Quaboag

Show detailed information about district and contract

DistrictQuaboag
Shared Contract District
Org Code7780000
Type of DistrictRegional K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2009
Expired Statusnegotiating
Superintendency Union
Regional HS Members
Vocational HS Members
CountyWorcester
ESE RegionCentral
Urban
Kind of Communityrural economic centers
Number of Schools3
Enrollment1452
Percent Low Income Students32
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Quaboag Regional

 

 

 

 

CONTRACT

between the

QUABOAG REGIONAL SCHOOL COMMITTEE

and the

QUABOAG EDUCATION ASSOCIATION, INC.

 

Warren - West Brookfield, Massachusetts

 

 

 

 

 

Effective:  September 1, 2006, through August 31, 2009

 


INTRODUCTION

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, this contract is made this first day of                                                   , by the Quaboag Regional School District Committee (hereinafter sometimes referred to as the Committee) and the Quaboag Education Association, Inc. (hereinafter sometimes referred to as the Association).

This contract covers wages, hours and other conditions of employment and it is agreed that no changes to this contract shall be made without prior negotiation with the Association.

It is agreed that all practices and policies in force at Quaboag Regional High School at the time of writing this contract shall continue to be in effect even though not specifically mentioned as a part of the contract.

 

MANAGEMENT RIGHTS

Except as abridged by an express provision of the Agreement, the School District retains all the rights, powers, responsibilities and authority it had prior to entering into this Agreement and reserves the right to exercise those rights in accordance with the law.  These shall include the right to:  direct and conduct the educational affairs of the District and its schools, programs and departments; direct and control all operations and services of the District and its schools; determine the organization, location, and the number of employees of the District and its schools; hire, appoint, and promote employees, including the determination of qualifications and requirements for the position or promotion; evaluate and determine the educational curriculum; schedule and cancel classes and courses; determine the level of student competency; institute technical changes or to revise processes, systems or equipment from time to time; increase, diminish, change or discontinue operations in whole or in part; assign or reassign duties and job tasks including the change of duties and job tasks from time to time; grant and schedule leaves; discipline, suspend, discharge or demote employees for lawful reason; layoff employees due to the lack of funds or of work or for any other lawful reason; relieve employees due to the incapacity to perform duties for any reason; make, amend and enforce reasonable rules, regulations and operating, administrative and safety procedures from time to time as the District deems necessary; determine the care, maintenance and operation of the equipment and property used for and on behalf of the District; determine employee classifications; alter, add to or eliminate existing equipment, facilities or programs; assign work sites, including the change of work sites from time to time; determine whether goods should be leased, contracted or purchased.

 

ARTICLE I
RECOGNITION

1.01          The Committee recognizes the Quaboag Education Association, Inc., an affiliate of the MTA and NEA, for the purposes of collective bargaining as the exclusive representative of a unit consisting of all full-time and regular part-time permanent professional teaching personnel of the Quaboag Regional School System, including guidance counselors, librarians, media specialists, school psychologists, special education team chairpersons, nurses, occupational therapists, physical therapists, speech therapists and excluding all full-time supervisory, managerial and confidential personnel such as the Superintendent, Assistant Superintendents, Principals, Assistant Principals, Director of Pupil Personnel Services, Supervisors of Special Education, Business Manager, physical therapy assistants, certified occupational therapist’s assistants and all other employees of the District.  It shall also exclude substitute teachers, tutors, and professional staff members employed by the school system as a contracted service.

1.02          Unless otherwise indicated, the employees in the above unit will be hereinafter referred to as the “teachers” and references to male teachers will include female teachers.

 

ARTICLE II
GRIEVANCE PROCEDURES

2.01          Definitions

A “grievance” is defined to mean a dispute involving the meaning, interpretation, or application of any provisions of this contract.

A “day” is defined to mean a school day during the school calendar year.  During the summer vacation, a day is defined to mean a calendar day.

2.02          Failure at any level of the procedure to present a grievance to the next level within the specified time limit shall be deemed to be a waiver of the grievance.

2.03          Class Grievance

If the Association and a Principal agree that a grievance may affect a group or class of teachers, it shall be considered a class grievance, and the Association may submit such grievance in writing to the Superintendent directly and the processing of such grievance shall commence at Level Two.  If the Association believes that a grievance may affect a group or class of teachers, but the Principal disagrees, then the grievance shall be submitted at Level One as a class grievance.  If the grievance is not disposed of to the satisfaction of the Association at Level One, it may be submitted by the Association as a class grievance at Level Two.

 

2.04          If a teacher shall present a grievance without representation by the Association, the Association shall be permitted to be heard at each level of the procedure under which the grievance shall be considered.

2.05          Any meeting with reference to Level One of the procedure shall be heard during non-school hours.  Any meeting with reference to Levels Two or Three shall be held during non-school hours unless in the determination of the Superintendent or the Committee, it is necessary to hold such a meeting during school hours.

2.06          No matter pertaining to a grievance shall be included in a teacher’s personnel file unless so requested by the teacher.

2.07          A teacher with a question which is a potential grievance shall first discuss such question with a member of the Professional Rights and Responsibilities Committee before entering the grievance procedure outlines in paragraph 2.08.

2.08          Level One

A teacher with a grievance shall, with or without representation by the Association, present the grievance in writing to his immediate supervisor and/or the Principal and the Association within ten (10) days from the day of the event upon which the grievance is based or the day of the Teacher’s first knowledge of the event. 

Level Two

If the grievance has not been disposed of to the satisfaction of the grievant at Level One within five (5) days after presentation of the grievance to the immediate supervisor and/or Principal, the grievance may be presented to the Superintendent within five (5) days after the expiration of such five (5) day period.  Within five (5) days after the receipt of the grievance, the Superintendent or his designee shall meet with the teacher and the President of the Association or the Grievance Officer of the Association, in an effort to settle the grievance.

 

Level Three

If the grievance has not been disposed of to the satisfaction of the grievant at Level Two within ten (10) days after the Level Two meeting, the teacher may, within five (5) days after the expiration of such ten (10) day period, notify the President of the Association or the Grievance Officer of the Association in writing of his desire to have a grievance presented to the Committee.  Within five (5) days following receipt of such notice the grievance may be presented to the Committee by the Association.  At its next regular Committee meeting or at a special meeting called for the purpose of considering the grievance, the Committee or its designated representative shall meet with the Association in an effort to settle the grievance.

 

Level Four

If the grievance has not been disposed of to the satisfaction of the Association at Level Three within ten (10) days after the Level Three meeting, and if the grievance shall involve the interpretation or the application of any provision of the Agreement, the Association may, by giving written notice to the Committee within the five (5) day period following the expiration of such ten (10) day period, present the grievance for arbitration.  The arbitrator shall be selected by agreement between the parties.  If the parties are unable to agree upon an arbitrator within thirty (30) days following the Level Three meeting, the grievance shall be submitted to the Commonwealth of Massachusetts, the Board of Conciliation and Arbitration, to be disposed of in accordance with its rules and regulations.  The arbitrator shall have no power to add to, subtract from, or modify any provisions of this contract and may only interpret such items and determine such issues as may be submitted to him/her by agreement of the parties.  In the event the parties cannot agree on a submission, the arbitrator shall determine the issue.  The expenses of such arbitration shall be equally shared by the Committee and the Association.  The award made, if within the arbitrator’s jurisdiction, shall be final and binding upon the Committee, the Association, and the teacher.

The arbitrator shall not render a decision contrary to state or federal law.  Either party shall have the right to have a transcript made of the proceedings, in which case the transcript shall be designated by the parties as the official record of the proceedings.  Both parties shall share the expense of providing a copy of the transcript to the arbitrator.  Grievances may be settled without precedent at any stage of this procedure.

The parties acknowledge that with respect to matters of appointment or disciplinary matters, the School Committee has no authority to reverse the decision of the Principal or Superintendent.  Accordingly, grievances pertaining to disciplinary matters may not be processed to Level Three, but may be processed directly to Level Four if not disposed of at Level Two within ten (10) days after the Level Two meeting, or within five (5) days after the expiration of such ten (10) day period by notice to the School Committee and Superintendent.

2.09          The failure of the employee’s Principal, the Superintendent, or the School Committee to respond to the grievance in writing within the appropriate time shall be considered a denial, and the employee or the Association may move the grievance to the next level of the procedure.  Only the District or the Association may move the matter to arbitration.

2.10          The time limits set forth in this Article may be extended by mutual agreement of the parties.

2.11          The District, through the School Committee or its designee, may also process grievances under the grievance and arbitration procedure.

 

ARTICLE III
SALARY SCHEDULES

The general purposes of the following salary schedules are (1) to attract and hold well qualified teachers, (2) promote stability, harmony, and high morale among the teachers, and (3) to offer incentive for continuous professional growth of teachers.

3.01          Teachers shall be placed by the District on the proper step on the salary schedule at the time of their employment and paid in full the amount designated for the particular step.

3.02          Professional Teacher Status

When a teacher is placed on professional teacher status, he will automatically be granted one hundred ($100) dollars annually in addition to the basic salary schedule.

3.03          All professional employees who are requested to work for a period of time in excess of the work year as defined in Section 4.01 shall be compensated for the additional duties.  The compensation shall be computed by taking 1/184 of their total pay for the previous school year on a per diem basis.  Total pay does not include pay for extra-curricular duties.

The Head Guidance Counselor and other guidance counselors may be required to work in excess of the school year as defined in Article 4.01 as Head Guidance Counselor or guidance counselor and compensated on a per diem basis as is outlined in the above paragraph.

3.04          Longevity Pay

A teacher will receive amounts according to the table below during each continuing year of service to be added to his basic salary.  The amounts listed below are not subject to general percentage increases granted by the Committee except for department heads as provided in 3.05.

YEARS COMPLETED TEACHING IN THE
QUABOAG REGIONAL SCHOOL DISTRICT

 

14-18 years

$  600

(Stipend for longevity begins in September of the fifteenth year in service)

19-23 years

$  800

24 and beyond

$1,000

 

The exception to the above years in service schedule applies to teachers from Warren and West Brookfield who are now with the Quaboag Regional School System.  Their time in service to Warren or West Brookfield is to be counted as time in the Quaboag Regional School System for the above article.

3.05          Department Head Salary Schedule

Department Heads of the major departments:  Social Studies; Mathematics, English; Science; Business Application and Industrial Technology; Health, Physical Education and Family and Consumer Science; Fine Arts and Foreign Language shall be paid an additional amount according to the following:

Any bargaining unit member appointed as a Department Head for a department of up to and including five (5) teachers, including the Department Head, shall receive a stipend of $3400 per academic year (to be prorated for partial year-appointments).[1]  Any Department Head so appointed for a department of more than five (5) teachers shall receive a stipend of an additional $250 per year for each additional teacher (to be prorated for partial-year appointments).  The stipend shall not change as a result of a temporary change in the size of the department, which shall be defined as a change for less than one-full semester.

A Department Head of a department of five (5) or more teachers, including the Department Head will be required to teach at most twenty (20) classes per week and receive limited supervisory duty at the discretion of the Principal. 

The $3400 stipend shall be increased by 3.73% in fiscal year 2008 and 3.25% in fiscal year 2009.  The additional stipend of $250 shall not be increased for the duration of the Agreement.

3.06          Salary level with respect to degree and hours will be determined by the status of the teacher on September first and February first each year.  Courses must be approved in writing by the Superintendent before they are taken and copies of transcripts must be submitted to the Superintendent’s Office upon successful completion of the courses in order for a teacher to move laterally across the existing salary schedule.  February advancement shall be at the rate of the new salary schedule for the remainder of the contract year.  In order to be eligible for advancement, the teacher must notify the Superintendent of such anticipated change by the first day of February in the school year which precedes the anticipated September or February advancement.

3.07          Teachers with Professional Teacher Status shall receive a lump sum payment equal to the cost of three (3) graduate credits at a member of the Massachusetts State College and University system after credits are awarded and after successful completion of a course.  Said course must be approved in writing in advance by the Superintendent.  If the approved course is filled, an alternative course must be approved within fifteen (15) days after registration for such course.  It is the intent of the Committee and the Association that the amount be adjusted on July first of each year, said change to be effective for that fiscal year.

Teachers enrolling in courses funded through grants, colleges and universities, or professional organizations, when no payment is required by the teacher, will not be eligible for payment under the provisions of this Article.  Teachers, who enroll in and successfully complete approved graduate level courses that require the teacher to make some monetary payment for tuition, will receive payment under this Article equivalent to the tuition payment that they were required to expend to enroll in the course.

