Plymouth

Show detailed information about district and contract

DistrictPlymouth
Shared Contract District
Org Code2390000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2015
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyPlymouth
ESE RegionSoutheast
Urban
Kind of Communityresort/retirement/artistic
Number of Schools13
Enrollment8240
Percent Low Income Students27
Grade StartPK or K
Grade End12
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Agreement BETWEEN THE

School Committee of the Town of Plymouth

AND THE

Education Association of Plymouth and Carver

july 1, 2012 - june 30, 2015

Plymouth

PUBLIC SCHOOLS

This Agreement is made and entered into by and between the SCHOOL COMMITTEE OF THE TOWN OF PLYMOUTH (hereinafter referred to as the “Committee”) and the EDUCATION ASSOCIATION OF PLYMOUTH AND CARVER (hereinafter referred to as the “Association”).

ARTICLE I

RECOGNITION

A.     Recognizing that our prime purpose is to provide education of the highest possible quality for the children of Plymouth and that good morale within the teaching staff of Plymouth is essential to achievement of that purpose, we, the undersigned parties to this Contract declare that:

1.     Under the law of Massachusetts, the Committee, elected by the citizens of Plymouth, Massachusetts has final responsibility for establishing educational policies of the public schools of the Town of Plymouth;

2.     The Superintendent of Schools of the Town of Plymouth (hereinafter referred to as the "Superintendent") has responsibility for carrying out the policies so established;

3.     The teaching staff of the public schools of the Town of Plymouth has the responsibility for providing in the classrooms of the schools, education of the highest possible quality;

4.     Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchanges of views and information between the Committee, the Superintendent, and the teaching staff in the formulation and application of policies relating to wages, hours, and other conditions of employment for the teaching staff; and so,

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

6.     Nothing in this Agreement shall be construed to modify, change, or limit the authority, jurisdiction, responsibility, and duties of the Committee and/or Superintendent of Schools contrary to law or to the lawful bylaws of the Committee. This Agreement is pursuant to the conditions of Chapter 150E of the General Laws.

B.     Separability   If any provision or provisions of this Agreement or the application thereof to any employee or group of employees covered by this Agreement shall be found contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions and applications will continue in full force and effect. The parties recognize and agree that the provisions of this Agreement are intended to be construed in accordance with the terms of the Massachusetts Education Reform Act of 1993 and any subsequent mandatory amendments thereto. It is the parties' intention that the obligations of this Agreement continue to be fulfilled even though statutory powers to act may have been delegated to and must be exercised by persons or entities other than those expressly named herein.

C.     For the purpose of collective bargaining with respect to wages, hours, other conditions of employment, the negotiation of collective bargaining agreements and questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining representative of a unit consisting of all certified professional employees of the Plymouth Public Schools assigned to the Cold Spring, Federal Furnace, Hedge, Indian Brook, Manomet,

Mt. Pleasant, Nathaniel Morton, Oak Street, South, West, Plymouth Community Intermediate, Plymouth South Middle School, Plymouth North High and Plymouth South High Schools (including nurse educators, occupational therapists, physical therapists, speech and language pathologists and Chapter I teachers), hereinafter referred to as "teachers", but excluding:

Superintendent, Assistant Superintendents, Principals, Assistant Principals, Director of Pupil Personnel Services, Coordinators, Athletic Director, Housemasters, Director of Technical Studies, Directors, Assistant Athletic Directors, substitute teachers, secretaries, educational support personnel, custodians, food service workers and other employees of the Plymouth Public School System.

ARTICLE II

NEGOTIATION PROCEDURE

A.     1. Not later than October 1st of the calendar year preceding the calendar year in which this Contract expires, the Committee agrees to enter into negotiations with the Association over a successor Contract in accordance with the procedure set forth herein in a good-faith effort to reach agreement concerning teachers' wages, hours, and other conditions of their employment.

Such negotiations will include the handling of grievances, salaries, fringe benefits, specialists, class size, teaching hours and teaching load, performance of non-teaching duties, teacher facilities, use of school facilities, teacher assignments, transfers, filling of vacancies, promotions, teacher evaluation, protection of teachers, sick leave, severance pay, leaves of absence, accident benefits, health services, professional developments and educational improvements. Any Agreement so negotiated will apply to all members of the Bargaining Unit and will be reduced to writing and signed by the Committee and the Association.

2. During negotiations, the Committee and the Association will present relevant data, exchange points of view, and make proposals and counter proposals. Either party may, if it so desires, utilize the services of outside consultants and may call upon professional and lay representatives to assist in the negotiations, provided one week's notice is given, or otherwise by mutual agreement of both parties. In the event of an impasse, the one-week's notice does not apply.

B.     If the negotiations described in this Section A reach an impasse, the procedure described in Chapter 150E of the General Laws will be followed.

ARTICLE III

GRIEVANCE PROCEDURE

A.    Definitions

1)   A grievance is:

a.    An alleged violation of one or more terms or provisions of the agreement; or

b.    A dispute otherwise arising out of the employer-employee relationship involving wages, hours, or other terms or conditions of employment; or

c.    A dispute over the interpretation or application of any of the provisions of this Agreement.

d.    A "grievant" is the person (or persons) making the claim.

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

f.     "School Days" shall mean days in which school is in session for students.

B.     Purpose

1.  The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems, which may from time to time arise, affecting the welfare of working conditions of teachers. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate.

2.  Nothing herein contained will be construed as limiting the right of any teacher having a grievance to discuss the matter informally with any appropriate member of the administration, and having the grievance adjusted without intervention by the Association, provided the adjustment is not inconsistent with the terms of this Agreement, and that the Association has been given the opportunity to be present at such adjustment and to state its views.

C.     Procedure

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

If, at the end of ten (10) school days next following the occurrence of any grievance, or the date of the first knowledge of its occurrence by any employee affected by it, the grievance shall not have been presented at Level One of this procedure, the grievance shall be deemed to have been waived. Any grievance in course shall also be deemed to have been waived if the action required to present it to the next level in the procedure shall not have been taken within the time specified therefor.

In the event that a grievance is filed on or after June 1, the time limits set forth herein may be reduced, if mutually agreed upon by the parties hereto, in order that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practicable.

Level One: The grievance shall be presented in writing by the employee and a member of the Professional Rights and Responsibilities Committee of the Association to the principal or to the appropriate intermediate supervisor of the employee.

Level Two: If, at the end of the five (5) school days next following such presentation, the grievance shall not have been disposed of to the employee's satisfaction, the employee may within five (5) school days thereafter, file with the Chairman of the Professional Rights and Responsibilities Committee a written statement of the grievance which shall be reviewed with the employee by the said Chairman; and, if after such review, the employee shall so desire, the grievance shall forthwith be presented in writing by the employee and the said Chairman to the Superintendent (and/or his designee), who shall, within five (5) school days thereafter, meet with the employee and the said Chairman in an effort to settle the grievance.

Level Three: If, at the end of ten (10) school days next following such presentation to the Superintendent, the grievance shall not have been disposed of to the employee's satisfaction, the employee may, within five (5) school days thereafter, notify the said Chairman in writing of the employee's desire to have the grievance presented to the School Committee, and within five (5) school days following receipt of any such notice, the Professional Rights and Responsibilities Committee of the Association shall meet with the same Chairman and the employee to decide whether or not the Association shall present the grievance to the School Committee. If the Professional Rights and Responsibilities Committee shall so vote, the grievance shall forthwith be presented in writing by the Association to the School Committee; and within ten (10) school days or the next School Committee meeting, whichever comes first, the School Committee shall meet with the Professional Rights and Responsibilities Committee, the said Chairman, and the employee, in an effort to settle the grievance.

Level Four: If, at the end of the twenty (20) school days following the presentation of the grievance in writing to the School Committee, the grievance shall not have been resolved to the satisfaction of the grievant, the Association may, by giving written notice to the School Committee within ten (10) school days next following the conclusion of such period of twenty (20) school days, present the grievance for arbitration. After five (5) school days following such notification, the Association may submit the grievance to the American Arbitration Association for disposition in accordance with the applicable rules of the American Arbitration Association. The expenses of such arbitration shall be shared equally by the School Committee and the Association, and the award made shall be final and binding upon the School Committee, the Association, and the grievant except for review or confirmation as is provided by Massachusetts General Laws, Chapter 150C.

1. If any employee covered by this Contract shall present any grievance without representation by the Association, the disposition, if any, of the grievance shall be consistent with the provisions of this Contract; and if the Association shall so desire, it shall be permitted to be heard at each level of the procedure under which the grievance shall be considered.

D.     Rights of Teachers to Representation

1.  No reprisals will be taken by the School Committee or by any member of the administration against any party in interest, any school representative, any member of the Professional Rights and Responsibilities Committee, or any other participant in the grievance procedure, by reason of such participation.

2.  A party in interest may be represented at any stage of the grievance procedure by a person of his own choosing except a representative or officer of any teaching organization other than the Association. When a teacher is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance procedure.

E.     Miscellaneous

1.  If, in the judgment of the P.R. & R. Committee, a grievance affects a group or class of teachers, the P.R. & R. Committee may submit such grievance in writing to the Superintendent directly, and the processing of such grievance will be commenced at Level Two. The P.R. & R. Committee may process such a grievance through all levels of the grievance procedure, if a majority of those affected wish it to be done.

2.  Decisions rendered at Levels One and Two of the grievance procedure will be in writing, setting forth the decision and the reasons therefor, and will be transmitted promptly to all parties in interest and to the Chairman of the P.R. & R. Committee.

3.  The Arbitrator shall have jurisdiction only over disputes arising out of grievances as defined in Paragraph A of this Article. The Arbitrator will be without power or authority to make a decision of an award which violates any of the Committee's promulgated educational policies not modified by this Agreement, or an award requiring the Committee to commit an act or engage in conduct prohibited by state or federal law, or an award which adds to, modifies, or subtracts from the provisions of this Agreement.

4.  All documents, communications and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants, and will be available to the Chairman of the P.R. & R. Committee and administrators included in the proceedings.

5.  Forms for filing grievances, serving notices, taking appeals, making reports and recommendations, and other necessary documents will be jointly prepared by the Superintendent and the Association and given appropriate distribution so as to facilitate operation of the grievance procedure.

ARTICLE IV

MANAGEMENT RIGHTS

This agreement includes all of the agreements reached by the parties respecting matters pertaining to wages, hours, and other conditions of employment of employees covered by this Contract.

The parties recognize that the School Committee is a public body established under and with powers provided by the General Laws of the Commonwealth of Massachusetts and nothing in this Agreement shall derogate from those powers and responsibilities of the Committee and the Superintendent. The Committee, the Superintendent, and the Principal retain those rights, powers, and duties they now have, may be granted, or have conferred upon them by the General Laws of the Commonwealth.

The parties further recognize and agree that, except as otherwise specifically relinquished, abridged, or limited by the Agreement, the Committee and the Superintendent of Schools continue to retain, whether exercised or not, the right, power, and authority to exercise in their sole discretion, the duties, powers, responsibilities, and rights provided by the Laws of Massachusetts and applicable rules and regulations of administrative agencies issued under such laws.

The Association recognizes that the Committee has responsibility for establishing and implementing educational policies of the public schools covered by this Agreement, and recognizes that the Superintendent has responsibility for the management of such schools and the direction of their operation.

To the extent permitted by law, the Superintendent may annually reappoint or replace Department Heads, Extracurricular Advisors, and/or Coaches.

ARTICLE V

SALARIES

The salaries of all persons covered by this Agreement are set forth in Appendix "A" which is attached hereto and made a part thereof.

ARTICLE VI

TEACHING HOURS AND WORK YEAR

For the purposes of this article, Elementary School shall include the following schools: Cold Spring, Federal Furnace, Hedge, Indian Brook, Manomet, Nathaniel Morton, Oak Street, South and West. The “Intermediate/Middle Schools" will be inclusive of all grades in the buildings. "High School" shall include Plymouth North and Plymouth South.

A. 1.     Teachers will have a duty-free lunch period of at least thirty minutes (30) at the elementary level and of at least twenty-five (25) minutes at the high schools and the intermediate/middle schools.

2.     Classroom teachers in grades seven (7) through twelve (12) will have, in addition to their lunch period, at least one (1) preparation period (of consecutive minutes equal to a class period) per day, during which they will not be assigned any duties.

3.     Each elementary (full-day K-5) teacher shall have four preparation periods per week when the specialist teacher in art, music, physical education, library or instructional technology takes over the class. This does not preclude a teacher from remaining in the classroom with the specialist should the teacher elect to do so.

If budgetary constraints result in reduced staffing for art, music , physical education, library and/or instructional technology, then the parties agree to negotiate over the impact of said staff reductions on preparation time.

All half-day kindergarten teachers shall have, in addition to their duty-free lunch period, at least 36 consecutive minutes of preparation time per day between the morning and afternoon kindergarten sessions.

4.     If sixth grade students attend the Intermediate/Middle Schools, their classroom teachers shall receive a fourth preparation period per week when the health specialist takes over the class.

5.     In the event programs that are conducted by specialized staff members (in addition to art, music, physical education and health) are offered the sixth grade students at the Intermediate/Middle Schools:

a.  The classroom teacher may, depending upon the Principal's need for teacher supervisory assistance, receive some or all of the time (as an additional preparation period) when the specialist takes over the class.

b.   The length of all specialized program periods may be reduced in time but in any event not to be less than the length of a standard class period.

c.   All elementary art, music, and physical education teachers will have at least one hundred twenty (120) minutes of preparation time per week, including at least one (1) period of at least forty (40) minutes' duration.

