Shrewsbury

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DistrictShrewsbury
Shared Contract District
Org Code2710000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2016
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyWorcester
ESE RegionCentral
Urban
Kind of Communityeconomically developed suburbs
Number of Schools9
Enrollment5841
Percent Low Income Students11
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Shrewsbury

CONTRACT

BETWEEN

SHREWSBURY SCHOOL COMMITTEE

AND

SHREWSBURY EDUCATION ASSOCIATION

AUGUST 25, 2013 - AUGUST 29 2016

ARTICLE I

PRELIMINARY MATTERS

A.        Parties

This Agreement is made and entered into on February 5, 2014, by and between the Shrewsbury School Committee (hereinafter referred to as the "COMMITTEE") and the Shrewsbury Education Association (hereinafter referred to as the "ASSOCIATION").

B.        Preamble

(1)       Whereas, pursuant to the provisions of the General Laws of the Commonwealth of Massachusetts, the COMMITTEE and its designated representatives have met with representatives of the ASSOCIATION, and the parties have fully considered and discussed all proposals by either party as to salary, hours, and other conditions of employment.

(2)       Now, therefore, the COMMITTEE and the ASSOCIATION agree on the following provisions:

C.        Scope

(1)       The Agreement includes all of the agreements reached by the parties respecting matters pertaining to wages, hours, and other conditions of employment of employees covered by this Contract; however, any matter not mentioned in this Contract, or any matter mentioned in this Contract for which specific directions are not set forth herein or which is not specifically delegated to the Unit A employees or the Arbitrator, shall be reserved for decision by the COMMITTEE or the Superintendent, as the case may be, in their sole discretion, and in the exercise of such discretion they shall not be subject to the Grievance and Arbitration procedures provided in this Contract.

(2)       If any provisions of this Contract, or any application of this Contract to any employees covered by the terms of this Contract, shall be found contrary to law, such provision or application shall have effect only to the extent permitted by law, but all other provisions or applications of this Contract shall continue in full force and effect.

(3)       The parties further recognize and agree that, except as otherwise specifically provided by this Agreement, the COMMITTEE continues to retain, whether exercised or not, the right to exercise, in its sole discretion, the duties, powers, responsibilities, and rights provided by the laws of Massachusetts, and the applicable rules and regulations of administrative agencies issued under such laws, in the control, direction, and management of the SHREWSBURY SCHOOL SYSTEM, and in the exercise of such powers the discretion of the COMMITTEE shall not be subject to the Grievance and Arbitration procedures set forth in this Contract.

D.        Recognition

(1)       For the purposes of Collective Bargaining with respect to wages, hours, standards of productivity, and other conditions of employment, the negotiation of a Contract and any questions arising therefrom, the COMMITTEE recognizes the ASSOCIATION as the exclusive bargaining agent and representative of all professional employees certified under G.L. c.71, S.38G, including Coaches, Department Directors, nurses and occupational therapist/physical therapist, all of which such employees are designated as "Unit A"; excluding, however, the following:

a.         Superintendent of Schools

b.         Assistant Superintendent

c.         Director of Human Resources

d.         Any Substitute Employee

e.         Any Principal or Assistant Principal

f.          All persons employed in Federally funded programs, who are paid on an hourly rate

g.         Director of Special Education and Pupil Personnel Services

h.        Director of Business Services

i.         Director of School Lunch Program

j.         Transportation/Attendance Officer

k.        Any extended day or Summer programs; and all other employees of the SCHOOL DEPARTMENT or the TOWN OF SHREWSBURY.

l.         Director of Preschool Programs

m.       Director of Technology

n.        Athletic Director

(2)       By the recognition set forth above, this Contract shall not bar any or all of such employees as are excluded from "Unit A", as set forth herein, from seeking such separate representation as is permitted by the laws of the Commonwealth of Massachusetts.

(3)       Nothing herein contained shall be construed as barring individual discussion between any member or employee of the COMMITTEE and any employee covered by this Agreement of any matter of peculiar concern to either; but no such discussion shall diminish or qualify in any way the rights and duties of the ASSOCIATION and the COMMITTEE, respectively, under paragraph (1) above of this Article I, Section D.

E.         CODE OF ETHICS

The Shrewsbury Education Association and the Shrewsbury School Committee each recognize and support the principles set forth in the Codes of Ethics of the National Education Association and the Massachusetts Association of School Committees.

ARTICLE II

SALARIES

A.        The salaries schedules will be revised per the attached schedules. See, also, Appendix B, Appendix C, Appendix D and Appendix E.

B.        Payment of Salaries

(1)        All Unit A members shall be paid in twenty-six (26) installments, commencing on the second Wednesday of the work year, except that they may elect to receive the salary due for the months of July and August in one (1) payment at the last regular payment in June. Employees shall elect the method of payment upon initial employment and thereafter may change such election by written request no later than May 1.

(2)       Employees working less than the full contract period because of Termination of Contract or beginning employment after the start of the school or contract year, shall be paid for services performed plus earned and used sick or personal days at a per day rate determined by dividing the contract dollar figure by the contracted for work year, Article III, Section C.

(3)       All contract amounts will be divided by the number of pay periods. Any additional amounts remaining will be paid on the final payday.

(4)       Employees scheduled to work on a part-time basis shall have the salary set forth in Appendix "A" and benefits set forth herein pro-rated in accordance with the proportion of the regular work week for which they are employed.

C.        Payroll Deductions

(1)       State and Federal Taxes and Retirement Deductions will be made as required by law.

(2)       Group Life Insurance. The Town Plan is available on an elective basis for all school employees - Deductions are made each pay period.

(3)       Dues for the NEA, MTA and the Shrewsbury Education Association, when authorized individually and voluntarily by an employee, will be deducted each pay period in such equal amounts as to complete the authorized deduction by the end of June. Money deducted as dues will be paid to the ASSOCIATION Treasurer. Where the amount deducted is rounded off to permit equal deductions in each pay period, the ASSOCIATION Treasurer will reimburse the individual from the ASSOCIATION Treasury.

(4)       Premiums for approved Accident and Health Insurance, when authorized individually and voluntarily by an employee, will be deducted each pay period.

(5)       Payments to the Shrewsbury M.E. Federal Credit Union, when authorized individually and voluntarily by an employee, shall be deducted each pay period.

(6)       Annuity Payments, when authorized individually and voluntarily, by an employee and purchased by the COMMITTEE shall be deducted each pay period.

(7)       The employee's share for Health Care Insurance will be paid on a before-tax basis. Participation in the program is optional. An employee wishing not to participate must file a waiver form with the Town Treasurer's Office on or before January l for the following year.

(8)       The COMMITTEE will vote to accept the provisions of M.G.L. Chapter l80, Section l7i. Employees may authorize the COMMITTEE to deduct from their salary a contribution of an amount which the employee shall specify in writing. The COMMITTEE will certify on the payroll the amount to be deducted by the Treasurer. Such amounts shall be transmitted to the Massachusetts Teachers’ Association within thirty (30) days.

(9)       Election of changes in any of the above deductions shall be made in writing to the Superintendent of Schools.

D.       Longevity

Effective in the 2004-2005 school year, an employee who has completed twenty (20) years of service in the Shrewsbury Schools shall receive a longevity payment of $750.00, and an employee who has completed twenty-five (25) years of such service shall receive a longevity payment of $1,000.00 dollars. Effective in the 2009-2010 school year, an employee who has completed fifteen (15) years of service in the Shrewsbury Public Schools shall receive a longevity payment of $ 375.00. The following table illustrates longevity payments:

Service Year16–20             $  375.00

Service Year21-25             $  750.00

Service Year26                  $1,000.00

ARTICLE III

CONDITIONS OF EMPLOYMENT

A.       Previous Employment

(1)      The salary schedule placement of Unit A Personnel employed for the first time in Shrewsbury shall be determined by the Superintendent based on an evaluation of the individual's training and experience. There is a single Unit A salary schedule and once placed on the schedule, the conditions of the Contract shall apply equally to all employees.

