|Shared Contract District|
|Type of District||Municipal K12|
|Most Recent Document||Contract|
|Regional HS Members|
|Vocational HS Members||Northeast Metropolitan RVTSD|
|ESE Region||Greater Boston|
|Urban||Urban Supt Network|
|Kind of Community||urbanized centers|
|Number of Schools||11|
|Percent Low Income Students||71|
|Grade Start||PK or K|
by Salary Schedule to 2011
The School Committee of the City of Revere (hereinafter referred to as the "Committee") recognizes the Revere Teachers Association (hereinafter referred to as the "Association") for the purpose of collective bargaining as the exclusive representative of a unit consisting of all professional teaching employees of the Revere Public Schools, including but not limited to:
: NEGOTIATION PROCEDURE
. 1 . Not
later than October 1, 2009, the Committee agrees to enter into negotiations
with the Association over a successor Agreement in accordance with the
procedure set forth herein in a good-faith effort to reach agreement concerning
teachers' wages, hours, and other conditions of their employment . Any
agreement so negotiated will apply to all teachers and will be reduced to
writing and signed by the Committee and the Association.
negotiations, the Committee and the Association will present relevant data,
exchange points of view and make proposals and counter-proposals . Either
party may, if it so desires, utilize the services of outside consultants and
may call upon professional and lay representatives to assist in negotiations.
. If the
negotiations described in this Section A have reached an impasse, the procedure
described in Chapter 150 of the Acts of 1974 will be followed.
. Any teacher(s) may make a proposal(s) relating to
educational matters during the life of this Agreement . Such
proposals will be submitted in writing to the teacher's immediate supervisor
and will be processed through the chain of command within a reasonable period
of time . At
each level of the chain of command, the person at that level will affix his/her
signature to the proposal and indicate his/her approval or disapproval. Upon
receiving the proposal, the superintendent will either accept or reject the
proposal and forward it to the Committee with his/her recommendation.
. 1 . During
the term of this Agreement, Amendments may be added by mutual agreement of the
parties . Any
such Amendment will be reduced to writing, will be signed by the Committee and
the Association, and will become an addendum to this Agreement.
Committee agrees not to negotiate with any teachers' organization other than
that designated as the exclusive bargaining agent pursuant to Chapter 150E . The
Committee further agrees not to negotiate with any teachers' organization other
than the Association in regard to changes in wages, hours, or other conditions
of employment to become effective during the term of this Agreement.
: GRIEVANCE PROCEDURE
"grievance" is a claim based upon an event or condition which affects
the wages, hours, or working conditions of a teacher or group of teachers
and/or the interpretation, meaning or application of said wages, hours, or
working conditions of this Agreement, or any other subsequent Amendatory Agreement
entered into pursuant to this Agreement.
"aggrieved person" is the person or persons making the claim.
"party in interest" is the person or persons making the claim and any
person who might be required to take action, or against whom action might be
taken, in order to resolve the claim.
purpose of this procedure is to secure, at the lowest possible administrative
level, equitable solutions to the problems, which may from time to time arise
affecting the wages, hours, or working conditions of teachers . Both
parties agree that these proceedings will be kept as informal and confidential
as may be appropriate at any level of the procedure.
herein contained will be construed as limiting the right of any teacher having
a grievance to discuss the matter informally with any appropriate member of the
administration, and to have the grievance adjusted without the intervention of the
Association, provided that the adjustment is not inconsistent with the terms of
this Agreement, and that the Association, if said grievance affects a group or
class of teachers, has been given the opportunity to be present at such
adjustment and to state its views.
Since it is important that
grievances be processed as rapidly as possible, the number of days indicated at
each level should be considered as a maximum, and every effort should be made
to expedite the process
time limits specified may, however, be extended by mutual agreement.
In the event that a grievance is filed on or after June 1, which, if left unresolved until the beginning of the following school year, could result in irreparable harm to a party in interest, the time limits set forth herein will be reduced so that the Grievance Procedure may be exhausted prior to the end of the school term, or as soon thereafter as it is practicable.
Two . If the
aggrieved person is not satisfied with the disposition of his/her grievance at
Level One, or if no decision has been rendered within ten (10) school days
after presentation of the grievance, s/he may file the grievance in writing
with the chairperson of the Association's Professional Negotiating Team
(hereinafter referred to as the "PN Team") within five (5) school
days after the decision at Level One, or ten (10) school days after the
grievance was presented, whichever is sooner. Within five (5) school days after
receiving the written grievance, the chairperson of the PN Team will refer it to
superintendent or his/her designee will represent the administration at this
level of the Grievance Procedure. Within ten (10) school days after the receipt
of the written grievance, the Superintendent or his/her designee will meet with
the aggrieved person in an effort to resolve it.
. If a
teacher does not file a grievance in writing with the chairperson of the PN
Team and if the written grievance is not forwarded to the superintendent or
his/her designee within twenty (20) school days after the teacher knew or
should have known of the act or condition on which the grievance is based, then
the grievance will be considered as waived . A
dispute as to whether a grievance has been waived under this paragraph will be
subject to arbitration to Level Four.
Three . Within
five (5) school days after receiving the written grievance, the chairperson of
the PN Team will refer it to the Committee . Within
ten (10) school days after receiving the written grievance, the Committee will
meet with the aggrieved person for the purpose of resolving the grievance . The
ultimate decision on the grievance at Level Three will be rendered by the full
4. Level Four
. If the
aggrieved person is not satisfied with the disposition of his/her grievance at
Level Three, or if no decision has been rendered within ten (10) school days
after s/he has first met with the Committee, s/he may, within five (5) school
days after a decision by the Committee, request in writing the chairperson of
the PN Team to submit his/her grievance to arbitration . If the
PN Team determines that the grievance is meritorious and that submitting it to
arbitration is in the best interests of the Revere Public Schools, it may
submit the grievance to arbitration within fifteen (15) school days after
receipt of a request by the aggrieved person.
ten (10) school days after such written notice of submission to arbitration,
the Committee and the PN Team will agree upon a mutually acceptable arbitrator
and will obtain a commitment from said arbitrator to serve . If the
parties are unable to agree upon an arbitrator or to obtain such a commitment
within the specified period, a request for a list of arbitrators may be made to
the American Arbitration Association in the selection of an arbitrator.
The parties will be bound by the rules and procedures of the American Arbitration Association in the selection of an arbitrator.
arbitrator so selected will confer with representatives of the Committee and
the PN Team and hold hearings promptly and will issue his/her decision not
later than fifteen (15) days from the date of the close of the hearings : or, if
oral hearings have been waived, then from the date the final statements and
proofs are submitted to him/her . The
arbitrator's decision will be in writing and will set forth his/her findings of
fact, reasoning, and conclusions on the issues submitted . The
decision of the arbitrator will be submitted to the Committee and to the
Association and, subject to law, will be final and binding provided that the
arbitrator shall not usurp the functions of the Committee or the proper
exercise of its judgment and discretion under law and this Agreement . The
arbitrator will have no power to alter, add to, or detract from the provisions
of this Agreement.
costs for the services of the arbitrator, including per diem expenses (if any),
and actual and necessary travel and subsistence expenses, will be borne equally
by the Committee and the Association.
the Committee or the Association may appeal the decision of the arbitrator to
the Superior Court . Upon
application by either party, the Court will vacate an award if:
award was procured by corruption, fraud or other undue means;
was evident partiality by an arbitrator appointed as a neutral, or corruption
in any of the arbitrators, or misconduct prejudicing the rights of any party;
arbitrators exceeded their powers or rendered an award requiring a person to
commit an act or engage in conduct prohibited by state or federal law;
arbitrators refused to postpone the hearing upon a sufficient cause being shown
therefore, or refused to hear evidence material to the controversy, or
otherwise so conducted the hearing as to prejudice substantially the rights of
However, the decision of the arbitrator will remain in full force and effect until such time as a final decision is handed down by the Court.
of Teachers to Representation
reprisals of any kind will be taken by the Committee or by any member of the
administration against any party in interest, any Association representative,
any member of the PN Team or any other participant in the Grievance Procedure
by reason of such participation.
party in interest may be represented at all stages of the Grievance Procedure
by a person of his/her own choosing, except that s/he may not be represented by
a representative or an officer of any teacher organization other than the
Association. When a teacher is not represented by the Association, but is
represented by one individual in interest, the Association will have the right
to be present and to state its views at all stages of the Grievance Procedure,
if the matter pertains to the provisions of this Agreement or affects the
interests of the Association.