Payment for courses shall not exceed two (2) courses per semester when school is in session nor more than three (3) courses during the contract year.  Teachers without Professional Teacher Status shall receive the above compensation for courses approved, as above, and taken while teaching in the Quaboag Regional School District, as soon as Professional Teacher Status in such School District has been achieved.

 

3.08          Professional Improvement Program

Faculty members must take one (1) course, approved by the Superintendent within fifteen (15) days before or after registration for such course, within two years of the completion of their last approved Professional Improvement Program course (3.08).  New teachers must complete an approved course within two (2) years of the date of employment (not hiring).  Failure to comply with this requirement could result in loss of salary increment in the next contract year.  The Superintendent may grant annual exemptions to the individuals in such instances but not limited to the following:  gasoline shortages, unusual school schedules (extended day), or lack of availability of suitable courses.  The Superintendent, having considered all these relevant circumstances, may accept professional improvement courses, projects, travel related to the teacher’s area of concentration or another field in which the teacher has filed a plan, with the Superintendent’s office, to obtain certification.  Courses in school administration or a course not necessarily in the teacher’s own field that will contribute to the teacher’s ability to function effectively in the classroom may be accepted as fulfillment of this requirement both for annual and degree increments.

 

All applications for course approval shall be submitted to the Superintendent.

 

Faculty members at the maximum step for degree level and on or above the Master’s +15 (Bachelor’s +45) salary schedules are exempt from this provision after six (6) years of continuous service.

 

3.09          Teachers shall be paid in their choice of 21 or 26 equal payments each school year.  Such payments shall begin in the month of September and continue biweekly for either 21 or 26 payments as chosen by the teacher.

(A)                         Payment will be made for seasonal extra-curricular activities in a lump sum at the conclusion of the season.  Payment for extra-curricular activities which occur the full school year in duration may be made at the teacher’s option in equal payments throughout the school year or in a lump sum following the completion of the activity.

(B)             Teachers who request in writing on or before May 1 of the school year through the Superintendent, may receive the remainder of their earned or accrued pay in a lump sum by June 30 provided the teacher’s duties for the year have been completed.

(C)             A unit employee shall be allowed to have his/her paycheck deposited electronically to a bank of his/her choice.

(D)             Pursuant to the Internal Revenue Code, Section 125, the District will establish a Health Care Flexible Spending Account Plan (FSA) and a Dependent Care Account Plan (DCAP) to which eligible employees may contribute through direct withholding from their paychecks.

(E)              Pursuant to all applicable state and federal laws and regulations, employee contributions to the group insurance plan will be made in pretax dollars.

3.10          Mileage will be paid to teachers on official business, approved in advance by the Superintendent, at a rate consistent with that allowed for business mileage on Internal Revenue Service Form 2106, plus tolls.  Said rate shall be adjusted on January 1st each year to remain current with I.R.S. policy, said adjustment to be effective the following fiscal year.

3.11          Teachers shall be reimbursed for approved travel and course costs within sixty (60) days after submission of receipts, subject to other conditions of this contract.

3.12          Intramurals:  The number as determined by the Athletic Director and approved by the School Committee.

Driver Education:  The number of classes as approved by the Superintendent of Schools.

 

Clubs:  The number determined by the Administration and the School Committee.  Any additional programs will be determined by the Administration in each case.

 

3.13          Extra-Curricular Duties Salary Schedule

 

2006-2007

2007-2008

2008-2009

Athletic Director

$6,087

$6,314

$6,519

Boys' Athletics

 

 

 

Soccer Head Coach

$2,927

$3,036

$3,135

Soccer Asst. Coach (JV)

$1,989

$2,063

$2,130

Soccer Middle School

$1,989

$2,063

$2,130

Basketball Head Coach

$3,980

$4,129

$4,263

Basketball Asst. Coach (JV)

$2,458

$2,549

$2,632

Basketball Asst. Coach (Middle School)

$1,989

$2,063

$2,130

Baseball Head Coach

$3,276

$3,398

$3,509

Baseball Asst. Coach (JV)

$2,104

$2,183

$2,254

X-Country Head Coach

$2,458

$2,549

$2,632

X-Country Asst. Coach (Middle School)

$1,462

$1,517

$1,566

Girls' Athletics

 

 

 

Field Hockey Head Coach

$2,929

$3,039

$3,137

Field Hockey Asst. Coach (JV)

$1,989

$2,063

$2,130

Soccer Head Coach

$2,927

$3,036

$3,135

Soccer Asst. Coach (JV)

$1,989

$2,063

$2,130

Soccer Middle School

$1,989

$2,063

$2,130

Basketball Head Coach

$3,980

$4,129

$4,263

Basketball Asst. Coach (JV)

$2,458

$2,549

$2,632

Basketball Asst. Coach (Middle School)

$1,989

$2,063

$2,130

Softball Head Coach

$3,276

$3,398

$3,509

Softball Asst. Coach (JV)

$2,104

$2,183

$2,254

X-Country Head Coach

$2,458

$2,549

$2,632

X-Country Asst. Coach (Middle School)

$1,462

$1,517

$1,566

Other Athletics

 

 

 

Tennis Head Coach

$2,691

$2,792

$2,883

Golf Head Coach

$2,104

$2,183

$2,254

Cheerleading (Varsity & JV)

$1,641

$1,702

$1,758

Boys Elem. Basketball Head Coach

$936

$971

$1,002

Boys Elem. Basketball Asst. Coach

$727

$754

$779

Girls Elem. Basketball Head Coach

$936

$971

$1,002

Girls Elem. Basketball Asst. Coach

$727

$754

$779

Student Advisory

 

 

 

Intramurals*

$1,971

$2,045

$2,111

Literary Magazine/School Paper/ Issue

$192

$199

$205

     Maximum

$1,534

$1,592

$1,643

Yearbook Advisor

$2,411

$2,500

$2,582

Driver Ed. Instr. Classroom/session

$765

$794

$819

Driver Ed. Director

$1,097

$1,138

$1,175

Driver Ed. On the Road/per student**

$133

$138

$143

Clubs (# determined by Admin.)

$876

$909

$938

National Honor Society

$1,022

$1,060

$1,094

Senior Class Head Advisor

$1,207

$1,252

$1,293

Grade 11 Head Advisor

$765

$794

$819

Grade 9 & 10 Head Advisor

$547

$567

$586

Grade 7 & 8 Head Advisor

$438

$454

$469

Student Council Advisor

$1,424

$1,477

$1,525

Faculty Manager (Student Act.)

$4,384

$4,548

$4,695

Cougars on the Air/per show

$97

$101

$104

     Maximum (9 shows)

$877

$910

$940

Junior/Senior Band

$1,971

$2,045

$2,111

Junior/Senior Chorus

$1,754

$1,820

$1,879

Drama Advisor

$1,207

$1,252

$1,293

One-Act Plays (4 positions)

$1,754

$1,820

$1,879

Assembly Director

$1,097

$1,138

$1,175

Health Coordinator

$1,028

$1,066

$1,100

Peer Leadership Coordinator

$876

$909

$939

 

*          Intramurals:  2 positions/8 wks; others at $40/week as determined by A.D.

            and approved by S.C.

 

**        Driver Education maximum of 45 students per year

 

Middle School and Senior High School coaches who have performed the same task for a minimum of three years at Quaboag Regional High School will receive two hundred ($200) dollars annually in addition to the salary specified in the extra-curricular salary schedule.  Elementary school coaches who have performed the same task for a minimum of three years at Warren Community Elementary School or West Brookfield Elementary School will receive seventy-five ($75) dollars annually in addition to the salary specified in the extra-curricular salary schedule.

 

Effective September 1, 1990, the extra-curricular schedule will increase at the same percentage as the teacher’s salary schedule.

 

If financial constraints result in the layoff of teachers, positions in this section may be filled by volunteers.  The money saved will be used to save teaching positions.

 

3.14          Pay for Chapter 766 Meetings

Teachers who participate in “Team Evaluation Meetings” in accordance with Chapter 766 of the General Laws, when those evaluations take place outside regular school hours, where this is defined as one hour and thirty minutes after the last class of the school day for that teacher, evenings and weekends; shall be paid at the rate of twenty ($20.00) dollars per hour to be paid for the actual duration of such meetings.  Travel pay, as per Article 3.10, shall be also paid for teachers participating in these meetings and the Special Education Administration shall be responsible for the accurate completion of said forms.

 

3.15          All full-time and regular part-time professional teaching personnel who had been first hired by the Quaboag Regional School District as full-time and regular part-time professional teaching personnel prior to September 1, 1989, will be allowed to progress both laterally and/or vertically on the salary schedule as it existed prior to September 1, 1986 (note parentheses around categories in salary schedule on basic salary schedule), with appropriate negotiated salary increases and increments added annually to reflect negotiated increases between the Quaboag Regional School Committee and the Quaboag Education Association, Inc. for teachers’ salaries.

It is the intent of the Committee and the Association that this clause will continue in force with each new negotiated contract. (See pages 10, 11 and 12)

Quaboag Regional School District Teacher Salary Schedule

Effective September 1, 2006

 

 

 

 

 

 

 

 

 

 

BACH.

BACH.+15

MASTERS/

MAST.+15/

MAST.+30/

PH.D/

 

 

 

 

BACH.+30

(BACH.+45)

(BACH.+60)

MAST.+45

Step 1 Exp. 0

$35,097

$35,921

$37,044

$38,285

$39,409

$40,461

Step 2 Exp. 1

$36,289

$37,271

$38,505

$39,743

$40,870

$41,926

Step 3 Exp. 2

$37,890

$38,872

$40,070

$41,309

$42,435

$43,491

Step 4 Exp. 3

$39,490

$40,472

$41,636

$42,874

$44,000

$45,057

Step 5 Exp. 4

$41,090

$42,072

$43,202

$44,440

$45,565

$46,623

Step 6 Exp. 5

$42,691

$43,672

$44,767

$46,005

$47,131

$48,188

Step 7 Exp. 6

$44,291

$45,273

$46,333

$47,571

$48,696

$49,754

Step 8 Exp. 7

$45,892

$46,873

$47,899

$49,136

$50,261

$51,319

Step 9 Exp. 8

$47,492

$48,473

$49,464

$50,702

$51,826

$52,885

Step 10 Exp. 9

$49,093

$50,074

$51,030

$52,267

$53,392

$54,451

Step 11 Exp. 10

$50,693

$51,674

$52,596

$53,833

$54,957

$56,016

Step 12 Exp. 11

$52,293

$53,274

$54,161

$55,398

$56,522

$57,582

Step 13 Exp. 12

$52,816

$54,875

$55,727

$56,964

$58,087

$59,148

Step 14 Exp. 13

$53,344

$55,423

$57,293

$58,529

$59,653

$60,713

Step 15 Exp. 14

$53,878

$55,978

$58,243

$59,478

$60,602

$61,667

 

 

Quaboag Regional School District Teacher Salary Schedule

Effective September 1, 2007

 

 

 

 

 

 

 

 

 

 

BACH.

BACH.+15

MASTERS/

MAST.+15/

MAST.+30/

PH.D/

 

 

 

 

BACH.+30

(BACH.+45)

(BACH.+60)

MAST.+45

Step 1 Exp. 0

$35,497

$36,321

$37,444

$38,685

$39,809

$40,861

Step 2 Exp. 1

$36,392

$37,356

$38,574

$39,812

$40,939

$41,995

Step 3 Exp. 2

$38,192

$39,163

$40,350

$41,589

$42,715

$43,771

Step 4 Exp. 3

$39,992

$40,969

$42,126

$43,365

$44,491

$45,547

Step 5 Exp. 4

$41,792

$42,775

$43,903

$45,141

$46,266

$47,324

Step 6 Exp. 5

$43,591

$44,582

$45,679

$46,917

$48,042

$49,100

Step 7 Exp. 6

$45,391

$46,388

$47,456

$48,694

$49,818

$50,876

Step 8 Exp. 7

$47,191

$48,194

$49,232

$50,470

$51,594

$52,653

Step 9 Exp. 8

$48,990

$50,001

$51,008

$52,246

$53,370

$54,429

Step 10 Exp. 9

$50,790

$51,807

$52,785

$54,022

$55,146

$56,205

Step 11 Exp. 10

$52,590

$53,614

$54,561

$55,798

$56,922

$57,982

Step 12 Exp. 11

$54,390

$55,420

$56,338

$57,575

$58,698

$59,758

Step 13 Exp. 12

$55,069

$57,226

$58,114

$59,351

$60,474

$61,534

Step 14 Exp. 13

$55,758

$57,942

$59,890

$61,127

$62,250

$63,311

Step 15 Exp. 14

$56,455

$58,666

$61,243

$62,478

$63,602

$64,667

 

 

Quaboag Regional School District Teacher Salary Schedule

Effective September 1, 2008

 

 

 

 

 

 

 

 

 

 

BACH.

