and/or five (5) years experience as a school nurse.
2. Licensed as a School Nurse/Public Health Nurse/ Advanced Practice Pediatric Nurse.
3. Certification in cardio-pulmonary resuscitation.
4. Valid Department of Education license as a school nurse.
5. Valid license to practice as a Registered Nurse in Massachusetts.
Duties: In addition to normal school nurse responsibilities, the lead nurse will:
1. Provide nursing leadership within the school system.
2. Coordinate the clinical aspects of the school health program.
Article XXVII – Teachers’ Salary Schedule
3. Collaborate with the other members of the health services and health/wellness education team.
4. Use a public health model of assessment, policy development and assurance.
5. Collaborate with the School Physician, principals and nursing staff in developing and implementing the school health program.
6. Supervise and observe, in conjunction with the member’s building principal, all clinical nursing staff who provide services in the health program. Final evaluations will be written by the member’s building principal.
Working conditions:
1. Appointments will be made by the Superintendent and will be for two (2) school years.
2. The school year for the lead nurse will be the same number of days as regular teachers. He/she may be required to work up to five (5) additional days, for which he/she will be compensated at his/her per diem rate.
Salary:
The lead nurse may not count himself/herself as a member for stipend purposes.
|
Number of Nurses |
|
2011-2012 |
2012-2013 |
|
Fewer than 5 nurses |
|
$4142 |
$4142 |
|
5-7 nurses |
|
$4821 |
$4821 |
Article XXVII – Teachers’ Salary Schedule
Section 7 – CLASSIFICATION F - Extra-Curricular Pay Schedule
|
|
2011-2012 |
2012-2013 |
|
Actor’s Workshop Advisor |
$1,398 |
$1,398 |
|
Audio-Visual Director (HS) |
$2,449 |
$2,449 |
|
Cable TV (HS) |
$2,449 |
$2,449 |
|
Chess Club (HS) |
$1,531 |
$1,531 |
|
Chorus (MS) |
$1,230 |
$1,230 |
|
Color Guard Advisor (HS) |
$918 |
$918 |
|
Community Service Club Advisor (MS) |
$1,108 |
$1,108 |
|
Drama Club Advisor (HS) |
$1,681 |
$1,681 |
|
Drama Club Advisor (MS) |
$1,230 |
$1,230 |
|
Freshman Class Advisor (HS) |
$539 |
$539 |
|
Home Instruction (per hour/district-wide) |
$24.26 |
$24.26 |
|
Junior Class Advisor (HS) |
$1,067 |
$1,067 |
|
Majorettes' Advisor (HS) |
$1,839 |
$1,839 |
|
Marching Band Director (HS) |
$1,839 |
$1,839 |
|
Marching Band Percussion Coach (HS) |
$805 |
$805 |
|
Math Club Advisor (HS) |
$1,227 |
$1,227 |
|
Math Club Advisor (MS) |
$1,230 |
$1,230 |
|
Mock Trial Coach (HS) |
$593 |
$593 |
|
National Honor Society Advisor (HS) |
$805 |
$805 |
|
Newspaper Advisor (HS) |
$1,839 |
$1,839 |
|
Newspaper Advisor (MS) |
$1,230 |
$1,230 |
|
OEA Advisor (HS) |
$1,839 |
$1,839 |
|
SADD Advisor |
$2,330 |
$2,330 |
|
SADD Assistant Advisor |
$1,009 |
$1,009 |
|
Senior Class Advisor (HS) |
$2,240 |
$2,296 |
|
Sophomore Class Advisor (HS) |
$650 |
$666 |
|
|
2011-2012 |
2012-2013 |
|
Student Activities Coordinator (HS) |
$2,449 |
$2,449 |
|
Student Council Advisor (HS) |
$1,067 |
$1,067 |
|
Student Council Advisor (MS) |
$1,037 |
$1,037 |
|
Team Leaders (MS) |
$1,230 |
$1,230 |
|
Year Book Advisor (HS) |
$2,449 |
$2,449 |
Article XXVII – Teachers’ Salary Schedule
|
Position/STEP |
2011-2012 |
2012-2013 |
|
Baseball, Head Coach Step 1 Step 2 Step 3 |
$3,993 $4,507 $5,038 |
$3,993 $4,507 $5,038 |
|
Baseball, Jr. Varsity Coach Step 1 Step 2 Step 3 |
$2,645 $2,908 $3,175 |
$2,645 $2,908 $3,175 |
|
Baseball, Freshmen Coach Step 1 Step 2 Step 3 |
$1,768 $2,325 $2,938 |
$1,768 $2,325 $2,938 |
|
Baseball, Middle School Coach Step 1 Step 2 Step 3 |
$1,968 $2,215 $2,461 |
$1,968 $2,215 $2,461 |
|
Basketball, Boys’ Head Coach Step 1 Step 2 Step 3 |
