Oxford

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DistrictOxford
Shared Contract District
Org Code2260000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2015
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersSouthern Worcester County RVTSD
CountyWorcester
ESE RegionCentral
Urban
Kind of Communityrural economic centers
Number of Schools4
Enrollment2042
Percent Low Income Students28
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Oxford

Professional Contract

between the

Oxford School Committee

and the

Oxford Education Association

July 1, 2012 – June 30, 2015

Table of Contents

 

INTRODUCTION

1

PREAMBLE

1

ARTICLE I. RECOGNITION

2

ARTICLE II. CONSTRUCTION

2

ARTICLE III. COMPENSATION AND

2

OTHER CONDITIONS OF EMPLOYMENT

2

ARTICLE IV. MANAGEMENT RIGHTS

2

ARTICLE V. GRIEVANCE PROCEDURE

3

ARTICLE VI. STATUTORY RESPONSIBILITIES OF THE COMMITTEE

7

ARTICLE VII. EMPLOYEES'/ASSOCIATION RIGHTS

8

ARTICLE VIII. PAYROLL DEDUCTIONS

8

ARTICLE IX. LEAVES OF ABSENCE

9

ARTICLE X. SICK LEAVE BANK

15

ARTICLE XI. JOB VACANCIES & POSTING

18

ARTICLE XII. WORKING CONDITIONS

19

ARTICLE XIII. SALARY SCHEDULE

20

ARTICLE XIV. AGENCY SERVICE FEE

22

ARTICLE XV. RELATIONSHIP BETWEEN THE COMMITTEE

22

AND THE ASSOCIATION

22

ARTICLE XVI. ACADEMIC FREEDOM AND RESPONSIBILITY

23

ARTICLE XVII. NO STRIKE/NO LOCKOUT

24

ARTICLE XVIII. PERSONNEL FILE

25

ARTICLE XIX. EVALUATION

26

ARTICLE XX. REDUCTION IN FORCE

26

ARTICLE XXI. TUITION FREE ENROLLMENT

29

ARTICLE XXI A. TUITION REIMBURSEMENT

29

ARTICLE XXII. STABILITY OF AGREEMENT

29

ARTICLE XXIII. SAVING CLAUSE

29

ARTICLE XXIV. EXTENT

30

ARTICLE XXV. HEALTH INSURANCE

30

ARTICLE XXVI. DURATION

30

APPENDIX A. TEACHER SALARY SCHEDULE

32

APPENDIX B. DIFFERENTIALS

33

APPENDIX C. EXTRA-CURRICULAR ACTIVITIES

34

APPENDIX D. NURSES SALARY SCHEDULES

37

APPENDIX E. ARBITRATORS LIST

39

APPENDIX F. AGENCY FEE AUTHORIZATION

40

SIDE LETTER OF AGREEMENTS

41

MEMORANDUM OF AGREEMENT

42

INTRODUCTION

Pursuant to the provisions of Chapter l50E of the General Laws of Massachusetts, this contract is made this 22nd day of May, 2012, by and between the School Committee of the Town of Oxford, Massachusetts (hereinafter referred to as the "Committee") and the Oxford Teachers Association (hereinafter referred to as the "Association"), an affiliate of the Massachusetts Teachers Association (MTA) and the National Education Association (NEA).

This Agreement, entered into by the Committee and the Association, has as its purpose the promotion of harmonious relations between the Committee and the Association, the establishment of an equitable and peaceful procedure for the resolution of differences; and the establishment of wages, standards of productivity and performance, hours, and other terms and conditions of employment and thereby contributes to the continuing development of an educational system of the highest quality. This is a public policy mandate which binds the Association, the employees, and the Committee and Officers of the Oxford Public Schools.

PREAMBLE

Recognizing that our prime purpose is to provide education of the highest possible quality for the children of the Oxford Public School System and that good morale within the teaching and administrative staff of the System is essential to achievement of that purpose, we, the undersigned parties to this Agreement, declare that:

A.        Under the laws of the Commonwealth of Massachusetts the Oxford School Committee as elected by the citizens of the Town has final responsibility for establishing the educational policies of the System.

B.        The Superintendent of the Oxford School System (hereinafter referred to as the Superintendent) has responsibility for carrying out the policies so established.

C.        The Oxford Teachers have the responsibility for providing in the School System a full instructional program of the highest possible quality.

D.        Except as specifically excluded, those articles and sections which pertain to working conditions as negotiated under this Agreement and currently in force shall apply equally to all members of the bargaining unit. The terms "teacher" and "Association" shall be interchangeable where appropriate and applicable.

E.        To give effect to these declarations, the following principles and procedures are hereby adopted.

ARTICLE I. RECOGNITION

For the purposes of collective bargaining with respect to wages, hours, standards of productivity and performance, and other conditions of employment, the Committee agrees and does hereby recognize the Association as the exclusive bargaining agent for all regular full-time and part-time professional employees, including Nurses, but excluding the Superintendents, and all other administrators with less than a fifty percent (50%) schedule of classroom instructional assignments. See Appendix A.

ARTICLE II. CONSTRUCTION

Wherever the singular is used and the context clearly so requires, it shall include the plural. Wherever the masculine is used and the context clearly so requires, it shall include the feminine.

Whenever any provision of this Agreement shall require that any act be done by the Committee, by the Superintendent, by the Assistant Superintendent or by any member of the Administration of the school system, such act may be done by a designee, unless the contrary is expressly so provided. Notwithstanding the foregoing, whenever, by reason of any emergency or other exigency, the Superintendent, or any such member of the Administration, is unable to do any act required to be done by him, such act may be done by any person designated to do the same by the Committee.

ARTICLE III. COMPENSATION AND OTHER CONDITIONS OF EMPLOYMENT

Subject to the provisions of the Contract, the wages, hours and other conditions of employment applicable on the effective date of this Contract to the employees covered by this Contract shall continue to be so applicable. Under no circumstances are the terms and conditions of this contract intended to apply to employees of the Oxford School Committee who are not members of this bargaining unit.

ARTICLE IV. MANAGEMENT RIGHTS

The Association and the Oxford School Committee agree that the provisions of this Agreement shall be expressly limited to conditions of employment covered by this Agreement, and no provision shall be construed to restrain the School Committee from the management of its operations, including but not limited to the determination of the standards of service to be provided and standards of productivity and performance of its employees; the right to determine the size and composition of the work force; to determine educational and work standards; to decide the location and number of its offices, administrative buildings, schools, facilities, and physical plant; to determine the quantity and type of materials and equipment to be used in its operation; the speed of such equipment and the manning requirements of such equipment or any assignment; to determine the content of assignments; to promulgate reasonable rules and regulations; to select administrative, supervisory and managerial employees; to discipline, demote and discharge employees such discharge of professional status employees shall be for just cause;

to contract out work; to control and determine the state of materials and products which may be used by employees; to determine the time for work, staffing pattern and work area; to determine the method and place of performing work including the right to determine that the School Committee's work force shall not perform certain work; to transfer employees from one administrative area to another; to schedule work, and work breaks; to determine the method of performing work including the introduction of improved methods and facilities; to fix standards of quality and quantity for work to be done; to determine whether any part or the whole of its operations shall continue to operate; to establish, to change, or abolish any service; to maintain order and efficiency in its facilities and operations; to determine the duties of employees; to hire, lay off, assign, transfer, retrench and to determine the qualifications of employees; to promote employees; to determine the starting and dismissal time; to require overtime and all other rights and prerogatives including those exercised unilaterally in the past, subject only to such regulations and restrictions governing the exercise of these rights as expressly provided in this Agreement, statute or law. None of the above will be exercised in an arbitrary, capricious or discriminatory manner.

ARTICLE V. GRIEVANCE PROCEDURE

A.        Introduction

1.          It shall be the firm policy of the Committee to assure every person an opportunity to have the unobstructed use of the grievance procedure without fear of reprisal or without prejudice in any manner to his employment status.

2.         The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems which may from time to time arise affecting the salary or working conditions of persons provided for in this Agreement.

3.         Nothing herein contained will be construed as limiting the right of any person having a grievance to discuss the matter informally with any appropriate member of the administration.

B.        Definitions

1.          A "grievance" is a claim based upon an event or condition which affects the salary and/or conditions of employment of a person or group of persons and/or the interpretation, meaning or application of any of the provisions of this Agreement, or any subsequent agreement entered into pursuant to this Agreement.

2.         An "aggrieved person" is the person or persons making the claim.

3.         A "grieved person" is an individual or group of individuals who are alleged to be the cause of, or who have committed, a grievance.

4. A "party in interest" is the person or persons making the claim and any person who might be required to take action or against whom action might be taken in order to resolve the claim.

C.        General Principles

1.          Providing neither a time nor a monetary restriction is imposed on the party in interest, the resolution of a grievance shall be sought through administrative channels through Level II.

2.         No grievance shall be lost under the terms of this section providing that an attempt to resolve the matter through the administrative channel has been initiated prior to the expiration of the time period specified in Section E.

3.         Any party in interest may be represented at all stages of the administrative review or the grievance procedure by the Association and/or its representatives. When a person is not represented by the Association, the Association shall have the right to be present and to state its views on or after Level II.

4.         Both parties agree that these procedures will be kept as informal and confidential as may be appropriate. All proceedings will be accomplished with the least possible publicity by maintaining professional confidences so as to curtail any adverse effect on the Oxford Public School System.

