Plympton

Show detailed information about district and contract

DistrictPlympton
Shared Contract District
Org Code2400000
Type of DistrictElementary
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2014
Expired Status
Superintendency UnionUnion 31 Silver Lake
Regional HS MembersSilver Lake
Vocational HS Members
CountyPlymouth
ESE RegionSoutheast
Urban
Kind of Communitysmall rural communities
Number of Schools1
Enrollment245
Percent Low Income Students13
Grade StartPK or K
Grade End6
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CONTRACT BETWEEN

THE PLYMPTON SCHOOL COMMITTEE

AND THE

PLYMPTON TEACHERS ASSOCIATION

2011-2014

AGREEMENT

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, this Agreement is made this _____ day of __________________ 2011, by the School Committee of the Town of Plympton, Massachusetts (hereinafter referred to as the Committee) and the Plympton Teachers Association (hereinafter referred to as the Association).

ARTICLE I

PREAMBLE

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

1.         Under the Laws of Massachusetts, the Committee, elected by the citizens of Plympton, has the final responsibility for establishing the educational policies of the Plympton School System;

2.         The Superintendent of Schools of Plympton has the responsibility for carrying out the policies so established;

3.         The professional staff of the Plympton School System has the responsibility for providing education of the highest possible quality;

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

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

ARTICLE II

RECOGNITION

For purposes of collective bargaining with respect to wages, hours, standards of productivity, performance and other conditions of employment, the Committee recognizes the Association as the exclusive bargaining agent and representative of all regular full-time and part-time professional employees, part-time professional employees who are shared with other school systems in the Superintendency, Union 31 working one-fifth or more of a regular work week with the Plympton School System; excluding all aides, substitute teachers, nurses, administrators, managerial and confidential employees and all other employees of the Committee.

ARTICLE III

FAIR PRACTICES

A.        As the sole collective bargaining agent, the Association will bargain for all employees covered by this Agreement without regard to race, color, creed, national origin, political activities, association activities, sex, marital status, age, or previous affiliation with other teaching organizations.

B.         The Committee and the Association agree that there will be no discrimination in the hiring of employees or in their training, assignment, promotion, transfer, or discipline because of race, color, religion, national origin, political activities, association activities, sex, marital status, or age.

C.         It is further agreed between the Association and the Committee that the principles agreed to in this Article shall be in compliance with State and Federal laws and/or regulations concerning discrimination.

ARTICLE IV

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 over the interpretation or application or any of the provisions of this Agreement.

2.         An aggrieved party is the person (or persons) making the claim.

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

4.         All reference to "days" in this Article shall mean school days which are defined as days on 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 grievances which may from time to time arise. 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 discussion 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 often (10) days after the occurrence of any grievance, or from the date when the grievant(s) should have reasonably become aware of said occurrence, 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 procedure shall not have been taken within the time specified therefor.

In the event that a grievance is filed on or after June I, which if left unresolved until the beginning of the following school year could result in irreparable harm to a party in interest, the time limits set forth herein may be mutually reduced so 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 aggrieved party shall present his/her grievance, in writing, on the form which is Appendix D, to the Principal requesting that a meeting be held in regard to the grievance. In the event that the teacher is not directly responsible to an individual Principal, then he/she will present it to his/her immediate Supervisor.

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

Level Three: If, at the end of five (5) days following the Level Two meeting, the grievance shall not have been resolved to the employee's satisfaction, the employee shall, if he/she intends to pursue the grievance, within five (5) days thereafter request and have a review of the grievance by the P.R. & R. Committee. If after such review the employee shall so desire, the grievance shall be submitted within five (5) days to the School Committee. Within ten (10) days the School Committee shall meet with the employee and the Association authorized representative in an effort to settle the grievance.

Level Four: If, at the end of ten (10) days following the Level Three meeting the grievance shall not have been resolved to the satisfaction of the grievant, the Association may give written notice to the School Committee of its intent to proceed to Arbitration within five (5) days following the conclusion of such period of ten (10) days. After five (5) days following such notification, the Association will have ten (10) days to 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 aggrieved employee except for review or confirmation as is provided by Massachusetts General Laws.

The Arbitrator shall have jurisdiction only over disputes arising out of grievances as defined in Paragraph A of this Article and submitted to him/her in accordance with the provisions contained in this Article. The Arbitrator will be without power or authority to add to, or subtract from the language and/or terms of this Agreement. The Arbitrator will be without power or authority to make any decision or award which violates case law or statutory law, or any rules and regulations issued under the authority of the Commonwealth of Massachusetts or of the United States or which requires the commission of an act prohibited by law or which violates any of the terms of this Agreement.

For such matters of this Agreement which have been specifically excluded from the grievance and arbitration procedures, and/or for matters which occurred prior to the effective date of this initial Agreement, the Arbitrator shall not be permitted to hold hearings, to take evidence, or render a decision.

No Arbitrator shall have authority or power to make any settlement retroactive beyond ten (10) working days prior to the date on which said grievance was first initiated at Level One herein before explained in this Article.

D.        General Provisions:

1.         If, in the judgment of the P.R. & R. Committee a grievance affects a group or class of employees, 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 so desire.

2.         Decisions rendered at Levels One, Two, and Three 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 the Chairman of the P.R. 8c R. Committee.

3.         Unless requested to do otherwise by the employee in question, any documents, communications and records dealing with the processing of a grievance will be kept in the strictest confidence and will not be made available to potential employers or others inquiring about said employees.

4.         No reprisal will be taken by the 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.

5.         Decisions which are left to the discretion of the School Committee shall not be subject to the Arbitration provision of this Agreement unless they were arbitrary, capricious, or discriminatory.

ARTICLE IVa

CONTINUITY OF OPERATIONS

A.        No public employee or employee organization shall engage in a strike, as defined in Massachusetts General Laws, Chapter 150E, and no public employee or employee organization shall induce, encourage, or condone any strike, work stoppage, slowdown, or withholding of services by such public employees.

B.         Employees who participate in any such strike may be disciplined or discharged without recourse to the grievance and arbitration provisions of this Agreement, except as to the issue of whether or not the employee has engaged in any of the activities prohibited above.

ARTICLE V

SALARIES

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

B.         All employees covered by this Agreement will be paid according to one of two options described below. The Administration shall distribute a form to each teacher prior to the close of school in June requesting each teacher to select an option for the following school year. Teachers who do not indicate a selection by the close of the school year shall be paid in accordance with Option 2. New teachers shall be asked to make their selection as part of the hiring procedure.

Option 1        Twenty-one equal payments with the last payment payable by June 30.

Option 2        Twenty-six equal payments with the last five payment payable by June 30.

C.         If a day's pay is to be deducted, it shall be at the rate of l/184th of the individual's basic salary.

D.        Upon initial employment, teachers shall be placed on the proper column of the salary schedule consistent with their degree status. The step placement on the salary schedule of a newly hired teacher shall be determined by the Superintendent, and said determination shall not be subject to the Arbitration provision of this Agreement.

E.         In order for an employee to be eligible to receive an increment he/she shall have worked ninety-two (92) days during any given school year. This shall be in addition to any other requirements for receiving increments provided for in this Agreement.

F.         In order to be placed on a new salary column, an employee must submit his/her request for such placement to the Superintendent, and must supply justification in the form of transcripts, copies of degrees, or other certified documents.

