Sharon

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DistrictSharon
Shared Contract District
Org Code2660000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersSoutheastern RVTSD
CountyNorfolk
ESE RegionSoutheast
Urban
Kind of Communityresidential suburbs
Number of Schools5
Enrollment3426
Percent Low Income Students7
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Sharon

AGREEMENT

between the

SHARON SCHOOL COMMITTEE

and the

SHARON TEACHERS' ASSOCIATION

Sharon, Massachusetts

Effective July 1, 2010 - June 30, 2013

COLLECTIVE BARGAINING AGREEMENT

July 1, 2010 – June 30, 2013

SHARON SCHOOL COMMITTEE and SHARON TEACHERS’ ASSOCIATION

 

AGREEMENT

Pursuant to the provisions of Section 2 of Chapter 150E (Chapter 1078 of the Acts of 1973) of the General Laws of Massachusetts, this Agreement for the period July 1, 2010 - June 30, 2013, is made and entered into on May 3, 2010, by and between the SHARON SCHOOL COMMITTEE (hereinafter referred to as the Committee) and the SHARON TEACHERS' ASSOCIATION (hereinafter referred to as the Association).

PREAMBLE

Recognizing that our prime purpose is to provide education of the highest possible quality for the children of Sharon and that good morale within the teaching staff of Sharon is essential to the achievement of that purpose, we, the undersigned parties of this Agreement, declare that;

1.                         The Sharon School Committee is a public body established under and with powers provided by the Statutes of the Commonwealth of Massachusetts and nothing in this Agreement shall be deemed to derogate from or impair any power, right, or duty conferred upon the Committee by statue or any rule or regulation of any agency of the Commonwealth. As to every matter not specifically mentioned or provided for in this Agreement, the Committee retains all the powers, rights, and duties that it has by law.

2.                         The Superintendent of Schools of Sharon has the responsibility for carrying out the policies so established.

3.                         The teaching staff of the Public Schools of Sharon has the responsibility of providing education of the highest possible quality in the classrooms of the schools.

4.                         Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchanges of views and information among the Committee, the Superintendent, the Principals and the teaching staff.

ARTICLE I RECOGNITION AND COVERAGE

The Committee recognizes the Association for purposes of collective bargaining as the exclusive representative of the following bargaining units:

Unit A – All professional employees of the Sharon School System excluding the Superintendent, Assistant Superintendent(s), Principals, Assistant Principals, consultants, substitute teachers, instructional assistants, Director of Community Education, Director of Student Services, Special Education Administrator, Director of Guidance, Director of Technology, Athletic Director, and members of Unit B.

Unit B – All academic subject area department heads and academic coordinators, including the coordinators for Guidance, METCO, Early Childhood, and library; and Special Education (SPED) Coordinators. With respect to Unit B members, see Appendix F hereto.

Unless otherwise indicated, the employees in the above unit will be hereinafter referred to as the "teachers."

ARTICLE II NEGOTIATIONS PROCEDURE

A.    1.     Not later than October 1st of the calendar year preceding the calendar year in which this Agreement expires,

the Committee agrees to enter into negotiations with the Association over a successor agreement in accordance with the procedure set forth herein in a good faith effort to reach agreement concerning teachers' wages, hours, and other conditions of their employment, including, but without being limited to, those matters that are listed in the Table of Contents of this Agreement and for which substantive provisions are made in the Agreement. Any Agreement so negotiated will apply to all teachers and will be reduced to writing and signed by the Committee and the Association.

2.             During negotiations, the Committee and the Association will present relevant data that shall include all relevant budgetary information available to the Committee at that time, exchange points of view, and make proposals and counter-proposals. Either party may, if it so desires, utilize the services of outside consultants and call upon professional and lay representatives to assist in the negotiations.

3.             If the negotiations described in this Section A have reached an impasse, the procedure described in Section 9 of Chapter 150E will be followed.

B.    1.     This Agreement incorporates the entire understanding of the parties on all issues which were or could have been the subject of negotiation. During the term of this Agreement, neither party shall be required to negotiate with respect to any such matter, whether or not covered by this Agreement and whether or not within the knowledge or contemplation of either or both of the parties at the time they negotiated or signed this Agreement.

However, with respect to matters not covered by this Agreement which are proper subjects for collective bargaining, the Committee agrees it will make no changes without prior consultation with the Association.

In the event a situation arises where the administration makes a change in staffing that may affect the working conditions of a number of teachers, prior to the implementation of the change the Sharon Teachers’ Association will be notified and given the opportunity to express its views relative to the change and the impact it might have on the duties, functions, operations and/or responsibilities relating to a teacher’s expected workload.

2.         During the term of this Agreement, amendments may be added by mutual agreement of the parties. Any such amendment agreed upon by the Committee and the Association will be reduced to writing, which shall be signed by the Committee and the Association, and will become an addendum to this Agreement.

ARTICLE III GRIEVANCE PROCEDURE

A.      PURPOSE: The purpose of the procedure hereinafter set forth 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 teachers covered by this Agreement. The Committee and the Association desire that such procedure shall always be as informal and confidential as possible.

Nothing herein contained will be construed as limiting the right of any aggrieved teacher from discussing his/her grievance informally under the grievance procedure and from having his/her grievance adjusted, without the intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement and provided that the Association has been given the opportunity to be present at such adjustment and to state its views.

B.      DEFINITION: A "Grievance" is defined as a question or complaint involving the meaning, application, or interpretation of, or compliance with the terms and provisions of this Agreement. A matter which is not specifically covered by any provision of this Agreement is not a grievance under this Agreement.

C.      PROCEDURE: Grievances will be processed in accordance with the following procedure:

Level One: A teacher having a grievance will first discuss it with his Principal, either alone or with the Association's School Representative, with the objective of resolving the matter informally.

If, at the end of the ten (10) school days next following the occurrence of any grievance or the date of first knowledge of any grievance by any teacher affected by it, the grievance shall not have been presented at Level One of the procedure set forth above, the grievance shall be deemed to have been waived; and 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 thereof.

Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process. The times may, however, be extended by mutual agreement.

In the event a grievance is filed on such date which, if left unresolved until the beginning of the following school year, could result in irreparable harm to a party in interest, the time limits set forth will be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as possible.

Level Two: If the grievance has not been disposed of to the satisfaction of the teacher under the preceding Level One, or if no decision has been rendered by the School Principal within five (5) school days after the presentation of the grievance, the teacher may file an appeal. The grievance shall be reduced to writing and presented to Superintendent of Schools within (5) school days after disposition at Level One and copies of said written grievance shall be presented to the Principal and the Chairman of the Association's Professional Rights and Responsibilities Committee (hereinafter called PR&R Committee). The Superintendent shall, within ten (10) school days thereafter, meet with the teacher and the President of the Association and/or Chairman of the PR&R Committee in an effort to settle the grievance and the Superintendent shall give a written answer to the aggrieved teacher and the Chairman of the PR&R Committee within ten (10) school days after said meeting.

Level Three: If the grievance has not been disposed of to the satisfaction of the teacher under the preceding Level Two, or if no decision has been rendered by the Superintendent within ten (10) school days after first meeting with the Superintendent, the teacher may, within five (5) school days after disposition at Level Two, notify the School Committee and the Chairman of the PR&R Committee in writing of his/her desire to have the grievance heard by the School Committee. The Committee shall meet with the aggrieved teacher and the PR&R Committee within a period of time not to exceed ten (10) school days from the receipt of written notice in an effort to settle the grievance. The School Committee will give its decision in writing to the aggrieved teacher and the Chairman of the PR&R Committee within ten (10) school days after said meeting.

Once a grievance is presented at Level Three, no amendments may be made to the original grievance at Level Four without the mutual written agreement of the Association and the Committee.

Level Four: (a)      If the aggrieved person 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 (s)he has first met with the School Committee, (s)he may within five (5) school days after disposition at Level Three request in writing that the Chairman of the PR&R Committee submit the grievance to arbitration. The PR&R Committee, shall, if it agrees to continue the grievance, notify the School Committee in writing within ten (10) school days after receipt of the request by the aggrieved person of its intent to submit the grievance to binding arbitration.

(b)   During the ten (10) school days after such notice, the School Committee and the PR&R Committee shall endeavor to agree upon a mutually acceptable arbitrator to hear and decide the case. If the parties are unable to agree upon an arbitrator within ten (10) school days, either party may petition the American Arbitration Association for a list of five (5) arbitrators. The voluntary labor arbitration rules of the American Arbitration Association shall apply to the proceeding. The parties shall determine by lot which of them shall strike first from the list of arbitrators submitted.

(c)   The arbitrator so selected will hear the case as promptly as possible and will issue his/her decision not later than twenty (20) days from the date of the close of the hearing or within an extension of time which has been mutually agreed upon between the School Committee and the PR&R Committee. The arbitrator's decision will be in writing and will set forth the findings of fact, reasoning, and conclusions on the issue or 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 a violation of the terms of this Agreement. The decision of the arbitrator will be accepted by the parties to the dispute and will be final and binding. The fee and expenses of the arbitrator will be borne equally by the School Committee and the Association.

D.   The Association and the School Committee agree not to engage in prohibited practices set forth in M.G.L. ch. 150E, §10.

When a teacher is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance procedure.

Nothing in this Article shall prevent the grievant or the Association from being represented by someone other than those specifically mentioned at the different levels.

E.   1.      If, in the judgment of the PR&R Committee, a grievance affects a group or class of teachers, the PR&R Committee may submit such grievance in writing directly to the Superintendent and the processing of such grievance will be commenced at Level Two as set forth in Section C. above. However, if the PR&R Committee has not instituted grievance procedures within fifteen (15) school days next following the occurrence of the grievance, the grievance shall be deemed to have been waived. The PR&R Committee may process such a grievance whether instituted by the PR&R Committee, a group of teachers, or an individual teacher through all levels of the grievance procedure even though the aggrieved person does not wish to do so.

2.             Decisions rendered at Levels One, Two, and Three of the grievance procedure will be in writing and will set forth the reasons therefore and will be transmitted promptly to all parties in interest and to the Chairman of the PR&R Committee. Decisions rendered in arbitration proceedings will be transmitted to all parties in interest.

3.             All documents, communications, and records dealing with the processing of a grievance will be filed separately from the personnel file of the participants.

4.             For the purpose of facilitating the operation of the grievance procedure provided above in this Article III, the Superintendent and the Association will jointly prepare forms to be used for filing grievances, serving notice, and taking appeals.

ARTICLE IV SALARIES

A.      The salaries of all persons covered by this Agreement are set forth in Appendix A and in Attachment (A)(1), as referenced in Appendix A, attached hereto and made a part hereof.

B.      All teachers shall have three options for the payment of salaries as follows:

Option 1. Teachers may elect to be paid in twenty-six (26) installments computed as follows: The teacher's total salary shall be divided by twenty-six (26), such payment to be hereafter called a full payment. Payments shall be made at two (2) week intervals.

Option 2. Teachers may elect to be paid in twenty-one (21) equal installments from September through June.

Option 3. Teachers who have chosen Option 1 may elect to receive a lump sum payment of the remaining salary on the first pay date after the close of the school year by giving written notice of their intent to exercise said option by April 1.

PAY DATES

The first full paycheck will occur no later than the third Friday of the school year and every two weeks thereafter.

The Committee agrees to adopt the Teacher's Individual Contract, the Teacher's Annual Salary Agreement, and the Extra-curricular Assignment Contract forms referenced and attached to this Agreement. Specifically, with respect to the Teacher’s Individual Contract and Teacher’s Annual Salary Agreement, see Appendix B attached. With respect to the Extracurricular Assignment Contract form, see Appendix A and referenced Attachment (A)(2).

ARTICLE V TEACHING HOURS AND TEACHING LOAD

A.      1.   Except as excused by Building Principals or provided for in this Agreement, the workday of the classroom teachers will be as follows:

Elementary Schools:                                           6 hours and 40 minutes

Middle School:                                                     7 hours

High School:                                                         7 hours

2.           Starting and dismissal times of the students are subject to modification by the Committee, provided, however, that no such modification will increase the length of the teachers' workday. The workday for teachers will be a continuous period of time as specified in Section A-1 above.

3.           Personnel, other than classroom teachers, will work at their assigned tasks for the length of, but no longer than the length of, the classroom teachers' workday. The exact daily schedule will be worked out on an individual basis.

4.           It is recognized, however, that the proper performance of their duties may, on occasion, require classroom and other teachers to work longer than a normal working day.

5.           Teachers may be required to remain after the end of the regular workday, without additional compensation, for an aggregate of thirty (30) hours during a school year to attend staff meetings. Notice to the affected teachers shall be given for any meeting expected to last more than one (1) hour beyond the end of the school day. Such notice shall be given at least one (1) week in advance of such meeting (except for an emergency). Principals may excuse teachers from all or part of any such meeting for good cause.

B.      The work year of teachers will begin no earlier than the day after Labor Day and terminate no later than June 30th, but in no event be longer than 182 days except in the case of department heads and coordinators, whose work year shall not exceed 192 days. The work year for teachers will include days when pupils are in attendance and two (2) orientation days at the beginning of the school year. The first orientation day is designated for system-wide and school-based administrative purposes as determined by the superintendent and principals. The second day of the work year is designated exclusively for teachers to prepare their classrooms for the opening of school. These days will be scheduled between 8:30 a.m. and 2:30 p.m. Any change in these schedules shall be subject to agreement between the administration and the STA. Should it be necessary to reschedule school days in order to comply with the minimum number required by the State Board of Education, those weekdays immediately following the closing date for that school year according to the official school calendar shall be used.

C.      1.   Elementary Teachers are required to be present at the school Open House at the elementary schools and Secondary Teachers are required to attend no more than two (2) Open House Programs at either the Middle School or two (2) at the High School, scheduled by the School Committee. Open Houses which are outside the normal school day may be scheduled during afternoons or evenings on Monday through Thursday.

2.           Elementary school teachers will be available for parent conferences for not more than one (1) evening per year for no more than two (2) hours on that evening. The evening of teacher availability for parent conferences is to be determined by the School Principal in consultation with the school staff.

3.           Attendance at all other evening meetings will be at the option of the individual teacher.

4.           All elementary teachers will attend parent conferences to be scheduled during the six (6) afternoon student early dismissal days. Three (3) such parent conferences shall be scheduled in the Fall and three (3) shall be scheduled in the Spring during the school year. In no case will the teacher's work day be longer than 6 hours and 40 minutes for elementary teachers and 7 hours for secondary teachers.

If classroom teachers are fully scheduled for afternoon and evening parent conferences and they therefore work beyond the end of the six (6) afternoon workshop days or longer than two (2) hours on the evening conference schedule, they will be paid $36.00 per hour for their additional work, up to a maximum of four (4) hours per school year. Pay slips for this time must be submitted within two weeks of the conference by the teacher and approved by the principal.

D.      1.   All Elementary and Middle School Teachers will have a duty free lunch period of at least 25 minutes each day. High School Teachers will have a duty free lunch period of at least 28 minutes each day. During such time teachers may leave the building, but they must notify the office that they are leaving.

Senior High School Teachers who teach a major class will be assigned within a block schedule that will meet the equivalent of two ninety-minute blocks and two seventy five-minute blocks per day per six day cycle. Teachers who teach elective courses will meet their students half the amount of time as those who teach a major course. Teachers who teach major courses would meet their students in two (2) 75 minutes and two (2) 90 minute periods within a six day cycle. Teachers who elect to teach semester courses would meet their students in two (2) 75 minute and two (2) 90 minute periods within a six day cycle.

For the 2000-2001 school year, teachers who teach a major class will be assigned within a Block Schedule that will meet the equivalent of one (1), ninety (90) minute block, and four (4) sixty (60) minute periods. This revised schedule allows for both a mid-year and final exam schedule with students dismissed at 11:00 a.m.

Teachers who teach elective courses will meet their students half the amount of time as those who teach a major course.

Teachers who select to teach major semester courses will adhere to the same Block Schedule as those who teach year long major courses.

2.       Classroom teachers will have, in addition to their lunch periods, a preparation period during which they will not be assigned to any other duties

a.     During each year of this Agreement, teachers in grades K through 5 will be allowed such time when physical education, art, and music personnel are assigned to the teacher's class. The classroom teacher will be responsible for continuity in the program.

Teachers in grade K through 5 will be scheduled for five preparation periods in a five day week. These will be scheduled on five preparation periods in a five day week. These will be scheduled on five separate days, but there is no guaranteed preparation time on the following occasions:

(1)                 Release Days and parent conferences

(2)                 Early closings or cancellations

(3)                 In-School Programs (i.e., assemblies, etc.)

(4)                 Involvement in programs other than classroom instruction or specialist activities (i.e., Professional days or administrative directed curriculum, instructional workshops or programs).

(5)                 No accumulation, carryover, or buildup of time, from day to day or week to week

Middle School teachers who teach mathematics, science, social studies, English or Foreign Language will not be assigned more than twenty-five (25) teaching periods per week or not more than thirty (30) teaching periods per six day cycle. All other teachers may be assigned not more than twenty-seven (27) teaching periods per week or not more than thirty-two (32) teaching periods per six day cycle. All teachers will have at least one (1) preparation period per day; other non-teaching periods to be assigned under the direction the Principal for duties other than those which are expressly excluded under Article VII. Significant efforts will be made by the Committee to find substitutes to replace the specialists when absent. If substitute coverage is not available, the classroom teacher assuming the continuity of the program will be paid at the rate of $12.00 per period while filling in for the absent specialist.

b.         All Senior High Teachers will have one preparation period of at least 43 minutes per day and one non-teaching period per day of a last 43 minutes, to be assigned under the direction of the Principal, at least four of which shall be for Professional Development activities in the teacher’s subject area.

