Ralph Mahar

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DistrictRalph Mahar
Shared Contract District
Org Code7550000
Type of DistrictRegional Secondary
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency Union
Regional HS MembersRalph Mahar
Vocational HS Members
CountyFranklin
ESE RegionPioneer Valley
Urban
Kind of Communityrural economic centers
Number of Schools1
Enrollment778
Percent Low Income Students45
Grade Start7
Grade End12
download pdf version of this document view accessible version of this document Ralph Mahar

CONTRACT

BETWEEN THE RALPH C. MAHAR REGIONAL SCHOOL COMMITTEE

AND THE

MAHAR TEACHERS ASSOCIATION

JULY 1, 2011 to JUNE 30, 2013

ARTICLE II

FREEZE - IN CLAUSE

Subject to the provisions of this Contract, and except as otherwise provided by Appendix A attached hereto and made a part hereof, the wages, hours, and other conditions of employment prior to the effective date of the contract of employees covered by the Contract shall continue to be applicable.

ARTICLE III

DURATION

This Contract shall be effective as of July 1, 2011 and shall continue in force until June 30, 2013 and shall thereafter automatically renew itself for successive one (1) year periods unless by November 1 of the calendar year preceding the calendar year in which this Contract expires either the Committee or the Association shall have given the other written notice of its desire to modify or terminate this Contract.

ARTICLE IV

NEGOTIATION FOR SUCCESSOR AGREEMENT

If a successor agreement is not reached before the expiration date of the existing contract, the existing Contract shall remain in effect until the successor agreement is reached.

ARTICLE V

PAYROLL DEDUCTIONS

The Committee shall certify to the Treasurer of the Ralph C. Mahar Regional School District, payroll deductions as follows:

For the payment of dues to the Association as authorized by employees covered by this Contract. Deductions are to be made in sixteen (16) equal payments beginning with the first payroll in October, and any unpaid balance is to be deducted from a teacher's final check.

For payroll deductions for Direct Deposit, there can be no more than three (3) Bank Account Deposits. In addition, money may be deducted for a Tax Sheltered Annuity or its equivalent.

Changes in accounts or payment amounts must be made known to the Administrator of Finance no later than two (2) weeks prior to the first payday of a new Contract year. Each January, there will also be an additional one (1) week to allow teachers to notify the Administrator of Finance so that additional adjustments in accounts or payment amounts can be made. The administration will give at least one (1) week notice to all teachers as to the start of the January period. In the case of an emergency this may be waived at the discretion of the Superintendent.

ARTICLE VI

RULES. REGULATIONS. AND STANDING POLICIES

CONCERNING TEACHERS

(This Article does not apply to the position of School Nurse.)

A.            THE SCHOOL YEAR FOR TEACHERS

1.           Length

a.            The work year for employees covered by this Contract shall begin no earlier than August 21st. The work year shall be no more than three (3) days in excess of the minimum school year established by the State Department of Education.

b.            Teachers new to the system, or returning to it after an absence of one year or more may be required to attend an orientation program in the week prior to the week in which school opens for students. Said orientation program is to be of up to two days' duration.

2.           Work Between Two School Years For Teachers

a.            Except to meet extra and/or co-curricular responsibilities for which compensation is made under Appendix A, all employees covered by this Contract who are called to work after the last day of the teacher year and before the first day of the next teacher year, shall be compensated at the per diem rate in effect the preceding work year.

b.            The Superintendent will authorize in writing up to ten (10) additional work days for the employee if such work days are deemed necessary by the Superintendent and the employee.

3.           Early Release

Permission for teachers to leave school before the end of a school year for the purpose of attending a summer institute may be granted at his/her discretion by the Superintendent provided that the following conditions are met:

(i)             The absence of the teacher will not seriously affect the operation of the school during the time involved.

(ii)            The teacher is under contract to return to Mahar at the start of the next school year. (Compensation for the time absent shall not be paid until the teacher has in fact returned to take up his or her duties in the system at the start of the next school year.)

(iii)           The request for early release must be made in writing prior to April 15th of the year in which the institute is to be held.

(iv)          The institute must be in the general subject area being taught by the teacher making the request.

B.            THE SCHOOL DAY FOR TEACHERS

1.           Length

a.            The school day for teachers shall begin at 7:40 A.M. and shall end at 3:00 P.M., except on Fridays and the day before a holiday or vacation it will end at 2:10 P.M. or ten (10) minutes after student dismissal if it occurs " earlier. Teachers may leave at 2:15 P.M. on Mondays unless their presence is required for a meeting or conference.

b.            Up to eight (8) teachers, which shall include coordinators, directors, guidance counselors, and librarian, shall be required to begin work at 7:30 A.M. on a schedule so that each teacher will be assigned this duty up to four (4) times a year on an equitable rotating basis.

c.             Except in cases of clear and demonstrable emergency, teachers intending to be absent from the school during the school day must so notify the principal or his designee not later than 6:45 A.M. of the day involved. Teachers not complying with this regulation will not be paid for the day in question.

2.           Meetings During the School Day

a.            Faculty or other professional meetings scheduled after the end of the school day will normally last no longer than two hours. Teachers shall remain in attendance until the conclusion of the meeting. They may be excused with prior approval of the building administrators.

b.             Mahar Teachers Association meetings may not be held during the school day for teachers.

3.           Teachers' Responsibilities

a.             The teaching staff of the school has the general responsibility of applying its professional expertise and experience to provide education of the highest possible quality.

b.             Administratively, all teachers are responsible for implementing all rules and regulations concerning student conduct.

c.             In unusual circumstances, coordinators and directors may be assigned supervisory duty on an occasional basis, but, in any case, shall not be assigned said duty during a semester in which three (3) blocks are assigned. Reasonable effort will be made to do so in an equitable manner. For the purposes of this article, supervisory duty is defined as being that duty in which the teacher's role is substantially one of monitoring student behavior and assisting with student control in school corridors, study halls, cafeteria, and bus loading and unloading areas.

d.             All teachers are to be held responsible for the proper care of classrooms and equipment under their supervision, and may be held financially accountable for loss or damage due to their negligence in this regard.

C.            MISCELLANEOUS

Middle School                                                                      High School

1.                   Every Middle School teacher is to                   1.             Every High School teacher is to

have a minimum of one (1) duty                                    have a minimum of one (1) duty-

free professional period equivalent                                  free professional period equivalent

 to one (1) long block daily.                                               to one (1) long block daily.

2.                   Daily instructional time for Middle                2.             High School teachers will be

School teachers will not exceed the                               assigned three (3) teaching long

equivalent of three (3) long blocks.                                blocks out of a four (4) long block schedule.

3.                   Team planning is part of the Middle School philosophy. Thus, in  scheduling Middle School, consideration will be given for  common time to be shared by  Middle School Teaching teams.

4.                   Current practices: all current practices relating to: (1) teachers' lunch periods, (2) the frequency of faculty, coordinator and department meetings, and (3) the number, length, and rotation of classes shall be continued during the life of this Contract, except that the current practice with respect to parent meetings shall be modified prospectively so that teachers will be required to attend two (2) parent nights per year, one (1) per semester. Parent meetings will be scheduled between the hours of 6:00 and 8:00 p.m.

5.                   Coordinators will be assigned three (3) teaching blocks during one (1) semester and two (2) teaching blocks the other semester. Coordinators teaching courses that are offered on an alternate day schedule may be assigned three (3) teaching blocks one (1) day and two (2) teaching blocks on alternate days all year long.

6.                   The Curriculum and Professional Development Coordinator will plan, develop, implement and supervise the district curriculum and school-wide professional development, and the induction and mentoring program. The Curriculum and Professional Development Coordinator will be released from all teaching blocks in order to perform the assigned duties of the position. In addition there will be a mutually agreed upon compensation for these duties.