BACH.+15

MASTERS/

MAST.+15/

MAST.+30/

PH.D/

 

 

 

 

BACH.+30

(BACH.+45)

(BACH.+60)

MAST.+45

Step 1 Exp. 0

$36,651

$37,502

$38,661

$39,942

$41,103

$42,189

Step 2 Exp. 1

$37,575

$38,570

$39,827

$41,106

$42,269

$43,360

Step 3 Exp. 2

$39,433

$40,436

$41,661

$42,940

$44,103

$45,194

Step 4 Exp. 3

$41,292

$42,301

$43,496

$44,774

$45,936

$47,028

Step 5 Exp. 4

$43,150

$44,166

$45,330

$46,608

$47,770

$48,862

Step 6 Exp. 5

$45,008

$46,031

$47,164

$48,442

$49,604

$50,696

Step 7 Exp. 6

$46,866

$47,896

$48,998

$50,276

$51,438

$52,530

Step 8 Exp. 7

$48,724

$49,761

$50,832

$52,110

$53,271

$54,364

Step 9 Exp. 8

$50,583

$51,626

$52,666

$53,944

$55,105

$56,198

Step 10 Exp. 9

$52,441

$53,491

$54,500

$55,778

$56,939

$58,032

Step 11 Exp. 10

$54,299

$55,356

$56,334

$57,612

$58,772

$59,866

Step 12 Exp. 11

$56,157

$57,221

$58,169

$59,446

$60,606

$61,700

Step 13 Exp. 12

$56,859

$59,086

$60,003

$61,280

$62,440

$63,534

Step 14 Exp. 13

$57,570

$59,825

$61,837

$63,114

$64,273

$65,368

Step 15 Exp. 14

$58,290

$60,572

$63,233

$64,508

$65,669

$66,769

 

3.16          Pre-Referral Teams

Pre-Referral Teams that support teachers and students by providing opportunities for interventions and accommodations for children with academic and behavioral problems, as well as special education children with problems not addressed in their Individualized Education Plan, may be established in the Regional School District.  The size of the Team(s) will be determined by the Superintendent.  Membership will be appointed by the Building Principal in consultation with the Administrator of Special Education.  Participation on the Team will be voluntary.  The stipend for the Team Chairperson in each school will be $500 and each member of the Team will receive $400.

 

3.17          Middle School Team Leader

Each Middle School Team Leader, one each for grades 7 and 8, annually appointed by the Principal, shall receive a stipend of $500 for assuming the leadership role of the team, as determined by the Principal.  Participation in the position of Middle Team Leader shall be voluntary.

 

ARTICLE IV
TEACHING HOURS AND TEACHING LOAD

The Committee and the Association recognize and agree that the teachers’ professional responsibility to their students and their profession entails the performance of duties and the expenditure of time well beyond the normal working day, but that the teachers are entitled to regular time and work schedules on which they can rely and which will be fairly and evenly maintained throughout the school system.

 

Therefore, without prejudice to voluntary professional service above and beyond requirements as aftersaid, the following schedules shall be adopted.

 

4.01          Beginning with the 1997-1998 school calendar, the work year for teachers may start as early as the Tuesday prior to Labor Day, and Wednesday, Thursday, and Friday of the week will also be included in the required 184 days of the school year.  Notwithstanding Section 3.03, new teachers will not receive pay for their orientation.

Three (3) days will be used for the professional development of the teaching staff, and will not be days when students are in attendance at school.  Those days will be scheduled by the Superintendent of Schools.

 

The Superintendent will submit a proposed school calendar for the following school year to the QEA for their review and comment by February 1.  At a March meeting of the School Committee, a calendar will be adopted for the next school year.  Once adopted by the Committee, the calendar may be amended for educational considerations, except for the dates established for vacation periods in February and April, unless by mutual agreement of the Committee and the Association.

 

The following shall pertain to teaching assignments at Quaboag Regional High School

 

4.02          The work day shall begin ten (10) minutes before the beginning of the school day and end thirty (30) minutes after pupil dismissal.  In no event shall the work day for teachers exceed seven hours and eight (7:08) minutes.  Three (3) days a week (Friday and two other days approved by the Principal) and on days prior to a holiday, the end of the work day shall coincide with student dismissal.  Exception:  (1) teachers assigned to morning hall duty shall begin their supervision twenty (20) minutes prior to the beginning of the first period, and (2) on mid-year and final exam days, teachers are to remain thirty (30) minutes after pupil dismissal, and (3) the teacher assigned to office detention may be required to stay for up to an hour after student dismissal.

4.03          During the course of the day, a teacher shall not be required to teach more than five (5) periods or its equivalent in time, with one (1) period or its equivalent in time set aside for a preparation period  and one (1) period or its equivalent in time set aside for supervisory assignments or team planning (middle school).  Teachers, who by mutual written agreement accept an additional class or laboratory class, shall not be assigned supervisory duties on such days.  At all other times, supervisory duty will be assigned equitably.

4.04          Department Heads shall not be required to teach more than four periods per day in order to attend to departmental duties.

4.05          (A)       Teachers may be required to remain after the end of the regular work day without additional compensation for up to one and a half hours one day each week for one of the following reasons*:

(1)        Meetings authorized or called by the Superintendent or Principal

(2)        A meeting called by the Department Head

(3)        Curricular meetings

 

*  Meetings take precedence in the order in which they appear.

 

Teachers may be required to attend two (2) evening meetings each year.  When an evening meeting is scheduled, teacher dismissal will coincide with student dismissal with the following exception:

 

In the event that an early release day authorized by the Committee coincides with a scheduled evening meeting, teachers may be required to remain after students are dismissed until the normal student dismissal time.

 

(B)       Teachers will remain after school for a period of one and a half hours each day at the request of the Principal to meet with the visiting committee evaluating QRHS on behalf of the New England Association of Schools and Colleges.  This will be limited to a maximum of three (3) days.

 

4.06          In the course of a day, each teacher shall have a maximum of four (4) preparations, although each teacher shall teach five (5) periods per day or its equivalent in time, except as provided in 4.03 and 4.04.

The following shall pertain to teaching assignments at the Elementary Schools in the Quaboag Regional School District:

 

4.07          The work day of teachers shall begin fifteen (15) minutes before the beginning of the school day for the students.  Teachers shall remain in the school for fifteen (15) minutes after the dismissal of the students at the end of the work day.  In no event shall the work day for teachers exceed six (6) hours and forty-five (45) minutes.  One day a week (Friday) and on days prior to a holiday, the end of the work day shall coincide with student dismissal.  It is agreed that teachers will make themselves available beyond the normal work day and as necessary to meet with students and/or parents and to fulfill such other professional responsibilities as their jobs may entail.

4.08          Teachers will not be required to attend more than three (3) evening functions per year, one of which will be Open House.  This time will not be used for chaperoning.  Such meetings shall not exceed two (2) hours in length.

4.09          Teachers will not be required to attend more than a total of three (3) meetings per month.  Said meetings shall not exceed a time greater than one (1) hour, said time to be in conjunction with and not in addition to the fifteen (15) minute requirement.  Meetings 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.

(1)        Meetings authorized or called by the Superintendent or Principal

(2)        A meeting called by the Department Head

(3)        Curricular meetings

*  Meetings take precedence in the order in which they appear.

 

4.10          A teacher will not be required to remain in the classroom when a special teacher is conducting his class unless it is decided by the teacher that follow-up procedures necessitate observation and this will be by mutual agreement of the teachers involved.  If a specialist is absent from school, every effort will be made to get a substitute for the specialist.

4.11          All teachers assigned to the elementary schools, including specialists and special education teachers, shall receive one hundred twenty (120) minutes per week of duty-free preparation time provided that no preparation period shall be shorter than thirty (30) consecutive minutes and shall be provided further with thirty (30) consecutive minutes of duty free lunch period daily. The District acknowledges it has no present intent to reduce the amount of prep time currently offered, which is one hundred fifty (150) minutes per week.

4.12          All duties in the Elementary Schools shall be assigned on an equitable rotating basis.  Lunch duties will not be assigned to classroom teachers.

4.13          No teacher shall be required to perform duties regularly assigned to custodians.

4.14          The Committee recognizes the importance of class size and agrees to maintain an average class size of twenty-five (25) to the extent possible.  In the event that any class size exceeds thirty (30) during the month of September, or exceeds that number by ten (10%) percent during the months of October through March, a half-time certified teacher shall be added or the class shall be divided into two (2) sections; this decision to be at the discretion of the Superintendent and Principal after consultation with the appropriate classroom teacher(s).  A teacher shall not be required to teach pupils from more than one grade at a time in the same classroom (mixed grades in one room) on a regular basis.  However, for the purpose of facets of the continuous progress program, the Association agrees to the placement of selected pupils in classrooms other than their regular grade for instructional purposes.  Regularly scheduled activities, such as chorus and band, are exempted under this provision.

Sections 4.15 and 4.16 shall pertain to the High School and the Elementary Schools in the Quaboag Regional School District

 

4.15            In-Service/Educational Conference Times

(A)             In-service training programs shall be conducted regularly on a released time basis within the school day with the approval of the School Committee, and will not normally exceed one and one-half (1 ½) hours beyond the regularly scheduled closing time of the school day unless such day is a Friday, in which case the end of the program will coincide with the end of the students’ day at Quaboag Regional Middle/High School.  Consideration will be given to teacher proposals for programs to be held on such days.

(B)             At least once each school year, the Superintendent or his designee may allow early student dismissal for undisturbed time for teachers to conduct parent conferences.

4.16          Professional Regular Part-Time Employees Pay

Regular part-time professional employees (Section 1.01) shall be defined as those who do not comply with Sections 4.02, 4.03, 4.06, or 4.07 as to the length or their work day or work week.  Salary adjustments shall be made by pro-rating the salary of a full-time employee with the equivalent experience and degree status from the basic salary schedule to the proportion of a full-time position actually performed by the regular part-time professional employee.  Fringe benefits other than insurance items in Section 15.01 shall also be pro-rated.  Persons employed by the Quaboag Regional School District shall have this provision apply only to that portion of their salary paid by the Regional School District.

 

ARTICLE V
NON-TEACHING DUTIES

The Committee and the Association acknowledge that a teacher’s primary responsibility is to teach and that his energies should to the extent possible, be utilized to this end.  Therefore, they agree as follows:

 

5.01          Teachers will not be required, except in emergencies, to perform the following duties:

(A)       Health services, such as administering eye or ear examinations, weighing and measuring pupils.

(B)       Collecting money from students for non-educational purposes.

(C)              Keep attendance registers.

(D)             In the high school, prepare report cards prior to their being marked.  In the elementary school, prepare report cards prior to their being marked when clerical staff is available to prepare the cards.

 

5.02          Teachers will not be required to drive pupils to activities which take place away from the school building.  Teachers may do so voluntarily, however, with the advance approval of their Principal of immediate supervisor.

 

ARTICLE VI
TEACHING ASSIGNMENTS

6.01          In order to assure that pupils are taught by teachers working within their areas of certification, teachers shall not be assigned to subjects and/or grades or other classes outside the scope of their area of certification except to the extent permitted by law.

6.02          High school teachers shall be notified in writing of any changes in their programs and schedules for the ensuing school year, including grades and/or subjects they will teach and any unusual classes or assignments that they will have, as soon as practicable but not later than July 30.  Elementary teachers shall be notified in writing of any changes in their programs and scheduled for the ensuing year, including grades and/or subjects they will teach and any unusual classes or assignments that they will have, as soon as practicable but not later than one week prior to the close of school.  There will be no mass changes in assignments during the month of August.  In case of a resignation, accident, or illness during the month of August, those teachers whose assignments are affected shall be notified in writing.

 

ARTICLE VII
TEACHING TRANSFERS AND LAYOFFS

7.01          Teachers who desire a change in school building, grade and/or subject assignment shall file a written statement of such desire with the Superintendent not later than April 15.

In the determination of assignments and transfers, the convenience and wishes of the individual teacher shall be honored to the extent that those considerations do not conflict with the instructional requirements and the best interests of the school system and the pupils as determined by the Superintendent.