D.        Procedure

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

2.         During the regular vacation periods, one (l) day per each five (5) school days shall be added to the time sequences for the Grievance Procedure steps.

3.         In the event a grievance is filed on or after June 1st which, if left unresolved until the beginning of the following school year, could result in irreparable harm to a party in interest, the time limits set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school term or as soon thereafter as is practicable.

4.         If the act or condition on which the grievance is based occurs between the first calendar day of July and the last calendar day of August the effective date shall begin as of the first school day of September.

5.         In those grievances involving a group or class of persons in one building, the Association will submit the grievance to the Principal, thus commencing the grievance procedure at Level I.

6.         If, in the judgment of the Association, a grievance affects a group or class of persons, the Association may submit such a grievance in writing to the Superintendent directly and the processing of such grievance shall be commenced at Level II.

If a person does not file a grievance in writing and the written grievance is not forwarded to the Superintendent within twenty (20) school days after the person knew or should have known of the act or condition on which the grievance is based, then the grievance will be considered as waived.

7.         The failure of an aggrieved person or persons to initiate or to proceed to the next step of the grievance procedure within the time limits set forth shall be deemed to be an acceptance of the decision previously rendered and shall constitute a waiver of any future appeal concerning the particular grievance. The failure of an administrator or one who is grieved against at any step to communicate his decision to the aggrieved within the specified time limits shall permit the aggrieved to proceed to the next step.

E.        Procedural Steps

Decisions rendered at Levels I, II and III of the grievance procedure will be in accordance with the procedures set forth below:

1.          Informal Level: A person with a grievance will within l5 school days, first discuss it with his immediate supervisor, with the objective of resolving the matter.

2.         Level I: The aggrieved person will present a written statement of his grievance to the Principal within ten (l0) school days after the informal level. The Principal will give a written decision to the aggrieved person within fifteen (l5) school days of receipt of the aggrieved person's statement.

3.         Level II

(a)        If the aggrieved person is not satisfied with the disposition of the grievance at Level I, or if no decision has been rendered within fifteen (l5) school days after presentation of the grievance, the person may file the grievance in writing with the Association within five (5) school days after the decision at Level I or fifteen (l5) school days after the grievance was presented, whichever is sooner. Within five (5) school days after receiving the written grievance, the aggrieved person or his Association representative will refer it in writing to the Superintendent.

(b)       The Superintendent will represent the Committee at this level of the grievance procedure. Within fifteen (l5) school days after receipt of the written grievance by the Superintendent, the Superintendent will meet with the aggrieved person in an effort to resolve it. The Superintendent shall render his decision in writing to the employee and the Association within fifteen (l5) school days after the meeting.

4.         Level III

(a)        If the aggrieved person is not satisfied with the disposition of his/her grievance by the School Committee, the person may file with the Association a written request for arbitration within ten (10) school days after the decision of the School Committee has been rendered. The Association will notify in writing the Superintendent of the request within ten (10) school days after it has been received. The Association and the Committee will mutually agree to the list of arbitrators in Appendix E. The panel shall be used in alphabetical order on a rotating basis depending upon availability. The arbitrator will hear the grievance at the time and place agreeable to all three (3) parties.

(b)       The award of the arbitrator shall be final and binding upon all parties, subject to the following conditions:

i.         The arbitrator shall make no award for grievances initiated prior to the effective date of this Article.

ii.        The arbitrator shall have no power to add to, subtract from, or modify this contract.

iii.        The arbitrator shall interpret only such items and determine such issues as may be submitted to him by the written agreement of parties.

iv.        Grievances may be settled without precedent at any stage of the procedure until the issuance of a final award by the arbitrator, upon mutual agreement.

(c)        Appeal from the arbitrator's award may be made to the Superior Court on any of the following bases, and said award will be vacated by the Court and another arbitrator shall be appointed to determine the merits if:

i.         The arbitrator exceeded his powers by deciding the case upon issues other than those specified in Section 5 (b) and (c), or exceeded his jurisdiction by deciding a case involving non-grievable matters, or rendered an award requiring the School Committee, its agents, or representatives or the grievant to commit an act or to engage in conduct prohibited by law as interpreted by the Courts of this Commonwealth.

ii.        There was no arbitration agreement on the issues that the arbitrator determined, the parties having agreed to submit only those items to arbitration as the parties had agreed to in writing prior to the hearing, provided that the aggrieved party did not waive his objection during participation in the arbitration hearing.

F.         Waiver, Admission and Termination

1.          Waiver - Failure of a grievant to comply with any of the provisions of this Article shall be deemed to be a waiver of the right to seek resolution of the grievance under the terms of the Agreement. In determining whether there has been any such failure to comply with any of the provisions of this Article, time shall be deemed to be of the essence, provided, however, that the time limits prescribed herein may be extended in any specific instance by mutual written agreement of the parties.

2.         Admission - The resolution of a grievance by the School Committee, or any of its designees, shall not be deemed to be an admission by the School Committee that the grievance has, for any other purpose or proceeding, standing as a grievance, or be an admission by the School Committee of any violation or breach of the terms of this Agreement, or be an admission by the School Committee that such grievance is cognizable or justifiable according to any applicable provisions of the laws of the Commonwealth.

3.         Termination - If any member and/or members of the bargaining unit shall initiate in any administrative forum other than the Labor Relations Commission or in any judicial forum any proceeding that relates to any matter that is the subject of a grievance that is pending, the proceeding shall terminate as of the date of the initiation of such other administrative or judicial proceeding, and the grievance procedures aforesaid shall be inapplicable to such a grievance.

G.        Release Time

Release time for members of the bargaining unit - It is understood that grievances will ordinarily be processed during working days; the parties therefore agree that, whenever the work schedules of the grievant, of any Association representative and of any material witnesses who are members of the bargaining unit so require, such participants shall be given so much release time from their scheduled work assignments without loss of pay as the Superintendent shall determine necessary for attendance at any hearing, meeting or other procedure that shall be required for the processing of any grievance.

H.        Extent

Any grievance and/or other legal action initiated prior to the effective date of this Agreement shall follow the procedures under which it originated.

ARTICLE VI

STATUTORY RESPONSIBILITIES OF THE COMMITTEE

All management rights and functions, except those which are clearly and expressly abridged by this Agreement, shall remain vested exclusively in the Committee. Nothing contained in this Agreement shall be deemed or construed to impair or limit the powers and duties of the Committee under the Laws of the Commonwealth, which powers include the power to adopt and establish policies to the extent that such policies do not contravene any express provision of this Agreement.

ARTICLE VII

EMPLOYEES'/ASSOCIATION RIGHTS

A.        The rights and benefits provided to persons covered by this Agreement are in addition to those guaranteed by Town, State or Federal Law.

B.        Information to Association

The School Committee shall make available to the Association, upon the written request of the Board of Directors thereof and within a reasonable time thereafter, such statistics and information, related to the collective bargaining unit, in its possession as are necessary for the implementation of this Agreement. It is understood that this shall not require the School Committee to compile information and statistics in the form requested unless already compiled in that form, or to supply any information deemed by the School Committee to be confidential.

C.        Bulletin Boards

There will be one (l) bulletin board in each school building which will be placed in the faculty lounge for the purpose of displaying Association material.

D.        1.        Not later than October 31st of each year the District shall provide the Association with a list of the names, home addresses, home telephone numbers, current assignments and primary job locations of all bargaining unit members.

2.        During the course of the school year, the District shall notify the Association of any additions to or deletions from the list, providing the information delineated above within two (2) weeks of any such change.

ARTICLE VIII. PAYROLL DEDUCTIONS

A.        The Committee agrees to deduct from the salaries of the employees who have on file with the Committee a deduction authorization card, to be supplied by the Association, the dues required as a condition of acquiring or retaining membership in the Oxford Education Association, Massachusetts Teachers Association and the National Education Association.

B.        The Committee also agrees to authorize payments to the Massachusetts Teachers' Association Credit Union.

C.        Annuities and other additional deductions such as disability insurance, etc. may be deducted, provided, however, that said company has been approved by the Committee or the Town of Oxford.

D.        Whenever possible, employees shall be paid on Thursdays.

E.        The following three pay method options shall be available to all bargaining unit members:

1)   bi-weekly pay

2)   Lump sum payment at the completion of the work year

3)   Twenty-one payment plan

F.         Effective July 1, 2012, all unit members must receive direct deposit. A one (1) year extension will be granted to any OEA members who did not receive direct deposit during the 2011-2012 school year.

ARTICLE IX. LEAVES OF ABSENCE

A.        Sick Leave

1.         All bargaining unit members shall receive twelve (12) days of sick leave each year. Such sick leave shall be credited at the start of each school year. Sick days may be used in half-day increments.

2.         There shall be no limitation of the number of sick days which may be accumulated.

3.         Each employee will be notified in writing of his/her total accumulation of sick days by October l5th.

4.         Employees may utilize up to five (5) sick leave days per school year when the spouse, child or parent of the employee or his/her spouse or any relative living in the immediate household of the employee is seriously ill. The Superintendent may grant additional leave to be credited against unused sick leave at his/her discretion when the circumstances so warrant.

5.         Upon retirement or resignation, after twenty-five (25) years of service to the Oxford School System, an employee will be paid thirty-five dollars ($35) per day for each unused sick day up to a maximum of eighty (80) days. At the option of the employee, and subject to other provisions of this Agreement and all applicable laws and regulations, the District will contribute to a 403(b) custodial account approved by the District, the amount of money payable under this section subject to the limit for total 403(b) contributions for the employee for that year under the applicable limitations of the Internal Revenue Service Code. Any amount in excess of the Code limitations shall be paid in a single lump sum check and shall be subject to all applicable taxes. The making of such contribution and the direct payment of any additional amount shall constitute full performance and shall discharge the District’s obligation under the terms of THIS Article.

