Northbridge

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DistrictNorthbridge
Shared Contract District
Org Code2140000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersBlackstone Valley RVSD
CountyWorcester
ESE RegionCentral
Urban
Kind of Communityrural economic centers
Number of Schools4
Enrollment2539
Percent Low Income Students25
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Northbridge

Memorandum of Agreement

Between

The Northbridge Teachers' Association

And

The Northbridge School Committee

May 17, 2011

1.     Duration, Article I.

July 1, 2010 through June 30, 2013.

2.     Compensation and Professional Development Days

A.  Compensation:

Year 1 (July 1, 2010 June 30, 2011):

Effective June 30, 2011, amend the 2009-2010 salary schedule for teachers (p. 14) by increasing it by 1%

Year 2 (July 1, 2011-June 30, 2012):

Effective July 1, 2011, increase the salary schedule for teachers by 1%. Notwithstanding any provision in the parties' collective bargaining agreement to the contrary, each employee shall be frozen on the step and lane that he/she was on during Year 1 (2010/11 work year) for Year 2 (2011/12 work year).

Year 3 (July 1,2012-2013):

Effective July 1, 2012, increase the salary schedule for teachers by 1.5%. Each employee may advance one step with the exception of employees who were already on MAX in Year 1. (Example: An employee who is in the Master's lane at step 5 in Year 1, shall remain at Master's lane at step 5 in Year 2, and move to Master's lane at step 6 in Year 3.) Employees who have acquired the credits to advance a lane may advance.

B.  Professional Development:

Year 2 (July 1, 2011-June 30, 2012):

One of the three professional development days under Article VIII, Section B, shall be suspended only for the 2011-2012 work year without a reduction in salary.

Year 3 (July 1, 2012 - June 30, 2013):

Two of the three professional development days under Article VIII, Section B, shall be suspended only for the 2012-2013 work year without a reduction in salary. (In subsequent work years, such professional development days shall not be suspended and shall be worked.)

3.     Article VIII, Section I.2c)

Effective July 1, 203 2, increase hourly rate from $25 to $35

4.     Article XVII Section A (Sick Leave)

Effective July 1, 2012, change 13 sick days to 15 sick days

5.     Article XIX, 4. B: Extended Maternity Leave

When this Memorandum of Agreement becomes effective, amend the first sentence in Section 4.B of Article XIX by adding the words "or paternity" after the words "Extended maternity" and before the word "leave".

Add the following sentences to the end of the first paragraph in Section 4.B of Article XIX: "Male teachers shall be permitted extended paternity leave without pay. Notice of pregnancy must be given to the superintendent together with intention to take extended paternity leave no later than thirty days prior to birth, except under extenuating circumstances. Extended paternity leave will commence with the birth of the teacher's child and shall end on the September the first following the newborn child's first birthday and shall include all FMLA leave to which the teacher is entitled. If both the mother and father are employees of the Northbridge Public School system, only one parent may take extended leave under this Section 4.B.

6.     Article XIX, 2) Bereavement Leave

When this Memorandum of Agreement becomes effective, amend Section 2 of Article XIX to provide that teachers are entitled to five (5) consecutive days leave without the loss of pay for death of the employee's spouse, child or stepchild and amend the first sentence in Section 2 by deleting: "husband," "wife," "son," and "daughter" and adding "stepfather" and "stepmother" to the list of immediate family members.

7.     Article VIII, B. Teaching Year & Teaching Day

Amend the 3rd bullet in Section B by replacing "January 31, 2010" with "January 31, 2013" and by replacing "June 30, 2010" with "June 30, 2013".

8.     Effective July 1, 2012, amend Article X., Section F: Course Reimbursement

(a)                       Course reimbursement rates shall be $825.

(b)                       Amend Section F. of Article X by adding the word "graduate" before the word "credits" and before the word "course" in each instance where the word "credits" and in each instance where the word "course" appears.

(c)               Replace the final sentence in the second paragraph of Section F with the following: "Payment for the graduate course shall be made after the bargaining unit member has provided the Administration with a transcript or report card containing the required grade or mark for the graduate course, provided proof of payment, and completed the necessary forms in accordance with District procedures."

(d)           Amend Section F of Article X by adding the following new provision between the 1st and 2nd paragraphs:

If an approved course is cancelled and the teacher must sign up for a course immediately, prior verbal approval must be requested and obtained from the Superintendent, Assistant Superintendent, or Business Manager.

(e)           Amend Section F of Article X by adding the following new provisions:

A teacher with a Master's degree wishing to complete the Class Measures PRPIL program approved by the DESE as an avenue to teaching licensure, shall be eligible for reimbursement if he/she requests authorization for reimbursement from the Superintendent prior to registering for the Class Measures PRPIL program and provided that the teacher completes the program prior to the commencement of the teacher's final year prior to the expiration of his/her current teaching license. Such teacher will be reimbursed the equivalent one three-credit graduate course for this program provided that the teacher satisfactorily completes the program with a passing grade and has complied with District procedures for reimbursement.

If the Superintendent requires or suggests that a teacher take a course which is only offered as an undergraduate course, the teacher will be eligible for course reimbursement without regard to the fact that the course is not a graduate course provided that the teacher obtains prior approval from the Superintendent, attains a grade of B or better, and complies with District procedures for reimbursement.

9.   Effective July 1, 2012, amend Stipends/Athletic Salaries/Extracurricular Salaries

(a)           Add a new annual stipend of $955 for "Color Guard Instructor". (Place in the section titled "Music Salary Schedule")

(b)           The following Department Heads will be listed in the contract with the stipend of $5,517:

High School English

High School Fine and Applied Arts

High School Mathematics

High School Science

High School Social Studies

High School World Language

High School Special Education

High School Guidance

Middle School Social Studies

Middle School Related Arts

Middle School Science

Middle School Mathematics

Middle School Language Arts

(c)                 Add a new annual stipend of $2,275 for "Team Chair" for each Team Chair to work the 5 week days immediately after the teacher work year ends and the 5 weekdays immediately before the start of the teacher work year. These ten (10) work days may be changed only by mutual agreement of the Team Chair and the Director of Pupil Personnel Services. (Place in the "Coordinators and Other Positions" section)

(d)                 Stipends for:

Men's Lacrosse coach - $3,395

Women's Lacrosse coach - $3,395

Men's Tennis coach - $3,395

Women's Tennis coach - $3,395

Wrestling coach - $3,395

Varsity Swim coach - $3,395

(e)                 Link Crew Co-Advisors, - $1,485 per advisor

(f)                  Audio Visual Coordinator - $2,400

(g)                 Drama (2 plays) M.S. - $1,804

(h)    Rachel's challenge (1 stipend) - $1,485

(i)     DECA(1 stipend)-$1,485

(j)     Eliminate Early Childhood Coordinator

(k)        Add a new stipend for National Association for the Education of Young Children "NAEYC" Accreditation Coordinator in the amount of $2,334.

(1)        Middle School Student Council Advisor stipend - $1,804. (In accordance with District procedure, stipend is split where there are co-advisors)

(m)       Add a new annual stipend of $500.00 for each kindergarten teacher who (1) is teaching in a kindergarten inclusion classroom, (2) is the indicated special education liaison on students' Individual Education Plans, and (3) has certifications/licenses from the Massachusetts Department of Elementary and Secondary Education in both special education and regular education covering the kindergarten grade level. This provision only applies to Kindergarten teachers and does not apply to preschool classes, to Bright Beginnings, or any other grade level or substantially separate program. (This new stipend provision will be placed in the section of Article X titled "Coordinators and Other Positions".)

(n)     Add new Co-Advisors Grade 8 at an annual stipend of $1,485.

(o)    The Parties agree to replace the Athletic Salaries Schedule on p. 15 with the Athletic Salaries Schedule appended to this MOA as Exhibit A.

10.          Article VIII C - Teaching Year and Teaching Day:

Replace "afternoon preceding" with "day preceding"

11.          Effective July 1, 2012, add the following New Mentor Language:

1.       To be eligible for appointment as a mentor, an employee is required to have participated in training and must be certified as a mentor.

2.       Mentors will conduct an initial meeting with the mentee(s) prior to the first day of school during the New Teacher Orientation, or other mutually convenient time before the first teacher day.

3.       Mentors will attend four after-school meetings with the district mentor program coordinator.

4.       Mentors will provide on-site mentoring for up to 3 first year and beginning teachers (within or outside the Mentor's primary teaching discipline) as assigned, to include, but not be limited to, some or all of the following activities:

          modeling and reflecting on good teaching-learning practice

          observing, assessing (i.e. discerning strengths, needs), guiding, and coaching mentees.

          connecting the mentee to other resources as needed.

5.     Mentor compensation for the above activities (initial meeting, four after-school meetings with program coordinator, providing on-site mentoring) is as follows:

Number of Mentees          Compensation

1                                             $ 800.

2                                             $1,000.

3                                             $1,200.

12.          Article VIII

Amend section M of Article VIII by replacing "Teachers will attend a maximum of two (2) scheduled parent visitation nights." with the following sentences: "Teachers will attend a maximum of three (3) parent visitation nights or evening meetings. Teachers who are required to attend the third night will be paid $35 per hour for the additional time required. The third visitation night will be for the following reasons:

step-up events that occur outside of the work-day, parent information nights, and/or curriculum nights."

13.          Pre-School

A teacher whose child has been accepted into the Northbridge Public Schools pre­school program may request that his/her child be placed in the morning or afternoon session and the teacher's preference will be considered.

14.          Article XXVII EVALUATION AND SUPERVISION

Amend Article XXVII and pages 39-41 of Addendum 1 by replacing the existing language with the following:

Purposes of Evaluation

The specific purposes of evaluation agreed upon by the School Committee and the Northbridge Teachers' Association are:

          To provide information for the continuous improvement of performance through an exchange of information between the person being evaluated and the evaluator, and

          To provide a record of facts and assessments for personnel decisions.

          To ensure that there is a system to enhance the professionalism and accountability of teachers that will enable them to assist all students to perform at high levels (603 CMR 35).

Evaluation of Professional and Non-Professional Faculty and Staff

In accordance with the Department of Elementary and Secondary Education ("DESE") Laws and Regulations 603 CMR 35.00: Evaluation of Teachers and Administrators, the Northbridge Public Schools will evaluate its teaching staff, both Professional and Non-Professional status, by the following Principles of Effective Teaching:

          Currency in the Curriculum

          Effective Planning and Assessment of Curriculum and Instruction

          Effective Management of Classroom Environment

          Effective Instruction

          Promotion of High Standards and Expectations for Student Achievement

          Promotion of Equity and Appreciation of Diversity

          Fulfillment of Professional Responsibilities

For non-classroom members of the bargaining unit: appropriate DESE standards for the individual position(s) will be utilized in the observation and evaluation process.

Evaluation Timeline and Process

Non-Professional Teachers - Years One through Three

There will be a minimum of three formal announced or unannounced observations, with additional observations at the discretion of building administration.

         For non-professional status teachers in years one to three inclusive, observations shall not begin prior to October lst.

         Teachers will meet with building administration to discuss goals to be outlined on the Self-Reflective Plan for Professional Growth within thirty (30) calendar days from the completion of the first formal classroom observation.