$5,141 $5,677 $6,208 |
$5,141 $5,677 $6,208 |
|
Basketball, Boys’ Jr. Varsity Coach Step 1 Step 2 Step 3 |
$2,922 $3,190 $3,458 |
$2,922 $3,190 $3,458 |
|
Basketball, Boys’ Freshmen Coach Step 1 Step 2 Step 3 |
$2,857 $3,126 $3,390 |
$2,857 $3,126 $3,390 |
|
Basketball, Boys’ Middle School Coach Step 1 Step 2 Step 3 |
$1,968 $2,215 $2,461 |
$1,968 $2,215 $2,461 |
|
Basketball, Girls’ Head Coach Step 1 Step 2 Step 3 |
$5,141 $5,677 $6,208 |
$5,141 $5,677 $6,208 |
ARTICLE XXVII - Teachers'
Salary Schedule
|
|
2011-2012 |
2012-2013 |
|
Basketball, Girls’ Jr. Varsity Coach Step 1 Step 2 Step 3 |
$2,922 $3,190 $3,458 |
$2,922 $3,190 $3,458 |
|
Basketball, Girls’ Freshman Coach Step 1 Step 2 Step 3 |
$2,857 $3,126 $3,390 |
$2,857 $3,126 $3,390 |
|
Basketball, Girls’ Middle School Coach Step 1 Step 2 Step 3 |
$1,968 $2,215 $2,461 |
$1,968 $2,215 $2,461 |
|
Cheerleaders Coach, Fall Step 1 Step 2 Step 3 |
$1,285 $1,553 $1,818 |
$1,285 $1,553 $1,818 |
|
Cheerleader Coach, Winter Step 1 Step 2 Step 3 |
$1,285 $1,553 $1,818 |
$1,285 $1,553 $1,818 |
|
Cross Country, Head Coach Step 1 Step 2 Step 3 |
$2,691 $2,956 $3,226 |
$2,691 $2,956 $3,226 |
|
Cross Country, Middle School Coach Step 1 Step 2 Step 3 |
$1,968 $2,215 $2,461 |
$1,968 $2,215 $2,461 |
|
Field Hockey, Head Coach Step 1 Step 2 Step 3 |
$3,469 $3,734 $3,999 |
$3,469 $3,734 $3,999 |
|
Field Hockey, Jr. Varsity Coach Step 1 Step 2 Step 3 |
$2,565 $2,828 $3,098 |
$2,565 $2,828 $3,098 |
|
Field Hockey, Freshmen Coach Step 1 Step 2 Step 3 |
$1,955 $2,239 $2,517 |
$1,955 $2,239 $2,517 |
|
|
2011-2012 |
2012-2013 |
|
Field Hockey, Middle School Coach Step 1 Step 2 Step 3 |
$1,968 $2,215 $2,461 |
$1,968 $2,215 $2,461 |
|
Football Head Coach Step 1 Step 2 Step 3 |
$5,855 $6,390 $6,925 |
$5,855 $6,390 $6,925 |
|
Football, First Assistant Coach Step 1 Step 2 Step 3 |
$3,839 $4,108 $4,374 |
$3,839 $4,108 $4,374 |
|
Football, Assistant (2) Coaches Step 1 Step 2 Step 3 |
$3,225 $3,486 $3,758 |
$3,225 $3,486 $3,758 |
|
Football Freshman Coach Step 1 Step 2 Step 3 |
$3,190 $3,474 $3,738 |
$3,190 $3,474 $3,738 |
|
Golf Coach Step 1 Step 2 Step 3 |
$1,706 $1,972 $2,239 |
$1,706 $1,972 $2,239 |
|
Ice Hockey, Head Coach Step 1 Step 2 Step 3 |
$4,436 $4,971 $5,503 |
$4,436 $4,971 $5,503 |
|
Ice Hockey, Jr. Varsity Coach Step 1 Step 2 Step 3 |
$2,922 $3,190 $3,458 |
$2,922 $3,190 $3,458 |
|
Intramural Coaches Middle School Fall, Winter, Spring |
$1,230 |
$1,230 |
|
Lacrosse, Boys’ Head Coach Step 1 Step 2 Step 3 |
$3,583 $3,943 $4,181 |
$3,583 $3,943 $4,181 |
|
|
2011-2012 |
2012-2013 |
|
Lacrosse, Boys' Jr. Varsity Coach Step 1 Step 2 Step 3 |
$2,271 $2,508 $2,748 |
$2,271 $2,508 $2,748 |
|
Lacrosse, Girls' Head Coach Step 1 Step 2 Step 3 |
$3,583 $3,943 $4,181 |
$3,583 $3,943 $4,181 |
|
Lacrosse, Girls' Jr. Varsity Coach Step 1 Step 2 Step 3 |
$2,271 $2,508 $2,748 |
$2,271 $2,508 $2,748 |
|
Softball Head Coach Step 1 Step 2 Step 3 |
$3,968 $4,507 $5,038 |
$3,968 $4,507 $5,038 |
|
Softball, Jr. Varsity Coach Step 1 Step 2 Step 3 |
$2,645 $2,908 $3,175 |
$2,645 $2,908 $3,175 |
|
Softball, Freshmen Coach Step 1 Step 2 Step 3 |
$1,768 $2,325 $2,939 |
$1,768 $2,325 $2,939 |
|
Softball Middle School Coach Step 1 Step 2 Step 3 |
$1,968 $2,215 $2,461 |
$1,968 $2,215 $2,461 |
|
Soccer, Boys, Head Coach Step 1 Step 2 Step 3 |
$4,157 $4,423 $4,692 |
$4,157 $4,423 $4,692 |
|
Soccer, Boys, Jr. Varsity Coach Step 1 Step 2 Step 3 |
$2,442 $2,712 $2,978 |
$2,442 $2,712 $2,978 |
|
Soccer, Boys' Middle School Coach Step 1 Step 2 Step 3 |
$1,968 $2,215 $2,461 |
$1,968 $2,215 $2,461 |
|
|
2011-2012 |
2012-2013 |
|
Soccer, Girls, Head Coach Step 1 Step 2 Step 3 |
$4,157 $4,423 $4,692 |
$4,157 $4,423 $4,692 |
|
