Quabbin

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DistrictQuabbin
Shared Contract District
Org Code7530000
Type of DistrictRegional K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2014
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyWorcester
ESE RegionCentral
Urban
Kind of Communityrural economic centers
Number of Schools7
Enrollment3012
Percent Low Income Students19
Grade StartPK or K
Grade End12
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Quabbin Regional School District Teachers’ Association 3

ARTICLE I - RECOGNITION

The Committee recognizes the Association as the exclusive bargaining unit with respect to wages, hours and conditions of employment for all professional personnel employed by the Quabbin Regional School District, with the following exclusions:

1.          The Superintendent of Schools

2.          Assistant or Associate Superintendents

3.          Guidance Director

4.          Supervisor/Director of Special Education

5.          All Principals and Associate Principals, Grades K-12

6.          Substitute teachers (including long-term substitutes)

7.          Temporary Teachers

8.          Monitors; Aides; Tutors; Practice Teachers; Interns

Definitions:

(a)       Substitute Teachers: Teachers assigned to fill in (substitute) for a regularly employed teacher

(b)       Temporary Teachers: Teachers assigned to a position that is not filled by a regularly employed teacher, but permanent teachers being sought.

Included employees, unless otherwise indicated, will hereinafter be referred to as "teachers."

Years of service” for each person covered by this Agreement shall be defined as the number of years employed by the Quabbin Regional School District, as well as the years of employment within any of the five member towns prior to regionalization. This definition shall prevail for any contractual item for which the determination of years of service is a factor.

“Seniority” shall be considered to mean a teacher's length of service in years, months and days in the bargaining unit provided. The seniority of present teachers, as of the effective date of this Agreement, shall consist of their length of service from their initial date of employment by the District.

In each occurrence, unless otherwise specified, the term "mutually agreed upon" will constitute a formal discussion amongst all concerned parties with the outcome of such discussion, in writing, being satisfactory to all parties involved. The process of mutual agreement does not preclude a grievance/complaint claim by a party in interest, or by the Association.

SCOPE AND GENERAL PROVISIONS

A.   Recognizing that our prime purpose is to provide education of the highest quality for the children of the Quabbin Regional School District, and that good morale within the teaching staff of the Quabbin Regional School District is essential to the achievement of that purpose, and recognizing also the responsibilities to the citizens of our member towns (Barre, Hardwick, Hubbardston, New Braintree and Oakham) the Quabbin Regional School District Committee and the Quabbin Regional Teachers Association recognize and agree that:

Under laws of Massachusetts, the Committee has final responsibility for establishing the educational policies of the public schools of the District, and the promotion of effective administrative procedures to carry out such policies, except as otherwise provided in the Agreement. The Committee and/or Superintendent has and will continue to retain, whether exercised or not, the unquestioned right and responsibility to direct the operation of the regional school system, in all its aspects, including but not limited to, the following:

1.                   Initial appointment, appointment to professional status, and granting of annual salary increment of professional staff.

2.                   Selection of courses, program activities, school services, and curriculum organization.

3.                   Selection and supervision of non-professional staff and other employees working on full or part time basis.

4.                   Regulation and control of pupil personnel including attendance, discipline and dress, transportation, released time, and pupil organization.

5.                   Program and supervision of summer and evening school.

6.                   Final approval of instructional calendar, with the provision that the school shall start no earlier than September 1 unless mutual agreement is reached between the QRTA and the School Committee.

7.                   Final approval of educational equipment purchases.

8.                   Planning and construction of new facilities and renovations or remodeling of present facilities.

9.                   Determination of budget and control of expenditures of monies of the District.

B.    If any provision of the Agreement, or any application of this Agreement to any member of staff covered hereby, shall be found to be contrary to law, such provision or application shall have effect only to the extent permitted by law. All other provisions or applications of the Agreement shall continue in full force and effect.

C.    In all matters covered by this Agreement, the provisions herein shall control in any case where a conflict may exist between such provisions and any policy, practice, procedure, custom, or writing not incorporated in the Agreement.

D.    The School Committee will involve the QRTA, on a consulting and advisory basis, in the planning and development of educational policy.   In keeping with this spirit, a school committee agenda (for regular monthly and Policy Subcommittee meetings) will be forwarded and posted in each school building.   Additionally, the school committee agenda will be available on the District’s website at: www.qrsd.org.

E.    The Association will be notified in writing by the Committee, or its designated agent, of any pending policy changes relating to revision of personnel policies or curriculum.   The Association will be provided an opportunity to react to proposed revisions prior to final action by the Committee.   The Association shall initiate any proposals or revisions through designated Administrative channels.

F.     No discriminatory action or act of reprisal will be directed against any teacher for membership in, or activity related to, the Association.

G.    The Association shall not call, authorize, instigate, sanction or condone any strike or other activity that directly disrupts the contracted instructional day.

ARTICLE II - NEGOTIATIONS PROCEDURE

The Committee and the Association do hereby agree that the following procedure will be adhered to in regard to communication between the two groups:

1.             Meetings:   The participating parties will meet upon the written request of either one of them, provided that the request contains a specific reason for the meeting.

2.                   Directing Requests:   The Association or its representative will make its requests to the Superintendent of Schools.   The Superintendent will make its requests known to the President of the Association.   Parties will agree to a mutually convenient meeting date and place within a reasonable period of time.

3.                   Exchange of Facts, Views, etc.:   Facts, opinions, proposals and counter-proposals will be freely exchanged in good faith during the meeting or meetings.

4.                   Requests for Assistance:   The Committee/Superintendent or Association may call upon competent professional and lay representatives to participate in the discussion and to make suggestions.

5.                   Re-opening of Negotiations:   See Duration ARTICLE XVI

ARTICLE III - GRIEVANCE/COMPLAINT PROCEDURE

A.   Definitions

1.            A "grievance" is a claim, by a teacher or a group of teachers, based upon an alleged violation of this Agreement.

2.            A "grievant" 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.            A "complaint" is a strong concern by a teacher or group of teachers directed to the Administration. The focus of a complaint need not directly be addressed by this Agreement.   The procedure to be followed for a complaint shall be the same as for that of a grievance at Levels I - III.

5.            A "complainant" is a teacher or group of teachers filing a complaint.

B.   Purpose

1.            The purpose of these procedures is to secure, at the lowest possible administrative level, equitable solutions to the problems, which may arise affecting the working conditions of teachers.

2.            Nothing herein contained will be construed as limiting the right of any teacher(s) having a grievance/complaint to discuss the matter informally with any appropriate member of the Administration, and having the grievance/complaint adjusted without intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement.

C.   Procedure

Since it is important that grievances/complaints be processed as rapidly as possible, the alleged contract violation shall be grieved or complaint filed within sixty (60) days of the alleged occurrence and the number of days indicated at each level should be considered as maximum.   In short, every effort should be made to expedite the process.   The time limits may, however, may be extended by mutual agreement, in writing, between the Superintendent and the President of the Association.

In the event a grievance/complaint is filed on or after May 1, which, if left unresolved until the beginning of the school year, could result in irreparable harm to a party in interest, the time limits set forth herein may be reduced by mutual agreement of both parties so that the grievance/complaint procedure may be exhausted prior to the end of the school term or as soon thereafter as practicable.

1.     Level One:   The grievant/complainant will first file the grievance/complaint with the Principal, either directly or through an Association Representative, with the objective of resolving the matter. Grievance and disposition shall be in writing.

2.   Level Two:

(a)  If the grievant/complainant is not satisfied with the disposition of the grievance/complaint at Level One, or if no decision has been rendered within five (5) school or business days after presentation of the grievance/complaint, he/she or the Association Representative may file the grievance/complaint in writing with

the Superintendent, within five (5) school days after the decision at Level One, or within ten (10) school or business days after the grievance/complaint was presented, whichever is sooner.

(b)  The Superintendent shall represent the Administration at Level Two of this procedure. Within five (5) school or business days after receipt of the written grievance/complaint by the Superintendent, s/he shall meet with the grievant/complainant and an Association Representative in an effort to resolve the grievance/complaint.   Disposition at Level II shall be in writing.

3.   Level Three:

(a) In the case of a grievance, if the grievant is not satisfied with the disposition of his/her grievance at Level Two, or if no decision has been rendered within ten (10) school or business days after the first meeting with the Superintendent, he/she may, within five (5) school or business days after a decision by the Superintendent or fifteen (15) school or business days after s/he has first met with the Superintendent, whichever is sooner, request the Association to submit the grievance to arbitration.   If the Association determines that the grievance is meritorious and that submitting it to arbitration is in the best interests of the Quabbin Regional School District, it may submit the grievance to binding arbitration within five (5) days after receipt of a request by the grievant.   If the Association does not so act, the grievance shall be dropped.