If substitute coverage is not available, a classroom teacher who wishes to assume continuity of the program will be compensated as follows: (1) $12.00 per 40 minute period or major part thereof at the elementary level; (2) $12.00 per period at the middle school; and, (3) $12.00 for a 43 minute period, $21.00 for a 75 minute block, and $25.00 for a 90 minute block, while filling in for an absent teacher at the High School.

c.         Secondary Coordinators or department heads will be provided with adequate time to perform their supervisory duties within the school day without being deprived of their guaranteed daily preparation time, and should not be assigned more than one teaching assignment except by the parties’ further memorandum of agreement.

d.         Secondary school teachers will not be required to teach more than two (2) subjects nor to have more than a total of three (3) teaching preparations at any one time.

However, if compliance with the above would result in less than full-time teaching schedules for the individuals involved, volunteers to work in excess of the above standards will be solicited up to April 15th. Thereafter, if necessary, assignments will be made by the Administration to avoid less than full-time positions. Any variations to the above conditions shall require the approval in writing of the parties to this agreement.

e.         For purposes of this section, Independent Study as listed in the Sharon High School Program shall not be considered an additional subject and/or preparation, provided that the participation in an independent study program on the part of a teacher and on the part of a student shall be completely voluntary, and that the following conditions are adhered to:

1.)           All collaborative consultations between the teacher and the student shall be held after the end of regularly scheduled class hours and no teacher shall be required to work beyond the seven (7) hours prescribed in this article;

2.)           An individual teacher may work with up to a total of five (5) individual students per semester on independent study programs, unless otherwise approved by the parties of this agreement;

3.)           All students must apply for an independent study contract with a specific teacher, prior to the close of the school year preceding the implementation of the independent study program;

4.)           The criteria for awarding credits for the successful completion of an independent study program shall be either 2.5 credits, for a semester program, or 5.0 credits, for a full-year program; and,

5.)           An individual student may earn a maximum of 5.0 credits per year for independent study programs.

E.      Exceptions to the provisions set forth in Article V, Section D may be made on a temporary basis (no longer than the remainder of the school year in which the exception is made) subject to prior consultation between the School Committee and the Teachers' Association.

F.      Teacher participation in extra-curricular activities will be strictly voluntary. Teachers will be compensated in accordance with the provisions of Appendix A and Attachment (A)(2) of this Agreement.

G.      Non-classroom teachers will have preparation time equivalent to that of classroom teachers on the same level.

H.      On all joint committees specified in Collective Bargaining Agreement and/or Sub-Committees established by the School Committee, the Sharon Teachers' Association shall designate all teacher members.

I.       Teachers who are appointed to the position of Subject Area Facilitator or Department Coordinator shall be responsible for the following:

1.       Conducting one department meeting per month, sending a copy of the agenda to the Superintendent.

2.       Meeting with the Superintendent to discuss issues or raise questions.

3.       Providing the building secretary with information needed to develop purchase orders.

4.       Planning at least one meeting per year with curriculum area teachers for planning purposes.

5.       Providing leadership in planning professional development offerings.

These positions will be filled in accordance with Article XI (Vacancies and Promotions) of the Agreement. The time expectation for such position will be approximately forty-one (41) hours per year.

J.             Flexible Scheduling Pilot Program: A voluntary pilot program involving flexible scheduling may be implemented during the August 2010-June 2013 school year(s). As a part of this program, Administrators may ask teachers with professional teacher status first if they will voluntarily work a flexible schedule where scheduled classes may occur immediately before the start of the regular school day or immediately after the end of the regular school day, and/or during the school day without regard to the usual class bell schedule. Notwithstanding a teacher’s agreement to participate in the pilot progam, the length of the teacher’s workday shall not exceed the hours set forth in Section A.1 of this Article, and the teacher’s agreement to participate shall not exceed one year at a time. Teachers without professional teacher status shall not participate in the pilot program.

ARTICLE VI CLASS SIZE

A.      Elementary Schools - Range of 22-28

For scheduling purposes, a ratio of 28 pupils per class should be used but no regular class may have more than 28 pupils. After the opening of school, immigration of pupils may result in the scheduling of up to 30 pupils in individual classes. Seminar Language group classes and similar specialist groups may have fewer than 22 or more than 28 pupils.

B.      Middle School

1.       For scheduling purposes in the areas of English, social studies, mathematics, science, foreign languages, music and art, twenty-six (26) students or fewer will be assigned, except in those classes where greater academic assistance is needed as determined by the Principal after consulting with the Guidance Counselors and Coordinators; such classes to have no more than twenty-two (22) to twenty-four (24) students.

2.             Physical Education:            25 - 30

C.            High School

This section is provided in order to clarify and generalize the class sizes at the High School, to establish guidelines (not minimums) for class size. Students who require greater academic assistance would be assigned to smaller class sizes. Class sizes will be limited by the capacity of the particular facility/room.

For scheduling purposes the class sizes listed below will be used:

English

15-25

Foreign Language

15-25

Science

15-25

Mathematics

15-25

Social Studies

15-25

Physical Education

20-30

Health and Wellness

20-30

Technology classes that

 

depend on a computer lab

15-20

 

Maximum

Music

50

Art-Intro

22

Clay and AP

16

Others

18

D.     With respect to Special Education Academic Labs at all levels, for scheduling purposes class size will be no greater than as permitted by Massachusetts Special Education laws and related regulations (specifically, 6.03 CMR 28.06).

E.     If for educational purposes, as determined by the Principal and Coordinator the number of pupils in a class is increased to a figure above the normal maximum for such subject, it is agreed that the teacher of such a class shall not be given a number of students per day in excess of the sum of the maximums of classes to which the teacher is assigned.

F.      Guidance counselors at the High School will be assigned a caseload not to exceed two hundred (200) students if employed on a full-time basis. Part-time counselors at the High School will be assigned a pro-rated number of students.

G.     Exceptions to these provisions may be made only on a temporary basis if the Superintendent of Schools (or his/her designee) determines that it is necessary to do so.

H.     The parties agree that if the School Committee decides to transfer Grade Six (6) classes from the Middle School to the elementary schools, then scheduling, preparation periods, and class size will be in conformity with the applicable contractual provisions for elementary schools.

I        Class sizes of specialized Special Education programs will be as determined by the building principal after consultations with the Director of Student Services. Input from teachers of these specialized programs will be considered.

J.             (1)           The caseloads of teachers with students receiving specialized instruction and/or related services will be evaluated individually and distributed as evenly as possible among the appropriate staff. Criteria for assignment of individual cases will be based on the level of services the student receives, the time needed for case management, and any additional demands (for example, for alternative assessments) on the time of the specialists (e.g., special education teachers, speech and language pathologists, occupational therapists, physical therapists and school psychologists).

(2)           Special Education Liaisons caseload assignments in grades K-8 should not exceed 30 students, and those in grades 9-12 should not exceed 28 students, without consideration of additional support and assistance.

(3)           Professional time may be granted to Special Education staff on an “as needed” basis by building administration in order to meet state/district Special Education obligations and timelines.

ARTICLE VII NON-TEACHING DUTIES

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. Therefore, they agree:

A.      Non-teaching personnel will be used to supervise cafeterias, except as allowed in the third paragraph of this section; study halls, except as allowed in Paragraph Four, playgrounds and office detention duty.

Learning Centers shall be defined as, but not limited to, the areas set aside for the educational purpose of student study halls, student tutorial assistance, guidance, counseling service, and individualized instructional aid, under the supervision of teachers.

Teaching personnel may be used to supervise cafeterias at the Senior and Middle Schools on a voluntary basis. If a teacher elects to volunteer, the compensation shall be at the rate of seven dollars ($7) per scheduled lunch period.

All High School and Middle School teachers, except those listed in the paragraph below, may be assigned to supervise such learning centers up to two (2) periods per six-day cycle, not to exceed 90 minutes. As far as possible, learning centers will be scheduled not to exceed a ratio of 35:1 at the High School and 26:1 at the Middle School.

All High School teachers who participate in the High School Evaluation will receive 1 PDP for each hour that is spent in this process. These PDP's will be distributed on a monthly basis by the Chairperson of the Committees on which the teacher services.

All teachers, excluding nurses, coordinators, school adjustment counselors, and guidance counselors will be assigned to the learning center on an equitable basis but not more than provided for above.

Bus duty will be performed by teachers in accordance with the agreements made between the Association and the Administration of each school. Each agreement shall be attached no later than October 1.

B.    Teachers, except for school nurses, will not be required to administer drugs or medication to pupils. It is expected, however, that teachers, including school nurses, will render emergency first aid to pupils as the need for such emergency first aid may arise.

ARTICLE VIII TEACHER EMPLOYMENT

A.      Upon initial employment, full credit will be given for previous outside teaching experience. Upon initial employment, additional credit not to exceed two (2) years for military experience, and not to exceed two (2) years for the Peace Corps, Vista, and Headstart which involve teaching experience will be given. The Superintendent may also grant similar credit for experience which (s)he deems relevant to the position the teacher will hold.

B.      1. Teachers with previous teaching experience in the Sharon School system will, upon returning to the system, receive full credit on the salary schedule for all experience as provided for in the paragraph above.

2.    Any teacher having taught in Sharon for a minimum of ninety (90) school days in any one (1) school year shall receive credit for a full year when given a permanent teaching contract.

3.    Previously accumulated unused sick leave days will be restored to all returning teachers.

C.     Members of Unit B who choose not to continue in their Unit B positions shall timely notify their building principal of their decision and may assume Unit A membership and full-time teaching duties, with all benefits thus far accrued to them, provided that, the teacher gives such notice to his/her school principal no later than March 15th preceding the school year in which (s)he wishes to discontinue his/her Unit B position; and provided further that there is either a teaching vacancy within his/her subject area licensure or that such appropriate teaching position is occupied by a teacher without professional teacher status.

ARTICLE IX TEACHER ASSIGNMENT

A.      As soon as practicable, but not later than five (5) school days prior to the closing of school, teachers will be notified in writing of any changes in their programs for the coming school year, including the schools and rooms to which they will be assigned and the grades and/or courses that they will teach. Subsequent changes may be made because of increases in subject enrollment, staff turnover, and program exigencies. Teachers will be notified immediately in writing of such changes, or notified that such notice is not possible for an expressly stated reason or reasons.

B.      To the extent possible, changes in grade assignments in the elementary schools and in subject assignment in the secondary schools will be voluntary.

C.      In arranging schedules for teachers who are assigned to more than one school, an effort will be made to limit the amount of inter-school travel. Such teachers will be notified of any changes in their schedules as soon as practicable. Teachers who are assigned by the Superintendent of Schools to more than one school in any one school day will receive thirty ($0.35) cents per mile for all inter-school driving they do.

D.      Teaching assignments will be made without regards to race, creed, color, religion, national origin, gender, or marital status.

ARTICLE X TRANSFERS

Although the Committee and the Association recognize that some transfer of teachers from one school to another is unavoidable, they also recognize that frequent transfer of teachers is disruptive of the educational process and interferes with optimum teacher performance. Therefore, they agree as follows:

A.      When a reduction in the number of teachers or transfers for any reason is deemed necessary by the Superintendent, volunteers will be transferred first.

B.      When involuntary transfers are necessary, a teacher's area of competence, major and/or minor fields of study, and length of service in the Sharon School System will be considered in determining which teacher is to be transferred. Insofar as it is practicable, teachers being involuntarily transferred will be transferred only to a comparable position.

An involuntary transfer will be made only after a meeting between the teacher involved and the Superintendent (or his/her designee), at which time the teacher will be notified of the reason for the transfer. Any teacher so transferred and objecting thereto shall accept the transfer but may process a grievance under the grievance procedure.

C.      Notice of transfer will be given to teachers as soon as practicable and under normal circumstances not later than three weeks prior to the last school day. If notice involving a change of buildings is not given until the last day of school, thus requiring the teacher to return after the school year for purposes of packing and moving, the teacher will be paid pro-rata for the time spent, up to one day's pay, and the physical move of the materials will be made by school department personnel other than the teacher involved.

D.      Teachers desiring a transfer will submit a written request to the Superintendent stating the assignment preferred. Such request must be submitted between September 1 and April 15 of each school year to be considered for the next school year. All requests will be acknowledged in writing.

E.      Exceptions to the provisions of Section A above may be made only if the Superintendent of Schools determines that it is necessary to do so in the best interests of the Teacher(s) and/or schools affected.

ARTICLE XI VACANCIES AND PROMOTIONS

A.            Whenever a new position or any vacancy in a professional position occurs in a school year, it will be adequately publicized by the Superintendent by means of a notice placed on the Association bulletin board in every school as far in advance of the appointment as possible. Any teachers interested in any vacancy that may occur during the months of July and August shall leave their names prior to that time at the office of the Assistant Superintendent. The Superintendent's Office will notify those teachers who have declared their interest. In both situations, the qualifications for the position, its duties, the rate of compensation, and the closing date for filing application will be clearly set forth. The qualifications set forth for a particular position will not be changed unless the Association, Association President and membership have been notified as described above with a minimum of one (1) week notice in advance of such changes and given the reasons for the change.

B.            All qualified teachers will be given adequate opportunity to make application for such position and the Superintendent agrees to give due weight to the professional background and attainments of all applicants, the length of time each has been in the school system, and other relevant factors. Preferential consideration will be given to qualified teachers already employed by the Committee.

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

D.            Whenever a vacancy occurs in any administrative position in a building in the Sharon School System, the President of the Sharon Teachers' Association (or his/her designee), and a committee of teachers from that school chosen by the faculty of that school shall meet with the Superintendent to recommend procedures for interviewing the candidates. The President or his/her designee shall serve on any and all interview teams for such vacancies.

E.            Whenever an administrator is on a leave of absence or sick leave, the School Committee may appoint an acting or substitute administrator.

1.           Any teacher who is interested in serving as a substitute or acting administrator will send a letter with supporting materials, to the Superintendent by September 15th of each calendar year. Such materials will include but not be limited to official transcripts and copies of certification.

2.           A teacher needs to apply only once. Updates of credentials materials are the sole responsibility of each individual teacher and may be added to his/her personnel file.

3.           Once a teacher has completed the application procedure, his/her name will remain on the substitute or acting administrator's list until the Superintendent receives a written request from the individual to delete his/her name from that list.

4.           When it is deemed appropriate, the Superintendent or his designee will appoint a teacher to the position of substitute or acting administrator.

5.           Any teacher selected to serve as a substitute or acting administrator will apply for and be granted an unpaid leave of absence by the School Committee in accordance with Article XVII, Section D of this Agreement for the necessary period of time, up to one (1) year. Teachers may undertake the role of substitute or acting administrator prior to an approval vote of leave of absence by the School Committee.

6.           No teacher serving in the capacity of a substitute or acting administrator may evaluate other members of the Bargaining Unit.

7.           This article in no way limits or prevents the Superintendent or School Committee from appointing individuals not covered by this Agreement as substitute or acting administrators.

8.           Appointments or non-appointments to positions as substitute or acting administrators are not subject to any grievance or arbitration procedures.

9.       Any teacher serving as a substitute or acting administrator will be paid according to the Administrators' Salary Schedule for that year at Step 1 per diem rate for that position based upon one's earned degree(s). Should the per diem rate for a substitute or acting administrator be less than a teacher's per diem rate under this Agreement for the regular school day, including stipend for departmental duties, the School Committee will establish an individual rate above the Step 1 per diem rate for that person. Payment for extra-curricular assignments are beyond the regular work day and are excluded from per diem calculations.

e.g.          Elementary Principal: Doctorate Step 1 - $49,214; Salary rate is $49,214 / 215 days = $228.91 per day

ARTICLE XII POSITIONS IN OTHER PROGRAMS IN SHARON

A.      All openings for summer school, evening school, summer curriculum study positions, or any positions for which teachers are eligible other than those mentioned elsewhere in this Agreement, and for positions under Federal Programs, will be adequately publicized by the Superintendent in each school building as early as possible, and teachers who have applied for such positions will be notified of the action taken regarding their applications as early as possible. Notices of all positions will include the qualifications for the position, its duties, the rate of compensation, and the closing date for filing applications. Summer school, evening school, and summer curriculum openings will be publicized at least sixty (60) days prior to the opening dates of these schools and starting date of the curriculum work, and teachers will be notified of the action taken at least thirty (30) days prior to the opening dates of these schools, respectively, or the starting date of the curriculum work. Said restrictions will not apply to openings in summer school and evening school made available after said dates.

B.      Positions in the Sharon summer school and evening school and positions under Federal programs will, to the extent possible, be filled first by regularly appointed teachers in the Sharon School System.

C.      In filling such positions, consideration will be given to a teacher's area of competence, major and/or minor fields of study, length of service in the Sharon School System, and, in the case of summer or evening school positions, previous Sharon summer school or evening school experience.

D.      Effective June 22, 2004, compensation for Summer Curriculum Development work shall be paid at the rate of thirty-six ($36.00) dollars per hour, with the duration of each work day being left to the professional good faith judgment of the teacher.

ARTICLE XIII TEACHER EVALUATION

A.      All observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher. Teachers will be given a copy of any evaluation report prepared by their superiors and will have the right to discuss such report with their superiors.

B.      A teacher will have the right, upon request to inspect the contents of his personnel file. No materials derogatory to a teacher's conduct, service, character, or personality shall be placed in the files by an administrator unless the teacher is sent a dated copy at the same time. The teacher shall have the right to submit a response to the statement. The teacher's answer shall also be included in the file.