         Observations shall be scheduled a minimum of thirty (30) days apart, unless an earlier follow-up observation is mutually agreed upon.

         The written Summative Narrative Evaluation and meeting will be completed by June 1st.

The superintendent, upon the recommendation of the principal, may award professional status to any teacher who has served in the principal's school for not less than one year or to a teacher who has obtained such status in any other public school district in the commonwealth. (Ch 71, Sec. 41 MGL)

Professional Status Teachers (Two-Year Cycle)

Year 1: The Planning Year - Setting Goals Using Self-Reflective Plan for Professional Growth

•      In Year 1, a teacher who has attained professional status will meet with his or her building administrator prior to June 1st to set and discuss goals to be outlined on the Self-Reflective Plan for Professional Growth. Attainment of set goals will be measured by a choice of evaluation options in Year 2. Prior to June 1st, teachers will submit the Self-Reflective Plan for Professional Growth.

In Year 1, the teacher will choose from the following evaluation options that will be executed and completed in Year 2:

         Three (3) formal classroom observations, or

         A combination of one (1) classroom observation and a project mutually agreed upon between the teacher and building administrator.

Year 2: The On-Cycle Observation and Evaluation Year

         The evaluation of goals set using the Self-Reflective Plan for Professional Growth will begin September 15th and end May lst.

         This stage of the process includes completion of the professional growth components chosen in Year 1 that concludes with the Final Summative Narrative Evaluation and meeting with the building administrator completed by June lst of the same year.

         Once the on-cycle evaluation in Year 2 and Self-Reflective Plan for Professional Growth is completed and the teacher has demonstrated satisfactory adherence to the Principles of Effective Teaching, the teacher will then move to Year 1 of the professional evaluation cycle. Prescriptive Improvement Plan

         If a teacher is at the end of Year 2 and the building administrator has deemed that satisfactory progress has not been made on the Self-Reflective Plan for Professional Growth and/or the teacher does not meet the Principles of Effective Teaching, the teacher will be placed on a Prescriptive Improvement Plan. This plan will begin on September 1 of the next school year and will cover two consecutive years.

         The Prescriptive Improvement Plan will detail areas in need of growth, based on the same Principles of Effective Teaching standards determined unsatisfactory during Year 2. In addition to meeting specified expectations in each of the areas noted in the Plan, formal and informal observations will take place during the duration of the Plan at the discretion of the building administrator. If, at the end of the first year or second year of the Prescriptive Improvement Plan, the teacher has met each of the expectations outlined for improvement, the teacher will move to Year 1 of the professional evaluation cycle.

         If, at the end of the second year on the Prescriptive Improvement Plan, the goals have not been met, the teacher will be recommended to the superintendent of schools for appropriate follow-up action, up to and including termination.

Special Circumstances

         A teacher who, for extenuating reasons, has been away from the classroom setting and/or environment for a significant period of time may, at the discretion of the building administrator, be placed in Year 1 upon their return to the school.

         A teacher who has submitted an accepted and approved letter of retirement and is in good professional standing may be placed in a Year 1 during the final year of employment at the discretion of the building administrator.

         Formal observations may take place in many educational settings/contexts, including (but not limited to): classroom observations, meetings, or other activities related to the Principles of Effective Teaching.

    The written Observation Form Narrative will be returned to teachers within ten (10) school days of the observation.

         No administrator shall evaluate a teacher who is an immediate relative of the evaluator.

          All forms related to supervision and evaluation are attached as appendices.

          The teacher will have the right to attach a response to his or her observation or summative evaluation and a copy will be attached to the Observation Form Narrative or Final Summative Narrative Evaluation.

This Memorandum of Agreement is subject to ratification by the Northbridge Teachers' Association and approval of the Northbridge School Committee.

Agreed to on this 17th day of May 2011 by the negotiating teams for:

The Northbridge School Committee                                                The Northbridge Teachers' Association

_____________________________________                  _______________________________________

Michael McGrath, Chair                                                                    Jill Redding President

_____________________________________                  _______________________________________

Theodore D. Kozak                                                                            John Swayze

_______________________________________

Lisa Geraghty

_______________________________________

Lynne Strid

_______________________________________

Mitchell Hughes

Exhibit A Athletic Salaries Schedule

 

 

2011-2012

2012-2013

Football

Head Varsity Football Coach

4,456

4,456

 

Assistant Varsity Football Coach

3,183

3,183

 

JV Football Coach   (2)

3,183

3,183

 

Freshman Football Coach   (2)

3,183

3,183

 

8th Grade Football Coach   (2)

3,183

3,183

Soccer

Head Varsity Boys' Soccer Coach

3,395

3,395

 

JV Boys' Soccer

2,228

2,228

 

MS Boys Soccer

2,122

2,122

 

Head Girls' Varsity Soccer Coach

3,395

3,395

 

JV Girls' Soccer Coach

2,228

2,228

 

MS Girls' Soccer Coach

2,122

2,122

Field Hockey

Head Varsity Field Hockey Coach

3,395

3,395

 

JV Field Hockey Coach

2,228

2,228

 

MS Field Hockey

2,122

2,122

Golf

Head Varsity Golf Coach

2,440

2,440

Cross Country

Head Varsity Cross Country Coach

2,440

2,440

Cheerleading

Fail Cheerleading Coach

1,804

1,804

District

Faculty Manager

1,273

1,273

Basketball

Head Varsity Boys' Basketball Coach

4,031

4,031

 

JV Boys' Basketball Coach

2,652

2,652

 

MS Boys' Basketball Coach

2,122

2,122

 

Head Varsity Girls' Basketball Coach

4,031

4,031

 

JV Girls' Basketball Coach

2,652

2,652

 

MS Girls' Basketball Coach

2,122

2,122

Ice Hockey

Head Varsity ice Hockey Coach

4,031

4,031

 

Assistant Varsity Ice Hockey Coach

2,652

2,652

Swim Team

Head Varsity Swim Coach

2,228

3,395

Indoor Track

Head Varsity Indoor Track Coach

3,395

3,395

 

Assistant Varsity Indoor Track Coach

2,228

2,228

Wrestling

Head Varsity Wrestling Coach

4,031

3,395

 

Assistant Varsity Wrestling Coach

2,228

2,228

Cheerleading

Winter Cheerleading Coach

1,804

1,804

District

Strength and Conditioning Coach

955

955

 

Faculty Manager

1,273

1,273

Softball

Head Varsity Softball Coach

3,395

3,395

 

JV Softball Coach

2,228

2,228

 

MS Softball Coach

2,122

2,122

Baseball

Head Varsity Baseball Coach

3,395

3,395

 

JV Baseball Coach

2,228

2,228

 

MS Baseball Coach

2,122

2,122

Track

Head Varsity Boys' Track Coach

3,395

3,395

 

Head Varsity Girls' Track Coach

3,395

3,395

 

Assistant Varsity Track Coach

2,228

2,228

Tennis

Head Varsity Boys' Tennis Coach

2,440

3,395

 

Head Varsity Girls' Tennis Coach

2,440

3,395

Lacrosse

Head Varsity Boys' Lacrosse Coach

3,395

3,395

 

JV Boys' Lacrosse Coach

2,228

2,228

 

Assistant Varsity Boys' Lacrosse Coach

2,228

2,228

 

Head Varsity Girls' Lacrosse Coach

2,440

3,395

 

JV Girls' Lacrosse Coach

2,228

2,228

Positions pending participation of student athletes to equal a starting line up where applicable

Agreement

between the

School Committee

and the

Teachers' Association

Of

Northbridge, Massachusetts

July 1, 2007 to June 30, 2010

ARTICLE I

DURATION

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, THE CONTRACT IS MADE this _________ day of __________ 2007, by the SCHOOL COMMITTEE OF THE TOWN OF NORTHBRIDGE (hereinafter referred to as the Committee) and the NORTHBRIDGE TEACHERS' ASSOCIATION (hereinafter referred to as the Association). This contract shall be in effect from July 1, 2007 until June 30, 2010.

ARTICLE II

RECOGNITION

For the purpose of collective bargaining with respect to wages, hours, other conditions of employment, the negotiations of collective bargaining agreements, and any questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining agent and representative of all bargaining unit members whose positions are listed in the Commission's Notice of Election, Case No. MCR-3156, dated February 11, 1981.

ARTICLE III

GENERAL PROVISIONS

Subject to the provisions of the Contract or any supplement thereto mutually agreed upon and attached hereto in writing, the wages, hours, and other conditions of employment applicable on the effective date of this Contract to the employees covered by this Contract shall continue to be so applicable.

ARTICLE IV

GRIEVANCE PROCEDURE

A.        DEFINITIONS

1.         A "grievance" is a claim or complaint based upon an event, act or condition which affects:

a.         the welfare and/or conditions of employment of an employee or group of employees and/or

b.         The Association's rights and privileges provided in this agreement and/or

c.         the interpretation, meaning, or application of any of the provisions of this agreement.

2.                  A "grievant" is the person or persons of the Association itself making the claim or complaint.

3.                  A "party of interest" is the person or persons and/or the Association making the claim and filing the grievance and any person who might be required to take actions or against whom action might be taken in order to resolve the grievance.

B.         PURPOSE The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems which may from time to time arise affecting the welfare or working conditions of employees and/or the contractual rights and privileges of their professional association. Both parties agree that grievance proceedings will be kept informal and confidential at all levels of the procedure.

C.         PROCEDURE Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum, and every effort shall be made to expedite the process. The time limits specified may, however, be in particular circumstances reduced or extended by mutual agreement in writing.

Level One grievances shall be presented on or before the close of school within thirty (30) calendar days following the date on which the event or action giving rise to the grievance occurred.

LEVEL ONE: The grievance shall be presented in writing to the principal who shall thereafter meet with the grievant in an effort to settle the grievance.

LEVEL TWO: If at the end of ten (10) school days next following such presentation at Level One the grievance shall not have been disposed of to the grievant's satisfaction, the grievant may, within five (5) school days thereafter, present the grievance to the Superintendent of Schools who shall thereafter meet with the grievant in an effort to settle the grievance.

LEVEL THREE: If at the end of ten (10) school days next following presentation of the grievance at Level Two the dispute shall not have been disposed of to the grievant's satisfaction, the grievant may, within five (5) school days thereafter, present the grievance to the School Committee which shall thereafter meet with the grievant in an effort to settle the grievance.

LEVEL FOUR: If at the end of twenty-five (25) school days next following presentation of the grievance at Level Three the grievance shall not have been disposed of to the satisfaction of the grievant, the Association may submit the grievance to arbitration through the American Arbitration Association in accordance with said tribunal's voluntary rules and regulations then obtaining. The costs of the arbitrator shall be shared equally by the School Committee and the association, including per diem expenses, if any, and actual and necessary travel and subsistence expenses. Subject to law, the arbitration award made shall be final and binding upon the School Committee, the Association, and the grieving employee(s).

