Sandwich

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DistrictSandwich
Shared Contract District
Org Code2610000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2014
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersUpper Cape Cod RTSD
CountyBarnstable
ESE RegionSoutheast
Urban
Kind of Communityresort/retirement/artistic
Number of Schools4
Enrollment3579
Percent Low Income Students7
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document AGREEMENT

AGREEMENT BETWEEN THE

SANDWICH EDUCATION ASSOCIATION

AND THE SANDWICH SCHOOL COMMITTEE

September 1, 2013 through August 31, 2014

PREFACE

This Agreement shall constitute Committee’s personnel policy on the specific subject matter contained herein for the terms of said Agreement and the Committee and the Association will carry out the commitments contained herein and give them full force and effect as Committee policy. If any provision of this Agreement or any application of this Agreement to any professional employee or group of professional employees shall be found contrary to law, then such provision or application shall not be deemed valid and subsisting.

During the life of this Agreement, the parties shall meet by mutual agreement to discuss matters of concern to both parties and matters concerning the general education of children in the Sandwich Public Schools. These meetings are to encourage a free exchange of ideas between the parties and to provide an opportunity for discussion of matters not covered by this Agreement. It is the intention of the parties that this dialogue will continue to foster and to encourage a sound educational system, while at the same time insure a harmonious relationship between the parties for the benefit of the children of the Town of Sandwich.

Copies  of  this  Agreement  will  be  printed  by the  Committee and  the  Association,  and  a copy given    to    each    professional    employee.    Expenses    involved    will    be    shared    equally by    the Committee and the Association.

The terms and conditions of this Memorandum of Agreement shall be effective as of September 1, 2013, except as otherwise stated.

At   the   request   of   either   party  and   not   later  than   the   first   of   November   of   the   calendar year preceding the expiration of this Agreement, the Committee and the Association agree to  enter into negotiations for a successor Agreement.

Should changes be considered by the Committee that would impact this Agreement in the areas of additional building(s), and/or double sessions, the Association and School Committee reserve the right to reopen negotiations.

RECOGNITION

For the purpose of collective bargaining with respect to wages, hours, and conditions of employment, the Committee recognizes the Association as the exclusive bargaining agent and representative of all full-and regular part-time* professional employees below the rank of Vice Principal, including: classroom teachers, librarians, educational specialists (speech/language therapists, generic specialists, school adjustment counselors, resource room teachers, registered nurses, special needs teachers, school psychologists), Title I teacher(s), department heads, coordinators, guidance counselors, athletic director, social worker, media personnel**, radio station manager**, but excluding Principals, Vice Principals, Housemasters, Physicians, Superintendent of Schools, School Business Administrator and Director of Special Education.

*         Part-time  employees  shall  be  defined  as  those  professional  employees  who  work

half-time  (17  ½  hours  minimum),  and  whose  work  schedule  differs  from  the provisions  of Article XIII.

 **       Different Salary Schedule.   See Article XV, Section D.

ARTICLE I – GRIEVANCE PROCEDURE

A.      Definition: A grievance shall mean a written complaint that there has been a violation, misinterpretation or inequitable application of any of the provisions of this Contract as applied to any personnel recognized under the Recognition Clause.

B.        Time Limits:     All time limits herein shall consist of school days. The time limits indicated hereunder will be considered maximal unless extended by mutual agreement in writing.    In the event a grievance is filed which cannot be resolved to the satisfaction of the   Association   prior  to  the   termination  of  this   Contract  using normal   time   limits   set herein, the Association retains the right to process the grievance in accordance with the procedures outlined below.

1.         Level One:    When a grievance arises, the written grievance must be filed with the Principal    or    immediate    supervisor    fifteen    (15)    days    after    the grievant had knowledge of the alleged violation. The grievant or Association representative will first present the grievance to his/her Principal or immediate supervisor with the   objective    of   discussing   and   resolving   the matter   informally. A written response will be given to the grievant within five (5) days of submission to Level One.

2.         Level Two:     If the grievance is not resolved to the satisfaction of the grievant or the Association within five (5) days after the response at Level One, the grievant or the  Association may present the  grievance,  in writing, to  the Superintendent within the following ten (10) days.

3.         Level Three:    If the grievance is not resolved to the satisfaction of the grievant or the   Association   within   ten   (10)   days   after   the   submission   at   Level Two,   the grievant    or    the    Association    may    present    the    grievance,    in writing,    to    the Committee  within  the   following  ten  (10)  days.   If  the grievant  does  not  file  a grievance with the Committee within ten (10) school days, the grievance will be considered waived.

4.         Level Four:     If the grievance is not resolved to the satisfaction of the grievant or the   Association   within  five   (5)  days   after  the  next  regularly  scheduled School Committee meeting following the Committee’s official receipt of the grievance, the  Association  may, if it  so  desires, submit  the grievance to arbitration within fifteen (15) school days after receipt of the decision.   Within ten (10) school days after   such   written   notice   of   submission   to   arbitration, the   Committee   and   the Association will obtain a commitment from said arbitrator to serve.    If the parties are    unable    to    agree    upon    an    arbitrator in    accordance    with    the    American Arbitration  Association’s  Rules  and Regulations,  the selection will  be made by the American Arbitration Association.

 The arbitrator so selected will confer with representatives of the Committee and the Association and hold hearings (which, at the request of either party, may be public) promptly, and will issue his/her decision no later than thirty (30) calendar days from the date of the close of hearings. The arbitrator’s decision will be in writing and will set forth his/her findings of fact, reasoning, and conclusions on the issues submitted. The arbitrator will be without power or authority to make any decision which requires the commission of an act prohibited by law or which is violative of the terms of this Agreement. The decision of the arbitrator shall be submitted to the Committee and to the Association and, subject to law, shall be final and binding, providing that the arbitrator shall not usurp the functions of the Committee under law and this Agreement. The arbitrator shall have no power to alter, add to, or detract from the provisions of this Agreement.

C.       General Provision:

1.         Costs of the services of the arbitrator will be borne equally by the Committee and the Association.

2.         The Committee acknowledges the right of the Association to participate without penalty in the processing of any grievance at any level.

3.         No reprisals of any kind will be taken by the    Committee    or the    School Administration against any    grievant    because    of    his/her    participation    in this Grievance Procedure.

4.         The Committee and the Administration will cooperate with the Association in its investigation  of  any  grievance,  and,  upon  request,  will  provide  the Association with any documents which are neither confidential nor privileged by law which may be necessary for the Association to process grievances under this Agreement. The   cost   (actual   expenses)   of   producing documentation   will   be   borne   by   the Association.

5.         If,   by   mutual    agreement,   a    grievance   meeting   between   the   Association and Committee     representatives     is     scheduled     during     school     hours, individuals necessary to the processing of such grievance will be released from class without penalty.

6.         A   representative   of   the   SEA   will   be   present   at   each   level   of   the   grievance procedure.

7.         The initial grievance must be in  writing and state the Article(s) alleged to have been violated, the facts giving rise to the grievance and the remedy that is sought.

ARTICLE II – SICK LEAVE PROVISIONS

A.        Sick Leave:

1.         Professional employees will be entitled to fifteen (15) days annual sick leave, without loss of pay or other benefits, as of the first official day of each school year, except for first-year professional employees who will be entitled to five (5) days’ sick leave as of the first day of service, and will accumulate the remaining ten (10) days at the rate of one (1) day per month for time worked.

The unused sick leave will accumulate from year to  year to a maximum of one hundred eighty (180) days.

2.         Professional employees will be entitled to use up to ten (10) days of sick leave per year   to   care   for   a    family   member   or   member   of   the   immediate household. Additional days may be granted at the discretion of the principal.

3.         Each professional employee will receive from the Superintendent’s office, annual notice of his/her accumulated sick leave and sick bank contribution no later than October 31st of each school year.

4.         Days needed for medical treatment will be deducted from sick leave for medical treatment that cannot be scheduled outside school hours.

5.         A physician’s certificate may be required by the Superintendent after a series of absences or a continuous absence of five (5) consecutive school days.

6.         Employees   will   be   granted   the   annual   fifteen   (15)   days   of   sick   leave   at the beginning of each work year for use during that year regardless of whether such entitlement results in a number of available days during that year in excess of 180 days.   However,   the   number  of   unused   accumulated   sick leave   days   shall   not exceed 180 at the beginning of any work year prior to the annual granting of the 15 days.

B.       Sick Bank:

1.         A sick bank will be maintained for utilization by qualified members whose sick leave accumulation is exhausted through illness or accident and who require additional leave to make full recovery from an illness or accident.

2.         The sick bank shall be governed by a Sick Bank Committee consisting of three (3) members    of    the    Association,    two    (2)    members    of    the    Committee    and the Superintendent  of  Schools.     The decision of the Sick Bank Committee will be final and binding.    In the event of a tie vote, the decision will be in favor of the applicant.

 3.          Each  member  of  the  bargaining  unit  qualifies  for  benefits  of  the  Sick  Bank by submitting  one  (1)  day  and  only  one  (1)  day  per   year  of  his/her   personal sick leave accumulation to the Sick Bank.    This day must be submitted no later than October 15th each year.   First year employees cannot draw from the Sick Bank for the first sixty (60) days.    The Sick Bank may be used by professional employees who qualify and who have exhausted their own individual sick leave, both annual and accumulated and who have an emergency situation of ill health.

4.         Any sick leave granted under the provisions of Article II-B will expire at the end of the school year. A professional employee cannot be allowed to accumulate or carry over to successive school years unused Sick Bank days beyond the applicable school year.   Unused Sick Bank days will be returned to the Sick Bank.

5.         Application for benefits shall be made, in writing, to the Sick Bank Committee accompanied by a physician’s certificate.