C.      The Association recognizes the authority and responsibility of the Principal for disciplining or reprimanding a teacher for delinquency or professional performance. If a teacher is to be disciplined or reprimanded by a member of the Administration he will be entitled to have a representative of the Association present.

D.      No teacher will be disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without just cause.

E.      Evaluation of all teachers shall be made in conformity with the criteria set forth in Appendix C and the referenced Attachments (C)(1) and (C)(2) of this Agreement.

F.      At the request of either party during the term of the Agreement, the parties agree to bargain over evaluation performance standards pursuant to Section 40 of the Education Reform Act.

ARTICLE XIV TEACHER FACILITIES

A.    Each school will have, as far as practicable, the following facilities:

1.           A serviceable desk and chair for each teacher;

2.           Space in each classroom where teachers may safely store instructional materials and supplies;

3.           A teacher work area containing adequate equipment and supplies to aid in the preparation of instructional materials;

4.           An appropriately furnished room to be reserved for the exclusive use of the staff as a faculty lounge. Said room will be in addition to the teacher work area;

5.           A communication system so that teachers can communicate with the main building office from their classrooms;

6.           Well-lit and clean female and male staff rest rooms;

7.           A separate private dining area for the exclusive use of the staff;

8.           An adequate portion of the parking lot at each school reserved for staff parking;

9.        A telephone available for the use of the faculty in a location that will insure privacy;

10.      A mail box for each teacher; and,

11.     The parking lot of each school building shall be adequately lighted from dusk until all staff has exited the school property

B.    The School Committee will recommend to the School Building Committee that all newly-constructed schools be provided with the above specified facilities.

C.    Teachers will be provided a clean workplace with adequate heating, lighting and ventilation. No teacher will be required to remain in a room to supervise students when the temperature in that room goes below 65 degrees F for a period in excess of two (2) days. If either excessively cold or hot conditions arise in a classroom, the teacher shall report those conditions immediately to the principal, who will arrange for alternative placement as soon as possible, subject to the availability of space, conditions in other parts of the school, and the suitability of outdoor space for the class, in order to correct the condition. The Superintendent and/or his/her designee(s) and representatives of the Association shall meet on an as needed basis to discuss the problems of excessively warm temperatures and the measures that can be taken to alleviate related problems.

D.    Computers and computer-related equipment will be conveniently located in the classroom for classroom teachers and in their workplace for specialists.

ARTICLE XV USE OF SCHOOL FACILITIES

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

B.            Upon making arrangements with the Director of Adult Education, the Association may have the right to use the gymnasium and other athletic facilities and equipment, or any other facility of the schools, without cost, one (1) evening each week, the Principal of the particular building in question to be notified in advance of the time and place of all such meetings.

C.    There will be one (1) bulletin board in each school building, which will be placed in the faculty lounge, for the exclusive purpose of displaying notices, circulars, and other Association material. This bulletin board shall be procured and installed at the expense of the Association. Copies of all such material will be given to the Building Principal, but his advance approval will not be required.

D.    No teacher will be prevented from wearing pins or other identification of membership in the Association or any other organization.

E.   The Association may use teacher mailboxes for dissemination of Association material.

F.   The children of teachers employed by the Sharon Public Schools will be given preference for enrollment in the system’s early childhood program on the condition that space is available and no child already in the program is bumped from the program. The tuition expense of such enrollment will be equal to that charged to non-teachers and will be the responsibility of the teacher.

ARTICLE XVI SICK LEAVE

A.            Teachers will be entitled to fifteen (15) sick leave days each school year as of the first official day of said school year, whether or not they report for duty on that day. Teachers appointed during a school year shall be entitled to one and one-half (1-1/2) sick leave days for each month or major fraction thereof for which they have been hired as of the effective date of their contract, whether or not they report for duty on that day. If they are given a contract while substituting for the replaced teacher, such days shall be included in the determination of sick leave days. Unused sick leave days may accumulate from year to year without limitation.

Teachers shall be furnished with an accounting of the total number of unused accumulated sick leave by October 1 of each school year.

All unused sick leave days accumulated prior to this Agreement shall be credited to each teacher.

B.      In addition to personal illness or injury, sick leave may be utilized for the following purposes:

1.           One (1) day each time an emergency illness or injury in the family requires a teacher to make arrangements for necessary medical and nursing care.

2.           A maximum of three (3) days per school year for critical illness in the immediate family.

3.           Up to five (5) days at any one time in the event of serious illness requiring bedside or household attention by the teacher to the teacher's spouse, child, son-in-law, daughter-in-law, parent, parent-in-law, sibling, grandchild, or other member of the immediate household.

4.           Up to forty (40) days, pursuant to Chapter 149, Section 105D of the General Laws, for a pregnancy-related disability, provided that certification of the actual period of disability has been submitted to the Superintendent of Schools by the teacher's physician.

5.           Any other reason approved by the Superintendent.

C.            A Sick Leave Bank for use by eligible members of the professional staff covered by this Agreement who have exhausted their own sick leave and who have serious illness was established as of July 1, 1973. The Bank shall be maintained at a minimum of one (1) day per professional staff member after the first year of maintenance, a maximum shall be two (2) per professional staff.

The initial grant of sick leave by the Sick Leave Bank Committee to an eligible employee shall not exceed thirty (30) days.

Upon completion of the thirty (30)-day period, the period of entitlement may be extended by the Sick Leave Bank Committee upon demonstration of need by the applicant.

The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting of four (4) members. Two (2) members shall be designated by the School Committee to serve at its discretion and two (2) members shall be designated by the Association. The Sick Leave Bank Committee shall determine the eligibility for the use of the Bank and the amount of leave to be granted, and any other rules or regulations, not contrary to this Article, necessary for the proper administration of the Bank. The following criteria shall be used by the Committee in administering the Bank and in determining eligibility and amount of leave:

1.                   Adequate medical evidence of serious illness

2.                   Prior utilization of all eligible sick leave

If the Sick Leave Bank is exhausted, it shall be renewed by the contribution of one (1) additional day of sick leave by each member of the professional staff covered by this Agreement. Such additional day will be deducted from the teacher’s fifteen (15) days of annual sick leave. The Sick Leave Bank Committee shall determine the time when it becomes necessary to replenish the Bank. If a teacher does not have a sick leave day (annual or accumulated) to donate to the Bank, such fact shall not automatically disqualify that teacher from use of the Bank

The decision of the Sick Leave Bank Committee with respect to eligibility and entitlement shall be final and binding and not subject to appeal or grievance.

D.            Teachers who have perfect attendance (no sick leave and no personal leave of any kind) over the course of a school year shall be paid three hundred ($300) dollars within thirty (30) days following the end of each school year, which amount will not subsequently be added to the teacher’s base pay.

ARTICLE XVII TEMPORARY LEAVES OF ABSENCE

A.            Teachers will be entitled to the following temporary leaves of absence with pay in each school year:

1.       There shall be three (3) personal days accumulative to four (4) for personal matters which require absence during school hours. The reasons for which such leave may be granted are limited to the follows:

a.     Religious observance

b.     Legal proceedings not related to school if a teacher is required by law to be present

c.     Business matters

d.     Household matters

Except for appearances in court required by the judicial process, religious holiday observance, and the provisions of the next sentence, the leaves of absence provided for under this paragraph will not be granted for the day before or for the day after the schools are closed for a holiday or vacation period. With at least two (2) weeks’ written notice, the Superintendent may grant the use of personal days(s) before or after a holiday/vacation for the wedding of immediate family members, or high school/college graduation. With at least two (2) weeks’ written notice, the Superintendent may grant the use of personal day(s) before or after a holiday/vacation to allow a parent to take his/her child to college in September.

If a teacher has any unused personal days at the close of a work year, one (1) such day shall be rolled over into the following work year (see section A(1), sentence 1, above), and the remainder shall be added to the member’s accumulated sick leave.

2.       One day for the purpose of visiting other schools or attending meetings or conferences of an educational nature, provided the Superintendent has consented in advance to the date requested for such leave, or time necessary to serve on an evaluation committee established by the New England Association of Secondary Schools and Colleges or the State Department of Education. Time under this section may be extended by arrangement with the Building Principal.

3.           Reasonable time necessary for Association representatives to attend Massachusetts Teachers' Association and/or National Education Association conferences and conventions.

4.           Time necessary for appearance in any legal proceedings connected with the teacher's employment or with the school system.

5.           Up to five (5) days, at the teacher's discretion, at any one time, in the event of death of a teacher's spouse, child, son-in-law, daughter-in-law, parent, parent-in-law, sibling, grandparent, grandchild, or any other member of the immediate household. A teacher will be granted one (1) day's leave in the event of the death of his brother-in-law, sister-in-law or his spouse's grandparent, uncle, aunt, niece, or nephew unless said relative is a member of the teacher's immediate household, in which case the teacher will be entitled to the aforesaid five (5) days. In addition, up to two (2) additional days may be allowed for travel time at the discretion of the Superintendent.

6.           National Guard and Reserve Duty Leave - An employee performing full time service in the National Guard or Reserve shall be entitled to compensation in an amount equal to the differences between his/her military pay and his/her regular compensation as School Department employee, provided, however, such compensation shall be paid for not longer than four (4) weeks per fiscal year.

7.           Funeral Leave - Time off is permitted for designated veterans and veteran auxiliary organization members when they are participating in a military wake and/or funeral service being given a deceased veteran.

8.           Teachers who serve on jury duty will be paid the difference between compensation received for such duty and their normal rate. Absences caused by jury duty do not count against a teacher’s accrued leave.

B.            Leaves taken pursuant to Section A above will be in addition to any sick leave to which the teacher is entitled. No teacher will be required to arrange for his own substitute.

C.            Pay for leaves not covered by this Agreement shall be deducted at the rate of 1/182 of a teacher's annual salary for each such day of leave.

D.            A teacher may extend the number of personal days provided they are for religious observances or emergencies that involve a majority of the work day. If a teacher feels there is a need to extend personal days for such reasons, he/she must indicate the specific dates and reasons in writing to the Superintendent during the first full week of the school year, or in the case of an emergency, the request must be in writing and approved by the Superintendent as soon as the emergency circumstances are presented. If such days are used, they will be charged against the teacher's sick leave account at the rate of two sick days for each personal day used. A sufficient number of sick days must be available in the teacher's account for the teacher to utilize this provision. A maximum of three additional personal days may be used in one school year for the purposes stated above, without loss of pay.

ARTICLE XVIII EXTENDED LEAVES OF ABSENCE

The following leaves of absence are available without pay:

A.            The Committee agrees that up to three (3) teachers designated by the Association will, upon request, be granted a leave of absence for up to two (2) years for the purpose of engaging in Association (local, state, or national) activities.

B.            A leave of absence of up to two (2) years will be granted to any teacher who joins the Peace Corps, Vista, Headstart, or serves as an exchange or overseas teacher in the Fulbright-Hays Teacher Exchange Program, and is a full-time participant in any of these programs. In any instance where the Fulbright-Hays Act Teacher Exchange Program requires that the Sharon teacher receive his local pay while teaching abroad, and in turn the program provides the services of an acceptable teacher for Sharon in exchange, the School Committee may authorize the payment of his basic salary to the Sharon teacher for the school year that the teacher is serving in such an exchange program. Upon returning from such leave, a teacher will be considered to have been actively employed by the Committee during the leave and will be placed on the salary schedule at the level he would have achieved had he not been absent.

C.            Military leave will be granted to any teacher who is inducted or enlists in any branch of the Armed Forces of the United States. Upon return from such leave, the teacher will be placed on the salary schedule at the level the teacher would have achieved had the teacher remained actively employed in the System during the period of his absence up to a maximum of three (3) years.

D.            A leave of absence up to one (1) year will be granted to any member of the Bargaining Unit appointed to serve as a substitute or acting administrator.

E.            After five (5) years of continuous service in the Sharon School system, a teacher may be granted a leave of absence of up to one (1) year for health reasons. Requests for such leave will be supported by appropriate medical evidence.

F.             Any teacher whose personal illness extends beyond the period compensated will be granted a leave of absence of such time as is necessary for complete recovery from such illness.

G.            Other leaves of absence may be granted by the Committee.

H.            Maternity leave will be granted to birth or adopting mothers. If the teacher so elects, such leave will be in effect for one school year or remainder thereof, or if the teacher so elects, up to two school years. In either case, such leave will expire the day before the beginning of a new school year. In the event that the teacher was on duty one-half (1/2) or more of the school year in which the leave was granted, she will be credited with a full year on the salary schedule.

A teacher who becomes pregnant shall notify her Principal in writing as soon as pregnancy has been definitely determined. Continued employment and the time of return relative to the expiration of the leave provided for above will depend upon the physical condition of the teacher in question. Appropriate medical evidence of fitness may be required prior to return from such leave.

I.             Paternity leave will be granted to birth or adopting fathers. If the teacher so elects, such leave will be in effect for one school year or remainder thereof, or if the teacher so elects, up to two school years. In either case, such leave will expire the day before the beginning of a new school. In the event that the teacher was on duty one-half (1/2) or more of the school year in which the leave was granted, he will be credited with a full year on the salary schedule.

J.             A leave of absence of up to one (1) year will be granted for the purpose of caring for sick member of the teacher's immediate family. Additional leaves may be granted at the discretion of the Committee.

K.            The Committee will grant a leave of absence to any teacher to campaign for or serve in public office.

L.            All benefits to which a teacher was entitled at the time his/her leave of absence commenced, including unused accumulated sick leave, will be restored to the teacher upon his/her return, and (s)he will be assigned to the same position which (s)he held at the time said leave commenced, if available, or, if not, to a substantially equivalent position. The periods of leaves of absence granted under this Article, except those granted under Paragraphs B and C, shall not be credited toward the time necessary to achieve tenure or advancement on the salary schedule other than as provided for in Paragraphs H and I of this Article, except that the Committee may, at its discretion, grant advancement on the salary schedule to a teacher being granted a leave for graduate study for the period of said leave.

M.           Any teacher on an extended leave of absence on April 1 of any school year must notify the Superintendent of Schools in writing prior to that April 1 if he/she intends to return to active teaching the next school year. All requests for extensions or renewals of leaves will be applied for and answered in writing prior to April 1.

N.            Teachers shall receive such benefits and entitlements under the Family and Medical Leave Act of 1993, as most recently amended, as the statute and regulations provide.

O.            The Superintendent shall, upon written request, grant leave to a teacher who has been elected to a position or office in either the Massachusetts Teachers Association (MTA) or the National Education Association (NEA) for up to four (4) years, with pay, as long as the MTA or NEA, as the case may be, timely reimburses the School Committee for the cost of all salary and benefits paid to the teacher by the School Committee. Absent such timely reimbursements from either the MTA or NEA, the teacher’s leave shall be nevertheless be allowed but shall be without pay. For leave related to a teacher’s election to any other statewide or national education organization, such leave will be granted at the discretion of the Superintendent and, if granted, shall be unpaid.

P.             In accordance with M.G. L Chapter 33, §57, teachers shall be paid their regular teacher salary for the first seventeen (17) calendar days of their military tour of duty and shall be entitled to the same leaves of absence and vacation leave given to other teachers.

ARTICLE XIX SABBATICAL LEAVES

A.            Sabbatical leaves may be granted, for study or research, to a member of the teaching staff by the Committee subject to the following conditions:

1.          The teacher has completed at least seven (7) full school years of service in the Sharon School System.

2.          The teacher will agree to return to employment in the Sharon School System for one (1) full year in the event of a semester's leave or two (2) full years in the event of a full year's leave.

3.          Not more than four (4) teachers from the Sharon School System will be granted sabbatical leave at one time.

B.           Methods of Payment for sabbatical leave:

1.          If the sabbatical leave is for one-half (1/2) a school year a teacher will receive one hundred percent (100%) of his basic annual salary rate for that period of time.

2.          If the sabbatical leave is for a full school year the teacher will receive fifty percent (50%) of his basic annual salary rate for that year; or

3.     If a sabbatical leave is for a full school year the teacher will receive one hundred percent (100%) of his basic annual salary rate for one-half (1/2) of that year.

C.                All benefits to which a teacher was entitled at the time his/her sabbatical leave commenced, including unused accumulated sick leave, will be restored upon the teacher’s return, and the teacher will be assigned to the same position which he held at the time said leave commenced, if available, or, if not, to substantially equivalent position.

ARTICLE XX REDUCTION IN STAFF

A.      The Committee retains the right to determine the number of teaching positions and other professional positions which are needed in the school system. It also retains the right to determine the employees to be laid off in accordance with the procedures and standards set forth below:

1.       Before any teachers are laid off, an attempt will be made to meet any reduction in the number of teaching positions or other professional positions through normal attrition.

2.       A teacher with professional status shall not be laid off if there is a teacher not on professional status whose position the teacher on professional status is qualified to fill.

3.       In determining the order in which professional status teachers or school nurses shall be laid off, the Committee shall consider only the following factors in laying off teachers within a discipline: the recommendation of the Superintendent, professional training, evaluations, experience within a discipline during the continuous years of service in the Sharon Public Schools, and the needs of the Sharon Public School System. In the event that two or more teachers are, in the judgment of the Committee, deemed to be substantially equal on the basis of the recommendation of the Superintendent, professional training, evaluations, experience within a discipline during the continuous years of service in the Sharon Public Schools, and the needs of the Sharon Public School System, the least senior of such teachers shall be laid off first.

4.       Continuous employment in the Sharon Public Schools, including periods of leaves of absence for which salary credit is granted, shall be used to compute the length of service.