7.                   Teaching load: Except on a voluntary basis, no teacher shall be assigned more than three (3) preparations per day, average. For the purposes of this article, this does not apply to special needs teachers, physical education teachers, technology education teachers, and music teachers.

8.                   Field trips: supervisors and directors responsible for student field trips are required to get approval at least two (2) weeks before making definite plans for trips with students and/or their parents.

9.                   Teacher schedules: Teaching schedules for the coming year shall be issued in June, subject to change with the approval of the principal and the coordinator. Notice of any change in the schedule will be given as early as possible to enable teachers to devote time during the summer to preparation in specific known areas.

ARTICLE VII

TEACHERS' RIGHTS

No teacher shall be disciplined, made to suffer reduction in compensation, denied an increment, suspended, dismissed, or given an adverse evaluation of his or her professional services without just cause.

Any complaint brought by a parent, student, or other person against a teacher or other person for whom a teacher is administratively responsible must be reported to the teacher if it may become cause for criticism in a subsequent evaluation report or is to be filed in the teacher's personnel file. The identity of the person initiating the complaint and that of any other person(s) who may have knowledge concerning the behavior which led to the filing of the complaint must be revealed to the teacher involved.

Communications concerning the conduct of a teacher's professional duties are to be deemed confidential in nature and may not except with his or her consent or when required by law be disclosed.

Teachers have the right to review the contents of their personnel files originating after their employment in the District. Teachers have the right to have a representative of the Association accompany them when reviewing their files, and may copy portions of said files.

Teachers who believe material placed in the files originating after their employment in the District is either in error or inappropriate may seek adjustment through the grievance procedures outlined in this agreement or may submit a written rebuttal to the material for inclusion in the file. After a period of seven (7) years, upon request of the teacher, such material may be removed from the file providing there be no further complaints on the same issue placed in the file during that time period.

ARTICLE VIII

THE EVALUATION OF TEACHERS

Each teacher, upon being appointed to the District, shall be informed of the criteria upon which said evaluations will be based, and teachers will be notified in writing of any changes in such criteria that may be adopted during the school year.

All teachers without professional status within the District shall, at least annually, be evaluated as to their professional competence (Level I Evaluation Instrument and Format). All teachers with professional status within the District shall be evaluated as to their professional competency at least once every two (2) years (Level II Evaluation Instrument and Format). Professional status teachers may be evaluated yearly at Level I when, in the opinion of the administration, performance dictates. Classroom visitations and walk-through observations should be done every year for those being evaluated at Level II.

The adoption of an evaluation system and of an instrument, by which the results of evaluations are to be reported to the Administration as agents of the Committee, is a function of the Committee, subject to the provision that evaluations must be based on criteria that can be shown to be relevant to the duties of the teacher being evaluated.

Any evaluation system adopted by the Committee shall require classroom observations of teachers as a part of the total process. Such observations shall be made openly and with full knowledge of the teacher being evaluated, and shall be as frequent and of as long duration as the evaluator believes to be necessary to a fair evaluation, or as specified in the description of the evaluation system itself.

Every observation of an action likely to lead to an unfavorable evaluation must be discussed with the teacher involved no later than three (3) working days after the observation. When no such discussion has taken place that observation can only play a minor role in a formal evaluation.

Every evaluation report shall be shown to, discussed with, and signed by the teacher being evaluated at least five (5) working days prior to its submission to the Administration. It is expressly understood that the teacher's signature on the report is not to be interpreted as his or her agreement with the material contained in it, and every teacher shall have the right to submit a written reply to the report within five (5) working days of first seeing it.

In addition, the Committee agrees to abide by the Commonwealth of Massachusetts Regulations on "Evaluation of Teachers and Administrators", 603 CMR 1.00. The current Evaluation Instrument is under review by the District. Any new evaluation instrument must be negotiated and ratified by the parties prior to implementation.

ARTICLE IX

GRIEVANCE PROCEDURE

As used in this agreement, a grievance is any complaint by a teacher or the Association that a provision(s) of this agreement has been violated, misinterpreted, or misapplied. Whenever the word day(s) is used in connection with the grievance procedures herein set forth, it shall be taken to mean school days during the school year and non-holiday weekdays during the summer leave period. All time durations set forth in outlining the grievance procedure are maximums. Nothing in this agreement shall prevent an employee from individually presenting a grievance at any level through Level Three (3).

It is the intention of the Committee and the Association that procedures for the resolution of all grievances should provide for the prompt and equitable resolution of the grievance and should be as informal and confidential as is appropriate to the grievance involved at each procedural level.

Grievances may, therefore, be resolved at any of the levels set forth below, except that wherever possible such resolution should occur at the lowest level consistent with the satisfaction of the parties involved.

If new information or material is introduced at any level, then the procedure reverts to the previous level.

LEVEL ONE:       The employee shall discuss the grievance with the appropriate intermediate supervisor or with a member of The Professional Rights and Responsibilities Committee of the Association.

LEVEL TWO:        If the grievance has not been disposed of to the teacher's satisfaction it may be presented orally by the teacher and a member of the Professional Rights and Responsibilities Committee to the appropriate intermediate supervisor of the employee.

LEVEL THREE:      If at the end of five (5) days after such presentation the grievance shall not have been disposed of to the satisfaction of the employee, the employee may. within two (2) days thereafter file with the President of the Association and the Chairperson of its Professional Rights and Responsibilities Committee a written statement of the grievance. Within two (2) days thereafter such statement shall be reviewed with the employee by said President and Chairperson, and, if after such review the employee so desires the grievance shall be presented in writing by the employee and the said President and Chairperson to the Superintendent. Following receipt of the written grievance, the Superintendent shall meet within five (5) days with the employee and the said President and Chairperson in an effort to resolve the grievance.

LEVEL FOUR:     If five (5) days after the meeting described above the grievance remains unresolved, the employee may, within two (2) days thereafter notify the said President and Chairperson in writing of his or her desire to have it presented to the School Committee and, within five (5) days of receipt of any such notice, the Professional Rights and Responsibilities Committee shall meet with the President of the Association and the employee to determine whether or not the Association shall present the grievance to the School Committee. If the Professional Rights and Responsibilities Committee shall vote to take such action, the written grievance as set forth in LEVEL THREE shall be presented to the School Committee and within ten (10) days thereafter the School Committee shall meet with the Professional Rights and Responsibilities Committee, the President of the Association, and the employee in an effort to settle the grievance.

LEVEL FIVE:      If at the end of fifteen (15) days following presentation of the grievance to the School Committee, the grievance shall not have been resolved to the satisfaction of the Professional Rights and Responsibilities Committee of the Association, the Association may, by serving written notice to the School Committee within ten (10) days submit the grievance for arbitration by the State Board of Conciliation and Arbitration or the American Arbitration Association for disposition in accordance with the applicable rules of the chosen group. In the event that the Committee and the Association cannot agree on an arbitrating group, selection will be made on an alternating basis, beginning with the State Board of Conciliation and Arbitration. The expenses of such arbitration shall be shared equally by the School Committee and the Mahar Teachers Association, and the recommendation of the arbitrator shall be presented to the Committee, the Association, and the employee who initiated the grievance. The award shall be final and binding upon the School Committee, the Association, and said employee. The arbitrator can neither add to nor subtract from or otherwise modify this Agreement. If at the end of thirty (30) days following either the occurrence of an action constituting a basis for a grievance, or the date when first knowledge of such an occurrence became known to any employee affected by it, a grievance has not been presented at LEVEL TWO, the grievance shall be deemed to have been waived. Further, any grievance shall be deemed to have been waived if action required to present it to the next level shall not have been taken within the times specified herein.

No written record relating to any grievance shall be filed in the personnel file of any employee involved in presenting a grievance.