G.        In September of each year, all 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 request and evidence prior to October 1. During the remainder of the school year, one additional salary column change will be allowed, and will become effective as of January 1 of that school year, provided the teacher submits his/her request and evidence prior to February 1 st of said school year, and provided further that any teacher anticipating a salary column change to be effective on January 1, so notify the Superintendent, in writing, on or before January 15th of the preceding fiscal year.

H.       A new hire shall be given a copy of the current salary schedule in the Collective Bargaining Agreement between the Plympton School Committee and the Plympton Teachers Association along with the first Contract.

ARTICLE VI

CLASS SIZE

The Committee and the Association agree that a desirable maximum class size for K (kindergarten) is twenty (20) students and that a desirable maximum class size for students Grades 1-6 is twenty-five (25), and to the extent possible, such class size will be maintained. The designation of the number of students per class is not to be construed as a limitation on the Committee as to any given number of students per class. The Administration will make reasonable efforts to equalize the number of students assigned to each class giving special consideration to educational needs and plans of individual students.

ARTICLE VII

PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT

A.       The Committee will pay all expenses (including fees, meals, lodging and/or transportation) incurred by each teacher who attends workshops, seminars, conferences, or other professional improvement sessions at the request of and with prior approval of the Superintendent or his/her designee and/or the School Committee.

B.         Up to three (3) Professional days that include but are not limited to seminars, workshops and conferences may be granted with the prior approval of the Superintendent. The Superintendent's decision shall not be subject to the Arbitration provisions of this Agreement. The days requested shall reflect the Professional Development Plan of the individual teacher. All reasonable costs shall be reimbursed by the Committee and an effort will be made to equitably approve requests. Additional days may be granted by the Superintendent. Teachers will request professional days on the form attached as Appendix C. The Superintendent or the Superintendent's designee shall either approve or deny the professional day request in writing and return the form to the teacher in a timely manner.

C.         All teachers in the Plympton School System shall be reimbursed the cost of tuition for successfully completing two (2), three (3), or four (4) credit courses during a fiscal year (July 1 through June 30), provided that prior approval is given by the Superintendent.

Criteria for Approval of Courses:

1.         To meet re-certification requirements,

2.         To address Professional Development Plan requirements as per State,

3.         To fulfill teacher goals,

4.         To fulfill district or school goals,

5.         To address areas of performance deficiency, and

6.         Other courses or workshops as approved by the Superintendent.

The following conditions must be adhered to:

1.         No reimbursement shall be made until after an official transcript of the course and semester hours earned is received from the institution by the Superintendent of Schools.

2.         No reimbursement shall be made unless each course is completed satisfactorily (a grade of B or better must be obtained).

3.         A Pass-Fail course may not be taken for reimbursement if a letter grade is available. If no letter grade is available in Pass-Fail situations, a grade of Pass must be received.

4.         All course work must be taken at colleges and universities accredited by a regional or national accrediting association. However, special courses may be taken at other institutions, subject to prior approval of the Superintendent of Schools.

5.         A maximum amount of remuneration for said courses that a teacher can receive in a contract year is as follows:

a.         One Thousand Dollars ($1,000.00) for courses in a degree program or non-degree program in which the teacher is enrolled.

D.        Teachers without professional teacher status and hired after July 1, 2008 may be required to take one (1) course determined by the Administration within the first three (3) years of employment. If the course is not part of a degree program, the district will pay for the cost of the course outside of Article VII, Section C of the contract. The cost of graduate credit will be reimbursed in accordance with Article VII, Section C of the contract. Reasonable advance notice of the required course will be provided to the teacher to the extent possible.

ARTICLE VIII

TEACHING HOURS

A.        The Committee and the Association acknowledge that a teacher's primary responsibility is to engage in professional activities related to learning of the children of Plympton with the understanding that children learn in a variety of ways during the school day, and his/her energies should be directed and utilized to this end.

B.         The work year is as follows:

1.         The work year for teachers (other than new personnel who may be required to attend additional orientation sessions) will begin no earlier than the Monday preceding Labor Day and terminate no later than June 30, but will, in no event be longer than four (4) more than the number of days when pupils are required to be in attendance by State Law. The work year will include days when pupils are in attendance, orientation days at the beginning of the school year, and any other days in which teacher attendance is required. Inservice programs held on early release days are to be considered a part of the normal workday and work year.

2.         In the event that the present one hundred and eighty (180) school days or length of the day requirement is increased and mandated but not funded by the State, the Committee will reopen this section of Article VIII only.

C.         Employees shall report twenty (20) minutes before the formal opening of school and remain eighteen (18) minutes after the formal closing thereof. The starting and dismissal time for students shall be established by the School Committee, provided, however, that no change in the present schedule will increase the length of the teacher workday as defined above, and provided further that in the event the Committee wishes to lengthen the teacher workday the Committee shall negotiate with the Association. On Friday and on days before holidays and vacations, teachers may leave fifteen (15) minutes after the final closing of school. On early release days, the formal closing of school shall be considered as the other days of the week.

D.        Teachers may be required to attend up to five (5) evening meetings each school year. The Principal may call as many staff meetings before and after school as needed, Monday through Thursday. The total time for the staff meetings shall not exceed three (3) hours beyond the normal workday per month. Reasonable notice shall be given except in emergencies.

E.         Teachers shall be guaranteed a twenty-five (25) minute duty-free lunch period each day, and the teachers agree to cover for each other when necessary to implement this provision. The Association recognizes that aides may not be available to assist the teachers at lunch time.

F.         In assigning extra duties, the Principal shall make reasonable efforts to distribute them equitably among the regular teachers and specialists. The Principal may exempt the School Psychologist from these duties. Principal decisions under this paragraph shall not be subject to the Arbitration provision of this Agreement.

G.         Teachers shall be guaranteed a minimum of two (2) hours preparation time per five (5) day week averaged over the course of the year. This preparation time shall be in addition to the lunch period (reference VIII E.) and shall be within the student day. Early release days shall be considered as the other days of the week.

H.        All participation in extra-curricular activities occurring beyond the regular school day shall be voluntary except that activities beyond the regular school day that have been required of teachers of special subjects such as Music, prior to the effective date of this initial Agreement shall continue to be required by the Committee. The Committee, in its discretion, may pay the advisors of some extracurricular activities. The rate of pay for stipends for clubs, intramurals, and other extracurricular activities shall be fifteen dollars ($15.00) per hour. The exercise of said discretion shall not be subject to the Arbitration procedure of this Agreement.

I.         With the Principal's approval, teachers may be allowed to leave early on any given workday. His/her decisions shall not be subject to the Arbitration provision of this Agreement.

J.         Professional Development activity requested by the School Committee shall be voluntary.

ARTICLE IX

TEACHER ASSIGNMENT AND TRANSFER

A.        In order to assure that pupils are taught by teachers working within their areas of competency, teachers will not be assigned, except temporarily and for good cause, outside the scope of their teaching certificate.

B.         Teachers will be notified, in writing, of their program 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, before the close of school in June. Administrative changes may be made, due to unforeseen circumstances.

C.         Changes in grade or subject assignment will be made after consultation with the teacher involved. When an involuntary transfer or reassignment is necessary the least senior teacher will be considered.

D.        Teachers who desire a transfer in subject matter or grade level will file a written statement of such desire with the principal not later than April 1. Such statement will include the subject or grade to which the teacher desires to be assigned and the reasons for the request. As soon as is practicable, but prior to the close of school in June, the teacher will be notified, in writing, by the principal, of any action taken with regard to the request for transfer.