6.         If a pattern of sick leave abuse can be reasonably established, the suspected abuser would be informed of his/her suspected abuse of sick leave (in the presence of a union representative). If the pattern of abuse continues, appropriate disciplinary actions/steps will be taken by the administration.

7.        On the sixth (6th) consecutive work day of employee illness, the principal will ask for proper medical documentation to either substantiate the continued absence or to assure the fitness of the unit member to return to his/her assignment.

B.        Personal Days

1.         All employees shall be granted three (3) personal days each year for personal matters which require absence during school hours. An employee may, if s/he requests, use personal leave in half day increments.

2.         Whenever possible, application for such leave shall be made as far in advance as practicable and ordinarily within at least forty-eight (48) hours.

3.         No reason for the leave shall be required other than the fact that personal leave is needed.

4.         Unused personal leave days shall be added to the employee's accumulated sick leave days at the end of the school year.

5.         Personal days may be taken during the first twenty (20) working days of any academic year or during the month of June. Personal days may not be taken on the day before or the day after a holiday or vacation day except in extreme emergencies in which case application must be made to and approved by the Superintendent.

C.        Bereavement Leave

1.          In the event of the death of a parent, child, legal guardian, spouse, sibling, parent of spouse, grandparent, grandchild, or person living in the immediate household of the employee, the employee shall be granted a leave of absence with pay of either five (5) work days following the day of death or five (5) work days from the day of the funeral.

2.         In the event of the death of a cousin, aunt, uncle, niece, nephew, godparent or godchild, grandparent of spouse, brother-in-law or sister-in-law, the employee shall be granted a leave of absence with pay up to two (2) days.

3.         Bereavement leave shall not be deducted from sick leave or personal days.

4.         The Superintendent may authorize additional bereavement leave under unusual circumstances. Such additional leave will be deducted from the employee's personal days or, in the event the employee has no unused personal days, from the employee's sick leave.

D.        Child Birth and Maternity Leave

1.          A full-time employee who has completed her probationary period, or, if there is no such probationary period, has been employed for at least three (3) consecutive months, and who is absent from her employment with the Oxford School Department for a period not exceeding eight (8) weeks for the purpose of giving birth or adopting a child, shall be granted a maternity leave or an adoption leave without pay if her request for such leave is made to the Superintendent at least two (2) weeks in advance of the anticipated date of departure. If the employee has accrued sick leave or vacation leave, she may use such leave credits for which she is eligible under the sick leave or vacation provisions of the Agreement.

2.         At the expiration of the maternity leave, the employee will be restored to her previous position or similar position with the same status, pay, and length of service credit as of the date of her leave. If, during the period of the leave, employees in the same or similar position have been laid off through no fault of their own, the employee will be extended the same rights or benefits, if any, extended to employees of equal length of service in the same or similar position.

3.         Notwithstanding any other provision of this Agreement to the contrary, the maternity leave granted under this Article shall not affect the employee's right to receive any contractual benefits for which she was eligible at the time of her leave.

4.         If, upon the request of an employee on maternity or adoption leave, the Superintendent grants a leave beyond the eight (8) weeks, such leave shall be considered a regular leave of absence without pay. The period of such unpaid leave shall not be included in any computation of contractual benefits, rights or advantages.

5.         Effective July 1, 2012, the past practice of paying for maternity leave other than specified in this section shall end. Additionally, maternity leave shall be consecutive beginning on the date of birth and shall include both school and non-school days in accordance with state and federal law.

E.        Parental Leave

Upon written application to the Superintendent, including a statement of any reasons, any employee who has completed any applicable probationary period and who has been employed at least three (3) consecutive months and who has given at least two (2) weeks prior notice of his/her anticipated date of departure and who has given notice of his/her intention to return, may be granted parental or adoptive leave for a period not exceeding two (2) weeks. Such leave shall be without pay for such period. The purpose for which an employee may submit his/her application for such unpaid leave shall be limited to the need to care for, or to make arrangements for the care of, a minor dependent child of the employee, whether or not the child is the natural, adopted or stepchild of such employee. The Superintendent at his/her sole discretion may extend said leave up to but not exceeding three (3) months if the purpose of said leave is for the adoption of a child and the agency through which the child is adopted requires the parent(s) to be in the home for said time.

F.         Unpaid Personal Leave

1.          Unpaid personal leave other than hereinbefore specified may be granted by the Superintendent upon the written request of the employee at least thirty (30) days in advance.

2.         Retirement, seniority and sick leave shall not accrue during the term of such leave, if granted. Any employee on leave will be placed on the applicable salary schedule at the proper step, provided that employee has taught one hundred twenty (l20) days or more in the school year in which the leave commenced.

G.        Voting Leave

An employee whose hours of work preclude him from voting in a town, city, state or national election, shall upon application be granted a voting leave with pay, not to exceed two (2) hours after the polls open, for the sole purpose of voting in the election.

H.        Civic Duty Leave

1.          Employees summoned for jury duty will be granted a leave of absence with pay for the time lost from their regular work schedule while on said jury duty upon presentation of the appropriate summons to the Superintendent by the employee.

2.         An employee who receives jury fees for jury service upon presentation of the appropriate court certificate of service shall either:

a.         retain such jury fees in lieu of pay for the period of jury service if the jury fees exceeds his regular rate of compensation for the period involved; or

b.         remit to the Oxford School System the jury fees if less than his regular rate of compensation for the period involved.

3.         Jury fees for the purpose of this Article shall be the per diem rate paid for jury duty by the Court, not including the expenses reimbursed for travel, meals, rooms, or incidentals.

4.         An employee summoned as a witness in court on behalf of the Commonwealth or any town, city or county of the Commonwealth or on behalf of the Federal Government, shall be granted court leave with pay upon filing of the appropriate notice of service with the Superintendent except that this Section shall not apply to an employee who is also in the employ of any town, city or county of the Commonwealth or in the employ of the Federal Government or any private employer and who is summoned on a matter arising from that employment.

5.         All fees for court service except jury fees paid for service rendered during office hours must be paid to the Town of Oxford. Any fees paid to an employee for court services performed during a vacation period may be retained by the employee. The employee shall retain expenses paid for travel, meals, rooms, etc.

6.         An employee on court leave who has been excused by the proper court authority shall report to his work location if such interruption in court services will permit four (4) or more consecutive hours of employment. Court leave shall not affect any employment right of the individual.

7.         No court leave shall be granted when the employee is the defendant or is engaged in personal litigation, unless such litigation arises out of the legitimate performance of his assigned responsibilities.

I.         Military Leave

1.          An employee shall be entitled, during the time of his service in the Armed Forces of the United States, under M.G.L., Chapter 33, Sections 38, 40, 4l, 42 or 60, to receive pay therefore, without the loss of his ordinary remuneration as an employee.

2.         An employee shall be entitled, during his annual tour of duty not exceeding seventeen (l7) days as a member of a reserve component of the Armed Forces of the United States, to receive pay therefore, without loss of his ordinary remuneration as an employee under M.G.L., Chapter 33, Section 59, as amended.

3.         An employee who is a member of a reserve component of the Armed Forces and who is called for duty other than the annual tour of duty not exceeding seventeen (l7) days shall be subject to the provisions of Chapter 708 of the Acts of l94l as amended, or Chapter 805 of the Acts of l950 as amended, or Chapter 67l of the Acts of l966 as amended.

4.         In accordance with Chapter 708 of the Acts of l94l as amended, an employee who, on or after January first, nineteen hundred and forty, (January l, l940) shall have tendered his resignation or otherwise terminated his service for the purpose of serving in the military or naval forces of the United States, who does serve or was or shall be rejected for such service except as otherwise provided by Chapter l08 of the Acts of l94l as amended, be deemed to be or have been on military leave and no such person shall be deemed to be or have resigned from the service of the Commonwealth or have terminated such service until the expiration of two (2) years from the termination of said military service by him/her.

J.        Blood Donations

Leave of absence with pay may be granted for the purpose of donating blood not to exceed two (2) hours. The above leave may be extended at the discretion of the Superintendent.

K.        Civil Defense

Leave of absence without pay may be granted to unit members who are Civil Defense Officers for the purpose of participating in local, state-sponsored and federal seminars and programs designed to improve their knowledge and understanding of Civil Defense.

L.        Union Leaves of Absence

Paid leaves of absence may be granted to Association officers, representatives, and elected delegates of the Association to attend meetings, conventions, and executive board meetings of the local, city, state, regional and parent organizations. Request for said leaves must be submitted to the Superintendent at least fourteen (l4) days prior to the effective date of said requested leave.

M.       Convention Leave

Leave of absence without pay may be granted to a unit member or members who are delegates to a state or national convention of fraternal or civic organizations.

N.        Religious Leave

1.          Upon the approval of the Superintendent, an employee may receive up to three (3) days leave without loss of pay or benefits for required observance of recognized religious rites when such observance of recognized religious rites is not possible outside the school day.

2.         These days are not to be deducted from any sick or personal leave.

O.        Professional Leave

Upon written request to the Superintendent, permission may be granted to employees to travel at District expense for purposes of professional development.