(b)  Within ten (10) school days after such written notice of submission to arbitration, the Superintendent and the Association will agree upon a mutually acceptable arbitrator and will obtain a commitment from said arbitrator to serve.

(c)   If the District and the Association cannot agree upon an arbitrator, they shall jointly petition the American Arbitration Association to appoint the arbitrator.   The arbitrator so selected will confer with representatives of the District and the Association, hold hearings promptly, and will issue his/her decision no later than twenty (20) days from the date of the final statements and proof are submitted to him/her.   The arbitrator's decision will be in writing and will set forth his/her findings of fact, reasoning, and conclusions on the issues submitted.   The arbitrator will be without power or authority to make any decision which requires the commission of an act prohibited by law or which violates or would alter, add to, detract from, or modify the terms of this Agreement.

(d)The costs for the services of this arbitrator, including per diem expenses, if any, and actual and necessary travel and subsistence expenses will be borne equally by the District and the Association.

D.   Right of Teachers to Representation

1.            No reprisals of any kind will be taken by the Superintendent or by any member of the Administration against any grievant/complainant, any representative of the Association, or any other participant in the grievance/complaint procedure by reason of such participation.

2.            A grievant/complainant may be represented at any stage of the grievance/complaint procedure by a representative of his/her own choosing who is a member of the Association (or its parent organizations) or by a representative not affiliated with any teacher group.   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/complaint procedure.

3.            In the event that circumstances prevent the Principal or the Superintendent, from participating in their role in the grievance/complaint procedure, he/she shall appoint substitutes who have full power to render decisions at any Level of the procedure in which such substitution(s) become necessary.

E.    Miscellaneous

1.            If, in the judgment of the Association, a grievance/complaint affects a group or class of teachers, the Association may submit such grievance/complaint in writing to the Superintendent directly, and the processing of the grievance/complaint will proceed at Level Two.   The Association may process such a grievance/complaint through all levels of the grievance/complaint procedure even though the grievant/complainant does not wish to do so.

2.            Decisions rendered at Level One and Two of the grievance/complaint procedure will be in writing, setting forth the decision and the reasons therefore, and will be transmitted promptly to all parties in interest and to the President of the Association.   Decisions rendered at Level Three will be in accordance with procedures set forth in Section C, paragraph 3(c).

3.            All documents, communications, and records dealing with the processing of a grievance/complaint will be filed separately from the personnel file of the participants and will not, except as may be otherwise required under applicable law, be made available to potential employers or others inquiring about such teacher, or participants.   Any such documentation will, however, be made accessible to such teacher, or participants, upon request.

4.            The Superintendent will, upon request, provide the Association with any documents, or any other available public information which may be necessary for the Association to process grievances/complaints under this Agreement.

ARTICLE IV - TEACHING YEAR/LENGTH OF DAY

A.            The President of the QRTA shall be consulted in the preparation of the annual school calendar. If any change is contemplated during the school year, the Executive Board shall be consulted.   It is acknowledged that the final decision in this regard rests with the School Committee.

B.            During the term of this contract the scheduled teacher work year shall consist of no more than 183 days.

Any days worked at the request of the district beyond said work year shall be compensated on a per diem basis according to 1/183 of the teacher's salary for the duration of this contract. The length of the school day shall not exceed 7 hours unless by mutual agreement.

C.            Teachers will be on duty five (5) minutes prior to the start of the first class or homeroom whichever is first.

D.            The dismissal time for teachers shall be five (5) minutes after school buses leave the schoolyard, except where contractual stipulations prevail.   Special consideration for staff dismissal shall be made when transportation services are delayed or used for double routes (express routes).

E.            First year teachers may be required to be present an additional day prior to the opening of school for orientation and preparation.   Such additional day need not be the same for all first year teachers. The Administration will schedule said additional days during the two weeks prior to the opening of schools.

F.             The Administration will provide a checklist indicating the required closing procedures for the year by the fifth (5th) of June.

G.            When new teachers are hired, the President of the QRTA or designee will be notified in writing within ten (10) days of the hiring.

H.            Teachers will be notified of any changes of programs from the prior 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 the end of the school year. In the event that such a change is necessitated by a resignation or other educational program change, this deadline may be extended to August 15th.   The parties understand that the need may arise for the district to reassign unit members in order to meet the educational needs of the students and district. No reassignment shall be made in an arbitrary, unreasonable, punitive, or capricious manner.   The controlling factor will be reasonably demonstrated educational need and the ability of the teacher to meet that need.

I.             Teachers who are seeking a transfer within the District, a change in grade and/or subject assignment, will file a written statement of such intent with the Administration by the posted date for application for vacancies within the system.   Teachers desiring change in assignments shall submit a written request for change to the Superintendent on or before June 1st.   Such requests shall contain the school grade and/or subject to which the teacher desires to be assigned.   The Administration shall notify teachers requesting a change to the disposition of their requests.

J.             In order to assure that pupils are taught by teachers working within their areas of competence, teachers will not be assigned, except temporarily or for good cause, outside the scope of their teaching certificates and/or their major or minor fields of study.

K.            The Superintendent and Association recognize that class size is an important factor in maximizing student learning.   The Committee will invite and encourage the Quabbin Regional Teachers' Association to participate actively in the review of policies and regulations related to class sizes. The Superintendent will monitor the scheduling and enrollment of any and all classes in order to ensure compliance with all district policies and/or regulations.

L.            Personnel who begin their service after the beginning of a contract year or terminate their service before the end of the contract year shall be paid on a prorated basis.

ARTICLE V - TEACHING ASSIGNMENTS

Teacher assignments will be made without regard to age, color, disability, national origin, race, religion, sex, or sexual orientation.

A.   Elementary Teaching Assignments

1.          All elementary school teachers will receive five (5) prep periods every week.   Such preparation time will not include lunch or duty-free recess periods.   In order to ensure this time, substitutes will be provided whenever a specialist is unable to meet with a class.   Such preparation time will be free from assigned supervisory or instructional responsibility.   In any event that the classroom teacher is responsible for a specialist's class, s/he will receive compensation equal to twenty dollars ($20). Teachers required to attend SPED meetings during lunch periods shall be paid twenty ($20) per period or be provided with lunch time during the same school day (such time to be scheduled by mutual agreement between the teacher and the building administrator).

2.          Teachers will be provided with space for preparation and restroom facilities.

3.          All teachers will be guaranteed thirty (30) consecutive minutes of a duty-free lunch period.

4.          Teachers will not be required to collect lunch money.   Additionally, at a teacher's request, support staff time will be made available to assist in the collection of money for such things as magazine/book drives, field trips, or other instances in which students bring money to school.

5.          The School Committee shall make every effort to ensure that class sizes in grades K-6 fall within the following guidelines:

K-2:        No more than 22 students

3-4:         No more than 24 students

5-6:         No more than 26 students

Regularly scheduled activities such as chorus, band and physical education are exempted under this provision.

6.       Teachers will not be required to attend more than two (2) evening functions per year. When teachers coordinate special evening programs such as an art show, gym show, science fair, music concerts, their attendance that evening shall be considered one of their two evenings on duty.

7.A. Teachers will not be required to attend more than a total of twelve (12) meetings outside of school hours.   Said meetings shall not exceed a time greater than sixty (60) minutes, shall not be held on the last day of the teaching week or on the day preceding a school holiday, and shall be announced at least two days in advance. This does not preclude short meetings held within the first fifteen minutes after student dismissal, or with mutual agreement, meetings held within fifteen minutes prior to the beginning of the first class.

7.B.         In addition to the regular faculty meetings described in   Article V, paragraph 7A, Teachers (Elementary) will be required to remain after school hours the second and fourth Wednesdays of each month for no more than sixty (60) minutes after the normal teacher dismissal time (Article 4, paragraph D) to participate in professional activities devoted to improving student learning. Professional activities will include but not be limited to, reviewing student achievement data, evaluating student work, and participating in professional development.   Noting the importance of teacher feedback the Superintendent agrees to consult with the Association and afford the opportunity for input.   The agenda for professional activities will be structured by the administration with consideration being given to the request and suggestions of the Association.

Teachers will receive professional development points (PDPs) for work completed during these sessions.   All professional activities will support School Improvement and Individual Professional Development Plans.

(In deference to the timing of this contract agreement, the implementation of this change in teaching working conditions would not commence before March 14, 2012).