ARTICLE X

VACANCIES AND NEW POSITIONS

Whenever any vacancy occurs in a professional position that the School Committee and/or the Superintendent or his designee determines shall be filled by School Committee appointment, or in the event that the School Committee creates a new professional position, the following procedure will be followed.

1.         Such a position will be adequately publicized for at least fourteen (14) calendar days, including a notice in the school. During the summer, written notice of such vacancy or new position shall be sent to the President of the Association.

2.         Notice of vacancies shall set forth the minimum qualifications for the position, a description of the duties for the position, the rate of compensation, and the final date for filing applications.

3.         Employees interested in said vacancies or new positions shall apply, in writing, to the Superintendent within the posting period.

4.         Any qualified individual, whether or not employed by the Committee, who wishes to apply to fill such a vacancy or new position, shall be given an adequate opportunity to do so.

5.         The Committee agrees to give due consideration to the professional background and attainment of all applicants, and length of time each has been in the School System, and other relevant factors. Consideration will be given to qualified employees of the Committee. Each employee applicant not selected will receive a written notification of the action taken by the Committee.

6.         Nothing in this Agreement shall prevent the Committee from making acting appointments until positions can be filled with permanent appointments as provided in this Agreement.

7.         In the event a newly hired employee resigns less than thirty (30) days prior to assuming his/her duties, an alternate applicant may be recommended by the Superintendent for hire without re-posting the position as vacant.

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

9.         Final determinations made by the Superintendent in filling the aforesaid vacancies or new positions shall not be subject to the Arbitration provision of this Agreement.

ARTICLE XI

RELIEF FROM NON-PROFESSIONAL DUTIES

The Committee and the Association acknowledge that a teacher's primary responsibility is to engage in professional activities, and that his/her energy should, to the extent possible, be utilized to this end. Therefore, the teachers shall not be required to perform the following tasks whenever possible:

The cleaning of walls, windows, or any other fixtures. Teachers may be required to supervise the cleaning of desks, chairs, and tote trays.

ARTICLE XII

TEACHER EVALUATION

A.         The Committee agrees to adhere to the procedures and criteria set forth in the teacher evaluation instrument attached hereto as Appendix B.

B.         All observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher. Teachers will be given a copy of any evaluation report prepared by their superiors and will have the right to discuss the report with their superiors. Evaluations shall be discussed with the teacher as soon as possible after the evaluation. In case an evaluation indicates that a teacher's service has been rated less than excellent in any respect, the evaluator will offer 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. Every effort will be made to ensure the confidentiality of teacher evaluation reports. Teachers will sign their evaluations, which will indicate only that the teacher has read it, and not that he/she agrees with its contents. There shall be a space for teacher comments on all evaluation forms.

C.        No material derogatory to a teacher's conduct, service, character, or personality will be placed in his/her personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with contents thereof. The teacher will also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent and attached to the file copy. The failure of the administration to respond to such an answer in writing, and to place it with the file copy, shall not indicate agreement with the teacher's answer.

D.        Any complaint regarding a teacher, made by any parent student or other person, requiring administrative action, will be properly called to the attention of the teacher prior to such action.

E.         Upon written request, a teacher shall have the right to review the contents of his/her personnel file. At the teacher's request, representative(s) of the Association may accompany the teacher in such review. Facilities shall be made available for the teacher to make photocopies at the teacher's expense, of the contents of his/her personnel file.

F.         The Association recognizes the authority and responsibility of the principal for disciplining or reprimanding a teacher for delinquency of professional performance or conduct. If a teacher is to be disciplined or reprimanded by a member of the Administration above the level of principal, however, he will be entitled to have representative(s) of the Professional Rights and Responsibilities Committee of the Association present, and/or a member of the Massachusetts Teachers Association. The Superintendent of Schools will be entitled to have a member of the School Committee or other representatives of the School Department present. This Article is not intended to infringe upon or limit a principal's right or privilege to discuss with a teacher his/her general or professional conduct on a job, nor limit a principal's ability to communicate to his staff on a one-to-one basis. Disciplining or reprimanding is defined as those situations at which written documentation of the incidents are placed in the employee's personnel file.

G.        No teacher professional or provisional will be disciplined, reprimanded, reduced in rank or compensation without just cause.

H.        There shall be one central location where the administration shall maintain all the files, cards, and records concerning a teacher and/or the teacher's work.

I.         The Principal and/or Superintendent may non-renew, retain, suspend or terminate personnel in accordance with the provisions of M.G.L. c. 71 s. 42 and 42D.

ARTICLE XIII

TEACHER FACILITIES

The School Committee shall provide the following facilities for teachers:

1.         A classroom communication system so that teachers can communicate with the main office.

2.         A faculty bulletin board in the faculty lounge for the purpose of displaying notices, circulars, and/or Association material.

ARTICLE XIV

USE OF SCHOOL BUILDINGS

The Association will have the right to use the school building at reasonable times for Association meetings in accordance with School Committee policy. Arrangements will be made with the principal in advance of the time and place of all such meetings.

The Association shall be permitted to use the teacher mailboxes in the main office for the purpose of distributing Association materials to the members.

ARTICLE XV

SICK LEAVE

A.         Teachers absent during the school year because of personal illness, injury, or disability which prevents them from working, will report in accordance with procedures established by the Superintendent of Schools, shall receive pay for such absence under the following conditions:

1.         First year teachers shall accrue sick leave at the rate of one and one-half (1 1/2) days per month of active employment beginning with their first day of service, Every other teacher shall be granted an annual sick leave of fifteen (15) days on the first day of school. A teacher who is on sick leave for an entire school year shall not be granted fifteen (15) sick days on the first day of the next school year. Sick Leave shall be prorated for part-time employees.

2.         Teachers who are on an unpaid leave of absence shall not earn additional sick leave during the period of such leave.

3.        The UNUSED sick leave days earned in the preceding years will accumulate and be added to the current year's allowance,

B.         A doctor's certificate may be required by the Superintendent for benefits under the sick leave plan. The School Committee may require an additional medical certificate, at its own expense, from the employee's doctor or from another doctor of whom the School Committee approve.

C.         In case of merit, the School Committee may allow sick leave beyond the above limitations. Such a School Committee decision shall not be subject to the Arbitration provision of this Agreement.

D.         The School Committee may grant a leave of absence without pay or increment for health reasons. Such a School Committee decision shall not be subject to the Arbitration provision of this Agreement.

E.         The Committee agrees to inform any teacher, upon request, of the number of unused, accumulated sick days a teacher has as of the date of the request.

F.         Teachers will be allowed to draw up to five (5) days per year from their accumulated sick leave for illness or injury to a member of the teacher's immediate family, which requires the teacher's presence. Immediate family for this provision shall include the teacher's spouse, children, or parent. Additional days may be granted at the discretion of the School Committee.

G.        Each teacher will be given an annual statement of his/her accumulated sick leave within four (4) weeks after the beginning of the school year or with the first payroll check.

H.        Teachers shall retain sick leave accumulation earned prior to the effective date of this initial Collective Bargaining Agreement.

I.         "Sick Leave Bank"

1.         At the beginning of every school year, members of the professional staff covered by this Agreement shall each contribute one (1) day of their annual fifteen (15) days of sick leave in order to fund the bank.

2.         Teachers, at their discretion, may donate additional sick days to the sick bank.

3.         The initial grant of sick leave by the sick leave bank committee to an eligible employee shall not exceed thirty (30) days.