5.       For purposes of this Agreement, a seniority list shall be established by the School Committee by October 1 and forwarded to the Association and posted in all school buildings. The list shall be by disciplines as set forth in Paragraph B of Article XX and shall list the total number of years, months, and days in a professional position in the Sharon School Department, including periods of leaves of absence for which salary credit is given. Teachers upon return from unpaid leaves of absence shall be credited with prior service. Should an individual choose to challenge the accuracy of the list, written notice shall be sent to the Superintendent within 10 days of the posting. If the Association and the Administration are unable to resolve the challenge within (20) days of its receipt, the matter may be submitted to expedited arbitration within five days.

B.      For purposes of this Article, discipline categories shall include:

1.          Grades K-6

2.          English: Grades 6-12

3.          Mathematics: Grades K-5

4.          Mathematics: Grades 6-12

5.          Science: Grades 6-12

6.          Social Studies: Grades 6-12

7.          Foreign Language: Grades K-12

8.          Music: Grades K-12

9.          Art: Grades K-12

10.      Physical Education: Grades K-12

11.      Guidance Counselors and School Adjustment Counselors: Grades K-12

12.      Librarians: Grades K-12

13.      Reading: Grades K-12

14.      Special Needs Teachers: Early Childhood - 12

15.      Speech Therapist: Grades K-12

16.      Psychological Services: Grades K-12

17.      School Nurses: Grades K-12

18.      Technology: Grades K-12

Sixth grade teachers entering the K-6 discipline or the secondary discipline will carry with them total continuous service in the Sharon School system for purposes of computing seniority.

Whenever cuts or reductions to the membership are being considered to balance a school budget, the STA President shall be notified in writing and invited to propose alternate solutions in a timely fashion that meets budgetary deadlines.

C.            The Committee shall make every effort to notify a teacher affected by a reduction in staff by April 15, and in no event, later than May 15 of the school year preceding the school year in which the reduction is to be effected.

D.            Professional Status teachers or school nurses who are on layoff shall for eighteen (18) months after the effective date of layoff retain recall rights to fill vacancies and new positions in the discipline category from which they were laid off. During the recall period, teachers who have been laid off shall be given preference on the substitute list, if they so desire.

E.            Teachers who have been laid off shall, during their recall period, be notified by letter sent by certified mail from the Superintendent's Office, provided they have left their home address with the Superintendent's Office, of any open positions in the system for which they may be eligible under the provisions of Section D of this Article. Failure to accept an offer of employment according to the provisions of this Article within eighteen (18) calendar days from the date of mailing by certified mail to the teacher shall terminate the teacher's recall rights.

If a full-time professional status teacher who has been laid off is recalled to less than a full-time teaching position and has already accepted employment or time greater than what Sharon is offering in a teaching position in another school, or has accepted a position outside of teaching which would provide greater compensation than the part-time teaching position, the teacher may decline the part-time position without having waived any future recall rights under Paragraph D.

Notice of intent to decline such part-time offer must be made to the Superintendent within five calendar days of the mailing of the notice of recall together with evidence that the position presently held offers greater remuneration than the part-time teaching position. The same process and procedure shall apply to a part-time teacher who is laid off and who is recalled to a part-time position providing less hours and less pay than in the previous part-time position.

F.             Teachers recalled after layoff under this Article shall be placed on that step of the salary schedule which is one step higher than the one on which they were at the time of their last day of teaching prior to being laid off. Also, such teachers shall carry over only that sick leave which was credited to them at the time of their last day of teaching prior to being laid off.

G.            To the extent permitted by law and subject to the limits of the Town's insurance policy, any tenured teacher laid off shall be continued during their recall period in the Town's hospitalization and insurance plan by paying to the appropriate office the full group rate (100% of the individual's and Town's share).

H.            Any teacher notified of a layoff shall have the opportunity to sign a waiver negotiated by the Association and the Committee to guarantee the continuation of professional status through the recall period. The waiver shall be the language agreed on for use in the 1980-1981 school year.

I.             Teachers who voluntarily resign their position are respectfully requested to notify the Superintendent of Schools no less than thirty (30) days in advance of the effective date of their resignation.

ARTICLE XXI SUBSTITUTE TEACHERS

In those cases where regular substitutes are not available and a regular teacher voluntarily agrees to serve as a substitute during his/her non-teaching time, said teacher will be paid an additional twelve dollars ($12.00) for each period substituted in the High School or in the Middle School. If during the school day, a teacher at the Middle School or at the Senior High School finds it necessary to be absent from assigned teaching duties, the Principal may assign available teachers to teach the classes assigned to the teacher or teachers who found it necessary to leave during the school day.

Teachers so assigned will be compensated as above. No teacher will be assigned this type of substitute work in the Middle School or High School more than three (3) times during the school year. If, because of the absence of a teacher, classes are combined so that the number of pupils being taught by a teacher is larger than the maximum class size agreed to in this Agreement for that class, the teacher will be paid twelve dollars ($12.00) for each such period in the Middle School and High School, or thirty-five dollars ($35.00) per day in the elementary schools.

ARTICLE XXII

PROFESSIONAL DEVELOPMENT AND

EDUCATIONAL IMPROVEMENT

A.    The Committee will pay the reasonable expenses (including fees, meals, lodging and/or transportation) incurred by teachers who attend workshops, seminars, conference or other professional improvement sessions at the request of, or with the advance approval of, the Superintendent.

B.    Recertification

1.                   The principal or assistant principal shall be responsible for approving the Individual Professional Development Plans (IPDPs) of teachers, subject to the approval of the Superintendent or the Assistant Superintendent. In the case of itinerant staff, a principal or assistant principal shall be selected by the Superintendent from the schools to which the teacher is assigned. Such assignment shall be changed if the teacher is no longer assigned to said school.

2.                   Each teacher must seek initial approval of the IPDP in a timely manner, in accordance with the certification regulations of the Massachusetts Department of Education.

3.                   The IPDP shall be submitted on the form attached as Appendix E.

4.                   Each teacher will be provided with a copy of the District Professional Development Plan and the relevant School Improvement Plan in a timely manner.

5.                   If the IPDP is consistent with the district’s educational goals, as set forth in the District Professional Development Plan and/or the relevant School Improvement Plan, it shall be approved.

6.                   If the Superintendent or Assistant Superintendent or the principal or assistant principal refuses to approve an IPDP, the reason for said refusal must be set forth in writing to the teacher.

7.                   A teacher on a leave of absence shall be granted three (3) months from the date of return to work to obtain approval of the IPDP.

8.                   A teacher who does not intend to recertify is not required to submit an IPDP. If a teacher elects not to submit an IPDP, s/he must notify the Superintendent in writing on a form available in the Principal’s office of each school.

9.           In the event that teachers are no longer required, by regulation, to obtain initial approval or final endorsement of an IPDP for recertification, this Section shall be declared null and void.

C.       In recognition of the need for teachers to continue to grow professionally for the good of all within the community, to provide a meaningful learning environment, and in recognition of the economic demands placed upon teachers to remain current and licensed in their fields of their expertise, the Committee and the Association agree that each active, full-time (1.0 F.T.E.) teacher shall annually receive three hundred fifty ($350.) dollars as a Professional Development Stipend (PDS), to be applied by the teacher against expenses related to their professional development (e.g., workshops, seminars, conferences, graduate-level coursework, costs related to re-licensing), as the teacher’s judgment dictates.)

The PDS shall be paid to active teachers in one lump sum by September 30 of each school year. Teachers who are employed on less than a full-time basis shall receive pro-rated payments. Teachers who are active members at the time of the PDS payment shall receive the payment.

Teachers seeking horizontal movement across the salary schedule must submit transcripts establishing satisfactory completion of graduate-level coursework at an accredited college or university before such movement will be approved by the Superintendent.

ARTICLE XXIII PROTECTION

A.             Teachers will immediately report in writing all cases of assault suffered by them in connection with their employment to the Superintendent of Schools.

B.            This report will be forwarded to the Committee which will comply with any reasonable request from the teacher for information in its possession relating to the incident or the persons involved and will act in appropriate ways as liaison between the teacher, the police, and the courts.

C.     The Committee will indemnify at all times during the terms of this Agreement every teacher for personal financial loss and expenses, including legal fees and costs for bodily injury, including that arising out of corporal punishment, property damage, and personal injury as defined in Massachusetts General Laws, ch. 258, subject to the exclusions, conditions, and limits of liability in the comprehensive general liability policy issued to the Town and any renewals or substitutions thereof and for wrongful acts, as defined in the Board of Education policy and any renewals or substitutions thereof. Notwithstanding anything contained herein, no teacher shall be indemnified under this clause for violation of any civil rights if the teacher acted in a grossly negligent, willful, or malicious manner.

D.     (i)   In the event of an accident, the teacher shall submit a written report to the Superintendent of Schools citing particulars of time, place, and circumstances thereof and the names and addresses of the injured and of available witnesses.

(ii)          If claim is made or suit is brought against the teacher, the teacher shall immediately forward to the Superintendent every demand, notice, summons, and other process received by him.

(iii)          The teacher shall cooperate with the insurance company and assist, upon the company's request, in the conduct of suits and enforcing any rights of contribution or indemnity, attend hearings and trials, and help in any other reasonable way.

ARTICLE XXIV PERSONAL INJURY BENEFITS

Whenever a teacher is absent from school as a result of personal injury caused by an accident or an assault occurring in the course of his/her employment, (s)he will be paid his/her full salary (less the amount of any worker's compensation award made for temporary disability due to said injury) for the period of such absence, and no part shall be deducted from sick leave.

ARTICLE XXV INSURANCE AND ANNUITY PLAN

Teachers employed by the Committee are covered by an insurance program, the benefits of which program are provided by the Town of Sharon. The Committee agrees that it will continue, as at present, to pay fifty percent (50%) (or if the Town provides a greater percentage) of the cost of providing said present insurance benefits for the teachers covered by this collective bargaining agreement. The insurance program herein above referred to will provide the teachers covered by this Agreement with the following types of insurance coverage:

1.           Group term life insurance coverage in the amount of $2,000.

2.           Individual or family coverage, whichever is applicable, to the particular teacher for Blue Cross/Blue Shield, or HMO Blue, or the Blue Shield of the type now in effect in accord with the attached May 21, 1992, agreement between the Town of Sharon and the Town of Sharon Employees Coalition. (See Appendix D hereto)

3.           Teachers will be eligible to participate in a "tax sheltered" annuity plan established pursuant to United States Public Law No. 87-370.

4.      For further specifics on health insurance plans, town/employee contribution rates and Flex-125 Unreimbursed Medical Expense and Dependent Care Plans, see Appendix D for the agreement between the Town of Sharon and the Town of Sharon Employee Coalition.

5.      Effective January 1, 2010, health insurance co-payments shall be as set forth in Appendix H (attached).

ARTICLE XXVI TEXTBOOKS

A.            The Committee will provide sufficient textbooks to insure that each pupil in a classroom has textbooks for the student’s own use.

B.      Recognizing the statutory responsibility of the School Committee for the adoption of textbooks, as well as the professional competence and skills of the staff in relation to textbook selection, the Association and the Committee agree that the selection of textbooks to be used in the schools shall continue to be cooperatively arrived at through joint consultation between Administration and a committee of teachers chosen by and representing the teachers involved in such a selection, subject to the final approval of the School Committee.

ARTICLE XXVII DEDUCTIONS

A.    The Committee shall require as a condition of employment the payment on or after the thirtieth day following the beginning of such employment or the effective date of this Agreement, whichever is later, an agency service fee which shall be commensurate with the cost of collective bargaining and contract administration as certified annually by the Association to the Committee. Such agency fee payment shall be made in accordance with the dues payment schedule available to members of the Association.

B.    The Committee agrees to deduct from the salaries of its employees dues for the Sharon Teachers' Association, Massachusetts Teachers' Association, National Education Association, and/or Norfolk County Retirement Association and monies for tax-sheltered annuities requested by employees and to transmit the monies promptly to the Treasurer of the Sharon Teachers' Association or to the appropriate agent provided that new applications for tax-sheltered annuities are made by the first Monday in October of each school year. Subject to the continued approval of the Town Treasurer, requests for changes in existing tax-sheltered annuities shall be made by the first Monday of November or by the first Monday of February of each contract year. Teacher authorization will be in writing in the form set forth below:

DEDUCTION   AUTHORIZATION   CARD

NAME

ADDRESS

I hereby request and authorize the Sharon School Committee to deduct from my earnings and transmit to the Treasurer of the Sharon Teachers' Association an amount sufficient to provide regular payments of the membership dues as certified by said treasurer in accordance with the schedule submitted by him and to the proper agent for the deduction listed below. I understand that the Committee will discontinue such deductions for any school year only if I notify the said Committee through the treasurer in writing to do so not later than September 15 of that year for dues and at least one month in advance for annuity deductions. I hereby waive all right and claim for said monies so deducted and transmitted in accordance with this authorization and relieve the School Committee and all of its officers from any liability therefore.

Date

Signature

I hereby authorize the deduction of

To be paid as monthly annuity payments to

C.    The Treasurer of the Sharon Teachers' Association will certify to the Committee, in writing, the current rate of membership dues. The Treasurer will give the Committee thirty (30) days written notice prior to the effective date of any change in the rate of membership dues.

D.    Deductions will be made in accordance with a schedule submitted by the Treasurer of the Sharon Teachers' Association. The Committee will not be required to honor for any deduction any authorizations that are delivered to it later than one (1) week prior to the distribution of the payroll from which the deductions are to be made.

E.    No later than September 30th of each year the Association will provide the Committee with a list of those employees who have voluntarily authorized the Committee to make deductions from their salaries. The Association will notify the Committee monthly of any changes in said list. Any teacher desiring to have the Committee discontinue deductions for dues he previously authorized must notify the Association by September 15th of each year for that school year's dues deduction and at least one (1) month prior to the time (s)he desires annuity deductions to be discontinued.

ARTICLE XXVIII CONSULTATION PROCEDURES

The School Committee and the Association agree to meet at least once per year to discuss educational programs for the school children of Sharon. Such meeting shall be arranged at the request of either party.

ARTICLE XXIX GENERAL

A.            There will be no reprisals of any kind taken against any teacher by reason of his/her membership in the Association or participation in its activities.

B.            Teachers will be entitled to full rights of citizenship as provided in the Constitution of the United States and the Commonwealth of Massachusetts, and no religious or political activities of any teacher or the lack thereof will be grounds for any discipline or discrimination with respect to the professional employment of such teacher.

C.            Copies of this Agreement shall be provided to each teacher through the Sharon School Department e-mail or website or upon request, in printed form.

D.            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, such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions of the Agreement will continue in full force and effect.

E.            The Committee and the Association agree that they will take all steps necessary for compliance with the terms and provisions of this Agreement and necessary for the effectuation of this Agreement.

F.             The Committee will, upon request, provide the Association with any documents that will assist the Association in developing intelligent, accurate, informed, and constructive programs on behalf of the teachers and their students.

G.            The Association will be provided with two (2) copies of the official minutes of open School Committee meetings and with two (2) copies of any printed materials or other documents which are of an educational nature and are incorporated by reference in said minutes. A copy of the official agenda of the meetings and any attached documents will be given to the Association prior to said meetings.

H.            The President of the Association shall, with the consent of the Superintendent, have a reasonable amount of released time to perform the duties of that office.

I.             The Association and the School Committee encourage all teachers covered by this Agreement, if not presently certified in Cardio-Pulmonary Resuscitation, to obtain such certification in a program offered and paid for by the Committee.

J.             A notice will be distributed to teachers at the beginning of the school year informing them of the optional life insurance program available to them through the school department and Town of Sharon.

K.            A Joint Committee consisting of three members of the Association and three members appointed by the School Committee will be formed for the purpose of hearing and looking into any health and safety concerns relating to the workplace. This Joint Committee will present any recommendations to the Superintendent who will respond to the Joint Committee in writing.

The Association and the Committee encourage all teachers covered by this Agreement, if not presently certified in American Red Cross First Aid, to obtain such certification in a program offered and paid for by the Committee.

All coaches must be certified in CPR prior to assuming the coaching position. CPR instruction will be provided by the School Committee, free of charge.

L.            No teacher shall be required to pack, unpack, or move materials. Teachers who are willing to pack and/or unpack materials and/or supplies shall, with the advance approval of the school principal, choose one of the following options as compensation:

1.    Twenty ($20.) dollars per hour to a maximum of twelve (12) hours per move for time spent outside the regular work day needed for packing and/or unpacking materials and/or supplies.

2.    An additional personal day during the next year under Article XVII, Section A.1.

A listing of the times and dates that teachers are engaged in such packing/unpacking work shall be required for compensation or additional leave. This listing shall be submitted to the building principal for processing.

M.           The Committee and the Association herein agree that the rapid increase in health care costs is a serious concern to both the Town of Sharon and its employees who share the burden of health insurance premium payments. In an effort to address this important issue, the Association agrees that if the duly-authorized representatives of the Town of Sharon invite the Association to engage in coalition bargaining on the subject of health insurance, the Association shall meet with said representatives to discuss this proposal.

N.            The following provisions apply to and for the benefit of special education staff only:

1.     Based on the currently planned High School schedule for 2010-2011, five (5) professional development periods will be allocated to special education staff, as follows: two (2) team meetings/professional development and three (3) compliance/testing periods.

2.     Based on the currently planned Middle School schedule for 2010-2011, five (5) team meeting periods will be allocated to special education staff, as follows: three (3) team meetings periods and two (2) compliance/testing periods.

3.     Special education staff will be provided up to 10 hours of extra instructional aide support each year for the purpose of assisting after-school compliance/testing.