6.         Application   for   benefits   may   be   made   prior   to   the   employee’s   exhaustion of his/her  own  personal  sick  leave  to  accumulate  benefits,  but  drawings  upon the bank will not actually commence until after the employee’s own sick leave days are exhausted and adequate medical notification has been provided.

7.         The initial grant of sick leave by the Sick Bank Committee to an eligible employee shall not exceed twenty (20) days.

8.         Upon  completion  of  the  twenty (20)  day period,  additional  entitlement  may be extended   by   the   Sick   Bank   Committee   upon   demonstration   of   need   by the applicant.

9.         Subject to the foregoing requirements, the Sick Bank Committee will determine the   eligibility   for   the   utilization   of   the   Bank   and   the   amount   of leave   to   be granted.    The following criteria shall be considered by the Sick Bank Committee in administering the Bank and in determining the amount of leave:

a.   Medical evidence of illness.

b.   Exhaustion of eligible sick leave.

c.   Length of service in the Sandwich School system.

d.   Propriety of use of previous sick leave.

Single   sick   leave   days   may   be   granted   by   the   Sick   Bank   Committee under extraordinary circumstances, which will be determined by a majority of the Sick Bank Committee and which shall not be grievable or arbitrable under the terms of this Agreement.

In extraordinary circumstance, days may be withdrawn to permit an individual  to stay at home to care for other members of the family, which will be determined by a majority of the Sick Bank Committee and which shall not be grievable or arbitrable under the terms of this Agreement.

10.       Upon return from extended leave during which benefits were received through the Sick  Bank,  the  recipient  shall  be  entitled  to  commence  a  new accumulation  of individual sick leave in accordance with the provisions of Article II.

11.       Life Membership will be obtained after contribution of twenty (20) days  to the Sick Bank.

12.       If the Sick Bank is exhausted, the Sick Bank shall be renewed by the contribution of one (1) additional day of sick leave by each eligible member of the bargaining unit (except for Life Members) covered by the Agreement from his/her currently accumulated annual days of sick leave.   To the extent that such additional days are unused, they may be carried over to the Bank for the successive school year.

13.       Any professional employee who is a Life Member of the Sick Bank will continue as a member of the Sick Bank with no further contribution of personal sick leave days.

14.       All   Sick   Bank   days   accumulated   as   of   each   contractual   year   will   be carried forward to the following   year.   An accounting of the number of sick days available in the Bank will be made by October 31st of each school year.

C.          Sick Leave Buy Back:     Upon normal retirement from the Sandwich School System or death, with a minimum of twelve (12) years in the system, a professional employee will be  allowed  $30.00  a   day  for  any  accumulated  sick  days  up  to  and  not  exceeding one hundred eighty (180) days.

D.         Return   From   Leave:    Upon   return   from   leave,   all   benefits   to   which   a professional employee  was  entitled  before  the  leave  will  be   restored.   Upon  return from  leave,  an employee  will  be  placed  on  the  next  highest  step  on  the  salary schedule  from that  on which   the   leave   was   taken,   provided   all   other   requirements have   been   met,   and   that during  the  school  year  in  which  leave  began,  more than ninety (90)  school  days  have been worked in the school year of the leave, the employee will return to the same step on the   salary   schedule.   During   the   leave,   full insurance   premiums   may   be   paid   by  the employee if in accord with Town practices.

E.         FMLA:   The Employer agrees that employees are entitled to all provisions of the Family Medical Leave Act of 1993 as it applies to educational employees for all leaves under the Agreement which qualify under FMLA.   Employees may use accrued paid leave of absence, if and to the extent available to them under Sections II. A.1 and 2, for all or part of qualifying leaves under the FMLA.

ARTICLE III – MATERNITY/CHILD CARE LEAVE

A.      Maternity   Leave   is   a   leave  of   absence   granted   to  all  professional   employees  for  the purposes of giving birth and recovering from complications of pregnancy of childbirth, and  paid  in  accordance  with  Chapter  149,  Section  105D.     A copy of this law will be permanently posted in each building by the Employer.

1.         For  maternity leave,  a  professional  employee  shall notify the  Superintendent at least three (3) months in advance, in writing, of intentions concerning the leave. Such leave will begin at a time that is reasonable to both parties and in the best interest of the school system.    When applying for maternity leave, a professional employee may also apply for childcare leave.

2.         Upon return from leave, a professional employee will be considered as if she were actively employed by the Committee during the leave and will be placed on the salary schedule at the level she would have achieved if she had not been absent.

B.       Teachers on leave for at least one school year will notify the Superintendent, in writing, by the April 15th next prior to the scheduled return to active employment, of their intent to return to active employment for the next school year. The Committee will notify such employees of such requirement when the leave is approved. Failure of a teacher to timely respond to such notice shall indicate that the teacher does not intend to return to the school system.

C.       Childcare Leave is an unpaid leave of absence granted to all professional teacher status professional employees for the purpose of adopting a child or caring for a child.

1.         Up to two (2) years of said leave will be granted to all professional teacher status professional employees.

2.         Such leaves will begin and end at a time that is reasonable to both parties and in the best interest of the school system.

3.         Upon   return   from   leave,   all   benefits   to   which   a   professional   employee was entitled before the leave will be restored.    Upon return from leave, an employee will be placed on the next highest step on the salary schedule from that on which the   leave   was   taken,   provided   all   other   requirements   have been   met,   and   that during the school year in which leave began, more than ninety (90) school days have been worked.    In the event that less than ninety (90) school days have been worked in the school year of the leave, the employee will return to the same step on the salary schedule.   During the leave, full insurance premiums may be paid by the employee if in accord with Town practices.

ARTICLE IV - LEAVES OF ABSENCE

A.     Each    professional    employee    will    be    entitled    to    the    following    temporary   leaves    of absence, with pay, each school year:

1.       Bereavement:

a.         Up to five (5) days’ leave will be granted by the Principal for death in the family: e.g., wife, husband, son, daughter, brother, sister, mother, father, or member of the immediate household family.

b.         Consideration will be given to requests for additional/other bereavement leave   by   the   Superintendent   of   his/her   designee through   the   building principal.

2.         Meetings, Conferences, or Visitation to Other Schools:    Days for the purpose of visiting other schools or attending meetings or conferences of an educational nature    may    be    allowed    with    the    approval    of    the Superintendent    or    his/her designee.

3.       When Called by Federal, State, County, or Local Government:    Up to twenty (20) days will be allowed for persons called by the federal, state, county or local government, provided such obligations cannot be fulfilled on days when school is not in session.    Professional employees will be paid the difference between their regular pay and the pay which they received from the federal, state, county,  or local government for days spent for the government.   Requests beyond the twenty (20) days will be given consideration by the Superintendent.

4.         Personal Days:

a.         Up to three (3) personal days per year, non-cumulative, may be granted by the    Principal    for    the   purposes    of    transacting   or    attending    to matters impossible to transact during non-school hours.

b.         Up to two (2) additional days will be granted for religious observation.

c.        Twenty-four (24) hours’ written notice, whenever possible, will be given to building principals in order to insure adequate coverage.

d.       Personal days will not be unreasonably denied. However, the Administration has the right to ask a professional employee to reschedule a personal day, when possible, in the case of an emergency. Personal days may not be taken to extend a school vacation period or long weekend. A personal day may be granted by the teacher’s immediate supervisor if the purpose is not to extend the vacation or long weekend.

ARTICLE V – SABBATICAL LEAVE

A.        A sabbatical leave of up to one (1) year may be granted by the Superintendent to two (2) members of the professional staff under the following conditions.

1.         Seven   (7)   years   of   unbroken   professional   service   within   the   Sandwich   School System.

2.         The   request   for   a   sabbatical   leave,   including   a   description   of   the   program   of studies and/or a plan of organized activity demonstrating its application of benefit to  the  system,  will  be  submitted  to  the Superintendent  at  least  four  (4) months prior to the departure for sabbatical leave.    Final determination will be made by the Committee.

3.         Payment   to   a   professional   employee   on   sabbatical   leave   will   be   fifty   percent (50%) of the salary for which the professional employee would qualify if he/she had remained on the staff, less one-half of any direct cash grant (any cash monies received not applicable to tuition or direct educational expenses) awarded.

B.        Upon  return  from  sabbatical  leave,  the  professional  employee  will  be  considered  as if she/he were actively employed by the Committee during the leave and will be placed on the salary schedule at the level she/he would have achieved if she/he had not been absent.

C.        Professional employees may fully participate in all fringe benefits during sabbatical leave and continue to contribute to those requiring contributions.

D.        Report of Sabbatical Activity and Accomplishment:        The professional employee granted a sabbatical leave shall submit a report of the results of said leave within three (3) months of the expiration of the sabbatical leave.

E.        Post    Sabbatical    Leave    Service:     Prior    to    being    granted    a    sabbatical    leave, the professional   employee   shall   enter   a   written   agreement   with   the   Committee   that upon expiration of such leave she/he shall return to service in the Sandwich Public Schools for a    period   equal   to   twice    the   length   of   the   sabbatical   leave,   and   that in   default    of completing such service, she/he shall refund to the Sandwich School Department, unless excused there from by the Committee, an amount proportionate to the salary for the period during which service is not rendered.

F.         Termination of Leave: The Committee may, at its discretion, terminate for just cause, any sabbatical leave it has granted subject to due process of the law and all provisions of this Agreement.

ARTICLE VI - EXTENDED LEAVES OF ABSENCE

A.        Personal Leaves:

1.         Leaves   of   absence   of   up   to   one   (1)   year   without   pay  may   be   granted   by the Committee   for   sickness   within   the   immediate   family   or   a   personal   sick leave extension.       Other   leaves   of   absence   may   be   granted   at   the discretion   of   the Committee.

2.         Requests for leaves will be made to the Committee through the Superintendent. The Committee and the Superintendent agree to respect the confidentiality of any said request.

B.        Professional Leave:

1.         A leave of absence without pay of up to two (2) years may be granted to any employee with professional teacher status who joins the Peace Corps and is a full time participant in such program.

2.         A leave of absence without pay of one (1) year may be granted to any employee with professional teacher status who serves as an exchange teacher and is a full time participant in such program.

C.        An employee on a leave of absence under this Article from the beginning of the school year through the end of the school year must notify the Superintendent by March 1st in writing,  of  his/her  intent  to   return  to  active   employment   at  the beginning  of  the  next school year.   The Employer will notify the employee of such requirement when the leave is approved.   Failure of the teacher to timely respond to such notice shall indicate that the teacher does not intend to return to the school system.

D.        Return from Leave:    Upon return from such leaves, all benefits to which a professional employee was entitled before the leave will be restored.   During the leave, insurance premiums may be paid by the employee if in accord with Town practices.

ARTICLE VII - PROFESSIONAL STAFF EMPLOYMENT

A.        Recruitment and Hiring Policy:    The Committee, in its recruitment and hiring policy, recognizes   the   desirability   of   achieving   a   multiracial   and   varied   background   in the professional staff.   The Committee will not discriminate with regard to race, creed, color, religion, national origin, gender, marital status, or age.

B.        Letter  of  Appointment:     As soon as possible following appointment to the Sandwich Public Schools, the Superintendent will give the professional employee a formal letter of appointment   stating   as   specifically   as   possible   the   position   to which   the   professional employee will  be assigned.     A  copy of this Agreement  will  be  made  available  to  new employees.

C.        Professional   Employee’s   Schedule:     Whenever  possible,  each  employed professional employee will be given a copy of his/her tentative schedule upon leaving school in June and  will   be  advised   of   any  changes  in   that   schedule   before  the opening   of   school   in September.   In the event a schedule is to be changed, the involved professional employee or the Association will be advised of the proposed changes as soon as possible prior to the effective date of the proposed change.   If so requested, the professional employee will be given the opportunity to discuss the proposed change with the administrator initiating said change.    A representative of the Association may participate in such discussions at the request of the professional employee.

D.        In compliance with the provisions of Chapter 385 of the Acts of 2002, the Superintendent of Schools shall implement the CORI Check procedure as follows:

1.         The   Superintendent   may   designate   the   request   procedure   for   CORI reports to   the   secretary   to   the   Superintendent.   The Superintendent shall be the Gatekeeper for all CORI reports. The Superintendent shall receive, review and store all CORI reports.     All   CORI   reports shall   be   maintained   in   a   separate secure   file   in   the   office   of   the Superintendent.    At the discretion of the Superintendent, the secretary to  the  Superintendent  may receive  and  file employee  CORI  reports, provided  that  performance  of  such  responsibility  is confidential  and otherwise is in conformance with MGL and the Agreement.

2.         Employees shall be notified that CORI reports are being requested and when such request is actually made.   Employees shall sign the request form. Individual CORI reports shall not be requested more than once every three years except for good cause.   Employees shall be notified, in writing, when their reports are received.   Employees shall be provided an opportunity to view such report and upon request, shall be provided with a copy.   Upon termination of employment, an employee’s CORI report shall be maintained in such

employee’s CORI file for a period not to exceed five (5) years after which such report shall be destroyed.

3.         Employees shall be represented by the Association in any meeting arising out of a review of a CORI report.   Any personnel action arising from   the   review    of   a CORI    report    are   subject   to   the   terms    and provisions of the Collective Bargaining Report and the General Laws of Massachusetts.

ARTICLE VIII - VACANCIES, PROMOTIONS, AND TRANSFERS

A.       Vacancies

1.        Whenever any vacancy in a professional area occurs during the school year, it will be adequately publicized by the Superintendent by means of a notice delivered to  the   Association   as  far   in   advance  of   the   appointment  as  possible.   During the summer recess, written notice of any vacancy will be mailed to the President of the Association or his/her designee.   In all situations, the qualifications for the position and its duties will be set forth. Except on a temporary basis, vacancies will not be filled within two (2) weeks from the date the notice is posted on the bulletin   board   in   each   school   where   such   postings   are   traditionally   posted   in addition   to   web   site   posting.   Application for such positions shall be filed, in writing, with the Superintendent.

2.         All     professional     employees     will     be     given     adequate     opportunity     to make application for such positions, and the Committee agrees to give due weight to the applicant’s attainments, education and professional background, and length of time each has been in the school system.    When, in the opinion of the Committee, all   other   factors   are   substantially   equal,   preference   will   be given   to   qualified teachers already employed by the Committee.    Notification of non-appointments, if so requested, will be sent, in writing, to the individual applicants as soon as the successful candidate has been selected.

3.         Appointments will be made without regard to race, creed, color, religion, national origin, gender, age, or marital status.

4.         Any  person   temporarily  filling   a   permanent   vacancy   will   be   paid   for   the first thirty   (30)   consecutive   work   days   under   School   Committee   policy, and   if   no action has been taken by the School Committee to fill the vacancy with a different person appointment by the Employee, the professional employee, if qualified and certified, will be appropriately placed on the Teacher Salary Schedule according to     contract     procedure    for    that     same position.    Otherwise,    the    professional employee   shall   be   placed   on   Step   1 of   the   Bachelor’s   column   as   provided   in Article XX, Section B, Substitute Rate.

B.        Summer School and Federal Program:

1.         All  openings  for  summer  school  and  positions  under  Federal  programs   will  be adequately publicized as early as possible.

2.         Positions   in   the   summer   school   and   positions   under   Federal   programs   will be filled first by qualified appointed professional employees in the Sandwich School System if recommended by the program administrator and the Superintendent of Schools as the most appropriate candidate.

C.        Voluntary Transfers:

1.        Professional  employees   desiring  a   transfer  will  submit   a   written  request  to the Superintendent by April 1st or within two (2) weeks of the posting of a vacancy. Requests must be renewed each year. In   making   transfers   the qualifications, wishes,   length   of   service   of   the   professional   employees,   and  the   Committee’s estimate of the best interests of the Sandwich School System will be the criteria used.

2.         No such request for transfer shall be denied for arbitrary, capricious, or punitive reasons.     Upon written request, a written reason for denial of a transfer will be given by the Superintendent to the professional employee within ten (10) working days.

3.         When the need for transfers arises, the Administration will first seek professional employees willing to transfer voluntarily.     However, the final determination of transfers remains with the Administration.

D.       Involuntary Transfers:

1.         Teacher  changes  in  grade  assignments  in  the  elementary schools  and  in course assignment in the secondary schools will be made by the building principal in the best interests of the pupils only after a meeting with the principal.    Such changes in assignment must be within the teacher’s area of certification.

2.         When an involuntary transfer  from one building to another is determined to be necessary, by the building principals and the Superintendent of Schools for  the purposes of adhering to  and implementing the curriculum frameworks to which the school is dedicated, an involuntary transfer will be made only to a comparable position,    and    only    after    the    teacher,    if    he/she    so    requests, meets    with    the Superintendent.     The teacher may also request that a representative of the Association be present at said meeting.

3.         When determining which teacher is to be transferred or reassigned, the areas of certification, length of service, major and/or minor fields of study, and the needs of the school system will be considered.

4.         Such transfers shall be made only for the good of the system and shall not be made for arbitrary, capricious or punitive reasons.

5.         Non-PTS employees will not be requested to serve on interview teams in case of peers and no employee will be required to serve.

ARTICLE IX – EVALUATIONS

A.       Evaluation:

1.        All monitoring or observation    of    the    work    performance    of    a    professional employee    will    be    conducted    openly    and    with    the    full    knowledge    of the professional employee.

2.        The use of the public address system or any other audio-visual devices shall be  strictly prohibited as Observation instruments.

3.         The Evaluation System attached hereto as Appendix __ is incorporated by reference.

4.          All written Observation instruments will have the following statements printed clearly on them in appropriate places:

a.         “Signing this document indicates you have had the opportunity to read this Observation. It    does    not    indicate    approval    or    disapproval    of the Observation.”

b.         “The person being evaluated has the right to submit written statements of agreement/ disagreement which will be attached to this Observation.”

B.        Complaints:     Any complaints regarding a professional employee which form the basis for an adverse entry in their personnel file, made to any member of the administration by any parent,  student,  or  other  person,  will  be  called  to  the attention  of the  professional employee before it is placed in the file.

No document shall be placed in an  employee’s personnel file unless the  employee has signed a statement, provided by the Employer on or affixed to the document, that states that the employee’s signature only indicates that he/she has seen the document and shall not be construed to indicate that the employee agrees with any of the contents therein.

C.        Review  and  Copy  of  Personnel Files:     The professional employee will be allowed to review   and   copy   the   contents   of   any   of   his/her   personnel   files   maintained by   the administration upon written request and within one (1) working day.     The professional employee will also have the right to submit a written answer to any material in his/her file.    His/her answer shall be reviewed by the Superintendent of Schools and attached as submitted to the file copy.

D.        Revision of Evaluation Instrument:    The current Observation instrument will not be revised  without   consultation  with  and  input  from   the  Association.   A   committee with equal  membership is to be  established to fashion an Observation instrument consistent with    the    Education    Reform    Act    requirements.   The    Parties    will establish    a    Joint Observation   Study   Committee   for   the   purpose   of   reviewing   the existing   Observation Procedure and Forms.    The Committee will consist of two (2) members appointed by the Committee and two (2) members appointed by the Association.

ARTICLE X – SCHOOL COMMITTEE MEETINGS

A.       Agenda, Executive Sessions, and Copies of Budget:

1.        A  copy of the School Committee’s Agenda will be sent  to the President of the Association at the same  time  the agenda has  been  delivered to  members  of the Committee.

2.         When a supplementary agenda is found to be necessary, a copy will be available to the President of the Association at the same time as to the School Committee members.

3.         In   the  event   the  Committee  discusses  reputation,  character,  physical condition, mental   health   or   any  other   items   included   in   Chapter  30A, Section   21(a)(1) (the Opening Meeting Law),   of   the Massachusetts General Laws, said professional employee will have the right to be present and participate in the discussion which will be held in executive session.

4.         A copy of the Superintendent’s proposed budget will be made available to the Association at the same time as the public presentation to the Committee.

5.         The Association will be provided with two (2) copies of the printed approved minutes of the open meetings.

B.        Before any change in policy or new policy is adopted, the Superintendent of Schools will make available to the President of the Association a copy of the proposed change or new policy.    On subjects related to the provisions of this Contract, the Association will have  the  opportunity to  discuss  the  action  with  the Committee  prior  to  being  put  into effect, provided that the Association files such a request prior to the School Committee meeting and within five (5) school days after receipt of said notice.

C.        The President of the Association or a designee will be permitted to speak to any issue(s) as they appear on the agenda provided the Chairman of the School Committee has been notified of such intent during the open forum portion of the agenda.

ARTICLE XI – ASSOCIATION RIGHTS AND PRIVILEGES

A.      The Association will have the right to use the school buildings without cost at reasonable times for meetings. The principal of the building or community school director will be notified in advance of the time and place of all such meetings.

B.        There will be one (1) bulletin board in each school building which will be placed in the Teachers’ Room for the purpose of displaying notices, circulars, and other Association material.

C.        No later than October 1st of each year, the Association will be provided with a list of all professional employees and their assignments. Also, at the request of the Association, the schedules of teachers will also be provided.

D.        The President of the Association shall be permitted to transact official business on school property  during   school   hours   when   the   matter   is   of   a   pressing   nature   and cannot   be conducted   during   non-school   hours,   and   provided   that   this   shall   not interfere   with   or interrupt normal school operations.

E.        Association   leave   of   up   to   two   (2)   days   per   year   may  be   granted   to   the Association President  or his/her designee(s) in order to conduct official Association business.     The Association agrees to pay for substitutes for such leave.

F.      There will be no reprisals of any kind taken against any professional employee by reason of his membership in the Association or participation in its activities.

ARTICLE XII – SALARY CONDITIONS

A.      Placement on Salary Schedule:    Upon appointment to the Sandwich School System, a professional   employee   will   be   placed   on   the   teachers’   salary  schedule.   The   point   of placement will be at the discretion of the Superintendent.

B.        Advancement on Salary Schedule:

1.         Each year all professional employees will advance one (1) step on the appropriate salary   schedule   provided   three   (3)   college   credits   or comparable   conference, clinic, workshop, or in-service training credit, based on thirty (30) hours per three (3)   credit   college   course,   are   earned   every three   (3)   years,   unless   part   of   a negotiated overall plan of financial reduction for all staff.

2.         Any professional employee who has achieved fifteen (15) credit hours beyond the Bachelors or Masters Degree will be placed on the appropriate (Bachelors +15, Masters +15, Masters +30) scale.    Such credits must be taught under the auspices of an accredited college or   university.   Workshops (up to twelve   [12]   credits) approved by the Superintendent of Schools, which can be used for increments, are to be accepted.

3.         Any professional employee who has achieved forty (40) credit hours beyond the Bachelors   Degree   will   be   placed   on   the   Masters   scale. Such credits must be taught under the auspices of an accredited college or university. Workshops (up to twelve [12] credits) approved by the Superintendent of Schools, which can be used for increments are to be accepted.

4.         Any professional employee who has achieved forty-five (45) or sixty (60) credits beyond the Masters Degree will be placed on the appropriate column.

5.         (New)    professional    employees    eligible    for    lateral    movement    on    the salary schedule shall be advanced on September 1st of each school year provided that the professional   employee   who   anticipates   qualifying   for   such advancement   shall notify the Superintendent, in writing, to this effect at least six (6) months prior to such advancement.   In order to be eligible for the  change, a professional employee must present evidence of achievement of the required academic qualifications to the Superintendent on or before August 15th.

C.         Approval of Courses:

1.         Prior written approval by the Superintendent of Schools must be given when the credit for courses is to be applied toward increment/step advancement.

2.         Professional    employees    will    keep    the    Superintendent’s    Office    informed,    in writing, in regard to approved courses taken and completed.

3.         A professional employee will be compensated for attaining degrees and/or course work   only   in   areas   related   to   the   discipline   in   which   they   are assigned   or   as approved by the Superintendent and of benefit to the Sandwich School System.

D.        Definition of Step Increment: For the purposes of this Agreement, step will mean vertical placement on the salary schedule, and increment will mean horizontal placement on the salary schedule.

E.         Reimbursement   of   Courses:      Tuition   for   college   graduate   level   courses,   courses or workshops related to a teacher’s assignment subject to the approval of the Superintendent through the teacher’s principal shall be reimbursed at the rate not to exceed eight hundred dollars ($800) per course, for any two (2) courses taken within a fiscal year, or three (3) courses taken in a fiscal year for those teachers on the Bachelors columns of the salary schedule.  However,   reimbursement   otherwise provided   in   this   section   shall   not   be granted   for  courses   required   for   certification of   teachers   employed   by  the   Committee pursuant   to   a   waiver.   Payment   shall   be made   within   thirty   (30)   calendar   days   of submission of the paperwork demonstrating successful completion of the course and the receipt from the appropriate institution.

F.         Definition of Degrees and Advanced Graduate Study:

1.         Bachelor’s  Degree  is  defined  as  a   baccalaureate  degree  earned  at  a  college or university accredited by one of the six Regional Accrediting Agencies.

2.         Master’s   Degree   is   a   degree   which   is   awarded   by   an   accredited   college or university  to   an   individual   who   has   completed   the   requirements necessary   for attainment of Master’s level in a specified discipline.

3.         Doctoral   Degree   is   a   degree   which   is   awarded   by   an   accredited   college or university    to    an    individual    who    has    completed    requirements necessary    for attainment of Doctoral level in a specified discipline.

4.         Advanced   Credit   is   defined   as   a   graduate   level   study   done   at   an accredited college or university and used toward horizontal or vertical advancement on the appropriate salary schedule.

G.       Extra-Curricular  Positions:     All extra-curricular positions will be posted on a yearly basis.   Every   effort   will  be   made   to  ensure  an  equitable   distribution  of positions.   A contract   will   be   offered   and   signed   prior   to   the   last   day  of   school. Applicants must respond in writing by May 15th.   Should a position arise during the year, the position will be posted upon agreement with the Superintendent and the President of the Association.

H.       Longevity Payments:

1.         The longevity schedule shall be as follows:

FY14

15 years          $1800

20 years          $2300

25 years          $2800

After 30 years      $3300

2.       Longevity payments are to be made on or before the last pay date in December. Retiring employees who elect to receive their last longevity payment in June shall provide a sixty (60) day written notice to the Superintendent.

I.         Salary Payment Options:

1.         Teachers agree to bi-weekly pay: 26 payments with a lump sum or 26 payments over 52 weeks.

2.         The administration will distribute a form to each professional employee prior to the close of school in June requesting each professional employee to select one of 2 payment options for the following school year.

ARTICLE XIII – HOURS AND WORK YEAR

A.       School Calendar:

1.         The Committee will establish a school calendar not to exceed one hundred eighty (180) instructional school days in accordance  with current state regulations.

In the  event  said regulations are amended,  all  relevant and pertinent provisions  of this   Agreement,   except   for   salary,   will   be   negotiated. Work required   which extends the above-stated instructional one hundred eighty (180) day school year (excluding the  days  under  Paragraph  B  below)  will  be paid  on  a   pro-rated  per diem basis, based upon 1/180 of the professional employee’s salary.

2.         When    the    Superintendent    recommends    the    School    Calendar    to    the  School Committee for its first reading, copies will be presented to the Association at the same    time.   The    School    Committee    and    Superintendent will    give    serious consideration to any concerns expressed in writing by the Association regarding the   calendar.   The   School   Committee   shall   not   vote to   approve   the   proposed calendar   in   fewer   than   ten   (10)   school   days following  the   first   reading  of   the Superintendent’s proposed calendar. Once the calendar has been established, the Committee  will  not  effect   any  major changes   without   first   consulting  with  the Association.

3.        The teacher work year shall begin no earlier than the Wednesday before

Labor Day, shall not include the Friday before Labor Day, and shall end no later than June   30th. In   no   event   will   the   students’   school   year   begin earlier   than   the Tuesday following Labor Day.

B.       Days Prior to School Opening and End of School Year:     Professional employees may be required to attend up to, but not exceeding, three (3) non-teaching days per year. Two (2) of said days will be prior to the opening of school.   A reasonable amount of time will be allowed for room preparation and/or planning by professional employees.   At the close of the school  year, professional employees may leave  when all assignments have been completed and approved by the principal or his/her designee.

1.         Define “a reasonable amount of time” to be eight (8) hours of teacher/Association time and six (6) hours of Administrator initiated time over the two (2) days. Administrator time shall be defined as all time scheduled by the Superintendent of Schools, School Committee and/or administrator.   Teacher/Association time shall be defined as any activity initiated by teacher(s) or the Association.

2.         The two (2) days shall be scheduled from 8:00 AM to 3:00 PM. The half hour for breakfast on the building-based day shall be teacher/Association time and the half hour on the District-wide day shall be Administrator time.

3.         Administrator time shall be scheduled in consecutive hours commencing at the beginning of each day.

4.         The District-wide day shall, whenever possible, be scheduled as the first of the two days.

5.         An Association committee of up to five (5) members appointed by the Association President shall meet with the Superintendent and up to five (5) of his/her designees each year no later than May 1st to discuss the agenda and schedule of the two (2) days and the Superintendent shall fully consider the Association’s input.

C.        Work Week:

1.        The work day for teachers shall begin no earlier than 7:00 AM and no later than 8:45 AM and shall extend no longer than seven (7) consecutive hours, except as  specifically provided in Section C.3, below, and Section D., below.

2.         All day In-service days shall be scheduled from 8:00 AM to 3:00 PM, including those scheduled on Fridays and the day before holidays.

3.         On Fridays and days proceeding a school holiday, professional employees will be permitted to leave after the departure of the buses at the end of the instructional day.

4.         The starting and ending times of the professional employee workday will be clearly stated in the professional employee’s handbook.

5.         Professional  employees  at  the  high  school  level  will  be  scheduled  for  no more than   three   (3)   major   courses   or   the   equivalent   per   semester. Two   (2) minor courses  may be  substituted for  one (1) major  course.   If scheduled to teach  all minor or a mix of major and minor courses, the number of different preparations shall not exceed three.

6.         Permission to leave early may be granted by the principal or his/her designee. (Sign out – see Article XIV).

D.       Staff Meetings, Evening Meetings, and Open House:

1.         Administratively    scheduled    meetings,    including    but    not    limited    to faculty, department, and curriculum, of up to one (1) hour in length, will   not exceed   one   (1)   meeting   every   other   week   unless   agreed   upon   by   the Association and the Superintendent.   Such meetings will begin after the departure of the buses and are exclusive of the 35-hour workweek.

In  addition to the above, teachers shall extend their regular workday for one (1) hour exclusively   for   teacher   directed   student/teacher   centered   activities each month (September through June).    This time may be spread over more than one day when necessary; however, it may not be used in increments of less than thirty (30) minutes.   Teachers shall maintain a log of such activity.

2.         Professional employees will be required to attend no more than three (3) evening meetings each school year. The evening meetings will not exceed two (2) hours in duration.

3.         The administration will attempt to schedule Observation Team Meetings within the workday as defined in this Article.   (See Article XV, Section G)

E.        Advisories

1.        The purpose of advisories shall be to encourage conversation and rapport between students and staff.   Advisories shall not replace specialized services including but not limited to social worker, guidance counselor, school psychologists and nurses.

 2.         Advisory responsibility will be equitably divided among all bargaining unit members except itinerant and special subject teachers at the elementary schools.

3.         Each school will integrate a minimum of 60 minutes of advisory time each week, in increments of not less than 10 minutes, during the school day.

4.         When possible, advisors will be assigned no more than 15 students.

5.         Teachers will not be formally observed or evaluated during advisories. Advisories shall not require formal lesson plans and students shall not receive grades.   There will be no reduction in prep time as stipulated in this Agreement

ARTICLE XIV – WORKING CONDITIONS

A.       Non-Assignment Outside of Certification Area: Professional employees will not be assigned on a regular basis outside their areas of certification, except in unusual circumstances, and with the exception of positions not requiring state certification.

B.       When  Professional  Employee is Absent:     If  a professional employee is  absent, every effort will be made to  hire a qualified substitute.     This provision may not apply to  the following   positions:   speech/language   therapists,   generic   specialists, school   adjustment counselors, school psychologists, coordinators, guidance counselors, media personnel.

C.       Non-Professional Duties:

1.         All non-professional duties as assigned and/or approved by the administration will be shared equitably. No non-professional duties will be assigned beyond the time of departure of the regular buses on Fridays or the days preceding a school holiday or vacation period.

2.         Professional employees will not be required to transport pupils.

3.         Professional employees will not be required to escort pupils to non-school activities beyond the time of departure of the regular buses and will not be held accountable for the same.

D.       Education   Support   Personnel: The  Committee  realizes  the  importance and  need  of Education   Support  Personnel  for  professional   employees   and will  continue  to  provide Education   Support   Personnel   when,   in   its opinion,   it   deems   them   necessary   and   so budgets.   The Committee will seek the input of the professional staff concerning the need for Education Support Personnel.    In the event a kindergarten class has twenty-four (24) or more students assigned to it, an Educational Support Personnel will be  assigned to that class.

E.       Compensation    Extra-Duty    Work:   Compensated    “extra-duty”    work    will not    be mandated.

F.       Duty-Free  Lunch:     Each  professional employee  will have  a  duty-free lunch  period  at least equal in length to that of the students to be taken during normal lunch time for that school, except under unusual circumstances.

G.       Signing In and Signing Out:   Professional employees will be required to “sign in” at the beginning   of   the   workday.    “Signing   out”   will   be   required only  when   a   professional employee has permission to leave early. This is a tool for managerial purposes and not for Observation.

H.      Preparation Periods:

1.         Each full-time professional employee with regularly scheduled daily instructional responsibilities will have a minimum of one (1) preparation period of not less than forty (40) consecutive minutes each day.

2.         Said forty (40) minutes need not be consecutive if the professional employee has the ability, according to schedule, and the desire to do so.

3.         Professional employees will not be required to relinquish preparation periods.   If a professional employee agrees to relinquish a preparation period upon request of the administration, he/she does so with no compensation one (1) time per semester. Thereafter, said loss of preparation period will be compensated at  the rate of twenty dollars ($20) per period or fraction thereof.

4.         a.        The  time   provided   in  Section   1,  above,   shall   be   the  minimum amount of preparation time for all teachers. The Committee will make an effort to increase preparation time during the term of this Agreement.

b.         The   actual   preparation   time   for   teachers   which   was   in   existence   in each school    on    June    1,    2004,    shall    be    maintained    during    the term    of    this Agreement.   The amount of time teachers spent on supervisory duties and the types of duties assigned within each school shall not be increased during the term of this Agreement.

c.         Effective September 2, 2005, teachers will receive an additional forty (40) minutes of preparation time per week, beyond that which is provided in Section    1,    above.   This additional    preparation    time    shall not    be    in increments of less than twenty (20) consecutive minutes.

 d.        Effective September 1, 2012, teachers will receive an additional forty  (40) minutes per week beyond that which is provided in Section 1 and Section 4, b. above, provided adequate staffing is available.   This additional preparation time shall not be in increments of less than twenty (20) consecutive minutes.   The parties agree that during the 2011-2012 school year, less the 2.0 FTEs teaching foreign language in grades 5 &6, 40 minutes of additional preparation time, in increments of no less than 20 consecutive minutes, could have been scheduled if the staff had been scheduled for that purpose.

I.         Teaching of Different Courses/Levels of Ability:

1.         Whenever possible, no professional employee at the high school will be required to teach more than two (2) different preparations in one semester.

2.         Whenever possible, no professional employee at the seventh and eighth grade will teach more than three (3) different courses/levels of study.

J.        Planbooks:

1.         Planbooks will project no less than three (3) days in advance at all times. Said Planbooks  will  be   returned  to  the  professional  employee  no  later  than the  first week   of   the   new   school   year.   Outlines for two   (2)   additional   days will   be provided for a total of five (5) days.

2.         Grade books shall be turned over to the building principal at the end of the school year and will be returned to teachers at the beginning of the next school year.

3.         Both  Planbooks  and  Grade  books   will  be   turned  over  to  the  Administration  as requested.   Teachers will have plans available for substitute teachers.

K.       School   Committee   and   Environment:      The   Committee   will   make   every   effort to provide    each    professional    employee    with    comfortable,    climatic    conditions,    and an educationally sound, legal safe environment.

L.        Entitlement    of    Professional    Employees    Covered    by    Contract:   No    professional teacher’s   status   (PTS)   will   be   disciplined,   discharged,   reprimanded,   reduced   in rank and/or   compensation   or   denied   any   benefits   of   the   Contract   to   which   he/she would otherwise     be     entitled,     except     for     inefficiency,     incompetency,     incapacity, conduct unbecoming    a    professional    employee,    insubordination    or    other    just cause    without execution of due process of the law and all provisions of this Agreement.    However, the non-renewal of a non-professional teacher status professional teacher’s status (non PTS) contract shall not be subject to arbitration under this section of the Contract.

M.       No later than June 1st, administrators shall distribute teaching assignments and class  lists and will make available relevant information regarding student educational needs for the following year to all teachers in grades K through 12. By the end of the school year, any additional information available at that time, which is relevant to effectively meet the educational needs of the students assigned will be provided to the teachers.

N        Sandwich Curriculum Council:

The Curriculum Council shall include the following membership:

•     Superintendent

•    2 members of the School Committee

•    building administrators

•     8 teachers (2 per school) appointed by the Association

•     department chairs

•     curriculum coordinators

•    4 parent representatives (1 per school)

•    2 high school students

The Council shall meet on a monthly basis and serve as a forum for discussion and review of current and proposed curriculum, programs, technology and materials, and all associated professional development activities. All meetings will be open to the public.

Basic training, including ongoing basic support, for all employees will be provided by the Employer during regular working hours.

Training beyond basic training will be voluntary and if offered by the District, it may be provided beyond regular work hours.

O        Virtual High School

The goal of the Sandwich Public Schools (SPS) participation is to offer a distance learning program to students who wish to pursue a program of study that includes a course not presently offered in the Sandwich Public Schools, and does not conflict with in-house comparable offerings.

If a non-high school student is to utilize VHS, he/she must be recommended by the team.

No teacher will be laid off, displaced, replaced, demoted, or transferred as a result of distance learning. Distance learning positions (e.g. site coordinator, teacher) will be posted, and filled on a voluntary basis.

The curricula developed will be the property of the Sandwich Public Schools.

Training will be provided for teachers, outside the contractual day, and will be compensated at the contractual hourly rate.   Teachers will grade students in the asynchronous course, regardless of the district.   There are no parent conferences for teachers.   The teaching position will count as a teaching block.

Training for the site coordinator will be provided outside the contractual day, and will be compensated at the contractual hourly rate.   The site coordinator’s responsibility is to register students and to monitor their weekly progress on logging in and completing their assigned course activities.   They will be responsible for communicating with SPS parents.   The position of site coordinator shall be posted.   The site coordinator position will count as a teaching period (one-half block)

P.        Mentoring

The Sandwich School Committee and the Sandwich Education Association agree that the mentoring/induction program for beginning teachers and teachers new to the system shall be as follows:

1.         The Committee and the Association shall establish a joint mentoring review committee.   The Parties shall each appoint three members to this committee, which shall be responsible for all aspects of gathering data and making recommendations to the parties relating to its findings. This committee shall perform a District mentoring inventory each year, consisting of: assessing the existing plan, policies, and practices; surveying the participants; performing needs assessments; reviewing research and compliance; and making recommendation to the Parties.

2.         Appointment to a mentoring position shall be voluntary, but not automatic.   The building Principal shall appoint mentors to partnerships.   Mentors shall be trained or enrolled in a mentoring course, provided by the Committee, before being appointed. Mentors will serve in no more than one partnership at one time. If service as a mentor ends during a school year, the compensation will be prorated based on the number of school days of the school year served.   Mentors shall be matched as closely as possible with their mentees, according to proximity, grade level, discipline, and other relational factors.

3.         The mentor will assist the mentee in learning about the work setting, the key people and places, the traditions and organizational culture, the District’s expectations of its professional staff, the curriculum, and other programs of the District, developing professional relationships and instilling confidence by enhancing personal and professional development.   The mentor must have Professional Teacher Status and have been a part of the specific school community (building) for a minimum of one (1) year.

4.         Appointed mentors shall receive the maximum number of professional development points (PDPs) allowed by DESE in the content area for their service.

 5.         The Administration shall make every effort to assign a mentor to a mentee within ten (10) days of their start date.   The District shall provide release time on at least eight (8) occasions or the equivalent of eight (8) half days to allow the mentee to observe or be observed by their mentor.   The equivalent of thirty (30) hours of “significant contacts” during the course of a school year should be the goal. Arrangements should be made in advance to provide for any necessary coverage, and with the understanding that emergencies may arise that would require the altering of the plan.   These significant contact hours may include a District-wide orientation for mentees and their mentors.

6.         The mentor shall not evaluate the mentee. The mentoring partnerships shall not be part of any performance evaluation process. The professional conversations, observations, notes, journals, or logs between the mentor and the mentee relating to the partnership shall be confidential to the mentor and the mentee. Any such written material shall become the exclusive property of the mentee at the end of the school year, or at the end of the partnership, whichever is earlier.

7.         The Principal shall maintain contact with the mentees to ascertain that the needs of both parties, mentors and mentees, are met.

Q.       Special Subject Teachers

When possible, effective September 1, 2012, all Grade K to 8 special subject teachers shall be scheduled to adequately allow for set up for successive classes; e.g. scheduling pairs of contiguous classes containing similar materials and/or curriculum.

ARTICLE XV – STAFF ON DIFFERENTIALS AND OR ATYPICAL WORK YEAR

AND/OR ATYPICAL SALARY CONDITIONS

A.        Coordinators:

1.         Coordinators   will  be  required  to  work  one  (1)  full  week  after  the  close  of the school year and two (2) weeks before the opening of school, and five (5) days at his/her discretion.   A coordinator may be required by the building principal or the Superintendent of Schools to report for duty at any other mutually agreeable times to   conduct   business   relative   to   his/her   position, including   the   interviewing   of applicants.

2.       Coordinators will be paid a differential of   $2931 for FY11, $2931 for FY12, and $2931 for FY13.

B.        Department Heads and Guidance Director:

1.        Department   Heads   and   Guidance   Director   will   be   required   to   work   ten (10) additional   days   to   be   scheduled   by   mutual   agreement   with   the Principal.   A Department Head may be required by the Building Principal or the Superintendent of Schools to report for duty at any other mutually agreeable times to   conduct   business   relative   to   his/her   position,   including   the interviewing   of applicants.

2.         Department   Heads   and   Guidance   Director   will   be   responsible   for   grades   9-12 only.   Department   heads   will   be   required   to   teach   two   (2)   major   courses as previously defined in Article XIII. C.4, or an equivalent number of minor courses in either semester.

3.         Department heads and Guidance Director shall be responsible to and supervised by the Building Principal and the Director of Curriculum.

4.      Department heads and Guidance Director will be paid a differential of   $4737 for FY11, $4737 for FY12, and $4737 for FY13.

5.        Position descriptions for all department heads will be available to the

Association and to  all teachers upon request.     Vacancies shall be posted in accordance with Article VIII.A.

C.        Part-time Professional Employees:    Part-time professional employees, as defined in the Recognition Clause, are entitled to all of the benefits of this Agreement and shall have those benefits, along with salary, pro-rated.

D.        Librarian(s):

1.        The librarian(s) may be required to work up to one (1) week after the close of the school   year  and   up   to   one  (1)  week  before   the   opening  of   the  school year   as needed.     Said  professional  employee(s)  will   be  paid  on  the professional  salary schedule.

E.         Guidance Personnel:    Guidance personnel will be paid at the per diem rate per hour for each hour or any fraction of that hour for time spent in administratively approved and/or requested professional related business beyond the work year established in Article XIII, providing the professional employee agrees to an administrative request to do so.

F.         Nurses:

1.         Nurses will be required to work the hours and year as established in Article XIII. Any   additional   time,   up   to   four   (4)   days,   as   requested   and/or approved   by administration, will be paid at a per diem rate.   Athletic physicals, when given, are considered part of the nurses’ job description and are therefore compensated by the regular salary.

2.         Nurses   who   have   a   degree   will   be   placed   on   the   Bachelor’s   column   of   the  teacher’s salary schedule.

G.       Athletic Director:

1.         The Athletic Director will be required to work the last two (2) weeks of August, one (1) full week after the close of school, and five (5) days at the discretion of the   Superintendent.   The   Athletic   Director   may   be   required   by the   building principal  or  the  Superintendent  to  report  for  duty  at  any other time  to  conduct business relative to his/her position, including the interviewing of applicants for coaching positions.

2.         The Athletic Director    will    be    responsible    to    the    Superintendent    or    his/her designee.

3.         The Athletic  Director will be  required to teach  one elective  (minor course) per semester.

4.         The Athletic  Director  will  be paid a  differential  of    $7121 for  FY11, $7121 for FY12, and $7121 for FY13.

5.         The    position    description    for    the    Athletic    Director    will    be    available    to the Association   and   all   teachers   upon   request. The position will be posted in accordance with Article VIII.A, that is, it shall be posted annually.

ARTICLE XVI – CLASS SIZE

A.       Class Size:    The Committee will seek to insure that class sizes are of the most effective nature for a sound education. Large group and small group instruction, team teaching, and interdisciplinary programs have their place in any well-governed school system. Whenever possible, small class size will be established for special situations such as fine/industrial arts, laboratory courses, computer center, and classes which include exceptional students of above or below average ability.

To   the   extent   possible   with   then   existing   staff   during   the   relevant   school   year, the Employer   shall   seek   to   equitably   distribute   the   student   load   within   grade   levels and academic departments within each school and, if the enrollment at  each school allows, across  the  District.     In  addition,  building principals  will  consider  the  means by which teachers will meet the individual needs of students.

The   Association   and   the   Committee   explicitly   recognize   that   it   may   be   necessary to utilize the provisions of Article VIII, Vacancies, Promotions and Transfers, in order to implement the provisions of this Article.

If there are situations to be addressed, discussions between building principals and grade level teams or academic departments regarding the above stipulations shall take place by June 1.

 Designed Capacity of Instructional Area: Every effort will be made to insure class sizes do not exceed the designed capacity of each instructional area and do conform to State regulations.

C.        If    Classes    Exceed    Stipulations:   In    the   event   that   any    classes   exceed   the   above stipulations, the Superintendent, upon request, will discuss the reasons therefore with the Professional   Rights   and   Responsibilities   Committee.   Any suggestions   given   by the PR&R Committee to alleviate the situation will be given serious consideration.

ARTICLE XVII – STRIKES

A.       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 School Committee. If the Association disclaims, in writing, to the School Committee responsibility for any act prohibited hereby, it shall not be liable in any way thereof. 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 the grievance and arbitration procedure.

B.      Should  any of  the  aforementioned  occur,  the  Association  shall  inform,  in  writing, the known  persons  involved  that  their  actions  are  in  violation  of  the  contract  and are  not sanctioned by the Association, and that they are requested to return to work. A copy of all communications regarding these efforts shall be sent to the School Committee.

ARTICLE XVIII – TOWN BENEFITS

1.       The Town contribution to  the major medical insurance plan will be the rate for school employees.   Currently   the   Town   portion   is   seventy-five   (75%)   and   includes   dental coverage.

2.       The   Town   contribution   to   the   employee’s   basic   life   insurance   plan   for   two   thousand dollars ($2000) coverage is seventy-five percent (75%) of the total cost.

3.       The   above   provisions   may   apply   to   professional   employees   on   extended   sick   leave, sabbatical leave, and paid maternity leave.

4.         Professional employees on unpaid childcare leave or other unpaid extended leaves of absence will have the option to be included in the above insurance plans at their own expense.

5.         Persons who take deferred retirement may, at their option, remain members of the medical life insurance plans upon payment of one hundred percent (100%) of   the premiums.

 6.         Upon normal or early retirement, which includes at least ten (10) years of service in the Sandwich School System, a professional employee may, at his/her option, be included in the above insurance plans.   The Town’s contribution will be as in Items 1 and 2 above.

7.         Optional life insurance is available to the employee’s salary value in increments of one thousand dollars ($1000); one hundred percent (100%) cost to the employee at Town rate.

8.         Effective   July  1,   2007,   the   indemnity  plan   known   as   Blue   Cross   Blue   Shield Master Health Plus will no longer be offered to members.   The parties acknowledge that the PPO plans    currently   offered    satisfy   the    requirement    that    the    Town    offer employees    an indemnity plan.

9.         Part-time  employees  shall  be  defined  as  those  professional  employees  who  work half-time (seventeen and one-half {17 ½} hours minimum), and whose schedule differs from the provisions of Article XIII.

ARTICLE XIX – REDUCTION IN FORCE

Decline in student enrollments, changes in curricular offerings, economic restraints, or other pressing conditions may necessitate the reduction of professional employee positions (as defined in the Recognition Clause of this Agreement).

A.     In the event a reduction in force (RIF) occurs, such reduction shall be accomplished as follows:

1.       The Sandwich School Committee retains the exclusive right to determine the number of professional employee positions which are needed and retains the exclusive right to determine the number of employees to be RIF’d. If reduction in force is to occur, the Employer shall first attempt to accomplish said reduction by attrition.

2.       When   the   School   Committee   determines   that   staff   reductions   are   necessary, it will, consistent with applicable laws, accomplish said reduction in the following manner:

a.         Length    of    service    as    defined    below    shall    prevail,    unless    within the discipline (at the elementary level, discipline is defined as grade level and restricted to a span of plus or minus three [3] years) there is a significant difference in the professional employee’s performance. The determination will   be   made   by   a   review   by   the   Administration of   the   professional’s overall performance and will include Observations from the past five (5) years.

b.         A  Professional  Teacher’s  Status  (PTS)  employee  shall  have  the right  to replace a Non-Professional Teacher’s Status (Non PTS) employee holding

 a   position   for   which   the   PTS   employee   is   certified   (or   certifiable)   and qualified.

c.         A    professional    employee    may    replace    another    professional    with less systemwide seniority holding a position for which the senior professional employee is certified.   A more senior professional employee may be RIF’d if the administration demonstrates that a junior professional employee has a significantly greater professional performance in relation to the subjects to be taught.

d.         Any  senior  professional  employee  who  disagrees  with  the  judgment set forth  by the  Employer  or  its  designee  under  paragraphs  2  and 2.c.  may pursue the matter through the normal contractual procedures.

3.        The   Administration   will   provide   written   notice   to   each   professional employee who may possibly be affected by reduction no later than April 15th of each school year.     A list of professional employees to be RIF’d will be provided to all staff members and  the  President  of  the  S.E.A.  no  later  than five  (5)  days  following School  Committee  action  on  said  reduction.     This procedure  is  to  be   followed under  normal  conditions.     Any variation necessitated  by unusual  circumstances will be explained to the Association, in writing, by the Superintendent, and a new time   limit   will   be   established   by mutual   agreement.   The   list   of   professional employees to be RIF’d will reflect increasing seniority (from least to most) except in    those    instances    where    the administration    has    demonstrated    that    a    junior professional employee has a significantly greater professional performance.

B.        Definition and Computation of Seniority:

1.         Seniority   is   determined   by   length   (in   years,   months,   and   days)   of continuous professional    service    in    the    Sandwich    Public    Schools    from    the first    day    of employment  during the  regular school  year.     Service  in  the Mashpee/Sandwich School  Union,  prior  to  1987,  will  be  counted  as  service in  Sandwich  for those employed in the Sandwich School System on January 1, 1987.

2.         In  the event of equal seniority, the professional employee with the greater total contributions to the Sandwich School System shall be retained.   Each professional employee     shall     be     responsible     for     identifying     these contributions.   Prior experience in education brought to the Sandwich Public Schools System will be considered as contribution to the system.    The Administration will determine the value of said contributions.

3.         Authorized   leaves   of   absence   will   not   constitute   an   interruption   in continuous service.     Seniority will accumulate for extended sick leave and sabbatical leave and paid maternity leave.   Seniority will not accumulate for  childcare leave or extended leaves of absence.

4.        In the case of professional employees who are working less than one hundred percent (100%), their length of service status for the part-time period will be determined by multiplying the percentage of time worked by the total time period involved; i.e., employee employed by the Employer for forty percent (40%) of the school day a school year, for a total of ten (10) years, 40% x 10 = 4 years’ seniority, plus full-time employment, if any.

C         Guidelines for Recall:

1.         Professional employees who have been RIF’d will be retained on recall* for two (2) years from the effective date of their respective layoffs.

2.         During the recall period, professional employees on the recall list will be given first priority and rehired for other positions for which they are certified or possess all of the requirements for certification by the Massachusetts Department of Education. This recall will occur in the inverse order of RIFing** as position openings occur, unless proven that there is another candidate on the recall list who has demonstrated a significantly greater professional performance in relation to the available position.

3.         Written notice of position openings will be sent by registered mail to the last address recorded, to all professional employees who have been RIF’d.

4.         If a professional employee fails to notify the Superintendent in writing within fourteen (14) calendar days of the issuance of a recall notice of his/her intent to accept recall, said professional employee shall forfeit all rights and benefits provided for in this Agreement. A professional employee who accepts recall must commence work on the date set forth in the recall notice or within thirty (30) calendar days, whichever is later.

5.         Professional employees who have been RIF’d will be given preference on the substitute list, if they so desire.

6.         During the two (2) years of recall, professional employees are responsible for notifying the School Department and the President of the S.E.A. of any change of address.

7.         If a professional employee is recalled within the two (2) year period, upon return to employment, seniority, accumulated sick leave and placement on the salary schedule will be placed on the level which the employee would have achieved if he/she had not been RIF’d. Health benefits will be available according to Town practice.

•    Recall means the right to return to a position or to a similar position.

**       The Employer must vote on each layoff individually and the order of RIF’ing shall be  established by the sequence in which the votes were taken. An up-to-date list of recall order by discipline shall be maintained by the Superintendent and shall be available to the Association.

ARTICLE XX - SALARY SCHEDULES

A.        Salary Agreement:

•    Effective September 1, 2013, the top step of each column shall be increased by two percent (2%);

•    Effective September 1, 2013, the other steps of each column shall be increased by one percent (1%);

•    Effective on the 92nd day of the work year, the other steps of each column shall be increased by one percent (1%). Payments through the year, and published in Appendix A, shall reflect a “blended rate” so the resulting full year payments are equivalent to the negotiated rates;

•    Effective June 30, 2014, the top step of each column shall be increased by one percent (1%).

•    Extra Duty Compensation and Athletic Salary Schedules shall be reviewed by joint work groups which shall report to the bargaining teams by November 15, 2013 with recommendations.

•    Delete “Daily Substitute Rate” from this Agreement.

B         Salary Schedules:

1.         Professional Employees (attached)

2.         Extra-Duty Compensation (attached)

3.         Athletics (attached)

SUBSTITUTE TEACHERS

Employees filling a bargaining unit position for a full school year shall be members of the bargaining unit. A substitute who has been employed in the same position for thirty (30) consecutive workdays shall be considered a member of the bargaining unit effective on the thirty-first workday.

Long Term Substitute Rate:

A substitute teacher hired for two or more weeks of known absence for one individual shall be paid at the rate of $410.00 per week for the first month and at the rate of $440.00 per week thereafter.

Permanent Substitute Rate:

Any person hired to complete the school year for a teacher who has taken leave of  absence or resigned,   which   period   is   approximately   three   months,   will   be   paid   on   a minimum   salary.   Persons   hired   for   a   longer   period   of   time   will   be   at   the   discretion of   the   Superintendent   of Schools.

Permanent Substitutes Will Be Allowed:

Medical and life insurance according to Town practice. In addition, the following provisions will be administered under the intent of the professional employee’s Agreement and pro-rated according to length of service:

•          Grievance Procedure

•          Sick Leave

•          Bereavement

•          Personal Days

•          Observation

•          Hours and Work Year

•          Working Conditions

•          Class Size

 FY14 Professional Salary Scale - First 91 Days 8/28-1/22 1.00%

Increase                                            2.00%      Increase for top step

Step

BA

BA+15

BA+40 MA

MA+15

MA+30

MA+45

MA+60

1

39,663

40,561

41,847

42,722

44,043

44,840

45,640

2

42,046

42,920

44,214

45,090

46,391

47,191

47,993

3

44,439

45,311

46,583

47,462

48,748

49,552

50,352

4

46,819

47,689

49,000

49,830

51,108

51,910

52,709

5

49,210

50,076

51,328

52,202

53,451

54,251

55,052

6

51,591

52,471

53,698

54,568

55,816

56,616

57,417

7

53,971

54,853

56,061

56,934

58,165

58,965

59,766

8

56,367

57,243

58,433

59,309

60,518

61,317

62,118

9

58,750

59,626

60,805

61,955

62,874

63,672

64,475

10

61,134

62,007

63,181

64,053

65,231

66,031

66,832

11

63,522

64,395

65,549

66,424

67,592

68,391

69,192

12

66,714

67,608

67,912

68,797

69,943

70,743

71,544

13

-

-

71,148

72,028

72,302

73,103

73,905

14

-

-

-

-

75,570

76,380

77,190

FY14 Professional Salary Scale -2nd 92 Days 1/23-End 1.00%

Increase                                     No increase for top step

 

 

 

 

 

 

 

Step

BA

BA+15

BA+40     MA

MA+15

MA+30

MA+45

MA+60

 

1

40,060

40,967

42,265

43,149

44,483

45,288

46,096

2

42,466

43,349

44,656

45,541

46,855

47,663

48,473

3

44,883

45,764

47,049

47,937

49,235

50,048

50,856

4

47,287

48,166

49,490

50,328

51,619

52,429

53,236

5

49,702

50,577

51,841

52,724

53,986

54,794

55,603

6

52,107

52,996

54,235

55,114

56,374

57,182

57,991

7

54,511

55,402

56,622

57,503

58,747

59,555

60,364

8

56,931

57,941

59,017

59,902

61,123

61,930

62,739

9

59,338

60,222

61,413

62,575

63,503

64,309

65,120

10

61,745

62,627

63,813

64,694

65,883

66,691

67,500

11

64,157

65,039

66,204

67,088

68,268

69,075

69,884

12

66,714

67,608

68,591

69,485

70,642

71,450

72,259

13

-

-

71,148

72,028

73,025

73,834

74,644

14

-

-

-

-

75,570

76,380

77,190

 Blended annual rate - FY14

Step

BA

BA+15

BA+40     MA

MA+15

MA+30

MA+45

MA+60

1

39,862

40,765

42,058

42,937

44,264

45,065

45,869

2

42,258

43,136

44,436

45,317

46,624

47,428

48,234

3

44,662

45,539

46,817

47,701

48,993

49,801

50,605

4

47,054

47,929

49,246

50,081

51,365

52,171

52,974

5

49,458

50,328

51,586

52,464

53,720

54,524

55,329

6

51,850

52,735

53,968

54,842

56,096

56,900

57,706

7

54,243

55,129

56,343

57,220

58,457

59,261

60,066

8

56,650

57,594

58,727

59,607

60,822

61,625

62,430

9

59,045

59,926

61,111

62,267

63,190

63,992

64,799

10

61,441

62,319

63,498

64,375

65,559

66,363

67,168

11

63,841

64,719

65,879

66,758

67,932

68,735

69,540

12

66,714

67,608

68,254

69,143

70,294

71,099

71,904

13

 

 

71,148

72,028

72,665

73,470

74,276

14

 

 

 

 

75,570

76,380

77,190

 Effective June 30, 2014 - 1% increase for top step only

1%      Increase top

Step

BA

BA+15

BA+40     MA

MA+15

MA+30

MA+45

MA+60

1

40,060

40,967

42,265

43,149

44,483

45,288

46,096

2

42,466

43,349

44,656

45,541

46,855

47,663

48,473

3

44,883

45,764

47,049

47,937

49,235

50,048

50,856

4

47,287

48,166

49,490

50,328

51,619

52,429

53,236

5

49,702

50,577

51,841

52,724

53,986

54,794

55,603

6

52,107

52,996

54,235

55,114

56,374

57,182

57,991

7

54,511

55,402

56,622

57,503

58,747

59,555

60,364

8

56,931

57,941

59,017

59,902

61,123

61,930

62,739

9

59,338

60,222

61,413

62,575

63,503

64,309

65,120

10

61,745

62,627

63,813

64,694

65,883

66,691

67,500

11

64,157

65,039

66,204

67,088

68,268

69,075

69,884

12

67,381

68,284

68,591

69,485

70,642

71,450

72,259

13

-

-

71,859

72,748

73,025

73,834

74,644

14

-

-

-

-

76,326

77,144

77,962

 EXTRA DUTY COMPENSATION

Position

2013 - 2014

Honor Society Advisor

$775

Student Council Advisor

$2,262

Senior Class Advisor*

$2,451

Junior Class Advisor*

$2,451

Sophomore Class Advisor

$1,322

Freshman Class Advisor*

$1,322

High School Yearbook Advisor

$2,541

High School Student Newspaper

$1,283

Senior DECA Advisor

$1,795

Junior DECA Advisor

$1,795

Radio Station Advisor

$2,262

Math League Club High school

$775

International Studies Advisor

$1,710

Key Club

$505

Language Clubs

$717

SADD

$717

Chess Club

$717

National Art Honor Society

$717

Diversity Club

$717

Ecology Club

$717

Drill Instructor

$2,862

Marching Band Director

$3,179

Color Guard Instructor

$2,862

Percussion (Drum line) Instructor

$2,862

High School Drama Club and KTC Advisor

$3,950

High School Asst. Drama Club and KTC Advisor

$1,438

High School Jazz Band

$1,942

High School Concert Band

$1,942

High School Style Show Choir

$1,942

Competitive Cheerleading Advisor

$1,867

High School TV Station Supervisor

$2,262

Auditorium Supervisor

$2,262

Grade 7 and 8 Student Council Advisor

$932

Eighth Grade Class Advisor*

$1,322

Seventh Grade Class Advisor*

$1,322

Math Counts 7-8

$775

Homework Club K-8/FOCUS 9-12 (may be multiple days/wk, 1 hr./day

$625/day

K-8 Yearbook Advisor per School

$505

K-8 Drama Advisor per School

$971

K-8 Chorus Director per School

$1,691

K-8 Choral Accompanist per School

$1,237

Grade 7 and 8 Jazz Band

$1,942

Grade 7 & 8 Brass Ensemble (1/2 year)

$971

Grade 7 & 8 Woodwind Ensemble (1/2 year)

$971

Concert Band Gr. 7 & 8

$1,942

Concert Band Gr. 5 & 6

$1,942

Concert Band Gr. 4

$1,942

Grade 5 & 6 Jazz Band

$1,942

Future Problem Solving/per school (Destination Imagination)

$717

PALS

$717

Philosophy Club

$717

Ultimate Frisbee Club

$717

Gay Straight Alliance

$717

Latin Club (middle school)

$717

Grade 5 & 6 Student Council Advisor

$932

Outdoor Club (formerly Fishing Club 2009)

$717

Book Club

$717

Ticket takers, scorers, time keepers, Dance Chaperones, etc.

 

Single Game

$35

Double Game

$59

Each Dance

$90

Mentoring

$500

The Association President, Building Principals and Superintendent shall meet twice per year (October 31 and April 30)  to  review extra  duty positions.     New  extra  duty positions  shall  be paid  stipends  commensurate with  existing positions in the Agreement.    If the above cannot reach agreement as to commensurate stipends, the Employer and Association shall meet to bargain the stipend.

Personnel:   Personnel will be paid at the rate of thirty ($30.00) dollars per hour for each hour or any fraction of that hour for time spent in a grant-funded activity, program or position when Sandwich Public Schools is the recipient of said grant funding.

ATHLETIC SALARY SCHEDULE 9/1/13 – 8/31/14

Varsity                  Jr. Varsity        Freshman

Step               Level 1                   Level 2               Level 3           Grade 7/8

1                      $3,519                    $2,708                $2,438            $1,315

2                      $4,338                    $3,519                $2,983            $1,753

3                      $5,147                    $4,065                $3,519            $2,192

4                      $5,965                    $4,883                $4,065            ---------

Team

Assistant        Athletic

Coaches         Trainer          Cheerleading

$1,231            $2,283            $1,437

Any new coaches hired will begin at the first step on the coaching salary schedule for that sport and coaching position.   A coach hired with experience will be placed on a step commensurate with his/her experience after the first year in Sandwich.

Compensation will be paid at the end of the season, upon submission of a voucher.   Vouchers must be submitted no later than June 25th, or will not be paid.

 Extra Duty Compensation and Athletic Salary Schedule:   The parties shall establish a joint subcommittee to review and compare the stipends set forth in the Agreement to neighboring districts and districts in the same league.   The joint subcommittee will present this review to the bargaining teams for further negotiation.

ARTICLE XXI – DURATION

A.        The  terms  of  this  Agreement  shall  be  from September  1,  2013,  through  and  including August 31, 2013.     If  either party to this Agreement wishes to negotiate the terms  of a successor Agreement they shall, on or before November 1, 2013, give written notice to the other party of their wish to so negotiate.

B.        In the event no such written notice is given on or before November 1, 2013, the terms and conditions of this Agreement shall continue for one (1) year commencing September 1, 2014.

C.        In the event the parties commence negotiations for a successor Agreement as provided herein, and such negotiations are not concluded before August 31, 2014, then, in such event, the terms and conditions of this Agreement shall continue in full force and effect until a successor Agreement is executed; but in no event beyond August 31, 2015.

ARTICLE XXII – PAYROLL DEDUCTIONS

A.        In accordance with the provisions of General Laws Chapter 180, Section 7, as amended, the Committee agrees to deduct biweekly, from the pay of each individual in the bargaining unit who properly authorizes it, all Association dues and Agency Service Fees which are owed to the Association.

B.        Effective July 1, 2012 and in accordance with the provisions of General Laws Chapter 150E, Section 12, the Committee agrees to implement, as a condition of continued employment, the payment of an Agency Service Fee by any member of the bargaining unit who chooses not to become a member of the Association, provided, however, that in no case shall such condition arise until after the thirtieth calendar day of the beginning of the employee’s employment, or October 15, 2012, whichever is later

Signed   this day   of                            2013  by   the  duly   authorized  representatives   of   the School Committee and the Association.

Sandwich School Committee

Sandwich Education Association

Sandwich School Committee

Sandwich Education Association

Sandwich School Committee

Sandwich Education Association

Sandwich School Committee

Sandwich Education Association

Sandwich School Committee

Sandwich Education Association

Sandwich School Committee

Sandwich Education Association

Sandwich School Committee

Sandwich Education Association