Scituate

Show detailed information about district and contract

DistrictScituate
Shared Contract District
Org Code2640000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2018
Expired StatusCurrent
Superintendency UnionScituate
Regional HS MembersScituate
Vocational HS MembersSOUTH SHORE
CountyPlymouth
ESE RegionSoutheast
Urban
Kind of Communityresidential suburbs
Number of Schools6
Enrollment3001
Percent Low Income Students9
Grade StartPK
Grade End12
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Agreement

 

Between

 

THE SCITUATE SCHOOL COMMITTEE

 

And

 

THE SCITUATE TEACHERS' ASSOCIATION, INC.

 

September 1.2015-August 31,2018

 

 

 

 

 

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Preamble

 

The undersigned leadership of the Scituate Public Schools and the Scituate Teachers Association is jointly committed to:

 

·          Securing the superiority of the Scituate Public Schools in every phase of the organization through an ongoing process of delivering the highest quality instruction.

 

·          Continuing harmonious relations through open communications and problem solving. Providing teachers with the compensation and conditions of employment as guaranteed by this collective bargaining agreement.

·          The parties agree that a continuous commitment to every student of this community and attention to the needs of its educators and related constituencies are keys to our success and a source of pride and motivation. We jointly commit to pursue the implementation of a jointly developed quality strategy.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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ARTICLE

 

Recognition

 

1.         For the purposes of collective bargaining on questions of wages, hours, and conditions of employment contained in this agreement, the Scituate School Committee (hereinafter the "Committee") recognizes the Scituate Teachers' Association, Inc., (hereinafter the "Association") affiliated with PCEA, MTA, NEA, as the exclusive representative of the following full-time and part-time professional employees of the Committee;

 

Unit A: classroom teacher (which term includes art, music, driver education, curriculum leaders and physical education), reading specialists, math specialists, technology integration specialists, speech & language pathologists, remedial reading, remedial education, special education, special education team chairpersons, extracurricular activities and Summer School/Summer Services and school librarians, school counselors, school psychologist, occupational therapist, physical therapists, nurse leader, school nurses, school social worker, pre-kindergarten teacher, board certified behavior analyst, and coaches, but excluding substitute teachers and all other employees of the school department.

 

Unit B: department chairperson and curriculum coordinator.

 

2.         The professional employees represented by the Association as aforesaid are the members of the professional staff covered by this agreement and shall be hereinafter referred to as "teachers" unless otherwise noted.

 

3.         Unless another employee organization shall be designated as the exclusive representative of the teachers, the Committee agrees, that so long as this Agreement continues in effect, it will not recognize any organization other than the Association and its affiliates as the representative of the teachers for the purposes specified in Section 1.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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ARTICLE II

 

Salary Schedules

 

The salary schedules set forth in Appendix A through E hereof shall apply to the teachers covered by this Agreement as identified on each schedule.

 

ARTICLE III

 

Application of Salary Schedules

 

1.         Upon initial employment a teacher may be placed on the salary schedule at a stepbased on credit for previous employment as follows:

 

1.1       One year of credit for each year of full-time public school teaching employment in the subject area for which he/she has been hired.

 

1.2       One year of credit for each year of military service or each year of teaching service in the Federal Action programs, such as the Peace Corps, Vista, Teach for America, or AmeriCorps, up to a maximum of two years for each such service, providing that additional years of credit may be given for additional years of military service upon the recommendation of the Superintendent that the military service involved experience substantially equivalent to teaching experience. To be eligible for credit, prior employment, military or Federal Action programs service must have been performed after the teacher earned a Bachelor's Degree from an institution accredited as provided in Section 5 below.

 

1.3       Credit for prior teaching employment in other than public schools may be given at the discretion of the Superintendent.

 

1.4       Credit for prior employment shall be computed on the basis that employment continuing over six months or more in any one calendar year or five months or more in any one academic year, as the case may be, shall be deemed one year of employment, but this computation shall not apply to more than one such calendar or academic year of prior employment offered by a newly employed teacher for credit.

 

1.5       A position on the salary schedule shall be granted only upon presentation of a transcript of the degree and/or graduate credits from a college or university accredited by one of the regional accreditation associations.

 

1.6       A part-time teacher shall receive that portion on the salary schedule which is applicable and based on the number of hours served by an elementary teacher or the number of periods served by a secondary teacher.

 

1.7       A department chairperson or curriculum coordinator shall earn one year of credit for each year of similar full-time, supervisory public school employment in the subject area for which he or she has been hired.

 

1.8       A department chairperson or curriculum coordinator may earn credit for similar full-time, supervisory employment in other than public schools or the subject area for which he or she has been hired at the discretion of the superintendent.

 

 

 

 

 

 

 

 

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1.9       A long-term substitute teacher whose assignment is for one full-year (180school days) shall be placed on the salary schedule at a step based on credit for previous employment as outlined above and shall be considered a one year appointment. Should a long-term assignment change from temporary to full-year during the current school year, said assignment will then be considered a one year appointment and a change in salary will occur on the date of appointment, however compensation shall not be retroactive. All one year appointments shall count towards Professional Teacher Status.

 

2.         In determining the schedule to apply to a teacher upon initial employment or upon transfer of a teacher to a schedule applicable to persons of higher academic qualifications, the Superintendent of Schools shall accept a bachelor's or master's degree earned from an institution accredited by an association that is recognized by the U.S. Department of Education, the Council of Higher Education, or by the National Council for Teacher Education.

 

3.         Teachers not at the maximum step on their applicable schedules shall normally advance one (1) annual increment for each year of full-time employment, five months (5) or more of full-time employment in a school year being considered employment for such year.

 

4.         Salaries shall be paid in twenty-six (26) installments in arrears on every other Thursday commencing with the first regularly scheduled pay-cycle in September in each year. The final "lump sum" pay periods remaining at the end of the school year shall be combined into one payment. Salary shall be direct deposited into an account specified by the employee. The present pay system shall remain in effect unless the Association notifies the Committee in writing by July 1 of its desire to change to a twenty-one (21) payment system for the following school year.

 

5.         Unless a teacher notifies the Superintendent to the contrary within two weeks, after receipt by a teacher of his/her contract and memorandum explaining the salary schedule, it shall be assumed that the step, salary, and accrued earned credits are correct.

 

6.         Acceptance of credits for courses previously taken may be withheld when, in the opinion of the Superintendent, they do not meet desired standards.

 

6.1       All credits for courses to be taken must be approved in advance by the Assistant Superintendent if credit for them is to apply.

 

6.2       After a course has been approved by the Assistant Superintendent, a transcript of the mark for it must be submitted to him/her within six months from the completion of the course, or the course approval shall no longer be in effect.

 

7.         Course credits to be applied for salary purposes to be effective September 1 must be received prior to October 1. Course credits to be applied for salary purposes to be effective March 1 must be received prior to March 1.

 

8.         As of September 1,2012, any teacher currently enrolled in a Master's program which requires greater than thirty-six (36) credits for completion, will be allowed to apply those credits in excess of thirty-six to future movement on the salary schedule. Notice of said enrollment must be provided in writing to the Superintendent no later than October 31,2012.

 

 

 

 

 

 

 

 

 

 

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9.         It is the responsibility of the teacher to maintain a valid educator license from the Massachusetts Department of Elementary and Secondary Educator, where appropriate, for the grade and subjects taught. The teacher shall provide documentation of new license and license renewals to the Superintendent's Office when any change in status occurs.

 

9.1       If the district requires a teacher to provide a hard copy of a teacher's license, then administration will reimburse the fee. This provision does not apply to documentation requested at the time of hire.

 

9.2       Nurses will be reimbursed the fee for maintaining their license to practice as a Registered Nurse in Massachusetts.

 

10.       Extracurricular activities are not subject to any provision of this Agreement, except for the Schedule of Stipends.

11.1     Members of the bargaining unit who were employed during the 2009-2010 school year who leave the employment of the Scituate School Committee for any reason, whether as a result of retirement, reduction-in-force, voluntary resignation or termination, and have not reached Step 14 of the salary schedule, or Step 8 of the Department Chairperson/Curriculum Coordinator salary schedule, as of the date of separation from employment, shall be eligible to receive six (6) days of severance pay calculated at the member's per diem rate of pay as of the date of separation. Once a member has reached Step 14 of the salary schedule, or Step 8 of the Department Chairperson salary schedule, he/she shall no longer be eligible for this severance payment. Members of the bargaining unit who did not serve the entire 2009-2010 work year shall be entitled to receive a pro-rated severance payment based upon that percentage of the school year actually worked.

 

11.2     In the event that a member is separated from employment as a result of reduction in force and said member is later recalled to employment and accepts such re­employment, said member shall reimburse the District any and all monies paid to him/her under this provision. Upon repayment of the severance amount, the member will become eligible for this severance payment at the time of any subsequent separation from employment, so long as he/she satisfies the eligibility criteria set forth at Sub-Section 11.1, above.

 

11.3     The Parties shall meet yearly to review and establish a list of employees who remain eligible for the severance payment described above.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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ARTICLE IV

 

Teaching Hours

 

1.         The Committee determines, subject to law and applicable regulation of superior authority, the length of the school day and the number of days in the school year. The school day for a given school is the period beginning at the time by which pupils must be present and ending at the time of general pupil dismissal. During the terms of this Agreement, the elementary school day shall be no longer than six hours and thirty minutes (6:30) and the secondary school day shall be no longer than six hours and thirty-five minutes (6:35). The Early Childhood Center (ECC) school day shall be no longer than six hours and twenty-five minutes (6:25) with no classes in session on Fridays. Prior to the establishment of the beginning and ending times for each school in the system, the Association shall be consulted.

 

2.         The starting and dismissal times for students shall be established by the Committee provided, however, that the length of the teacher's work day shall not be increased except for cause. Teachers must report to their school buildings fifteen (15) minutes before the students' starting time. As professional educators, it is acknowledged that time must be spent outside the school and work day to ensure the standards and indicators of effective teaching practice are met. How that time is defined is at the discretion of the educator.

 

In addition to the basic work day, defined as the beginning to end of the scheduled student day, teachers shall be required to arrive thirty (30) minutes before the start of school one day per month for district lead collaboration time. Schools will schedule a one-hour delayed opening on those days. Teachers shall be required to arrive before or remain after the basic work day for not more than two meetings per month, not to exceed 60 minutes.

 

3.         The Committee agrees that in the event that a change in the currently established hours becomes necessary or desirable in the best interest of the students the effects of said change(s) on working conditions and/or hours other than those provided for in this section will be impact bargained with the Association. The impact of schedule changes at the secondary level (defined for the purposes of this article as the Gates Intermediate School and the High School) will be impact bargained with the Association with notice of intent to bargain given no later than March 1 of the year prior to which implementation of the change is to be effective. The number of course sections which a secondary teacher is assigned will not increase as a result of a change in scheduling format without agreement by the parties. The Association agrees that "directed study" as defined by The Massachusetts Department of Education Time and Learning Requirements shall be defined as an assigned duty and not as an additional course.