D.        MISCELLANEOUS

1.                  Grievances submitted in written form shall be responded to in writing.

2.                  All written communications, documents, and records relative to any grievance shall be maintained in a file separate from the personnel file of any employee involved in the proceedings. Unless requested in writing to do otherwise by all employees names in such records, any documents, communications, and records dealing with the processing of a grievance will be kept in the strictest confidence and will not be made available or referred to potential employers or others inquiring about said employee(s) but not having been a party in interest to the actual proceedings.

3.                  Any party in interest may be represented at all stages of the grievance procedure by a person or persons of his own choosing, except that a grievant may not be represented by a representative or any officer of any teacher organization other than the Northbridge Teachers' Association (NTA) and/or its parent affiliates. When a teacher is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance procedure.

4.                  If the grievant shall choose not to be represented by NTA, the disposition, if any, of any grievance processed in this circumstance shall be transmitted in writing to the NTA at the same time a decision is delivered to the employee. Any grievance processed in accordance with this section shall be consistent with the terms of agreement.

5.                  The Committee will, upon request, make available to all parties in interest school department records and documents in its possession necessary to the processing of any grievance.

6.                  When it is necessary, pursuant to the Grievance Procedure for a member of the Association to investigate a grievance, or attend a grievance meeting or hearing during a school day he/she will be released without loss of pay as necessary in order to permit participation in the foregoing activity.

7.                  Any grievance initiated by the Association itself shall be submitted directly at Level Two (the Superintendent of Schools' Level).

8.                  The Committee and the Association view the grievance procedure as a problem solving procedure which may be used with impunity.

9.                  Failure of a teacher or the Association to appeal a decision within the time limits specified will mean the grievance shall be deemed to have been waived.

10.              Neither party will be permitted to assert any grounds before the arbitrator which were not previously disclosed to the other party.

11.              The arbitrator shall be limited to the issues submitted and shall consider nothing else. The arbitrator can add nothing to or subtract anything from the agreement between the parties.

ARTICLE V

Separability And Savings Clause

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

In the event that any provision or application of this Contract is held invalid or the enforcement of or compliance with any provision of this Contract has been restrained by any tribunal of competent jurisdiction, the Association and the Committee shall forthwith enter into immediate collective bargaining negotiations upon the request of either party for the purpose of arriving at a mutually satisfactory replacement for such provisions or application thereof during the period or invalidity or restraint.

ARTICLE VI

Completeness Of Contract

The Contract incorporates the entire understanding of the parties on all issues which were or could have been the subject of negotiation. During the term of this Contract neither party thereto shall be required to negotiate with respect to any such matter whether or not covered by this Contract and whether or not within the knowledge or contemplation of either or both the parties at the time they negotiated or signed this Contract.

ARTICLE VII

Dues Deduction

The Committee agrees that, in accordance with the provisions of Chapter 180, Section 17(c) of the General Laws of Massachusetts, it will deduct from the salaries of its employees dues for the Northbridge Teachers' Association, the Massachusetts Teachers' Association and/or the National Education Association as said employees individually and voluntarily authorize the Committee to deduct, and to transmit the monies promptly to the Northbridge Teachers' Association for disbursement to the respective organizations. Dues will be deducted in equal payments over ten (10) successive paychecks commencing with the first paycheck in October.

The Association agrees to indemnify and save the School Committee and Town harmless against all claims, suits or other forms of liability arising out of any such dues deductions from an employee's pay or out of application to this Article. The Association agrees to assume full responsibility for the disposition of the monies so deducted once they have been turned over to the Treasurer of the Association, who shall provide such information to the Town Treasurer as may be required by said Town Treasurer under General Laws, Chapter 180, Section 17C.

ARTICLE VIII

Teaching Year And Teaching Day

A.        Start Date: The school year will commence no sooner than the Monday prior to Labor Day effective with 2008-2009 school year.

B.         The work year shall be 184 days, including 180 Instruction, 3 full day Professional Development Days (PDD) and 1 teacher meeting day.

                      1 PDD day determined and planned by staff with administrative input.

                      2 PDD days determined by administration with staff input.

                      Discussions as to use/purpose of professional development days shall be as above for life of contract. Parties shall commence a professional development subcommittee composed of equal numbers not to exceed 5 each from the union or the Committee to review the quality and relevant activities. If the parties are unable to agree on or before January 31, 2010 that this process should continue the determination as to how and what is scheduled for professional development activities on or after June 30, 2010 shall be made by the Administration with input from staff.

For purposes of this Article, the teacher meeting day shall include a general meeting with the Superintendent of Schools not to exceed one (1) hour and a meeting with the building principal not to exceed one (1) hour. All members of the bargaining unit may leave their respective buildings after 12:00 noon.

C.        Teachers shall not be required to work on Saturdays and Sundays unless agreed upon by the Association and the School Committee. Also, teachers shall not be required to work on any legal holidays or during a week in February known as mid-winter vacation, a week in April known as Spring vacation, the afternoon preceding Thanksgiving Day and Christmas Day, the day following Thanksgiving, those days falling between December 25, and January 1, and Good Friday.

D.        Whenever students are excused from further attendance in any one day of school because of inclement weather or other safety considerations or others, all teachers shall be released from their duties as soon as reasonably practical thereafter.

E.         If any curtailed school day is creditable as a full pupil attendance day under state department of education regulations, said school day shall be considered as a full work day for teachers.

F.         The work day for teachers shall be six hours and thirty-five minutes, included with that time all teachers shall be in their rooms for ten (10) minutes before and ten (10) minutes after the student day.

Bargaining unit members recognize that student help beyond the school day may be necessary. Therefore, students who might profit from member assistance shall be encouraged to avail themselves of it from the member. High School and Middle School teachers shall provide these extra help sessions one day per week for 30 minutes after school. Such student help should not include extended day programs.

G.        All teachers shall have a duty-free lunch period of at least twenty-five (25) minutes and shall be extended to 30 minutes, wherever possible. Said lunch periods shall occur between the hours of 11:00 a.m. and 1.00 p.m., if possible. Elementary and Middle School teachers shall not be assigned cafeteria duty.

H.        At the Middle and High School Level, preparation periods shall be equal to an average teaching period at the respective buildings. Elementary teachers will be provided preparation time while special teachers (e.g., Art, Music, Physical Education and Computer) are teaching elementary classes. Every effort will be made to schedule said preparation time on a daily basis.

I.          1.         As many as two meetings each month may be called by administrators during a school year. Such meeting shall be no longer than one hour in length. This does not refer to shorter meetings from which teachers are dismissed at the regular dismissal time. The above specified time period applies to sixty minutes after pupil dismissal.

2.         a.         In addition to the two monthly meetings above, other professional development activities may be scheduled by the principal, Superintendent or his designee for up to ten (10) hours annually. Such activities may involve individual or group work and shall be outside the scope of the present work day and may involve individual building or system wide issues and programs as determined by the Administration. Such activities shall not extend beyond two (2) hours on regular school days.

b.         Each teacher shall receive an additional $250.00 annually for the additional hours required by the professional development program.

c.         In instances when a new program requires substantial material and difference teaching techniques, i.e. the Wilson Reading Program, other like Special Education instructional activities, Math or Science curriculum changes, the teachers shall be paid at the rate of $25.00 per hour to a maximum of eight (8) hours and $200.00 annually for such services. Except by agreement of the individual teacher such activities shall not extend beyond two consecutive hours on any regular scheduled school day.

J.          In all matters relating to teacher work load, teacher assignment, distribution and balance of class sizes and non-teaching duties, every reasonable administrative effort shall be made to see that fair, impartial, and equitable treatment and consideration is given. Every effort will be made to inform teachers of their teaching assignments by the close of the current school year for the next school year.

K.        Elementary teachers will record daily attendance on forms provided to them.

L.         Teachers volunteering to monitor administrative detentions who have a free period at the beginning of the school day, shall not be required to be present until the start of the second (2nd) period. If there are no volunteers, then the School Committee agrees to post the position of Detention Monitor in accordance with Article XIII.

M.        Teachers will attend a maximum of two (2) scheduled parent visitation nights. In the event that a teacher cannot attend due to illness or other valid reason, that the member shall submit an appropriate method to the building principal indicating how he/she will meet/communicate with parents.

N.        Special Education Inclusion Teachers will not be assigned to serve as TEAM chairperson and teacher aides will be assigned to inclusion classes when fifty percent (50%) or more of the students are educated pursuant to Individual Education Plans.

O.        The parties agree to work together to provide for the orderly and safe operation of school buildings. Teachers shall maintain visibility in corridors and make regular visits to student lavatories to prevent infractions of school rules.

P.         The arties agree that during periods of future financial crisis, the Committee and Association will meet to receive the Associations input concerning preservation of the instructional programs and budgetary recommendations prior to the Committee's finalization of a budget for transmission to Town Meeting.

ARTICLE IX

Association Use Of School Facilities And Privileges

A.        The Committee will make no rule, regulation or other prohibition limiting the use of school mailboxes.

B.         Subject to the foregoing, the Association will have the privilege of using school buildings rent-free at reasonable times for meetings, elections, student scholarship fund-raising events, and regulations set for use by other public groups in the community must be followed; and subject to schedule availability, the Superintendent of Schools and the principal of the building in question shall make arrangements for such Association use of school facilities.

C.         Association notices and communication may be posted on existing bulletin boards with the approval of the principal or places currently provided for the Association and faculty in the faculty lounge or faculty lunchroom in each building.

D.        The names of all staff members, including their buildings, grades, and subjects assignments will be given to the President of the Association no later than October 1 of each school year. During the school year, a revised roster will be made available to the President of the Association.

E.         Copies of minutes of official Committee meetings and all other printed materials that do not fall within the confidentiality as described in Chapter 39, Section 23B, of the General Laws of Massachusetts that are distributed to the committee members at official meetings shall be made available to the Association as soon as practicable after such meetings. A copy of the official agenda of the meeting in the form given committee members will be available to the Association prior to the meeting. Any clarifying background material not of a classified nature shall also be made available.

F.         The Association will automatically be placed on the agenda of any regular Committee meeting of its choosing.

ARTICLE X

Compensation

A.        All persons on the Teachers Salary Schedule will have the option of being paid in either: (1.) twenty-six (26) equal bi-weekly installments from the first school day of one calendar year or (2.) twenty-two (22) payments, twenty-one (21) of which will be equal bi-weekly installments equal to those in option one (1) above. The twenty-second (22) payment will contain the remainder of the salary and shall be remitted on the last pay day in June.

B.         Teachers with previous teaching experience in the Northbridge School System will, upon returning to the system, receive full credit on the salary schedule for all outside teaching experience or military service. Teachers who have not been engaged in teaching on a full-time basis (i.e., not required by law to make contributions into the Massachusetts Teachers Retirement Pension Fund) will, upon returning to the system, be restored to the next position on the salary schedule above that at which they left.

C.         Annual increments will be granted (effective September 1) to all teachers as provided for in the salary schedule upon the recommendation of the Principal and Superintendent. For the purpose of this section, employees must be on the payroll for ninety (90) days to be eligible for a step increase.

D.        All salary schedule placement changes to a higher level of preparation shall be as of September and February of each year.

1. A change requested and documented by October 30th will effective as of the first day of school. 2. A change requested and documented by February 28th will result in a contract year payment of 50% of the former annual salary and 50% of the increased annual salary.