4.         Upon completion of the five (5) day period, the period of entitlement may be extended by sick leave bank committee upon demonstration of need by the applicant.

5.         A teacher who wishes to access sick leave days from the sick leave bank shall submit a written request, with supporting medical documentation, to the Plympton Sick Leave Bank Committee c/o the Superintendent of Schools. The Superintendent shall convene a meeting of the Sick Leave Bank Committee within fourteen (14) days of receipt of the written request. 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 the use of the bank and the amount of leave to be granted. The following criteria shall be used by the Committee in administering the bank and in determining eligibility and amount of leave.

(i)       Adequate medical evidence of serious illness.

(ii)      Prior utilization of all eligible sick leave.

If the sick leave bank is exhausted, the Association shall vote on renewal by the contribution of one (1) additional day of sick leave by each member of the professional staff covered by the Agreement. Such additional day will be deducted from the teacher's annual fifteen (15) days of sick leave.

The decision of the sick leave bank committee with respect to eligibility and entitlement shall be final and binding and not subject to appeal.

6.        Unused sick bank days shall be carried over from year to year.

J.         Attendance Incentive

1.        At the end of each school year the Committee will make payment of two hundred and fifty dollars ($250) to teachers who have used zero (0) sick days and one-hundred dollars ($100) to each teacher who has used one or two (1 or 2) sick days during school year. Days taken for illness and not professional or personal days will be used in calculating this benefit.

K.        Upon application for, approval of, and receipt of superannuation or disability retirement benefits under Massachusetts retirement laws or death, a teacher or a teacher's estate shall be entitled to receive forty percent (40%) of one hundred (100) days of accumulated sick days based on the teacher's then current placement on the salary schedule. There shall be a cap of eight thousand ($8,000.00) dollars.

ARTICLE XVI

TEMPORARY LEAVES OF ABSENCE

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

A.        Personal Business Leave

1.         It is recognized that absence of a teacher interrupts the education process and must, therefore, be held at a minimum. It is understood that teachers will make a sincere effort to attend to their personal business on non-working days and that requests for personal business leave will be submitted only when a sincere effort has been made by the teacher to schedule personal business so as not to interfere with his/her work commitment.

2.         Teachers shall be granted two (2) days for personal business which cannot be conducted on a non-school day or during non-school hours.

Personal business days shall not be used to extend vacations or holidays, nor shall they be taken at the beginning or end of the school year (except in the case of an emergency). Exceptions to this may be granted at the discretion of the Superintendent. The Principal will consider a request from a teacher for one of his/her personal days to be taken in half day increments; provided that, the Principal is able to find an adequate substitute or an available aide to cover the teacher's absence. In the event that no coverage is available, the teacher shall have the option of taking a full personal day. Such decision(s) shall not be subject to the Arbitration provisions of this Agreement.

B.        Bereavement Leave

1.         Three (3) consecutive days of bereavement leave shall be granted to an employee upon the death of anyone in the employee's immediate family. A maximum of three (3) consecutive days' leave, with pay, will be granted for each individual and separate bereavement during the school year. Up to an additional two (2) days with pay may be granted by the Superintendent. This time shall not be deducted from, but shall be in addition to any other leave provisions. For purposes of this Section, immediate family is defined as: the employee's spouse, child, parent, parent-in-law, brother, sister, grandparent, brother-in-law, sister-in-law, daughter-in-law, son-in-law, grandchildren, or stepchildren.

2.         All teachers who have a death in their spouse's immediate family, including and limited to said spouse's grandparent, niece or nephew, or in said teacher's own family including, and limited to said teacher's aunt, uncle, niece, nephew, shall be allowed paid leave for the day of the funeral only. The Superintendent may, in his/her sole discretion, grant additional bereavement leave under unusual circumstances. Said decision by the Superintendent shall not be subject to the Arbitration provision of this Agreement.

C.         Time necessary for appearances in any legal proceeding connected with the teacher's employment with the School System.

D.        Two days' leave to observe the Jewish Holy Days, and an additional day to be granted at the discretion of the School Committee. Decisions made hereunder shall not be subject to the Arbitration provision of this Agreement.

E.         Military Leave

Military Leave will be granted to any teacher in accordance with applicable State and Federal Law.

F.         Jury Duty

Teachers shall be granted the time necessary to serve on Jury Duty. Salary paid by the Plympton School Committee shall be the teacher's daily rate less any money paid by the county for such Jury Duty.

ARTICLE XVII

EXTENDED LEAVES OF ABSENCE

A.        A leave of absence without pay of up to two (2) years will be granted to any professional teacher who joins the Peace Corps or serves as an exchange teacher or an overseas teacher, and is a full-time participant in any of such programs. Upon return from such leave, the School Committee will determine whether to grant any additional credit for placement on the salary schedule beyond the placement held by the teacher prior to the leave. Such decisions shall not be subject to the Arbitration provision of this Agreement.

B.         Military Leave will be granted to any teacher in accordance with applicable State and Federal law.

C.         Upon return from any leave, a teacher will be assigned to a position for which the teacher is qualified according to the current Collective Bargaining Agreement.

D.        All benefits to which a teacher was entitled at the time his/her leave commenced, including unused accumulated sick leave, will be restored to him/her upon his/her return.

E.         All requests for extensions or renewals of leaves will be applied for and granted or denied in writing.

F.         Other leaves of absence may be granted by the Superintendent. Such leaves may include leaves for the purpose of child rearing. Such a Superintendent decision shall not be subject to the Arbitration provision of this Agreement.

G.        Any teacher on extended leave, who intends to return, must notify the Superintendent of Schools in writing by April 1 prior to the September in which they plan to return. Failure to notify on the above date will result in forfeiture of position.

ARTICLE XVIII

MATERNITY LEAVE

A.       A leave of absence, without pay or increment, may be granted for maternity purposes to female members of the bargaining unit on the terms and conditions set form herein:

1.        As soon as the teacher determines she is pregnant, she shall notify the Superintendent, in writing, of her pregnancy. She shall give at least two (2) weeks' written notice of her anticipated date of departure and intention to return to the Superintendent of Schools. At the time of the latter notification, she will select one of the following two (2) options:

Option A. A full-time or part-time female professional teacher may be granted an extended maternity leave without pay or increment, but with entitlement to sick leave benefits or disability resulting from childbirth during this period of leave under the applicable conditions set forth in Article XV.

Option B. A female full-time or part-time professional teacher, or a full-time provisional teacher who has been employed by the Plympton School System for at least (3) consecutive months shall be granted a Massachusetts Statutory Maternity Leave (MGL Ch. 149, S105D) without pay or increment, but with entitlement to sick leave benefits for disability resulting from childbirth during the period of such leave, under the applicable conditions set forth in Article XV.

2.         The provisions of Option A are as follows:

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

b.         At the time the teacher requests her maternity leave as heretofore described, she shall select a return date which coincides with the commencement of a school year, which date shall be less than two (2) years from the commencement of her leave.

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

d.         When the teacher returns to work at the beginning of the school year, as prescribed above, she shall be assigned to a position for which she is qualified.

