Old Colony RVTSD

Show detailed information about district and contract

DistrictOld Colony RVTSD
Shared Contract District
Org Code8550000
Type of DistrictVoc-Tech/Agricultural
Union AffiliationTeamsters
Most Recent DocumentContract
Expiring Year2014
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersOld Colony RVTSD
CountyPlymouth
ESE RegionSoutheast
Urban
Kind of Communitysmall rural communities
Number of Schools1
Enrollment583
Percent Low Income Students21
Grade Start9
Grade End12
download pdf version of this document view accessible version of this document Old Colony

 

Collective Bargaining Agreement

 

between

 

Old Colony Regional Vocational

Technical High School District

 

and

 

 

Teamsters Union Local No. 59

 

2011-2012

2012-2013

2013-2014

 

Preamble

 

This Agreement made and entered by and between the Old Colony Regional Vocational Technical High School District Committee, hereinafter referred to as the “Committee” and the “Teamsters” Union Local No. 59, 27 South Sixth Street, New Bedford, Massachusetts, affiliated with the International Brotherhood of Teamsters, hereinafter referred as the “Union”, for and on behalf of its members now employed or who may hereafter be employed by the Committee, which employees are hereinafter referred to as the “Employees” or “Teachers”, to govern the hours, wages and all other terms and conditions of employment covered by the Agreement, and shall be binding upon both parties, their heirs, assigns and legal representatives until terminated or amended as herewith provided.

 

The parties mutually recognize and declare that they share the common goal of providing a comprehensive, efficient and effective system of public education for the children of Old Colony Regional Vocational Technical High School District characterized by educational excellence, equal opportunity, and the continuing improvement and utilization of the special skills, talents and interests of the educational staff.  The attainment of these goals requires the mutual cooperation, confidence, and respect of both parties to this Collective Bargaining Agreement and all discussions, conferences, and proceedings growing out of the Collective Bargaining Agreement.

 

The parties acknowledge that:

 

A.  The committee, appointed by the citizens of the communities served by the Old Colony Regional Vocational Technical High School District has complete authority over, and responsibility for, policies in administration of the schools which it exercises under law.

 

B.  The Superintendent-Director of the Old Colony Regional Vocational Technical High School District (hereinafter referred to as the “Superintendent”) is responsible to the Committee for carrying out the policies established by the Committee for the administration of the Old Colony Regional Vocational Technical High School District.

 

C.  The employees of the Old Colony Regional Vocational Technical High School District Committee are responsible for providing education of the highest possible quality.

 

D.  The fulfillment of these respective responsibilities can be facilitated and supported by consultation of free exchange of views and information between the Committee, the administration, and the employees in the formation and application of policies relating to wages, hours, standards of productivity and performance and other conditions of employment.

 

Therefore, the parties agree as follows:


 

 

 

 

Article I – Recognition

 

A.  Union Recognition

 

(1)              The Union is recognized by the Committee, as the exclusive representative for the following employees for the purpose of bargaining in respect to wages, hours, standards of productivity and performance and other conditions of employment: classroom, academic and vocational teachers, guidance counselors, librarians and nurses.  Excluded specifically are substitute teachers, teacher aides, and part-time teachers who work fewer than twenty (20) hours per week, and all other employees.

 

(2)              The term “teachers” and/or “employees” as used hereinafter in the Agreement refers only to academic and vocational instructors, guidance counselors, librarians and nurses, as they are members of the bargaining unit as defined in this Article.

 

(3)              Parties to this Agreement will not discriminate against any employee because of race, creed, color, religion, nationality, domicile, sex, marital status, age or sexual orientation.  This paragraph is subject to the regulations of state and federal agencies.

 

(4)              The School Committee shall not limit by any action of the Committee or the Administrative Staff, the rights of the teachers and employees to self-organization and concerted activity as set forth in Section 2 of the General Laws, Ch. 150E.  The parties further agree that teachers and employees shall have the right to refrain from any and all such activities without discrimination from either party.  The religious or political activity of any teacher or employee, or the lack thereof, will not be grounds for any discipline or discrimination against such teacher or employee with respect to the employment of such teacher or employee.

 

B.  Service of Process

 

Both the Committee and the Union shall designate a person who is a resident of Massachusetts as its agent for service of any legal process and/or notice relating to this Agreement and service on such person constitute proper service on the respective party, and said designation shall not be revoked during the term of this agreement except to substitute a new agent.

 

C.  Jurisdiction

 

 “The Committee agrees not to negotiate with any other teachers’ organization purported to represent employees defined in Section A above as in the bargaining unit, or with individual employees within the bargaining unit, with regard to negotiable items, as defined in Section A, unless otherwise provided for in this Agreement or unless mutually agreed to by the parties during the term of this Agreement; provided, it is understood that the Committee and the Administration retain their right to discuss with individual employees in the District matters relating to the education programs which are beyond the scope of salaries and terms and conditions of employment covered by this Agreement.”


Article II - No Strike - No Lockout

 

A.  During the term of this Agreement and any extension thereof:

 

(1)              The Committee shall not lock out its employees.

 

(2)              No Employee nor the Union shall engage in a strike, or induce, encourage, or condone any strike, work stoppage, slow down, or withholding of services, as such terms are defined in Mass. General Laws, Chapter 150E.

 

B.  In the event of any violation or violations of any provisions of Paragraph A of this article by the Union, its members or representatives, or by any employee then:

 

(1)              Any violating employee shall be subject to discipline or discharge.

 

(2)              The Union shall, upon notice from the Committee, immediately direct such employees, both orally and in writing, to resume normal operations immediately and make every other reasonable effort to end any violations.

 


Article III - Committee Rights

 

It is absolutely understood and agreed that rights, powers or authority of the administration of the school district and the Committee which are not specifically limited be the express language of this Agreement are retained by the Committee provided, however, that no such right shall be exercised so as to violate any of the specific provisions of this Agreement.

 

The Committee, acting through its Superintendent and administrators, shall have the sole and unquestioned right and responsibility to direct the operation of the Old Colony Regional Vocational Technical High School District.  The Committee shall have the sole unquestioned right, responsibility and prerogative of the management of the affairs of the school system and the direction of the working forces, including but not limited to the following:

 

A.              To determine the care, maintenance and operation of the equipment and property used for and on behalf of the purposes of the Committee.

 

B.              To discontinue process or operations or to discontinue their performance by employees.

 

C.              To select and to determine the number and types of employees required to perform the Committees’ operations and to evaluate their work performance.

 

D.              To prescribe and enforce reasonable rules and regulations for the maintenance of discipline and for the performance of work in accordance with the requirements of the Committee, provided such rules and regulations are made known in a reasonable manner to the employees affected by them.

 

E.               To insure that related duties connected with the administration of the school system shall be performed by employees.

 

F.               Superintendent Rights:

 

To employ, transfer, promote, layoff or demote employees, terminate for just cause or otherwise remove employees from duty for lack of work or other legitimate reasons when it shall be in the best interests of the Committee.

 

The listing of the specific rights of management in this Article is not intended to be, nor shall be considered restrictive of, or as a waiver of any of the rights of the Committee not listed herein.


Article IV - Methods of Payment

 

A.  All teachers and employees will be paid in 52 installments payable on Thursday and each week during the life of their contract.  In those years that have 53 Thursdays, teachers and employees will be paid in 53 installments.  Any prorating of their salaries shall be on the basis of one - one hundred eightieth (1/180) of their annual salary rate for each school day in which they actually performed the duties for which they contracted.

 

B.  Prorations will be allowed only upon acceptance of a resignation for acceptable reasons within the scope of the individual contract, the granting of absence for sickness, maternity or other good cause, and for any deductions necessary for absence in excess of leave allowances as contained in this contract.

 

C.  Any teacher or employee may, prior to May 1, submit written notice to the District Treasurer requesting a lump sum payment of all accumulated earnings withheld for summer pay at their discretion.  All accumulated earnings will be paid at a pro-rata basis at the next pay period following the termination of the school year.

 

D.  Any teacher or employee covered by this Agreement may, prior to May 1, submit written notice to the District Treasurer requesting that their salary be received in ten (10) monthly payments.  Such payments to be based upon the actual school days in the month.  Any pro-rating of their salaries shall be based on one - one hundred eightieth (1/180) of their annual salary rate for each school day in which they actually performed the duties for which they contracted.  Said salary will be distributed the first payday of each of the school months, October through June with the tenth (10th) and final payment being made the last district payday in the month of June.  Once the request is made to be paid in this manner it is irrevocable for that school year.

 

Teachers and employees who work beyond the school year at the request of the committee or its designee will be compensated at the rate of one - one hundred eightieth (1/180) of their annual salary.

 

E.   All employees must participate in the direct deposit program.

 

F.     If new clubs, activities, or positions are created by the Committee, the parties will negotiate the compensation to be paid.

 


G.  License Reimbursement - Staff members required to hold professional license as a condition of their employment i.e.:

 

Electrical Instructors:              Journeyman

Masters

Automotive Instructors:          NATEF Exam Fee

Health Instructors:                  Nursing License

School Nurse:                          Nursing License

Drafting Instructors:               Construction Supervisor License

House & Mill Instructors:       Construction Supervisor License

Cosmetology Instructors:        Registered Instructor

Registered Cosmetologist

Aesthetician Instructor

 

In order to receive reimbursement, employee must submit a copy of the license and proof of payment.

 

H.        The parties agree that the salary schedules attached hereto, denoted as Schedules A, B and C are made a part hereof and shall apply to all employees covered by this Agreement effective September 1, 2011.  Schedules B and C apply to all athletic and extra-curricular activities for the duration of this Agreement.

 

I.          Separate checks shall be distributed for any compensation other than salary e.g. Schedule B, Schedule C, longevity, stipends and evening school.

 

J.            All Schedule C stipends will be distributed semi-annually.  One half (½) the last    payday       in January and one half (½) the last payday in June.

 

K.        The Committee agrees to reimburse the Department of Elementary and Secondary Education’s 5 year recertification fee for the employee’s primary certification according to the schedule below:

 

                        2011-2012       $125.00 maximum

                        2012-2013       $125.00 maximum

                        2013-2014       $125.00 maximum

 

            In order to receive reimbursement, employee must submit a copy of the recertification       and proof of payment.  Further, if the State increases the cost, the Committee agrees to

            pay the increase.