8.       No teacher shall be required to perform duties regularly assigned to custodians, but shall be responsible, with help from students, to maintain clean, safe, and attractive learning environments.

9.       No teacher will be assigned to regular posts within restrooms, although travel to and from restrooms by classes will be supervised.

10       Any assignment to bus duty shall not extend the normal teacher workday.   Teachers will not be assigned to bus duty at times when students are present in the classroom, except in cases of emergency.

11.       No teacher will be assigned regular responsibilities for dispensing medications to students.

12.       In-service Educational Conference Time: Each marking period, the Superintendent or his/her designee may allow early student dismissal to allow undisturbed time for teachers to conduct parent conferences.   If such parent conferences extend past normal dismissal time, such conferences will replace a regularly scheduled staff meeting provided for in Article V, I-G.

13.       Teachers may be excused periodically within the course of the normal school day for workshops, parent conferences, and other educational meetings, so long as such excused absences are approved forty-eight (48) hours in advance by the Principal.

14.       Any teacher employed as a part-time teacher, i.e., to teach half or less than half time on a regular (daily) basis, shall not be required to attend meetings, etc., scheduled after school hours unless these meetings are for the purpose of parent conference and/or for open house activities, or other matters deemed to be critical by the building Principal to the basic operation of the school. Any other duties shall also be pro-rated and dependent upon an individual's part-time status.   For example, a teacher who is considered .5 (half-time) may only be assigned half the duties of a full-time professional.

In addition, s/he will only be entitled to .5 (half) the preparation time, or half the sick time, of a full­time professional (fifteen half days rather than fifteen full days).

15.        Each elementary teacher shall have at least two (2) duty free days per week.

B.   Teaching Assignments, Grades 7 - 12

1.A. Block Scheduling

Working Conditions Defined for Block Scheduling program at Quabbin Regional High School: Teachers will be assigned to teach no more than six (6) double time blocks per year. Such a schedule assumes that there are a total of four (4) double time blocks per semester and eight (8) double time blocks per year.   A department head with five (5) or more full time teachers under his/her direction will be assigned to no more than two (2) double time blocks per semester or four (4) double time blocks per year.   Note: A double time block shall be approximately 85 minutes in duration.   Class Coverage: Teachers will be compensated at a rate of $17 per forty-five (45) minutes of class assignment.

e.g.,  High School double block period = $34

Middle School single period coverage = $24

1.B. 7 Period Day Scheduling

Teachers may be assigned no more than five (5) instructional classes per day.   Whenever possible, teachers will have two (2) preparation periods per day.   However, teachers will be required to cover study halls and lunch duties on a needs basis.   Teachers may not be assigned to cover more than forty-five (45) study halls or sixty (60) lunch duties during any school year.   If it is necessary to have teachers cover study halls or lunch duties in excess of forty five periods, said teachers will be compensated sat a rate of $12/per study hall or lunch duty.   The Administration will assign teachers to study hall from an established alphabetical list of teachers free each period.   No teacher will be asked to cover a study hall until the period listing of teachers has been exhausted.   Any teacher assigned to lunch duty on a given day will not be assigned study hall coverage.

2.          Teachers will not be assigned to bus duty or posts within restrooms, except in cases of emergency.

3.          Teachers will have a duty-free lunch period of at least twenty-five (25) minutes, exclusive of passing time.   Teachers may be assigned to lunchroom supervision so long as extra pay at the rate of $12/per lunch period is paid and conditions in Section A are not violated.

4.          Department Heads with five (5) or more teachers under their supervision may be assigned to no more than four (4) instructional classes per day.   Department Heads with fewer than five (5) teachers under their supervision may be assigned no more than five (5) instructional classes per day. Department Heads may, however, be scheduled to lunch duties.

5.          If additional class periods (sections) are deemed to be "available" by the administration, such "available periods" shall be posted as outlined in Article XI, Section A and B.   In addition, any person selected by the Administration to teach an additional section (period) during a semester shall be compensated at 0.125 times either the Base Bachelors (Step I) or Base Masters (Step I), whichever best approximates the individual's degree status, e.g.,

B - B15 and B30 = Bachelors Step I

MEQ, M, M15, M30, M45, M60, D = Masters Step I

Additional compensation paid under the provisions of this Section shall be subject to teacher retirement withholding.

6.          Teachers will not be required to teach within more than two (2) departments or have more than a total of three preparations resulting from such teaching assignments, unless mutually agreed upon in writing, i.e., that any proposed assignment is formally discussed between the Administration and the involved teacher, with decisions summarized in writing.

7.          Teachers (middle/high school) shall be required to remain after student dismissal (1) day per week (Wednesdays) for no more than 90 minutes in order to provide students with extra help and to participate in professional activities devoted to improving student achievement.   The after school sessions will be scheduled in such a way that every other Wednesday afternoon will be used for student extra help and the remaining Wednesday afternoons will be used for professional activities. Professional activities will include, but will not be limited to, reviewing student achievement data, evaluating student work, participating in professional development, etc.

Teachers will receive professional development points (PDPs) for work completed during these sessions that are designated as professional activities sessions.   All professional activities will support School Improvement and Individual Professional Development Plans.

8.          Teachers will not be required to attend more than two (2) evening meetings per year.

9.          One faculty and one department meeting per month, interchangeable to a maximum of two meetings per month, may be called, which professional staff members will attend unless excused.   Meetings should commence within fifteen (15) minutes at the close of school and ought not to extend beyond one and one-half (1.5) hours.

10.       Department Heads may be scheduled to an additional afternoon meeting for Department Heads each month.   (A third meeting in addition to the departmental meetings and staff meeting provided for in Section 9).   In addition, should circumstances make it necessary in the judgment of the Administration, Department Heads may be required to attend a total of four (4) evening meetings per year.

11.       The Committee will seek to provide qualified substitute teachers.   In situations where substitutes are necessary but not available, the Administration may assign a teacher for substituting during an unassigned period.   Priority for making such substitute assignments will be given to teachers from a pre-established volunteer list.   Teachers will be compensated at a rate of $17.00 per 45 minute class period.

C.   Teaching Assignments - Specialized District-wide Positions

1.     The duties of Specialized Professional Staff, including guidance counselors and nurses shall be determined by their individual job descriptions, except salary, hours and working conditions as stipulated elsewhere in this Agreement.   Such job descriptions shall be approved by the Administration before August 15th and discussed with the employee.

Changes in these job descriptions during any school year will not occur unless mutually agreed to by the Committee, the employee, and a QRTA representative.

2.       Specialized staff will have a work year equal in length (# of days) to teachers.   However, for guidance counselors, those days shall be scheduled at the discretion of the administration who may require counselors to work no more than ten (10) days during traditional school vacation periods. (The scheduling of these ten (10) days shall be done at least sixty (60) days in advance).   The length of the regular work day for guidance counselors shall not exceed seven (7) hours and fifteen (15) minutes.   Counselors may be scheduled to work anytime (consecutively) between the hours of 7:00 a.m. and 4:30 p.m.   For days in excess of the teacher year, said staff will be compensated at the per diem rate of the contracted salary or provided compensatory time during the school year.   Time shall be accrued and utilized in half or full day increments.

Applications to use compensatory time must be made in writing at least two (2) days prior to taking such leave, except in emergency circumstances.   Compensatory time may not be used immediately before or after holidays or vacation periods for the purpose of extending the holiday or vacation period.   Compensatory time must be taken at an otherwise mutually agreed time.

3.       Teachers whose job descriptions require that they travel between schools in the district or outside of the district during the school day will receive a travel stipend based on the IRS rate unless a specific stipend is noted elsewhere in this Agreement.

The amount and schedule of payment will be determined at the time the contract for such a position is signed.

ARTICLE VI - PROFESSIONAL IMPROVEMENT/SALARY ADVANCEMENT

A.   For purposes of change in professional category on the salary schedule, the Committee and Association agree that the teachers will receive credits under the following conditions:

1.       Teacher credit standings and categories will be established at time of initial employment.   The Committee reserves the right to reject credits obtained previous to employment.

2.       Application for change in professional category must be made to the Superintendent in writing no later than November 15th preceding the effective date of new teacher contract.

3.       If a teacher applying for a change in professional category or for approval of a professional development activity is denied such approval by the Superintendent, the teacher may appeal the decision to an evaluation committee composed of two people designated by the superintendent, the teacher's supervising principal, the teacher's department head or immediate supervisor (if any) and two teachers designated by the QRTA, or three teachers in the event there is no department head/supervisor. No teacher may serve on such an evaluation committee when his/her case is being considered. A majority vote of the committee will constitute a decision.