B.     1. The work year of teachers (except new personnel who may be required to attend additional orientation or induction sessions) will begin no earlier than August 29th and terminate no later than June 30th. New personnel may be required to attend up to twelve (12) hours of induction sessions. New personnel who attend any required induction sessions shall be paid for up to twelve (12) hours of attendance at such sessions at the hourly rate set forth in Appendix A.X. Tutoring of this Agreement. For the 2003-2004 work year, the number of days for teachers shall be 182, with the day before the opening of school counted as a day. Beginning with the 2004-2005 work year, the number of days for teachers shall be 181, with the day before the opening of school counted as a day. It is understood and agreed that beginning with the 2004-2005 work year, the Committee may require teachers to attend work for up to two (2) professional development days per year by paying the teachers a day’s pay at their per diem rate of pay for each day they may be required to attend for the purpose of professional development. The committee will notify teachers by April 15th of the school year if it decides to schedule a professional development day(s) at the per diem rate of pay. The number of days for students shall be no more than one hundred eighty (180).

2.  The work year for High School and Middle School guidance counselors shall be a 186 day school year and the additional days beyond 181 shall be paid at the guidance counselors’ per diem rate. The days beyond 181 are to be scheduled by mutual agreement with the building Principal.

3.  The parties agree that if the length of the school year for students is increased by Massachusetts Law to exceed 180 days, the parties will negotiate concerning the impact of that lawful increase.

C.     1. The Committee and the Association recognize that a teacher's responsibility to his/her students and his/her profession generally entails the performance of duties and expenditure of time beyond the regular workday, but that time and work schedules should be established which are applicable to teachers in the normal course of their employment.

2.  The parties agree that the length of the workday for the duration of this Agreement will be as follows:

a.  The starting and dismissal times for students will be established by the Committee provided, however, that no change in the present schedule will increase the length of the teacher day.

b.  The elementary workday shall begin 15 minutes before the doors open for students and shall end when a teacher's professional duties are completed.

c.   At the Intermediate/Middle Schools and the High Schools, the workday shall begin 15 minutes before the school day begins and end when a teacher's professional duties are completed. At the time the doors open for students, teachers shall already be in their assigned areas.

d.  A teacher's professional duties are not considered complete until the students and buses have left the grounds, excluding students involved in after-school activities.

3.  Teachers shall be available to assist in the opening and closing of school and shall be in a classroom and/or instructional area as approved by the building principal providing assistance to and/or supervision of students.

4.  Additionally, teachers in grades 6-12 shall be required to remain at work for the length of one period at least one day per week for the sole purpose of aiding students. In the event that no students remain, the teacher shall not be required to remain more than 15 minutes. The teacher shall exercise his/her professional judgment in providing additional time to assist students after school.

5.  The development of an educationally sound schedule at each school in conformity with the above standards shall be a collaborative process and joint undertaking of the principal and teaching staff of said school, as designated by the Association, with input from the school council. Changes to schedules at the high school or middle school may occur following review by the schedule committees at both schools and agreement of the School Committee and the Association.

6.  The parties agree that students, parents and teachers benefit from timely, clear and accurate reporting of grades. To serve these ends the parties agree that Report Card Sub-Committees will meet as needed to consider potential revisions to report cards and grading systems. Recommendations from the Report Card Sub-Committee will be referred to the parties for prompt review and approval or referral back to the Sub-Committee for further examination.

D.     Teacher participation in extracurricular activities will be voluntary, and teachers will be compensated according to Appendix "A" of this Agreement. This does not preclude or inhibit any member of the staff from offering voluntary professional service.

E.      1. Teacher-parent conferences will be scheduled at the request of the teacher, parent, and/or Principal representing other supportive personnel. Conference schedules will be mutually agreed upon by those concerned, giving first priority to the availability of the parent.

2.     As currently practiced, two early release days will be scheduled for parent conferencing subsequent to the end of the first marking period for grades Kindergarten through grade eight.

F.     At the start of the school year, Building Principals will give a schedule of all required staff meetings, to the staff in their respective buildings. Staff will be given a seven (7) day notice of any meeting date change. Teachers may be required to attend up to twenty-five (25) staff meetings per year with no more than three (3) such meetings in any one (1) month. These staff meetings may be up to one (1) hour in duration, but by no means will extend the work day beyond eight (8) hours. It is recognized that in emergency situations or unusual situations, additional meetings may be required. If such unscheduled meetings without 48 hour notice occur, the President of the EAPC will be notified in advance by the building principal and staff attendance at the meeting will be voluntary. The scheduling of meetings is not intended to be abused.

G.    Evening Meetings: Teachers will be required to attend one evening function for the purposes of Open House. Attendance at other school evening functions is voluntary. However, teachers are encouraged on a reasonable basis and where appropriate to attend as many other of these functions as is possible.

H.      1. During the 2012-13 school year, all staff will be provided with continued opportunities for training on the district’s computerized grading system which will take place during one (1) regularly scheduled staff meeting per grading period. If the district is unable to provide the necessary training during the 2012-13 school year, then the requirements set forth in paragraph two below shall be held in abeyance until such time that all staff have received adequate training.

2. Beginning in the 2013-14 school year, all grade six (6) through twelve(12) student work on tests, quizzes, assignments, and grades will be recorded in the District’s computerized grading system within ten (10) school days of the date it is received by the teacher. Projects and term papers will be given reasonable time for grading and recording beyond the ten (10) school days.

ARTICLE VII

PUPIL-TEACHER RATIOS

The School Committee and the Association recognize that class size is an important factor in a good education and will whenever possible, subject to space availability and all other educational considerations, insure that class size is most effective for both pupil and teacher. The Committee will endeavor to adhere to the design capacity in assigning students to laboratory stations, listening booths, or other work areas or stations. However, the final decision as to class size will be made by the School Committee in the best interest of all.

It is the mutual understanding of the parties that this does not require the Committee to build or to lease new buildings or classrooms, to assign staff so as to maintain any specific pupil/teacher ratio or maximum class size for any individual class, teacher, grade level, or school in the Plymouth School system.

ARTICLE VIII

PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT

A.     The Committee will pay the reasonable expenses (including fees, meals, lodging and/or transportation) incurred by teachers who attend worthy civic functions, workshops, seminars, conferences, or other professional improvement sessions at the request and/or with the advance approval of the Superintendent and/or School Committee.

B.     Further, the Superintendent of Schools agrees to release at no loss of compensation two (2) members from the Association, one from the elementary level and one from the secondary level, for the Annual PCEA Leadership conference and M.T.A. Convention at no expense to the Committee. Selection will be made by the Executive Board of the Association. The Association agrees to reimburse the employer for the cost of all necessary substitute teachers who cover for approved member attendance at the above conference and/or convention.

C.     Professional Improvement

The School Department will reimburse certified teachers and nurses for eighty percent (80%) of the costs assessed by the provider, not including travel, room, board, books, and materials, of up to three (3) academic courses of up to four (4) semester hours each per fiscal year satisfactorily completed. In the event that a course is more than four (4) semester hours, the employer will reimburse the employee for eighty percent (80%) of the cost of only four (4) of those semester hours. The maximum amount of reimbursement an employee may receive per fiscal year to (July 1 through June 30) shall be one thousand dollars ($1,000.00).

Effective July 1, 2007, the maximum amount of reimbursement an employee may receive per fiscal year (July 1 through June 30) shall be one thousand one hundred dollars ($1,100.00). Effective July 1, 2008 and thereafter, the maximum amount of reimbursement an employee may receive per fiscal year (July 1 through June 30) shall be one thousand two hundred fifty dollars ($1,250.00).

The maximum amount of reimbursement money available per fiscal year to all bargaining unit members is three hundred thousand dollars ($300,000.00).

All courses and degrees must be from an accredited institution designed to improve his/her performance in his/her particular assignment. Employees requesting reimbursement for a course must provide a statement describing how the course will improve his/her performance in his/her particular assignment or how it is beneficial to the school system as a whole. The request for reimbursement shall include the endorsement of the Department Head or Building Principal to which the applicant is assigned. Advance approval must be obtained from the Superintendent of Schools or his/her designee at the time the specific, actual course is identified by the bargaining unit member.

Substitutions for courses selected may be necessary due to changes by the college in its offerings. Such substitution must be directly related to the particular assignment or an approved degree requirement. Substitution must be approved by the Superintendent of Schools or his/her designee prior to the employee's taking said course.

D.     The Superintendent may recommend to the Committee that credit be granted for:

1.  Attendance at educational institutes, workshops, or similar programs specifically related to a teacher's field of work.

2.  Research or other special projects considered to be of unusual value toward the welfare of the students.

3.  Credit may be granted in the form of:

3.1  An advance in steps;

3.2  Professional credits beyond the Bachelor’s or Master's degrees; or

3.3  A combination of both.

ARTICLE IX

TEACHER EMPLOYMENT

A.     Full credit for placement on the salary scale will be given for all previous satisfactory teaching experience from accredited institutions. Additional years of credit may be given at the discretion of the Superintendent of Schools.

B.     At the discretion of the Superintendent, credit for placement on the salary scale may be granted for:

1.  Full-time employment, if the duties performed or the skills acquired bear relation to the proposed assignment of a teacher.

2.  Unique preparation for teaching.

3.  Unusual services, experience, or recognition in the field of education, or multiple licensure requirements.

4.  Vocational teachers may be given up to one (1) year of credit for placement on the salary schedule for each two (2) years of relevant trade or field experience beyond their six (6) years in the trade required for certification.

C.    Any new employee desiring to receive credit on the salary scale pursuant to this Article must apply for said credit within sixty (60) days of the employee's initial date of employment (not hiring).

D.    Members of the Bargaining Unit, as a condition of continuing employment with the Plymouth Public Schools, shall obtain and keep on file in the Central Office personnel file, an appropriate and current certificate or license for the position held under applicable regulations promulgated by the Massachusetts Department of Education or other duly authorized licensing agency of the Commonwealth of Massachusetts.

E.     Employees who continuously fail to report to work without providing a reason acceptable to the Superintendent of Schools or his designee, or who are not on any authorized short or long-term leave of absence, must immediately submit a letter of resignation. If the employee fails to submit such a letter of resignation within a reasonable period of time, but in no case for a period of time longer than thirty (30) days, then he/she shall be deemed by the employer to have resigned.

F.     Upon the hiring of a new member of the bargaining unit, the Committee agrees to provide to the Association the name and contact information for the new member.

ARTICLE X

TEACHER ASSIGNMENT AND NON-TEACHING DUTIES

A.    Teachers will be notified in writing of their programs for the coming school year, including the grades and/or subjects that they will teach, and any special or unusual classes that they will have, as soon as practicable and under normal circumstances, not later than one (1) week prior to the close of school.

B.     In order to assure that pupils are taught by teachers working within their areas of competence, teachers will not be assigned, except temporarily and for good cause, outside the scope of their teaching certificates. All assignments will be in compliance with the regulations of the Department of Education.

C.     To the extent possible, assignment in the school will be done with mutual agreement of teacher and administrator.

D.     Teachers will not be required to perform the following duties:

1.     Collect money from students for non-educational purpose, including, but not limited to, lunches, milk, and pictures. Teachers may be required to collect and transmit money to be used primarily for educational purposes, under extreme circumstances.

2.     Drive pupils to activities which take place away from the school building. Teachers may do so voluntarily, however, with the advance written approval of their principal or immediate supervisor.

3.     At the intermediate/middle schools, as defined in Article VI, teachers will be assigned, on an equitable, as-needed basis, supervisory responsibilities by the building Principal in keeping with the following:

Sixth grade teachers will be assigned one supervisory responsibility per week not to exceed 20 minutes in length; said length, however, may be extended if said preparation time beyond that presently available during instruction in art, music, physical education and health is added to the sixth grade curriculum.

4.     In the elementary schools, qualified paraprofessional personnel will be assisted by the teachers in ensuring the orderly passage of children to and from the lunchroom and playground areas and classrooms during indoor recess. They will also help when requested by the Principal in any area during an emergency or unusual circumstances.

5.     At the Elementary Schools, as defined in Article VI, teachers will not be required to perform non-professional assignments, including but not limited to, supervising playgrounds, except in an emergency or unusual circumstance.

ARTICLE XI

VACANCIES AND PROMOTIONS

A.    Whenever a vacancy occurs (including the establishment of a new position), in a professional position which the employer determines shall be filled by appointment, it will be adequately publicized by the employer by means of an email notice forwarded to all staff and the Association a minimum of ten (10) calendar days prior to the appointment being made.

In addition, any such notice shall be provided to the President of the Association at least ten (10) calendar days prior to the appointment being made. If a vacancy or new position occurs during the summer months, the Superintendent will notify the Association, in writing. During the summer employees may become informed of any vacancies by contacting the Association or the Office of the Superintendent of Schools.

B.     All qualified teachers will be given adequate opportunity to make application for such position. Any bargaining unit member who applies and who meets the written qualifications for the position shall be afforded an interview for such position unless he/she has been interviewed within the previous twelve months by the same program manager for the same position or a similar position. The employer agrees to give serious consideration to the professional background and attainment of all applicants, the length of time each has been in the school, and other relevant factors. In filling such vacancies, first consideration will be given to qualified teachers already employed by the Committee. Each teacher applicant, if employed by the Committee and not selected for the vacancy or promotion will, upon request, receive a written explanation from the Superintendent or his designee. In addition, if said teacher requests, he/she shall be afforded an opportunity to meet with the Superintendent and the appropriate supervisor to discuss the explanation.

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

D.     In the event a newly hired or promoted employee resigns less than thirty (30) days prior to assuming his/her duties, an alternate applicant may be appointed by the Superintendent without re-posting the position.

E.     Members of the bargaining unit shall not be credited with any seniority during their first year of employment as members of the bargaining unit. However, any member of the bargaining unit who remains employed as a member of the bargaining unit beyond one (1) year of employment shall be credited with all seniority earned from his/her initial date of employment.