. If, in
the judgment of the PN Team, a grievance affects a group or class of teachers,
the PN Team may submit such grievance in writing to the superintendent or
his/her designee directly, and the processing of the grievance will be
commenced at Level Two. The PN Team may process such a grievance through all
levels of the Grievance Procedure even though the aggrieved person does not
wish to do so.
rendered at Levels One, Two, and Three of the Grievance Procedure will be in
writing, setting forth the decision and the reasons therefore, and will be
transmitted promptly to all parties in interest and to the chairperson of the
PN Team . Decisions
rendered at Level Four will be in accordance with the procedure set forth in
Section C, Paragraph 4c.
documents, communications, and records dealing with the processing of a
grievance will be filed separately from the personnel files of the
for filing grievances, serving notices, taking appeals, making reports and
recommendations, and other necessary documents will be jointly prepared by the
superintendent and the Association and given appropriate distribution so as to
facilitate operation of the Grievance Procedure . All
such forms will be subject to the approval of the Committee.
salaries of all persons covered by this Agreement are set forth in Appendix A
and Appendix B, which are attached hereto and made a part hereof.
earn their salaries on a contractual basis for each school year . Each
teacher's yearly salary will be divided by fifty-two (52), and paid in
fifty-two (52) equal installments according to the following schedule:
each year teachers will receive the first check of the school year on the
Friday of the first week of school.
All other checks for the school year will be
distributed weekly until the last day of the school year, at which time
teachers will receive all remaining checks due to them
such checks will be payable on the last day of the school year.
of full-time teaching service in any school system will be applicable toward
longevity increments . However,
for those teachers hired after June 1, 1978, years of service in only the
Revere Public Schools will be applied toward longevity increments. 2.
Years served in any branch of the Armed Forces of the United States by teachers who enlisted for or were drafted for at least a two-year (2) full-time period will be applicable toward longevity increments, up to a maximum of three (3) years.
served in the Peace Corps, VISTA, the National Teacher Corps, the Commonwealth
Service Corps, or any other such social service agency, by teachers who were
full-time participants in such programs, will be applicable toward longevity
increments, up to a maximum of one (1) year.
the provisions of Section C, numbers 2 and 3, portions of a year of six (6)
months or more will be considered a full year.
for Degrees and Graduate Credits
to their expertise in the field, those teachers who receive compensation for
advanced degrees and/or graduate credits will be encouraged to assume a
proportionate share of responsibility in the development of curriculum. 2.
All graduate credits from
an accredited institution in the teacher's field, or in another field approved
by the superintendent, will be applicable for differential purposes, whether
such credits have been earned before or after the awarding of a graduate degree
must receive written approval from the superintendent or his/her designee prior
to their taking each course in order for them to receive salary credit for that
Salary increments for advanced degrees will be from institutions which are recognized by the New England Association of Colleges and Secondary Schools, or one of the five (5) regional accrediting institutions which are the agencies given the responsibility of accrediting schools by the U.S. Office of Education.
increments for advanced degrees and/or graduate credits will become effective
on September 1.
. It is
the responsibility of the teacher who is eligible for such an increment to
notify both the office of the superintendent and the payroll office of his/her
eligibility, and to present evidence of his/her successful completion of the
teacher must comply with the above-mentioned stipulations no later than October
1, to be eligible on the preceding September 1.
will not be given in the bachelor-plus-15 category on the salary schedule
unless the courses taken are a part of a formal master's degree program . However,
teachers (with the approval of the superintendent or his/her designee) will be
given credit in this category for those courses which are specifically related
to their field, even though these courses are not a part of a formal master's
teacher currently receiving compensation under CAGS/2MA column shall be grand
fathered and shall continue to be compensated at that column for the duration
of his/her employment with the Revere Public Schools or until said teacher
qualifies to receive compensation under the DR column . A
teacher who obtains a second Masters Degree after June 30, 1998* shall not be
eligible for payment at the CAGS/2MA column of the salary schedule.
*(Any teacher enrolled in a second Masters Degree program as of May, 1997 who, for extraordinary circumstances as determined by the superintendent, was unable to complete the second Masters Degree by June 30, 1998 shall be eligible to receive compensation at the CAGS/2MA column).
persons who do have a total of at least one hundred twenty (120) days for
salary purposes in the school year of their appointment will advance a step on
the salary schedule to the maximum, on each September following their
other persons will advance one (1) step on the salary schedule, to the maximum,
on the first day of the anniversary month of their appointment in each year.
. If a
new position (s) is (are) established, the administration will provide a
listing of such position(s) and its (their) rate (s) of compensation . The
Committee will inform the Association before said position (s) is (are) posted
Revere Public Schools reserves the right in special cases to pay a higher
starting salary in order to employ teachers who would not otherwise be
available to fill special needs.
Any teacher who takes a temporary leave of
absence without pay will have deducted from his/her salary
one/one-hundred-eighty three and one-half (1/183 ½ ) of his/her annual salary
rate for each school day of his/her absence
teacher who retires or resigns from the Revere Public Schools before the end of
the school year, or who is granted an extended leave of absence without pay
during the school year, will be paid at the rate of one/one-hundred-eighty
three and one-half (1/183 ½ ) of his/her annual salary rate for each school day
of his/her active employment .
In recognition of dedicated service to the children of Revere, any teacher covered by this Agreement who is eligible for retirement may obtain an increase in compensation in the final year of teaching by following an established procedure:
eligible teacher who desires to participate in this program will notify the
superintendent of his/her intention to retire under the provisions of the
Massachusetts Teachers' Retirement Act
. After such written notice, up to three hundred
twenty-five (325) days will be deducted from the teachers sick leave record
and, in lieu thereof, the annual salary of the teacher concerned will be
increased by twenty dollars ($20) for each sick leave day so surrendered.
2. In the event that the teacher fails to retire under the provisions of the Act at the conclusion of the school year (unless prevented from doing so by death), that teacher will have agreed in writing to repay the City of Revere the difference between the salary which was actually received under the provisions of this section, and that which the
teacher would have received had s/he not
submitted the intention to retire
amount will be deducted from the final paychecks of the school year.
. In the
event an individual dies while serving as an active employee, his/her estate
will receive accumulated sick-leave days at $20 per day, up to a maximum of
three hundred twenty-five (325) days .
The following paragraph shall be effective from July 1, 2007 through June 29, 2010:
Any teacher between the ages of 55 and 64 who has served thirty (30) years
as a teacher in the Revere Public
Schools, and who gives notice by February 1 of a school year of his/her
irrevocable intent to retire by the end of that school year will receive a
bonus of twenty percent (20%) of his/her last years annual salary
. This amount will be paid between June
30 and July 15 and will not be computed in determining retirement pay.
Effective June 30, 2010 the above paragraph shall be deleted and replaced with the
Any teacher between the ages of 55 and 64 who has served thirty (30) years
as a teacher in the Revere Public Schools, and who gives notice by February 1
of a school year of his/her irrevocable intent to retire at the end of that school year will receive a bonus of twenty percent (20%) of his/her last years annual salary.
The bonus will not be
available to any teacher whose employment terminates before the last school day
of the applicable school year
amount will be paid between June 30 and July 15 and will not be computed in
determining retirement pay.
: TEACHING HOURS AND TEACHING LOAD
The Committee and the Association recognize and
agree that the teachers' responsibilities to their students and to their
profession generally entail the performance of duties and the expenditure of
time beyond the normal working day
teachers are entitled to regular time and work schedules on which they can rely
in the ordinary course, and which will be fairly and evenly maintained to the
extent possible throughout the Revere Public Schools . Therefore,
except in emergencies and instances of staffing exigencies, and without
prejudice to voluntary professional service above and beyond contract requirements
as aforesaid, the following schedules are hereby adopted.
. Daily Schedule
The time schedules for pupils are as follows:
) 8:35 AM - 2:40 PM ) 7:50
AM - 2:20 PM ) 7:50 AM - 2:20 PM
All personnel will be required to be at their duty
assignments fifteen (15) minutes before the first bell for students in their
respective buildings; they will not be required to remain longer than twenty
(20) minutes after the close of their days assignment on three (3) days per
week and thirty-five (35) minutes on one (1) day per week. They will be
dismissed immediately following the close of their day's assignment on Fridays
and on the days preceding holidays
the above sentences, teachers will be required to remain for the full duration
of any professional workshops which are held on days when students have been
Notwithstanding the above schedules,
non-classroom personnel listed below may be required to work from 1:30 p.m. to
8:30 p.m. up to four (4) days per year
will be provided notification of each 1:30 p.m. to 8:30 p.m. day at least sixty
(60) days in advance of such day.
School Social Workers
Director of Attendance
Drop Out Prevention Coordinator
The work year for teachers (other than new personnel who may be required to attend orientation sessions) will be one hundred eighty-three and one-half days (183 ½) days consisting of:
182 student days
½ day (9:00 a.m. to noon) on the day prior to the opening of school
1 professional development day
No individual school will be required to remain in session beyond the number of days prescribed.
will be dismissed at an earlier time on that date, such time to be determined
by the Superintendent).
24 will be considered a no-school day on the school calendar . Provided
that the school year mandated by the State is 187 days or less, the Friday
before Labor Day will be considered a no-school day on the school calendar.
will be required to remain after the end of the regular work day, without
additional compensation, for up to one (1) hour to participate in twenty (20)
meetings per school year. It is agreed that none of these meetings will be held
during weeks that parent conferences or final examinations are held or during
any of the weeks that grades are due.