E.         Additional work opportunities offered teachers (including but not limited to curriculum workshops, summer school positions, Federal program participation) will be posted in accordance with Article XIII of this Agreement.

F.         Bargaining unit members who are placed on the start lane will not be eligible for course reimbursement. For bargaining unit members on the bachelors/bachelors +15 scale members will be reimbursed up to six (6) credits at $700.00 per course for any course approved by the Superintendent prior to matriculating into the course. Any member of the bargaining unit at the Masters scale and above will be reimbursed for up to three (3) credits at $700 per course approved by the Superintendent prior to matriculating into the course. If approval is not granted by the Superintendent prior to the first day of the course, the District shall not reimburse the member of the bargaining unit for any costs associated with said course. Courses for reimbursement must be in the teacher's area of certification and area in which they are currently teaching or have taught in the past two years. The Superintendent's approval will not be unreasonably withheld.

Reimbursement for such courses will be provided upon attainment of a B or better grade and if the teacher received the prior approval of the Superintendent. When a course is only available on a pass/fail basis, a teacher will be reimbursed if he or she attains a "passing" grade and if the teacher received the prior approval of the Superintendent. Payment for the course shall be made in the next pay period following receipt by the Administration of a transcript or report card containing the required grade or mark for the course.

G.        All bargaining unit members will be fully reimbursed for any conference approved in advance by the Superintendent. Any member of the bargaining unit who wishes to have a conference reimbursed shall make a written request to the Superintendent prior to attending the conference. If approval is not granted by the Superintendent prior to the date that the conference meets, the District shall not reimburse the member of the bargaining unit for any costs associated with said conference. The approval of reimbursement is the sole and exclusive discretion of the District.

Reimbursement for meals in this article shall be based on $15.00 per day, unless the conference registration fee includes meals. In the latter event the meal allowance will be reduced by the amount of the registration fee. Costs of required visits to other schools shall be reimbursed in full. Such costs shall include transportation, meals, taxes, tips, tolls, parking and lodging.

In the event transportation under this article involves the use of the employee's personal vehicle, reimbursement shall be actual mileage at the current I.R.S. rate, plus tolls and parking fees.

Subject area association membership dues shall be reimbursed when the membership is maintained in the name of the Northbridge School System.

H.        Bargaining unit members currently on the Bachelor or Bachelor's +15 Lanes shall have a one time opportunity by September 28, 2007 to notify the Superintendent of their election, on the District-provided form, to move to the appropriate step on the Start Lane effective School Year 2007/2008. This election is irrevocable. Bargaining unit members who remain on the Bachelor's or Bachelor's +15 Lane shall move to the Master's Lane upon achievement of a Master's Degree.

Bargaining unit members who have elected or are hired at the Start Lane and do not acquire a Master's Degree by the time they have attained Step 5 shall remain at Step 5 on the Start Lane until such time as the Master's Degree is completed. The bargaining unit member will then move to the Master's Lane and the step commensurate with their full time, full year service with the District. This benefit expires with the end of the current contract (2010).

Bargaining unit members in the Bachelor's or Bachelor's +15 Lane who do not elect the option shall continue to progress in steps and lane changes consistent with the provisions of this successor agreement.

2007-2008 2% increase

STEP

B

B+15

Start Lane

M

M+30

M+60 DOC/CAGS

1

 

 

40,642

40,642

42,089

44,861

2

40,069

42,496

43,513

43,513

45,105

47,875

3

41,927

42,943

43,977

43,977

45,546

48,315

4

42,391

43,400

44,416

44,416

45,993

48,762

5

46,251

47,330

48,355

48,355

50,450

53,220

6

47,785

48,864

 

49,887

51,991

54,759

7

50,612

51,656

 

52,681

54,809

57,576

8

52,242

53,291

 

54,353

56,445

59,215

9

54,102

55,017

 

56,187

58,291

61,060

10

57,273

58,326

 

59,375

61,487

64,256

MAX

65,994

67,044

 

68,086

70,200

72,970

2008-2009 3% increase

STEP

B

B+15

Start Lane

M

M+30

M+60 DOC/CAGS

1

 

 

42,170

42,170

43,661

46,515

2

 

 

45,128

45,128

46,768

49,620

3

43,494

44,540

45,606

45,606

47,221

50,074

4

43,972

45,011

46,057

46,057

47,682

50,534

5

47,947

49,059

50,115

50,115

52,273

55,125

6

49,528

50,639

 

51,693

53,860

56,710

7

52,440

53,515

 

54,570

56,762

59,612

8

54,119

55,199

 

56,292

58,447

61,301

9

56,034

56,976

 

58,181

60,349

63,201

10

59,300

60,384

 

61,465

63,640

66,493

MAX

68,283

69,364

 

70,438

72,615

75,468

2009-2010 3% increase

STEP

B

B+15

Start Lane

M

M+30

M+60 DOC/CAGS

1

 

 

43,744

43,744

45,280

48,220

2

 

 

46,790

46,790

48,480

51,418

3

 

 

47,283

47,283

48,947

51,885

4

45,600

46,670

47,748

47,748

49,421

52,359

5

49,695

50,840

51,927

51,927

54,150

57,088

6

51,322

52,467

 

53,553

55,785

58,721

7

54,322

55,429

 

56,517

58,774

61,710

8

56,051

57,164

 

58,290

60,510

63,449

9

58,024

58,995

 

60,236

62,468

65,406

10

61,388

62,505

 

63,618

65,858

68,796

MAX

70,640

71,754

 

72,860

75,103

78,041

I.          Nurses will be placed on the teacher's salary schedule at 100% compensation for each step on the schedule. The nurses shall be placed either on the Bachelor's, Bachelor's +15 or Masters column depending on their degrees. They will not be able to move further than the Masters column. The length of the school day for staff nurses and teachers will be of the same length.

J.          Travel allowance for staff nurses will be set at a flat rate of $150 per year, per nurse. Nurses are not required to perform duties not required of a school nurse. The school year for nurses and teachers shall be of the same length. The investigative procedure for public complaints against staff nurses shall be the same as teachers.

K.        Teachers shall be paid at the rate of $35 per hour for school funded services and for student funded services the teachers shall be paid a rate of $25 per hour.

Athletic Salaries

 

2007-2008

2008-2009

2009-2010

Head Football Coach

$ 4,200

$ 4,326

$ 4,456

Assistant Football Coach

$ 3,000

$ 3,090|

$ 3,183

Head Basketball Ice Hockey

$ 3,800

$ 3,914

$ 4,031

Asst. Basketball Ice Hockey

$ 2,500

$ 2,575

$ 2,652

Head Softball/ Soccer/Track/

 

 

 

Field Hockey/Baseball Coach

$ 3,200

$ 3,296

$ 3,395

Asst. Softball/ Soccer/ Track/

 

 

 

Field Hockey/ Baseball Coach

$ 2,100

$ 2,163

$ 2,228

Head Golf/X-Country Coach

$ 2,300

$ 2,369

$ 2,440

M. S. Basketball Coach

$ 2,000

$ 2,06C

$ 2,122

M. S. Baseball Coach

$ 2,000

$ 2,060

$ 2,122

Cheerleading Coach H. S.

$ 1,700

$ 1,751

$ 1,804

Cheerleading Coach M. S.

$ 1,100

$ 1,133

$ 1,167

Faculty Manager

$ 1,200

$ 1,236

$ 1,273

Athletic Director

The Athletic Director's stipend position requires 15 days beyond the school year to be determined by the high school principal in collaboration with the Athletic Director.

The stipend range is ($6,000.00 - $9,000.00). Placement within the range to be determined by the Superintendent.

Extracurricular Salary Schedule

 

2007-2008

2008-2009

2009-2010

Yearbook Advisor H. S.

$ 2,900

$ 2,987

$ 3,077

Yearbook Advisor M.S.

$ 1,400

$ 1,442

$ 1,485

Co-Advisors Grade 9

$ 1,400

$ 1,442

$ 1,485

Co-Advisors Grade 10

$ 1,600

$ 1,648

$ 1,697

Co-Advisors Grade 11

$ 1,700

$ 1,751

$ 1,804

Co-Advisors Grade 12

$ 2,400

$ 2,472

$ 2,546

Student Council H.S.

$ 1,700

$ 1,751

$ 1.804

Student Council M. S.

$ 1,000

$ 1,030

$ 1,061

Drama (2 plays) H.S.

$ 1,700

$ 1,751

$ 1,804

Scr be Newspaper H. S.

$ 1.700

$ 1.751

$ 1.804

M. S. Newspaper

$ 900

$ 927

$ 955

National Honor Society

$ 900

$ 927

$ 955

N.E.A.G. Advisor

$ 1,050

$ 1,082

$ 1,114

Music Salary Schedule

 

2007-2008

2008-2009

2009-2010

Band Director

$ 2,700

$ 2,781

$ 2,864

Asst. Band Director

$ 1,800

$ 1,854

$ 1,910

M.S. Band Director

$ l,800

$ 1,854

$ 1,910

Jazz Band Director

$ 1,700

$ 1,751

$ 1,804

Pep Band

$ 1,800

$ 1,854

$ 1,910

M.S. Chorus

$ 1,700

$ 1,751

$ 1,804

Balmer Chorus

$ 1,700

$ 1,751

$ 1,804

Balmer Band

$ 1,100

$ 1,133

$ 1,167

Coordinators And Other Positions

 

2007-2008

2008-2009

2009-2010

In-House Consultant

$ 2,200

$ 2,266

$ 2,334

Head Teacher

$ 2,200

$ 2,266

$ 2,334

Team Leader

$ 2,200

$ 2,266

$ 2,334

Early Childhood Coordinator

$ 2,200

$ 2,266

$ 2,334

Health Coordinator

$ 2,200

$ 2,266

$ 2,334

Department Heads

$ 5,200

$ 5,356

$ 5,517

Enrichment Coordinator

$ 2,200

$ 2,266

$ 2,334

Virtual High School Coordinator

$ 2,000

$ 2,060

$ 2,121

Guidance Coordinator

$ 5,200

$ 5,356

$ 5,517

Guidance Counselors shall be paid their per diem rate of pay for working five (5) days before the opening of school and five (5) days after the close of school if requested to work by the building principal

 

 

 

Teacher Assistant Team (4 persons in each building)

$ 350

$ 361

$ 371

Intramurals/Clubs

Fall, Winter, and Spring Clubs and Intramurals for Balmer and Middle Schools shall be compensated as follows:

 

2007-2008

2008-2009

2009-2010

3 hours per week for 10 weeks

$ 900

$ 927

$ 955

1 1/2 hours per week for 10 weeks

$ 500

$ 515

$ 530

For full year stipend positions, the employee will be paid for work done in two equally-spaced payments, the first payment equal to one-half the stipend paid halfway through the school year (after the 90th school day) and the remaining half on the last pay period of the school year. For less than full year stipend positions, the employee will be paid the full stipend for work done at the end of the completion of service.

ARTICLE XI

Reimbursement Of Travel

All travel undertaken with the authority of the Northbridge School Department and utilizing the employee's personal vehicle will be reimbursed at the current I.R.S rate per mile, plus tolls and parking fees. Included but not limited to is authorized and necessary inter-school travel.