4.     Special education staff will be provided two (2) workshop days each school year for special education liaisons, which days shall be dedicated to SPED compliance/testing issues.

5.     The School Department shall purchase additional Woodcock Johnson scoring programs so that each academic lab has its own software program.

O.            Individual Educational Plans shall be provided to regular staff by electronic means, with training, and with read-only access.

ARTICLE XXX STRIKES

The Association agrees that it will not cause, condone, sanction, or take part in any strike, walk-out, slow-down, work stoppage, or withholding of services in the Sharon Public Schools.

ARTICLE XXXI EARLY NOTICE OF RETIREMENT PLAN

A.            The intent of this provision is to provide a financial incentive for a teacher to retire under conditions that will provide a long term financial saving to the Town and an opportunity for employment and/or career advancement for other teachers.

B.   EARLY NOTICE OF RETIREMENT

1.       At time of retirement, a teacher shall be compensated for unused sick leave and remaining personal days at the rate of forty ($40.00) dollars per day up to a maximum of two hundred and fifty (250) days provided that (s)he has filed by January 10th a written, irrevocable intent to retire, said retirement to take at the conclusion of that school year. Said amount will be paid within thirty (30) days of the teacher’s effective date of retirement and will not be computed in determining retirement pay.

2.       To qualify for Early Notice of Retirement, the teacher must not retire during the school year. In case of the death of a teacher, the compensation set forth in B.1 (above) shall be paid to the teacher’s estate regardless of the date of death and without the notice of intent requirement.

3.       If a teacher elects Early Notice of Retirement, his/her unused accumulated sick leave days shall be recalculated as if the unlimited accumulation of sick leave days was in effect for ten (10) years prior to his/her date of retirement.

C.            Teachers working less than full time (10/10ths) shall receive a pro-rated payment.

 

ARTICLE XXXII DURATION

A.     Except as otherwise specified, this Agreement shall be a three-year (3 year) contract, effective July 1, 2010, and will continue in full force until June 30, 2013.

B.     If the Committee and the Association shall have failed to reach agreement for a successor agreement by April 15, 2013, either party may petition the Division of Labor Relations to initiate fact-finding in accordance with Section 9 of Chapter 150E of the General Laws of Massachusetts.

C.     Effective January 1, 2012, each party shall have the right to re-open negotiations with the other party with respect to the issues of employee compensation and/or health insurance for FY13, which right, if exercised, shall be exercised by written notice. In the event such contract re-opening occurs and agreement is reached, the relevant provision of this Memorandum of Agreement shall be amended. If agreement is not reached, all of the terms and conditions of this Memorandum of Agreement shall continue in full force and effect until its expiration on June 30, 2013.

XXXIII NO REPRISALS

No reprisals will be taken by the Sharon School Committee or its agents against the Sharon Teachers' Association or any of the members of the bargaining unit as a result of the recent job action, nor will any reprisals be taken by the Sharon Teachers' Association or any unit member against any other unit member, other School Department employee, or any other person because of his opposition to said action.

Upon ratification by the Sharon School Committee and Sharon Teachers' Association, the Parties shall each withdraw any pending legal action filed against the other party to the Contract. Neither party shall initiate any new action against the other as a result of the recent job action. The Committee will not apply for waivers because of days lost as a result of the work stoppage.

The Committee agrees to waive any and all claims for damages, costs, or attorneys' fees arising out of such work stoppage. Teachers shall not be eligible for personal days for the days designated as make-up days due to the work stoppage. The Sharon Teachers' Association agrees to contribute teacher time or Sharon Teachers' Association funds to develop, in conjunction with the respective Building Principals, a specified enrichment program for students (i.e., drugs, AIDS, etc.).

IN WITNESS WHEREOF, the parties to this Contract have caused this Agreement, with all expressly referenced Appendices and attachments thereto, to be executed by their agents hereunto duly authorized, and their seals to be affixed hereto, this 16th day of June, 2010.

SHARON SCHOOL COMMITTEE                                            SHARON TEACHERS' ASSOCIATION

_____________________________                                       _______________________________

Glenn Allen, Chair                                                                         Margaret D. Arguimbau, President

_____________________________                                       _______________________________

Dr. Barbara j. Dunham                                                                  Chuck Fazzio Chair, Negotiating

Superintendent                                                                                Committee

_____________________________

Walter "Joe" Roach

Selectmen's Representative

APPENDIX A TEACHERS/NURSES COMPENSATION

A.   The Teachers/Nurses Compensation Schedule shall be as set out in Attachment (A)(1) hereto, and shall conform to the following provisions:

FY11 Teachers/Nurses Salary Schedule: Effective July 1, 2010, increase each and every amount in the FY10 Teachers/Nurses Schedule, Attachment (A)(1), by two percent (2.00%).

FY12 Teachers/Nurses Salary Schedule: Effective July 1, 2011, increase each and every amount in the FY11 Teachers/Nurses Schedule by one and one-half percent (1.50%); and, effective June 30, 2012, by an additional one percent (1.00%) increase.

FY13 Teachers/Nurses Salary Schedule: Effective July 1, 2012, increase each and every amount in the FY12 Teachers/Nurses Schedule by two percent (2.00%).

B.  Longevity: Employees covered by this Agreement with more than the number of years of seniority set forth below will have the appropriate indicated longevity stipend added to base salary with payment made in accord with Article IV, Section B. As with other salary payments, teachers working less than full time (10/10ths) shall receive a pro rated amount: more than 15 years - $600; more than 20 years - $1,000; more than 25 years - $1,500 and more than 30 years - $2,000.

C.            1.   The annual increments according to Appendix A shall become effective September 1 and February 1 of each year.

2.    Teachers with Bachelor's Degrees who have thirty-six (36) hours beyond their degree shall be considered to have the equivalent of a Master's Degree for salary schedule purposes. An earned Master's Degree is required for credits beyond the Master's Level and credits beyond the Master's Level must have been earned after the attainment of the Master's Degree to be counted for salary purposes.

3.    Transcripts for courses taken shall be submitted to the Superintendent of Schools. All courses taken and passed at the graduate level from an accredited college or university will be accepted.

4.    Every effort will be made to encourage teachers to earn advanced degrees or plan meaningful advanced course packages.

5.    No teacher will be required to take any course for advancement on the salary schedule. If a teacher is required by the Sharon Public Schools to take a course for any other reason, the School Committee agrees to reimburse the teacher the full amount of the tuition paid by the teacher.

6.    Teachers appointed after the school year has begun are to be paid on a prorated basis according to the percentage of the total school days employed.

7.    Teacher participation in the intern and practice teacher program will be voluntary, and participating teachers will be given first choice of the use of available vouchers to an accredited college or university.

8.    Those teachers supervising practice teachers from schools not granting vouchers shall have first choice at those turned down by others. Notice of all vouchers not used by participating teachers will be posted periodically throughout the Sharon School System.

9.    A teacher who applies to teach an additional, advertised teaching position of one or more classes that adds to his/her regular teaching load, even if that teaching load is greater than 100% of the normal assignment load, shall receive additional per diem compensation at the rate of the teacher’s regular compensation rate under this Appendix, multiplied by the number of days remaining in the school year, the product of which is then multiplied by the additional teaching load assigned (stated as a percentage). For example, if a teacher’s regular per diem compensation is $200.00, then the teacher would be paid an additional $4,500.00 for teaching one additional class beyond his/her assignment of four (4) classes when he/she begins teaching the additional class halfway through the school year, based on the formula ($200.00 per day x 90 days) x 25% = $4,500.00.

Under this circumstance, the teacher shall receive his/her additional compensation as a part of his/her regular paycheck either, (a) for the balance of the school year, or, (b) until the School Department determines to eliminate the class or assigns a permanent substitute to the class, whichever comes first.

D.             In FY10, one of the School Nurses will receive an additional three hundred and twelve dollars ($312.00) for the school year for handling administrative details related to nurses' work. Such amounts will be increased as follows: FY11 = $321.00, FY12 = $326.00; FY13 = $336.00.

E.            In FY10, Team Leaders at Sharon Middle School will receive a stipend of seven hundred and eighty dollars ($780.00) per school year. Should the need arise, and subject to the approval of the Middle School Principal, Team Leaders will be paid for additional days worked. The pay will be based upon the first step on the Degree Column that the person has earned, times the number of days worked beyond 182. Such amounts for each school year will be increased as follows: FY11 = $803.56, FY12 = $815.61; FY13 = $840.00.

F.             In FY10, Team Facilitators will be paid fifteen dollars ($15.00) per hour up to a maximum of two thousand dollars ($2,000) per school year. Such maximum amounts for each school year will be increased as follows: FY11 = $2,060.40, FY12 = $2,091.31; FY13 = $2,154.05.

G.            In FY10, Subject area facilitators (e.g., visual arts [K-5], visual arts [6-12], technology [K-5], technology [6-12], performing arts [K-5], performing arts [6-12], physical education [K-5], and physical education [6-12]) shall be paid one thousand five hundred ($1,500.00) dollars per school year. Such amounts per school year will be increased as follows: FY11 = $1,545.30, FY12 = $1,568.48; FY13 = $1,615.53.

H.           Effective September 1, 2007, mentors shall be paid five hundred ($500) dollars per year.

I.             The Sharon Teachers' Association and the Sharon School Committee recognize the need for coordination in various curriculum areas. In light of their extended work year (see Article V(B)), academic department heads and academic coordinators will be paid their base teachers salary, as provided in this Appendix, plus 10.00%.

J.             Any Special Education Staff member who provides services to Special Needs students on an extended School

Year Educational Plan in accordance with a prescribed Individual Educational Plan, shall be compensated on a per diem rate based upon the salary the staff member had received during the preceding school year.

K.            GENERAL CONDITIONS

1.      If a new position to be covered by this Agreement is established, the Superintendent or his/her designee will meet with the President of the Association or his/her designee to set the appropriate salary for such position. In the event the parties are unable to come to agreement, the Superintendent may unilaterally establish the salary with the understanding that the Association may negotiate said salary at the next reopening of the full Agreement.”

2.   If there are any substantial changes in the duties of any existing position covered by this Agreement, the Committee will negotiate with the Association regarding possible modifications in the salary for such position.

3.   If permitted by statute, all monies above the basic salary shall be subject to retirement deductions.

4.   It is understood and agreed that the listing of the Extracurricular positions in Attachment A(2). and in the Extracurricular Payment Schedule of the Agreement does not limit the right of the Committee to alter or abolish any extracurricular compensatory activity at the close of a school year.

L.            Extracurricular Salary Formula and Schedule – The Extracurricular Salary Formula, Schedule, and Contract shall be as set out in Attachment (A) (2) hereto.

ATTACHMENT (A) (1) TEACHERS/NURSES COMPENSATION A(1)

TEACHERS/NURSES Compensation FY 11, FY 12, FY 13

FY11

Bachelor's

B-15

Master's

M-15

M-30

M-45

Doctorate

Step 1

40,439

42,461

45,221

46,577

47,975

49,414

52,379

Step 2

42,421

44,541

46,803

48,208

49,654

51,143

54,212

Step 3

44,499

46,724

48,441

49,895

51,392

52,934

56,110

Step 4

46,679

49,013

51,832

53,388

54,989

56,639

60,038

Step 5

48,966

51,415

53,647

55,256

56,913

58,621

62,138

Step 6

51,366

53,935

55,524

57,190

58,906

60,673

64,313

Step 7

53,883

56,576

57,468

59,193

60,967

62,797

66,564

Step 8

56,523

59,349

61,490

63,336

65,235

67,193

71,224

Step 9

59,294

62,257

63,642

65,552

67,518

69,544

73,717

Step 10

62,199

65,309

65,870

67,847

69,881

71,978

76,297

Step 11

67,334

69,187

70,480

72,596

74,773

77,017

81,638

Step 12

 

 

75,414

77,678

80,008

82,408

87,353

 

1.5% FY12

Bachelor's

B-15

Master's

M-15

M-30

M-45

Doctorate

Step 1

41,046

43,097

45,899

47,276

48,694

50,155

53,165

Step 2

43,057

45,209

47,505

48,931

50,398

51,910

55,025

Step 3

45,166

47,425

49,167

50,644

52,163

53,728

56,952

Step 4

47,379

49,748

52,610

54,189

55,814

57,488

60,939

Step 5

49,701

52,186

54,452

56,085

57,767

59,501

63,070

Step 6

52,137

54,744

56,357

58,048

59,790

61,583

65,278

Step 7

54,691

57,425

58,330

60,081

61,882

63,739

67,563

Step 8

57,371

60,239

62,412

64,286

66,214

68,200

72,292

Step 9

60,183

63,191

64,597

66,536

68,531

70,587

74,823

Step 10

63,132

66,288

66,858

68,865

70,929

73,058

77,441

Step 11

68,344

70,224

71,537

73,685

75,895

78,172

82,862

Step 12

 

 

76,545

78,843

81,208

83,644

88,663

1% no cost in FY12 adjustment at close of fiscal year - then 2% increase on July 1

FY13

Bachelor's

B-15

Master's

M-15

M-30

M-45

Doctorate

Step 1

42,285

44,399

47,285

48,704

50,165

51,670

54,770

Step 2

44,357

46,575

48,939

50,409

51,920

53,478

56,687

Step 3

46,530

48,857

50,652

52,173

53,738

55,351

58,672

Step 4

48,810

51,251

54,199

55,825

57,500

59,224

62,779

Step 5

51,202

53,762

56,096

57,779

59,511

61,298

64,975

Step 6

53,711

56,397

58,059

59,801

61,595

63,443

67,249

Step 7

56,342

59,159

60,091

61,895

63,751

65,664

69,603

Step 8

59,104

62,058

64,297

66,227

68,213

70,260

74,475

Step 9

62,001

65,099

66,547

68,545

70,600

72,718

77,083

Step 10

65,038

68,290

68,877

70,945

73,072

75,264

79,780

Step 11

70,408

72,345

73,698

75,911

78,187

80,533

85,365

Step 12

 

 

78,857

81,224

83,660

86,170

91,341

ATTACHMENT (A)(2) Extracurricular Salary Formula, Schedule, and Contract

As referenced in Appendix A(I) of the attached School Committee - Sharon Teachers’ Association agreement, this Attachment shall regulate extracurricular activities in the Sharon schools, as provided:

I.               ACTIVITIES

The following extracurricular activities are included under the ratio formula for determining compensation when the incumbent leader/coach/advisor is a member of the Association:

1. Academic Decathlon

40. Intramurals, Middle School

84. Musical Director, MS

2. Amnesty Inter.

41. Intramurals, Elementary

85. Musical Director, Asst (MS)

3. Band, Sr. High

42. Marsengold Advisor

86. Musical Director, Tech.

4. Band, Jr. High

43. Math League, Middle School

87. Drama Asst, Tech (HS)

5. Band, Pep High School

44. Math League, High School

88. Football, Freshmen

6. Baseball, Varsity

45. Middle School Yearbook

89. Lacrosse, Varsity

7. Baseball, Junior Varsity

46. Musical Director, High School

90. Lacrosse, JV

8. Baseball, Freshman

47. National Honor Society

91. Track Asst, Winter

9. Basketball, Varsity

48. Pianist, High School

92. Baseball, Asst

10. Basketball, Varsity Girls

49. Pianist, Middle School

93. Softball, Asst.

11. Basketball, Junior Varsity

50. P.O.W.E.R.

94. Cheerleading, Asst.

12. Basketball, Junior Varsity, Girls

51. S.A.D.D.

95. Wrestling, Asst.

13. Basketball, Freshman

52. School Banker, High School

96. Soccer Asst. JV

14. Basketball, Freshman Girls

53. Soccer, Varsity, Boys

97. Football JV

15. Cheerleaders

54. Soccer, Varsity, Girls

98. Model UN Advisor

16. Chess

55. Soccer, Junior Varsity (2)

99. Debate Team Advisor

17. Chorus, High School

56. Soccer, Freshman

100. JV Wrestling Coach

18. Chorus, Middle School

57. Soccer, Middle

101. Weight Room Coach

19.   Class Advisor, 9th Grade

58. Softball, Varsity

102. Art Club Advisor

20.   Class Advisor, 10th Grade

59. Softball, Junior Varsity

 

21.   Class Advisor, 11th Grade

60. Student Council Advisor, High School

22.   Class Advisor, 12th Grade

61. Student Council Advisor, Middle School

23.   Debating Coach

62. Swimming

 

24.   Drama Coach (M.S.)

63. Tennis, High School Boys Varsity

 

25.   Drama Assistant (M.S.)

64. Tennis, High School Girls Varsity

 

26.   Drama Coach (H.S.)

65. Track & Field, Spring, Varsity (2)

 

27.   Drama Assistant (H.S.)

66. Track & Field, Spring, Assistant (2)

 

28.   Eagle Advisor (Sharon High Times)

67. Track, Cross Country (2)

 

29.   Euphony

68. Track, Winter

 

30.   Field Hockey, Freshman

69. Track, Middle (2)

 

31.   Field Hockey, Varsity

70. Trainer, Fall

 

32.   Field Hockey, Junior Varsity

71. Trainer, Winter

 

33.   Football Coach

72. Trainer, Spring

 

34.   Football Assistants (4)

73. Vocal Director, High School

 

35.   Golf

74. Vocal Director, Middle School

 

36.   Gymnastics

75. Volleyball

 

37.   Hockomock Senate

76. Volleyball, Junior Varsity

 

38    International Affairs Club

77. Wrestling, Varsity

 

39.   Intramurals, High School (2)

78. Orchestra

 

 

79. Mock Trial

 

 

80. Pep Band

 

 

81. Lacrosse

 

 

82. Sailing

 

 

83. Diving

 

 

84. Set Design    (MS)

 

II.            THE FORMULA FOR COMPUTING THE EXTRA-PAY SCHEDULE

A.            In computing salaries the following factors have been considered:

1.         Time The following scale has been adopted: (360 hours is the maximum time allowed)

Hours

Factor

A minimum of 20

1

A minimum of 51

2

A minimum of 91

3

A minimum of 131

4

A minimum of 171

5

A minimum of 221

6

A minimum of 261

7

A minimum of 301

8

Computations for implementation of the formula are subject to agreement by both parties.