This limitation may be exceeded only in emergency situations beyond the control of the administration, or for other good and sufficient reason submitted in writing and approved in advance by the superintendent or by the assistant superintendent acting in the superintendent's absence.
will be required to attend one (1) Meet the Teacher Night and two (2) nighttime
parent-teacher student conferences per year . Such
conferences will be scheduled at least thirty (30) days prior to their
occurrence, and each conference shall not exceed two (2) hours duration.
. Attendance at meetings, such as PTA affairs, will
be at the option of the individual teacher, but both the Committee and the
Association encourage active participation in such meetings as a part of the
teacher's professional responsibility.
. In the
event that a principal must assign lunch duty to a teacher, the principal will
grant compensatory time. . Every
teacher, even if s/he is assigned lunchroom duty, will be given at least twenty
(20) minutes per day free time.
principal will assign lunchroom, corridor duty, etc. to all professional
personnel assigned to the building on a rotating basis.
in this section is intended to permit the regular assignment of teachers to
lunchroom duty; nor is this emergency provision intended in any way to defeat
the purpose of giving each teacher a duty-free lunch period of at least the
length of a regular student lunch period.
in the Secondary Schools ) Teachers
in Grade 9 Cluster (including teachers of art, home economics, and industrial arts)
will be assigned in a 7-day cycle:
of grades 10, 11, 12 (including teachers of art, home economics, and industrial
arts) will be assigned in a 7-day, 6-period cycle:
teachers will be assigned five (5) periods of duty in the cafeteria, corridor,
library, or study hall . Duty
assignments will be rotated.
secondary school classroom teachers (including teachers of Art, Home Economics,
and Industrial Arts) will have, in addition to their lunch period, one (1)
class period per day to be used as a preparation period, during which they will
not be assigned to any other duties.
. a . Secondary
school classroom teachers will be granted first refusal of homeroom duty on the
basis of seniority in the Revere Public Schools.
principal may, with the prior approval of the superintendent, compensate a
teacher who has accepted special duties for which s/he is not otherwise
compensated, by relieving him/her of such homeroom duty . Upon
termination of the assignment of these special duties, the teacher will again
be assigned homeroom duty.
such is feasible, teachers who are assigned thirty (30) teaching periods weekly
will be relieved of homeroom duty.
school teachers, (except teachers of music), will not be required to teach more
than two (2) subject areas nor more than a total of four (4) teaching preparations
within said subject areas at any one time.
September 1, 1997, a directed study will be considered a duty assignment at the
high school.* * The parties agree:
These core teachers will receive at least one common planning period weekly, with the remaining periods used as duty periods.
participation in extracurricular activities will be strictly voluntary and
teachers will be compensated for all such participation in accordance with the
provisions of Appendix B of this Agreement.
vouchers are offered by colleges to cooperating teachers, the voucher will be
offered first to the cooperating teacher; if the student teacher has more than
one cooperating teacher, the voucher will be offered first to that teacher who
supervised the student teacher for the greater part of the school day, and
second to the other cooperating teacher(s ). If the
cooperating teacher(s) elects not to make use of it, s/he will offer it to
his/her principal for assignment to another member of the school faculty . They
will be offered by seniority and within subject matter or grade level . If no
one within the school elects to make use of the voucher, the principal will return
it to the superintendent for further advertising within the Revere Public
in grades pre-kindergarten through six will be guaranteed five (5) preparation
periods (of at least thirty (30) minutes duration) per week . Every
effort will be made to distribute these periods on a daily basis.
administration will attempt to staff disciplinary sessions at Revere High
School with teachers who have volunteered for that assignment . The
administration will attempt to secure volunteers for the forty-five (45) minute
sessions by offering the volunteer forty-five (45) minutes of compensatory time
off which may be used by the teacher at a time approved by the administration.
Only in the event that sufficient volunteers cannot be secured by that method
will teachers be required to staff disciplinary sessions. In such case,
teachers shall be assigned from a rotating list which will include the names of
all teachers on a particular floor . A
teacher required to staff a disciplinary session will be granted forty-five
(45) minutes of compensatory time off which may be used by the teacher at a
time approved by the administration.
: CLASS SIZE
the Committee and the Association recognize that the establishment of a lower
pupil-teacher ratio is necessary to insure the high quality of education that
is the goal of both parties . The
Association commends the Committee and the City for embarking upon a school
building program, which is vital to the limiting of class size.
the Committee and the Association recognize that the establishment of lower
class maximum throughout the Revere Public Schools is desirable . The
Committee agrees to implement them as soon as such becomes feasible.
: NON-TEACHING DUTIES
Committee and the Association acknowledge that a teacher's primary
responsibility is to teach and that his/her energy should be utilized to this
end . The
Committee and the Association recognize that teacher aides and clerical
employees are useful and necessary in order to implement this principle.
will not be required to perform the following non-professional duties:
of buses . Although
teachers may be required to supervise students passing to and from the buses
and the schools, they will not be required to ride with the students on the
money from students for non-educational purposes (e.g., charities, PTA dues,
insurance premiums ). Although
teachers may be required to collect and transmit money to be used for
educational purposes, they will not be required to tabulate or account for such
registers and cumulative record cards, preparing report cards, scheduling
programs, and performing other clerical and recording duties subject to data
processing . The
Committee agrees to implement these as each becomes feasible.
tests for which machine scoring is available and professionally suitable.
: TEACHER EMPLOYMENT
Committee will require as minimum standards for appointment of new teachers:
degree from an institution accredited by the New England Association of
Colleges and Secondary Schools, the Middle States Association of Colleges and
Secondary Schools, the North Central Association of Colleges and Secondary
Schools, the Northwest Association of Secondary and High Schools, the Southern
Association of Colleges and Schools, or the Western Association of Schools and
certification in all areas to be taught.
teachers hired before September 1993, unlimited full credit will be given for
previous outside teaching experience upon initial employment . For
teachers hired after September 1993, a maximum of three (3) years of teaching
experience outside of the Revere Public Schools may be credited toward step
placement on the teachers salary schedule (Appendix A).
not to exceed one (1) year for service (other than teaching) in the Peace
Corps, the Commonwealth Service Corps, or any other such social service agency,
or in any branch of the Armed Forces of the United States, will be given to
former full-time participants in such programs upon their initial employment,
if such credit is recommended by the superintendent. Such credit will be
granted only for salary purposes; in no instances will the service (other than
teaching) be interpreted as experience to qualify the teacher for promotion . This
provision will be applicable also to all teachers currently employed in the
Revere Public Schools, if such credit is specifically granted by the
. Teachers with previous teaching experience in the
Revere Public Schools will, upon returning to the System, receive full credit
on the salary schedule for all outside teaching experience . Teachers
who have not been employed in teaching on a full-time basis will, upon
returning to the System, be restored to the next position on the salary
schedule above that at which they left . Previously
accumulated unused sick-leave days will be restored to all teachers who are
elected to return within three (3) years of the date of their last employment . All
others will be entitled to previously accumulated unused sick-leave days not to
exceed a maximum of thirty (30) days.
. It is agreed that each teacher will be required
to complete the Research for Better Teaching (RBT) program (or a similar
program approved by the Superintendent) prior to completing her/his third (3rd) year
of teaching in the Revere Public Schools. Teachers will be expected to attend
the RBT program (or the similar program) on their own time . It is
agreed that for purposes of this section the RBT Program or any similar
program will involve no more than thirty-six (36) hours of classes, and will
be offered by the Revere Public Schools at no cost to the participating teacher . Finally,
it is agreed that teachers will receive credit for the course for purposes of
progression on the salary schedule, e.g. a teacher with a Masters Degree would
be credited with three (3) credits for purposes of progression toward the MA+15
: TEACHER ASSIGNMENT
will be notified in writing of any changes in their programs and schedules for
the ensuing year, including the schools to which they will be assigned, the
grades and/or subjects they will teach, their hours of work and schedule of
work if not assigned to a full-time schedule, and any special or unusual
classes or assignments they will have, as soon as practicable and under normal
circumstances not later than June 10, provided that in the event of a change in
circumstances or conditions during the months of June through August (e.g.
resignation), such assignments may be changed as required to meet the
order to assure that pupils are taught by teachers working within their areas
of competence, teachers will not be assigned except temporarily and for good
cause, outside the scope of their teaching certificates and/or their major or
minor fields of study.
. To the
extent possible, changes in grade assignment in the elementary schools, and in
subject assignment in the secondary schools, will be made at the request of
and/or the consent of the teacher concerned, and with the approval of the
superintendent and the principal concerned . Such
approval will not be unreasonably withheld.
arranging schedules for teachers who are assigned to more than one school, an
effort will be made to limit the amount of inter-school travel, and adequate
travel time will be provided in their schedules. Such teachers will be granted
the same working conditions as classroom teachers on the same level . They
will be notified of any changes in their schedules as soon as practicable.
assignment will be made without regard to age, race, creed, color, religion,
national origin, ethnic background, sex, or marital status.