ARTICLE XII

TEACHER EVALUATION

A.     All monitoring or observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher. The use of eavesdropping, public address or audio systems, and similar surveillance devices shall be strictly prohibited. No teacher shall receive adverse comments from any observer in the presence of pupils.

B.     1. Teachers will be given a copy of each formal evaluation report prepared by their evaluator(s) prior to the forwarding of the report to the Superintendent's Office. Teachers will have the opportunity to discuss the report with their evaluator(s) and/or Principal as prescribed by the Evaluation Instrument and prior to the forwarding of the report to the Superintendent's office. In case an evaluation indicates that a teacher's service has been rated needs improvement or unsatisfactory in any respect, the evaluator will offer specific written recommendations for the improvement of the teacher; the teacher will be assisted in an effort to improve by his/her evaluator, and the teacher will cooperate in this assistance program. In such a case, a teacher may request an additional evaluation by another administrator designated by the Superintendent.

In cases where recommendations and/or suggestions for improvement have been made, the evaluator will also provide the teacher with a time frame for further evaluation of teacher progress in such specific areas. After such discussion, the teacher shall sign the report, but the teacher's signature does not necessarily indicate agreement with its contents. The teacher may request a delay of one (1) day prior to the signing and filing of such report.

2.  Any adverse evaluation of a teacher's performance filed by the teacher's supervisor and/or Principal may be subject to grievance procedure herein set forth, but only on the grounds of bad faith and/or discrimination.

3.  Evaluators will be urged to provide comments to expand on any excellent ratings given to an employee.

C.     1. Upon written request, each teacher shall have the right to review the contents of his personnel file. At the teacher's request a representative of the Association may accompany the teacher in such review. Facilities shall be available for the teacher to make photocopies at his expense, of such contents and records as concern his work or himself.

2.    A personnel file will be maintained by the Committee for each member of the bargaining unit in the office of the Central Administration. Any derogatory material shall be made immediately available to the member of the bargaining unit. Complaints or other material which reflect negatively upon a member of the bargaining unit, which by the determination of the Superintendent or his designee are to be placed in a personnel file, shall be brought to the attention of the bargaining unit member at the time such materials are being placed in the file. The bargaining unit member will sign such material only to signify that he/she has seen it.

A teacher shall have the right to answer in writing any complaints filed in his personnel file, and his answer shall be attached to the complaint and reviewed by the Superintendent of Schools. The failure of the Administration to respond, in writing, to the aforesaid teacher's answer and to place said response with the file copy of said answer shall not indicate agreement with the teacher's answer.

3.    The Association recognizes the authority and responsibility of the Principal for disciplining or reprimanding a teacher for delinquency of professional performance. However, such disciplining or reprimanding should be conducted in private. If a teacher is to be reprimanded or disciplined by a member of the administration above the level of principal, he is to be given 48 hours' notice in writing of such action, and shall have the right to have a member of the P.R. & R. Committee of the respective Association present.

D.     A teacher with non-professional teacher status to whom a recommendation has been made that he/she is to be dismissed or that his/her Contract is not to be renewed, shall be so notified in writing of the reasons for that recommendation. The decision of the Superintendent to dismiss or nonrenew a teacher with non-professional teacher status is not arbitrable except as to the question of whether or not the Superintendent adhered to the evaluation procedures of this Article prior to making that decision.

E.     No teacher will be disciplined or reprimanded without just cause.

F.     The Superintendent shall initially provide the training program for the evaluators to promote consistency and uniformity in the use of the new evaluation instrument.

G.    The School Committee recognizes its obligation with respect to collective bargaining concerning evaluations.

H.    Effective with the 1998-1999 work year, the evaluation procedures and instruments to be used in the evaluation of professional personnel in the Bargaining Unit shall be those ratified at the time of ratification of the 1997-2000 Collective Bargaining Agreement.

I.      Effective with the beginning of the 2010-2011 school year, unless further modified by agreement of the parties, the parties agree that the May 2008 Evaluation Procedure agreed upon by the parties shall be in effect. The parties agree that a Joint Committee consisting of representatives appointed by the EAPC and members of the Administration shall oversee the implementation of a new evaluation procedure and shall work with and use the existing consultant for professional development and training, including identifying rubrics. Further, the parties agree that the training and professional development associated with the identification of the rubric and explanation of the new procedure will be conducted for staff and administration meeting jointly at the same time.

ARTICLE XIII

SICK LEAVE AND EMPLOYEE ATTENDANCE

A.     Teachers who are employed to begin work as of the first workday of a school year will be entitled to fifteen (15) sick leave days each school year as of the first official day of said school year, whether or not they report for duty on that day. Teachers who are hired to begin work after the first workday of the school year shall receive a prorated number of days of sick leave depending on the date of hire. In cases of merit, the Committee may allow sick leave beyond the above limit. Sick leave days may be accumulated from year to year to a maximum of one hundred ninety (190) days. Teachers who have accumulated one hundred ninety (190) days prior to the start of a school year will receive fifteen (15) days of noncumulative annual sick leave.

B.     In addition to personal illness or injury, sick leave may be utilized for the following purposes:

1.    One (1) day when emergency illness or injury in the family requires a teacher to make arrangements for necessary medical and nursing care.

2.    A maximum of five (5) days per school year for a serious illness in the immediate family, which shall include the teacher's spouse, child, son-in-law, daughter-in-law, parent, father-in-law, mother-in-law, sibling or other resident member of the teacher's household.

C.     The parties to this agreement agree that consistent attendance of teachers is essential to providing education of the highest possible quality to the students. Therefore any excessive absenteeism or unusual pattern of absence by a teacher is contrary to that principle. Such excessive absenteeism or unusual pattern of absence on the part of a teacher may warrant an explicit explanation to the Superintendent of schools or his designee.   The Superintendent or his designee may require a teacher to produce a medical certificate of disability from a regularly licensed and practicing physician when a teacher's use of sick leave is reasonably suspected of being excessive.

The Committee reserves the right to monitor employee attendance. The Superintendent, or his designee(s), may meet with, talk to, or otherwise communicate with teachers concerning their attendance. Teachers may, at their option, have an Association representative present as an observer at any such meeting. The Committee reserves any rights it may have under the law and this Agreement with respect to issues concerning employee attendance.

D.     Teachers may be requested to take sick leave when, in the opinion of the Principal, it is undesirable for physical reasons to carry on in the classroom.

E.     Each teacher will be given an annual statement of his/her accumulated sick leave within four weeks after the beginning of the school year or with the first payroll check.

F.     In the event that a teacher goes home sick during the course of a school day after having worked at least a half-day, the Principal may assign another teacher to cover the absent teacher's class without additional compensation provided that no deduction is made from the absent teacher's sick leave. It is agreed between parties to this Agreement that the first half (1/2) of a workday for teachers shall be from the beginning of the workday for teachers until the midpoint of the student day.

G.    In cases of long-term absence due to illness or injury, the Superintendent may require periodic written medical statements from a licensed physician relative to the status of the health of the teacher.

H.    Members of the bargaining unit are responsible for adherence to the Drug Free Workplace Policy of the Committee.

I.      1. Members of the Bargaining Unit who elect and enroll in the Town of Plymouth Long Term Disability Insurance (LTD) plan may accumulate unused sick leave days to a maximum of one hundred eighty (180) days. If a member of the Bargaining Unit has more than this maximum accumulated number of days at the time he/she first enrolls in the LTD plan, the excess number of days beyond the maximum cited above shall be relinquished. Any days that were relinquished shall be restored if a subsequent decision by the member is made to decline participation in the LTD plan.

2. Members of the Bargaining Unit who enroll in the Town of Plymouth Long Term Disability Insurance Plan will not be eligible for the sick leave buyback provision contained in Section F. of this Article XIII of the Collective Bargaining Agreement. A member of the Bargaining Unit who later declines coverage under the LTD plan shall be able to access the sick leave buyback provision in Section F. of this Article if he/she has declined LTD coverage for at least five (5) years prior to his/her retirement.

ARTICLE XIV

SICK LEAVE BANK

A.    Effective September 1, 1977, a sick leave bank for use by eligible members of the professional staff covered by this Agreement who have exhausted their own sick leave and who have serious illness or injury, shall be established by an annual assessment of one-half (1/2) sick leave day from the entitlement of every individual covered by this Agreement.

B.     All sick leave assessments for the sick leave bank are made for the school years covered by this Agreement. If, at the end of each year no withdrawals have been made, all days shall revert to the credit of the individuals assessed. If any withdrawals have been made, the balance remaining at the end of each year will be canceled and cease to exist without any account being credited.

C.     Any grant of sick leave by the sick leave bank committee to an eligible employee shall not exceed thirty (30) days. Upon the exhaustion of any grant, the employee shall apply to the sick leave bank committee for further sick leave.

D.     The sick leave bank shall be administered by a sick leave bank committee consisting of four (4) members. Two (2) members shall be designated by the School Committee to serve at its discretion, and two (2) members shall be designated by the Association. The sick leave bank committee shall determine the eligibility for use of the bank and the amount of leave to be granted. The applicant for a grant of days from the sick leave bank shall send a copy of any medical documentation required by the sick leave bank committee to the office of the Superintendent of Schools.

E.     Payment of sick leave bank grants may be delayed pending the submission of such medical documentation to the Superintendent’s office. All decisions of the sick leave bank committee shall be by majority vote. A tie vote shall constitute a denial of sick leave. The following criteria shall be used by the sick leave bank committee in administering the bank and in determining eligibility and amount of leave:

1.    Adequate medical evidence of serious illness or injury.

2.    Prior utilization of all eligible sick leave.

3.    Length of service in the school system.

4.    Leave days may not be withdrawn from the Sick Leave Bank which allow an individual unit member to stay at home to care for a member of the family.

F.     If the sick leave bank is exhausted, it shall be renewed by an assessment of one-half (1/2) additional day of sick leave by each member of the professional staff covered by this Agreement. Such additional one-half (1/2) day will be deducted from the employee's annual fifteen (15) days of sick leave. The sick leave bank committee shall determine the time when it becomes necessary to replenish the bank.

ARTICLE XV

TEMPORARY LEAVES OF ABSENCE

A.    Teachers will be entitled to the following temporary leaves of absence, with pay, each school year:

1. Personal Business Leave

A teacher shall be granted one (1) day of paid leave to conduct personal business under the following conditions:

a.   It is recognized that absence of the regular teacher from the classroom interrupts the educational process and must, therefore, be kept to a minimum. It is understood that teachers will make every effort to attend to their personal business on non-teaching days and that requests for personal leave will be submitted only when every effort has been made to schedule personal business so as not to interfere with the teaching commitment. Such leave will be for the purpose of conducting personal and/or legal business which requires the absence of the teacher during school hours and which cannot otherwise be scheduled.

b.    Application for personal business leave (except in the case of emergencies) will be made to the appropriate supervisor at least twenty-four (24) hours before taking such leave. Under no circumstances may a day be taken for the purpose of extending a school vacation or holiday.

c.    A teacher shall be entitled to receive one (1) day's leave each year (if he/she qualifies for it in accordance with the provisions of this Article) without stating a reason. These days may be accumulated from year to year to a maximum of three (3) days.

d.    The first day taken in a school year will be at no loss of pay. If a teacher has accumulated either two (2) or three (3) days, the second and third days taken in a school year will result in a deduction of $40.00 for each day taken, to be deducted from the teacher's salary on the payment next following said absence.

e.    The second and third days will be granted under the terms of Paragraphs a, b, and c above, for the following reasons only:

1)    Court obligations; or

2)    Real Estate Closings; or

3)    Adoptions; or

4)    Summons by Government Agency; or

5)    Equivalent personal business which cannot reasonably   be scheduled during non-working hours.

The Superintendent is to have the discretion of whether or not to grant a day under this subparagraph.

2.  Time necessary for appearances in any legal proceeding connected with the teacher's employment or with the school system, if the teacher is required by law to attend.

3.  Time necessary without loss of pay for appearance in any court proceeding in which the teacher has been subpoenaed to testify as a witness, provided that the teacher is not a party (plaintiff or defendant) to the legal proceeding.

4.  Time necessary to serve on jury duty. The salary paid by the Plymouth Public Schools during such absence for jury duty shall be the unit member's daily rate of pay less any monies paid by the involved County, State, or Federal court for such jury duty.

5.  Up to five (5) days in the event of death of a teacher's spouse, child, son-in-law, daughter-in-law, parent, father-in-law, mother-in-law, sibling or other resident member of the immediate household. Teachers will be granted up to three (3) days at a time in the event of death of a teacher's grandfather, grandmother, brother-in-law, sister-in-law, uncle, aunt, niece, or nephew unless said relative is a member of the immediate household in which event the teacher will be entitled to the aforesaid five (5) days.

6.  One full day with pay to attend the wedding of a member of the immediate family (son, daughter, ward, brother, sister, parent, legal guardian).

7.  Under extenuating circumstances up to three (3) days may be granted for a teacher's own wedding when recommended by the Principal and approved by the Superintendent.

8.  Two (2) days without loss of pay may be taken when established religious discipline makes it mandatory upon the teacher to be absent from school. However, if the teacher believes that a third day is necessary to fulfill his religious obligations, this third day may be taken with the provision that an amount equal to the daily compensation rate of a substitute teacher will be deducted from his salary on the payment following said absence.

9.  One (1) day shall be granted to attend the graduation of a son or daughter or spouse, from a secondary or post secondary school. This day may be taken by a member of the Bargaining Unit for the member’s own graduation, provided the graduation occurs on a workday.

10. Upon the recommendation of the immediate supervisor or the building principal, and with approval of the Superintendent of Schools, teachers shall be granted a temporary leave of at least one day per school year for the purpose of visiting other schools or attending meetings or conferences of an educational nature. Requests for leave taken under this Section will be on an appropriate form provided by the Administration and must normally be submitted at least one (1) week in advance.