4.    Each teacher will be awarded reimbursement of 100% of tuition and fees up to $1,000 per year for courses taken for the purpose of educational and professional enrichment, if approved in advance by the Superintendent or designee.

       When applying for reimbursement, a teacher must present written documentation of the grade received signed by the Professor of the course, the Registrar, or an official transcript before reimbursement will be processed.

       Please note: Official transcripts must be received in the Central Office on or before October 1st, before a category change occurs, with the understanding that any transcript received after the first payroll of the school year has been processed, salary adjustments will be processed on the second payroll in October.

5.  In order for graduate courses to be considered for reimbursement or-inclusion on one's record, a grade of at least "B" in graduate and/or in-service courses will be required. In-service credits (credits awarded for professional development activities offered and authorized by the Quabbin Regional School District) shall be awarded on the following basis:

Each hour of approved in-service activity shall be equivalent to .067 credits. Thus, 45 hours of in-service participation would equal three (3) credits (eg. 45 x .067 = 3 credits).

Teachers shall be required to submit documentation of participation and successful completion of 45 hours of approved in-service and/or professional development activities prior to central office including any such information into an individual's personnel file.

Teachers will not be required to solicit approval for any in-service program offered by the School District. However, teachers must submit a certificate of completion in order to update their professional development record.

5.a. Teachers will be reimbursed as courses for National Board Certification, up to $1,000. National Board Certification will count as 15 credits towards a lane change, within a degree category. (i.e. attainment of a Master’s degree is required to move to a Masters category; attainment of a Doctorate degree is required to move to a Doctorate category).

6.    Effective on July 1, 1997, only graduate courses offered by an accredited college or university and/or in-service programs of at least fifteen (15) hours in duration may be considered for category change. (Note: Other approved professional development activities completed prior to the effective date of this contract may be considered for category change.)

7.    Any disputes relative to status will be subject to the procedures cited in Article VI, Section 3.

ARTICLE VII - SICK LEAVE/TEMPORARY LEAVE

A.   Sick Leave

1.     Teachers will be entitled to fifteen (15) days sick leave each school year as of the first official day of said school year, whether or not they report for duty on that day, except newly employed teachers who will not be entitled to

sick leave if contract is terminated (for reasons other than medical) within the first 30 school days. Sick time will be prorated if an employee begins their service late.

2.       Unused sick leave will accumulate from year to year to an unlimited amount.   Each teacher shall be notified in writing at the beginning of each school year, of the accumulated sick days to that point (including the fifteen (15) sick days for the forthcoming school year).

3.       A leave of absence, with pay, not to exceed ten (10) school days in any school year shall be granted in cases of illness in the immediate family (spouse, domestic partner, child, parent, grandparent, sibling, parent-in-law, step-children, child-in-law, grandchild, or relative living in the household) with such leave deducted from accumulated sick leave and appropriate medical documentation provided.

B.   Personal Leave

1.      A maximum of five (5) leave days per year shall be authorized for use when personal business requires absence from school during school hours.   Notification shall be made at least forty-eight (48) hours in advance of said leave, to the building principal, except in cases of emergency.   (In such cases, the building principal will be notified as soon as possible.)   These days shall be deducted from sick leave.

If a personal day must be used to extend a vacation period* for the purpose of creating additional vacation time vs. required business (medical, financial, etc. appointments), then the teacher shall be responsible to pay a payment equivalent to the current substitute rate to the QRTA Scholarship Fund.

The use of personal days to extend vacation periods is discouraged. The use of personal days and general absences will be monitored collaboratively by the District and Association.

* Vacation periods shall include Monday Holidays, Veteran’s Day, Thanksgiving, December Holiday Recess, February Vacation, April Vacation and Easter Weekend.

4.     Nothing in this Article shall preclude the Superintendent from granting additional personal/sick leave with pay for reasons it deems urgent.

C.   Sick Bank

1.      Members of the Association may donate up to five (5) days per year of their accumulated sick leave to the QRTA Sick Bank by making a written request to this effect to the Superintendent of Schools by October 1.   In the event of an emergency, additional days may be added.

2.       The maximum number of days total in the Sick Bank will be three hundred (300).

3.       Any request for the use of Sick Bank days will be honored by the Superintendent, if such requests are made and authorized by the President of the Association, or his/her designated agent.

4.       Authorization for use of sick leave shall remain with the Association, with the understanding that the Superintendent reserves the right to examine and review the absenteeism of any individual using these services.

D.   Temporary Leaves of Absence

1.       Time necessary for no more than three (3) Association representatives to attend MTA and NEA annual or other scheduled meetings will be granted. This time with pay shall not exceed two (2) days for each year of the contract.

2.       The QRTA President or his/her designee will be entitled to two (2) days leave or two (2) hours of leave per month, whichever better meets the needs of the organization, to conduct Association business which cannot be conducted outside of school hours.   Such leave will require forty-eight (48) hours’ notice to the building principal.

3.       Time necessary to attend meetings, conferences, and/or conventions of an educational nature, and at least one day for the purpose of visiting other schools, which have new and/or innovative programs, may be granted.   Leave under this paragraph must be approved in advance by the Superintendent or his/her designated agent.   Such approval shall be contingent upon available fiscal resources and no decision shall be subject to grievance.

4.       Time necessary for appearances in any legal proceedings connected with the teacher's employment with the school system.

5.       A teacher who is absent due to a death in the immediate family (as defined in Article VII, §A.3) will be granted five (5) days leave with pay, except in the event of the death of the spouse, domestic partner, or child living with a teacher at the time of death.   Then, leave granted will be ten (10) days; the additional five (5) days being deducted from sick leave.

6.       The District will comply with any/all state and/or Federal statutes in regard to employees who are called into temporary active military service.

7.       A teacher called for jury duty or subpoenaed shall receive his/her normal salary.   Jury compensation shall revert to the Quabbin Regional School District.

8.       Any other reason approved by the Superintendent or its designated agent.

ARTICLE VIII - EXTENDED LEAVES OF ABSENCE/BENEFITS WHILE ON UNPAID LEAVE

A.     Disability or Family Medical Leave

An employee who is on a disability leave or Family Medical leave must pay their portion of the Health and/or Life Insurance premiums to the District. If the employee is receiving pay, due to the availability of accumulated sick time, the employee may continue to have deductions withheld from their payroll check. If the employee is on a disability leave or Family Medical leave, but not receiving pay, the employee will be billed for their portion of the premium and will be required to pay the premium no less than monthly.

The following conditions shall apply to all extended leaves:

1.   All requests for extended leaves of absence (except maternity/paternity leave) must be submitted in writing through the Principal to the Superintendent by April 1st preceding the new school year, and a written reply submitted to the teacher by May 1st preceding the new school year.

2.   All benefits to which a teacher was entitled at the time the leave of absence commenced, including unused accumulated sick leave, will be restored upon return, and the teacher will be assigned to the same position which was held at the time said leave began, if available, or if not, to a substantially equivalent position.

3.    The teacher may also be assigned to a higher position, if such position is available and the teacher is qualified.   A teacher taking leave under Paragraph A or Paragraph B under this section may, upon return, be considered as if actively employed by the District during the leave, and may be placed on the salary schedule at the level which would have been achieved if said teacher had not been absent.

4.    Reinstatement shall be offered to a teacher on leave by March 15th preceding the new school year, and the teacher shall notify the Superintendent in writing by April 1st preceding the new school year of the intention to return to the former position or said teacher shall forfeit reemployment privileges.

5.    A teacher will receive a full year's teaching credit if said teacher is present at least 91 days during the school year.

6.    Long-term Disability Coverage when on Leave of Absence:

When an employee is granted an unpaid, extended leave of absence, long-term disability coverage ceases during the leave of absence. If the employee experiences an illness or accident while on leave, claims are not eligible because the employee was not earning a salary at the time of the claim. If the employee returns to work within three (3) months, the employee is reenrolled in the policy without the requirement to fulfill the pre-existing condition clause and payroll deductions begin. If the employee returns after three (3) months, the employee is treated as a new enrollee and must fulfill the pre-existing clause requirement.

7.   Health and Life Insurance when on Leave of Absence:

Employees remain active on the District’s group insurance policies for both health and life insurance during a leave of absence. Employees are terminated from coverage only when employment with the District has been terminated.

8.   If an employee has been granted an extended unpaid leave of absence, the employee must pay 100% of the premium for the plan in which they are enrolled. The employee will be billed for their portion of the premium and will be required to pay the premium no less than monthly.