P.        Sabbatical Leave

A sabbatical leave may be granted by the Superintendent of Schools to any professional Staff member having a total of five (5) years’ experience in the Oxford School System. Preference shall be given to those applicants having seniority and in the order in which applications are received. No more than one percent (l%) of the total full time professional staff may be on leave during any one year. A sabbatical leave may be granted for a full year or for one-half year. Salary during sabbatical leave shall be one-half of the regular salary provided that such pay when added to any program grant will not exceed the regular salary rate. Sabbatical leave shall be utilized for study and professional advancement which will be an advantage to the Oxford School System. Employees accepting sabbatical leave must complete an affidavit stating they will return to the Oxford School System for a period of one year at the end of one semester leave and two years at the end of a full year's sabbatical leave, and that in default of completing such service, the employee will refund to the city or town an amount equal to such proportion of salary received by him while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered.

Q.        Under normal circumstances, employees taking a leave of absence for an extended period of time (e.g., Sabbatical, Unpaid Personal Leaves) shall notify the Superintendent of Schools, in writing, by February l5th of their intent to return for the succeeding school year.

It is recommended that those who have definite knowledge prior to the above stated date notify the Superintendent of Schools as soon as possible.

In the exercise of discretion as referenced in this Article, whether by the Superintendent or School Committee, no decision shall be made in an arbitrary or capricious manner.

ARTICLE X. SICK LEAVE BANK

A.        Not later than thirty (30) days following the execution of this Agreement a member of the bargaining unit who is not already a member of the sick leave bank may become a member thereof by assigning one (1) day of his personal sick leave accumulation to the bank. Thereafter, a member of the bargaining unit who is not a member of the sick bank may become a member by assigning to the bank, during any subsequent month of October, one (1) day of his personal sick leave accumulation.

Whenever the accumulation of sick leave days in the sick leave bank shall have fallen below seventy-five (75) days, the Superintendent or his designee shall notify the President of the Association in writing and any member of the sick leave bank wishing to remain, and any other member of the bargaining unit wishing to become a member thereof shall, within fifteen (15) days after the giving of such notice, assign one (1) additional day of his personal sick leave accumulation to the bank; provided, however, that any member of the sick leave bank wishing to remain a member thereof and who shall have exhausted his personal sick leave accumulation on the date of the giving of such notice, shall assign such additional day within fifteen (15) days after the date on which such member is next entitled to personal sick leave; and provided further that such member shall retain all his rights in the bank until such period of assigning an additional day shall have expired.

Assignment by a member of the bargaining unit of a personal sick leave day to the bank shall be made in writing to the Superintendent or his designee. The Superintendent or his designee shall maintain a register of the membership of the sick leave bank and of the number of sick leave days accumulated in the bank.

No member of the bargaining unit shall be entitled to become a member of the sick leave bank save as is hereinbefore provided.

Once he has been off the payroll for five (5) days, every member of the sick leave bank shall draw upon the sick leave bank as needed. Whenever any person is drawing upon the sick leave bank and, while doing so, is entitled to accumulate personal sick leave in accordance with the provisions of the Collective Bargaining Agreement, the amount of such sick leave that would otherwise accrue to such person shall accrue in its full amount to the sick leave bank.

The Superintendent or his designee may at any time, and upon the written request of the President of the Association shall, require that any member of the bargaining unit who is on leave of absence by reason of sickness be examined by a physician chosen by the Superintendent or his designee; and any member of the bargaining unit who thereafter fails or declines to be so examined shall not be entitled to draw upon any accumulated sick leave or upon any sick leave bank for so long as he fails or declines to be so examined. The cost of any such examination shall be borne by the individual.

In the event that the physician conducting such examination thereafter certifies that the member of the bargaining unit in question is medically able to resume the performance of his duties, such member of the bargaining unit shall thereupon do so, and his entitlement to sick leave shall cease on the date he resumes the performance of his duties or at the expiration of the fifth (5th) day following the date of the physician's certification, whichever is sooner; provided that such entitlement shall not lapse during the pendency of any appeal from the physician's certification.

Any member of the bargaining unit wishing to appeal any physician's certification shall do so by giving notice thereof in writing to the Superintendent of Schools within five (5) days following the date of such certification. Within ten (10) days following the giving of such notice, the member of the bargaining unit shall give further notice to the Superintendent of the name of a physician whom he thereby designates to serve as a member of a medical review panel, which panel shall be thereupon constituted for the purpose of considering the question whether the member of the bargaining unit in question is medically able to resume the performance of his duties. Failure to give either of the above-described notices in timely fashion shall constitute waiver of the appeal.

The medical review panel shall be composed of the physician so designated by the member of the bargaining unit; the physician whose certification has given rise to the appeal or another physician chosen by the Superintendent or his designee if the first is unwilling or unable to serve; and a third physician chosen by the other two.

The medical review panel, as promptly as it may, shall, by a majority vote of its members, determine whether the member of the bargaining unit is or is not, at that time, medically able to resume the performance of his duties. The panel shall not be required to conduct any hearings in this regard but the panel may require such member of the bargaining unit to produce, or authorize the release of, such medical records as it deems relevant to the making of its determination, and it may conduct or cause to be conducted such physical examinations as it deems appropriate.

The decision of the panel shall be final and binding and shall not be the subject of any claim or grievance prosecuted pursuant to the Collective Bargaining Agreement or otherwise. Notwithstanding the foregoing, upon the written request of either party to this Agreement, such decision may be reconsidered by the same panel or, in the event that any of its members are unwilling or unable to serve, by one constituted in like fashion. Any such panel shall have the authorities and responsibilities of the original panel.

The Committee shall bear the cost of the services of any physician designated by it to serve on a medical review panel, the member of the bargaining unit taking the appeal shall bear the cost of any physician designated by him for such purpose, and the parties to this Agreement shall, in equal shares, bear all other costs of the panel, including the cost of the third physician; provided, however, that they shall not be required to bear the cost of any laboratory tests or other medical procedures, exclusive of physical examinations conducted by members of the panel, without their first agreeing to do so.

The failure or refusal of any member of the bargaining unit who has taken an appeal to submit to any physical examination by a member or members of a medical review panel or to produce, or authorize the production of, any medical records requested by such panel shall be cause for it to dismiss such appeal.

No member of the sick leave bank shall draw upon the bank during maternity leave except in those instances when physical disability, beyond the normal period of pregnancy disability, is so certified.

B.        Any member of the bargaining unit who leaves the employ of the Oxford School System and is later re-employed shall be credited with any such personal sick leave accumulation as existed at the end of his previous service. Any such person so re-employed shall be entitled to draw on the sick leave bank if he was so entitled to draw on the sick leave bank at the date on which he left the employ of the Oxford School System. The provisions of this paragraph shall not apply where reemployment occurs after an absence of three (3) years or more unless approval of the Superintendent is secured and only if such absence was for any of the following reasons:

1.         Illness of such person and not because of illness in his immediate family;

2.         Dismissal through no fault or delinquency attributable to such person; or

3.         Injury sustained while in the service of the Oxford School System in the line of his duties and for which such individual should be entitled to receive Worker's Compensation benefits.

C.        A member of the bargaining unit who receives disability retirement compensation provided by statute and who is entitled to any personal sick leave allowance may take that portion of his personal sick leave allowance payment which, when added to the amount of the disability compensation provided by statute, will result in the payment to him of his full salary. The sick leave bank shall not be used for this purpose; however, sick leave may be utilized until such retirement goes into effect.

If and when a member of the bargaining unit has sick leave credits available, and is injured while in the performance of his duty, and such injury could result in a claim under Chapter 152 of the General Laws (Worker's Compensation Act), he shall be paid his sick leave up to the extent of his personal credits until payments under the Worker's Compensation Law begin. Any adjustments due him because of the effects of this provision shall be made thereafter. The sick leave bank shall not be used for this purpose.

D.        The provisions of Section A shall not be deemed to be of application to a bargaining unit member who shall have retired.

E.        Notwithstanding the above provisions of this Article, no bargaining unit members shall draw sick days from the sick leave bank in excess of two hundred and twenty (220) days within any three year period.

F.         The provisions of this Article shall not be subject to the grievance or arbitration procedures of this Agreement.

ARTICLE XI. JOB VACANCIES & POSTING

A.        When a vacancy occurs during the school year, including extracurricular or administrative positions, caused by death, retirement, discharge, resignation or the creation of a new position, said position shall be posted pursuant to the following procedure:

(1)       The vacancy shall, at a minimum, be posted in every school for at least five (5) working days and a copy of said posting will be sent to the President of the Association or designee.

(2)       The notice of vacancy will have the title of position, subject and/or grade level, rate of compensation and the deadline for filing applications.

B.        No public advertising of a position shall occur prior to the initial date the position is posted within the system. After five (5) days of internal posting, all positions will be posted to an educational employment website such as SchoolSpring.com or massupt.org.

C.        Teachers desiring a transfer will submit a written request to the Superintendent stating the assignment preferred including grade or subject. Such requests should be submitted between September 1st and April 1st.

The Superintendent will post anticipated openings internally for the following school year as soon as practicable.

The Superintendent will make a decision regarding transfer requests prior to the outside posting of vacancies. A request for transfer will expire on June 30th.

Nothing in this section will prevent a teacher from applying and being considered for a position posted at other times under the terms of this article.

D.        The parties, by mutual consent, may waive any of the time lines referenced above.

E.        Appointments will be made without regard to race, creed, color, religion, nationality, sex, age or marital status.