 

4.         A teacher in a school operating on a single-session basis, whose basic work day is five and one half (5 1/2) hours or more, shall be scheduled to have a duty-free lunch each day of at least thirty (30) minutes at the elementary and twenty (20) minutes at the secondary level.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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5.         The responsibility for setting the school calendar and teacher work year rests with the School Committee. The work year of teachers (other than teachers new to the Scituate Public Schools) shall begin no earlier than the Monday before Labor Day, terminate no later than June 30, and shall in no event be longer than one hundred eighty four (184) days. In the event the work year begins during the week before Labor Day, no work will shall be scheduled on the Friday immediately prior to Labor Day. The work year shall include days when pupils are in attendance, orientation days at the beginning of the school year, in-service meeting days prior to the final day of pupil attendance, and any other days on which teacher attendance is required. The final day of the work year shall be a full workday involving a half day of student attendance and a half day for teachers to attend to finalizing school year responsibilities. Days on which teacher attendance is not required, because of inclement weather, shall not be included in computing the work year of the teachers.

 

6.         In cases of (a) shortage of personnel because of absence, (b) unavailability of facilities, or (c) other emergency, the requirements of Sections 2,3 and 4 shall not apply to the extent and for the period necessary to maintain the scheduled educational program of the Scituate Public Schools.

 

7.         The parties agree that the instructional responsibilities of teachers and department chairpersons include preparing teaching materials, giving help to individual pupils, and conferring with parents, principals and other administrators, and that these responsibilities should, to the greatest extent possible, be fulfilled outside of the school day or, in the case of teachers and department chairpersons not regularly assigned to continuous teaching duties, outside of scheduled teaching periods.

 

8.1       Secondary teachers assigned to subject matter courses shall have at least one (1) period, or its equivalent, free each day from scheduled supervisory or teaching duties. Elementary classroom teachers will be provided with a daily preparation period of no less than thirty (30) minutes. The Committee will reimburse teachers for any day when the teacher(s) is not provided with a preparation period in order to perform a previously scheduled duty, e.g., recess, cafeteria, etc. The rate of reimbursement will be the hourly rate, per contract year, as found in Appendix C of the Agreement

 

8.2       Secondary teachers will not be required to teach more than two subjects and the Committee will endeavor to arrange schedules so as to require no more than three (3) preparations. Exceptions to this provision may be made only if the Superintendent or his/her designee determines that it is necessary to do so in the best interest of the educational process. The Association shall be notified of each instance of such exceptions. If the Association disagrees with the exceptions determined by the Superintendent or his/her designee, it may appeal such determination in accordance with the grievance procedure of this Agreement to the Committee. However, the decision of the Committee shall be final and no recourse to arbitration may be made from the Committee's decision.

 

8.3       The work day for full-time school nurses shall be the work day for teachers in the school to which they are assigned. Nurses shall have a lunch period equivalent to that of teachers, but they will remain on call during that time in case their services are required for emergency situations. Nurses will not be assigned a supervisory duty. Nurses will not receive a daily preparation period, however every effort will be made to provide two and one-half (2.5) hours of office secretarial support each week as needed.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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8.4       Every reasonable attempt will be made to secure a substitute teacher from the first day of the regularly assigned teacher's absence.

 

The Committee will reimburse teachers whenever the teacher(s) loses a preparation period due to the lack of a substitute. The rate of reimbursement will be the existing hourly rate, per contract year, as found in Appendix C of the Agreement.

 

Payment will be made in December and June provided, however, that the teacher and the principal certify the number of lost preparation periods by the end of December and June for payment at the appropriate times and provided that a current record of same is available at all times in the office of the principal.

 

In addition, secondary faculty may volunteer for one period per day for student assignment, when a colleague is absent and no substitute is available. The secondary principal will notify faculty when a substitute is not available. Volunteers will be accepted and payment will be at the existing hourly rate, per contract year, as found in Appendix C of the Agreement.

 

9.         Participation by teachers in extracurricular activities sponsored by the Scituate Schools and attendance by teachers at meetings and conferences related to school matters are considered necessary for the promotion of good public education in Scituate. Teachers may be required to attend not more than four evening events each school year such as open house, parent conferences, concerts, art exhibitions, graduations or similar events. An STA representative from each school will be allowed to attend a District Leadership Team meeting in order to determine the schedule for parent conferences on the elementary, intermediate and secondary level. Participation or attendance by any teacher in any activity or at any meeting other than as may be specifically required hereunder shall be at his/her option in the exercise of his/her professional judgment. The School Committee retains the authority to set the school calendar.

 

10.       All personnel covered under the collective bargaining agreement in the recognition clause, Article I, paragraph 1, except Department Chairpersons, who are required to work beyond the school year by the Superintendent or his/her designee, shall be paid at the hourly rate. It is understood, however, that the work year for secondary school counselors shall include five (5) additional workdays, two (2) days immediately following the work year and three (3) days prior to the work year for teachers as defined be Article IV Section 5, with compensation provided at the individual school counselor's per diem rate of pay. Should school counselors be required to work beyond the five (5) additional days stated herein, they will be compensated at their per diem rate of pay.

 

11.       The equitable assignment of supervisory duties, such as lunchroom duty, recess, bus duty, study hall, corridor supervision, etc. is the responsibility of the building principal. During the school year, lunchroom duty shall be equitably rotated among all members of the teaching staff to the extent educationally desirable and administratively feasible. Elementary teachers will not be required to perform cafeteria duty except in circumstances beyond the Committee's control. Teachers who are assigned to more than one school on a given day will be assigned no non-teaching duties on said day.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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12.       The Committee and the Association acknowledge that a teacher's primary responsibility is to teach, and that his/her energies should, to the extent possible, be used to this end. Therefore, they agree that teachers shall not be required to collect money from students, for non-educational purposes, and when required to collect and transmit money for educational purposes, they shall not be required to tabulate and account for such money. Teachers shall not be required to keep registers and office record cards or to transport students. The Committee will consider and adopt a policy on the voluntary transporting of students by teachers.

 

13.       Unit B:

 

Department Chairpersons                                                                                Grades

English Language Arts and Reading                                                                 6-12

Mathematics                                                                                                    6-12

Science and Technology Education                                                                 6-12

History and Social Sciences                                                                             6-12

School Counseling, Testing and Career Services                                              PK - 12

Foreign Language and English Language Learners                                           PK - 12

P.E., Health, Business, and Family and Consumer Science                              PK - 12

Fine and Performing Arts                                                                                 PK - 12

 

Curriculum Coordinators

 

Science, Technology, Engineering, and Math (STEM)                                     PK - 5

Literacy PK                                                                                                      5

 

A.        In a seven-period school day, Department Chairs will be assigned one (1) teaching period -The Department Chairperson for School Counseling will have a daily assignment that will be divided between 20% counseling and 80% supervision and will include one (1) unassigned period. Curriculum Coordinators will not be assigned a teaching period.

 

B.         The workday of Department Chairs and Curriculum Coordinators shall be one (1) hour longer than the workday of teachers in the school they are assigned. However, it is understood that the particular work hours on a given day may vary as the responsibilities of the position demand.

 

C.         Department Chairpersons and Curriculum Coordinators shall not be assigned a supervisory period.

 

D.        The school or schools in which Department Chairpersons teach shall be decided by the Superintendent of Schools. Curriculum Coordinators will be assigned a home base in one of the elementary schools.

 

E.         The work year of Department Chairpersons and Curriculum Coordinators shall be two hundred four (204) workdays. This shall include ten (10) days beyond the teacher's work year as scheduled by the Superintendent of Schools or his/her designee, and ten (10) days beyond the teacher's work year as scheduled by the chairperson/coordinator with approval of the Assistant Superintendent of Schools. The dates of the days to be scheduled by the Superintendent of Schools or his/her designee shall be published no later than March 1.

 

 

 

 

 

 

 

 

 

 

 

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F.         Department Chairpersons shall not be assigned evaluation responsibilities for 6th grade teachers until the opening of the new 6-8 middle school. Curriculum Coordinators will continue to be assigned evaluation responsibilities for 6th grade teachers and will not be assigned evaluation responsibilities for Early Childhood Center (ECC) teachers until the opening of the new 6-8 middle school.

 

ARTICLE V

 

Staffing

 

1.         The Committee shall employ teachers in ratios of at least forty (40) elementary classroom teachers for each one thousand (1,000) pupils enrolled in the elementary grades and forty-five (45) secondary classroom teachers for each one thousand (1,000) pupils enrolled in the secondary grades (6 -12), and it shall use its best efforts to keep such numbers of teachers employed in the system throughout the school year.

 

2.         Specialists and Special Programs: The Committee and the Association recognize the fact that teachers of special subjects and professional support personnel are essential to the operation of an effective educational program.

ARTICLE VI

 

Teacher Programs, Assignments, Transfers, Vacancies & Promotions

 

1.         1 All teachers shall be notified in writing of their programs for the next school year, including the schools to which they will be assigned, the grades and/or subjects they will teach, and any special or unusual classes they will have, as soon as practicable and, under normal circumstances, not later than June 15, provided that, in the event of a change in circumstances between then and the beginning of the next school year, such programs may be changed as required to meet the situation. When a new program differs from the original, each affected teacher shall be notified in writing, but such notice need not include any schedule of subject matter or class meetings.

 

2.         In order to assure that pupils are taught by teachers working within their areas of competence, teachers shall not be assigned, except temporarily and for cause, to subjects and/or grades or other classes outside the scope of their teaching licenses and/or major or minor fields of study.

 

3.         In arranging schedules for teachers who are assigned to more than one (1) school, an effort will be made to limit the amount of inter-school travel. Such teachers shall be notified of any changes in their schedules as soon as practicable. Teachers who are assigned to more than one (1) school in any one (1) school day shall be reimbursed at the mileage rate established by the town for all inter-school driving.

 

4.         All assignments and transfers shall be made without regard to sex, race, color, or creed of the teacher or to his or her marital status.

 

5.         For the purposes of this article the following definitions hold. At the elementary level "reassignment" is a change in grade levels within a building. At the secondary level

 

 

 

 

 

 

 

 

 

 

 

 

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"reassignment" is a change in grade level within the same subject/discipline within the same building. Ail other changes including changes in program area are "transfers". Reassignments are made by the building principal and need not be posted.