(2)       Employees who had full time public school teaching experience in elementary or secondary schools prior to joining the faculty of the Shrewsbury Public Schools will receive experience credit for salary schedule placement according to the broken service policy of the COMMITTEE.

(3)       Previously accumulated unused Sick Leave Days within the Shrewsbury School system will be restored to all returning employees.

B.       Work Day

(1)       For the applicable contract years, the arrival and departure times for employees who have no assignments other than classroom teaching shall be fifteen (15) minutes before and thirty (30) minutes after the student school day provided, however, that the departure time on the last day of a school week and on the last day prior to a vacation period shall correspond with the student departure time, and provided that the Building Principal as authorized by the Superintendent upon request of an employee or group of employees, may waive the requirement to remain thirty (30) minutes after the school day for a specific day or days. The departure time for employees at the middle schools shall be twenty (20) minutes after the student school day instead of thirty (30) minutes.

The work day of Department Directors shall be the length of the employee day and whatever additional time is necessary to the performance of the Department Directors’ duties, subject to the review of the Principal.

The work day of the nurses shall be the length of the employee day.

It is recognized that the Association has entered into an agreement with the committee to modify the above “fifteen minutes before and thirty minutes after” schedule in some schools by reversing the fifteen (15) minutes before and the thirty (30) minutes after.

(2)       This article does not purport to cover the arrival and departure time of administrators or of employees involved in special assignments or the desirability of employees providing the opportunity for parent conferences and after school help sessions beyond the specified approved departure time.

(3)       Principals shall have the right to consolidate four (4) thirty-minute after-school required periods into a maximum of two (2) required administrative/curriculum staff meetings each month, provided that the consolidated time meetings shall be announced and posted at least five (5) working days prior to the meeting dates. The total number of such meetings shall not exceed twenty (20) in a school year. There shall be up to two (2) meetings per month for staff, one (1) of which shall be for faculty meetings on a building level. Both meetings shall commence as soon as practicable after student dismissal and last no more than sixty (60) minutes. In the event a meeting starts beyond fifteen (15) minutes after student dismissal time, any time beyond the fifteen (15) minutes will be subtracted from the sixty (60) minute total meeting time. A schedule of such meetings shall be announced and distributed at the beginning of each school year.

At the high school and middle school, the second meeting will primarily be designated as a departmental meeting. However, the Principals at the high school and middle school have the option to replace the departmental meeting with a building level faculty meeting for unexpected emergencies as determined by the Principal.

Recognizing the value of having the second elementary meeting in smaller groupings (i.e., grade level, subject area) with a focus on substantive educational issues, there are other times when it is more beneficial to have the second meeting of the entire faculty. The Principal will provide the employees with a written agenda of specific items to be discussed at least two (2) working days in advance of the meeting.

For those staff in Art, Music, Health, Physical Education, Foreign Language, Special Education, Instructional Technology and Media, the second monthly meeting will be with those members of the specific departments with the appropriate department director. The department directors will be responsible for arranging such meetings for their employees in all schools.

An effort will be made to minimize the number of required meetings and, in any event, no more than twenty (20) required meetings shall be scheduled each school year, exclusive of meetings on released time days, professional development days, and meetings held on the first non-student day when employees report to work.

Part time staff working a .5 schedule or more who work until the end of the day will be responsible for attending all faculty meetings, consistent with the above schedule. For all other part time staff the annual meeting schedule will be proportional to the equivalent full time equivalency (FTE) schedule. For example, a part time employee with a .3 schedule will be required to attend three (3) of the general faculty meetings and three (3) of the second monthly meetings. Part time staff not required to attend a particular meeting will be responsible for keeping informed of the issues discussed at those particular meetings by communicating with colleagues. Employees in an approved job share will come under the faculty meeting and related language that is contained in Article XII.

(4)       Employees are required to attend one (1) parents' night during each school year. They are encouraged to attend other evening meetings which are educationally substantive.

(5)       Part-time Employees shall attend professional development days for the full duration of those activities irrespective of their normal schedule. Part-time (not job share) employees will be paid at their full day, per diem rate for professional development days.

C.       Work Year

(1)      The work year of all employees who are part of Unit "A" (other than new personnel who may be required to attend additional orientation sessions, Department Directors and Guidance personnel) shall begin NO EARLIER THAN THE MONDAY BEFORE LABOR DAY, AND STUDENTS WILL NOT START EARLIER THAN THE TUESDAY BEFORE LABOR DAY and shall terminate after being signed out by the immediate superior (Building Principal at the Elementary and Middle School; Department Directors at the Senior High School, and the Coordinator of Pupil Services for 766 Specialists working in more than one (1) school) after the close of school for students in June, excluding Saturdays, Sundays and holidays. Guidance personnel and nurses may be required to work such additional days as are required by the Superintendent of Schools, provided, however, in such case, such Guidance personnel and nurses shall be compensated for such time that they shall be required to work in excess of the work year at a daily rate of pay PRO-RATED FROM SUCH PERSON'S YEARLY RATE OF PAY. THE WORK YEAR OF DEPARTMENT DIRECTORS DURING THE APPLICABLE CONTRACT YEAR SHALL NOT EXCEED TEN (10) PAID DAYS IN ADDITION TO THE EMPLOYEE'S WORK.

The work year shall be as follows:

2013-2014                              184 days consisting of 180 student days, the opening day of school, one parent conference/professional day and 2 professional days

2014-2015                              183 days consisting of 180 student days, the opening day of  school, 1 parent conference/professional day and 1 professional day

2015-2016                              184 days consisting of 180 student days, the opening day of school, one parent conference/professional day and 2 professional days

Up to 5 of the 180 student days may be scheduled as Early Release days each year.

The COMMITTEE will determine the specific scheduling of student and professional development days. The parent-employee conference day will be scheduled by mutual agreement of the employees and principal in each school for a consecutive period between 7:00 A.M. and 6:00 P.M. Such days will be approximately the same length as the normal employee day and will include break time consistent with the usual preparation and lunch periods. Scheduling of conferences will prioritize parents of students with academic and/or behavioral problems.

Effective with the 2005-2006 school year it is agreed that should the COMMITTEE schedule the day before Thanksgiving as a professional curriculum development day, the day will continue to be scheduled as a half-day (½) of actual work without any impact on employee compensation.

D.        School Calendar

(1)       The establishment of the annual school calendar shall be a function of the COMMITTEE. However, before a school calendar is established or changed, the ASSOCIATION shall be consulted. The results of any such consultation, however, shall not be binding upon the COMMITTEE.

(2)       Should days, in addition to the voted Calendar snow days, be lost because of bad weather, or other emergencies, the number of days lost will be added at the end of the school year to comply with the State Law and State Department of Education Regulations.

(3)       Except to require consultation as defined herein, the exercise of the powers of the COMMITTEE as enumerated in (1) and (2) of this Section D shall not be subject to the Grievance and Arbitration procedures set forth in this Contract.

E.         Working Conditions

(1)       The COMMITTEE recognizes the undesirability of excessive class size and, consistent with this recognition, agrees to make every effort to comply with the standards set forth below as to class size and a teacher load in elementary and secondary schools respectively.

In no school shall the average size of the classes exceed thirty (30) pupils. Such average shall be determined by (1) enumerating the classes in the school and the number of pupils in each class excluding, however, all classes for pupils receiving special instruction in accordance with Section 46 or Section 46A of Chapter 71 of the General Laws of Massachusetts, and then (2) dividing the total number of pupils so enumerated by the total number of classes so enumerated.