Soccer, Girls, Jr. Varsity Coach Step 1 Step 2 Step 3 |
$2,442 $2,712 $2,978 |
$2,442 $2,712 $2,978 |
|
Soccer, Girls' Middle School Coach Step 1 Step 2 Step 3 |
$1,968 $2,215 $2,461 |
$1,968 $2,215 $2,461 |
|
Tennis, Boys’ Head Coach Step 1 Step 2 Step 3 |
$2,502 $2,776 $3,038 |
$2,502 $2,776 $3,038 |
|
Tennis, Girls’ Head Coach Step 1 Step 2 Step 3 |
$2,502 $2,776 $3,038 |
$2,502 $2,776 $3,038 |
|
Track, Indoor Head Coach, Boys & Girls Step 1 Step 2 Step 3 |
$3,067 $3,335 $3,598 |
$3,067 $3,335 $3,598 |
|
Track, Indoor Assistant Coach, Boys Step 1 Step 2 Step 3 |
$1,946 $2,215 $2,476 |
$1,946 $2,215 $2,476 |
|
Track, Indoor Assistant Coach, Girls Step 1 Step 2 Step 3 |
$1,946 $2,215 $2,476 |
$1,946 $2,215 $2,476 |
|
Track, Spring Head Coach, Boys Step 1 Step 2 Step 3 |
$2,877 $3,411 $3,947 |
$2,877 $3,411 $3,947 |
|
Track, Spring Assistant Coach, Boys Step 1 Step 2 Step 3 |
$2,359 $2,629 $2,897 |
$2,359 $2,629 $2,897 |
|
|
2011-2012 |
2012-2013 |
|
Track, Spring Head Coach, Girls Step 1 Step 2 Step 3 |
$2,877 $3,412 $3,947 |
$2,877 $3,412 $3,947 |
|
Track, Spring Assistant Coach, Girls Step 1 Step 2 Step 3 |
$2,359 $2,629 $2,897 |
$2,359 $2,629 $2,897 |
|
Volleyball, Head Coach Step 1 Step 2 Step 3 |
$2,889 $3,154 $3,424 |
$2,889 $3,154 $3,424 |
|
Volleyball, Jr. Varsity Coach Step 1 Step 2 Step 3 |
$2,282 $2,511 $2,742 |
$2,282 $2,511 $2,742 |
|
Volleyball, Freshmen Coach Step 1 Step 2 Step 3 |
$1,955 $2,239 $2,517 |
$1,955 $2,239 $2,517 |
|
Volleyball, Middle School Coach Step 1 Step 2 Step 3 |
$1,968 $2,215 $2,461 |
$1,968 $2,215 $2,461 |
|
Wrestling, Head Coach Step 1 Step 2 Step 3 |
$3,583 $3,943 $4,181 |
$3,583 $3,943 $4,181 |
|
Wrestling, Jr. Varsity Coach Step 1 Step 2 Step 3 |
$2,271 $2,508 $2,748 |
$2,271 $2,508 $2,748 |
The above schedules are applied as follows:
Experience: 1 Year - Step 1 2 Years - Step 2 3 Years - Step 3
Promotion to the above steps is subject to the Athletic Director’s evaluation. Based on the evaluation, the Superintendent, in consultation with the Athletic Director, has the option to with hold promotion to a higher step or to reduce the step by one.
Effective September 1, 2003, the Committee agrees to establish a 403b plan in accordance with IRS regulations. Members of the bargaining unit who are not eligible for the benefits of Article XXV – Early Retirement – will be eligible to receive employer contributions to the plan after fifteen (15) years of service as a teacher with the Bellingham School Department. (“403b eligible teacher”). The Committee agrees to contribute One Hundred Dollars ($100.00) per 403b eligible teacher per year to the plan, but there shall be no additional cost to the Committee. The Committee agrees to withhold any additional employee contributions to this plan, and to remit the combined employee/employer amount to a third party administrator.
Effective January 1, 2009, the Committee agrees to accept contributions from any other member of the Association not otherwise qualified under Section XXVIII subject to the same limitations found above.
Beginning in 2008-2009 school year, members agree to provide the following co-pay amounts:
• Office visit - $15
• Emergency Room - $75
• Prescriptions - $10/$20/$35
• Inpatient deductible with annual cap of $250/pp and $500/family
Section 1
This Agreement shall be deemed to have taken effect as of September 1, 2008 and shall continue in effect to and include August 31, 2011, and shall thereafter automatically renew itself for successive terms of one (1) year each unless by September 30 next prior to expiration of the contract year involved either the School Committee or the Association shall have given the other written notice of its desire to modify or terminate this Agreement.