 

6.         In transferring a teacher from one grade, subject assignment, or school to another, the wishes of that teacher shall be honored to the extent that they are compatible with his/her qualifications, instructional requirements, and the recommendations of the principal or principals involved and do not conflict with the best interests of the Scituate Public Schools and the community. A list of currently open positions in the system shall be emailed to all members of the bargaining unit and all other factors being substantially equal, preference shall be given in filling such positions on the basis of the length of the applicant's service in Scituate. All applicants currently employed in a position included in the bargaining unit will be given an interview for any vacancy for which they apply or request transfer provided that they hold a valid teaching license for the position.

 

7.         A teacher who desires a transfer shall file a written request with the Superintendent by April 1. This does not preclude teachers from applying for any subsequently posted vacancy. If a vacancy occurs, a teacher desiring transfer to it shall submit his/her written request within ten (10) school days after posting of the open position. The request shall include the school, grade, and/or subject to which the teacher desires to be assigned. As soon as practicable and, under normal circumstances, not later than June 1, the Superintendent shall notify in writing each teacher who has filed a transfer request of the action taken on his/her request. All transfers will be effective on the date listed in the letter of appointment or the notice of transfer.

 

8.         When involuntary transfers are necessary, a teacher's area of license, major and/or minor field of study, quality of teaching performance, and length of service in the Scituate Public Schools shall be considered, together with instructional requirements and other factors affecting the best interests of the system in determining which teacher is to be transferred. An involuntary transfer shall be made only after a meeting between the teacher involved and the Superintendent or his/her designee, at which time the teacher shall be notified of the reasons for the transfer. In the event that a teacher objects to the transfer at this meeting, the teacher may request that the Superintendent or his/her designee meet with the teacher and a representative of the Association to discuss the matter within two weeks of the employee being notified of the transfer. All transfers will be effective on the date listed in the letter of appointment or the notice of transfer.

 

9.         A teacher who desires reassignment shall notify the building principal in writing on or before April 1. As soon as practicable and, under normal circumstances, not later than June 1, the building principal shall notify in writing each teacher who has filed a reassignment request of the action taken on his/her request.

 

10.       (a)        Teachers are welcome to apply for any vacancies which are posted for which they are qualified.

 

(b)        All permanent openings shall be posted for a minimum of ten (10) calendar days. When unforeseen openings occur, the Superintendent may petition the Association in writing to waive the minimum posting requirement. Each posting will set forth minimum and preferred qualifications and the deadline for application.

 

 

 

 

 

 

 

 

 

 

 

 

 

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(c)        Notice of all postings will be emailed to staff through the Scituate Public School's email system.

 

(d)        All coaching positions will be posted at least 90 days prior to the start of the athletic season. Positions shall be posted for no less than ten (10) calendar days. If positions open after this period, such positions will be posted for ten (10) days unless the position must be filled immediately.

 

11.1     Whenever any vacancy in a professional position above the rank of a classroom teacher occurs, it will be posted by the Superintendent in accordance with the procedures set forth in Section 10 of this article. All in-house qualified and licensed applicants for such position will be interviewed. Any committee appointed to conduct interviews for a position above that of classroom teacher will include a teacher designated by the Scituate Teachers Association. All teachers will be eligible for such designation,

 

11.2     Department Chairpersons and Curriculum Coordinators, with professional teacher status, may request a voluntary transfer to an open posted position within Unit A. Should the transfer request be granted, the salary will be adjusted according to the teacher's salary schedule found in Appendix A.

 

11.3     When a Department Chairperson or Curriculum Coordinator, with professional teacher status, is not reappointed to a Unit B position as a result of just cause determined by a mutually agreed upon evaluation procedure, or by a bona fide reorganization of the curriculum leadership structure, the department chairperson or curriculum coordinator with Professional Teacher Status will have involuntary transfer rights into Unit A. Should no open position be available, the department chairperson or curriculum coordinator may replace a less senior teacher consistent with Article XXI. Should this involuntary transfer to a teaching position take place, the salary will be adjusted according to the teacher's salary schedule found in Appendix A.

 

12.       The Committee will provide the Association the opportunity to review any existing or new job descriptions. Copies of all job descriptions/postings shall be maintained in a file by the Superintendent and shall be available for review.

 

The Association recognizes the right of the Committee to develop complete job descriptions and to publish these descriptions in a teacher handbook, job postings, or other appropriate places. In the event that a change in an existing job description impacts upon the terms and conditions of employment of the bargaining unit, the Committee agrees to abide by the requirements of Chapter 150E of the General Laws.

 

The Association will be provided with an opportunity to meet with the School Committee or its designees prior to the opening of any new school or the change of grade configurations in any existing or new school in order to make the administration and School Committee aware of any concerns that the Association may have regarding any proposed changes. Said opportunity will be provided before any decisions have been finalized.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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ARTICLE VII

 

Teacher Evaluation

 

1.         All observations of the work performance of a teacher shall be conducted openly with full knowledge of the teacher. A teacher shall be given documentation of any observation report prepared by an evaluator, as well as summary evaluation reports which will be signed by the principal, or in the case of personnel who do not report to a principal, the summary evaluation report will be signed by an administrator designated by the Superintendent.

 

2.         A teacher shall have the right, upon request, to review the contents of his/her personnel file and shall be entitled to have a representative of the Association accompany him/her during such review.

 

No material derogatory of a teacher's conduct, service, character, or personality shall be placed in his/her personnel file until the teacher has had the opportunity to review such material and affix his/her signature to the copy to be filed. Such signature in no way indicates agreement with the contents thereof. The teacher also shall have the right to submit a written answer to such material, and his/her answer shall be reviewed and signed by the Superintendent and attached to the file copy.

 

3.         No teacher shall be disciplined, reprimanded, or reduced in rank or compensation without just cause.

 

4.         The evaluation instrument and procedure shall be distributed to each teacher prior to any evaluation of that teacher. A consistent uniform procedure will be followed for all members of the bargaining unit. An ongoing committee shall review and make recommendations to the Association and the Committee on the evaluation instrument and procedure to be used.

 

5.         The evaluation instrument and procedure for Unit A (see Appendix G), coaches (see Appendix H) and Unit B (see Appendix I) are attached hereto.

 

ARTICLE VIII

 

Positions in Summer School, Evening School and Under Federal Programs

 

1.         Notice of all openings for Summer School/Summer Services and Evening School positions and positions under federal programs shall be given by posting a notice there of via email as early as possible; not later than May 1 as to Summer School/Summer Services positions that have then been determined and not later than June 1 for Evening School positions that have then been determined.

 

2.         In filling summer and evening school positions and federal program positions, consideration shall be given to an applicant's area of competence, major and/or minor field of study, quality of teaching performance, attendance record, previous experience in the school or program in question and length of service in the Scituate Public Schools. When other factors are substantially equal, preference in appointment will be given to teachers within the Scituate Public Schools.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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ARTICLE IX

 

Association Rights

 

1.         The Association shall have the right to use school facilities when school is not in session provided that said use does not interfere with school sponsored activities and that said use has been approved in advance by the Superintendent or a designee. Said use will be without charge unless the Superintendent or designee determines that said use requires special custodial services in which case, the Association will bear the cost for said custodial services. The president of the Association shall provide the Superintendent and the principal of any school building which the Association wishes to use a list of all Association activities to be held in said building and the name of the Association representative who will be in charge.

 

2.         The Association's representatives will be entitled to conduct Association business in faculty rooms and in other areas of the school buildings as may from time to time be designated by the building principal for said business provided that it does not interfere with school operations.

 

Whenever any Association representative other than school department employees enters a school building, he/she shall report to the principal's office.

 

3.         The Committee agrees to permit the Association to use school equipment for any purpose provided that said use does not interfere with normal school operations and has been approved in advance by the building principal. Any unusual cost associated with such use will be borne by the Association.

 

4.         The Association may use electronic communication, and/or one bulletin board, designated for that purpose, in each school for the purpose of displaying notices, circulars, and other Association material. Copies of all such material shall be given to the building principal, but his/her advance approval shall not be required. The Association agrees that it will not post, or permit to be posted, any material derogatory of the Administration, the Committee, any member thereof, or the Scituate Public Schools.

 

5.         The Committee agrees to furnish the Association, within ten days of its request, all available information under its control in the form in which it is maintained by the Committee to the extent that such information is a public record or the Association is otherwise entitled to it.

 

6.         The Association President shall be released from all non-teaching duties during his or her term of office. The Association President or his/her designee will be granted up to 10 release days per school year with the prior approval of the Superintendent for the purpose of Association business. Whenever possible, instructional time should not be interrupted for Association business.

 

7.         At least once per school year, the Association will provide the Superintendent and all principals with an initial list of the names of the officers of the Association, building representatives and all committee members by November 15th of each school year; and updates as needed.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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8.         The Association shall be provided with copies of minutes of official Committee meetings and ail other materials that are distributed to the public at official meetings as soon as possible after such meetings. A copy of the official agenda of the meeting and any attached documents shall be given to the Association President prior to said meeting.

 

ARTICLE X

 

Sick Leave and Personal Leave

 

1.         All teachers shall be credited with fifteen (15) days sick leave on September 1 of each school year. Such leave shall be with full pay.

 

2.         All sick leave not used in the school year in which it was granted shall be accumulated up to a maximum of two hundred (200) days.

 

3.         Sick leave will be granted for personal or family illness or accident. No doctor's certificate shall be required for any absence of not more than five (5) consecutive school days on account of illness or accident. A doctor's certificate indicating the nature and continuance of the disability may be required beyond the sixth consecutive school day. Such certificate of fitness for service may be required as a condition of return to service.

 

4.         Three (3) days per year will be granted as personal leave for the purpose of transacting or attending to personal, legal, business, household, or family matters which require absence during school hours and are matters of hardship or other pressing need and not merely personal convenience. All teachers are permitted to take half a personal day. Half a personal day is defined as missing less than three and a half (3 1/2) hours in a work day. Personal leave may not be taken the day prior to or the day following any vacation (Thanksgiving Recess, December Vacation, February Vacation, and April Vacation), nor may three (3) personal days be taken consecutively except under special circumstances with the approval of the Superintendent. Except in the case of emergencies, notice of such leave shall be given to the principal at least twenty-four (24) hours in advance before taking such leave. The applicant for such leave need not state the reason for taking such leave other than that he/she is taking it under this paragraph.

 

The personal days are to be deducted from the accumulated sick leave. Days taken for personal leave beyond three (3) days per year shall result in a deduction of one one-hundred eighty-fourth (1/184) of the teacher's salary for each such day.

 

5.         The District will maintain a record of accrued or accumulated sick leave. This record will be made available through electronic means. It is the responsibility of the teacher to check and verify sick leave each year and notify the Superintendent's Office of any discrepancy by November 1 of that year or the sick leave shall be considered correct.