  


 

 

 

 

 

 

 

 

Article V - Salary Increment Increases

 

Salary increment increases of any kind are not automatic but are granted only when           there has been a continuance of a high standard of performance.

 

The Committee agrees to give its reason for withholding any increments in writing.

 

In order to be awarded horizontal movement, courses in the area other than secondary education or an area not related to his/her field of certification must receive prior approval from the Superintendent-Director.

 

            Levels:   Definitions

 

            B.S. = Bachelor’s Degree

            B.S. + 15 = Bachelor’s Degree and fifteen (15) credits

            B.S. + 36 = Bachelor’s Degree and thirty-six (36) credits or Master’s Degree

B.S. + 51 = Bachelor’s Degree and fifty-one (51) credits or Master’s Degree plus fifteen (15) credits

B.S. + 66 = Bachelor’s Degree and sixty-six credits or Master’s Degree plus thirty (30)

credits

M + 60 or Ph.D./Ed.D. = Master’s Degree and sixty (60) credits or a Doctorate Degree

 

V.L. = Vocational Licensure

 

V.L. = Vocational License*

V.L. + 30 = Vocational License and thirty (30) credits

V.L. + 60 = Vocational License and sixty (60) credits

V.L. + 90 = Vocational License and ninety (90) credits

V.L. + 120 = Vocational License and one hundred-twenty (120) credits or a Bachelor’s Degree

V.L. + 150 = Vocational License and one hundred-fifty (150) credits or a Bachelor’s

Degree and thirty (30) credits

* Credits required by the DESE for licensure

           

 


C.        An employee expecting a change in degree and/or credit status effecting column placement will report this information to the Superintendent-Director no later than the end of the third week of December prior to the beginning of the following school year.

 

D.        All lateral movement on Salary Schedule A will become effective on September 1 and February 1.

 

E.         All vocational instructors holding a Bachelor’s Degree will be placed on Column V of Salary Schedule A only after obtaining the credits required by DESE for licensure.

 

F.         Tuition Reimbursement

All staff members shall be reimbursed for fifty (50%) percent of his/her tuition and fees up to a maximum of $600.00 for each three (3) credit course completed, subject to the following provisions:

 

1.   A staff member opting for reimbursement shall give notice to the Superintendent prior to the course date of his/her intent to exercise this option.

 

2.   This section does not apply to courses required of vocational instructors for preliminary licensure by the Massachusetts Department of Elementary and Secondary Education.

 

3.   Staff members seeking reimbursement must take courses directly related to their area of approval and receive prior approval from the Superintendent-Director.

 

4.     Tuition reimbursement approval will be awarded upon completion of the course and upon receipt of a transcript reflection of grade of “C” or higher.

 

                                    5.   Staff members may receive a maximum of $1200.00 in tuition reimbursement each fiscal year.  If the District has already paid a fee to lower the cost of the course (i.e. cohort courses, staff members will not receive a reimbursement.

 

G.        Professional Development Reimbursement.

 

1.   Requests for participation in professional development activities shall be submitted in advance for approval to the Superintendent.  These activities may include out-of-state travel, and authorize reimbursement up to a maximum of $500.00 per request.  Proof of payment must be submitted for reimbursement.  These activities may include conferences, workshops, symposiums and conventions but shall not include credited college courses.


                                                 Article VI - Pupil-Teacher Ratio

 

A.        Maximum

 

The Committee and the Union recognize the fact that class size is of paramount importance in establishing quality education.  In recognition of this, the Committee shall strive to achieve the following desirable number of students per teacher:

 

Academic Subjects           25

Shop and Labs                  16

Physical Education           25

 

B.        Guidance Counselors

 

The Committee agrees to strive to work towards a goal of pupil to guidance counselor ratio of 350-1.  Each counselor shall have space and phone utilities to carry out his/her duties.  A counselor shall be compensated for each day he/she is required to work before or after the school year, excluding briefing day and debriefing day.

 

C.                    Anything within Section A and B of this article shall be grievable by the teacher or employee to the extent that said grievance shall be filed with the Superintendent whose decision may be appealed to the District School Committee, whose decision shall be final.


                                                        Article VII - Textbooks

 

The Committee will make every reasonable effort to provide sufficient standard equipment, textbooks, and other instructional material to insure that each student has such material, including current technology, to insure each student has such material for his/her own use.


                                               Article VIII - Employee Evaluation

 

A.        The Superintendent or other administrator designated by the Superintendent in charge of employee supervision, shall be responsible for the administration of the procedure for evaluating an employee’s work performance.

 

1.         The Union and the Committee recognize the need to comply with the requirements of the Education Reform Bill of 1993 specifically as it relates to performance standards and both parties agree to reopen negotiations upon receipt of revised teacher performance standards as promulgated by the Massachusetts Department of Elementary and Secondary Education.

 

B.        The designated administrator shall orient all employees under his supervision to the evaluation procedures during the first six (6) weeks of employment, and advise the employees as to who shall observe and evaluate their work performance.

 

C.        All formal observations of the work performance of an employee will be conducted openly and with full knowledge of the employee.  In addition to classroom work, evaluations may take into consideration non-classroom activities which occur within the context of work related activities.  Any unusual occurrences which materially effect the evaluation shall be reduced to writing and brought to the attention of the teacher as they occur.

 

D.        Employees may obtain a copy of any formal evaluation report and shall have a right to discuss the contents of the report with the evaluator within ten (10) days of the formal observation.  The evaluator shall confer with the employee to explain the evaluation and to offer plans for improvement.  This conference is designed for mutual comment between the evaluator and the employee.  If the employee desires, he/she may submit written objections and/or comments to the evaluation report and placed in his/her performance file.  In the event that the employee feels his/her written evaluation of work performance was incomplete or inaccurate, he/she may put his/her objections in writing and have them attached to the evaluation report to be placed in his/her performance file.

 

E.         Reasonable efforts will be made to evaluate the work performance of an employee who has not achieved professional teacher status two (2) times during each probationary year.

 

F.         The final written report and any recommendation to the Superintendent for each employee who has not achieved professional teacher status shall be submitted by June 15 of the current school year.  A copy shall be furnished to the employee.

 


G.        Reasonable efforts will be made to evaluate the performance of an employee who has achieved professional teacher status once a year.  Special consideration will be given an employee who is professionally approved and requests an additional evaluation.  However, such request shall not be binding upon the Administration.

 

            *This Contract will be reopened in the 2011-2012 to reconstruct the employee evaluation instrument to comply with the Department of Elementary and Secondary Education’s Regulations.

 

H.        An employee’s personnel file shall be subject to review by the employee upon request, except for confidential material.  Confidential material is defined as follows: placement office materials and references concerning the employee obtained at the time of original employment, which were guaranteed as confidential.

 

I.          Any complaint made against an employee requiring a disciplinary action will be called to the attention of an employee prior to such action.

 

J.          Nothing in this Article is intended to infringe upon or limit the right of the Superintendent or other supervisor to discuss with the employee his or her general or professional conduct or limit the ability of the Superintendent or other supervisor to communicate with his staff on a one to one basis.

 

K.        Upon action by the School Committee against an employee pursuant to Chapter 71, the employee may at his/her discretion within thirty (30) days following the action by the School committee, appeals the matter of the Courts of the Commonwealth of Massachusetts or within such time period file for arbitration with the American Arbitration Association without complying with the other procedural provisions of the grievance procedure.  If arbitration is elected, it will be conducted as set forth in this contract.  The election of the method of appeal by the employee shall be the exclusive method of resolving the dispute.  If an employee elects the arbitration process, simultaneously he/she must file with the committee a valid waiver of his/her rights pursuant to Chapter 71 of the General Laws.

 

L.         The Union recognizes the authority and responsibility of the Administration to discipline employees.

 

M.        Discipline - If an employee is to be disciplined by a member of the administration, he/she will be entitled to have Union representation.  Such disciplinary action shall be carried out only in the presence of personnel directly involved in the disciplinary action.

 

Adverse Action

1.     No adverse action, as hereinafter defined, shall be taken against an employee for disciplinary or other reasons without just cause.  For the purposes of this Agreement, the term “adverse action” shall mean only the following types of action.  Adverse action, as hereinafter defined, shall apply to employees with professional status and nurses only.

 

a.          Admonishment.  An admonishment is a disciplinary action taken against an employee by the appropriate supervisory official for some infraction which is not of a serious nature.  An admonishment may be oral or in writing and shall be carried out in private.

 

 

b.     Reprimand.  A reprimand is a statement of official censure in a formal letter to the employee from the committee and/or its agents for a serious violation.

 

c.     Suspension.  Suspension is an enforced temporary nonpay status and absence from duty of an employee directed by the Committee and/or its agents.  Any employee with professional teacher status will be given written notice of his/her suspension and the reasons therefore prior to the effective date of such a suspension.

 

The provisions of Paragraph M. above, are not intended to restrict the Committee’s right to appoint or not to appoint an employee without professional teacher status.

 

2.     Wherein Chapter 71 of the General Laws provides specific procedures of discipline and dismissal of employees it is hereby understood that the employee may elect to proceed under the Grievance Procedure to Arbitration and must waive all his/her rights to Chapter 71 Proceedings.

       

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


                                                     Article IX - Employee Files

 

A.     Employee files shall be maintained under the following circumstances:

 

(1)      A “personnel file” shall be deemed to mean the official personnel file of the employee retained in the Superintendent’s office.  While informal personnel files or incidental files may be maintained by supervisors at various levels, the information gathered and/or contained in such files, will not be a basis for any personnel action, decision or recommendation unless such material shall first have been included in the employee’s permanent personnel file as is found at the Superintendent’s office.

 

(2)      Employees shall have the right, upon written request and by appointment to review the contents of the personnel file within ten (10) days after such written request.  Employees shall have the right to have a Union representative at such review.

 

(3)      The committee will be entitled to have an observer present during such review.

 

(4)      No material derogatory to an employee’s conduct, work  performance, character or personality relating to his service in the school system shall be placed in the files until the employee has had an opportunity to review the materials.  All health information on an employee must be kept in a separate file.

 

(5)      The employee will acknowledge that he/she has had the right to review such material by affixing his/her signature to the copy -- to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof.