11. Additional temporary leaves of absence with pay may be granted by the School Department.

12. Up to ten (10) days for involuntary temporary active duty in any unit of the Armed Forces of which the unit member served at the commencement of the school year. Pay for such leave shall be the difference between the salary, exclusive of stipends, of the unit member under this Agreement for the period of such leave and the pay and allowance which the member receives from such active duty services as evidenced by pay vouchers submitted as a prerequisite for receipt of pay from the Plymouth Public Schools.

B.    Leaves taken pursuant to Section A above will be in addition to any sick leave to which the teacher is entitled. No teacher will be required to arrange for his own substitute.

ARTICLE XVI

EXTENDED LEAVES OF ABSENCE

A.    The employer agrees that one (1) teacher designated by the Association will, upon request, be granted a leave of absence, without pay, for the purpose of engaging in Association (local, state, or national) activities. In the event a teacher is on leave of absence for the purpose of serving as President of the Education Association of Plymouth and Carver, the following additional provisions shall apply:

1.    The employer will issue the President's regular paycheck on a bi-weekly basis consistent with all other employees.

2.    The EAPC will reimburse the employer on a quarterly basis during the course of the school year for the cost of the President's salary according to Appendix A of the Collective Bargaining Agreement.

3.   If the President is enrolled, the EAPC will reimburse the employer on a quarterly basis during the course of the school year for the cost of ten (10) months premium payments (excluding August and September following President's term) in the existing health and life insurance plan.

B.     Military leave and other statutorily provided leaves shall be in an unpaid status, limited to the period provided in the law, and subject to the same benefits as all other unit members who are in an unpaid leave status: except those benefits provided specifically by the law. Requests for such leaves are to be provided the School Department by written notice. In the case of military leave, employees are to submit copies of military orders before the beginning of the leave which verify, if possible, the return date. Leaves granted under this section are to meet notification requirements listed in section I of this Article.

C.     A leave of absence, without pay, of up to two (2) school years will be granted to any teacher with professional teacher status who joins the Peace Corps or serves as an exchange teacher, and is a full-time participant in either of such programs. Upon return from such leave, a teacher will be considered as if he were actively employed by the Committee during the leave and will be placed on the salary schedule at the level he would have achieved if he had not been absent.

D.     A leave of absence without pay or increment of up to one (1) year may be granted for the purpose of caring for a sick member of the teacher's immediate family. Such immediate family shall include the teacher's spouse, son, daughter, ward, brother, sister, parent, or legal guardian. Additional leave may be granted at the discretion of the employer.

E.     Any eligible member of the Bargaining Unit whose personal illness extends beyond the period of compensation may be granted sick leave without pay for personal health reasons. Requests for such leave will be supported by appropriate medical evidence. As a condition of continuing approval, the member granted such leave will submit periodic medical reports. In no case will such time, both paid and unpaid, extend beyond a total of two (2) school years.

F.     If approved, unpaid Family and Medical Leave Act leave requested for personal illness or family health care under Federal Law shall be concurrent and coterminous with other extended leaves provided herein, and shall not be granted as added time.

G.    Alternative Employment Leave. Any teacher with professional teacher status who requests a leave of absence without pay for one (1) year for the purpose of exploring an alternative career or field of employment shall be granted a leave of absence for that purpose under the following conditions:

1.    Any such leave shall be requested under normal circumstances prior to April 1st of the year preceding the school year in which the leave is to take place.

2.    A teacher who is on an alternative employment leave may continue group Health and Life Insurance coverage during the period of said leave, as provided by the employer to members of the bargaining unit by reimbursing the employer for premium cost.

3.    All benefits to which a teacher was entitled at the time his/her leave of absence commenced, including unused accumulated sick leave and accrued seniority, will be restored to him/her upon his/her return; and he/she will be assigned to the same position which he/she held at the time said leave commenced, if available, or if not, to a substantially equivalent position.

4.   A second year of alternative employment leave may be granted at the discretion of the employer.

H.    Other extended leaves of absence without pay may be granted by the employer. Decisions by the employer concerning this section shall not be arbitrable.

I.      Notification Requirements of this Article:

1.    The teacher must notify the Superintendent in writing, on or before March 1st immediately prior to the expiration of the leave whether or not he/she intends to return to work at the start of the next school year. Should any teacher on leave under a particular provision of this Article fail to provide such notification, he/she shall be deemed to have terminated his/her employment.

2.    Teachers who request a second (2nd) leave year under a particular provision of this Article are to declare their intention to return or not return by March 1st if their request is disapproved.

J.     All benefits to which a teacher was entitled at the time his/her leave of absence commenced, including unused accumulated sick leave, will be restored to him/her upon his/her return; and he/she will be assigned to the same position which he/she held at the time said leave commenced, if available, or if not, to a substantially equivalent position.

ARTICLE XVII

MATERNITY LEAVE

A.     A teacher who is absent from work, during which period of time she bears a child, shall be deemed to be on a maternity leave under the terms of either Option A or Option B, as provided herein.

B.     A leave of absence shall be granted for maternity purposes to female professional employees on the terms and conditions set forth in this Article.

C.     As soon as the employee determines she is pregnant, she shall notify the Superintendent, in writing, of her pregnancy. The employee shall give at least two (2) weeks' notice of the date she wishes to commence her leave of absence. At the time of the latter notification, the employee will select one of the following two (2) options:

Option A - Extended leave without pay with entitlement to sick leave benefits for certified disability for childbirth and recovery therefrom during the period of this leave.

Option B - Unpaid Massachusetts Statutory Maternity Leave (MGL Chapter 149, Section 150D) with guarantee of sick leave benefits for certified disability for childbirth and recovery therefrom during the period of this leave.

If approved, unpaid FMLA (Family Medical Leave Act) leave petitioned for the birth of a child or the placement of a child for adoption or foster care, under defined Federal law, shall be concurrent and coterminous with other provided leaves herein, and except as provided below shall not be granted as added time. It is understood that an FMLA leave would provide four (4) additional weeks of unpaid leave to a person who took maternity leave pursuant to Massachusetts General Laws, Chapter 149, Section 105D.

D.     The provisions of Option A are as follows:

1.    The duration of the leave shall be for a period of two (2) years from the date of its commencement.

2.    At the time the employee requests her maternity leave, she shall select a September return date within a period of two (2) years from the commencement of her leave.

3.    If an employee wishes to change her return date to a September different from the one specified in her original request, she shall notify the Superintendent, in writing, no later than 1 March of the school year preceding the September return date originally requested.

4.    If the employee complies with this notification, she will be able to change her return date to a September different from the one originally selected provided said new September return date is within a period of two (2) years from the commencement of her leave.

5.    When an employee returns to work at the beginning of a school year, as prescribed above, she shall be guaranteed the following:

a.    Secondary Level - the employee shall be returned to the same department, or if not possible, to an area within her certification, of which recent teaching proficiency has been demonstrated.

b.    Elementary Level - the employee shall be returned to her original position, if possible, or to a substantially equivalent position.

6.    An employee may request to return to work at any time other than at the beginning of a school year within a period of two (2) years from the date her leave commenced. She shall be able to return to work if there is an available position, or one that becomes available, for which she is certified. An available position is defined to be one that is not being held by a teacher under Contract.

7.    An employee must notify the Superintendent, in writing, by

March 1st of the school year preceding the September return date agreed upon, of her intention to return to duty at the expiration of her leave.

8.    If the employee fails to so notify the Superintendent in writing or does furnish said written notice and fails to return to duty at the expiration of her leave, she shall be deemed to have resigned, and the obligation of the employer to provide a position for her shall cease.

9.    A teacher electing Option A must return to work for one (1) year before being granted an additional leave under Option A or before being granted a leave for child care under Paragraph 9 of this Article.

E.     Option B: A female employee who has been employed for at least three (3) consecutive months as a full-time employee, who is absent from such employment for a period not exceeding eight (8) weeks for the purpose of giving birth, said period to be hereinafter called "Maternity Leave", and who shall give at least two (2) weeks' notice to her employer of her anticipated date of departure and intention to return, shall be restored to her original position with the same status, pay, length of service credit, and seniority, wherever applicable, as of the date of her leave. If an employee wishes to change her return date from the disability period originally declared, she shall do so by submitting a new leave request under the provisions of Option A of this Article.

F.     Payment for disability due to pregnancy, childbirth, or recovery therefrom shall be made in the same manner as payment for any other illness or injury. Teachers who have sick leave days available and who desire to receive disability pay pursuant to this Article shall comply with the customary procedures for (1) notification of disability, and (2) notification of the termination thereof.

G.    In order for entitlement to sick leave benefits to apply for certified disability for childbirth and recovery therefrom in connection with additional siblings, the employee will have to return to full-time active service and be granted an additional leave of the type provided under Option A or Option B above.

The parties agree that sick leave benefits for disability due to childbirth and recovery therefrom will not be allowed for an employee who is on any other kind of approved extended leave of absence. In addition, employees will not be entitled to sick leave benefits for any other illnesses and/or disabilities incurred while on maternity leave, except as provided in this article.

H.    The employer shall grant an unpaid leave of absence of up to two (2) years to a woman who is adopting a baby. It is further agreed that any woman who may be on this unpaid leave for the purpose of adopting a baby shall return from said leave at the beginning of a school year.

I.      A teacher with professional teacher status shall be granted a leave of absence, without pay, for up to one (1) year for the purpose of caring for his/her child under the age of six. A leave for child care may be granted at the discretion of the employer for an older child. A second consecutive year's leave for child care may be granted at the discretion of the employer. In order to be granted additional child care leave, the teacher must return to work for a period of time equal to the length of the previous leave.

J.     All benefits to which the employee was entitled at the time his/her leave of absence commenced, including any unused accumulated sick leave, shall, except as is otherwise provided herein, be restored to him/her upon his/her return. Upon his/her return, he/she shall be advanced to the next step on the salary schedule, provided he/she has taught at least ninety-one (91) days during the year in which his/her maternity leave commenced.

ARTICLE XVIII

SABBATICAL LEAVES

Upon approval by the Superintendent of Schools, sabbatical leaves may be granted for study, travel, or research to members of the teaching staff, subject to the following conditions:

A.     Requests for sabbatical leave must be received by the Superintendent of Schools in writing, in such form as may be required by the Superintendent of Schools, no later than February 1st, and action must be taken on all such requests no later than March 1st of the school year preceding the school year for which the sabbatical leave is requested.

B.     The teacher has served four (4) consecutive years in the system.

C.     No more than two percent (2%) of the professional staff shall be absent on sabbatical leave at any one time.

D.     Teachers on sabbatical leave may be paid at one hundred percent (100%) of their regular salary rate, provided that such pay when added to any program grant will not exceed the regular salary rate.

E.     The teacher will agree to return to employment in the School System for one (1) full year in the event of a semester's leave, or two (2) full years in the event of a full year's leave.

F.     Upon his/her return from sabbatical leave, a teacher's salary shall be the same as he/she would have received had the period of his/her leave been spent in the Plymouth Public School System, and he/she shall be returned to the same position which he/she held at the time said leave commenced, if it exists, or, if not, to a substantially equivalent position.

G.    When the sabbatical leave has been completed, the teacher shall submit a report of his/her research or study to the employer in such form as may be determined by the Superintendent.

H. In passing on applications for sabbatical leave, the following criteria will be used:

a.   Years of service, type of research or study planned, and the value of the research or study both to the applicants and to the school.

ARTICLE XIX

PROTECTION

A.     Teachers will immediately report in writing to the Principal for transmission to the Superintendent of Schools all cases of an affray, physical or verbal assault, battery, or abusive conduct suffered by them in connection with their employment.

B.     The Superintendent of Schools and/or the Committee, as appropriate, will comply with any reasonable request from the teacher for information in their possession relating to the incident or the persons involved, and will act in appropriate ways as liaison between the teacher, the police, and the courts.

C.     The Committee will continue to provide the indemnification for teachers provided by Chapter 258 of the General Laws of Massachusetts under the conditions set forth in that Section.

D.    Whenever a teacher is absent from school as a result of personal injury caused by an accident or an assault occurring in the course of his employment, he will be paid his full salary for the period of such absence. This provision shall apply only to a teacher who is receiving Worker's Compensation benefits in accordance with MGL, Chapter 152, Section 69, for said injury. Said teacher will be paid his normal weekly salary provided that he first gives his weekly Worker's Compensation check, properly endorsed, to the Town of Plymouth. Said benefit shall cease upon the exhaustion of the employee's sick leave accumulation.

ARTICLE XX

INSURANCE AND ANNUITY PLAN

A.     1.   Effective July 1, 2003, the employer will pay eighty (80%) of the cost of the type of insurance coverage listed below:

a.    A $2,000 term life insurance plan of the type presently available to unit members. Additional, optional life insurance is available within the group plan at the employee's expense.

b.    Individual or family coverage of group health insurance provided by the Town of Plymouth for eligible employees. The Committee agrees that the level of benefits shall be substantially equal to the level of benefits provided as of July 1, 1997.

c.    Except to the extent required by law, the employer shall not be required to pay the premiums outlined above for those unit members who are on a non-paid leave of absence.

2.   If an employee elects to enroll in the Town of Plymouth Long Term Disability Insurance Plan, he/she shall be subject to the Town’s conditions including any related to sick leave accumulation and sick leave buyback benefits. See Article XIII, Section K of this Agreement.

B.     The employer and the Association agree to allow members of the bargaining unit to participate in the Town of Plymouth "Cafeteria Plan" established pursuant to Section 125 of the Internal Revenue Code.

C.     Unit members will be eligible to participate in a "tax sheltered" Annuity Plan established pursuant to appropriate Federal, State and local law.

D.     The parties agree to mutually bargain over the impact of any Federal or State legislation or further local benefits and options which can materially affect health care coverage as currently constituted.