 

6.         A sick bank shall be established for members of the bargaining unit. The bank shall be administered by two members appointed by the School Committee and two members appointed by the Association who shall establish the bank's policies. Membership in the bank shall be voluntary. All unused sick days in the sick bank

 

 

 

 

 

 

 

 

 

 

 

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should be carried over with a maximum cap of 600. It shall be assumed that each teacher will automatically donate one day per year to the Sick Bank unless the teacher notifies the Superintendent to the contrary in writing by October 1 of each school year.

 

6.1       Procedures

 

a)   Upon the effective date of this agreement a voluntary sick leave bank shall be established for eligible members covered by this agreement who have:

 

·    been employed at least one full year in the Scituate Public Schools

·    a documented illness

·    exhausted their own accumulated sick leave and personal days

 

b)   At the beginning of each school year each eligible member of the professional staff covered by this agreement shall contribute one (1) day of his/her annual allotment of sick leave in order to fund the bank. Eligible members of the professional staff covered by this agreement who decide not to participate in the sick leave bank shall notify the Business Office by September 30th. Such notification shall be in writing. Unused sick bank days shall be carried forward from school year to school year up to a maximum of six hundred (600) days.

 

c)   The sick leave bank shall be administered by a sick leave bank committee consisting of four members, two designated by the Association and two by the School Committee. The function of the sick leave bank committee shall include the determination of eligibility for use of the bank and the amount of leave to be granted. All decisions will be made by the committee as a whole. Once the committee has voted, the applicant and the payroll department shall be notified in writing of the outcome within three working days. Eligibility and amount shall be governed by the following criteria:

 

·    adequate medical evidence of illness

·    prior utilization of all eligible sick leave

 

d)   The initial grant of sick leave by the committee shall not exceed thirty (30) days. Request for a grant from the sick leave bank shall be made in writing to the Superintendent of Schools and the President of the Scituate Teacher's Association. The committee will convene at the next regular meeting of the School Committee upon receipt of a sick leave bank request.

 

e)   Upon completion of the thirty (30) day period, the entitlement may be extended by the committee upon demonstration of need by the applicant.

 

f)   All documents, communications and records dealing with the processing of a sick leave bank request will be filed separately from the personnel files of the applicants. All correspondence will be marked confidential.

 

g)   If the sick leave bank is exhausted it shall be replenished by an automatic contribution of one (1) additional day from each member of the professional staff covered by this agreement.

 

 

 

 

 

 

 

 

 

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h) The decisions of the Sick Leave Bank Committee under this Article shall not be subject to the parties' grievance and arbitration procedure.

 

 

7.         Any sick days taken beyond the accumulated leave available shall result in a deduction of one one-hundredth eighty-fourth (1/184) of the teacher's salary for each such day.

 

8.         When an employee's service is terminated by retirement, resignation or death, he/she or, the estate shall be entitled to receive compensation for unused sick leave credit accumulated in excess of one hundred (100) days up to a maximum of two hundred (200) days at a rate of eight-five ($85) dollars per day. This provision requires that a teacher shall notify the Superintendent in writing on or before January 15 that he/she is resigning or retiring at the end of that school year or thereafter. The notification letter shall indicate a specific date of retirement or resignation. Compensation for sick leave credit shall be made to the teacher on the next regular payroll following the effective, date of his/her retirement or resignation. Teachers who previously elected to take three years of longevity payments are ineligible to participate in sick leave buyback.

 

ARTICLE XI

 

Temporary Leaves of Absence

 

1.         Teachers will be allowed temporary leaves of absence with full pay for the following reasons:

 

1.1       Up to five (5) days will be granted as bereavement each time there is a death of a teacher's spouse, child, parent or sibling, grandparent, grandchild, father-in-law, mother-in-law, or of a person who is a member of the teacher's immediate household and in substance occupies a similar relationship to the teacher. Up to three (3) days will be granted as bereavement each time there is a death of a teacher's son-in-law, daughter-in-law, brother-in-law or sister-in-law, spouse's grandparent, aunt, uncle, niece or nephew and/or close family friend. At the discretion of the Superintendent and upon written application, additional temporary leave may be applied under this section.

 

1.2       Court Summons: Any teacher who is subpoenaed as a witness in a civil or criminal proceeding will be granted such day or days without loss of pay.

 

1.3       Military Leave: A maximum of ten (10) days per school year for persons called into temporary active duty of any unit of the U.S. Reserves or the State National Guard provided such obligations cannot be fulfilled on days when school is not in session. Teachers will be paid the difference between their regular pay and the pay which they receive from the state or federal government.

 

1.4       Professional Days: Up to five (5) days per year of temporary leave, if available, will be granted for such leaves as the Superintendent or his/her

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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designee may approve for the purpose of attending educational conferences, professional meetings, training institutes, and for visiting schools and other activities having a demonstrable relationship to the improvement of professional skills and expertise.

 

1.5       Religious Days: Up to two (2) days per year of temporary leave, for observance of religious holy days will be applied for those whose religious beliefs require a full day's observance. Each teacher shall also be allowed additional days of leave if required for the observance of such days. Days taken beyond two (2) days per year will be deducted from the accumulated sick leave if available.

 

2.         Penalty: Any days taken beyond the limits of the above listed categories of temporary leave shall result in a deduction of one/one hundredth eighty-fourth (1/184) of the teacher's salary for each day.

 

ARTICLE XII

 

Extended Leaves of Absence

 

1. All leaves granted under this Article shall be without pay except the leave provision in Section 1.3(a)

 

1.1       A leave of absence of up to one (1) year may be granted to any teacher with professional teacher status who is selected as a Fulbright Scholar, joins the Peace Corps or serves as an exchange teacher or an overseas teacher, and is a full-time participant in any such program. Upon return from such leave, a teacher will be placed on the salary schedule at the level he/she would have achieved had he/she not been absent. A leave shall not be taken under this section by a teacher more than once every ten (10) years. Applications for leave under this section must be filed in writing with the Superintendent not later than the March 1 before the school year in which the proposed leave is to begin. The Superintendent shall promptly advise the applicant of his/her decision on the granting of such leave. A teacher on such leave shall notify the Superintendent in writing of his/her intention to return for the next school year not later than March 1, and a teacher who fails to give such notice by that date need not be returned to active employment until the second school year after such notice is given.

 

1.2       Military leave may be granted to any teacher who is inducted, or is called or enlists after being notified to report for his/her pre-induction physical, in any branch of the armed forces of the United States. The period of such leave shall be the initial period of continuous service required by such induction. Upon return from such leave, such member will be placed on the salary schedule at the level he/she would have achieved had he/she not been absent.

 

1.3       a. Parenting Leave:

 

Parenting leave to care for a newborn child or a child placed in the member's home through adoption, foster care, or court

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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placement, as described in and as defined by M.G.L. Chapter 149, Section 105D, may be granted to a teacher for a period of eight (8) weeks if she/he has been employed for three (3) consecutive months and gives two (2) weeks' notice prior to her/his departure date. Those members who are also eligible for leave under the Family Medical Leave Act may be granted up to a total of twelve (12) weeks leave.

 

i.    Those who have accrued sick leave benefits may use these benefits under the same terms and conditions which apply to other temporary disabilities,

 

ii.   For any two employees of the district of the same family, one parent is eligible to use accrued sick leave under section 1.3(a)(i) above and the other parent may use up to ten (10) days of accrued sick leave, immediately following the birth or placement of the child in the member's home. The remaining period of leave granted under this section will be unpaid.

 

b.         Child-Rearing Leave:

 

A teacher on parenting leave may request to extend such leave which extended leave shall then be referred to as Child-Rearing leave. A teacher on Child-Rearing leave shall be permitted to return the 1st or 2nd work year following the birth, adoption, or placement of the child. Such teacher shall notify the Superintendent in writing by February 1 of her/his intent to return the following September. Under normal circumstances, in the event of a birth, adoption, or placement of a child after February 1, the teacher shall notify the Superintendent in writing within eight weeks after the birth, adoption or placement of the child of her/his intent to return the following September. Child-Rearing leave under this section is without pay.

 

1.4       A teacher whose absence, resulting from illness or accident, continues beyond the period compensated for under Article XI may be granted additional leave by the Superintendent of Schools for a period of such continuing absence, but not beyond the end of the school year in which the compensated period ends or, if such period ends after January 31, not beyond the end of the next following school year.

 

2.         Any teacher desiring a leave of absence described in Section 1, or a leave ofabsence for any other reason, or an extension of leave previously granted, shall apply in writing to the Superintendent indicating the period of proposed absence and the reasons therefore. All responses to applications for leaves or extensions shall be acted upon in writing.

 

2.1       All benefits to which a teacher was entitled when his/her leave of absence began, including accumulated temporary leave of absence may be restored to him/her upon his/her return and, except as otherwise provided in Sections 1.1 and 1.2, he/she will be placed on the applicable salary schedule at the step he/she had attained when his/her leave began. A

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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teacher shall not, however, be entitled upon his/her return to benefits based upon service during the period of such leave.

 

2.2       Upon his/her return from a leave of absence taken pursuant to Section 1, a teacher shall be assigned to the same position he/she held at the time his/her leave began, if practicable and consistent with the maintenance of educational standards and if he/she is qualified therefore, or otherwise to such substantially equivalent position as is so consistent and for which he/she is qualified.

 

3.         Anything in this Agreement to the contrary notwithstanding, it is agreed that no teacher granted any leave under this Article shall be deemed to be serving in the Scituate Public Schools for the purposes of General Laws, Chapter 71, Section 41, for the period of such leave.

 

ARTICLE XIII

 

Sabbatical Leave

 

1.         In the interest of rewarding professional performance and encouraging independent research, achievement, and professional growth, the Superintendent may grant sabbatical leaves as follows:

 

1.1       No more than two (2) teachers shall be on sabbatical leave at any one time.

 

1.2       A teacher who has completed seven (7) years of professional service in Scituate shall be eligible for sabbatical leave of one (1) school year at 60% salary; and a teacher who has been on sabbatical leave shall not again be eligible until he/she has completed seven (7) additional years of professional service in Scituate,

 

1.3       A teacher who desires to apply for sabbatical leave shall submit a written application to the Superintendent by December 31st in such form as he/she may require.

 

1.4       In considering an application for sabbatical leave, the Superintendent shall apply the following criteria: years of service of applicant, length of time the application has been pending, type of research or study planned, educational value of proposed research or study to Scituate, its relationship to the professional growth of applicant, the urgency of proposed research or study and past performance as evidenced by evaluation reports.

 

1.5       The decision of the Superintendent shall be provided to the applicant in writing on or before April 1. The decision is binding and not subject to the grievance or arbitration procedures.