 

(6)      The employee will also have the right to submit a written answer to such materials within five (5) working days and his answer shall be reviewed by the Superintendent who will affix his signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof.  Said employee’s answer will be attached to the original materials.  The failure of the Administration to respond in writing to the aforesaid employee’s answer and to place said response with the file copy of said answer shall not indicate agreement with the employee’s answer.

 

B.     It is understood and agreed that placement office materials and references concerning the employee obtained at the time of original employment which were guaranteed as confidential are not and shall not be open to employee inspection.

 

C.     Any complaint which will form the basis of an adverse entry made to a member of the Administration by a parent, student or other person will be reviewed with the employee at an appropriate time and as promptly as possible.

 

Complaints shall be investigated by the Administration and if found to be unsubstantiated, a written statement shall be presented to the employee informing him/her of the Administration’s finding; thereafter the employee shall have ten (10) school days to request in writing that said complaint and all related materials be removed from his/her file.  Such request shall be honored by the Administration.

 

D.     For any material entered into the employee’s file in the manner prescribed in Section A of this Article, or under Section C of this Article, which has factual basis for substantiation can be removed from the employee’s file upon the written request of the employee submitted directly to the Superintendent no less than two (2) years after the entry of this material into the employee’s file, providing the employee has within that two (2) year period not been disciplined, as defined under Article VIII Section M.  Otherwise, the two (2) year period shall commence from the most recent occurrence of any disciplinary action, as defined above.


                                              Article X - Vacancies & Promotions

 

A.     For all vacancies in professional instructional, personnel, administrative or supervisory positions (including night school) caused by death, retirement, discharge, resignation or by the establishment of a new position or a vacancy which the School Committee determines shall be filled the following procedures shall be followed by the Committee:

 

(1)     If a vacancy occurs between September 1st and June 30th, it shall be adequately publicized by the Superintendent by means of posting a written notice on the bulletin board in the teacher planning center as far in advance of the appointment as is practicable but no later than fourteen (14) days before filling the vacancy.  If a vacancy occurs during the months of July and August it shall be posted on a Central Office bulletin board and mailed to the Union Steward and to the Union.  Employees who desire to receive notification of vacancies during July and August shall so indicate when requesting their lump sum payment.  The Superintendent or his designee shall then email to the employee a copy of any postings made during July and August.

 

(2)     The notice of said vacancies shall set forth the minimum qualifications for the position, a description of the duties of the position, the salary range and the final date for filing applications to the extent practicable.

 

(3)     Extra-Curricular Activities

(a)     Employees shall be compensated for participating in extra-curricular and athletic activities approved by the Committee specified in Schedules B & C attached hereto.  Except as provided herein, employee participation in all such activities shall be strictly voluntary.

 

(b)     Whenever a vacancy occurs in any position in extra-curricular or athletic programs, such vacancy shall be posted on the bulletin board at the office of the Old Colony Regional School District, and a copy sent to the Steward of the Union as soon as practicable.  The Committee shall review all applications and may, but is not limited to, consider the following factors: Prior experience in related activities, length of service in the Old Colony Regional Vocational Technical High School District, quality of work experience and performance, attendance record and major and minor fields of study.

 

B.     Any instructional, guidance or nursing personnel, whether or not employed by the Committee, who wish to apply to fill such a vacancy, shall be given an adequate opportunity to do so.

 


C.     The Committee, or its designee shall review all applications and in making its appointment shall consider but not be limited to the following factors: Prior experience in related activities, length of service in the Old Colony Regional Vocational Technical High School District, prior quality of work experience and performance, attendance record, and major and minor fields of study.

 

D.     Nothing in this Agreement shall prevent the Committee from making acting appointments until positions can be filled with permanent appointments as provided in this Agreement.  Time spent in such acting appointments shall not be used as an indication of superior qualifications for the positions.

 

E.      In the event a newly hired employee resigns prior to assuming his/her duties, an alternate applicant from the original posting may be appointed by the Superintendent for hire without re-posting the position as vacant.

 

F.      All certified and professionally approved employees shall have first consideration to fill a position lost to attrition, voluntary quit, discharge for cause, in preference to a new hire.


                                                 Article XI - Voluntary Transfers

 

The Superintendent-Director realizes that employees have a right to request a transfer to a different work location within their field of certification and/or approval.

 

Employees who desire to transfer to another work location shall submit a written request to the Superintendent stating the work location to which he/she wishes to be transferred, no later than March 1st of the school year in order to be considered for the next school year.  Requests for transfer must be renewed each year.

 

The Superintendent-Director shall review all applications and may give consideration to the following relevant factors (among other relevant factors:) the educational needs of the school system, prior experience in related activities, length of service in the Old Colony Regional Vocational Technical High School District, prior quality of work experience and performance, attendance record and major and minor fields of study.

 

Notifications of the transfer decision will be given to the employees as soon as practicable, and under normal circumstances, no later than one (1) week prior to the end of school.  However, it is recognized that circumstances may require notice to be given at a later date and may require changes in assignment after that date.

 

All transfers once approved by the Superintendent-Director will be final and the transferred employee must accept the new assignment.


                                               Article XII - Involuntary Transfers

 

The employees realize that the Committee has the right to make involuntary transfers of professional personnel.

 

Employees will only be transferred to a work location within their field of certification and/or approval.  Such transfers will be made only after a meeting between the employee and the Superintendent or his designee at which time the employee will be notified of the reasons for the transfer.

 

No employee will be involuntarily transferred or reassigned as a disciplinary measure.


                                               Article XIII - Employee’s Schedule

 

Employees shall be notified in writing of his or her unused accumulated sick time, salary column and step, programs and schedules for the ensuing school year ten (10) calendar days prior to the start of the school year.


                                                       Article XIV - Sick Leave

 

A.     A full-time and part-time employee shall be eligible for a total of fifteen (15) days paid sick leave per year.  Said fifteen (15) days of paid sick leave shall be earned on an accrual basis of one and one half (1-1/2) days per month credited the beginning of each month during the school year, September through June.  Unused sick time will be recorded on the employee’s weekly Earning Statement.

 

B.     Unused sick leave may be accumulated from year to year to a maximum of one hundred eighty (180) days.  The Committee agrees to pay the employee upon his/her retirement or

         upon death of said employee his/her beneficiary any unused sick leave accumulated beyond

         180 days.

 

The Regional School District Committee agrees that it shall pay to the employee $105.00 (2011-2012); $110.00 (2012-2013); $115.00 (2013-2014) for each day of accumulated unused sick leave in excess of one hundred eighty (180) days.  Said payment will be made in the first pay period of July.

 

The Regional School District Committee agrees that it shall pay to the part-time employee $52.50 (2011-2012); $55.00 (2012-2013); $57.50 (2013-2014) for each day of accumulated unused sick leave in excess of one hundred eighty (180) days.  Said payment will be made the first pay period of July.

 

C.     Sick leave may not be used for any other purpose except illness, injury or disability.  A doctor’s certificate may be required from any employee who is absent.  If deemed in the best interest of the Committee, the Superintendent may require the employee on sick leave to be examined by a physician chosen by the Committee, such examination shall be administered without charge to the employee.

 

Excessive absenteeism or an unusual pattern of absences (including unexcused absences prior to or following a holiday, school vacation period, weekend or leave) by any employee may warrant restrictions on the further use of sick leave.

 

All employees are expected to be at work on a regular, continuing and consistent basis.  An excessive or unusual amount of absence from work can diminish the maintenance of a sound educational program depending upon circumstances.  The Committee reserves the right to monitor and record absenteeism for its own administrative purposes regardless of its cause.  Absence caused by injury which occurred at work will not be considered as contrary to the intent of this paragraph.

 

D.     To be eligible to use sick leave an employee must report the sickness to the Superintendent and/or his agent at least ninety (90) minutes prior to such employee’s scheduled report time, if possible, on the first day of absence.  If an employee fails to comply with the procedures of this Article on the second or subsequent, consecutive days of absence, he/she shall not receive any pay for the absence.  The absent employee claiming sick leave is expected to keep the Superintendent informed of the progress of his/her sickness, injury or disability.  If an employee does not take a whole day of sick leave, unused time will be calculated to the quarter hour.

 

 


E.      Any employee with professional teacher status or nurse with more than three (3) years of continuous employment with the Committee, whose personal illness extends beyond the period compensated by sick leave may be granted a leave of absence without pay for such time as is necessary for complete recovery of such illness not to exceed one (1) year.  Upon return from such leave, every effort may be made to assure that the employee is assigned to the same position he/she had before taking the leave if said position is still available.

 

F.      Sick Leave Bank

 

1.        Upon the effective date of this Agreement, the sick leave bank shall be established for the use of eligible members of the employees covered by this Agreement who voluntarily contribute to this bank, who have exhausted their own sick leave and who have serious illness.  The bank shall be established by an assessment of one (1) sick leave day from the entitlement of every eligible individual who desires to be a member of the bank.

 

2.        The purpose of the bank will be to provide extended sick leave coverage to eligible employees.

 

3.        The Sick Leave Bank Committee will consist of one (1) administrator and four (4) union members.  The decisions of the Committee shall be by majority vote and shall be final and not subject to the grievance and arbitration procedure of the Agreement.

 

4.        All employee contributions to the sick leave bank will be accumulated to a cap of one hundred fifty (150) days.  In the event that the bank drops below one hundred (100) days participating employees will be assessed one (1) additional day.  All participating members of the Sick Bank will be notified, in writing by the Chairperson of the Sick Leave Bank Committee, when being accessed an additional day to replenish the Bank.

 

5.        Any grant of sick leave by the Committee to an eligible employee shall not exceed fifteen (15) days.  Prior to the exhaustion of any grant, the employee shall apply to the Committee for further sick leave.

 

6.        The Committee shall establish the criteria for the Administration of the Bank and for the determination of eligibility and the amount of the leave.

 


G.   The Committee agrees that it shall pay to the employee upon his/her voluntary retirement or upon the death of said employee his/her named beneficiary for each day of accumulated unused sick leave remaining in the account of said employee to the following schedule.
              2011-2012

                    Days     1-75                    $  15/day

                    Days   76-111                  $105/day

                    Days 112-141                  $  75/day

                    Maximum payment          $7,155.00

 

                    2012-2013

                    Days     1-75                    $  20/day

                    Days   76-111                  $110/day

                    Days 112-141                  $  80/day

                    Maximum payment          $7,860.00

 

                    2013-2014

                    Days    1-75                     $  25/day

                    Days 76-111                    $115/day

                    Days 112-141                  $  85/day

                    Maximum payment          $8,565.00

 

         Other than in a medical emergency, in order to be eligible to receive this payment, the

         Committee must receive notice prior to December 1, of the employee’s intent to retire

         at the close of the school year.