ARTICLE XXI

DEDUCTIONS

A.     The employer will continue to deduct from the salaries of their professional employees dues for the Education Association of Plymouth and Carver, the Massachusetts Teachers Association, and the National Education Association as said teachers individually and voluntarily authorize, in writing, the employer to deduct, and to transmit the monies promptly to such associations.

B.     Teachers will be eligible to participate in payroll deductions for direct deposit to banks and credit unions.

C.    The employer will make such other salary deductions as are agreeable both to the Association and the Committee.

ARTICLE XXII

GENERAL

A.     The employer will, upon request, provide the Association with any information which may be necessary in the preparation for or conduct of negotiations, or in the processing of grievances.

B.     The cost of printing this contract will be borne equally by the Association and the employer.

C.     This contract constitutes the Committee's and Association's policy for the term of said contract; and the Committee and the Association will carry out the commitments contained herein.

D.     No teacher or the Association shall participate in or cause any strike, work stoppage or other illegal activity, during the term of this Agreement. If the Association disclaims in writing to the Committee responsibility for any act prohibited hereby, it shall not be liable therefor.

E.     Each school will have, within a reasonable length of time, the following facilities:

1.     Space in each classroom in which teachers may safely store instructional materials and supplies;

2.     A teacher work area containing adequate equipment and supplies to aid in the preparation of instructional materials;

3.     An appropriately furnished room to be reserved for the use of the teachers as a faculty lounge. Said room will be in addition to the aforementioned teacher work area;

4.     A communication system so that teachers can communicate with the main building office from their classroom;

5.     A well-lighted and clean male teacher restroom, and a well-lighted and clean female teacher restroom; and

6.     A separate, private dining area reserved for the use of professional staff.

F.     Use of School Facilities:

1.    The Association will have the right to use school buildings at reasonable times for meetings in accordance with Committee policy on the Use of School Facilities. The principal of the building in question will be notified in advance of the time and place of all such meetings.

2.    The Association will have the right to use athletic facilities and equipment at the schools in the Town of Plymouth one (1) evening each week in accordance with Committee policy. The schedule and other related matters will be arranged in advance with the Superintendent of Schools. The Association will pay for custodial services needed for such activities.

3.    There will be one (1) bulletin board in each school building, which will be placed in the faculty lounge, for the purpose of displaying professional notices, circulars, and other Association material. Copies of all such material will be given to the building principal, but his advance approval will not be required.

G.    Every reasonable effort will be made by the Central Office Administration and building principals to secure a qualified substitute when a teacher is absent.

H.    Personnel covered by this Agreement who are required to travel in the course of their employment will be reimbursed at the current applicable rate of the Town.

I.      Recognizing that the best interest of the school system and the children for whom it has a responsibility will be served if the Association encourages and supports effective home-school relations, teachers will be encouraged and permitted to attend general meetings of home-school organizations (i.e., P.T.O., H.S.A.).

J.     This contract constitutes the entire Agreement of the Committee and the Association arrived at as a result of collective bargaining negotiations, except such amendments hereto as shall have been reduced to writing and signed by the parties. Failure by the Association and/or the employer in one or more instances to enforce any provision or provisions of this Agreement shall not be construed as a waiver of said provision or provisions.

K.    Any screening committee created by the School Committee for the purpose of hiring any administrator shall include Association representation.

L.     The use of electronic mail (e-mail) is an expectation of the Plymouth Public Schools to communicate between teachers, colleagues and administration. Electronic mail (e-mail) does not constitute written notice under any provision of this Agreement unless expressly permitted.

M.    All employees will complete and sign a CORI request form and submit to a CORI check at least every three (3) years as required by Massachusetts General Laws Chapter 385 of the Acts of 2002. Any and all personnel actions, resulting from information acquired from a CORI report shall be conducted in compliance with the Collective Bargaining Agreement as well as all State and Federal laws and all regulations promulgated under those laws.

ARTICLE XXIII

TRANSFERS

A.     Although the employer and the Association recognize that some transfer of teachers from one school to another may be unavoidable, they also recognize that frequent transfer of teachers is disruptive of the educational process and interferes with optimum teacher performance.

B.     In making transfers, the convenience and wishes of the individual teacher will be honored to the extent that these do not conflict with the best interests of the children and the school system.

C.     When involuntary transfers are necessary, the teacher's area of competence, major and/or minor field of study, quality of teaching performance, and length of service in the school system will be considered in determining which teacher is to be transferred. Teachers being involuntarily transferred will be transferred only to a comparable position. An involuntary transfer will be made only after a meeting between the teacher involved and the Superintendent (or his designee), at which time the teacher will be notified of the reasons for the transfer. In the event that a teacher objects to the transfer at this meeting, upon the request of the teacher, the Association will be notified and the Superintendent (or his designee) will meet with the Association's representatives to discuss the transfer.

D.     A list of open positions in other schools will be made available to all teachers being transferred, and all other factors being substantially equal, preference will be given in filling such positions on the basis of length of service in the school system.

E.     Notice of transfer will be given to teachers as soon as practicable and under normal circumstances, not later than one (1) week prior to the close of school.

F.     Teachers desiring a transfer will submit a written request to the appropriate Assistant Superintendent stating the assignment requested. Such requests must be submitted prior to April 1st of the forthcoming school year. All transfer requests will be acknowledged in writing. All teachers filing a written request for transfer may see a list of vacancies as of June 1st of the forthcoming school year. As soon as practicable and under normal circumstances not later than one (1) week prior to the end of school, the Superintendent or designee will notify each teacher who has filed such statement of the action taken in regard to his request for transfer.

G.    Requests may be renewed in writing each year.

H.    Whenever open positions exist that may require the involuntary transfer of teachers, the employer will request that teachers volunteer to transfer to these positions. The employer will fill these positions from those qualified volunteers before initiating any involuntary transfers. It is recognized that the final decision of transfer or assignment must rest with the employer.

I.      Written requests and notifications may be made via electronic mail (Email).

ARTICLE XXIV

SENIORITY

A.     "Seniority" is defined as a teacher's continuous length of service, for his/her employing school district, in years, months and days in the bargaining unit from his/her initial date of employment (not hiring). Seniority is not transferable between school systems, between different bargaining units, or from other unaffiliated school department positions.

B.     1.   For purposes of computing seniority, time spent on the following types of leaves shall be included: paid Sabbatical Leave, a paid Leave of Absence granted by the employer for any reason, Military Leave, leave granted to serve in the Peace Corps, or leave granted to serve as an exchange teacher or overseas teacher.

2.    In the case of maternity or sick leave, seniority will accrue only for the paid portion of the leave.

3.    Time spent on any type of unpaid leave of absence other than those enumerated above shall not be included in the computation of seniority; however, any continuous service that has been accumulated prior to the commencement of any such unpaid leave shall not be lost.

C.    A list specifying the seniority of each member of the bargaining unit shall be prepared by the employer. An updated "Seniority List" shall be supplied annually on or before December 1st by the employer to the President of the EAPC.

ARTICLE XXV

REDUCTIONS IN STAFF

A.     When the Committee determines to reduce the number of employees within a discipline, the principle of seniority will be the general rule in determining those employees who are displaced. Displacement will be in inverse order of seniority. The employer may vary from this seniority standard if it demonstrates that there is a significant difference in performance.

1.     Displaced teachers, in order of seniority, may transfer to any open position for which they are certified.

2.     Displaced teachers with professional teacher status may displace teachers with non-professional teacher status for whose position they are certified.

3.     Displaced teachers may displace other teachers with less seniority in other disciplines, provided the teachers are certified and have previously taught in those disciplines in this school system for three (3) full years.

4.     Non-bargaining unit professional employees with professional teacher status who have been reassigned to teaching duties have the rights of paragraph B above.

B.     Definitions:

1.    "Qualified" means that the teacher has on file with the office of the Superintendent evidence that he/she possesses the necessary certification or can obtain said certification by the effective date of his/her layoff. Such evidence must be on file prior to March 1st of any given school year.

2.    "Discipline" shall mean an area of certification as defined by the Massachusetts Department of Education, Board of Teacher Certification and/or other State licensing agencies involved with approving the registration of therapists, social workers, adjustment counselors, nurses, and the like.

C.     In displacement cases involving teachers with professional teacher status or non-professional teacher status who have identical seniority, preference for retention or recall shall be given to the teacher who has achieved the highest level of training as reflected by the teacher's column placement on the Teacher's Salary Schedule. If two or more teachers have identical seniority and salary column placement, then preference for retention or recall shall be given to the teacher who has the highest amount of graduate course credits on file as of March 1st.

D.     If two or more teachers have identical seniority, identical salary column placement, and equal graduate credit, then a lottery will be used to determine the seniority of such teachers. The employer may vary from this process when involved teacher performance differs, then the employer will determine the order of preference for retention or recall.

E.    Teachers with professional teacher status who are affected by a reduction in staff must be notified in writing no later than 30 (thirty) school days before the student school year ends. Teachers with non-professional teacher status teachers who are affected by a reduction in staff must be notified in writing no later than that date allowed by Massachusetts General Law. Said notice shall include the specific reasons for the layoff. Teachers who have been laid off shall be entitled to recall rights for a period of time equal to the length of continuous service on the effective date of their respective layoffs, but under no circumstances more than two (2) years. During the recall period, teachers shall be notified by certified mail to their last address of record and given preference for positions as they develop in the inverse order of their respective layoff, and all benefits to which a teacher was entitled at the time of layoff shall be restored in full upon reemployment within the recall period.

During the recall period, teachers who have been laid off shall be given every consideration for substitute work, if they so desire. If permitted by M.G.L., Chapter 32B, laid-off employees may continue group Health and Life Insurance coverage during the recall period as provided by the employer to members of the bargaining unit by reimbursing the employer for premium cost. Failure to forward premium payments to the employer or refusal to return to employment upon recall will terminate this option. While members of the bargaining unit continue on layoff, the employer agrees not to hire any new teachers unless:

1.    No teacher on layoff is qualified to fill a position, nor could become qualified prior to the date the position must be filled; and,

2.    All qualified teachers on layoff declined an offer to fill the vacancy.

ARTICLE XXVI

AGENCY FEE

The employer agrees to require, as a condition of employment, that all employees covered by this Contract, except those employees certified as members to the employer by the Association, pay annually or by dues deduction to the Association, as of the 30th day subsequent to the effective date of this Agreement, or 30 days subsequent to the execution of this Agreement, whichever is later, an Agency Service Fee. Said fee will be certified annually to the employer by the Association. Said amount shall be in compliance with M.G.L. Chapter 150E and all other Agency Fee statutes and regulations. The Association shall save the employer harmless against any claim that may arise out of action taken or not taken by the employer and/or the Association for the purpose of complying with this Article.

ARTICLE XXVII

PART-TIME EMPLOYEE BENEFITS

All employees who work part-time and who are entitled to any of the benefits of this Agreement shall have those benefits prorated.

ARTICLE XXVIII

TECHNICAL STUDIES PERSONNEL

The following conditions shall apply to all instructors who are required to be approved under M.G.L. Chapter 74 by the Department of Occupational Education and who are employed by the employer as a technical studies instructor engaged in the instruction in the technical occupational shops and shop-related classes. Such employees hereafter are referred to as "instructors".

A.     All instructors must be approved pursuant to the regulations of the Massachusetts Department of Education. Any instructor who may be provisionally approved must, as a condition of continued employment, become fully approved pursuant to the Regulations of the Massachusetts Department of Education.

B.     All instructors must have a minimum of six (6) years of full-time work experience in their field.

Vocational teachers may be given up to one (1) year of credit for placement on the salary schedule for each two (2) years of relevant trade or field experience beyond their six (6) years in the trade required for approval.

C.     All instructors must, as a condition of continued employment, maintain approval according to the regulations of the Massachusetts Department of Occupational Education pursuant to Chapter 74 of the Massachusetts General Laws.

D.     Horizontal advancement to new columns on the salary schedule is predicated upon additional credits earned beyond the initial credits required for full Massachusetts Department of Occupational Education approval.

1.    A technical studies instructor who is fully approved shall be paid on the Bachelor's column of the Salary Schedule. TSP1

2.    A technical studies instructor who holds full approval plus fifteen (15) credits shall be paid on the Bachelor's plus fifteen (15) column of the Salary Schedule. TSP2

3.    A technical studies instructor who holds full approval plus thirty (30) credits shall be paid on the Master’s column of the Salary Schedule. TSP3

4.    A technical studies instructor who holds full approval plus forty-five (45) credits shall be paid on the Master’s plus fifteen (15) column of the Salary Schedule. TSP4

5.    A technical studies instructor who holds full approval plus one-hundred-twenty (120) credits or a Bachelor's degree shall be paid on the Master’s plus thirty (30) column of the Salary Schedule. TSP 5

6.    A technical studies instructor who holds full approval plus one-hundred thirty-five (135) credits or a Bachelor’s plus fifteen (15) degree shall be paid on the Master’s plus forty-five (45) column on the Salary Schedule. TSP6

7.    Effective July 1, 2012 a technical studies instructor who holds full approval plus one-hundred fifty (150) credits or a Bachelor’s plus thirty (30) degree shall be paid on the Master’s plus sixty (60) column on the Salary Schedule. TSP7

E.     Credits toward horizontal advancement beyond the Bachelor's column on the Salary Schedule may be earned in two ways:

1.    All academic credits must be earned toward the acquisition of a Bachelor's degree or an Associate's degree in vocational education or a field of study directly related to the instructor's area of approval from an accredited college or university.

2.    Up to three (3) credits per academic year (September through August) may be earned by previously approved work experience. Credit for relevant summer or vacation field experience may be approved, in writing, by the Superintendent by October 1st for horizontal column advancement according to the following criterion: eighty (80) continuous work hours will equal one (1) credit as approved by the Director of Technical Studies.