When in the opinion of the Association, three (3) or more teachers have been similarly aggrieved, the Association may file a class grievance and may represent them at any level of the grievance procedure.

ARTICLE X

RESPONSIBILITIES AND AUTHORITY OF THE COMMITTEE

In accordance with the Massachusetts General Law, the School Committee is responsible to the citizens of the District for carrying out its mandate to provide education of the highest possible quality for the children of the District. To that end, it is agreed that the Committee has complete authority for establishing policies pertaining to the schools and the administration of the schools, and that it exercises its authority under the law. Specifically, the authority of the Committee includes, but is not limited to, the following matters:

1.             Approval of courses to be offered in the school

2.             Determination of extended school services to be offered

3.             Direction of evening and summer schools it may establish

4.             Control of student organizations

5.             Regulation of student attendance at school

6.             Determination of released time for students

7.             Appointment of superintendent

8.             Approval of extra-and intra-mural athletic programs

9.             Final approval of the adoption of all major educational equipment  

10.          Determination of the budget of the District.

The Superintendent of the RALPH C. MAHAR REGIONAL SCHOOL is responsible for carrying out the policies and overseeing the general administration of the school as directed by the Committee and may, from time to time exercise such other authority and responsibilities as he/she is directed to do by the Committee.

ARTICLE XI

TEACHER LEAVE POLICY

A.            Sick Leave

Fifteen (15) days sick leave shall be allowed each teacher in each academic year. Any unused days may accumulate to a total of one hundred fifty (150) days.

Sick Leave shall be used for the following reasons:

1.       Illness of the teacher. Whenever the Administration has cause to believe that a pattern of abuse of sick leave exists, the teacher concerned shall be so notified in writing with a copy of such letter to go to the Association. The continuation of said pattern may result in the requirement of a doctor's certificate justifying the teacher's absences and a refusal to pay sick leave for all future absences during the current school year for which such a certificate is not supplied.

2.       Hospital tests for employees.

3.       Illness in the immediate family: No more than ten (10) sick leave days a year may be taken by a teacher in the case of illness in the immediate family such as to justify the necessity of his or her presence. In extraordinary situations, the Superintendent has discretion to grant up to five (5) additional days. If the teacher believes additional time is needed, the Superintendent may grant unpaid leave without loss of regular sick leave. For purposes of this article, immediate family is taken to mean mother, father, spouse, son, daughter, sister, brother, step-parents, step-children, foster parents, grandparents, parents-in-law, grandchildren, brothers and sisters-in-law. In addition, the Superintendent may, for good cause, extend the privilege herein granted, to cover the illness of others who may stand in a close relationship to the teacher.

4.       Death in other than the immediate family. The necessity for and length of leave to be determined by the Superintendent after a fair consideration of the circumstances.

The Committee reserves the right to insist that teachers take time off with sick leave pay under certain circumstances.

B.            Sick Leave Bank

The Mahar Teachers Association will form a Sick Leave Bank Committee to organize and administer a Sick Leave Bank with a school administrator. If a member of the Sick Leave Bank uses all of his/her sick leave days for just cause, he/she may have additional sick leave days from the Sick Leave Bank for legitimate reasons until such time as he/she accrues more sick leave days of his/her own or exceeds the limits defined below.

1.             Each employee covered by this Contract may become a member of the Sick Leave Bank by donating one (1) sick leave day to the Bank within forty-five (45) days of the effective date of this Contract or within forty-five (45) days of his/her employment by the Regional School Committee, whichever is later. Each member of the Sick Leave Bank will also agree to donate one (1) additional day at the beginning of each school year thereafter plus any days assessed by the Sick Leave Bank Committee under Paragraph 3 below.

Any member of the Sick Leave Bank may withdraw from the Bank for a subsequent school year by giving written notice to the Sick Leave Bank Committee and the Regional School Committee by September 15 of the school year during which he/she no longer desires membership.

2.                   Each member of the Sick Leave Bank may receive up to ten (10) days of sick leave from the Bank per school year on approval of the Sick Leave Bank Committee. Upon receipt of a doctor's certification of illness or disability, additional days of sick leave from the Bank may be granted by a majority vote of the membership of the Sick Leave Bank. If it is not feasible to receive this approval or vote prior to a member's absence, the Regional School Committee may withhold the salary of the teacher for the days in question until such time as a decision has been made. If the Sick Leave Bank Committee approves, the days shall be deducted from the Bank's total, and the teacher shall be paid his/her salary in full for the days in question.

3.                   If the number of sick leave days in the Bank are depleted below a number to be determined by the Sick Leave Bank Committee, one (1) additional day for the Bank may be assessed each member.

4.                   If the sick leave days in the Bank equal or exceed a number fixed by the Sick Leave Bank Committee, at the end of the school year, the past members of the Bank will not need to donate any days to maintain membership for the following year unless days are needed under Paragraph 3 above.

5.                   If a teacher who once decided not to join the Sick Leave Bank decides to join in a subsequent school year his/her initial donation to the Bank must equal the total number of days that he/she would have donated to the Bank through the years had he/she joined initially. In no case will this initial donation exceed ten (10) days.

6.                   No member of the Sick Leave Bank will be denied continuation of membership in the Bank because he/she has no sick leave days of his/her own to donate to the Bank when additional assessments are made.

7.                   By November 1 of each school year the Regional School Committee will inform the Sick Leave Bank Committee in writing of the number of sick leave days accrued by each member of the Bank and the number of days accrued by the Bank itself according to its records.

C.            Emergency Leave

Teachers absent because of unusual or imperative reasons for which their attendance is clearly required and for which no other arrangements can be made, may be excused by the Superintendent without loss of pay.

Personal Days must be used before granting of Emergency Days will be considered. The Superintendent will waive the three (3) day notice of request for Personal Day in deemed emergency situations.

Lack of transportation or inclement weather will not be cause for granting Emergency Leave.

For death in the immediate family, up to four (4) days immediately following the death may be granted. These days are not to be deducted from sick leave and may be extended by the Superintendent after fair consideration of the circumstances.

D.            Religious Holidays

Up to two (2) days per academic year may be used by each teacher for the observance of religious holidays requiring the absence of the teacher from school.

E.            Personal Leave

The Committee will provide a record of each member's unused, accumulated personal days to the Association by November 1 of each year.

Two (2) days leave per academic year may be taken by each teacher for personal reasons for which no explanation need be given, subject to the following conditions:

1.                   Consecutive personal days may not be used the two (2) days before or after a holiday or vacation period or used one (1) day before and one (1) day after a vacation or holiday period.

2.                   At least three (3) days advance notice of the intended leave must be given to the Superintendent.

3.                   No more than three (3) teachers will be granted personal leave on the same school day.

4.                   Unused personal leave days shall accumulate to a maximum of five (5) days for the purpose of full buy-back upon retirement.

F.             Unpaid Leave

Whenever any teacher is absent for reasons other than those specified above, time equivalent to the absence will be deducted from his or her regular sick leave and no payment for the time will be made whether or not a substitute was obtained.

G.            Sabbatical Leave

Purposes for which a Sabbatical Leave may be granted:

1.                  The improvement of the Ralph C. Mahar Regional School

2.                  The encouragement of professional growth

3.                  The recognition of a teacher's professional excellence

Any teacher who has taught in the Mahar system for six (6) continuous years, and who holds a Master's Degree, may apply for a sabbatical leave of absence for study, research, or approved travel related to his or her major field or teaching assignment. During this period of research, study, or travel teachers will receive 60% of their normal salary for either one (1) semester or one (1) academic year. Normal salary for teachers will be interpreted to mean basic salary excluding supplemental payments for special assignments. Such payments, when added to any program grant of professional compensation, may not exceed the regular rate. Staff members on leave will retain all rights that would be theirs if they were actively teaching in the system during that period.