IN WITNESS WHEREOF the parties of this agreement have caused it to be executed in duplicate in their names by their respective authorized officers, on the date first written above.
|
Bellingham Teachers’ Association |
Bellingham School Committee |
|
|
|
|
By:__________________________________ |
By: ___________________________________ |
|
By:__________________________________ |
By: ___________________________________ |
|
By:__________________________________ |
By: ___________________________________ |
|
By:__________________________________ |
By: ___________________________________ |
|
By:__________________________________ |
By: ___________________________________ |
|
By:__________________________________ |
By: ___________________________________ |
|
By:__________________________________ |
By: ___________________________________ |
|
Date: _November 1, 2011______________ |
Date: _November 1, 2011_____________ |
ADDENDUM A
Teachers with 25 Years of Service as of September 1, 2003
|
Jane Brisson Crook Joan Cintolo Jeanne Couture
|
William Delaney Cynthia DeLuca Mary Jane Fiorenzano Paula Marie Hogge
|
Stephen McDonough Patricia Renaud Sandra Rose
|
Michael Suffoletto Winifred Tredeau Sandra Xenos |
ADDENDUM B
Teachers Eligible for an Attendance Incentive Payment as of the Close of School June 2005
|
Monica Anderson-Spencer Jennifer Athanasopoulos Audrey Barber Nancy Belsito Cynthia Benson Karen Bergeron Elaine Blanchette Barbara Callahan Linda Cartier Lauren Cassidy Thomas Chiappone Joan Cintolo Laurie Clinton Kris Colella Monica Coler Jane Connors Angela Consigli
|
Carlos Costa Jeanne Couture Jane Crook-Brisson Barbara Delaney William Delaney Cynthia Deluca Robert Devlin Anne Donahue-Boddy Tracy Dorcil Gina Drainville Timothy Etter Robert Evans Maria Eydenberg Jacqueline Farese Mary Federlein Donna Felice Laura Ferragamo Jacqueline Ferreira Mary Jane Fiorenzano Matthew Flaherty Michael Flynn
|
Marie Forte Donna Fuller Lori Gaynor Nancy Geller Jean Giordano Michelle Goldberg Johnna Gorman Christine Gramolini Sharon Grant Lori Graveline Jacqueline Greenhalgh Coleen Hafford Forest Henderson Patricia Henry Paula-Marie Hogge David Holmes Deborah Hoppe Nicole Houston Joanne Hoyt |
Dorothy Hunt Michelle Jewers William Jewers Priscilla Kupiec Catherine Laplante Meghan Larkin Lucille Letourneau Beth Lewicki Maureen Maines Joann Masterson Grace McDonald Scott McDonald Stephen McDonough Kevin McNamara Emily Meade Lisa Mendes
|
Susan Morgan Arielle Morris Brian Newark Janet Oriani Christine Paulhus Patricia Perry Karen Pihl Lisa Powers Jared Procopio Jan Rasche Claudette Recore Patricia Renaud Monica Rigamonti Edward Rigney Kathleen Robbio Sandra Rose Stephanie Rothschild Benjamin Roy Linda St. Pierre Lauren Samek Diana Sandini
|
Susan Seery Christine Sivyllis Catherine Sjogren Pamela Spicer Sandra Streichert Kathleen Strom Michael Suffoletto Kathleen Sullivan Ronald Surprenant Linda Tavares Maryann Teper Winifred Tredeau Cynthia Vendetti Christopher Vitullo Gail Wiebers Donna Winslow Jean Woodford Peter Woodward Jeanne Xantos Sandra Xenos Amy Youkilis Melissa Young-Foster |
ADDENDUM C
Seniority List (as of October 11. 2011)
|
First |
Last |
School |
Department |
Date Hired |
Sen |
|
|
|
|
|
|
|
|
Stephen |
McDonough |
BHS |
History Teacher |