B.    Upon request, professional status teachers will be granted a leave of absence for up to one (1) year, without pay or increment, for the purpose of engaging in Association (local, state or national) activities.

C.    A leave of absence, without pay or increment of up to two (2) years will be granted to any tenured teacher who joins the Peace Corps or serves as an exchange teacher and is a full time participant in either such program.

D.    Military leave will be granted to any teacher who enlists, in any branch of the Armed Forces of the United States. Leave under this paragraph will be for a maximum of four (4) years, without pay or increment, and no credit toward time necessary to achieve professional status will be given.   Exceptions may be made if duty in the service is teaching, or pertains to the field of education.

E.    A teacher will be granted a leave of absence, without pay or increment, for up to one (1) year for health reasons.   Requests for such leave will be supported by appropriate medical evidence.

F.     A leave of absence, without pay or increment, of up to one (1) year, will be granted for the purpose of caring for a sick member of the teacher's immediate family (see Article VII, A-3).   Request for such leave will be supported by appropriate medical evidence.

G.    Upon request, tenured teachers will be granted a leave of absence, without pay or increment, for up to one (1) year during any school year for professional study.

H.     Members of this bargaining unit who have been employed by the district for five (5) or more consecutive years may be granted, upon request, a one (1) year leave of absence, without pay or increment, for the purpose of exploring an alternative career.   Application for such leave must be made in writing to the Superintendent on or before April 1st of the school year preceding the intended leave. The applicant for such leave shall certify, in writing, that s/he will not seek unemployment compensation.   Any person granted a leave under this section may remain in the school sponsored health group, but will be responsible for full payment during said leave.

I.      Maternity/paternity leave will be granted without pay or increment.   This leave may not be extended beyond one year from the September following the date of birth, guardianship, or acquisition with intent to adopt, of a child.

1.       Maternity leave will be granted as stipulated by law.

2.       Any teacher requesting a leave of absence without pay for temporary disability related to pregnancy will be granted such leave upon submission of an affidavit from a physician indicating that such a disability exists. Such temporary disability leave will be deducted from accumulated sick leave under Article VII, Sections A and C.

3.       Individuals wishing to extend a maternity leave beyond the period of disability may request an extended leave without pay.

4.       Upon request from the teacher, the Superintendent may terminate a maternity/paternity leave in case of interrupted pregnancy, terminated guardianship, and/or termination of adoption proceedings.

ARTICLE IX - SABBATICAL LEAVE

The Superintendent may grant sabbatical leave to teachers subject to the following conditions:

A.    Written requests for sabbatical leave must be received by the Superintendent no later than December 1st and action taken on all such requests no later than April 1st prior to the school year for which the sabbatical leave is requested.   If the sabbatical is denied, the written response must include reasons for denial.

B.    All professional status teachers are eligible to make application for sabbatical leave.

C.    A teacher, after being on sabbatical leave, will not be eligible for another sabbatical leave for another seven (7) years.

D.    Teachers applying for their first sabbatical leave will have priority over those that have previously been granted sabbatical leave.

E.    A teacher on sabbatical leave will be paid by the district at a rate of fifty percent (50%) of his/her regular salary, regardless of any sum that may be received from fellowships and/or grants.

F.     Prior to the granting of such leave, the teacher shall enter into written agreement with the Superintendent that upon such termination of such leave he/she will return to service in the public schools of the Quabbin Regional School District for a period equal to twice the length of such leave, and that, in default, s/he will pay to the district an amount equal to such proportion of salary received by him/her while on leave as the amount of service not actually rendered as agreed bear to the whole amount of service agreed to be rendered.

G.    All benefits to which a teacher was entitled at the time the leave of absence commenced including unused accumulated sick leave, will be restored upon return, and the teacher will be assigned to the same position which was held at the time said leave began, if available, or if not, to a substantially equivalent position, if available and the teacher is qualified.

H.     School sponsored group life and health insurance coverage will remain in force for all teachers who have been granted sabbatical leaves.

I.        Long-term Disability while on Sabbatical:

When an employee is granted a sabbatical, the employee remains covered under long-term disability. A sabbatical is a paid leave of absence at 50% of the employee’s salary and the employee’s long-term disability premium will be based on this reduced salary.   Therefore, any claim submitted while on sabbatical will be based on the employees reduced salary.

ARTICLE X -INSURANCE, ANNUITIES, AND DUES DEDUCTIONS

A.    Direct Deposit

Employees must enroll in direct deposit by completing an Authorization for Direct Deposit form, which is available in the Payroll Office. Employees may choose to have their pay deposited directly into a bank of their choice, in up to four different accounts.

B.    Seventy-five percent (75%) of the cost of a group $20,000 life insurance policy will be paid by the Committee for each teacher desiring such coverage.

A.     Health Insurance

The district shall pay 51% of the cost for individual or family coverage, whichever applies Blue Cross/Blue Shield for the currently contracted Indemnity plan; 54% of the PPO plan, or 65% of the HMO plan for each employee desiring health care coverage.   Prior to proposing any change in carriers or plan design, the district shall consult with the IAC pursuant to Chapter 32B.   Participation in the IAC shall not absolve any party of the obligation to bargain to the extent required by law.

D.    Disability Insurance will be available to all personnel who work 1040 hours/year or more.   Employees will assume 100% of the cost of disability insurance.

E.    Pursuant to the provisions of Chapter 697 of the Acts of 1987 (the Public Employees Reform Act) the Quabbin Regional School District Committee agrees to make the necessary changes in payroll procedures to allow employee contributions to health and life insurance to be paid with pre-tax earnings, effective October 1, 1992.

F.     Dental insurance coverage will be made available through a dental program, with full payment by participating teachers provided that such a policy can be worked out with a dental insurance company.

G.    Tax Sheltered Annuities – 403(b) Plans

Employees may choose to have deductions from salary directed into a tax-sheltered annuity 403 (b) Plan by completing a Salary Reduction Agreement which is available through the districts third party administrator’s website link to Quabbin Regional School District or at the Human Resources Manager’s Office.   Deductions for tax sheltered annuities will be taken over 26 pay periods.

H.     Payment to a certified savings plan or institution when authorized individually and voluntarily by an employee shall be deducted each pay period within thirty (30) days’ notice of any changes.

I.        A QRTA member, upon submitting written authorization, may have deducted from his/her salary the amount of his/her professional dues.

J.       The school superintendent will notify each new employee of his/her obligation to accept either full membership in the Association or remit an agency fee upon employment. Each employee of the bargaining unit who chooses not to become a member of the Association shall be required to pay an agency fee in the amount equal to a percentage established by the Association.   Failure on the part of the bargaining unit member to pay such assessment to the Treasurer of the Association by December 15th of each school year, provided proper notification has been given, will entitle the Association to seek the assessment payment through proper legal channels.   No enforcement requirement is placed upon the Quabbin Regional School District.   Such amount may be paid through payroll deduction.   No teacher shall be denied employment for refusing to pay said agency fee.

K.    All personnel on the teachers’ salary schedule shall be paid in twenty-six (26) equal installments.

Twenty-one (21) installments are to be paid bi-weekly from September of one calendar year to June of the next calendar year.   The remaining five will be paid in one payment before July 1st in order to meet the requirements of the fiscal year accounting system.

L. COBRA benefits are available for an employee who has terminated employment with the District. The former employee will be required to pay 102% of the premium for the plan in which they are enrolled, as allowed by law. The former employee will be billed for the amount of the premium and will be required to pay the premium no less than monthly.

M.   In the event that any benefit referenced in this Article is reduced or extinguished by an act of the state

legislature, vote of the school committee or by operation of a participating town government, the parties shall meet and negotiate a comparable benefit.

ARTICLE XI - VACANCIES AND PROMOTIONS

A.    Whenever a vacancy in a professional position (including those for summer/evening school programs) occurs, it will be adequately publicized by the Superintendent electronically on the QRSD website and distributed by district wide email, for at least a period of ten (10) school days.   Qualifications for the position, its duties and rate of compensation will be clearly set forth for such postings.

In order to facilitate filling vacancies during the summer months, any individual who would like to be considered for a transfer for the next school year must provide written notice to the Central Office of his/her preferences prior to the preceding June 1st. Preferences on the list shall be remain confidential unless a vacancy occurs.

No bargaining unit member shall be involuntarily transferred to a vacant position within the school district prior to the completion of the application and selection process described in Article XI, Section B.