 

2.         A teacher accepting sabbatical leave shall enter into a written agreement with the Superintendent in accordance with Chapter 71, Section 41A of the General Laws of Massachusetts.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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3.         When the sabbatical leave has been completed, the teacher shall submit a report of his/her research or study to the Superintendent in such form as the Superintendent may determine.

 

4.         The Superintendent shall inform all teachers on sabbatical leave of opportunities for advancement and promotion, and such teachers shall be considered for such advancement or promotion in the same manner as those presently in service.

 

5.         A teacher granted a sabbatical leave shall have the right to return to the same position, if it is available, or to one substantially equivalent to it.

 

6.         A teacher's salary, while on sabbatical leave, shall include the current increment.

 

7.         Prior to the granting of a sabbatical leave, the teacher shall enter into a written agreement with the Committee that he/she will return to service in Scituate Public School System for a period of at least two years following said sabbatical and that, in default of completing such service, shall refund to the Committee an amount equal to such proportion of the salary received by him/her while on leave as the amount of service not actually rendered.

 

ARTICLE XIV

 

Complaint Procedure

 

The purpose of this procedure is to resolve any complaints at the lowest possible level. The

following procedure will be used:

 

1.         Any administrator and/or, department chairperson or curriculum coordinator receiving the complaint will notify the teacher of the complaint within a reasonable period of time.

 

2.         The teacher shall have the opportunity to respond to any complaint received by any administrator.

 

3.         The parties agree that a teacher does not waive any legal and/or contractual rights by participating in this procedure.

 

ARTICLE XV

 

Insurance and Annuity

 

1.         Teachers may participate in all life insurance, accidental death and dismemberment insurance, hospital, medical, and surgical insurance benefits provided by any insurance plan adopted and maintained by the Town of Scituate pursuant to applicable statutes. The cost of such benefits shall be paid as provided in such plan. This article shall not be subject to the grievance procedure.

 

2.         The School Committee will advocate the continuance of insurance program coverage at the current levels.

 

3.         Members of the bargaining unit may participate in the Contributory Benefits Plan and the Dependent Care Account Plan offered by the Town of Scituate.

 

 

 

 

 

 

 

 

 

 

 

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ARTICLE XVII

 

Dues Deduction and Agency Fee

 

1.         The Committee agrees to certify to the Town Treasurer all payroll deductions from the salaries of teachers for the payment of dues to the Scituate Teachers' Association, Inc., Plymouth County Education Association, Massachusetts Teachers' Association and the National Education Association as the teachers may individually and voluntarily authorize to be deducted and to request the Treasurer to transmit the deducted dues to the Treasurer of the Scituate Teachers' Association.

 

2.         The Committee agrees to arrange for any authorized credit union deductions.

 

3.         The contract shall include as a condition of employment, in compliance with Chapter 150E of the General Laws of Massachusetts, an agency fee provision effective February 1,1982. The agency fee shall be equivalent to the full annual dues less any political contribution.

 

4.         The Association will hold the Committee harmless and indemnify the Committee for any expenses incurred in the administration and enforcement of Article XVIII including but not limited to attorney's fees and cost, but excluding incidental clerical costs, provided:

 

a)   the Committee expeditiously fulfills its obligations under this Article;

 

b)   the Association reserves the right to select or assign counsel of its own choice, the Committee cooperates with said counsel in the conduct of the case; and,

 

c)   the Association retains full control over the conduct of the case.

 

ARTICLE XVII

 

Professional Development, Teacher Input and Educational Improvement

 

1.         The Professional Development Committee

 

(a)        The School Committee and the Association agree to the establishment of a Professional Development Committee. This Professional Development Committee shall be composed of teachers and administrators. All department chairpersons and curriculum coordinators shall be members of the Professional Development Committee. This Professional Development Committee will be co-chaired by the Superintendent of Schools or his/her designee and the President of the Association or his/her designee, said Association designee shall be communicated to the Superintendent's office no later than Oct. 15th.

 

The purposes of the Professional Development Committee are to advise in facilitating the professional development of teachers and curriculum development, to hear and review the instructional concerns of the teaching staff, and to develop a plan for focusing curriculum and

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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instructional improvement efforts. The Professional Development Committee is not designed to serve as a replacement for either the Office of the Assistant Superintendent of Curriculum, Instruction, and Staff Development or the teachers' own instructional and curriculum initiatives. The Professional Development Committee shall promote the broadest possible teacher representation and involvement in the decision-making process regarding professional development, instructional planning and design.

 

The Professional Development Committee shall report its findings and recommendations to the Superintendent (or the Superintendent's designee), the Association and the School Committee.

 

(b)        As part of its responsibilities, the Professional Development Committee shall review and make recommendations regarding instructional concerns and issues such as: instructional management systems, testing programs, pilot and experimental programs, and changes in new and existing instructional programs.

 

(c)        Progress reports shall be issued as the need develops. There shall also be a year-end report prepared by the Office of the Assistant Superintendent of Curriculum, Instruction, and Staff Development. Such reports shall be public documents available upon request to all educators in the system.

 

2.         The Association may set up credit courses of an educational nature taught by a qualified person and paid for by the teachers themselves, with advance approval of the Superintendent. The Committee shall give credits to teachers who have passed such courses, and these credits shall be applied to the salary schedule with the approval of the Superintendent and the Committee.

 

3.         The Committee shall pay 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 of and/or with the advance approval of the Superintendent.

 

4.         (a)        Any system-wide, in-service program during the school year shall be structured by a committee made up of representatives of the Association and the Administration.

 

(b)        On days that there is an early release in-service program, teachers will be provided with a thirty minute duty-free lunch period prior to the commencement of the in-service professional development activity

 

5.         (a)        The Committee will provide $1,000 per year for each teacher (prorated for parttime teachers) to an aggregate cap for the entire bargaining unit of $75,000 in FY16 and $85,000 per year for FY17 and each year thereafter from the Professional Enhancement Fund to be used for courses, conferences, workshops, or seminars that have been approved in advance by the Assistant Superintendent. Proof of

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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conference, workshop, or seminar attendance and payment must be submitted no later than June 30th. Proof of course completion, including an official grade report from the college or university attended and proof of payment, must be submitted no later than June 30th in the year the course is taken to be eligible for reimbursement. The availability of funds or any remaining funds as of June 30th will be distributed to those having submitted proof of completion for reimbursement prior to June 30th on a prorated basis.

 

(b)        If the Superintendent requires a teacher to take a course, the Committee will pay 100% of the tuition and fees. The cost for said course(s) will not be taken from the Professional Enhancement Fund provided for in section 5(a) above.

 

(c)        Upon submission of proof of payment and satisfactory completion of the approved course, teachers will be reimbursed for tuition in accordance with section 5(a).

 

ARTICLE XVIII

 

Protection

 

The Committee shall indemnify a teacher in its employ for expenses of damages sustained by him/her by reason of an action or claim against him/her arising out of the negligence of such teacher or other act of his/her resulting in accidental bodily injury to or the death of any person, or in accidental damage to or destruction of property, while acting as such teacher, and may indemnify a teacher in its employ for expenses or damages sustained by him/her by reason of an action or claim against him/her arising out of any other acts done by him/her while acting as such teacher, provided, in either case, that after investigation it shall appear (any reasonable doubt as to this point shall be resolved in favor of the teacher) to the Committee that such teacher was, at the time the cause of action or claim arose, acting within the scope of his/her employment and provided, further, that the defense or settlement of any action or claim for which indemnification is sought under this provision shall have been made by the Town Counsel upon the request of the Committee, or if such Town Counsel fails or refuses to defend such action or claim, by an attorney employed by such teacher. The Committee shall appropriate funds for this purpose in the same manner as appropriations for General School Purposes.

 

ARTICLE XIX

 

Reduction in Force

 

I.          Layoff

A.        When a reduction in force occurs, a teacher's area of license, major and/or minor field of study, quality of teaching performance, contribution to the school system, educational need of the school system and length of service in the Scituate School System will be considered in determining which teacher is laid off. In cases in which the above factors are determined to be equal, the teacher whose length of permanent service in Scituate is the longest shall be retained. Paid leaves of absence shall be considered permanent service for the purpose of this paragraph.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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B.         Definitions

 

1.   Area of competence

 

a)   Licensure

b)   Number of years of teaching/supervisory experience in Scituate

 

2.   Major and/or Minor Field of Study (Graduate, Undergraduate)

 

a)   Major Field of Study

b)   Minor Field of Study

c)   Other Courses

 

3.   Quality of Teaching Performance - The criteria for determining a quality teaching performance under this provision shall include, as the primary factors, indicators of job performance, including overall ratings resulting from comprehensive evaluations conducted pursuant to the Scituate Educator Evaluation Process.

 

C.         Teachers who are being laid off pursuant to this Article and who wish to have their layoff treated as a leave of absence without pay shall submit the following letter to the School Committee:

 

In consideration of treating my status as an unpaid, involuntary leave of absence, and without loss of tenure or recall rights, I agree to waive my rights to have a hearing, pursuant to G.L. c. 71, s42, and G.L. c. 32, s16, now and at the conclusion of my recall period. If I am dismissed, the effective date of my dismissal will be September 1,201_, the concluding date of my recall period, unless I have been recalled to the Scituate Public Schools during this twenty-six (26) month period.

 

D.        For the purpose of this article, department chairpersons andK-6 curriculum coordinators earn service based upon each year of teaching and/or any combination of teaching and service in the role of department chairperson or K-6 curriculum coordinator.

II.         Recall

 

A.        The Superintendent's Office shall maintain a complete list of all teachers on layoff. This listing will include a teacher's:

1.   Seniority

 

2.   Areas of licensure

 

3.   Complete description of professional experience

 

4.   Name, address and telephone number. (It is the applicant's responsibility to furnish current information to the Superintendent's Office.)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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B.         The recall period for any PTS teacher laid off shall be twenty-six (26) months from the effective date of the layoff.

 

No new employee shall be hired until all qualified PTS teachers on layoff have been recalled. For the purposes of this section, qualified shall be defined as holding a valid license.

 

1.   Teachers on the recall list are encouraged to notify the Superintendent's Office if they no longer wish to be considered for recall.

 

2.   Names still listed at the end of the recall period will be dropped.

 

3.   Individuals who refuse recall will be dropped from the list except for verified medical reasons. Medical reasons do not extend the recall period.

 

4.   A teacher on the recall list, who is offered a teaching position for less time for which he/she is on the recall list, may refuse it and still remain on the recall list for the remainder of the original recall period of time specified in the Agreement between the Scituate School Committee and Scituate Teachers' Association.

 

C.         Teachers shall be recalled in the reverse order of the effective date of the layoff to fill only those vacancies for which a teacher is competent and qualified to teach.

 

D.        During the layoff period, a teacher will be considered to be on a leave of absence without pay.

 

E.         In accordance with the existing policy, teachers laid off shall have preference for substitute assignments in their area of competence.