. 1 . Teacher
programs will be posted in September in an area accessible to the entire
faculty . These
programs will include numbers of students per class, which numbers will be
posted on September 1, and updated on October 1 and November 1 of each year.
will be equal distribution of class assignments. Principals, directors, and
department heads will consult with their teachers about their programs . Among
the areas of consideration will be educational background in the field and
for the purposes of this contract wherever the word "seniority" is
used, is intended to denote seniority within the Revere Public Schools.
. 1 . Principals,
in the event of their short-term absence, will be empowered to delegate
authority within their buildings to teachers with seniority who are willing to
accept the responsibility without compensation.
. In the
event the principal is absent for more than five (5) consecutive school days,
the superintendent may appoint a teacher in that building to assume the
principal's duties and responsibilities, in which case s/he will be compensated
at the differential of the position.
: TEACHER TRANSFERS
Although the Committee and
the Association recognize that some transfer of teachers from one school to
another, from one grade to another, or from one house to another, is
unavoidable, they also recognize that frequent transfer of teachers is
disruptive of the educational process and interferes with optimum teacher
they agree as follows:
When a reduction in the number of teachers in a
school is necessary, eligible volunteers will be transferred first
there are more volunteers than are needed, those to be transferred will be
selected according to the considerations listed below in Section B.
. 1 . Transfers
are the sole prerogative of the superintendent.
when transfers are necessary, a teacher's area of competence, major and/or
minor field of study, quality of teaching performance, and seniority will be
considered in determining which teacher is to be transferred . Teachers
being involuntarily transferred will be transferred only to comparable
involuntary transfer will be made only after a meeting between the teacher
involved and the superintendent (or his/her designee), at which time the
teacher will be notified of the reasons for the transfer.
. A list
of open positions in the schools will be made available to all teachers no
later than ten (10) days after the superintendent is notified of their real or
intended vacancy . All
other factors being substantially equal, preference will be given in filling
such positions on the basis of length of service in the Revere Public Schools.
of transfer will be given to teachers as soon as practicable and under normal
circumstances not later than June 1.
. 1 . Teachers
who desire a change in grade and/or subject assignment or who desire to
transfer to another building will file a written statement of such desire with
the office of the principal and superintendent . Such
statement will include the grade and/or subjects to which the teacher desires
to be assigned, or the school or schools (in order of preference, if the
teacher has preferences) to which s/he desires to be transferred.
order to be considered for transfers in September, teachers must make their
requests on or before the preceding April 1.
: VACANCIES AND PROMOTIONS
All vacancies in promotional positions caused by death, retirement, discharge, resignation, or by the creation of a new promotional position will be filled pursuant to the following procedure.
vacancies will be advertised throughout the Revere Public Schools, at least one
(1) week prior to the date of appointment.
notice will clearly set forth the qualifications for the position, its duties,
and its rate of compensation.
who desire to apply for such vacancies will file their applications in writing
with the office of the superintendent within the time limit specified in the
within the Revere Public Schools to any promotional position beyond that of
general classroom teaching will require as minimum standards:
master's degree from an institution accredited by one of the agencies listed in
Article VIII, Section A, number 1; or (for any teacher who was initially
employed in the Revere Public Schools prior to September 1, 1967) a bachelor's
degree from an institution accredited by one of said agencies plus fifteen (15)
years of successful teaching in the area and/or level concerned.
certification or its equivalent in courses in the area and/or level concerned.
least three (3) years of successful teaching experience in the area and/or
level concerned . Candidates
for principalships, however, must have at least eight (8) years experience and
those with administrative experience should be given some consideration.
term "teaching" includes all professional service in a teaching
position or in a promotional position (as defined below in Section B).
(2) Classroom teachers must have had at least a half-time program in the area and/or level concerned during three (3) distinctive school years to be considered eligible under this provision.
are defined as ELEMENTARY (Grades Pre K-6) and SECONDARY (Grades 7-12 ). When a
position involves any or all grades from Pre K through 6, only those teachers
with experience in any grade from Pre K through 6 are eligible . When a
position involves any or all grades from 7 through 12, only those teachers with
experience in any grade from 7 through 12 are eligible . When a
position involves both elementary and secondary levels, teachers with
experience in any grade from Pre-K through 12 are eligible.
with master's degrees for principalships must have had a minimum of three (3)
years experience in the levels concerned . The
remaining five (5) years experience required may have been in any area or on
) (a ) While
not required of candidates for a particular position, a master's degree (or the
equivalent number of graduate courses) in the subject area of the position is
desirable . It is
also desirable that a candidate have additional years of teaching experience
beyond the above-described minimums.
positions are defined as follows : positions
paying a salary differential, and/or positions on the administrator-supervisory
level, including but not limited to positions as assistant superintendent,
principal, assistant principal, director, assistant director, department head, administrative
assistant, counselor, and coordinator.
appointments to the aforesaid vacancies and openings will be made without
regard to gender, race, religion, national origin, ethnic background, color,
age, sexual orientation, disability or marital status.
ARTICLE XII: POSITIONS IN SUMMER SCHOOL, EVENING SCHOOL AND UNDER GRANT PROGRAMS
openings for summer school and evening school positions and for positions under
grant programs will be adequately publicized by the superintendent in each
school building 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 March 1, June 1, and
December 1 respectively, and teachers will be notified of the action taken not
later than May 1, October 1, and December 23 respectively.
in summer and evening school, and positions under grant programs, will, to the
extent possible, be filled first by regularly appointed teachers in the Revere
Public Schools in accordance with Section C.
filling such positions, consideration will be given to a teacher's area of
competence, major and/or minor field of study, quality of teaching performance,
attendance record, and seniority in the Revere Public Schools.
. When a
sufficient number of regularly appointed teachers in the Revere Public Schools
is not available to fill the positions, they will then be filled, in order of
preference, by substitute teachers in the Revere Public Schools and by teachers
from other school systems . To the
extent that they are applicable, the same criteria that are used in making
appointments from among regularly appointed teachers will be used in regard to
substitute teachers and to teachers from other school systems.
positions in summer school and in evening school will terminate at the
conclusion of each respective program.
for summer and evening programs are available at the office of the
superintendent . All
applications will be reviewed by the superintendent and the superintendent will
make the recommendations.
. A teacher who has been absent
on sick leave for a particular day will not be permitted to teach Evening
School that night.
: TEACHER EVALUATION
monitoring or observation of the work performance of a teacher will be
conducted openly and with full knowledge of the teacher . The
use of eavesdropping, public address or audio systems, and similar surveillance
devices will be strictly prohibited.
. 1 Teachers will have the
right, upon request, to review the contents of their personnel files . A
teacher will be entitled to make copies of such contents and records as concern
his/her work or him/herself.
material derogatory to a teacher's conduct, service, character, or personality
will be placed in his/her personnel file unless the teacher has had an
opportunity to review such material by affixing his/her signature to the copy
to be filed, with the express understanding that such signature in no way
indicates agreement with the contents thereof . If
said teacher refuses to affix his/her signature to said communication, the
superintendent and assistant superintendent and building principal will
acknowledge said refusal by signing the communication . The
teacher will also have the right to submit a written answer to such material
and his/her answer will be reviewed by the superintendent and attached to the
. 1 . Any
complaints regarding a teacher made to the administration by any parent,
student or other person will be promptly called to the attention of the
unsigned communication addressed to any member of the administration and/or the
Committee will be shown immediately to the teacher(s) concerned and destroyed
in the presence of said teacher(s).
Association recognizes the authority and responsibility of the principal to
discipline or to reprimand, in private, a teacher for delinquency of
teacher shall be disciplined, reprimanded, or terminated without just cause.
. Audio or video taping of
classes by and/or for students will only be allowed if the teacher has been
notified that the class is being taped. Such tapes are intended for the use of
students for educational purposes, and will not be used by administrators as a
basis for the evaluation of teachers.
: TEACHER FACILITIES
school will have the following facilities:
in each classroom in which teachers may safely store instructional materials
equipped rooms for the exclusive use of the teacher;
. A pay
telephone for faculty use (if such is requested by teachers), provided that the
teachers assume full financial responsibility for it;
and clean teachers rest rooms.
parking facilities will be reserved for faculty whenever feasible.
Employer and the Association shall form a Safety and Health Committee . It
shall be comprised of members chosen by the Employer and the Association,
respectively . It
shall meet, periodically, and shall discuss health and safety matters such as: air
quality, hazardous materials, heating and cooling concerns, exposure to and
treatment of infectious diseases, evacuation and disaster plans, and the impact
of any substantial construction, renovation, maintenance or demolition on
The Employer shall provide the Association with advance notice of substantial non-emergency renovation, construction, or demolition work on any building to which teachers are assigned.
: USE OF SCHOOL FACILITIES
Association will have the right to use school buildings without cost at
reasonable times for meetings . The
principal of the building in question will be notified in advance of the time
and place of all such meetings . Notice
of such meetings may be posted on teachers' bulletin boards and placed in
Association will assume the cost of custodial services for special evening
Association will have the right to use school machines (duplicating, copying,
etc.) whenever they are not in use for school purposes, provided that it
purchase its own supplies (stencils, paper, etc.) for said machines and notify
the principal of the school involved . The
machines will be used only by properly qualified personnel . The
Association will assume all responsibility for damage to the machines as a
result of the Association's use.