 

An involuntary transfer will be made only after a meeting between the teacher involved and the Superintendent or his designee, at which time the teacher will be notified in writing of the reasons for the transfer.  In the event of a transfer, a teacher will retain all seniority.

 

Teacher assignments, transfers, and layoffs shall be made on the basis of competency and seniority.

 

7.02          Reduction in Force

(A)             The School Committee retains the right to reduce the number of teachers on its staff.  In determining the order in which staff shall be laid off within the separate groups of Professional Teacher Status and Non-Professional Teacher Status, the Committee shall consider the following factors in laying off staff within an area of certification/licensure:

(1)        Seniority within a discipline.

 

(2)        In making layoffs within a discipline, the most junior person within the discipline shall be laid off except in cases where incompetency can be proved as grounds for dismissing a teacher with greater seniority.

 

DISCIPLINE CATEGORIES SHALL INCLUDE:

 

1.         ELEMENTARY SCHOOLS

2.         SECONDARY SCHOOL

a.  English

b.  Science

c.  Mathematics

d.  Social Studies

e.  Foreign Language

f.  Business

g.  Art

h.  Music

i.  Industrial Arts

j.  Home Economics

k.  Physical Education

l.  Guidance

m. Librarians

n.  Special Education

 

(B)              A teacher in the elementary schools with Professional Teacher Status shall not be laid off if there is a teacher without Professional Teacher Status in the elementary school whose position the teacher with Professional Teacher Status is qualified and certified to fill.  A teacher in the secondary school with Professional Teacher Status shall not be laid off if there is a teacher without Professional Teacher Status in the secondary school whose position the teacher with Professional Teacher Status is qualified and certified to fill.

(C)              Seniority means a teacher’s length of continuous uninterrupted service in work days commencing with the first date of employment (not hiring) as a full-time teacher on a paid basis in the Quaboag Regional School District.  Teachers employed in the Warren and West Brookfield Elementary Schools as of July 1, 1988, shall have their continuous uninterrupted service in work days commencing with the first date of employment (not hiring) as a full-time teacher on a paid basis in the Warren and West Brookfield Elementary School Districts counted toward seniority in the Quaboag Regional School District.  Teachers at Quaboag Regional High School who were employed at Warren High School as of June 30, 1968, shall have their continuous uninterrupted service in work days commencing with the first date of employment (not hiring) as a full-time teacher on a paid basis at Warren High School counted toward seniority in the Quaboag Regional School District.

Any leave of absence with the exception of Professional, Conference, Bereavement, Jury Duty, and Administrative Leave shall be construed to be non-active service and will not be included in determining the total length of service except as required by law.  However, such leaves will not be construed to break active service, and seniority will mean the total work days preceding the leave, added to the total number of work days after resuming active duty after the leave of absence.

 

Beginning with the school year 1993-1994, part-time teachers in the Quaboag Regional School District shall have their continuous uninterrupted service in work days commencing with the first date of employment (not hiring) counted toward seniority in Quaboag Regional School District.  Days will be counted in direct proportion to the days worked.

 

(D)             Recall Provisions

Teachers who are laid off under the provisions of this Article shall be entitled to recall rights for a period of two (2) years from the date of the lay off.  During said period, teachers shall be recalled to positions within the discipline categories in which they were previously employed in the inverse order in which they were laid off.

 

Employees on recall shall be notified by certified mail of any open positions in the discipline categories in which they were previously employed within the school system.  Each teacher shall provide to the Superintendent a mailing address no later than fifteen (15) calendar days after notification of termination.  Failure to apply for an open position on a full-time permanent basis within fourteen (14) calendar days of notification shall terminate all rights under this Article.  A seniority list will be given to each teacher and the Association on October 1st of each year.  Additionally, a list of all teachers on recall shall be given to the Association stating the discipline category in which they were formally employed and the order of their proposed recall.

 

(E)              Employees laid off under the provisions of this Article shall be given priority on the substitute teaching list during the recall if they so indicate to the Superintendent in writing.

(F)               Employees laid off may, to the extent permitted by law and at their own expense, continue group health and life insurance during the recall period.

(G)             A teacher will accrue seniority in the discipline category in which a majority of the teacher’s assignment is scheduled each year.  A teacher who has earned seniority in a discipline category other than that of his current assignment, may include or transfer seniority from the discipline category where he was previously assigned in the event that reduction in force is considered in the discipline category where he is currently assigned.

(H)             Seniority

A list specifying the seniority of each member of the bargaining unit shall be prepared by the Committee and forwarded to the President of the Association by the first day of school.  An updated list will be supplied to the Association by the first day of school each year thereafter.

 

Any member wishing to challenge the seniority list as posted must do so in accordance with Article II, Grievance Procedures within ten (10) working days after the seniority list is posted.

 

ARTICLE VIII
VACANCIES

All vacancies, should the District elect to fill them, shall be filled pursuant to the following procedures:

8.01          Such vacancies shall be adequately publicized by posting or otherwise effective notice as far in advance of the date of filling such vacancy as possible but in no event less than two (2) weeks in advance).  Notice of vacancies that develop after the first day of June shall be mailed to the President of the Association and Building Representative in addition to the usual posting.

8.02          Said notice shall clearly set forth the qualifications for the position and the approximate date the duties will begin.

8.03          Teachers who desire to apply for such vacancies shall file their applications in writing with the Superintendent within the time limit specified in the notice.

8.04          Such vacancy shall be filled on the basis of the candidate’s fitness for the vacant post, provided, however, that where two or more applicants are substantially equal in fitness, the applicant with the greatest amount of seniority in the Quaboag Regional School System shall be given preference.

 

ARTICLE IX
POSITIONS IN SUMMER SCHOOL, EVENING SCHOOL
AND UNDER FEDERAL PROGRAMS

9.01          All openings for summer school and evening school positions under Federal Programs will be adequately publicized by the Superintendent as early as possible and teachers who have applied for such positions will be notified of the action taken regarding their applications as early as possible.  Under normal circumstances, summer school and evening school openings will be publicized not later than the preceding April 1st and June 1st respectively and the teachers will be notified of the action taken not later than May 1st and September 1st respectively.

9.02          Positions in the Quaboag Regional School District summer school and evening school and positions under Federal Programs will to the extent possible be filled first by regularly appointed teachers in the Quaboag Regional School District.

9.03          In filling such positions, considerations will be given to a teacher’s area of competence, major and/or minor field of study, quality of teaching performance, attendance record, length of service in the Quaboag Regional School District, and in regard to summer school or evening school teaching experience.

 

ARTICLE X
TEACHER EVALUATION

10.01      All evaluation 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 and the evaluator will discuss such report with the teacher within the next ten (10) school days following such evaluations, except in the case of the evaluator’s or the teacher’s illness, but in every case, before such evaluation is presented to the attention of the Committee.

10.02      Teachers will have the right, upon advance written request, to review the contents of their personnel file.  Such requests shall be made during office hours and the teacher will be entitled to have a representative of the Association accompany him during such a review.  An administrator or his designee must be present during such a review.

10.03      No material relating to a teacher’s performance or non-performance of duties will be placed in a teacher’s personnel file or files by an administrator unless the teacher has had an opportunity to review the material.  The teacher will acknowledge that he has had the opportunity to review such material by affixing his signature to the copy to be filed with the express understanding that such signature in no way indicates agreement or disagreement with the contents thereof.  The teacher will also have the right to submit a written answer to such material and his answer shall be reviewed by the Superintendent or Principal and attached to the filed copy.  If the evaluator finds a teacher lacking, the teacher is to be handed a specific list of deficiencies, together with written suggestions as to the specific ways in which a teacher might improve.

10.04      A formal complaint regarding a teacher made to the Committee or the Administration will be promptly called to the attention of the teacher.

10.05      The Association recognizes the authority and responsibility of the Superintendent, Assistant Superintendent, Principal and Assistant Principal for disciplining or reprimanding a teacher for delinquency of professional performance.  However, the teacher will be entitled to have a representative of the Association present during any such meeting.

10.06      No teacher with professional teacher status will be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantages without just cause.

10.07      A Committee composed of three (3) teachers to be appointed by the Q.E.A., an elementary school principal, and the superintendent will meet during the 2006-2007 school year and every five years thereafter to review teacher evaluation instruments and make recommendations for revisions.

 

ARTICLE XI
TEACHER FACILITIES

11.01      Quaboag Regional High School will have the following facilities:

(A)       Space in each classroom in which the teacher may safely store instructional material and supplies.

(B)       Teacher work areas containing adequate equipment and supplies to aid in the preparation of instructional materials.

(C)       A preparation room for the exclusive use of the science teachers.

(D)       An appropriately furnished room to be reserved for the exclusive use of the staff as a faculty lounge and dining area.  Said room will be in addition to the aforementioned teacher work area and will have a functional telephone for incoming phone calls.

(E)       A serviceable desk and chair for each teacher.

(F)       A communication system so that teachers can communicate with the main building office from their classroom.

(G)       A well-lighted and clean men’s room and a well-lighted and clean women’s room.

(H)       An adequate portion of the parking lot at the school will be available for teacher parking.

 

11.02      Warren Community Elementary School and West Brookfield Elementary School will have the following facilities:

(A)             A system whereby teachers can effectively and expeditiously communicate with the main office, in the event of an emergency.

(B)              Space in each classroom provided in which teachers may safely store instructional materials and supplies wherever possible.

(C)              Teachers in the elementary schools will be provided, as space is available, with an appropriately furnished room to be reserved for the use of the teachers as a faculty lounge.  These rooms are to contain the following equipment and supplies:

1.         Electric duplicating machine

2.         Electric copier

3.         A primary and a regular typewriter or word processor with printer

4.                  Screens on windows

5.         Adequate electrical outlets to provide for this equipment

6.         A bulletin board for Association newsletters

7.         Suitable tables and chairs

(D)             Teachers will be provided with clean bathrooms completely separate from students’ bathrooms.

(E)              A functional telephone located in the teachers’ room for incoming phone calls.

(F)               An adequate portion of the parking lot at the school will be available for teacher parking wherever feasible.

 

ARTICLE XII
LEAVES WITH PAY

12.01      Sick Leave

(A)             Each teacher shall be granted sick leave with full pay up to fifteen (15) working days in each school year.  Unused sick leave shall be accumulated from year to year, so long as the teacher remains continuously in the service of the Committee, up to, but not in excess of one hundred fifty (150) working days unless increased by special action of the Committee.  Sick leave shall be used for personal illness and family (spouse, child, parent) illness requiring employee absence.  Prior to October 1st of each school year, each teacher shall be given a statement showing the number of days of accumulated sick leave to his credit, as of the beginning of the school year.

(B)              Teachers who are out ill for more than five (5) consecutive days may be requested to have a doctor’s certificate to verify the illness.  The right of the employer to meet with the employees and discuss sick leave usage for reasonable cause shall not be limited by the third paragraph of the introduction to this contract.

(C)              Any teacher who uses three or fewer sick days, excluding days donated to the Sick Leave Bank, in one school year shall receive a payment of $150.00 at the conclusion of that school year.

(D)             Sick Leave Bank

(1)      At the commencement of the 1989-1990 professional work year, a fund of days shall be established to be called a Sick Leave Bank.  The fund of days shall be established as follows:  During the first year of the Agreement, each teacher eligible for Sick Leave as per Article 12.01(A) shall donate one (1) day to the Sick Leave Bank within fifteen (15) days of the beginning of the school year.  Newly hired teachers in the District shall donate one (1) day to the Sick Leave Bank within fifteen (15) days of employment.  A teacher may, at his own discretion, contribute up to three (3) additional days during the 1989-1990 school year and in each following year to the Sick Leave Bank.  The maximum number of days accumulating in the Sick Leave Bank cannot exceed three (3) times the number of full-time teachers employed by the Regional School District.  A teacher shall be eligible to apply for the use of days from the Sick Leave Bank when he has exhausted his accumulated and current Sick Leave days.

The day or days contributed by a teacher to the Sick Leave Bank shall not count as days absent for the purpose of 12.01(C).

 

(2)      The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting of six (6) members:  a member of the School Committee appointed by the Chairman of the School Committee, the Superintendent or his designee, a School Building Principal appointed by the Superintendent, and three (3) members of the Association (one from each school building) appointed by the President of the Association.  The term of the Sick Leave Bank Committee shall be from October 1st through September 30th each year and such members shall be designated by the parties during September each year.  The duties of the Sick Leave Bank Committee shall include but not be limited to:

(a)      Establishing rules, regulations, and procedures to govern operation of the bank.
(b)      Approving or denying the application for use of Sick Leave Bank days in accordance with its established rules and regulations.  The decision of the Sick Leave Bank Committee shall not be subject to the Grievance Procedure.  Within ten (10) days following notification of a Sick Leave Bank Committee decision, an applicant or his representative may present an appeal in writing to the Sick Leave Bank Committee.  Such appeals shall consist of a request that the Sick Leave Bank Committee review its decision and shall present the applicant’s reasons for such a review.
(c)      When the number of days remaining in the Sick Leave Bank is less than the days requested by an applicant, the Sick Leave Bank Committee may request the School Committee to donate additional days to the Sick Leave Bank.