B.    All qualified teachers will have the opportunity to apply for such positions.   Any qualified applicant currently employed by the Quabbin Regional School District who makes application for a posted vacancy shall be provided with an opportunity to interview for said position.   The District agrees to carefully consider the professional background and attainments of all applicants, the length of time each has been in the school system and other relevant factors.   Vacancies and/or new positions shall be filled by an applicant from within the QRSD if his/her educational qualifications, skills, experience or seniority for the position are, in the opinion of the Administration, equal to those of other applicants.

It is recognized by the Association that the final decision as to transfer, advancement or promotion must rest with the Superintendent. Any internal candidate not awarded a position after the interview process may request, in writing, reasons why he/she has not been recommended for the position.

C.    Notice of vacancy for an established or newly created position occurring during vacation periods will be communicated via e-mail to the Association President or his/her designee and it will also be posted on the QRSD website for not less than ten (10) calendar days.

D.    Involuntary Transfers Between School Buildings

Involuntary transfer shall be defined as a transfer of a teacher to another school within the school district.   (Grade level assignments within the same school are exempt from this language.)   The parties understand that the need may arise for the district to transfer unit members in order to meet the educational needs of the students and district.

1.       No teacher shall be assigned to a position that is outside of his/her certification, competence, experience, major and/or minor field of study.

2.       Notice of proposed involuntary transfers will be given to the teacher or teachers involved as soon as possible.

3.       An involuntary transfer will be made only after a meeting between the teacher involved and the Superintendent of Schools, or his/her designee, at which time the teachers will be notified of the reasons for the transfer.   The reasons for the transfer will be presented verbally or in writing if so desired by the teacher.

4.       A teacher being involuntarily transferred will be given one-half day with pay to visit the location he/she is being transferred to, if the transfer involves a building change.

5.       No transfer shall be made in an arbitrary, unreasonable, punitive, or capricious manner.   The controlling factor will be reasonably demonstrated educational need and the ability of the teacher to meet that need.

6.       Teachers transferring within the School District retain all benefits they have accrued.

7.       Teachers required to move classrooms will be provided with sufficient boxes and packing materials and the district will be responsible for transporting all items.

ARTICLE XII - TEACHER EVALUATION

A.    All monitoring or observation of the work performance of a teacher will be conducted openly and with the full knowledge of the teacher.   Teachers will be given a copy of any evaluation report prepared by their supervisors and do have the right to discuss such a report with their supervisors, and must sign every report to indicate that they have read it, with the expressed understanding that such signature in no way indicates agreement with the content thereof. Professional Standards for Teachers shall provide the basis for the evaluation of teaching staff.   Such standards are included in Appendix E.

B.    No teacher shall receive adverse comments from a supervisory personnel in the presence of pupils or other members of non-supervisory school staff.

C.    No teacher shall be disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without notice of the reason(s) for such action(s) and without having had the advantage of all due process considerations required by statute.

D.    Teachers have the right, upon written request, to review the contents of their personnel files, excepting however, any confidential references given at the time of their employment.   At a teacher's request, a representative of the Association may accompany the teacher in such review.   The review shall be made in the presence of the administrator and/or his/her designee responsible for the safekeeping of such official files.

E.    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 the opportunity to review the material.   The teacher will acknowledge that s/he has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the expressed understanding that such signature in no way indicates expressed agreement with the contents thereof.   The teacher will also have the right to submit a written answer to such material within five (5) school days and his/her answer shall be reviewed and signed by the Superintendent or his/her designee, and attached to the file copy.   This procedure shall apply to written memos of a negative nature as well as formal evaluation reports.

F.     Any adverse evaluation of the teacher's performance filed by the teacher's supervisor and/or principal may be subject to the complaint procedure herein set forth.

G.    Any violation of specific evaluation guidelines and/or procedures established by the Committee and/or included in this Agreement will be subject to the grievance procedure herein set forth.

H.     Any written complaint regarding a teacher made to any member of the Administration by a parent, student, or other person will be promptly called to the attention of the teacher, in writing.

I.        Any recording via audio and/or video tape of a teacher's performance shall be done with the advance notification to the teacher, with such recording subject to teacher approval.   This recording shall be done with the expressed understanding that any use of such recordings beyond use between the supervisor and the teacher must have written consent of the teacher involved.

ARTICLE XIII - PROTECTION

A.    Teachers will immediately report, in writing, all cases of assault suffered by them in connection with their employment through the building principal to the Superintendent of Schools.

B.    This report shall be forwarded to the Superintendent, which will authorize the Superintendent to comply with any reasonable request for public information in its possession relating to the incident or persons involved.

C.    If civil or criminal proceedings are brought against a teacher alleging that he/she committed an assault in connection with his/her employment, the Superintendent may furnish legal counsel to defend him /her in such proceedings, if s/he requests such assistance.

D.    When 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/her employment, s/he will be paid full salary (less the amount of any Workman's Compensation payment made for temporary total disability due to said injury) for a period of up to ninety (90) days and no part of which shall be discharged to accumulated sick leave.

ARTICLE XIV - REDUCTION IN FORCE

A.    In the event it becomes necessary to reduce the number of employees included in the bargaining unit under this contract, the following procedure shall be used:

1.       No professional status teacher shall be laid off while there is a non-professional status teacher whose position the professional status teacher is certified to fill.

2.       Whenever possible, attrition shall be used to reduce the work force.

3.       The QRTA shall acknowledge and accept the fact that administrators presently serving in the District who have previously enjoyed the status of tenured teacher in the Quabbin Regional School District, will have the right to return to the classroom as a teacher should his/her administrative position be eliminated.

4.       An employee whose position is eliminated shall either -

a)   be transferred to an open position for which s/he is certified, or

b)  replace an employee with lower seniority in the system in an area in which the employee is certified. However, if a teacher has not taught in a given discipline in the last five years, they may be required to take a course in such discipline.

B.    In cases involving teachers who have identical seniority, preference for retention or call-back shall be given to the teacher who has achieved the highest level of training.

C.    Any teacher who may be affected by a reduction in staff must be notified in writing no later than June 15th of the school year preceding the year in which the reduction will take effect.   Said notice shall include the specific reason for the lay-off.

D.    Teachers who have been laid off shall be entitled to recall rights for a period of two years from the effective date of their respective lay-offs.

During the recall period, teachers shall be notified by certified mail to their last address of record and given preference for positions in the inverse order of their respective lay-offs, and all benefits to which a teacher was entitled at the time of lay-off shall be restored in full upon re-employment with the recall period.   During the recall period, teachers who have been laid off shall be given preference on the substitute list if they so desire.   Failure on the part of any teacher to accept a position for which s/he is certified while on recall shall automatically remove that teacher from the recall benefit.

E.    Whenever feasible, any teacher who is transferred to another school due to the elimination of his/her position, will have the opportunity to return to his/her original professional assignment (right of first refusal).

F.     Laid off employees may continue group health and life insurance coverage during the recall period as provided by the district to members of the bargaining unit by reimbursing the district for the premium cost.   Failure to forward premium payments to the district or refusal to return to employment upon recall will terminate this option.

G.    While members of the bargaining unit continue on lay-off, the Superintendent agrees not to hire any new teachers unless;

1)    no teacher on lay-off is certified to fill a position, and

2)    all certified teachers on lay-off have declined an offer to fill the vacancy.

ARTICLE XV - RETIREMENT/TERMINATION OF EMPLOYMENT BENEFITS

A.    Accumulated Sick Leave Compensation – Resignation

1.      After fifteen (15) years employment in the Quabbin Regional School District, teachers resigning will receive a lump sum compensation for unused sick leave at a rate of $10 per day pending Superintendent approval. This payment may be made within ninety (90) days following the final paycheck.

B.    Accumulated Sick Leave Compensation – Retirement

1.      After fifteen (15) years employment in the Quabbin Regional School District, teachers retiring will be eligible to obtain a lump sum compensation for his/her maximum accumulated sick leave.   If approved, this payment may be made within ninety (90) days following the final paycheck and shall be equal to $15 for each day of accumulated sick leave.

C. Retirement Compensation

1.       Any teacher retiring and participating in the state retirement system with more than ten (10) years of employment in the QRSD will receive .10 of the maximum in his/her salary category as a lump sum payment two weeks following the issuance of the final paycheck, if s/he has given the Superintendent written notice of his/her intention to retire at least one (1) school year in advance.

2.       All retirement compensations above require at least one (1) school year in advance notification. This notification is for budgetary purposes.   If for reasons of health, or some other unforeseen circumstance, such notice could not be given, the need for such notice may be waived by the Superintendent, with the payment date being extended to within ninety (90) days of the final paycheck.