ARTICLE XII

Posting Of Professional Positions

A.        Whenever any vacancy in a bargaining unit position occurs, the vacancy will be publicized by notice on the District's email system and a hard copy sent to the President of the Association.

1.                  Position(s) will be posted internally for a minimum of five(5) calendar days before being filled.

2.                  The qualifications for a position and its duties may be included or the posting will stipulate that qualifications are made available upon request.

3.                  Bargaining unit members will be given preference for an interview. The District will interview at least three (3) applicants from within the bargaining unit. In the event that there are fewer than three (3) applicants from within the bargaining unit, all applicants will be interviewed.

4.                  If the principal, in his/her sole discretion, does not select any of the candidates from within the bargaining unit, the position may be filled by a candidate who is not a member of the bargaining unit.

5.                  Newly employed members of the bargaining unit, initial salary step placement shall be at the District's discretion. Academic credentials shall determine lane placement.

6.                  The District shall make every reasonable effort to fill permanent vacancies in a timely manner with permanent replacements who are members of the bargaining unit.

ARTICLE XIII

Transfer

Although the Committee and the Association recognize that transfer of teachers from one school grade level, and/or subject area to another is unavoidable, they also recognize that frequent transfers of teachers is disruptive of the educational process and interferes with optimum teacher performance. Therefore, it is agreed that:

A.        When involuntary transfers of teachers from one school, grade level, and/or subject area to another are necessary, a teacher's area of certification, quality of teaching performance and seniority shall be considered in determining which teacher is to be transferred.

The parties agree that preference in transfers shall be given to the most senior teacher provided that qualifications and performance are substantially equal.

B.         An involuntary transfer will be made only after a meeting between the teacher involved and the Superintendent (or his designee), at which time the teacher will be notified of the reasons for the transfer. In the event that a teacher objects to the transfer at this meeting, upon the request of the teacher the Association will be notified and Superintendent (or his designee) will meet the Association's representative to discuss the transfer.

C.         A list of open positions in other schools will be made available to all teachers being transferred, and all other factors being substantially equal, preference will be given in filling such positions on the basis of length of service in the Northbridge School System. All such teachers will be given adequate time off for the purpose of visiting schools at which such opening exist.

D.        Notice of transfer will be given to teachers as soon as practicable and under normal circumstances not later than June 1.

E.         Exceptions to the provisions of Sections A, B, C, and/or D above, may be made only if the Superintendent of Schools determines that it is necessary to do so in the best interests of the teacher(s) and/or school(s) affected. The Association will be notified in writing of every instance in which the Superintendent so determines. A disagreement over whether an exception is justified will be subject to the grievance procedure and will be initiated at Level Two there-of.

F.         Teachers desiring a transfer will submit a written request to the Superintendent stating the assignment preferred. Such requests must be submitted between September 1 and June 1 of each school year to be considered for the next school year. Requests must be renewed each year. All requests will be acknowledged in writing.

G.        Before a teacher is reassigned or transferred to a particular school, grade level or subject area the principal of the school in question will be consulted regarding said reassignment or transfer.

ARTICLE XIV

Reduction In Staff

In the event of a reduction in the number of teachers with professional status, seniority, defined as length of service in the Northbridge School System shall govern, provided that teacher qualifications and performance are substantially equal.

For the purposes of this Article, Length of Service shall be defined in accordance with the following:

1.         Any day of paid contract work counts if the individual worked at least 50% of the day.

2.         Contracted work means work as a member of Bargaining Units A or B, permanent substitute teachers and approved leaves. Effective in the 1984 school year, permanent subs will not be credited with seniority in that position upon entering Unit A.

3.         An individual taking maternity leave prior to a state-mandated paid 8 week leave will be credited with 8 weeks.

Anyone moving from Unit A to Unit B and back to Unit A will be credited with the total time in both units.

4.         In the event of a tie in the amount of contracted work, ties will be broken by:

a.         the total amount of additional work credits (on days other than those credit already under item #1 above): i.e. Title I, summer school, substituting, or school tutoring.

b.         a lottery will be used to break any unresolved ties.

Teachers who are to be affected by a reduction in staff must be notified in writing not later than June 15 of the school year preceding the year in which the reduction will take effect. Said notice shall include the specific reason for the layoff.

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

Laid off employees may continue group Health and Life Insurance coverage during the recall period as provided by the Committee to members of the bargaining unit by reimbursing the Town of Northbridge the total premium cost. Failure to forward premium payments to the Town of Northbridge or refusal to return to employment upon recall will terminate this option.

ARTICLE XV

Certification Of Teachers

In order to insure that pupils are taught by teachers working within their areas of competence and training, teachers will not be assigned involuntarily to duties outside the scope of their teaching certificates and/or their major or minor filed of study. The Association will be informed when a teacher is hired on a waiver.

ARTICLE XVI

Sabbatical Leave

A.        Sabbatical Leave for approved study or research, considered in the best interests of the school system, may be granted a teacher by the School Committee upon the recommendation of the Superintendent of Schools after at least seven consecutive years of experience in the Northbridge Public Schools.

B.         During the period of a study or research, the teacher or Coordinator will receive full salary minus any scholarship, fellowships or grants, but not to exceed his total regular annual salary for that year. Tuition grants are not to be construed as part of scholarships, fellowships or grants in determination of the amount of salary to be received by the teacher while on sabbatical.

Their period of leave will be considered a period of teaching for purposes of measuring teaching experience for salary determination.

C.         For teachers, salary will be interpreted to mean the basic salary excluding supplemental payments for special assignments they would have been paid for the year while they were on leave.

D.        Coordinators salary will be interpreted to mean the total salary they would have been paid for the year while they were on leave.

E.         Requests for sabbatical leave consideration shall be made to the Superintendent before April 1st of the school year previous to the school year for which the sabbatical leave requested.

F.         A person requesting sabbatical leave shall file with the Northbridge Teachers Association a detailed Sabbatical Leave Plan. This will include a complete statement of aims and objectives are to be achieved. The Association will forward the above plans to the Superintendent with their comments and recommendations as to what, in their opinion, will contribute to the best interests of the school system.

G.        Before beginning the sabbatical leave, the teacher or Coordinator will enter into a written agreement with the School Committee that upon termination of such leave he will return to service in the public schools of Northbridge for a period equal to two times the length of such leave and that, in default of completing such service he will refund to the Town of Northbridge an amount equal to such proportion of salary received by him while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered. However, the teacher or Coordinator shall be released from such payment if his failure to serve for the time stipulated be due to illness, disability, or death, a reason satisfactory to the School Committee, or if he is discharged from his position by the Committee.

H.        A teacher or Coordinator on sabbatical leave shall retain those rights to salary, tenure, seniority, and all other rights which would otherwise be his if he were actively teaching in the system and shall be eligible for insurance benefits during the period of leave.

I.          A member of the professional staff who has been given a sabbatical leave shall serve for an additional five (5) years, before being eligible for consideration for a second sabbatical leave.

J.          A maximum of 2% of the full-time professional staff shall be granted sabbatical leave during a single year. Under normal circumstances no more than one person from the secondary school level.

K.        The payment for sabbatical leave shall be inclusive, and no other payment shall be made under this contract to the teacher taking said leave during the sabbatical year.

ARTICLE XVII

Sick Leave

A.        Teachers are entitled to thirteen (13) sick leave days each school year with out loss of pay from the first official day of said school year whether or not they report for duty on that day. Sick leave may be accumulated from year to year, to a maximum of 184 days.

Thirteen (13) sick days per teacher who has accrued one hundred eighty-four (184) sick days shall be added to the sick leave bank, Article XIX, Section F.

B.         Teachers will be credited immediately upon the effective date of this contract with their accumulated sick leave days as earned in the previous contract superseded by this agreement.

C.         By September 30th of each school year, the Superintendent of Schools will provide each teacher a written notice of the total number of sick leave days the teacher has accumulated from previous years of teaching in Northbridge.

D.        A physician's written evidence of illness may be requested of any teacher who is absent because of personal illness for more than five (5) consecutive school days. Illness and physical disability arc synonymous.

E.         It is understood and agreed by the parties that sick leave may be used for illness in the immediate family of members of the Bargaining Unit. However, the provisions of Section D. above shall apply when utilizing sick days for illness in the immediate family. Except in extenuating circumstances, there shall be a limit of seven (7) sick days per year for members of the immediate family and employees may utilize 3 sick days for medical appointments. For purposes of this article, the following are examples of extenuating circumstances:

1.         Hospitalization of a member of the immediate family;

2.                  Bedside care not requiring hospitalization;

3.                  Terminal illness;

4.                  Chemotherapy/radiation treatments;

5.                  Kidney dialysis.

Notwithstanding the aforementioned examples, the Superintendent may, at his discretion, grant exceptions that would constitute an extenuating circumstance.

F.         All members of the bargaining unit who have twenty (20) years of service in the Northbridge School System will be compensated for eighteen (18) unused sick days at their per diem rate of pay when leaving the employ of the school system.

G.        Whenever a teacher or administrator is absent from his/her duties as a result of personal injury caused by any injury occurring in the course of his/her employment, his/her salary, less workmen's compensation payments, for the period of incapacity related to such injury until such time as medically cleared to return to work by the Workers' Compensation physician. Such absence will not be charged to his/her annual sick leave on a pro-rated basis.

ARTICLE XVIII

Sick Leave Bank

A.        The Northbridge School Committee agrees to establish a sick leave bank for the use of professional personnel who have exhausted their accumulated and annual sick leave days and require additional leave to make full recovery from illness and would otherwise lose pay through such continued illness. The sick leave bank will be administered by a committee of NT A members, who have been appointed by the president of the NTA prior to the start of each school year.

B.         Only members of the bargaining unit covered by this collective bargaining agreement shall be eligible to receive the benefits of this bank.

C.         Beginning with the 07/08 school year, the district shall set aside five hundred (500) days to initially fund the sick leave bank.

D.        Employees may draw from the bank as many additional sick leave days with full pay as may be necessary to make full recovery from extended illness within the following limits:

1.                  All members of the bargaining unit with professional teacher status or others with at least three years of continuous service shall be entitled to one hundred eighty-four (184) days a year.

2.                  Among teachers without professional status,

a.)        First year teachers will not be eligible for sick leave bank benefits.

b.)        Second year teachers will become eligible for sick leave bank benefits upon the accumulation of their twentieth sick leave day. Continued eligibility during the second year will depend upon maintenance of a minimum of twenty sick leave days prior to the onset of the illness (es) which would require the use of sick leave bank benefits.

c.)        Whenever the accumulated days are reduced below two hundred (200) days, the district shall contribute two (2) days per bargaining unit member eligible for the sick leave bank to replenish the bank. In no case shall the total number of days deposited in the bank exceed five hundred (500) days. In the event of widespread use of the bank resulting in depletion of the bank below two hundred (200) days, the association will contribute one day per member eligible for the sick leave bank from the annual member's allotment of thirteen (13) sick days to replenish the sick leave bank.

d.)        Second and third year teachers shall be entitled to one-half sick day from the sick leave bank for each day of sick leave in his or her personal sick leave account at the time of the onset of the illness(es) which require the use of sick leave bank benefits.