3.         The provisions of Option B are as follows:

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

b.         At the time the teacher requests her maternity leave as heretofore described, she shall select and notify, in writing, the Superintendent of her anticipated date of return. If the teacher fails to so notify the Superintendent, in writing, or does furnish written notice and fails to return to duty at the expiration of her leave, she shall be deemed to have resigned.

c.         A teacher who has complied with all of the above prescribed conditions shall be, upon her return, returned to her original position with the same status, pay, length of service credit, and seniority, wherever applicable, as of the date of the commencement of her leave.

d.         The parties agree that sick leave benefits or disability due to childbirth, as outlined in both Option A and Option B, shall not be allowed for any teacher who is on any other kind of approved, extended leave of absence. In addition, teachers shall not be entitled to sick leave benefits for any other illnesses and/or disabilities while on maternity leave, except as provided in this Section.

e.         If there is any question regarding the pregnant teacher's ability to safely perform assigned duties, or to safely return to work for the same purposes, the Committee may require the teacher to provide a doctor's certificate in the manner set forth in Article XV.

B.         All benefits to which the teacher was entitled at the time the teacher's leave of absence commenced, including any unused, accumulated sick leave, shall be restored to the teacher upon the teacher's return. Upon the teacher's return, the teacher shall be advanced to the next step on the salary schedule provided the teacher has taught at least ninety-two (92) days during the year in which the teacher's leave commenced.

C.         An unpaid leave of absence will be granted pursuant to the provisions of the Family Medical Leave Act and M.G.L. c. 149, s. 105 D.

ARTICLE XIX

SABBATICAL LEAVE

A.         The Committee, upon recommendation of the Superintendent of Schools, may grant a Sabbatical Leave for approved study, research, or travel to members of the teaching staff who have completed at least seven (7) years of experience in the Plympton School System.

B.         Prior to the granting of such a Sabbatical Leave, the applicants shall enter into a written agreement with the Committee that, upon termination of such leave, (s)he will return to service in the Plympton School System for a period equal to twice the length of such leave, and that in default of completing such service, (s)he will refund to the Plympton School Committee the amount equal to such proportion of salary received by him/her while on leave, as the amount of service not actually rendered, as agreed, bears to the whole amount of service which was agreed to be rendered.

C.         Applications for Sabbatical Leave shall be submitted to the Superintendent, in writing, and in such form as may be required by the Superintendent, no later than January 31. The applicant will be notified if his/her application has been approved by the following April 1 of the school year previous to the school year for which the leave is being requested.

D.        The period of time associated with the Sabbatical Leave, shall be considered an equivalent period of regular professional service in the Plympton School System for purposes of salary determination, and the scheduled annual increments will be given on this basis.

E.         The recipients of Sabbatical Leave shall retain professional status and all other prescribed rates or benefits which would otherwise be theirs if they were actively teaching in the Plympton School System during the period of leave.

F.         A recipient of Sabbatical Leave must serve for an additional seven (7) years of service in the Plympton School System before being eligible for a second Sabbatical Leave.

G.        Sabbatical Leave of Absence shall not be granted for less than one (1) full semester, and more than one (1) full school year.

H.       A recipient shall be entitled to receive, as compensation during his/her Sabbatical Leave, the amount of one-half (1/2) the salary which (s)he would have earned in the service of the Plympton School System, if (s)he had not been on Sabbatical Leave. For a teacher, salary shall include the total annual salary pursuant to Appendix A of this Agreement.

I.         The decisions of the School Committee with respect to Sabbatical Leaves shall not be subject to the Arbitration provision of this Agreement.

ARTICLE XX

INSURANCE AND ANNUITY PLAN

A.        The School Committee will pay fifty percent (50%) of the cost of the following types of insurance coverage:

1.         A minimum of twenty-five thousand ($25,000) dollars of term life insurance of the type currently available to teachers through Town plans.

2.         Individual or family medical insurance of the type currently available to teachers. The Committee agrees that the level of benefits shall be substantially equal to the present level of benefits provided by Blue Cross and Blue Shield through Town plans.

B.        Any teacher who is on an extended leave of absence may continue group health and life insurance while the teacher is on leave. If the extended leave is with pay, the Committee will continue to provide premium benefits as described above. If the extended leave is without pay, in order for the teacher to continue in the group insurance plan, (s)he must pay the full premium cost.

C.        Any claims or disputes concerning eligibility for or payment of benefits under this Article shall be determined in accordance with the applicable insurance policies and contracts and shall not be subject to the Arbitration provision of this Agreement.

D.        Teachers will be eligible to participate in a tax-sheltered annuity plan established pursuant to United States Public Law #87-370.

E.         Retired teachers are eligible to remain in group insurance plans as determined by Town plans.

F.         The Committee agrees to provide Section 125 Plans as follows:

a.         Pretax Insurance Premium Payments,

b.         Dependent Care Account Plan and

c.         Medical Care Account Plan

A teacher who elects to participate in the Dependent Care Account Plan and/or the Medical Care Account Plan is responsible for paying the monthly individual administrative cost of either or both of these Plans.

ARTICLE XXI

PROTECTION

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

B.         This report will be forwarded to the Superintendent who will comply with any reasonable request from the teacher for information in its 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.         Whenever a teacher is absent from school as a result of personal injury caused by an accident occurring in the course of his/her employment, full salary will be paid until the teacher's eligibility for Workmen's Compensation is certified and payments have commenced.

If the teacher receives Workmen's Compensation under the regulations of M.G.L. c. 152, § 69, the School Committee agrees to pay the difference between full pay and Workmen's Compensation. Salary payments from the teachers available sick leave and the teacher will be one third (1/3) day sick leave for each day of absence for as long as the teacher has sick leave accumulation.

ARTICLE XXII

PAYROLL DEDUCTIONS

A.        The Committee will deduct from the salaries of teachers, dues for the Plympton Teachers Association, the Massachusetts Teachers Association, and the National Educational Association as said teachers, individually and voluntarily, authorize, in writing, the Committee to deduct and to transmit monies promptly to such Associations.

B.         A teacher will be eligible to participate in payroll deductions for payment to a credit union agreed to by the Association and the Committee.

C.        Teachers will be eligible to participate in a payroll deduction plan for Savings Bonds.

ARTICLE XXIII

COMMITTEE RIGHTS

A.        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.

B.         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 that nothing in this Agreement shall derogate from those powers and responsibilities of the Committee. The Committee retains those rights, powers, and duties they now have, may be granted, or have conferred upon them by the General Laws of the Commonwealth.

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

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

ARTICLE XXIV

REDUCTION IN FORCE

1.         Introduction

In the event that the School Committee determines to reduce the number of employees in the bargaining unit, the procedure set forth hereinafter shall apply.

2.         General

No teacher with professional teacher status shall be laid off pursuant to a reduction in force or reorganization if there is a teacher without such status for whose position the covered employee is currently certified. In the event of teacher layoff, there shall be a determination by the Administration of the qualifications and abilities of those teachers and positions involved, and where it is determined that qualifications and abilities are equal and there is no significant impact on other teaching areas, the seniority list shall apply.

3.         Definitions

Area - All teachers with elementary certification (K~6) will be considered as the same area.

Seniority - Seniority shall be defined as the length of continuous service in the Plympton Public Schools. Seniority shall be computed from the first day of work (not hiring date) by the Plympton School Committee of a member of the bargaining unit.

In the event of a tie or ties, seniority shall be determined by the drawing of lots by such employees.

Certification - Official credentials from the Massachusetts State Department of Education, Bureau of Teacher Certification.

Temporary Appointments - Teacher appointments which are not expected to continue longer than one (1) school year. (Example: positions of teachers on leave of absence, positions created by temporary pupil needs not expected to continue beyond one (1) school year.)