 

F.         All benefits to which a teacher was entitled at the time the layoff commenced will be restored upon recall.

 

III.       Seniority "Seniority" and "Length of Service" shall be defined as the length ofuninterrupted service in years, months and calendar days calculated from the first day of work in the Scituate Public Schools for all teachers with professional teacher status. Leaves of absence, as provided for in this Agreement, shall not be considered breaks in service; however, only those leaves for which this Agreement provides salary credit shall be counted as years, months, and calendar days for purposes of the definition. Service prior to a break in service when said break resulted from a mandatory resignation due to pregnancy shall be counted for purposes of determining a teacher's seniority.

 

In the event that more than one teacher began work on the same day, then the date of appointment by the School Committee or Superintendent will break the tie. In the event that the date of appointment for two or more teachers is identical, the tie shall be resolved by a lottery. If a lottery is necessary, it will be conducted by the Superintendent or the Superintendent's designee. The Association and those teachers involved will be notified of the lottery at least seven calendar days in advance and may be present at the time of the lottery.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

27


 

Summer work or service beyond the number of workdays provided for in this Agreement (Article V, Section 4) shall not be counted in determining seniority.

 

Service as a part-time employee will be prorated for purposes of seniority. In the event of a reduction of a part-time position, a more senior part-time teacher shall be offered a full-time position occupied by a less senior teacher. In the event that the full-time position is not accepted, the more senior part-time teacher who declined the full-time position may be reduced.

 

Any employee of the Scituate Public Schools who has previous service in the bargaining unit represented by the Association who falls back into the bargaining unit from an administrative or supervisory position outside of the bargaining unit shall be credited with all uninterrupted employment with the Scituate Public Schools in accordance with the definition of "seniority" in this article.

 

The Superintendent will prepare a seniority list for the bargaining unit which sets forth each employee's date of appointment, most recent date of uninterrupted service, and licensure codes as set forth in the teachers personnel file. It is each individual teacher's responsibility to keep the Superintendent informed as to the status of his/her own licenses. The seniority list will be presented to the President of the Association on or before November 15th of each year. The Association will have 14 calendar days in which to challenge the seniority list before it is published and distributed to all employees who will then have 14 calendar days in which to challenge the list; thereafter, the list shall be deemed accurate.

 

ARTICLE XX

 

General

 

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

 

2.         If any provision of this Agreement, or any application of this Agreement to any teacher, shall be found contrary to law, shall have effect only to the extent permitted by law, but all other provisions or applications of this Agreement shall continue in full force and effect.

 

3.         The parties agree that each has exercised its rights to bargain for any provision it wished to be included in this Agreement; that if either has made a proposal not included herein, such proposal has been withdrawn in consideration of the making of this Agreement; and that this Agreement constitutes a complete agreement as to all matters upon which the parties have or might have bargained. Accordingly, each expressly waives any right to seek, except with the consent of the other party, to negotiate any further demand or proposal so long as this Agreement shall continue in effect. The parties further recognize and agree that as to every matter as to which a specific agreement is not set forth in the Agreement, the Committee continues to retain, whether exercised or not, the sole and unquestioned right to exercise all of the authority powers, responsibilities and rights provided by and under the laws of Massachusetts in the control, direction and management of the Scituate Public

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

28


 

 

Schools. No such exercise shall be made the subject of a grievance or arbitration proceeding under this Agreement or the subject of an unfair labor practice charge.

 

4.         The Committee shall not take any reprisals of any kind against any teacher by reason of his/her membership in the Association or participation in its activities.

 

5.         Teachers shall be informed of a procedure they shall use to report their unavailability for work.

 

6.         Since it is in the best interest of the Scituate Public Schools to maintain clean, safe and structurally sound environments for teachers to teach and for students to learn, it is important that all members of the school community help monitor the teaching/learning environment so that problems that do arise may be addressed in the most expeditious manner possible. To that end, a process is set into place as noted below:

 

Step 1. Any teacher who believes that there is a safety or cleanliness problem in his/her school should write his/her concern down and submit it to the principal of his/her school.

 

Step 2. The principal will determine the most efficient means of resolution and either assign the duty to a custodian or direct the concern to the facilities manager within two days. The principal will report to the teacher what course of action will be taken, if any.

 

7.         School-aged children of full-time teachers not residing in the Town of Scituate may attend the Scituate Public Schools with approval of the Superintendent of Schools. Teachers seeking approval should submit their request no later than January 15 of the school year prior to enrolling. While every effort will be made to place the child in the elementary school where the teacher works, school assignment will be based on available space and communicated to the teacher no later than the last day of school. Fees and tuitions charged will be the same as for town residents and consistent with the policies of the Scituate Public Schools. Transportation to and from school will be provided by the parent.

 

ARTICLE XXI

 

Observance

 

1.         During the term of this Agreement, the Association shall not cause or sponsor, and no professional employee shall cause or participate in any strike, work stoppage, or other illegal activity directed against the Committee. If the Association disclaims, in writing to the Committee, responsibility for any act prohibited hereby, it shall not be liable in any way therefore. Employees who participate in any such act may be disciplined or discharged without recourse to arbitration provided, however, that the question of their participation shall itself be subject to grievance and arbitration procedure.

 

2.         In connection with any negotiations held for a renewal of or successor to this Agreement, said negotiations shall be conducted without threats of strikes, or any other public pressure by either party until mediation, fact-finding, and any other statutory impasse procedures have been exhausted.

 

 

 

 

 

 

 

 

 

 

 

 

 

29


 

ARTICLE XXII

 

Reorganization

 

In the event the Committee decides with good faith and thoughtful process to effectuate a reorganization of any leadership position (s) including but not limited to department chairperson(s) and/or curriculum coordinators, the following shall be applicable:

 

A.  The Committee and/or Superintendent shall notify the Association in writing of its intent, with regard to said reorganization, by May 15 two (2) school years prior to its implementation.

 

B.   The Committee shall present the proposed reorganization plan, including any new or revised job descriptions, by November 15th of the school year immediately following the letter of intent.

 

C.   Any new position or change in working conditions to an existing STA position, resulting from the reorganization, shall be impact bargained with the Association.

 

ARTICLE XXIII

 

Staff Resignations & Early Retirement Incentive

 

1.         Resignations must be submitted in writing to the Superintendent of Schools as far in advance of the effective date as possible. Resignations during the school year require at least thirty (30) calendar days' notice. Resignations between July 1 and the first work day for teachers require at least thirty (30) calendar days' notice. The Superintendent or the Superintendent's designee is authorized to accept resignations on behalf of the School Committee.

 

Following the acceptance of a resignation, the matter will be brought to the attention of the School Committee as an information item at the next regularly scheduled School Committee Meeting.

 

2.         Teachers retiring at the end of an academic year are respectfully requested to notify the Superintendent of Schools by January 15th of the year immediately preceding the date of retirement.

 

3.         The Committee may offer early retirement incentives pursuant to the following conditions:

 

A written announcement of the retirement incentive will be sent to the President of the Association and to all bargaining members who will be completing twenty (20) or more years of service at the end of the school year in which the announcement is made.

 

Eligible personnel will be given at least sixty (60) calendar days from the date of the announcement in which to submit an irrevocable written resignation to be effective without further action by the Committee upon the close of the school year.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

30


 

C. No later than July 31st of the calendar year in which the resignation is effective, the Committee will pay each teacher who submits a resignation the amount of money set forth in the announcement as a retirement incentive.

 

D. Any member of the bargaining unit who has previously given notification of retirement will also be automatically entitled to receive the benefits of the retirement incentive providing the resignation is to be effective at the end of the contractual year in which the retirement incentive is offered.

 

ARTICLE XXIV

 

Job Sharing

 

The Committee and the Association have accepted the practice of job sharing within the Scituate Public Schools. This innovative concept will allow the Town to acquire and keep the services of some of the best faculty members who are starting families of their own or who prefer to work less than full time.

 

Scituate has helped hone the skills of many of these potential job sharers, and it would be a waste for Scituate to lose these valuable human resources simply because we are not flexible enough to adapt to the changing work conditions of modem life.

 

1.         For the purpose of this Agreement, job sharing will mean the occupation of a single staff position by two (2) individuals with each assignment being half-time. In order for a shared position to be approved, the two (2) individuals must complete an application for such on a form mutually agreed upon by the Committee and the Association.

 

2.         The Committee and the Association realize that there are a number of effective models that could be used and acknowledge that the principal along with the teachers involved should arrive at the best model for each situation.

 

3.         Applications for job sharing shall be filed by the teacher(s) with the Superintendent and the Association prior to February 15 of the school year preceding the effective date of job sharing. Teachers shall be informed of the disposition of their job sharing application by April 15th. The teacher partners shall be teachers with professional status in the Scituate School Department.

 

4.         No teacher shall be involuntarily transferred in order to create job sharing positions.

 

5.         Job sharing assignments shall be for a period of one year and shall terminate at the end of each school year.

 

6.         When a job sharing position is terminated, the teacher(s) will be assigned to the same position which he/she left prior to job sharing, if available. If that position is not available, he/she will be assigned to a substantially equivalent position.

 

7.         When a teacher is being selected for job sharing by the administration, the teacher's license(s), area of competence, major and/or minor fields of study, quality of teaching performance, and the number of potential job sharing requests in the program or building shall be the criteria used. All factors being approximately equal, seniority shall prevail.

 

 

 

 

 

 

 

 

 

 

 

31


 

8.         Teaching salary will be pro-rated at the actual amount of time the teacher is assigned to work. The experience and educational step for the teacher will be the same as he/she would be entitled to if employed on a full-time basis. This step will determine the base salary from which the salary fraction (50%) will be computed.

 

9.         Sick and personal leave will be pro-rated at fifty (50%) percent.

 

10.       Teachers living beyond the boundaries of the Town of Scituate must be teaching on a full-time basis in order to be eligible to have their children educated within the Scituate Public Schools. Children of out-of-town staff who are job sharing as of the effective date of this Agreement shall be grandfathered and shall not be subject to this provision. Children of out-of-town staff who are job sharing as of the effective date of this Agreement whose positions are reduced from full to part-time status as a result of a reduction-in-force, shall be grandfathered for a period of one (1) school year beyond the effective date applicable to their part-time status, e.g. the effective date of this Agreement or the effective date of their reduction-in-force.

 

11.       In the event of a grievance regarding the interpretation and/or application of this Article or the Superintendent's decision of whether or not to approve a job sharing proposal, said grievance will not be subject to Levels Three and Four of Article II - Grievance Procedure of this Agreement and the Superintendent's decision shall be final and not subject to any further review.

 

ARTICLE XXV

 

Duration

 

1.         The provisions of this Agreement shall be in full force and effect as of September 1, 2015, and continue in full force and effect until August 31,2018.