E.         Employees shall commence receiving benefits of the sick leave bank within the limits of Section D when the following conditions are met:

1.         Employees shall have exhausted their own individual sick leave, both annual and accumulated.

2.                  Employees must present written medical evidence of illness (es) or disability (ies) to the School Committee along with an estimated date of recovery and return.

3.                  Sick days drawn from the bank shall be actual work days in which school is in session excluding weekends, holidays, school closing and vacation periods.

F.         Days placed in the bank and unused at the end of the year shall remain in the bank and shall accumulate from year to year for use by employees in subsequent years.

G.        Terminal pay computed upon the basis of the employee's own individual accumulated sick leave while employed in the Northbridge School System shall be reduced by any sum received for extended illness through the Sick Leave Bank.

H.        The total accumulated days shall be in accordance with D2c above.

I.          The total accumulated sick leave in the sick leave bank shall not exceed 500 days at any one time. When the accumulated sick leave in the sick leave bank falls below 500 days the maximum accumulation shall be restored in accordance with Section C of this article.

J.          Upon return from the extended sick leave for which benefits were received through the Sick Leave Bank, the employee shall be entitled to and shall accumulate individual sick leave on the same basis as all other employees per sick leave provisions elsewhere in this Contract.

K.        The School Committee will provide the Association with the following information:

1.)        How many days in the bank by October 1 of each school year,

2.)        the names of those individuals who have applied for sick days and how many days were granted.

ARTICLE XIX

Leaves Of Absence

1.         Military Leave In accordance with Chapters 59 and 59A of the General Laws of Massachusetts and any other applicable law, military leave will be granted employees to serve in any branch of the armed forces of the United States or to perform temporary active duty with a unit of the United States Armed Forces or National Guard. Such teachers will receive all benefits and rights permitted or required under law obtaining at the commencement of the employee's military duty.

2.         Bereavement Leave Teachers are entitled to three (3) consecutive days leave without loss of pay (which can be extended to five (5) days upon notification by employee or family member on day 3.) for each instance of death in the immediate family (a relative living in same household) (husband, wife, parent, son, daughter, brother, brother-in-law, sister, sister-in-law, mother-in-law, father-in-law, grandparent, and grandchild, spousal equivalent, and significant other.) One (1) day shall be provided for aunts and uncles.

3.         Personal Leave Each teacher shall have three (3) days personal leave each school year to be used solely for the purpose of tending to business, legal, medical or family matters which cannot otherwise be carried out during non-school hours. Any other matter of a critical personal nature shall also be grounds for personal leave privileges. Notification of the use of personal leave shall be made to the School Superintendent as soon as possible. Unused personal leave shall be transferred to an individual teacher's sick leave accumulation at the end of each school year.

4.         Maternity Leave

A.        Maternity and child rearing shall be granted in accordance with applicable Massachusetts and Federal Laws.

Upon receipt of at least two (2) weeks written notice of her anticipated date and intention to return, the School Committee shall grant a leave of absence of up to eight (8) weeks in accordance with Chapter 149, Section 105D, of the General Laws of Massachusetts.

Available Sick Leave benefits may be utilized by employees who are certified by their physician as being disabled. Said certification must be forwarded in writing to the School Committee.

An employee returning from the aforementioned leave shall be restored to her same position with the same status, pay, length of service credit, and seniority as of the date the leave commenced.

B.         Extended maternity leave shall be granted upon application for such leave to the Superintendent. The maximum duration of such extended maternity leave shall be the period beginning at the end of regular maternity leave, as provided in Section A of this Article, and ending on the September the first following the newborn child's first birthday.

When a teacher adopts a child of less than three years of age, that teacher, upon written request to the Superintendent, shall be granted a child rearing leave of absence not to exceed six (6) months.

Teachers returning from the aforementioned leave shall be restored to the same or similar position with the same status, length of service credit, and seniority as of the date his/her leave commenced.

Teachers returning from said leave shall be placed on the same step of the salary schedule as of the date the leave commenced, if the leave commenced prior to the 90th day of the school year. In the event that the leave commenced after the 90th day of the school year, the teacher shall be placed on the step next following the step he/she was on when the leave commenced.

5.         Peace Corps and Vista A leave of absence of up to two (2) years shall be granted to any teacher who joins the Peace or Vista Corps in an instructional capacity and is a full-time participant in any such program.

6.         Leave of Absence - Alternative Career All members of the bargaining unit shall be entitled to an unpaid leave of absence for the purpose of seeking an alternative career subject to the following conditions:

1.                  Notification must be given to the Superintendent of Schools by April 15th of the school year prior to the commencement of the leave. However, the Superintendent shall have discretion in granting a leave subsequent to April 15th.

2.                  The length of said leave must be for one year; only once such leave shall be granted to a member. Such leave is to commence on the first school day.

3.         Notification of intent to return must be provided to the Superintendent of Schools by April 1st of the year immediately preceding the next school year (September).

7.         Family and Medical Leave In addition to the above leaves of absence, all members of the bargaining unit shall be entitled to the benefits of the Family and Medical Leave Act of 1993.

8.         Delegate Leave The Association shall be entitled to one (1) delegate to attend the MTA Annual Meeting.

9.         President's Leave The President of the Northbridge Teachers Association shall be entitled to three days to attend statewide president conferences/meetings.

ARTICLE XX

General Provisions Applicable To Leave Of Absence

All benefits to which a teacher was entitled at the time his leave of absence commenced, including unused accumulated sick leave and personal leave will be restored to him upon his return, and he will be assigned to the same position which he held at the time said leave commenced, if available and/or as required by an applicable statute. If the same position is not available, the teacher will be assigned to the most nearly equivalent position which is available at the time of his return and for which he is certified and qualified.

ARTICLE XXI

Tax-Sheltered Annuity

A.        In order to provide for a non-forfeitable tax-sheltered annuity payable upon retirement or termination of employment, a teacher may contract with the Committee pursuant to Section 37B of Chapter 71 of the General Laws of Massachusetts for purchase of such annuity as part of his or her employment compensation.

B.         Such contract shall specify the premium to be paid toward the annuity and the benefits payable thereunder.

ARTICLE XXII

Release Time

Release time for in-service departmental meetings will be made available for the study of problem areas, revision of courses of study, etc., such meetings to be agreed to by the principals involved and the Superintendent of Schools.

ARTICLE XXIII

Lesson Plans

Staff are encouraged to utilize recommended lesson plan formats which may be customized to meet individual teacher needs.

ARTICLE XXIV

Longevity Increment

A.        Qualifications

1.                  Employees must have been employed in the Northbridge School System for twenty (20) years, on or before their 65th birthday in order to participate in the retirement increment program.

2.                  All eligible employees must indicate, in writing, on or before their 62nd birthday the date on which such employee shall retire.

B.         Amount of Increment During the last three years of employment in the Northbridge School System, retiring employees shall receive annual incremental increases in recognition of their length of service in the Northbridge School System. The first increment, earned three years prior to retirement and each of the following two years thereafter, shall be $300.00. The second increment, earned two years prior to longevity and compounded the following year thereafter, shall be S500.00. The third increment shall be earned in the year immediately preceding longevity. This increment shall be $1,000.00.

All increments will be in addition to the employees annual pay at the time the increments are earned. The total increment over a three year period shall be $2,900.00 above the salary the employee would have normally earned.

C.         Forfeiture of Increment Employees participating in the longevity increment program who do not retire, on the date stipulated on or before their 62nd birthday may be required upon the request of the School Committee to repay the full amount of the longevity increment.

D.        ALTERNATIVE LONGEVITY Bargaining unit members with twenty completed years of service in Northbridge may elect longevity payment of $3,000.00 per year for three consecutive years of employment that follow acceptance under this provision of Article XXIV. Sick leave benefits specified in Article XVII F and longevity payments specified in Section B of Article XXIV will cease upon acceptance under this portion of Article XXIV. Payment will continue until the remaining credit is exhausted if an entitled unit member is terminated.

1.                  Application is required and immediate placement is not insured, since the system retains the right to set budget limits. In no case will the Committee's total liability in any fiscal year exceed forty-five thousand ($45,000.00) dollars. The system reserves the right to restrict participation to the 5 most senior applicants per year. Members selecting but not immediately placed under the provisions of paragraph B will be carried forward to the next school year and placed at the top of the list.

2.                  In the event that more than 5 members select this option in a specific year, the following sequence of events will take place:

a.         A request will go to all members who have elected this option seeking members willing to delay the start of this option to the next school year. Members will have five (5) school days to respond to this request.

b.         If a budgetary problem exists after voluntary delays are sought, members electing this option will start in order of seniority, with the most senior being placed first and the remainder starting in the next school year.

c.         No bargaining unit member will be denied immediate placement on the optional longevity schedule specified in paragraph B of this article for any reason other than specified in paragraph D, section a and b.

d.         Upon denial of benefits as specified in paragraph "D," bargaining unit members shall be eligible for benefits specified in Article XVII and XXIV B.

3.         The NTA and NSC will annually review this Article prior to March 1st to increase, decrease, or leave unchanged and the longevity payment of $3,000.00. Consensus is required for a change to become effective.

ARTICLE XXV

MTA Credit Union

A.        The MTA Negotiations Committee and the Northbridge School Committee agreed upon the establishment of an MTA Credit Union for savings only. Individual participants must indicate a set amount to be withdrawn each pay period.

B.         The School Department will handle no loans and no withdrawals. Such transactions must be handled between the individual and the Boston Office.

ARTICLE XXVI

Class Size

A maximum pupil classroom teacher ratio shall not exceed 25 to 1 whenever possible. In all classes where there are laboratory stations, listening booths, or other work areas or stations, the maximum number of students, assigned to these areas, shall not exceed the number of spaces whenever it is possible.

ARTICLE XXVII

Evaluation

As the purpose of the evaluation process agreed upon by the Committee and the Association is to improve performance and document information relevant to personnel decisions, a teacher shall receive copies of the final evaluation form, and all persons being evaluated shall receive a copy from the primary evaluator of any and all written evaluation reports regardless of who compiled or contributed to the report and, if the evaluator recommends discharge of a teacher with professional status, such teacher shall also be provided copies of all observation reports or logs on which such recommendation was based.

The evaluation instrument and process in place will continue to be utilized until the parties agree otherwise and the parties shall meet in subcommittee to review the instrument and process, including the potential use of a collegial resource team. The final recommendations of the subcommittee will be reported to the district and the association president for approval and ratification.

No administrator may evaluate a teacher who is an immediate relative of the evaluator.

The Evaluation Form and Performance Standards are attached as Appendices.

ARTICLE XXVIII

Agency Service Fee

Any member of the bargaining unit who is not a member of the Northbridge Teachers Association shall be required to pay an agency fee in accordance with Chapter 150E, Section 12 of the Massachusetts General Laws.

Any such agency fee may be deducted from the salary of any such employee who signs an authorization card permitting such deductions and shall be transmitted to the Association together with the regular dues transmittal pursuant to Article 16.