4.         Seniority List:

The Superintendent of Schools, at the beginning of each school year will prepare a certification-seniority listing of all professional personnel represented by the Plympton Teachers Association. The aforementioned Seniority List shall be forwarded to the President of the Plympton Teachers Association.

5.         Leave of Absence:

Leaves of absence approved by the School Committee shall not be deemed to interrupt continuous service. Such leaves will not be counted toward seniority. Teachers on leave of absence shall be eligible for layoff due to Reduction In Force as though they were currently serving on active duty.

6.         Notification:

Whenever possible, any teacher who is to be affected by a reduction in force shall be notified within one week of the Town meeting's approval of the School Department budget or by June 15th, whichever is sooner, of the school year proceeding the school year in which the reduction is to be effected,

7.         Recall:

Teachers laid-off due to Reduction In Force will be placed on the recall list until the second Monday of the third September after the effective date of the layoff.

Teachers on the recall list will be seriously considered for filling vacancies in their field of certification in reverse order of their layoff.

Teachers on the recall list will be given serious consideration in filling substitute teaching vacancies in their field of certification and/or experience. Teachers must indicate their desire for substitute work in writing.

Teachers who are laid-off may continue, for the periods and on the conditions indicated herein, the group health and life insurance coverage, which is provided to members of the bargaining unit, by paying the full amount of the premium for such insurance to the Town Treasurer. Teachers may continue such insurance coverage during the said period for which they are eligible for recall. In the event any such employee fails to make payment of said premium or refuses any offer of recall during said period, his/her option to continue such insurance coverage shall terminate. This paragraph is subject to approval by the insurance carrier. Any claims or disputes concerning eligibility for or payment of benefits under this Article shall be determined in accordance with the applicable insurance policies and contracts, and shall not be subject to the grievance procedure hereunder.

When a vacancy occurs, the appropriate teachers on the recall list will be notified by certified mail at their last recorded address. It shall be the responsibility of personnel on the recall list to inform the Office of the Superintendent of Schools, in writing, of changes in address. Failure to accept certified mail shall not be deemed sufficient reason for failing to meet the necessary response date. Failure to respond to the Superintendent of Schools with a letter of acceptance of the offered position within fifteen (15) calendar days of the postmarked date shall be considered a rejection of such offer, and the teacher shall be dropped from the recall list.

Upon return to employment from the recall list, teachers will have accumulated to their accounts the same number of sick days which they had accumulated at the time of their layoff. Teachers on layoff during the school year, upon return, will be placed on the next step of the salary schedule if they had served for a minimum of ninety-two (92) days during the year of layoff.

Teachers filling temporary appointments at the time of layoff due to Reduction In Force shall have no recall rights.

8.        This Article shall not be subject to the Arbitration provision of this Agreement.

ARTICLE XXV

GENERAL

A.        The salaries and other benefits provided for in this Agreement shall be pro-rated for part-time members of the bargaining unit.

Part-time employees are not required to attend meetings on days when they are not scheduled to work except Parent Conferences and Open House.

B.         Teachers shall have the right of self organization and the right to form, join, or assist any employee organization for the purpose of bargaining collectively through representatives of their own choosing on questions of wages, hours, and other terms and conditions of employment, and to engage in lawful, concerted activities for the purpose of collective bargaining or other mutual aid for protection, free from interference, restraint, or coercion. A teacher shall have the right to refrain from any or all of such activities.

C.         In the event that an arbitration hearing is held during school hours, an authorized Association representative together with witnesses for the Association shall be permitted to participate in such hearings without loss of pay.

D.        The Committee will, upon request, provide the Association with any relevant available information which is not privileged, under law, which may be necessary for the Association to process grievances under this Agreement.

E.         The Committee will make available to the Association a copy of the official agenda of School Committee meetings prior to said meetings.

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

G.         This instrument constitutes the entire Agreement of the Committee and the Association arrived at as a result of Collective Bargaining, except such amendments hereto as shall have reduced to writing and signed by the Parties.

H.       Failure by the Association and/or the School Committee 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.

I.         Should any of the terms and conditions of this Agreement be found to be in violation of any Federal or State law by a court of competent jurisdiction, such other provisions of this Agreement as may not be affected thereby shall remain in full force and effect for the duration of this Agreement.

ARTICLE XXVI

DURATION

A.         This Agreement shall be effective as of July 1, 2011 and shall continue until and including June 30, 2014.

B.         This Agreement shall automatically be renewed for one year following June 30, 2014, and from year to year thereafter, unless by October 15 prior to the expiration of this Agreement either the Committee or the Association shall have given the other written notice of its desire to modify this Agreement.

Signatures:

PLYMPTON SCHOOL COMMITTEE              PLYMPTON TEACHERS ASSOCIATION

________________________________                   _____________________________________

________________________________                   _____________________________________

________________________________                   _____________________________________

________________________________                   _____________________________________

________________________________                   _____________________________________

DATE: __________________________                  DATE: _______________________________

APPENDIX A

PLYMPTON TEACHERS SALARY SCHEDULE

NOTE:

Step S-1 shall be paid to individuals covered by this Agreement who have served at least twelve (12) years in the Plympton School System.

Step S-2 shall be paid to individuals covered by this Agreement who have served at least nineteen (19) years in the Plympton School System.

If a teacher leaves employment after twenty-five (25) years of service to the Committee, said teacher shall receive a longevity payment equal to at least seven percent (7%) of his/her last year's salary, but in no case less than three thousand, five hundred dollars ($3,500). In the case of death, the longevity payment will be made to the estate of the teacher.

Optional Longevity

A teacher with fifteen years of completed service in Plympton is eligible to receive longevity payments in the amount of three thousand dollars ($3,000) per year for three (3) consecutive years. Beginning July 1, 2002, the teacher may elect which three years to receive longevity payments by notifying the Superintendent in writing of his/her desire to receive the longevity payments by January 15 of the school year preceding the school year in which the longevity payments are to commence. Eligible teachers will be entitled to the entire sum of nine thousand dollars ($9,000) regardless of the date of severance from employment. The longevity payments shall be made in equal installments in the teacher's regularly scheduled paycheck.

Payments specified in Article XV, Sick Leave Buyback, Section K, will cease once a teacher elects the Optional Longevity.

SALARY SCHEDULE 2011-2012 SCHOOL YEAR

(Increase 2.0%)

Step

B

B+15

M

M+15

M+30

CAGS

1

43,622

44,727

47,576

48,687

50,751

52,339

2

45,996

47,109

49,958

51,066

53,131

54,715

3

48,377

49,490

52,339

53,446

55,510

57,098

4

50,760

51,869

54,715

55,831

57,890

59,482

5

53,138

54,252

57,098

58,205

60,269

61,859

6

55,519

56,628

59,482

60,592

62,651

64,239

7

56,257

59,006

61,859

62,967

65,029

66,617

8

60,277

61,393

64,239

65,347

67,410

69,002

9

62,657

63,766

66,617

67,729

69,794

71,376

10

65,032

66,148

69,002

70,108

72,169

73,756

11

67,420

68,524

71,376

72,492

74,551

76,120

12

69,794

70,910

73,756

74,869

76,932

78,597

S-l

70,814

71,930

74,776

75,889

77,952

79,617

S-2

71,324

72,440

75,286

76,399

78,462

80,127

SALARY SCHEDULE for 2012-2013 SCHOOL YEAR

(Increase 3.0%)