F.         In the event no applicants apply for said vacancy, the administration shall re-post the position for an additional five (5) days and will give preference to in-service unit members who apply during this extended period. During the five (5) day additional posting period, the School Committee has the right to advertise the position outside the system.

ARTICLE XII. WORKING CONDITIONS

A.        Length of School Year

1.         The length of the school year shall consist of the minimum number of days prescribed by the Massachusetts Board of Education. Any days lost due to any circumstances will not be made up provided that the total number of days for that school year will not go below the state minimum. The length of the school year shall be 180 school days, plus 4 (four) contractual days.

2.         No employee covered by this Contract will be required to be in attendance more than four (4) days beyond the prescribed number of days. All teachers new to the system will be required to attend one (1) additional day for orientation purposes.

3.         Guidance and/or other personnel may be asked to work additional days. In such cases the employee shall be paid at their per diem rate of pay.

B.        Length of School Day

1.         Unless otherwise indicated teachers are required to work, the hours set forth below:

Elementary Schools                          6 hours, 40 minutes daily

Middle Schools                                6 hours, 40 minutes daily

High School                                    6 hours, 35 minutes daily

2.         All teachers are required to schedule one extra hour after the regular school day each week for the tutoring of students or parent conferences by appointment. If no student needs extra help and no parent conferences are scheduled the teacher is not required to remain the extra time.

3.         All OEA members shall be required to work one (1) additional hour per month, to attend department/grade level meetings.

C.        Duty Free Lunch

All employees shall have a duty free lunch as scheduled by the Building Principal.

D.        Teacher Load

1.        Except in unusual or emergency situations as determined by the Building Principal, Middle School and High School teachers shall be guaranteed five (5) preparation periods per week, one each day. Said period shall be of the same duration as the regular classroom period. The Committee and/or Administration shall make a diligent, good faith effort to provide substitute teachers.

2.        Except in unusual or emergency situations as determined by the building principal, all elementary teachers assigned to the Barton, and Chaffee Elementary Schools will be guaranteed forty-five (45) consecutive minutes of daily planning time. Such daily planning time to be provided within the teacher’s contracted work day schedule. The Committee and/or Administration shall make a diligent, good faith effort to provide substitute teachers.

E.        Parents' Night

Employees may be required to attend the following evening meeting(s) per year for the purpose of meeting parents:

High School                          l evening meeting per year

Middle School                      1 evening meeting per year

Elementary Schools               1 evening meeting per year

An open house will be conducted at the elementary schools between 1:00 p.m. and 3:00 p.m. on the first day that teachers report to work.

F.         Faculty Meetings

Faculty Meetings shall not exceed one (l) per month. Faculty meetings shall last no more than sixty minutes after the normal student dismissal time. The building principal shall provide all teachers with a tentative agenda at least 24 hours in advance of the meeting.

G.        No employee shall be required to transport students in his/her private vehicle.

ARTICLE XIII. SALARY SCHEDULE

A.        Increases shall become effective in September of each year except as otherwise provided in this contract. Annual increments based on the existing salary schedules shall be included in the budget. The salary schedules shall apply to all unit members. Inconsistencies shall be remedied immediately.

B.        Advancement from one salary level to another shall take place on September 1 or February 1, during each school year. The school year is to be considered as running from September 1st of one calendar year through June 30th of the next calendar year. Teachers who advance on the salary schedule on February 1 shall be paid at the rate of the higher salary schedule for the remainder of the school year.

C.        Advancement from one salary level to another shall take place provided that:

1.         B.A. + 15 - Nine of the fifteen graduate credit hours must be applicable to the major teaching field of the applicant.

2.         For those teachers enrolled in a Master's Degree program in Education, the requirements of the college or university will suffice.

3.         For those teachers enrolled in a Master's Degree program in his/her subject area, twenty-one of the credit hours must be in his major teaching field.

4.         B+45 - Thirty of the forty-five credit hours must be applicable to the major teaching field of the applicant.

5.         M.A. + 15 - Nine of the fifteen credit hours must be applicable to the major teaching field of the applicant.

6.         M.A. + 30 - Twenty-one of the thirty graduate credit hours must be applicable to the major teaching field of the applicant.

7.         M+45 and CAGS - Thirty of the forty-five graduate credit hours must be applicable to the major teaching field of the applicant.

8.         Doctorate - Degree must be attained in an acknowledged academic area.

D.        A limited number of undergraduate credits will be permitted with prior written approval of the Superintendent of Schools, when the undergraduate courses will enhance the teacher's knowledge in a particular subject area. Such approved courses will be considered to fulfill the requirements of Section B, above.

E.        Newly appointed, experienced teachers shall have their salary status determined by the Superintendent of Schools.

F.         A longevity increment of $800 shall be granted to all personnel possessing eleven (11) years of service in the Oxford School System. A longevity increment of $1,000 shall be granted to all personnel possessing fifteen (15) years of service in the Oxford School System and a longevity increment of $1200 shall be granted to all personnel possessing twenty (20) years of service in the Oxford School System. A longevity increment of $2,500 shall be granted to all personnel possessing twenty-five (25) years of service in the Oxford School System.

G.        For service rendered after September l, l985, years of service shall be defined as the number of years in the Oxford School System except as defined elsewhere in this Agreement. An employee must work one hundred twenty (l20) days in a given school year to constitute one (1) year of service.

H.        Salaries:

1.         Teachers Salary Schedules for the 2012-2015 school years – Appendix A

2.         Differential Schedules for the 2012-2015 school years – Appendix B

3.         Co-Curricular Salary Schedules for 2012-2015 school years – Appendix C

4.         Nurses Salary Schedule for the 2012-2015 school years – Appendix D

ARTICLE XIV. AGENCY SERVICE FEE

As a condition of employment during the term of this Agreement every member of the bargaining unit who is not also a member of the Association shall pay or, by payroll deduction, shall have paid to the said Association an agency service fee that shall be one hundred percent (100%) of the then current rate of dues payable by a member of the said Association; provided, however, that no such payment or deduction shall include any amount that represents a cost not related to collective bargaining and contract administration, all as is required by the provisions of Section 3 of Article IX of the Rules and Regulations Relating to the Administration of Chapter 150E of the General Laws as such Rules and Regulations have been promulgated, and as they may be amended from time to time, by the Labor Relations Commission. Such fee so required to be paid shall be payable on or before the thirtieth (30th) day next following the beginning of employment of such member of the bargaining unit or on or before the thirtieth (30th) day next following the effective date of this Agreement, whichever shall be later.

Such fee may be paid by payroll deduction if so authorized pursuant to an “Agency Service Fee Deduction Authorization” as set forth in Appendix F of this Agreement; provided, however, that such authorization shall be deemed to have effect only with respect to such sum as is herein provided. Any other provisions of this Agreement to the contrary notwithstanding every unit member who shall have failed to fulfill the condition of employment as is herein prescribed shall be subject to immediate dismissal and shall be so dismissed by the Committee with effect no later than the end of the semester during which the Committee shall have acted to dismiss him in accordance with the provisions of this Agreement; provided, however, that such dismissal shall be effected by notice promptly issued by the Committee or its designee to such unit member after the Association shall have notified the Superintendent that such unit member has not fulfilled the condition herein prescribed. The said notice shall be sent by registered mail, return receipt requested, and shall give such unit member fourteen (14) days from the date of its receipt to fulfill the said condition. Within the said fourteen (14) days, the Committee or its designee shall grant such unit member such opportunity to respond to the said notice as the Committee may from time to time prescribe for the purposes of this provision.

Whenever such unit member shall not have fulfilled the condition herein prescribed within the said fourteen (14) days, the Committee shall act to dismiss him at its next meeting following the expiration of the said fourteen (14) days; provided, however, that the Committee need not so act if such unit member fulfills the said condition prior to the date of such meeting.

ARTICLE XV. RELATIONSHIP BETWEEN THE COMMITTEE

AND THE ASSOCIATION

A.        Fair Practices

1.        As sole bargaining agent the Association shall continue its policy of accepting into membership all eligible persons in the unit without regard to age, race, color, creed, national origin, sex, marital status, veteran’s status, or physical handicap. The Association shall represent equally all members of the bargaining unit without regard to membership or participation in the activities of any employee organization.

2.         The Committee agrees to continue its policy of non-discrimination against any person on the basis of age, race, color, creed, national origin, sex, marital status, veteran’s status, physical handicap or participation in or association with the activities of any employee organization.

3.         Moreover, the Association agrees to cooperate with the Committee in the implementation of the Affirmative Action Program in effect on the date of execution of this Agreement; provided, however, that nothing herein contained shall be deemed to prohibit the Committee from amending such program from time to time for the purpose of causing it to conform with any applicable state or federal law, any applicable rule or regulation made there under, or any applicable order or directive issued by any agency, including any court, having authority therein.

4.         The parties agree that no provision of this Section shall be deemed to create, or to confer on any person, any right enforceable under the terms of this Agreement. It is the understanding of the parties that the public policies to which they hereby pledge themselves are properly established and enforced through mechanisms other than those set forth or established in this Agreement.

B.        Individual Contracts

All rights, benefits, duties and obligations of members of the bargaining unit as set forth in this Agreement shall, during the term of this Agreement, be expressly incorporated by reference into, and made a part of, any contract of employment that has been or shall hereafter be entered into between the Committee and any person who is or shall thereafter become a member of the bargaining unit; and no such contract shall be contrary, in whole or in part, to the terms and conditions set forth herein.