                                               Article XV - Work Day/Work Year

 

A.     Work Day

 

1.        The normal starting and dismissal time for students shall be as follows:

Starting Time             7:45 a.m.

Dismissal Time          2:16 p.m.

 

Starting time for all succeeding years during the term of this Contract shall be posted by the Superintendent no later than fourteen (14) days prior to the opening of school.

 

2.        Employees shall report to their respective classroom and/or work areas no later than fifteen (15) minutes before the scheduled starting time for students.  Employees shall remain in their classrooms and/or respective work areas or on scheduled assigned duties for five (5) minutes after the dismissal time of students Monday through Friday.  Students offending an employee shall serve with the employee any detentions assigned by him/her.  It shall be the employee’s responsibility to follow-up on students’ completion of assigned detentions and to assign such additional hours as he/she feels necessary to obtain student compliance.

 

3.        Alterations in the required before and after school time of employees may be made only upon the request of an employee with the consent of the Superintendent whose decision with respect to such requests shall be final.

 

4.        Employees assigned to duties before and after school shall comply with the duty schedule assigned by the Superintendent or his/her designee.

 

5.        Employees will be required to stay in school beyond their normal work day for one (1) hour per week to assist students with extra help, curriculum development, and department meetings.  The administration shall set the day of the week.

           a.  At the discretion of the Superintendent or his/her designee, a part-time employee may be required to stay in school beyond their normal work day for one half (1/2) hour per week to assist students with extra help, curriculum development, and department meetings.  The administration shall set the day of the week.

 

6.        Employees shall have a duty-free lunch period of not less than twenty (20) minutes.

 

7.        Secondary Teacher Load:

a.      The Committee shall schedule all academic teachers one (1) preparation period per day in addition to their lunch period.

 


b.      The Committee shall schedule for all shop teachers one (1) preparation period per day.  In the event that said preparation period shall result in having a ratio greater than 1 to 16, the teachers agree to waive Article VI, A., in relation to shops and labs.

 

c.      If the Athletic Director is a member of the teaching staff, the Committee shall schedule for said person the following:

 

1 Preparation period per day

3 Periods per day to conduct duties of the Athletic Director

 

8.        On briefing and debriefing days, all employees report for work at 8:30 a.m., and shall not be required to remain more than four (4) hours on briefing days and three (3) hours on debriefing days.  When and if the last day of school is a half (½) day, the debriefing day shall be the remainder of the school day, subject to recall by the Superintendent-Director if necessary.

 

9.        Superintendent, Assistant Superintendent, Evening Meetings:

 

a.      Employees shall not be required to attend general staff meetings if called by the Superintendent and/or Assistant Superintendent more than once a month, except for emergencies.  Such meetings shall start no later than

2:30 p.m. and said meetings shall not customarily last more than one hour unless there exists peculiar or unusual circumstances.

 

b.      Except for emergencies, meetings called by the Superintendent shall customarily be scheduled two (2) days in advance.  The purpose of such meetings shall be known at that time to the extent practicable in writing.

 

c.      Employees shall not be required to attend more than three (3) evening meetings each year, two (2) Advisory meetings, one (1) Parent Conference Day and such meetings shall not last more than three (3) hours each.  In addition, each employee may be on duty in the evening, on a voluntary basis, for such student activities as plays, shows, dances and recreation events.

 

d.      New employees may be required to attend additional orientation meetings.

 

10.      The Administration shall endeavor to obtain substitute teachers to replace teachers as necessary and no regularly assigned teacher shall be used as a substitute teacher except for the failure of a substitute to arrive on schedule or the inability of the Administration to secure the substitute.  In the event no substitutes are available, the Administration shall distribute the absent teacher’s students on an equitable basis among the remaining employees.

 

 


a.             It is understood that this SECTION does not apply after the early release of seniors in May.  Vocational instructors may be required to substitute in vocational shops and related classrooms.  Academic teachers may be required to substitute in academic and related classrooms.

 

B.     Work Year

 

1.        The regular work year of employees (other than new employees who may be required to attend special orientation sessions) will not exceed one hundred and eighty-two (182) working days.  Working days will include all days when pupils are required to be in attendance by the Committee, and days at the beginning and/or end of the school year or other days on which employee attendance is required except that certain non-classroom employees (such as guidance counselors, etc.) may be required to work a week previous to or a week after the conclusion of the regular calendar year and they shall be paid on a pro-rata basis.

 

2.        School Vacations

 

The Committee reserves the right to schedule school hours during the school recesses in the event the make-up time is necessary because of inclement weather, natural catastrophe, or other emergency.

 

3.        Holidays

 

a.      School shall be closed on all legal holidays, on Good Friday and the day following Thanksgiving Day.

 

b.      All legal holidays shall be celebrated on the day designated for such celebration.


                                       Article XVI - Temporary Leaves of Absence

 

Employees shall be entitled to the following temporary leaves of absence with pay each school year:

 

A.       In cases of death in the immediate family of an employee, an absence of three (3) calendar days preceding and including the funeral.  The leave of absence shall not continue beyond the day of the funeral.  The term “immediate family” as used in this Article shall mean spouse, significant other, parent, child, brother, sister, grandparents, grandchildren, mother-in-law and father-in-law or relative living in the employee’s household.  Step and half children are considered immediate family.

 

B.       In the case of the death of an aunt or uncle, niece, nephew, any in-law or close relative of the employee, an absence of one (1) calendar day shall be granted to attend the funeral.

 

C.       1.      An employee may be allowed up to three (3) days leave in any school year.  The Superintendent shall determine whether a particular absence is to be classified as a leave. The following will normally be considered reasons for emergency absence:

 

a.      Serious illness of a member of the immediate family: It is understood that the granting of leave under this paragraph is upon the condition that the employee’s personal attention is necessary for the care of the member of the immediate family and that no other adult is available to perform such care;

 

b.      Catastrophes such as fire, flood, hurricane and accidents to the immediate family members.

 

c.      Further leave, of not more than two (2) days, may be granted for financial, business or family matters at the discretion of the Superintendent.  This additional leave shall be deducted from accumulated sick leave.

 

d.      Unused leave time will be recorded on the employees weekly earning

         statement.

 

e.      If an employee does not take a whole day of leave time, unused leave time will be calculated to the quarter hour.

 

2.      In all cases where possible, an employee shall make his request for emergency leave to the Superintendent at least twenty-four (24) hours before absenting himself/herself.

 

3.      If an emergency arises so as to make it impractical to clear the request for emergency leave through the Superintendent, the employee shall contact the Superintendent at his earliest opportunity and request that the absence be treated as an emergency leave.

 


4.      Notice of return to duty from an emergency leave shall be made at least on the day before return to duty.

 

D.       1.      The Superintendent, without referral to the Committee, may grant permission to employees to visit schools, trade shows, or make special trade oriented visitations without loss of pay when, in the opinion of the Superintendent, the best interest of the Old Colony Regional School District will be advanced thereby.  Any expenses incurred shall be paid by the employee requesting the permission.

 

2.      Request for permission for such visits shall be made in writing directly to the Superintendent at least one (1) week in advance of the anticipated absence.  Notice of return shall be in the same manner as notice of return to duty following an absence due to personal illness.  A written report shall be submitted to the Superintendent within one (1) week following such visit.

 

         E.       1.      The Committee agrees to make up the difference in an employee’s wages

                             between a normal day’s wages and compensation received from Jury Duty.

                            


                                       Article XVII - Extended Leaves of Absence

 

A.     Sabbatical Leave

 

Employees covered by this Agreement may, subject to the approval of the District Committee, be granted sabbatical leave of absence of one (1) year for advanced study beyond the Master’s Degree.

 

Not more than one (1) employee may be absent on sabbatical leave at any one time.

 

Application for sabbatical leave shall be submitted to the Superintendent-Director on or before February 1, if it is to become effective in September of the same year.  An employee requesting such leave shall submit a “Professional Improvement” application for approval specifying the reasons for which the leave is requested.  Evaluation of each application on the basis of services rendered by the applicant and the use to be made of the requested sabbatical shall be the responsibility of the Superintendent-Director who shall present his finding to the District Committee.

 

Sabbatical leave shall be granted only to employees who have served at least ten (10) years at Old Colony Regional Vocational Technical High School.

 

An employee on sabbatical shall receive from the School District Committee fifty (50) percent of the salary which he/she would have received as an employee if he/she remained on active duty with the Regional District Committee.  During the time an employee is on sabbatical leave the District Committee shall contribute fifty (50) percent of the cost of the premium of whatever plan of insurance selected by the employee from the plans available to him/her as outlined in Article XXV of this Agreement.

 

Prior to the granting of a sabbatical leave, an employee shall enter into written agreement with the District Committee that upon termination of such leave, he/she will return to service at Old Colony Regional Vocational Technical High School for a period equal to twice the length of the leave and that in default of completing such service, he/she shall refund to the Old Colony Regional Vocational Technical High School District an amount equal to such proportion of salary received by him/her while on sabbatical leave.

 

Within sixty (60) days of termination of sabbatical leave, a written report shall be submitted to the District School Committee restating the objective and/or reasons for which the leave was requested and, in detail, set forth how the above objectives were realized.

 

 

B.     Military Leave

 


Employees enlisting or entering the military services of the United States, pursuant to the provisions of the Universal Training and Service Act, as amended, and the Reserve Forces Act, as amended, shall be granted all rights and privileges provided by the acts.

Every employee who is a member of a reserve component of the Armed Forces of the United States shall be granted, in accordance with Section 59 of Chapter 33 of the General Laws, a leave of absence without loss of pay, during the time of his/her annual tour of duty as a member of such reserve component, provided, however, that such leave shall not exceed seventeen (17) days.

Any employee who is a member of the Reserves shall make every effort to schedule his/her annual tour of duty during the summer vacation period.

