Seekonk

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DistrictSeekonk
Shared Contract District
Org Code2650000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2014
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersTri-County RVTSD
CountyBristol
ESE RegionSoutheast
Urban
Kind of Communityeconomically developed suburbs
Number of Schools4
Enrollment2154
Percent Low Income Students11
Grade StartPK or K
Grade End12
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MEMORANDUM OF AGREEMENT

between the

SEEKONK SCHOOL COMMITTEE

and the

SEEKONK EDUCATORS ASSOCIATION

August 3, 2012

The Negotiating Subcommittee of the Seekonk School Committee ("the Committee"), acting subject to the ratification of this Memorandum of Agreement ("the Agreement") by the Committee to whom the Subcommittee agrees to recommend acceptance, and the Negotiating Subcommittee of the Seekonk Educators Association ("the Union"), acting subject to the ratification of this Agreement by the membership of the Union to whom the Subcommittee agrees to recommend acceptance, hereby mutually agree to the following terms and conditions of settlement of the contract negotiations for the successor Collective Bargaining Agreement that will be in effect from September 1, 2011 to August 31, 2014.

1.   All terms and provisions of the predecessor Collective Bargaining Agreement which was effective from September 1, 2008 to August 31, 2011 shall, except to the extent modified by this Agreement, be carried over intact into the successor Collective Bargaining Agreement. All references to dates in the successor Collective Bargaining Agreement shall be changed to reflect the term of the successor Agreement unless otherwise provided for in this document.

2.   Unless otherwise specified herein, all modifications of non-economic working conditions shall take place as of the date of ratification of this Agreement. Any written interim agreements that have been entered into by the parties since the ratification of the predecessor Collective Bargaining Agreement and that require the modification of existing contract language shall be incorporated into the successor Collective Bargaining Agreement.

3.   ARTICLE 5 - SALARIES

Modify the second sentence of Section 5.7 to read as follows:

"Assignment of employees to any such position or positions shall be on a voluntary basis, shall be for one (1) school year only and shall not be construed as creating any kind of professional teacher status for the employee in such position."

4.    ARTICLE 6 - WORK YEAR, WORK DAY AND WORK LOAD

a.    The parties agree that, effective at the beginning of the 2012-2013 school year, five (5) minutes of instructional time will be added to the student day at the high school. As a result, the student day will be increased in length by five (5) minutes; however, this addition will not increase the length of the teacher work day. Consistent with Section 6.2, the School Committee will determine the new starting and dismissal times for the high school.

In order to effectuate this change, the following modifications will be made to the collective bargaining agreement:

i.         In the second sentence of Section 6.2, the length of the students' day in the high school shall be changed from "six (6) hours and fifteen (15) minutes" to "six (6) hours and twenty (20) minutes."

ii.        In the second sentence of Section 6.3, "7:30 a.m." shall be changed to "7:15 a.m." to reflect current practice.

iii.       The second and third sentences of Section 6.3 shall be modified to as needed to reflect the parties' agreement not to increase the length of the teacher work day, after the School Committee has determined the starting and dismissal times for the high school, (e.g., if the School Committee adds five minutes to the beginning of the school day, the regular work day for high school teachers will be modified to begin ten (10) minutes prior to the starting time for students, as opposed to the current fifteen (15) minutes).

b.    In the first sentence of Section 6.4, replace "learning disabilities teachers" with "special education teachers."

5.   ARTICLE 16 - SICK LEAVE BANK

In the third sentence of Section 16.2, replace "tenured employee" with "professional teacher status employee."

6.   ARTICLE 17 - LONGEVITY

The longevity table in Section 17.1 shall be modified by increasing the amounts set forth therein for the 2010-2011 school year by $300 in 2011-2012, $370 in 2012-2013, and $330 in 2013-2014. The modified longevity table shall read as follows:

Years of Service

2011-2012

2012-2013

2013-2014

After 10

$3049

$3419

$3749

After 15

$3736

$4106

$4436

After 20

$3908

$4278

$4608

After 25

$4081

$4451

$4781

7.    ARTICLE 26 - PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT

a.    Section 26.1 shall be modified by inserting "(up to $30 per day)" immediately after the word "meals."

b.    Section 26.2 shall be modified by changing "$1,200" to "$1,500," in the first paragraph.

c.    Section 26.4 shall be modified to read as follows:

"Credit for courses and advanced degrees taken under Section 26.3, above, will be allowed in determining an employee's eligibility to be placed on the Bachelor's plus 15 salary schedule, the Bachelor's plus 30 salary schedule, the Master's plus 15 salary schedule, and the Master's plus 30 salary schedule. To be eligible, notice of anticipated advancement on the salary schedule must be given by February 15 of the previous school year."

8.    ARTICLE 30 - REDUCTIONS IN STAFF

a.    The title of Section 30.3 shall be changed from "Tenured Layoff to "Professional Teacher Status Layoff."

b.    In Section 30.7, replace "tenured employee" with "professional teacher status employee."

9.    ARTICLE 31-GENERAL

Section 31.2 shall be modified by inserting "or a designated website to log onto" immediately after the word "call."

10. SALARY SCHEDULE AND APPENDICES

The figures set forth in Appendix A (Salary Schedule), Appendix B (Schedule of Supplementary Compensation), Appendix C (Advisors), Appendix D (Coaches' Salary Schedule), and Appendix E (Intramurals), shall be increased "across-the-board" by the following percentages:

Effective September 1, 2011: 0% Effective September 1, 2012: 1% Effective September 1, 2013: 2%

Wherefore, intending to be bound, the parties have executed this Agreement as of the date set forth below.

FOR THE SEEKONK                                                   FOR THE SEEKONK

SCHOOL COMMITTEE:                                             EDUCATORS' ASSOCIATION

_________________________________                    ______________________________________

_________________________________                    ______________________________________

_________________________________                    ______________________________________

_________________________________                    ______________________________________

_________________________________                    ______________________________________

_________________________________                    ______________________________________

 

Seekonk

 

 

 

AGREEMENT BETWEEN

 

SCHOOL COMMITTEE OF THE TOWN OF SEEKONK

 

AND SEEKONK EDUCATORS ASSOCIATION

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

SEPTEMBER 1, 2008 TO AUGUST 31, 2011


 

AGREEMENT

 

THIS AGREEMENT, made and entered into as of the 1st day of September , 2008 by and between the School  Committee of the Town of Seekonk, hereinafter referred to as the "Committee", and the Seekonk Educators Association, an affiliate of the Massachusetts Teachers' Association and the National Education Association, hereinafter referred to as the "Association". 

 

WITNESSETH:

 

WHEREAS, the Committee and the Association entered into a collective bargaining Agreement, effective September 1, 2005 with respect to the wages, hours of work and other conditions of employment of the employees represented by the Association; and

 

WHEREAS, said Agreement terminated on August 31, 2008, and the committee and the Association desire to enter into a new collective bargaining Agreement. 

 

NOW, THEREFORE, it is mutually agreed between the Committee and the Association as follows: 

 

ARTICLE 1

 

RECOGNITION

 

For the purposes of collective bargaining with respect to wages, hours, standards of productivity and performance and other conditions of employment and the negotiation of collective bargaining agreements and any questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining agent and representative of all Professional Employees employed by the Committee, except the Superintendent of Schools, School Finance Administrator, Director of Curriculum and Instruction, Director of Guidance, Principals, Assistant Principals, Director of Special Services, Director of Athletics and Aquatics, and Substitute Teachers.  Nothing in this Agreement shall be deemed to limit any of the rights offered employees and their exclusive representative under the provisions of Chapter 150E of the General Laws of Massachusetts. 

 

Throughout this Agreement, words imparting the singular may extend and be applied to several persons or things, words imparting the plural number may include the singular, words imparting the feminine gender shall include the masculine gender, words imparting the masculine gender shall include the feminine gender.

 

ARTICLE 2

 

MANAGEMENT RIGHTS

 

The Committee is a public body established under and with powers provided by the laws of the Commonwealth of Massachusetts, and nothing in this Agreement shall be construed to derogate from or impair any power, right or duty conferred upon the Committee or administration by law or any rule or regulation of any agency of the Commonwealth.  The Committee or administration retains all the powers, rights and duties that is has by law and may, subject to this Agreement, exercise the same at its discretion.  The Superintendent of Schools, hereinafter referred to as the Superintendent, shall serve as the agent of the Committee with respect to all matters pertaining to the administration of the provisions of this Agreement. 

 

ARTICLE 3

 

NEGOTIATION PROCEDURE

 

3.1       Modification of Agreement

 

In the event that written notice to modify or terminate this Agreement is given in accordance with the provisions of Article XXXIII hereof, the Committee and the Association agree to enter into negotiations not later than November fifteenth immediately thereafter in accordance with the procedure set forth herein in a good faith effort to reach agreement concerning the wages, hours, standards of productivity and performance and other conditions of employment of said employees. 

 

3.2       Consultants

 

During negotiations the Committee and the Association will present relevant data, exchange points of view and make proposals and counterproposals.  Either party may, if it desires, utilize the services of outside consultants in the negotiations.

 

3.3       Policy Change

 

Before the Committee, during the term of this Agreement, adopts a policy with respect to the wages, hours of work and other conditions of employment of said employees which is not covered by the terms of this Agreement and which has not been proposed by the Association, the Committee will notify the Association in writing that it is considering the adoption of such a policy.  The Association will have the right to negotiate with the Committee on such proposed policy, provided that it files such a request with the Committee within five (5) days after receipt of said notice.  Any agreement reached during any such negotiations shall be reduced in writing as an amendment to this Agreement. 

 

3.4       Scope

 

This Agreement incorporates the entire understanding of the parties on all issues which were or could have been the subject of negotiations.  During the term of this Agreement neither party, except as is provided in Section 3.3 above, shall be required to negotiate with respect to any such matter whether or not covered by this Agreement. 

 

3.5       Meetings

 

No negotiation meetings between the Committee and the Association shall be scheduled during a school day.


ARTICLE 4

 

GRIEVANCE PROCEDURE

 

4.1       Purpose

 

The purpose of this procedure is to produce prompt and equitable solutions to those problems which from time to time may arise and affect the conditions of employment of the employees covered by this Agreement.  The Committee and the Association agree that the proceedings hereunder will always be as informal and confidential as possible at any level of the procedure.

 

4.2       Rights of Aggrieved

 

Nothing herein contained will be construed as limiting the right of an aggrieved employee from presenting his/her grievance to the Committee and having such grievance heard without the intervention of the Association, provided that the Association is afforded the opportunity to be present at such conferences and to state its view and that any adjustment made shall not be inconsistent with the terms of this Agreement. 

 

4.3       Definition

 

A grievance is defined as a question, complaint or dispute involving the meaning, application or interpretation of or compliance with the terms and provisions of this Agreement.

 

4.4       Procedure

 

Grievances, except as is otherwise provided for herein, shall be processed in accordance with the following procedure: 

 

4.4.1    Level One

 

The aggrieved employee shall present his/her grievance in writing to his/her immediate supervisor. It shall give a summary of the facts involved, the provision or provisions of this Agreement allegedly violated and the relief desired.  The immediate supervisor shall advise the aggrieved employee in writing of the decision made with respect to the grievance within ten (10) school days after the grievance is presented.  Nothing herein shall serve to discourage or prevent an employee with a grievance from first discussing it with his/her Principal or immediate supervisor with the object being that of resolving the matter informally.  Except when agreed by the parties in writing, such discussions shall not extend time limits as herein provided.

 

4.4.2    Level Two

 

If the written disposition at Level One is not satisfactory to the aggrieved employee or the Association, then the aggrieved employee or the Association may within ten (10) school days following receipt of the Level One disposition submit the grievance in writing to the Superintendent.  The written grievance shall give a summary of the facts involved, the provision or provisions of this Agreement allegedly violated and the relief desired.  Within ten (10) school days after receipt of the written grievance the Superintendent shall meet with the aggrieved employee and a representative or representatives of the Association in an effort to settle the grievance.  In the event of the absence or disability or the Superintendent, his/her designated representative shall act on his/her behalf.  Within ten (10) school days after the conclusion of said meeting, the Superintendent or his/her representative, as the case may be, shall advise the aggrieved employee and the Association in writing of his/her decision concerning the grievance.

 

4.4.3    Level Three

 

If the Superintendent's disposition at Level Two is not satisfactory to the aggrieved employee or the Association, then the aggrieved employee or the Association may within ten (10) school days following receipt of the disposition submit the grievance to the School Committee.  Within ten (10) school days after receipt of the written grievance, the Committee shall meet with the aggrieved employee and a representative or representatives of the Association in an effort to settle the grievance.  The Committee shall, within ten (10) school days after the conclusion of said meeting, advise the aggrieved employee and the Association in writing of its decision with respect to the grievance.

 

4.4.4    Level Four

 

If the Association is not satisfied with the disposition of the grievance at Level Three or if no decision has been rendered within ten (10) school days after said meeting of the Committee, the Association may, by giving written notice to the Committee within ten (10) school days after the date of the Committee's decision at Level Three or within twenty (20) school days after said meeting with the Committee if no decision has been rendered, present the grievance for arbitration.  In such case the following procedure will be followed:

 

4.4.4.1  Arbitration

 

The Association and the Committee shall forthwith attempt to mutually select an arbitrator and to secure his/her services to hear the grievance.  If within ten (10) school days following the Committee's receipt of the Association's written notice, the parties have not been able to select an arbitrator, the Association shall forthwith submit the grievance to the American Arbitration Association, Boston, Massachusetts, for disposition in accordance with the applicable rules of the American Arbitration Association. 

 

4.4.4.2  Hearings

 

The arbitrator selected shall hold hearings promptly and, unless the time shall be extended by mutual agreement, shall issue his/her decision not later than twenty (20) days from the date of the close of hearings or, if oral hearings have been waived, from the date established for the final submission of evidence and briefs. 

 


4.4.4.3  Decision

 

The arbitrator's decision will be in writing and will set forth his/her findings of fact, reasoning and conclusions on 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 will be submitted to the Committee and the Association and will be final and binding upon the Committee, the Association and the aggrieved employee. 

 

4.4.4.4  Expenses

 

The fee and expenses of the arbitrator and the expenses directly related to the arbitration hearing shall be shared equally by the Committee and the Association. 

 

4.4.4.5  Time Limit

 

If at the end of the thirty (30) school days next following the occurrence of any grievance or the date of first knowledge of its occurrence by any employee affected by it, the grievance shall not have been presented at Level Two of the procedure set forth above, the grievances shall be deemed to have been waived.  Any grievance in course under such procedure shall also be deemed to have been waived if the action required to present it to the next level in the procedure shall not have been taken within the time specified in the procedure.

 

4.4.4.6  Class Action

 

If, in the judgment of the Association, a grievance affects a group or class of employees, the aggrieved employee or the Association may submit such grievance in writing directly to the Superintendent and the processing of such  grievance will begin at Level Two as set forth above.  The Association may process such a grievance through all levels of the grievance procedure even though the aggrieved employee does not wish to do so. 

 

4.4.4.7  Extensions

 

The time limits hereinabove specified for the bringing and processing of a grievance may be extended by mutual agreement of the Association and the Committee.  In the event a grievance is filed at a time near the end of a school year which will not permit its resolution prior to the end of the school year by following said time limits, and if the failure to resolve such grievance prior to the beginning of the following school year could result in irreparable harm to the aggrieved employee, then said time limits will be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practicable. 

 

4.4.4.8  Personnel File

 

No written communication, other document, or record relating to any grievance shall be filed in the personnel file of an employee in presenting such grievance.

 

4.4.4.9   Reprisal

 

No reprisal shall be taken by the Committee against any employee involved in any grievance proceeding solely by reason of his participation therein. 

 

4.4.4.10  Representation

 

An aggrieved employee may be represented at all stages of the grievance procedure by a person of his/her own choosing, except that he/she may not be so represented by a representative of any employee organization other than the Association. 

 

4.4.4.11  Evidence

 

The Committee will, upon request, provide the Association with copies of approved minutes and records of the Committee or its agents, except personnel records of any employee, other than the aggrieved employee, which may be necessary for the Association to process grievances under this Agreement. 

 

4.4.4.12  Attendance at Hearings

 

In the event a hearing is held during the school day on any grievance being processed hereunder, the aggrieved employee, the representative or representatives of the Association, if any, who are to attend such hearing, and any other employee who is to testify at such hearing shall be permitted to attend said hearing without loss of pay.  The Association will notify the Superintendent of the names of such persons at least two (2) school days prior to the date of such hearing.  The Association agrees that these privileges will not be abused. 

 

ARTICLE 5

 

SALARIES

 

5.1       Compensation

 

The compensation of each employee for the work year, as hereinafter defined, shall be determined by the Superintendent in accordance with the provisions of this Agreement and the salary schedules of supplementary compensation set forth in Appendix A, which is attached hereto and made a part hereof.  Any changes to the work year, workday or instructional time due to State Regulations shall not be effected except by mutual agreement. 

 

5.2       Without Prior Experience

 

An employee appointed without any teaching experience or without any substantially equivalent experience in employment in a field related to his/her teaching assignment, shall be initially placed on the teacher salary schedule on experience step one, and on the academic lane which represents his/her academic background.  The Superintendent may grant such new employees up to a maximum of three (3) years' experience, for purposes of initial placement on the salary schedule.  In any such case, the Association will be notified of the reason, in writing. 

 

5.3       With Prior Experience

 

An employee appointed with prior teaching experience and/or with substantially equivalent experience in employment in a field related to his/her teaching assignments, may be initially placed on the experience step of the teachers' salary schedule which most nearly represents such years of experience and the academic lane which represents his/her academic background.  The Superintendent may grant such new employee up to a maximum of three (3) years' additional experience, for the purpose of initial placement on the salary schedule.  In any such case, the Association will be notified of the reason, in writing. 

 

5.4       Initial Placement

 

If an employee is initially placed on an experience step on teachers' salary schedule beyond step one, the Superintendent will inform the Association in writing of the reasons for his action, if requested.

 

5.5       Credits

 

In determining whether an employee, who is taking courses outside of a program leading to a degree, is eligible to be placed on the Bachelor's plus 15 salary schedule, the Bachelor's plus 30 salary schedule, the Bachelor’s plus 45 salary schedule, the Master's plus 15 salary schedule or the Master's plus 30 salary schedule, the Master’s plus 45 salary schedule and the Master’s plus 60 salary schedule,  an employee shall not receive credit for any credits he/she earns, unless the courses which he/she takes are recommended by the principal/administrator for approval and then are approved in advance by the Superintendent. The approval of the Superintendent of any such course shall not be withheld if the course is of educational value to the Seekonk school system.  In all degree programs or in taking courses leading to a degree, the teacher shall receive prior approval of the principal/administrator and the superintendent, first to determine whether the program or school providing the course is a member of or approved by the National Council for Accrediting Teacher Education or the HOLMES group and second, to determine whether the courses are of educational value to the Seekonk School System.  The approval of the superintendent will be withheld if the program or school providing course work is not a member of, or approved by the National council or HOLMES.  If the approval of the Superintendent for a course at a program or school approved by the National Council or HOLMES is withheld and, should the Association determine to grieve or arbitrate the matter beyond Level III of the grievance procedure, the Committee shall bear the burden of proving with substantial evidence that the course was not of educational value to the School System.

 

5.6       Step Increases

 

Each employee as of the beginning of each work year in September shall receive step increments successively to the next higher rate within his/her salary schedule, subject to the following condition:

 

 

 

5.6.1    Minimum Days Worked

 

That he/she has worked at least one half of the school year including professional development days during the preceding work year in the Seekonk Public School System.  All days in which an employee is in a pay status shall be considered as days worked. 

 

5.7       Compensation for Non-Teaching Duties

 

An employee assigned to perform the duties of a position or positions described in the Appendices shall be paid the compensation provided for such position or positions in said schedule in addition to his/her regular teacher's salary as determined by his/her proper place on the teachers' salary schedule.  Assignment of employees to any such position or positions shall be on a voluntary basis, shall be for one (1) school year only and shall not be construed as creating any kind of tenure in a such position.  An employee who is not to be rehired to any such position or positions for any reason, other than the elimination of such position or positions for any reason, shall be so notified in writing thirty (30) days next following the last day of employment or the end of the athletic season in such position or positions for that school year, but in no case later than the last day of the work year in June.  In the case of elimination of such position or positions, the employee shall be notified in writing within five (5) school days next following the action by the Committee. 

 

5.8       Payment Options

 

The compensation for employees may be received by the employee in one of the following methods at the option of the employee: 

 

5.8.1    Equal Installments - 26

 

Twenty-six equal installments paid biweekly beginning in September and being distributed through  August. 

 

5.8.2    Equal Installments - Modified 26

 

Twenty-six equal installments beginning in September and being distributed biweekly through June with all undistributed installments for the year also being distributed in June. 

 

5.8.3    Equal Installments - 21

 

Twenty-one equal installments paid beginning in September and distributed biweekly though June.

 

5.8.4    Changing Options

 

Employees requesting a change from option 1 or 2 to option 3, or vice versa, may do so by notifying the Superintendent in writing four weeks prior to the beginning of the school year.


5.8.5    Option 2

 

Employees requesting option 2 may do so by notifying the Superintendent in writing by May 1. 

 

5.9       Daily Rate

 

The daily rate for an employee shall be equal to the annual salary of the employee divided by the number of days in the work year of the employee. 

 

5.9.1    Repayment

 

Payroll deductions for each day in a non-pay status shall be at one-half of the daily rate for the next two pay periods, or at the option of the employee, may be prorated over the remaining pay periods for the school year.

 

5.9.2    Payment for Partial Year

 

Compensation for an employee leaving the employ of the school system prior to the end of the prescribed work year for that employee shall be a lump sum payment determined by multiplying the daily rate by the number of contract days worked then subtracting from the product the salary previously paid.  Said lump sum will be paid in the payroll following the termination date. 

 

5.10     Retirement Bonus

 

An employee, who has completed at least ten (10) years of employment with the Committee and who plans to retire from his present position with the Committee, shall be given an increase of one thousand dollars ($1,000) in his/her regular salary for the last year of his/her employment, provided he/she submits to the Superintendent by December 1st of the school year in which he/she plans to retire a signed copy of the written application he/she has made to the Teachers' Retirement Board indicating his/her intention to retire unless covered under Section 5.11 of this Article. 

 

5.11     Early Retirement Bonus

 

Upon written notice of intent to retire from the employ of the Seekonk School Committee, a professional employee who has or will have at least ten (10) years in teaching in Seekonk on the effective retirement date will receive additional compensation according to the following: 

 

For Retirement Effective June 30 of the                    One (1) Year Advance Notice to be

Following Year of Attainment Age:               Given by February 1st:

 

Age 50 - 57*......................................................................$ 5,200

Age 58 - 63  ......................................................................   3,800

Age over 63 ......................................................................    2,000

 

(Employees between the ages of 56 and 62 as of September 1, 1987, shall be eligible hereunder, until age 63; i.e., grandfathered, under age language of 1984 - 1987 Agreement.)*

5.11.1  Notice

 

Written notice must be received by the Superintendent no later than February 1st.  Payment will be made at the conclusion of employment or the actual time of retirement.

 

 

ARTICLE 6

 

WORK YEAR, WORK DAY AND WORK LOAD

 

6.1       Work Year

 

The work year for all bargaining unit members other than the Guidance Counselor shall begin no earlier than September 1st and shall terminate no later than June 30th in the following calendar year, unless otherwise mutually agreed upon by the Committee and the Association.  The school calendar shall be developed on an annual basis by consultation, discussion and mutual agreement between the Association and Administration.  It is acknowledged that the final decision/determination concerning the school calendar remains with the School Committee.  The work year of all bargaining unit members, except new teachers, shall be one hundred eighty-three (183) days which shall be comprised of one hundred eighty (180) instructional days and three (3) non-instructional, teacher professional development days.  Each in-service day shall be conducted between the hours of 8:00 a.m. and 2:00 p.m. with a designated time for lunch.  Additionally, all bargaining unit members will be required to attend a faculty meeting at the schools to which they are assigned, or where designated by the Superintendent in cases of multiple assignments, on the weekday immediately preceding the first day of school for students.  The faculty meeting will commence at 8:00 a.m. and be no longer than two (2) hours in duration.

 

The professional development days shall be scheduled by the Superintendent in consultation with the Association.  Professional Development days shall be published in the school calendar.  Upon attendance at the first and second professional development days, each bargaining unit member shall be entitled to two (2) Compensatory Days, one for the first professional development day and one for the second, under the following conditions:

 

a.         Compensatory Days cannot be used until earned and are not cumulative and shall be taken one (1) in the first semester and one (1) in the second semester.

 

b.         No more than ten percent (10%) of the bargaining unit members assigned to a building may take the same Compensatory Day.