ARTICLE XVI. ACADEMIC FREEDOM AND RESPONSIBILITY

A.        Academic Freedom

The parties endorse the principles and standards of academic freedom and academic responsibility as generally and traditionally accepted in elementary and secondary education. The parties agree to promote public understanding, support academic freedom, and agree upon the following to assure academic freedom in the school system. Public school systems are conducted for the common good and not to further the interest of either the individual teacher or the institution as a whole. The common good depends upon the free search for truth and its free exposition. Academic freedom is essential to these purposes and applies to both teaching and research.

Academic freedom is the rights of teachers in public school systems to freely study, discuss, investigate, teach, exhibit, perform and publish. Freedom in research is fundamental to the advancement of truth. Academic freedom in its teaching aspect is fundamental for the protection of the rights of the teacher in teaching and of the student in learning.

The teacher is entitled to full freedom in research and in the exhibition, performance and publication of the results of his research, and to full freedom in the classroom in discussing his subject. The teacher is entitled to discuss controversial issues. As both a teacher and scholar he recognizes his professional obligation to present various scholarly opinions and to avoid presenting totally unrelated materials, that being fundamental to the advancement of truth.

B.        Academic Responsibilities

Academic freedom carries with it correlative responsibilities. The teacher has the responsibility to his colleagues and the educational community to preserve intellectual honesty in his teaching and his research. He respects the free inquiry of his associates and avoids interference in their work.

The parties recognize that adherence to the complementary concepts of academic freedom and academic responsibility will most nearly ensure that the greatest contributions to the school system will be made by their most valuable resource, the faculty. The public school teacher is a citizen and a member of a learned profession affiliated with an educational system. When he speaks or writes as a citizen, he should be free from institutional censorship or discipline, but his special position in the community imposes special obligations. As a person of learning, affiliated with an educational system, he should remember that the public may judge his profession and his public school system by his utterances. Hence he should at all times be accurate, should exercise appropriate restraint, should show respect for the opinion of others, and should make every effort to indicate when he is not a system spokesman.

The Oxford Public Schools are committed to the search for truth and knowledge and to contributing to the solution of problems and controversies.

ARTICLE XVII. NO STRIKE/NO LOCKOUT

A.        Neither the Association nor any of its agents nor any of its members will individually, collectively, concertedly, or in any manner whatsoever engage in, incite, participate in, aid or condone, whether directly or indirectly, any strike, slowdown, work stoppage, withholding of services or other interference with delivery of services, or resort for relief to any form of self-help or other direct or indirect action which would have the effect of depriving the Oxford School System of contractual services during the term of this Agreement and the Oxford School Committee agrees that during the term of the Agreement it will not lock out any of the employees covered by this Agreement.

B.        If any controversy or dispute of any nature arises between the Oxford School Committee, its employees and unions representing these employees or attempting to represent such employees, and further, that if any controversy or dispute of any nature arises between the management of any company performing work for the Committee and/or on Oxford School System premises, or for the School Committee under other conditions, its employees covered by this Agreement and the unions representing those employees or

attempting to represent such employees, or any company which supplies materials to the schools, its employees or unions attempting to represent such employees, such controversy or dispute shall not affect in any way the rights and obligations of the parties herein established by this Agreement; and if any such controversy or dispute results in or threatens to result in any strike, stoppage of work, or other interference with delivery of services, the parties hereto agree to abide by all provisions of this Article (No Strike/No Lockout clause) of this Agreement and to fulfill their obligations in accordance with the terms of this Agreement.

C.        Neither the violation of any provision of this Agreement nor the commission of any act constituting an unfair labor practice or otherwise made unlawful by any federal, state or local law shall excuse employees, the Association or the School Committee from their obligations under the provisions of this Article.

ARTICLE XVIII. PERSONNEL FILE

A.        An employee shall have the right to inspect his/her personnel file during regular business hours upon request and when necessary by appointment, and shall have a right to a copy at his/her expense. The Association, or a representative thereof, shall have access to an employee’s personnel file upon prior written authorization of such employee.

B.        Whenever any material which the employee would otherwise have no knowledge of is inserted into the personnel file or records of an employee, such employee shall be given a copy of such material within fifteen (l5) working days.

C.        The employee may challenge the accuracy or propriety of such material by filing a written statement of the challenge in the personnel file.

D.        Any written complaint regarding an employee made to any member of the Administration will be promptly called to the attention of the employee. If the written complaint is demonstrated to be unfounded, it shall be removed from the personnel file of the employee immediately.

E.        Grievances relative to materials in the personnel file shall be limited to those materials which result in a negative action. Upon determination at any step of the grievance procedure that such material, or portion thereof, is either inaccurate or improperly placed in such employee’s personnel records, such inaccurate material, or portion thereof, shall be removed from the file, together with any of the employee’s statements related thereto.

F.         Upon written request of the employee, all negative material shall be removed from an employee’s personnel records or file after five (5) years from date of inclusion in file, unless otherwise provided by law.

ARTICLE XIX. EVALUATION

The School Committee and the OEA agree to follow 603 CMR 35, the Massachusetts Model System for Educator Evaluations. See attached Memorandum of Agreement regarding Educator Evaluations.

ARTICLE XX. REDUCTION IN FORCE

A.        Definitions

For the purpose of this section, the following definitions apply:

1.         Bargaining unit seniority is defined as the total number of uninterrupted years and days of paid professional service to the Oxford Public Schools System. Unpaid leaves of absence, approved by the Superintendent, shall not constitute a break in service. Such unpaid leave time will not be credited for seniority.

Military Leave – Full credit in accordance with state and federal laws.

Cases of identical seniority shall be resolved by granting preference to the employee with the highest level of training (Bachelors, Bachelors + 15, Masters, Masters + 15, Masters + 30, CAGS/Doctorate) as of April 1st of each year. If these are identical, preference will be given to the employee with the greatest credits as filed with the Superintendent of Schools by April 1st of each year. Said credits must have been approved in accordance with Article XIV – Salary Schedule.

2.         Certified shall mean that the employee has on file with the Superintendent of Schools, evidence that he/she possesses certification from the Department of Education or that the employee has all the necessary credits for said certification and all necessary documents have been filed with the Massachusetts Department of Education. Certification, or proof that the employee is awaiting said certification, or that the employee will work toward an additional certification must be on file with the Superintendent of Schools by April 1st of each year.

3.         Effective Date of Lay-Off shall mean the first day in which the employee does not perform services in the system in accordance with his/her lay-off notice.

B.        General Procedures

1.        If it becomes necessary to reduce the number of professional positions in the bargaining unit as defined in Article I – Recognition (including State and Federal employees), due to decrease in student enrollment, reorganization and/or budget limitations, the Superintendent will follow the procedure outlined below:

a.         Prior to any action being implemented, the Superintendent will notify the Association in writing of the RIF necessity and meet with the Association to discuss the implementation of Article XXI.

b.         The Superintendent shall make every effort to accomplish said reductions by attrition.

c.         If reduction is still necessary, then non-professional status employees will be laid off next in accordance with applicable State Statute (Ch. 71, Sec. 42).

C.        Professional status Personnel

1.        When the elimination of a professional position must occur, the Superintendent and Administration shall reassign employees before any Reduction-in-Force takes place. All transfers, reassignments, and assignments are contingent upon compliance with A.2 above. (Ch. 71, Sec. 38G)

D.        After all reassignments are made, and the necessity to reduce professional status employees has been documented to the Association in compliance with B. l. and B. l. A., the affected employee(s) shall be laid off according to the following procedure:

1.         Teachers may be laid off on a departmental basis in the middle school and high school.

2.         Elementary teachers may be laid off by “department” with the following groups defined as departments: elementary art, elementary music, elementary physical education, elementary librarians, elementary classroom teachers, elementary counselors, and special education teachers.

3.         Any employee targeted for RIFing will retain bumping rights within his/her certification(s). He/she shall have the right to bump employees with less seniority within their certification(s) Example: Teachers may bump from the middle school to the elementary school with proper certification or elementary school may bump to middle school with proper certification.

4.         If another position outside the employee’s certification becomes available in the Oxford School System, said employee shall be retained with full employment and seniority rights, and granted two (2) years to obtain the necessary certification, provided that the Massachusetts State Department of Education grants the required waiver. The Oxford Education Association will be provided with copies of all correspondence relating to waiver requests which transpire between the Oxford School System and the State Department of Education.

E.        In reaching a decision the following criteria will be followed in the order listed:

1.         Seniority in the Oxford School System.

2.         Seniority in the department as defined above.

3.         Qualifications as determined by:

a.)       Areas of certification and willingness to become certified in another area that meets the needs of the Oxford School System.

b.)       Major or minor.

4.         Written evaluation on file in the Personnel Office.

Any employee exercising his/her certification in a subject area not previously taught by that person in the Oxford Public Schools will be evaluated within the guidelines specified for non-professional status personnel.

The employee still retains professional status rights.

5.         Employees to be laid off shall be notified in writing of the lay-off on or before May l5th. Said notice shall include the specific reasons for the lay-off.

F.         Recall

1.         Professional status employees who have been laid off shall be entitled to recall rights until the third July 1st following said lay-off. During the recall period, employees shall have preference, in the inverse order of their lay-off, for any vacancy or new position for which they are certified.

2.         Professional status employees on recall shall be notified by the Superintendent of Schools by certified mail, to the last known address, registered with the Superintendent of Schools’ office, of any open position within their area of certification in the school system. Failure to apply for an available, full time contractual position within the employee’s area of certification(s) within fifteen (15) work days following such notification shall terminate all rights under this Recall Section.