9/3/68 |
43.0 |
|
Sandra |
Rose |
Macy |
Grade 1 Teacher |
9/8/70 |
40.0 |
|
Joan |
Cintolo |
MS |
Grade 5 Teacher |
9/5/72 |
39.0 |
|
William |
Delaney |
MS |
Grade 5 Teacher |
9/5/72 |
39.0 |
|
Jeanne |
Couture |
MS |
Grade 6 Teacher |
9/4/73 |
38.0 |
|
Sandra |
Xenos |
BHS |
Phys Ed Teacher |
9/3/74 |
37.0 |
|
Cynthia |
DeLuca |
Macy |
Grade 1 Teacher |
9/3/74 |
35.1 |
|
Winifred |
Tredeau |
South |
Grade 1 Teacher |
9/3/74 |
35.0 |
|
Patricia |
Renaud |
South/MS |
Music Teacher |
9/2/75 |
34.8 |
|
Michael |
Suffoletto |
BHS |
History Teacher |
11/1/76 |
34.8 |
|
Paula Marie |
Hogge |
South |
Sped Teacher |
9/7/76 |
34.3 |
|
Mary Jane |
Fiorenzano |
South |
Grade 4 Teacher |
9/6/77 |
33.3 |
|
Jane |
Connors |
SB |
SLP |
9/5/78 |
31.6 |
|
Maureen |
Maines |
MS |
Grade 5 Teacher |
11/17/81 |
29.6 |
|
Angela |
Consigli |
South |
Speech |
9/7/82 |
28.9 |
|
Gina |
Drainville |
South |
Grade 3 Teacher |
3/11/85 |
26.4 |
|
Elaine |
Blanchette |
MS |
Grade 5 Teacher |
9/2/86 |
25.0 |
|
Christine |
Gramolini |
MS/HS |
SLP |
9/2/86 |
25.0 |
|
Claudette |
Recore |
BHS |
Sped Teacher |
9/3/86 |
25.0 |
|
Jacqueline |
Ferreira |
Macy/SB |
Speech Therapist |
9/2/87 |
23.0 |
|
Kathleen |
Robbio |
Macy |
Sped Teacher |
8/2/89 |
22.0 |
|
Lisa |
Powers |
MS |
Grade 5 Teacher |
8/31/92 |
19.0 |
|
Patricia |
Henry |
South |
Grade 1 Teacher |
8/31/92 |
19.0 |
|
Laura |
Ferragamo |
South |
Grade 2 Teacher |
8/30/93 |
18.0 |
|
Jacqueline |
Farese |
PJP |
Adjust Counselor |
8/30/93 |
18.0 |
|
Grace |
McDonald |
BHS |
World Lang Teacher |
8/30/93 |
18.0 |
|
Brian |
Newark |
BHS |
History Teacher |
8/30/93 |
18.0 |
|
Coleen |
Hafford |
Macy |
Grade 2 Teacher |
9/8/93 |
18.0 |
|
Forest |
Henderson |
BHS |
Science Teacher |
10/13/93 |
17.9 |
|
Lori |
Graveline |
MS |
Grade 5 Teacher |
8/30/93 |
17.8 |
|
Jackine |
Greenhalgh |
South |
Grade 3 Teacher |
8/29/94 |
17.0 |
|
Debrah |
Hoppe |
SB/Macy |
Music Teacher |
8/29/94 |
17.0 |
|
Dorothy |
Hunt |
South |
Grade 2 Teacher |
8/29/94 |
17.0 |
|
JoAnn |
Masterson |
BHS |
Science Teacher |
8/29/94 |
17.0 |
|
Jean |
Woodford |
PJP/South |
Phys Ed Teacher |
8/29/94 |
17.0 |
|
Lisa |
Mendes |
South |
Grade 2 Teacher |
8/29/94 |
17.0 |
|
Nancy |
Belsito |
South |
Grade 1 Teacher |
8/31/92 |
16.9 |
|
Susan |
Morgan |
District |
Occupational Therapy |
12/15/94 |
16.2 |
|
Thomas |
Chiappone |
MS |
Phys Ed Teacher |
8/28/95 |
16.0 |
|
Jane |
Crook Brisson |
South |
Grade 1 Teacher |
8/28/95 |
16.0 |
|
Maria |
Eydenberg |
SB/Macy |
Art Teacher |
8/28/95 |
16.0 |
|
Christine |
Paulhus |
South |
Grade 2 Teacher |
8/28/95 |
16.0 |
|
Nicole |
Houston |
SB |
Grade 1 Teacher |
8/28/95 |
16.0 |
|
Sandra |
Streichert |
Macy |
Grade 3 Teacher |
8/28/95 |
15.0 |
|
Beth |
Lewicki |
Preschool |
Speech Therapist |
11/1/95 |
15.0 |
|
Michael |
Flynn |
MS |
Sped Teacher |
8/26/96 |
15.0 |
|
Donna |
Fuller |
BHS |
Sped Teacher |
8/26/96 |
15.0 |
|
Jean |
Giordano |
SB |
Grade 2 Teacher |
8/26/96 |
15.0 |
|
Sharon |
Grant |
SB |
Sped Teacher |
8/26/96 |
15.0 |
|
Cynthia |
Vendetti |
MS |
Grade 6 Teacher |
8/26/96 |
15.0 |
|
Gail |
Wiebers |
MS |
Sped Teacher |
8/26/96 |
15.0 |
|
Anne |
Donahue-Boddy |
Macy |
Grade 3 Teacher |
8/26/96 |
15.0 |
|
Lauren |
Samek |
South |
Grade 4 Teacher |
8/26/96 |
14.9 |
|
Maryann |
Teper |
South |