 

2.         On or after December 15,2017, the Committee and the Association, or either of them, may, by giving written notice to the other, institute negotiations for a renewal of this Agreement or for a successor Agreement. Such notice shall specify those matters as to which negotiations are desired.

 

3.         The receipt of any such written notice shall be acknowledged in writing by the party to this Agreement receiving such notice within ten (10) school days of its receipt. Negotiations concerning the subject matter referred to in any such notice shall commence at a mutually agreed upon date. The Parties will commence negotiations not later than thirty (30) calendar days from the date of the acknowledgment in writing of such notice.

ARTICLE XXVI

 

Grievance Procedure

 

A.        Definitions

 

1.)        A grievance is defined as a complaint by any employee or employees covered by this Agreement that, as to the complainant, there has been a violation,

 

 

 

 

 

 

 

 

 

 

 

 

32


 

misinterpretation, or inequitable application of any provision or provisions of this Agreement.

 

2.)        A 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 to resolve the claim.

B.         Purpose

 

1.)        The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to problems that may, from time to time, arise under this Agreement affecting the 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.

 

2.)        Nothing herein contained shall 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 on such a basis without intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement. At the option of the teacher, the Association shall be given the opportunity to be present at the final adjustment and to state its view. It is understood that only by the procedure spelled out in Section C below may a party proceed to Level Four Arbitration.

 

C.         Procedure 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. The time limits specified, however, may be extended by mutual agreement.

 

In the event a grievance is filed on or after June 2nd, 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 shall be reduced so that the grievance procedure may be exhausted prior to the end of the school term or as soon thereafter as practicable.

 

1)   LEVEL ONE - A teacher with a grievance shall first discuss it with his/her principal or immediate supervisor within fourteen (14) days of the events which gave rise to the grievance or the grievant's first knowledge thereof in an effort to informally resolve the matter. The aggrieved teacher may have a member of the Association's Professional Rights and Responsibilities Committee, the " P.R. & R. Committee", with him/her during the discussion.

 

2)   LEVEL TWO - If not disposed of to the teacher's satisfaction at Level One, a written statement of the grievance shall be presented to the Superintendent of Schools within fourteen (14) days following the Level One meeting. There shall be a meeting within seven days with the Superintendent, the grievant, and a representative of the P.R. & R. Committee. The Superintendent will issue a decision and the reasons therefore, in writing, within seven days of the meeting, provided that the School Committee will not be limited to said reasons if the grievance is advanced to arbitration.

 

3)   LEVEL THREE - If the grievance is not disposed of to the grievant's satisfaction, the grievant and/or the Association will have fourteen (14) days in which to decide whether or not to proceed to Level III School Committee meeting.

 

 

 

 

 

 

 

 

 

 

 

 

33


 

Every grievance advanced to level will be heard, unless within the same 14-day period, the Association and the Superintendent mutually agree in writing to waive a meeting at Level III.

 

If the Association so requests, the grievance will be placed on the next School Committee agenda and the Committee will have fourteen (14) days thereafter to respond.

 

If no meeting occurs at Level III, the Association may advance the grievance to Level IV by filing a "Demand Arbitration" with the Committee and the American Arbitration Association within fourteen (14) days.

 

While the "Demand for Arbitration" is pending, the Association or the Committee may request that the parties participate in the "Grievance Mediation Service" offered by the Board of Conciliation and Arbitration. If both parties agree, the requesting party will take responsibility for contacting the Board and setting up mediation.

 

4.)  LEVEL FOUR - If, following the meeting with the Committee, the grievance has not been disposed of to the satisfaction of the P.R.& R. Committee of the Association and if the grievance shall involve the interpretation or application of any provision of this Agreement, the Association, by giving written notice to the Committee within fourteen (14) days, may present the grievance for arbitration. Within fourteen (14) days after receipt of the submission to arbitration, the Committee and the Association 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 by either party from which an arbitrator shall be selected. The parties will be bound by the rules and procedures of the American Arbitration Association in the selection of an arbitrator and the arbitrator shall proceed under such rules.

 

The arbitrator so selected shall confer with representatives of the Committee and the P.R. & R. Committee and hold hearings (which by agreement of both parties may be public but shall otherwise be closed) promptly, and he/she shall issue his/her decision not later than thirty (30) 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 briefs were submitted to him/her. The arbitrator's decision shall be in writing and shall set forth his/her findings of fact, reasoning, and conclusions on the issues submitted. The arbitrator shall be without power or authority to make any decision that requires the commission of an act prohibited by law or that violates or would add to, detract from, or modify the terms of this Agreement. The decision of the arbitrator shall be submitted to the Committee and to the Association and, subject to law and the limits of his/her jurisdiction, shall 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 costs for the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel and subsistence expenses, shall be borne equally by the Committee and the Association.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

34


D.        Rights of Teachers to Representation

 

1)   No reprisals of any kind shall be taken by the Committee, by any member of the administration, or by the Association against any party in interest, any school representative, any member of the P.R. & R. Committee, or any other participant in the grievance procedure by reason of such participation.

 

2)   Any party in interest may be represented at all stages of the grievance procedure by a person of his/her own choosing, except that he/she may not be represented by a representative or any officer of any teacher organization other than the Scituate Teachers' Association, Inc., Massachusetts Teachers' Association, or National Education Association. Whether or not a teacher elects to be represented by the Association (which shall include any of the aforementioned associations), the Association shall have a representative present at all stages of the grievance procedure beyond Level One and shall have the right to state its views at all stages, including Level One.

 

E.         Miscellaneous

 

1)   If a grievance affects a group or class of teachers and its resolution is beyond the authority of the principal or immediate supervisor it shall be presented at Level II within fourteen (14) days of the occurrence of the grievance.

 

2)   Decisions rendered at Levels Two and Three of the grievance procedure shall be in writing, shall set forth the decision and the reasons therefore, and shall be transmitted promptly to all parties in interest, the Chairperson of the P.R. & R. Committee, and the Committee.

 

3)   Unless requested to do otherwise by the aggrieved person, any documents, communications and records dealing with the processing of a grievance shall be kept in strictest confidence and, except as may be otherwise required under applicable law, shall not be made available to potential employers or others inquiring about such person.

 

4)   A form for processing grievances shall be jointly prepared by the Superintendent and the Association and given appropriate distribution to facilitate operation of the grievance procedure.

 

5)   Time for meetings to discuss grievances shall be scheduled outside of the school day unless, in the judgment of the Principal or Supervisor at Level One, the Superintendent at Level Two, or the Committee at Level Three, a meeting during the school day is desirable to facilitate the introduction of appropriate information. Attendance by teachers and Association representatives at grievance meetings held during the school day shall constitute authorized absence without loss of pay.

 

6)   All grievances shall be processed within the provisions of the Agreement in effect when the grievance first arose.

 

7)   All time limits set forth in this Article may be extended by a written agreement between the Superintendent and the President of the Association.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

35


 

APPENDIX A-l

 

SCITUATE TEACHERS SALARY SCHEDULE

 

Effective September 1,2015:

 

 

STEP

B

M/B+36

M+30/ CAGS

M+45

DOC

 

 

 

 

 

 

1

43631

47336

50934

53142

54742

2

46278

50289

54201

56424

58049

3

48925

53242

57468

59706

61356

4

51572

56195

60735

62988

64663

.5

54219

59148

64002

66270

67970

6

56866

62101

67269

69552

71277

7

59513

65054

70536

72834

74584

8

62160

68007

73803

76116

77891

9

64807

70960

77070

79398

81198

10

67454

73913

80337

82680

84505

11

70101

76866

83604

85962

87812

12

72748

79819

86871

89244

91119

13

75395

82772

90138

92526

94426

14

78044

85728

93405

95814

97729

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


 

 

APPENDIX A-2

 

 SCITUATE TEACHERS SALARY SCHEDULE

 

Effective September 1, 2016:

 

STEP

B

M/B+36

M +15

M+30/ CAGS

M+45

M +60

DOC

 

 

 

 

 

 

 

 

1

46278

50289

52245

54201

56424

57237

58049

2

48857

53163

55271

57378

59620

60446

61270

3

51435

56038

58297

60556

62816

63654

64492

4

54014

58912

61323

63733

66011

66863

67713

5

56593

61787

64349

66911

69207

70071

70935

6

59171

64661

67375

70088

72403

73280

74156

7

61750

67536

70401

73265

75599

76489

77378

8

64328

70410

73426

76443

78795

79697

80599

9

66907

73285

76452

79620

81990

82906

83821

10

69486

76159

79478

82798

85186

86114

87042

11

72064

79033

82504

85975

88382

89323

90264

12

74643

81908

85530

89152

91578

92532

93485

13

77222

84782

88556

92330

94774

95740

96707

14

79800

87657

91582

95507

97970

98949

99928

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

37


 

APPENDIX A-3

 

SCITUATE TEACHERS SALARY SCHEDULE

 

Effective September 1,2017:

 

STEP

B

M/B+36

M +15

M+30/ CAGS

M+45

M +60

DOC

 

 

 

 

 

 

 

 

1

48857

53163

55271

57378

59620

60446

61270

2

51375

55968

58223

60476

62740

63579

64417

3

53894

58773

61174

63575

65859

66712

67563

4

56412

61578

64126

66673

68979

69845

70710

5

58930

64383

67078

69771

72098

72978

73857

6

61449

67188

70029

72870

75218

76111

77003

7

63967

69994

72981

75968

78337

79244

80150

8

66486

72799

75933

79066

81457

82377

83297

9

69004

75604

78884

82164

84576

85510

86443

10

71522

78409

81836

85263

87696

88643

89590

11

74041

81214

84788

88361

90815

91776

92737

12

76559

84019

87739

91459

93935

94909

95883

13

79077

86824

90691

94558

97054

98042

99030

14

81596

89629

93643

97656

100174

101175

102177

20

82846

90879

94893

98906

101424

102425

103427

 

Step 20: Attainment of Step 20 requires twenty years of documented public school teaching service, with a minimum of fifteen years employed by the Scituate Public Schools.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

38


 

 

APPENDIX B

 

LEADERSHIP STIPENDS

 

The amounts set forth below will be paid to the individual(s) holding the named positions. It is understood and agreed that the Superintendent may choose not to fill any position listed in this Appendix for any school year.

 

 

2015-16

2016-17

2017-18

PK-8 Instructional Leadership Team (per person)

500

511

523

Mentors (per person)

1,015

1,038

1,061

Mentor Coordinator

2,538

2,595

2,653

Academic Advisor Coordinator

1,973

2,017

2,063

Program Specialists

3,387

3,463

3,541

Nurse Leader*

4,624

4,728

4,834

Early Childhood Coordinator**

4,624

4,728

4,834

Athletic Director * * *

21,944

22,438

22,943

 

* The Nurse Leader shall be a 1.0 district-wide administrative position based at the high school.

