Peabody

Show detailed information about district and contract

DistrictPeabody
Shared Contract District
Org Code2290000
Type of DistrictMunicipal K12
Union AffiliationAFT
Most Recent DocumentContract
Expiring Year2012
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyEssex
ESE RegionNortheast
Urban
Kind of Communityeconomically developed suburbs
Number of Schools10
Enrollment6093
Percent Low Income Students28
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Peabody

                                    

 

 

 

 

 

AGREEMENT

 

Between

 

THE PEABODY SCHOOL COMMITTEE

 

And

 

THE PEABODY FEDERATION OF TEACHERS,  

LOCAL 1289, AFT MA, AFL-CIO

 

 

 

Effective September 1, 2011

 

Expires August 31, 2012

 

 

 

 

 
TABLE OF CONTENTS                

 

 

Item                                                                                                                                        Page

 

Agreement                                                                                                                                 

 

Article I           Federation Recognition, Jurisdiction and Definitions                               

A.    Federation Recognition                                                                                  6      

B.     Jurisdiction                                                                                                      6    

C.    Definitions                                                                                                        6  

 

Article II          Salary and Rates of Pay                                                                             

A.    Basic Salary Schedule                                                                                     7

B.     Increments for Advanced Credit                                                                              7    

C.    Previous Experience                                                                                       8     

D.    Permanent Substitutes                                                                                    8-9     

E.     Hourly Rate of Pay                                                                                         9   

F.     Differentials for Special Service Personnel                                                   9 

G.    Longevity Steps                                                                                               10-11  

H.    Extra-Curricular Payment                                                                                        11    

I.       Substitute Teachers Pay                                                                                 11    

J.      Method and Time of Salary Payment                                                           11-12      

K.    Payment of Unused Accumulated Sick Leave on Death or Retirement               12    

L.     Work Before and/or After the Regular School Year                                  12   

M.   Recertification Reimbursement                                                                        12

N.    Tuition Reimbursement                                                                                    12-13

 

Article III        Working Conditions                                                                                  13-14

A.    Class Size                                                                                                           

B.     Teaching Load – Teacher Programs                                                              14-15

C.    Duty Free Lunch Period                                                                                            15-16    

D.    Relief from Non-Teaching Duties                                                                   16   

E.     Preparation Periods                                                                                         16-17

F.     Length of School Day, Length of School Year and School Calendar                    17-18                          

G.    Safety and Health Standards                                                                          18    

H.    Scholarship Standards                                                                                     19    

I.       School Facilities                                                                                                20    

J.      Additional Personnel                                                                                       20

K.    After School Meetings                                                                                     20    

L.     Discipline Code                                                                                                 21    

M.   Seniority                                                                                                            21

N.    Teacher Files                                                                                                               21    

O.    Hiring of Substitutes                                                                                        22-23   

P.     Teacher Evaluation                                                                                          23-24

Q.    Training Teachers                                                                                                       24             

R.    Damage or Loss of Property                                                                           25                          

S.      Assistance in Assault Cases                                                                          25

T.     Lay-Off and Recall                                                                                       25

U.    Small Learning Communities                                                                      26

V.    Dignity and Respect                                                                                      26

 

Article IV –     Application for Promotion: Job Descriptions for Promotional

                         Positions; Transfers, Handling of Other Job Openings;                         

                         Affirmative Action                                                                                      

A.    Promotions                                                                                                     26

B.     Transfers                                                                                                       27-28

C.    Handling of Other Job Openings                                                                            28                  

D.    Affirmative Action                                                                                        28     

 

Article V -       Leaves of Absence                                                                                       

A.    Federation Leave                                                                                                      28-29

B.     Sick Leave                                                                                                                 29-31

C.    Absence Due to Injury in the Course of Employment                               31     

D.    Sabbatical Leave                                                                                           31     

E.     Funeral Leave                                                                                               32        

F.     Military Leave                                                                                               32     

G.    Organized Reserve Forces                                                                            32     

H.    Maternity Leave                                                                                            32-33    

I.       Leave for Conferences, Conventions, etc.                                                             33                        

J.      Marital Leave                                                                                                33         

K.    Other Leave                                                                                                   33-34    

L.     Maintenance of Benefits                                                                               34         

 

Article VI -     Supplemental Benefits                                                                                

A.    Blue Cross-Blue Shield                                                                                 34    

B.     Life Insurance                                                                                               35     

C.    Additional Insurance                                                                                    35     

D.    Pension                                                                                                           35     

E.     Tax Free Annuity                                                                                          35     

F.     Workmen’s Compensation                                                                           35     

G.    Disability Insurance                                                                                      35     

H.    Mileage Allowance                                                                                        35     

 

Article VII -   Grievance Procedure and Arbitration                                                      

A.    Definition                                                                                                       35-36    

B.     Adjustment of Grievance                                                                                        36-39

C.    Arbitration                                                                                                                39             

Article VIII -   Federation Privileges and Responsibilities                                                

A.    Fair Practices                                                                                                 39    

B.     Dues Check-Off                                                                                            40     

C.    Allowed Time for Federation Negotiations                                                 40     

D.    Distribution of Materials                                                                                         41                  

E.     Bulletin Boards                                                                                             41  

F.     School Meetings                                                                                           41

G.    Grievance Time for Building Representatives                                          41       

H.    No Federation Activity on School Time                                                               41                    

I.       Protection of Individual and Group Rights                                              41   

J.      Information                                                                                                 41-42   

K.    Existing Laws and Regulations Preserved                                                42       

L.     Agency Service Fee                                                                                     42      

 

Article IX -     Handling of New Issues                                                                        42-43                     

Article X -      Saving Clause                                                                                         43      

 

Article XI -     Resolution of Difference by Peaceful Means                                       43     

 

Article XII -   Printing of Agreement                                                                           43      

 

Article XIII -  Committee Rights                                                                                   44      

 

Article XIV -  Duration                                                                                                  44     

            Side Letter of Agreement                                                                                  45      

 

Appendix A -  Basic Salary Schedule                                                                           46-48

                                                    

Appendix B                                                                                                                          

            Extra Curricular Schedule – PVMHS                                                                        49-51    

            Extra Curricular Schedule – HMS, Elementary, Vocational                                    52-54

                             

Appendix C                                                                                                                         

            Commonwealth of Massachusetts, Board of Education,                                     

            Principles of Effective Teaching and Examples of Descriptors                          

 

Appendix D                                                                                                                         

            Principles of Evaluation, Procedures for Evaluation                                                                  

 

Appendix E                                                                                                                          

            Peabody Public Schools Comprehensive Evaluation Report       

 

Attachment   

            2011-2012 SY Calendar (for formatting purposes)                             

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Agreement Between

 

The Peabody School Committee

and

The Peabody Federation of Teachers

Local 1289, AFT MA, AFL-CIO

 

 

AGREEMENT

 

AGREEMENT effective the 1st day of  September, 2011 through August 31, 2012, by and between the School Committee of the City of Peabody (the “Committee”) and Peabody Federation of Teachers, Local 1289, American Federation of Teacher Massachusetts, AFL-CIO (the “Federation”):

 

WHEREAS the Commonwealth of Massachusetts recognized the procedure of collective bargaining as a constructive, fair and orderly means of conducting relations between school committees and teacher organizations, and;

 

WHEREAS: In entering upon their new responsibilities the parties wish to declare their intention to cooperate fully in what must be the joint objective of the bodies, the best education possible for Peabody’s children, therefore be it

 

RESOLVED:  That it is agreed as follows:

 


 

  

 

Article I

 

FEDERATION RECOGNITION, JURISDICTION, AND DEFINITIONS

 

A.    Federation Recognition

 

The Peabody School Committee recognizes the Peabody Federation of Teachers, Local 1289, American Federation of Teachers, AFL-CIO, as the exclusive bargaining representative for all classroom teachers including permanent substitute teachers, guidance counselors, heads of departments, librarians, assistant librarians, part-time classical language instructors, learning disabilities teachers, therapists, and all full-time and regular part-time non-supervisory Chapter I teachers/tutors.

 

B.     Jurisdiction

 

The jurisdiction of the Federation shall include those persons now or hereafter who perform the duties or functions of the categories of employees in the bargaining unit.

 

C.    Definitions

 

The term “Committee” as used in this Agreement shall be understood to mean the School Committee of the Peabody School Department.

 

The term “Superintendent” as used in this Agreement shall be understood to mean the person holding the position of Superintendent of Schools of the Peabody School Department.

 

The term “Parties” as used in this Agreement refers to the Committee and the Federation as participants in this agreement.

 

The term “School” as used in this Agreement means any work location or functional division maintained by the School Department.

 

The terms “Principal”, “Supervisor” or “Director” as used in this Agreement means the responsible administrative heads of their respective schools, or subject areas.

 

The term “Teacher” or “Person” as used in this Agreement means a person employed by the Committee in the bargaining unit as described in Section A.

 

The term “Federation Representative” as used in this Agreement means the Federation building representative or other qualified designee of the Federation.

 

Wherever the singular is used in this Agreement it is to include the plural. 

 

Wherever a personal pronoun is used in this Agreement such pronoun shall be understood to apply equally to both male and female members of bargaining unit.(The term “Federation” as used in this Agreement means “The Peabody Federation of Teachers, Local 1289, American Federation of Teachers, AFL-CIO.)

 

Article II

 

SALARY AND RATES OF PAY

 

A.    Basic Salary Schedule

 

The salaries of members of Bargaining Unit A are set forth in Appendix A which is attached to and made a part of this agreement.

 

B.  Increments for Advanced Credit

 

1.      Increments for advanced credit shall be effective immediately upon successful completion of courses approved in advance by the Superintendent of Schools.  The Superintendent of Schools shall be notified by November 15 if a teacher plans to have a change in salary column status during the current school year.

 

2.      The Superintendent will review and approve graduate degrees for increments, that is, the master’s degree, second master’s degree/ CAGS and the doctorate degree, granted from those accredited institutions of Higher Education which are listed by the Federation of Regional Accrediting; Commissions of Higher Education, in its directory published annually.  A copy of the current directory, Accredited Institutions of Higher Education will remain on file in the office of the Superintendent of Schools.

 

3.      No employee other than employees enrolled in doctorate programs prior to September 1, 1971 will be eligible for compensation at the Doctorate level unless:

 

a)      the doctorate degree is in education;

                         or

                  b)  the doctorate degree is a doctorate in philosophy (Ph.D.) with a major in the field of specialization in which the employee is working;

                                    or

c)     the doctorate or study program has been approved in advance by the

Superintendent of Schools.

 

4.     Any member of the bargaining unit who in the judgment of the superintendent has a major article, book, thesis, musical composition or any such creative work published on or after September 1, 1973 in a nationally recognized communication media will receive three (3) credits toward his next educational level.

 

A claim that the Superintendent exercised his judgment arbitrarily or capriciously shall be subject to the grievance procedure.

 

 

C.  Previous Experience

 

1.      Credit for prior teaching experience shall be granted.

 

2.      For Salary Credit purposes, a minimum of 90 days service, within a school system within one school year, shall be the basis for computing one year’s teaching experience.

 

3.      In interpreting this section (II. C. 2), it is agreed that not more than a single year in a Substitute capacity shall be credited.

 

4.      All vocational teachers employed permanently at the conclusion of the 2007-2008 school year shall be grandfathered in accordance with the Currier et al Grievance Settlement of 2008.

 

All vocational teachers newly employed on a permanent basis for 2008-2009 or thereafter shall be placed in the column according to their earned degree and graduate credits.  Those teachers without a Bachelor’s degree shall be  placed in the Bachelor’s column unable to progress beyond Step 6 or out of the Bachelor’s column until such time as they earn a Bachelor’s degree.

 

   5.   If the Superintendent of Peabody Public Schools declares a critical shortage of      teachers in a subject area, the parties agree to implement the following strategies in order to meet the needs of the students adequately.  In obtaining qualified teachers for critical shortage areas, years of service may be credited in the following manner:            

 

                         - Full-time educational experience as an accredited college or university may be credited year for year.

 

                         -  Full-time industry experience in a field related to the subject area may be credited 1year for every 2 years in industry up to 10 years.

 

                         -  This process will apply only to newly hired teachers within a declared critical shortage area.

 

                         -  Previous salary placements are not grievable as a result of the implementation of the recruitment strategy.

 

D.  Permanent Substitutes

 

Permanent substitutes shall be compensated according to the regular salary schedule.

 

 

 

 

 

 

 

E.       Hourly Rate of Pay

 

$28.00 per hour shall be the rate of pay for teachers of Adult Civic Education, Evening High School, Vocational Evening School, Summer School and hourly paid teachers of the Physically Handicapped, Emotionally Disturbed, Home Teachers and Tutors.