Association will have the right to place notices, circulars and other
organization material on teachers' bulletin boards and in teachers' mailboxes . Under
no circumstances will the Association use its right of access to bulletin
boards and mailboxes to endorse local political candidates; if the Association
violates that trust, the Association will forfeit its right of access for the
remainder of the school year in which the violation occurs.
teacher will be prevented from wearing pins or other identification of
membership in the Association or in any other teacher organization.
: SICK LEAVE
teachers are entitled to sick leave with full pay up to a maximum of fifteen
(15) working days in each school year.
. On the
last day of each month from September through June, each teacher will be
granted one and one-half (1 1/2) sick-leave days.
order to assure adequate coverage of classes, teachers will be required to call
the office of their principal or his/her designee before 7:00 a.m. on the day
of their absence.
1. Unused sick leave may be accumulated from year
to year up to three hundred ninety (390) working days
. When a
teacher has reached the accumulation limit, s/he will be permitted to
accumulate one (1) working day of sick leave for every two (2) days of sick
leave that s/he earns and does not use.
. Once a
year, upon request, teachers will be furnished information showing their
cases of merit, the Committee may allow sick leave beyond the above limits.
may not draw beyond fifteen (15) days of their cumulative sick leave without
certification of illness by a doctor.
. If a
teacher has more than three (3) incidences of absence due to sickness or injury
in any given school year, the principal and/or director and/or superintendent
may require that teacher to explain the nature of the illness in an informal
conference . For
purposes of this section, an incidence of absence shall mean a continuous
absence of one (1) school day or longer.
. If the
principal and/or director and/or superintendent believes that further
explanation is necessary, that administrator will require a written explanation
for every day of absence for illness thereafter.
. If the
principal and/or director and/or superintendent has reason to believe that
there is an abuse of sick-leave policy, that administrator will refer the case
to the superintendent for further action.
. If the
superintendent has reason to believe that there is an abuse of sick leave, s/he
may require an examination by the school physician.
superintendent may require a teacher to submit to physical or mental
examinations by appropriate specialists to determine whether involuntary leave
is warranted . Such
requested examinations will be at the expense of the Revere Public Schools . A
disagreement over whether involuntary leave is warranted will be subject to the
noted at Article XVIII, Section C. 8, maternity leave will generally be without
pay . A
female employee will, however, be permitted to utilize accrued sick leave (if
any) for any period during said leave that she is incapacitated from working
due to illness . A
female employee shall be presumed to be incapacitated by the birth of a child for
up to forty (40) school days surrounding such birth and may, upon request, use
her accumulated sick leave (if any) for such period without providing specific
medical documentation of incapacity, provided that the forty (40) school days
fall within fourteen (14) calendar days prior to the birth of the child and
within sixty-three (63) calendar days after the birth of the child . If the
employee claims sick leave before or after that period, she will be required to
provide the superintendent with medical documentation of her
incapacity by submitting a medical certification
form executed by her physician.
ARTICLE XVIA: SICK LEAVE BANK
There shall be a Sick Leave Bank
Bank shall function for the use of bargaining unit members who hold Professional
Teacher Status and who, due to extraordinary illness, have exhausted their
accumulated sick leave .
Membership in the Bank
Membership is open to all bargaining unit members
who hold Professional Teacher Status and who have accumulated at least twenty
(20) days of sick leave prior to the beginning of the school year
teacher with Professional Teacher Status who wishes to participate in the Bank
will be required to provide the Superintendent with written notice of that
intention on or before the last day of the school year that precedes the school
year during which the teacher desires to commence participation.
Those agreeing to participate will have one (1) day of sick leave automatically deducted from their yearly allotment of sick days on the first day of each school year and put in the Bank.
Once days have been banked they are not returnable.
Membership will continue from year to year unless a member chooses, in writing, to withdraw from the Sick Bank before the first day of the next year.
The Bank will be
administered by a committee consisting of three (3) persons designated by the
Association and three (3) persons designated by the Superintendent
committee will review whether to grant requests for sick days from
the . No
grant of sick leave may commence before the teacher has . In no
event will any grant of ). The
initial grant of sick . After
the sick . In no
event, however, may any teacher be granted more than
In deciding whether to make an initial grant or an extension of such leave the Committee will consider the following factors:
seriousness of the injury/illness
teachers record of sick leave usage during prior years
The decision of the committee with respect to eligibility and entitlement shall be final and binding and not subject to appeal or grievance.
A member desiring a grant from the Bank will be
required to complete an application form (prepared by the committee
member will be required to submit medical evidence documenting his/her
: TEMPORARY LEAVES OF ABSENCE
Teachers will be entitled to the following temporary leaves of absence with pay each school year:
. General . Two
(2) days leave of absence for personal, legal, business, household or
family matters, or to receive a degree, which requires absence during school hours.
Application for such leave will be made as far in advance as practicable and ordinarily at
forty-eight (48) hours in advance, except in the case of emergencies
of the superintendent will be required, but such approval will not be unreasonably
The second personal day cannot be used the day before or after a scheduled vacation,
holiday, long weekend, or a teachers other personal day.
No more than twenty (20) teachers on any given day will be granted such leave.
Personal leave will not be cumulative. However, unused personal leave days will be added to the teacher's accumulated sick leave.
more than four (4) days as granted by the superintendent to visit other
schools, or to attend meetings or conferences of an educational nature.
. Time necessary for Association
representatives to attend Massachusetts Teachers Association and/or National
Educational Association educational conferences, with the approval of the
4. Time necessary for delegates to attend PTA conventions.
teacher who takes temporary leave under the provisions of A2, A3, or A4 above,
will upon return from said leave, submit to his/her immediate supervisor a
report on the conference, and any material or other information which could be
of benefit to the Revere Public Schools . This
information will be forwarded to the superintendent for his/her disposition.
necessary for appearances in any legal proceedings connected with the teacher's
employment or with the Revere Public Schools, or in any legal proceeding to
which the teacher is summoned as a witness.
because of established religious holy days.
. Up to six
(6) days in the event of serious illness in the immediate family (as defined
below in Section B ). Such
leave will be subtracted from the teacher's annual or accumulated sick leave.
. Deaths: . Up to
seven (7) days for death in the immediate family: husband, wife, son, daughter,
brother, sister, parents, parents-in-law and foster parents, or member of the
teacher's immediate household.
school days immediately preceding, following, or including the day of death,
holidays, Saturdays and Sundays, vacation days, and suspended sessions will be
considered school days under this provision.
. Funerals: . One
(1) day for niece, nephew, aunt, uncle, sister-in-law, brother-in-law,
son-in-law, daughter-in-law, grandmother, grandfather, grandchild.
. Up to
one (1) day for the principal and three (3) representatives to attend services
for a retired teacher.
. Up to
one (1) day for the principal and five (5) representatives to attend services.
Association may make arrangements for a religious service to be conducted at a
place of worship of the deceased's religion in close proximity to the
deceased's school . The
service will be held either on the day of the funeral or within the five (5)
school days of the funeral . The
services will be held either before school or immediately following the regular
special circumstances, the superintendent will grant a teacher a part of the
school day to attend funeral services.
special circumstances regarding deaths, the superintendent may grant additional
days leave . Such
leave will be subtracted from the teacher's annual or accumulated sick leave.
: EXTENDED LEAVES OF ABSENCE
leave of absence without pay of up to two (2) years will be granted to any
teacher who joins the Peace Corps, VISTA, the National Teacher Corps, the
Commonwealth Service Corps, or any other such social service
agency, or who serves as an exchange teacher and
is a full-time participant in any such programs. Upon return from such leave, a
teacher will be considered as if s/he were actively employed by the Revere
Public Schools during the leave and will be placed on the salary schedule at
the level s/he would have achieved if s/he had not been absent
. If the
teacher does not perform a teaching function while on such leave, s/he will
receive the above-mentioned benefits unless such is specifically not
recommended by the superintendent
. If the
teacher does not perform a teaching function while on such leave, his/her years
of service with any of the above-named agencies will be applicable toward
promotional requirements only if s/he has had five (5) years of actual teaching
experience, unless such is specifically not recommended by the superintendent.
Leave . Military
leave will be granted to any teacher who is inducted or enlists in any branch
of the Armed Forces of the United States. Upon return from such leave, a
teacher will be considered as if s/he were actively employed by the Revere
Public Schools during the leave, and will be placed on the salary schedule at
the level which s/he would have achieved if s/he had not been absent.
for service while on military leave will be applicable toward promotional
requirements only if the teacher has had five (5) years of actual teaching
experience in the Revere Public Schools.
Every full-time female employee is entitled to at
least twelve (12
She has been employed for at least three (3) consecutive months; or, in the alternative, she has been employed for a total of at least twelve (12) months
She gives two (2) weeks notice prior to the expected departure
She is entitled to return to the same or an
equivalent position without loss of employment benefits for which she was
eligible on the date her leave commenced if she terminates her maternity leave
within twelve (12) weeks
will be entitled to return to the same position if she returns during the same
school year in which she commenced her leave.
with professional status will be granted one of two types of
twelve(12) week leave . A
teacher who terminates her maternity leave within twelve (12) weeks will be
returned to the position she held on the date her leave commenced.