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

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

After a demand for payment of the agency fee is made and no payment is received, the Association shall notify the employee that legal proceedings to enforce the agency service fee will commence.

ARTICLE XXIV

Management Rights

Except to the extent specifically abridged by a specific provision of this Agreement, the School Committee shall have, and may exercise without that exercise being subject to grievance or arbitration except as provided in Section 2, all the powers, authority and prerogatives of school management and governmental authority including, but not limited to, the following:

1.         The direction and conduct of all the educational affairs of the Department and its schools, including determination and evaluation of educational curriculum, scheduling and cancellation of classes and courses, determining class size and student competency, and conducting professional improvement programs.

2.         The organization and direction of personnel of the Department and its schools, including hiring, appointing, promoting, supervising, evaluation, demoting, suspending, disciplining, transferring, laying-off, discharging employees, and determining the number of personnel of the Department and its schools.

The School Committee agrees that if the Association claims that the Committee has demoted, suspended, disciplined or discharged employees (with the exception of the non-reappointment of non-tenured teachers) in an unjust or unreasonable manner, said claim shall be subject to the provisions of Article IV-Grievance Procedure.

3.         Direction of the operations and services of the Department and its schools, including determining whether to make, purchase, or lease goods or services, and selecting, changing, eliminating equipment, facilities, programs, schools, or technology.

ARTICLE XXV

Pre-Tax Exemption

Pursuant to the provisions of Chapter 697 of the Acts of 1987 (the Public Employee Pension Reform Act) effective January 12, 1988, the Northbridge School Committee agrees to make every reasonable effort to persuade the Board of Selectmen of the Town of Northbridge to adopt a cafeteria plan, effective January 1, 1990, pursuant to the provisions of Chapter 697 of the Acts of 1987, to allow employee contributions to health insurance and group term life insurance paid by pre-tax earnings.

ARTICLE XXVI

Drug And Alcohol Policy

Consumption of, or being under the influence of, any controlled substance during working hours, including school activities held outside school hours, may result in disciplinary action. The term "controlled substances" includes alcohol. Prescription and over-the-counter medications, taken in accordance with medical instructions, are excluded from these regulations.

When it is determined that disciplinary action is necessary for violation of the regulation above, the following progressive disciplinary procedures will be applied:

The first offense will result in a written reprimand from the principal.

The second offense shall result in suspension without pay by the principal.

The third offense shall result in a recommendation by the principal that the employee be terminated.

If the employee has a substance abuse problem, information will be made available concerning employee assistance programs and/or other professional help programs and the employee will be encouraged to seek professional assistance.

The employee's participation in a rehabilitation or similar program shall be given favorable consideration and may result in a recommendation of lesser discipline than would otherwise be warranted.

If the Superintendent determines that an employee be suspended, terminated, or otherwise disciplined, he/she will be entitled to all his/her rights under the collective bargaining agreement and the general laws including Chapter 71.

The Superintendent may terminate an employee who distributes, dispenses, or possesses a controlled substance on the job. The employee will be entitled to all rights under the contract and general laws including Chapter 71. In the event that an employee is found to be in possession of an unlawful controlled substance on the job, the police will be notified.

ARTICLE XXVII

CORI Language

1.                  In compliance with the provisions of Chapter 385 of the Acts of 2002, the Superintendent of Schools shall request and review CORI checks for all members of the bargaining unit.

2.                  The parties agree that no employee shall be subjected to a CORI check more frequently than once in every three years.

3.                  The School District will provide the Association with an advance copy of the CORI request authorization prior to distribution to any employee. Once the initial form has been provided, additional copies need only be provided in the event that the form is modified.

4.                  Employees shall be made aware upon initial hiring that CORI reports concerning them are being requested and when such request is actually made.

5.                  Each employee shall be provided a copy of his/her CORI report. In the event than an employee, upon review of his/her CORI report, notifies the District that he/she intends to challenge the results of the check, the District shall not disseminate the results except as is necessary for administration of personnel and collective bargaining matters. In the event that the employee prevails on the challenge the record shall be treated as sealed by the District for all purposes.

6.                  All CORI reports shall be kept in a separate file maintained in the office of the Superintendent. Upon termination of employment, an employee may request in writing, that he/she be given his/her report.

7.                  After review of a CORI report, the Superintendent, if he/she deems it necessary, may meet with the employee who at such meeting be represented by the Association. Any and all personnel actions resulting from information acquired from a CORI report shall be conducted pursuant to the provisions of the collective bargaining agreement and the General Laws of the Commonwealth.

ARTICLE XXVIII

Complaints And Personnel Files

1.                  All staff will be promptly advised of alleged complaints received by the Administration from a community member, parent, student or other person which alleges a significant breach of professional conduct or performance deficiencies. This information will give the employee an opportunity to rectify the situation and answer the alleged complaint. As to alleged complaints or allegations of criminal conduct or administrative complaints of a non-academic nature, the individual will be advised of such matters in a time frame appropriate to the circumstances.

2.                  A teacher may request to have a representative of the Association present when he/she is to be interrogated by administrative personnel for an alleged infraction of discipline. In such cases teachers will be advised of the general nature of the issue prior to the meeting, e.g. "parental complaint" or a "student issue" and the specifics will be discussed at the meeting. Generally, discussions regarding delinquency in professional performance will be addressed in the evaluation process by the teacher and evaluator provided, however, that in any discussion about suspension or discharge related to classroom or instructional performance deficiencies, the teacher shall be advised pursuant to M.G.L. 71s. 42D that he or she may have a representative of the Association present.

3.                  No material derogatory to a teacher's conduct, service, character, or personality shall be placed in the files unless the teacher shall acknowledge that he/she has read such material by affixing his/her signature on the actual copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed. Such signature does not necessarily indicate agreement with its contents. A refusal to sign shall be documented by the administrator and filed within the materials.

4.                  The teacher shall have the right to respond to any material filed and have such response attached to the file copy.

5.                  Upon receipt of a written request, the teacher shall have the right to inspect and make copies of his or her records pursuant to General Laws of Massachusetts, Chapter 71, Section 42C. Any document that the employee wishes to copy shall be subject to a reasonable copying fee established by the District.

6.                  Only authorized members of the District administration, clerical personnel in the Superintendent's Office or a designated agent of the District, such as district counsel shall have access to the contents of any employee's personnel file without the written consent of that employee.

ARTICLE XXIX

Staff And Student Safety

1.                  All staff and shall be required to report cases of child abuse pursuant to M.G.L. c. 119, §51 A. Administrators shall investigate any case of alleged tort including assaults on teachers, principals or students in connection with their employment, or attendance in school. A copy of the report and the results of the investigation will be filed with the Superintendent. The Superintendent shall acknowledge receipt of such reports and shall report this information to the victim and Committee to the extent required by law and given the privacy rights of all concerned.

2.                  Any assault on a teacher or student will result in a referral to the principal or Superintendent for appropriate disciplinary action by the principal or Superintendent. A hearing may be held by the principal pursuant to school policy or M.G.L. C. 71, §37H, who shall then report his or her findings to the Superintendent.

3.                  If an assault on a school department employee is by an adult who is not a pupil, the principal and the employee will promptly report the incident to the proper law enforcement authorities and the Superintendent of Schools.

4.                  If a staff member or student is assaulted, staff at the scene will render appropriate at-the-scene assistance to the victim.

5.                  The Northbridge Public Schools adhere to a drug and alcohol free school policy applicable to students and all staff. As a result, all staff are advised they should hereby report all inappropriate behavior, or serious criminal activity such as drug use and sales, vandalism, assault and battery, larceny over $250.00 and significant patterns of threats or harassments to the administration and the administration will report to the police as appropriate.

6.                  Indemnification of the teachers will be governed by State Statute. As determinations of eligibility for indemnification are subject to M.G.L. c. 258, all questions of insurance coverage or indemnification will be resolved by the courts and are not subject to the grievance and arbitration process.

ARTICLE XXX

Assistance for Special Education Teachers

Consistent with the specific needs of a child's annual review, three year evaluation or IEP, sped teachers may be required to administer tests, write reports and IEP's when in the determination of the building principal, additional assistance for such teachers is necessary, the principal will make reasonable efforts to provide additional time to teacher for such tasks. (This language sunsets in June of 2010).

ARTICLE XXXI

Health Insurance

Health Insurance

A.        Existing Staff:                 SY 07-08      15% Employee contribution rate

SY 08-09      20% Employee contribution rate

SY 09-10      25% Employee contribution rate

B.         All New Hires: 25% Employee contribution rate effective July 1, 2007

CONTRACT AGREEMENT

In witness whereof, the parties here unto set their hands and seal this _________ day of ______ 2007.

______________________                        ______________________

President                                                     Chairman

Northbridge Teachers Association               Northbridge School Committee

______________________

Superintendent

Northbridge Public Schools

ADDENDUM I

Evaluation of Professional And Non-Professional Faculty and Staff

In accordance with the Department of Education Laws and Regulations 603 CMR 35.00: Evaluation of Teachers and Administrators, the Northbridge Public Schools will evaluate its teaching staff, both Professional and Non-Professional status, by the following Principles of Effective Teaching*:

Currency in the Curriculum

Effective Planning and Assessment of Curriculum and Instruction

Effective Management of Classroom Environment

Effective Instruction

Promotion of High Standards and Expectations for Student Achievement

Promotion of Equity and Appreciation of Diversity

Fulfillment of Professional Responsibilities

*For non-classroom members of the bargaining unit: appropriate DOE standards for the individual position(s) will be utilized in the observation and evaluation process.

Two-year cycle: Professional Status Staff

PLANNING YEAR

Year 1: Goal Setting and Professional Growth Plan

Meet with Building Principal prior to June 1st.

•           School and District Goals

•           Short term: Collaborative, realized in Year 1

•           Long Term: Measured by choice in Year 2

Self Reflection Plan - Narrative with evidence related to DOE Standards Exhibit Professional Growth - proposal due to building Principal prior to June 1st.

                      A combination of observation(s) (Formal or Informal/ announced or unannounced).

                      And one of the following:

                      Portfolios

                      Action Research

                      Course work

                      Video Evaluation

                      Peer Evaluation/Coaching

                      Curriculum/Course Development

                      Formal Observation(s)

                      Student evaluations - building based (15 anonymous samples)

                      Any other appropriate activity approved by the principal/designee

ON-CYCLE OBSERVATION AND EVALUATION YEAR

Year 2: Goal/Plan Evaluation* (Begins September 1st ends May 1st)

                      Process includes completion of Professional Growth components chosen in Year 1; narrative summary report from building Principal due back by June 1st of same year

                      Teacher must show evidence of Professional Growth (outcomes)

                      In class Observation(s)

•           Once you complete the on-cycle evaluation year 2, satisfied your plan and all of the DOE standards of Principles of Effective Teaching satisfactorily you will then move to the "year 1" planning year.

If you are at the end of your Evaluation year (year 2) and you are deemed to be unsatisfactory and/or do not meet the DOE standards for Principles of Effective Teaching, you will be placed on a Prescriptive Improvement Plan. This plan will begin in August of the next school year, and will cover two consecutive years.