(2)       Regardless of size of the classes, no teacher in a departmentalized elementary program shall, as of the opening of schools in September, have total classes aggregating over one hundred fifty (150) pupils unless the Principal shall have notified the teacher or teachers of the overload and of the educational necessity for the scheduling at least ten (10) days in advance of the opening of schools in September. Except in an extreme emergency, the loss of or legal closing of a building, etc., or, when the only possible alternative is double sessions, shall a departmentalized elementary program teacher have total classes aggregating one hundred sixty (160).

(a)       The foregoing standards are subject to modification for educational purposes such as specialized or experimental instruction (e.g., music, art, team teaching, typing classes, physical education, kindergarten, etc.).

(b)      All teachers in grades pre-kindergarten through twelve shall be granted five (5) preparation periods per week and each preparation period will be a minimum of forty (40) minutes in length. Said teacher shall not be required to perform other duties during the period referred to above. No teacher shall go more than one (1) day per week without a preparation period. It, however, is understood that unforeseen emergencies may arise and in these instances the administration shall restore any lost preparation time within a two (2) week period of time.

Every effort will be made to provide classroom teachers at the elementary level with one (1) common planning period per week. This is in addition to the guaranteed five (5) individual preparation periods.

For teachers of special subjects in grades K-8 (art, music, physical education, health, instructional technology and educational technology) the calculation of the five (5) preparation periods will be based on a weekly allotment of two hundred (200) minutes. It is understood in calculating the two hundred (200) minutes that an individual may not have five (5) separate preparation periods of forty (40) minutes each. In calculating the two hundred (200) minutes for teachers of special subjects, at least eighty (80) minutes will be a minimum of forty (40) minute periods. The remaining one hundred twenty (120) minutes will be in no less than thirty (30) minute blocks. No teachers of special subjects shall go more than one (1) day per week without a preparation period. Any lost preparation time due to unforeseen emergencies shall be restored within a two (2) week period of time.

It is understood that time allocated for these two hundred (200) minutes of preparation periods does not include the time before/after the student day when teachers are required to be present.

Those teachers who teach in more than one (1) building shall be granted preparation periods consistent with the language above. It is understood that neither travel time between buildings nor lunch periods shall be counted as part of preparation time. A teacher who must use his/her vehicle to travel between schools shall be reimbursed at the current Shrewsbury Town rate per mile.

Upon the request of the administration, an employee who voluntarily foregoes a prep period and covers another class shall be paid at the stipendiary rate. It is understood that mutual coverage situations between teachers will not qualify for payment under this provision.

Any teacher who has more than one non-teaching period in his daily schedule will have one of those periods designated as his prep by September 15th for the first half of the year and by February 1st for the second half of the year. It is understood, however, that unforeseen emergencies may arise and in these instances the administration may assign the teacher an alternate assignment on what would ordinarily be his prep period. Special situations may arise (e.g. IEP meeting requiring attendance of a large number of adults) that require the teacher to use another available block/period during the day for his prep period. In these special situations the administration will provide the teacher with at least five (5) days advance notice of the need to use the designated prep period. It is understood that teachers, especially in team teaching situations, may elect to change their schedule, including prep period times, to accommodate the needs of the specific team – these situations are exempt from the above requirement of designating a specific period as the prep period. Also, when teachers agree among themselves to provide coverage for one another there will be no violation of the spirit of the above language regarding the designation of the prep period.

Every effort shall be made to ensure that secondary school teachers will not be required to teach more than two (2) subjects within a department, nor be assigned more than three (3) teaching preparation periods a day.

Every effort will be made to distribute all duty assignments equitably among all professional staff and to provide that teachers working in more than one (1) building will not be assigned more than one (1) duty per day.

(c)       Except in cases of emergencies, all teachers in grades K-4 shall be entitled to a thirty (30) minute lunch period. All teachers in grades 5-12 shall be entitled to a twenty-two (22) minute lunch period each day.

(3)      In the exercise of the matters set forth in paragraphs (1), (2), (2)(a), as set forth in paragraph E., Working Conditions, the COMMITTEE shall not be subject to the Grievance and Arbitration procedures set forth in this Contract

F.         Employee Licensure

The Administration, upon request, will provide assistance in the processing of licensure information with DESE with the understanding that employees bear the ultimate responsibility for the maintenance of proper licensure for the position in which they are employed. Failure to maintain licensure may result in termination of employment at the sole discretion of the Superintendent.

G.        Termination of Employment Contract

(1)        The Contract of an employee will not be terminated by the Superintendent of Schools except as for cause and in accordance with the provisions of the General Laws.

(2)       An employee may resign from his employment Contract by giving written notice of his intent to resign to the Superintendent of Schools at least forty-five (45) calendar days in advance of the effective date of the resignation.

(a)       If a satisfactory replacement is obtained, prior to the effective date of the resignation, the resigning employee may be released from his obligation to work out his resignation notice.

H.       Promotions

(1)       If the Superintendent of Schools determines that a vacancy in a promotional position caused by death, retirement, discharge, resignation or the creation of a new position should be filled, the Superintendent of Schools agrees to fill such position pursuant to the following procedure:

(a)        The vacancy shall be adequately publicized by means of a notice from the Superintendent of Schools at least fifteen (15) days in advance of filling such vacancies, if possible.

(b)       Said notice of vacancy shall clearly set forth the qualifications, duties, and responsibilities of the position.

(c)        Employees who desire to apply for such vacancies shall file their applications in writing with the Office of the Superintendent within the time limit specified by the notice.

(d)       Candidates from within the system shall be given serious consideration, however, candidates from both within and without the system shall be equally eligible to fill the vacancies.

(2)       Promotional positions are defined as follows: Positions paying a salary differential and/or positions on the administrator-supervisory level.

(3)       All vacancies (as defined above in the case of promotional positions) for specialists and/or special project employees shall also be filled pursuant to the procedure set forth in Paragraph A. above.

I.        Vacancies, Assignments and Transfers

(1) If the Superintendent determines that a vacancy caused by death, retirement, discharge, resignation or the creation of a new position should be filled, said positions shall be filled pursuant to the following procedure:

(a)        The vacancy shall be adequately publicized for at least seven (7) school days by means of a posting from the Superintendent which shall be dated.

(b)       Within ten (10) days of the date of posting, all employees who desire assignment to one (1) or more of the posted positions shall so indicate by filing a written statement of such desire with the Office of the Superintendent. If adherence to the above time lines is not practicable in a given case, the parties may mutually agree to waive the above stated time lines.

(c)        Assignments will be made based on such statements, instructional requirements and the best interest of the School System and pupils as determined by the Superintendent of Schools.

(d)       All vacancies as referred to herein above shall be posted before any transfers are made. Only the original position shall be posted and positions which open as a result of the filling of said position need not be posted.

(e)        If the Superintendent posts a temporary position created by a leave of absence, said posting shall be in accordance with the above-stated procedure. Further, said posting shall state that said position is temporary due to a leave of absence.

(2)       With respect to vacancies which become known to the Superintendent after May 1, the Superintendent will, to the extent practicable, post the positions until the end of the school year and provide notice thereof to the President and his/her designee of the ASSOCIATION.

(a)       The Superintendent of Schools will inform the President or his/her designee who has complied with Section (3) below.

(3)       Employees who desire a change in grade and/or subject assignment or who desire to transfer to another building shall file a written statement of such desire with the Office of the Superintendent by March 1st. Further, employees shall notify the Superintendent in the event they wish to be considered for a transfer to an open position during the school year. Employees seeking to transfer within their current discipline and teaching level (pre-school, early childhood, elementary, middle or high school) will not be required to provide a demonstration lesson.