3.         All benefits, to which a professional status employee was entitled at the time of lay-off, shall be restored in full upon reemployment within the recall period.

4.         Any professional employee who is being terminated has the following two options:

a.         To exercise his/her rights pursuant to the General Laws of Massachusetts, Ch. 7l, Sec. 42. Any professional employee choosing this option, shall be denied all recall rights.

b.         Professional employees not wishing to exercise their rights according to the General Laws of Massachusetts, Ch. 71, Sec. 42, shall be laid off and shall be entitled to all recall rights as stated in this section.

G.        Seniority

A list specifying the seniority of each member of the bargaining unit shall be prepared by the Superintendent and forwarded to the President of the Association within five (5) days following the execution of this Agreement. An updated list will be supplied to the Association by November 15th each year thereafter.

Any member wishing to challenge the seniority list as posted must do so within twenty (20) school days, after which the list stands as written.

ARTICLE XXI. TUITION FREE ENROLLMENT

Commencing September 1988, the School Committee agrees to provide tuition free enrollment in the Oxford Schools for the children of teachers and administrators subject to the following conditions:

1.         Notification of enrollment must be given on or before August 1 immediately preceding the school year.

2.         Enrollment will be determined by available space.

3.         Travel shall be at the teacher’s expense.

ARTICLE XXI A. TUITION REIMBURSEMENT

If a teacher shall successfully complete pre-approved credited graduate or undergraduate courses, then the Committee shall reimburse said teacher the actual cost incurred for the courses up to six hundred dollars ($600.00) every fiscal year, July 1st to June 30th.

ARTICLE XXII. STABILITY OF AGREEMENT

The failure of the Oxford School Committee or the Oxford Education Association to insist in any one or more incidents, upon performance of any of the terms or conditions of this Agreement, shall not be considered as a waiver by the Committee or the Association of any such term or condition, and the obligation of the Committee and the Association to such future performance shall continue in full force and effect.

ARTICLE XXIII. SAVING CLAUSE

If it shall have been adjudicated that any of the provisions of this Agreement in any manner conflict with or contravene any Federal Law or Statute, any Law or Statute of the Commonwealth of Massachusetts or any rules and regulations promulgated pursuant thereto, such provisions shall be considered null and void and shall not be binding on the parties hereto; in such event, the remaining provisions of this Agreement shall remain in full force and effect.

Upon request of either party, the parties shall meet not later than ten (10) days following such adjudication for the purpose of negotiating with respect to the provision or provisions so deemed invalid.

ARTICLE XXIV. EXTENT

The Oxford School Committee and the Association 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 from the applicable area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement, and shall constitute the sole Agreement between the parties for the duration thereof.

Therefore, the Committee and the Association for the life of this Agreement each voluntarily and unqualifiedly waives the right, and agrees that the other shall not be obliged, to bargain collectively with respect to any term or condition of this Agreement.

Nothing in this provision shall be deemed to prohibit the parties to this Agreement from conducting negotiations during the term thereof by mutual consent.

Further, nothing in the foregoing shall derogate from the Association’s right to impact bargain during the course of this Agreement on mandatory subjects as outlined in Chapter l50E of the General Laws of Massachusetts.

ARTICLE XXV HEALTH INSURANCE

See Side Letter of Agreement

ARTICLE XXVI DURATION

This Contract shall continue in effect from July 1, 2012, to and including June 30, 2015, and shall thereafter be automatically renewed for successive terms of one (1) year each unless by the October 1 next prior to expiration of the contract year involved, either the Committee or the Association shall have given the other written notice of its desire to modify or terminate this Contract.

IN WITNESS WHEREOF the parties to this Contract have caused their presence to be executed by their agents hereunto duly authorized and their seals to be affixed hereto, as of this day of __________, 2012.

OXFORD EDUCATION ASSOCIATION                            OXFORD SCHOOL COMMITTEE

__________________________________                        ____________________________________

Daniel Coonan, Chair

__________________________________                        ____________________________________

Sarah Gaucher, Vice-Chair

__________________________________                        ____________________________________

Susan Rivelli, Secretary

__________________________________                        ____________________________________

Brenda Ennis

__________________________________                        ____________________________________

Alice Walker

APPENDIX A. TEACHER SALARY SCHEDULE

2012-2013

B

B15

B45/M

M15

M30

M45/CAGS

DOC

1

$40,603

$42,553

$44,602

$46,648

$48,693

$49,716

$51,593

2

$43,067

$45,111

$47,159

$49,207

$51,254

$52,275

$54,153

3

$45,627

$47,671

$49,716

$51,860

$53,811

$54,833

$56,711

4

$48,180

$50,230

$52,275

$54,324

$56,369

$57,394

$59,258

5

$50,743

$52,788

$54,833

$56,880

$58,928

$59,952

$61,826

6

$53,297

$55,345

$57,394

$59,439

$61,486

$62,510

$64,385

7

$55,856

$57,904

$59,952

$61,998

$64,045

$65,066

$66,943

8

$58,414

$60,462

$62,510

$64,553

$66,601

$67,625

$69,502

9

$62,496

$64,597

$66,693

$68,793

$70,889

$71,942

$73,863

On or about July 1, 2012, all unit members on step nine (9) will receive a salary increase of two and one half (2 ½%) percent.

2013-2014

B

B15

B45/M

M15

M30

M45/CAGS

DOC

1

$40,603

$42,553

$44,602

$46,648

$48,693

$49,716

$51,593

2

$43,067

$45,111

$47,159

$49,207

$51,254

$52,275

$54,153

3

$45,627

$47,671

$49,716

$51,860

$53,811

$54,833

$56,711

4

$48,180

$50,230

$52,275

$54,324

$56,369

$57,394

$59,258

5

$50,743

$52,788

$54,833

$56,880

$58,928

$59,952

$61,826

6

$53,297

$55,345

$57,394

$59,439

$61,486

$62,510

$64,385

7

$55,856

$57,904

$59,952

$61,998

$64,045

$65,066

$66,943

8

$58,414

$60,462

$62,510

$64,553

$66,601

$67,625

$69,502

9

$63,746

$65,889

$68,027

$70,169

$72,307

$73,381

$75,340

On or about July 1, 2013, all unit members on step nine (9) will receive a salary increase of two (2%) percent.

2014-2015

B

B15

B45/M

M15

M30

M45/CAGS

DOC

1

$41,009

$42,979

$45,048

$47,114

$49,180

$50,213

$52,109

2

$43,498

$45,562

$47,631

$49,699

$51,767

$52,798

$54,695

3

$46,083

$48,148

$50,213

$52,379

$54,349

$55,381

$57,278

4

$48,662

$50,732

$52,798

$54,687

$56,933

$57,968

$59,851

5

$51,250

$53,316

$55,381

$57,449

$59,517

$60,552

$62,444

6

$53,830

$55,898

$57,968

$60,033

$62,101

$63,135

$65,029

7

$56,415

$58,483

$60,552

$62,618

$64,685

$65,717

$67,612

8

$58,998

$61,067

$63,135

$65,199

$67,267

$68,301

$70,197

9

$64,383

$66,548

$68,707

$70,871

$73,030

$74,115

$76,093

On or about July 1, 2014, all unit members, regardless of step, will receive an across-the-board salary increase of one (1%) percent.

APPENDIX B. DIFFERENTIALS

Position

2012-2013

2013-2014

2014-2015

Department Head –OHS (5) ELA, Math, Social Studies, Science, Special Ed

$2,500

$2,500

$2,500

Department Head – OMS (5) ELA, Math, Social Studies, Science, Special Ed

$2,500

$2,500

$2,500

Department Head Elementary Lead Teachers (5) Grades K, 1, 2, 3 and 4

$2,500

$2,500

$2,500

APPENDIX C. EXTRA-CURRICULAR ACTIVITIES

The Advisory Council on Extra Duties has been established and the concept is a regular part of our administrative design to allow for possible review of the existing positions and the analysis of new positions as indicated below. The membership of this Advisory Council consists of three (3) people from the administrative staff (one of which must be the High School principal or his/her delegated representative), three (3) OEA members (one of which must be the Athletic Director) representing various grade levels and the Superintendent, or his/her delegated representative, serving as chairman ex-officio.

Additional positions beyond those listed in this section will be recommended to the Superintendent by the Building Principal and/or the Association. Requests must be received by November 1 and will be acted upon by the Advisory Council by December 1 of that calendar year. Each year the Advisory Council on Extra Duties shall meet by December 1 to approve and establish stipends for new positions, as well as review stipends for existing positions. The recommendation of the Advisory Council would then be forwarded to the Superintendent and School Committee for inclusion in the budget process. School Committee has the final decision as to which positions are funded in each annual budget, however lack of funding in a given year does not eliminate the position from the list of approved Extra Duties.

(NOTE: Except for unusual circumstances, all duties, functions, and responsibilities related to co-curricular stipendiary positions shall be conducted or performed outside the normal school day work hour schedule.)