D.  Death Benefit

1.       Any retirement compensations due to a teacher who has given the necessary notice and who has been employed in the system for fifteen (15) years but who dies prior to retirement shall be paid to the estate of said teacher.   Said payment shall be made within ninety (90) days of the final paycheck.

2.       In the event of the death of a teacher who has been employed in the QRSD for a period of fifteen years and is currently under contract with the district, compensation for accumulated sick leave shall be made to the estate of said teacher in the amount of $15 per day for each day of accumulated sick leave.   Said payment shall be made within ninety (90) days of the final paycheck.

E.  Life/Health Insurance Benefits (Retirement)

1.      Retired teaching personnel may choose to be covered under the Commonwealth of Massachusetts life and medical insurance programs.   Quabbin Regional School District will pay the percentage of payment on health and life insurance as is specified by state statute.

ARTICLE XVI - DURATION

A.    Subject to the reopening provision set forth below in Paragraph B, this Agreement shall become effective as of July 1, 2011, and will continue and remain in full force until June 30, 2014.

B.    This Agreement may be re-opened to discuss and negotiate any matters by mutual consent of both parties.   During such negotiations, this contract will remain in full force and effect.

C.    This Agreement is subject to changes mutually agreed upon.

This AGREEMENT shall be executed in two counterparts, each of which shall be deemed to be an original, and both of which, taken together, shall be deemed one and the same instrument.

IN WITNESS WHEREOF, the parties hereunto signed and sealed this Agreement and a duplicate thereof this ___ day of         in the year _____________________________  .

For                         QUABBIN REGIONAL SCHOOL DISTRICT COMMITTEE

____________________________________            ______ / ______ / ______

School Committee Chairperson                                                      Date

For                         QUABBIN REGIONAL TEACHERS ASSOCIATION

____________________________________            ______ / ______ / ______

QRTA President                                                                                                  Date

APPENDIX A -- TEACHER SALARY SCHEDULE

2011/2012 (FY12) Salary Schedule    1.50%

Old Step

New Step

B

B/15

B/30

M

M/15

M/30

M/45

M/60

D

1

-

X

X

X

X

X

X

X

X

X

2

1

43,042

44,154

44,693

45,272

46,383

47,490

48,609

49,722

51,149

3

2

44,333

45,478

46,033

46,630

47,775

48,914

50,067

51,214

52,684

4

3

45,663

46,843

47,414

48,029

49,208

50,382

51,569

52,750

54,264

5

4

47,033

48,248

48,837

49,469

50,684

51,893

53,116

54,333

55,892

6

5

48,444

49,695

50,302

50,954

52,205

53,450

54,709

55,963

57,569

7

6

49,898

51,186

51,811

52,482

53,771

55,053

56,351

57,642

59,296

8

7

51,394

52,722

53,365

54,057

55,384

56,705

58,041

59,371

61,075

9

8

52,936

54,303

54,966

55,678

57,045

58,406

59,782

61,152

62,907

10

9

54,524

55,933

56,615

57,349

58,757

60,158

61,576

62,987

64,794

11

10

56,160

57,611

58,314

59,069

60,520

61,963

63,423

64,876

66,738

12

11

57,845

59,339

60,063

60,841

62,335

63,822

65,326

66,823

68,740

13

12

59,580

61,119

61,865

62,666

64,205

65,737

67,286

68,827

70,802

14

13

61,368

62,953

63,721

64,546

66,131

67,709

69,304

70,892

72,926

15

14

63,209

64,841

65,633

66,483

68,115

69,740

71,383

73,019

75,114

16

15

65,105

66,786

67,602

68,477

70,159

71,832

73,525

75,209

77,368

17

16

67,058

68,790

69,630

70,532

72,264

73,987

75,731

77,466

79,689

2012/2013 (FY13) Salary Schedule

Step

B

B/15

B/30

M

M/15

M/30

M/45

M/60

D

1

43,688

44,816

45,363

45,951

47,079

48,202

49,338

50,468

51,916

2

44,998

46,160

46,724

47,329

48,491

49,648

50,818

51,982

53,474

3

46,348

47,545

48,126

48,749

49,946

51,137

52,342

53,542

55,078

4

47,739

48,972

49,569

50,212

51,444

52,672

53,913

55,148

56,730

5

49,171

50,441

51,057

51,718

52,988

54,252

55,530

56,802

58,432

6

50,646

51,954

52,588

53,269

54,577

55,879

57,196

58,506

60,185

7

52,165

53,513

54,166

54,867

56,215

57,556

58,912

60,262

61,991

8

53,730

55,118

55,791

56,514

57,901

59,282

60,679

62,069

63,851

9

55,342

56,772

57,465

58,209

59,638

61,061

62,499

63,931

65,766

10

57,003

58,475

59,188

59,955

61,427

62,893

64,374

65,849

67,739

11

58,713

60,229

60,964

61,754

63,270

64,779

66,306

67,825

69,771

12

60,474

62,036

62,793

63,606

65,168

66,723

68,295

69,860

71,864

13

62,288

63,897

64,677

65,515

67,123

68,724

70,344

71,955

74,020

14

64,157

65,814

66,617

67,480

69,137

70,786

72,454

74,114

76,241

15

66,082

67,788

68,616

69,504

71,211

72,910

74,628

76,338

78,528

16

68,064

69,822

70,674

71,590

73,347

75,097

76,866

78,628

80,884

2013/2014 (FY14) Salary Schedule    1.0%

Old Step

New Step

B

B/15

B/30

M

M/15

M/30

M/45

M/60

D

1

-

X

X

X

X

X

X

X

X

X

2

1

45,448

46,622

47,191

47,802

48,976

50,144

51,326

52,502

54,009

3

2

46,812

48,021

48,607

49,237

50,446

51,649

52,866

54,077

55,629

4

3

48,216

49,461

50,065

50,714

51,959

53,198

54,452

55,699

57,298

5

4

49,663

50,945

51,567

52,235

53,518

54,794

56,085

57,370

59,017

6

5

51,152

52,474

53,114

53,802

55,123

56,438

57,768

59,091

60,787

7

6

52,687

54,048

54,708

55,416

56,777

58,131

59,501

60,864

62,611

8

7

54,268

55,669

56,349

57,079

58,480

59,875

61,286

62,690

64,489

9

8

55,896

57,339

58,039

58,791

60,235

61,671

63,124

64,571

66,424

10

9

57,573

59,059

59,780

60,555

62,042

63,521

65,018

66,508

68,416

11

10

59,300

60,831

61,574

62,371

63,903

65,427

66,969

68,503

70,469

12

11

61,079

62,656

63,421

64,243

65,820

67,390

68,978

70,558

72,583

13

12

62,911

64,536

65,324

66,170

67,795

69,412

71,047

72,675

74,760

14

13

64,798

66,472

67,283

68,155

69,828

71,494

73,179

74,855

77,003

15

14

66,742

68,466

69,302

70,200

71,923

73,639

75,374

77,101

79,313

16

15

68,745

70,520

71,381

72,306

74,081

75,848

77,635

79,414

81,693

17

16

70,807

72,636

73,522

74,475

76,303

78,123

79,964

81,796

84,144

Longevity after ten (10) consecutive years of service = $750

Longevity after twenty (20) consecutive years of service = $1,000

Longevity after twenty-five (25) consecutive years of service = $1,500

APPENDIX B – SUPERVISORY STIPENDS AND DIFFERENTIALS

Department Heads*                                                           $1790 (BASE) + $284 per teacher/counselor supervised

Elementary Guidance Coordinator

Elementary Guidance Coordinator                              Travel stipend of $600 for the term of contract

**Elementary Intramurals Instructor                         $2000

K-12 Speech Supervisor                                                   Stipend of $2239   (Includes two additional work days) Travel stipend of $600

Media Director                                                                   High School Media Director will receive .10x regular salary based upon experience and professional preparation. Media Director will be required to work ten (10) additional days.

MCAS Alternate Assessment                                           $500 stipend

Music Director                                                                    Stipend of $1000 (in addition to his/her regular Department Head stipend)

 **Middle School/Elementary/Secondary                  See **

Teacher Leaders

MS/HS Scheduling Stipend                                              $10,790 stipend

Webmaster                                                                          $10,289 stipend

504 Plan Coordinator                                                       $500 stipend

* Department Head stipends (those paid per person) will be prorated for part-time staff members, e.g.,        • 100% for person teaching 4-6 periods in department

  50% for person teaching 3 periods in department

  17% for person teaching 1 period in department

**       Above positions without stipends previously negotiated will be subject to mutual agreement (compensation) to be negotiated by the QRTA, if the Superintendent of Schools deems such positions necessary.   Appointments will be made on a yearly basis.

APPENDIX C - ADVISORS STIPENDS SCHEDULE Contract period 7/1/2011 - 6/30/2014

HIGH SCHOOL

2010-2011

2011-2012

2012-2013

2013-2014

Position

base year

1.50%

1.50%

1.00%

Blue/Gold Key Advisor

792

803.88

815.94

824.1

Chinese Club Advisor

792

803.88

815.94

824.1

Classics Club Advisor (formerly Latin)

792

803.88

815.94

824.1

Drama Club Advisor

2,500.00

2,537.50

2,575.56

2,601.32

Drill Team Coach

792

803.88

815.94

824.1

Envirothon Coach (2)

1,318.00

1,337.77

1,357.84

1,371.41

Freshman Class Advisor

996

1,010.94

1,026.10

1,036.37

GSA Advisor

640

649.6

659.34

665.94

Greenhouse Manager

792

803.88

815.94

824.1

High School Band

2,548.00

2,586.22

2,625.01

2,651.26

High School Chorus

2,201.00

2,234.02

2,267.53

2,290.20

High School Orchestra

1,493.00

1,515.40

1,538.13

1,553.51

International Club (formerly French & Spanish)

792

803.88

815.94

824.1

Jets Club Advisor

792

803.88

815.94

824.1

Junior Class Advisor

1,318.00

1,337.77

1,357.84

1,371.41

LINKS Crew Advisor (added in FY09)

1,583.00

1,606.75

1,630.85

1,647.15

Marksmanship Advisor

792

803.88

815.94

824.1

Model Congress/UN Advisor

792

803.88

815.94

824.1

National Honor Society Advisor

1,318.00

1,337.77

1,357.84

1,371.41

SAT Coordinator

533

541

549.11

554.6

Senior Class Advisor

1,758.00

1,784.37

1,811.14

1,829.25

High School Publications

792

803.88

815.94

824.1

Sophomore Class Advisor

996

1,010.94

1,026.10

1,036.37

Student Government Advisor

1,583.00

1,606.75

1,630.85

1,647.15

Yearbook Advisor

3,995.00

4,054.93

4,115.75

4,156.91

SAAD Advisor

997

1,011.96

1,027.13

1,037.41

Poetry Club Advisor

792

803.88

815.94

824.1

Ski Club Advisor

500

507.5

515.11

520.26

Ultimate Frisbee Club Advisor

500

507.5

515.11

520.26

Sub-Total High School

35,489.00

36,021.34

36,561.66

36,927.27

 

MIDDLE SCHOOL

2010-2011

2011-2012

2012-2013

2013-2014

Position

base year

1.50%

1.50%

1.00%

Middle School Band 7th

1,493.00

1,515.40

1,538.13

1,553.51

Middle School Band 8th

1,493.00

1,515.40

1,538.13

1,553.51

Middle School Chorus

1,493.00

1,515.40

1,538.13

1,553.51

Middle School Orchestra

1,493.00

1,515.40

1,538.13

1,553.51

Middle School Store

792

803.88

815.94

824.1

Middle School Student Govt

1,583.00

1,606.75

1,630.85

1,647.15

Middle School Yearbook

1,700.00

1,725.50

1,751.38

1,768.90

National Jr Honor Society

881

894.22

907.63

916.7

Washington DC Advisor

1,066.00

1,081.99

1,098.22

1,109.20

Washington DC Bookkeeper

1,066.00

1,081.99

1,098.22

1,109.20

Sub-Total Middle School

13,060.00

13,255.90

13,454.74

13,589.29

TOTAL ADVISOR STIPENDS 2012-2014

48,549.00

49,277.24

50,016.39

50,516.56

Nature's Classroom (overnight experiences/$ night)

130

131.95

133.93

135.27

 

 

APPENDIX D - ATHLETIC COACHES SALARY SCHEDULE Contract period 7/1/2011 - 6/30/2014

HIGH SCHOOL

2010-2011

2011-2012

2012-2013

2013-2014

Sport

base year

1.50%

1.50%

1.00%

Baseball-Varsity

3,896.00

3,954.44

4,013.76

4,053.89

Baseball-JV

2,546.00

2,584.19

2,622.95

2,649.18

Basketball-Varsity Boys

4,665.00

4,734.98

4,806.00

4,854.06

Basketball-Varsity Girls

4,665.00

4,734.98

4,806.00

4,854.06

Basketball-JV Boys

2,799.00

2,840.99

2,883.60

2,912.44

Basketball-JV Girls

2,799.00

2,840.99

2,883.60

2,912.44

Cheerleading-Varsity

3,896.00

3,954.44

4,013.76

4,053.89

Cheerleading-Varsity Football

3,896.00

3,954.44

4,013.76

4,053.89

Cheerleading-JV

1,696.00

1,721.44

1,747.26

1,764.73

Cross Country-Boys

3,393.00

3,443.90

3,495.55

3,530.51

Cross Country-Girls

3,393.00

3,443.90

3,495.55

3,530.51

Field Hockey-Varsity

3,896.00

3,954.44

4,013.76

4,053.89

Field Hockey-JV

2,546.00

2,584.19

2,622.95

2,649.18

Football-Varsity

5,428.00

5,509.42

5,592.06

5,647.98

Football-Assistant Varsity

2,975.00

3,019.63

3,064.92

3,095.57

Football-JV

2,969.00

3,013.54

3,058.74

3,089.33

Football-Assistant JV

2,969.00

3,013.54

3,058.74

3,089.33

Golf-Boys

3,393.00

3,443.90

3,495.55

3,530.51

Golf-Girls

3,393.00

3,443.90

3,495.55

3,530.51

Indoor Track-Boys

3,053.00

3,098.80

3,145.28

3,176.73

Indoor Track-Girls

3,053.00

3,098.80

3,145.28

3,176.73

Soccer-Varsity Boys

3,896.00

3,954.44

4,013.76

4,053.89

Soccer-Varsity Girls

3,896.00

3,954.44

4,013.76

4,053.89

Soccer-JV Boys

2,546.00

2,584.19

2,622.95

2,649.18

Soccer-JV Girls

2,546.00

2,584.19

2,622.95

2,649.18

Softball-Varsity

3,896.00

3,954.44

4,013.76

4,053.89

Softball-JV

2,546.00

2,584.19

2,622.95

2,649.18

Tennis-Boys

3,393.00

3,443.90

3,495.55

3,530.51

Tennis-Girls

3,393.00

3,443.90

3,495.55

3,530.51

Track-Boys

3,393.00

3,443.90

3,495.55

3,530.51

Track-Girls

3,393.00

3,443.90

3,495.55

3,530.51

Wrestling-Varsity

4,665.00

4,734.98

4,806.00

4,854.06

Wrestling-JV

2,799.00

2,840.99

2,883.60

2,912.44

Sub-Total High School

111,681.00

113,356.22

115,056.56

116,207.12

 

MIDDLE SCHOOL

2010-2011

2011-2012

2012-2013

2013-2014

Sport

base year

1.50%

1.50%

1.00%

Baseball

2,036.00

2,066.54

2,097.54

2,118.51

Basketball-Boys

2,036.00

2,066.54

2,097.54

2,118.51

Basketball-Girls

2,036.00

2,066.54

2,097.54

2,118.51

Cross Country-Boys

2,036.00

2,066.54

2,097.54

2,118.51

Cross Country-Girls

2,036.00

2,066.54

2,097.54

2,118.51

Field Hockey

2,036.00

2,066.54

2,097.54

2,118.51

Soccer-Boys

2,036.00

2,066.54

2,097.54

2,118.51

Soccer-Girls

2,036.00

2,066.54

2,097.54

2,118.51

Softball

2,036.00

2,066.54

2,097.54

2,118.51

Track-Boys

2,036.00

2,066.54

2,097.54

2,118.51

Track-Girls

2,036.00

2,066.54

2,097.54

2,118.51

Wrestling

2,036.00

2,066.54

2,097.54

2,118.51

Sub-Total Middle School

24,432.00

24,798.48

25,170.46

25,422.16

TOTAL ATHLETIC SALARIES

136,113.00

138,154.70

140,227.02

141,629.29

Additional Experience Stipend = 2% x # of years of coaching x base salary (max 5 years)

APPENDIX E – EVALUATION PROCEDURES

(new procedure currently being developed by staff and administration)