 

C.     Maternity Leave

 

1.        A leave of absence without pay shall be granted for maternity purposes to female employees on the terms and conditions set forth herein.  It is recognized, as alluded to in subsection c, 5, that child-bearing or adoptive parents may also have additional rights under the Family Medical Leave Act (FMLA).

 

2.        After the employee determines she is pregnant, she shall promptly notify the Superintendent, in writing, of her pregnancy.  The time such leave shall commence shall be dependent upon the judgment of the employee’s physician.  In any event, the employee shall give at least two (2) weeks written notice to the Superintendent of her anticipated date of departure and her intention to return.  At the time of the latter notification, the employee will select one of the following two (2) options:

 

Option A:

 

A female employee with professional teacher status shall be granted an extended maternity leave without pay or benefit, but with entitlement to sick leave benefits for disability resulting from childbirth during this period of leave under the “sick leave” conditions set forth herein. 

 

Option B:

 

A female full-time employee who has been employed by the Committee for at least three (3) consecutive months may be granted Maternity Leave of up to eight (8) weeks duration, without pay, but with entitlement to sick leave benefits for disability resulting from childbirth during the period of such leave under the “sick leave” conditions set forth herein.

 

3.      The provisions of Option A are as follows:

 


a.      The duration of such Maternity Leave shall not exceed one (1) year from the end of the school year during which her leave commenced.

 

b.      At the time the employee requests her Maternity Leave, as heretofore described, she shall select a return date which coincides with the commencement of a school year.

 

c.      The employee must notify, in writing, the Superintendent on or before March 1 of the school year preceding the selected return date of her intention to return to duty at expiration of her leave.  If the employee fails to notify the Superintendent, in writing, or does furnish written notice and fails to return to duty at the expiration of her leave, unless it was otherwise extended, she shall be deemed to have resigned.

 

d.      When an employee returns to work at the beginning of a school year, as prescribed above, she shall be assigned to her previous position provided that it has not been eliminated.  In the event the position has been eliminated, she shall be assigned to a position for which she is certified.

 

4.      The provisions of  Option B are as follows:

 

a.      The duration of such Maternity Leave shall not exceed eight (8) weeks from the date of its commencement.

 

b.      At the time the employee requests her Maternity Leave, as heretofore described, she shall select and notify, in writing, the Superintendent of her anticipated date of return.  If the employee fails to so notify the Superintendent in writing, or does furnish written notice and fails to return to duty at the expiration of her leave, she shall be deemed to have resigned.  The date of return may be extended with the advance approval of the Superintendent.

 

If the employee desires to return to work after the expiration of the above eight (8) calendar weeks, but not at the start of a school year in September, she may return if a vacancy for which she is qualified occurs, and she has notified the Superintendent of her wish to fill any such vacancy that may occur.

 

The term vacancy, after the eight (8) week condition as enumerated in paragraph (a) has expired, shall not apply to the class, shop or group of students for which a replacement was obtained.  Vacancy shall mean, any shop or class other than classified above for which the employee is certified and/or approved to teach.

 

c.      The employee, who has complied with all of the above prescribed conditions, shall be, upon her return, returned to her original position with the same status, pay, length of service credit, and seniority.

 

 

d.      The Parties agree that sick leave benefits for disability due to childbirth as outlined in both Option A and Option B, shall not be allowed for any employee who is on any other kind of approved extended leave of absence.  In addition, employees shall not be entitled to sick leave benefits for any other illnesses and/or disabilities not related to her pregnancy and/or childbirth while on Maternity Leave, except as provided in the Article.

 

e.      If there is any question concerning the pregnant employee’s ability to safely perform assigned duties, or to safely return to work for the same purposes, the Committee may require the employee to provide a certificate from her physician and in addition, the Committee may require the employee to be examined by a physician of the Committee’s choosing at its expense.

 

Not withstanding anything to the contrary in the above, all rights to return to duty shall expire if the employee does not return to duty by the beginning of the school year in September once removed from the school year in which her leave commenced, i.e. if a Maternity Leave starts during the school year 2011-2012, the employee must return to duty by September 2013.

 

5.      Such employee may have an entitlement to a leave longer than eight weeks pursuant to the Family Medical Leave Act (FMLA), although the terms of the FMLA are not intended by the parties to be grievable under this collective bargaining agreement.

 

D.     Leave for Family Illness

 

A leave of absence without pay or increment of up to one (1) year may be granted

         for the purposes of caring for an immediate family member.  Said employee must have

         professional teacher status or be the school nurse with more than three (3) years of

         continuous employment with the Old Colony Regional Vocational Technical High

         School District.

 

E.      Personal Illness

 


Any employee with professional teacher status or nurse with more than three (3) years of continuous employment with the Committee, whose personal illness extends beyond the period compensated by sick leave may be granted a leave of absence without pay for such time as is necessary for complete recovery of such illness not to exceed one (1) year.  Upon return from such leave, every effort may be made to assure that the employee is assigned to the same position he/she had before taking the leave if said position is still available.

 

 

 

F.      Maintenance of Rights

 

All benefits to which an employee was entitled at the time his/her leave of absence commenced, including unused accumulated sick leave, will be restored to him/her upon his/her return, provided that the employee returns to service immediately upon expiration of his/her leave.

 

G.     Request for Leave

 

In unusual or grave personal circumstances, or for the purpose of restoration of health, professional improvement, or special educational service or military service other than those cases specifically covered above, an employee with professional teacher status or nurse with more than three (3) years of continuous employment with the Committee may, upon the recommendation of the Superintendent, in confirmation by the Committee, be granted a limited leave of absence without pay when such leave seems to be in the best interest of the school as well as of the individual employee.

 

H.     Extension of Leave of Absence

 

All requests for extended leaves shall be applied for in writing to the Superintendent.  The granting or denial thereof shall be in writing.


                                                      Article XVIII - Protection

 

A.     Employees will immediately report in writing all cases of assault suffered by them in connection with their employment to the Superintendent.

 

This report will be forwarded to the District Committee who will comply with any reasonable request from the employee for non-privileged information in its possession relating to the incident or the persons involved and will act in appropriate ways as a liaison between the employee, the police and the courts.

 

Insofar as required by Massachusetts General Laws, Chapter 258 (as amended by the General Court during the life of the document), the District Committee shall provide indemnification whenever any employee shall become eligible therefor.

 

If the District Committee does not provide the requested counsel and the employee prevails in the proceedings, then the District Committee shall reimburse the employee for reasonable counsel fees incurred by him/her.

 


                                                 Article XIX - Accident Benefits

 

A.     Whenever an employee is absent from school as a result of personal injury compensable under the Massachusetts Workmen’s Compensation Laws, caused by an accident arising out of and in the course of his/her employment, he/she may elect to charge all or part of such absence during the period of temporary disability, due to the accident, to sick leave, in which event he/she shall receive the sick leave pay to which he/she is entitled for the period so charged, less the amount of any workmen’s compensation award made for temporary disability due to said injury for any period for which such sick leave is paid.

 

B.     In the absence of such election, such employee shall not receive his/her sick leave payments during the period of his/her absence for temporary disability due to the accident and his/her sick leave credit shall not be reduced by reason of any workmen’s compensation payments he may receive for temporary disability due to injury.

 

C.     An employee may elect to draw upon such wages as have been earned by said employee prior to his/her injury and withheld for payment as so called “summer monies”, during that period of time between the occurrence of the injury and the determination as to the coverage by workmen’s compensation.  An employee who makes such as election must take his/her remaining “summer monies” as a lump sum payment.

 

 

D.     The course of employment shall include anytime an instructor is on school property

         working with students on official business or on school property working on any approved

         assignments from the Administration or School Committee.

        


                                                    Article XX - Evening School

 

A.     Whenever a vacancy occurs in any position in the regular evening school, such vacancies shall be posted on the bulletin board at the office of the school as soon as practicable.  Openings in the evening school will, to the extent practicable, be filled first by regularly appointed employees of the Old Colony Regional Vocational Technical High School District staff.  Full-time employees will be given first consideration for vacant positions. The Superintendent shall review all applications and may, but is not limited to, consideration of the following factors:

 

Prior experience in work related courses, length of service at the Old Colony Regional Vocational Technical High School District, quality of work experience and performance, attendance records, certification/license areas, and major and minor fields of study. The Superintendent’s decision with regard to appointments shall be final and shall not be subject to the grievance procedure.

 

B.     Employees shall be paid for service in the evening school program as follows:

 

         2011-2012 School Year - $31.50 Per Hour

         2012-2013 School Year - $33.50 Per Hour

         2013-2014 School Year - $36.00 Per Hour

 

          When compensation time is given, it will be determined by the Superintendent-Director

          and the number of hours will be provided to the membership prior to the event.

 

C.     All teaching appointments to evening school programs shall be for one year only.  Such positions shall be posted annually and every person desiring such positions must apply even if he/she has held the position in the previous year.  Prior service does not imply continued service in succeeding year.


                                             Article XXI - Use of School Facilities

 

A.     The Union may request the Superintendent/Committee for the use of school facilities at reasonable times for meetings with Union purpose in accordance with the committee’s policy and procedures for the use of school buildings. Such requests must have the approval of the Superintendent or the Committee.

 

B.     The Union Steward, during his free time, will have the right to place notices, circulars and other materials on faculty bulletin boards in the school and in employees mail boxes. It is expressly understood that no member of the administration will assume responsibility for the posting, distribution or content of materials for the Union or any other teacher organization.


                                              Article XXII - Grievance Procedure

 

A.     Definition

 

(1)      A grievance is a complaint which affects any employee or group of employees of an alleged violation, misinterpretation, or misapplication of any term of this Agreement.

 

(2)      An “aggrieved person” is the person(s) making the claim.

 

(3)      A “party in interest” is the person or persons making the claim or any person who might be required to take action, or against whom action might be taken, in order to resolve the claim.

 

B.     Time Limits

 

(1)      All time limits herein shall consist of calendar days exclusive of regular holidays.  The time limits indicated hereunder shall be considered maximum limits unless extended by mutual agreement in writing.

 

(2)      Failure of an employee for the Union to act on any grievance within the prescribed time limit will act as a bar to any further appeal and the Superintendent’s failure to give a decision within the time limit shall permit the grievant to proceed to the next step.