School Psychologist/Chair |
10/2/96 |
14.9 |
|
Amy |
Youkilis |
SB |
Reading /RecTeacher |
8/26/96 |
14.8 |
|
Donna |
Winslow |
SB/Macy |
Occupational Therapist |
11/13/96 |
14.8 |
|
Robert |
Evans |
BHS |
Phys Ed |
8/25/97 |
14.0 |
|
Janet |
Oriani |
MS |
Art Teacher |
8/25/97 |
14.0 |
|
Karen |
Pihl |
Macy |
Grade 4 Teacher |
8/25/97 |
14.0 |
|
Robert |
Devlin |
BHS |
Guidance Counselor |
9/26/97 |
13.9 |
|
Monica |
Anderson-Spencer |
BMMS |
Music/Chorus Teacher |
10/20/97 |
13.8 |
|
Catherine |
LaPlante |
BMMS |
Phys Ed |
8/29/98 |
13.0 |
|
Mary |
Federlein |
MS |
Grade 6 Teacher |
8/31/98 |
13.0 |
|
Kevin |
McNamara |
BHS |
History Teacher |
8/31/98 |
13.0 |
|
Ronald |
Surprenant |
MS |
Social StudiesTeacher |
8/31/98 |
13.0 |
|
Lucille |
Letourneau |
MS |
Sped Teacher |
9/29/98 |
12.9 |
|
Laurie |
Clinton |
SB |
Grade 3 Teacher |
8/30/99 |
12.0 |
|
Barbara |
Delaney |
MS |
Grade 6 Teacher |
8/30/99 |
12.0 |
|
Michelle |
Jewers |
South |
Kindergarten Teacher KF |
8/30/99 |
12.0 |
|
Priscilla |
Kupiec |
South |
Grade 1 Teacher |
8/30/99 |
12.0 |
|
Jan |
Rasche |
MS |
Grade 6 Teacher |
8/30/99 |
12.0 |
|
Monica |
Rigamonti |
Macy |
Grade 2 Teacher |
8/30/99 |
12.0 |
|
Linda |
Tavares |
Macy |
Grade 1 Teacher |
8/30/99 |
12.0 |
|
Christopher |
Vitullo |
MS |
English Teacher |
8/30/99 |
12.0 |
|
Jennifer |
Athanasopoulas |
SB |
Grade 3 Teacher |
8/30/99 |
11.8 |
|
Karen |
Bergeron |
BHS |
English Teacher |
8/28/00 |
11.0 |
|
Nancy |
Geller |
MS |
Science Teacher |
8/28/00 |
11.0 |
|
Edward |
Rigney |
BHS |
History Teacher |
8/28/00 |
11.0 |
|
Linda |
St. Pierre |
SB |
Kindergarten Teacher KF |
8/28/00 |
11.0 |
|
Tracy |
Dorcil |
South |
Grade 4 Teacher |
8/29/00 |
10.9 |
|
Melissa |
Young-Foster |
South |
Grade 3 Teacher |
11/14/00 |
10.5 |
|
William |
Jewers |
MS |
Soc Stud Teacher |
8/27/01 |
10.0 |
|
Susan |
Seery |
BHS |
Science Teacher |
8/27/01 |
10.0 |
|
Kathleen |
Sullivan |
South |
Special Ed Teacher |
9/4/01 |
10.0 |
|
Pamela |
Spicer |
MS |
Sped Teacher |
10/17/01 |
9.8 |
|
Marie |
Forte |
BHS |
Music Teacher |
9/2/02 |
9.0 |
|
Jo-anne |
Hoyt |
MS |
Sped Teacher |
9/3/02 |
9.0 |
|
Jared |
Procopio |
MS |
History Teacher |
9/3/02 |
9.0 |
|
Peter |
Woodward |
MS |
Grade 7 Teacher |
9/17/02 |
8.9 |
|
Barbara |
Callahan |
MS |
Grade 6 Teacher |
10/21/02 |
8.8 |
|
Lauren |
Cassidy |
SB |
Grade 4 Teacher |
2/3/03 |
8.5 |
|
Carlos |
Costa |
BHS |
Health/PE |
8/28/03 |
8.0 |
|
Donna |
Felice |
MS |
Math Teacher |
8/28/03 |
8.0 |
|
David |
Holmes |
BHS |
Spanish Teacher |
8/28/03 |
8.0 |
|
Megan |
Larkin |
BHS |
Spanish Teacher |
8/28/03 |
8.0 |
|
Emily |
Meade |
MS |
Sped Teacher |
8/28/03 |
8.0 |
|
Stefanie |
Rothschild |
SB/Macy |
Phys Ed Teacher |
8/28/03 |
8.0 |
|
Cynthia |
Benson |
BMMS |
Art Teacher |
9/9/03 |
8.0 |
|
Catherine |
Sjogren |
BHS |
English Teacher |
8/28/03 |
7.9 |
|
Patricia |
Perry |
SB |
Kindergarten |
10/10/03 |
7.9 |
|
Lori |
Gaynor |
MS |
Special Ed Teacher |
8/28/03 |
7.8 |
|
Michelle |
Goldberg |
South |
Speech Therapist |
11/5/03 |
7.8 |
|
Diana |
Sandini |
MS |
English Teacher |
8/28/03 |
7.7 |
|
Linda |
Cartier |
MS |
Technology Teacher |
3/29/04 |
7.3 |
|
Kris |
Colella |
BHS |
English Teacher |
8/25/04 |
7.0 |
|
Karen |
Davis |
SB |
Grade 2 Teacher |
8/25/04 |
7.0 |
|
Timothy |
Etter |
BHS |
Visual Art Teacher |
8/25/04 |
7.0 |
|
Matthew |
Flaherty |
PJP |
Social Studies Teacher |
8/25/04 |
7.0 |
|
Scott |
McDonald |
MS |
Grade 6 Teacher |
8/25/04 |
7.0 |
|
Benjamin |
Roy |
MS |
History Teacher |
8/25/04 |
7.0 |
|
Christine |
Sivyllis |
BHS |
Spanish Teacher |
8/25/04 |
7.0 |
|
Kathleen |
Strom |
MS |
Grade 5 Teacher |
8/25/04 |
7.0 |
|
Jeanne |
Xantus |
SB |
Grade 4 Teacher |
8/30/04 |
7.0 |
|
Amy |
Henry |
South |
Kindergarten Inclusion |
8/23/05 |
7.0 |
|
Arielle |
Morris |
South |
Literacy Specialist |
8/25/04 |
6.9 |
|
Ann |
Kampersal |
HS |
Library Media Specialist |
1/3/05 |
6.6 |
|
Monica |
Coler |
BHS |
Science Teacher |
8/25/04 |
6.1 |
|
Julie |
(Abair) Jacobsen |
South |
Grade 1 teacher |
8/23/05 |
6.0 |
|
Jason |
Deeks |
BHS |
English Teacher |
8/23/05 |
6.0 |
|
Patricia |
Gately |
South |
Grade 3 Teacher |
8/23/05 |
6.0 |
|
Jeffrey |
Grupposo |
MS |
Grade 6 Teacher |
8/23/05 |
6.0 |
|
Edith |
Naylor |
Macy |
Kindergarten Teacher |
8/23/05 |
6.0 |
|
Thomas |
Norton |
HS |
Math Teacher |
8/23/05 |
6.0 |
|
Dawn |
Peterson |
MS |
Math Teacher |
8/23/05 |
6.0 |
|
Amy |
Thompson |
Macy |
Special Ed Teacher |
8/23/05 |
6.0 |
|
Caroline |
Walsh |
HS |
English Teacher |
8/23/05 |
6.0 |
|
Jessica |
Wright-Mullin |
MS |
Reading Teacher |
8/23/05 |
6.0 |
|
Johnna |
Gorman |
BHS |
Guidance |
8/25/04 |
5.9 |
|
Keri |
Rooney |
South |
Special Ed Teacher |
8/23/05 |
5.9 |
|
Michelle |
Hohmann |
Macy |
.5 Kindergaten |
8/23/05 |
5.8 |
|
Nancy |
Joyce |
BHS |
Special Ed Teacher (SC) |
8/23/05 |
5.8 |
|
Dayna |
Chisholm |
SB |
Literary Specialist |
8/23/05 |
5.6 |
|
Kimberly |
Goulet |
Macy |
Grade 3 Teacher |
8/29/06 |
5.0 |
|
Mary |
Kern |
Macy |
Literacy Specialist |
8/29/06 |
5.0 |
|
Jeremy |
Mulligan |
MS |
Grade 5 Teacher |
8/29/06 |
5.0 |
|
Pamela |
Perry |
MS |
Science Teacher |
8/29/06 |
5.0 |
|
Amy |
Snay-Plass |
MS |
Special Ed Teacher |
8/29/06 |
5.0 |
|
Amanda |
Ghostlaw |
South |
Grade 4 Teacher |
8/29/06 |
4.9 |
|
Robin |
Ambler |
MS |
English teacher |
8/27/07 |
4.0 |
|
Douglas |
Bonney |
SB |
Grade 4 Teacher |
8/27/07 |
4.0 |
|
Rachel |
DiNobile |
HS |
Spanish Teacher |
8/27/07 |
4.0 |
|
Kristen |
Graveline |
South |
Special Education Teacher |
8/27/07 |
4.0 |
|
James |
Grover |
MS |
Mathematics Teacher |
8/27/07 |
4.0 |
|
Maribeth |
Haynes |
South |
Kindergarten |
8/27/07 |
4.0 |
|
Kristen |
Hill |
HS |
Special Education Teacher |
8/27/07 |
4.0 |
|
Amy-June |
Remy |
HS |
Mathematics Teacher |
8/27/07 |
4.0 |
|
Paula |
Roberts |
HS |
Mathematics Teacher |
8/27/07 |
4.0 |
|
Robert |
Siciliano |
HS |
Social Studies Teacher |
8/27/07 |
4.0 |
|
Timothy |
Smith |
HS |
Science Teacher |
8/27/07 |
4.0 |
|
Patrick |
Sweeney |
HS |
.8 School Psychologist |
8/27/07 |
4.0 |
|
Timothy |
Twohig |
MS |
Science Teacher |
8/27/07 |
4.0 |
|
Tanya |
Lamoureux |
Macy |
Sped teacher |
8/27/07 |
3.9 |
|
Kelly |
Nadeau |
SB |
Special Education Teacher |
8/27/07 |
3.9 |
|
Gordon |
Cole |
MS |
Mathematics Teacher |
9/20/07 |
3.9 |
|
Kimberley |
Sugden |
PJP |
Science Teacher |
8/27/07 |
3.7 |
|
George |
Beck |
HS |
Mathematics Teacher |
12/3/07 |
3.7 |
|
Elizabeth |
Maher |
South |
Nurse |
9/8/82 |
3.0 |
|
Sheila |
Dennis |
HS |
Nurse |
1/6/92 |
3.0 |
|
Maureen |
Loftus |
MS |
Nurse |
8/31/06 |
3.0 |
|
Mary |
Prior-Deieso |
Preschool |