(3)      Any unused days remaining in the Sick Leave Bank at the end of a school year shall remain in the bank and shall accumulate from year to year to the established limit identified in 12.01 (D)(1).

(4)      The provisions of this section shall not apply to the normal illness due to pregnancy, child-birth, or the recuperation therefrom, except when such request is accompanied by a physician’s written certification that said teacher could not perform the duties appropriate to her position.

12.02      Bereavement Leave

(A)             A five (5) day leave shall be allowed without loss of pay for any period or periods of consecutive days immediately before or after the day of the funeral or funerals, in the event of death in the immediate family.  Immediate family is defined as spouse, child, parent, brother, sister, or any other person/relative living in the same household.

(B)             A three (3) day leave shall be allowed without loss of pay for any period or periods of consecutive days, immediately before or after the day of the funeral or funerals, in the event of the death of a grandparent, father-in-law, mother-in-law, brother-in-law, sister-in-law, daughter-in-law, son-in-law, niece, nephew or grandchild.

(C)              A teacher wishing to attend the funeral of an aunt or uncle shall be granted one (1) day leave with pay to take effect on the day of the funeral.

(D)             Additional days may be granted by the Superintendent.  Bereavement leave shall not accumulate from year to year.  Bereavement pay shall not be in addition to vacation or holiday pay.

(E)              If an employee is regularly scheduled to work fewer than five (5) days per week, said employee shall only be entitled to a prorated number of days of bereavement leave.

12.03      Professional Visitation Leave

Each teacher may request one (1) visiting day with the prior approval of the Building Principal to observe educational practices in an area related to their teaching assignment with pay to be non-accumulative.  Additional days may be provided at the discretion of the Superintendent.

 

12.04      Professional Conference Leave

Teachers, with the Building Principal and Superintendent’s permission, may be granted leave with pay to attend conferences, meetings, or to visit other schools for professional purposes.  An oral or written report, at the teacher’s discretion, may be required subsequent to the visit or conference leaves, in the above sections 12.03 and 12.04.

 

12.05      Participation in Professional Meetings; Conferences; Events

Teachers may agree, at the request of the Superintendent, Assistant Superintendent, Building Principal, or Assistant Principal, to represent a school or the School District through participation in professional meetings, conferences, or events during the school year.

 

12.06      Personal Leave

In addition to present or future Committee policies authorizing absences or leaves of absence, each teacher shall be entitled to two (2) days leave of absence, with pay, each year for personal, legal, business, household or family matters which require absence during school hours.  Application for such leave shall be made as far in advance as practicable and the applicant shall not be required to state the reason for taking such leave other than that he is taking it under this section.  Personal leave shall not be accumulative.

 

12.07      Sabbatical Leave

Desiring to reward professional performance and encourage independent research and achievement, sabbatical leaves and courses for teachers may be granted by the Superintendent for approved scholarly activities and programs whether or not carried on in an academic institution according to the following conditions:

 

(A)             No more than one (1) member of the teaching staff from each building will be absent on sabbatical leave at any one time.

(B)              Application for sabbatical leave commencing in September shall be submitted in writing to the Superintendent of Schools on or before February 15 and action must be taken on all such requests no later than April 1 of the school year preceding the September for which the sabbatical leave is requested.  In the event the requested leave would commence at mid-year, applications must be submitted in writing to the Superintendent on or before October 1 and action must be taken on all such requests no later than November 15 immediately prior to the effective date of the requested leave.

(C)              Sabbatical leave shall be granted only to teachers who have served for at least seven (7) years in the Quaboag Regional School District.  A second or third such leave shall not be authorized until a teacher shall have re-established eligibility by serving another period of seven (7) years after termination of his sabbatical leave.

(D)             In the event of multiple applications, the applications will be evaluated on, but not limited to, the following factors:

(1)      Educational value of the proposed project to the Quaboag Regional School District.

(2)      Length of service in the Quaboag Regional School District.

(E)              Each teacher on sabbatical leave shall receive from the School District fifty (50%) percent of the base salary and one hundred percent (100%) of related fringe benefits which he would have received if he had remained on active duty, provided that such pay when added to any supplementary financial consideration derived from the program shall not exceed the teacher’s full annual salary rate.

(F)               Return from such leave and the requirements thereof, shall be as provided in Chapter 71, Section 41a of the General Laws, except in cases of death, disability, or other circumstances beyond the control of the individual which will have to be documented to the satisfaction of the Superintendent.

(G)             Upon his return from sabbatical leave, a teacher shall be considered as having been actively employed in the system and all benefits to which he was entitled, including but not limited to, accumulated unused sick leave, shall be restored to him and he will be assigned to the same position which he held at the time said leave commenced.

(H)             An advisory committee of three (3) members of the Quaboag Education Association, Inc. shall serve with the Superintendent to assist in the following:

(1)      Matters related to the decisions relative to the recommendations for the awarding of sabbatical leaves which might assist the Superintendent.

(2)      If necessary, revisions of the Sabbatical Leave criteria.

(3)      As they arise, various other Sabbatical leave problems.

12.08      Jury Duty

A teacher will receive his regular rate of pay for any contract day served on jury duty.  The teacher will furnish to the school administration information with respect to contract days or portions of contract days for which the teacher served on jury duty and will remit to the Quaboag Regional School District the total amount of reimbursement which is received from the Commonwealth after the third day of jury duty in accordance with state statute.  As state statute provides that an individual may be eligible for one postponement as a matter of right for a period of not more than one year, and as it is in the best interest of the students enrolled in the Quaboag Regional School District to have their assigned teacher in the classroom, the Superintendent with notice to the teacher’s immediate supervisor and Building Principal will provide payment equal to the current substitute teacher pay rate per non-contract day for the first three (3) non-contract days a teacher serves on jury duty.

 

12.09      A unit member will receive his/her regular rate of pay for any contract day during which s/he is subpoenaed for a school-related issue (e.g., BSEA hearing).  School-related issues shall not include any matter pertaining to relations between the District and the Association (e.g., attendance at arbitration or similar hearings, participation in negotiations, participation in Association trainings.)  A copy of the subpoena must be submitted to the Administration.

 

LEAVES WITHOUT PAY

 

12.10      Leaves of Absence Benefits and Obligations

Leaves of absence without pay may be granted by the Superintendent for not more than one (1) school year.  All benefits to which a teacher was entitled at the time his leave of absence commenced, including unused accumulated sick leave, will be restored to him upon his return, and he will be assigned to the same position which he held at the time said leave commenced, if available, or if not, to a substantially equivalent position.  A teacher who has been granted a leave of absence by the Superintendent must notify the Superintendent, in writing, of his intention to return, prior to April 1 of the school year for which he has received the leave of absence.  Failure to inform the Superintendent of intent to return by April 1 shall be construed as intention not to return and will void the provisions of this policy.  The teacher will receive at most one full year’s credit on the salary schedule if the teacher teaches one half  (1/2) year or more during the school year that a leave is taken.

 

12.11      Maternity Leave

(A)             In accordance with Section 105D of Chapter 149 of the General Laws of the Commonwealth of Massachusetts, a female teacher is entitled to a maternity leave for at least eight (8) weeks.

(B)              A teacher who becomes pregnant may continue to teach until the teacher requests relief from her teaching duties based upon the written recommendation of the teacher’s attending physician.

(C)              A leave request should be processed through the office of the Superintendent at least two (2) weeks prior to the anticipated date of departure.

(D)             The teacher may return to her teaching duties upon presentation of a letter from the attending physician indicating that the teacher is capable of resuming her teaching duties.

(E)              The teacher will receive at most one (1) full year’s credit on the salary schedule if the teacher teaches one half (1/2) year or more during the school year that a maternity leave is taken.

12.12      Child Rearing Leave

(A)             A teacher may apply to the Superintendent for a leave of absence without pay for child rearing purposes.

(B)              Requests for a leave of absence without pay for child rearing purposes must be submitted to the Superintendent one (1) month prior to the anticipated date of departure.

(C)              A teacher may return earlier from said leave with the approval of the Superintendent.

(D)             The teacher will receive at most one (1) full year’s credit on the salary schedule if the teacher teaches one half (1/2) year or more during the year that the leave of absence without pay for child rearing purposes is taken.

(E)              Employees who adopt a child shall be entitled to take extended child care leave immediately after they receive the child provided that at least two (2) weeks written notice of intent to adopt has been given.

12.13      Military Leave

Military leave will be given in accordance with state and federal law.

 

12.14      Leave Extensions

All requests for extensions or renewals of leaves other than sick leave, will be applied for in writing and, if approved, granted in writing.

12.15      Family and Medical Leave Act

The District shall provide Family and Medical leave in accordance with the Family and Medical Leave Act of 1993 (FMLA) and the District’s FMLA Policy.  (See attached FMLA Policy).

12.16      Small Necessities Leave Act

The District shall provide Small Necessities Leave in accordance with the Massachusetts Small Necessities Leave Act, M.G.L. c. 149, §52D (SNLA) and the District’s SNLA Policy.  (See attached SNLA Policy).

 

ARTICLE XIII
RETIREMENT BENEFITS

13.01      Upon retirement on or after age 50 (but not resignation) and after fifteen (15) years of service to the District, a teacher will be paid for all accumulated unused sick days up to forty-five (45) days.  In addition, two (2) days shall be added for each additional year of service.

Effective September 1, 2006, an employee must provide written notice of his/her intent to retire to the Superintendent of Schools not later than the January 1 preceding the fiscal year in which the retirement benefit is to be paid.  Notice provided after January 1 shall be paid in the following fiscal year.  When there are unusual or extenuating circumstances, the Superintendent may waive the January 1 deadline.

13.02      Any sums payable under this section will be paid in a lump sum in July of the fiscal year following retirement, unless the retiree requests in writing that the lump sum be paid in the month of January after the July in which they could have received it.

13.03      Death Benefits

Any retirement compensations (Article 13.01) due to a teacher who has given necessary retirement 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.  Payment shall be made within ninety (90) days of the final paycheck.

 

ARTICLE XIV
PROTECTION

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

14.02      When a teacher is absent from school as a result of personal injury caused by accident or on an assault occurring in the course of his employment, he will be paid full salary (less the amount of any Workmen’s Compensation payment made for temporary total disability due to said injury) and no part of which shall be discharged to accumulated sick leave for one (1) year.  After one (1) year the teacher can use his own sick leave.

 

ARTICLE XV
INSURANCE AND ANNUITY PLAN

15.01      The parties acknowledge that the provision of health coverage benefits is at all times subject to the provisions of Massachusetts General Laws Chapter 32B.

15.02      The District shall contribute ninety-nine percent (99%) of a $4,000 term life insurance plan.

15.03      The District shall contribute seventy-five percent (75%) of the cost for dental coverage premiums with the employee contributing the remaining twenty-five percent (25%).

15.04      The District will contribute seventy-five percent (75%) toward HMO premiums with the employee contributing the remaining twenty-five percent (25%).  The plan(s) offered will provide coverage in areas that reflect the geographic mix of the employees.

15.05      Teachers will be eligible to participate in a 403B Annuity Plan established pursuant to United States Public Law No. 87-370.

15.06      The District shall have the right to change health care insurers, providers, plans, co-payments, benefits, physicians and/or hospital providers subject to bargaining with the Association over such benefits for employees.

15.07      For “married couples” (i.e., two bargaining unit employees who are married to each other) who have, prior to September 1, 2006, had the full amount of their health coverage premiums paid for by the District, the District and the employees shall, effective September 1, 2006, contribute toward the premium for the family plan at the rates established in Section 15.04.  The District shall provide such married couples with a stipend of $4300, less legally required withholdings and deductions, payable on (or before) June 30, 2007, June 30, 2008 and June 30, 2009, provided such married couples remain married and on a family plan offered by the District.  