 

2012-2015

 

 

HIGH SCHOOL POSITIONS

Step 1

Step 2

Step 3

Athletic Director

7,000

7,250

7,500

Varsity Cheerleader

1,800

1,900

2,000

Varsity Cross Country (co)

2,600

2,700

2,800

Varsity Field Hockey

3,500

3,650

3,900

JV Field hockey

2,300

2,500

2,800

Head Varsity Football

4,700

4,900

5,100

Assistant Varsity Football (4)

2,800

2,900

3,100

Varsity Golf

2,600

2,700

2,800

Varsity Soccer (G&B)

3,500

3,650

3,900

JV Soccer (G&B)

2,300

2,550

2,800

Varsity Basketball (G&B)

4,600

4,750

4,900

JV Basketball (G&B)

2,700

2,850

3,000

Varsity Indoor Track (G&B)

3,500

3,600

3,700

Varsity Baseball

3,500

3,650

3,900

JV Baseball

2,300

2,550

2,800

Varsity Softball

3,500

3,650

3,900

JV Softball

2,300

2,550

2,800

Varsity Track and Field (G&B)

3,500

3,600

3,700

High School Positions

 

 

 

Head Color Guard

1,500

1,600

1,700

Head Drill Team

1,500

1,600

1,700

Head Marksmanship

1,500

1,600

1,700

Band

2,100

2,200

2,300

Stage Band

850

875

900

Musical

1,550

1,600

1,650

Treasurer

1,850

1,925

1,975

Student Council

1,775

1,850

1,900

Senior Class Advisor *

1,800

1,800

1,800

Junior Class Advisor *

1,600

1,600

1,600

Sophomore Class Advisor *

1,250

1,250

1,250

Freshman Class Advisor *

1,000

1,000

1,000

National Honor Society

1,300

1,400

1,500

Yearbook Advisors (2)

1,575

1,650

1,700

School Newspaper

1,275

1,350

1,400

Outdoor Supervisor

1,275

1,350

1,400

Outside Duty am 15 minutes

350

375

400

Outside Duty pm 15 minutes

350

375

400

Outside Duty am/pm 30 minutes

650

675

700

AM Corridor Duty 30 minutes

650

675

700

Weight Room Attendant

 

 

TBD

MIDDLE SCHOOL POSITIONS

 

 

 

Yearbook Advisor (2)

700

800

900

School Newspaper

850

875

900

Chorus Director

650

675

700

Student Council

900

1,000

1,100

Band (Each Session)

1,100

1,200

1,300

National Jr. Honor Society

700

800

900

Musical (2)

700

800

900

Basketball-coach (G&B)

1,200

1,400

1,600

Field Hockey-coach

800

900

1,000

Cross Country-coach

800

900

1,000

Winter Cheerleading-coach

800

875

950

Bus Supervisor

950

975

1,000

Outside Duty am 15 minutes

350

375

400

Outside Duty pm 15 minutes

350

375

400

AM Corridor Duty 30 minutes

650

675

700

Class Advisors move up every year so no steps.

OHS Band:          It is expected that the band perform at the Memorial Day parade, Graduation, Spring and Winter Concerts, and all home football games and Thanksgiving when away.

OHS Stage Band: Performs at musicals, concerts, and as a pep band at a minimum of six home basketball games in cooperation with Athletic Director.

OMS Band:          Performs at Veterans’ and Memorial Day parades, Spring and Winter Concerts, Grade 8 recognition ceremony. Will meet after school for one hour weekly from October to May.

OMS Chorus:      Performs at Spring and Winter concerts and will meet weekly one month prior to concerts. The instructor will help in the preparation for district and all-state auditions.

OMS Musical:      Meets after school and presents at least one production yearly.

APPENDIX D. NURSES SALARY SCHEDULES

2012-2013

 

 

STEP

Head Nurse

Nurse

1

43,866

40,207

2

45,802

41,982

3

48,944

44,862

4

50,606

46,385

5

54,298

51,220

6

55,656

52,501

7

57,047

53,813

8

58,473

55,159

9

59,935

56,538

2013-2014

 

 

STEP

Head Nurse

Nurse

1

43,866

40,207

2

45,802

41,982

3

48,944

44,862

4

50,606

46,385

5

54,298

51,220

6

55,656

52,501

7

57,047

53,813

8

58,473

55,159

9

61,134

57,669

2014-2015

 

 

STEP

Head Nurse

Nurse

1

44,305

40,609

2

46,260

42,402

3

49,433

45,311

4

51,112

46,849

5

54,841

51,732

6

56,213

53,026

7

57,617

54,339

8

59,007

55,711

9

61,745

58,246

Note: Nurses who earn a Master’s degree shall be paid an annual salary differential of $3,700.

The following provisions apply to Nurses:

1.          Probationary Period

The employer shall have the free exercise to hire and fire. Any duly appointed employee whose length of service is less than ninety (90) days shall be considered a probationary employee. A probationary employee has no seniority rights, and his retention as an employee is entirely within the discretion of the Employer. Such probationary employee may be discharged without cause. The discharge of an employee who has worked beyond the probationary period shall be for cause only. It is recognized that the determination of whether cause exists for the discharge of an employee is solely the function of the Employer. However, if the Association feels a discharge is discriminatory, after the employee is off probation, it may seek redress beginning at Level IV of Article V in accordance with the Grievance Procedure herein contained.

2.         Hours of Work

The regular working hours for the school calendar year shall be scheduled for each nurse to fit the individual schedule of each school, by the senior school nurse. Each school nurse employee shall be scheduled to begin fifteen (l5) minutes before the start of school at whichever building she is working in, and to end fifteen (l5) minutes after the school ends.

3.         Overtime

Overtime shall be voluntary except in the case of an emergency.

APPENDIX E. ARBITRATORS LIST

Cochran, Diane

Golick, Roberta

Ryan, Michael

Shea, Mary Ellen

APPENDIX F. AGENCY FEE AUTHORIZATION

NAME

ADDRESS

I hereby request and authorize the School Committee to request and direct the Treasurer to deduct from my earnings and transmit to the Associations below an Agency Fee, the amounts set forth for payment in equal monthly payments during the current school year and for succeeding school years thereafter.

I understand that the specific amount of the current dues of the Association shall be certified to the Committee by my Local Association Treasurer each school year.

I understand that the Treasurer will discontinue such deductions if I give the Committee sixty (60) days advance written notice to do so. I hereby waive all right and claim for said monies so deducted and transmitted in accordance with this authorization, and relieve the Treasurer, the School Committee, and all of its officers, from any liability therefore.

ORGANIZATION                                                             PER ANNUM

Massachusetts Teachers Association                                    $

National Education Association                                           $

Oxford Education Association                                             $

_____________________________________________________________________________

Date                                                                                                TEACHER’S SIGNATURE

SIDE LETTER OF AGREEMENTS

The Oxford School Committee and the Oxford Education Association agree that no provision of the collectively bargained Agreement may violate any provision of the Education Reform Act of 1993 or any other state or federal law.

SIDE LETTER OF AGREEMENT

In the event that the State Department of Education or the State Legislature should vote to increase the minimum requirement for yearly student attendance beyond the current one hundred eighty (180) days, the parties agree that collective bargaining would take place for the expressed purpose of making proper salary adjustments for any additional work days required of staff as a result of a longer mandated student year.

SIDE LETTER OF AGREEMENT

The Oxford School Committee, as employer, will pay eighty-six percent (86%) of the cost of an individual or family group health insurance plan.   Effective July 1, 2007, the employer will pay eighty-three percent (83%) of the cost. Effective July 1, 2008, the employer will pay eighty percent (80%) of the cost. For employees hired on or after July 1, 2006, the employer will pay seventy-five percent (75%) of the premium cost.

SIDE LETTER OF AGREEMENT

In the event that the Great and General Court of the Commonwealth of Massachusetts passes legislation that will enable municipalities to purchase group health insurance through the Group Insurance Commission (GIC), the School District Committee and the Town will enter into immediate discussions with its employees concerning the possibility of such a purchase. These discussions will include, but will not be limited to, the possible acceptance of M. G. L., c. 32B, § 19, a cost-benefit analysis of participation in the GIC, a timetable for making a decision on whether to participate, and the establishment of an on-going process for evaluating the costs benefit of purchasing group health insurance through the GIC.

Date: _______________________________

For the Oxford Education Association:                     For the Oxford School Committee:

____________________________________           ____________________________________

____________________________________           ____________________________________

____________________________________           ____________________________________

____________________________________           ____________________________________

____________________________________           ____________________________________

MEMORANDUM OF AGREEMENT

BETWEEN

THE OXFORD EDUCATION ASSOCIATION

AND TOWN OF OXFORD SCHOOL COMMITTEE

In the proposed agreement between the Oxford Education Association, “OEA” and the Town of Oxford School Committee, “the Committee” Article XX Evaluation states that the OEA and the School Committee agree to follow 603 CMR 35.00 and use Massachusetts Model System for Educator Evaluation with the following adaptions:

1.    OEA members will be scheduled for evaluation in the 2012-2013 school year only if they were scheduled originally to be evaluated in that year, or have not attained Professional Status by July 1, 2012, or are new to the district, or are on Stage C in the current evaluation system.

2.    Informal walkthroughs will not last longer than ten (10) minutes.

3.    Improvements Plans will be at a minimum twelve (12) weeks in length and maximum of eighteen (18) weeks.

4.    The OEA and the Committee agree to re-open this MOA for further study and/or modifications or revisions no later than May 1, 2013.

The Massachusetts Model System for Educator Evaluation may be found on the DESE website: www.doe.mass.edu.

Dated this __________ day of May, 2012

For the Oxford Education Association:                     For the Oxford School Committee:

____________________________________            ____________________________________

____________________________________            ____________________________________

____________________________________           ____________________________________

____________________________________            ____________________________________

____________________________________            ____________________________________