Application for such leave must be made to the Committee not later than December 31 of the academic year preceding the academic year in which such leave is to be taken. The applicant will give a detailed account of the proposed utilization of such leave of absence. No more than two (2) awards may be made annually to employees covered by this contract. Disposition of applications shall be acted upon by the Committee no later than July of the calendar year immediately after that in which the application was made.

Teachers granted a sabbatical leave of absence shall be required to enter into a written agreement with the Committee to the effect that upon termination of a sabbatical leave the teacher will return to service for a period equal to twice the length of leave. If the teacher fails to return or does not return for the full period agreed upon, the teacher shall be required to refund the proportionate part of the salary actually received while on sabbatical leave.

During the course of the sabbatical leave, brief progress reports shall be made at his/her request to the Superintendent. Each teacher who returns from a sabbatical leave of absence shall be required to submit a report covering his/her activities during the sabbatical to the Committee.

H.            Unpaid Leave For Study And/Or Research

An unpaid leave of absence for up to one (1) year may be granted to any teacher not eligible for Sabbatical Leave for the purposes of engaging in study or for travel or work programs related to his/her professional responsibilities. At the end of the leave, the teacher shall be restored to his/her previous position or to a similar position with the same status, pay, length of service, credit, and seniority.

I.             Parenthood Leave

1.                   Maternity leave shall be granted in accordance with Chapter 149, Section 105D of the General Laws of Education Relating to School Committees.

2.                   Parenthood leave shall be granted for up to a two (2) year period under the terms of Chapter 149, Section 105D of the General Laws of Education Relating to School Committees.

J.             Up to two (2) days paid leave, in the aggregate, shall be provided for representatives of the Mahar Teachers Association to attend conferences. All expenses for the conference, including expenses for the substitute, will be borne by the Association. The request to attend the conference must be made at least one (1) week in advance to the principal.

ARTICLE XII

TRAVEL AND SUPPLY REIMBURSEMENTS

The mileage allowance for school business travel shall be at the rate of thirty-two cents (.32) per mile.

Teachers required to return to school in the evening for group or committee meetings approved by the Superintendent and for which no other compensation is made, shall be reimbursed for round trip mileage between the school and their residence at the rate fixed for official travel.

Mileage allowances will not be paid for events such as Open House, Graduation, Science Fair, and School Committee matters.

Each classroom teacher will be reimbursed up to fifty dollars ($50) for the purchase of educational supplies and materials used in his/her classes, subject to approval by the department coordinator.

ARTICLE XIII

INSURANCE AND INDEMNIFICATION

For each employee the Committee will pay 50% of the premium on:

a)     Life Insurance - $10,000 renewable term insurance

b)     Accidental Death and Dismemberment - $10,000

The employee will pay 25% of the cost of Blue Cross/Blue Shield premium or 25% of the cost of the premium of a mutually-agreed-upon plan.

The Committee will provide, if available, a BC/BS group dental plan and a Rider for coverage of college students under the medical plan, at full cost to the employee.

The Committee agrees to provide benefits under the Worker's Compensation Act, as provided under S. 34 of Chapter 152 of the General Laws of the Commonwealth of Massachusetts.

Retired teachers receiving compensation under the State Retirement System are to receive the same insurance benefits as provided for employees under this Contract.

Employees who retire prior to July 1, 2011 will pay 15% of the cost of the retiree health insurance premium. Employees who retire between July 1, 2011 and June 30, 2012 will pay 20% of the cost of the retiree health insurance premium. Any employee who retires after June 30, 2012 will pay 25% of the cost of the retiree health insurance premium.

The Committee shall provide indemnification whenever any teacher shall become eligible therefore under the provisions of Chapter 41, Section 100C of the General Laws of the Commonwealth as most recently amended.

ARTICLE XIV

PAYMENT OF TEACHERS' SALARIES

The salary provided teachers protected by this Contract is deemed by the Committee and the Association to be fully earned by the close of the teachers' school year and proportionately during the school year. In the event of the termination of a teacher's service for any cause at the end of or at any time during the school year, amounts of salary earned but withheld to the date of termination shall be payable to the teacher or, in the event of death, to the executor or administrator of his or her estate.

Teachers may elect to receive their salary in either 21 or 26 bi-weekly installments beginning with the first pay period in September and subject to the following provisions:

1.             The teacher must give written notice to the Superintendent's Office, if he or she elects the 21 payment plan, on or before the 20th of June preceding the school year in which said payment plan is desired,. or upon signing an initial Contract with the District, whichever is the later. The teacher will continue to receive payment in 21 installments unless written notice to discontinue this plan is given within the time limit stated above.

2.             Teachers electing the 21 payment plan who are under Contract to return to Mahar for the next school year will have deducted with their normal insurance payments in June of the Contract year in which this plan is in effect, the insurance payments normally deducted during the months of July and August of the same calendar year.

ARTICLE XV

TEACHER FACILITIES

To the extent feasible in existing buildings and provided that no substantial capital investment is necessary, and in designing new buildings and rehabilitating existing buildings, the District will provide in each school building:

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

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

3.                   An appropriately furnished room to be used as a lounge

4.                   Well-lighted and clean teachers' rest rooms

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

ARTICLE XVI

ASSOCIATION USE OF SCHOOL FACILITIES

The Association may use space in school buildings, if available, without cost and at reasonable times for meetings. All necessary custodial and cafeteria help fees will be paid by the Association.

Bulletin board space will be made available in each school building in the faculty lounge for the purpose of displaying notices, circulars, and other Association materials.

ARTICLE XVII

VACANCIES AND PROMOTIONS

Whenever a vacancy in a professional position occurs during the school year, it will be adequately publicized by the Superintendent by means of a notice placed on the bulletin board in the faculty lounge as far in advance of the appointment as possible. During the months of July and August, written notice of any such vacancy will be given to the Association.

In both cases, the qualifications for the position, its duties, and the rate of compensation will be clearly set forth.

All qualified teachers will be given adequate opportunity to make application for such positions.

ARTICLE XVIII

RETIREMENT

During the last year of employment prior to his/her retirement, each teacher or his/her estate shall be paid an amount equal to his/her full pay per day for each of his/her accumulated personal days (to a maximum of five [5] days) and unused sick leave days (to a maximum of twenty [20] days). Such payments, when added to the teacher's final paycheck, shall constitute full payment of salary due for that year. The per diem amount shall be capped at the highest daily rate of the individual, pursuant to the salary schedule effective the last day of the July 1, 2001 -June 30, 2004 contract.

A teacher must have been employed in the District for a minimum of twenty (20) consecutive years immediately prior to retirement to be eligible for the aforementioned benefits. Teachers employed in the District as of September 1995 are grandfathered under the benefits as stated in the 1995-1996 Contract that contained no requirements for minimum or consecutive years of service.

Teachers who have elected to receive the District Service Credit under the Appendix A-Salary Schedule, subsection Structure, #5, are not eligible for the above benefit.

However, a teacher with twenty (20) years or more of consecutive service and one hundred fifty (150) days of accumulated sick leave will receive a payment for up to five (5) accumulated personal days at the rate of $250 per day, upon separation from employment, regardless of the date the teacher elected to receive the District Service Credit under Appendix A - Salary Schedule, subsection Structure,#5.

Teachers planning to retire shall send a written notice to that effect to the Superintendent on or before April 15 of the year in question. A waiver of the April 15th deadline may be voted by the School Committee in cases of ill health.

ARTICLE XIX

LEGALITY OF PROVISIONS

If any provision of this Contract is held to be contrary to law or if any section or obligation of the Committee or the Association is altered by an appropriate court of law or change in legislation, all other provisions of the Contract will continue in full force and effect, and the Committee and the Association will meet for the purpose of amending the illegal/altered provision to meet the requirements of the law. Any such amendments mutually agreed upon by the Committee and the Association will be reduced to writing and added to the Contract as an addendum.