Step

B

B+15

M

M+15

M+30

CAGS

1

44,931

46,069

49,003

50,147

52,274

53,909

2

47,376

48,522

51,456

52,598

54,725

56,356

3

49,828

50,975

53,909

55,049

57,176

58,810

4

52,283

53,425

56,356

57,506

59,627

61,267

5

54,732

55,879

58,810

59,951

62,077

63,715

6

57,184

58,327

61,267

62,410

64,531

66,166

7

57,945

60,776

63,715

64,856

66,980

68,616

8

62,085

63,235

66,166

67,308

69,432

71,072

9

64,536

65,679

68,616

69,761

71,887

73,517

10

66,983

68,132

71,072

72,211

74,334

75,969

11

69,443

70,579

73,517

74,667

76,787

78,403

12

71,887

73,038

75,969

77,115

79,240

80,955

S-1

72,938

74,088

77,019

78,166

80,291

82,006

S-2

73,463

74,614

77,545

78,691

80,816

82,531

SALARY SCHEDULE for 2013-2014 SCHOOL YEAR

(Increase 3.0%)

 

B

B-H5

M

M+15

M+30

CAGS

Step

 

 

 

 

 

 

1

46,279

47,451

50,473

51,652

53,842

55,527

2

48,797

49,978

53,000

54,176

56,366

58,047

3

51,323

52,504

55,527

56,701

58,891

60,575

4

53,852

55,028

58,047

59,231

61,416

63,105

5

56,374

57,556

60,575

61,750

63,939

65,626

6

58,900

60,077

63,105

64,282

66,467

68,151

7

59,683

62,599

65,626

66,801

68,989

70,674

8

63,948

65,132

68,151

69,327

71,515

73,204

9

66,472

67,650

70,674

71,854

74,044

75,722

10

68,993

70,176

73,204

74,377

76,564

78,248

11

71,526

72,697

75,722

76,907

79,091

80,755

12

74,044

75,229

78,248

79,429

81,618

83,384

S-1

75,126

76,311

79,330

80,511

82,700

84,466

S-2

75,667

76,852

79,871

81,052

83,241

85,007

APPENDIX A-1

Appendix A-1 is effective as of July 1, 2007.

Position                               Stipend

Lead Teacher                        $8,000

Webmaster                           $1,000

Mentor Teacher                    $750

Yearbook Advisor                 $500

The School Committee shall determine on an annual basis which stipend positions will be funded for the following school year. The positions which are funded will be posted on an annual basis.

APPENDIX B

TEACHER PERFORMANCE STANDARDS

FOR THE

PLYMPTON SCHOOL DEPARTMENT

A.        STATEMENT OF PHILOSOPHY

This evaluation program was developed with a commitment to providing students with the highest quality instruction possible. An open and honest communication between the evaluator and the teacher should function as a major component in accomplishing that goal. This process must be conducted in a positive, constructive, and supportive manner.

B.         GENERAL OBJECTIVES OF EVALUATION

•      To improve the quality of classroom instruction.

•      To promote the professional growth of staff.

•      To enhance communication between evaluators and teachers.

•      To foster professional satisfaction among the teaching staff.

•      To accumulate data in an objective, accurate manner as a prerequisite for personnel decisions.

•      To verify that district educational goals and curricula are being implemented and achieved.

C.   TEACHER PERFORMANCE STANDARDS

[Principles I - VII from the Commonwealth of Massachusetts Board of Education document entitled: PRINCIPLES OF EFFECTIVE TEACHING AND EXAMPLES OF DESCRIPTORS]

D.        EVALUATION PROCEDURES

1.        Frequency of Evaluation

Assessment of performance is recognized as the most important strategy to be utilized in promoting and maintaining the highest quality educational experiences and opportunities for our students. Such assessment, in addition to promoting professional growth, shall be based on teacher performance in the classroom, within the school building, and within the profession. As such, the following represents the minimum number of formal evaluations to be performed for the benefit of the school's teaching personnel:

a.         Teachers serving WITHOUT Professional Status

(1)       Year#1 of Employment

In year #1 of employment in the schools, teachers will be formally observed three (3) times. Additionally, a year-end summary evaluation will be completed and presented to the evaluatee for signature by June 1.

(2)       Year #2 and #3 of Employment

In years #2 and #3 of employment in the schools, teachers will be formally observed two (2) times. Additionally, a year-end summary evaluation will be completed and presented to the evaluatee for signature for June 1.

b.         Teachers serving WITH Professional Status

Teachers with Professional Teacher Status will be evaluated over a two-year cycle. However, teachers on Professional Teacher Status not performing satisfactorily will be excluded from this requirement. The cycle will include three phases: goal setting (including a conference between the evaluatee and evaluator during the first year of the cycle); formal observation (or mutually agreed upon alternative assessment method) during the second year of the cycle; and a summative evaluation at the end of the two-year cycle. At the elementary level this summative evaluation will be prepared by the building administrator and presented to the evaluatee for signature by June 1. At the secondary level the summative evaluation will be prepared by the coordinator and/or administrator with input from the building administrator and presented to the evaluatee for signature by June 1.

c.         Teachers serving at more than One School Site

Teachers who serve in more than one school site will be assigned an evaluator annually by the Superintendent. Such assignments will be annually communicated by the Superintendent to the teachers so impacted. The evaluator will author the observations/ summative evaluations of such personnel in conjunction with other supervisors under whom the teacher serves.

E.   OTHER EVALUATION FACTORS

1.         A pre-observation conference will be held not more than five (5) school days prior to the observation.

2.         A copy of the final observation document will be provided by the evaluator to the evaluatee within five (5) school days of the post-observation conference.

3.         Evaluatees are required to sign formal observations/summative evaluations. Their signature implies that the evaluatee is aware of and has read the observation/summative evaluation. It does not imply consent with the content.

4.         If so desired, evaluatees may attach statements to their formal observations/summative evaluations. Such statements shall be submitted to the evaluator within five (5) school days of receipt of the observation/summative evaluation. These statements may serve to qualify, confirm, or rebut statements made by the evaluator.

5.         All timelines with respect to the pre-observation conference, the observation period, the post-observation conference, and the return of a signed copy of the evaluation will be adhered to except where there are extenuating circumstances.

6.         Optimally, classroom observations will be made over a full class period. However, observations may be less than a full class period in duration, but not less than thirty (30) minutes, provided that the evaluator was present from the beginning of the class period, unless it is mutually agreed that the evaluator remained for a sufficient time to observe the sequence of the lesson. A teacher will not be observed for more than one class period in a given day unless mutually agreed.

7.         Through mutual agreement, teachers may be evaluated through alternative assessment methods including but not limited to portfolios, journals, goal setting, and multiple class visits.

8.         Plan of Assistance:

Any narrative which indicated that a standard(s) has not been satisfactorily met could become the focus of a Plan of Assistance. The Plan of Assistance shall be written by the evaluator with the input of the evaluatee at the post-observation conference or a subsequent conference held for that purpose. The Plan of Assistance process shall begin upon the completion of this conference.

The Plan of Assistance shall include the following documentation:

a.          State the problem(s)

b.         Provide suggestions/strategies for improvement

c.         Establish timelines whereby the standard shall be met

d.         State possible consequences if the standard is not met

e.          State the criteria to be used in determining if the standard has been met

As the ultimate goal of a Plan of Assistance is improved performance, and with the recognition that improvements are generally made in incremental steps, not more than one (1) Plan of Assistance shall be written per evaluation cycle. Teachers whose evaluations indicate a need for improvement may have additional observations scheduled.