 

(3)      It is agreed that any investigation or other handling or other processing of any grievance by the grieving employee shall be conducted so as to result in no interference with or any interruption whatsoever of the instruction program and related activities of the grieving employee or of any employee of the Committee.

 

(4)      When a grievance arises, the grievance must be filed by the employee within ten (10) days from the day of the event upon which the grievance is based, or from the date when there was common knowledge of the event.

 

C.     Adjustment of Grievances

 

Level One

 

             An employee with a grievance shall, with or without a representative of the Union

         present it to the Superintendent in writing within the time limit specified in Paragraph          B.4 above.  The written grievance shall state the nature of the grievance; shall note the

         specific clause or clauses of the contract, and shall state the remedy requested.  Within

         four (4) days after receipt of the written grievance by the superintendent, he or his    designee shall meet with the aggrieved employee and representatives of the Union in an        effort to settle the grievance.

 

 

Level Two

 

In the event that the grievance shall not have been satisfactorily disposed of at Level One, or if at the end of five (5) days following the presentation to the Superintendent, the grievance shall not have been resolved to the employee’s satisfaction, the employee may, within fourteen (14) days thereafter file said grievance with the Committee.  The Committee shall meet within fourteen (14) days of the receipt of the grievance with the employee and the Union’s authorized representative in an effort to settle the grievance.

 

Level Three

 

If at the end of the fourteen (14) days following the Level Two meeting the grievance shall not have been resolved to the satisfaction of the grievant, the Union may within thirty (30) days thereafter submit the grievance to the American Arbitration Association for disposition in accordance with the applicable rules of the American Arbitration Association.  The results of such arbitration shall be final and binding.

 

The Arbitrator’s decision will be in writing and will set forth his findings of fact, reasoning and conclusions on the issues submitted.

 

The Arbitrator shall have jurisdiction only over disputes arising out of the grievances as defined in Paragraph A. of this Article.  The function of the Arbitrator is to determine whether or not there has been a violation of a specific provision of this Agreement not excluded from arbitration.

 

The Arbitrator shall be without power and authority to do the following:

 

1.      To add to, modify, alter or subtract or amend the terms of the written Agreement.

 

2.      To make a decision or an award which violates any of the Committee’s written promulgated educational policies not modified by this Agreement, or an award requiring the Committee to act or engage in conduct prohibited by State or Federal law, or any rules, regulations, or decisions issued under the authority or the Commonwealth of Massachusetts or of the United States Government.

 

3.      To decide a matter which has been excluded from the grievance and arbitration procedures of this Agreement.

 

 

4.      To determine any violation or alleged violation which occurred prior to the effective date of this Agreement.

 

5.      To find a violation pertaining to the failure of the Committee or the Superintendent to re-employ a teacher without professional teacher status.

 

6.      The decision of the Arbitrator, if within the scope of his jurisdiction shall be final and binding upon the parties hereto and the arbitrator shall be requested to issue his decision within thirty (30) days after the conclusion of testimony and argument and submission of briefs.

 

         7.      Compensation for the services of the Arbitrator, including per diem expenses, if any, and actual subsistence, necessary travel and related expenses will be borne equally by the Committee and the Union, but each party shall bear its own expenses for the presentation of its own case.

 

D.     General Provisions

 

                    (1)    The Union shall have the right to use in its presentation, at any level of this         grievance procedure, any representative or representatives of its choosing.

        

(2)     The costs for the services of an arbitrator will be borne equally by the

         Committee and the Union.

 

(3)     The Committee acknowledges the right of the Union to participate in the

         processing of a grievance at any step.

 

(4)     Providing the parties agree, Level One of the Grievance Procedure may be

         bypassed and a grievance may be brought directly to Level Two.

 

(5)     No reprisals of any kind will be taken by the Committee or the School

         Administrator against any employee because of his/her participation in the grievance

         procedure.

 

(6)     If a grievance affects a substantial portion of the membership of a group

         or class of employees, the Union may submit such a grievance, in writing, to the

         Superintendent directly, and the processing of such a grievance will be commenced

         at Level One.


 

                    (7)   Nothing contained in this Article shall be construed as limiting the right of

         any aggrieved employee from discussing his/her grievance informally under the         grievance procedure, and from having his/her grievance adjusted, without the intervention of the Union, provided any such adjustment is not inconsistent with the    terms of this Agreement, and provided that the Union has been given the opportunity to be present at such adjustment to state its views.  The Union may appeal any adjustment

         inconsistent with the terms of this Agreement made pursuant to the paragraph directly

         binding arbitration herein.  Further, no dispute may be submitted to binding arbitration

         by any employee without the consent of the Union.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

                          XXIII - Dues Deductions

 

The Committee shall deduct from the pay of each employee on a weekly basis all current membership dues of the Union.  Said dues will be withdrawn from the employee’s salary commencing on the first pay period in October.  If at any particular withdrawal time period, any employee or employees have no pay during said withdrawal period, the Committee agrees to withdraw all arrearages in Union dues from the employee’s or employees’ subsequent earnings.

 

It is agreed that the Committee will transmit all dues to the Secretary-Treasurer of the Union, providing that by October 1, of each academic year the Secretary-Treasurer of the Union will transmit to the District Treasurer of the School District the amount of current Union dues that are in effect for the school year.

 

Said deduction shall not be mandatory unless the Committee is in receipt of a properly executed authorization card from the employee involved.

 

Employees wishing to discontinue dues deduction must notify in writing, the District Treasurer or the Old Colony Regional Vocational Technical High School District and the Secretary-Treasurer of the Union at least sixty (60) days prior to the desired date of discontinuance.

 

The Union shall indemnify and save harmless the employer from any and all claims, demands, suits and costs incurred in accordance with any such claim, demand, or suit, resulting from any reasonable action taken or omitted by the Employer for the purpose of complying with the provisions of this section.


                                                        Article XXIV - General

 

A.     The Committee shall not discriminate in any way against any employees by reason of his/her membership in, or participation in, the activities of the Union.

 

B.     The Committee will provide the Union Steward with an advance copy of the agenda for each official Committee meeting, and a copy of a supplementary agenda.

 

C.     Should any article, section or clause of this Agreement be declared illegal by a court of competent jurisdiction, said article, section, or clause, as the case may be, shall be automatically deleted from this Agreement to the extent that it violated the law.  The remaining articles, sections, and clauses shall remain in full force and effect for the duration of the Agreement if not affected by the deleted article, section or clause.

 

D.     The parties hereby agree that this Contract may be amended or modified by mutual agreement.  Any agreement so reached shall be reduced to writing and made a part of this Contract.

 

E.      Section and paragraph headings contained herein are for reference only and shall not limit or affect the meaning or interpretation of this Agreement.  The Agreement may be executed in counterpart, each of which shall be deemed an original and all of which together will constitute one and the same instrument.

 

F.      Any waiver of breach or of a condition of this Agreement by either party shall not constitute a precedent with respect to future enforcement of all the terms of this Agreement.


                                         Article XXV - Insurance & Other Benefits

 

A.     Health Insurance

 

The Committee shall contribute on behalf of each eligible employee seventy-five (75%) per cent of the cost of the premium of whatever plan of insurance selected by the employee from the plans available to him/her: The Teamsters’ Health & Welfare Plan or the plans currently offered to the District’s employees.  The employee in the bargaining unit shall contribute the balance of twenty-five (25%) percent of the premiums. 

Any employee on an approved leave of absence may maintain, at his/her expense, his/her health insurance on a voluntary basis.

 

B.     Life Insurance

 

For those employees not covered by Teamsters Local 59 Health and Welfare Benefits, the Committee shall contribute seventy-five (75%) percent of the cost of a Five Thousand ($5,000.00) dollar life insurance policy.

 

Any employee presently covered by optional life insurance may continue said coverage with full cost borne by the employee.

 

C.     Disability Insurance

 

The District Committee agrees to deduct disability insurance premiums on behalf of any employee who will contribute fifty (50%) percent of such premium and with the Committee contributing fifty (50%) percent of the premium.  The District Committee shall designate the disability insurance plan for its employees.  Employees shall notify the Superintendent-Director no later than May 1st, prior to the next school year, authorizing the fifty (50%) percent insurance premium deduction.

 

D.     Other Benefits

 

(1)      Employees will be eligible to participate in a tax-sheltered annuity plan established pursuant to United States Public Law No. 87-310.

 

(2)      Payroll deductions will be allowed at the request of the employee for the following: Credit Unions, Teamsters Local No. 59's Scholarship Fund, United States Savings Bonds, Tax-Sheltered Annuities, 2nd Optional Life Insurance, United Way, Retirement Fund, and Flexible Spending Accounts.

 

(3)       All employees will be reimbursed at a rate per mile equal to that paid employees

 of the Commonwealth of Massachusetts per mile, for all travel in the performance of their duties as approved in advance by the Superintendent.

 

(4)       Extended Health Benefits.

 

                    An Employee who has exhausted all Health Benefits, such as sick days and benefits provided by the Family Medical Leave Act and is still unable to return to work due to a medical condition, then said employee may elect to continue health coverage at a co-pay rate of 50% with the School Committee paying 50%, for a period not to exceed nine (9) months.

 

                    In a situation where the employee fails to return to work for reasons other than:

(1)  the continuation, recurrence, or onset of a serious health condition, or (2) other

 circumstances beyond the control of the employee, the employer may seek to recover from     the employee premiums paid for health care benefits during the leave.

 

                    This section shall not affect employees rights under the Cobra Act, Workers

Compensation laws, or any other State or Federal statue.

             


                                             Article XXVI - Non-Teaching Duties

 

The Committee acknowledges that a teacher’s primary responsibility is to teach and that his/her energies should, to the extent possible, be utilized to this end.  Therefore:

 

(1)      Non-teaching duties shall include, but not be limited to the following:

 

(a)     Monitoring of corridors and bathrooms before, during, and after an unassigned period.

 

(b)     Preparation of bulletin board displays.

 

(c)     Budget preparation.

 

(d)    Inventory control.

 

(e)     Curriculum planning.

 

(f)     Supply requisitioning.

 

(g)     Student supervision periods.