(4)       Although the COMMITTEE and the ASSOCIATION recognize that some transfer of employees from one (1) school to another is unavoidable, they also recognize that frequent transfer of employees is disruptive to the educational process and interferes with the optimum employee performance. Thus, to the extent practicable and consistent with the instructional requirements and best interests of the school system and the pupils, the following procedure will apply:

(a)        Volunteers for transfer will be considered for transfer first.

(b)       Involuntary transfer will be made only after a meeting with the employee involved and the Superintendent (or his / her designee), at which time the employee will be notified of the reasons for the transfer. In the event that a employee objects to the transfer at this meeting, upon the request of the employee, the ASSOCIATION will be notified and the Superintendent (or his designee) will meet with the ASSOCIATION's representative to discuss the transfer.

In the event the Superintendent maintains his/her decision, the employee and the ASSOCIATION will be notified in writing, and the decision of the Superintendent shall be final.

(5)       Employees shall be notified in writing of any changes in their programs and schedules for the ensuing school year, including the schools to which they will be assigned, the grades and/or subjects that they will teach, and any special or unusual classes or assignments that they will have, as soon as practicable and under normal circumstances not later than ten (10) days prior to the last student day in June; provided that in the event of a change in circumstances or conditions, such assignments may be changed as required to meet the situation and the employee or employees concerned be notified in writing before the opening of schools.

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

J.        Textbooks

(1)       Decisions as to the selection of textbooks shall be a matter reserved in accordance with applicable statutes and the policy of the COMMITTEE.

(2)       Careful consideration and response will be given to the recommendations of the staff.

(3)       Except for the obtaining of recommendations from the staff, the matters enumerated in Paragraph I, Textbooks, shall not be subject to the Grievance and Arbitration procedures set forth in this Contract.

(4)       The textbooks and/or materials will be supplied to the employees in a timely fashion.

K. No individual covered by the recognition section of this Contract shall be required to sign in at the beginning of the regular school day or to sign out at the end of the regular school day.

L.       Agency Service Fee

Commencing on September 1, 1984, all members of the bargaining unit who are members of the ASSOCIATION as of the ratification date of this Agreement and all new employees hired after said date shall be required as a condition of their employment, to pay an agency service fee. Said fee shall be in an amount and be implemented as prescribed under M.G.L. c.150E and the regulations of the Massachusetts Labor Relations Commission thereunder.

Commencing on September 1, 1986, all members of the bargaining unit who were employed but were not members of the ASSOCIATION as of the ratification date of this Agreement shall be required to pay the agency service fee. For such employees, the sole and exclusive remedy for non-payment of the fee shall be for the ASSOCIATION to proceed to court for collection of the fee. The COMMITTEE shall not be responsible for the implementation, collection or enforcement of the agency service fee, except that it will supply any required documentation to establish that a person is a member of the bargaining unit subject to the fee, and it will grant one (1) representative of the ASSOCIATION such paid leave as is reasonably necessary for court appearances to collect the fee.

The ASSOCIATION agrees that it will indemnify and hold the COMMITTEE harmless for any action taken against an employee as a result of this agency service fee agreement, including but not limited to any legal expenses incurred.

In the event of conscientious objection to payment of the agency service fee, a member of the bargaining unit may pay the amount of the fee to the Association Scholarship Fund.

M.      Paraprofessional Staff

The ASSOCIATION and the COMMITTEE recognize that paraprofessional staff will be deployed flexibly based upon student needs within buildings.

ARTICLE IV

PROFESSIONAL IMPROVEMENT

A.        All courses applied to placement on the B plus 15 and/or M plus 15 and/or M plus 30 and/or M plus 45 and/or M plus 60/Doctorate salary schedules shall be earned from a graduate degree-granting institution and shall have been approved in writing by the Shrewsbury Superintendent of Schools before the third session of the class.

B.        In order to be eligible for changes in salary scale placement resulting from professional improvement courses and/or the award of advanced degree, employees must provide notice of anticipated schedule changes to the Superintendent’s office no later than April 1 for the upcoming school year with the understanding that the anticipated courses or degrees may not actually be completed. All changes in a salary schedule placement resulting from professional improvement courses and/or the award of an advanced degree shall be effective as of September 1st following the completion of the course, courses or degree granting program. Proper certification of course credits and/or the completion of a degree program shall be presented to the Superintendent of Schools no later than October 1st to be credited for salary schedule recognition as of the preceding September 1st.

C.        Tuition Reimbursement

(1)       Approved professional improvement courses shall be reimbursed up to maximum of One Thousand ($1,000.00) Dollars per year.

It is the employee’s responsibility to complete and submit a Course Approval Form to the Assistant Superintendent’s office before the second class. For any course that will not receive approval, notification will be given to the employee prior to the third class session. It is recommended that employees submit forms as soon as possible.

Reimbursement will be granted upon the prior approval of the course by the Assistant Superintendent considering the District, school or educator goals and submission of a receipt of payment and transcript, indicating a grade of B or its equivalent.

(2)       A employee may be required by the Superintendent to take a specific course or courses. Such employee will be reimbursed for the full tuition cost of the course and may apply the course for professional improvement salary schedule advancement.

D.        Professional Development Days

Subject to the approval of the superintendent of schools, the content of the scheduled professional development days shall be the responsibility of a staff professional development committee composed of ten (10) designees of the ASSOCIATION President and five (5) designees of the Superintendent.

E.         In-District Credit

The administration will provide in-District professional development offerings that are eligible for movement on the salary schedule. These offerings will be based on current research, best practices and the priorities of the District, as determined by the administration. These offerings are designed to benefit both the District and the staff by contributing to the overall capacity of the staff to enhance student learning. These offerings are in addition to the regular professional development that is provided and will continue to be provided in the District. The Professional Development Committee referred to in Article IV, Paragraph D, may provide input to the administration regarding potential topics for the various professional development offerings.

In-District credit towards a lane change may be earned by successful completion of certain graduate level type courses, workshop series, or other activity including, but not limited to: curriculum development/revision; curriculum review programs; special projects related to curriculum, instruction or assessment; technology training, and approved in advance, in writing, by the administration.

The formula for awarding District credit and professional development points (PDPs) will be based on the following:

Twelve (12) hours of participation equals one (1) district credit and twelve (12) PDPs. Twenty-four (24) hours of participation equals two (2) district credits and twenty-four (24) PDPs. Thirty-six (36) hours of participation equals three (3) district credits and thirty-six (36) PDPs. Participation is defined as the number of hours of required attendance. Work outside of the actual class sessions will be expected, including an end of course observable demonstration learning that could include a written product or other documentable product/outcome.

Staff members who wish to offer a professional development opportunity under this in-district program must submit a proposal to the Assistant Superintendent. The proposal will include a statement of purpose, syllabus, schedule of dates/days/times of the offering, participation requirements, and anticipated products/outcomes. Prior to submitting the proposal to the Assistant Superintendent the staff member(s) will discuss the proposal with the Building Principal, and where applicable, the department director. The Assistant Superintendent will approve or not approve the proposal within a reasonable period of time. A staff member who submits a proposal that is not approved may meet with the Assistant Superintendent to discuss the reason(s) for the non-approval and have the opportunity to re-submit the proposal with any agreed to modifications. Any proposal submitted for approval must be for a minimum of twelve (12) hours (1 credit) of participation. The SEA will be notified of each proposal that is approved or not approved.

Staff members who wish to enroll in an in-district professional development activity will be required to submit a District Credit Request approval form to the Assistant Superintendent no later than one week prior to the first session. This approval form will include the employee’s rationale and goals for participation in the offering. The Assistant Superintendent will approve/not approve the request prior to the start of the offering. The decision to approve the request will include the relevancy of the offering to the participant’s role as an educator in Shrewsbury. For example, a content specific course in the social sciences department at the high school would likely be approved for a social sciences employee but not a mathematics employee. The administration will notify the SEA of any request that is not approved.