F.         GENERAL

1.         It is the responsibility of the Superintendent of Schools to ensure that both evaluators and teachers have training in the general principles of supervision and evaluation and that evaluators have or have available to them expertise in the subject matter or area to be evaluated. Evaluations will be conducted by any or all of the following: Superintendent, Assistant Superintendents, Principals, Assistant Principals, Coordinators/Directors, and/or Administrator of Special Education.

2.         The evaluation process shall be free of racial, sexual, religious, and other discrimination as defined by state and federal law.

G.        EVALUATION INSTRUMENTS

The following pages contain the Observation/Evaluation Form and Year-End Summary Evaluation Form.

CLASSROOM OBSERVATION and TEACHER EVALUATION REPORT

Department: ______________

Teacher: __________________________________ Building:_____________________________

Date:_____________Period of Day__________Assignment:_____________________________

Course/Level/Grade Time:                   From:_______________To:_________________

Please refer to the Principles of Effective Teaching

A.        Description/Objectives of Lesson:

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

B.         Critique of Lesson:

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

C.         Commendations:

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

D.        Recommendations:

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

Evaluator's Signature _____________________________________ Date______________

Teacher's Comments:

___________________________________________________________________________________

___________________________________________________________________________________

Teacher's Signature: _____________________________________ Date______________

SUMMATIVE EVALUATION REPORT FORM

Name____________________________________________________________________

Evaluation Period:                From: ____________________    To:____________________

School: _________________________________Assignment:________________________

Evaluators: ________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

Evaluators' Signatures: ______________________________________Date:_____________

Teacher's Comments:

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

Teacher's Signature: ________________________________________Date:_____________

Appendix C

SUPERINTENDECY UNION 31

PROFESSIONAL CONFERENCE REQUEST

Name:___________________________________________           Date:___________________

School: ______ Dennett Elementary School______________           Position:________________

Name of Conference:____________________________________________________________

(Attach Official Notice Information)

Location: __________________________________ Date(s) of Attendance: _________________

Relevancy/Rationale for Request:___________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

___________________________________________________________________________________

Estimated Expenses*

Registration               __________________

Transportation           __________________

Meals                        __________________

Other Expenses          __________________

(Itemize/Explain)

TOTAL Requested    __________________

Reviewed By:

Building Principal                                                 Superintendent of Schools

Assistant Superintendent

APPROVED______________    TOTAL APPROVED*____________

REQUEST DENIED_________

*NOTE:          Maximum reimbursement is limited to amount specified and subject to limitations in accordance with district policy

Appendix D

PLYMPTON SCHOOL SYSTEM

PLYMPTON, MASSACHUSETTS

GRIEVANCE FORM

TO:                                                                DATE:

GRIEVANCE: (State the nature of the grievance and Articles and Sections of the Agreement which have been violated.)

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

RELIEF SOUGHT:   (State the relief sought)

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

Copies to:    1.      Management Representative

2.       Grievant

3.       Association

_______________________________________Association Representative

SIGNED:

Appendix E

Plympton School Department

Plympton, Massachusetts

TO:          Superintendent of Schools

FROM:    Name:______________________________________

Position:____________________________________

School:_____________________________________

Dear Sir:

This is to notify you that I plan to take ___________ day(s) of personal business leave commencing_____________________(date) in accordance with the provision of Article XVI of the Contract between the School Committee and the Plympton Teachers Association. I believe in good conscience that the reason for my absence is one of those allowed by the terms of Article XVI.

CATEGORIES

____________         Court Obligation

____________         Real Estate Closing

____________         Summons by or to a Governmental Agency

____________         Religious Holiday Observances

____________         Adoptions

____________         Equivalent Personal/Family Business which cannot be scheduled during non-working hours.

All requests for personal business days should be submitted to the Principal's Office at least two days in advance, unless an emergency occurs.

Teacher:_________________________________________

Principal:________________________________________

Date:____________________________________________

Appendix F

SETTLEMENT AGREEMENT

This Agreement takes effect as of July 1, 2010 by and between the Plympton School Committee ( “School Committee”) and the Plympton Teachers Association (“Association”), herein collectively referred to as the “parties”.

PREAMBLE

WHEREAS, the School Committee is a member of the Mayflower Municipal Health Group through which it provides health insurance benefits to school employees, including employees in the bargaining unit represented by the Association, and

WHEREAS, school employees who participate in the Employer offered health plans are either enrolled in either a P.P.O. or H.M.O. Plan and

WHEREAS, the Mayflower Municipal Health Group made changes to health insurance plans as follows:

Blue Cross Blue Shield Network Blue HMO

                         Cost As Of 6/30/10               Cost Effective 7/1/10

Office Visits                      $5                                 $15

Emergency Room              $25                              $75

Prescription Retail             $10/$20/$35                $10/$20/$35

Mail Order                        $10/$20/$35                 $20/$40/$70

Harvard Pilgrim HMO

                         Cost As Of 6/30/10                     Cost Effective 7/1/10

Office Visits                       $10                             $15

Emergency Room              $50                             $75

Prescription Retail             $5/$15/$35                 $10/$20/$35

Mail Order                         $5/$15/$35                  $20/$40/$105

WHEREAS, the undersigned parties wish to resolve any and all claims, filed or not, arising out of the implementation of the health insurance changes.

AND WHEREAS, by entering into this agreement the parties each rely on the undertaking of the others, now therefore in consideration of the foregoing and of the mutual promises, representations and understandings of the parties set forth herein, the adequacy and sufficiency of which are hereby acknowledged, it is agreed:

1   Bargaining subjects: The School Committee acknowledges and agrees that health insurance benefits, including the amount and structure of co-payments, are mandatory subjects of bargaining pursuant to G.L. c. 150E and, accordingly, that any changes in these benefits creates bargaining rights and duties pursuant to that chapter. The School Committee cannot control the final decision of the Purchasing Group in negotiating for and purchasing group health insurance for participating municipalities.

2   Obligation to Reimburse Employees: The Committee agrees to reimburse bargaining unit members for the increased costs associated with the changes in the group health insurance plans effective July 1, 2010, as set forth above.

Bargaining unit members who have incurred increased costs as set forth above for themselves or any person covered their health care plan, may submit a request for reimbursement to the Superintendent of Schools.

Effective July 1, 2012 such a request shall be made on or before September 30, 2011, for the prior period of July 1, 2012 through August 31, 2011.

In the future, such a request shall be made on or before March 31 for the prior period of September 1 through the last day of February of each year and on or before September 30 for the prior period March 1 through August 31 of each year and shall be accompanied by documentation showing the amount paid by the employee and the total cost of the increased co-payments.

No later than forty-five (45) days following the submission of such a request, the Employer shall reimburse the employee for the difference between the increased costs associated with the changes and what employee would have paid prior to July 1, 2010, less a yearly deductible equal to 3.5% of the employee’s share of health insurance premiums.

3   Collective Bargaining Agreement: This Settlement Agreement shall be appended and made part of the current collective bargaining agreement and shall be included in the printing of the successor collective bargaining agreement.

Name________________________             Name ________________________

Title_________________________             Title _________________________

FOR THE SCHOOL COMMITTEE            FOR THE ASSOCIATION

Dated___________________                       Dated ___________________