 

Effective July 1, 2009 the rate shall be $32.00 per hour. Effective July 1, 2010, the rate shall be $34.00 per hour.

 

 

F.  Differentials for Special Service Personnel

 

1.      Teachers of educable and trainable classes, who are certified for these positions, are to receive a differential of $500 in addition to their basic salary.  This differential shall be limited to incumbents as of September 1, 1975 only.

 

2.      Teachers of English as a second language shall receive a differential of $200 in addition to their basic salary.

 

3.      Effective September 1, 1995, Department Heads shall be paid Three Thousand Five Hundred Dollars ($3,500) in addition to their basic salary.

 

4.      “Team Leaders” shall be paid $625 in addition to their basic salary effective September 1, 1977, and $750 in addition to their basic salary effective September 1, 1978. “Team Leaders and Curriculum Facilitators” shall be paid Fifteen Hundred Dollars ($1,500) in addition to their basic salary effective September 1, 2002.

 

5.      Guidance Counselors shall be paid Fifteen Hundred Dollars ($1,500) in addition to their basic salary.

 

6.      Technology Resource Specialist shall be paid Two Thousand Five Hundred Dollars ($2,500) in addition to their basic salary.

 

 

7.      Technology Facilitators shall be paid - Elementary Eight Hundred Dollars ($800) and Middle School and High School One Thousand One Hundred Dollars ($1,100) in addition to their basic salary.

 

8.      High School Librarian shall be paid One Thousand Dollars ($1,000) in addition to his basic salary.

 

9.      Attendance Supervisor shall be paid Two Thousand Two Hundred Dollars ($2,200) in addition to his basic salary.

 

10.  Lead Mentors shall be paid One Thousand Two Hundred Fifty Dollars ($1,250) in addition to his basic salary.

 

11.  Mentors shall be paid One Thousand Dollars ($1,000), or Five Hundred Dollars ($500) per Mentee in addition to their basic salary.

 

12.  Collins Coaches shall be paid Five Hundred Dollars ($500) in addition to their basic salary.

 

G.      Longevity Steps

 

1.        As of the first work day in September of each school year, longevity entitlements for members of the bargaining unit shall be computed as follows:

 

            Five Years of Service                                                $ 300.00

            Ten Years of Service                                     $ 400.00

            Fifteen Years of Service                               $ 600.00

            Twenty Years of Service                              $ 800.00

            Twenty-Five Years of Service                      $1,000.00

            Thirty Years of Service                                   $3,500.00

                      

 

2.      Professional staff members in the Peabody Public School District with a minimum

of fifteen completed years of full-time service in Peabody Schools in the professional

teachers unit and 180 days of accumulated sick leave, may elect a supplemental

longevity payment of $2,000 per year for three consecutive years.  Professional

staff members in the Peabody Public School District with a minimum of twenty

completed years of full-time service in Peabody Schools in the professional

teachers unit and 180 days of accumulated sick leave, may elect a supplemental

longevity payment of $3,000 per year for three consecutive years.  Professional

staff members in the Peabody Public School District with a minimum of thirty

completed years of full-time service in the Peabody Schools who have accumulated

one hundred eighty (180) days of sick leave may elect one of the following options:

 

                                    a)         A supplemental longevity payment of

                                                twelve thousand dollars ($12,000) for

                                                one year.

 

                                    b)         A supplemental longevity payment of

                                                six thousand dollars ($6,000) for two

                                                (2) consecutive years.

 

                                    c)         A supplemental longevity payment of

                                                four thousand dollars ($4,000) for three

                                                (3) consecutive years.

 

3.      A teacher may exercise only one of the three options set forth in Section G2 above once while in the employment of the Peabody Public Schools.

 

4.      Once a qualified professional staff member has opted for the above, s/he will no longer be eligible for “Payment of Unused Accumulated Sick Leave” as outlined in Article II, K. of the Agreement between The Peabody School Committee and The Peabody Federation of Teachers, Local 1289,  AFT, AFL-CIO.  Beginning in September of 2004, Payment of Unused Accumulated Sick Leave will no longer be available to anyone beginning their first year of working toward professional status and will be replaced by the above.  All other teachers have the option of electing this program.

 

5.      Application is required by November 1st of the fiscal year prior to the start of the payment.

 

6.      Teachers upon the payroll as of September 1988, shall continue to have their years of service computed in the same manner as said service was computed prior to September 1988.  Teachers employed subsequent to September 1988 shall have their years of service computed based upon their initial placement upon the salary schedule as set forth in Article II, Section C.

 

7.     Said payments shall be paid automatically in a lump sum by separate payroll check, on the first pay period in December of any year and shall be considered “regular compensation” for retirement purposes.

 

H.     Extra Curricular Payment

 

1. Differentials for extra curricular activities shall be set forth in Appendix B which will be attached to and made a part of this agreement.

 

      2. Proctoring at school dances will be voluntary and uncompensated.

 

      3. Duty at Sunday commencement shall be voluntary; any required attendance shall be

        compensated at a pro rata hourly rate.

 

      4. Payment for extra curricular assignments shall be made immediately upon completion of

          the season.

 

     5. All stipends must be negotiated first before they are posted, offered, added or changed.

 

I.  Substitute Teachers Pay

 

For an individual who possesses at least a bachelor’s degree or a teaching certification valid in Massachusetts, seventy-five dollars ($75.00) per day. For an individual without the credentials specified in the above, fifty dollars ($50.00) per day.  After twenty (20) days in one assignment a substitute teacher will be placed on the salary schedule in keeping with the substitute’s training and experience.

 

J.  Method and Time of Salary Payment

 

Salaries of regular teachers shall be paid in twenty-six (26) installments starting with the second Thursday of the school year in September, and continuing until the last payroll period in August.  Personnel desiring a lump sum payment of money in the beginning of July may receive all accumulated monies by notifying the Superintendent by May 1.  If a teacher terminates his employment during the school year, he, or in the case of his death, his estate shall be entitled to a pro-rated share based on school days in the school year; 187, minus the compensation already paid.  The committee and the Federation agree to reopen negotiations prior to the second year of this Agreement as concerning Article II, Section J, only.

 

K. Payment of Unused Accumulated Sick Leave and Death or Retirement

 

Teachers shall be entitled, upon retirement, or in the event of death, their estates shall be entitled to compensation for unused accumulated sick leave at the rate of one quarter their per diem salary up to a maximum of one hundred fifty (150) days.  Per Diem salary (1/187) will be computed on the basis of the salary in effect in the year of death or retirement.

 

L.       Work Before and/or After the Regular School Year

 

Teachers whose services are desired before and/or after the regular school year will be employed on a voluntary basis and compensation will be pro rated daily or hourly based on the teachers’ annual salary. Vocational teachers required to attend the “Westfield Program” shall be reimbursed for travel and meal expenses incurred.

 

M.    Recertification Reimbursement

 

      Upon receiving proof of recertification, the district shall reimburse the teacher for the cost of his/her primary recertification.  Re-licensing shall be consistent with the requirements by the Massachusetts Education Reform Act. (currently every five (5) years)

 

N.    Tuition Reimbursement

 

         1. Individual must be a teacher (Unit A).  Individual must be a full-time regular employee/teacher hire – i.e., not a substitute, long term substitute, or permanent substitute. The teacher must be currently in active service (not on leave of absence) to the District with a minimum of two complete school years prior to the first teacher workday of the school year.

 

        2.  Course must be completed while teacher is employed by the District.  The course must be a Graduate level course.  The institution must be a college/university listed in New England Association of Schools and Colleges membership roster (or similar agency), Northeast Consortium for Staff Development, or Merrimack Education Center.

 

        3.  The Course must be taken for college credit (not audit, not independent study, not directed study, not thesis/dissertation advisory) during the current fiscal year.

 

        4.  Reimbursement will be limited to one (1) course of up to four (4) credits per fiscal year, per individual.  Reimbursement will be for tuition only, and reimbursement is not to exceed actual cost of the tuition.

 

        5.  Approved courses must be completed and grades received in the Human Resource Office by 3:00 p.m. on the date set forth in the annual letter of eligibility.

 

        6.  Summer courses are eligible for tuition reimbursement during the fiscal year in which they occur. (e.g. Summer 2008 courses shall be eligible for reimbursement during the 2008-2009 school year.)

 

        7.  Course must be successfully completed with a grade of B or better or Pass in a Pass/Fail course.

 

        8.  Advanced course approval (subject area or education) will follow the previously established procedure.

 

        9.  An applicant must submit a completed signed “Tuition Reimbursement Summary Form” by the date set on the annual eligibility letter.  The signed course approval form, the official college grade report, and proof of payment to the college must be attached.  Failure to do so will disqualify the applicant.

 

        10. Reimbursement will equal the amount of available funds divided by the total number of eligible credits which have been approved, completed, and submitted by all applicants multiplied by the credit value of the individual’s eligible course.  Actual reimbursement calculations will take place in June of each year.

 

Article III

 

WORKING CONDITIONS

 

A.  Class Size

       

            1. Kindergarten - Grade 2

 

The system wide class size average in grades Kindergarten through Grade Two shall not exceed 23 students per teacher.  In no event shall any Kindergarten through Grade Two class exceed 25 students per teacher, including special needs and bi-lingual students.

 

      2. Grades 3 - 5

 

The system wide class size average in Grades Three through Five shall not exceed 25

students per teacher.  In no event shall Grade Three through Grade Five class exceed

27 students per teacher, including special needs and bi-lingual students computed

upon a full-time equivalency attendance.

                                      

       3.   For purposes of 1 and 2 above, “Class size average” is defined as the total number of regular classroom students divided by the total number of regular classroom teachers.

 

         4. Middle School (Grades 6, 7 and 8)

 

a)      Effective with the execution of this agreement, each middle school cluster, as

presently constituted, shall not exceed 112 students, including special education and bi-lingual students, computed upon full-time equivalency attendance.

 

  5. High School (Grades 9, 10, 11 and 12)

 

a)      Effective with the execution of this agreement:

i)        No class shall be established in the high school having fewer than ten (10)

      students and no class shall exceed thirty-five (35) students.

 

ii)      English classes are to be established at a maximum of twenty-eight (28)

students per teaching period, but not to exceed a total of one hundred twenty-five (125) students per English teacher.

 

iii)    Non-English speaking classes shall not exceed twenty (20) students per

      teaching period.

 

iv)    Commercial, home economics, language and science labs, and industrial art

      shops shall not exceed the number of student stations.

           

v)      Exceptions to the foregoing class size maximum shall be allowed for areas

      normally considered large group activities.

 

b)     Effective with School Year 1989-1990 the following provision shall apply:

        

i)    Level 4 English classes shall not exceed 25 students per class, with all other levels of English classes not exceeding 28 students.  In no event shall the number of students per English teacher exceed the one hundred twenty-five (125) limit set forth in “a” above.

 

    ii)   All other basic level 4-course classes are to be established at a maximum of thirty (30) students per teaching period.  Effective with School year 1990-1991, at a maximum of twenty-nine (29) students shall be established for such classes.

 

B. Teaching Load - Teacher Programs

       

Teaching Periods are those periods in which the teacher is actively involved with the pupil in the act of teaching, and has participated in the planning of the instruction to be conducted.

 

Homeroom Classes are those in which children assemble in the morning, at lunch time, and at the close of the day for administrative purposes.  The time involved is usually a short period and is known as the “Homeroom Period”.

 

Administrative Periods are those periods during which the teacher is programmed for an activity other than teaching.

 

Preparation Periods are those periods during which a teacher is not assigned to a regularly programmed responsibility.

 

Cluster Planning Time is defined as that time a teacher is assigned to meet with other members of the cluster team to prepare and develop the cluster activities or to discuss other relevant issues such as cluster organization, pupil problems and/or curriculum concerns.

 

1.      Middle School - Grades 6, 7 & 8

 

All Middle School Teachers shall be provided with forty (40) consecutive minutes of preparation time per day.  In addition, there will be assigned “cluster planning time”.

 

2.      High School - Grades 9-12

 

A basic maximum of twenty-five (25) teaching periods, five (5) administrative periods and five (5) preparation periods shall be established.

 

3.      Department Heads

 

The parties agree that it shall be the goal of the Department that Department Heads shall have daily, 3 teaching periods, 3 periods for departmental work and 1 period for teaching preparation.

 

4.      Educational Specialists

 

Educational Specialists, defined as Speech Therapists, Learning Disability Specialists, Remedial Reading Specialists, Itinerant Teachers of Hearing and Visually Impaired, Occupational Therapists, and Physical Therapists, shall be guaranteed at least 120 minutes per week to conduct testing of students, scheduled by mutual agreement between the administrator and the specialist.  When testing is not performed, this time shall be guaranteed preparation time.