 

c.         Compensatory Days shall be granted on a first come, first served basis with mutual agreement between the bargaining unit members and the building principal; and

 

d.         A Compensatory Day may not be taken on another scheduled professional development day.

 

New teachers in the Seekonk school system shall be required to be in attendance no more than two (2) additional full days prior to the pre-school opening faculty meeting.

 

A work day is defined as a day when attendance of bargaining unit members is required.

 

The day before the Thanksgiving holiday will be scheduled as an early release day for students and members of the bargaining unit.

 

6.1.1    Guidance

 

The work year of the Guidance Counselor shall consist of one hundred eighty-five (185) work days.  Said work year shall include the one hundred eighty (180) days that all employees are required to be in attendance at school and five (5) additional days to be mutually agreed by the principal of the school to which the Guidance Counselor is assigned, and the inservice day and the pre-school faculty meeting.  The Guidance Counelor shall be compensated at his/her per diem rate for those days worked in excess of the work year established for all employees in Section 6.1 hereof.

 

6.1.2    Nurses

 

The work year of the elementary school nurse and the secondary school nurse shall consist of the one hundred eighty (180) days that all employees are required to be in attendance at school, and the inservice day and the pre-school faculty meeting.  In addition to other applicable provisions of this Article 6, the secondary school nurse may be required to work up to twenty-three (23) additional hours as designated by the high school principal to complete athletic physicals before or during the school year. 

 

6.1.3    Department Heads

 

The work year of department heads will be the one hundred eighty (180) days that all employees are required to be in attendance at school, and the inservice day and the pre-school faculty meeting.  There will be Department Heads for Mathematics, English, Science, Social Studies, and World Language.  Department heads may be required to work additional days at the request of the Superintendent for matters concerning their department head duties.  Employees will be compensated at their per diem rate for those days worked in excess of the work year established for all employees in Section 6.1. hereof.

 

6.2       Starting & Dismissal Times

 

The starting and dismissal times for students will be established by the Committee provided, however, that no changes in such time will increase the length of the work day of said employees.  The length of the students' day in the high school shall be six (6) hours and fifteen (15) minutes, in the middle school it shall be six (6) hours and ten (10) minutes, and in the elementary schools it shall be six (6) hours. 

 


6.3       Work Day

 

The regular work day of professional employees in the high school shall consist of six (6) hours and forty-five (45) minutes, in the middle school it shall consist of six (6) hours and forty (40) minutes, and in the elementary schools it shall consist of six (6) hours and thirty (30) minutes.  The regular work day of all said employees, except as provided in Section 6.4 below, shall begin fifteen (15) minutes before the starting time of the students' day at the school to which they are assigned and shall not begin before 7:30 a.m., except in emergencies, unusual circumstances and exceptions for good cause as determined by the Superintendent and/or the Committee.  The regular work day of said employees, except as is otherwise provided in this Article, shall end fifteen (15) minutes after students are dismissed.  A teacher, however, may at the discretion of the principal, leave as soon as his teaching duties are completed.  [Secondary teachers may be required to remain up to forty-five (45) additional minutes no more than two (2) days each week, primarily for the purpose of assisting those students requiring additional help, or in meeting emergency situations which may arise from time to time.]  Employees will be required to sign in only and may leave the building with the permission of the building principal when sufficient reason is provided.  Notwithstanding the foregoing, it is understood and agreed that, if the start of the students' day is delayed or the end of the students' day is shortened, the regular work day of professional employees shall remain the same as is indicated above, except that professional employees, in emergency situations which result in the early dismissal of students and which in the opinion of the Superintendent also endanger the health and safety of professional employees, may be excused without loss of pay at the time of the completion of their assigned supervisory duties. 

 

6.4       Specialist

 

The regular work day of all professional employees assigned to positions as specialists, such as school psychologists, learning disabilities teachers, speech therapists, adjustment counselors and other special needs resource specialists, shall consist of six (6) hours and thirty (30) minutes in the elementary schools, six (6) hours and forty (40) minutes in the middle school and six (6) hours and forty-five (45) minutes in the high school.  The starting and ending times of the daily work schedules of such professional employees shall be determined and fixed by the Committee, and such schedules may be changed from time to time to meet the changing conditions of operations, provided, however, that the ending time of any such daily work schedule shall not be later than 6:00 p.m.

 

6.5       Staff Meetings

 

In addition to the regular work day provided for in Section 6.3 above, all employees shall be required to attend, without additional compensation, not more than two (2) staff meetings each month, each such meeting not to exceed more than one (1) hour in duration after students are dismissed.  This limitation may be exceeded only in emergency situations beyond the control of the administration. 

 

6.6       Evening Meetings

 

In addition to the regular work day provided for in Section 6.3 above, all employees shall be required to attend, without additional compensation, not more than two (2) evening meetings each school year, each such meeting not to exceed two (2) hours in duration.  Attendance at all other evening meetings will be at the option of the individual employee.

 

6.6.1    High School

 

The two evening meetings shall be open house and parent teacher conference night unless the Administration and Association agree to replace one or both of these activities with alternative evening meetings.

 

6.6.2    Middle School

 

The two evening meetings shall be open house and academic awards night unless the Administration and Association agree to replace one or both of these activities with alternative evening meetings.

 

6.6.3    Elementary Schools

 

The two evening meetings shall be open house and parent teacher conference night.  Additionally, there shall be two (2) early release afternoons for the purpose of parent teacher conferences, one of which shall be on the afternoon of the parent teacher conference evening.  The afternoon parent teacher conferences shall be two (2) hours in duration.

 

6.7       Lunch

 

All employees will have a duty-free lunch period of a length corresponding to the length of the students' lunch period, up to a maximum of thirty (30) minutes.  One-fourth (1/4) of the teaching personnel present may, except in cases of an emergency, leave the school premises during their assigned lunch period by signing out and in upon their return with the school principal. 

 

6.8       Preparation - Secondary

 

Secondary school teachers will, in addition to their lunch period, have a preparation period during each school day during which they will not be assigned any other duties. 

 

6.9.1    Teaching Periods - Secondary Scheduling

 

The middle school shall be scheduled on the basis of a six (6) period per day rotating schedule.  All teachers shall receive a daily preparation period equal to the length of an academic period during which they will not be assigned to any other duties.  All teachers will also receive two (2) additional duty periods, which will be one (1) Common Planning Time and one (1) Team Meeting Time, and will be equal to the length of an academic period.

 

6.9.2    Department Heads - Secondary Scheduling

 

Department Heads (as defined in 6.1.3) shall teach no more than four (4) classes.  The remaining time, exclusive of a daily preparation period and a professional development period once per cycle, shall be utilized solely for carrying out the job performance responsibilities set forth in the position description.

6.9.3    Teaching Periods - High School

 

The high school shall be scheduled on the basis of a five (5) block per day, seven (7) day rotating schedule.  Students may select up to seven (7) courses.  Each academic block shall be 65 minutes in length. 

 

Within the structure of the five (5) block, seven (7) day rotation, all high school teachers may be required to teach up to five (5) classes.  Such classes shall be scheduled based upon twenty-five (25) blocks of teaching within the five (5) block, seven (7) day rotation.  Teachers shall receive a daily preparation period equal to the length of an academic block during which they shall not be assigned to any other duties.  The remaining three (3) blocks within the schedule shall be assigned as follows:  one (1) block for administrative duty, with said duties being rotated on a semester by semester basis; one (1) block for professional development; and, one (1) block for common planning time.

 

During professional activity time, teachers may provide services in areas including but not limited to:

 

            tutorial assistance

            teaching assistance

            team teaching

            administrative internships

            administrative assistance

            media assistance (research/instruction)

            media assistance (technology)

            research assistance

            independent assignments

            guidance assistance

            instructional assistance

            computer assistance

            fine arts assistance

            communications assistance

            community education

            “Create-an-Opportunity”

            health assistance

            new teacher mentor

            lead teacher

            special projects

            athletic assistance

            professional assignments

            liaison with a college

            performance based activities

 

Teachers shall select their professional activities on a semester basis during the school year.  The selection of activities shall be made by a process of mutual agreement between the teacher and a high school principal/administrator designated for this purpose by the Superintendent.  If the teacher and the designated administrator cannot mutually agree on the activity(ies) to be performed, the disagreement shall be submitted to the Superintendent and the President of the Association who shall attempt to resolve the disagreement.  If the Superintendent and President cannot resolve the disagreement, they shall submit the matter to a mutually agreed upon third party whose decision shall be final.  Teachers shall not be assigned to any administrative duties including but not limited to being assigned to substitute teach during professional development blocks.

 

Common planning time shall be scheduled by the high school administration whenever possible.  Teachers who are scheduled together shall work together on a common planning project.  Said project(s) shall be chosen by mutual agreement between the involved teacher(s) and the administration.  Common planning time must result in the production of a “product”.  No administrative duties shall be assigned to any teacher during common planning time.

 

6.10     Teaching Load

 

Secondary school teachers will not be required to teach more than two (2) subjects, nor more than a total of three (3) teaching preparations within said subjects at any one time, unless absolutely necessary.  In the event that assignment of a course schedule requiring more than three (3) teaching preparations is absolutely necessary, those teachers who are required to perform four (4) teaching preparations will be scheduled for two (2) preparation periods and no supervisory periods.  Those teachers who may be required to perform five (5) teaching preparations which will be the maximum in any circumstance, will in addition to the assignment of two (2) preparation periods, will not be assigned any other supervisory duties. 

 

Part-time bargaining unit members shall receive compensation and those benefits for which they are eligible on a pro-rata basis.  Such bargaining unit members shall receive preparation time and shall be responsible for duties on the same pro-rata basis and shall be responsible for attending all faculty and department meetings.

 

6.11     Preparation Time - Elementary

 

Elementary school teachers, except those who are in their first year of employment by the Committee, will have preparation periods during those times, except as is otherwise provided herein, when specialists in art, music and physical education (exclusive of swimming classes) are instructing their classes.  Such preparation periods will begin in each school year only after the specialist has instructed the teacher's class for two (2) class periods.  In the event a specialist is absent and a substitute teacher is not available, the classroom teacher will assume responsibility for the class and continue with his or her regular teaching schedule.  When the classes instructed by said specialists are held in another part of the building, the classroom teacher is responsible for delivering and returning his/her class to and from the designated area. 

 

For the duration of this Agreement, the School Committee agrees to provide elementary school teachers with preparation time in an amount no less than the preparation time available to elementary school teachers in the 1989-90 school year; that is, two hundred ninety (290) minutes (exclusive of lunch).  In the event that the School Committee, in its sole discretion determines that it is unable to provide sufficient specialists or other programs of instruction to reach the 1989-90 amount of preparation time, it will schedule Friday early release days for elementary grades 1 through 6 to provide sufficient preparation time.  Release time would be 1:00 p.m.  In the event that the School Committee elects to provide the preparation time through early release of students, it may ask that teachers voluntarily use the preparation time to meet on an occasional basis for grade level meetings in their buildings and for no more than two system wide grade level meetings during any school year.  If the School Committee implements an early release program as herein provided, nothing herein shall be construed to prevent the School Committee from thereafter providing preparation time by use of specialists or other programs or instruction rather than early release time. 

 

There shall be grade level common planning time scheduled on the basis of forty-five (45) minutes per week.

 

6.12     Elementary Duty-Free Time

 

In addition to the duty-free lunch period and the other duty-free time provided for in this Article, each elementary teacher will have additional duty-free time of approximately fifteen (15) consecutive minutes each regular work day. 

 

6.13     Compensation - TEAM

 

Employees who are required to participate in TEAM Evaluation meetings after the end of their regular work day will be compensated for such meetings at the rate of thirty dollars ($30.00) per hour only when all of the time requirements provided for in Section D of this Article for work performance beyond the employee's work day have been exhausted. 

 

6.14     Calendar

 

The Association is invited to send its suggestions in the formulation of the next school year calendar by January 1st of the preceding school year for which the Committee is considering adoption.  The Committee is responsible for the adoption of any school calendar. 

 

6.15     TEAM Evaluations

 

Special Education Teachers hired subsequent to the effective date of this Agreement shall be trained in educational/achievement test administration and will be responsible for necessary evaluations utilizing both standardized and non-standardized tests.  Inherent in the position will be an allotted time to complete these evaluations; however, there will be no additional compensation.  Resource room teachers shall be provided with adequate time to write an IEP following the TEAM evaluation.  This time shall be in addition to other unassigned time as provided in this Agreement.  Special Education teachers employed prior to the effective date of this Agreement shall continue to be governed as to testing and evaluation by the agreement which existed prior to the commencement date of this Agreement. 

 


6.16     Special Needs Prep Time

 

Special needs teachers, who teach in self-contained classrooms and in a resource room in the elementary schools, will in addition to their lunch period have fifteen (15) minutes preparation time during each regular school day during which they will not be assigned any other duties.  The duty-free time of fifteen (15) consecutive minutes provided for elementary teachers under Section 6.12 above shall be included in this fifteen (15) minute preparation period. 

 

6.17     Class Supervision

 

Employees who are scheduled or assigned to a class at the time of any assembly shall be responsible for the supervision of such class during such assembly period, provided the entire class attends the assembly.  In the event that only a portion of the class attends an assembly, supervision of the class shall be determined by the principal/administrator. 

 

 

ARTICLE 7

 

CLASS SIZE

 

7.1       Desirable

 

The Committee and the Association agree that the following are at the present time desirable class size limits (team teaching excepted): 

 

1.         Elementary Schools:

Kindergarten to Six.......................................................................     25

 

2.         Secondary Schools:

Shop.............................................................................................       18

English, Home Economics............................................................      22

Art, Mathematics, Language

Business, Science, and Social Studies...........................................     25

 

7.2       Limits

 

The School Committee will endeavor to maintain the present classroom ratio of pupils to professional staff and will insure that academic classes in the elementary, middle and high schools shall not exceed thirty (30) students with the exceptions of art, music, physical education, and health. 

 


7.3       Additional Student

 

In the event that it becomes necessary to transfer or assign a student out of his/her assigned elementary school district because of the limitations on class size as provided in Paragraph 7.2, the principal of the building involved shall so advise the teacher(s) in that building at the grade level involved, who on the basis of seniority may voluntarily elect to accept an additional student in their class to a maximum of thirty-one (31) students.  Teachers accepting such an assignment will be compensated for the additional assigned student at the rate of 1/20 of their per diem for each day the class size exceeds thirty (30).  In the event that it is necessary to assign a thirty-first (31st) student to any class on the middle or high school level, acceptance of such assignment shall on a voluntary basis by the teacher involved, who shall be compensated for such additional student for each day the class size exceeds thirty (30) on a pro rata basis determined by 1/30 of their daily rate adjusted for the number of classes per day that exceed thirty (30) students.

 

ARTICLE 8

 

NON-TEACHING DUTIES

 

8.1       Aides

 

The Committee and the Association acknowledge that a teacher's primary responsibility is to teach and that his/her energies should, to the extent possible, be utilized to this end.  Accordingly, the Committee agrees to employ, from time to time, clerical personnel and teacher aides to assist teachers where such is practical in the performance of non-teaching duties.  The number of such clerical employees and teacher aides to be used and the duties to be performed by them shall be determined by the Committee. 

 

8.2       Driving Students

 

Teachers are not allowed to drive students to activities which take place away from the school building.  Transportation to such activities shall be provided by the Committee. 

 

8.3       Registers

 

The Committee agrees to provide clerical assistance in the monthly computation of daily registers, but it expects the classroom teacher to perform certain clerical tasks customarily associated with basic teaching duties, such as taking attendance.

 

8.4       Lunch Money

 

Teachers will be required to collect lunch money on the first day of each week; all project monies in industrial arts, home economics and practical arts; and concert money once-a-year.  No other monies will be required to be collected by the teacher.  This will not preclude envelopes which will not be tallied by the teacher.

 


8.5       Room Management

 

Teachers are responsible for room management tasks customarily associated with the basic teaching responsibility.  All such duties are considered to be an integral part of the classroom teacher's responsibility. 

 

8.6       Bus & Corridor Duty

 

The basic teaching load of all teachers shall include bus duty, corridor duty and other supervisory tasks on a rotating basis as assigned by the principal/administrator, provided the time of performing said duties shall not contradict the working hours established in Article 6.

 

8.7       Elementary

 

Elementary teachers will not be assigned non-teaching duties, except for bus duty and morning corridor duty.  Elementary teachers may be assigned other non-teaching duties, however, in the event of an unforeseen emergency.  All such assignments of non-teaching duties will be on an equitable rotating basis. 

 

8.8.1    Student Discipline

 

The Committee agrees that discipline problems that interfere with and disrupt the orderly process of the school and school related activities shall be dealt with firmly and positively.  The Committee and the Association acknowledge that the most effective discipline occurs at the classroom level and consists of several important steps.  The classroom teacher can best establish authority and effect positive change in student behavior by careful use of verbal reprimands, by detaining the student after school to resolve the conflict, and by parental contact.  When these strategies have been exhausted, the student shall be referred for disciplinary action.

 

8.8.2    Office Detention

 

Office detention may be scheduled on a daily basis for forty-five (45) minutes per day.  Teachers providing supervision of office detention shall be compensated at the rate of $30.00 per detention period. Teacher supervision of detention periods shall be assigned by the principal/administrator on a rotating basis in the inverse order of seniority, within the building.  Upon notification to the principal/administrator, teachers may arrange for substitute coverage for their assigned detention periods.

 

ARTICLE 9

 

ASSIGNMENTS

 

9.1       Notification

 

Teachers, other than newly appointed teachers, will be notified in writing of the schools to which they will be assigned, the grades and/or specific subjects that they will teach, and any special or unusual classes that they will have for the coming year.  Such notification will be no later than June first, except in cases of emergency which are in the best interests of the Seekonk school system. 

 

9.1.2    Procedures

 

The principal/administrator of each school shall distribute no later than May 1 of each school year, a standard program requests form to teachers in the school on which teachers may indicate their preferences for classes, grades or courses for the next school year.  The forms will be returned within six (6) working days after distribution.  Program requests shall be taken into consideration when determining a teacher's program.  When a teacher's request is not met, the teacher shall have the opportunity to meet with and discuss the request with the immediate supervisor. 

 

9.1.3    Secondary and Elementary Participation

 

At the elementary level, prior to the end of the school year, elementary teachers and the principal/administrator, at his/her discretion, will meet to place students in classes for the following year.  The principals/administrators will provide all the information necessary to carry out this process.  The objective is to equalize the load for teachers and to place students in the most advantageous learning situation. 

 

At the Secondary Level (High School and Middle School),

 

(1)        The principal/administrator of each school shall distribute no later than May 1st of each school year, a standard program request form to teachers in the school on which teachers may indicate their preference for classes, grades or courses for the next school year.

 

(2)        Teachers in each department/area will meet at an agreeable time, within seven (7) workdays after the submission by the principal/administrator and

 

(a)        Select a recorder.

 

(b)        Vote (majority rule) on a method of course selection that allows all members of the department/area to participate equally.

 

(c)        Teachers teaching in more than one department/area will participate in each department/area selection in which they teach.

 

(d)       Part time teachers will be allowed to participate in the selection process.

 

(e)        If a teacher cannot attend a meeting he/she may designate a representative.

 

(f)        The results of each deliberation will be forwarded to the principal/administrator within one (1) work day.  Each member of the department/area will initial his/her acceptance of their schedule.

 

(3)        Within five (5) days, the principal/administrator shall meet with the department head and teachers to review the selections by the departments' teachers.  When an individual teacher's request is not met, the teacher may request a meeting with the principal/administrator for further consideration and resolution.  The principal/administrator shall draft a final schedule of assignments. 

 

9.2       Termination

 

Advance notification of intention not to rehire will be given in writing to employees without Professional Teacher Status by April 15th. 

 

9.3       Certification

 

A teacher shall not be assigned outside his/her area of license without his/her consent and only in compliance with the license laws and regulations.

 

9.4       Voluntary Changes

 

In making changes in grade assignment in the elementary schools and in subject assignment in the secondary schools, the convenience and wishes of the individual employee will be honored to the extent that these do not conflict with the best interests of the school system and the students. 

 

9.5       Deadlines

 

Employees who desire a change in grade or subject assignment will file a written statement of such desire with the Superintendent no later than March first.  Such statement will include the grade and/or subject to which the employee desires to be assigned.  As soon as practicable and not later than April fifteenth prior to the end of the school year, the Superintendent will notify each employee of the action taken in regard to his/her request for a change. 

 

9.6       Itinerants

 

Employees who are assigned to more than one (1) school in any one (1) school day will receive the maximum allowed by IRS regulation, but in no event less than twenty-two cents ($.22) per mile for all inter-school driving done by them. 

 

9.7       Fairness

 

Teacher assignments will be made without regard to race, creed, color, religion, nationality, sex, marital status or age. 

 


ARTICLE 10

 

NEW POSITIONS, VACANCIES AND TRANSFERS

10.1     Notice

 

Written notice of vacancies in new or existing positions within the bargaining unit which occur prior to the closing of school in June shall be posted on a bulletin board in each school and sent to the President of the Association.  Employees who wish to receive notice of any vacancy in any particular position or positions which may occur after the closing of school in June, shall notify the Superintendent in writing no later than said closing of school of the particular position or positions in which they are interested and of the address to which notification of any such vacancy should be mailed.  The notices provided for in this section shall be given as soon as possible after the occurrence of the vacancy. 

 

10.2     Notice of Contents

 

The written notice shall set forth the duties, qualifications, salary range and the date within which applications should be filed with the Superintendent.  Employees who desire to apply for any such position vacancy shall submit their applications in writing to the Superintendent within the time limit specified in said notice. 

 

 

10.3     Committee Prerogative

 

In addition to the giving of written notice in the manner indicated above, the Committee may give written notice of vacancies in such positions and seek applicants in such other ways as it considers necessary. 

 

10.4     Other Positions

 

Notice of all vacancies for positions in the summer school, evening school and in federal programs shall be given in the same manner as is provided for in Section 10.1 and 10.2 above. 

 

10.5     Vacant Positions

 

In filling vacant positions, including reassignments and transfers, the Superintendent and Principals will give consideration to the applicants' qualifications and seniority.  Where qualifications are equal, preference will be given to the most senior applicant. 

 

10.6     Filling Notice

 

Written notice of the filling of any such vacant position will be given to all employees who made written application for the position.

 


10.7     New Teachers

 

No assignment of new teachers in the school system shall be made until all pending requests for reassignment or transfer have been acted upon. 

 

10.8     Outside the Unit

 

All vacancies and new positions outside the bargaining unit (promotional) shall be posted by written notice in each school building at least ten (10) calendar days before the interview process begins.  After August 15th, posting need only be five (5) calendar days.  Such posting shall contain the qualifications, duties and salary of such position and the date by which applications shall be submitted. 

 

10.9     Interviews

 

All professional employees who apply and who have the requisite qualifications for a vacant or new position in the school system shall be granted an interview.

 

 

ARTICLE 11

 

EMPLOYEE EVALUATION

 

11.1     Scope

 

Evaluation of employees will be conducted professionally, openly, and with the full knowledge of the employee. 

 

11.2     Timeliness

 

An employee who has been evaluated shall be informed as soon as possible after the completion of the evaluation of the recommendations of the evaluator.  A written copy of these recommendations will be given to the employee upon request. 

 

11.3     Review

 

No evaluation report shall be filed in an employee's personnel file until he/she has an opportunity to review it, discuss it with his/her supervisors and add his/her written comments with respect to any recommendations and criticisms. 

 

11.4     Copies

 

An employee shall be given a copy of any evaluation report or form prepared by his/her supervisors within ten (10) work days of such evaluation. 

 


11.5     Just Cause

 

No member of the collective bargaining unit will be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause.  The decision of the Superintendent and Principals/Administrators as to the dismissal, reappointment or non-reappointment of an employee without professional teacher status shall not be subject to the grievance procedure set forth in Article 4 of this Agreement. 

 

ARTICLE 12

 

EMPLOYEE PERSONNEL FILES

 

12.1     Rights

 

Each employee will have the right, upon his/her request, to review the contents of his/her personnel file with the exception of confidential communications received by the Committee at the time of employment and to make copies of said contents at his/her own expense. 

 

12.2     Derogatory Material

 

No material derogatory to an employee's conduct, service, character or personality will be placed in his/her personnel file, unless the employee has had the opportunity to review the material.  It is not the intention of the Superintendent and Principals/Administrators to add material to the employee's file based on rumor or innuendo.  If it is determined that any such materials are in the employee's personnel file, they shall be removed.  The employee shall acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed in his/her personnel file with the express understanding that such signature in no way indicates his agreement with the contents thereof.  The employee shall also have the right to submit a written answer to such material, and his/her answer shall be reviewed by the Superintendent and attached to said file copy. 