 

                    (h)     Administrative Period

 

(2)      Contact Teachers/Contact Person will be appointed on an annual basis as follows:

       Guidance Department -  1  Contact Person

Special Needs Department - 1  Contact Person

         Academic Department -  2  Contact Teachers

         Vocational Department – 4 Contact Teachers

 

The Contact Teachers/Contact Person shall act as facilitators for the effective operation of their respective programs.  The general responsibilities include but are not necessarily limited to effective communication between the departments and the administration as well as the collection, organization, and dissemination of materials, curriculum content, development or reports, budget preparation, and other matters concerning the day-to-day operation of the department.  More specific duties and responsibilities are included in the annual job description.

 

The Contact Teacher/Contact Person stipend is

 

$1,000.00 (2011-2012)

$1,020.00 (2012-2013)

$1,046.00 (2013-2014)

 

 


Stipends will be distributed semi-annually.  One half (½) of the last payday in January and one half (½) the last payday in June.

 

(3)      Although employees may be required to collect and transport money for educational purposes, they will not be responsible for the loss of any money collected where such loss is not the fault of the employee.  However, monies collected must be turned into the office at the close of each day and shall, under no circumstances, remain in an employee’s desk overnight.


                                              Article XXVII - Access to Premises

 

Authorized agents, as designated in writing by the Secretary-Treasurer of the Union to the Superintendent, shall have access to the premises of the Old Colony Regional Vocational Technical High School District during working hours to conduct Union business, providing said agent signs the register and goes to the Superintendent’s office and informs the Superintendent of his/her presence.

 

In the exercise of the Union’s right to access the premises, the Union agrees that its authorized agents shall not in any way interfere or interrupt the education process.


                                  Article XXVIII - Waiver of Additional Bargaining

 

 

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

 

Each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter referred to, or covered in this Agreement or with respect to any subject or matter not specifically referred to or covered in this Agreement, even though such subject or matter may not have been within the knowledge on contemplation of either or both of the parties at the time that they negotiated or signed this Agreement.

 

This Collective Bargaining Agreement constitutes the entire Agreement between the Committee and the Union arrived at as a result of Collective Bargaining negotiations, except such amendments hereto as shall have been reduced to writing and signed by the parties.


                            Article XXIX - Payroll Deduction of Agency Service Fees

 

Pursuant to General Law Chapter 150E, Section 12 as amended by Chapter 903 of the Acts of 1977, it shall be a condition of employment that on or after the thirtieth (30) day of employment in the bargaining unit, or the effective date of this agreement, whichever is later, each and every non-union member of the bargaining unit shall pay to the Union an agency fee which shall be equal to the amount required to become a member and remain a member in good standing of the exclusive bargaining agent and its affiliates to or from which membership dues or per capita fees are paid and received. Said agency service fee shall be deducted monthly.

 

The Union must notify the Committee within forty-five (45) days following the first day of employment of the failure of a newly hired employee to pay to the Union an agency service fee or authorize same.

 

If the Union fails to provide said notice to the Committee, the provisions of this article shall be waived as to that employee for that school year.


                                                Article XXX - Reduction in Force

 

 

(1)      In the event that the Committee, for any reason, determines to reduce the number of employees as defined in Article I, the procedures set forth in this Article will govern the lay-off or recall of employees who are affected by such reduction.

 

(2)      The Committee shall have the sole discretion in determining which position or positions or which type or types of positions are to be eliminated.

 

(3)      In determining which of its employees are to be laid off to accomplish any such reduction of positions, the Committee will take into consideration the needs of the school system, the total overall quality of past performance, instructional capabilities, professional preparation and education, other professional qualifications, and seniority as employees of the Committee.  Where, in the opinion of the Committee, the total overall quality of past performance, instructional capabilities, professional preparation and education, and other professional qualifications are substantially equal, employees will be laid off in the order of their seniority as employees of the Committee, those of least seniority to be laid off first.  It is understood that, in reference to Paragraph 3, 4, 5,  and 7 the formal employee evaluations are only one component of the facts to be analyzed by the School Committee when it is making this determination.

 

(4)      The laid off employee, or the employee whose position is eliminated, may, at the discretion of the Superintendent, be transferred to a position, which is vacant and for which the employee is properly certified.

 

(5)      Members of the bargaining unit who have been laid off due to a reduction in personnel shall be seriously considered for full-time and part-time vacancies which may occur in positions within the bargaining unit for the period of twenty-four (24) months following the date of the lay off.  During this recall period, a laid off employee will be notified by certified mail to his/her last address of record, of the Committee’s intent to recall him/her.  A laid off employee must notify the Superintendent in writing of his/her acceptance of any offer to recall within fifteen (15) days from the date of his/her receipt of said certified mail.  A laid off employee’s failure to so notify the Superintendent of his/her acceptance of any such offer or his/her failure, after accepting any such offer, to report for duty on the date indicated, shall terminate his/her recall rights, notwithstanding the fact the period of recall has not expired.

 

The School Committee shall use the same criteria as stated in Paragraph 3 when determining which laid off employee, if any, is to be recalled.

 

(6)      Seniority as used herein shall mean an employee’s length of continuous service in years, months, and days in the employ of the School Committee.  Employees hired on the same day shall be given seniority by the order in which they were hired.  Summer employment and employment as a reserve or substitute employee shall not be credited for seniority purposes.

 

(7)      Teachers may be laid off any time during the school year after being given the written notice required under the applicable provisions of Chapter 71 of the General Laws of Massachusetts.  Other employees may be laid off at any time during the school year after being given written notice by the School Committee.

 

(7) a.  Part-time employees will receive 0.5 of a year seniority credit for the time they spend in part-time service.

 

(8)      Employees who have been laid off will have their unused accumulated sick leave restored upon return from lay off.

 

(9)      The provisions of this Article shall not apply to employees whose contracts are not renewed or whose contracts are terminated for reasons other than a reduction in personnel or to employees who are employed solely to implement a Federally supported educational program.

 

(10)    Employees who are laid off may continue, for the periods and on the conditions indicated herein, the group health and life insurance coverage, which is provided to members of the bargaining unit, by paying the full amount of the premium for such insurance to the Committee.  Employees may continue such insurance coverage during the said period for which they are eligible for recall. In the event any such employee fails to make payment of said premium or refuses any offer of recall during said period his/her option to continue such insurance coverage shall terminate.  This paragraph is subject to approval by the insurance carrier.

 

(11)    Such an employee may have an entitlement to greater rights pursuant to COBRA, although the terms of COBRA are not intended by the parties to be grievable under this collective bargaining agreement.

 


 

Article XXXI – Longevity

 

 

LONGEVITY

 

($739.00)(2011-2012); ($814.00)(2012-2013); ($889.00)(2013-2014) additional shall be paid to each teacher or employee covered by this agreement and with one (1) year of service at step 11 and entering his/her fifth full school year on contract with the Old Colony Regional Vocational Technical High School District.

 

($850.00)(2011-2012); ($925.00)(2012-2013); ($1,000.00)(2013-2014) additional shall be paid to each teacher or employee covered by this agreement and with one (1) year of service at step 11 and entering his/her tenth full school year on contract with the Old Colony Regional Vocational Technical High School District.

 

($975.00)(2011-2012); ($1,050.00)(2012-2013); ($1,125.00)(2013-2014) additional shall be paid to each teacher or employee covered by this agreement and with one (1) year of service at Step 11 and entering his/her fifteenth full school year on contract with the Old Colony Regional Vocational Technical High School District.

 

 ($1150.00)(2011-2012); ($1,225.00)(2012-2013); ($1,300.00)(2013-2014) additional shall be paid to each teacher or employee covered by this agreement and with one (1) year of service at Step 11 and entering his/her twentieth full school year on contract with the Old Colony Regional Vocational Technical High School District.

 

($1275.00)(2011-2012); ($1,350.00)(2012-2013); ($1,425.00)(2013-2014) additional shall be paid to each teacher or employee covered by this agreement and with one (1) year of service at Step 11 and entering his/her twenty-fifth full school year on contract with the Old Colony Regional Vocational Technical High School District.

 

The longevity payment will be paid in one lump sum on the second payday in December.

 

Part-time employees will be paid half the amount of the longevity payment according to the above language.

 

Any employee who leaves their employment for any reason during the school year school shall receive longevity due that year in the following increments:

 

                    On the Payroll:

 

                    September 1st                                           25%

                    October 1st                                                           50%

                    November 1st                                           75%

                    Second Pay Day of December             100%

 

 

 

 

 

 


SCHEDULE A

2011-2012 SALARY SCHEDULE

(1% 180 School Days)

 

 

 

 

 

 

 

 

I

II

III

IV

V

VI

 

VL

VL+30

VL+60

VL+90

VL+120 or

BS

VL+150 or BS+30

 

BS

BS+15

BS+36 or M

BS+51 or

M+15

BS+66 or

M+30

M+60 or

Ed.D

 

 

 

 

 

 

 

1

 42,903

43,903

44,915

45,917

46,916

44,913

2

45,905

46,978

47,901

48,904

49,902

50,902

3

47,246

48,041

49,260

50,263

51,274

52,266

4

49,980

50,988

51,986

52,983

53,995

54,997

5

52,243

53,248

54,255

55,250

56,253

57,257

6

54,508

55,517

56,522

57,516

58,520

59,518

7

56,782

57,783

58,782

59,790

60,792

61,788

8

59,935

60,931

61,929

62,936

63,935

64,931

9

63,098

64,205

65,300

66,302

67,226

68,224

10

66,472

67,479

68,489

69,487

70,488

71,485

11

70,553

71,578

72,599

73,627

74,637

75,658

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


 


SCHEDULE A

2012-2013 SALARY SCHEDULE

(2% 180 School Days)

 

 

 

 

 

 

 

 

I

II

III

IV

V

VI

 

VL

VL+30

VL+60

VL+90

VL+120 or BS

VL+150 or BS+30

 

BS

BS+15

BS+36 or M

BS+51 or

M + 15

BS+66 or

 M + 30

M+60 or

Ed.D

 

 

 

 

 

 

 

1

43,761

44,781

45,813

46,835

47,854

48,871

2

46,823

47,918

48,859

49,882

50,900

51,920

3

48,191

49,002

50,245

51,268

52,299

53,311

4

50,980

52,008

53,026

54,043

55,075

56,097

5

53,810

54,313

55,340

56,355

57,378

58,402

6

55,598

56,627

57,652

58,666

59,690

60,708

7

57,918

58,939

59,958

60,986

62,008

63,024

8

61,134

62,150

63,168

64,195

65,214

66,230

9

64,360

65,489

66,606

67,628

68,571

69,588

10

67,801

68,829

69,859

70,877

71,898

72,915

11

71,944

73,010

74,051

75,100

76,130

77,171

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


 