 

 

C.    Duty Free Lunch Period

 

1.           Elementary Teachers

 

a.                  Elementary teachers shall be provided a duty-

            free lunch period of at least thirty (30) minutes.

 

b.                  Elementary teachers shall deliver their classes

to the cafeteria prior to their lunch and escort

their students back to their room after recess

where classroom instruction will resume.

 

c.                   The above provision will be implemented

simultaneously with the restoration of a

fourth preparation period for elementary

teachers.

 

             2.         Grades 6-12

 

                         The parties agree that it is their intention to provide

                         a duty free lunch period of at least thirty (30) minutes

                         for every teacher in grades 6-12.

 

             3.         A joint subcommittee of the parties will explore the

                         feasibility of modifying the bell schedule and

                         cafeteria tables at the high school to provide a

                         thirty (30) minute duty-free lunch.

 

 

D.    Relief from Non-Teaching Duties

 

It shall be the goal of the department to computerize the processing of class registers.  The computerizing process will be completed by September 1, 1975.

 

E.      Preparation Periods

 

Preparation Periods are those periods during which the teacher is not assigned to a regular-programmed responsibility.

 

Teaching Specialist refers to teachers in the elementary schools who are specialists in the following areas: Music, Art, Physical Education, Handwriting, Health and Foreign Language   (4th and 5th grades).

 

      1.         The department shall guarantee every teacher in grades K-5  three (3) forty (40) minute preparation periods and one (1) thirty (30) minute preparation period per week.

 

      2.         To the end of enriching curriculum, improving teaching service and providing preparation periods, the School Committee shall add needed specialists.

 

      3.          Preparation periods shall be distributed in each school on an equitable basis.

 

      4.         Preparation periods shall be used for unassigned professional work.

 

      5.         When substitutes are not available, teachers may teach during their preparation period at the hourly rate set forth in Article II, Section E of this Agreement.

 

      6.         Shop teachers at the Vocational School shall be compensated for the lack of a preparation period rendered above and beyond other secondary school personnel.

 

      7.         A building principal, vice-principal or unit director may approve a teacher request to leave the building during such preparation periods for valid educational reasons.  Such approval shall not be unreasonably withheld.

     

F.     Length of School Day, Length of School Year and School Calendar

 

1.      Length of School Day

 

The School day shall be defined as a five (5) hour fifty-five (55) minute day for elementary schools, and a six (6) hour ten (10) minute day for the middle school and a six (6) hour thirty (30) minute day for senior high school.  At the elementary schools, teachers are to arrive ten (10) minutes before instruction begins and are to remain five (5) minutes after instruction ends. *  Middle school teachers shall arrive fifteen (15) minutes before instruction begins and shall remain ten (10) minutes after instruction ends.*  High school teachers shall arrive five (5) minutes before instruction begins and shall remain ten (10) minutes after instruction ends.**  At the end of the teacher workday (2:00 PM High School, 2:35 PM Middle School, 3:00 PM Elementary School), teachers shall only escort students still awaiting parental pickup or bus pick up to an area designated by the Principal in each building.  The Principal should have a procedure in place in each school for any students who have not been dismissed by the times listed above so that teachers may leave at the end of their contractual day.

 

 The School Calendar is hereby amended to reflect that schools will not be in session for Yom Kippur and Good Friday.

*At the Elementary and Middle School levels, students are scheduled to report to school 10 (10) minutes before instruction begins and are to leave five (5) minutes after instruction ends.

 

 

**At the High School, students are scheduled to report five (5) minutes before instruction begins and are to leave ten (10) minutes after instruction ends.

 

In the event the five extra days are exhausted, the parties will immediately meet and agree on a method of scheduling to fulfill the school year.

 

 

2.  Length of School Year

 

a) The regular term of all day schools shall constitute the 180 day minimum mandated by the Board of Education beginning on the Tuesday following Labor Day, and continuing into the month of June until the 180th day.  The school year for teachers shall commence on the Monday before Labor Day followed by Tuesday and Wednesday, of that week being Professional Development Days commencing at 8:00 AM and concluding at 1:00 PM with no lunch break.  Thursday shall be an administrative day from 8:00 AM to no later than 11:30 AM, with the remainder of the day for teacher use.  Friday of that week and the following Labor Day Monday shall be days off, and with the teacher work year resuming on Tuesday after Labor Day and continuing until one day after the close of the school year.  During the course of the school year, there shall be a scheduled four (4) early release days with students dismissed at 12:09 PM High School, 12:25 PM Middle School and 1:15 PM Elementary.  Teachers shall work until the end of their regular work day engaged in professional development activities.  The district shall continue to award PDP’s for these activities in order to allow teachers to meet DESE recertification regulations.  Day school sessions shall be suspended on Saturdays, Sundays, and on dates specifically listed as “No School” or “Not in Session” in subsection F 1 or in the school calendar.

b)   School Calendar 2008-2009

      The Final Contract will reflect three (3) calendars for School Years and 09-10,   10-11, 11-12 within the format for the 11-12 calendar as attached.

      The August Professional Development days will be held on Tuesday and Wednesday, August 23 and 24 and the "Administration Day" on Thursday the 25th.

     The third Professional Development Day has been scheduled for Election Day, November 8, 2011.  The scheduled for that day will be 8 a.m. to 1 p.m. in all schools at all levels.

      The remaining Professional Development Days have been modified from "half day format" to "Early Release Day" format and will end at the normal dismissal times.  Those dates are December 7, 2011, February 1, 2012, April 11, 2012

             c)  To the extent permitted by law and regulation of the State Board of Education, the  School Committee reserves the right to grant early dismissal to first grade students during the first three days of the school year.

 

G.    Safety and Health Standards

 

1.      The School Department shall conform with all Massachusetts safety laws.

 

2.      Primary grades shall be located in the classrooms on the first floor of school buildings            wherever possible.

 

3.      All school buildings shall be equipped with separate, modern sanitary facilities for male

       and female teachers, and students.

 

4.      Prompt repair or replacement shall be made of broken window panes, shades and cords,

       and of broken furniture.

 

5.      Student traffic patrols shall be eliminated and the police department be requested to

             assume this responsibility.

 

6.      Candy machines shall be excluded from all Peabody Schools.

 

H.    Scholarship Standards

 

1.      The parties agree that the selection of textbooks to be used in the school shall continue to be selected cooperatively after joint consultation among teachers and administrators.

 

2.      Federation representatives shall be included on the Committee that recommends and evaluates supplies used in the classroom.

 

3.      As far as administratively possible, delivery of all books and supplies for the following year shall be made in June.  Teachers shall be notified two months before the close of the school in June concerning supplies and materials which are denied, or which will not be available.

 

4.      The parties shall work together through a curriculum revisions committee to bring about changes in curriculum on all levels needed.  A joint committee will be selected by the parties to study the problem of curriculum continuity on days of excessive pupil absences.

 

5.      Classroom interruptions for notices or other matters shall occur only when absolutely necessary.

 

6.      No teacher shall be required to maintain the intercommunication system on open position during the school day.

 

7.      An instructional materials committee shall be established in all schools to coordinate the use and acquisition of audio-visual and other instructional materials.  The committee shall meet monthly with the A-V Coordinator, and carry on activity above and beyond regular instructional time equivalent to at least 15 hours annually.  Members of the committee shall be compensated at the hourly rate provided in the contract.

 

8.      Teachers other than newly appointed teachers will be given their academic assignments for the next school year under normal circumstances no later than the last day of the present school year.  The Committee reserves the right to reassign or change the assignment of a teacher.

 

9.      Before any newly required narrative reporting mechanism is instituted, such reporting mechanism must be first approved by a committee of six.  This committee shall consist of two members selected by the Federation, two members selected by the committee, one parent selected by the Federation and one parent selected by the committee.

 

 

 

 

 

 

I.       School Facilities

 

1.      Every class shall be held in a properly heated, lighted, ventilated, soundproofed, and equipped classroom when possible.

 

2.      Every school building shall have at least one teachers’ lounge which is kept clean and provided with suitable furniture.

 

3.      Renovations and painting shall not be carried out at times when they interfere with the instructional program or the reasonable comfort of staff or students.  The Principal shall use his discretion as to what is appropriate activity, keeping in mind the above guidelines. Such discretion shall not be exercised arbitrarily or capriciously.

 

4.      In buildings without cafeterias, provisions shall be made for refrigerators and cooking facilities as soon as administratively possible.

 

5.      A pay telephone for faculty use shall be provided in each building and located so as to insure privacy.

 

6.      Sufficient electrical outlets shall be provided and properly placed in all classrooms.

 

7.      Space (desk, file cabinet or closet) in which teachers may store instructional materials and supplies shall be provided for each teacher.

 

8.      The School Department shall make available a list of bid or catalogue prices for all school supplies.

 

9.      The School Department shall establish referral services for individual testing, psychiatric help and other clinical services on all levels of the school system.  Referral forms shall be available in the Principal’s office.

 

10.  The Superintendent will explore the feasibility of establishing an expense reimbursement for teachers of exceptional children for purchase of educational toys, puzzles, workshop tools or other special items which are not usually ordered by the School Department for its pupils and which must be tailored to individualized teacher-pupil relationships.

 

 

J.     Additional Personnel

 

1.      The services of Speech Therapists shall continue to provide for exceptional class students at the request of the classroom teacher.

 

2.      It shall be the committee’s intention to provide each elementary school with one (1) Remedial Reading Teacher.

 

3.      A study should be made of the possibility of a full-time coordinator of Federal and State Programs.

 

K.    After School Meetings

 

1.      The parties agree that attendance at PTO shall be voluntary.

 

2.      Teachers shall be required to be present at three (3) Parent Visiting Nights each year.

 

3.      Conferences with parents shall be conducted at the close of the school day by prior arrangement between the parent and the teacher.  Such conferences shall be held on an individual basis and shall not include CORE evaluations.  Any teacher involved in such conferences shall be indemnified for any liability possibly incurred and arising there from.  This section shall be reasonably implemented and enforced.

 

4.      Teachers may be required to attend up to ten common planning meetings of not more than one and one-half (1-1/2) hours in length each year.  These meetings shall be teacher directed and shall be for the sole purpose of allowing teachers to collaborate on academic activities, issues, and topics.  The parties agree that administrators or department heads shall have a maximum of fifteen (15) minutes at the start of such meetings for building or department business.

 

5.      Not more than ten building meetings of up to one hour in length shall be held at reasonable intervals at the discretion of the principal.  Advance notice of such meetings shall be provided at least 48 hours prior to the meeting except in an emergency. Such meetings would end no later than 68 minutes after the student dismissal but in no event would a meeting exceed 60 minutes at which time teachers may leave.

 

6.      Secondary school teachers will be allowed to police their own method of providing after school help outside the normal school day, being allowed the privilege of determining the time and the day or days when they will remain for student help.

 

It is understood that no student will be denied the opportunity to remain for after school help under this regulation.

 

7.      A joint subcommittee of the parties will explore the feasibility of conducting in-service training for teachers during the school day.

 

 

L.     Discipline Code

 

A uniform comprehensive discipline code shall be adopted by the parties prior to January 1, 1978.

 

 

 

 

 

 

M.     Seniority

 

1. System-wide seniority is defined as length of service in Unit A of the Peabody School Dept., except as permanent substitute.  Periods of service interrupted by a break due to resignation, retirement, termination or work outside the unit shall not be added together to determine system-wide seniority.  For purposes of this section, provisions of Article V, Section L apply.

 

The School Department shall prepare a seniority list of all members of the bargaining unit in the order of their seniority as defined in paragraph 1 above.  Such list shall contain seniority in years and months, the area of certification of current assignment and all areas of certification held by the employee.

 

The Federation shall be supplied with this list which shall be kept current.

 

2. A teacher who accepts a Unit B position and subsequently returns to Unit A before attaining professional status as an administrator shall resume accruing seniority in Unit A immediately upon her/his return to Unit A.  The individual's service as a member of Unit B shall not be counted toward Unit A seniority.

 

N.    Teacher Files

 

1.      A teacher shall be permitted by appointment to inspect the contents of his files, personnel folder, cards and records, and to make copies of such contents as concern his work and himself.

 

2.      Official grievances filed by any teacher under the grievance procedure shall not be placed in the personnel file of the teacher; nor shall such grievance become a part of any other or record which is used in the promotion process or in any recommendations for job placement.

 

3.      There shall be one, and only one, central location for the housing of teacher files, personnel folders, cards and records.  None of the aforementioned materials may be removed from this location.  Files are to be kept locked when regular personnel are not on duty.  Each file will contain a form wherein an employee will date and sign that he has inspected his own file and whereon an employee acting under orders of the Superintendent or his designee will record, date and sign with respect to any inspection, additions or deletions.  The Superintendent will control personnel who are given access to teacher files.