2.      Responsibility

A scale of evaluation of 1-8 has been adopted for the factory of responsibility. Criteria as listed below are considered when assigning a factor value:

a.     Number of pupils

b.     Care and supervision of school property

c.     Degree to which activity involves the public (directly or indirectly)

d.     Schedule making

e.     Budget making

f.     Care and handling of finances

g.    Length of schedule - number of events

h.    Location of activity (in or out of school)

i.     Problems of transportation

3.      Consideration for Public Interest (Public Involvement)

Some of the compensated activities are of such a nature as to be subject to critical appraisal by the public. The degree to which this interest has an impact on the activity and the personnel involved will vary. This is recognized by applying a scale of measurement ranging from a minimum of zero (0) to a maximum of three (3) to this list of compensated activities.

4.      Experience

Experience in a given activity is recognized up through a maximum of five (5) years. Each year of experience is equivalent to a stated percentage as indicated in the following table and applied as outlined in II-B:

Years of Experience    1                                    2                              3                              4                              5

Percentage                        5                              10                           15                           20                           25

B.            The Formula

1.   The numerical factors for time, responsibility, and the public involvement will be added together and applied as a percentage against the beginning salary on the Bachelor's Salary Schedule as of September 1 of each school year.

2.   The result set forth in 1 above will be multiplied by the appropriate experience percentage as derived from the table under "Experience."

3.   The total of the sum obtained in 1 and 2 above will, in each case, represent the salary assigned to the activity.

4.  During any school year if as the result of participation in a tournament, festival, or similar activity the schedule for an activity extends beyond the normal schedule, compensation for such participation will be paid at the rate of thirty dollars ($30) per event through the State level of competition. This compensation will be paid prior to the close of the fiscal year.

III.    DECLARATION OF POLICY

As time and circumstances permit, it is the declared policy of this program to work in the direction of having not more than one (1) compensated activity assigned to any one member of the faculty.

IV.   IMPLEMENTING THE POLICY The following procedures will be followed:

A. Changes in assignments will be made only through conferences within the party/parties concerned.

B.  Openings will be publicized to the staff for one (1) week. Applications for the position(s) will be accepted by the Building Principal. The two (2) weeks following the closing date for staff applications will be used for interviewing candidates. Appointment to the position(s) will be made no later than four (4) weeks following the closing date for interviews, if there were three (3) generally qualified applicants.

C.  All notification regarding vacancies will include the qualifications, duties and compensation for the position. All applicants for a position will be notified in writing of the decision regarding that position not later than five (5) school days after the appointment is made.

D.  In the event that there are fewer than three (3) staff applicants who meet the general qualifications for the position as posted, the notice of vacancy may be publicly advertised. In the event of public advertising, openings may be advertised for two (2) weeks.

E.   If a vacancy should occur during the school year, it may be filled on a temporary basis for the remainder of the school year.

F.   If a person who is employed in an extracurricular position is absent, the Principal may ask another individual to supervise the activity on a voluntary basis, with compensation at the rate of $2.50 per half-hour up to a maximum of $15.00 for duties at "home" and a maximum of $20.00 for duties away from "home."

G.  Applicants will be interviewed by the Principal of the school, the head coach or senior advisor, and where applicable, the Director of Athletics. The Superintendent of Schools, or his designee, may interview the candidates at some level of the interview process. All interview appointments will be made by the Principal of the School in which the vacancy occurs.

H.        Thereafter, the evaluation of any person holding said position shall be determined by the appropriate building principal, and any person's right to hold such position shall be limited to a one year appointment for persons serving in the first two years in the same position, and a two year appointment for persons in the same positions for more than two years.

I.         With respect to the extracurricular activities and positions listed in section I of this Attachment (above), any person who is not a member of the Association shall have his/her compensation and responsibilities determined by separate agreement with the School Department, and not by this Agreement and/or Attachment.

J.             Any reasonably qualified member of the STA will be given the opportunity to fill any extra-curricular position before it is offered to non-STA personnel.

K.            An STA member with similar responsibilities and experience to a non-STA person in an equivalent extra­curricular position must be compensated at a rate equal to, or greater than, the compensation received by any non-STA person. If an inequity is found to exist, the compensation rate of the STA member will automatically be increased to equal that of the non-STA member.

L.            Bargaining over extra-curricular stipend positions including, but not limited to, evaluation of staff filling extra-curricular positions and the compensation formula and factors, will begin as soon as reasonably possible with the parties’ goal being resolution of such issues by July 1, 2011.

V.            CONTRACTUAL AGREEMENTS

A.    A contract for each extracurricular position will be issued to each person so employed. Such contract, after the initial contract, will be issued within ten (10) days of the date of favorable action on reappointment to an extracurricular position by the Committee.

B.    Payment for employment in an extracurricular position will be at the end of the activity or season except those full-year positions. One half of the salary of the full-year position will be paid on the first payday in the month of February of the School year and the remainder will be paid on the last payday in June of the school year. Notification must be given to the Superintendent's Office upon completion of the activity or season including any extension beyond the normal schedule for which compensation may be due.

Co-Curricular Pay Rates CHART - Clubs & Intramurals SHS

Time

Resp

Public Involvement

Sum

ACTIVITIES

3

2

0

5

Academic Decathlon

2

2

0

4

Amnesty International

2

2

0

4

Amnesty International

 

5

4

2

11 Band

3

3

0

6 Chess

5

4

2

11 Chorus

2

1

0

3 Class Advisor 9th

2

1

0

3 Class Advisor 10th

3

1

1

5 Class Advisor 11th

4

2

1

7 Class Advisor 12th

4

2

2

8 Drama -Fall

4

2

2

8 Drama -Winter

4

2

2

8 Drama Spring

3

1

0

4 Drama, Asst. Fall

3

1

0

4 Drama, Asst. Winter

3

1

0

4 Drama, Asst. Spring

3

1

0

4 Drama Asst Fall Technical

3

1

0

4 Drama Asst Winter Technical

3

1

0

4 Drama Asst Spring Technical

2

3

0

5 Orchestra Director

2

2

0

4 Euphony

8

5

1

14 Mock Trial

2

1

0

3 International Affairs Club

7

6

3

16 Marsengold

5

3

0

8 Math League

3

1

1

5 Music Director

1

4

2

7 National Honor Society

1

2

1

4 Pep Band

3

1

1

5 Pianist

1

4

2

7 POWER

2

1

1

4 SADD

4

4

0

8 School Banker

4

4

1

9 Sharon High Times

3

5

0

8 Student Council

3

3

0

6 Vocal Director

3

4

1

8 Band (SEMSBA DISTRICT)

3

4

1

8 Chorus (SEMSBA DISTRICT)

4

2

2

8 Drama DIRECTOR

7

3

2

12 MUSICAL DIRECTOR

4

2

0

6 MUSICAL DIRECTOR Asst

3

2

0

5 MUSICAL Asst Technical

1

1

1

3 After Schl Sports-Fall

1

1

1

3 After Schl Sports-Fall

1

1

1

3 After Schl Sports Winter

1

1

1

3 After Schl Sports Winter

1

1

1

3 After Schl Sports Spring

1

1

1

3 After Schl Sports Spring

2

2

1

5 Math League (MATHCOUNTS)

3

1

1

5 Middle School Yearbook

3

1

1

5 Pianist

4

3

1

8 Student Council

4

3

1

8 Student Council Advisor

1

1

1

3 Vocal Director

2

1

1

4 Set Design (Dec-March)

Co-Curricular Pay Rates CHART - Athletics

INITIAL Payment = SUM OF FACTORS X Bachelor Step 1 divided by 100

The EXPERIENCE PAYMENT is calculated by multiplying years of experience times the PAYMENT and dividing the sum by 100

Compensation = INITIAL PAYMENT + EXPERIENCE PAYMENT

Time

Resp

Public

Sum

ACTIVITIES

 

Involvement

 

 

 

7

1

2

 

10 Cheerleaders (2 seasons)

4

3

0

 

7 Field Hockey, Freshman

4

3

0

 

7 Field Hockey, JV

4

6

2

 

12 Field Hockey, V

7

3

0

 

10 Football Asst.

7

3

0

 

10 Football Asst.

7

3

0

 

10 Football Asst.

7

3

0

 

10 Football, Freshman

9

7

3

 

19 Football, V

4

6

0

 

10 Golf

3

3

0

 

6 Soccer, Freshman

4

3

0

 

7 Soccer, JV (boys)

4

3

0

 

7 Soccer, JV (girls)

4

6

2

 

12 Soccer, V (boys)

4

6

2

 

12 Soccer, V (girls)

5

4

0

 

9 Track, Cross County (boys)

5

4

0

 

9 Track, Cross County (girls)

4

5

1

 

10 Volleyball

3

3

0

 

6 Volleyball, JV

8

3

0

 

11 Basketball, Freshman (boys)

8

3

0

 

11 Basketball, Freshman (girls)

9

4

1

 

14 Basketball, JV (boys)

9

4

1

 

14 Basketball, JV (girls)

9

6

3

 

18 Basketball, V (boys)

9

6

3

 

18 Basketball, V (girls)

5

5

1

 

11 Gymnastics

4

4

2

 

10 Swimming

5

2

0

 

7 Track Asst. Winter

6

5

2

 

13 Track Winter

6

4

2

 

12 Wrestling

4

4

0

 

8 Baseball, Freshman

7

3

0

 

10 Baseball, JV

7

6

2

 

15 Baseball, V

7

6

2

 

15 Lacrosse Coach, V

7

3

0

 

10 Lacrosse Coach, JV

7

3

0

 

10 Softball, JV

7

6

2

 

15 Softball, V

5

5

1

 

11 Tennis, HS V (boys)

5

5

1

 

11 Tennis, HS V (girls)

5

2

0

 

7 Track & Field Asst, Spr (girls)

5

2

0

 

7 Track & Field Asst, Spr (boys)

5

2

0

 

7 Track & Field Asst, Spr - V (boys)

6

5

1

 

12 Track & Field, Spr V (boys)

6

5

1

 

12 Track & Field, Spr V (girls)

3

1

1

 

5 Asst Baseball Coach

3

1

1

 

5 Asst Softball Coach

5

5

1

 

11 Sailing Coach (CLUB)

3

2

0

 

5 Diving Coach

3

1

1

 

5 Asst Cheerleading

3

1

1

 

5 Asst Wrestling

3

1

1

 

5 Soccer Asst JV

Footnotes:

A.   At the Middle School and at the Senior High School a different person may fill each of the season assignments as indicated in 1 and 2 below:

B.   At the elementary schools more than one person may hold the position on a proportional basis of the schedule as indicated in 3 below:

1.   Senior High School (2)

a. Fall - 1-1/2 hours per day, 4 days per week, 10 weeks

b. Winter - 3/4 hours per day (Monday, Wednesday, Thursday) 14 weeks

c.  Spring - 1-1/2 hours per day, 4 days per week, 6 weeks

2.   Middle School

There will be a maximum of 18 Middle School Intramural activities each year. The Experience Factor will be based on the number of years working as a Middle School Intramural Advisor.

3.   Elementary Schools (1) 1-1/4 hours per day, 1 day per week, 36 weeks per school.

SHARON PUBLIC SCHOOLS SHARON, MASSACHUSETTS

Date: ____________________

INDIVIDUAL CONTRACT FOR EXTRACURRICULAR ACTIVITY

WHEREAS, the School Committee of the Town of Sharon, Massachusetts, in addition to conducting the normal educational curricula in the public schools, provides for certain extracurricular activities; and.

WHEREAS, ______________, hereinafter referred to as the "Employee" desires to be employed in the extracurricular activity of ______________;

NOW, THEREFORE, in consideration of the mutual promises hereinafter set forth, it is agreed as follows:

The School Committee employs the Employee, and the Employee agrees to perform the duties of the aforementioned extracurricular activity during the periods beginning  _________ , and ending ____.

The Employee agrees, for the compensation hereinafter set forth, to perform the duties of such extracurricular position in accordance with the schedule of hours agreed upon simultaneously with the signing of this Agreement, and the teacher otherwise agrees to fulfill the duties of such extracurricular position in accordance with and under the direction of the Superintendent of Schools.

The School Committee will compensate the Employee for performing said extracurricular activity, and the Employee hereby agrees to accept for such extracurricular services rendered during the period _______ , and ending _________ , the sum of $

Payment for employment in the aforesaid extracurricular position will be made at the end of the activity or season.

This contract is subject to the statutes of the Commonwealth of Massachusetts, the rules and regulations of the School Committee, and the Master Agreement between the School Committee and the Sharon Teachers' Association.

The contract shall be effective when properly signed in duplicate and one copy returned by the Employee to the Office of the Superintendent of Schools. Please return on or before ten (10) days after the date indicated below or notify the Superintendent's Office concerning any delay.

SIGNED:

Authorized representative of the SCHOOL COMMITTEE OF THE TOWN OF SHARON

Teacher

APPENDIX B TEACHER DATA SHEET

In lieu of the Teacher's Individual Contract and Teacher's Annual Salary Agreement, and in an effort to maintain accurate personnel records, the School Administration will provide each teacher with the following information prior to the start of school each year. Any errors on this statement are not subject to grievance or arbitration, but will be corrected upon receipt of appropriate documentation.

Teacher Name

Street Address

Town, State, and Zip Code

Telephone Number (if listed for inclusion in the Teacher Directory)

Salary Schedule Placement

Annual Salary Amount

Payment Option

Accumulated Sick Days

Accumulated Personal Days

APPENDIX C STANDARD TEACHER EVALUATION PROCEDURE AND INSTRUMENTS

I.             PURPOSE

The educational success of the Public Schools of the Town of Sharon rests in large measure on the constant examination of the total school program. Perhaps the most important facet of this analysis is the evaluation of the quality of the teaching throughout the System. It is with this in mind that the Joint School Committee and Teachers' Association Committee on Teacher Evaluation was formed.

The basic purpose of evaluating the performance of teachers is to insure, insofar as possible, the maximum professional growth of each teacher. Properly handled, the evaluation procedure will improve the quality of the learning experience; it will stimulate sound methodology; and it will promote a wholesome relationship between the teacher and the pupil.

In addition to the major purpose of improving the teacher-learning situation, the procedure for evaluating teachers set forth in the following pages is designed to:

(a)                 Stimulate improvement of instruction

(b)                 Bring about a uniform basis upon which the performance of the teacher is judged

(c)                 Provide information necessary for re-employing teachers

(d)                 Assist in the maintenance of accurate and contemporary personnel folders on all teachers

II.            PROCEDURE FOR EVALUATION

The president of the Sharon Teachers' Association will be provided at the beginning of each school year with a list of teachers who are to be evaluated for that school year.

Evaluation is that procedure by which the quality of the performance of a teacher is determined with respect to the CRITERIA FOR EVALUATION set forth in this document. Since this process is a continuing one, a distinction is to be made between formal and informal evaluation.

Formal evaluation is considered to be periodic rather than continual and requires a written report that is signed by the evaluator(s) and the teacher and then filed in the teacher’s personnel file. The formal evaluation is the result of classroom observations that are recorded on the observation form as well as information from informal observations. Each formal evaluation will be the result of two or more observations.

Informal observation is the continuing series of impressions made upon the evaluator(s) by the teacher and the strategies for improvement developed by the teacher and the evaluator(s) during post observation conferences or at other conference times using the feedback form. Information contained on the feedback form, as well as other informal observation information, may be included in the formal evaluation and must be attached.

The procedure for evaluation described below is for use in the formal evaluation of teachers in the Sharon Public Schools, and shall use as its evaluation instrument the Teacher Evaluation Instruments attached hereto as Attachment C(1), and when appropriate, the Professional Growth Plan as Attachment (C)(2). The applicable evaluation criteria and instruments for Athletic Coaches are attached hereto as Attachments (C)(3) respectively.

The success of the evaluation process depends upon the cooperation of each teacher and upon the objectivity and professionalism of each evaluator. If both parties see the evaluation as essentially a learning experience, the results will be of immeasurable value to the educational proficiency of the Sharon Public Schools.

The following timetable is agreed upon as that which best serves the improvement of instruction and permits the utilization of formal reports for teacher appointment consistent with the laws of the Commonwealth.

1.             A teacher who is serving in the first year in the Sharon Schools will have a minimum of two formal evaluations; one prior to February 1 and one prior to May 1. A teacher employed after November 1 will have two formal evaluations; one prior to February 1, or no later than ninety (90) days from the start of employment, and one prior to May 1. More frequent evaluations may be made at the discretion of the evaluator(s) or at the teacher's request.

2.       A teacher who is serving in the second or third year in Sharon will have a minimum of one formal evaluation annually prior to May 1. More frequent evaluations may be made at the discretion of the evaluator(s) or at the teacher's request.

3.       Effective July 1, 2004, teachers with Professional Teacher Status (PTS) shall be evaluated every other year, at minimum. Evaluation cycles shall be established for each teacher. More frequent evaluations may be made at the discretion of the evaluator(s) or at the teacher's request. Evaluations should be provided to PTS teachers within 5 school days following June 1st of the school year.