Nurse |
8/31/06 |
3.0 |
|
Robin |
DuVarney |
South |
Art Teacher |
8/28/07 |
3.0 |
|
Martha |
Geromini |
SB |
Nurse |
3/10/08 |
3.0 |
|
Vought |
Cally |
Pre-K |
Special Ed Teacher |
8/25/08 |
3.0 |
|
Tara |
Ducharme |
District |
Occupational Therapist |
8/25/08 |
3.0 |
|
Ann |
Fuhrman |
HS |
Resource/Inclusion Teacher |
8/25/08 |
3.0 |
|
David |
McCarthy |
HS |
Math Teacher |
8/25/08 |
3.0 |
|
Tara |
Fortier |
MS |
.5 Behavior Specialist |
8/25/08 |
2.9 |
|
Tara |
Schiller |
Macy |
Nurse |
9/19/08 |
2.9 |
|
Lauren |
Goodman |
MS |
Guidance Counselor |
7/6/09 |
2.0 |
|
Leslie |
Gibbons |
District |
Out District Co/Outreach |
8/27/09 |
2.0 |
|
Noreen |
Hefferon (Thomas) |
South |
Reading Recovery |
8/27/09 |
2.0 |
|
Sam |
Williams |
Macy |
School Psychologist |
8/27/09 |
2.0 |
|
John |
Zappala |
PJP |
Resource Teacher |
8/27/09 |
2.0 |
|
Meghan |
Ziny |
BHS |
Special Education Teacher |
8/27/09 |
2.0 |
|
Joshua |
Lechter |
South/Macy |
Behavioral Specialist |
9/21/09 |
1.9 |
|
David |
Acerra |
PJP |
Art Teacher |
11/16/09 |
1.7 |
|
Jonathan |
Warne |
BHS |
Science Teacher |
1/4/10 |
1.6 |
|
Billiegene |
Lavallee |
BHS |
Technology Teacher |
2/8/10 |
1.5 |
|
Kathryn |
Cameron |
BHS |
Science Teacher |
8/30/10 |
1.0 |
|
Marilyn |
DiStefano |
BHS |
Math Teacher |
8/30/10 |
1.0 |
|
Justin |
Scott |
PJP |
Special Ed/Math Teacher |
8/30/10 |
1.0 |
|
Rebecca |
Seban |
SB |
Special Ed K-1 Teacher |
8/30/10 |
1.0 |
|
Steven |
Soldi |
BHS |
English Teacher |
8/30/10 |
1.0 |
|
Sarah |
Taglienti |
BHS |
Guidance Counselor |
8/30/10 |
1.0 |
|
Katrina |
Lorusso |
BMMS |
Science Teacher |
9/20/10 |
0.9 |
|
Janine |
Ohnemus |
BMMS |
Math Teacher |
9/23/10 |
0.9 |
|
Melisa |
Zambito |
BHS |
English Teacher |
9/30/10 |
0.9 |
|
Brian |
DeDentro |
BHS |
Social Studies Teacher |
3/17/11 |
0.3 |
|
Kimberly |
Baker |
SB |
0.6 Special Ed Teacher |
8/29/11 |
0.0 |
|
Pamela |
Batten |
Macy |
0.5 Kindergarten Teacher |
8/29/11 |
0.0 |
|
Kristen |
Carlson |
PJP |
English Teacher |
8/29/11 |
0.0 |
|
Ashley |
Cordeiro |
SB |
ABA Teacher |
8/29/11 |
0.0 |
|
Robert |
Glynn |
BMMS |
Music Director |
8/29/11 |
0.0 |
|
Karen |
Hurd |
Macy |
Grade 3 Teacher |
8/29/11 |
0.0 |
|
Amy |
Jordan |
SB |
Grade 2 Teacher |
8/29/11 |
0.0 |
|
Holly |
Long |
SB |
Title I Teacher |
8/29/11 |
0.0 |
|
Amanda |
Michaud |
South |
Grade 4 Teacher |
8/29/11 |
0.0 |
|
Nicole |
Panzera |
South |
Grade 4 Teacher |
8/29/11 |
0.0 |
|
Susan |
Peterson |
BMMS |
Foreign Language |
8/29/11 |
0.0 |
|
Mary |
Ryan |
BMMS |
Technology Teacher |
8/29/11 |
0.0 |
|
Lindsay |
Roberson |
SB/Pre |
Psychology/Chair |
8/29/11 |
0.0 |
|
Lisa |
Salvaggio |
BMMS |
Guidance Counselor |
8/29/11 |
0.0 |
|
Justine |
Spedden |
Macy |
0.5 Reading Recovery |
8/29/11 |
0.0 |
|
Elisa |
Wadleigh |
Macy |
Grade 2 Teacher |
8/29/11 |
0.0 |
|
Coleen |
Walsh |
South |
Special Ed Teacher |
8/29/11 |
0.0 |
|
Kara |
Winslow |
Macy |
Grade 3 Teacher |
8/29/11 |
0.0 |
|
George |
Haddad |
BHS |
Math Teacher |
8/29/11 |
0.0 |
|
Kristin |
Martin |
BHS |
Science Teacher |
8/29/11 |
0.0 |
|
Elizabeth |
Nowik |
BMMS |
Psychology/Chair |
8/29/11 |
0.0 |
|
Maureen |
McCarron |
PJP |
School Nurse .8 |
8/29/11 |
0.0 |
|
Colleen |
Zappala |
PJP |
Guidance/Team Chair |
10/11/11 |
0.0 |
ADDENDUM D
Handbook on Teacher Observation and Evaluation