SCHEDULE A

2013-2014 SALARY SCHEDULE

(2 ½ % 180 School Days)

 

 

 

 

 

 

 

 

I

II

III

IV

V

VI

 

VL

VL+30

VL+60

VL+90

VL+120 or

BS

VL+150 or

BS+30

 

BS

BS+15

BS+36 or M

BS+51 or

M+15

BS+66 or

M+30

M+60 or

Ed.D

 

 

 

 

 

 

 

1

44,855

45,901

46,958

48,006

49,050

50,093

2

47,994

49,116

50,080

51,129

52,173

53,218

3

49,396

50,227

51,501

52,550

53,606

54,644

4

52,255

53,308

54,352

55,394

56,452

57,499

5

55,155

55,671

56,724

57,764

58,812

59,862

6

56,988

58,043

59,093

60,133

61,182

62,226

7

59,366

60,412

61,457

62,511

63,558

64,600

8

62,662

63,704

64,747

65,800

66,844

67,886

9

65,969

67,126

68,271

69,319

70,285

71,328

10

69,496

70,550

71,605

72,649

73,695

74,738

11

73,743

74,835

75,902

76,978

78,033

79,100

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

SCHEDULE B

 

 

 

 

 

2011-2012 ATHLETIC STIPENDS (1% Increase)

 

 

 

 

 

Head Coaches (Payable at the end of the season)

Position

Level 1

Level 2

Level 3

Level 4

 

 

 

 

 

Director

6,463

6,790

7,110

8,659

Football

5,499

5,821

6,144

7,689

Basketball

4,525

4,850

5,172

6,718

Soccer

4,205

4,525

4,850

6,394

Baseball

3,882

4,205

4,525

6,074

Track / Cross Country

2,427

3,785

3,879

4,139

Softball

3,882

4,205

4,525

6,074

Volleyball

 

3,073

3,396

3,717

       5,265

Golf

2,427

3,785

3,879

4,139

 

 

 

 

 

Assistant Coaches (Payable at the end of the season)

Position

Level 1

Level 2

Level 3

Level 4

 

 

 

 

 

Football

2,750

2,914

3,073

3,843

Basketball

2,269

2,427

2,589

3,360

Soccer

2,104

2,269

2,427

3,206

Baseball

1,877

2,007

2,138

2,880

Track

1,811

1,911

2,007

2,718

Softball

1,811

1,911

2,007

2,718

Volleyball

1,811

1,911

2,007

2,718

 

 

 

 

 

Freshman

 

 

 

 

 

Position

Level 1

Level 2

Level 3

Level 4

 

 

 

 

 

All Sports

1,424

1,482

1,555

1,958

 

SCHEDULE B

 

 

 

 

 

2012-2013 ATHLETIC STIPENDS (2 % Increase)

 

 

 

 

 

Head Coaches (Payable at the end of the season)

Position

Level 1

Level 2

Level 3

Level 4

 

 

 

 

 

Director

6,592

6,926

7,252

8,832

Football

5,609

5,937

6,267

7,843

Basketball

4,616

4,947

5,275

6,852

Soccer

4,289

4,616

4,947

6,522

Baseball

3,960

4,289

4,616

6,195

Track / Cross Country

2,476

3,861

3,957

4,222

Softball

3,960

4,289

4,616

6,195

Volleyball

3,134

3,464

3,791

5,370

Golf

2,476

3,861

3,957

4,222

 

 

 

 

 

Assistant Coaches (Payable at the end of the season)

Position

Level 1

Level 2

Level 3

Level 4

 

 

 

 

 

Football

2,805

2,972

3,134

3,920

Basketball

2,314

2,476

2,641

3,427

Soccer

2,146

2,314

2,476

3,270

Baseball

1,915

2,047

2,181

2,938

Track

1,847

1,949

2,047

2,772

Softball

1,847

1,949

2,047

2,772

Volleyball

1,847

1,949

2,047

2,772

 

 

 

 

 

Freshman

Position

Level 1

Level 2

Level 3

Level 4

 

 

 

 

 

All Sports

1,452

1,512

1,586

1,997

 


 

SCHEDULE B

 

 

 

 

 

2013-2014 ATHLETIC STIPENDS (2 ½ % Increase)

 

 

 

 

 

Head Coaches (Payable at the end of the season)

Position

Level 1

Level 2

Level 3

Level 4

 

 

 

 

 

Director

6,757

7,099

7,433

9,053

Football

5,749

6,085

6,424

8,039

Basketball

4,731

5,071

5,407

7,023

Soccer

4,396

4,731

5,071

6,685

Baseball

4,059

4,396

4,731

6,350

Track / Cross Country

2,538

3,958

4,056

4,328

Softball

4,059

4,396

4,731

6,350

Volleyball

3,212

3,551

3,886

5,504

Golf

2,538

3,958

4,056

4,328

 

 

 

 

 

Assistant Coaches (Payable at the end of the season)

Position

Level 1

Level 2

Level 3

Level 4

 

 

 

 

 

Football

2,875

3,046

3,212

4,018

Basketball

2,372

2,538

2,707

3,513

Soccer

2,200

2,372

2,538

3,352

Baseball

1,963

2,098

2,236

3,011

Track

1,893

1,998

2,098

2,841

Softball

1,893

1,998

2,098

2,841

Volleyball

1,893

1,998

2,098

2,841

 

 

 

 

 

Freshman

Position

Level 1

Level 2

Level 3

Level 4

 

 

 

 

 

All Sports

1,488

1,550

1,626

2,047

 


 

SCHEDULE C

2011-2012

 

 

 

EXTRA-CURRICULAR ACTIVITIES (1% Increase)

 

 

 

 

 

 

 

 

 

YEARBOOK ADVISOR

$2727

 

JUNIOR CLASS ADVISOR (2)

$1122

 

SENIOR CLASS ADVISOR (2)

$1397

 

STUDENT COUNCIL

$2027

 

CHEERLEADER ADVISOR

$1364

per season

SKILLSUSA ADVISOR (4)

$1639

 

NATIONAL HONOR SOCIETY ADVISOR (2)

$1324

 

MENTOR TEACHER FACILITATORS (2)

                                  $1,200

 

CONTACT TEACHERS

            $1,000

 

 

 

 

 

 

 

 

 

 

 

 


 

SCHEDULE C

2012-2013

 

 

 

EXTRA-CURRICULAR ACTIVITIES (2 % Increase)

 

 

 

 

 

 

 

 

 

YEARBOOK ADVISOR

$2782

 

JUNIOR CLASS ADVISOR (2)

$1144

 

SENIOR CLASS ADVISOR (2)

$1425

 

STUDENT COUNCIL

$2068

 

CHEERLEADER ADVISOR

$1391

per season

SKILLSUSA ADVISOR (4)

$1672

 

NATIONAL HONOR SOCIETY ADVISOR (2)

$1350

 

MENTOR TEACHER FACILITATORS (2)

            $1,224             

 

CONTACT TEACHERS

$1,020

 

 

 

 

 

 

 

 

 

 

 

 

 


 

SCHEDULE C

2013-2014

 

 

 

EXTRA-CURRICULAR ACTIVITIES (2 ½ % Increase)

 

 

 

 

 

 

 

 

 

YEARBOOK ADVISOR

$2852

 

JUNIOR CLASS ADVISOR (2)

$1200

 

SENIOR CLASS ADVISOR (2)

$1461

 

STUDENT COUNCIL

$2120

 

CHEERLEADER ADVISOR

$1426

per season

SKILLSUSA ADVISOR (4)

$1714

 

NATIONAL HONOR SOCIETY ADVISOR (2)

$1384

 

MENTOR TEACHER FACILITARORS (2)

            $1,255         

 

CONTACT TEACHERS

$1,046

 

 

 

 

 

 

 

 

 

 

 

 

 

 


DURATION

 

This Contract shall take effect on the first day of September, 2011 and expire on the

 

31st day of August 2014.

 

The parties agree to commence negotiations for future salary schedules within a reasonable

 

time after a request to negotiate is made by the Union.

 

 

IN WITNESS WHEREOF the parties hereto set their hands and seals this 21st  day of

 

September , 2011.

 

 

OLD COLONY REGIONAL VOCATIONAL       TEAMSTERS UNION LOCAL 

TECHNICAL HIGH SCHOOL DISTRICT             NO. 59 

COMMITTEE                                                           

                                                                                   

By:  _________________________________          By:  ____________________________

 

By:  _________________________________          By:  ____________________________

 

By:  _________________________________          By:  ____________________________

 

By:  _________________________________          By:  ____________________________

 

By:  _________________________________          By:  ____________________________

 

                                                                                    By:  ____________________________

                                                                                            Philip Sullivan Sec. Treas. & E. O.

 

                                                                                    By:  ____________________________

                                                                                             George Belanger, Pres. & B. R.

 

                                                                                    By:  ____________________________

                                                                                             

 


 

 

 

 

 

IMPORTANT NOTICE

 

 

 

 

ALL MEMBERS ARE URGED TO CONTACT THE LOCAL UNION OFFICE IMMEDIATELY UPON THE FOLLOWING:

 

 

 

A change in his/her home address.

 

 

Desire to change beneficiaries through the following offices:

 

 

Local Union Office

Health and Welfare Fund

Pension Fund

Credit Union Office

 

 

TERMINATION OF EMPLOYMENT.

 

 

 

A MEMBER MUST REQUEST A WITHDRAWAL CARD IMMEDIATELY UPON TERMINATION OF EMPLOYMENT.  A MEMBER MAY REQUEST A WITHDRAWAL CARD IF HE/SHE IS TEMPORARILY OUT OF WORK DUE TO WORKERS COMPENSATION, OFF-THE-JOB INJURY OR SICKNESS, OR ON A LENGTHY LEAVE OF ABSENCE.

 

 

 

                                            Teamsters Union Local No. 59

                                                  27 South Sixth Street

                                                New Bedford, MA  02740

                                         (508) 993-1505 OR Fax (508) 999-0642