ARTICLE XX

AGENCY SERVICE FEE

The Committee agrees to require as a condition of employment that all teachers, except those certified as members to me Committee by the Association, pay annually or by dues deduction to the Association as of the thirtieth (30th) day subsequent to such employment, or the thirtieth (30th) day subsequent to the effective date of this Agreement, whichever is later, an agency service fee which shall be commensurate with the cost of collective bargaining and contract administration as determined solely by the Association and which amount shall be at one hundred percent (100%) of the Association dues.

ARTICLE XXI

PREPARATION AND DISTRIBUTION OF CONTRACT

Responsibility for the final preparation and distribution of copies of the Contract will rest with the Association.

The Committee shall inform the Association in advance of printing of the number of copies they wish to receive.

The total cost of preparation will be broken down to a per copy cost, and the Committee .   will reimburse the Association for the number of copies it receives.

ARTICLE XXII

PROFESSIONAL CONSULTATIONS

It is agreed that at least twice each year the Superintendent will meet with the Association at its request to consult about matters or concerns to it or the Committee.

ARTICLE XXIII

SCHOOL COMMITTEE AGENDA

The Superintendent shall provide the President of the Mahar Teachers Association with an Agenda of all Committee meetings at the same time it is made available to the Committee.

ARTICLE XXIV

ETM MEETINGS

Every reasonable effort will be made to schedule ETM meetings within the normal teacher's day.

ETM meetings shall not infringe upon a teacher's duty-free preparation period.

No teacher will be required to supervise extra classes in order to release another teacher for an ETM meeting.

ARTICLE XXV

COMMITTEE RIGHTS

As to every matter not expressly covered by this Agreement, and except as expressly or directly modified by provisions of this Agreement, the Committee retains exclusively to itself all rights and powers that it has or may hereafter be granted by law, and shall exercise the same without such exercise being made subject to arbitration.

ARTICLE XXVI

REDUCTION IN STAFFING

When a reduction in staff is necessary, the following procedures will be followed:

1.                   Where possible, staff reduction will be accomplished through attrition.

2.                   No professional status teachers, certified for positions held by non-professional status teachers, will be released until such non-professional status teachers have been released.

3.                   When the position of a professional status teacher is eliminated, that teacher shall be transferred to an open position for which he/she is qualified if such an open position is available.

4.                   In making the determination to RTF teachers, the following criteria will be used:

Qualifications: Certification(s), Education, and Past Experience

Evaluations

Length of Service

Assignment & Flexibility

Other contributions to the welfare of the school operation

5.                   Teachers who have been laid off shall be entitled to recall rights for a period of two (2) years from the effective date of the layoff. Teachers will be recalled using the same criteria used in #4 above.

6.                   During the recall period:

a)                      A teacher shall be notified of a recall by registered mail, return receipt requested, addressed to his/her last address of record. A teacher must respond by registered mail postmarked within five (5) business days of receipt of the recall notice.

b)                      All benefits to which a teacher is entitled at the time of the layoff shall be restored in full upon reemployment within the recall period.

c)                      Teachers will be given preference on the substitute list if they so desire.

d)              Teachers may continue group life and health insurance coverage by reimbursing the District according to a mutually agreed upon schedule, for the full premium costs. In accordance with COBRA.

7.                   No new teacher will be hired for a position until all teachers on the recall list who are qualified for the position have been recalled or have declined the position.

8.                   In the event that an illness or disability verified by a physician prevents a teacher's affirmative response to a recall, such teacher will remain on the recall list.

ARTICLE XXVII

SCHOOL NURSE

A.           The full time, Registered Nurse will work days when school is in session (183 day school year). The regular work schedule shall be seven and one-half (7.5) hours per day including a half hour lunch period.

B.           The Nurse will be on duty for Senior Awards Night, Graduation, and up to two (2) additional nights if requested. Thirty (30) days notice shall be given for evenings to be worked unless by mutual agreement.

C.           A School Nurse who possesses a Bachelor's degree or higher will be placed on the Teachers' Salary Scale (Appendix A) at the appropriate step commensurate with his/her academic status and years of consecutive service with the District.

D.           The salary schedule for a School Nurse without a Bachelor's degree shall consist of seven (7) steps with four percent (4%) increments between steps.

APPENDIX A

SALARY SCHEDULE

Purposes:

1.                      To attract capable teachers to service in the District

2.                      To maintain stability in the teaching staff by encouraging capable teachers to remain in the District

3.                      To promote continued professional growth of the teachers through approved units of study

4.                      To enable teachers to maintain adequate living and cultural standards

5.                      To aid the Committee in planning their annual budgets

Structure:

1.                   Each step above step 1 in each column shall be computed by multiplying the previous step by a factor of 1.04 and rounding to the nearest dollar except that the additional step added in 2001-2002, 2002-2003 and 2003-2004 shall be calculated by a factor of 1.03 and rounding to the nearest dollar. Effective July 1, 2009, Step 1 will be removed from the 2008-2009 Teacher Salary Scale and an additional Step will be calculated by a factor of 1.04 and rounding to the nearest dollar.

2.                   Teachers with 16-20 consecutive years teaching experience in the District shall be paid at the rate of 1.06 of the salary indicated by the salary schedule. Teachers employed as of September 1994 need not have "consecutive" years. Any approved leave of absence is not deemed to break consecutive service as referenced above.

3.                   Teachers with 21 or more consecutive years teaching experience in the District shall be paid at the rate of 1.10 of the salary indicated by the salary schedule. Teachers employed as of September 1994 need not have "consecutive" years. Any approved leave of absence is not deemed to break consecutive service as referenced above.

4.                   Notwithstanding the above sections 2 and 3, no longevity will be awarded to any teacher not holding a Master's Degree, except, those teachers currently receiving (1997-1998 Contract Year) longevity are exempted from this requirement. Further, effective 7/1/2000, longevity will be capped at the 1.06 or 1.10 rate of the 6/30/2000 salary schedule for teachers who were receiving longevity as of 6/30/2000. For all other teachers, effective 7/1/2000, teachers eligible for longevity will receive the rate of $2,500 for teachers with 16-20 consecutive years teaching experience in the District and $3,500 for teachers with 21 or more consecutive years teaching experience in the District.

5.                   DISTRICT SERVICE CREDIT - Effective 9/1/01, a teacher with twenty (20) years of service may elect to increase his/her pay for three (3) consecutive years by $2,500, in each of the three (3) years, as well as the longevity pay already provided for in Appendix A. After receiving the above longevity payments, the teacher will not be entitled to any further longevity payments under Appendix A or this Section. Also, teachers who opt for this provision shall give up their right to collect benefits under Article XVIII, Retirement. Teachers must apply for the longevity payment on or before January 1st preceding the academic year in which they wish to begin collecting said benefit. If the teacher does not receive all of the above $7,500 prior to separation from employment, he/she shall be entitled to a lump sum payment at the time of separation from service equaling the remaining sum. District Service Credit Benefit will end as of September 2, 2009.