Formal evaluation consists of four stages: (1) Orientation, (2) Observation, (3) Post-visitation Conferences, (4) Evaluation Report Conference.

Orientation - All parties to a formal evaluation must be thoroughly familiar with the philosophy and the forms of the evaluation process. The Principal of each school building is to make sure that each member of the faculty receives a copy of this program explaining how the evaluation procedure works. As new teachers join the staff, the Principal should arrange for meetings in which this process is carefully explained.

Observation - The quality of the teacher's performance is to be judged both on the basis of classroom and out-of-classroom activities as they relate to the Criteria for Evaluation. Proper evaluation requires sufficient observation and a number of classroom visits and post-visit conferences at reasonable intervals. No fewer than two (2) classroom observations of reasonable duration followed by post-visit conferences will be required. Classroom observations will be arranged by the evaluator(s) at varied times during the school day. Post-observation conferences will be held as soon as possible, either before or after school. While the general practice in the school system is that the teacher will receive prior (the day before) notification of any such formal observation visits, the Administration reserves the right to make unannounced observation visits.

Post-visitation Conferences - In this stage the teacher and the evaluator(s), using the classroom observation report/form, will cooperatively identify those areas of the teacher's performance considered to be strengths and weaknesses. These informal discussions, following classroom observation, should lead to actions to be taken by the teacher to improve those identified areas of weakness and should be listed on the final written post-observation report. Subsequent observations and conferences should be related to evidence of the teacher's improvement as prescribed in these reports. Both the teacher and the evaluator should have a copy of these reports for reference for continuing post-observation conferences.

Evaluation Report Conference - A conference is to be arranged between the teacher and the evaluator(s) for the purpose of completing the Evaluation Report.

During this conference, discussion should focus on the observations of the evaluator(s) as they relate to the assessment of the teacher's performance according to the criteria for evaluation. Improvement or lack of improvement in previously identified weaknesses will be stated under "additional comments." Plans should be developed cooperatively to further the teacher's professional and personal growth.

At the end of this conference between the teacher and the evaluator(s), the evaluator(s) will complete and sign the Evaluation Report. The report will then be presented to the teacher for his or her signature. By signing the report, the teacher indicates that he or she has reviewed the report with the evaluator but such signature does not necessarily mean that the teacher agrees with the evaluation. If the teacher does not accept the appraisal of the evaluator(s), he or she may submit a self-evaluation report, using the Evaluation Report form or by providing a written response to the evaluation that will be attached to the Evaluation Report. This report will be considered the formal evaluation of the teacher and it will be forwarded to the Office of the Superintendent of Schools where it will become part of the teacher's personnel file. A copy of the Evaluation Report will be provided to the teacher upon request.

It is understood that all such reports at all levels will be handled with maximum regard for professional confidentiality. All conferences in the evaluation process shall be held in a place and at a time that will insure privacy and no interruptions.

III.          EVALUATORS

A.  The principal shall be the final authority for teacher evaluations in his/her school and must approve and sign each teacher evaluation.

B.  All non-SPED teachers in the elementary schools shall be evaluated by their principal and/or assistant principal.

C.  All non-SPED teachers at the Middle School shall be evaluated by the Principal and/or Assistant Principal or the teacher’s subject area coordinator. The Middle School Principal and Assistant Principal may request subject area content assistance from the teacher’s subject area coordinator in the course of the evaluation, subject to the limits established in section J below.

D.  All non-SPED teachers at the High School shall be evaluated by the Principal and/or the Assistant Principal or the appropriate subject area coordinator, as determined by the Principal.

E.   Special Education (SPED) teachers in grades Pre-K-8 shall be evaluated by the Principal, Assistant Principal, Director of Student Services, or the K-8 SPED Administrator or coordinator, as determined by the Principal.

F.   SPED teachers at the High School shall be evaluated by the Principal, Assistant Principal, Director of Student Services, or the High School Special Needs Administrator or coordinator, as determined by the Principal.

G.  All athletic coaches shall be evaluated by the Athletic Director, subject to the review and approval of the Principal of the school in which the athletic coach is assigned.

H.     The School Department shall work with subject area coordinators who are not yet licensed as evaluators and/or supervisors to facilitate and expedite their obtaining licensure. No coordinator shall evaluate teachers prior to obtaining such certification. All evaluators will be provided with training in the principles of evaluation and the Evaluation Procedure for the Sharon Public Schools.

I.       Academic department heads or academic coordinators shall be evaluated by the Assistant Superintendent of Curriculum, with input from the building principals. Special needs coordinators shall be evaluated by the Director of Student Services with input from building principals. For these evaluations, the Coordinator Unit B Evaluation instrument attached hereto, at Attachment (F)(1) shall be used.

J.       Academic department heads shall be responsible on an annual basis for the evaluation of no more than 20% of his/her department members at the Middle School, and 20% of his/her department members at the High School.

In that instance where a teacher has responsibilities in three (3) or more school units, the teacher shall designate one (1) evaluator and the Superintendent shall designate one (1) or more other evaluators as appropriate to the process and structure indicated above.

No individual covered by this agreement and serving in the capacity of a substitute or acting administrator may evaluate other individuals covered by this Agreement.

IV.          SUPPORT PLANS

1.   Support – Support is the process through which administrators and colleagues assist a teacher in overcoming obstacles and shortcomings in the pursuit of excellence in teaching. The goal of “Support” is the improvement of instruction.

If a teacher is not successful as identified by the Principal through the Evaluation Procedure, said principal shall place the teacher on a limited time (no longer than one school year without the approval of the Superintendent) Support Plan with the guidance provided by a Support Team. In addition, a teacher may initiate a Support Team by petitioning his/her Principal when the teacher perceives a need based upon his/her experience or when (s)he feels a lack of direction from his/her evaluator. The Superintendent must be notified when a teacher is placed on a support plan.

2.    Support Team - The Support Team will consist of the primary evaluator, the supplementary evaluator (or in instances where there is no supplementary evaluator, another administrator identified by the primary evaluator), the teacher, and a colleague chosen by the teacher. The chairperson of the Support Team will be the teacher’s primary evaluator. The chairperson will coordinate the writing of the Support Plan and its implementation. The Support Plan will include a specific prescriptive protocol in the areas needing improvement and will be finalized by June 30 of the academic year prior to the support year, or ten (10) days prior to the beginning of the Support Plan if the plan does not begin at the start of an academic year. Opportunities for workshops and training, at no cost to the teacher will be an integral part of the Support Plan. The Superintendent will be sent a copy of the Support Plan for the teacher, which Plan will also outline any budgetary resources that may be required.

3.    Support Plan - The Support Plan may include the following components:

       Modeled lessons in the appropriate classes by the evaluators or other professionals

       Joint observations by the primary or supplementary evaluator and the colleague member of the team

       Regular meetings are held by the Support Team to analyze the process and progress

       Opportunities in appropriate development programs

       Multiple observations to give ongoing feedback

Based upon the progress made by the teacher, the primary evaluator will determine whether the teacher should continue on Support, return to the regular cycle, be returned to the comprehensive evaluation year, or be referred to the Superintendent for further action consistent with the law and the Collective Bargaining Agreement.

4.   Support Commission - A Support Commission will generally oversee the work of the Support Team(s) by meeting as necessary to monitor the process and progress of ongoing Support Teams. The Support Commission will consist of two members selected by the Superintendent and two members selected by the Association for terms of two (2) years. The Commission should meet at least once in December and once in April of each school year to check on the progress of support plans.

5. Confidentiality - In order that the work of the Support Team and the Support Commission may be as effective as possible, and out of regard for the privacy of the teacher engaged in support work, the conferences of Support Teams and the Support Commission shall take place in a confidential setting, and shall not be disclosed beyond the membership of the Support Team/Support Commission except as may be relevant to the purposes of this section, including but not limited to the evaluation of the teacher’s compliance with his Support Plan.

V.            PROFESSIONAL GROWTH PLAN

1.                   Teachers with Professional Teacher Status (PTS) shall be evaluated a minimum of every other year in accordance with the Agreement between the Sharon Teachers Association and the Sharon School Committee.

2.                   The year that a teacher with PTS is scheduled to be evaluated, said teacher will be given the option of either being evaluated by the Standard Teacher Evaluation Procedure outlined in the Agreement or may choose to be evaluated by the alternative Professional Growth Plan (PGP)(see Attachment (C)(2) for PGP form). It is understood, however, that no teacher may elect the PGP in consecutive evaluation years. Every teacher must be evaluated using the Standard Teacher Evaluation Procedure at minimum every fourth year. The teacher with PTS shall submit to the principal his/her election by October 1 of the school year in which the teacher is to be evaluated.

3.                   The Professional Growth Plan will include goals that promote and encourage professional growth, risk taking, the initiation of new teaching strategies or curriculum, or the development of special talents or knowledge among Teachers on Professional Status.

4.                   The Professional Growth Plan shall include the following:

-    The principal shall select one goal in which the Teacher will be evaluated for the school year.

-    The Teacher shall select one goal in which the Teacher will be evaluated for the school year.

-    The principal and teacher shall select one mutually agreed upon goal in which the Teacher will be evaluated for the school year.

-    The principal and Teacher will agree upon the evaluation methods and documentation for which each goal will be measured.

-    The Goals, Criteria for Evaluation, and Documentation will be stated in writing, agreed upon by the principal and Teacher, and signed by both the principal and Teacher (Professional Growth Plan).

-    If there is no agreement between the principal and Teacher by November 1 (except as listed below), the standard procedure for the evaluation of Teachers on Professional Status shall be in effect.

5.                   The principal will schedule at least one pre-evaluation conference with the Teacher on Professional Status at mid-year. At this conference, the Teacher on Professional Status will present a written, status report on the progress made on meeting the agreed upon Criteria for Evaluation of each goal, and any recommended revisions to the goals or evaluation methods (Pre-Evaluation Conference Form). At the conclusion of the Pre-Evaluation Conference, the principal and Teacher on Professional Status will sign the Pre-Evaluation Conference Form.

6.                   An evaluation conference will be conducted prior to the last day of school with the Teacher on Professional Status. At this conference the Teacher will present written documentation to support the attainment of each goal. The Final Evaluation will be completed by the principal, utilizing the Final Evaluation Form as outlined in the Agreement. All documentation presented by the Teacher shall be attached to the Final Evaluation Form.

7.                   The Teacher on Professional Status will have the option of attaching a written response to the Final Evaluation.

8.    If a teacher is not successful with respect to either his/her Standard Teacher Evaluation or his/her PGP, the teacher’s evaluation cycle shall be modified to permit a Standard Teacher Evaluation in the immediate following year. This Standard Teacher Evaluation shall establish and begin a new evaluation cycle for the teacher that will be enhanced by the development of a Support Plan for Improvement (see previous section IV.   SUPPORT PLANS).

ATTACHMENT (C)(1)

EVALUATION INSTRUMENTS (Attached hereto)

           Feedback Form

           Professional Growth Plan

           Evaluation of Coaches

Sharon Public Schools (C)(1) Feedback Form

_______________________                             __________________

Teacher Name:                                                                                       Date:

_______________________                             __________________

School/Room:                                                    Subject/Grade: Length of

_______________________                             __________________

Observation:                                                                       Lesson Topic:

                                                                                                        Observer

_______________________                             __________________

Time of Day:                                            Name: Observer Comments:

Teacher Response:

Please return this signed document to observer. Note: My signature on this feedback form indicates that I have read this document. It does not necessarily indicate that I agree with the contents. I understand that I have a right to respond in writing to the statements made and that my comments will be attached to the feedback form in my personnel file.

_______________________                             __________________

Observer Signature                                                                                  Date

_______________________                             __________________

Teacher Signature                                                                                   Date

Sharon Public Schools (C)(1) Feedback Form

_______________________                             __________________

Teacher Name:                                                                                       Date:

_______________________                             __________________

School/Room:                                                    Subject/Grade: Length of

_______________________                             __________________

Observation:                                                                       Lesson Topic:

                                                                                                        Observer

_______________________                             __________________

Time of Day:                                            Name: Observer Comments:

Teacher Response:

Please return this signed document to observer. Note: My signature on this feedback form indicates that I have read this document. It does not necessarily indicate that I agree with the contents. I understand that I have a right to respond in writing to the statements made and that my comments will be attached to the feedback form in my personnel file.

_____________________                  _____________________

Observer Signature                                 Date

_____________________                  _____________________

Teacher Signature                                   Date

ATTACHMENT (C)(2) PROFESSIONAL GROWTH PLAN (Teachers with PTS Only)

_______________________________                                        _______________________

Teacher                                                                                                 Evaluator(s)

Goal: ____________________

Criteria for Evaluation: ____________________

Documentation: ____________________

Goal: ____________________

Criteria for Evaluation: ____________________

Documentation: ____________________

Goal: ____________________

Criteria for Evaluation: ____________________

Documentation: ____________________

____________________                                                                                                 ____________________

Teacher's Signature:                                                                                                            Date:

____________________                                                                                                 ____________________

Evaluator(s) Signature:                                                                                                      Date:

Date: ______________

PROFESSIONAL GROWTH PLAN (Teachers with PTS Only) Mid-Year Conference

________________________                                                         ___________________________

Teacher                                                                                                   Evaluator(s)

Goal: Status: ________________________

Revisions: ________________________

Goal: Status: ________________________

Revisions: ________________________

Goal: Status: ________________________

Revisions: ________________________

________________________                                                                        ________________________

Teacher's Signature:                                                                                            Date:

________________________                                                                        ________________________

Evaluator(s) Signature:                                                                                      Date:

Date: ___________________

PROFESSIONAL GROWTH PLAN (Teachers with PTS Only)

Final Evaluation

________________________                                                         ________________________

Teacher                                                                                                   Evaluator(s)

Goal: Evaluation: ________________________

Recommendation: ________________________

Goal: Evaluation: ________________________

Recommendation: ________________________

Goal: Evaluation: ________________________

Recommendation: ________________________

Outstanding Strength(s): ________________________

Area(s) Needing Improvement: ________________________

Recommendation(s) for Continued Professional Growth:

Teacher's Signature: ________________________ Date: ________________________

Evaluator(s) Signature: ________________________ Date: ________________________

____________________________________________Date:

ATTACHMENT (C)(3) EVALUATION OF ATHLETIC COACHES

ATHLETIC COACH EVALUATION

School Year 20 ______ - 20 ______

Coach ___________                                                 Activity ___________                        Date __________

1.   Possesses thorough knowledge of the activity and is able to communicate the appropriate skills to the student/athlete.

Satisfactory: ___________              Needs Improvement: ___________

Comments:

2.   Shows concern for the growth and development of each student/athlete.

Satisfactory: ___________              Needs Improvement: ___________

Comments:

3.     Conducts all aspects of the program with sportsmanship, professionalism, and responsibility.

Satisfactory: ___________              Needs Improvement: ___________

Comments:

4.   Provides a safe, healthy and enjoyable environment for the student/athlete.

Satisfactory: ___________              Needs Improvement: ___________

Comments:

Noted Strengths:

Suggested Areas of Improvement:

Signatures:

______________________                                                             _______________________

Athletic Director                                                                                   Date

______________________                                                             _______________________

Principal                                                                                                Date

______________________                                                             _______________________

Coach                                                                                                    Date

(Coach’s signature does not imply agreement with the content of this evaluation.) Recommended for reappointment Not recommended for reappointment Coach’s response (Optional)

APPENDIX D

IPDP FORM

Massachusetts Department of

"We help  children learn."

Education

Sample Individual Professional Development Plan

for Massachusetts Educators

__________________________________________________________________________________

Name:          Last                               First                                      Middle                                 Renewal Year

__________________________________________________________________________________

Home Address                                                  City                                      State                     Zip Code

__________________________________________________________________________________

Primary Area                                                    Certificate Number

__________________________________________________________________________________

District                                School                                  Grade Level(s)                   Subject(s)

Professional Development Points Required for Renewal of Primary Area      120            or                150

Total number of PDPs required in content

My professional growth goals (please number):

My professional growth goals are consistent with the following district and/or school goals:

Record of Approved Professional Development Activities for Primary Area

Professional Development Activity

Professional Growth Goal (Goal Number)

Content PDPs

Other PDPs (pedagogy or professional skills)

*Date Approved & Supervisor's Initials OPTIONAL

Date Completed

*The Supervisor's initials indicate that the professional development activity is consistent with the educational needs of the school and/or district and is designed to enhance the ability of the educator to improve student learning.

Record of Additional Professional Development Activities for Elective PDPs

Professional Development Activity

Professional Growth Goal (Goal Number)

Content PDPs

Other PDPs

Date Completed

Use additional copies of this form if necessary.

This document and other Department of Education documents and publications are available on our website at

www.doe.mass.edu/recert.

Educator's Name                                                                          Certificate Number

Initial Review and Approval                                                 Date _____________________

The signature below indicates that 80% of this educator's Individual Professional Development Plan is consistent with the educational needs of the school and/or district and is designed to enhance the ability of the educator to improve student learning.

Supervisor's Name (print)                                                        Title                                             Signature

First Two Year Review                                                           Date ____________________________

The signature below indicates that this educator's Individual Professional Development Plan was reviewed.

Please check one.

The Plan remains consistent with the educational needs of the school and/or district,

The Plan was reviewed and amended.

Supervisor's Name (print)                                                        Title                                            Signature

Second Two Year Review                                                       Date ___________________________

The signature below indicates that this educator's Individual Professional Development Plan was reviewed.

Please check one.

The Plan remains consistent with the educational needs of the school and/or district.

The Plan was reviewed and amended.