An extended leave
teacher who commences her maternity leave before April 1 of any given school
year must return in September of the following school year. ) A
teacher who commences her maternity leave after April 1 of any given school
year will have the option of returning either in September of that same
calendar year, or in September of the following calendar year.
Application for maternity leave will be given to
and the superintendent at least two (2) weeks prior to the expected date of departure and will include the anticipated date of return.
teacher who is pregnant may remain in her position until the
termination of her pregnancy, provided that a teacher may be required to commence her leave under this Article at an earlier time if the superintendent determines that she is not adequately performing her duties.
superintendent will not be required to restore a teacher on maternity leave to
her previous or a similar position if other teachers of equal length of service
credit and status in the same or similar position have been laid off due to
economic conditions during the period of such maternity leave; provided,
however, that such teacher on maternity leave will retain any preferential
consideration for another position to which she may be entitled as of the date
of her leave.
maternity leave will not affect the teacher's right to receive vacation time,
sick leave, bonuses, advancement, seniority, length of service credit,
benefits, plans or programs for which she was eligible at the date of her
leave, and other advantages or rights of her employment position; provided, however,
that such maternity leave will not be included when applicable, in the
computation of such benefits, rights and advantages; and provided further, that
the Revere Public Schools need not provide for the cost of any benefits, plans
or programs during the period of maternity leave of absence unless the Revere
Public Schools so provides for all teachers on leave of absence
. All teachers granted a leave of
absence must notify the superintendent by April 1 of their intent to return the
Sick-leave pay (salary) will not be granted, given, or used
. It is
expressly understood that sick-leave pay is not to be used
for other than actual
disability during a normal pregnancy
cases of claimed disability due to pregnancy, the superintendent reserves the
right to require physical examination by a physician of the superintendents
choosing, and any expense incurred as a result thereof will be borne by the
teacher with professional teacher status may be granted a leave of absence
without pay or increment, for health reasons . Requests
for such leave will be supported by appropriate medical evidence.
teacher whose personal illness extends beyond the period compensated may be
granted a leave of absence without pay for such time as is necessary for
complete recovery from such illness.
five (5) years' continuous employment in the Revere Public Schools, a teacher
may be granted a leave of absence for one (1) school year without pay or
increment for travel or study.
later than April 1 of the preceding school year, the teacher will apply in
writing to the superintendent for such leave . The
approval of the superintendent will be required, but his/her approval will not
be unreasonably withheld.
more than five (5) teachers may be granted such leave in any given school year.
Leaves . A
leave of absence without pay or increment of up to a one (1) year will be
granted for the purpose of caring for a disabled member of the teacher's
immediate family . Additional
leave may be granted at the discretion of the superintendent.
superintendent will grant a leave of absence without pay or increment to any
teacher to campaign for or to serve in a public office.
leaves of absence without pay may be granted by the superintendent.
requests for extended leaves will be applied for in writing.
the superintendent may grant extended leaves of absence.
benefits to which a teacher was entitled at the time his/her leave of absence
commenced, including unused accumulated sick leave, will be restored to him/her
upon his/her return and s/he will be assigned to the same position which s/he
held at the time said leave commenced, if available; or, if not, to a
substantially equivalent position.
teacher on an extended leave of absence who wishes to return at a date prior to
the termination of his/her leave will be given preference for placement in
teaching vacancies . If no
such vacant positions occur, said teacher's name will automatically be given
priority on the substitute list.
teacher seeking any type of extended leave of absence pursuant to this Article
must apply for such leave in writing to the superintendent no later than April
1 of the preceding school year . A
teacher who is granted an extended leave of absence must notify the
superintendent by April 1 of his/her intention to return the following
parties will review and if necessary modify language to ensure compliance with
the Family and Medical Leave Act of 1993.
: SABBATICAL LEAVES
Desiring to reward professional performance and to encourage independent research and achievement, the Committee hereby initiates the policy of sabbatical leaves for teachers to be granted upon recommendation by the superintendent for study in a program in an accredited institution, or for educational study or travel, subject to the following conditions:
more than three (3) members of the teaching staff will be absent on sabbatical
leave at any one time . Two
(2) will be granted leaves for study and one (1) will be granted leave for
travel . Of
those applying for leaves for study, teachers seeking the higher degree will be
selected first . In the
event that there are no applications for leave for one of the aforementioned
purposes, or that the number of applications is smaller than the number of
leaves to be granted for that purpose, then leave will be granted to those
desiring them for the other purpose . The
Committee agrees to include funds in the annual fiscal budget to cover such
for sabbatical leave must be received by the superintendent in writing on such
forms as may be required by the superintendent no later than May 15 of the year
preceding the school year in which the sabbatical leave is requested.
. The teacher must have completed at least seven (7) consecutive full
school years of service in the Revere Public Schools for the purposes of an
The teacher must have completed at least nine (9) consecutive full school years of service in the Revere Public Schools for a leave for travel.
teacher on sabbatical leave will be paid one-half of the annual salary rate to
which s/he would be entitled if s/he were not on sabbatical leave, provided
that such pay, when added to any program grant that the teacher receives, will
not exceed the teacher's full annual salary rate.
to the granting of sabbatical leave, a teacher will enter into written agreement
with the Committee that upon the termination of such leave, s/he will return to
service in the Revere Public Schools for a period equal to twice the length of
default of completing such service, s/he will refund to the Committee an amount
equal to such proportion of salary received by him/her while on leave as the
amount of service not actually rendered as agreed bears to the whole amount of
service agreed to be rendered, unless said default is due to illness,
disability, discharge, death or other circumstances beyond the control of the
Any practicum service, unless otherwise required, will be accomplished in the Revere Public Schools.
his/her return from sabbatical leave, a teacher's salary will be the same as
that which s/he would have received had the period of his/her leave been spent
in the Revere Public Schools, and s/he will be returned to the same position
which s/he held at the time said leave commenced, if it exists; or, if not, to
a substantially equivalent position . However,
this provision will not prevent a teacher on sabbatical leave from applying for
and being appointed to any other position with or without an increased salary
: SUBSTITUTE TEACHERS:
. 1 . Positions
which will be vacant for at least one semester will, to the extent possible, be
filled by personnel who have met the state certification requirements . After
a trial period of forty (40) consecutive days in the same position, such
certified substitute teacher will be paid at the appropriate rate on the salary
schedule as if said teacher were employed as a full-time teacher. 2.
If a certified substitute
teacher is unavailable, such vacancies will be filled by qualified,
a trial period of forty (40) consecutive days in the same position, such
non-certified substitute teachers will thereafter receive the minimum salary
for that level of professional preparation as if said substitute teachers were
employed as full-time teachers.
effort will be made to hire substitutes for full-time classroom teachers,
including teachers of art, health, home economics, industrial arts, music, and
effort will be made to keep the same substitute in the classroom for the period
of the regular teacher's absence.
. In the
interests of the safety and welfare of the children, the Revere Public Schools
will provide sufficient funds for substitute teachers, said funds to be
determined by previous experiences of need.
will be required to report immediately all cases of assault suffered by them in
connection with their employment to the superintendent in writing.
superintendent will comply with any reasonable request from the teacher for
information in the possession of the Revere Public Schools relating to the
incident and/or the persons involved . The
superintendent will act in appropriate ways as liaison between the teacher, the
police, and the courts.
criminal or civil proceedings are brought against a teacher alleging that s/he
committed an assault in connection with his/her employment, the Committee will
furnish legal counsel to defend him/her in such proceeding, if s/he requests
such assistance . If a
teacher desires to bring criminal proceedings in connection with his/her
employment, the Committee will furnish legal counsel to represent him/her in
such proceedings, when such legal counsel is required.
: PERSONAL INJURY BENEFITS
will be required to report all accidents suffered by them in connection with
their employment to the appropriate authority within twenty-four (24) hours of
. 1 . Whenever a teacher is absent
from school as a result of personal injury caused by an accident or an assault
occurring in the course of his/her employment, s/he will be paid his/her full
salary (less the amount of any Workers Compensation award made for temporary
disability due to said injury) for the period of such absence . The difference between the amount for
Workers Compensation and the teachers full salary will ordinarily be charged
to the teachers annual or accumulated sick leave . However, if the absence is due to a
physical assault upon the teacher by a student or students which requires that
the teacher seek medical attention, the teacher will not be charged for sick
However, the teacher may choose to accept only the Workers Compensation benefit and not to draw upon his/her annual and/or accumulated sick leave.
Revere Public Schools will reimburse teachers for the cost of medical, surgical
or hospital services (less the amount of any insurance reimbursement) incurred
as the result of any injury sustained in the course of their employment.
: INSURANCE AND ANNUITY PLAN
. 1 . The
Revere Public Schools will pay the maximum percentage adopted by the City of
Revere of the cost of a $5000 term life insurance plan and of single or family
coverage (whichever applies in the individual case) for the most comprehensive
Blue Cross/Blue Shield Insurance Plans available to employees of the Revere
Public Schools under the provisions of Chapter 32B of the General Laws. 2.
All retired teachers will be entitled to the same Blue Cross/Blue Shield and life insurance coverage available to teachers actively employed, if such is legally permissible.
Employers rate of contribution toward the premium expense of all HMOs (Health
Maintenance Organizations) offered by the City shall be eighty-five percent
(85%) and the employees rate of contribution shall be fifteen percent (15 %). The
contribution rates for PPOs and other indemnity plans shall be seventy-five
percent (75%) paid by the City and twenty-five percent (25%) paid by the
will be eligible to participate in a "tax-sheltered" Annuity Plan
established pursuant to United States Public Law No. 87-370.
Revere Public Schools guarantees that it will provide sufficient textbooks or
other authorized instruction materials to insure that each pupil in a classroom
has instructional material for his/her own use.
. No new
textbooks will be purchased without the recommendation of the professional
personnel who will use said books . There
will be a continuation of staff participation in the purchase of new textbooks.
years after the implementation of a new textbook or program, the superintendent
will form an evaluation team composed of the subject area director, two
principals, and a representative from each school involved.
: PAYROLL DEDUCTION
Revere Public Schools agrees to deduct from the salaries of its employees dues
for the Revere Teachers Association/Massachusetts Teachers Association/National
Education Association and to transmit monies promptly to such Association(s ). Teacher
authorizations will be in writing on forms approved by both the Association and
the payroll office.
waive all right and claim for said monies so deducted and transmitted in
accordance with the authorization, and relieve the Revere Public Schools and
all of its officers from any liability therefore.
of the Associations named in Section A above will certify to the Revere Public
Schools in writing the current rate of its membership dues . Any
Association which will change the rate of its membership dues will give thirty
(30) days written notice prior to the effective date of such change.
of dues referred to in Section A above will be made in equal weekly
installments until the full Amount of said dues has been deducted . The
Revere Public Schools will not be required to honor for any month's deduction
any authorizations that are delivered to it later than one (1) week prior to
the distribution of the payroll from which the deductions are to be made.
teacher desiring to have the Revere Public Schools discontinue deduction that
s/he has previously authorized must notify the office of the superintendent and
the Association concerned in writing by September 15 of each year for that
school year's dues.
thirty (30) days of the execution of this Agreement, the School Committee will
vote to accept the provisions of M.G.L. Ch. 190, Section 17I . Pursuant
to that section an employee may authorize the Committee to deduct from his/her
salary a contribution to Voice of Teachers for Education in the Amount of fifty
cents ($.50) per week which the employee will specify in writing . The
Committee will certify on the payroll the Amount to be deducted by the
Treasurer . Such
amounts will be transmitted to the Massachusetts Teachers Association within
thirty (30) days of said deductions, along with a list of those contributing
and the Amount each employee has contributed.
accordance with the provisions of the General Laws, Chapter 150E, Section 12
the Committee will deduct an agency fee from each teacher who so authorizes,
who is not a member of the Association, as a condition of said teacher's
continued employment in the Revere Public Schools. 2.
Deductions will be made in
equal weekly installments until the full amount certified by the Association
treasurer has been deducted
monies deducted will be transmitted to the Association as soon as is reasonably
: PROFESSIONAL DEVELOPMENT
Revere Public Schools will pay the reasonable expenses (including fees, meals,
lodging and/or transportation) incurred by teachers who attend workshops,
seminars, conferences, or other professional improvement sessions at the
request and with the advance approval of the superintendent.
Revere Public Schools agrees that each teacher participating in the development
of new programs and in curriculum revision studies will be given in-service
credits (up to a maximum of three) for each project.
every school and on each floor of Revere Public Schools, there will be a
professional development bulletin board maintained by the office staff . Posted
on it will be information about educational workshops, conferences,
conventions, seminars, etc. and other professional notices . Under
no circumstances are notices of vacant and promotional positions to be placed
on this bulletin board.
: REDUCTION IN FORCE
Revere Public Schools retains the right to reduce the number of teachers on its
staff . In
determining the order in which the staff will be laid off within the separate
groups of teachers with and without professional status, the superintendent
will consider the following factors in laying off staff within a certification
within a certification area; 2.
relevant demonstrated educational needs of the Revere Public Schools.
making lay-offs within a certification area, the most junior person will be
laid off except in the following situations:
there is a conflict with the relevant demonstrated educational needs of the
Revere Public Schools, then the superintendent need not lay off the most junior
teacher within the certification area; and/or, 2.
If a teacher has received two (2) unfavorable principal's final evaluation reports in separate years within the last five (5) year period, including the year of the notice of lay-off, then that teacher may be laid off instead of the most junior within the certification area.
areas will include, but will not necessarily be limited to: . Levels . Secondary
(7-12); . Secondary
. Languages . Business
and Occupational Education . Art . Music . Industrial
Arts . Home
Economics . Physical
Education . Guidance . Career
certifications recognized by the Department of Education are to be included . (See
teacher with professional status will not be laid off if there is a teacher
without professional status whose position the teacher with professional status
is certified to fill. 2.
Seniority means a teacher's length of continuous uninterrupted service in years, months, days, commencing with the first date of employment (not hiring) as a full-time teacher on a paid basis in the Revere Public Schools.
such leaves will not be construed to break active service; and seniority will
mean the total number of years, months and days preceding the leave, added to
the total number of years, months, and days after resuming active duty after
the leave of absence. . Any
teacher who is a member of the bargaining unit as of July 1, 1985, and who is
then promoted into an administrative position, will have the right to
"bump-back" into the teachers' unit for a period of up to twenty-four
(24) months from the effective date of the promotion; provided, however, that
s/he give notice to the superintendent by March 15 of the year prior to the
school year in which the readmission is to take place.
For the purpose of placement on the seniority list, said teacher will be credited with time accrued for service as a member of the bargaining unit as defined in Article I.
any contrary provision of this Agreement, an administrator in the Revere Public
Schools who is reduced from his/her administrator position may bump-back into
the bargaining unit covered by this Agreement as long as the bump-back would
not result in the layoff of a teacher with professional status covered by this
An administrator who bumps back in accordance
with the preceding paragraph will have his/her seniority (for all purposes of
this Agreement) computed as the total in years, months and days of his/her
service in positions covered by this Agreement
. It is
understood that such an individual will be permitted to receive the salary
differential for his/her former administrator position that s/he was receiving
as of the date of the bump-back for the period worked up to a maximum of two
(2) years after his/her re-entry into the collective bargaining unit covered by
who are to be laid off will under normal circumstances be notified in writing
by June 15, but in no event later than July 15 of the school year preceding the
school year in which the reduction is to be effected.
laid off under this paragraph will be considered for recall in the inverse
order of their lay-off for a period of two (2) school years, ending on the
first Monday of the school year from the effective date of their lay-off.
teacher laid off and on recall will be given preference for an open position
within any certification area provided that the teacher is certified in that
area . Said
teacher will be required to take one three(3) credit course in the
certification area in which s/he will be teaching within the first calendar
year of his/her assignment to his/her certification area.
laid off under this paragraph will be given priority on the substitute list
during said recall period if they so indicate that wish in writing.
Teachers on leave pursuant to this lay-off policy may continue group
health and life insurance coverage as provided
above during said recall period
to forward premium payments to the treasurer will terminate this option.
serving a recall period will be notified through the Association concerning any
open positions in the Revere Public Schools which they may be qualified to fill . Failure
to accept an offer of employment for any such position will terminate this
rehired after lay-off under this paragraph will be credited with such salary
and fringe benefits as they were entitled to at the effective date of their lay-off.
. A list
specifying the date of employment of each member of the bargaining unit will be
prepared by the Committee and forwarded to the Association within ninety (90)
days following the execution of this Agreement . An
updated "seniority list" will be supplied by the Committee annually
ARTICLE XXVIII: PART TIME EMPLOYEES AND JOB SHARING
School Committee reserves the right to employ part-time teachers
teachers shall be employed to work schedules of four-tenths (.4) or less of a
full-time teaching position at the applicable level.
part-time teacher shall be paid a pro-rated salary equal to the percentage of
the full-time schedule that s/he regularly works multiplied by the full-time
salary s/he would have received had s/he been full-time
example, a teacher working a .4 schedule who would be receiving $70,000 a year
if s/he were working full-time, would receive an annual salary of $28,000 (.4
multiplied by $70,000).
A part-time teacher shall receive a pro-rated share of longevity pay based on the above calculation.
A part-time teacher who holds National Board of Professional Teaching Standards certification shall be paid a pro-rated benefit based upon the above calculation.
teacher who has previously been assigned to a full-time schedule will, upon
being assigned to a part-time schedule for the following school year, progress
to the step to which s/he would have progressed if s/he had continued to be
assigned to a full-time schedule
. If a
teacher is assigned to a part-time schedule for a second successive year, s/he
will not progress but will remain at the same step as the previous year . If,
however, the teacher is assigned to a full-time schedule after one year on a
part-time schedule, the teacher shall progress to the next step as if s/he had
been assigned to a full-time schedule for both years.
teacher who is assigned to a part-time schedule for two (2) consecutive years
will, upon the first day of the succeeding year, progress to the next step of
the salary schedule
if s/he remains assigned for consecutive years to a part-time schedule, s/he
will progress to the next step of the salary schedule each time s/he completes
two (2) years of part-time service . If a
teacher returns to a full-time schedule after completing three (3), five (5),
or any other odd number of years of part-time service, that teacher will
progress to the next step of the salary schedule on the ninety-second (92nd) day
of the year that s/he is re-assigned to a full-time schedule.
parties acknowledge that the above system of step progression applies to
teachers who commence part-time employment on the first day of the school year
and who are employed for the entire year on a part-time schedule
parties agree to determine jointly the step progression for any teacher who is
assigned to part-time employment after the first day of the school year and/or
who is not employed for the entire year on a part-time schedule . The
parties agree to discuss the step progression for any newly hired teacher who
is assigned to a part-time schedule.
part-time teacher will earn seniority on a pro-rated basis based on the
percentage of a full-time schedule s/he is regularly assigned to work
example, a teacher working a .4 schedule for ten years will earn 4 years of
Sick Leave and Personal Leave
A part-time teacher will earn sick leave and personal leave on a pro-rated
basis as follows:
teachers who work a full week but with reduced hours each day will accrue sick
leave and personal leave as a full-time employee, but a day is defined as the
part-timers regular day of work
a part-time employee who is assigned to a .3 schedule will earn .45 of a day
(1½ x .3) per month (up to 4.5 days (10 x .45) of sick leave per year ). S/he
will be charged one .3 day of sick leave for each day that s/he is absent on
sick leave . Upon
return to a full-time schedule for a subsequent school year, her/his .3 days
would be re-calculated as full days . For
example, ten (10) .3 days would equal three (3) full days of sick leave.
teachers who work a full day (but only a partial week), will be credited with a
pro-rated share of the sick days earned by a full-time employee
part-time employees will earn exactly one personal day a year.
A part-time teacher will be permitted to draw upon his/her prior accumulated sick leave as follows:
teachers who work a full week but with reduced hours each day may use accrued
sick leave and will be debited on a pro-rated basis based on their schedule of work
example, an employee who works a .3 day will be debited .3 of a sick leave day
when s/he uses sick days accrued as a full-time employee .
Part-time teachers who work a full day (but only a partial week) may use accrued sick leave and will be debited one full day of accrued sick leave for each full day of sick leave taken.
Assignment to Part-Time Status
Superintendent reserves the right to decide whether or not any teacher will be
offered a part-time schedule
teacher will be reduced to part-time involuntarily . Part-time
positions shall not be used to diminish the number of full-time positions . The
Superintendents decision to grant or deny a request by an employee for
part-time status may not be grieved.
No assignment to part-time will be for more than one (1) full school year, though part-time positions may be renewed on a year-by-year basis with the agreement of the employee and the Superintendent.
Unless agreed-upon by the Association, the Superintendent may not exceed the following numbers of part-time positions:
one position at each elementary school and at Seacoast,
one position in each discipline at the Middle School level (district-wide)
one position in each discipline at Revere High School
For purposes of the above sentence, disciplines shall include:
It is understood that the above limit on part-time positions is separate from the limit on job sharing positions provided, below.
Superintendent may authorize the sharing of a full-time teaching position by
two (2) teachers
a greater number is approved in advance by the Association, no more than one
(1) full-time teaching position may be shared at any building . It is
understood that the decision of whether to allow the sharing of any position
(as well as who will be permitted to share that position) is reserved to the
sole discretion of the Superintendent, whose decision shall not be subject to
review under the Agreements grievance and arbitration procedures . Under
no circumstances will the sharing of a position be approved if such sharing
would result in the eligibility for group insurance benefits of more than one
of the teachers who wish to share the position.
will be no reprisals of any kind taken against any teacher by reason of his/her
membership in the Association or participation in its activities.
it is necessary, pursuant to Article III (Grievance Procedure) for an
Association representative, member of the PN Team, or other representative
designated by the Association to investigate a grievance or to attend a
grievance meeting or hearing during a school day, s/he will, upon notice to
his/her principal or immediate superior and to the superintendent by the
chairperson of the PN Team, be released without loss of pay as necessary in
order to permit participation in the foregoing activities . Any
teacher whose appearance in such investigations, meeting, or hearings as a
witness is necessary will be accorded the same right . The
Association agrees that these rights will not be abused.
building representatives will be given adequate time during the regular workday
(other than during their regular teaching time) at a time approved by the
building principal for the performance of Association business . It is
expressly understood that said representatives are full-time teachers and that
the right to perform Association work during the regular workday which is
provided for in this section will be exercised no more frequently and no longer
will be entitled to full rights of citizenship, and no political or religious
activities of any teacher or the lack thereof will be grounds for any
discipline or discrimination with respect to the professional employment of
Committee will provide the Association with an advance copy of the agenda, and
any attached documents, for each official Committee meeting.
. If any
provision of this Agreement or any application of this Agreement to any
employee or group of employees shall be found contrary to law, then such
provision or application will not be deemed valid and subsisting, except to the
extent permitted by law, but all other provisions or applications will continue
in full force and effect.
Agreement constitutes Committee policy for the term 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
Committee agrees that current policy relating to wages and hours not otherwise
changed by this Agreement, will remain in force, and further agrees that to the
extent reasonably feasible, policies relating to working conditions will also
continue in force.
of this Agreement will be printed and distributed to all upon request . The
Committee will pay 25% of the cost of printing the Agreement.
The Committee agrees that if it is practical under the Citys ADP system, it will offer teachers a direct deposit system pursuant to which their paychecks would be directly deposited in their bank accounts at certain agreed-upon banks.
This Agreement will become effective as of July
2007, and will continue and
remain in full force and effect until June 30, 2010. Either
party may, by giving written notice to the other party no later than October 1,
2009, re-open this Agreement for negotiations for a successor Agreement to be
effective July 1, 2010.
The terms and provisions of this Agreement may be
modified and/or extended by mutual agreement
extension and/or modification will be in writing and signed by both parties.
IN WITNESS WHEREOF, the parties hereunto set their hands and seals, this 18th day of September 2007.
COMMITTEE REVERE TEACHERS ASSOCIATION
Mayor Thomas G. Ambrosino, Chair
Frederick A. Sannella
Carol A. Tye
Any teacher employed on a full-time basis in the Revere Public Schools who obtains certification as a National Board Certified teacher from the National Board of Professional Teaching Standards will be paid an annual stipend of $3,000. for any school year that the teacher both maintains his/her certification and teaches the entire year in the Revere Public Schools on a full-time basis.
teacher who has completed mentor training and who is assigned mentoring duties
by the Superintendent for a particular school year will be paid an annual
stipend of $1,639. for any school year that he/she is so assigned
of a mentor will be made when in the judgment of the Superintendent there is
not a National Board Certified Teacher available who would be appropriately
assigned the mentoring responsibilities . Mentor
assignments are for one (1) school year, although the Superintendent may, at
his/her discretion, choose to re-assign a particular teacher for successive
years . The
Superintendent will consider a teachers certification areas and proximity to
the teacher to be mentored when determining who will be assigned to a mentoring
A teacher assigned as a
Lead Teacher, Reading First Coordinator, or as SPED Curriculum Coordinator for
a particular school year will be paid a stipend of $4,000. for any school year
. Lead Teachers assist both
administrators and teachers in regular academic tasks relating to the academic
department and/or grade level to which the Lead Teacher is assigned . No teacher who has not
completed Research for Better Teaching training will be eligible for assignment
as a Lead Teacher . Lead Teacher assignments
are for one (1) school year, although the Superintendent may at his/her
discretion, choose to re-assign a particular teacher for successive years .
Director of Attendance
Director of Evening School
It is agreed that the Principal of Summer
School position will be listed in the School Committees collective bargaining
contract with the Revere Administrators Association
of the bargaining unit covered by the instant agreement are eligible to apply
for said position.
EXTRA-CURRICULAR ACTIVITIES AND COMPENSATED NON-TEACHING DUTIES
. In the
interest of non-interference with academic scheduling, all extra-curricular
activities will be conducted either after or before the regular school hours.
activities are defined as those clubs, student councils, sports, and other such
activities which are not part of the regular curriculum . Compensated
non-teaching duties are defined as those duties which are beyond the scope of
the regular classroom duties (e.g., the distribution of textbooks and
vacancies as defined in Section B caused by death, retirement, discharge,
resignation, or the establishment of new extra-curricular activities will be
filled pursuant to the following procedure:
vacancies will be advertised throughout the Revere Public Schools at least
three (3) weeks prior to the date of appointment.
notice will clearly set forth the duties of the position and its rate of