 

** If the Early Childhood Coordinator is assigned as a 0.5 FTE E.C.C. teacher and 0.5 FTE Coordinator. The E.C.C. Coordinator/teacher position shall be a 1.0 position combined and will receive a salary according to Appendix A, plus the leadership stipend. If the E.C.C. Coordinator is not assigned as a teacher, the position will be 0.5 FTE coordinator only and will receive a pro-rated salary according to Appendix A, plus the leadership stipend.

 

*** If the Athletic Director is a teacher, then said teacher will work a 0.6 teacher workload, will be paid full teacher salary compensation, and will receive the additional Athletic Director stipend.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

39


 

APPENDIX C

 

EXTRACURRICULAR ACTIVITIES/SUMMER SCHOOL/SUMMER SERVICES

SALARY SCHEDULE

 

ELEMENTARY

 

 

2015-2016

2016-2017

2017-2018

Jazz Band

1,933

1,977

2,021

Extracurricular Activities *

13,294

13,593

13,899

Outdoor Ed Chaperone Coordinator

680

695

711

Outdoor Ed Chaperone Coordinator

680

695

711

Outdoor Ed Chaperone Coordinator

680

695

711

Outdoor Ed Chaperone Coordinator

680

695

711

Outdoor Ed Chaperone Per Overnight Stay

150

154

157

*These funds will be divided equally among the four Elementary Principals and may be used by each Elementary Principal to promote the establishment of extracurricular activities.

 

GATES INTERMEDIATE SCHOOL

 

 

2015-2016

2016-2017

2017-2018

National Junior Honor Society

577

590

604

7/8 Band

1,157

1,183

1,210

7/8 Chorus

1,157

1,183

1,210

Art Club

1,157

1,183

1,210

Technology/Multimedia Club

1,157

1,183

1,210

Environmental Club

1,157

1,183

1,210

Student Council

1,885

1,928

1,971

Yearbook

1,885

1,928

1,971

Drama Club

2,756

2,818

2,882

Web Page Design

1,157

1,183

1,210

Chess Club

1,157

1,183

1,210

Assistant Drama Coach

2,065

2,112

2,159

Drama Music Coordinator

577

590

604

Drama Choreographer( 1 production)

1,157

1,183

1,210

Jazz Band

1,157

1,183

1,210

Jazz Choir

1,157

1,183

1,210

Extracurricular Activities *

4,100

4,192

4,286

Intramural

902

923

944

Intramural

902

923

944

Intramural

902

923

944

Intramural

902

923

944

Intramural

902

923

944

Intramural

902

923

944

*These funds may be used by the Gates Principal to promote the establishment of extracurricular activities.

 

 

 

 

 

 

 

 

 

40


 

HIGH SCHOOL

 

 

2015-2016

2016-2017

2017-2018

Freshman Class Advisor

1,741

1,780

1,820

Freshman Class Advisor

1,741

1,780

1,820

Sophomore Class Advisor

1,741

1,780

1,820

Sophomore Class Advisor

1,741

1,780

1,820

Junior Class Advisor

3,042

3,111

3,181

Junior Class Advisor

3,042

3,111

3,181

Senior Class Advisor

3,042

3,111

3,181

Senior Class Advisor

3,042

3,111

3,181

Symphonic Band

1,141

1,167

1,193

Pep/Parade Band

1,141

1,167

1,193

Concert Chorus

1,141

1,167

1,193

Jazz Band

2,032

2,078

2,125

Jazz Choir

2,032

2,078

2,125

Environmental Club

1,160

1,186

1,213

Student Council

2,032

2,078

2,125

NHS/Peer Tutoring

1,856

1,898

1,941

Peer Leaders

1,856

1,898

1,941

Academic Advisories

1,973

2,017

2,063

Art Club

1,856

1,898

1,941

S.A.D.D.

1,856

1,898

1,941

Scituation Advisor

4,699

4,805

4,913

Robotics Club

1,856

1,898

1,941

Math Club

2,032

2,078

2,125

Drama 1 Production

3,563

3,643

3,725

Drama (2nd) Production

3,563

3,643

3,725

Asst Drama (1) Production

2,672

2,733

2,794

Asst Drama (2nd) Production

2,672.

2,733

2,794

Drama Choreographer

1,135

1,161

1,187

Musical Director

1,135

1,161

1,187

Yearbook Business Manager

3,483

3,561

3,641

Yearbook Advisor

4,699

4,805

4,913

Debate Advisor

2,032

2,078

2,125

French Exchange

1,135

1,161

1,187

Spanish Exchange

1,135

1,161

1,187

International Club

2,033

2,079

2,126

Best Buddies

1,802

1,843

1,884

Model United Nations

1,802

1,843

1,884

Anti-Defamation League

1,802

1,843

1,884

Gay/Straight Alliance

1,802

1,843

1,884

Amnesty International

1,802

1,843

1,884

Community Service Club

1,973

2,017

2,063

DECA and Shipyard Advisor

3,004

3,072

3,141

Fathom Literary Advisor

1,784

1,824

1,866

Anime Club

1,784

1,824

1,866

 

 

 

 

 

 

 

41


 

APPENDIX D

 

Fall

2015-2016

2016-2017

2017-2018

Football

9,169

9,375

9,586

Football Asst 1

5,318

5,438

5,560

Football Asst 2

4,622

4,726

4,832

Football Asst 3

3,726

3,810

3,896

Volleyball

5,592

5,718

5,846

Volleyball Asst 1

3,726

3,810

3,896

Volleyball Asst 2

3,726

3,810

3,896

Cheerleading

3,230

3,302

3,377

Cheerleading Asst

2,000

2,045

2,091

X-Country Coed

5,592

5,718

5,846

X-Country Coed Asst

3,726

3,810

3,896

Soccer Boys

5,592

5,718

5,846

Soccer Asst

3,726

3,810

3,896

Soccer Girls

5,592

5,718

5,846

Soccer Asst

3,726

3,810

3,896

Soccer Freshman

3,726

3,810

3,896

Field Hockey

5,592

5,718

5,846

Field Hockey Asst 1

3,726

3,810

3,896

Field Hockey Asst 2

3,726

3,810

3,896

Golf

3,726

3,810

3,896

Colby Cutler Center Supervisor

1,739

1,778

1,818

Faculty Manager

1,242

1,270

1,299

Winter

 

Basketball Boys

7,404

7,571

7,741

Basketball Asst 1

4,622

4,726

4,832

Basketball Asst 2

4,622

4,726

4,832

Basketball Girls

7,404

7,571

7,741

Basketball Asst 1

4,622

4,726

4,832

Basketball Asst 2

4,622

4,726

4,832

Cheerleading

3,230

3,302

3,377

Cheerleading Asst

2,000

2,045

2,091

Ice Hockey Boys

7,404

7,571

7,741

Ice Hockey Asst Boys

4,622

4,726

4,832

Ice Hockey Girls

7,404

7,571

7,741

Ice Hockey Asst Girls

4,622

4,726

4,832

Track Head Coach

7,518

7,687

7,860

Track Asst

5,589

5,715

5,843

Wrestling

5,592

5,718

5,846

Wrestling Asst

3,726

3,810

3,896

Gymnastics

3,726

3,810

3,896

Skiing

3,726

3,810

3,896

Swimming

2,507

2,563

2,621

Colby Cutler Center Supervisor

2,086

2,133

2,181

Faculty Manager

1,242

1,270

1,299

 

 

 

 

42


 

 

Spring

2015-2016

2016-2017

2017-2018

Baseball

5,591

5,716

5,845

Baseball Asst 1

3,727

3,811

3,897

Baseball Asst 2

3,727

3,811

3,897

Softball

5,591

5,716

5,845

Softball Asst

3,727

3,811

3,897

Lacrosse Boys

5,591

5,716

5,845

Lacrosse Asst

3,727

3,811

3,897

Lacrosse Freshman Boys

3,727

3,811

3,897

Lacrosse Girls

5,591

5,716

5,845

Lacrosse Asst

3,727

3,811

3,897

Lacrosse Freshman Girls

3,727

3,811

3,897

Track Head Coach

8,386

8,575

8,768

Track Asst

3,727

3,811

3,897

Track Asst

3,727

3,811

3,897

Track Asst

3,727

3,811

3,897

Tennis Girls

3,727

3,811

3,897

Tennis Boys

3,727

3,811

3,897

Faculty Manager

1,242

1,270

1,299

Intramurals HS

826

845

864

Intramurals HS

826

845

864

Colby Cutler Center Supervisor

1,854

1,896

1,939

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

43


 

APPENDIX E l

 

SCITUATE DEPARTMENT CHAIRPERSONS AND CURRICULUM COORDINATORS

 

SALARY SCHEDULE

 

Effective September 1, 2015:

 

STEP

M

M+30/ CAGS

M+45

DOC

1

89006

96979

99480

101470

2

90738

98867

101415

103444

3

92505

100790

103389

105457

4

94305

102751

105401

107509

5

96140

104751

107452

109601

6

98010

106789

109543

111734

7

99918

107790

111675

113910

8

101863

110987

113849

116125

 

APPENDIX E-2

 

SCITUATE DEPARTMENT CHAIRPERSONS AND CURRICULUM COORDINATORS

 

SALARY SCHEDULE

 

Effective September 1, 2016:

 

STEP

M

M +15

M+30/ CAGS

M+45

M +60

DOC

1

91009

94995

99161

101718

102713

103753

2

92780

96844

101091

103697

104711

105772

3

94586

98729

103058

105715

106749

107830

4

96427

100650

105063

107772

108827

109928

5

98303

102609

107108

109870

110944

112067

6

100216

104605

109192

112007

113103

114248

7

102166

106102

110215

114187

115305

116473

8

104154

108717

113484

116411

117549

118738

 

 

 

 

 

 

 

 

 

 

 

 

 

 

44


 

APPENDIX E-3

 

SCITUATE DEPARTMENT CHAIRPERSONS AND CURRICULUM COORDINATORS

 

SALARY SCHEDULE

 

Effective September 1,2017:

 

STEP

M

M +15

M+30/ CAGS

M+45

M +60

DOC

1

93057

97133

101392

104007

105024

106087

2

94868

99023

103366

106030

107068

108152

3

96714

100950

105376

108093

109151

110256

4

98596

102915

107427

110197

111275

112402

5

100515

104917

109518

112342

113440

114589

6

102470

106959

111649

114527

115648

116819

7

104465

108490

112695

116757

117899

119093

8

106498

111163

116037

119030

120193

121409

20

107748

112413

117287

120280

121443

122659

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

45