The Prescriptive Improvement Plan will detail areas of need for growth, based on the same Principles of Effective Teaching standards that were determined unsatisfactory during the on-cycle evaluation year. In addition to meeting specified expectations in each of the areas noted in the Plan, formal and informal observations will take place during the duration of the Plan at the discretion of the building Principal.

If, at the end of the first year of the Prescriptive Improvement Plan, you have met each of the expectations outlined for improvement, you will move to the planning year (year 1) of the Professional Status Teacher Evaluation. If you meet some, but not all, of the expectations outlined for improvement, the Prescriptive Improvement Plan will be extended to the next consecutive school year.

If, at the end of the second year on the Prescriptive Improvement Plan, you have not maintained the skills previously met and/or fail to address and meet all expectations outlined for improvement in the Plan, you will be recommended to the superintendent of schools for appropriate follow-up action, up to and including termination.

Once you satisfactorily complete the Prescriptive Improvement Plan, and all of the DOE standards of Principles of Effective Teaching, you will then move to the "year 1" planning year.

Special Circumstances:

                      A teacher who, for extenuating reasons, has been away from the classroom setting and/or environment for a significant period of time may, at the discretion of the building administrator, be placed "on-cycle" upon their return to the school.

                      A teacher who has submitted an accepted and approved letter of retirement, and is in good professional standing, may be placed in a "year 1" planning year of evaluation during the final year of employment at the discretion of the building Principal.

*Evatuation may take place in many educational settings/contexts, including (but not limited to): classroom observations, meetings, conferences, review of written reports, and other activities related to education. Observations are communicated to the teachers through conferences, memoranda, and standard evaluation forms

Non-Professional Status Staff

For the first three years:

Observation: minimum of three forma), additional at the discretion of

building administration

Year 1:

•           A combination of obscrvation(s) (Formal or Informal V announced or unannounced). Observation narratives and summary narrative completed by June 1 st

•          Meet with Building Principal to discuss: o School and District Goals

•           Short term and long term

Year 2 and 3: Observation Options

                      A combination of observation(s) (Formal or Informal/ announced or unannounced). Observation narratives and summary narrative completed by June 1st

                      And, at the discretion and approval of the building principa V designee, one of the following:

                      Portfolios

                      Action Research

                      Course work

                      Video Evaluation

                      Curriculum/Course Development

                      Teacher option - informal from Dept. Chair

3rdYear

A recommendation will be made by the building principal regarding Professional Status at the end of the evaluation process in June.

For non-classroom members of the bargaining unit (positions that are not direct instruction positions): appropriate DOE standards for the individual position(s) will be utilized in the observation and evaluation process.

Northbridge Public Schools

Professional and Non-Professional Status Staff

Observation Form-Narrative

Name _________________ Position _________________

Date of Observation _________________ Observer _____________ Subject/Class __________

Lesson Observed (Topic and/or Activity) _________________

Observations/Comments

Recommendations/Commendations

Evaluator's Signature _________________ Date _________________

Staff Member's Signature _________________ Date _________________

Prescriptive Improvement Plan for _________________

Northbridge _________________

The Prescriptive Improvement Plan for professional status staff is a two-year remediation tool for teachers who were unsuccessful in meeting one or more of the standards addressed under the Principles of Effective Teaching of 603CMR35.00: Evaluation of Teachers and Administrators. The process aligns with the standard evaluation process of school faculty with professional status.

The contents of this Plan have been discussed and reviewed by the school/building administrator and the above mentioned faculty member, and indicated by the signatures below.

Year 1: Academic Year Beginning _________________

_________________                                              _________________

Faculty Signature                                                     Date

_________________                                              _________________

Administrator Signature                                           Date

Has teacher completed all requirements of the Plan?       Circle:         YES     NO

If "NO," is additional documentation for second year of the Plan attached?

Circle      YES       NO

Year 2: Academic Year Beginning _________________

_________________                                              _________________

Faculty Signature                                                     Date

_________________                                              _________________

Administrator Signature                                           Date

Has teacher completed all requirements of the Plan?       Circle:     YES          NO

Action Taken (Placed on year one, year two, other)

_________________                                              _________________

Faculty Signature                                                     Date

_________________                                              _________________

Administrator Signature                                           Date

Prescriptive Improvement Plan for Professional Status Faculty

The Prescriptive Improvement Plan for professional status staff is a two-year remediation tool for teachers who were unsuccessful in meeting one or more of the standards addressed under the Principles of Effective Teaching of 603CMR35.00: Evaluation of Teachers and Administrators. The process aligns with the standard evaluation process of school faculty with professional status.   Each area of need for professional growth will be assessed individually; the Prescriptive Improvement Plan may contain one or more of the applicable assessment documents. Appropriate meeting dates to access progress will be established for the duration of the Plan.

Area of Need for Professional Growth:

Standard under Principles of Effective Teaching:

Plan for Success/Expectations of Growth, with anticipated dates of completion:

Plan/Expectation:

Anticipated Completion Date(s):

Evidence of Implementation and Professional Growth:

Additional Information and Narrative Summative of Observations:

Has this standard been met (provide narrative)? Circle:           YES     NO

If "NO," will standard be re-evaluated in the next academic year? Circle:       YES     NO

Northbridge Public Schools

Self-Reflective Plan For Professional Growth

Name __________________________________ Position _________________

Principles of Effective Teaching

I.          Currency in the Curriculum

The teacher is up to date regarding curriculum content.

II.         Effective Planning and Assessment of Curriculum and Instruction

The teacher plans instruction effectively.

The teacher plans assessment of student learning effectively.

The teacher monitors students' understanding of the curriculum effectively and adjusts instructions, materials or assessments when appropriate.

III.       Effective Management of Classroom Environment

The teacher creates an environment that is positive for student learning and involvement.

The teacher maintains appropriate standards of behavior, mutual respect and safety.

IV.       Effective Instruction

The teacher makes learning goals clear to students.

The teacher uses appropriate instructional techniques.

The teacher uses appropriate questioning techniques.

The teacher evaluates, tries innovative approaches and refines instructional strategics, including the effective use of technologies, to increase student learning and confidence to learn.

V.        Promotion of Higher Standards And Expectations For Students' Achievement

The teacher communicates learning goals and high standards and expectations to students.

The teacher promotes confidence and perseverance in the student that stimulate increased personal student responsibility for achieving the goals of the curriculum,

VI.       Promotion of Equity And Appreciation of Diversity

The teacher strives to ensure equitable opportunities for student learning.

The teacher demonstrates appreciation for and sensitivity to the diversity among individuals.

VII.      Fulfillment of Professional Responsibilities

The teacher is constructive and cooperative in interactions with parents and receptive to their contributions. The teacher shares responsibility for accomplishing the goals and priorities of his/her grade/team/department, building and school district

Standards to be Addressed in this Professional Growth Plan (list Standard numeral and subgroup):

Professional Growth Proposal (Narrative):

Evaluator's Signature ____________________ Date _________________

Staff Member's Signature _________________ Date _________________

Northbridge Public Schools

Professional and Non-Professional Status Staff

Final Summative Narrative Evaluation

Name _________________ Position _________________

Date _________________ Administrator _________________

The following is an evaluation of professional performance based on the Principles of Effective Teaching:

Currency in the Curriculum

Effective Planning and Assessment of Curriculum and Instruction

Effective Management of Classroom Environment

Effective Instruction

Promotion of High Standards and Expectations for Student Achievement

Promotion of Equity and Appreciation of Diversity

Fulfillment of Professional Responsibilities

Commendations/Recommendations

Action Taken

Administrator's Signature _________________ Date _________________

Staff Member's Signature _________________ Date _________________

Nurse Evaluation

School Year _________________ Date _________________

Part 1: The School Nurse

Key: (S) = Satisfactory (NI) = Needs Improvement

1.

Assesses and evaluates student's health, and the degree of significance of health problems on student educational progress.

(S)

(NI)

2.

Utilizes effective techniques to counsel students, parents and school personnel and plan action for eliminating, minimizing or accepting health problems.

(S)

(NI)

3,

Assumes a leadership role in the identification of students with health needs that interfere with effective learning.

(AS)

(NI)

4.

Develops and implements Individual Health Care Plans and Emergency Plans for students with significant health problems.

(S)

(NI)

5.

Communicates effectively with school personnel about adaptations of the comprehensive school program, interventions, or environment required by students to meet their individual health needs and learning needs.

(S)

(NI)

6.

Collaborates with agencies within an outside the community to assure continuity of service and care.

(S)

(NI)

7.

Coordinates school health services with community health programs.

(S)

(NI)

8.

Observes school facilities and recommends modifications necessary to maintain optimum health and safety of students and school personnel.

(S)

(NI)

9.

Responds appropriately to frequently encountered health and social problems:

 

 

 

a) Child abuse and neglect

(S)

(NI)

 

b) Alcohol and other drug use

(S)

(NI)

 

c) Nutrition problems and eating disorders

(S)

(NI)

 

d) Teen pregnancy

(S)

(NI)

10.

Organizes, carries out and reports on mandated health screening programs and makes appropriate referrals and follow-up on vision, hearing, and scoliosis screening failures.

(S)

(NI)

11.

Is a resource to the student, parent, principal and teachers in matters pertaining to health.

(S)

(NI)

12.

Demonstrates knowledge of, and ability to administer medications appropriately, in keeping with school policy on administration of medication in the school.

(S)

(NI)

13.

Assesses family history and home situations which may affect a student's health via home visits when necessary.

(S)

(NI)

14.

Completes home evaluations for special education evaluations for children who have medical problems.

(S)

(NI)

15.

Participates in team evaluations and conferences on all children with medical problems.

(S)

(NI)

16.

Assumes responsibility for the initiation of the pupil health record and maintains an accurate health record on each student.

(S)

(NI)

17.

Documents First Aid and illness care provided for staff and students, and completes accident reports, and maintains a log of health room activities.

(S)

(NI)

18.

Screens all new students to ensure compliance with immunization laws, and makes recommendations for exclusion of students for lack of compliance to school administration.

(S)

(NI)

19.

Recommends exclusion and monitors readmission to school for students with infectious or communicable diseases.

(S)

(NI)

20.

Maintains First Aid supplies and equipment in an appropriate location in the school..

(S)

(NI)

21.

Provides programs for the prevention and control of disease including in-service programs for school personnel regarding health related issues.

(S)

(NI)

22.

Completes written reports to provide continuity and accountability of the school health program.

(S)

(NI)

23.

Participates in continuing education programs to increase knowledge, update skills and maintain certification.

(S)

(NI)

24.

Maintains satisfactory attendance as defined by the school district.

(S)

(NI)

25.

Works cooperatively with other school staff to promote a positive work environment.

(S)

(NI)

Part II: School Nurse Performance Evaluation Observation:

Commendations:

Recommendations:

Goals:

______________________________________        __________________

Nurse's Signature                                                         Date

____________________________________            __________________

Principal's Signature                                                     Date

____________________________________            __________________

Health & Nursing Services Coordinator's Signature     Date

N.B. The employee's signature represents receipt only. If the employee wishes to attach a written statement, it must be submitted to the primary evaluator within seven (7) working days.

Evaluation and conference to be completed annually prior to June 30.