6.             Coordinator/Director System:

Coordinator Positions:      English and English Language Learners

Science, Technology & Engineering

Social Studies

Foreign Languages

Arts (includes music)

Comprehensive Health and Physical Education

Math/Business

Library Media

Student Services

Effective My 1, 2004, Coordinators will be paid as follows:

First three (3) years as Coordinator:                                1              Department          $3,000

2              Departments         $4,000

Subsequent years as Coordinator:                                   1              Department          $4,000

2              Departments         $5,000

Effective July 1, 2006, Coordinators will be paid as follows:

First three (3) years as Coordinator:                                1              Department          $3,500

2              Departments         $4,500

Subsequent years as Coordinator:                                   1              Department          $4,500

2              Departments         $5,500

7.             Director Positions:

Athletic Director

Title I Director (position in place only while funded by grant)

Effective July 1, 2004, Directors will be paid as follows:

First three (3) years as Director:                        $5,000

Subsequent years as Director:                           $6,000

Effective July 1, 2006, Directors will be paid as follows:

First three (3) years as Director:                        $5,500

Subsequent years as Director:                           $6,500

8.             Tenured teachers in the system prior to 9/5/78 will receive an additional $100.

SERVICE INCREMENTS

Service increments shall become effective upon the first of July. They are not automatic but will be voted annually by the Committee on an individual basis for continued satisfactory service.

EXPERIENCE CREDIT

It is the Committee's intention to hire teachers at a salary commensurate with their teaching experience or other experience acceptable under the regulations of the State Department of Education up to ten (10) years.

A teacher's first contract with the District will determine his/her place on the salary schedule.

The Association will be notified of any exceptions to this policy.

CREDIT FOR GRADUATE STUDY

The Increment and Credit Committee shall consist of the Superintendent and one (1) representative from the Association.

After matriculation and while working on a graduate program which has been approved by the Increment and Credit Committee, a teacher shall receive reimbursement for up to twelve (12) credit hours of approved graduate credit per contract year at the rate of $200.00 per credit hour. Credits in excess of twelve (12) earned in any contract year will not be reimbursed. There is no carryover to the next year. The ending date for the course will determine its contract year. The Contract Year shall be July 1 to June 30. To be eligible for reimbursement, the teacher must be employed by the District at the time of payment.

After receiving a Master's Degree and while enrolled in a post-graduate degree program which has been approved by the Increment and Credit Committee, a teacher shall receive reimbursement for up to twelve (12) credit hours of approved post-graduate credit per contract year at a rate of $ 125.00 per credit hour.

Courses taken by teachers not enrolled in a degree program but for purposes of meeting licensure and re-licensure requirements will, upon recommendation from the Principal and approval of the Superintendent, be reimbursed at the rate of $125.00 per credit hour for a maximum of twelve (12) credits in three (3) contract years.

Courses in the teacher's subject matter field for which graduate credit may not be available shall be considered for equivalent compensation by the Increment and Credit Committee. This paragraph shall not be grievable.

No reimbursement is permissible unless the courses are approved by the Increment and Credit Committee. Application for course approval must be filed with the Superintendent's Office according to the following schedule:

1.                    By October 1st for courses offered in the Fall

2.                    By February 1 st for courses offered in the Spring

3.                    By June 10th for courses offered in the Summer

Late application for course approval shall be so noted by the Superintendent and returned to the applicant. If the applicant wishes to reapply for credit on a course for which late application was made, he/she may NOT re-apply for a period of one (1) year.

Teachers eligible for the $50.00 course credit increments or multiples thereof under the previous contract will continue to receive those increments until they are placed on another column of the salary schedule. Courses completed after July 1,1989 are not eligible for the $50.00 increment but may qualify for reimbursement under this article if all requirements are met.

Reimbursement may be granted by the Increment and Credit Committee for courses taken during the Summer preceding the initial contract.

Credit hours earned during the year must be reported to the Superintendent with substantiating certificates or transcripts. The reimbursement for summer and fall credits will be paid in January. Reimbursement for spring credits will be paid in June providing documentation is presented to the Superintendent by June 15.

Advancement for approved credit hours which have been completed by September of the new academic year and which would affect the step and/or the column of the salary schedule will be granted. A revised contract reflecting the advancement will be issued, and the pay increase will take effect for the first pay period of the new academic year.

.  Teachers required to take courses by the Committee will be reimbursed in full for all direct costs including tuition, fees, books, materials, mileage, etcetera.

NEW LANGUAGE: INDUCTION AND MENTORING PROGRAM

An induction and mentoring program will be maintained for all teachers new to the District, in accordance with MGL Chapter 71 and 603 CMR 7.00, The Purpose of the program is to provide guidance, resources, training, and support by pairing mentor teachers (mentors) and new teachers (mentees).

The mentoring program will be conducted in accordance with District's "A Plan for the Induction and Mentoring of New Teachers." Mentors will receive five hundred dollars ($500) annually when assigned a mentee. Mentors will be assigned only one mentee per academic year. Any mentor assigned an additional mentee, upon approval by the superintendent, will be paid an additional two hundred fifty dollars ($250) annually. In no instance will mentors be assigned more than two mentees in each academic year

TEACHER SALARY SCALE

JULY 1,2011-June 30,2012

0% Increase

The step advancement of any teacher from 2010-2011 to 2011-2012 shall result in the actual step number remaining the same from 2010-2011 to 2011-2012, due to the elimination of step 1 from 2010-2011 to 2011-2012.

 

 

 

MASTERS

 

STEP

BACHELOR

MASTERS

PLUS 30

DOCTORATE

Step l

$37,036.00

$39,467.00

$41,906.00

$44,349.00

Step 2

$38,517.00

$41,046.00

$43,583.00

$46,123.00

Step 3

$40,058.00

$42,688.00

$45,326.00

$47,968.00

Step 4

$41,660.00

$44,395.00

$47,139.00

$49,886.00

Step 5

$43,326.00

$46,171.00

$49,025.00

$51,882.00

Step 6

$45,056.00

$48,018.00

$50,986.00

$53,957.00

Step 7

$46,862.00

$49,939.00

$53,025.00

$56,115.00

Step 8

$48,736.00

$51,936.00

$55,146.00

$58,360.00

Step 9

$50,686.00

$54,014.00

$57,352.00

$60,694.00

Step 10

$52,713.00

$56,174.00

$59,646.00

$63,122.00

Step 11

$54,822.00

$58,421.00

$62,032.00

$65,647.00

Step 12

$56,466.00

$60,758.00

$64,513.00

$68,273.00

Step 13

$58,725.00

$62,581.00

$67,094.00

$71,004.00

Step 14

$61,074.00

$65,084.00

$69,106.00

$73,844.00

Step 15

 

$67,687.00

$71,871.00

$76,059.00

Step 16

 

 

$74,746.00

$79,102.00

Step 17

 

 

 

$82,266.00

TEACHER SALARY SCALE

JULY 1,2012-June 30, 2013 1.5% Increase

 

 

 

MASTERS

 

STEP

BACHELOR

MASTERS

PLUS 30

DOCTORATE

Step l

$37,592.00

$40,059.00

$42,535.00

$45,014.00

Step 2.

$39,095.00

$41,662.00

$44,237.00

$46,815.00

Step 3

$40,659.00

$43,328.00

$46,006.00

$48,688.00

Step 4

$42,285.00

$45,061.00

$47,846.00

$50,634.00

Step 5

$43,976.00

$46,864.00

$49,760.00

$52,660.00

Step 6

$45,732.00

$48,738.00

$51,751.00

$54,766.00

Step7

$47,565.00

$50,688.00

$53,820.00

$56,957.00

Step 8

$49,467.00

$52,715.00

$55,973.00

$59,235.00

Step 9

$51,446.00

$54,824.00

$58,212.00

$61,604.00

Step 10

$53,504.00

$57,017.00

$60,541.00

$64,069.00

Step 11

$55,644.00

$59,297.00

$62,962.00

$66,632.00

Step 12

$57,313.00

$61,669.00

$65,481.00

$69,297.00

Step 13

$59,606.00

$63,520.00

$68,100.00

$72,069.00

Step 14

$61,990.00

$66,060.00

$70,143.00

$74,952.00

Step 15

 

$68,702.00

$72,949.00

$77,200.00

Step 16

 

 

$75,867.00

$80,289.00

Step 17

 

 

 

$83,500.56

ATHLETIC SALARIES

JULY 1, 2011-JUNE 30,2012 3% Increase

 

STEP I

STEP II

STEP III

STEP IV

GROUP A

 

 

 

 

Football Head

3,866

3,989

4,112

4,543

Athletic Trainer

3,866

3,989

4,112

4,543

GROUP B

 

 

 

 

Basketball Boys' Head

3,436

3,560

3,681

3,959

Basketball Girls' Head

3,436

3,560

3,681

3,959

GROUP C

 

 

 

 

Soccer Boys' Head

3,209

3,331

3,455

3,702

Soccer Girls' Head

3,209

3,331

3,455

3,702

Volleyball Boys' Head

3,209

3,331

3,455

3,702

Volleyball Girls' Head

3,209

3,331

3,455

3,702

Field Hockey Head

3,209

3,331

3,455

3,702

Baseball Head

3,209

3,331

3,455

3,702

Softball Head

3,209

3,331

3,455

3,702

Track Boys' Head

3,209

3,331

3,455

3,702

Track Girls' Head

3,209

3,331

3,455

3,702

Football Assistants (3)

3,209

3,310

3,455

3,702

Summer Strength and  Conditioning

3,209

3,331

3,455

3,702

Football Grade 9 Head

3,209

3,331

3,455

3,702

GROUP D

 

 

 

 

Basketball Boys' JV

2,728

2,851

2,974

3,159

Basketball Girls' JV

2,728

2,851

2,974

3,159

Field Hockey JV

2,728

2,851

2,974

3,159

Soccer Boys' JV

2,728

2,851

2,974

3,159

Soccer Girls' JV

2,728

2,851

2,974

3,159

Volleyball Boys' JV

2,728

2,851

2,974

3,159

Volleyball-Girls' JV

2,728

2,851

2,974

3,159

Baseball JV

2,728

2,851

2,974

3,159

Softball JV

2,728

2,851

2,974

3,159

Track Boys' Assistant

2,728

2,851

2,974

3,159

Track Girls' Assistant

2,728

2,851

2,974

3,159

Cheerleader Varsity Football

2,728

2,851

2,974

3,159

Cheerleader Varsity Basketball

2,728

2,851

2,974

3,159

GROUP E

 

 

 

 

Golf Head

2,333

2,456

2,580

2,765

Tennis Head

2,333

2,456

2,580

2,765

Football -Grade 9 Assistant

2,333

2,456

2,580

2,765

Cheerleader JV Basketball

1.96

2.084

2.206

2.391

GROUP F  Middle School Head Coaches

Football

2,424

2,545

2,667

2,852

Field Hockey

2,424

2,545

2,667

2,852

Soccer

2,424

2,545

2,667

2,852

Basketball Boys'

2,424

2,545

2,667

2,852

Basketball Girls'

2,424

2,545

2,667

2,852

Baseball

2,424

2,545

2,667

2,852

Softball

2,424

2,545

2,667

2,852

Volleyball

2,424

2,545

2,667

2,852

GROUP G  Middle School Head Coaches

Football (2)

2,215

2,337

2,462

2,646

Soccer

2,215

2,337

2,462

2,646

Field Hockey*

2,215

2,337

2,462

2,646

Baseball*

2,215

2,337

2,462

2,646

Softball*

2,215

2,337

2,462

2,646

* If there are more than twenty-five (25) .players on a team, an assistant may be appointed at the discretion of the Athletic Director and the Superintendent.

Ticket Sales Person - up to $25.00/event

Equalizing Field Hockey and Volleyball with Soccer is contingent upon those teams starting practice on the same date as Soccer. If a starting date of five (5) days or later is agreed between the Coach and the Athletic Director, the salary will be pro-rated to reflect the later date.

Compensation for Extended Season (Coaches):

Additional compensation for Championship Level Achievement will be determined by, and at the time of, the team's highest level of success, up to a total of fifteen percent (15%). If the team wins up to and including the League Championship, the Head Coach and Assistant Coach(es) will receive five percent (5%) additional compensation. If the team wins up to and including the Western Massachusetts Championship, the Head Coach and Assistant Coach(es) will receive ten percent (10%) additional compensation. If the team wins the State Championship, the Head Coach and Assistant Coach(es) will receive fifteen percent (15%) additional compensation.

ATHLETIC SALARIES

JULY 1,2012-JUNE 30,2013

3% INCREASE

 

STEP I

STEP II

STEP III

STEP IV

GROUP A

 

 

 

 

Football Head

3,982

4,109

4,235

4,679

Athletic Trainer

3,982

4,109

4,235

4,679

GROUP B

 

 

 

 

Basketball Boys' Head

3,539

3,667

3,791

4,078

Basketball Girls' Head

3,539

3,667

3,791

4,078

GROUP C

 

 

 

 

Soccer Boys' Head

3,305

3,431

3,559

3,813

Soccer Girls' Head

3,305

3,431

3,559

3,813

Volleyball Boys' Head

3,305

3,431

3,559

3,813

Volleyball Girls' Head

3,305

3,431

3,559

3,813

Field Hockey Head

3,305

3,431

3,559

3,813

Baseball Head

3,305

3,431

3,559

3,813

Softball Head

3,305

3,431

3,559

3,813

Track Boys' Head

3,305

3,431

3,559

3,813

Track Girls'Head

3,305

3,431

3,559

3,813

Football Assistants (3)

3,305

3,431

3,559

3,813

Summer Strength and  Conditioning

 3,305

3,431

3,559

3,813

Football Grade 9 Head

3,305

3,431

3,559

3,813

GROUP D

 

 

 

 

Basketball Boys' JV

2,810

2,937

3,063

3,254

Basketball Girls' JV

2,810

2,937

3,063

3,254

Field Hockey JV

2,810

2,937

3,063

3,254

Soccer Boys' JV

2,810

2,937

3,063

3,254

Soccer Girls' JV

2,810

2,937

3,063

3,254

Volleyball Boys' JV

2,810

2,937

3,063

3,254

Volleyball Girls' JV

2,810

2,937

3,063

3,254

Baseball JV

2,810

2,937

3,063

3,254

Softball JV

2,810

2,937

3,063

3,254

Track Boys' Assistant

2,810

2,937

3,063

3,254

Track Girls' Assistant

2,810

2,937

3,063

3,254

Cheerleader Varsity Football

2,810

2,937 .

3,063

3,254

Cheerleader Varsity Basketball

2,810

2,937

3,063

3,254

GROUP E

 

 

 

 

Golf  Head

2,403

2,530

2,657

2,848

Tennis Head

2,403

2,530

2,657

2,848

Football -Grade 9 Assistant

2,403

2,530

2,657

2,848

Cheerleader JV Basketball

2,019

2,147

2,272

2,462

GROUP F Middle School Head Coaches

Football

2,497

2,621

2,747

2,938

Field Hockey

2,497

2,621

2,747

2,938

Soccer

2,497

2,621

2,747

2,938

Basketball Boys'

2,497

2,621

2,747

2,938

Basketball Girls'

2,497

2,621

2,747

2,938

Baseball

2,497

2,621

2,747

2,938

Softball

2,497

2,621

2,747

2,938

Volleyball

2,497

2,621

2,747

2,938

GROUP  G Middle School Assistant Coaches

Football (2)

2,281

2,407

2,536

2,725

Soccer

2,281

2,407

2,536

2,725

Field Hockey*

2,281

2,407

2,536

2,725

Baseball*

2,281

2,407

2,536

2,725

Softball*

2,281

2,407

2,536

2,725

* If there are more than twenty-five (25) players on a team, an assistant may be appointed at the discretion of the Athletic Director and the Superintendent.

Ticket Sales Person - up to $25.00/event

Equalizing Field Hockey and Volleyball with Soccer is contingent upon those teams starting practice on the same date as Soccer. If a starting date of five (5) days or later is agreed between the Coach and the Athletic Director, the salary will be pro-rated to reflect the later date.

Compensation for Extended Season (Coaches):

Additional compensation for Championship Level Achievement will be determined by, and at the time of, the team's highest level of success, up to a total of fifteen percent (15%). If the team wins up to and including the League Championship, the Head Coach and Assistant Coach(es) will receive five percent (5%) additional compensation. If the team wins up to and including the Western Massachusetts Championship, the Head Coach and Assistant Coach(es) will receive ten percent (10%) additional compensation. If the team wins the State Championship, the Head Coach and Assistant Coach(es) will receive fifteen percent (15%) additional compensation.

EXTRA SERVICES SALARIES

JULY 1, 2011.- JUNE 30,2012

3% Increase

 

STEP I

STEP II

STEP III

STEP IV

GROUP 1

 

 

 

 

Yearbook

2,883

3,497

4,112

4,727

Senior High Student Council

2,020

2,144

2,266

2,391

Middle School Student Council

1,713

1,838

1,960

2,084

Fish 'n Game Club

1,961

2,085

2,207

2,330

Driver Education

2,118

2,241

2,364

2,485

Science Fair

1,887

2,011

2,133

2,256

National Honor Society

1,652

1,775

1,898

2,020

National Junior Honor Society

1,467

1,590

1,713

1,838

Peer Education

1,713

1,838

1,960

2,084

International Club

1,467

1,590

1,713

1,838

Webmaster

791

914

1,036

1,161

Class Advisor - Grade 12 - Chairperson

929

 

 

 

Class Advisor - Grade 11 - Chairperson

872

 

 

 

Class Advisor - Grade 10 - Chairperson

816

 

 

 

Class Advisor - Grade 9 - Chairperson

759

 

 

 

Team Advisor - Grade 8 - Per Team

591

 

 

 

Team Advisor - Grade 7 - Per Team

591

 

 

 

GROUP 2

 

 

 

 

Debating

2,020

2,144

2,266

2,391

High School Newspaper

2,576

2,698

2,820

2,943

Key Club (2)*

2,698

2,820

2,943

3,066

Mahar Action Club

2,052

2,175

2,298

2,421

Middle School Newspaper

1,224

1,345

1,467

1,590

Mock Trial

1,224

1,345

1,467

1,590

J.E.T.S. Team

976

1,099

1,224

1,345

J.E.T.S. Engineering Team

976

1,099

1,224

1,345

Middle School Fish 'n Game

1,138

1,199

1,260

1,317

Musical Production**

3,765

3,886

4,005

4,423

One Act Play Competition - Per Play

637

 

 

 

Three-Act Play - Per Play

1,282

 

 

 

Jazz Band

1,437

 

 

 

S.A.D.D.

1,097

 

 

 

S.O.S.

1,097

 

 

 

Ski Club

1,097

 

 

 

Envirothon

872

 

 

 

Group X

* Calendar Coordination & MCAS Support

43 57

EXTRA SERVICES SALARIES

JULY 1, 2012-JUNE 30,2013 3% Increase

STEP I

STEP II

STEP III

STEP IV

GROUP 1

 

 

 

 

Yearbook

2,969

3,602

4,235

4,869

Senior High Student Council

2,081

2,208

2,334

2,463

Middle School Student Council

1,764

1,893

2,019

2,147

Fish 'n Game Club

2,020

2,148

2,273

2,400

Driver Education

2,142

2,308

2,435

2,560

Science Fair

1,944

2,071

2,197

2,324

National Honor Society

1,702

1,828

1,955

2,081

National Junior Honor Society

1,511

1,638

1,764

1,893

Peer Education

1,764

1,893

2,019

2,147

International Club

1,511

1,638

1,764

1,893

Webmaster

815

941

1,067

1,196

Class Advisor - Grade 12 - Chairperson

957

 

 

 

Class Advisor - Grade 11 - Chairperson

898

 

 

 

Class Advisor - Grade 10 - Chairperson

840

 

 

 

Class Advisor - Grade 9 - Chairperson

782

 

 

 

Team Advisor - Grade 8 - Per Team

609

 

 

 

Team Advisor - Grade 7 - Per Team

609

 

 

 

GROUP 2

 

 

 

 

Debating

2,081

2,208

2,334

2,463

High School Newspaper

2,653

2,779

2,905

3,031

Key Club (2)*

2,779

2,905

3,031

3,158

Mahar Action Club

2,114

2,240

2,367

2,494

Middle School Newspaper

1,261

1,385

1,511

1,638

Mock Trial

1,261

1,385

1,511

1,638

J.E.T.S. Team

1,005

1,132

1,261

1,385

J.E.T.S. Engineering Team

1,005

1,132

1,261

1,385

Middle School Fish 'n Game

1,172

1,235

1,298

1,385

Musical Production**

3,787

-4,003

4,125

4,556

One Act Play Competition - Per Play

656

 

 

 

Three-Act Play - Per Play

1,320

 

 

 

Jazz Band

1,480

 

 

 

S.A.D.D.

1,130

 

 

 

S.O.S.

1,130

 

 

 

Ski Club

1,130

 

 

 

Envirothon

898

 

 

 

Group X

 

 

 

 

* Calendar Coordination & MCAS Support

4357

 

 

 

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

SCHOOL COMMITTEE OF THE RALPH C. MAHAR REGIONAL SCHOOL DISTRICT

BY___________________________________________________________________________________

CHAIRMAN

MAHAR TEACHERS ASSOCIATION

BY___________________________________________________________________________________

PRESIDENT

INDEX

Subject

Page

Agency Service Fee,

22

Agenda: School Committee (copy to MTA)

23

Consultations: MTA with Superintendent.

23

Contract: preparation, responsibility for.

22

Coordinators: assigned coordinator block

8

Course Reimbursements: credit for graduate study

28

Day: teacher

5

Deductions: payroll savings, dues, TSA

4

District Service Credit

26

Duration of contract

4

Duties: supervisory; duty free

7

Period

 

Early Release for Summer Institutes

6

Emergency Leave

15

Evaluation of teachers

10

Facilities: workspace, restrooms, lounge

20

Freeze-In Clause

4

Grievance procedure

11

Increments: service

28

Insurance: life,

health.

19

Just Cause, discipline of teachers

9

Legality of Provisions

22

Maternity Leave

17

Meetings: faculty, department, MTA, ETM

6,7,23

Mileage: reimbursement for travel

18

Nurse: work day/year; Salary

Schedule

25

Parenthood Leave

17

Payment of teacher salaries:

 

Option

19

Payroll Deductions

4

Personal Leave

16

Personnel File: teacher's right to review

9

contents

 

preamble

 3

 

Subject

Page

Recognition Clause

3

Reimbursement: courses

28

Reimbursement: travel, supplies

18

Religious Holidays: leave

 

Policy

16

Reduction in Staffing; Recall

24

Responsibilities: teachers

7

Retirement: personal day buy-back, sick leave buy-

 

Back

21

Sabbatical

 

Leave.

16

Salary Schedule: Purposes, Structure

25

Salary Scales:

 

Teacher

31-32

Salaries: Athletics

33-38

Salaries: Extra Services

39-42

School Committee: Responsibilities And Authority, Rights

13,23

School Day

6

Sick Leave

13

Sick Leave

14

Bank

Successor Clause

4

Summer Work: work between two school years, compensation

 

rate

5

Supervisory Duties

7

Supply

18

reimbursement

Travel: reimbursement for mileage

18

Unpaid Leave:

 

absence

16

Unpaid Leave study/research

16

Vacancies and promotions

21

Work Days:

 

additional

5

Work Year: teachers

5

Work Space: teachers

20