 

4.      Whenever written material is placed in a teacher’s file, a copy must be sent directly to the teacher involved at the time of its inclusion.

 

O.    Hiring of Substitutes

 

1.      Substitutes shall be hired to cover classes of regularly assigned teachers when they are absent.

 

2.      A centralized system of calling substitutes shall be utilized.

 

P.          Teacher Evaluation

 

1.      Statement of Purpose  603 CMR 35.03(4)

               

The purpose of the Peabody Public School’s Performance Standards & Procedures for Evaluation is to establish a structure to improve teaching and learning by creating a comprehensive understanding of a teacher’s work to assess the teacher’s professional skills.

 

Improving teaching and learning begins with the recognition that teaching is an extremely complex process, certain aspects of which can nevertheless be studied, understood and described in terms of certain principles, standards, and descriptors of effectiveness.

 

It is on the basis of these principles of effective teaching that the teacher’s professional skills are assessed and evaluated.  The intended outcomes of the process are several: to foster continuous self-examination of professional skills; to foster professional growth; to commend professional achievement; to provide a rational and reliable basis for making recommendations for the improvement of professional practice and instruction and to provide a basis for making employment decisions as needed.

 

In the context of supervision and evaluation, a major role of the supervisor is to provide focus and feedback for the teacher about performance issues, to support and stimulate the teacher’s thinking about instructional decisions and professional practice and to provide direction regarding program implementation and goals.

 

While the teacher is ultimately responsible for continuous professional growth, the supervisor is also responsible for explicitly identifying teacher strengths and weaknesses.  In the evaluation report, the supervisor may identify that specific areas for improvement to be addressed and in conjunction with the teacher shall develop an Improvement Plan indicating steps to be taken and a reasonable timeline within which they should take place.  In practice, whenever a supervisor identifies an area that needs improvement, the supervisor is responsible to provide recommendations for improvement and to give feedback on progress.  A supervision and evaluation process is most productive when both cooperation and respect exist between the teacher and supervisor.

 

2.      Performance Standards

 

The parties agree to incorporate the Seven Principles of Effective Teaching and the Seventeen Standards of Performance which support them, contained in 603 CMR 35.00, attached as Appendix C, into the Collective Bargaining Agreement.

 

The parties further agree that the accompanying descriptors as set forth therein shall be used only as a resource or guide for possible observable behaviors for both teachers and evaluators.  They shall not be used as a checklist nor shall they be considered applicable to all teachers in all circumstances.

 

 

3.      Procedures for Evaluation

 

a)      The parties agree to incorporate 603 CMR 35.03 “Principles of Evaluation”, and CMR 35.06 “Procedures for Evaluation”, attached as Appendix D, into the Collective Bargaining Agreement.

 

b)     All observations and evaluations of teaching performance shall be conducted personally with full knowledge of the teacher.  Notification by the administration at the beginning of the school year shall constitute full knowledge as required therein.

 

c)      The Comprehensive Evaluation Report, attached as Appendix E, will include the supervisor’s narrative assessment of the teacher’s performance.  Narrative descriptions and conclusions must be supported by evidence.

 

d)     Following the official written evaluation of any teacher, the evaluator shall meet with the teacher at the request of the teacher or the evaluator, to comment on and to discuss the evaluation report and to render constructive assistance.

           

e)      A copy of the evaluation report, signed by the teacher, shall be placed in his/her personnel file and a copy shall be given to the teacher.  The teacher’s signature shall not necessarily indicate agreement with its content.  The teacher shall have the right to make a written reply, which shall be attached to the evaluation report.

 

f)       A teacher not satisfied with the evaluation discussion shall be granted an opportunity to discuss the report with the Superintendent of Schools.

 

g)      Evaluation discussions shall be conducted privately.

 

h)     No teacher, with professional status, will be disciplined, reprimanded, reduced in rank or compensation without just cause.

 

 

Q.    Training Teachers

 

  1. Teachers with three (3) years of teaching experience shall have first opportunity on voluntary rotation basis to participate in teacher training.

 

  1. An institution requesting the service of a training teacher shall be encouraged to furnish a tuition voucher for a three-credit course.

 

R.        Mini-Courses (section deleted)

 

R.       Damage or Loss of Property

 

The Committee reserves the right to the extent permitted by law, to reimburse teachers for damage or loss of clothing or personal property suffered by a teacher, who has not been negligent, while on duty in school, to the extent not otherwise covered by insurance, up to a maximum of $100 in any instance.

 

The Committee reserves the right to indemnify teachers in accordance with General Laws Chapter 41, Section 100C.

 

S.     Assistance in Assault Cases

 

Teachers shall report all cases of alleged criminal assault suffered by them in connection with their employment to the principal, who shall report such assault to the Superintendent.

 

T.     Lay-Off and Recall

 

1.      In the event of a cut-back in personnel within the school system, employees shall be laid off in accordance with seniority as defined in Article III, Section M., i.e. the least senior employee currently assigned in the area of certification affected by the cutback may choose to displace the least senior employee of lesser seniority than the first employee who is assigned in an area of certification held by the first employee.  The Superintendent shall approve such reassignment of the more senior employee except for just cause.

 

2.      Any employee affected in a lay-off procedure shall be given notice prior to the 15th of June of the year preceding the lay-off.

 

3.      The Committee will offer each tenured employee who is affected by a layoff the opportunity to waive his or her rights under Massachusetts General Laws Chapter 71, Section 42 (Professional Status) which if accepted by said employee and in consideration thereof, the Committee will grant said employee an involuntary leave of absence for a period of two (2) years.

 

4.      A Recall List shall be established by the School Department.  Such list shall consist of the names of the affected employees and date of lay-off.  These persons shall be rehired before any new personnel are hired.  Such rehiring shall also be based on seniority, i.e. the person who was laid off LAST shall be the first reemployed. The employee shall remain on said recall list for not more than two (2) years.

 

5.      Any teacher granted an involuntary leave under the provisions of this Section shall upon his or her return during the two (2) year recall period, be entitled to tenure and all rights and benefits as set forth in Article V, Section L.2. of the Agreement.

 

6.      The Federation shall be provided with the Recall List, which shall be kept current.

 

 

 

U.  Small Learning Communities and/or Extended Day Programs.

 

      The School Committee shall inform the Federation, in writing, if it intends to plan Small           Learning Communities, Extended Day Programs, or any other new initiative that will affect the structure of a school, a school schedule, teaching practices or scheduling, or any other working condition. The Federation will notify the Committee in writing of its intent to demand negotiations.  The planning shall not begin until the parties meet to negotiate the

procedures by which such planning shall be conducted.

 

V.   Dignity and Respect

 

       The parties agree to act, at all times, in such a manner as to assure proper dignity and respect to each other.

 

 

Article IV

 

APPLICATION FOR PROMOTION:

JOB DESCRIPTIONS FOR PROMOTIONAL POSITIONS;

TRANSFERS; HANDLING OF OTHER JOB OPENINGS;

AFFIRMATIVE ACTION

 

A.    Promotions

 

1.      When a vacancy occurs in a position involving a ratio or differential and the Committee determines to fill it on a permanent basis, or in the case a vacancy in such position is anticipated to exceed six months and the Committee determines to fill it on a temporary (acting) basis, notice of the vacancy shall be circulated to all teachers by the principal in each building.  A copy of the notice shall also be forwarded to the Federation President.

 

2.      Qualification requirements, duties, salary and other pertinent information shall be categorically set forth.  In filling a permanent vacancy, time spent on a temporary (acting) basis in the position shall not be considered by the Committee in evaluating the qualifications of an applicant unless he has been elected to the position pursuant to paragraph 1.

 

3.      All qualified applicants shall be considered.

 

4.      Where other factors are the same among a number of candidates, seniority in the Peabody School Department shall govern appointments.

 

5.      Applications shall be in writing and shall state the position the applicant is seeking together with his qualifications for the position.  A two-week interval shall be allowed between the advertising and the filling of the position.

 

B.     Transfers

 

1.      Requests for transfer shall be submitted to the Superintendent in writing indicating subject, grade or school to which the teacher seeks assignment.  A valid transfer request shall be a request filed prior to April 1 and shall remain valid for two (2) school years. The Superintendent will acknowledge all transfer requests in writing.  All transfer requests may be withdrawn prior to the interview with the principal or during the interim prior to the offer or in accordance with Article IV B3.

 

2. Notice of a transfer shall be given to a teacher as soon as practical following the teacher’s   application for transfer.

 

  1. Transfer requests shall take effect as of September subject to the provisions of paragraph 8 where applicable. All transfers will be offered by letter sent by United States Postal Service and shall remain valid from the third day of mailing (exclusive of the date of the mailing) and for forty-eight (48) hours thereafter.  Once a transfer has been offered, the request shall be considered granted unless the teacher notifies the Superintendent that he/she does not accept the transfer within the time the offer is valid.

 

 

  1. No appointment may be made until pending transfer requests for existing openings have been considered.

 

A list of transfer requests shall be maintained by the School Department showing the date of the original request.  Such lists shall be available for inspection by a union official.

 

  1. Volunteers transferring within the same area of certification shall be transferred before any involuntary transfers are made.  A teacher may transfer voluntarily within his area of certification according to seniority as defined in Article III, Section M, i.e., the most senior volunteer shall be transferred.  The Superintendent shall approve such a transfer of the more senior employee except for just cause.

 

  1. Volunteers transferring between areas of certification shall be transferred before any involuntary transfers are made.  Seniority and specific areas of certification will determine the right of a teacher to transfer voluntarily from one certification to another, provided he meets one of the following criteria:

 

a)      One full continuous year (not less than 170 payroll days) prior teaching experience in the area of certification within the past 6 years.

 

b)     Obtaining a “mean” score within the past 5 years in the National Teachers Examination in the area of certification requested.

 

c)      Obtaining a “mean” score within the past 5 years in the Graduate Record Examination in the area of certification requested.

 

d)     Possession of an earned Advanced Degree in the area of certification requested.

 

e)      Completion, within the past 6 years of two three credit courses in the area of certification requested.

 

f)       The recommendation of the Superintendent of Schools for the requested transfer.

 

Teachers possessing general or prior to 1951 certifications shall be required to meet any one of the first five above enumerated criteria in combination with the recommendation of the Superintendent of Schools.

 

  1. Any involuntary transfer shall be determined by seniority, i.e. the least senior employee shall be transferred.

 

8.      When a vacancy arises after commencement of the school year, the School Committee will continue its practice of filling the vacancy with a UNIT A person for the balance of the school  year.  However, in determining how such position will be filled for the following September, the Superintendent will give consideration to valid transfer requests.  If in the exclusive judgment of the Superintendent a decision is made to grant a request for transfer, this successful transfer applicant and the teacher will be notified as soon as practical following the Superintendent’s decision.  If not, no vacancy will be deemed to exist the following September.

 

C.    Handling of Other Job Openings

 

Teachers regularly assigned to classroom teaching during the school year in Peabody shall have an opportunity to teach in summer, evening, Headstart and all Federally funded programs in the School System.

 

D.  Affirmative Action

 

The Committee, with the active assistance of the Federation, will, in good faith, seek out and encourage applications for promotional vacancies from among all qualified persons regardless of race, creed, color, national origin, sex, or marital status.

 

 

 

Article V

 

LEAVES OF ABSENCE

 

A.    Federation Leave 

 

Employees who are officers of the Federation or who are appointed to its staff shall, upon proper application, be given a leave of absence without pay for the purpose of performing legitimate duties for the Federation.  Employees given leaves of absence without pay shall receive credit toward annual salary increments on the schedules appropriate to their rank.

 

Provided also that for special purposes leaves under the above conditions shall be granted from time to time for shorter periods than one year, i.e., three or six months as requested by the Federation for special study or research or similar relevant purposes to enhance the knowledge and competency of the Federation by administrating its responsibilities under this contract.

 

B.     Sick Leave

 

1.      Professional personnel shall be allowed fifteen (15) days per year and effective as of September 1, 1993 shall be entitled to accumulate said days without limit.  Effective with the 1995-1996 School Year, prior to September 15 of each year, the Committee shall send each teacher written notice stating his/her accrued sick leave.    

 

2.      One day shall be granted for each year in the Peabody School System beyond 10 years.  This additional allowance is not accumulative.

 

3.      Personnel entering service after the opening of school shall be allowed sick leave on a pro-rated basis.

 

4.      A regular teacher or assistant principal who takes the place of a principal for a full week or more shall receive the principal’s rate of pay for such services beyond the full week.

 

5.      If a teacher is absent and if no substitute is employed, the teacher’s absence shall be charged to her sick leave.

 

6.      Any teacher removed or excluded from employment on account of tuberculosis in a communicable form shall be carried on sick leave pay for the entire period of such exclusion or removal, but in no case for more than two years, and for such additional period as he may be entitled under the rules of the Peabody School Department.

 

7.      If any contagious disease is contracted during the school year and connected with schoolwork, the employee shall receive full pay for six months with the privilege of asking the School Committee for an extension of this allowance at the end of the six-month period.  Such absence shall not be deducted from the regular personal sick leave.

 

8.      A teacher may, if he deems absence to be for an unavoidable reason, deduct from his personal sickness allowance for unavoidable absences.  “Unavoidable absences” shall be deemed to mean the transaction of imperative legal business, household or family matters impossible to transact during non-school hours.  Advance notice to the Superintendent will be given as soon as possible.  Except in cases of unforeseen emergencies, the granting of unavoidable absences on days before and/or after a holiday and/or vacation shall be subject to the prior approval of the Superintendent, which approval shall not be unreasonably withheld.  In cases of such unforeseen emergencies, later verification may be required by the Superintendent.

 

9.      All regular teachers formerly employed by the City of Peabody who left and have been reinstated as regular teachers shall receive credit for their sick leave for the total number of year of service.

 

 

10.  There shall be established a cumulative Sick Leave Bank under the following conditions:

 

a)      Each employee who voluntarily chooses to participate in the sick leave bank may assign one day of his/her personal sick leave.  Employees must decide whether or not they wish to participate in the bank within 30 days following employment or reemployment.  Employees wishing to participate in the sick bank must have a minimum of 21 days of accumulated personal sick leave upon joining the bank.

 

b)     Upon the complete exhaustion of  a member’s accumulated sick leave and that member having suffered ten days of unpaid sick leave in each instance, the member becomes eligible to draw upon the Sick Leave Bank, and he shall receive retroactive pay to the first day of exhaustion of her personal sick leave.  Each member will be entitled to draw a maximum of 120 days from the bank after meeting the above provisions.

 

c)      Any such employee absent pursuant to Article V, Section C shall be entitled to draw upon the Sick Leave Bank immediately following the exhaustion of his personal sick leave.

 

d)     Whenever the Bank falls below 100 days the Superintendent shall notify all members of the Bank in writing that those not wishing to remain in the bank must notify the Superintendent within fifteen days of their intention to withdraw.  Failure to notify the Superintendent will constitute approval for the assignment of one additional day from personal sick leave to the Bank to continue membership.

 

e)      If an employee is drawing from the Bank at the time of a restocking of the Bank, that Employee will be entitled to continue to draw during that particular illness until he or she attains the maximum or returns to employment.

 

f)       Notwithstanding any of the above provisions, an individual member who has had a long term illness and as a result thereof at the time of restocking fails to qualify therefore, shall continue membership in said Bank.  The Superintendent shall verify long term illness.

 

11.  A teacher who opts for supplemental longevity payments as described in Article

II, Section G2 shall have 60 days deducted from his/her sick leave accumulation

in each of the three years of his/her participation in the program.

 

A teacher who opts for supplemental longevity payments as described in

Article II, Section G 2a shall have 180 days deducted from his/her sick

leave accumulation.

 

A teacher who opts for supplemental longevity payments as described

in Article II, Section G 2b shall have 90 days deducted from his/her

sick leave accumulation in each of the two years of his/her participation

in the program.

 

A teacher must retain fifteen (15) days of sick leave at the end of his/her

participation in the program.

 

C.    Absence Due to Injury In Course of Employment

 

An employee who is absent because of a personal injury, assault, or battery arising out of and in the course of his employment may take such of his sick leave and Sick Leave Bank allowance, when added to the amount of any weekly Workers’ Compensation disability allowance actually received will result in the payment to him of his full salary.

 

 

D.    Sabbatical Leave

 

1.      Professional personnel shall receive half pay for one (1) year of sabbatical leave for study or research following seven (7) years of service in the Peabody School Department.  Professional personnel may be granted a half-year’s salary for one-half year of sabbatical leave hereunder.  Professional status, regular salary increments and status shall not be impaired.  One teacher for each unit of 100 teachers (five teachers out of five hundred teachers) shall be eligible for sabbatical leave each year.

 

2.      Such leaves shall be granted only to personnel who are on professional status in the Peabody School Department.

 

3.      Applicants for sabbatical leave must submit a request prior to April 15th for leave beginning the following September.  Applications and plans for a half-year sabbatical commencing in the middle of the school year must be submitted prior to October 15 preceding the commencement of such sabbatical.

 

4.      Each application must include a proposed plan of study, travel, or research, a statement on the applicant’s professional purpose and the expected value to the Peabody School Department.

 

5.      Prior to the granting of such leave an applicant shall enter into a written agreement with the Peabody School Committee that upon termination of such leave he will return to service in the Peabody Public Schools for a period of two (2) years and that in default of completing such service he will refund to the City of Peabody an amount equal to the proportion of salary received by him while on leave, unless this failure is due to illness, disability or death.

 

6.      Upon request of a teacher with fourteen (14) years of service in the Peabody School Department, leave of absence without pay for one school year shall be granted, with full reinstatement rights.

 

 

 

 

 

E.     Funeral Leave

 

1.      Five (5) days shall be allowed for death in the immediate family without any deduction for the regular sick leave allowance.  Immediate family shall include parent, sister, brother, grandparent, spouse, child, and parent of either spouse.

 

2.      In the event of death of a teacher, the school of which the deceased was a staff member will remain closed during the funeral service.

 

3.      If the deceased is a member of the immediate family of one of our staff, the principal or a teacher whom he selects, may represent each school, except the school involved, at the services if arrangements for the supervision of the pupils can be arranged.

 

 

4.      The particular school in which the deceased is a member of the immediate family of a teacher in that building may send both the principal and a teacher to the services.

 

5.      The President of the Peabody Federation of Teachers may attend such services as the official representative of that body.

 

F.     Military Leave

 

Military leave of absence, without pay, may be granted to a permanent teacher inducted into the armed forces for the required length of service, according to the terms of the Selective Services and Training Act of 1940, and subsequent amendments by Congress.

 

G.    Organized Reserves Forces

 

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

 

H.    Maternity Leave

 

1.      A teacher may use personal sick leave for up to eight weeks following the termination of a pregnancy.  Such teacher may opt to take an unpaid leave for the remainder of the academic year in which the termination of pregnancy occurs.

 

A physician’s certification of medical disability shall entitle the teacher to exceed the eight-week limit.  Within four weeks following the termination of pregnancy the teacher will notify the Superintendent of the intent to use the option of unpaid leave for the remainder of the academic year.

 

2.      A teacher may elect in place of Section I a fully unpaid leave, to terminate the September immediately following the birth of the child or the following September.  Such teacher shall give notice to the Superintendent one month prior to the beginning of the unpaid leave.  A written notice of intent to return in September must normally be given prior to July 1, but in no event later than July 31 of such calendar year.

 

3.      Teachers not on tenure shall be eligible for maternity leave of absence.  It is understood that the school year (s) in which maternity leave of absence is used shall not be deemed to count toward the three-year probationary period except as may be required by law or except as the School Committee may permit in its discretion.

 

4.      Any teacher suffering from a medically certified disability and is a member of the Sick Leave Bank is eligible for coverage under Article V, Section B.10.

 

I.       Leave for Conferences, Conventions, etc.

 

1.      With the approval of the Superintendent, official delegates of the Peabody Federation of Teachers shall be granted leave with pay to attend conventions of affiliated bodies, education conferences, or other functions, which contribute, to the advancement of educational welfare in the City of Peabody.  All members of Unit A may be granted leave

to attend conventions or conferences with expenses of up to $200 at the discretion of the Superintendent (Subject to appropriation therefore).

 

2.      Teaching personnel authorized to attend conventions, conferences, etc., on school time must file with the Superintendent a report on the particular function attended.

 

3.      The report should include the nature of the event, a general appraisal of the program, and a statement of what benefit, if any, accrued to those attending.

 

J.      Marital Leave

 

Marital leave of absence, without pay, may be granted to teachers upon request up to a maximum of ten (10) school days.

 

K.    Other Leave

 

1.      One day shall be allowed for marriage in the immediate family.  Immediate family consists of parent, sister, brother, grandparent, or child.

 

2.      Jewish teachers shall be excused from 3 days of class sessions without loss of pay on Rosh Hashanah and Yom Kippur if necessary.

 

3.      Absence from school without loss of pay on Orthodox Good Friday shall be granted to teachers of said faiths.

 

4.      If a teacher is accepted in a summer school program and has the approval of the Superintendent to be released for attendance at such program prior to the closing of school (but not earlier than June 1) the teacher’s pay for the remainder of the school year shall be reduced by the amount of any compensation or stipend he may receive from outside sources for attending the program.

 

5.      Members of the bargaining unit shall be granted a leave of absence without pay for up to two (2) years to serve with the National Teacher Corps, Commonwealth Teacher Corps, or the Peace Corps.

 

6.      Leaves of absence may be extended by the Committee.

 

 

L.     Maintenance of Benefits

 

1.      Each teacher granted leave with pay, shall upon his return, be entitled to claim service credit for seniority, longevity, retirement, appropriate placement on the schedule and increments due him in accordance with the length of his leave and shall be returned to the same or substantially similar position.

 

2.      Any teacher placed on recall list, unpaid maternity leave, or leave under Article V, Section D. 6. shall upon his return be entitled to claim all previously accrued seniority, longevity, retirement, appropriate placement on the schedule and increments due him in accordance with the length of his leave and shall be returned to the same or substantially similar position.

 

 

 

 

Article VI

 

SUPPLEMENTAL BENEFITS

 

A.     Blue Cross – Blue Shield

 

1.      Effective January 1, 2009, The School Committee shall pay eighty-five percent (85%) of the premium rate of the Blue Cross/Blue Shield Plans, with the employee contributing fifteen (15%) to the total monthly rate thereof.  Effective July 1, 2009, the co-pay charges applicable to the health insurance plan is as follows:

Office Visits: from $5.00 to $10.00 for the HMO Blue plan (with office visits for the Blue Care Elect plan to remain at $15.00)

Emergency Room: from $25.00 to $50.00 for both plans

Retail Pharmacy: $10.00/$15.00/$30.00

Mail Prescriptions: $20.00/$40.00/$70.00

 

 

2.      The Employer, to the extent permitted by law, shall institute a pre-tax cafeteria plan in accordance with Section 125 of the Internal Revenue Code in order that the contribution to the health insurance premium cost by the employee will receive pre-tax treatment in accordance therewith.

 

 

 

 

B.     Life Insurance

 

The City of Peabody shall provide one-half the cost of a $5000 life insurance policy as adopted by the City under Chapter 32B of the General Laws of the Commonwealth.

 

C.    Additional Insurance

 

The City of Peabody shall allow personnel to purchase additional insurance under the terms of Chapter 32B of the General Laws of the Commonwealth.

 

D.    Pension

 

The parties agree that all provision of the Massachusetts Teachers Retirement Plan shall be made a part of this agreement.

 

E.     Tax Free Annuity

 

The Committee agrees that it is desirable to allow teachers to take advantage of the federal law concerning tax free annuities and shall take such steps as are necessary to implement a tax free annuity program.  The company or companies providing the coverage shall be mutually agreed upon by the parties.

 

F.     Workmen’s Compensation

 

Teachers are covered by the provisions of the Massachusetts Workmen’s Compensation Act, General Laws of the Commonwealth.

 

G.    Disability Insurance

 

The Committee will investigate the feasibility of monthly deductions of group disability insurance premiums.

 

H.    Mileage Allowance

 

Effective on ratification of this Agreement, the Committee shall reimburse persons covered by this Agreement at the rate of ten cents per mile for travel in personal cars between schools during the assigned workday.

 

            Article VII

 

                        GRIEVANCE PROCEDURE AND ARBITRATION

 

A.    Definition

 

1.      A “grievance” shall mean a complaint by an employee or the Federation that there has been a violation, misinterpretation, or inequitable application of any of the provisions of this agreement.

 

2.      As used in this Article the term “employee” shall mean either an individual employee or a group of employees having the same grievance.

 

3.      The Federation may initiate and process grievance under the following procedure, acting in the place of the employee.

 

4.      Failure by the municipal employer or his agent at any level of the Grievance Procedure to communicate an answer to the grievance within the specified time limits shall permit the employee or the Federation to proceed to the next level.

 

B.     Adjustment of Grievance

 

1.      Level 1 – The Principal

 

a)      An employee may represent a grievance to the Principal of the school within fifteen (15) school days following the act or condition, which is the basis of the complaint.

 

b)     The employee and the Principal shall first confer on the grievance with a view to arriving at a mutually satisfactory resolution of the complaint.  At the conference, the employee may be represented by the appropriate Federation representative, but where the employee is represented he must be present.  Whenever a grievance is presented to the Principal by the teacher personally, the Principal shall give the Federation representative the opportunity to be present and state the views of the Federation.

 

c)      The Principal of the school shall communicate his decision to the aggrieved Federation Employee and to the Federation representative who participated within five school days after receiving the complaint.

 

2.   Level 2 – Superintendent’s Designee

 

a)                  If the grievance is not satisfactorily adjusted, the aggrieved employee may appeal it within five school days to the Superintendent’s designee for a satisfactory adjustment.  The appeal shall be in writing and shall set forth specifically the act or condition and the grounds on which the grievance is based.

 

b)                 The Assistant Superintendent shall meet and confer with the aggrieved employee.  The aggrieved employee and his representative, if any, shall be given at least two school days notice of the conference and an opportunity to participate.

 

c)                  The employee shall be present at the conference, except that he need not attend where it is mutually agreed that no facts are in dispute and that the sole question is one of interpretation of a provision of this agreement, or of what is established policy or practice.

 

d)                 Notice of the conference shall also be given to the Principal of the school who rendered the decision at Step 1.  The Principal of the school may be present to state his or her views.

 

e)                  Where the employee is not represented by the Federation at this step, the Assistant Superintendent shall furnish the Federation with a copy of the

 

f)                   appeal from Step 1, together with notice of the date of the conference.  In such cases the Federation may be present and state its views.

 

g)                  The Assistant Superintendent shall communicate his decision in writing, together with the supporting reasons, to the aggrieved employee, to the Federation representatives who participated, and to the Principal of the school who rendered the decision at Step 1 within ten school days after receiving the appeal.

 

3.   Level 3– Superintendent of Schools

 

a)      If the grievance is not resolved at Step 2, the aggrieved employee may appeal from the decision at Step 2 to the Superintendent of Schools within ten school days after the decision of the Assistant Superintendent has been delivered.  The appeal shall be in writing, shall set forth specifically the reasons for the appeal, and shall be accompanied by a copy of the appeal and decision at Step 2.

 

b)     The Superintendent of Schools, or his designated representative, shall meet and confer with the aggrieved employee with a view to arriving at a mutually satisfactory resolution of the complaint.  The aggrieved employee and the appropriate Federation representative shall be given at least two school days notice of the conference and an opportunity to be heard.

 

c)      Notice of the conference shall also be given to the Principal of the school and to the Assistant Superintendent of Schools who may be present at the conference to state their views.

 

d)     When the employee is not represented by the Federation at this step, the Superintendent of Schools shall furnish the Federation with a copy of the appeal from Step 2 together with notice of the date of the conference.  In such cases the Federation may be present and state its views.

 

e)      The Superintendent shall communicate his decision in writing, together with the supporting reasons, to the aggrieved employee, and to the Federation representatives who participated in this step, within ten school days after receiving the appeal.

 

f)       The principal of the school, and the Assistant Superintendent shall also receive a copy of any decision at this step.

 

 

 

 

4.   Level 4– School Committee

 

a)      If the grievance is not resolved at Level 3, the aggrieved employee may appeal from the decision at Level 3 to the School Committee within ten school days after the decision of the Superintendent of Schools has been delivered.  The appeal shall be in writing, shall set forth specifically the reasons for the appeal, and shall be accompanied by a copy of the appeal and the decision at Level 3.

 

b)     The School Committee shall meet with the aggrieved teacher with a view to attaining mutual resolution of the complaint.  The aggrieved employee, and the appropriate Federation representative, shall be given at least two school days notice of the conference and opportunity to be heard.

 

c)      Notice of the conference shall also be given to the Superintendent, Assistant Superintendent, principal, or any other appropriate superior.  The above-names parties may be present at the conference and state their views.

 

d)     When the employee is not represented by the Federation at this level, the School Committee shall furnish the Federation with a copy of the appeal from Level 3 together with notice of the date of the conference.  In such cases, the Federation may be present and state its views.

 

e)      The School Committee shall communicate its decision in writing, together with supporting reasons, to the aggrieved employee and to any Federation representatives who participated at this level within ten school days after receiving the appeal.

 

5.      Special Procedures for Grievances Relating to Salary and Leave Matters

                       

a)      Any grievance based on a complaint that the employee has been placed on the wrong salary schedule, or step, or that he has been improperly denied an increment, or that his salary has been miscalculated, or that the person’s absence deduction was improperly calculated shall be filed directly with the First Assistant Superintendent and shall next be appealed to the Superintendent of Schools.  In such cases, the provision of the general procedures relating to Step 2 shall apply to the presentation and adjustment of the grievance at the level of the First Assistant Superintendent except that:

                       

1)      the grievance shall be filed within 15 school days following knowledge by the grievant of the act or condition which is the basis of the complaint, unless the grievance has a valid excuse for later filing.

 

2)      the employee need not be present at the conference.

                                               

The provisions of the general procedures relating to levels 3 and 4 shall apply to any appeal to the Superintendent of Schools or the School Committee from the decision of the First Assistant Superintendent of Schools.

 

6.      Time Limits

 

      The time limits in this Article may be extended by mutual agreement.

 

C.    Arbitration

 

1.      A grievance dispute which was not resolved at the level of the School Committee, under the grievance procedure may be submitted by the Federation to arbitration.  The proceeding may be submitted by the Federation to arbitration.  The proceeding may be initiated by written notice to the School Committee and the American Arbitration Association postmarked within ten (10) school days after receipt of the decision of the School Committee at Level 4.

2.      The Arbitrator shall issue his decision not later than 30 days from the date of the close of the hearings or, if oral hearings have been waived, then from the date of transmitting the final statements and proofs to the arbitrator.  The decision shall be in writing and shall set forth the arbitrator’s opinion and conclusion on the issues submitted.  The decision of the arbitrator, if made in accordance with his jurisdiction and authority under this agreement, will be accepted as final by the parties to the dispute and both will abide by it.  The arbitrator’s fee will be shared equally by the parties to the dispute.

 

3.      The Committee agrees that it will apply to all substantially similar situations the decision of an arbitrator sustaining a grievance and the Federation agrees that it will not bring or continue, and that it will not represent any employee in any grievance which is substantially similar to a grievance denied by the decision of an arbitrator.

 

 

                                                Article VIII

 

               FEDERATION PRIVILEGES AND RESPONSIBILITIES

 

A.    Fair Practices

 

As sole collective bargaining agent the Federation will continue its policy of accepting into voluntary membership all eligible persons in the union without regard to race, color, creed, national origin, sex or marital status.  The Federation will represent equally all persons without regard to membership, participation in or activities in any employee organization.

 

The Committee agrees to continue its policy of not discriminating against any person on the basis of race, creed, color, national origin, sex, marital status or participation in or association with the activities of any employee organization.

 

 

 

B.     Dues Check-off

 

The Federation may secure authorizations for payroll deductions for Federation dues.  Such authorizations may be revocable as provided by law.  The Committee will request the Treasurer of the City of Peabody to submit such sums in total to the Union Treasurer no later than ten (10) days after the deduction has been made.

 

Any teacher desiring to have the Committee discontinue deductions that he has previously authorized must provide written notice to the Committee.

 

The Federation shall be notified of any teacher withdrawing or dropped from the payroll deductions.

 

 

C.    Allowed Time for Federation Negotiations

 

1.      The principal shall recognize the Federation building representative as the official representative of the Federation in the school.

 

2.      The principal shall meet at least monthly with School Federation Committee, if requested by the Federation representative, to consult on local school problems and policies as they relate to established Committee policies and procedures and this agreement.  No other committee shall exist for this purpose.

 

3.      The discussion of other matters, as agreed upon for discussion by the principal and the School Federation Committee, is not precluded by the above.  However, the principal and the School Federation Committee do not have the authority to reach any decision which changes this agreement or any established School Committee policy or procedure.

 

4.      A committee of Federation representatives shall meet at least once a month with the Superintendent of Schools for consultation on matters of educational program and curriculum during the school year.  A prospective change in grouping levels or on imminent mass transfer of pupils and/or teachers shall be an appropriate item for discussion in terms of the procedure to be utilized.  Both parties shall submit items for the Agenda.  There shall be mutual effort to make these sessions meaningful and advantageous to the school system.  Federation representatives shall be excused from teaching duty for this purpose when held during school hours.

 

5.      Members of the Federation Negotiating Committee shall, upon arrangement, be excused from duty with pay with provision made for substitute relief for the purpose of time spent on negotiations.

 

6.      The President of the Federation shall be allowed two (2) administrative periods per week to work on contract implementation.  Additional administrative time may be arranged in an accommodation basis with the principal.

 

 

 

D.    Distribution of Materials

 

The Federation shall have the right to place material in the mail boxes of teachers and other professional employees.

 

E.     Bulletin Boards

 

The Federation shall be provided a bulletin board or boards in each school and other work location for the posting of notices and other materials.  The bulletin board shall be identified with the name of the Federation and the authorized representative of the Federation or his designee shall have the responsibility for posting materials on the bulletin board.

 

F.     School Meetings

 

The authorized representative of the Federation shall have the right to schedule Federation meetings in the building before or after regular class hours and during lunch time of the employees involved.

 

G.    Grievance Time for Building Representatives

 

The Federation Building Representative in each house at the high school, the vocational high school and the middle school shall be allowed one (1) administrative period per week for conferring with teachers on grievances or associated matters.

 

H.    No Federation Activity on School Time

 

Except as provided herein the Federation agrees that no teacher will engage in Federation activity during the time he is assigned to teaching or other duties.

 

I.       Protection of Individual and Group Rights

 

Nothing contained herein shall be construed to prevent the Committee, a member of the Committee or its designated representatives from meeting with any teacher for expression of the teacher’s views.  In the area of collective bargaining, no changes or modifications shall be made except through consultation and negotiation with the Federation.  Nothing contained herein shall be construed to permit an organization other than the Federation to appear in an official capacity in the processing of a grievance.  Nothing contained herein shall be construed to prevent any person from informally discussing any dispute with his immediate superior or processing a grievance on his own behalf in accordance with the Grievance Procedure, heretofore set forth in Article VII.

 

J.      Information

 

1.      The Committee shall make available to the Federation upon its reasonable request any and all available information, statistics, and records relevant to negotiations, or necessary for the proper enforcement of the terms of this agreement.

 

2.      The Committee shall permit one or more designated regular staff members of the Federation or off duty teacher representatives of the Federation to visit the schools to investigate working conditions, teacher complaints or problems, or for any other purpose relating to the terms and conditions of this agreement, provided always that there shall be no interference with school functioning.

 

3.      A copy of the full agenda of all School Committee meetings, as such agenda is made available  to the press shall be made available to the Federation President at least twenty-four (24) hours prior to such meetings.  The Federation President shall be advised as soon as possible of all special meetings of the School Committee.

 

4.      A copy of the minutes of all open-session School Committee meetings shall be made available to the Federation President.

 

5.      A copy of the School Committee’s public payroll records showing individual payroll deductions for Federation dues shall be sent monthly to the Federation Treasurer.

 

 

K.    Existing Laws and Regulations Preserved

 

The rights and benefits of persons provided herein are in addition to those provided by   City, State or Federal law, rule or regulation including without limitation all applicable tenure, pension or education laws and regulations.

 

L.     Agency Service Fee

 

Persons covered by this agreement who are not Federation members shall be required, as condition of employment, to pay to the Federation an agency service fee proportionately commensurate with the cost of collective bargaining and contract administration, in no event to exceed Federation dues less the cost of Federation-sponsored insurance.  The Federation agrees to indemnify the School Committee for any financial liability which it may incur in complying with this Section.

 

            Article IX

 

HANDLING OF NEW ISSUES

 

Matters of collective bargaining import not covered by this agreement, may, during the life of the agreement, be handled in the following manner:

 

By the Committee:

 

Except as any change may be commanded by law the Committee will continue its

policies as outlined herein, with respect to matters not covered by this agreement which are proper subjects for collective bargaining the Committee agrees it will make no changes without prior consultation and negotiation with the Federation.

 

 

By the Federation:

 

In any matter not covered in this agreement which is a proper subject for collective bargaining the Federation may raise issue with Committee for consultation and negotiation; except that the Federation shall not renew or seek to renew any question introduced, debated, and settled, either negatively or affirmatively, during the bargaining prior to final settlement.

 

Being a mutual agreement, this instrument may be amended in writing at any time by mutual consent.

 

 

                        Article X

 

            SAVING CLAUSE

 

A.    If any provision of this Agreement is or shall at any time be contrary to law, then such provision shall not be applicable or performed or enforced, except to the extent permitted by law.

 

B.     In the event that any provision of this Agreement is or shall at any time be contrary to law, all other provisions of this Agreement shall continue in effect.

 

 

                                                Article XI

 

               RESOLUTION OF DIFFERENCE BY PEACEFUL MEANS

 

The Federation and the Committee agree that differences between the parties shall be settled by peaceful means as provided within this Agreement.  The Federation, in consideration of the value of this Agreement and its terms and conditions and the Legislation which engendered it, will not engage in, instigate, or condone any strike, work stoppage or any concerted refusal to perform normal work duties on the part of any employee covered by this Agreement.

 

 

                                                            Article XII

 

                                                PRINTING OF AGREEMENT

 

The School Committee agrees to pay the costs of printing this Agreement in booklet form  and to distribute copies of this Agreement to each teacher presently employed by the Committee and to each new teacher hired by the Committee. The Agreement shall be printed within thirty (30) days of its execution between the parties.

 

 

 

 

 

                                                            Article XIII

 

                                                COMMITTEE RIGHTS

 

Except as specifically limited by this Agreement the Committee reserves and retains all the authority, power and rights provided to it by law.

 

 

 

                                                            Article XIV

 

                                                            DURATION

 

This Agreement and each of its provisions shall be in effect as of September 1, 2011 except as otherwise provided in this contract, and shall continue in force and effect until August 31, 2012.


 

 

 

 

 

 

 

 

This Agreement entered into this 12TH day of   JUNE 2012.

 

 

 

PEABODY SCHOOL COMMITTEE                               PEABODY FEDERATION OF

                                                                                                TEACHERS, LOCAL 1289

                                                                                                AFT, AFL-CIO

 

 

 

 


EDWARD A. BETTENCOURT, JR.                                            BRUCE NELSON

CHAIRMAN                                                                         PRESIDENT

 

 

 

 


APPENDIX A

 

PEABODY SALARY SCHEDULE - TEACHERS

2008-2009  4%

 

STP

B

B+15

M

M+15

M+30

M+45

M60

2M/CAGS

DOC

1

    37,506.92

   38,946.35

    40,383.50

   41,812.68

   43,248.70

    44,691.54

                 -  

                 -  

    46,133.24

2

    39,183.98

   40,621.13

    42,057.13

   43,496.57

   44,942.81

    46,374.28

                 -  

                 -  

    47,813.70

3

    41,105.48

   42,659.74

    44,331.11

   45,693.23

   47,451.01

    49,002.99

                 -  

                 -  

    50,557.25

4

    42,659.74

   44,212.87

    45,772.81

   47,322.52

   48,883.61

    50,441.28

                 -  

                 -  

    52,002.36

5

    44,212.87

   45,772.81

    47,322.52

   48,883.61

   50,441.28

    52,002.36

                 -  

                 -  

    53,554.35

6

    46,674.72

   48,254.96

    49,846.81

   51,432.86

   53,027.02

    54,609.58

    56,206.06

    56,785.76

    57,365.45

7

    48,254.96

   49,846.81

    51,435.17

   53,027.02

   54,609.58

    56,206.06

    57,780.51

    58,360.21

    58,939.90

8

    49,725.07

   51,318.08

    52,902.96

   54,507.55

   56,071.58

    57,665.74

    59,249.46

    59,829.15

    60,408.85

9

    51,578.94

   53,145.27

    54,733.64

   56,320.84

   57,904.56

    59,502.20

    61,073.18

    61,652.88

    62,232.57

10

    53,756.27

   55,593.91

    56,933.00

   58,507.45

   60,103.93

    61,688.82

    63,274.86

    63,854.56

    64,434.25

11

    54,645.52

   56,483.16

    59,632.06

   61,121.87

   62,718.36

    64,433.09

    66,524.64

    67,104.33

    67,684.03

12

    57,457.04

   59,295.83

    61,008.25

   62,603.58

   64,200.05

    65,915.95

    68,007.50

    68,587.19

    69,166.89

13

                 -  

               -  

    64,442.06

   66,052.91

   67,664.92

    69,396.35

    71,508.24

    72,678.92

    73,849.59

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

PEABODY SALARY SCHEDULE - TEACHERS

2009-2010    3%

 

STP

B

B+15

M

M+15

M+30

M+45

M60

2M/CAGS

DOC

1

    38,632.13

   40,114.74

    41,595.00

   43,067.06

   44,546.16

    46,032.28

                 -  

                 -  

    47,517.23

2

    40,359.50

   41,839.76

    43,318.85

   44,801.46

   46,291.09

    47,765.51

                 -  

                 -  

    49,248.11

3

    42,338.64

   43,939.54

    45,661.04

   47,064.02

   48,874.54

    50,473.08

                 -  

                 -  

    52,073.97

4

    43,939.54

   45,539.26

    47,145.99

   48,742.20

   50,350.11

    51,954.52

                 -  

                 -  

    53,562.43

5

    45,539.26

   47,145.99

    48,742.20

   50,350.11

   51,954.52

    53,562.43

                 -  

                 -  

    55,160.98

6

    48,074.96

   49,702.61

    51,342.22

   52,975.84

   54,617.83

    56,247.87

    57,892.25

    58,489.33

    59,086.42

7

    49,702.61

   51,342.22

    52,978.22

   54,617.83

   56,247.87

    57,892.25

    59,513.93

    60,111.02

    60,708.10

8

    51,216.83

   52,857.62

    54,490.04

   56,142.78

   57,753.72

    59,395.71

    61,026.94

    61,624.03

    62,221.11

9

    53,126.31

   54,739.63

    56,375.65

   58,010.47

   59,641.70

    61,287.27

    62,905.38

    63,502.47

    64,099.55

10

    55,368.96

   57,261.73

    58,640.99

   60,262.67

   61,907.05

    63,539.48

    65,173.11

    65,770.20

    66,367.28

11

    56,284.89

   58,177.65

    61,421.02

   62,955.53

   64,599.91

    66,366.08

    68,520.37

    69,117.46

    69,714.55

12

    59,180.76

   61,074.71

    62,838.50

   64,481.69

   66,126.05

    67,893.43

    70,047.72

    70,644.81

    71,241.89

13

                 -  

               -  

    66,375.32

   68,034.50

   69,694.87

    71,478.24

    73,653.49

    74,859.29

    76,065.07

 

 

 

 

 

 

 

 

 

 

 

 

 

PEABODY SALARY SCHEDULE - TEACHERS

2010-2011   3%

STP

B

B+15

M

M+15

M+30

M+45

M60

2M/CAGS

DOC

1

    39,791.09

   41,318.18

    42,842.85

   44,359.08

   45,882.55

    47,413.25

                 -  

                 -  

    48,942.75

2

    41,570.28

   43,094.96

    44,618.41

   46,145.51

   47,679.82

    49,198.48

                 -  

                 -  

    50,725.56

3

    43,608.80

   45,257.72

    47,030.87

   48,475.95

   50,340.77

    51,987.27

                 -  

                 -  

    53,636.19

4

    45,257.72

   46,905.43

    48,560.37

   50,204.46

   51,860.62

    53,513.16

                 -  

                 -  

    55,169.30

5

    46,905.43

   48,560.37

    50,204.46

   51,860.62

   53,513.16

    55,169.30

                 -  

                 -  

    56,815.81

6

    49,517.21

   51,193.69

    52,882.48

   54,565.12

   56,256.36

    57,935.30

    59,629.01

    60,244.01

    60,859.01

7

    51,193.69

   52,882.48

    54,567.57

   56,256.36

   57,935.30

    59,629.01

    61,299.35

    61,914.35

    62,529.34

8

    52,753.33

   54,443.35

    56,124.75

   57,827.06

   59,486.33

    61,177.58

    62,857.75

    63,472.75

    64,087.75

9

    54,720.10

   56,381.82

    58,066.92

   59,750.78

   61,430.95

    63,125.89

    64,792.54

    65,407.54

    66,022.54

10

    57,030.03

   58,979.58

    60,400.22

   62,070.55

   63,764.26

    65,445.67

    67,128.30

    67,743.30

    68,358.30

11

    57,973.43

   59,922.98

    63,263.65

   64,844.20

   66,537.91

    68,357.06

    70,575.99

    71,190.98

    71,805.98

12

    60,956.18

   62,906.95

    64,723.65

   66,416.14

   68,109.83

    69,930.23

    72,149.15

    72,764.15

    73,379.15

13

                 -  

               -  

    68,366.58

   70,075.53

   71,785.71

    73,622.59

    75,863.09

    77,105.07

    78,347.03


APPENDIX B

EXTRA CURRICULAR SCHEDULE

 

PEABODY VETERANS MEMORIAL HIGH SCHOOL

 

NAME OF CLUB                                                            STIPEND

 

ART CLUB

 

 

 

  $550.00

 

BAND COUNCIL

 

 

 

  $350.00

 

BAND DIRECTOR

 

 

 

$2,000.00

 

BUSINESS CLUB

 

 

 

  $350.00

 

CHEERLEADERS:

 

 

 

 

 

 

 

BASKETBALL

 

  $550.00

 

 

 

FOOTBALL

 

  $550.00

 

 

 

HOCKEY

 

 

  $550.00

 

CHESS CLUB

 

 

 

  $600.00

 

CHORAL DIRECTOR

 

 

 

$2,000.00

 

COLOR GUARD

 

 

 

$1,000.00

 

COMPUTER/ROBOTICS CLUB

 

 

  $800.00

 

CONTEMPORARY A CAPPELLA ENSEMBLE

 

$1,000.00

 

DANCE TEAM 

 

 

 

 

 

 

 

Fall

 

 

  $750.00

 

 

 

Winter

 

 

  $750.00

 

 

 

Spring

 

 

  $750.00

 

DEBATE CLUB

 

 

 

  $500.00

 

DECA

 

 

 

 

  $850.00

 

DETENTION SUPERVISOR

 

 

$1,500.00

 

DIRECTOR OF PLAYS FESTIVAL

 

$1,500.00

 

DIRECTOR OF PLAYS MUSICAL

 

$2,500.00

 

DIRECTOR OF SHOW (FALL)

 

 

$2,000.00

 

DIRECTOR OF SHOW (SPRING)

 

$2,000.00

 

DRAMA

 

 

 

 

$1,400.00

 

FRENCH CLUB

 

 

 

  $500.00

 

FRESHMAN ADVISOR

 

 

$1,000.00

 

GAMALON

 

 

 

  $500.00

 

GREEK CLUB

 

 

 

  $500.00

 

GUIDANCE CLUB

 

 

 

  $350.00

 

HEBREW CLUB

 

 

 

  $500.00

 

INTERNATIONAL CLUB

 

 

$1,000.00

 

JAZZ BAND DIRECTOR

 

 

$1,000.00

 

JUNIOR CLASS ADVISOR

 

 

$1,500.00

 

LATIN CLUB

 

 

 

  $500.00

 

MATH LEAGUE

 

 

 

  $500.00

 

MATH TEAM

 

 

 

  $750.00

 

MCAS COMPETENCY LIASON

 

$2,500.00

 

MEDIA COMMUNICATIONS

 

 

  $600.00

 

META (Year Book)

 

 

 

$1,600.00

 

MOCK TRIAL CLUB

 

 

 

  $500.00

 

MUSIC GUILD

 

 

 

  $500.00

 

MUSIC THEATER ACCOMPANIEST

 

$1,600.00

 

MUSICAL CHOREOGRAPHER

 

 

  $750.00

 

NATIONAL HONOR SOCIETY

 

 

$1,200.00

 

NEWSPAPER/OBSERVER

 

 

  $900.00

 

PEER MEDIATION

 

 

 

$1,100.00

 

PEP SQUAD/SPIRIT COMMITTEE

 

  $500.00

 

PERCUSSION ENSEMBLE

 

 

  $750.00

 

PHOTOGRAPHY CLUB

 

 

  $500.00

 

PORTUGESE CLUB

 

 

 

  $500.00

 

RENAISSANCE CLUB

 

 

  $850.00

 

ROCK CLIMBING & EXPLORATION CLUB

 

  $350.00

 

SCHOOL NEWSPAPER

 

 

$950.00

SCIENCE CLUB

 

 

 

$500.00

SCIENCE FAIR

 

 

 

$1,100.00

SCIENCE LEAGUE

 

 

 

$900.00

SENIOR CLASS ADVISOR

 

 

$1,800.00

SKI CLUB

 

 

 

 

$650.00

SMALL ENSEMBLE

 

 

 

$500.00

SOPHOMORE CLASS ADVISOR

 

$1,000.00

SPANISH CLUB

 

 

 

$500.00

STAGE ONE

 

 

 

$950.00

START UP CLUB (max of 4 per year)

 

$300.00

STEP TEAM ADVISOR

 

 

$500.00

STEP TEAM DIRECTOR

 

 

$1,000.00

STUDENT COUNCIL

 

 

 

$1,200.00

STUDENT GOVERNMENT DAY

 

 

$900.00

TECHNICAL DIRECTOR:

 

 

 

 

 

Fall Show

 

 

$350.00

 

 

Spring Show

 

$350.00

WEBPAGE DESIGN CLUB

 

 

$800.00

WINTER GUARD

 

 

 

$1,000.00

PEABODY ALT NIGHT SCHOOL (PANS) COORDINATOR

 

 

 

 

$20, 000.00

 

 

 

 

 

 

 

 

 

 

 

 

 

 

HIGGINS MIDDLE SCHOOL

 

NAME OF CLUB                                                     STIPEND

 

 

ARTS & CRAFT CLUB

 

 

$550.00

CHEERLEADING

 

 

 

$500.00

CHESS CLUB

 

 

 

$450.00

DESTINATION IMAGINATION

 

 

$1,600.00

FRENCH CLUB

 

 

 

$500.00

GIRLS LEADERS CLUB

 

 

$500.00

GLEE CLUB

 

 

 

$525.00

GUIDANCE CLUB

 

 

 

$500.00

HOMEWORK CLUB GRADE 6

 

 

$550.00

HOMEWORK CLUB GRADE 7

 

 

$550.00

HOMEWORK CLUB GRADE 8

 

 

$550.00

INDUSTRIAL ARTS CLUB

 

 

$500.00

INTERNATIONAL CLUB

 

 

$500.00

INTRAMURAL SPORTS

 

 

$600.00

JAZZ BAND

 

 

 

$650.00

LEADERS CLUB

 

 

 

$500.00

LITERACY CLUB

 

 

 

$600.00

MATH TEAM

 

 

 

$700.00

MUSIC BAND

 

 

 

$700.00

MUSIC CHORUS GRADE 6

 

 

$375.00

MUSIC CHORUS GRADE 7

 

 

$375.00

MUSIC CHORUS GRADE 8

 

 

$375.00

MUSIC CLUB

 

 

 

$400.00

NATIONAL JUNIOR HONOR SOCIETY

 

$700.00

NEWSPAPER

 

 

 

$800.00

ODYSSEY OF THE MIND

 

 

$1,600.00

PEER MEDIATION

 

 

 

$550.00

SELECT CHORUS

 

 

 

$600.00

SHOW/MUSICAL DIRECTOR

 

 

$750.00

SPORTS CLUB

 

 

 

$500.00

STAMP AND COIN CLUB

 

 

$300.00

START UP CLUB (max of 4 per year)

 

$300.00

STUDENT COUNCIL

 

 

 

$1,050.00

TWO HOUR DETENTION

 

 

$1,050.00

YEARBOOK

 

 

 

$1,000.00

 

 

 

 

 

 

 

 

 

  ELEMENTARY SCHOOLS

AT LEAST 3 ATHLETIC ACTIVITIES

 

$400.00

AT LEAST 3 NON-ATHLETIC ACTIVITIES

 

$400.00

ELEMENTARY CHORUS

 

 

$400.00

GRADE 5 ALL CITY CHORUS

 

 

$600.00

GRADE 5 ALL CITY HONOR BAND

 

$600.00

 

PEABODY VOCATIONAL HIGH SCHOOL

2 ACTIVITIES

 

 

 

$500.00

DISTRICT ACTIVITIES

 

ALTERNATIVE EDUCATION ADVISORY MEMBER               $250.00

 

CURRICULUM WRITING COMMITTEE

 

$600.00

 

 

KINDERGARTEN CURRICULUM COMMITTEE

 

 

 

 

MEMBER

 

$600.00

 

 

 

 

 

LEADER

 

$1,000.00

 

 

MUSICAL PIT (INSTRUMENTALIST)

 

$250.00

 

 

PERFORMANCE ACCOMPANIEST

 

$150.00

 

 

READINESS/TRANSITION COMMITTEE (PK-3)

 

 

 

 

MEMBER

 

$600.00

 

 

 

 

 

LEADER

 

$1,000.00

 

 

SECOND STEP LEAD TEACHER

 

$800.00

 

 

SECOND STEP LEAD TEACHER COORDINATOR                 $1,000.00

 

SLC GRANT DIRECT.                      

 

 

$7,500.00

 

 

SLC TEAM COORDINATOR (PMVHS)

 

$1,000.00

 

 

TEACHER MENTOR COORDINATOR

 

$3,000.00

 

 

                   

 

  PANS COORDINATOR                                                              $20,000.00

 

 


8/23 -TEACHER  PD DAY

8/24 -TEACHER PD DAY

8/25 -TEACHER ADMIN.DAY

8/29–GR. 1-12 STUDENTS REPORT 

8/29-8/31 Kindergarten Screening

 

 

 

# SCHOOL DAYS = 3

AUGUST ‘11

Su

M

T

W

Th

F

S

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

T

T

T

NS

 

 

29

30

31

 

 

 

 

 

 

 

 

 

 

 

SEPTEMBER ‘11

Su

M

T

W

Th

F

S

 

 

 

 

1

NS

 

 

NS

6

7

8

9

 

 

12

13

14

15

16

 

 

19

20

21

22

23

 

 

26

PD/ER

28

29

30

 

 

  9/1–    Kindergarten 1st Day

  9/2  -   NS

  9/ 5     NS (LABOR DAY)

  9/ 6–   Title 1 Pre-K 1st Day

 

  

 

 # SCHOOL DAYS =  20

 

 

 

 

 

10/ 10 NS (COLUMBUS DAY)

 

 

 

 

 

# SCHOOL DAYS = 20

OCTOBER ‘11

Su

M

T

W

Th

F

S

 

 

 

 

 

 

 

 

3

4

5

6

7

 

 

NS

11

12

ERM

14

 

 

17

18

19

ERE

21

 

 

24

25

26

27

28

 

 

31

 

 

 

 

 

 

NOVEMBER ‘11

Su

M

T

W

Th

F

S

 

 

1

2

3

4

 

 

7

PD/NS

9

10

NS

 

 

14

15

16

17

18

 

 

21

22

½ D

NS

NS

 

 

28

29

30

 

 

 

 

 11/ 8  PD/NS

 11/11 - NS (VETERANS DAY)

 11/ 23– ½ DAY

 11/24-11/25 NS  (THANKSGIVING)

 

 

# SCHOOL DAYS = 18

 

 

 

 

 

 12/7 – PD/ER

 12/26-12/30 NS     (WINTER VACATION)

 

 

 

 

# SCHOOL DAYS =  17

DECEMBER ‘11

Su

M

T

W

Th

F

S

 

 

 

 

1

2

 

 

5

6

PD/ER

8

9

 

 

12

13

14

15

16

 

 

19

20

21

22

23

 

 

NS

NS

NS

NS

NS

 

 

JANUARY ‘12

Su

M

T

W

Th

F

S

 

NS

3

4

5

6

 

 

9

10

11

12

13

 

 

NS

17

18

19

20

 

 

23

24

25

26

27

 

 

30

31

 

 

 

 

 

 

 

 

 

 

 

1/2/12  NS (NEW YEARS DAY OBSERVED)

1/16 -NS (MARTIN LUTHER KING DAY)

 

 

# SCHOOL DAYS =  20

 

 

 

 

 

 2/1 PD/ER

 2/20-2/24   NS (FEBRUARY VACATION)

 

 

 

 

 

# SCHOOL DAYS = 16

FEBRUARY ‘12

Su

M

T

W

Th

F

S

 

 

 

PD/ER

2

3

 

 

6

7

8

9

10

 

 

13

14

15

16

17

 

 

NS

NS

NS

NS

NS

 

 

27

28

29

 

 

 

 

MARCH ‘12

Su

M

T

W

Th

F

S

 

 

 

 

1

2

 

 

5

6

7

ERM

9

 

 

12

13

14

ERE

16

 

 

19

20

21

22

23

 

 

26

27

28

29

30

 

 

 

 

# SCHOOL DAYS = 22

 

 

 

 

 

 

4/6 -NS (GOOD FRIDAY)

4/11 – PD/ER

4/16-4/20 (SPRING VACATION)

 

 

# SCHOOL DAYS = 15

APRIL ‘12

Su

M

T

W

Th

F

S

 

2

3

4

5

NS

 

 

9

10

PD/ER

12

13

 

 

NS

NS

NS

NS

NS

 

 

23

24

25

26

27

 

 

30

 

 

 

 

 

 

MAY ‘12

Su

M

T

W

Th

F

S

 

 

1

2

3

4

 

 

7

8

9

10

11

 

 

14

15

16

17

18

 

 

21

22

23

24

25

 

 

NS

29

30

31

 

 

 

 

 

 

 

 

 

 5/28 - NS (MEMORIAL DAY)

 

 

 

 

 

# SCHOOL DAYS = 22

 

 

 

 

 

 

 

 

 

 

 

 

# SCHOOL DAYS = 12

  (includes 5 snow  days)

 

JUNE ‘12

Su

M

T

W

Th

F

S

 

 

 

 

 

1

 

 

4

5

6

7

8

 

 

11

12

13

14

15

 

 

18

 

 

 

 

 

 

 

 

 

 

 

 

 

NS=NO SCHOOL

ER=EARLY RELEASE ALL

ERE=EARLY RELEASE ELEMENTARY

ERM=EARLY RELEASE MIDDLE

          SCHOOL

T =TEACHERS ONLY 

PD/NS = PROF. DEV NO SCHOOL 

PD/ER = PROF. DEV. W/EARLY RELEASE

1/2D = ½  Day of School

 

 

PEABODY PUBLIC SCHOOLS 2011-2012 SCHOOL YEAR CALENDAR

 

 

PEABODY VETERANS MEMORIAL HIGH:                        STUDENTS REPORT 7:15 A.M. DISMISS 1:50 P.M.

 

FRESHMAN ORIENTATION:  TBD

PARENT ORIENTATION:   9/15  (6:00-8:00 P.M.)

QUARTERS END:  11/4, 1/20, 4/5 & END OF SCHOOL YEAR

MID TERMS:   TBD

PROGRESS REPORTS:    12/16, 3/2, 5/18        5/5: (GRADE 12 ONLY),  

 PARENT/TEACHER CONFERENCES:   11/17, 3/14   (NO EARLY DISMISSAL; EVENINGS ONLY)

 

HIGGINS MIDDLE SCHOOL:                                              STUDENTS REPORT 8:10 A.M. DISMISS 2:30 P.M.

PARENT ORIENTATION:  9/14 (6:00-8:00 P.M.)

PROGRESS REPORTS:     12/16, 3/2, 5/18

QUARTERS END:  11/4, 1/20, 4/5 & END OF SCHOOL YEAR

PARENT/TEACHER CONFERENCES: 10/13,  3/8,     (STUDENTS DISMISSED AT 12:00 P.M.)

 

ELEMENTARY SCHOOLS:                                                  STUDENTS REPORT 8:50 A.M. DISMISS 2:55 P.M.

 

ORIENTATION:     9/20 (Carroll),    9/21 (Brown, West),   9/22 (Burke, Center, McCarthy, South, Welch)  (ALL 6:00-8:00 P.M)

TERMS END:  11/23, 3/2, & END OF SCHOOL YEAR

PROGRESS REPORTS:   10/14, 1/5, 4/27

REPORT CARDS ISSUED:   12/2, 3/9, & END OF SCHOOL YEAR

PARENT/TEACHER CONFERENCES: 10/20,   3/15    (STUDENTS DISMISSED AT 12:25 P.M.)

 

KINDERGARTEN:                                                                                                                                STUDENTS REPORT 8:50 A.M. DISMISS 2:55 P.M.

 

 

SCREENING:  August 29-August 31

STUDENTS REPORT ON:  September 1

 

 

 
 

 

 

 


 

EARLY RELEASE TIMES FOR PROFESSIONAL DEVELOPMENT DAYS: 

High School: 12:09 P.M.

Middle School: 12:45 P.M.

Elementary Schools: 1:15 P.M.

 

EARLY RELEASE TIMES FOR PARENT TEACHER/CONFERENCE DAYS:

ERM - MIDDLE SCHOOL 12:00 P.M.

ERE -   ELEMENTARY 12:25 P.M.

 

DISMISSAL TIMES FOR ½ DAYS - 11/23 & LAST DAY OF SCHOOL ONLY: (NO LUNCH)

High School: 10:35 A.M.

Middle School: 11:25 A.M.

Elementary Schools: 11:55 A.M.

 

 

ACADEMIC YEAR CLOSES FOR STUDENTS UPON COMPLETION OF 180 SCHOOL DAYS