Supervisor's Name (print)                                                         Title                                            Signature

Final Endorsement                                                                  Date ___________________________

The signature below indicates the supervisor has reviewed this educator's Record of Professional Development Activities and the reported activities are consistent with the approved professional development plan.

Supervisor's Name (print) _______________________Title ___________________Signature __________

APPENDIX E INSURANCE

MEMORANDUM OFAGREEMENT

BETWEEN

THE SHARON SCHOOL COMMITTEE

AND

THE SHARON TEACHERS ASSOCIATION

This Memorandum of Agreement is entered into by and between the Sharon School Committee (hereinafter the “Committee”) and the Sharon Teachers Association (hereinafter the “Association”).

In order to maintain and promote a harmonious relationship between the Committee and the Association, the parties hereby agree to the following provision on the subject of employee health benefits:

1.       The Association recognizes that the selection of health benefit carriers is committed by law to the sole discretion of the Board of Selectman of the Town of Sharon (hereinafter the “Board”). The Board, in its discretion, has currently selected the Blue Cross/Blue Shield health benefit plans as administered by the M.I.A.A. for all Town employees, including School Department employees   If at any time during the course of this Agreement the Board chooses to change health benefit carriers, the Committee agrees to give the Association reasonable notice of the change, an opportunity to bargain over the impacts of the change in carriers (if any), and to the extent required by law, an opportunity to negotiate over the plans to be selected.

2.       The Committee and the Association agree to the following monthly premium contribution percentage rates:

A.    For Blue Care Elect and MEDEX (retirees only) enrollees: 60% Town and 40% employee;

B.    Effective July 1, 2010, for HMO Blue enrollees: 75% Town; 25% employee.

C.   For enrollees of Managed HMO Blue Sr (retirees only): 90% Town; 10% enrollees for all three years.

3.       The Committee, on behalf of the Town of Sharon, agrees that should any otherwise eligible retiree enroll in Medicare pursuant to G.L.C. 32B, Section 18 during the term of this Agreement, then the Town shall authorize the spouse or any dependent of the retiree to enroll in a health benefit plan which is offered by the Town at the time and for which the spouse or dependent is otherwise eligible. The Town shall pay one hundred percent (100%) of the monthly premium for any such spouse or dependent enrollee. This provision does not apply to any spouse or dependent who is Medicare eligible.

4.       This is Memorandum of Agreement is entered as a material part of and integral to the parties’ Collective Bargaining Agreement of this date, and covers the period July 1, 2010 – June 30, 2013. Should the laws governing employers’ and/or employees’ health benefit contributions materially change during the term of this Agreement in one or more respects relevant to Town and/or School Department employees, then the parties hereto agree to enter into discussions over the effect of those changes, if any, upon this Memorandum of Agreement. Should a mandatory change in the law governing health benefit contributions occur during the term of this Agreement in one or more respects relevant to Town and/or School Department employees, then the parties agree to meet and discuss the impact of such a change, should the Association so request, in accordance with M.G.L. ch. 150E.

5.       This Agreement shall be binding upon the Committee and the Association to the extent that it is legally permissible to do so.

APPENDIX F

HEALTH INSURANCE CO-PAYMENTS

(Attached represents FY10 only)

TOWN OF SHARON

SHARON PUBLIC SCHOOLS

FY2010 RATES (FY11 & FY12 TBD)

PLAN

ANNUAL RATE

MONTHLY RATE

TOWN'S MONTHLY SHARE

EMPLOYEE'S MONTHLY SHARE

EMPLOYEE'S WEEKLY SHARE

EMPLOYEE'S BI-WEEKLY SHARE

BLUE CARE ELECT:

 

 

 

 

60% Town/40% Employee

 

 

 

 

Individual

$14,052.00

$1,171.00

$702.60

$468.40

$117.10

$234.20

Family

$27,828.00

$2,319.00

$1,391.40

$927.60

$231.90

$463.80

NETWORK BLUE: ($10/COPAY$10, $20, $35) *see plan details

 

 

75% Town/25% Employee

 

 

 

 

Individual

$7,536.00

$628.00

$471.00

$157.00

$39.25

$78.50

Family

$17,364.00

$1,447.00

$1,085.25

$361.75

$90.44

$180.88

APPPENDIX G SIDE LETTERS OF AGREEMENT

•      Sharon Teacher’s child attending elementary school.

Attached

•      TEACHING TWO CLASSES DURING ONE TEACHING PERIOD

Attached

•      SCHEDULING

Attached

•      CLASS SIZE

Attached

Sharon Public Schools

Memorandum of Agreement

Between the Sharon Teacher's Association

And

The Sharon School Committee

This Memorandum of Agreement between the Sharon Teachers Association and the Sharon School Committee establishes the following benefit for the school year 2009-2010. As part of the new three year teacher contract affecting 2009-2011, this agreement may be considered for continuation,

Upon written request to the principal from an elementary school teacher whose family and children reside in the Town of Sharon and who teaches in a particular elementary school, the superintendent and principal may agree to allow the teacher to enroll her child in the same elementary school in which the teacher teaches.

Approval will be contingent upon the following:

1.    The child will not be assigned to the parent's class or assessed by the parent.

2.    The parent must be able to maintain boundaries and perform his or her job.

3.    The parent is responsible for arranging for all transportation Of the child.

4.    No imbalance in class size for that grade level is created that adds cost to that school due to the change.

Agreed upon this 6th day of May, 2009,

________________________________                                        ________________________________

Alison Rutley, Chair                                                                              Peg Arguimbau, President

________________________________                                        ________________________________

Sharon School Committee                                                                   Sharon Teacher's Association

________________________________                                        ________________________________

Barbara Dunham, Superintendent                                                     Ron Suga

________________________________                                        ________________________________

Sharon Public Schools                                                                          Massachusetts Teacher's Association

Sharon Teachers Association

June 21, 2006

Claire W. Jackson, Superintendent

Sharon Public Schools

1 School Street

Sharon MA 02067

RE: TEACHING TWO CLASSES DURING ONE TEACHING PERIOD

Dear Dr. Jackson:

I am writing to confirm the agreement reached on the above captioned matter during the negotiations of the 2006-2009 contract between the Sharon Teachers Association and the Sharon School Committee.

As I understand it, the parties agreed that:

1.      The current practice of allowing members to teach two classes during one teaching period on a voluntary basis shall continue for the duration of the 2006-2009 Agreement.

2.      Such voluntary service does not violate the terms of the 2006-2009 Agreement.

If, in your opinion, the above accurately expresses the understandings of the, parties, please sign one copy of this letter and return it to me.

Thank you.

Sincerely,

_______________________                     ________________________________

Thor Van Vaerenewyck                                Claire W. Jackson

Negotiations Chairperson                             Superintendent of Schools

Sharon Teachers Association                      Sharon Public Schools

SCHEDULING - Side Agreement

This SIDE LETTER OF AGREEMENT is entered into by and between the Sharon School Committee (hereinafter the "Committee") and the Sharon Teachers Association (hereinafter the "Association").

WHEREAS, the Committee and the Association have entered into a 3-year collective bargaining agreement for the period July 1, 2006 through and including June 30, 2009 ("Agreement"); and

WHEREAS, the Committee and the Association have negotiated, pursuant to Massachusetts General Laws Chapter 150E, with respect to the subject of work scheduling for the members of the Association for the last two years of the Agreement;

WHEREAS, the parties intend to utilize a collaborative approach to determine the work schedules for teachers at the High School and the Middle School;

NOW, THEREFORE, in consideration of mutual covenants and promises and subject to the ratification of the respective parties, the parties agree as follows:

1.   DURATION

The terms and conditions set forth in the Agreement for the period July 1, 2006 through and including June 30, 2009, shall continue in full force and effect for the term of the Agreement, expect as modified by this SIDE LETTER OF AGREEMENT.

2.   INTRODUCTION

A. Scheduling - High School and Middle School

In the High School and Middle School, the scheduling of the school day for the duration of this Agreement (July 1, 2006 - June 30, 2009) shall be controlled by this Side Letter of Agreement ("Side Letter"). This Side Letter shall supercede any inconsistent scheduling provisions of the 2003-2006 Agreement, including but not limited to any inconsistent scheduling provisions set out in Article V of that Agreement. This Side Letter shall expire on June 30, 2009, at which point the scheduling of the High School and Middle School will be determined through collective bargaining, with due regard for the effectiveness and success of this Side Letter.

J. PRINCIPLES

The School Committee and the Superintendent seek managerial discretion to schedule the school day to accommodate economic constraints; to provide an opportunity for the implementation of innovative and "best practice" programs; and to consider whether various restrictive scheduling provisions in the 2006-2009 collective bargaining   5 agreement should be maintained. The School Committee and the Superintendent do not seek to increase the length of the teachers' school year, or to significantly increase the workload of teachers.

The Association maintains its rights to negotiate the hours, wages and other conditions of employment for its membership as established by M.G.L. ch. 150E, and endeavors to provide a work schedule, work day, and work year that allows members to discharge the responsibilities of their positions in the context of well-balanced personal and professional lives.

4. HIGH SCHOOL

A.     Collaboration Regarding Scheduling

The scheduling of the High School shall be accomplished collaboratively between the Superintendent/Principals and the duly authorized representatives of the Association, with due regard for the principles stated in Article 3 above. The collaborative process shall be initiated by notice from the Superintendent/Principal to the Association of a proposed change in the scheduling of the school day. The notice shall contain specific information regarding the proposed change(s). If the Association elects to engage in collaborative (non-impact) discussions regarding the proposed scheduling changes, it shall notify the Superintendent or the school principal within ten (10) school days. Otherwise, the proposed changes shall go into effect.

Collaboration shall take such form, and last for such period, as the parties shall determine. If, following collaboration, agreement is reached regarding the proposed scheduling change(s), then the agreement regarding scheduling shall be reduced to writing and signed by the parties. The agreement shall address the issues of duration and precedential effect. Either party may declare the collaborative process concluded at any time if, in its view, agreement regarding the proposed scheduling changes is not reasonably likely.

B.     Scheduling Absent Collaborative Agreement

If the collaboration process does not result in agreement, then the scheduling change(s) proposed by the Superintendent/Principal shall be implemented to the extent they are consistent with the following:

1.                                    A teacher's preparation period (once daily, no shorter than 43 minutes); lunch period (once daily, no shorter than 28 minutes); and an administrative, non-teaching period (once daily, no shorter than 43 minutes), shall be maintained.

2.                                    The duration of a teacher's school day (7 hours) shall be maintained.

3.                                 A teacher's direct contact teaching time shall not exceed 1,175 minutes per week.

4.                                 School administrators will make reasonable efforts to schedule SPED-related meetings/conferences during the regular school day.

To the extent that the scheduling change(s) proposed by the Superintendent/ Principal are inconsistent with (l)-(4) above, then the change(s) shall not be implemented.

C.            Other Provisions

Articles relating to scheduling as appear in the 2006-2009 agreement, which are not inconsistent with the provisions of 4(A) and (B) above, shall continue to apply at the High School for the duration of this Side Letter.

5.             MIDDLE SCHOOL

A.        Collaboration Regarding Scheduling

The process of collaboration at the Middle School shall be the same as section 4(A) above, relating to collaboration at the High School.

B.     Scheduling Absent Collaborative Agreement

Absent collaborative agreement, the process shall be the same as set out in section 4(B) above, except that the Middle School's scheduling of a 28 minute (minimum) lunch period shall be preserved; and except that the Middle School's "read and relax" period and its "activity " period shall count against the 1,175 minute/week maximum for direct contact teaching time.

C.     Other Provisions

Articles relating to scheduling in the 2006-2009 agreement, which are not inconsistent with the provisions of 5(A) and (B) above, shall continue to apply at the Middle School for the duration of this Side Agreement.

So agreed, this 21st day of June, 2006, by The Sharon Teachers Association, by: The Sharon School Committee, by:

____________________________                                    _______________________________

Margart M. Apguimbau, President                                        Andrew D. Nebenzahl, Chair

____________________________                                    _______________________________

Thor VanVaerenewyck, Chair,                                              Dr. Claire W. Jackson,

____________________________                                    _______________________________

Negotiating Committee                                                           Superintendent

CLASS SIZE - Side Agreement

This SIDE LETTER OF AGREEMENT is entered into by and between the Sharon School Committee (hereinafter the "Committee") and the Sharon Teachers Association (hereinafter the "Association").

WHEREAS, the Committee and the Association have entered into a 3-year collective bargaining agreement for the period July 1, 2006 through and including June 30, 2009 ("Agreement"); and

WHEREAS, the Committee and the Association have negotiated, pursuant to Massachusetts General Laws Chapter 150E, with respect to the subject of class size;

WHEREAS, the parties jointly appreciate that the educational development of our students is best served by our having a "students per teacher" ratio during classroom instruction periods that is as low as may be reasonably possible; and,

WHEREAS, the parties recognize that practical factors, including budgetary constraints and the availability of classroom space, frequently frustrate the reduction of such ratios;

NOW, THEREFORE, in consideration of mutual covenants and promises and subject to the ratification of the respective parties, the parties agree as follows:

I.             Duration

The terms and conditions set forth in the Agreement for the period July I, 2006 through and including June 30, 2009, shall continue in full force and effect for the term of the Agreement.

II.            Elementary Schools

In the elementary schools, the parties commit themselves to the goal of reducing the "students per teacher" ratio during classroom instruction periods to as close as 20 for grades K-2, and as close to 24 for grades 3-5, as may be feasible in light of practical constraints affecting the Sharon School Department, including but not limited to budgetary limitations, insufficient classroom space, and the availability of appropriately certified teachers.

The parties agree to confer and collaborate on a periodic basis in order to discuss their progress in reaching this goal.

III.          Middle School

In the Middle School, the parties commit themselves to the goal of reducing the "students per teacher" ratio during classroom instruction periods to as close as 24 students per teacher as may be feasible in light of practical constraints affecting the Sharon School Department, including but not limited to budgetary limitations, insufficient classroom space, and the availability of appropriately certified teachers.

The parties agree to confer and collaborate on a periodic basis in order to discuss their progress in reaching this goal.

IV.          Special Education Students

In the elementary schools and in the Middle School, the parties commit themselves to the goal of having no more than 15% of the students in any regular classroom be students requiring "special education" as defined in M.G.L. Chapter 71, Section 1, as may be feasible in light of practical constraints affecting the Sharon School Department, including but not limited to budgetary limitations, insufficient classroom space, and the availability of appropriately certified teachers.

The parties agree to confer and collaborate on a periodic basis in order to discuss their progress in reaching this goal.

The parties acknowledge and accept, however, that any increase in the system-wide percentage of special education students in Sharon will require reconsideration and re-setting of the above-stated goal. The parties acknowledge and accept, further, that the allocation of special education students in classrooms must necessarily take into account the type and nature of the disability of the students at hand, given that different disabilities require different degrees of accommodation by the classroom teacher.

V.      Part-Time Teachers

With respect to the goals referenced above for class size, the parties understand and accept that part-time teachers should be assigned no more than a pro-rated number of students if feasible in light of practical constraints affecting the Sharon School Department, including but not limited to budgetary limitations, insufficient classroom space, and the availability of appropriately certified teachers.

VI.    Grievance/Arbitration

Nothing in this Side Letter of Agreement shall establish a basis for, or give rise to, the filing of a grievance under Article III of the parties' collective bargaining agreement or of a charge of prohibited practice under M.G.L. CH. 150E.

APPENDIX H UNIT B

The Association and the Committee agree that the following articles of this collective bargaining agreement shall apply to members of Unit B effective July 1, 2004:

Articles

I

Recognition and Coverage

 

II

Negotiations Procedure

 

III

Grievance Procedure

 

IV

Salaries

 

V

Teaching Hours and Teaching Load

 

VI

Class Size

 

VII

Employment

 

VIII

Teacher Employment

 

IX

Teacher Assignment

 

X

Transfers

 

XI

Vacancies and Promotions

 

XII

Positions in Other Programs in Sharon

 

XIII

Evaluation

 

XIV

Facilities

 

XV

Use of School Facilities

 

XVI

Sick Leave

 

XVII

Temporary Leaves of Absence

 

XVIII

Extended Leaves of Absence

 

XIX

Sabbatical Leaves

 

XX

Reduction in Staff

 

XXI

Substitute Teachers

 

XXII

Professional Development and Educational Improvement

 

XXIII

Protection

 

XXIV

Personal Injury Benefits

 

XXV

Insurance and Annuity Plan

 

XXVI

Textbooks

 

XXVII

Deductions

 

XXVIII

Consultation Procedures

 

XXIX

General

 

XXX

Strikes

 

XXI

Early Incentive Plan

 

XXXII

Duration

ATTACHMENT (H)(1)

Sharon Public Schools

Unit B Coordinator Observation Form

Name:                                                                                           Date:

School:                                                                                          Subject:

Length of                                                                                      Lesson

Observation:                                                                                Topic:

Observer: Observation Context

I.        Currency in the Curriculum

II.       Effective Instructional Leadership

III.       Effective Organizational Leadership

IV.        Effective Administration and Management

V.       Promotion of Equity and Appreciation of Diversity

VI.     Effective Relationships with the Community

VII.    Fulfillment of Professional Responsibilities

Additional Information

The coordinator’s signature does not necessarily indicate agreement with the contents of this report, only that he or she has read it and discussed it with the evaluator. The coordinator may choose to respond in writing to the ratings and/or statements, and these comments will be attached to the evaluation form in the personnel file.

____________________________                                                             __________________________

Evaluator’s                                                                                                          Coordinator’s

____________________________                                                             __________________________

Signature:                                                                                                                  Signature:

____________________________                                                             __________________________

Date:                                                                                                                          Date: