|Shared Contract District|
|Type of District||Elementary|
|Most Recent Document||Contract|
|Superintendency Union||Union 70 Hancock Richmond|
|Regional HS Members|
|Vocational HS Members|
|Kind of Community||residential suburbs|
|Number of Schools||1|
|Percent Low Income Students||16|
|Grade Start||PK or K|
CONTRACT AGREEMENT BETWEEN THE
RICHMOND SCHOOL COMMITTEE AND THE
RICHMOND EDUCATORS ASSOCIATION
2010 - 2013
Agreement made as of the ______ day of ______________, 2010, pursuant to the provisions of Chapter 150E of the General Laws of the Commonwealth of Massachusetts, by and between the RICHMOND EDUCATORS ASSOCIATION (REA) and the RICHMOND SCHOOL COMMITTEE (RSC).
This Agreement is built on a relationship of mutual cooperation between the REA and RSC. Its foundation is a shared commitment to the mission of the Richmond Consolidated School: to provide opportunities for everyone to become happy, caring individuals, as well as academic achievers, while striving for extraordinary academic excellence and an environment that allows all students to discover their own ways to shine, whether it be in academics, music, the arts or athletics. As a community of learners, we are committed to creating a school climate that encourages positive self-esteem, critical thinking, responsibility, mutual respect, citizenship and a life-long love of learning.
Both the RSC and REA are committed to create an environment whereby all stakeholders students, parents, teachers, staff, administrators and the community are involved in decisions that affect them. The RSC and REA recognize the importance of a free flow of information and solutions, use of a consensus decision-making and conflict resolution process, and promotion of collegiality and respect. Joint efforts by both the RSC and REA to discover the best solutions will be made; decisions must provide a high level of acceptance for all parties; and all parties must be totally committed to agreements reached.
The RSC and the REA agree that this Agreement will become effective July 1, 2010 and shall end on June 30, 2013.
Under the laws of the Commonwealth of Massachusetts, the RSC, elected by the citizens of Richmond, has the sole responsibility for the control, operation and maintenance of public education in this District.
The RSC does hereby recognize the REA as the exclusive representative of all full and part time teaching professionals employed by the RSC, pursuant to the provisions of Chapter 150E of the General Laws of the Commonwealth of Massachusetts, for the purposes of collective bargaining with respect to wages, hours and other terms and conditions of employment.
Section 1. Effective Date.
This Agreement shall be effective as stated in Article I above. It shall be automatically renewed under the same terms and conditions from year to year thereafter, unless, by October 15, 2012, either party notifies the other party in writing that it desires to negotiate on matters in this Contract Agreement.
Section 2. Initiate Negotiations.
In the event either party desires to negotiate as set forth in Article III, Section 1, such parties shall, no later than December 1, 2012, present in writing to the other party a draft list of those proposals it desires to negotiate. This draft list may be expanded during the first and second meetings. After the second meeting, no new proposals will be considered.
Section 3. Begin Discussions.
When both parties have complied with Article III, Sections 1 and 2 above, they shall within 14 days set a mutually agreeable date to begin discussions of proposals. Any Agreement so negotiated will apply to all full and part-time teachers, and will be reduced to writing and signed by the Chairperson of the RSC and the President of the REA.
Section 4. Prolonged Negotiations.
In the event that negotiations take place and if agreement is not reached on all proposals under discussion by August 31, 2013, then the present Contract Agreement will remain in effect until replaced by a new one.
Section 5. Document Availability.
The RSC will make available to the REA pertinent information relating to items under negotiation contained in the public records of the Richmond School District. The REA request for such records are to be in writing and will specify the records desired.
Section 6. Negotiations Structure.
It is recognized that teachers are members of a profession and have the interest of professionals in their work. It is further recognized that they may make constructive suggestions and contributions toward the administration of this school. To this end, the executive board of the REA will meet at the request of the Superintendent, and/or the REA with a representative of the Administration to discuss matters of school operation and questions relating to the implementation of this Agreement. Policies that may be adopted or maintained for the school by the RSC as a result of such meetings, shall not be inconsistent with the terms of this Agreement.
Section 7. Outside Consultants.
Either party may, if it so desires, utilize the services of outside consultants and may call upon professional and/or lay representatives to assist in negotiations. Each party must give the other party at least one weeks notice when utilizing outside consultants at Negotiation sessions.
Section 8. Re-Opening During Life of Contract.
The Agreement incorporates the entire understanding of the parties on all issues, which can be the subject of negotiations. During the terms of this Agreement neither party shall be required to negotiate with respect to any such matter whether or not covered by this Agreement, except as required by Massachusetts State Law. This Agreement may not be modified, in whole or in part, by the parties except by an instrument in writing, duly executed by both parties.
Section 9. Exclusive Agreement between the RSC and REA.
The RSC agrees not to negotiate with any teachers organization other than the REA during the terms of this contract.
Section 10. Distribution of Contract.
Copies of this Agreement and any other successor Agreement will be printed and distributed by the RSC. The Superintendent must give a copy of the contract to all new employees at the time they are offered employment.
Section 1. Definition.
Any claim by the REA or a teacher that there has been a violation, misinterpretation, or misapplication of the terms of this Agreement, a violation of its or his/her right to fair treatment, or violation of any established policy will be a grievance.
Section 2. Time Limits.
All time limits herein will consist of calendar days exclusive of legal holidays. The time limits indicated hereunder will be considered maximal unless extended by mutual agreement in writing.
In the event a grievance is filed which cannot be resolved to the satisfaction of the REA prior to the termination of this contract using the normal time limits set out herein, the REA may submit the grievance directly to arbitration in accordance with level four of this procedure.
Section 3. Grievance Levels.
Informal Level. A teacher with a grievance will first discuss it with his/her Principal either directly or through the REA representative with the object of resolving the matter informally. The Principal will respond verbally within seven (7) days of this discussion at the informal level. If not resolved, the teacher moves to Level One.
Level One. A teacher with a grievance will present it in writing to his/her principal either directly or through the REA within fifteen (15) days of a response at the Informal Level. In the event that the teacher is not directly responsible to an individual Principal, then he/she will present it to his/her immediate supervisor. The Principal or supervisor will meet with the aggrieved party and/or his/her representative from the REA/MTA within five (5) days to discuss the grievance. He/she must give the grievant or the REA a written response to the grievance within seven (7) days of presentation at Level One.
Level Two. If the grievance is not resolved to the satisfaction of the grievant at Level One, the grievant or the REA, if he/she so chooses, may present the grievance to the Superintendent within five (5) days after receipt of response at Level One. The Superintendent will meet with the grievant and/or his/her representative from the REA/MTA within five (5) days of receipt of the grievance to discuss the grievance and must provide the grievant or the REA a written response to the grievance within ten (10) days of presentation at Level Two.
Level Three. If the grievance is not resolved to the satisfaction of the grievant or the REA at Level Two, the grievant or the REA will present the grievance in writing to the RSC at its next scheduled meeting unless such meeting occurs fewer than ten (10) days after receipt of response at Level Two. The RSC will address the grievance at its next scheduled meeting, or at a special meeting called for that purpose, at the discretion of the RSC. The RSC must provide the grievant or the REA a written response to the grievance within ten (10) days of addressing the grievance at a RSC meeting.
Level Four. If the grievance is not resolved to the satisfaction of the REA twenty (20) days after receipt of written response at Level Three, the REA may submit the grievance to the American Arbitration Association for binding arbitration in accordance with the current rules. The arbitrator shall be limited to the issues submitted by both parties and shall consider nothing else. The decision will be final and binding on both parties.
Section 4. General Provisions.
1. The REA will have the right to use in it presentation of any level of this grievance procedure any representative or representatives of its own choosing.
2. The 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 RSC and the REA. The parties may, by mutual agreement, use the arbitration services of the Commonwealth of Massachusetts.
3. The RSC acknowledges the right of the REA to participate in the processing of a grievance at any level.
4. Grievances regarding employee discipline may not be presented at Level Three of the grievance procedure, but instead must proceed directly from Level Two to Level Four.
5. Provided the parties agree, Level One and/or Level Two of the Grievance Procedure may be passed and the grievance brought directly to Level Three.
6. No reprisal of any kind will be taken against any teacher by the RSC or the school administration because of his/her participation in this Grievance Procedure. Likewise, no reprisals of any kind will be taken by the teacher against the RSC, the school administration, or any student because of his/her participation in this Grievance Procedure.
7. The RSC and the Administration will cooperate with the REA in its investigation of any grievance, and, further, will furnish the REA with such information as is requested for the processing of any grievance. Likewise, the grievant and the REA will cooperate with the RSC and the Administration in its investigation of any grievance, and, further, will furnish the RSC and the Administration with such information as is requested for the processing of any grievance.
8. All documents, communications, and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants.
9. If in the judgment of the REA a grievance affects a group or class of teachers, the REA may submit such a grievance in writing to the School Committee through the Superintendant and the processing of such grievance will be commenced at Level Three.
10. All grievances and decisions at Level One, Two, and Three will be in writing.
a. When it is necessary, pursuant to the Grievance Procedure, for a member of the REA to investigate a grievance or attend a grievance meeting or hearing during a school day, he/she will use sick or personal days to be released without the loss of pay as necessary in order to permit participation in the foregoing.
b. The procedure outlined in this Article applies to the processing of grievances and their resolution.
The teachers work year (other than new personnel who may be required to attend additional orientation sessions) will begin no earlier than Monday of the last full week in August and will terminate no later than June 30th.
The school year will be established in compliance with both the Board of Education Regulations for the School Year and the Minimum School Year for Elementary Schools. In no case shall any teacher who is working on the first day of school shall have a work year less than 184 days.
The Principal, in collaboration with the staff, will develop a school calendar that shall set forth anticipated workdays for the next school year. The Principal will present such calendar to the RSC for its approval. The school calendar, as adopted, may be adjusted only for snow days, emergencies, teacher professional development, and for other unforeseen reasons.
Consistent with the Preamble the regular workday for teachers will be no less than 8:10 A.M. to 3:10 P.M. In the event of abnormally early or late school bus arrival or departure, the principal will assign appropriate staff to supervise students. Teachers are required to participate in two (2) scheduled evening Parent/Teacher Conferences and one fall Open House beyond the regular workday. Staff members must obtain approval in advance by the Principal for absences from the scheduled Open House or conference. Teachers, at their own discretion, are encouraged to attend other after-school and evening activities. On rare occasions, the principal may require teachers to attend school-related evening conferences when dictated by unusual circumstances, not to exceed three (3) extra meetings in one academic year.
All teachers working six (6) or more hours per day will be provided a lunch period of not less than thirty (30) uninterrupted minutes between 11:00 A.M. and 1:30 P.M. Teachers working four and a half (4 ½) or more consecutive hours will be provided a thirty (30) minute break.
A reasonable effort shall be made to schedule five (5) preparation periods per week, preferably one preparation period per day for full time teachers. Preparation periods will be equivalent in time to one (1) class period. Part-time teachers working at least 60% FTE will be scheduled preparation periods on a pro-rated basis; however, at no time will the additional hours of preparation periods result in benefits for part-time teachers, nor will they count toward greater than 100% FTE.
Section 1. Purpose.
The purpose of teacher evaluation is professional improvement. Both teachers and evaluators must keep this goal in mind if the evaluation process is to be carried out in a spirit of professional growth. All teachers will be evaluated in compliance with Massachusetts Law 603 CMR 35.00.
Section 2. Standards.
Teachers will be evaluated for compliance with the following standards:
1. Currency in Curriculum
2. Effective Planning and Assessment of Curriculum and Instruction
3. Effective Management of Classroom Environment
4. Effective Instruction
5. Promotion of High Standards and Expectations for Student Achievement
6. Promotion of Equity and Appreciation of Diversity
7. Fulfillment of Professional Responsibilities
Please see the evaluation form for a list of examples used to demonstrate compliance for each standard.
Section 3. Schedule.
Evaluation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher. All evaluation discussions should be used to promote improved performance of the teacher. The teacher shall be given a duplicate of his/her evaluation and will discuss it with the evaluator within ten (10) school days. The teacher shall have the right to answer his/her evaluation in writing if he/she so desires.
1. Teachers with nonprofessional status will be evaluated three (3) times per year.
a. The evaluation process will be completed in the fall, winter and spring of each year using the evaluation form included in this addendum.
b. Notification of reappointment must be completed by June 1st for each evaluation year for each of three (3) consecutive years. In the event that a teacher is not recommended for reappointment, recommendations for professional growth need to be completed and brought to the attention of the teacher within five (5) school days of evaluations one and/or two. He/she should reach compliance on or before the final evaluation in order to be reappointed. On the third evaluation, a teacher with nonprofessional status will be notified that 1) he/she has met the teaching standards for the school, 2) has not met the teaching standards for the school, but will be given a plan to help reach compliance by the first evaluation of the next school year, or 3) has not met the teaching standards for the school, and the teacher may not be recommended for reappointment.
2. Teachers with professional status will be evaluated once every two (2) years.
a. Year one: an individual choice year in which the teacher, with the approval of the Principal, incurs professional growth by individual work such as, but not limited to, curriculum design, classroom teaching experiments, reading and studying for classroom application, attends a study group, takes a course or a series of workshops focused in a specific area or on a specific topic, peer observation, or any other appropriate work the teacher selects. At the end of said year the teacher will record his/her professional growth on the evaluation form included in this addendum. Prior to October 1st of year 2 (evaluation year), the teacher will be given a chance to further update this information in the event that he/she has taken additional courses, workshops, or other demonstrations of work that is indicative of professional growth.
b. Year two: an evaluation year in which the teacher has classroom observation.
Section 4. Teacher Assistance Plan.
In the event that a standard is not being met it is to be brought to the attention of the teacher within five (5) school days. Teachers must sign their evaluations and such signatures in no way indicate agreement with the evaluation. The teacher may also offer additional information to be attached to the evaluation.
1. A teacher with professional status whose Summative evaluation does not recommend reappointment shall be subject to a Teacher Assistance Plan prepared by or under the direction of such teachers Principal.
2. A teacher will be entitled to participate and to have a representative of the Association present in the preparation and direction of the Teacher Assistance Plan. No teacher will be placed on a Teacher Assistance Plan unreasonably.
3. A teacher not recommended for reappointment shall receive his/her Teacher Assistance Plan within (fifteen) 15 working days of having received the Summative Staff Evaluation. The Assistance plan will outline exactly what the teacher must do in order to achieve a satisfactory level of performance and the plan will be assessed every 8 to 10 weeks in order to determine if the teacher has reached a satisfactory level. The Teacher Assistance Plan will be in place for the remainder of the current school year and, if an extension is needed, the Plan will remain in place for the entire school year following the unsatisfactory evaluation. If a teacher on a Teacher Assistance Plan is making satisfactory progress, as determined by the Principal, the Principal may take this into consideration in the event of a Reduction in Force.
4. A teacher with professional status shall be on a Teacher Assistance Plan for a maximum of two school years and the school will provide the funding and/or resources necessary to support the implementation of the Teacher Assistance Plan.
5. When a teacher is found to be satisfactory in his/her performance and is no longer on a Teacher Assistance Plan, said teacher shall be placed at year two (2) of the evaluation cycle.
6. If after the completion of the Teacher Assistance Plan the teacher remains unable to meet the standards as defined in said Plan, the teacher may not be offered a contract for the following school year. He/she will be notified of this decision by June 1st that his/her contract will not be renewed.
Section 5. Discipline and Reprimand Procedure.
The Association recognizes the authority and responsibility of the Principal and the Superintendent of Schools for disciplining or reprimanding a teacher for delinquency of professional performance. If a teacher is to be disciplined or reprimanded by a member of the Administration, the Administration needs to inform the teacher that he/she will be discussing a discipline issue prior to the meeting. The teacher will be entitled to have a representative of the Association present.
1. Any formal complaint regarding an employee by a parent, student, or other person, requiring investigation, shall be initially referred to the Administrator at the lowest possible level. The employee shall be informed of all details within 24-48 hours of the incident in order to respond. No employee will use such information to punish or retaliate against a student.
2. No teacher will be disciplined or reprimanded without just cause.
3. There will be only one (1) official record maintained by the Administrator or his/her designee. No material will be placed in a teachers file without the teachers signature and any written response the teacher wishes to include. Such signature in no way indicates agreement with the contents thereof. During summer vacations this will be done at a mutually convenient time.
4. No material derogatory to a teachers 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. The teacher will also have the right to submit a written answer to such material and his answer shall be reviewed with the Principal or his/her designee and attached to the file copy.
5. Teachers will have the right upon request, to review the contents of their personnel file and to make copies of the same. A teacher will be entitled to have a representative of the Association accompany him/her during such a review.
6. At the time of severance from the school system, a teacher will have the right to indicate those documents and/or other records that the teacher believes to be obsolete or otherwise inappropriate for retention. The Principal or his/her designee will review said records, and, if he/she concurs, said records will be destroyed.
Section 6. Teacher Performance Evaluation Document.
See Appendix A attached hereto.
REDUCTION IN FORCE
The provisions of this Article do not apply to teachers without Professional Teacher Status.
In the event it becomes necessary to reduce the number of employees in the bargaining unit due to budget constraints, the RSC will take into consideration the teachers area of certification, quality of teacher performance, as defined by the Evaluation Procedure (Article VII), and length of service in the school system. In cases involving teachers who have identical certification and length of service, preference for retention shall be given to the teacher who has achieved the highest level of training as determined by degree and credit hours accrued.
An employee whose position is eliminated shall replace the employee with the lowest seniority anywhere within the school system in an area in which the employee is qualified or becomes qualified by the time the reduction in force becomes effective. If the employee is not eligible to replace another employee, said employee shall be laid off.
Qualified means that the teacher has on file with the Superintendents office evidence that he/she possesses the necessary qualifications or can obtain said qualifications by the effective date of his/her layoff which is the beginning of the school year.
Seniority means a teachers length of service in years, months, and days from the initial date of employment by the RSC. Teachers shall be credited for seniority purposes with all time spent on any leave of absence provided for in this Agreement.
Employees being considered for lay-off will be notified by June 1st of the school year preceding that in which they will no longer be employed, or as soon as possible in cases of financial exigency. The REA President will be provided with a copy of said notifications.
Laid-off employees shall retain the right to be called back for a period of two (2) years from the date of their respective lay-off. Released employees shall be notified by certified mail to their last address of record and given first preference for positions as they develop, providing an affirmative reply by certified mail is received by the office of the Superintendent within fifteen (15) day of receiving such notice. A copy of the notification shall also be sent to the REA President.
Qualified employees shall be re-hired in the inverse order of their release, and all benefits to which an employee was entitled at the time of his/her lay-off including salary step attained and accumulated sick leave shall be restored in full upon re-employment within the recall period.
Laid-off employees may continue group insurance coverage available through the RSC during the recall period by reimbursing the RSC for premium costs starting September 1st of the following school year. Failure to forward premium payment to the RSC on a previously stipulated schedule or refusal to return to employment upon notice of position opening will terminate this option.
A list specifying the seniority, certification(s), and level of training as determined by degree and credit hours accrued of each member of the bargaining unit shall be prepared by the RSC and forwarded to the REA President within thirty (30) days following execution of this Agreement.
An updated seniority list shall be supplied by the RSC annually thereafter on or before October 15th of each year. The REA President will have twenty (20) school days to verify such seniority.
LEAVES OF ABSENCE
FOR SICKNESS AND OTHER REASONS
Section 1. Sick Leave.
1. Teachers will be allowed fifteen (15) days sick leave at full pay each school year.
2. Unused sick leave may be accumulated up to a maximum of (195) days for the length of this contract.
3. Sick leave may be used as follows:
a. Absence due to personal illness;
b. Absence due to illness in the individuals immediate family (spouse, children, parents);
c. Absence due to death in the individuals extended family (spouse, children, parents, siblings, mothers or fathers-in-law, brothers or sisters-in-law, nieces and nephews).
4. When a teacher has exceeded his/her sick leave allowance due to a prolonged illness, the RSC may or may not, at the recommendation of the Superintendent and REA Officers, extend the sick leave allowance beyond the specified limits, drawing days from the sick leave bank. (See Article IX, Section 2, 5.)
Section 2. Other Reasons for Absence.
1. A teacher will be granted up to a one (1) year leave of absence for childrearing/paternity or adoption leave. Such leave shall be with or without pay at the discretion of the RSC.
2. Teachers may, on the approval of the Superintendent, take three (3) days per school year for the purpose of visiting other schools or attending conferences of an educational nature.
3. Up to three (3) days of non-cumulative leave may be used for important personal business that cannot be conducted during non-school hours. Teachers must make requests for such leave to the Principal in advance.
4. A teacher who is absent for reasons of pregnancy and delivery of a child shall be deemed to be absent because of illness, when certified by a doctor. The RSC or their designee requires a Doctors certification of disability before and after the delivery of the child.
5. The RSC and the REA will establish a sick-leave bank to be administered by the Superintendent, per RSC direction. The bank may hold up to a maximum of fifty (50) days of sick leave at any time. Individual staff members may contribute, on a yearly basis, up to a maximum of ten (10) sick days to the bank, to be charged against their accumulated sick leave.
6. The RCS will grant leaves in accordance with the Family and Medical Leave Act and the Massachusetts Maternity and Leave Act.
Section 3. Unpaid Extended Leave.
Upon request of any teacher, the RSC will grant an unpaid extended leave for up to one (1) year. The RSC may grant further extensions of unpaid extended leave at their discretion.
1. Active Military Duty
2. Teaching overseas
3. Peace Corps
4. Educational Purposes
5. Medical Reasons
6. Personal Reasons
The RSC may grant an extended leave for purposes that they deem advantageous and beneficial to the educational process of the school.
RETIREMENT & SEVERANCE BENEFITS
Section 1. Retirement Eligibility.
Refer to the Massachusetts Teachers Retirement System (MTRS) guidelines for retirement eligibility criteria.
Section 2. Unused Sick Days.
(Teachers may select either Option A or B.)
Option A. Retirement.
If a teacher, having been employed at least 17 years in the system and having attained the age of 55 years, irrevocably notifies the Superintendent in writing by February 1st of such teachers retirement effective before the commencement of the next school year, the RSC shall pay such teacher a sum determined by multiplying the number of such teachers accumulated unused sick days on the date of the teachers retirement by $35.
Option B. Severance.
If a teacher, having been employed as a teacher at least three years in the system, irrevocably notifies the Superintendent in writing by April 1 of such teachers resignation from the employ of RSC effective at the end of the current school year, the RSC shall pay such teacher, if such teacher works through the last work day of such school year, a sum determined by multiplying the number of such teachers accumulated unused sick days on the last work day of such school year by $10.
The RSC administration and teachers of the REA recognize that class size in regularly graded classrooms, as well as special academic areas, and the number of students assigned to a teacher, are important factors in good education. The RSC, with input from other stakeholders, will, after considering the nature of each class, educational programs, the availability of personnel and space considerations, propose a budget providing for class sizes that are the most effective for both pupils and teachers.
NON-TEACHING DUTIES & POSITIONS
The RSC and the REA acknowledge that a teachers principle responsibility is to teach and his/her energies should be primarily utilized to that end. Therefore, both parties agree that the teachers will be assisted by the utilization of techniques, such as the use of non-teaching personnel, to perform non-teaching and administrative duties.
The following additional positions may be assigned to staff per the RSC as needed. Salary for these positions will be determined on a yearly basis by the RSC, and appointments will be made annually by the RSC. See attached addendum for salaries. All positions will be posted at the Richmond School, with preference given to qualified teachers presently employed by the RSC. Should the Principal request additional building support for a position not listed below, the position will be posted at Richmond School, with preference given to qualified teachers presently employed by the RSC. Salary for these positions will be determined by the RSC, and appointments will be made annually by the RSC.
Acting Principal ($1,500)
High School Coordinator ($1,000)
Drama Director ($1,500)
Year Book Coordinator ($1,000)
Dance Coordinator ($500)
Middle School Team Leader ($700)
Lower School Team Leader ($700)
Jazz Band Director ($1,000)
STAFF RECOGNITION COMMITTEE
During each year of this contract, the Principal shall establish a Committee, consisting of three Richmond staff members, the Superintendent, a parent and himself/herself, to review and recognize above and beyond efforts and or special projects. This recognition should encompass the entire staff.
DUES DEDUCTIONS AND CREDIT UNION
Section 1. Dues Deductions.
The RSC hereby accepts the provisions of 17-C of Chapter 180 of the General Laws of Massachusetts and in accordance with agreed-upon Dues Deduction Form, the RSC shall certify to the Treasurer of the REA all payroll deductions for the payment of dues to the REA duly authorized by the professional teachers covered by this Agreement as shown on the payroll deduction authorization form attached hereto and made a part hereof.
The deductions shall be made in twenty-two (22) or twenty-six (26) equal installments beginning with the first payroll and continuing through the twenty-two (22) or twenty-six (26) payrolls of the school year and shall be remitted to the treasurer of the local association who shall be bonded.
Section 2. Credit Union Deductions.
The REA is authorized to deduct sums of money from the teachers salaries for the purpose of joining the MTA Credit Union or any other acceptable institution. The authorization form for this purpose is incorporated into this Agreement as sub-section, Article XV, Section 2.
OTHER PAYROLL DEDUCTIONS
Section 1. Dues Authorization.
Payroll Deduction Authorization Form for Members of the Richmond Educational Association
In accordance with Chapter 17C of the Acts of 1962, I hereby authorize the Richmond Town Treasurer to deduct my professional dues annually, until further notice, for membership in the Richmond Educational Association. The deductions shall be made in twenty-six (26) equal installments beginning with the first payroll and continuing through the twenty-sixth (26th) payroll of the school year and shall be remitted to the Treasurer of the local Association who shall be bonded.
In accordance with Chapter 17C of the Acts of 1962, Chapter 180 of the General Laws, I agree that at least sixty days (60) prior to the first withdrawal period, notice in writing, shall be given to the Superintendent in order to withdraw this authorization. I hereby waive all rights and claim for said monies so deducted and transmitted in accordance with this authorization and relieve the School Committee and all of its officers and the Town of Richmond officers from any liability whatsoever.
I agree that the total amount to be withheld shall be $ ____________
Date: __________________ Signed: ________________________
2. Town Treasurer
3. Town Accountant
5. Treasurer of the REA
Section 2. MTA Credit Union.
Payroll Deduction Authorization Form for Members of the Richmond Educational Association
You are hereby authorized to deduct $ from my wages each payroll period and deposit same to my account with the MTA Credit Union.
The deductions are to begin on_____________________ and continue until you receive a written notice of change. Such notice shall be no less than ___________ days in advance of the date change. I hereby waive any right and claim for said monies so deducted and transmitted in accordance with this authorization.
Deposit: $ _________________ Loan Payment: ___________________
Signature: _______________________ Date:__________________
3. Other Institution
SALARY & OTHER MONETARY CONSIDERATIONS
Section 1. Salary Schedule.
The Teacher Employment Verification Agreement for each teacher determines his/her placement on the Salary Schedule (Appendix B).
Section 2. Payment Options.
All persons on the Salary Schedule will have the option of being paid in twenty-six (26) equal payments, twenty-one (21) equal payments, or twenty-six equal payments, but with payments 22 through 26 being paid in a lump sum at the next payroll period after students are dismissed for the year.
The choice between which of the three (3) foregoing methods of payment a teacher wishes must be made not later than August 1st preceding the payment year, or immediately upon initial employment (if employed after August 1st) by submitting such decision to the Superintendents office on the approved form. If a teacher (other than a newly employed teacher) does not submit such form by August 1st, then the District shall continue the same method of payment as utilized for that teacher the preceding year. If a newly employed teacher does not submit such form immediately upon initial employment, then the teacher will receive payment of his/her salary in twenty-six (26) equal payments.
Changes in method of payment may not be made during the school year.
Section 3. Placement of Newly Hired Teachers on the Salary Schedule.
New teachers are hired using the contracted Salary Schedule based on credit for degree status, graduate courses and previous school experience. The Superintendent has the authority to grant advancement for teacher placement on the Salary Schedule for experience that is immediately contiguous to Richmond service.
Section 4. Curriculum Development Compensation.
Compensation for teachers working on curriculum development outside of the regular school day and/or school year shall be paid at the rate of thirty-five dollars ($35.00) per hour for the life of this agreement.
Section 5. Payments for Overnight Field Trips.
Teachers who supervise overnight field trips shall, in addition to their regular salary be paid one hundred dollars ($100) per night for each night they supervise such field trips.
Section 6. Tuition Reimbursement Fund.
A tuition reimbursement fund will be established annually to reimburse teachers who successfully complete coursework. The allocation among teachers who qualify for reimbursement will be the responsibility of the REA. However, the RSC, through the Superintendent, will manage the fund and make payment upon receipt of appropriate documentation. The teacher must obtain a B or better for reimbursement. For the length of this agreement, the allocation will be $5,500 in 2010 2011, $6,000 in 2011 2012, and $6,500 in 2012 - 2013.
Regardless of the balance in the Tuition Reimbursement Fund, any teacher who is required by the administration to participate in a specific course will be reimbursed at 100% regardless of the grade obtained.
Section 7. Profession Development Budget.
A line item on the school budget for professional development will be established annually. The RSC, Superintendent, or Principal can request that funds from this line item be used to send faculty members to conferences, workshops, etc., or to hire consultants to provide professional development activities at the school. This allocation will be $4,500.00.
Section 8. Salary Advancement.
Alternate credits, credits not documented by a college or university, may be granted by the RSC to teachers who design projects, research studies, or curriculum of direct value to the education of children attending the Richmond Consolidated School. Projects must include fifteen (15) hours of instruction within a class, workshop, or other structured setting, as well as a minimum of five (5) additional hours working outside of this setting on related project materials, in order to earn one (1) credit. All projects must meet the following conditions:
1. A written proposal including a projected completion date, is to be submitted to the Alternate Credit Committee. This Committee will consist of three (3) REA members and at least one (1) member of the RSC. The Committee can make suggestions, approve or reject proposals and determine credit values.
2. A written proposal approved by the Alternate Credit Committee will be forwarded to the RSC for approval.
3. Upon completion, documentation, such as a log or journal, of time spent on the project, as well a summary of projects completed, must be submitted to the Alternate Credit Committee. The Alternate Credit Committee has the option of requesting further development if it is deemed necessary.
4. Upon completion, all documentation and project materials must be presented individually to the RSC.
Section 9. Coursework Submission.
Teachers must submit coursework documentation by February 1 of a given year in order to advance and be compensated at the appropriate educational placement on the salary schedule in the next fiscal year. Any teacher enrolled in Spring Semester course work that would mean advancement on the salary schedule must submit proof of enrollment by February 1st of that year. Upon completion of the coursework, the appropriate documentation must be submitted to the Superintendent by August 1st of the given year.
The horizontal level of each employee will be determined by his/her academic credits as set forth on the salary schedule subject to approval by the Superintendent. The Superintendent, in considering whether to grant his/her approval, shall be guided by the following criteria:
1. Generally, only graduate level courses will be approved, except that undergraduate level courses may be approved if related to an employees assignment and not be repetitive of prior academic work.
2. Only courses that are sponsored by an accredited institution of higher learning will be approved.
3. Courses must be, in the opinion of the Superintendent, either directly related to the area of the employees assignment, or are other wise in the best interest of the school.
Teachers currently employed during the 2009 2010 school year may choose Option A or Option B, as defined below. Teachers must make their choices within two weeks after this Agreement is signed. Their decision, once made, is final and irrevocable.
All newly hired teachers are eligible for Option B only.
A. One-Time Longevity Payment.
The RSC shall pay a teacher once during his/her employment, in addition to such teachers regular salary, the sum of $7,500 over a three-year period provided:
1. The teacher shall have irrevocably requested such payment in writing delivered to the Superintendent at least one fiscal year before payment is to commence.
2. The teacher has attained the age of 52 years and has been employed at least 17 years by the RSC.
The amount payable hereunder shall be paid during the applicable three years as part of the teachers salary.
B. Recurring Longevity Payment.
10 to 14 years $1,000
15 to l9 years $1,500
20 to 24 years $2,000
25 to 29 years $2,500
30 or more years $3,000
Recurring Longevity Payment.
10 to 14 years $1,500
15 to l9 years $2,000
20 to 24 years $2,500
25 to 29 years $3,000
30 or more years $3,500
Option A and B Longevity Payments will be payable with the selected 22 or 26 payment schedule and prorated in the same manner as salary for teachers that work part time.
Payment of longevity (to be added to the respective Salary Schedule attached hereto) will be based on years of service completed in the Richmond School System at the start of the contract year (July 1st).
TUITION FREE ATTENDANCE
Children of permanent, full-time, non-resident teachers will be allowed to attend Richmond Consolidated School as School Choice students at no cost to the teacher. If there are no School Choice openings for a specific grade, these children will still be allowed to attend Richmond School at no cost to the teacher. Parent(s) must provide thirty (30) days prior notice to the RSC of their intentions to enroll his/her child(ren).
For the purposes of this clause, the definition of permanent, full-time is defined as being permanently employed in the position as funded by the RSC.
The RSC reserves the right to limit attendance should additional enrollment cause the need to
hire additional staff.
MEDICAL AND DENTAL COVERAGE
Section 1. Medical Coverage.
The Town of Richmond will pay seventy (70) percent of the individual or family premium for the available indemnity, preferred provider or point of service plan or seventy-nine (79) percent for 2010 2011, seventy-seven (77) percent for 2011 2012 and seventy-five (75) percent for 2012 - 2013 of the individual, or family premium of the available HMO plan. Recognizing that health insurance costs are rising, both the REA and the RSC are willing, during contract negotiation periods, to negotiate amendments to this Article, that would reflect a shared responsibility for increases and/or decreases in health insurance premiums, which amendments may result in either an increase or a decrease in the amount of the premium paid by the employer.
For the length of this contract, the co-pay for an office visit to a primary care physician or specialist will be $15.00. The co-pay for an emergency room visit will be $50.00.
Section 2. Dental Coverage.
The Town of Richmond will pay fifty (50) percent of the individual or family premium for dental insurance provided that the minimum requirements for participation allows the Town of Richmond to make this benefit available.
CHAIN OF COMMAND
The RSC and the Superintendent will abide by the Chain of Command Procedures when dealing with a complaint concerning a teacher. The parent will be asked to address his/her complaint to the teacher first. If no satisfaction is reached at this meeting, the parent next speaks to the Principal. If satisfaction is again not reached at this meeting, the parent may speak to the Superintendent, and lastly, to the RSC.
No teacher with professional status shall be discharged, disciplined, suspended, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without just cause. The provisions of M.G.L.c. 71, §42 will be followed regarding dismissal of teachers without professional status.
IN WITNESS WHEREOF, the parties have hereunto set their hands this ______day of _______, 2010.
This agreement will be effective as of July 1, 2010 and will remain in effect until June 30, 2013.
For the School Committee For the Richmond Educational Association
Chairperson Its President
TEACHER PERFORMANCE EVALUATION DOCUMENT