No more than three (3) of these credits may be used toward column advancement per academic year (September through August). Work experience for approval pursuant to the Regulations of Chapter 74 of the Massachusetts General Laws, will not be applicable toward horizontal column movement.

F.     Salary adjustments are analogous to the conditions and timelines established in Appendix A, Sections B, C, D, and E.

G.    Related teachers will teach six (6) periods per day and will have one (1) preparation period per day. Shop teachers will be in their work area except during their daily preparation period.

H.    The Technical Studies Salary Schedule is intended for instructors who are regularly assigned to teach in the Technical Studies Program. If an academic teacher secures vocational approval and is assigned to teach more than twenty percent (20%) of his/her time in a Chapter 74 defined Technical Studies shop or shop-related program, he/she will be paid according to the Technical Studies Salary Schedule.

I.      In addition to the one (1) Open House function per year stated in Article VI, Section G, Technical Studies Teachers may be required to attend up to three (3) additional meetings per school year solely for the purposes of the two (2) Advisory Meetings required by MGL Ch. 74 § 6 and for the purposes of attending Texpo. Teachers will be paid their hourly tutorial rate for attendance at the two (2) Advisory Meetings and Texpo.

ARTICLE XXIX

NONDISCRIMINATION

There will be no reprisals of any kind taken against any unit member by reason of her/his membership in the Association or participation in its lawful activities.

The employer and the Association agree to continue their policy of nondiscrimination in compliance with all State and Federal laws as well as all regulations promulgated under those laws.

ARTICLE XXX

HEALTH AND SAFETY

The Committee and the Association are committed to maintaining a safe and healthful workplace. Employees who identify health and safety issues should bring them to the attention of their building principal. If the issue remains unresolved after a reasonable period of time, it should be referred to the Superintendent, who will respond in writing within fourteen (14) days. If the employee is still not satisfied, the matter may be brought to the attention of the School Committee. The School Committee or its designee will respond in writing.

ARTICLE XXXI

RECERTIFICATION OF EDUCATORS

Massachusetts General Laws, Chapter seventy-one, Section thirty-eight G requires that educators, as defined therein, be certified and/or recertified as described therein. All standard certified educators are required to establish every five (5) years an Individual Professional Development Plan (IPDP) and to certify to the Massachusetts Department of Education successful completion of the IPDP. The following provisions relate to this process and to that law:

A.     The Principal or other appropriate supervisor, who shall be referred to as the IPDP supervisor, selected by the Superintendent of Schools or his designee, shall be responsible for approving the IPDP of each member of the bargaining unit. Any bargaining unit member whose IPDP supervisor is not a Principal shall be notified by the Superintendent of Schools or his designee with respect to who shall serve as the member’s IPDP supervisor. In addition, any bargaining unit member who is responsible to more than one Principal, shall be notified by the Superintendent of Schools or his designee with respect to which Principal shall serve as the member’s IPDP supervisor.

B.     The educator’s IPDP will be submitted on a form agreed to between the Association and the Employer.

C.     Copies of the current educational goals of the Plymouth School System and the current educational goals of the educator’s school together with the relevant School Improvement Plan will be available in the Principal’s office of each school.

D.     Each educator will determine which of her/his school and/or Plymouth School System goals she/he will address in her/his IPDP. Each educator will submit her/his IPDP to her/his IPDP supervisor for approval. Approval/disapproval will be based upon the reasons set forth in the regulations.

The IPDP supervisor may require an IPDP to be amended or may withdraw approval for a plan that had been previously approved. Such amendment of withdrawal of approval shall be pursuant to 603 CMR 44:04.

E.     An educator on a leave of absence shall be granted three (3) months from the date of return to active employment to obtain initial approval of her/his IPDP.

F.     This Article is subject to the Massachusetts Department of Education Regulations – 603 CMR 44:00, et seq., dated October 26, 1999. If these regulations are amended, the Association and the Committee will negotiate concerning any such amendments.

ARTICLE XXXII

RETIREMENT DATES

All teachers are advised to retire only at the end of the first half of a school year or at the conclusion of a school year. Teachers are encouraged to provide a notice of retirement prior to the start of the school year during, or after, which they intend to retire.

ARTICLE XXXIII

DURATION

The provisions of this contract will be effective as of July 1, 2012 and will continue through June 30, 2015.

ARTICLE XXXIV

TITLE I EMPLOYEES

A.   For the purposes of the collective bargaining agreement, the term “Chapter I Teacher” is interchangeable with the term “Title I Teacher”. The schedule of each such part-time Title I teaching position, in the sole discretion of the employer, shall be based on the needs of students eligible for Title I services, and may be of a length between 0.1 and 0.6 of a full-time teaching position, such hours to include pro-rated preparation time, the time and days of which shall be determined by the employer. The specific times of day, and days per week, for each such position, shall be determined by the employer in relation to student needs.

B.   The duties of Title I Teachers shall be assigned by the employer, and shall be consistent with applicable state and federal Title I grant requirements and NCLB requirements. Such duties shall primarily involve determining eligibility, tutoring, academic support and remediation for eligible students in mathematics and English Language Arts.

C.   The work year for such positions shall be 165 days.

D.   The weekly hours associated with Title I Teaching positions, inclusive of preparation time, are as follows:

0.1     =     3.25 hours

0.2     =     6.50 hours

0.3     =     9.75 hours

0.4     =     13.00 hours

0.5     =     16.25 hours

0.6     =     19.50 hours

E.   SALARY

The salaries for such positions shall be in accordance with the teacher salary schedule of the collective bargaining agreement and shall be prorated in accordance with the portion of the teacher work year for such position. Title I Teachers may progress on the teachers’ schedule up to and including step 5.

F.    ASSIGNMENTS AND RESPONSIBILITIES

1.     The Title I Teacher will be notified of his/her assignment and schedule within thirty (30) days of the first day of school. Schedule shifts may begin and/or end outside of the regularly scheduled teacher workday. The Employer will make reasonable efforts to refrain from making changes once the schedule is set, provided however, that student needs may require adjustments to established staffing schedules.

2.     Employees may be required to attend one (1) in-service day, or portion thereof, per month in addition to their regularly scheduled hours, for which they will be paid the hourly tutoring rate listed in Appendix A of the Collective Bargaining Agreement between the parties. Employees may be required to attend two (2) parent events per month, in addition to their regularly scheduled hours, for which they will be paid the hourly tutoring rate listed in Appendix A of the Collective Bargaining Agreement between the two parties.

E.   Title I employees will be entitled to all the benefits stated in the Agreement, with the exception of the following benefits.

1.    Article VI (A)(1): Title I Teachers shall not have a lunch period in any day in which they work fewer than four (4) hours exclusive of preparation time.

2.    Article XIV: Although they are entitled to accrue sick leave on a pro-rated basis, Title I Teachers shall not contribute sick days to the sick leave bank, nor shall they be eligible to withdraw from the sick leave bank.

3.    Article XVI (D), (E), (G), (H): Title I Teachers shall not be eligible for extended leaves of absence under these articles.

4.    Article XVII: The maternity leave provision set forth in Article XVII shall not apply to part-time Title I Teachers. Part-time Title I Teachers shall be entitled to up to eight weeks unpaid parental leave immediately following childbirth or adoption. Available sick days may be applied to any portion of such parental leave during which the teacher is unable to work for medical reasons. Nothing herein shall supersede any employee rights available to them through M.G.L.c.149. § 105D or through the Family Medical Leave Act.

5.   Article XVIII: Sabbatical leaves shall not be available to Title I Teachers.

F.    The Title I Teachers’ benefits will be pro-rated in accordance with Article XXVII of the agreement.

G.   Notwithstanding the provision of Article XXIV and XXV, in the event a reduction in Title I teaching staff is necessary, the reduction will take place in accordance with seniority accrued in such positions. Displaced Title I Teachers shall have no right under applicable law to displace any employees out of any other bargaining unit or group under this Collective Bargaining Agreement.

APPENDIX A

PLYMOUTH PUBLIC SCHOOLS

IA. FY13 Salary Schedule – will have a1% increase across all steps and lanes on July 1, 2012. There is no delay of step advancement in FY13.

Salary Schedule for K-12 Certified Teachers

FY13

 

 

 

 

 

 

 

2012 - 2013

 

 

 

 

 

 

 

 

COL. 1

COL. 2

COL. 3

COL. 4

COL. 5

COL. 6

COL.7

Step

BA

BA + 15

MAS

MAS + 15

MAS + 30

MAS + 45

MAS + 60

 

TSP1

TSP2

TSP3

TSP4

TSP5

TSP6

TSP7

1

$37,783

$38,972

$40,155

$41,315

$42,502

$43,688

$44,999

2

$39,689

$40,875

$42,367

$43,554

$44,873

$46,191

$47,577

3

$41,590

$42,765

$44,600

$45,786

$47,266

$48,747

$50,210

4

$43,480

$44,668

$46,839

$48,025

$49,636

$51,246

$52,784

5

$45,381

$46,576

$49,070

$50,258

$52,001

$53,744

$55,357

6

$47,517

$48,470

$51,312

$52,493

$54,376

$56,259

$57,947

7

$49,416

$50,371

$53,543

$54,732

$56,750

$58,769

$60,532

8

$51,199

$52,381

$55,872

$57,057

$59,247

$61,438

$63,281

9

$53,215

$54,421

$58,261

$59,472

$61,800

$64,128

$66,052

10

$55,666

$56,854

$60,699

$61,908

$64,700

$67,492

$69,517

11

$58,355

$59,561

$63,446

$64,628

$67,944

$71,260

$73,397

12

$63,237

$64,443

$68,447

$69,676

$73,078

$76,480

$78,775

IB. FY14 Salary Schedule – will have a 1.5% increase across all steps and lanes on July 1, 2013. There is no delay of step advancement in FY 14.

Salary Schedule for K-12 Certified Teachers

FY14

 

 

 

 

 

 

 

2013-2014

 

 

 

 

 

 

 

 

COL.1

COL.2

COL.3

COL.4

COL.5

COL.6

COL.7

Step

BA

BA + 15

MAS

MAS + 15

MAS + 30

MAS + 45

MAS + 60

 

TSP1

TSP2

TSP3

TSP4

TSP5

TSP6

TSP7

1

$38,350

$39,556

$40,757

$41,935

$43,139

$44,344

$45,674

2

$40,284

$41,488

$43,002

$44,208

$45,546

$46,884

$48,290

3

$42,214

$43,407

$45,269

$46,472

$47,975

$49,479

$50,963

4

$44,132

$45,338

$47,542

$48,745

$50,380

$52,015

$53,576

5

$46,062

$47,274

$49,807

$51,012

$52,781

$54,551

$56,187

6

$48,230

$49,197

$52,081

$53,280

$55,192

$57,103

$58,816

7

$50,157

$51,126

$54,346

$55,553

$57,601

$59,650

$61,440

8

$51,967

$53,167

$56,710

$57,913

$60,136

$62,359

$64,230

9

$54,014

$55,237

$59,135

$60,364

$62,727

$65,090

$67,043

10

$56,501

$57,707

$61,610

$62,837

$65,671

$68,504

$70,559

11

$59,231

$60,455

$64,398

$65,597

$68,964

$72,329

$74,498

12

$64,185

$65,409

$69,473

$70,721

$74,174

$77,627

$79,956

IC. FY15 Salary Schedule will have a 1.5% increase across all steps and lanes on July 1, 2014. There is no delay of step advancement in FY15.

Salary Schedule for K-12 Certified Teachers

FY15

 

 

 

 

 

 

 

2014-2015

 

 

 

 

 

 

 

 

COL.1

COL.2

COL.3

COL.4

COL.5

COL.6

COL.7

STEP

BA

BA + 15

MAS

MAS + 15

MAS + 30

MAS + 45

MAS +60

 

TSP1

TSP2

TSP3

TSP4

TSP5

TSP6

TSP7

1

$38,925

$40,149

$41,368

$42,564

$43,786

$45,009

$46,359

2

$40,888

$42,111

$43,647

$44,871

$46,229

$47,587

$49,015

3

$42,847

$44,058

$45,948

$47,169

$48,695

$50,221

$51,727

4

$44,794

$46,018

$48,255

$49,476

$51,136

$52,795

$54,379

5

$46,753

$47,984

$50,554

$51,777

$53,572

$55,369

$57,030

6

$48,953

$49,935

$52,863

$54,079

$56,020

$57,960

$59,699

7

$50,910

$51,893

$55,161

$56,386

$58,465

$60,545

$62,361

8

$52,747

$53,964

$57,561

$58,782

$61,038

$63,295

$65,193

9

$54,824

$56,066

$60,022

$61,270

$63,668

$66,066

$68,048

10

$57,349

$58,572

$62,534

$63,779

$66,656

$69,532

$71,618

11

$60,119

$61,361

$65,364

$66,581

$69,998

$73,413

$75,616

12

$65,148

$66,390

$70,515

$71,782

$75,287

$78,792

$81,156

*TSP = Technical Studies Personnel

If another bargaining unit in the Town of Plymouth receives salary and/or wage increases greater than four percent (4%) over the next three years then the Committee agrees to enter into negotiations with the EAPC for the purposes of negotiating salary increases. This provision will survive execution of the Collective Bargaining Agreement.

II. Doctoral and CAGS Stipends

Teachers who have received an earned doctorate from an accredited institution will be granted a $2,000.00 (two thousand dollar) stipend beyond their placement on the above salary schedule. The following provisions are understood to accompany qualifications for the doctoral stipend:

A.   The earned doctorate must be in an appropriate subject area related to the job responsibilities of the teacher.

B.   The earned doctorate must have been granted by a university accredited by one of the six (6) United States Regional Accreditation Associations of Schools and Colleges:

• New England Association

• Middle States Association

• North-Central Association

• Northwest Association

• Southern Association

• Western Association

C.  Doctorates earned from foreign universities must have similar accreditation stature as that mentioned in item B above.