 

12.3     Complaints

 

Any serious complaints regarding an employee made to any member of the administration or to the Committee by a parent, student or other person will be promptly called to the attention of the employee, and the complainant will be clearly identified.  A serious complaint is defined as one which requires action and/or discussion by the Committee or administration and which is recorded by the administration. 

 

ARTICLE 13

 

TEACHER FACILITIES

 

13.1     Scope

 

The Committee shall endeavor to provide the following facilities during the growth of its physical plants: 

13.1.1  Classroom

 

Space will be provided in each classroom and for each teacher for safe storage of personal belongings, instructional materials and supplies. 

 

13.1.2  Workroom

 

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

 

13.1.3  Faculty Lounge

 

An appropriately furnished room to be reserved for the exclusive use of teachers as a faculty lounge. 

 

13.1.4  Telephone

 

A telephone will be available for teachers' personal use in each school. 

 

13.2     Safety

 

To the extent feasible in existing buildings and in designing new buildings, the Committee will provide the following:

 

13.2.1  Communications

 

A communication system so that teachers can communicate with the main office from their classroom in the event of an emergency. 

 

13.2.2  Restrooms

 

Well lighted and clean teacher restrooms. 

 

 

ARTICLE 14

 

ASSOCIATION ACTIVITY ON SCHOOL PROPERTY

 

14.1     Speech

 

Any discussion among teachers concerning Association matters on school property must take place while all of the teachers involved in such discussions are on break or other free non-working time, and not in the presence of students. 

 


14.2     Access to School Property

 

Representatives or agents of the Seekonk Educators Association, the Massachusetts Teachers' Association or the National Education Association, who are not members of the bargaining unit, shall have access to school property during normal school hours for the proper conduct of business related only to the Seekonk school system.  Prior approval of the principal/administrator must be obtained before any such agent or representative enters into academic areas or areas where children are in attendance.  In no instance shall any such visit interfere with the orderly operation of classes or the performance of teaching duties. 

 

14.3     Bulletin Boards

 

Association notices may be posted on school bulletin boards located in the teachers' rooms in school buildings, subject to the following conditions: 

 

14.3.1  Notices

 

The notice shall be signed by an authorized representative of the Association. 

 

14.3.2  Contents

 

The contents of the notice shall be limited to the announcement of recreation or social activities, elections, results of election, appointments, meetings and professional matters. 

 

14.4     Application for Use

 

The Association will be permitted to use school property at reasonable times for meetings upon application through the form now provided.  The Committee's present policy will be strictly adhered to that no use will be permitted for Association activities during school hours, except as approved by the Superintendent. 

 

 

ARTICLE 15

 

SICK LEAVE

 

15.1     Eligibility

 

Sick leave shall be granted in accordance with the provisions of this Article to each employee who is incapacitated for the performance of his/her duties because of illness or injury. 

 

15.2     Sick Leave

 

Each employee shall accrue sick leave at the rate of one and one-half (1 1/2) days for each month of the work year subject, however, to a maximum of fifteen (15) days per work year.  Sick leave as is not used shall accumulate and be available for use in succeeding work years, except that no employee shall be permitted to carry over for use in any succeeding work year an amount in excess of one hundred seventy-five (175) days. 

 

15.3     Household Member

 

Professional employees shall be permitted to use accumulated sick leave in an amount not to exceed five (5) days in any one work year to attend to a parent, spouse, sibling, child (natural, foster or adoptive),  grandparent, and grandchild of the teacher or his/her spouse.

 

15.4     Doctor's Certificate

 

Absences for periods in excess of three (3) days duration will be paid only on submission of a doctor's certificate or equivalent document to the Superintendent, if requested.  Abuses of sick leave will be treated as individual disciplinary cases by the Superintendent. 

 

15.5     Examination

 

The Committee may request, at its expense, the examination by an independent physician of the employee who is or has been on sick leave.  The independent physician will be mutually agreed upon by the Committee and the Association.  If said examination is requested after the employee has returned to work, the employee will be given released time for such examination without loss of pay and without charge to his/her sick leave.  If the examination is requested while the employee is absent from work due to illness, the time spent by the employee in having such examination shall be charged to his/her sick leave. 

 

15.6     Worker's Compensation

 

An employee who is unable to work because of an occupational injury, which is incurred in the course of his/her employment by the Committee and which is compensable under the provisions of the Massachusetts Worker's Compensation Act, shall, upon his/her written request to the Committee, receive as a charge against his/her accrued sick leave the differences between his/her current salary and the amount he/she received as Worker's  Compensation. 

 

15.7     Unused Sick Leave

 

An employee whose employment is terminated for any reason shall not be entitled to any compensation for any unused sick leave to his/her credit at the time of such termination, except as provided in paragraph 15.12 hereof. 

 

15.8     Reemployment

 

An employee whose employment by the Committee is terminated and who is subsequently reemployed, shall not be granted any credit for unused sick leave to his/her credit at the time of such termination. 

 


15.9     Violations

 

The Committee and the Association agree that sick leave is for the protection of the employee and is essential for the employee's livelihood.  The Committee agrees to offer protection for all of its employees by treating all violations of sick leave severely and to the full extent permitted by law. 

 

15.10   Quarantine

 

When an employee is subject to quarantine by order of the Health Department, he/she shall be paid his/her salary during the period he/she is so quarantined, and his/her said absence shall not be charged against his/her sick leave. 

 

15.11   Number of Days

 

Employees shall be notified, in writing, of the number of sick days to his/her credit as of the previous September 1, no later than November of each year.  An employee, upon request, shall be notified of sick leave days he/she has taken during the current work year. 

 

15.12   Buyback

 

Employees hired before July 1, 2005 who retire or resign from the employ of the Seekonk School Committee after fifteen years or more of service shall receive within thirty (30) days of the last date of employment forty and one-half percent (40.50%) of his/her per diem rate for each day of accumulated and unused sick leave over seventy-five (75) days. In the event of the death of a professional employee while in the employ of the Seekonk School Committee, such employee's heirs, if any, shall be entitled to payment of such benefit upon submission of documentation establishing their legal entitlement to such payment.  Employees hired after July 1, 2005 shall not receive this benefit. 

 

 

ARTICLE 16

 

SICK LEAVE BANK

 

16.1     Bank

 

A sick leave bank has been established by agreement for the purpose of making additional sick leave days available to employees with professional teacher status who have exhausted their entire sick leave accumulation and who have a serious illness or injury.  A nurse who has completed three (3) consecutive years of service with the Committee shall be considered an employee with professional teacher status for the purposes of this Article.  Participation in the sick leave bank by employees with professional teacher status shall be voluntary.  An employee may elect to participate or withdraw from participation in the sick leave bank by giving written notice thereof to the Superintendent only during the fifteen (15) day period after the execution of this Agreement and the fifteen (15) day period after the beginning of the work year in September of each year. 

 

 


16.2     Administration

 

The sick leave bank shall be administered by a Sick Leave Bank Committee comprised of four (4) members, two (2) of whom will be appointed by the Committee and two (2) of whom will be appointed by the Association President.  If a Sick Leave Bank Committee vote on any matter results in a tie, the matter under consideration shall not be approved or adopted. The sick leave bank will be initially funded by deducting two (2) sick leave days of each tenured employee who has agreed to participate in the bank and contributing such days to the bank.  The Sick Leave Bank Committee shall determine the eligibility of an employee for sick leave days from the bank and the number of days of sick leave to be granted in each case. The Sick Leave Bank Committee may promulgate reasonable rules and regulations regarding operation of the Bank.  All decisions of the Sick Leave Bank Committee are final and binding on both parties and are not subject to litigation in any form, including, but not limited to, the grievance or arbitration provisions of the contract.  The balance of sick leave days in the bank shall be carried forward from work year to work year.  When the bank is depleted to twenty (20) sick leave days, an additional assessment of two (2) sick leave days shall be made against the sick leave account of each employee with professional teacher status who has agreed to participate in the bank. 

 

16.3     Eligibility

 

Sick leave bank days will be made available only to an employee with professional teacher status who is participating in the bank, who has exhausted all of his/her personal sick leave days and who has been absent because of serious illness or injury. In the first instance, the employee applying to the sick leave bank must submit two (2) medical opinions, at least one of which shall be from a specialist.  If, after receipt of the medical opinions, the Sick Leave Bank Committee still has questions about eligibility it may obtain an examination of the employee and third opinion from a physician which examination and opinion shall be at the expense of the School Committee.  The sick leave days granted by the bank will be retroactive to the first day of the employee's illness or injury. The initial grant of sick leave days from the bank shall not exceed twenty (20), after which the employee may reapply for additional days.  Requests for sick leave bank days shall be submitted in writing to the Sick Leave Bank Committee and shall include a written statement from the employee's physician indicating the nature and extent of the illness or injury and the estimated time that the employee will be absent from work. 

 

 

ARTICLE 17

 

LONGEVITY

17.1     Years of Service

 

Employees shall be paid longevity increments each year according to their number of years of service as professional employees of the Seekonk School Committee as follows: 


 

Years of Service                      2008-2009                   2009-2010       2010-2011

 

After 10                                  $2542              $2643  $2749

After 15                                  $3177              $3304  $3436

After 20                                  $3336              $3469  $3608

After 25                                  $3496              $3635  $3781

 

17.2     Noncumulative

 

Payments will be noncumulative and will be added to the employee's annual salary to be paid during each December of each year. 

 

17.3     Definition

 

Years of service will be determined as of September 1 of each year. 

 

 

ARTICLE 18

 

LEAVE OF ABSENCE WITH PAY

 

18.1     Personal Day

 

Each employee will be granted two (2) days off without loss of pay in each work year for religious, personal, legal, business, household, or family matters which could not reasonably be attended to during non-work days or hours.  Application for such personal leave will be made at least three (3) school days, except in case of emergencies, before taking such leave.  The employee requesting such leave will not be required to state the reason for taking such leave other than that he/she is taking it under the provisions of this Section.  Such personal days shall only be allowed on the day before or after a holiday or a vacation period subject to the following conditions:  (1) No more than two elementary teachers from any one building, three middle school teachers, and four high school teachers will be eligible to take a personal day on any one specified day, (2) requests will be honored in order of receipt, (3) only one personal day per bargaining unit member may be used on a day before or after a holiday or vacation period in any school year.

 

18.2     Legal Proceedings

 

Employees, upon written application to the Superintendent, will be excused without loss of pay, for appearances in legal proceedings resulting from the performance of their prescribed duties and may be excused in the discretion of the Superintendent, without loss of pay, for any appearance in any legal proceedings in which the employee is required by law to attend.  The provisions of this Section relative to "excused without loss of pay" will not apply to any proceedings against the Committee or the Town of Seekonk by the employee and/or the Association.

 


18.3     Conferences

 

Employees designated by the Association shall be granted leaves of absence, without loss of pay, to attend conferences and conventions of the Massachusetts Teachers' Association and the National Education Association.  The maximum time off with pay under this Section shall be a total of four (4) work days in each work year for the aggregate number of employees in the bargaining unit.

 

 

18.4     Bereavement

 

Employees shall be granted leaves of absence without loss of pay for periods not in excess of four (4) days in each case in the event of death in their immediate family.  Immediate family shall include spouse, child, father, mother, sister, brother, grandparents, grandchildren, mother-in-law, father-in-law, sister-in law, brother-in-law, daughter-in-law and son-in-law.  In the event of the death of a spouse, child, father, mother, sister, brother, grandparent, or grandchild one (1) additional day shall also be granted.  In exceptional circumstances involving the death of another close relative or a household member an employee may be granted, in the discretion of the Superintendent, up to two (2) days of absence without loss of pay.  The Association agrees that the provisions of this Section shall be administered and followed in light of their purposes, which is to provide the opportunity, when needed, for an employee to attend the funeral, or to attend to family or personal matters arising as a result of the death to any such persons.

 

18.5     Military Duty

 

Employees shall be granted, without loss of pay, leaves of absence for a maximum of thirteen (13) days per work year when called into temporary active duty of the United States Military Reserves or the State National Guard, provided such obligations cannot be fulfilled on days when school is not in session.  Employees will be paid the difference between their regular pay and the pay which they receive from the federal or state government during the period of their temporary active duty.

 

18.6     Jury Duty

 

An employee who is required to serve on jury duty shall be paid by the Committee the difference between his/her salary and the compensation he/she receives for such jury duty, exclusive of any travel or other allowance.

 

18.7     Written Notice

 

Requests for the leaves of absence with pay provided for in this Article shall be submitted in writing to the Superintendent with the reasons therefore.


 

ARTICLE 19

 

LEAVES OF ABSENCE WITHOUT PAY

 

19.1     Military Leave

 

Military leave without pay will be granted to any employee who is inducted into any branch of the armed forces of the United States.  Upon return from such leave, the employee will be placed on the salary schedule at the level he/she would have achieved had he/she remained actively employed by the Committee during the period of his/her absences subject, however, to a maximum credit of two (2) years.

 

19.2     Sick Member of Household

 

An employee will be granted a leave of absence without pay or increment by the Committee for a period of up to one (1) year for the purpose of caring for a sick member of the employee's immediate family or household.  A member of the household is defined as a person residing in the household for at least ninety (90) days with intent to establish permanent residence.

 

19.3     Health

 

An employee may be granted a leave of absence without pay or increment by the Committee for up to one (1) year for health reasons.  Requests for such leave will be supported by appropriate medical evidence.

 

19.4     Extended Sick Leave

 

An employee, whose personal illness extends beyond the period of time for which he/she is entitled to receive sick leave, may be granted a leave of absence without pay or increment by the Committee for such time as is necessary for his/her recovery from such illness.  Requests for such leave will be supported by appropriate medical evidence.

 

 

19.5     Child Leave

 

An employee will be granted a leave of absence without pay or increment by the committee for a period of up to one (1) year, except as is otherwise provided herein, for the purpose of caring for a newly adopted child.  Such leave shall begin on the day the child arrives in the employee's home.  The employee shall give thirty (30) days written notice to the Committee of their anticipated date of departure and intention to return to duty.  The employee will be permitted to return to duty only at the beginning of a school year.  In the event an employee's leave of absence of one (1) year shall expire after the beginning of a school year, the leave of absence shall be extended to the beginning of the next school year to permit the employee's return to duty at such time.

 


19.6     Other Leave

 

Leaves of absence without pay or increment may be granted employees for purposes other than those set forth above.

 

19.7     Application

 

Requests for the leaves of absence without pay provided for in this Article shall be submitted in writing to the Superintendent with the reasons therefore.  The employee will be notified in writing of the approval or disapproval of his/her request.

 

19.8     Extensions

 

The leaves of absence provided for under this Article may be extended by the Committee.  Requests for such extensions will be submitted in writing to the Superintendent.

 

19.9     One Year Leave

 

In addition to the leaves of absence provided for above, up to four (4) professional employees shall be granted leaves of absence without pay for one (1) work year for any purpose other than those set forth in Sections 19.1 through 19.5 above.  Such leave must be taken for the full work year.  Notification of intent to take a leave of absence under this Section shall be made by June 30th of the preceding school year by certified mail to the Superintendent of Schools.  Employees will be granted this leave in the order of receipt of their certified letters.  In the event of a tie, a drawing will beheld under the supervision of the Association and the Committee.

 

19.10   Returning from Leave

 

All benefits to which an employee was entitled at the time his/her leave of absence without pay commenced, including unused accumulated sick leave, will be restored to him/her upon his/her return, and he/she will be assigned to the same teaching position which he/she held at the time said leave commenced, if such position is available, or if it is not available, to a substantially equivalent teaching position.  An employee, who at the time said leave commenced was assigned to perform the additional duties of a position described in the Appendices, shall have no right to return to such position upon his/her return from leave.  The determination as to what constitutes a substantially equivalent position shall be made by the Committee in each case.

 

19.11   Employee Responsibility

 

It shall be the responsibility of any employee granted leave as provided in Sections 19.2 through 19.10 hereof, to notify the Superintendent of Schools of the employee's intent to return to active duty or request further leave by April 15, preceding the beginning of the school year in which the employee will resume his or her duties or requests further leave.  The Superintendent shall so notify any employee on leave of this requirement between March 1 and March 15 immediately preceding the April 15 date.

 

ARTICLE 20

 

PARENTAL LEAVE

 

20.1     Employees without Professional Status

 

An employee without professional teacher status, who has been employed by the Committee for at least three (3) consecutive months as a full-time employee, shall be entitled to parental leave for a period not to exceed eight (8) weeks for the purpose of a birth or adoption, provided at least two (2) weeks written notice is given to the Committee of the anticipated date of departure and intention to return to duty.  In the case of a pregnant employee, such notice shall include a written statement from a physician attesting to the employee's ability to continue performing the full schedule of duties and responsibilities and giving an estimate of the delivery date.  In such case, the employee shall be permitted to continue on active duty until such date, provided the employee does perform the full duties and responsibilities of the position and furnishes additional statements from a physician upon the reasonable request of the Superintendent of his/her designee.

 

20.2     Employees with Professional Status

 

An employee with professional teacher status shall be entitled to parental leave for a period of up to one (1) year, except as is otherwise provided herein, from the date of its commencement, provided at least two (2) weeks written notice is given to the Committee of the anticipated date of departure and intention to return.  In the case of a pregnant employee, such notice shall include a written statement from a physician attesting to the employee's ability to continue performing the full schedule of duties and responsibilities and giving an estimate of the delivery date.  In such case, the employee shall be permitted to continue on active duty until such date, provided the employee does perform the full duties and responsibilities of the position and furnishes additional statements from a physician upon the reasonable request of the Superintendent or his/her designee.  The employee will be permitted to return to duty only at the beginning of a school year, unless the employee returns within eight (8) weeks after the commencement of parental leave.  In the event an employee’s leave of absence of one (1) year shall expire after the beginning of a school year, the leave of absence shall be extended to the beginning of the next school year to permit the employee’s return to duty at such time.

 

20.3     Sick Leave

 

The employee with or without professional teacher status, as the case may be, may elect to utilize accumulated sick leave during a period of physical disability as a result of childbearing.  Sick leave shall be paid only during the time period in which a physician certifies the employee to be physically disabled and only to the extent of the number of sick leave days the employee has accumulated.

 

20.4     Restoration of Benefits

 

All benefits to which the employee was entitled at the time the leave of absence commenced, including any unused accumulated sick leave, shall, except as is otherwise provided herein, be restored upon return and he/she shall be assigned to the same teaching position which was held at the time such leave commenced, if such position is available or, if it is not available, to a substantially equivalent teaching position.  An employee, who at the time said leave commenced was assigned to perform the additional duties of a position described in the Schedule of Supplementary Compensation set forth in said Appendix A, shall have no right to return to such position upon return from leave.  Upon return the employee shall not advance in increment, unless he/she shall have worked more than half of the school year, including professional development days in the school year in which the leave commenced in the Seekonk Public School system or in another school system.  The Committee shall not be required to restore an employee on parental leave to a previous or a similar position if other employees of equal length of service credit and status in the same or similar position have been laid off due to economic conditions or other changes in operating conditions affecting employment during the period of the parental leave; provided, however, that the employee on parental leave shall retain any preferential consideration for any other position to which he/she may be entitled as of the date leave commenced.

 

 

ARTICLE 21

 

SABBATICAL LEAVE

 

21.1     Eligibility

 

An employee, who has completed six (6) consecutive full school years of employment by the Committee, shall be eligible to apply for a sabbatical leave for a period not to exceed one (1) year for the purpose of engaging in advanced study beyond the Master's degree leading to a Certificate of Advanced Graduate Study or to a Doctor's degree or for the purpose of engaging in an approved course of study not necessarily leading to an advanced degree.  No more than two (2) employees shall be granted sabbatical leave in any one (1) work year.

 

21.2     Deadline

 

An applicant for sabbatical leave shall, on or before April fifteenth immediately preceding the work year for which the sabbatical leave is desired, submit to the Superintendent a written application for such leave in such form as may be required by the Committee.  The application shall state the employee's reasons for requesting the leave and shall include a description of the study program in which he/she plans to engage while on leave.

 

21.3     Committee Action

 

The Superintendent shall forward the applicant's statement along with his/her recommendation to the Committee.  The Committee shall decide which applicant, if any, shall be granted sabbatical leave and shall notify each applicant of its decision.

 

21.4     Payment

 

An employee on sabbatical leave shall be paid fifty percent (50%) of the salary which he/she would have received if he/she had remained on active duty with the Committee, exclusive of any supplementary compensation which he/she may have been receiving in addition to his/her regular teacher's salary under the provisions of Article 5, Section 7, of this Agreement, for a sabbatical leave of one (1) work year and one hundred percent (100%) of said salary for a sabbatical leave on one-half (1/2) of a work year.  During the time an employee is on sabbatical leave, he/she shall

continue to receive the Blue Cross-Blue Shield or other health insurance benefits and group life insurance benefits he/she was receiving prior to going on said leave.

 

21.5     Agreement

 

Prior to the granting of the sabbatical leave, an employee shall enter into a written agreement with the Committee that, upon the termination of such leave, he/she will return to service in the Seekonk Public Schools for a period equal to twice the length of the sabbatical leave and that, in default of completing such service he/she will refund to the Town of Seekonk an amount equal to such proportion of salary received by him/her while on said leave as the amount of service agreed to be rendered.

 

21.6     Half Year Option

 

An employee on sabbatical leave for one-half (1/2) year will be assumed to have been actively employed by the Committee during such one-half year for purposes of placement on the salary schedule.  An employee who has been on sabbatical leave for one (1) work year will not be granted a step increase for the year of such leave.  Upon his/her return from sabbatical leave, the employee will be placed on the appropriate salary schedule, as heretofore determined, and will have restored to him/her all benefits to which he/she was entitled at the time his/her leave commenced, including unused accumulated sick leave, and will be assigned to the same teaching position which he/she held at the time said leave commenced, if such position is available, or if it is not, to a substantially equal position.  An employee, who at the time said leave was commenced, was assigned to perform the additional duties of a position described in the Schedule of Supplementary Compensation set forth in said Appendix A shall have no right to return to such position upon his/her return from such leave.

 

ARTICLE 22

 

PROTECTION OF EMPLOYEES

 

22.1     Injury

 

Each employee and his/her principal/administrator shall report all cases of injury suffered by an employee arising out of or in the course of his/her employment to the Superintendent, who will acknowledge receipt of such report in writing to the injured employee.  The report will then be forwarded to the Committee, which will comply with any reasonable request from the employee for information in its possession relating to the incident or the persons involved.

 

22.2     Indemnification

 

Pursuant to the provisions of M.G.L. c. 258, and subject to the limitations thereof, all bargaining unit members shall be indemnified and held harmless against any and all claims brought against them for any inquiry or loss of property or personal injury or death claims brought against them for any injury or loss of property or personal injury or death caused by negligent or wrongful acts or omissions which occur while acting within the scope of their employment by the Town of Seekonk.


ARTICLE 23

 

INSURANCE

 

23.1     Health

 

The group health insurance provided by the Town of Seekonk through Southeastern Massachusetts Health Group including the insurance products:  Blue Cross/Blue Shield (BC/BS) Blue Care Elect; BC/BS HMO Blue and BC/BS HMO Blue Value Plus for its employees and the group life insurance provided by the Town for its employees shall be available to employees who advise the Superintendent in writing that they desire to participate in such insurance programs.  As to health insurance, the Committee shall pay 75% and the employee 25% of the premium costs attributable to such insurance. 

 

23.2     Annuity

 

The Committee will participate in the Tax Deferred Annuity Program.

 

23.3     Flex Plan

 

The School Committee and the Association will execute such agreements as may be necessary to institute a so called "Flex Plan" to provide that members of the Bargaining Unit will be eligible to participate in a plan providing for pre-tax payment of employee premiums for group insurance coverage.

 

 

ARTICLE 24

 

TEXTBOOKS

 

24.1     Guarantee

 

The Committee guarantees that it will provide sufficient textbooks to insure that each student in a classroom has textbooks for his own use.

 

24.2     Resource Material

 

The Committee recognizes that books and educational resource materials are beneficial and will endeavor to maintain such items.

 


ARTICLE 25

 

STUDENT TEACHERS

 

25.1     Agreement

 

The Committee and the Association believe that a well-planned and coordinated student teacher program is educationally desirable, and that agreements with surrounding colleges should be obtained to implement such a program.

 

25.2     Remuneration

 

Any remuneration accruing from participating in such student teacher program will be paid directly to the cooperating teacher or teachers.

 

25.3     Assignment

 

Student teachers will be assigned on a rotating basis to qualified teachers within a building.

 

ARTICLE 26

 

PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT

 

26.1     Fees

 

Providing the advance recommendation of the Superintendent and approval of the Committee is obtained, the Committee will pay the reasonable expenses, including fees, meals, lodging and transportation incurred by employees who attend inservice training courses, workshops, seminars, conferences or other professional improvement sessions.

 

26.2     Course Reimbursement

 

Each fiscal year, July 1 to June 30, the Committee will reimburse an employee for tuition costs and course expenses, such as books, in an amount not to exceed $1,200.00 per employee annually for up to two courses taken in a program leading to an advanced degree, courses taken in the employee’s area of license, or leading to a new license, or taken for purposes of relicensing.

 

In no case shall the Committee’s total liability exceed $60,000 in fiscal ’09, $60,000 in Fiscal ’10 or $65,000 in Fiscal ’11.

 

26.3     Courses in Seekonk

 

The Committee will cooperate with the Association's efforts in arranging for courses to be taught within the school district by a qualified person who is currently connected on a full-time basis with an accredited four (4) year university or college.  These courses will be for a minimum of three (3) credits, must be approved by the Committee and must demonstrate some value to the Seekonk school system.  No course will be disapproved by the committee, unless it violates the above conditions.

 

26.4     Salary Increase

 

Credit for courses taken under Section 26.3, above, will be allowed in determining an employee's eligibility to be placed on the Bachelor's plus 15 salary schedule, the Bachelor's plus 30 salary schedule, the Master's plus 15 salary schedule, and the Master's plus 30 salary schedule.

 

26.5     Conference

 

Each teacher may be granted one (1) day annually to attend a conference, meeting, convention or visitation for educational development.

 

ARTICLE 27

 

DEDUCTIONS

 

27.1     Deductions

 

The Committee accepts the provisions of Section 17C of Chapter 180 of the General Laws of Massachusetts and, in accordance therewith, shall certify to the Treasurer of the Town of Seekonk all payroll deductions for the payment of dues to the Association duly authorized by the employees covered by this Agreement.

 

27.2     Dues

 

The Committee will, at the written request of an employee, made to the Superintendent on a form to be approved by the Committee and the Association, make deductions in the manner provided for herein from the compensation paid to said employee for his regular, current and annual dues as

a member of the Association, the Massachusetts Teacher's Association and/or National Education Association.

 

27.3     Rescinding

 

Any such authorization made by an employee in accordance with Section 27.2 above may be withdrawn by such employee by giving at least sixty (60) days notice in writing of such withdrawal to the Superintendent, and by filing a copy thereof with the Treasurer of the Association for which such dues deduction was being made.  Such authorization, if not previously cancelled or revoked, shall be deemed to be automatically terminated upon the termination of the employment of the employee by whom it was signed.

 

27.4     Credit Union

 

The Committee will, at the written request of an employee, made to the Superintendent, make deductions from the compensation paid to said employee.  These deductions are to be made to the MTA Credit Union until such time as a municipal or county credit union is formed.  Changes will be limited to one (1) per year.  Amounts shall be deductible in multiples of five dollars ($5.00).

 

27.5     Agency Fee

 

In accordance with the provisions of Massachusetts General Laws Chapter 150E, Section 12, all employees in the bargaining unit shall, as a condition of employment, pay to the Association, the exclusive bargaining agent and representative, an agency fee proportionately commensurate with the cost of collective bargaining and contract administration.  The Association shall provide the Committee with information relative to the amount of such agency fee in accordance with Massachusetts Law and such regulations as from time to time promulgated by the Massachusetts Labor Relations Commission, and the Association agrees to save the Committee harmless against any and all claims, damages on other forms of liability or expense arising out of the deduction of any agency fee from an employee's pay and remittance of such wages of the Association.  In the event that the Committee is named a party to any action or administrative proceeding relative hereto, the Association shall at its own expense provide counsel of its choice to represent the Committee.

 

 

ARTICLE 28

 

NO STRIKES

 

28.1     Association

 

The Association shall not engage in a strike, and no said employee or the Association shall induce, encourage or condone any strike, work stoppage, slowdown or withholding of services by said employees.

 

 

28.2     Labor Relations Commission

 

Whenever a strike occurs or is about to occur, the Committee shall petition the Labor Relations Commission to make an investigation.  If, after investigation, the Commission determines that any provision of Section 28.1 of this Article has been or is about to be violated, it shall immediately set requirements that must be complied with, including but not limited to, instituting appropriate proceedings in the Superior Court for the County of Bristol.

 

28.3     Compensation

 

No compensation shall be paid by the Committee to any employee with respect to any day or part thereof when such employee is engaged in a strike against the Committee, nor shall such employee be eligible recover such compensation at a later date in the event that such employee is required to work additional days to fulfill the provisions of the Collective Bargaining Agreement.

 


28.4     Discipline and Discharge

 

An employee who engages in a strike shall be subject to discipline and discharge proceedings by the Committee.

 

ARTICLE 29

 

ACADEMIC FREEDOM

 

29.1     Personal Life

 

The private and personal life of a teacher is not within the appropriate concern or attention of the Committee except as it may interfere with the teacher's responsibilities to a relationship with students and/or the school system.

 

29.2     Teacher Rights

 

Teachers will be entitled to full rights of citizenship, and no religious or political activities of any teacher (provided such activities do not take place during his working hours), or the lack thereof will be the grounds for any discipline or discrimination with respect to the professional employment of such teacher.

 

ARTICLE 30

 

REDUCTIONS IN STAFF

 

30.1     Scope

 

In the event it becomes necessary for the Committee to reduce the number of employees with professional status in the bargaining unit because of financial limitations, reasons of economy, decreases in pupil enrollment, changes in curriculum or other similar reasons, the procedures set forth in this Article will govern the layoff and recall of employees who are affected by any such reduction.

 

30.2     Committee Rights

 

The Committee shall have the sole discretion in determining which position or positions or which type or types of positions are to be eliminated.

 

30.3     Tenured Layoff

 

No employee with professional teacher status shall be laid off if there is an employee without professional teacher status serving in a position that the employee with professional teacher status is qualified to fill.

 


30.4     Licensing

 

Employees with professional teacher status shall be grouped within the area of license in which they are employed according to the specific subject they are teaching.  Within such separate groupings employees will be laid off in the order of their seniority as employees of the Committee, those with the least seniority to be laid off first.  In addition, an employee with professional teacher status who is reached for layoff in his/her grouping shall have the right to replace an employee with professional teacher status with less seniority who is teaching a different subject in the same area of license.

 

30.5     Seniority

 

Seniority as used herein shall mean an employee's continuous length of service in years, months and days as a licensed employee of the Committee as a teacher or an administrator.  Notwithstanding the foregoing, the seniority of employees which was computed prior to September 1, 1982, on the basis of non-continuous service shall not be affected by this change provided there is no break in their service.  Any break in service for any such employee after September 1, 1982, shall result in the loss of his/her said seniority.  Employees shall be credited for seniority purposes up to a maximum of one (1) year with time spent on any leave of absence provided for in this Agreement.  In cases involving employees who have identical seniority, lots will be drawn by said employees to determine seniority.  A list indicating the seniority of each employee with professional teacher status shall be prepared by the Committee and forwarded to the Association.  The list shall be updated yearly and forwarded to the Association by January 15 each year.  The list shall be deemed to be accurate unless challenges to its accuracy are submitted to the Superintendent within thirty (30) days from such date.

 

30.6     Notification

 

Employees who are to be laid off will be notified in writing of such layoff no later than April fifteenth of the work year at the end of which they are to be laid off.  The notice will include the reason for the layoff.  On an annual basis, the Association and the Administration shall discuss this date and determine whether or not it shall apply to that particular year or whether a mutually agreeable alternative shall be in operation for that particular year.

 

30.7     Recall Rights

 

A tenured employee who has been laid off shall be entitled to recall rights, in the inverse order of his/her layoff, to a position for which he/she is qualified for a period of two (2) contract years, except as is otherwise provided herein, from the effective date of his/her layoff.

 

30.8     Recall Procedure

 

During their recall period, an employee will be notified by certified mail, addressed to his/her last address of record, of the Committee's intent to recall them.  An employee must notify the Superintendent in writing of his/her acceptance of an offer of recall within fifteen (15) days from the date of his/her receipt of said certified mail.  An employee's failure to so notify the Superintendent of his/her acceptance of any such offer or their failure, after accepting any such offer, to report for duty on the date indicated, shall terminate his/her recall rights, notwithstanding the fact that the two (2) contract years of recall have not expired.

 

30.9     Recall Exceptions

 

An employee shall not lose his/her rights to recall by declining an offer of employment, which period of employment is less than one (1) school year.  Except that any employee with professional teacher status, who accepts an offer of recall for less than one (1) contract year shall not be laid off in the following contract year due to the recall of a teacher with more seniority who had declined an offer of employment.

 

30.10   Preference as Substitute

 

An employee who is laid off will be given preference by the Committee, except as is otherwise provided herein, during his/her recall period on its employment of substitute teachers.

 

30.11   Tenure

 

The status of employees with respect to professional teacher status shall not be altered by a layoff.  An employee with professional teacher status who is recalled within said two (2) year period after the effective date of his/her layoff shall be recalled with professional teacher status.

 

30.12   Insurance Coverage

 

Employees who are laid off may continue for the period and on the conditions indicated herein the group health and life insurance coverage, which is provided to members of the bargaining unit, by paying the full amount of the premium for such insurance to the Town Treasurer.  Employees may continue such insurance coverage during the said two (2) year period for which they are eligible for recall.  In the event any such employee fails to make payment of said premium or refuses any offer of recall during said two (2) year period, his/her option to continue such insurance coverage shall terminate.

 

30.13   Restoration of Benefits

 

An employee who is recalled by the Committee within said two (2) year period shall have restored to him/her all benefits he/she had accumulated at the time of his/her layoff.

 

30.14   Layoff Procedures

 

The specific procedures provided in Chapter 71 of the General Laws of Massachusetts for accomplishing the layoff of employees with professional status will be adhered to by the Committee.

 

30.15   Limitation

 

The provisions of this Article shall not apply to the termination of the employment of an employee with professional teacher status for any reason other than the reasons specified in Section 30.1 hereof.

30.16   Drawing

 

In the case of any ties on this seniority list resulting from changes in the contractual language, a drawing will be held to resolve these ties.  The President of the Seekonk Educators Association will designate the time, place and procedure to break these ties.  All teachers, who obtain additional licenses and as a result thereof are eligible to be placed on the seniority list covering such licenses, will, where ties in seniority on such list have been broken by a previous drawing, be placed on such list below all other employees having the same seniority.

 

 

ARTICLE 31

 

GENERAL

 

31.1     Terms

 

The term "secondary school" as used in this Agreement shall include the middle school.

 

31.2     Availability for Work

 

Employees will be informed of a telephone number which they may call at the time designated by their principal/administrator to report their unavailability for work.

 

31.3     Children of Bargaining Unit Members

 

Children of bargaining unit members (natural, adoptive or foster), who do not reside in Seekonk, shall be able to attend the Seekonk Public Schools tuition free.  This section applies only to students enrolled in the Seekonk Public Schools prior to the commencement of the 2008-2009 school year.

 

ARTICLE 32

 

PRINTING AND DISTRIBUTION EXPENSES

 

32.1     Cost

 

This Agreement will be printed, and the cost of such printing shall be shared equally by the Committee and the Association.

 

32.2     Distribution

 

The Association agrees to bear the cost of distributing a copy of this Agreement to each employee presently employed by the Committee and to each new employee hired by the Committee.

 


ARTICLE 33

 

SCOPE OF AGREEMENT

 

33.1     Agreement

 

This Agreement includes all of the agreements reached by the parties respecting matters pertaining to the wages, hours and other conditions of employment which either the Committee or the Association proposed as the subject of negotiations.  During the term of the Agreement neither party, except as is otherwise provided in Article 3, Section 3.3, shall be required to negotiate concerning any such matter affecting wages, hours and conditions of employment of employees whether or not such matter is covered by this Agreement.

 

33.2     Alteration of Agreement

 

No addition to, alteration, modification or waiver of any of the terms or provisions of this Agreement shall be valid, binding or of any force and effect unless it is made in writing and executed by the Committee and the Association.

 

33.3     Waiver

 

The failure by the Committee or the Association in one or more instances to observe or enforce any provisions of this Agreement shall not be construed to be a waiver of said provisions.

 

33.4     Law

 

If any provision of this Agreement or any application of the Agreement to any employee or group of employees shall be found contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect.

 

 

ARTICLE 34

 

INDUCTION AND MENTORING

 

A.        Beginning with teachers hired to commence their employment in the Seekonk Public Schools in September, 2007, there shall be an induction and mentoring program for all teachers new to teaching during their first three years of employment and for experienced teachers new to the District during their first year of employment by the District.

 

B.        Seekonk teachers with Professional Teacher Status who wish to serve as mentors may apply to become a mentor by completing an application and indicating their interest in the mentor program and the background and experience they bring to the position.

 

C.        All new mentors will be trained in a district-provided or district-approved training program.  Ten (10) Professional Development Points will be awarded for successful completion of approved mentor training.

 

D.        Mentors shall receive a stipend of six hundred dollars ($600) per mentee.

 

E.         All mentors shall receive a maximum of fifteen (15) Professional Development Points (PDP’s) for their mentoring work during the school year. 

 

F.         Mentors and teachers new to teaching will be provided with release time to engage in classroom observations of each other.  This time will be provided to facilitate three of these observations per year.  Coverage, if needed, shall be prearranged with the building administrator, and the date and time of the observation shall be documented and submitted to the Director of Curriculum and Instruction.

 

G.        Retirees who have met the district mentor criteria may be asked to mentor in their discipline area.  Current employees will be given first consideration.

 

H.        All mentors will be required to attend at most three mentor program meetings per year.  One of these meetings will occur the week before school starts.  The other two meetings will be held after school hours and will be scheduled no longer than one (1) hour.

 

I.          Mentors shall keep a log of their meeting times with their mentee.  Mentors are expected to meet with newly hired teachers a minimum of two hours per month, including any monthly observations.  Mentors are expected to meet with second and third year teachers a minimum of twenty-five (25) hours per year.  Documentation of meeting times will be returned to the Director of Curriculum and Instruction at the end of the second term and at the end of the school year.

 

J.          If the mentor and/or mentee deem the relationship incompatible and/or ineffective, the following steps will be implemented:

 

1.         The mentor and the mentee will discuss the relationship with the Director of Curriculum and Instruction;

 

2.         if it is still deemed to be an ineffective relationship, either or both parties should indicate in writing to the Director of Curriculum and Instruction that they wish to terminate the relationship;

 

3.         when possible and at the discretion of the Director of Curriculum and Instruction, the mentor shall be reassigned and the mentee will be assigned another mentor;

 

4.         if a mentee is assigned after the beginning of the school year, then the mentor’s stipend will be prorated on a monthly basis.

 

K.        The Director of Curriculum and Instruction will chair a committee that is charged with developing the Induction and Mentoring Program as part of the District’s Professional Development Plan. 

 

 

ARTICLE 35

 

DURATION

 

This Agreement shall take effect to September 1, 2008, and shall continue in effect to and including August 31, 2011, and shall thereafter automatically renew itself for successive terms of one (1) year each, unless by the October first prior to the expiration of the contract year involved, either the Committee or the Association shall have given the other written notice of its desire to modify or terminate this Agreement.  In the event notice is given of a desire to modify or terminate this Agreement, the Committee and the Association will enter into negotiations not later than November fifteenth.

 

 

IN WITNESS WHEREOF, the Committee has caused this Agreement to be signed in its name and behalf by its Chairman, hereto duly authorized, and the Association has caused this Agreement to be signed in its name and behalf  by its President, hereto duly authorized on the date and year first above written.

 

 

SEEKONK EDUCATORS ASSOCIATION                                   SEEKONK SCHOOL COMMITTEE

 

 

 

By:                                                                                                                  By:                                                                 



SEEKONK  APPENDIX A

SALARY SCHEDULE

2008-2009

 

Step

Bachelors

B+15*

B+30*

B+45*

Masters

M+15

M+30

M+45

M+60

CAGS

DOC

1

37,345

40,320

40,790

41,182

42,825

43,138

43,608

43,869

44,390

45,174

45,930

2

40,186

43,163

43,632

44,025

45,667

45,980

46,450

46,712

47,233

48,017

48,773

3

43,029

46,005

46,475

46,867

48,510

48,822

49,291

49,553

50,075

50,859

51,615

4

45,875

48,851

49,320

49,713

51,355

51,669

52,138

52,400

52,922

53,706

54,462

5

48,718

51,693

52,163

52,555

54,198

54,511

54,981

55,242

55,764

56,547

57,303

6

51,560

54,536

55,005

55,398

57,040

57,353

57,823

58,085

58,607

59,389

60,145

7

54,400

57,377

57,845

58,239

59,882

60,194

60,663

60,925

61,447

62,231

62,987

8

57,242

60,217

60,687

61,079

62,722

63,035

63,505

63,766

64,287

65,071

65,827

9

60,085

63,061

63,530

63,923

65,565

65,878

66,348

66,610

67,132

67,915

68,672

10

64,429

67,464

67,943

68,343

70,019

70,337

70,815

71,083

71,615

72,414

73,185

 

2009 – 2010

(September 1)

 

Step

Bachelors

B+15*

B+30*

B+45*

Masters

M+15

M+30

M+45

M+60

CAGS

DOC

1

38,092

41,126

41,606

42,006

43,682

44,001

44,480

44,746

45,278

46,078

46,849

2

40,990

44,026

44,504

44,905

46,580

46,899

47,379

47,646

48,178

48,978

49,749

3

43,890

46,925

47,404

47,804

49,480

49,799

50,277

50,544

51,077

51,876

52,647

4

46,792

49,829

50,307

50,708

52,383

52,703

53,181

53,448

53,980

54,780

55,551

5

49,692

52,727

53,206

53,606

55,282

55,601

56,081

56,347

56,879

57,678

58,450

6

52,591

55,627

56,105

56,506

58,181

58,500

58,979

59,246

59,779

60,577

61,348

7

55,488

58,524

59,002

59,403

61,079

61,398

61,876

62,144

62,676

63,475

64,247

8

58,387

61,421

61,901

62,301

63,977

64,295

64,775

65,041

65,573

66,373

67,144

9

61,286

64,322

64,801

65,202

66,877

67,195

67,675

67,942

68,474

69,274

70,045

10

65,718

68,813

69,302

69,710

71,419

71,744

72,232

72,504

73,047

73,862

74,649

 

 


2009 – 2010

(92nd Day)

 

Step

Bachelors

B+15*

B+30*

B+45*

Masters

M+15

M+30

M+45

M+60

CAGS

DOC

1

38,854

41,949

42,438

42,846

44,555

44,881

45,370

45,641

46,184

46,999

47,786

2

41,810

44,907

45,395

45,804

47,512

47,837

48,326

48,599

49,142

49,957

50,744

3

44,768

47,863

48,352

48,760

50,470

50,795

51,283

51,555

52,098

52,914

53,700

4

47,728

50,825

51,313

51,722

53,430

53,757

54,244

54,517

55,060

55,875

56,662

5

50,686

53,782

54,271

54,678

56,388

56,713

57,202

57,474

58,016

58,832

59,619

6

53,643

56,739

57,227

57,636

59,345

59,670

60,159

60,431

60,974

61,788

62,575

7

56,598

59,695

60,182

60,591

62,301

62,626

63,114

63,387

63,929

64,745

65,532

8

59,554

62,650

63,139

63,547

65,256

65,581

66,070

66,342

66,885

67,700

68,487

9

62,512

65,609

66,097

66,506

68,214

68,539

69,028

69,301

69,844

70,659

71,446

10

67,032

70,189

70,688

71,104

72,847

73,179

73,676

73,954

74,508

75,340

76,142

 

 

2010 – 2011

(September 1)

 

Step

Bachelors

B+15*

B+30*

B+45*

Masters

M+15

M+30

M+45

M+60

CAGS

DOC

1

39,631

42,788

43,287

43,703

45,447

45,778

46,277

46,554

47,107

47,939

48,742

2

42,646

45,805

46,302

46,720

48,462

48,794

49,293

49,571

50,124

50,956

51,759

3

45,663

48,821

49,319

49,735

51,479

51,811

52,308

52,586

53,140

53,972

54,774

4

48,683

51,842

52,339

52,756

54,499

54,832

55,329

55,607

56,161

56,993

57,795

5

51,700

54,857

55,356

55,772

57,516

57,847

58,346

58,623

59,177

60,009

60,811

6

54,715

57,874

58,372

58,789

60,531

60,863

61,362

61,640

62,194

63,024

63,827

7

57,730

60,888

61,386

61,803

63,547

63,879

64,376

64,654

65,208

66,040

66,842

8

60,745

63,903

64,402

64,818

66,561

66,893

67,392

67,669

68,222

69,054

69,856

9

63,762

66,921

67,419

67,836

69,578

69,910

70,409

70,687

71,241

72,072

72,875

10

68,373

71,593

72,102

72,526

74,304

74,642

75,150

75,433

75,998

76,846

77,665

 

 


2010 – 2011

(92nd Day)

 

Step

Bachelors

B+15*

B+30*

B+45*

Masters

M+15

M+30

M+45

M+60

CAGS

DOC

1

40,423

43,644

44,153

44,577

46,355

46,694

47,203

47,485

48,050

48,898

49,717

2

43,499

46,721

47,228

47,654

49,431

49,770

50,279

50,562

51,127

51,975

52,794

3

46,576

49,797

50,306

50,730

52,509

52,847

53,354

53,638

54,203

55,051

55,870

4

49,657

52,878

53,386

53,811

55,589

55,928

56,436

56,720

57,284

58,133

58,951

5

52,734

55,954

56,463

56,887

58,666

59,004

59,513

59,796

60,360

61,209

62,027

6

55,810

59,032

59,539

59,965

61,742

62,080

62,589

62,873

63,438

64,285

65,103

7

58,884

62,106

62,614

63,039

64,818

65,156

65,664

65,947

66,512

67,361

68,179

8

61,960

65,181

65,690

66,114

67,893

68,231

68,740

69,022

69,587

70,435

71,254

9

65,038

68,260

68,767

69,193

70,970

71,308

71,817

72,101

72,665

73,514

74,332

10

69,741

73,025

73,544

73,976

75,790

76,135

76,653

76,942

77,518

78,383

79,218

 

 

 

 

 

 

 

 

 

 

 

 

 

B+15, B+30 and B+45 will not be available for teachers hired to commence employment in September 1991 and thereafter.

 


 


APPENDIX B

 

SCHEDULE OF SUPPLEMENTARY COMPENSATION

 

 

 

Position

FY09

 

FY10

 

FY11

 

 

 

 

 

 

Supervisor of Athletics*

7,200

 

7,417

 

7,717

 

 

 

 

 

 

Special Education**

564

 

564

 

564

 

 

 

 

 

 

Band Director

3,000

 

3,091

 

3,215

 

 

 

 

 

 

Department Heads

3,000

 

3,091

 

3,215

 

 

*          In the Event that the School Committee votes to make this position full time, the Parties agree to reopen negotiations as to the wages, hours and conditions of employment of the new position.

 

**        The incumbents in the contract year 1979-80 indicated by (**) will continue to receive additional compensation while these same incumbents are filling the positions.  Any person appointed by the School Committee to fill these positions after the incumbents leave the employ of the School Committee shall not qualify for this extra compensation.  The present compensations listed above shall remain unchanged for the duration of the incumbents filling these positions.


APPENDIX C

 

ADVISORS

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

HIGH SCHOOL

FY09

 

FY10

 

FY11

 

 

 

 

 

 

 

 

YEARBOOK

2,800

 

2,885

 

3,001

 

DRAMATICS

2,500

 

2,576

 

2,680

 

STUDENT COUNCIL

1,400

 

1,442

 

1,501

 

SENIOR CLASS

1,400

 

1,442

 

1,501

 

JUNIOR CLASS

800

 

824

 

857

 

SOPHOMORE CLASS

500

 

515

 

536

 

FRESHMAN CLASS

500

 

515

 

536

 

FRENCH HONOR SOCIETY

400

 

412

 

429

 

SPANISH HONOR SOCIETY

400

 

412

 

429

 

NATIONAL HONOR SOCIETY

600

 

618

 

643

 

SCIENCE CLUB

400

 

412

 

429

 

MATH CLUB

1,500

 

1,545

 

1,608

 

NEWSPAPER

1,200

 

1,236

 

1,286

 

MAJORETTE ADVISOR

600

 

618

 

643

 

FLAG CORPS ADVISOR

600

 

618

 

643

 

COLOR GUARD INSTRUCTOR

600

 

618

 

643

 

PERCUSSION INSTRUCTOR

600

 

618

 

643

 

VISUAL COORDINATOR

600

 

618

 

643

 

MAJORETTE INSTRUCTOR

600

 

618

 

643

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

MIDDLE SCHOOL

 

 

 

 

 

 

 

 

 

 

 

 

 

STUDENT COUNCIL

1,400

 

1,442

 

1,501

 

MATH LEAGUE

500

 

515

 

536

 

SPELLING LEAGUE

500

 

515

 

536

 

YEARBOOK ADVISOR

500

 

515

 

536

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


APPENDIX D

 

COACHES’ SALARY SCHEDULE 2008-2011

 

POSITION     FY09   FY10   FY11

 

Football

            Head   5,800   5,975   6,217

            Assistant x 2   3,100   3,194   3,323

            Freshman         3,100   3,194   3,323

            Assistant         2,500   2,576   2,680

 

Boy’s & Girl’s Basketball      

            Head   5,100   5,254   5,466

            Assistant         2,800   2,885   3,001

            Freshman         2,800   2,885   3,001

            Middle School - Head            1,700   1,751   1,822

 

Baseball

            Head   4,100   4,224   4,394

            Assistant         2,500   2,576   2,680

            Freshman         2,500   2,576   2,680              

            Middle School - Head            1,700   1,751   1,822

 

Softball

            Head   4,100   4,224   4,394

            Assistant         2,500   2,576   2,680

            Freshman         2,500   2,576   2,680              

            Middle School - Head            1,700   1,751   1,822

 

Boy’s & Girl’s Indoor Track  

            Head   4,100   4,224   4,394

            Assistant         2,500   2,576   2,680

           

Boy’s & Girl’s Outside Track

            Head   4,100   4,224   4,394

            Assistant         2,500   2,576   2,680

 

Field Hockey

            Head   4,100   4,224   4,394

            Assistant         2,500   2,576   2,680

            Freshman         2,500   2,576   2,680              

           


POSITION     FY09   FY10   FY11

 

Boy’s & Girl’s Soccer

            Head   4,100   4,224   4,394

            Assistant         2,500   2,576   2,680

            Middle School - Head            1,700   1,751   1,822

 

Volleyball

            Head   4,100   4,224   4,394

            Assistant         2,500   2,576   2,680

            Freshman         2,500   2,576   2,680              

           

Boy’s & Girl’s Swim

            Head   4,100   4,224   4,394

            Assistant         2,500   2,576   2,680

           

Cross Country

            Head   4,100   4,224   4,394

            Assistant         2,500   2,576   2,680

           

Golf

            Head   3,200   3,297   3,430

 

Boy’s & Girl’s Tennis

            Head   3,200   3,297   3,430

 

Fall Cheerleading       

            Head Coach    1,600   1,648   1,715

            Assistant         1,000   1,030   1,072

 

Winter Cheerleading

            Head Coach    1,600   1,648   1,715

            Assistant         1,000   1,030   1,072


APPENDIX E

 

INTRAMURALS

 

 

Position

 

Each Program  $785   

 

 

 

 

AGREEMENT BETWEEN

 

SCHOOL COMMITTEE OF THE TOWN OF SEEKONK

 

AND SEEKONK EDUCATORS ASSOCIATION

 

 

 

 

SEPTEMBER 1, 2008 TO AUGUST 31, 2011


 

AGREEMENT

 

THIS AGREEMENT, made and entered into as of the 1st day of September , 2008 by and between the School  Committee of the Town of Seekonk, hereinafter referred to as the "Committee", and the Seekonk Educators Association, an affiliate of the Massachusetts Teachers' Association and the National Education Association, hereinafter referred to as the "Association". 

 

WITNESSETH:

 

WHEREAS, the Committee and the Association entered into a collective bargaining Agreement, effective September 1, 2005 with respect to the wages, hours of work and other conditions of employment of the employees represented by the Association; and

 

WHEREAS, said Agreement terminated on August 31, 2008, and the committee and the Association desire to enter into a new collective bargaining Agreement. 

 

NOW, THEREFORE, it is mutually agreed between the Committee and the Association as follows: 

 

ARTICLE 1

 

RECOGNITION

 

For the purposes of collective bargaining with respect to wages, hours, standards of productivity and performance and other conditions of employment and the negotiation of collective bargaining agreements and any questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining agent and representative of all Professional Employees employed by the Committee, except the Superintendent of Schools, School Finance Administrator, Director of Curriculum and Instruction, Director of Guidance, Principals, Assistant Principals, Director of Special Services, Director of Athletics and Aquatics, and Substitute Teachers.  Nothing in this Agreement shall be deemed to limit any of the rights offered employees and their exclusive representative under the provisions of Chapter 150E of the General Laws of Massachusetts. 

 

Throughout this Agreement, words imparting the singular may extend and be applied to several persons or things, words imparting the plural number may include the singular, words imparting the feminine gender shall include the masculine gender, words imparting the masculine gender shall include the feminine gender.

 

ARTICLE 2

 

MANAGEMENT RIGHTS

 

The Committee is a public body established under and with powers provided by the laws of the Commonwealth of Massachusetts, and nothing in this Agreement shall be construed to derogate from or impair any power, right or duty conferred upon the Committee or administration by law or any rule or regulation of any agency of the Commonwealth.  The Committee or administration retains all the powers, rights and duties that is has by law and may, subject to this Agreement, exercise the same at its discretion.  The Superintendent of Schools, hereinafter referred to as the Superintendent, shall serve as the agent of the Committee with respect to all matters pertaining to the administration of the provisions of this Agreement. 

 

ARTICLE 3

 

NEGOTIATION PROCEDURE

 

3.1       Modification of Agreement

 

In the event that written notice to modify or terminate this Agreement is given in accordance with the provisions of Article XXXIII hereof, the Committee and the Association agree to enter into negotiations not later than November fifteenth immediately thereafter in accordance with the procedure set forth herein in a good faith effort to reach agreement concerning the wages, hours, standards of productivity and performance and other conditions of employment of said employees. 

 

3.2       Consultants

 

During negotiations the Committee and the Association will present relevant data, exchange points of view and make proposals and counterproposals.  Either party may, if it desires, utilize the services of outside consultants in the negotiations.

 

3.3       Policy Change

 

Before the Committee, during the term of this Agreement, adopts a policy with respect to the wages, hours of work and other conditions of employment of said employees which is not covered by the terms of this Agreement and which has not been proposed by the Association, the Committee will notify the Association in writing that it is considering the adoption of such a policy.  The Association will have the right to negotiate with the Committee on such proposed policy, provided that it files such a request with the Committee within five (5) days after receipt of said notice.  Any agreement reached during any such negotiations shall be reduced in writing as an amendment to this Agreement. 

 

3.4       Scope

 

This Agreement incorporates the entire understanding of the parties on all issues which were or could have been the subject of negotiations.  During the term of this Agreement neither party, except as is provided in Section 3.3 above, shall be required to negotiate with respect to any such matter whether or not covered by this Agreement. 

 

3.5       Meetings

 

No negotiation meetings between the Committee and the Association shall be scheduled during a school day.


ARTICLE 4

 

GRIEVANCE PROCEDURE

 

4.1       Purpose

 

The purpose of this procedure is to produce prompt and equitable solutions to those problems which from time to time may arise and affect the conditions of employment of the employees covered by this Agreement.  The Committee and the Association agree that the proceedings hereunder will always be as informal and confidential as possible at any level of the procedure.

 

4.2       Rights of Aggrieved

 

Nothing herein contained will be construed as limiting the right of an aggrieved employee from presenting his/her grievance to the Committee and having such grievance heard without the intervention of the Association, provided that the Association is afforded the opportunity to be present at such conferences and to state its view and that any adjustment made shall not be inconsistent with the terms of this Agreement. 

 

4.3       Definition

 

A grievance is defined as a question, complaint or dispute involving the meaning, application or interpretation of or compliance with the terms and provisions of this Agreement.

 

4.4       Procedure

 

Grievances, except as is otherwise provided for herein, shall be processed in accordance with the following procedure: 

 

4.4.1    Level One

 

The aggrieved employee shall present his/her grievance in writing to his/her immediate supervisor. It shall give a summary of the facts involved, the provision or provisions of this Agreement allegedly violated and the relief desired.  The immediate supervisor shall advise the aggrieved employee in writing of the decision made with respect to the grievance within ten (10) school days after the grievance is presented.  Nothing herein shall serve to discourage or prevent an employee with a grievance from first discussing it with his/her Principal or immediate supervisor with the object being that of resolving the matter informally.  Except when agreed by the parties in writing, such discussions shall not extend time limits as herein provided.

 

4.4.2    Level Two

 

If the written disposition at Level One is not satisfactory to the aggrieved employee or the Association, then the aggrieved employee or the Association may within ten (10) school days following receipt of the Level One disposition submit the grievance in writing to the Superintendent.  The written grievance shall give a summary of the facts involved, the provision or provisions of this Agreement allegedly violated and the relief desired.  Within ten (10) school days after receipt of the written grievance the Superintendent shall meet with the aggrieved employee and a representative or representatives of the Association in an effort to settle the grievance.  In the event of the absence or disability or the Superintendent, his/her designated representative shall act on his/her behalf.  Within ten (10) school days after the conclusion of said meeting, the Superintendent or his/her representative, as the case may be, shall advise the aggrieved employee and the Association in writing of his/her decision concerning the grievance.

 

4.4.3    Level Three

 

If the Superintendent's disposition at Level Two is not satisfactory to the aggrieved employee or the Association, then the aggrieved employee or the Association may within ten (10) school days following receipt of the disposition submit the grievance to the School Committee.  Within ten (10) school days after receipt of the written grievance, the Committee shall meet with the aggrieved employee and a representative or representatives of the Association in an effort to settle the grievance.  The Committee shall, within ten (10) school days after the conclusion of said meeting, advise the aggrieved employee and the Association in writing of its decision with respect to the grievance.

 

4.4.4    Level Four

 

If the Association is not satisfied with the disposition of the grievance at Level Three or if no decision has been rendered within ten (10) school days after said meeting of the Committee, the Association may, by giving written notice to the Committee within ten (10) school days after the date of the Committee's decision at Level Three or within twenty (20) school days after said meeting with the Committee if no decision has been rendered, present the grievance for arbitration.  In such case the following procedure will be followed:

 

4.4.4.1  Arbitration

 

The Association and the Committee shall forthwith attempt to mutually select an arbitrator and to secure his/her services to hear the grievance.  If within ten (10) school days following the Committee's receipt of the Association's written notice, the parties have not been able to select an arbitrator, the Association shall forthwith submit the grievance to the American Arbitration Association, Boston, Massachusetts, for disposition in accordance with the applicable rules of the American Arbitration Association. 

 

4.4.4.2  Hearings

 

The arbitrator selected shall hold hearings promptly and, unless the time shall be extended by mutual agreement, shall issue his/her decision not later than twenty (20) days from the date of the close of hearings or, if oral hearings have been waived, from the date established for the final submission of evidence and briefs. 

 


4.4.4.3  Decision

 

The arbitrator's decision will be in writing and will set forth his/her findings of fact, reasoning and conclusions on 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 will be submitted to the Committee and the Association and will be final and binding upon the Committee, the Association and the aggrieved employee. 

 

4.4.4.4  Expenses

 

The fee and expenses of the arbitrator and the expenses directly related to the arbitration hearing shall be shared equally by the Committee and the Association. 

 

4.4.4.5  Time Limit

 

If at the end of the thirty (30) school days next following the occurrence of any grievance or the date of first knowledge of its occurrence by any employee affected by it, the grievance shall not have been presented at Level Two of the procedure set forth above, the grievances shall be deemed to have been waived.  Any grievance in course under such procedure shall also be deemed to have been waived if the action required to present it to the next level in the procedure shall not have been taken within the time specified in the procedure.

 

4.4.4.6  Class Action

 

If, in the judgment of the Association, a grievance affects a group or class of employees, the aggrieved employee or the Association may submit such grievance in writing directly to the Superintendent and the processing of such  grievance will begin at Level Two as set forth above.  The Association may process such a grievance through all levels of the grievance procedure even though the aggrieved employee does not wish to do so. 

 

4.4.4.7  Extensions

 

The time limits hereinabove specified for the bringing and processing of a grievance may be extended by mutual agreement of the Association and the Committee.  In the event a grievance is filed at a time near the end of a school year which will not permit its resolution prior to the end of the school year by following said time limits, and if the failure to resolve such grievance prior to the beginning of the following school year could result in irreparable harm to the aggrieved employee, then said time limits will be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practicable. 

 

4.4.4.8  Personnel File

 

No written communication, other document, or record relating to any grievance shall be filed in the personnel file of an employee in presenting such grievance.

 

4.4.4.9   Reprisal

 

No reprisal shall be taken by the Committee against any employee involved in any grievance proceeding solely by reason of his participation therein. 

 

4.4.4.10  Representation

 

An aggrieved employee may be represented at all stages of the grievance procedure by a person of his/her own choosing, except that he/she may not be so represented by a representative of any employee organization other than the Association. 

 

4.4.4.11  Evidence

 

The Committee will, upon request, provide the Association with copies of approved minutes and records of the Committee or its agents, except personnel records of any employee, other than the aggrieved employee, which may be necessary for the Association to process grievances under this Agreement. 

 

4.4.4.12  Attendance at Hearings

 

In the event a hearing is held during the school day on any grievance being processed hereunder, the aggrieved employee, the representative or representatives of the Association, if any, who are to attend such hearing, and any other employee who is to testify at such hearing shall be permitted to attend said hearing without loss of pay.  The Association will notify the Superintendent of the names of such persons at least two (2) school days prior to the date of such hearing.  The Association agrees that these privileges will not be abused. 

 

ARTICLE 5

 

SALARIES

 

5.1       Compensation

 

The compensation of each employee for the work year, as hereinafter defined, shall be determined by the Superintendent in accordance with the provisions of this Agreement and the salary schedules of supplementary compensation set forth in Appendix A, which is attached hereto and made a part hereof.  Any changes to the work year, workday or instructional time due to State Regulations shall not be effected except by mutual agreement. 

 

5.2       Without Prior Experience

 

An employee appointed without any teaching experience or without any substantially equivalent experience in employment in a field related to his/her teaching assignment, shall be initially placed on the teacher salary schedule on experience step one, and on the academic lane which represents his/her academic background.  The Superintendent may grant such new employees up to a maximum of three (3) years' experience, for purposes of initial placement on the salary schedule.  In any such case, the Association will be notified of the reason, in writing. 

 

5.3       With Prior Experience

 

An employee appointed with prior teaching experience and/or with substantially equivalent experience in employment in a field related to his/her teaching assignments, may be initially placed on the experience step of the teachers' salary schedule which most nearly represents such years of experience and the academic lane which represents his/her academic background.  The Superintendent may grant such new employee up to a maximum of three (3) years' additional experience, for the purpose of initial placement on the salary schedule.  In any such case, the Association will be notified of the reason, in writing. 

 

5.4       Initial Placement

 

If an employee is initially placed on an experience step on teachers' salary schedule beyond step one, the Superintendent will inform the Association in writing of the reasons for his action, if requested.

 

5.5       Credits

 

In determining whether an employee, who is taking courses outside of a program leading to a degree, is eligible to be placed on the Bachelor's plus 15 salary schedule, the Bachelor's plus 30 salary schedule, the Bachelor’s plus 45 salary schedule, the Master's plus 15 salary schedule or the Master's plus 30 salary schedule, the Master’s plus 45 salary schedule and the Master’s plus 60 salary schedule,  an employee shall not receive credit for any credits he/she earns, unless the courses which he/she takes are recommended by the principal/administrator for approval and then are approved in advance by the Superintendent. The approval of the Superintendent of any such course shall not be withheld if the course is of educational value to the Seekonk school system.  In all degree programs or in taking courses leading to a degree, the teacher shall receive prior approval of the principal/administrator and the superintendent, first to determine whether the program or school providing the course is a member of or approved by the National Council for Accrediting Teacher Education or the HOLMES group and second, to determine whether the courses are of educational value to the Seekonk School System.  The approval of the superintendent will be withheld if the program or school providing course work is not a member of, or approved by the National council or HOLMES.  If the approval of the Superintendent for a course at a program or school approved by the National Council or HOLMES is withheld and, should the Association determine to grieve or arbitrate the matter beyond Level III of the grievance procedure, the Committee shall bear the burden of proving with substantial evidence that the course was not of educational value to the School System.

 

5.6       Step Increases

 

Each employee as of the beginning of each work year in September shall receive step increments successively to the next higher rate within his/her salary schedule, subject to the following condition:

 

 

 

5.6.1    Minimum Days Worked

 

That he/she has worked at least one half of the school year including professional development days during the preceding work year in the Seekonk Public School System.  All days in which an employee is in a pay status shall be considered as days worked. 

 

5.7       Compensation for Non-Teaching Duties

 

An employee assigned to perform the duties of a position or positions described in the Appendices shall be paid the compensation provided for such position or positions in said schedule in addition to his/her regular teacher's salary as determined by his/her proper place on the teachers' salary schedule.  Assignment of employees to any such position or positions shall be on a voluntary basis, shall be for one (1) school year only and shall not be construed as creating any kind of tenure in a such position.  An employee who is not to be rehired to any such position or positions for any reason, other than the elimination of such position or positions for any reason, shall be so notified in writing thirty (30) days next following the last day of employment or the end of the athletic season in such position or positions for that school year, but in no case later than the last day of the work year in June.  In the case of elimination of such position or positions, the employee shall be notified in writing within five (5) school days next following the action by the Committee. 

 

5.8       Payment Options

 

The compensation for employees may be received by the employee in one of the following methods at the option of the employee: 

 

5.8.1    Equal Installments - 26

 

Twenty-six equal installments paid biweekly beginning in September and being distributed through  August. 

 

5.8.2    Equal Installments - Modified 26

 

Twenty-six equal installments beginning in September and being distributed biweekly through June with all undistributed installments for the year also being distributed in June. 

 

5.8.3    Equal Installments - 21

 

Twenty-one equal installments paid beginning in September and distributed biweekly though June.

 

5.8.4    Changing Options

 

Employees requesting a change from option 1 or 2 to option 3, or vice versa, may do so by notifying the Superintendent in writing four weeks prior to the beginning of the school year.


5.8.5    Option 2

 

Employees requesting option 2 may do so by notifying the Superintendent in writing by May 1. 

 

5.9       Daily Rate

 

The daily rate for an employee shall be equal to the annual salary of the employee divided by the number of days in the work year of the employee. 

 

5.9.1    Repayment

 

Payroll deductions for each day in a non-pay status shall be at one-half of the daily rate for the next two pay periods, or at the option of the employee, may be prorated over the remaining pay periods for the school year.

 

5.9.2    Payment for Partial Year

 

Compensation for an employee leaving the employ of the school system prior to the end of the prescribed work year for that employee shall be a lump sum payment determined by multiplying the daily rate by the number of contract days worked then subtracting from the product the salary previously paid.  Said lump sum will be paid in the payroll following the termination date. 

 

5.10     Retirement Bonus

 

An employee, who has completed at least ten (10) years of employment with the Committee and who plans to retire from his present position with the Committee, shall be given an increase of one thousand dollars ($1,000) in his/her regular salary for the last year of his/her employment, provided he/she submits to the Superintendent by December 1st of the school year in which he/she plans to retire a signed copy of the written application he/she has made to the Teachers' Retirement Board indicating his/her intention to retire unless covered under Section 5.11 of this Article. 

 

5.11     Early Retirement Bonus

 

Upon written notice of intent to retire from the employ of the Seekonk School Committee, a professional employee who has or will have at least ten (10) years in teaching in Seekonk on the effective retirement date will receive additional compensation according to the following: 

 

For Retirement Effective June 30 of the                 One (1) Year Advance Notice to be

Following Year of Attainment Age:                        Given by February 1st:

 

Age 50 - 57*......................................................................$ 5,200

Age 58 - 63  ......................................................................   3,800

Age over 63 ......................................................................    2,000

 

(Employees between the ages of 56 and 62 as of September 1, 1987, shall be eligible hereunder, until age 63; i.e., grandfathered, under age language of 1984 - 1987 Agreement.)*

5.11.1  Notice

 

Written notice must be received by the Superintendent no later than February 1st.  Payment will be made at the conclusion of employment or the actual time of retirement.

 

 

ARTICLE 6

 

WORK YEAR, WORK DAY AND WORK LOAD

 

6.1       Work Year

 

The work year for all bargaining unit members other than the Guidance Counselor shall begin no earlier than September 1st and shall terminate no later than June 30th in the following calendar year, unless otherwise mutually agreed upon by the Committee and the Association.  The school calendar shall be developed on an annual basis by consultation, discussion and mutual agreement between the Association and Administration.  It is acknowledged that the final decision/determination concerning the school calendar remains with the School Committee.  The work year of all bargaining unit members, except new teachers, shall be one hundred eighty-three (183) days which shall be comprised of one hundred eighty (180) instructional days and three (3) non-instructional, teacher professional development days.  Each in-service day shall be conducted between the hours of 8:00 a.m. and 2:00 p.m. with a designated time for lunch.  Additionally, all bargaining unit members will be required to attend a faculty meeting at the schools to which they are assigned, or where designated by the Superintendent in cases of multiple assignments, on the weekday immediately preceding the first day of school for students.  The faculty meeting will commence at 8:00 a.m. and be no longer than two (2) hours in duration.

 

The professional development days shall be scheduled by the Superintendent in consultation with the Association.  Professional Development days shall be published in the school calendar.  Upon attendance at the first and second professional development days, each bargaining unit member shall be entitled to two (2) Compensatory Days, one for the first professional development day and one for the second, under the following conditions:

 

a.         Compensatory Days cannot be used until earned and are not cumulative and shall be taken one (1) in the first semester and one (1) in the second semester.

 

b.         No more than ten percent (10%) of the bargaining unit members assigned to a building may take the same Compensatory Day.

 

c.         Compensatory Days shall be granted on a first come, first served basis with mutual agreement between the bargaining unit members and the building principal; and

 

d.         A Compensatory Day may not be taken on another scheduled professional development day.

 

New teachers in the Seekonk school system shall be required to be in attendance no more than two (2) additional full days prior to the pre-school opening faculty meeting.

 

A work day is defined as a day when attendance of bargaining unit members is required.

 

The day before the Thanksgiving holiday will be scheduled as an early release day for students and members of the bargaining unit.

 

6.1.1    Guidance

 

The work year of the Guidance Counselor shall consist of one hundred eighty-five (185) work days.  Said work year shall include the one hundred eighty (180) days that all employees are required to be in attendance at school and five (5) additional days to be mutually agreed by the principal of the school to which the Guidance Counselor is assigned, and the inservice day and the pre-school faculty meeting.  The Guidance Counelor shall be compensated at his/her per diem rate for those days worked in excess of the work year established for all employees in Section 6.1 hereof.

 

6.1.2    Nurses

 

The work year of the elementary school nurse and the secondary school nurse shall consist of the one hundred eighty (180) days that all employees are required to be in attendance at school, and the inservice day and the pre-school faculty meeting.  In addition to other applicable provisions of this Article 6, the secondary school nurse may be required to work up to twenty-three (23) additional hours as designated by the high school principal to complete athletic physicals before or during the school year. 

 

6.1.3    Department Heads

 

The work year of department heads will be the one hundred eighty (180) days that all employees are required to be in attendance at school, and the inservice day and the pre-school faculty meeting.  There will be Department Heads for Mathematics, English, Science, Social Studies, and World Language.  Department heads may be required to work additional days at the request of the Superintendent for matters concerning their department head duties.  Employees will be compensated at their per diem rate for those days worked in excess of the work year established for all employees in Section 6.1. hereof.

 

6.2       Starting & Dismissal Times

 

The starting and dismissal times for students will be established by the Committee provided, however, that no changes in such time will increase the length of the work day of said employees.  The length of the students' day in the high school shall be six (6) hours and fifteen (15) minutes, in the middle school it shall be six (6) hours and ten (10) minutes, and in the elementary schools it shall be six (6) hours. 

 


6.3       Work Day

 

The regular work day of professional employees in the high school shall consist of six (6) hours and forty-five (45) minutes, in the middle school it shall consist of six (6) hours and forty (40) minutes, and in the elementary schools it shall consist of six (6) hours and thirty (30) minutes.  The regular work day of all said employees, except as provided in Section 6.4 below, shall begin fifteen (15) minutes before the starting time of the students' day at the school to which they are assigned and shall not begin before 7:30 a.m., except in emergencies, unusual circumstances and exceptions for good cause as determined by the Superintendent and/or the Committee.  The regular work day of said employees, except as is otherwise provided in this Article, shall end fifteen (15) minutes after students are dismissed.  A teacher, however, may at the discretion of the principal, leave as soon as his teaching duties are completed.  [Secondary teachers may be required to remain up to forty-five (45) additional minutes no more than two (2) days each week, primarily for the purpose of assisting those students requiring additional help, or in meeting emergency situations which may arise from time to time.]  Employees will be required to sign in only and may leave the building with the permission of the building principal when sufficient reason is provided.  Notwithstanding the foregoing, it is understood and agreed that, if the start of the students' day is delayed or the end of the students' day is shortened, the regular work day of professional employees shall remain the same as is indicated above, except that professional employees, in emergency situations which result in the early dismissal of students and which in the opinion of the Superintendent also endanger the health and safety of professional employees, may be excused without loss of pay at the time of the completion of their assigned supervisory duties. 

 

6.4       Specialist

 

The regular work day of all professional employees assigned to positions as specialists, such as school psychologists, learning disabilities teachers, speech therapists, adjustment counselors and other special needs resource specialists, shall consist of six (6) hours and thirty (30) minutes in the elementary schools, six (6) hours and forty (40) minutes in the middle school and six (6) hours and forty-five (45) minutes in the high school.  The starting and ending times of the daily work schedules of such professional employees shall be determined and fixed by the Committee, and such schedules may be changed from time to time to meet the changing conditions of operations, provided, however, that the ending time of any such daily work schedule shall not be later than 6:00 p.m.

 

6.5       Staff Meetings

 

In addition to the regular work day provided for in Section 6.3 above, all employees shall be required to attend, without additional compensation, not more than two (2) staff meetings each month, each such meeting not to exceed more than one (1) hour in duration after students are dismissed.  This limitation may be exceeded only in emergency situations beyond the control of the administration. 

 

6.6       Evening Meetings

 

In addition to the regular work day provided for in Section 6.3 above, all employees shall be required to attend, without additional compensation, not more than two (2) evening meetings each school year, each such meeting not to exceed two (2) hours in duration.  Attendance at all other evening meetings will be at the option of the individual employee.

 

6.6.1    High School

 

The two evening meetings shall be open house and parent teacher conference night unless the Administration and Association agree to replace one or both of these activities with alternative evening meetings.

 

6.6.2    Middle School

 

The two evening meetings shall be open house and academic awards night unless the Administration and Association agree to replace one or both of these activities with alternative evening meetings.

 

6.6.3    Elementary Schools

 

The two evening meetings shall be open house and parent teacher conference night.  Additionally, there shall be two (2) early release afternoons for the purpose of parent teacher conferences, one of which shall be on the afternoon of the parent teacher conference evening.  The afternoon parent teacher conferences shall be two (2) hours in duration.

 

6.7       Lunch

 

All employees will have a duty-free lunch period of a length corresponding to the length of the students' lunch period, up to a maximum of thirty (30) minutes.  One-fourth (1/4) of the teaching personnel present may, except in cases of an emergency, leave the school premises during their assigned lunch period by signing out and in upon their return with the school principal. 

 

6.8       Preparation - Secondary

 

Secondary school teachers will, in addition to their lunch period, have a preparation period during each school day during which they will not be assigned any other duties. 

 

6.9.1    Teaching Periods - Secondary Scheduling

 

The middle school shall be scheduled on the basis of a six (6) period per day rotating schedule.  All teachers shall receive a daily preparation period equal to the length of an academic period during which they will not be assigned to any other duties.  All teachers will also receive two (2) additional duty periods, which will be one (1) Common Planning Time and one (1) Team Meeting Time, and will be equal to the length of an academic period.

 

6.9.2    Department Heads - Secondary Scheduling

 

Department Heads (as defined in 6.1.3) shall teach no more than four (4) classes.  The remaining time, exclusive of a daily preparation period and a professional development period once per cycle, shall be utilized solely for carrying out the job performance responsibilities set forth in the position description.

6.9.3    Teaching Periods - High School

 

The high school shall be scheduled on the basis of a five (5) block per day, seven (7) day rotating schedule.  Students may select up to seven (7) courses.  Each academic block shall be 65 minutes in length. 

 

Within the structure of the five (5) block, seven (7) day rotation, all high school teachers may be required to teach up to five (5) classes.  Such classes shall be scheduled based upon twenty-five (25) blocks of teaching within the five (5) block, seven (7) day rotation.  Teachers shall receive a daily preparation period equal to the length of an academic block during which they shall not be assigned to any other duties.  The remaining three (3) blocks within the schedule shall be assigned as follows:  one (1) block for administrative duty, with said duties being rotated on a semester by semester basis; one (1) block for professional development; and, one (1) block for common planning time.

 

During professional activity time, teachers may provide services in areas including but not limited to:

 

            tutorial assistance

            teaching assistance

            team teaching

            administrative internships

            administrative assistance

            media assistance (research/instruction)

            media assistance (technology)

            research assistance

            independent assignments

            guidance assistance

            instructional assistance

            computer assistance

            fine arts assistance

            communications assistance

            community education

            “Create-an-Opportunity”

            health assistance

            new teacher mentor

            lead teacher

            special projects

            athletic assistance

            professional assignments

            liaison with a college

            performance based activities

 

Teachers shall select their professional activities on a semester basis during the school year.  The selection of activities shall be made by a process of mutual agreement between the teacher and a high school principal/administrator designated for this purpose by the Superintendent.  If the teacher and the designated administrator cannot mutually agree on the activity(ies) to be performed, the disagreement shall be submitted to the Superintendent and the President of the Association who shall attempt to resolve the disagreement.  If the Superintendent and President cannot resolve the disagreement, they shall submit the matter to a mutually agreed upon third party whose decision shall be final.  Teachers shall not be assigned to any administrative duties including but not limited to being assigned to substitute teach during professional development blocks.

 

Common planning time shall be scheduled by the high school administration whenever possible.  Teachers who are scheduled together shall work together on a common planning project.  Said project(s) shall be chosen by mutual agreement between the involved teacher(s) and the administration.  Common planning time must result in the production of a “product”.  No administrative duties shall be assigned to any teacher during common planning time.

 

6.10     Teaching Load

 

Secondary school teachers will not be required to teach more than two (2) subjects, nor more than a total of three (3) teaching preparations within said subjects at any one time, unless absolutely necessary.  In the event that assignment of a course schedule requiring more than three (3) teaching preparations is absolutely necessary, those teachers who are required to perform four (4) teaching preparations will be scheduled for two (2) preparation periods and no supervisory periods.  Those teachers who may be required to perform five (5) teaching preparations which will be the maximum in any circumstance, will in addition to the assignment of two (2) preparation periods, will not be assigned any other supervisory duties. 

 

Part-time bargaining unit members shall receive compensation and those benefits for which they are eligible on a pro-rata basis.  Such bargaining unit members shall receive preparation time and shall be responsible for duties on the same pro-rata basis and shall be responsible for attending all faculty and department meetings.

 

6.11     Preparation Time - Elementary

 

Elementary school teachers, except those who are in their first year of employment by the Committee, will have preparation periods during those times, except as is otherwise provided herein, when specialists in art, music and physical education (exclusive of swimming classes) are instructing their classes.  Such preparation periods will begin in each school year only after the specialist has instructed the teacher's class for two (2) class periods.  In the event a specialist is absent and a substitute teacher is not available, the classroom teacher will assume responsibility for the class and continue with his or her regular teaching schedule.  When the classes instructed by said specialists are held in another part of the building, the classroom teacher is responsible for delivering and returning his/her class to and from the designated area. 

 

For the duration of this Agreement, the School Committee agrees to provide elementary school teachers with preparation time in an amount no less than the preparation time available to elementary school teachers in the 1989-90 school year; that is, two hundred ninety (290) minutes (exclusive of lunch).  In the event that the School Committee, in its sole discretion determines that it is unable to provide sufficient specialists or other programs of instruction to reach the 1989-90 amount of preparation time, it will schedule Friday early release days for elementary grades 1 through 6 to provide sufficient preparation time.  Release time would be 1:00 p.m.  In the event that the School Committee elects to provide the preparation time through early release of students, it may ask that teachers voluntarily use the preparation time to meet on an occasional basis for grade level meetings in their buildings and for no more than two system wide grade level meetings during any school year.  If the School Committee implements an early release program as herein provided, nothing herein shall be construed to prevent the School Committee from thereafter providing preparation time by use of specialists or other programs or instruction rather than early release time. 

 

There shall be grade level common planning time scheduled on the basis of forty-five (45) minutes per week.

 

6.12     Elementary Duty-Free Time

 

In addition to the duty-free lunch period and the other duty-free time provided for in this Article, each elementary teacher will have additional duty-free time of approximately fifteen (15) consecutive minutes each regular work day. 

 

6.13     Compensation - TEAM

 

Employees who are required to participate in TEAM Evaluation meetings after the end of their regular work day will be compensated for such meetings at the rate of thirty dollars ($30.00) per hour only when all of the time requirements provided for in Section D of this Article for work performance beyond the employee's work day have been exhausted. 

 

6.14     Calendar

 

The Association is invited to send its suggestions in the formulation of the next school year calendar by January 1st of the preceding school year for which the Committee is considering adoption.  The Committee is responsible for the adoption of any school calendar. 

 

6.15     TEAM Evaluations

 

Special Education Teachers hired subsequent to the effective date of this Agreement shall be trained in educational/achievement test administration and will be responsible for necessary evaluations utilizing both standardized and non-standardized tests.  Inherent in the position will be an allotted time to complete these evaluations; however, there will be no additional compensation.  Resource room teachers shall be provided with adequate time to write an IEP following the TEAM evaluation.  This time shall be in addition to other unassigned time as provided in this Agreement.  Special Education teachers employed prior to the effective date of this Agreement shall continue to be governed as to testing and evaluation by the agreement which existed prior to the commencement date of this Agreement. 

 


6.16     Special Needs Prep Time

 

Special needs teachers, who teach in self-contained classrooms and in a resource room in the elementary schools, will in addition to their lunch period have fifteen (15) minutes preparation time during each regular school day during which they will not be assigned any other duties.  The duty-free time of fifteen (15) consecutive minutes provided for elementary teachers under Section 6.12 above shall be included in this fifteen (15) minute preparation period. 

 

6.17     Class Supervision

 

Employees who are scheduled or assigned to a class at the time of any assembly shall be responsible for the supervision of such class during such assembly period, provided the entire class attends the assembly.  In the event that only a portion of the class attends an assembly, supervision of the class shall be determined by the principal/administrator. 

 

 

ARTICLE 7

 

CLASS SIZE

 

7.1       Desirable

 

The Committee and the Association agree that the following are at the present time desirable class size limits (team teaching excepted): 

 

1.         Elementary Schools:

Kindergarten to Six.......................................................................     25

 

2.         Secondary Schools:

Shop.............................................................................................       18

English, Home Economics............................................................      22

Art, Mathematics, Language

Business, Science, and Social Studies...........................................     25

 

7.2       Limits

 

The School Committee will endeavor to maintain the present classroom ratio of pupils to professional staff and will insure that academic classes in the elementary, middle and high schools shall not exceed thirty (30) students with the exceptions of art, music, physical education, and health. 

 


7.3       Additional Student

 

In the event that it becomes necessary to transfer or assign a student out of his/her assigned elementary school district because of the limitations on class size as provided in Paragraph 7.2, the principal of the building involved shall so advise the teacher(s) in that building at the grade level involved, who on the basis of seniority may voluntarily elect to accept an additional student in their class to a maximum of thirty-one (31) students.  Teachers accepting such an assignment will be compensated for the additional assigned student at the rate of 1/20 of their per diem for each day the class size exceeds thirty (30).  In the event that it is necessary to assign a thirty-first (31st) student to any class on the middle or high school level, acceptance of such assignment shall on a voluntary basis by the teacher involved, who shall be compensated for such additional student for each day the class size exceeds thirty (30) on a pro rata basis determined by 1/30 of their daily rate adjusted for the number of classes per day that exceed thirty (30) students.

 

ARTICLE 8

 

NON-TEACHING DUTIES

 

8.1       Aides

 

The Committee and the Association acknowledge that a teacher's primary responsibility is to teach and that his/her energies should, to the extent possible, be utilized to this end.  Accordingly, the Committee agrees to employ, from time to time, clerical personnel and teacher aides to assist teachers where such is practical in the performance of non-teaching duties.  The number of such clerical employees and teacher aides to be used and the duties to be performed by them shall be determined by the Committee. 

 

8.2       Driving Students

 

Teachers are not allowed to drive students to activities which take place away from the school building.  Transportation to such activities shall be provided by the Committee. 

 

8.3       Registers

 

The Committee agrees to provide clerical assistance in the monthly computation of daily registers, but it expects the classroom teacher to perform certain clerical tasks customarily associated with basic teaching duties, such as taking attendance.

 

8.4       Lunch Money

 

Teachers will be required to collect lunch money on the first day of each week; all project monies in industrial arts, home economics and practical arts; and concert money once-a-year.  No other monies will be required to be collected by the teacher.  This will not preclude envelopes which will not be tallied by the teacher.

 


8.5       Room Management

 

Teachers are responsible for room management tasks customarily associated with the basic teaching responsibility.  All such duties are considered to be an integral part of the classroom teacher's responsibility. 

 

8.6       Bus & Corridor Duty

 

The basic teaching load of all teachers shall include bus duty, corridor duty and other supervisory tasks on a rotating basis as assigned by the principal/administrator, provided the time of performing said duties shall not contradict the working hours established in Article 6.

 

8.7       Elementary

 

Elementary teachers will not be assigned non-teaching duties, except for bus duty and morning corridor duty.  Elementary teachers may be assigned other non-teaching duties, however, in the event of an unforeseen emergency.  All such assignments of non-teaching duties will be on an equitable rotating basis. 

 

8.8.1    Student Discipline

 

The Committee agrees that discipline problems that interfere with and disrupt the orderly process of the school and school related activities shall be dealt with firmly and positively.  The Committee and the Association acknowledge that the most effective discipline occurs at the classroom level and consists of several important steps.  The classroom teacher can best establish authority and effect positive change in student behavior by careful use of verbal reprimands, by detaining the student after school to resolve the conflict, and by parental contact.  When these strategies have been exhausted, the student shall be referred for disciplinary action.

 

8.8.2    Office Detention

 

Office detention may be scheduled on a daily basis for forty-five (45) minutes per day.  Teachers providing supervision of office detention shall be compensated at the rate of $30.00 per detention period. Teacher supervision of detention periods shall be assigned by the principal/administrator on a rotating basis in the inverse order of seniority, within the building.  Upon notification to the principal/administrator, teachers may arrange for substitute coverage for their assigned detention periods.

 

ARTICLE 9

 

ASSIGNMENTS

 

9.1       Notification

 

Teachers, other than newly appointed teachers, will be notified in writing of the schools to which they will be assigned, the grades and/or specific subjects that they will teach, and any special or unusual classes that they will have for the coming year.  Such notification will be no later than June first, except in cases of emergency which are in the best interests of the Seekonk school system. 

 

9.1.2    Procedures

 

The principal/administrator of each school shall distribute no later than May 1 of each school year, a standard program requests form to teachers in the school on which teachers may indicate their preferences for classes, grades or courses for the next school year.  The forms will be returned within six (6) working days after distribution.  Program requests shall be taken into consideration when determining a teacher's program.  When a teacher's request is not met, the teacher shall have the opportunity to meet with and discuss the request with the immediate supervisor. 

 

9.1.3    Secondary and Elementary Participation

 

At the elementary level, prior to the end of the school year, elementary teachers and the principal/administrator, at his/her discretion, will meet to place students in classes for the following year.  The principals/administrators will provide all the information necessary to carry out this process.  The objective is to equalize the load for teachers and to place students in the most advantageous learning situation. 

 

At the Secondary Level (High School and Middle School),

 

(1)        The principal/administrator of each school shall distribute no later than May 1st of each school year, a standard program request form to teachers in the school on which teachers may indicate their preference for classes, grades or courses for the next school year.

 

(2)        Teachers in each department/area will meet at an agreeable time, within seven (7) workdays after the submission by the principal/administrator and

 

(a)        Select a recorder.

 

(b)        Vote (majority rule) on a method of course selection that allows all members of the department/area to participate equally.

 

(c)        Teachers teaching in more than one department/area will participate in each department/area selection in which they teach.

 

(d)       Part time teachers will be allowed to participate in the selection process.

 

(e)        If a teacher cannot attend a meeting he/she may designate a representative.

 

(f)        The results of each deliberation will be forwarded to the principal/administrator within one (1) work day.  Each member of the department/area will initial his/her acceptance of their schedule.

 

(3)        Within five (5) days, the principal/administrator shall meet with the department head and teachers to review the selections by the departments' teachers.  When an individual teacher's request is not met, the teacher may request a meeting with the principal/administrator for further consideration and resolution.  The principal/administrator shall draft a final schedule of assignments. 

 

9.2       Termination

 

Advance notification of intention not to rehire will be given in writing to employees without Professional Teacher Status by April 15th. 

 

9.3       Certification

 

A teacher shall not be assigned outside his/her area of license without his/her consent and only in compliance with the license laws and regulations.

 

9.4       Voluntary Changes

 

In making changes in grade assignment in the elementary schools and in subject assignment in the secondary schools, the convenience and wishes of the individual employee will be honored to the extent that these do not conflict with the best interests of the school system and the students. 

 

9.5       Deadlines

 

Employees who desire a change in grade or subject assignment will file a written statement of such desire with the Superintendent no later than March first.  Such statement will include the grade and/or subject to which the employee desires to be assigned.  As soon as practicable and not later than April fifteenth prior to the end of the school year, the Superintendent will notify each employee of the action taken in regard to his/her request for a change. 

 

9.6       Itinerants

 

Employees who are assigned to more than one (1) school in any one (1) school day will receive the maximum allowed by IRS regulation, but in no event less than twenty-two cents ($.22) per mile for all inter-school driving done by them. 

 

9.7       Fairness

 

Teacher assignments will be made without regard to race, creed, color, religion, nationality, sex, marital status or age. 

 


ARTICLE 10

 

NEW POSITIONS, VACANCIES AND TRANSFERS

10.1     Notice

 

Written notice of vacancies in new or existing positions within the bargaining unit which occur prior to the closing of school in June shall be posted on a bulletin board in each school and sent to the President of the Association.  Employees who wish to receive notice of any vacancy in any particular position or positions which may occur after the closing of school in June, shall notify the Superintendent in writing no later than said closing of school of the particular position or positions in which they are interested and of the address to which notification of any such vacancy should be mailed.  The notices provided for in this section shall be given as soon as possible after the occurrence of the vacancy. 

 

10.2     Notice of Contents

 

The written notice shall set forth the duties, qualifications, salary range and the date within which applications should be filed with the Superintendent.  Employees who desire to apply for any such position vacancy shall submit their applications in writing to the Superintendent within the time limit specified in said notice. 

 

 

10.3     Committee Prerogative

 

In addition to the giving of written notice in the manner indicated above, the Committee may give written notice of vacancies in such positions and seek applicants in such other ways as it considers necessary. 

 

10.4     Other Positions

 

Notice of all vacancies for positions in the summer school, evening school and in federal programs shall be given in the same manner as is provided for in Section 10.1 and 10.2 above. 

 

10.5     Vacant Positions

 

In filling vacant positions, including reassignments and transfers, the Superintendent and Principals will give consideration to the applicants' qualifications and seniority.  Where qualifications are equal, preference will be given to the most senior applicant. 

 

10.6     Filling Notice

 

Written notice of the filling of any such vacant position will be given to all employees who made written application for the position.

 


10.7     New Teachers

 

No assignment of new teachers in the school system shall be made until all pending requests for reassignment or transfer have been acted upon. 

 

10.8     Outside the Unit

 

All vacancies and new positions outside the bargaining unit (promotional) shall be posted by written notice in each school building at least ten (10) calendar days before the interview process begins.  After August 15th, posting need only be five (5) calendar days.  Such posting shall contain the qualifications, duties and salary of such position and the date by which applications shall be submitted. 

 

10.9     Interviews

 

All professional employees who apply and who have the requisite qualifications for a vacant or new position in the school system shall be granted an interview.

 

 

ARTICLE 11

 

EMPLOYEE EVALUATION

 

11.1     Scope

 

Evaluation of employees will be conducted professionally, openly, and with the full knowledge of the employee. 

 

11.2     Timeliness

 

An employee who has been evaluated shall be informed as soon as possible after the completion of the evaluation of the recommendations of the evaluator.  A written copy of these recommendations will be given to the employee upon request. 

 

11.3     Review

 

No evaluation report shall be filed in an employee's personnel file until he/she has an opportunity to review it, discuss it with his/her supervisors and add his/her written comments with respect to any recommendations and criticisms. 

 

11.4     Copies

 

An employee shall be given a copy of any evaluation report or form prepared by his/her supervisors within ten (10) work days of such evaluation. 

 


11.5     Just Cause

 

No member of the collective bargaining unit will be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause.  The decision of the Superintendent and Principals/Administrators as to the dismissal, reappointment or non-reappointment of an employee without professional teacher status shall not be subject to the grievance procedure set forth in Article 4 of this Agreement. 

 

ARTICLE 12

 

EMPLOYEE PERSONNEL FILES

 

12.1     Rights

 

Each employee will have the right, upon his/her request, to review the contents of his/her personnel file with the exception of confidential communications received by the Committee at the time of employment and to make copies of said contents at his/her own expense. 

 

12.2     Derogatory Material

 

No material derogatory to an employee's conduct, service, character or personality will be placed in his/her personnel file, unless the employee has had the opportunity to review the material.  It is not the intention of the Superintendent and Principals/Administrators to add material to the employee's file based on rumor or innuendo.  If it is determined that any such materials are in the employee's personnel file, they shall be removed.  The employee shall acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed in his/her personnel file with the express understanding that such signature in no way indicates his agreement with the contents thereof.  The employee shall also have the right to submit a written answer to such material, and his/her answer shall be reviewed by the Superintendent and attached to said file copy. 

 

12.3     Complaints

 

Any serious complaints regarding an employee made to any member of the administration or to the Committee by a parent, student or other person will be promptly called to the attention of the employee, and the complainant will be clearly identified.  A serious complaint is defined as one which requires action and/or discussion by the Committee or administration and which is recorded by the administration. 

 

ARTICLE 13

 

TEACHER FACILITIES

 

13.1     Scope

 

The Committee shall endeavor to provide the following facilities during the growth of its physical plants: 

13.1.1  Classroom

 

Space will be provided in each classroom and for each teacher for safe storage of personal belongings, instructional materials and supplies. 

 

13.1.2  Workroom

 

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

 

13.1.3  Faculty Lounge

 

An appropriately furnished room to be reserved for the exclusive use of teachers as a faculty lounge. 

 

13.1.4  Telephone

 

A telephone will be available for teachers' personal use in each school. 

 

13.2     Safety

 

To the extent feasible in existing buildings and in designing new buildings, the Committee will provide the following:

 

13.2.1  Communications

 

A communication system so that teachers can communicate with the main office from their classroom in the event of an emergency. 

 

13.2.2  Restrooms

 

Well lighted and clean teacher restrooms. 

 

 

ARTICLE 14

 

ASSOCIATION ACTIVITY ON SCHOOL PROPERTY

 

14.1     Speech

 

Any discussion among teachers concerning Association matters on school property must take place while all of the teachers involved in such discussions are on break or other free non-working time, and not in the presence of students. 

 


14.2     Access to School Property

 

Representatives or agents of the Seekonk Educators Association, the Massachusetts Teachers' Association or the National Education Association, who are not members of the bargaining unit, shall have access to school property during normal school hours for the proper conduct of business related only to the Seekonk school system.  Prior approval of the principal/administrator must be obtained before any such agent or representative enters into academic areas or areas where children are in attendance.  In no instance shall any such visit interfere with the orderly operation of classes or the performance of teaching duties. 

 

14.3     Bulletin Boards

 

Association notices may be posted on school bulletin boards located in the teachers' rooms in school buildings, subject to the following conditions: 

 

14.3.1  Notices

 

The notice shall be signed by an authorized representative of the Association. 

 

14.3.2  Contents

 

The contents of the notice shall be limited to the announcement of recreation or social activities, elections, results of election, appointments, meetings and professional matters. 

 

14.4     Application for Use

 

The Association will be permitted to use school property at reasonable times for meetings upon application through the form now provided.  The Committee's present policy will be strictly adhered to that no use will be permitted for Association activities during school hours, except as approved by the Superintendent. 

 

 

ARTICLE 15

 

SICK LEAVE

 

15.1     Eligibility

 

Sick leave shall be granted in accordance with the provisions of this Article to each employee who is incapacitated for the performance of his/her duties because of illness or injury. 

 

15.2     Sick Leave

 

Each employee shall accrue sick leave at the rate of one and one-half (1 1/2) days for each month of the work year subject, however, to a maximum of fifteen (15) days per work year.  Sick leave as is not used shall accumulate and be available for use in succeeding work years, except that no employee shall be permitted to carry over for use in any succeeding work year an amount in excess of one hundred seventy-five (175) days. 

 

15.3     Household Member

 

Professional employees shall be permitted to use accumulated sick leave in an amount not to exceed five (5) days in any one work year to attend to a parent, spouse, sibling, child (natural, foster or adoptive),  grandparent, and grandchild of the teacher or his/her spouse.

 

15.4     Doctor's Certificate

 

Absences for periods in excess of three (3) days duration will be paid only on submission of a doctor's certificate or equivalent document to the Superintendent, if requested.  Abuses of sick leave will be treated as individual disciplinary cases by the Superintendent. 

 

15.5     Examination

 

The Committee may request, at its expense, the examination by an independent physician of the employee who is or has been on sick leave.  The independent physician will be mutually agreed upon by the Committee and the Association.  If said examination is requested after the employee has returned to work, the employee will be given released time for such examination without loss of pay and without charge to his/her sick leave.  If the examination is requested while the employee is absent from work due to illness, the time spent by the employee in having such examination shall be charged to his/her sick leave. 

 

15.6     Worker's Compensation

 

An employee who is unable to work because of an occupational injury, which is incurred in the course of his/her employment by the Committee and which is compensable under the provisions of the Massachusetts Worker's Compensation Act, shall, upon his/her written request to the Committee, receive as a charge against his/her accrued sick leave the differences between his/her current salary and the amount he/she received as Worker's  Compensation. 

 

15.7     Unused Sick Leave

 

An employee whose employment is terminated for any reason shall not be entitled to any compensation for any unused sick leave to his/her credit at the time of such termination, except as provided in paragraph 15.12 hereof. 

 

15.8     Reemployment

 

An employee whose employment by the Committee is terminated and who is subsequently reemployed, shall not be granted any credit for unused sick leave to his/her credit at the time of such termination. 

 


15.9     Violations

 

The Committee and the Association agree that sick leave is for the protection of the employee and is essential for the employee's livelihood.  The Committee agrees to offer protection for all of its employees by treating all violations of sick leave severely and to the full extent permitted by law. 

 

15.10   Quarantine

 

When an employee is subject to quarantine by order of the Health Department, he/she shall be paid his/her salary during the period he/she is so quarantined, and his/her said absence shall not be charged against his/her sick leave. 

 

15.11   Number of Days

 

Employees shall be notified, in writing, of the number of sick days to his/her credit as of the previous September 1, no later than November of each year.  An employee, upon request, shall be notified of sick leave days he/she has taken during the current work year. 

 

15.12   Buyback

 

Employees hired before July 1, 2005 who retire or resign from the employ of the Seekonk School Committee after fifteen years or more of service shall receive within thirty (30) days of the last date of employment forty and one-half percent (40.50%) of his/her per diem rate for each day of accumulated and unused sick leave over seventy-five (75) days. In the event of the death of a professional employee while in the employ of the Seekonk School Committee, such employee's heirs, if any, shall be entitled to payment of such benefit upon submission of documentation establishing their legal entitlement to such payment.  Employees hired after July 1, 2005 shall not receive this benefit. 

 

 

ARTICLE 16

 

SICK LEAVE BANK

 

16.1     Bank

 

A sick leave bank has been established by agreement for the purpose of making additional sick leave days available to employees with professional teacher status who have exhausted their entire sick leave accumulation and who have a serious illness or injury.  A nurse who has completed three (3) consecutive years of service with the Committee shall be considered an employee with professional teacher status for the purposes of this Article.  Participation in the sick leave bank by employees with professional teacher status shall be voluntary.  An employee may elect to participate or withdraw from participation in the sick leave bank by giving written notice thereof to the Superintendent only during the fifteen (15) day period after the execution of this Agreement and the fifteen (15) day period after the beginning of the work year in September of each year. 

 

 


16.2     Administration

 

The sick leave bank shall be administered by a Sick Leave Bank Committee comprised of four (4) members, two (2) of whom will be appointed by the Committee and two (2) of whom will be appointed by the Association President.  If a Sick Leave Bank Committee vote on any matter results in a tie, the matter under consideration shall not be approved or adopted. The sick leave bank will be initially funded by deducting two (2) sick leave days of each tenured employee who has agreed to participate in the bank and contributing such days to the bank.  The Sick Leave Bank Committee shall determine the eligibility of an employee for sick leave days from the bank and the number of days of sick leave to be granted in each case. The Sick Leave Bank Committee may promulgate reasonable rules and regulations regarding operation of the Bank.  All decisions of the Sick Leave Bank Committee are final and binding on both parties and are not subject to litigation in any form, including, but not limited to, the grievance or arbitration provisions of the contract.  The balance of sick leave days in the bank shall be carried forward from work year to work year.  When the bank is depleted to twenty (20) sick leave days, an additional assessment of two (2) sick leave days shall be made against the sick leave account of each employee with professional teacher status who has agreed to participate in the bank. 

 

16.3     Eligibility

 

Sick leave bank days will be made available only to an employee with professional teacher status who is participating in the bank, who has exhausted all of his/her personal sick leave days and who has been absent because of serious illness or injury. In the first instance, the employee applying to the sick leave bank must submit two (2) medical opinions, at least one of which shall be from a specialist.  If, after receipt of the medical opinions, the Sick Leave Bank Committee still has questions about eligibility it may obtain an examination of the employee and third opinion from a physician which examination and opinion shall be at the expense of the School Committee.  The sick leave days granted by the bank will be retroactive to the first day of the employee's illness or injury. The initial grant of sick leave days from the bank shall not exceed twenty (20), after which the employee may reapply for additional days.  Requests for sick leave bank days shall be submitted in writing to the Sick Leave Bank Committee and shall include a written statement from the employee's physician indicating the nature and extent of the illness or injury and the estimated time that the employee will be absent from work. 

 

 

ARTICLE 17

 

LONGEVITY

17.1     Years of Service

 

Employees shall be paid longevity increments each year according to their number of years of service as professional employees of the Seekonk School Committee as follows: 


 

Years of Service             2008-2009          2009-2010       2010-2011

 

After 10                              $2542                $2643            $2749

After 15                              $3177                $3304            $3436

After 20                              $3336                $3469            $3608

After 25                              $3496                $3635            $3781

 

17.2     Noncumulative

 

Payments will be noncumulative and will be added to the employee's annual salary to be paid during each December of each year. 

 

17.3     Definition

 

Years of service will be determined as of September 1 of each year. 

 

 

ARTICLE 18

 

LEAVE OF ABSENCE WITH PAY

 

18.1     Personal Day

 

Each employee will be granted two (2) days off without loss of pay in each work year for religious, personal, legal, business, household, or family matters which could not reasonably be attended to during non-work days or hours.  Application for such personal leave will be made at least three (3) school days, except in case of emergencies, before taking such leave.  The employee requesting such leave will not be required to state the reason for taking such leave other than that he/she is taking it under the provisions of this Section.  Such personal days shall only be allowed on the day before or after a holiday or a vacation period subject to the following conditions:  (1) No more than two elementary teachers from any one building, three middle school teachers, and four high school teachers will be eligible to take a personal day on any one specified day, (2) requests will be honored in order of receipt, (3) only one personal day per bargaining unit member may be used on a day before or after a holiday or vacation period in any school year.

 

18.2     Legal Proceedings

 

Employees, upon written application to the Superintendent, will be excused without loss of pay, for appearances in legal proceedings resulting from the performance of their prescribed duties and may be excused in the discretion of the Superintendent, without loss of pay, for any appearance in any legal proceedings in which the employee is required by law to attend.  The provisions of this Section relative to "excused without loss of pay" will not apply to any proceedings against the Committee or the Town of Seekonk by the employee and/or the Association.

 


18.3     Conferences

 

Employees designated by the Association shall be granted leaves of absence, without loss of pay, to attend conferences and conventions of the Massachusetts Teachers' Association and the National Education Association.  The maximum time off with pay under this Section shall be a total of four (4) work days in each work year for the aggregate number of employees in the bargaining unit.

 

 

18.4     Bereavement

 

Employees shall be granted leaves of absence without loss of pay for periods not in excess of four (4) days in each case in the event of death in their immediate family.  Immediate family shall include spouse, child, father, mother, sister, brother, grandparents, grandchildren, mother-in-law, father-in-law, sister-in law, brother-in-law, daughter-in-law and son-in-law.  In the event of the death of a spouse, child, father, mother, sister, brother, grandparent, or grandchild one (1) additional day shall also be granted.  In exceptional circumstances involving the death of another close relative or a household member an employee may be granted, in the discretion of the Superintendent, up to two (2) days of absence without loss of pay.  The Association agrees that the provisions of this Section shall be administered and followed in light of their purposes, which is to provide the opportunity, when needed, for an employee to attend the funeral, or to attend to family or personal matters arising as a result of the death to any such persons.

 

18.5     Military Duty

 

Employees shall be granted, without loss of pay, leaves of absence for a maximum of thirteen (13) days per work year when called into temporary active duty of the United States Military Reserves or the State National Guard, provided such obligations cannot be fulfilled on days when school is not in session.  Employees will be paid the difference between their regular pay and the pay which they receive from the federal or state government during the period of their temporary active duty.

 

18.6     Jury Duty

 

An employee who is required to serve on jury duty shall be paid by the Committee the difference between his/her salary and the compensation he/she receives for such jury duty, exclusive of any travel or other allowance.

 

18.7     Written Notice

 

Requests for the leaves of absence with pay provided for in this Article shall be submitted in writing to the Superintendent with the reasons therefore.


 

ARTICLE 19

 

LEAVES OF ABSENCE WITHOUT PAY

 

19.1     Military Leave

 

Military leave without pay will be granted to any employee who is inducted into any branch of the armed forces of the United States.  Upon return from such leave, the employee will be placed on the salary schedule at the level he/she would have achieved had he/she remained actively employed by the Committee during the period of his/her absences subject, however, to a maximum credit of two (2) years.

 

19.2     Sick Member of Household

 

An employee will be granted a leave of absence without pay or increment by the Committee for a period of up to one (1) year for the purpose of caring for a sick member of the employee's immediate family or household.  A member of the household is defined as a person residing in the household for at least ninety (90) days with intent to establish permanent residence.

 

19.3     Health

 

An employee may be granted a leave of absence without pay or increment by the Committee for up to one (1) year for health reasons.  Requests for such leave will be supported by appropriate medical evidence.

 

19.4     Extended Sick Leave

 

An employee, whose personal illness extends beyond the period of time for which he/she is entitled to receive sick leave, may be granted a leave of absence without pay or increment by the Committee for such time as is necessary for his/her recovery from such illness.  Requests for such leave will be supported by appropriate medical evidence.

 

 

19.5     Child Leave

 

An employee will be granted a leave of absence without pay or increment by the committee for a period of up to one (1) year, except as is otherwise provided herein, for the purpose of caring for a newly adopted child.  Such leave shall begin on the day the child arrives in the employee's home.  The employee shall give thirty (30) days written notice to the Committee of their anticipated date of departure and intention to return to duty.  The employee will be permitted to return to duty only at the beginning of a school year.  In the event an employee's leave of absence of one (1) year shall expire after the beginning of a school year, the leave of absence shall be extended to the beginning of the next school year to permit the employee's return to duty at such time.

 


19.6     Other Leave

 

Leaves of absence without pay or increment may be granted employees for purposes other than those set forth above.

 

19.7     Application

 

Requests for the leaves of absence without pay provided for in this Article shall be submitted in writing to the Superintendent with the reasons therefore.  The employee will be notified in writing of the approval or disapproval of his/her request.

 

19.8     Extensions

 

The leaves of absence provided for under this Article may be extended by the Committee.  Requests for such extensions will be submitted in writing to the Superintendent.

 

19.9     One Year Leave

 

In addition to the leaves of absence provided for above, up to four (4) professional employees shall be granted leaves of absence without pay for one (1) work year for any purpose other than those set forth in Sections 19.1 through 19.5 above.  Such leave must be taken for the full work year.  Notification of intent to take a leave of absence under this Section shall be made by June 30th of the preceding school year by certified mail to the Superintendent of Schools.  Employees will be granted this leave in the order of receipt of their certified letters.  In the event of a tie, a drawing will beheld under the supervision of the Association and the Committee.

 

19.10   Returning from Leave

 

All benefits to which an employee was entitled at the time his/her leave of absence without pay commenced, including unused accumulated sick leave, will be restored to him/her upon his/her return, and he/she will be assigned to the same teaching position which he/she held at the time said leave commenced, if such position is available, or if it is not available, to a substantially equivalent teaching position.  An employee, who at the time said leave commenced was assigned to perform the additional duties of a position described in the Appendices, shall have no right to return to such position upon his/her return from leave.  The determination as to what constitutes a substantially equivalent position shall be made by the Committee in each case.

 

19.11   Employee Responsibility

 

It shall be the responsibility of any employee granted leave as provided in Sections 19.2 through 19.10 hereof, to notify the Superintendent of Schools of the employee's intent to return to active duty or request further leave by April 15, preceding the beginning of the school year in which the employee will resume his or her duties or requests further leave.  The Superintendent shall so notify any employee on leave of this requirement between March 1 and March 15 immediately preceding the April 15 date.

 

ARTICLE 20

 

PARENTAL LEAVE

 

20.1     Employees without Professional Status

 

An employee without professional teacher status, who has been employed by the Committee for at least three (3) consecutive months as a full-time employee, shall be entitled to parental leave for a period not to exceed eight (8) weeks for the purpose of a birth or adoption, provided at least two (2) weeks written notice is given to the Committee of the anticipated date of departure and intention to return to duty.  In the case of a pregnant employee, such notice shall include a written statement from a physician attesting to the employee's ability to continue performing the full schedule of duties and responsibilities and giving an estimate of the delivery date.  In such case, the employee shall be permitted to continue on active duty until such date, provided the employee does perform the full duties and responsibilities of the position and furnishes additional statements from a physician upon the reasonable request of the Superintendent of his/her designee.

 

20.2     Employees with Professional Status

 

An employee with professional teacher status shall be entitled to parental leave for a period of up to one (1) year, except as is otherwise provided herein, from the date of its commencement, provided at least two (2) weeks written notice is given to the Committee of the anticipated date of departure and intention to return.  In the case of a pregnant employee, such notice shall include a written statement from a physician attesting to the employee's ability to continue performing the full schedule of duties and responsibilities and giving an estimate of the delivery date.  In such case, the employee shall be permitted to continue on active duty until such date, provided the employee does perform the full duties and responsibilities of the position and furnishes additional statements from a physician upon the reasonable request of the Superintendent or his/her designee.  The employee will be permitted to return to duty only at the beginning of a school year, unless the employee returns within eight (8) weeks after the commencement of parental leave.  In the event an employee’s leave of absence of one (1) year shall expire after the beginning of a school year, the leave of absence shall be extended to the beginning of the next school year to permit the employee’s return to duty at such time.

 

20.3     Sick Leave

 

The employee with or without professional teacher status, as the case may be, may elect to utilize accumulated sick leave during a period of physical disability as a result of childbearing.  Sick leave shall be paid only during the time period in which a physician certifies the employee to be physically disabled and only to the extent of the number of sick leave days the employee has accumulated.

 

20.4     Restoration of Benefits

 

All benefits to which the employee was entitled at the time the leave of absence commenced, including any unused accumulated sick leave, shall, except as is otherwise provided herein, be restored upon return and he/she shall be assigned to the same teaching position which was held at the time such leave commenced, if such position is available or, if it is not available, to a substantially equivalent teaching position.  An employee, who at the time said leave commenced was assigned to perform the additional duties of a position described in the Schedule of Supplementary Compensation set forth in said Appendix A, shall have no right to return to such position upon return from leave.  Upon return the employee shall not advance in increment, unless he/she shall have worked more than half of the school year, including professional development days in the school year in which the leave commenced in the Seekonk Public School system or in another school system.  The Committee shall not be required to restore an employee on parental leave to a previous or a similar position if other employees of equal length of service credit and status in the same or similar position have been laid off due to economic conditions or other changes in operating conditions affecting employment during the period of the parental leave; provided, however, that the employee on parental leave shall retain any preferential consideration for any other position to which he/she may be entitled as of the date leave commenced.

 

 

ARTICLE 21

 

SABBATICAL LEAVE

 

21.1     Eligibility

 

An employee, who has completed six (6) consecutive full school years of employment by the Committee, shall be eligible to apply for a sabbatical leave for a period not to exceed one (1) year for the purpose of engaging in advanced study beyond the Master's degree leading to a Certificate of Advanced Graduate Study or to a Doctor's degree or for the purpose of engaging in an approved course of study not necessarily leading to an advanced degree.  No more than two (2) employees shall be granted sabbatical leave in any one (1) work year.

 

21.2     Deadline

 

An applicant for sabbatical leave shall, on or before April fifteenth immediately preceding the work year for which the sabbatical leave is desired, submit to the Superintendent a written application for such leave in such form as may be required by the Committee.  The application shall state the employee's reasons for requesting the leave and shall include a description of the study program in which he/she plans to engage while on leave.

 

21.3     Committee Action

 

The Superintendent shall forward the applicant's statement along with his/her recommendation to the Committee.  The Committee shall decide which applicant, if any, shall be granted sabbatical leave and shall notify each applicant of its decision.

 

21.4     Payment

 

An employee on sabbatical leave shall be paid fifty percent (50%) of the salary which he/she would have received if he/she had remained on active duty with the Committee, exclusive of any supplementary compensation which he/she may have been receiving in addition to his/her regular teacher's salary under the provisions of Article 5, Section 7, of this Agreement, for a sabbatical leave of one (1) work year and one hundred percent (100%) of said salary for a sabbatical leave on one-half (1/2) of a work year.  During the time an employee is on sabbatical leave, he/she shall

continue to receive the Blue Cross-Blue Shield or other health insurance benefits and group life insurance benefits he/she was receiving prior to going on said leave.

 

21.5     Agreement

 

Prior to the granting of the sabbatical leave, an employee shall enter into a written agreement with the Committee that, upon the termination of such leave, he/she will return to service in the Seekonk Public Schools for a period equal to twice the length of the sabbatical leave and that, in default of completing such service he/she will refund to the Town of Seekonk an amount equal to such proportion of salary received by him/her while on said leave as the amount of service agreed to be rendered.

 

21.6     Half Year Option

 

An employee on sabbatical leave for one-half (1/2) year will be assumed to have been actively employed by the Committee during such one-half year for purposes of placement on the salary schedule.  An employee who has been on sabbatical leave for one (1) work year will not be granted a step increase for the year of such leave.  Upon his/her return from sabbatical leave, the employee will be placed on the appropriate salary schedule, as heretofore determined, and will have restored to him/her all benefits to which he/she was entitled at the time his/her leave commenced, including unused accumulated sick leave, and will be assigned to the same teaching position which he/she held at the time said leave commenced, if such position is available, or if it is not, to a substantially equal position.  An employee, who at the time said leave was commenced, was assigned to perform the additional duties of a position described in the Schedule of Supplementary Compensation set forth in said Appendix A shall have no right to return to such position upon his/her return from such leave.

 

ARTICLE 22

 

PROTECTION OF EMPLOYEES

 

22.1     Injury

 

Each employee and his/her principal/administrator shall report all cases of injury suffered by an employee arising out of or in the course of his/her employment to the Superintendent, who will acknowledge receipt of such report in writing to the injured employee.  The report will then be forwarded to the Committee, which will comply with any reasonable request from the employee for information in its possession relating to the incident or the persons involved.

 

22.2     Indemnification

 

Pursuant to the provisions of M.G.L. c. 258, and subject to the limitations thereof, all bargaining unit members shall be indemnified and held harmless against any and all claims brought against them for any inquiry or loss of property or personal injury or death claims brought against them for any injury or loss of property or personal injury or death caused by negligent or wrongful acts or omissions which occur while acting within the scope of their employment by the Town of Seekonk.


ARTICLE 23

 

INSURANCE

 

23.1     Health

 

The group health insurance provided by the Town of Seekonk through Southeastern Massachusetts Health Group including the insurance products:  Blue Cross/Blue Shield (BC/BS) Blue Care Elect; BC/BS HMO Blue and BC/BS HMO Blue Value Plus for its employees and the group life insurance provided by the Town for its employees shall be available to employees who advise the Superintendent in writing that they desire to participate in such insurance programs.  As to health insurance, the Committee shall pay 75% and the employee 25% of the premium costs attributable to such insurance. 

 

23.2     Annuity

 

The Committee will participate in the Tax Deferred Annuity Program.

 

23.3     Flex Plan

 

The School Committee and the Association will execute such agreements as may be necessary to institute a so called "Flex Plan" to provide that members of the Bargaining Unit will be eligible to participate in a plan providing for pre-tax payment of employee premiums for group insurance coverage.

 

 

ARTICLE 24

 

TEXTBOOKS

 

24.1     Guarantee

 

The Committee guarantees that it will provide sufficient textbooks to insure that each student in a classroom has textbooks for his own use.

 

24.2     Resource Material

 

The Committee recognizes that books and educational resource materials are beneficial and will endeavor to maintain such items.

 


ARTICLE 25

 

STUDENT TEACHERS

 

25.1     Agreement

 

The Committee and the Association believe that a well-planned and coordinated student teacher program is educationally desirable, and that agreements with surrounding colleges should be obtained to implement such a program.

 

25.2     Remuneration

 

Any remuneration accruing from participating in such student teacher program will be paid directly to the cooperating teacher or teachers.

 

25.3     Assignment

 

Student teachers will be assigned on a rotating basis to qualified teachers within a building.

 

ARTICLE 26

 

PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT

 

26.1     Fees

 

Providing the advance recommendation of the Superintendent and approval of the Committee is obtained, the Committee will pay the reasonable expenses, including fees, meals, lodging and transportation incurred by employees who attend inservice training courses, workshops, seminars, conferences or other professional improvement sessions.

 

26.2     Course Reimbursement

 

Each fiscal year, July 1 to June 30, the Committee will reimburse an employee for tuition costs and course expenses, such as books, in an amount not to exceed $1,200.00 per employee annually for up to two courses taken in a program leading to an advanced degree, courses taken in the employee’s area of license, or leading to a new license, or taken for purposes of relicensing.

 

In no case shall the Committee’s total liability exceed $60,000 in fiscal ’09, $60,000 in Fiscal ’10 or $65,000 in Fiscal ’11.

 

26.3     Courses in Seekonk

 

The Committee will cooperate with the Association's efforts in arranging for courses to be taught within the school district by a qualified person who is currently connected on a full-time basis with an accredited four (4) year university or college.  These courses will be for a minimum of three (3) credits, must be approved by the Committee and must demonstrate some value to the Seekonk school system.  No course will be disapproved by the committee, unless it violates the above conditions.

 

26.4     Salary Increase

 

Credit for courses taken under Section 26.3, above, will be allowed in determining an employee's eligibility to be placed on the Bachelor's plus 15 salary schedule, the Bachelor's plus 30 salary schedule, the Master's plus 15 salary schedule, and the Master's plus 30 salary schedule.

 

26.5     Conference

 

Each teacher may be granted one (1) day annually to attend a conference, meeting, convention or visitation for educational development.

 

ARTICLE 27

 

DEDUCTIONS

 

27.1     Deductions

 

The Committee accepts the provisions of Section 17C of Chapter 180 of the General Laws of Massachusetts and, in accordance therewith, shall certify to the Treasurer of the Town of Seekonk all payroll deductions for the payment of dues to the Association duly authorized by the employees covered by this Agreement.

 

27.2     Dues

 

The Committee will, at the written request of an employee, made to the Superintendent on a form to be approved by the Committee and the Association, make deductions in the manner provided for herein from the compensation paid to said employee for his regular, current and annual dues as

a member of the Association, the Massachusetts Teacher's Association and/or National Education Association.

 

27.3     Rescinding

 

Any such authorization made by an employee in accordance with Section 27.2 above may be withdrawn by such employee by giving at least sixty (60) days notice in writing of such withdrawal to the Superintendent, and by filing a copy thereof with the Treasurer of the Association for which such dues deduction was being made.  Such authorization, if not previously cancelled or revoked, shall be deemed to be automatically terminated upon the termination of the employment of the employee by whom it was signed.

 

27.4     Credit Union

 

The Committee will, at the written request of an employee, made to the Superintendent, make deductions from the compensation paid to said employee.  These deductions are to be made to the MTA Credit Union until such time as a municipal or county credit union is formed.  Changes will be limited to one (1) per year.  Amounts shall be deductible in multiples of five dollars ($5.00).

 

27.5     Agency Fee

 

In accordance with the provisions of Massachusetts General Laws Chapter 150E, Section 12, all employees in the bargaining unit shall, as a condition of employment, pay to the Association, the exclusive bargaining agent and representative, an agency fee proportionately commensurate with the cost of collective bargaining and contract administration.  The Association shall provide the Committee with information relative to the amount of such agency fee in accordance with Massachusetts Law and such regulations as from time to time promulgated by the Massachusetts Labor Relations Commission, and the Association agrees to save the Committee harmless against any and all claims, damages on other forms of liability or expense arising out of the deduction of any agency fee from an employee's pay and remittance of such wages of the Association.  In the event that the Committee is named a party to any action or administrative proceeding relative hereto, the Association shall at its own expense provide counsel of its choice to represent the Committee.

 

 

ARTICLE 28

 

NO STRIKES

 

28.1     Association

 

The Association shall not engage in a strike, and no said employee or the Association shall induce, encourage or condone any strike, work stoppage, slowdown or withholding of services by said employees.

 

 

28.2     Labor Relations Commission

 

Whenever a strike occurs or is about to occur, the Committee shall petition the Labor Relations Commission to make an investigation.  If, after investigation, the Commission determines that any provision of Section 28.1 of this Article has been or is about to be violated, it shall immediately set requirements that must be complied with, including but not limited to, instituting appropriate proceedings in the Superior Court for the County of Bristol.

 

28.3     Compensation

 

No compensation shall be paid by the Committee to any employee with respect to any day or part thereof when such employee is engaged in a strike against the Committee, nor shall such employee be eligible recover such compensation at a later date in the event that such employee is required to work additional days to fulfill the provisions of the Collective Bargaining Agreement.

 


28.4     Discipline and Discharge

 

An employee who engages in a strike shall be subject to discipline and discharge proceedings by the Committee.

 

ARTICLE 29

 

ACADEMIC FREEDOM

 

29.1     Personal Life

 

The private and personal life of a teacher is not within the appropriate concern or attention of the Committee except as it may interfere with the teacher's responsibilities to a relationship with students and/or the school system.

 

29.2     Teacher Rights

 

Teachers will be entitled to full rights of citizenship, and no religious or political activities of any teacher (provided such activities do not take place during his working hours), or the lack thereof will be the grounds for any discipline or discrimination with respect to the professional employment of such teacher.

 

ARTICLE 30

 

REDUCTIONS IN STAFF

 

30.1     Scope

 

In the event it becomes necessary for the Committee to reduce the number of employees with professional status in the bargaining unit because of financial limitations, reasons of economy, decreases in pupil enrollment, changes in curriculum or other similar reasons, the procedures set forth in this Article will govern the layoff and recall of employees who are affected by any such reduction.

 

30.2     Committee Rights

 

The Committee shall have the sole discretion in determining which position or positions or which type or types of positions are to be eliminated.

 

30.3     Tenured Layoff

 

No employee with professional teacher status shall be laid off if there is an employee without professional teacher status serving in a position that the employee with professional teacher status is qualified to fill.

 


30.4     Licensing

 

Employees with professional teacher status shall be grouped within the area of license in which they are employed according to the specific subject they are teaching.  Within such separate groupings employees will be laid off in the order of their seniority as employees of the Committee, those with the least seniority to be laid off first.  In addition, an employee with professional teacher status who is reached for layoff in his/her grouping shall have the right to replace an employee with professional teacher status with less seniority who is teaching a different subject in the same area of license.

 

30.5     Seniority

 

Seniority as used herein shall mean an employee's continuous length of service in years, months and days as a licensed employee of the Committee as a teacher or an administrator.  Notwithstanding the foregoing, the seniority of employees which was computed prior to September 1, 1982, on the basis of non-continuous service shall not be affected by this change provided there is no break in their service.  Any break in service for any such employee after September 1, 1982, shall result in the loss of his/her said seniority.  Employees shall be credited for seniority purposes up to a maximum of one (1) year with time spent on any leave of absence provided for in this Agreement.  In cases involving employees who have identical seniority, lots will be drawn by said employees to determine seniority.  A list indicating the seniority of each employee with professional teacher status shall be prepared by the Committee and forwarded to the Association.  The list shall be updated yearly and forwarded to the Association by January 15 each year.  The list shall be deemed to be accurate unless challenges to its accuracy are submitted to the Superintendent within thirty (30) days from such date.

 

30.6     Notification

 

Employees who are to be laid off will be notified in writing of such layoff no later than April fifteenth of the work year at the end of which they are to be laid off.  The notice will include the reason for the layoff.  On an annual basis, the Association and the Administration shall discuss this date and determine whether or not it shall apply to that particular year or whether a mutually agreeable alternative shall be in operation for that particular year.

 

30.7     Recall Rights

 

A tenured employee who has been laid off shall be entitled to recall rights, in the inverse order of his/her layoff, to a position for which he/she is qualified for a period of two (2) contract years, except as is otherwise provided herein, from the effective date of his/her layoff.

 

30.8     Recall Procedure

 

During their recall period, an employee will be notified by certified mail, addressed to his/her last address of record, of the Committee's intent to recall them.  An employee must notify the Superintendent in writing of his/her acceptance of an offer of recall within fifteen (15) days from the date of his/her receipt of said certified mail.  An employee's failure to so notify the Superintendent of his/her acceptance of any such offer or their failure, after accepting any such offer, to report for duty on the date indicated, shall terminate his/her recall rights, notwithstanding the fact that the two (2) contract years of recall have not expired.

 

30.9     Recall Exceptions

 

An employee shall not lose his/her rights to recall by declining an offer of employment, which period of employment is less than one (1) school year.  Except that any employee with professional teacher status, who accepts an offer of recall for less than one (1) contract year shall not be laid off in the following contract year due to the recall of a teacher with more seniority who had declined an offer of employment.

 

30.10   Preference as Substitute

 

An employee who is laid off will be given preference by the Committee, except as is otherwise provided herein, during his/her recall period on its employment of substitute teachers.

 

30.11   Tenure

 

The status of employees with respect to professional teacher status shall not be altered by a layoff.  An employee with professional teacher status who is recalled within said two (2) year period after the effective date of his/her layoff shall be recalled with professional teacher status.

 

30.12   Insurance Coverage

 

Employees who are laid off may continue for the period and on the conditions indicated herein the group health and life insurance coverage, which is provided to members of the bargaining unit, by paying the full amount of the premium for such insurance to the Town Treasurer.  Employees may continue such insurance coverage during the said two (2) year period for which they are eligible for recall.  In the event any such employee fails to make payment of said premium or refuses any offer of recall during said two (2) year period, his/her option to continue such insurance coverage shall terminate.

 

30.13   Restoration of Benefits

 

An employee who is recalled by the Committee within said two (2) year period shall have restored to him/her all benefits he/she had accumulated at the time of his/her layoff.

 

30.14   Layoff Procedures

 

The specific procedures provided in Chapter 71 of the General Laws of Massachusetts for accomplishing the layoff of employees with professional status will be adhered to by the Committee.

 

30.15   Limitation

 

The provisions of this Article shall not apply to the termination of the employment of an employee with professional teacher status for any reason other than the reasons specified in Section 30.1 hereof.

30.16   Drawing

 

In the case of any ties on this seniority list resulting from changes in the contractual language, a drawing will be held to resolve these ties.  The President of the Seekonk Educators Association will designate the time, place and procedure to break these ties.  All teachers, who obtain additional licenses and as a result thereof are eligible to be placed on the seniority list covering such licenses, will, where ties in seniority on such list have been broken by a previous drawing, be placed on such list below all other employees having the same seniority.

 

 

ARTICLE 31

 

GENERAL

 

31.1     Terms

 

The term "secondary school" as used in this Agreement shall include the middle school.

 

31.2     Availability for Work

 

Employees will be informed of a telephone number which they may call at the time designated by their principal/administrator to report their unavailability for work.

 

31.3     Children of Bargaining Unit Members

 

Children of bargaining unit members (natural, adoptive or foster), who do not reside in Seekonk, shall be able to attend the Seekonk Public Schools tuition free.  This section applies only to students enrolled in the Seekonk Public Schools prior to the commencement of the 2008-2009 school year.

 

ARTICLE 32

 

PRINTING AND DISTRIBUTION EXPENSES

 

32.1     Cost

 

This Agreement will be printed, and the cost of such printing shall be shared equally by the Committee and the Association.

 

32.2     Distribution

 

The Association agrees to bear the cost of distributing a copy of this Agreement to each employee presently employed by the Committee and to each new employee hired by the Committee.

 


ARTICLE 33

 

SCOPE OF AGREEMENT

 

33.1     Agreement

 

This Agreement includes all of the agreements reached by the parties respecting matters pertaining to the wages, hours and other conditions of employment which either the Committee or the Association proposed as the subject of negotiations.  During the term of the Agreement neither party, except as is otherwise provided in Article 3, Section 3.3, shall be required to negotiate concerning any such matter affecting wages, hours and conditions of employment of employees whether or not such matter is covered by this Agreement.

 

33.2     Alteration of Agreement

 

No addition to, alteration, modification or waiver of any of the terms or provisions of this Agreement shall be valid, binding or of any force and effect unless it is made in writing and executed by the Committee and the Association.

 

33.3     Waiver

 

The failure by the Committee or the Association in one or more instances to observe or enforce any provisions of this Agreement shall not be construed to be a waiver of said provisions.

 

33.4     Law

 

If any provision of this Agreement or any application of the Agreement to any employee or group of employees shall be found contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications shall continue in full force and effect.

 

 

ARTICLE 34

 

INDUCTION AND MENTORING

 

A.        Beginning with teachers hired to commence their employment in the Seekonk Public Schools in September, 2007, there shall be an induction and mentoring program for all teachers new to teaching during their first three years of employment and for experienced teachers new to the District during their first year of employment by the District.

 

B.        Seekonk teachers with Professional Teacher Status who wish to serve as mentors may apply to become a mentor by completing an application and indicating their interest in the mentor program and the background and experience they bring to the position.

 

C.        All new mentors will be trained in a district-provided or district-approved training program.  Ten (10) Professional Development Points will be awarded for successful completion of approved mentor training.

 

D.        Mentors shall receive a stipend of six hundred dollars ($600) per mentee.

 

E.         All mentors shall receive a maximum of fifteen (15) Professional Development Points (PDP’s) for their mentoring work during the school year. 

 

F.         Mentors and teachers new to teaching will be provided with release time to engage in classroom observations of each other.  This time will be provided to facilitate three of these observations per year.  Coverage, if needed, shall be prearranged with the building administrator, and the date and time of the observation shall be documented and submitted to the Director of Curriculum and Instruction.

 

G.        Retirees who have met the district mentor criteria may be asked to mentor in their discipline area.  Current employees will be given first consideration.

 

H.        All mentors will be required to attend at most three mentor program meetings per year.  One of these meetings will occur the week before school starts.  The other two meetings will be held after school hours and will be scheduled no longer than one (1) hour.

 

I.          Mentors shall keep a log of their meeting times with their mentee.  Mentors are expected to meet with newly hired teachers a minimum of two hours per month, including any monthly observations.  Mentors are expected to meet with second and third year teachers a minimum of twenty-five (25) hours per year.  Documentation of meeting times will be returned to the Director of Curriculum and Instruction at the end of the second term and at the end of the school year.

 

J.          If the mentor and/or mentee deem the relationship incompatible and/or ineffective, the following steps will be implemented:

 

1.         The mentor and the mentee will discuss the relationship with the Director of Curriculum and Instruction;

 

2.         if it is still deemed to be an ineffective relationship, either or both parties should indicate in writing to the Director of Curriculum and Instruction that they wish to terminate the relationship;

 

3.         when possible and at the discretion of the Director of Curriculum and Instruction, the mentor shall be reassigned and the mentee will be assigned another mentor;

 

4.         if a mentee is assigned after the beginning of the school year, then the mentor’s stipend will be prorated on a monthly basis.

 

K.        The Director of Curriculum and Instruction will chair a committee that is charged with developing the Induction and Mentoring Program as part of the District’s Professional Development Plan. 

 

 

ARTICLE 35

 

DURATION

 

This Agreement shall take effect to September 1, 2008, and shall continue in effect to and including August 31, 2011, and shall thereafter automatically renew itself for successive terms of one (1) year each, unless by the October first prior to the expiration of the contract year involved, either the Committee or the Association shall have given the other written notice of its desire to modify or terminate this Agreement.  In the event notice is given of a desire to modify or terminate this Agreement, the Committee and the Association will enter into negotiations not later than November fifteenth.

 

 

IN WITNESS WHEREOF, the Committee has caused this Agreement to be signed in its name and behalf by its Chairman, hereto duly authorized, and the Association has caused this Agreement to be signed in its name and behalf  by its President, hereto duly authorized on the date and year first above written.

 

 

SEEKONK EDUCATORS ASSOCIATION              SEEKONK SCHOOL COMMITTEE

 

 

 

By:                                                                                    By:                                                           



SEEKONK  APPENDIX A

SALARY SCHEDULE

2008-2009

 

Step

Bachelors

B+15*

B+30*

B+45*

Masters

M+15

M+30

M+45

M+60

CAGS

DOC

1

37,345

40,320

40,790

41,182

42,825

43,138

43,608

43,869

44,390

45,174

45,930

2

40,186

43,163

43,632

44,025

45,667

45,980

46,450

46,712

47,233

48,017

48,773

3

43,029

46,005

46,475

46,867

48,510

48,822

49,291

49,553

50,075

50,859

51,615

4

45,875

48,851

49,320

49,713

51,355

51,669

52,138

52,400

52,922

53,706

54,462

5

48,718

51,693

52,163

52,555

54,198

54,511

54,981

55,242

55,764

56,547

57,303

6

51,560

54,536

55,005

55,398

57,040

57,353

57,823

58,085

58,607

59,389

60,145

7

54,400

57,377

57,845

58,239

59,882

60,194

60,663

60,925

61,447

62,231

62,987

8

57,242

60,217

60,687

61,079

62,722

63,035

63,505

63,766

64,287

65,071

65,827

9

60,085

63,061

63,530

63,923

65,565

65,878

66,348

66,610

67,132

67,915

68,672

10

64,429

67,464

67,943

68,343

70,019

70,337

70,815

71,083

71,615

72,414

73,185

 

2009 – 2010

(September 1)

 

Step

Bachelors

B+15*

B+30*

B+45*

Masters

M+15

M+30

M+45

M+60

CAGS

DOC

1

38,092

41,126

41,606

42,006

43,682

44,001

44,480

44,746

45,278

46,078

46,849

2

40,990

44,026

44,504

44,905

46,580

46,899

47,379

47,646

48,178

48,978

49,749

3

43,890

46,925

47,404

47,804

49,480

49,799

50,277

50,544

51,077

51,876

52,647

4

46,792

49,829

50,307

50,708

52,383

52,703

53,181

53,448

53,980

54,780

55,551

5

49,692

52,727

53,206

53,606

55,282

55,601

56,081

56,347

56,879

57,678

58,450

6

52,591

55,627

56,105

56,506

58,181

58,500

58,979

59,246

59,779

60,577

61,348

7

55,488

58,524

59,002

59,403

61,079

61,398

61,876

62,144

62,676

63,475

64,247

8

58,387

61,421

61,901

62,301

63,977

64,295

64,775

65,041

65,573

66,373

67,144

9

61,286

64,322

64,801

65,202

66,877

67,195

67,675

67,942

68,474

69,274

70,045

10

65,718

68,813

69,302

69,710

71,419

71,744

72,232

72,504

73,047

73,862

74,649

 

 


2009 – 2010

(92nd Day)

 

Step

Bachelors

B+15*

B+30*

B+45*

Masters

M+15

M+30

M+45

M+60

CAGS

DOC

1

38,854

41,949

42,438

42,846

44,555

44,881

45,370

45,641

46,184

46,999

47,786

2

41,810

44,907

45,395

45,804

47,512

47,837

48,326

48,599

49,142

49,957

50,744

3

44,768

47,863

48,352

48,760

50,470

50,795

51,283

51,555

52,098

52,914

53,700

4

47,728

50,825

51,313

51,722

53,430

53,757

54,244

54,517

55,060

55,875

56,662

5

50,686

53,782

54,271

54,678

56,388

56,713

57,202

57,474

58,016

58,832

59,619

6

53,643

56,739

57,227

57,636

59,345

59,670

60,159

60,431

60,974

61,788

62,575

7

56,598

59,695

60,182

60,591

62,301

62,626

63,114

63,387

63,929

64,745

65,532

8

59,554

62,650

63,139

63,547

65,256

65,581

66,070

66,342

66,885

67,700

68,487

9

62,512

65,609

66,097

66,506

68,214

68,539

69,028

69,301

69,844

70,659

71,446

10

67,032

70,189

70,688

71,104

72,847

73,179

73,676

73,954

74,508

75,340

76,142

 

 

2010 – 2011

(September 1)

 

Step

Bachelors

B+15*

B+30*

B+45*

Masters

M+15

M+30

M+45

M+60

CAGS

DOC

1

39,631

42,788

43,287

43,703

45,447

45,778

46,277

46,554

47,107

47,939

48,742

2

42,646

45,805

46,302

46,720

48,462

48,794

49,293

49,571

50,124

50,956

51,759

3

45,663

48,821

49,319

49,735

51,479

51,811

52,308

52,586

53,140

53,972

54,774

4

48,683

51,842

52,339

52,756

54,499

54,832

55,329

55,607

56,161

56,993

57,795

5

51,700

54,857

55,356

55,772

57,516

57,847

58,346

58,623

59,177

60,009

60,811

6

54,715

57,874

58,372

58,789

60,531

60,863

61,362

61,640

62,194

63,024

63,827

7

57,730

60,888

61,386

61,803

63,547

63,879

64,376

64,654

65,208

66,040

66,842

8

60,745

63,903

64,402

64,818

66,561

66,893

67,392

67,669

68,222

69,054

69,856

9

63,762

66,921

67,419

67,836

69,578

69,910

70,409

70,687

71,241

72,072

72,875

10

68,373

71,593

72,102

72,526

74,304

74,642

75,150

75,433

75,998

76,846

77,665

 

 


2010 – 2011

(92nd Day)

 

Step

Bachelors

B+15*

B+30*

B+45*

Masters

M+15

M+30

M+45

M+60

CAGS

DOC

1

40,423

43,644

44,153

44,577

46,355

46,694

47,203

47,485

48,050

48,898

49,717

2

43,499

46,721

47,228

47,654

49,431

49,770

50,279

50,562

51,127

51,975

52,794

3

46,576

49,797

50,306

50,730

52,509

52,847

53,354

53,638

54,203

55,051

55,870

4

49,657

52,878

53,386

53,811

55,589

55,928

56,436

56,720

57,284

58,133

58,951

5

52,734

55,954

56,463

56,887

58,666

59,004

59,513

59,796

60,360

61,209

62,027

6

55,810

59,032

59,539

59,965

61,742

62,080

62,589

62,873

63,438

64,285

65,103

7

58,884

62,106

62,614

63,039

64,818

65,156

65,664

65,947

66,512

67,361

68,179

8

61,960

65,181

65,690

66,114

67,893

68,231

68,740

69,022

69,587

70,435

71,254

9

65,038

68,260

68,767

69,193

70,970

71,308

71,817

72,101

72,665

73,514

74,332

10

69,741

73,025

73,544

73,976

75,790

76,135

76,653

76,942

77,518

78,383

79,218

 

 

 

 

 

 

 

 

 

 

 

 

 

B+15, B+30 and B+45 will not be available for teachers hired to commence employment in September 1991 and thereafter.

 


 


APPENDIX B

 

SCHEDULE OF SUPPLEMENTARY COMPENSATION

 

 

 

Position

FY09

 

FY10

 

FY11

 

 

 

 

 

 

Supervisor of Athletics*

7,200

 

7,417

 

7,717

 

 

 

 

 

 

Special Education**

564

 

564

 

564

 

 

 

 

 

 

Band Director

3,000

 

3,091

 

3,215

 

 

 

 

 

 

Department Heads

3,000

 

3,091

 

3,215

 

 

*          In the Event that the School Committee votes to make this position full time, the Parties agree to reopen negotiations as to the wages, hours and conditions of employment of the new position.

 

**        The incumbents in the contract year 1979-80 indicated by (**) will continue to receive additional compensation while these same incumbents are filling the positions.  Any person appointed by the School Committee to fill these positions after the incumbents leave the employ of the School Committee shall not qualify for this extra compensation.  The present compensations listed above shall remain unchanged for the duration of the incumbents filling these positions.


APPENDIX C

 

ADVISORS

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

HIGH SCHOOL

FY09

 

FY10

 

FY11

 

 

 

 

 

 

 

 

YEARBOOK

2,800

 

2,885

 

3,001

 

DRAMATICS

2,500

 

2,576

 

2,680

 

STUDENT COUNCIL

1,400

 

1,442

 

1,501

 

SENIOR CLASS

1,400

 

1,442

 

1,501

 

JUNIOR CLASS

800

 

824

 

857

 

SOPHOMORE CLASS

500

 

515

 

536

 

FRESHMAN CLASS

500

 

515

 

536

 

FRENCH HONOR SOCIETY

400

 

412

 

429

 

SPANISH HONOR SOCIETY

400

 

412

 

429

 

NATIONAL HONOR SOCIETY

600

 

618

 

643

 

SCIENCE CLUB

400

 

412

 

429

 

MATH CLUB

1,500

 

1,545

 

1,608

 

NEWSPAPER

1,200

 

1,236

 

1,286

 

MAJORETTE ADVISOR

600

 

618

 

643

 

FLAG CORPS ADVISOR

600

 

618

 

643

 

COLOR GUARD INSTRUCTOR

600

 

618

 

643

 

PERCUSSION INSTRUCTOR

600

 

618

 

643

 

VISUAL COORDINATOR

600

 

618

 

643

 

MAJORETTE INSTRUCTOR

600

 

618

 

643

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

MIDDLE SCHOOL

 

 

 

 

 

 

 

 

 

 

 

 

 

STUDENT COUNCIL

1,400

 

1,442

 

1,501

 

MATH LEAGUE

500

 

515

 

536

 

SPELLING LEAGUE

500

 

515

 

536

 

YEARBOOK ADVISOR

500

 

515

 

536

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


APPENDIX D

 

COACHES’ SALARY SCHEDULE 2008-2011

 

POSITION                                         FY09                          FY10                          FY11

 

Football

            Head                                      5,800                          5,975                          6,217

            Assistant x 2                         3,100                          3,194                          3,323

            Freshman                              3,100                          3,194                          3,323

            Assistant                                2,500                          2,576                          2,680

 

Boy’s & Girl’s Basketball               

            Head                                      5,100                          5,254                          5,466

            Assistant                                2,800                          2,885                          3,001

            Freshman                              2,800                          2,885                          3,001

            Middle School - Head         1,700                          1,751                          1,822

 

Baseball

            Head                                      4,100                          4,224                          4,394

            Assistant                                2,500                          2,576                          2,680

            Freshman                              2,500                          2,576                          2,680             

            Middle School - Head         1,700                          1,751                          1,822

 

Softball

            Head                                      4,100                          4,224                          4,394

            Assistant                                2,500                          2,576                          2,680

            Freshman                              2,500                          2,576                          2,680             

            Middle School - Head         1,700                          1,751                          1,822

 

Boy’s & Girl’s Indoor Track            

            Head                                      4,100                          4,224                          4,394

            Assistant                                2,500                          2,576                          2,680

           

Boy’s & Girl’s Outside Track

            Head                                      4,100                          4,224                          4,394

            Assistant                                2,500                          2,576                          2,680

 

Field Hockey

            Head                                      4,100                          4,224                          4,394

            Assistant                                2,500                          2,576                          2,680

            Freshman                              2,500                          2,576                          2,680             

           


POSITION                                         FY09                          FY10                          FY11

 

Boy’s & Girl’s Soccer

            Head                                      4,100                          4,224                          4,394

            Assistant                                2,500                          2,576                          2,680

            Middle School - Head         1,700                          1,751                          1,822

 

Volleyball

            Head                                      4,100                          4,224                          4,394

            Assistant                                2,500                          2,576                          2,680

            Freshman                              2,500                          2,576                          2,680             

           

Boy’s & Girl’s Swim

            Head                                      4,100                          4,224                          4,394

            Assistant                                2,500                          2,576                          2,680

           

Cross Country

            Head                                      4,100                          4,224                          4,394

            Assistant                                2,500                          2,576                          2,680

           

Golf

            Head                                      3,200                          3,297                          3,430

 

Boy’s & Girl’s Tennis                      

            Head                                      3,200                          3,297                          3,430

 

Fall Cheerleading                           

            Head Coach                         1,600                          1,648                          1,715

            Assistant                                1,000                          1,030                          1,072

 

Winter Cheerleading

            Head Coach                         1,600                          1,648                          1,715

            Assistant                                1,000                          1,030                          1,072


APPENDIX E

 

INTRAMURALS

 

 

Position

 

Each Program          $785