Any employee who is, as of August 31, 2006, married to a retired bargaining unit employee and who had the full amount of their health coverage premiums paid for by the District prior to September 1, 2006, may accept the contribution rates established in Section 15.04, effective September 1, 2006, along with stipend provided for in the preceding paragraph; or, in the alternative, may obtain coverage through his/her retired spouse pursuant to the terms of the parties September 1, 2006 Side Letter of Agreement.  The terms of this paragraph shall not be interpreted to make the September 1, 2006 Side Letter of Agreement subject to the grievance procedure.

Couples who marry on or after September 1, 2006, or who become married couples as defined above on or after September 1, 2006, shall not be eligible for the stipend provided for in this Section 15.07. 

 

ARTICLE XVI
TEXTBOOKS

16.01      The Committee will provide enough books so that each pupil in the classroom has his own textbook.

16.02      The Committee solicits from the teachers, acting through the Principals and the Superintendent or his designee, recommendations for selection, changes, revision, and purchases of new textbooks.

16.03      In line with the above procedure, old texts shall be evaluated as obsolete and after being so marked, be disposed of.

 

ARTICLE XVII
PROFESSIONAL RESPONSIBILITIES

17.01      Teachers will report to work in neat and professional attire.

 

ARTICLE XVIII
GENERAL

18.01      There will be no reprisals of any kind taken against any teacher by reason of his membership in the Association.

18.02      Cost of printing this Agreement shall be borne equally by the District and the Association, and a copy given to each teacher.

18.03      If any provision of this Agreement or any applications 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 extend permitted by law, but all other provisions or applications will continue in full force and effect.

18.04      This Agreement constitutes Committee policy for the terms of said Agreement, and the Committee will carry out the commitments contained herein and give them full force and effect as Committee policy.  The Committee will amend its Administrative Regulations and take such other action as may be necessary in order to give full force and effect to the provisions of this Agreement.

18.05      During the term of this contract, the Association shall not cause or sponsor, and no teacher shall cause or participate in any strike or work stoppage as defined in Chapter 150E, Section 9A(a) as follows.  “No public employee or employee organization shall induce, encourage, or condone any strike, work stoppage, slowdown or withholding of services by such employees.”  If the Association disclaims in writing to the Committee responsibility for any act prohibited hereby, it shall not be liable in any way therefore.

18.06      When new teachers are hired, the President of the Association or his designee will be notified within ten (10) days of the date when an agreement to accept employment in the Regional School District has been returned to the District by the candidate.

18.07      The Quaboag Education Association, Inc. will have the right to use school district facilities for reasonable purposes, on reasonable notice, at reasonable times, with any costs consistent with the building use policy of the District.

18.08      No smoking will be allowed in any of the school buildings or on any property owned, leased, or occupied by the Quaboag Regional School District.

 

ARTICLE XIX
MENTOR TEACHING

19.01      Mentors shall be selected from among all qualified applicants by the Superintendent after consultation with the Mentor Coordinator and building principals.

19.02      Mentor teachers shall be required to meet with the teachers they are mentoring for one (1) day prior to the beginning of the school year.

19.03      No mentor shall be responsible for more than two (2) first year teachers nor three (3) total in a year.

19.04      Mentor teachers shall not evaluate the teachers assigned to them.

19.05      Mentors shall meet outside the school day or during released time set aside explicitly for mentoring meetings with each protégée as follows:

1.      First year teacher: a minimum of fifty (50) hours for the school year.

2.      Second year teacher in the District: a minimum of twenty-five (25) hours for the school year.

3.      Third year teacher in the District: a minimum of twenty (20) hours for the school year.

4.      There will be monthly meetings of all the mentors and protégées in the district.  Meetings shall be at least forty-five (45) minutes in length and shall include such topics as lesson planning, classroom management, assessment and test preparation, and the like.

5.      Mentors shall be provided with sufficient time during the school day to observe their protégées once per year.

 

19.06      The Mentor Coordinator shall be selected among qualified applicants by the Superintendent.

19.07      The Mentor Coordinator is responsible for the following:

§  Coordinating with the Superintendent as to the placement of mentors

§  Organizing the New Teacher Day at the beginning of the school year

§  Compile handbooks for the mentors and the protégées

§  Coordinate and provide training to mentors

§  Plan and run monthly meetings

§  Organize peer observations of protégées by mentors

§  Send out periodic reminders about meetings and responsibilities

§  Collect log kept by mentors of time they have spent meeting with protégée

 

19.08      A mentor shall receive a stipend of $1500 for first year teachers, $750 for second year teachers, and $600 for third year teachers. 

19.09      The Mentor Coordinator shall receive a stipend of $2500.

19.10      All first year teachers must participate in the mentoring program.  Second and third year teachers will continue in the mentoring program as required by the Massachusetts Department of Education.

 

ARTICLE XX
DUES CHECK-OFF

20.01      The District shall deduct regular Association dues in the amount authorized by the employee, from the employee’s regular paycheck for each month.  The amounts deducted shall be sent to the Association office with a roster.  The deduction of dues shall be in accordance with approved District procedures.  Other than through payroll deductions, the District shall have no obligation to seek the payment of dues by Association members.

20.02      The Association agrees to indemnify and save the District harmless against any and all claims, suits or other forms of liability arising out of the application of this Article.  The Association assumes full responsibility for the disposition of the monies so deducted once they have been turned over to the treasurer of the Association.

 

ARTICLE XXI
NON-DISCRIMINATION

21.01      The parties to this Agreement agree that they will not discriminate against members of the bargaining unit because of sex, sexual orientation as defined by law, age as defined by law, race, color, religion, handicap, national origin, military status as defined by G. L. c. 151B, genetic information or any other legally protected classification.

21.02      If the District accommodates an employee in accordance with the Americans With Disabilities Act (“ADA”) or Massachusetts General Laws Chapter 151B, the accommodation shall not be the subject of a grievance or arbitration.

 

ARTICLE XXII
STABILITY OF AGREEMENT

22.01      No agreement, understanding, alteration, amendment or variation of the terms of this Agreement will bind the parties to this Agreement unless made and executed in writing by the parties. 

22.02      The failure of the District or the Association to insist on any one or more incidents, or upon performance of any of the terms or conditions of the Agreement, will not be considered as a waiver or relinquishment of the right of the District or the Association to future performance of any such terms or conditions, and the obligations of the District and the Association to such future performance will continue in full force and effect.

 

ARTICLE XXIII
WAIVER

The parties acknowledge that during the negotiations which preceded this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement.  Therefore, the District and the Association, for the life of this Agreement, each voluntarily and unqualifiedly waive the right and each agree that the other will not be obligated to bargain collectively with respect to any subject or matter referred to or covered in this Agreement.

 

ARTICLE XXIV
DURATION

24.01      This contract shall continue in effect to and including August 31, 2009, and shall thereafter automatically renew itself for successive terms of one (1) year unless by October 1 next prior to the expiration of the contract involved either the Committee or the Association shall have given the other written notice of its desire to modify or terminate this contract provided further that this contract may be reopened by either party upon given written notification to the other party prior to October 1, 2008.

24.02      During the bargaining in any such re-opening, the Association and the Committee:  (a) shall make proposals and counter-proposals; (b) upon the request of either, shall furnish to the other information peculiarly within its possession, relevant to the bargaining, and not privileged under law; and (c) may utilize the services of any representatives whether professional or lay, and any consultant or consultants to assist in the bargaining.

IN WITNESS WHEREOF, the parties to this Contract have caused these present to be executed by their agents hereunto duly authorized and their seals affixed hereunto, as of the date first above written.

 

QUABOAG EDUCATION ASSOCIATION          QUABOAG REGIONAL SCHOOL COMMITTEE

 

__________________________________                ____________________________________

 

__________________________________                ____________________________________

 

__________________________________                ____________________________________

 

__________________________________                ____________________________________

 

__________________________________                ____________________________________

 

__________________________________                ____________________________________

 

__________________________________                ____________________________________

 

__________________________________                ____________________________________

 

                                                                                    ____________________________________

 

                                                                                    ____________________________________

 

                                                                                    ____________________________________

 

ADOPTED:                                                   

INDEX

 

 

Absence, Leaves of, 12.09

Administrative Leaves, 12.05

After School Meetings, Elementary, 4.10

After School Meetings, High School, 4.06

Annuity Plan, 15.03

Assault Against Teacher, 14.01

Assignment Changes, 6.02

Attendance Registers, 5.01(C)

Attire, 17.01

Bargaining Procedures, 19.02

Bereavement Leaves, 12.02

Chapter 766 Meetings, 3.14

Class Grievance, 2.03

Class Size, Elementary, 4.15

Clubs, 3.12

Committee Policy, 18.04

Complaints Against Teacher, 10.04

Conference Leaves, 12.04

Contract Duration of, 18.01

Printing of, 17.02

Renewal of, 18.01

Signatures, page 26

Course Payment, 3.07

Custodian Duties, Elementary, 4.14

Death Benefit, 13.03

Degree Level, Salary 3.06

Dental Insurance, 15.01

Department Head Salary, 3.05

Department Head Teaching Hours, 4.05

Discipline and Reprimand of Teacher, 10.05

Driver Ed., 3.12

Driving Students, 5.02

Duration of Contract, 24.01

Duty Rotation, Elementary, 4.13

Educational Conference Times, 4.16

End of Work Day, 4.03

Evaluation Reports, 10.01

Evening Functions, Elementary, 4.03

Evening School Positions, 9.01

Extra-curricular Duties, 3.13

Facilities, Elementary, 11.02

High School, 11.01

Federal Program Positions, 9.01

Files, Review of Teacher’s, 10.02

General, 17.01

Grievance Procedures, 2.01

Hiring, Notification of President, 17.06

HMO’s, 15.01(D)

Injury, Personal, 14.02

In-Service Times. 4.16

Insurance and Annuity Plan, 15.01

Insurance, Dental, 15.01(C)

Life, 15.01(A)

Medical, 15.01(B)

Retirees, 15.01(E)

Intramurals, 3.12

Jury Duty, 12.08

Just Cause, 10.06

Labor Day, 4.01

Layoffs, 7.01

Leaves, Administrative, 12.05

Bereavement, 12.02

Extensions, 12.14

Jury Duty, 12.08

Maternity, 12.10

Military, 12.12

Personal, 12.06

Professional Conference, 12.04

Professional Visitation, 12.03

Sabbatical, 12.07

Teacher Responsibilities, 12.13

With Pay, 12.01

Without Pay, 12.09

Life Insurance, 15.01

Longevity, 3.04

Lunch, Duty Free, Elementary, 4.12

Maternity Leaves, 12.10

Medical Insurance, 15.01

Middle School Team Leader, 3.17

Mileage Reimbursement, 3.10

Military Leave, 12.12

Non-teaching Duties, 5.01

Notifying President of Hiring, 18.06

Pay, Longevity, 3.04

Payment Options, 3.09

Pay, Professional Regular Part-time Employees, 4.17

Periods Per Day, 4.05

Personal Injury, 14.02

Personal Leaves, 12.06

Policy, Committee, 17.04

Preparations per Day, 4.07

Pre-Referral Teams, 3.16

Printing of Contract, 18.02

Professional Improvement, 3.08

Professional Regular Part-time Employees Pay, 4.17

Professional Teacher Status, 3.02

Professional Visitation Leaves, 12.03

Promotions of Staff, 8.01

Protection, 14.01

Provisions Contrary to Law, 18.03

QEA Use of School Facilities, 18.07

Recall Provisions, 7.02(D)

Recognition, 1.01

Reduction in Force, 7.02

Renewal of Contract, 18.01

Report Cards, 5.01(D)

Reprimand of Teacher, 10.05

Reprisals Against Assoc. Members, 18.01

Retirement Benefits, 13.01

RIF, 7.02

Sabbatical Leaves, 12.07

Salary, Basic Schedules, 3.15

Beyond Work Year, 3.03

Chapter 766 Meetings, 3.14

Course Payment, 3.07

Degree Level, 3.06

Department Head, 3.05

Extra-curricular Duties, 3.13

Intramurals Reimbursement, 3.10

Payment Options, 3.09

Professional Improvement, 3.08

Salary Schedules, 3.01

Sick Leave, Three Days or Less, 12.01(C)

Travel Expenses, 3.11

School Facilities, Use of by QEA, 17.07

Seniority, 7.02(C),(H)

Sick Days, Unused, 13.01

Sick Leave, 12.01

Use of Three Days of Less, 12.01(C)

Sick Leave Bank, 12.01(D)

Signatures, page 25

Smoking, 18.08

Special Teachers, Elementary, 4.11

Standards of Performance, 17.05

Strikes, 18.05

Summer School Positions, 9.01

Teacher Evaluation, 10.01 & 10.07

Teacher Facilities, 11.01-11.02

Teacher File, Discipline and Reprimand, 10.05

Formal Complaints, 10.04

Just Cause, 10.06

Material in, 10.03

Review of, 10.02

Teaching Assignments, 6.01

Teaching Hours, After School Meetings, 4.06

Dept. Heads, 4.05

Teaching Load, 4.01

End of Work Day, 4.03

Periods per Day, 4.05

Preparations per Day, 4.07

Work Day, 4.07

Teaching Transfers and Layoffs, 7.01

Term Expiration, and Notice of Renewal, 19.01

Textbooks, 16.01

Travel Expenses, 3.11

Unused Sick Days, 13.01

Use of Three or Less, 12.01(C)

Use of School Facilities by QEA, 18.07

Vacancies, Notification of, 8.01

Work Day, Elementary, 4.08

High School, 4.02

Work Stoppages, 18.05

Work Year, 4.01


A Contract

by the

Quaboag Regional School Committee

and the

Quaboag Education Association, Inc.

for the

School Nurses

Effective September 1, 2006 through

August 31, 2009

 

An Addendum to the

CONTRACT

between the

Quaboag Regional School Committee

and the

Quaboag Education Association, Inc.

for the

School Nurses

Effective September 1, 2006 through

August 31, 2009


TABLE OF CONTENTS

 

INTRODUCTION............................................................................................................................ ............................................................................................................................ 1

MANAGEMENT RIGHTS. 1

ARTICLE I RECOGNITION.. 1

ARTICLE II GRIEVANCE PROCEDURES. 1

ARTICLE III SALARY SCHEDULES. 2

3.01     Placement on Salary Schedule. 2

3.02     Beyond Work Year 2

3.03     Longevity Pay. 2

3.04     Course Payment 2

3.05     CEU's Reimbursement. 3

3.06     Payment Options. 3

3.07     Mileage Reimbursement 3

3.08     Travel Expenses. 3

3.09     Extra-curricular Duties. 3

3.10     Chapter 766 Meetings. 3

3.11     Basic Salary Schedule. 3

ARTICLE IV SCHOOL NURSE HOURS AND NURSING LOAD.. 5

4.01     Work Year. 5

QUABOAG REGIONAL HIGH SCHOOL

4.02     Work Day. 5

4.03     End of Work Day. 5

4.04     After-School Meetings & Schedule. 5

ELEMENTARY SCHOOLS

4.05     Work Day. 6

4.06     Evening Functions. 6

4.07     After-School Meetings & Schedule. 6

ALL DISTRICT SCHOOLS

4.08     Duty Free Lunch. 6

4.09     Custodian/Teaching Duties. 6

4.10     In-Service Education/Conference Times. 7

4.11     Professional Regular Part-Time Employees Pay. 7

ARTICLE V NON-NURSING DUTIES. 7

5.01     Non-Required Duties. 7

5.02     School Nurses Driving Students. 7

ARTICLE VI SCHOOL NURSE EVALUATION.. 7

6.01     Evaluation Report 7

6.02     Review of School Nurse's File. 8

6.03     Material in School Nurse's File. 8

6.04     Formal Complaints. 8

6.05     Disciplining and Reprimand. 8

6.06     Just Cause. 8

ARTICLE VII NURSES’ FACILITIES. 8

7.01     Facilities. 8

ARTICLE VIII LEAVES WITH PAY.. 8

8.01     Sick Leave. 8

8.02     Bereavement Leave. 10

8.03     Professional Visitation Leave. 10

8.04     Professional Conference Leave. 10

8.05     Participation in Professional Meetings; Conferences; Events. 10

8.06     Personal Leave. 10

8.07     Jury Duty. 11

8.08     Subpoena. 11

8.09     Leave of Absence. 11

8.10     Maternity Leave. 11

8.11     Child Rearing Leave. 12

8.12     Military Leave. 12

8.13     Leave Extensions. 12

8.14     Family and Medical Leave Act 12

8.15     Small Necessities Leave Act 12

ARTICLE IX RETIREMENT BENEFITS. 12

9.01     Unused Sick Days. 12

9.02     Payment for Unused Sick Days. 12

9.03     Death Benefits. 12

ARTICLE X PROTECTION.. 13

10.01       Cases of Assault............................................................................................................ 13

10.02       Payment During Absence. 13

ARTICLE XI INSURANCE AND ANNUITY PLAN.. 13

11.01       Health Coverage. 13

11.02       Life Insurance. 13

11.03       Dental Coverage. 13

11.04       HMO Premiums. 13

11.05       Annuity Plan. 13

11.06       Changes. 13

11.07       Married Couples. 13

ARTICLE XII GENERAL.. 14

12.01       Reprisals. 14

12.02       Printing Contract 14

12.03       Provisions Contrary to Law.. 14

12.04       Committee Policy. 14

12.05       Stikes or Work Stoppages. 14

12.06       Notifying President of Hiring. 14

12.07       QEA Use of School Facility. 14

12.08       Smoking. 14

ARTICLE XIII DUES CHECK-OFF. 14

13.01       Deductions. 14

13.02       Indemnification. 14

ARTICLE XIV NON-DISCRIMINATION.. 15

ARTICLE XV STABILITY OF AGREEMENT. 15

ARTICLE XVI WAIVER.. 15

ARTICLE XVII DURATION.. 15

17.01       Term/Expiration, and Notice of Renewal 15

17.02       Bargaining Procedures................................................................................................... 15

 


INTRODUCTION

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, this contract is made the first day of                                          , by the Quaboag Regional School District Committee (hereinafter sometimes referred to as the Committee) and the Quaboag Education Association, Inc. (hereinafter sometimes referred to as the Association).

This contract covers wages, hours, and other conditions of employment and it is agreed that no changes shall be made without prior negotiation with the Association.

 

MANAGEMENT RIGHTS

(Refer to page 1 of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

 

ARTICLE XXV
RECOGNITION

(Refer to Article 1, Recognition, page 1, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

 

ARTICLE XXVI
GRIEVANCE PROCEDURES

26.01      Definitions

A grievance is defined to mean a dispute involving the meaning, interpretation, or application of any provisions of this contract.

A “day” is defined to mean a school day when school is in session.  During the summer vacation and during other vacations a day is defined to mean a calendar day.

26.02      - 2.11

(Refer to Articles 2.02 through 2.11, pages 2 - 4, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

 

ARTICLE XXVII
SALARY SCHEDULES

The general purposes of the following salary schedules are (1) to attract and hold well qualified school nurses, (2) to promote stability, harmony, and high morale among the school nurses, and (3) to offer incentive for continuous professional growth for school nurses.

27.01      Nurses shall be placed on the proper step of the salary schedule at the time of their employment and paid in full the amount designated for the particular step based on experience as school nurse and academic achievement.

27.02      School nurses will be compensated for days worked in excess of the work year defined in Article 4.01.  This compensation shall be computed by taking 1/181 of their total pay for the previous school year on a per diem basis.  Total pay does not include extra-curricular duties.  The work year may be extended up to 12 day/78 hours with the approval of the Building Principal.

27.03      Longevity Pay

A school nurse will receive amounts according to the table below during each continuing year of service to be added to his basic salary.  The amounts listed below are not subject to general percentage increases granted by the Committee.

Year Completed in the Quaboag Regional School District

14-18 years

$  600

(Stipend for longevity begins in September of the fifteenth year in service)

19-23 years

$  800

24 and beyond

$1,000

 

The exception to the above years in service schedule applies to school nurses from Warren and West Brookfield who are now with the Quaboag Regional School System.  Their time in service to Warren or West Brookfield is to be counted as time in the Quaboag Regional School System for the above article.

27.04      School nurses shall receive a lump sum payment equal to the cost of three graduate credits at a member of the Massachusetts State College and University system after successful completion of a course.  If the approved course is filled, an alternative must be approved within fifteen (15) days after registration for such course.  It is the intent of the Committee and the Association that the above amount be adjusted on July 1st of each year, said change to be effective for the following fiscal year.

Payment for courses shall not exceed two (2) courses per semester when school is in session or more than three (3) courses during the contract year.

27.05      Members of the professional nursing unit will be reimbursed for required C.E.U.s upon prior approval of the Superintendent.  Total reimbursement of graduate courses and C.E.U.s will not exceed the cost of three courses in a contract year.

27.06      (Refer to Article 3.09, page 7, of the contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

27.07      (Refer to Article 3.10, page 8 of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

27.08      Advance payments for registration, hotel accommodations, travel, etc., for school nurses on official business may be made with prior approval of the Committee provided that the school nurse submit a complete statement and voucher covering such expenses immediately upon return to duty.  A school nurse will be responsible for reimbursement to the Committee of any advance payments that he fails to use.

27.09      School nurses may apply and will be considered for appointment to extra-curricular positions for which they are qualified.

27.10      Pay for Chapter 766 Meetings

School nurses who participate in “Team Evaluation Meetings” in accordance with Chapter 766 of the General Laws, when those evaluations take place outside regular school hours, where this is defined as one hour and thirty minutes after the last class of the school day, evenings and week-ends:  shall be paid at the rate of Twenty Dollars ($20.00) per hour to be paid for the actual duration of such meetings.  Travel pay, as per Article 3.07, shall be also paid for school nurses participating in these meetings and the special education administrator shall be responsible for the accurate completion of said forms.

27.11      Basic Salary Schedule

2006-2007

2.75%

STEP

RN

Bachelors

Masters

1

$25,719

$33,328

$35,191

2

$27,775

$34,099

$36,151

3

$30,001

$35,500

$37,545

4

$31,338

$37,760

$39,805

5

$32,675

$39,159

$41,201

6

$34,012

$40,560

$42,603

7

$35,350

$41,960

$44,005

8

$36,687

$43,354

$45,404

9

$38,026

$44,757

$46,797

10

$39,364

$46,156

$48,203

11

$40,701

$47,553

$49,602

12

$42,040

$49,149

$51,002

13

$42,040

$49,149

$52,400

14

$42,040

$49,149

$53,799

15

$42,040

$49,149

$54,239

 

 

 

 

2007-2008

3.73%

STEP

RN

Bachelors

Masters

1

$26,679

$34,571

$36,503

2

$28,811

$35,370

$37,499

3

$31,120

$36,824

$38,945

4

$32,507

$39,168

$41,290

5

$33,893

$40,620

$42,737

6

$35,281

$42,072

$44,192

7

$36,669

$43,525

$45,646

8

$38,055

$44,971

$47,098

9

$39,444

$46,426

$48,543

10

$40,832

$47,878

$50,001

11

$42,219

$49,326

$51,452

12

$43,608

$50,983

$52,904

13

$43,608

$50,983

$54,355

14

$43,608

$50,983

$55,806

15

$43,608

$50,983

$56,262

 

 

 

 

2008-2009

3.25%

STEP

RN

Bachelors

Masters

1

$27,546

$35,695

$37,690

2

$29,748

$36,520

$38,718

3

$32,131

$38,021

$40,211

4

$33,563

$40,441

$42,632

5

$34,995

$41,940

$44,126

6

$36,428

$43,440

$45,629

7

$37,860

$44,940

$47,130

8

$39,292

$46,433

$48,628

9

$40,726

$47,935

$50,121

10

$42,159

$49,434

$51,626

11

$43,592

$50,930

$53,124

12

$45,026

$52,640

$54,624

13

$45,026

$52,640

$56,122

14

$45,026

$52,640

$57,619

15

$45,026

$52,640

$58,090

 

ARTICLE XXVIII
SCHOOL NURSE HOURS AND NURSING LOAD

The Committee and the Association recognize and agree that the nurses’ professional responsibility to their students and the profession entails the performance of duties and the expenditure of time well beyond the normal working day, but that the nurses are entitled to regular time and work schedules on which they can rely and which will be fairly and evenly maintained throughout the school system.

Therefore, without prejudice to voluntary professional service above and beyond requirements as aftersaid, the following schedules shall be adopted.

28.01      Beginning with the 1997-1998 school calendar, the work year for nurses may start as early as the Tuesday prior to Labor Day, and Wednesday, Thursday, and Friday of that week will also be included in the required 181 days of the school year.  Notwithstanding Section 3.3, new nurses will not receive pay for their orientation.

The Superintendent will submit a proposed school calendar for the following school year to the QEA for their review and comment by February 1st.  At a March meeting of the School Committee, a calendar will be adopted for the next school year.  Once adopted by the Committee, the calendar may be amended for educational considerations, except the dates established for vacation periods in February and April, unless by mutual agreement of the Committee and the Association.

The following shall pertain to nursing assignments at Quaboag Regional High School.

28.02      The work day for full time nurses shall begin fifteen (15) minutes prior to the beginning of the school day and end thirty (30) minutes after pupil dismissal.

28.03      One (1) day a week (Friday) and on days prior to a holiday, the end of the work day shall coincide with student dismissal.

28.04      (A)       The full time school nurse may be required to remain after the end of his regular work day without additional compensation for up to one and one‑half hours one day each week for one of the following reasons*:

                        (1)        Meetings authorized or called by the Superintendent or Principal.

                        (2)        Curricular Meetings

            * Meetings take precedence in the order in which they appear.

(B)       The school nurse may be required to attend two (2) evening meetings each year.  When an evening meeting is scheduled, the full time school nurse’s dismissal will coincide with student dismissal with the follow exception:

                        In the event that an early release day authorized by the Committee coincides with a scheduled evening meeting, the full time school nurse may be required to remain after students are dismissed until the normal student dismissal time.

(C)       The school nurses will remain for a period of one and one-half (1½) hours at the end of their workday for a maximum of three (3) days at the request of the Principal to meet with the visiting committee evaluating QRHS on behalf of the New England Association of Schools and Colleges.

(D)       A school nurse’s schedule may be adjusted as needed with advance notice by the Building Principal and notification to the Superintendent.

The following shall pertain to nursing assignments at the Elementary Schools in the Quaboag Regional School District:

28.05      (Refer to Article 4.07, page 14, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association effective September 1, 2006 through August 31, 2009)

28.06      School nurses will not be required to attend more than two (2) evening functions per year.  Such meetings shall not exceed two (2) hours in length.

28.07      (A)       School nurses will not be required to attend more than a total of three meetings per month.  Said meetings shall not exceed a time greater than one (1) hours, said time to be in conjunction with and not in addition to the fifteen (15) minute requirement.  Meetings shall not be held on the last day of the nursing 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.*

                        (1)        Meetings authorized or called by the Superintendent or Principal

                        (2)        Curriculum meetings

*  Meetings take precedence in the order in which they appear.

(B)       A school nurse’s schedule may be adjusted as needed with advance notice by the Building Principal and notification of the Superintendent.

Sections 4.08, 4.09, 4.10 and 4.11 shall pertain to the High School and the Elementary Schools in the Quaboag Regional School District.

28.08      All school nurses will have a thirty (30) minute duty free lunch period.

28.09      No school nurse shall be required to perform duties regularly assigned to custodians nor be assigned regular teaching duties.

28.10      In-Service Education/Conference Times

(Refer to Article 4.15, page 15, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association effective September 1, 2006 through August 31, 2009)

In-service training programs shall be conducted regularly on a released time basis within the school day with the approval of the School Committee, and will not normally exceed one and one-half (1½) hours beyond the regularly scheduled closing time of the school day, unless such day is a Friday, in which case the end of the program will coincide with the end of the students’ day at Quaboag Regional Middle/High School.  Consideration will be given to school nurse proposals.

28.11      Professional Regular Part-Time Employees Pay

Regular part-time professional employees (Section 1.1) shall be defined as those who do not comply with Sections 4.02 and 4.05 as the length of their work day or work week.  Salary adjustments shall be made by pro-rating the salary of the full time employee with the equivalent experience and degree status from the basic salary schedule to the proportion of a full-time position actually performed by a regular part-time professional employee.  Only Sections 3.05 and 8.01 will be pro-rated.

 

ARTICLE XXIX
NON-NURSING DUTIES

The Committee and the Association acknowledge that a nurse’s primary responsibility is to nurse and that his/her energies should, to the extent possible, be utilized to this end.  Therefore, they agree as follows:

29.01      Nurses will not be required, except in emergency situations, to perform non-health related duties i.e., supervisory duties such as study halls, detention halls, monitoring of the cafeteria, bus duty, playground duty, the monitoring of walk home lines, or clerical duties generally performed by the guidance office or regular secretarial staff.  Any health related activities currently performed by the nurses will not be affected by the above language.

29.02      School nurses will not be required to drive pupils to or away from the school.

 

ARTICLE XXX
SCHOOL NURSE EVALUATION

30.01      All evaluation of the work performance of a school nurse will be conducted by the Principal openly and with knowledge of the school nurse.  School nurses will be given a copy of any evaluation report and the evaluator will discuss such report with the school nurse within the next ten (10) school days following such evaluation, except in the case of the evaluator’s or the school nurse’s illness, but in every case, before such evaluation is presented to the attention of the Committee.

30.02      (Refer to Article 10.02, page 21, of the Contract between the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

30.03      (Refer to Article 10.03, page 21, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

30.04      (Refer to Article 10.04, page 21, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

30.05      (Refer to Article 10.05, page 21, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

30.06      (Refer to Article 10.06, page 21, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

 

ARTICLE XXXI
NURSES’ FACILITIES

31.01      The Quaboag Regional School District will provide the following:

(A)             Space to store information and supplies

(B)              Adequate equipment and supplies

(C)              A locking desk, files, medicine cabinet, refrigerator, sink, lavatory, chairs, cots, tables, and screening equipment

(D)             Communication system to access main office and an outside telephone line.

 

ARTICLE XXXII
LEAVES WITH PAY

32.01      Sick Leave

(A)             Each school nurse shall be granted sick leave with full pay up to fifteen (15) working days in each school year.  Unused sick leave shall be accumulated from year to year, so long as the school nurse remains continuously in the service of the Committee, up to, but not in excess of one hundred fifty (150) working days unless increased by special action of the Committee.  Sick Leave shall be used for personal illness and family (parent, spouse, child, or persons living in the same household) illness requiring employee absence.  Prior to October 1 of each school year, each school nurse shall be given a statement showing the number of days of accumulated sick leave to his credit, as of the beginning of the school year.

(B)              School nurses who are out ill for more than five (5) consecutive school days may be requested to have a doctor’s certificate to verify the illness.

(C)              Refer to Article 12.01 (C), page 23, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

(D)             Sick Leave Bank

            (1)        At the commencement of the 1989-1990 professional work year, a fund of days shall be established to be called a Sick Leave Bank.  The fund of days shall be established as follows:  During the first year of the Agreement, each school nurse eligible for Sick Leave as per Article 8.01(A) shall donate one (1) day to the Sick Leave Bank within fifteen (15) days of the beginning of the school year.  Newly hired school nurses in the District shall donate one (1) day to the Sick Leave Bank within fifteen days of employment.  A school nurse may, at his own discretion, contribute up to three (3) additional days during the 1989-1990 school year and in each following year to the Sick Leave Bank.  The maximum number of days accumulating in the Sick Leave Bank cannot exceed three (3) times the number of full-time teachers employed by the Quaboag Regional School District.  A school nurse shall be eligible to apply for the use of days from the Sick Leave Bank when he has exhausted his accumulated current Sick Leave days.

            The day or days contributed by a school nurse to the Sick Leave Bank shall not count as days absent for the purpose 8.01 (C).

            (2)        (Refer to Article 12.01 (D)(2), page 24, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

            (3)        Any unused days remaining in the Sick Leave Bank at the end of a school year shall remain in the bank and shall accumulate from year to year to the established limit identified in 8.01 (D)(1).

            (4)        (Refer to Article 12.01 (D)(4), page 24, of the contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

32.02      Bereavement Leave

(A)             (Refer to Article 12.02 (A), page 24, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

(B)              (Refer to Article 12.02 (B), page 24, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

(C)              (Refer to Article 12.02 (C), page 25, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

(D)             (Refer to Article 12.02 (D), page 25, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

(E)              (Refer to Article 12.02 (E), page 25, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

32.03      Professional Visitation Leave

(Refer to Article 12.03, page 25, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

32.04      Professional Conference Leave

(Refer to Article 12.04, page 25, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

32.05      Participation in Professional Meetings; Conferences; Events

(Refer to Article 12.05, page 25, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

32.06      Personal Leave

(Refer to Article 12.06, page 25, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

32.07      Jury Duty

(Refer to Article 12.08, page 27, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

32.08      Subpoena

(Refer to Article 12.09, page 27, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

LEAVES WITHOUT PAY

32.09      Leaves of absence without pay may be granted by the Committee for not more than one (1) school year.  All benefits to which a school nurse was entitled at the time of his leave of absence commenced, including unused accumulated sick leave, will be restored to him upon his return, and he will be assigned to the same position which he held at the time said leave commenced, if available, or, if not, to a substantially equivalent position.  A school nurse who has been granted a leave of absence by the Committee must notify the Committee, in writing, of his intention to return, prior to April 1 of the school year for which he has received the leave of absence.  Failure to inform the Committee of intent to return by April 1 shall be construed as intention not to return and will void the provisions of this policy.  The school nurse will receive at most one full year’s credit on the salary schedule if the school nurse works one half (½) year or more during the school year that a leave is taken.

32.10      Maternity Leave

(A)             (Refer to Article 12.11 (A), page 28, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

(B)              (Refer to Article 12.11 (B), page 28, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

(C)              (Refer to Article 12.11 (C), page 28, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

(D)             The school nurse may return to her nursing duties upon presentation of a letter from the attending physician indicating that the school nurse is capable of resuming her duties.

(E)              The school nurse will receive at most one full year’s credit on the salary schedule if the school nurse works one half (½) year or more during the school year that a maternity leave is taken.

32.11      Child Rearing Leave

(Refer to Article 12.12, page 28, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

32.12      Military Leave

(Refer to Article 12.13, page 28, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

32.13      Leave Extensions

(Refer to Article 12.14, page 29, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

32.14      Family and Medical Leave Act

(Refer to Article 12.15, page 29, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

32.15      Small Necessities Leave Act

(Refer to Article 12.16, page 29, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

 

ARTICLE XXXIII
RETIREMENT BENEFITS

33.01      (Refer to Article 13.01, page 29, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

33.02      (Refer to Article 13.02, page 29, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

33.03      (Refer to Article 13.03, page 29, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

 

ARTICLE XXXIV
PROTECTION

34.01      (Refer to Article 14.01, page 30, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

34.02      When the school nurse is absent from school as a result of personal injury caused by accident or an assault occurring in the course of his employment, he will be paid full salary (less the amount of any Workmens’ Compensation payment made for temporary total disability due to said injury) and no part of which shall be discharged to accumulated sick leave.

 

ARTICLE XXXV
INSURANCE AND ANNUITY PLAN

35.01      The parties acknowledge that the provision of health coverage benefits is at all times subject to the provisions of Massachusetts General Laws Chapter 32B.

35.02      (Refer to Article 15.02, page 30, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

Changes in health coverage for teachers shall result in the same changes for nurses.

35.03      (Refer to Article 15.03, page 30, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

35.04      (Refer to Article 15.04, page 30, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

35.05      (Refer to Article 15.05, page 30, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

35.06      (Refer to Article 15.06, page 30, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

35.07      (Refer to Article 15.07, page 30, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

 

ARTICLE XXXVI
GENERAL

36.01      (Refer to Article 18.01, page 31, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

36.02      Cost of printing this agreement shall be borne equally by the District and the Association, and a copy given to each school nurse.

36.03      (Refer to Article 18.03, page 31, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

36.04      (Refer to Article 18.04, page 31, of the contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

36.05      (Refer to Article 18.05, page 32 of the contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

36.06      (Refer to Article 18.06, page 32, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

36.07      (Refer to Article 18.07, page 32, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

36.08      (Refer to Article 18.08 page 32, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

 

ARTICLE XXXVII
DUES CHECK-OFF

37.01      (Refer to Article 20.01, page 33, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

37.02      (Refer to Article 20.02, page 33, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

 

ARTICLE XXXVIII
NON-DISCRIMINATION

38.01      (Refer to Article 21.01, page 34, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

38.02      (Refer to Article 21.02, page 34, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

 

ARTICLE XXXIX
STABILITY OF AGREEMENT

39.01      (Refer to Article 22.01, page 34, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

39.02      (Refer to Article 22.02, page 34, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

 

ARTICLE XL
WAIVER

(Refer to Article XXIII, page 34, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

 

ARTICLE XLI
DURATION

41.01      (Refer to Article 24.01, page 34, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009).

41.02      (Refer to Article 24.02, page 35, of the Contract between the Quaboag Regional School Committee and the Quaboag Education Association, Inc., effective September 1, 2006 through August 31, 2009)

 



[1] *   Size of department is determined by the number of teachers, where a teacher is one who teaches at least five (5) periods a week in the subject area, and includes the department head.