D.  Teachers earning a salary of M+45/CAGS (TSP6), or meeting the requirements to do so as of the end of the 2009-2012 Collective Bargaining Agreement (June 30, 2012) due to the attainment of a Certificate of Advanced Graduate Study (hereinafter “CAGS”), will, upon meeting the provisions set forth in Appendix A §III ¶ C, move to the M+60/CAGS (TSP7) column or accept a yearly stipend of $2,000.00 per year. If the choice is to take the stipend, their placement on the salary scale would stay at MA+45 until the teacher earns the appropriate credits to move to the M+60 column. Those employees placed on the M+60/CAGS lane on or before June 30, 2012 shall be “grandfathered” and continue to remain eligible for that salary lane for the duration of their employment in the District.

E.  The parties agree that the Successor Agreement will include a stipend of $2,000.00 per year for those who have earned a CAGS on or after July 1, 2012.

F.  The CAGS stipend will have the same provisions as the Doctoral Stipend in Appendix A § II with one additional qualification. Any CAGS earned after June 30, 2012, will have the requirement of being awarded through a program which included at least thirty (30) credits.

G.  After July 1, 2012, employees shall have earned sixty (60) credits beyond the Master’s degree AND attained a CAGS to be eligible for both the M+60 (TSP7) salary lane and the $2,000.00 CAGS Stipend.

H. All reference to “CAGS” will be removed from the M+45 (TSP6) and M+60 (TSP7) salary columns in the Appendix A salary tables of the Successor Agreement.

III.  Salary Provisions

The School Committee agrees to include in its budget requests for each year of the Agreement, sufficient monies to fully fund the economic provisions of this Agreement, and submit such budget requests to the appropriate Town Meeting in Plymouth for funding. In the event that the submitted budget is not fully funded in any year of the Agreement, the parties to this Agreement agree to negotiate over the impact of that failure to fully fund. Following these negotiations, if the School Committee determines that it cannot fully honor the general wage increase of this Agreement, the parties will reopen the entire Agreement for negotiations for the year in which the budget was not fully funded. The following provisions are understood to accompany this salary schedule:

A.   Increments and salary adjustments are not to be considered automatic; they shall be reviewed annually and approved by the Superintendent. Among the factors to be considered by the Superintendent in making his decision shall be the attendance record of the employee. Any employee whose increment or salary adjustment is to be withheld shall be advised of such decision, in writing, on or before May 15th of the prior work year.

If the recommendation to withhold an increment or salary adjustment is approved by the Superintendent of Schools, the employee shall be entitled to have the decision to withhold an increment or salary adjustment reviewed by the Superintendent prior to the close of the work year in which the notice was given. If the increment or salary adjustment is withheld, a decision whether to reinstate one-half (1/2) of the increment or salary adjustment will be made by January 31st of the year in which it is withheld. A similar decision regarding reinstating the second one-half (1/2) of the increment or salary adjustment will be made prior to the close of school during the work year in which the increment or salary adjustment is withheld. The employer agrees that increments and/or salary adjustments shall not be unreasonably withheld.

B.   All teachers will be on proper step, subject to (A) above and, if applicable, subject to Article XXVIII.

C.   In order to be placed on a new salary column, a teacher must submit his request for such placement to the School Department, and must supply justification in the form of transcripts, copies of degrees, or other certified documents. Copies of Masters Degrees, Certificates of Advanced Graduate Study, and/or Doctoral Degrees must be accompanied by an official transcript from the accredited institution granting the advanced degree or certificate within ninety (90) days of the date of the submission of the request to be paid pursuant to the degree or certificate.

In all cases, an official transcript must be provided from the accredited institution awarding the credits within ninety (90) days of the date of the submission of the request for a salary column change.

D.   In September of each year, all graduate credits requiring a salary column change will result in an effective date of the first pay period of that school year for such salary column change, provided, however, that each teacher submits his/her written request and evidence prior to September 15th. During the remainder of the school year, one additional salary column change will be allowed, and will become effective as of January 1st of that school year, provided the teacher submits his/her request and evidence prior to February 1st of said school year, and provided further that any teacher anticipating a salary column change to be effective on January 1st, so notifies the Superintendent in writing on or before September 15th of the school year in which the change is to become effective.

E.   Any teacher who completes the requirement for a Masters Degree during the summer session and who successfully completes additional graduate courses approved by the Superintendent during the previous spring semester or during said summer session, shall be able to apply those additional credits, pursuant to the aforementioned graduate courses, toward lateral movement beyond the Masters level on the salary schedule, provided that such additional courses do not constitute part of the requirements of the teacher's Masters Degree.

The parties agree that analogous conditions shall exist for a teacher who completes all the requirements for a Masters Degree during any spring semester or during any fall semester. In any event, no graduate credits will be applicable toward lateral movement beyond the Masters Degree Column on the salary schedule for courses taken more than one term prior to the term during which the Masters Degree is awarded.

F.    Salaries:

Teachers may be paid in twenty-two (22) or twenty-six (26) bi-weekly installments during the work year. The Administration shall distribute a form to each teacher prior to the close of school in June requesting each teacher to select a salary payment schedule for the following work year. Teachers who do not indicate a selection by the close of the work year shall be paid in twenty-six (26) installments during the work year.

Those teachers who are paid in twenty-six (26) installments shall receive all deferred payments in one lump sum by the end of the month in June, unless said deferred payments have been forwarded to a financial institution selected by the teacher pursuant to a payroll deduction plan provided by this Agreement. If a teacher wishes to have said deferred payments forwarded to a financial institution during the work year, the teacher must authorize such a payroll deduction through the school department prior to the close of the work year.

G    a.   In addition to their regular salary, teachers will receive longevity payments on the following basis:

IN YEAR

AMOUNT

10

200

11

225

12

250

13

275

14

400

15

475

16

550

17

625

18

700

19

775

20

900

21

1025

22

1350

23

1475

24

1600

25

1850

IN YEAR

AMOUNT

26

2000

27

2150

28

2300

29

2450

30

2900

31

3050

32

3200

33

3350

34

3500

35 AND GREATER

3650

Years of service shall include all years of actual teaching for fifty percent (50%) or more of the school year since initial date of employment, which service may be broken only by approved leaves of absence. Any employee who returns to the employ of the Plymouth Public Schools after having resigned shall be treated as a new employee for purposes of this longevity provision.

H. To the extent permitted by law, the Superintendent may annually reappoint or replace Department Heads, Extracurricular Advisors and/or Coaches.

IV. Department Heads

Department Heads who supervise: from one (1) to five (5) teachers will be paid an annual stipend of $3,500.00; from six (6) to ten (10) teachers will be paid an annual stipend of $3,752.00; and from eleven (11) or more teachers will be paid an annual stipend of $4,002.00. There will be no stipend differentials for teaching. These stipends will remain unchanged for the duration of the contract.

1.    Department Heads will be assigned a minimum teaching load of at least three (3) classes.

2.    Department Heads will not be assigned responsibility for more than one (1) building.

3.    Department Heads will not be assigned any student supervisory duties.

4.    Department Heads will not be required to secure substitutes for absent members of their departments.

5.    The work year for a Department Head shall include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of three (3) days immediately prior to, during and/or immediately following the teacher work year, as determined by the principal.

6.    By prior approval of the Superintendent's Office, if a Department Head is required to work beyond the work days defined in (6) above, the Department Head shall be compensated at his/her daily rate of pay.

V. Deans

 

2012-2013

2013-2014

2014-2015

 

(FY13)

(FY14)

(FY15)

Stipend

$ 4,294

$ 4,358

$ 4,423

VI. Coaches Salary Schedule

NOTE: Any coach whose salary extends beyond the published salary schedule shall receive the same equal increase as all other coaches as reflected in the salary schedule below. Coaches shall be evaluated annually using the approved coaches' evaluation instrument.

Coach’s salaries are based on the following indices.

1.    That the salaries for coaches and supervisors of extracurricular activities are to be calculated using the four indices called time index, event index, community index, and budget index;

2.    that the value of each of the four indices will range from .01 up to and including .06; and

3.    that the values of each index for each position will be determined using the following table:

Index

Events

Time (Hours)

Community

Budget

.01

1

50+

More than 10%

$5,000.00

.02

3

75+

More than 20%

$10,000.00

.03

5

100+

More than 30%

$15,000.00

.04

10

125+

More than 40%

$20,000.00

.05

20

160+

More than 50%

$30,000.00

.06

25

210+

More than 75%

$50,000.00

4. that the indices for each position will be added to obtain a total for that position;

5.  that for head coaching positions the salary will be determined by multiplying the index total by the current salary schedule on step one of the Bachelor’s column of the Teacher Salary Schedule;

6.  that the salary of a first assistant coach will be seventy percent (70%) of the salary of the head coach;

7.  that the salary of a second assistant coach will be sixty percent (60%) of the salary of the head coach;

8.  that the coaches salary schedules will consist of three steps including step one which will be eighty percent (80%) of the maximum step, step two which will be ninety (90%) of the maximum step, and the maximum step three;

9.  that for supervisors of extracurricular activities the salary will be determined by taking eighty percent (80%) of the result of multiplying the index total by the current salary on step one of the Bachelor’s column of the Teacher Salary Schedule;

10. that the salary of an assistant advisor of an extracurricular activity will be seventy percent (70%) of the salary of the advisor of the activity;

11. that no current coach or advisor of an extracurricular activity will have his/her salary reduced if the salary in effect prior to the adoption of these amendments is higher than it will be under the new system;

12. that any coach or extracurricular advisor hired subsequent to the adoption of these amendments will be paid pursuant to these amendments;

13. that these amendments shall be effective at the beginning of the 2002-2003 work year.

COACHING FORMULA

HEAD COACHES SALARIES (MAXIMUM STEP)

Sport

Time Index

Event Index

Comm Index

Budget Index

Total

Boys/Girls Tennis

.03

.05

.01

.02

.11

Cross Country

.05

.03

.01

.02

.11

Golf

.04

.04

.01

.02

.11

Gymnastics

.04

.04

.02

.02

.12

Volleyball

.04

.05

.02

.02

.13

Baseball

.04

.05

.03

.02

.14

Softball

 

 

 

 

 

Boys/Girls Track

.04

.04

.03

.02

.14

Soccer

.04

.05

.03

.02

.14

Field Hockey

.04

.05

.03

.02

.14

Winter Tack

.05

.04

.03

.02

.14

Basketball

.04

.05

.05

.02

.16

Hockey

.04

.05

.05

.02

.16

Wrestling

.05

.05

.04

.02

.16

Football

$.06

.04

.06

.04

.20

A.   SALARY SCHEDULE 2012-2013 (FY13)

Varsity Coaches Schedule

Position

Step 1

Step 2

Maximum

Boys and Girls Tennis

$ 3,325

$ 3,740

$ 4,156

Cross Country

$ 3,325

$ 3,740

$ 4,156

Golf

$ 3,325

$ 3,740

$ 4,156

Gymnastics

$ 3,627

$ 4,081

$ 4,534

Volleyball

$ 3,929

$ 4,421

$ 4,912

Baseball

$ 4,232

$ 4,761

$ 5,290

Softball

$ 4,232

$ 4,761

$ 5,290

Boys And Girls Track

$ 4,232

$ 4,761

$ 5,290

Soccer

$ 4,232

$ 4,761

$ 5,290

Field Hockey

$ 4,232

$ 4,761

$ 5,290

Lacrosse

$ 4,232

$ 4,761

$ 5,290

Winter Track

$ 4,232

$ 4,761

$ 5,290

Basketball

$ 4,836

$ 5,441

$ 6,045

Hockey

$ 4,836

$ 5,441

$ 6,045

Wrestling

$ 4,836

$ 5,441

$ 6,045

Football

$ 6,045

$ 6,801

$ 7,557

First Assistant Coaches

Position

Step 1

Step 2

Maximum

Volleyball

$ 2,751

$ 3,094

$ 3,438

Baseball

$ 2,962

$ 3,332

$ 3,703

Softball

$ 2,962

$ 3,332

$ 3,703

Track

$ 2,962

$ 3,332

$ 3,703

Soccer

$ 2,962

$ 3,332

$ 3,703

Field Hockey

$ 2,962

$ 3,332

$ 3,703

Lacrosse

$ 2,962

$ 3,332

$ 3,703

Winter Track

$ 2,962

$ 3,332

$ 3,703

Basketball

$ 3,385

$ 3,809

$ 4,232

Hockey

$ 3,385

$ 3,809

$ 4,232

Wrestling

$ 3,385

$ 3,809

$ 4,232

Football

$ 4,232

$ 4,761

$ 5,290

Second Assistant Coaches

Position

Step 1

Step 2

Maximum

Baseball

$ 2,539

$ 2,856

$ 3,174

Softball

$ 2,539

$ 2,856

$ 3,174

Soccer

$ 2,539

$ 2,856

$ 3,174

Field Hockey

$ 2,539

$ 2,856

$ 3,174

Basketball

$ 2,902

$ 3,264

$ 3,627

Ice Hockey

$ 2,902

$ 3,264

$ 3,627

Football

$ 3,627

$ 4,081

$ 4,534

B.   SALARY SCHEDULE 2013-2014 (FY14)

Varsity Coaches Schedule

Position

Step 1

Step 2

Maximum

Boys and Girls Tennis

$ 3,375

$ 3,797

$ 4,218

Cross Country

$ 3,375

$ 3,797

$ 4,218

Golf

$ 3,375

$ 3,797

$ 4,218

Gymnastics

$ 3,682

$ 4,142

$ 4,602

Volleyball

$ 3,988

$ 4,487

$ 4,985

Baseball

$ 4,295

$ 4,832

$ 5,369

Softball

$ 4,295

$ 4,832

$ 5,369

Boys And Girls Track

$ 4,295

$ 4,832

$ 5,369

Soccer

$ 4,295

$ 4,832

$ 5,369

Field Hockey

$ 4,295

$ 4,832

$ 5,369

Lacrosse

$ 4,295

$ 4,832

$ 5,369

Winter Track

$ 4,295

$ 4,832

$ 5,369

Basketball

$ 4,909

$ 5,522

$ 6,136

Hockey

$ 4,909

$ 5,522

$ 6,136

Wrestling

$ 4,909

$ 5,522

$ 6,136

Football

$ 6,136

$ 6,903

$ 7,670

First Assistant Coaches

Position

Step 1

Step 2

Maximum

Volleyball

$ 2,792

$ 3,141

$ 3,490

Baseball

$ 3,007

$ 3,382

$ 3,758

Softball

$ 3,007

$ 3,382

$ 3,758

Track

$ 3,007

$ 3,382

$ 3,758

Soccer

$ 3,007

$ 3,382

$ 3,758

Field Hockey

$ 3,007

$ 3,382

$ 3,758

Lacrosse

$ 3,007

$ 3,382

$ 3,758

Winter Track

$ 3,007

$ 3,382

$ 3,758

Basketball

$ 3,436

$ 3,866

$ 4,295

Hockey

$ 3,436

$ 3,866

$ 4,295

Wrestling

$ 3,436

$ 3,866

$ 4,295

Football

$ 4,295

$ 4,832

$ 5,369

Second Assistant Coaches

Position

Step 1

Step 2

Maximum

Baseball

$ 2,577

$ 2,899

$ 3,221

Softball

$ 2,577

$ 2,899

$ 3,221

Soccer

$ 2,577

$ 2,899

$ 3,221

Field Hockey

$ 2,577

$ 2,899

$ 3,221

Basketball

$ 2,945

$ 3,313

$ 3,682

Ice Hockey

$ 2,945

$ 3,313

$ 3,682

Football

$ 3,682

$ 4,142

$ 4,602

C.   SALARY SCHEDULE 2014-2015 (FY15)

Varsity Coaches Schedule

Position

Step 1

Step 2

Maximum

Boys and Girls Tennis

$ 3,425

$ 3,854

$ 4,282

Cross Country

$ 3,425

$ 3,854

$ 4,282

Golf

$ 3,425

$ 3,854

$ 4,282

Gymnastics

$ 3,737

$ 4,204

$ 4,671

Volleyball

$ 4,048

$ 4,554

$ 5,060

Baseball

$ 4,360

$ 4,905

$ 5,449

Softball

$ 4,360

$ 4,905

$ 5,449

Boys And Girls Track

$ 4,360

$ 4,905

$ 5,449

Soccer

$ 4,360

$ 4,905

$ 5,449

Field Hockey

$ 4,360

$ 4,905

$ 5,449

Lacrosse

$ 4,360

$ 4,905

$ 5,449

Winter Track

$ 4,360

$ 4,905

$ 5,449

Basketball

$ 4,982

$ 5,605

$ 6,228

Hockey

$ 4,982

$ 5,605

$ 6,228

Wrestling

$ 4,982

$ 5,605

$ 6,228

Football

$ 6,228

$ 7,006

$ 7,785

First Assistant Coaches

Position

Step 1

Step 2

Maximum

Volleyball

$ 2,834

$ 3,188

$ 3,542

Baseball

$ 3,052

$ 3,433

$ 3,815

Softball

$ 3,052

$ 3,433

$ 3,815

Track

$ 3,052

$ 3,433

$ 3,815

Soccer

$ 3,052

$ 3,433

$ 3,815

Field Hockey

$ 3,052

$ 3,433

$ 3,815

Lacrosse

$ 3,052

$ 3,433

$ 3,815

Winter Track

$ 3,052

$ 3,433

$ 3,815

Basketball

$ 3,488

$ 3,924

$ 4,360

Hockey

$ 3,488

$ 3,924

$ 4,360

Wrestling

$ 3,488

$ 3,924

$ 4,360

Football

$ 4,360

$ 4,905

$ 5,449

Second Assistant Coaches

Position

Step 1

Step 2

Maximum

Baseball

$ 2,616

$ 2,943

$ 3,270

Softball

$ 2,616

$ 2,943

$ 3,270

Soccer

$ 2,616

$ 2,943

$ 3,270

Field Hockey

$ 2,616

$ 2,943

$ 3,270

Basketball

$ 2,989

$ 3,363

$ 3,737

Ice Hockey

$ 2,989

$ 3,363

$ 3,737

Football

$ 3,737

$ 4,204

$ 4,671

VII. Extracurricular Activities

Advisor Formula – Extracurricular Activity Advisor’s Salaries

 

Time

Event

Comm

Budget

 

Activity

Index

Index

Index

Index

Total

AFS

 

 

 

 

 

Band Director

.03

.04

.03

.04

.14

Band Drill Instructor

--

--

--

--

--

Cheerlead/Sport/Seas

.02

.02

.01

.01

.06

Chess Club

--

--

--

--

--

Choral Director

.02

.03

.03

.03

.11

Senior Class

.04

.02

.02

.05

.13

Asst. Senior Class

--

--

--

--

--

Junior Class

--

--

--

--

--

Asst. Junior Class

--

--

--

--

--

Sophomore Class

--

--

--

--

--

Asst. Soph. Class

--

--

--

--

--

Freshman Class

--

--

--

--

--

Asst. Fresh. Class

--

--

--

--

--

Color Guard

.02

.02

.02

.00

.06

Debating

.01

.02

.01

.00

.04

DECA

.03

.03

.01

.02

.09

Diversity

.03

.02

.01

.00

.06

Drama

.05

.02

.03

.01

.11

Asst. Drama

--

--

--

--

--

Foreign Language

--

--

--

--

--

HELP

.02

.02

.00

.00

.04

Interact

.02

.02

.01

.01

.06

Intramural H S

.05

.03

.00

.01

.09

Intramural M S

.05

.03

.00

.01

.09

Literary Magazine

.01

.03

.01

.01

.06

Asst. Lit Magazine

--

--

--

--

--

Marching Girls

--

--

--

--

--

Math Club

.02

.02

.00

.00

.04

Medical Club

--

--

--

--

--

Model UN

.02

.02

.01

.00

.05

Model Congress

--

--

--

--

--

Music Production

.03

.01

.00

.01

.05

National Honor Soc.

.03

.02

.02

.01

.08

Peer Leader

.04

.03

.00

.00

.07

PRIDE

.03

.02

.01

.00

.06

Robotics

.04

.03

.04

.02

.13

Asst. Robotics

--

--

--

--

--

SADD

.02

.02

.01

.01

.06

SCA Student Council

.04

.04

.02

.02

.12

School Newspaper

.03

.03

.02

.02

.10

School Store

.01

.01

.01

.02

.05

Science

--

--

--

--

--

Skills USA

.03

.03

.01

.03

.10

Asst. Skills USA

--

--

--

--

--

Stage Band

.04

.04

.03

.00

.11

Stud. Activ. Treas.

.03

.00

.00

.05

.08

Technical Ed

--

--

--

--

--

Yearbook

.03

.01

.06

.05

.15

Asst. Yearbook

--

--

--

--

--

Advisor Salary Schedules FY13, FY14 and FY15

 

STIPEND

STIPEND

STIPEND

POSITION

2012-13

2013-14

2014-15

 

FY13

FY14

FY15

AFS

$1,992

$2,022

$2,052

Anime Club

$1,271

$1,290

$1,309

Band Director

$4,232

$4,295

$4,360

Band Drill

$1,581

$1,604

$1,628

CARE

$1,271

$1,290

$1,309

Cheerleading per season

$1,814

$1,841

$1,868

Chess Club

$1,168

$1,185

$1,203

Choral

$3,325

$3,375

$3,425

Senior Class

$3,929

$3,988

$4,048

Asst. Senior Class

$2,749

$2,790

$2,832

Junior Class

$2,749

$2,790

$2,832

Asst. Junior Class

$1,925

$1,954

$1,983

Sophomore Class

$1,925

$1,954

$1,983

Asst. Sophomore Class

$1,347

$1,368

$1,388

Freshmen Class

$1,925

$1,954

$1,983

Asst. Freshmen Class

$1,347

$1,368

$1,388

Color Guard

$1,814

$1,841

$1,868

Dance Team per season

$1,814

$1,841

$1,868

Debate

$1,209

$1,227

$1,246

DECA

$2,720

$2,761

$2,803

Diversity

$1,814

$1,841

$1,868

Dramatics – MS

$2,328

$2,363

$2,398

Dramatics

$3,325

$3,375

$3,425

Asst. Drama

$2,328

$2,363

$2,398

Extended Learning Opportunities Instructor*

$30.17

$30.62

$31.08

Extended Learning Opportunities Advisor

$2,720

$2,761

$2,803

Foreign Language

$1,168

$1,185

$1,203

HELP/Best Buddies

$1,209

$1,227

$1,246

Interact

$1,814

$1,841

$1,868

Intramurals/Interscholastic HS Sports

25% of HS sport spec ific coach

 

 

Intramurals/Interscholastic Director

$2,720

$2,761

$2,803

Literary Magazine

$1,814

$1,841

$1,868

Asst. Literary Magazine

$1,271

$1,290

$1,309

Math Club

$1,209

$1,227

$1,246

Memory Book Advisor - MS

$2,000

$2,030

$2,060

Model UN

$1,511

$1,534

$1,557

Model Congress

$1,284

$1,303

$1,323

Music Production

$1,511

$1,534

$1,557

National Honor Society

$2,418

$2,454

$2,491

Peer Leaders

$2,116

$2,148

$2,180

Peer Leaders – MS

$1,500

$1,523

$1,546

Philosophy Club

$1,271

$1,290

$1,309

PRIDE

$1,814

$1,841

$1,868

Robotics

$3,929

$3,988

$4,048

Asst. Robotics

$2,749

$2,790

$2,832

SADD

$1,814

$1,841

$1,868

SCA Student Council Advisor

$3,627

$3,682

$3,737

Newspaper

$3,023

$3,068

$3,114

School Store

$1,511

$1,534

$1,557

Science

$1,168

$1,185

$1,203

Skills USA

$3,023

$3,068

$3,114

Asst. Skills USA

$2,116

$2,148

$2,180

Stage Band

$3,325

$3,375

$3,425

Student Activities Treasurer - HS

$2,418

$2,454

$2,491

Student Activities Treasurer - IS

$883

$896

$909

Student Council

$2,000

$2,030

$2,060

Tech Ed

$1,168

$1,185

$1,203

Yearbook

$4,534

$4,602

$4,671

Asst. Yearbook

$3,174

$3,222

$3,270

*Tutoring hourly rate

Except as indicated, these stipends are for high school activities only.

Other proposed club(s) or activity(s) must be approved by the School Committee.

VIII. Faculty Athletic Managers

 

2012-2013 (FY13)

2013-2014 (FY14)

2014-2015 (FY15)

Stipend Per Season

$4,707

$4,777

$4,849

1. Faculty Athletic Manager work year is twenty-five (25) days beyond the teacher contract.

2. Stipend may be prorated by athletic season.

IX. Coaches of Intramural Athletics

 

2012-2013 (FY13)

2013-2014 (FY14)

2014-2015 (FY15)

Hourly Rate

$18.34

$18.62

$18.90

X. Tutoring

 

2012-2013 (FY13)

2013-2014 (FY14)

2014-2015 (FY15)

Hourly Rate

$30.17

$30.62

$31.08

XI.  Compensation for Coverage of Extra Classes

Any teacher who is requested to cover a class for a class period shall be paid one-fourth (1/4th) the highest daily rate of pay for daily substitutes for each class period worked, if thereby the teacher is caused to lose part or all of his/her planning/preparation period. Teachers who cover a class for a portion of a class period during their normal planning/preparation period shall be paid a prorated amount of one-fourth (1/4th) the highest daily rate of pay for daily substitutes. The teacher may decline such a request if it means giving up his/her preparation period unless there is no qualified teacher available who is performing non-teaching supervisory duties.

XII. Committees and Special Projects

This article refers to committee and/or special projects authorized by the School Committee and/or the Superintendent.

A.       All participation in any committee or special project work will be on a voluntary basis by members of the bargaining unit.

B.       Any committee or special project that will involve remuneration to the participants must have the prior approval of the Superintendent of Schools or his designee. Any committee or special project initiated by management that involves remuneration will be announced in order that members of the bargaining unit may indicate their desire to participate. Participants will be chosen by the Superintendent or his designee on the basis of interest and qualifications deemed to be best suited to the goals of the committee or special project. In addition, anyone participating in paid committee or special project work will be advised with respect to any remuneration prior to commencing his/her participation.

C.       Members of the bargaining unit who wish to establish a committee or special project may do so by proposing said committee or special project in writing to the Superintendent of Schools or his designee. Any such committee or special project, as well as any associated remuneration, must have prior approval of the Superintendent of Schools or his designee.

D.       The decision of the Superintendent of Schools or his designee relative to any committee or special project shall not be subject to arbitration.

E.       The amount of any remuneration will be contained in the announcement of the committee or special project.

XIII. Mentors

Teachers who are selected to be a mentor by the Superintendent or designee shall receive $800.00 per protege annually.

XIV. Advisory

Advisors will receive a stipend of $700.00 annually for two meetings per week for the school year at the high schools. Principals will seek volunteers first for advisors.  If not enough staff volunteer, staff will be assigned.

IN WITNESS HEREOF, the duly authorized representatives of the Parties hereby affirm their agreement.

_______________________________                                 _____________________________________

Dr. Gary E. Maestas                                                             Donna Ramsay

Superintendent of Schools                                                    President, EAPC

For the Plymouth School Committee                                   For the Association

_______________________________                                 _____________________________________

Date                                                                                         Date