The cost, if any, to participants for these offerings will be determined by the administration. The cost will not exceed $120 per credit. There may be a separate fee for materials. The administration may require a minimum enrollment. Staff members may utilize the tuition reimbursement benefit (Article IV, Paragraph C) for the per credit cost of any offering. Materials are not considered reimbursable expenses.

A course instructor will receive compensation of $900 per credit for District-sponsored courses.

Workshop presenters will be compensated at the professional development presenter’s rate as outlined in Appendix D of this Contract. Special project facilitators will be compensated at the stipendiary rate as outlined in Appendix D of this Contract. Instructors/presenters/facilitators will be eligible to receive twice the number of PDPs given to participants, to a maximum of 24 (twenty-four) PDPs, for the first time the offering is provided, consistent with DESE relicensure guidelines.

At the close of each school year the SEA will receive a summary of the income and expenditures associated with the above described in-District program.

College graduate courses will still be offered and encouraged. Successful completion of a three (3) credit college graduate course, not a Shrewsbury district course offering, entitles the participant to 67.5 PDPs.

The District will provide in-District graduate credit for the Sheltered English Immersion endorsement course related to the RETELL initiative at three (3) credits for the full course, two (2) credits for the longer bridge course, and one (1) credit for the shorter bridge course for employees, or the short course for administrators such as department heads; however, this is limited specifically to these SEI endorsement courses. The District will work with the Professional Development Committee to offer in-District experiences that will help educators fulfill their ELL or Special Education PDP requirements

ARTICLE V

LEAVES OF ABSENCE

A.        Personal Days

Each employee shall be permitted three (3) Personal Days with pay each school year to be used for personal, legal business, household, medical or family matters which require the individual to be absent. Advanced notice is given whenever possible. Personal days shall not be taken for recreational and/or leisure activities.

(1)       Each employee shall be permitted three (3) Personal days without reason and unused days may be added to sick leave accumulation at the end of the school year.

(2)       No contract guaranteed Personal Day shall be denied for personal, legal business, household, medical or family matters which require the individual to be absent.

(3)       Personal Days may not be taken prior to or immediately following a vacation or holiday except in case of an emergency and upon approval of the Superintendent of Schools.

(4)       A personal day may be requested for Good Friday when Good Friday is a scheduled work day. However, there will be a maximum limit of ten percent (10%) of the professional (SEA) staff allowed to take such personal day on Good Friday based on the order of the requests.

B.        Temporary Leaves of Absence With Pay

Employees will be granted the following temporary leaves of absence with pay each school year upon the approval of the Superintendent of Schools.

(1)       Days for visiting other schools, attending or presenting at meetings or conferences of an educational nature. Presentations for which the staff member is compensated (other than an honorarium of $100 or less) are excluded from this provision. Presentations for which a staff member is offered compensation in excess of $100, the staff member has the option of taking the day(s) without pay and keeping the compensation, or keeping $100 and accessing the balance for classroom materials.

(2)       Time necessary for appearances in any legal proceeding connected with the employee's employment or with the school system.

(3)       Up to five (5) school days at any one time in the event of death in the immediate family. Immediate family is construed to include only parent, parent-in-law, grandparent, grandchild, wife, husband, domestic partner, child, stepchild, brother or sister, or person residing in the immediate household as approved by the Superintendent of Schools. Three (3) days shall be provided in the event of the death of a brother-in-law or sister-in-law. One (1) day shall be provided in the event of the death of an extended family member not listed above.

(4)       Employees covered by this Agreement shall be granted up to three (3) days of leave in any one (1) school year for time actually lost for observance of a recognized major religious holiday of the religious faith to which such person belongs when such holiday falls on a day on which the person is required to work and when it is a tenet of the religion that the employee refrain from work on such holiday. The following are examples of “recognized major religious holidays” which may fall on a day on which the person is required to work:

Rosh Hashanah

Yom Kippur

Good Friday of the Orthodox Church

Notification by the person of his/her intention to take such leave shall be made to the appropriate administrator as far as possible in advance of such holiday, but in no event less than seventy-two (72) hours in advance of such holiday. Whether other days are “recognized major religious holidays” shall be determined by the Director of Human Resources upon request of the Association or the employee covered by the Agreement.

(5)       At the discretion of the Superintendent of Schools, Leaves of Absence to attend courses, workshops, seminars, or grants to summer school (e.g., NDEA) which begin before the end of the school year and/or for travel during the last week of school to enable the employee to arrive in time for the beginning of such a course, workshop, etc., said days of leave to be charged to Personal days and/or Sick Leave Days.

(6)       Association Day: A maximum total of ten (10) school days for ASSOCIATION Representatives to attend meetings, conferences and/or conventions of the Massachusetts Teachers Association and/or the National Education Association. The ASSOCIATION will notify the Superintendent in writing which representatives are to attend. Effective with the 2010/11 school year the maximum days shall increase to seven (7); effective with the 2011/12 school year the maximum days shall increase to nine (9); effective with the 2012/13 school year the maximum days shall increase to ten (10).

(7)       The President and/or Co-Presidents of the Shrewsbury Education Association will be exempt from all duties during the school year.

C.        Sick Leave

(1)       Any employee who shall be absent in any school year on account of personal sickness or any quarantine regulations of the Board of Health shall be granted Sick Leave benefits to the extent of their accumulated Sick Leave which shall be earned as follows:

(a)        All employees covered by this Contract shall be granted sick leave not to exceed fifteen (15) days per year.

(2)       (a)       Employees may accumulate Sick Leave to a maximum of one hundred eighty-five (185) days.

(b)       Employees may utilize up to five (5) days of their earned sick leave per year to care for sick members of their immediate families. In cases where the circumstances would qualify for FMLA Leave, an additional three (3) days may be utilized.

(3)       The annual sick leave amount will be pro-rated for those employees who commence or end employment in the course of the school year.

(4)       The COMMITTEE or the Superintendent may, if there is reasonable cause to believe there is an abuse of the Sick Leave Policy, require an examination of the employee by a COMMITTEE-selected physician. Said examination shall be at the expense of the COMMITTEE.

D.        Sick Leave Upon Retirement

Upon retirement from teaching, in accordance with the rules and regulations of the MTRS, a employee with a minimum of ten (10) years of service in the Shrewsbury Public Schools, and who retires at the end of the school year shall be paid for unused accumulated sick days, at his/her per diem rate, up to but not in excess of thirty-five (35) days. To be eligible for sick leave buyback the employee must submit a letter of retirement by December 1 preceding the retirement.

It is understood that a employee may still elect to retire at a time other than the end of the school year, but such employee shall not be eligible for sick leave buyback.

E.         Combining Sick Leave Days and Personal Days

In the case of an emergency, the Superintendent, on request of an employee, shall combine earned and unused Personal Days and Sick Days which, by vote of the COMMITTEE, may be applied against days lost due to the emergency.

F.         Sick Leave Bank

The COMMITTEE shall establish by policy a Sick Leave Bank for use by employees covered by this Contract and other employees shall have a right to join. The Sick Leave Bank Committee constitutes a policy set by the Shrewsbury School Committee and will not be subject to the formal grievance procedure provided in any contract. The Sick Leave Bank shall be administered by the Sick Leave Bank Committee and affected through the Office of the Superintendent of Schools. The Sick Leave Bank shall be established to include the following provisions:

(1)       Sick Leave granted by the Sick Leave Bank may only be used for prolonged illness.

(2)       Sick Leave which may be granted by the Sick Leave Bank may only be used upon exhaustion of an eligible employee's accumulated personal Sick Leave and personal days.

(3)       Sick Leave which may be granted by the Sick Leave Bank shall be granted only upon majority vote of the Sick Leave Bank Committee. Sick Leave may be denied if there is evidence of an irregular absentee record.

(4)       The Sick Leave Bank Committee shall consist of one (1) employee from each school, one (1) Unit B representative, one (1) clerical representative, and one (1) representative from the Central Office Professional Staff. An employee wishing to join the Sick Leave Bank should make such application through the employee’s Sick Leave Bank Committee representative.

Duties of the Sick Leave Bank Committee shall be as follows:

(a)        to govern all phases of the Sick Leave Bank.

(b)       To make final recommendations to the School Committee concerning all decisions made by the Sick Leave Bank.

(c)        To conduct a review of all long term cases at twenty (20) work day intervals.

(d)       The Sick Leave Bank Committee will notify the applicant after seventy-five (75) days of sick leave have been granted. After one hundred (100) days of sick leave have been allocated and used, the applicant will be paid on a three (3) day per week basis until the remaining portion of the one hundred eighty-one (181) days is exhausted.

(e)        To review all medical statements sent by the borrower’s physician at the end of the twenty (20) days and each succeeding twenty (20) day periods.

(f)        The Sick Leave Bank Committee has established a quorum of six (6) members for the purpose of enacting business and voting.

(5)       Participation in the Sick Leave Bank shall be on a voluntary basis.

(6)       One (1) earned day of an employee's accumulated sick leave or personal day leave will be donated by such employee through the Sick Leave Bank Committee. A participating member is one who has contributed an earned day, and remains a member until an assessment of an additional day(s) is required. An assessment will occur upon agreement by the Shrewsbury Education Association and the School Committee upon the recommendation of the Sick Leave Bank Committee.

(7)       The Sick Leave Bank shall be open to membership for all members of the faculty (Unit A and Unit B) and clerical employees of the School Department of the Town of Shrewsbury. (See Section 11 below for staff hired on or after July 1, 1996.)

(8)       Each employee who is eligible to participate in the Sick Leave Bank, and who chooses not to participate, shall be required to sign a release to the School Department.

(9)       No employee eligible for benefits under the Sick Leave Bank shall be granted more than one hundred eighty-one (181) days of additional Sick Leave. For an illness exceeding one hundred eighty-one (181) days refer to Extended Sick Leave Bank (Section (G) below).

(10)     Employees shall be eligible for benefits under the Sick Leave Bank only while employed in the Shrewsbury School System. Employees who are eligible to join the Sick Leave Bank and who have previously not done so, may, upon fulfilling the requirements to receive benefits from the Sick Leave Bank, join the Sick Leave Bank by completing the necessary enrollment application by October 31.

(11)     New staff hired on or after July 1, 1996:

(a)        Employees are not eligible to access the Sick Leave Bank during their first year of employment.

(b)       Employees are eligible to access the Sick Leave Bank during their second year of employment at a rate equal to sixty (60%) percent of the full benefit (e.g., sixty (60%) percent pay).

(c)        Employees are eligible to access the Sick Leave Bank during their third year of employment at a rate equal to seventy-five (75%) percent of the full benefit (e.g., seventy-five (75%) percent pay).

(d)       Employees are eligible to use the Sick Leave Bank at the full benefit rate in their fourth year of employment.

(12)     Reports of the use of the Sick Leave contributed to the Sick Leave Bank shall be made quarterly to the ASSOCIATION, the Superintendent of Schools and the COMMITTEE, by the Sick Leave Bank Committee.

(13)     The COMMITTEE shall be authorized as part of its policy establishment of the Sick Leave Bank to make such other rules and regulations as are necessary for the implementation of the Sick Leave Bank as described above.

(14)     Sick Leave Bank Application Procedure:

(a)        Members must exhaust all accumulated sick leave and personal days before drawing from the Sick Leave Bank.

(b)       All applications made to the Sick Leave Bank must be in writing, on a form supplied by the Sick Leave Bank Committee, and submitted to the applicant’s Sick Bank Committee representative or to the Sick Leave Bank Committee.

(c)        All applicants must submit a doctor’s statement, on a form supplied by the Sick Leave Bank Committee, containing the nature of the illness and the approximate number of days the applicant will be unable to work.

(d)       There will be a four (4) work day waiting period between expiring of the applicant’s accumulated sick leave and personal days and the borrowing of days from Sick Leave Bank. (This clause is subject to review by the Sick Leave Bank Committee.)

(e)        There will be a four (4) day waiting period between successive applications to the Bank. (This clause is subject to review by the Sick Leave Bank Committee.)

(f)        Application to the Sick Leave Bank Committee may be made prior to the expiration of the applicant’s accumulated sick leave and personal days, including certification by a physician, to expedite benefits.

(g)       No employee eligible for benefits under the Sick Leave Bank shall be granted more than 181 days of additional sick leave. Refer to Extended Sick Leave Bank (section (G) below).

(h)      Sick Leave days are defined as contract work days.

(i)       Sick Leave, which may be granted by the Sick Leave Bank Committee, shall be granted only upon majority vote of the Sick Leave Bank Committee.

G.       Extended Sick Leave Bank

(1)        Contributions to the extended Sick Leave Bank shall consist of the voluntary-giving of earned accumulated Sick Leave Days by any member of the Bank. Extended Sick Leave Days shall be carried in a special account.

(2)       Three (3) donated Sick Leave Days shall provide one (1) extended sick leave coverage day to be assigned by the Sick Bank Committee in accordance with the requirements of the Bank to a member of the Sick Leave Bank who has exhausted his one hundred eighty-one (181) Sick Leave Bank days.

(3)       The assignment of available extended coverage days from the Special Account to an individual in any one (1) month period of absence shall not exceed the total dollar amount of the individual's health, life and disability insurance monthly deductions, plus two (2) days per week compensated at a per diem rate. The extent to which the special account can be used by any person will depend upon the number of voluntary contributions made by the members of the Sick Leave Bank.

(4)       Any retiree may donate accumulated sick leave to the Extended Sick Leave Bank by notifying the Sick Leave Bank Committee Chairperson or Secretary in writing prior to their last day of service.

(5)       A study committee will be formed in the fall of 2010 to explore the establishment of a long-term disability plan to replace the Extended Sick Leave Bank.

H.       Maternity, Child-rearing and Adoption Leave

(1)        As soon as practicable, but within at least four (4) months of the anticipated date of delivery, the employee shall so inform the Superintendent in writing.

(2)       The decision of when the maternity leave shall commence will be jointly determined by the employee and her physician.

(3)       The employee shall notify the Superintendent of the anticipated length of her maternity leave up to a maximum of twelve (12) weeks if eligible for leave under the Family Medical Leave Act, or otherwise up to eight (8) weeks. Such leave shall be unpaid, provided, however, that the employee shall be entitled to access her accrued sick leave for any period of disability related to childbirth which causes the employee to be unable to work, as determined by the employee’s physician

(4)       An employee who has been employed as an employee in Shrewsbury for three (3) consecutive years or more may be granted an extended child rearing leave subject to the following conditions:

(a)        Notice of the intended leave and its anticipated duration must be provided to the Superintendent no later than four (4) months before the leave is to commence. It is understood that in cases of adoption providing notice four (4) months in advance of an intended leave is not always possible;

(b)       The leave shall terminate on the first or second September after it commenced, or an earlier date corresponding to the academic schedule, subject to the approval of the Superintendent;

(c)        In no event shall a maternity leave include time in more than two (2) school years; and

(d)       Child-rearing leave shall be unpaid, except that an employee may use up to a maximum of eighteen (18) days of his or her accrued sick or personal leave during such period.

(5)       Upon returning from maternity, child-rearing, or adoption leave, an employee will be returned to the same position, or to a similar position which s/he held at the time the leave commenced.

(6)       Any benefits to which an employee on maternity, child-rearing or adoption leave was entitled under the Collective Bargaining Agreement will be restored to the employee upon return and the employee will be placed on the applicable salary schedule at the step which she/he had attained when the leave commenced, except that an employee who has taught ninety-one (91) days or more in the school year in which the leave commenced will be placed on the next step of the applicable salary schedule.

(7)       Any period of leave due to maternity, child-rearing or adoption leave shall be charged to and run concurrently with leave available under the Family Medical Leave Act.

I.        Sabbatical Leave

(1)      All employees covered by this Agreement who have served continuously for five (5) years in the Shrewsbury Public Schools shall, upon approval of the Superintendent of Schools, be granted Sabbatical Leave of absence not exceeding one (1) year for approved study, Administrative internship, or subject-matter travel; provided however, that when such employee has been voted a leave of absence by the COMMITTEE, for approved graduate study, and/or exchange type teaching, Administrative Internship, and evidence of successful completion of the work in the form of documentation are on file in the Superintendent's office, those years of service in Shrewsbury, prior to the voted leave of absence described herein, will be credited to the Sabbatical Leave five (5) year service requirement.

(2)       An employee on Sabbatical Leave shall receive compensation equal to the difference between his/her annual salary and the total amount or amounts of any grants or financial assistance s/he may have received, provided, however, that in no event shall the amount of salary to be paid to said employee exceed one-half (½) the annual salary to which s/he would have been entitled had s/he remained in the school system that year. The term "grants or financial assistance" shall not include the cost of required tuition or book expense where such can be verified.

(3)       Requests for a Leave of Absence for Sabbatical Leave shall be made in writing no later than November 1st preceding the school year for which the leave is requested, unless otherwise agreed.

(4)       Before beginning the Sabbatical Leave, the employee shall enter into a contract to return to active service in the Shrewsbury Public Schools for a period of at least two years after the expiration of such leave. An employee who defaults in completing this service, shall repay to the TOWN OF SHREWSBURY an amount equal to such proportion of salary received while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered; provided, however, that the employee shall be released from such payment if his failure to serve the two years as stipulated be due to his illness, disability, or death, or if s/he can be discharged from his position by the Superintendent.

(5)       Not more than one (1%) percent rounded off to the nearest person of the members of the total professional staff shall be granted leave during any one (1) year. In the event that a number of applications in excess of one (1%) percent of the total professional staff are received, the following factors will be taken into account in assigning leave:

(a)        Educational value of the proposed project to the school system.

(b)       Length of service in the Shrewsbury Public Schools.

(c)        Priority of application (date).

J.        Jury Duty

Provided that where applicable the employee involved uses his/her best efforts to be excused, an employee required to perform jury duty shall be compensated in the amount of the difference between his/her regular pay (including stipends) and jury duty pay (exclusive of mileage).

K.       Professional Association Leadership Position

Any employee with professional status covered by this Contract, upon his/her written request, may be granted an unpaid leave by the Superintendent to accept an appointment by the SEA, MTA, NEA, such leave not to extend more than two (2) years.

L.       Return from Leave

Any employee on leave during a school year shall be required to provide written notice of his/her intent to return the following year to the Superintendent no later than March 15. Such notice will be stated in the Superintendent’s letter of approval. In the absence of such notice, the Superintendent will inform the ASSOCIATION and attempt to contact the employee. Failure to provide such notice by April 1 shall be deemed a resignation by the employee from his/her position effective at the conclusion of the academic year.

M.      Military Leave

Employees covered by this Agreement who are members of any unit of the U.S. Reserves or the state National Guard and who are called to duty for their annual temporary active duty training shall receive pay for the difference between their regular pay and the pay which they receive from the state or federal government, provided such temporary active duty cannot be fulfilled on days when school is not in session. There will be a maximum of ten (10) days per school year per employee granted under this provision.

An employee who is required to extend the active duty beyond ten (10) days will be placed on military Leave Without Pay. Upon return from such leave, the employee shall be placed in a position similar to the position held at the time the Leave commenced.

N.       Adoption Leave

An employee covered under this Agreement who adopts a child shall be granted adoption leave as follows: The employee shall be entitled to a leave of absence in accordance with the Family Medical Leave Act (FMLA). While on adoption leave the employee will be allowed to utilize accumulated sick leave for a maximum of six (6) weeks. Any additional adoption leave shall be unpaid. Adoption leave will not be eligible for benefits from the sick leave bank. Any employee requesting adoption leave shall provide proper notification to the Superintendent of Schools at least two (2) months in advance of the date the leave is to begin, if possible. Such notification will include documentation from the adoption agency to confirm the adoption.

O.       Paternity Leave

An employee covered under this Agreement shall be granted paternity leave in order to care for the employee’s child after birth as follows. The employee shall be entitled to a leave of absence in accordance with the Family Medical Leave Act (FMLA). While on paternity leave the employee will be allowed to utilize accumulated sick leave for a maximum of six (6) weeks. Any additional paternity leave shall be unpaid. Paternity leave will not be eligible for benefits from the sick leave bank. Any employee requesting paternity leave shall provide proper notification to the Superintendent of Schools at least two (2) months in advance of the date the leave is to begin, if possible. A paternity leave must commence within forty-five (45) calendar days from the date of birth. Such notification shall include medical documentation.

ARTICLE VI

EMPLOYEE EVALUATION

The purpose of evaluation is to recognize excellence and provide a means of improvement in the delivery of the educational program to Shrewsbury School students. A free exchange of ideas is beneficial between employees and administrators, and this may occur during informal observations. This free exchange between employee and administrator should provide a positive basis for the formal evaluation. The employee evaluation process is described in detail in the Evaluation Agreement negotiated by the COMMITTEE and ASSOCIATION shall be included as an appendix to this Agreement.

Review of Personnel File and Related Information

(1)       An employee or support staff shall have the right to review the contents of their personnel file and such staff shall have the right to receive a copy of any document in the file, which copy shall be made in the school offices by the School Department at the expense of the employee or support staff.

(2)       No material derogatory to an employee or support staff’s conduct, service, or personality shall be placed in his/her personnel file unless the staff member has had the opportunity to review the material.

(3)       The employee or support staff shall acknowledge that he/she has had the opportunity to review the material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof.

(4)       The employee or support staff shall also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent and attached to the file copy.

Evaluatory personnel must be aware of the desirability, in fairness to the employees and support staff, of giving the staff member prompt notice of any complaints received relative to such employee or support staff from other staff, from parents, or from students which may have a bearing on the professional evaluation of the employee, so as to give the staff member adequate and early opportunity to clarify the situation.

The ASSOCIATION recognizes the authority and responsibility of the Principal for disciplining or reprimanding an employee or support staff for delinquency of professional performance. If an employee or support staff is to be disciplined or reprimanded by a member of the administration, he/she shall be entitled to have a representative of the ASSOCIATION present in accordance with law.

No employee or support staff with professional status shall be disciplined, suspended, given a written reprimand, reduced in rank or compensation, or deprived of any professional advantage, or terminated without just cause, provided, however, that disputes regarding termination or suspension shall be processed and resolved in the manner and according to the standards established by statute. Disputes regarding any other form of discipline shall be resolved by the Superintendent of Schools under the grievance procedure with an appeal from his/her decision directly to arbitration.

ARTICLE VII

REDUCTION IN FORCE

The COMMITTEE will determine the number of teaching and other professional positions which are needed in the school system. If the COMMITTEE determines that the number of such positions is to be reduced, it agrees to accomplish such reduction as follows:

(1)       The Superintendent of Schools will attempt to accomplish reductions through attrition and voluntary resignations.

(2)       The Superintendent of Schools will not renew temporary employees.

(3)       An employee with professional status will not be laid off if there is an employee without professional status whose position the employee with professional status is qualified to fill.

(4)       When the number of employees with professional status is to be reduced, the order in which employees shall be laid off shall be determined on the basis of the following factors:

-           Quality of performance, which shall be based on evaluations of the past five (5) school years.

-           Professional training which shall mean area of certification(s) and major/minor field(s) of study.

-           Experience which shall mean an employee's total teaching experience and/or work related experience.

-           Demonstrated needs of the school system.

Where, in the judgment of the Superintendent of Schools the above factors are substantially equal, employees will be laid off in order of their seniority as employees of the COMMITTEE, those with the least seniority to be terminated first. Seniority shall be defined as years, months and days of continuous service as a professional employee in the Shrewsbury School System, from the date that the employee initially began work, excluding any unpaid leave of absence, which leaves shall not be credited for seniority, but shall not be a break in continuity of service.

In cases of identical date of seniority, seniority shall be determined by the drawing of lots by such employees or their designees.

(5)       Employees with professional status who are laid off shall be entitled to re-call rights through the first day of the second school year following the lay-off. During said period employees shall be recalled in accordance with the criteria set forth in the preceding paragraph.

(a)        Employees on re-call shall be notified by certified mail of any open positions within their areas of certification within the school system. Each employee shall provide to the Superintendent a mailing address and a list of their certification(s) no later than fifteen (15) days after notification of termination. Failure to apply for an open full-time permanent position within fifteen (15) calendar days of notification shall terminate all rights under this Article, provided, however, that with any opening which arises after the first Friday in August the deadline for application shall be set by the Superintendent. If re-call is offered, the employee must deliver an executed contract to the Superintendent within five (5) working days of presentation of the contract to the employee.

(b)       Employees laid off under this Section shall be given priority on the substitute list during said recall period if they so indicate in writing to the Superintendent no later than fifteen (15) days after notification of termination.

(c)        Employees laid off may, to the extent permitted by law, continue group health and life insurance during said recall period at their own expense. Failure to forward full premium to the business office shall terminate this option.

(6)       A list specifying the seniority of each member of the bargaining unit shall be prepared by the Superintendent of Schools and forwarded to the President of the Association by October 15 of each year. If no challenge to the list is made by the ASSOCIATION within thirty (30) days of receipt of the list, the list stands as written.

ARTICLE VIII

MISCELLANEOUS

A.       Annual Increments - Employees' Schedule

(1)      Annual increments shall be paid to all eligible employees in amounts provided in the salary schedule, except upon written notification of the Superintendent, which notification is to be for cause as to an individual employee. (The provisions of Article IV and Paragraph C of Article VII are eligibility requirements and are exempt from these procedures.)

(2)      Any employee denied an increment shall upon written request directed to the Superintendent within fourteen (14) days following his receipt of written notice of the denial of the increment, be entitled to a full hearing before the Superintendent, which hearing may be public or private at the employee's option. The employee may be represented by the ASSOCIATION or Counsel at his option, and the Superintendent after such hearing shall transmit its decision in writing together with its reason to the employee within fourteen (14) days following the hearing. The hearings shall be concluded prior to June 1 of each year provided this is practicable and any delay is not caused as a result of the request of the employee. This paragraph is not subject to the Grievance procedure, but the decision may be submitted to Arbitration within thirty (30) days following the date a decision is due hereunder in accordance with Sections 4 through 6 of Article IX.

B.        Coaches Schedule

Coaches will be in accordance with Schedule attached to this Contract.

C.        B+l5 Employees' Salary Schedule - Requirements

Employees eligible for the B+15 Salary Schedule must complete the requirements for a Master's Degree within three (3) years next following being placed on such schedule. In the event such employee does not complete the requirements within the time required s/he shall be returned to the Bachelor's schedule at the appropriate step.

D.        Practice Teaching

The supervising employee of a Practice Employee may permit the Practice Employee to teach independently after the third week of practice teaching, provided, however, that such teaching is on an independent basis pursuant to a specific schedule which has been approved in advance by the Building Principal.

E.         Effective Date of Salary Schedules

(l)       The salary schedules in this Contract shall be effective on the dates set forth therein.

F.         No Strikes

(1)        During the term of this Agreement, no employee covered by this Agreement shall engage in, induce, or encourage any strike, work stoppage, slow-down or withholding of services by such employees.

(2)       Any action by the COMMITTEE to enforce the provisions of this paragraph shall not be subject to the Grievance and Arbitration procedures set forth in this Contract.

G.        Bargaining During the Contract

Each of the parties to this Agreement acknowledges that during the Collective Bargaining process which preceded the execution of this Contract they each had free opportunity to present any and all matters properly to be raised in the Collective Bargaining process. Therefore, from the date of the execution of this Agreement until August 24, 2009, neither party shall be required to negotiate with respect to any such matter whether raised or not raised in Collective Bargaining, whether covered or not covered by this Agreement, and whether or not within the knowledge or contemplation of either or both the parties at the time this Contract was negotiated or executed; except insofar as this Contract in its "Duration" article provides for bargaining to begin for the period to commence August 24, 2009.

H.       Waiver

Failure of either party to this Agreement to exercise its rights or obligations hereunder, at any one time, shall not be deemed a waiver of the right of such party to exercise such rights or obligations in the future.

I.        Amendment to This Agreement

This Agreement may only be amended by a written instrument executed by the duly authorized representatives of both parties thereto.

ARTICLE IX

GRIEVANCE AND ARBITRATION

Section 1.

A grievance is a dispute concerning the interpretation, meaning or application of this Agreement or any amendment or supplement thereto, except such disputes concerning such matters which are specifically excluded from the Grievance and Arbitration procedures by other paragraphs of this Contract.

Section 2.

The time limits indicated hereunder will be considered maxima unless extended by mutual agreement. The time limits in Sections 3 and 4 shall refer to school days, except that any grievance which arises within the last thirty (30) days of the school year shall be submitted simultaneously to the Principal or immediate supervisor and the Superintendent, and in no event shall such grievance be presented later than June 30.

The terms when used in this Article shall mean calendar days.

Section 3.

Level 1.

(a)        A employee with a Grievance will first discuss it with his / her principal or immediate superior, either directly or through the ASSOCIATION's School Representative, with the objective of resolving the matter informally. All decisions at this level shall be reported forthwith in writing to the Superintendent of Schools and shall be subject to his approval.

(b)       If the Grievance is not received by the Superintendent of Schools within thirty (30) days after the aggrieved party knew or should have known of the act or condition on which the Grievance is based, the Grievance will be considered as waived. An alleged waiver will be subject to arbitration pursuant to Level Four.

Level 2.

(a) If the Grievance is not settled within five (5) days after presentation at Level One, the aggrieved employee or the ASSOCIATION may within five (5) days thereafter refer it in writing to the Superintendent of Schools. There shall be a meeting with the ASSOCIATION and the Superintendent as soon as practicable after receipt of the written Grievance. A representative of the Massachusetts Employees Association may be present at this meeting.

Level 3.

If the Grievance is not settled within ten (10) days from the receipt of the Grievance by the Superintendent of Schools, the aggrieved employee of the ASSOCIATION may submit said Grievance in writing to the COMMITTEE.

The COMMITTEE, in conjunction with the superintendent shall determine whether a grievance submitted at this level is within the jurisdiction of the COMMITTEE under the Education Reform Act of 1993. Should the COMMITTEE determine that the grievance is not within its jurisdiction, it will so notify the ASSOCIATION, and thereafter the ASSOCIATION may proceed to arbitration as provided in Level 4 below.

There shall be a meeting with the ASSOCIATION and the COMMITTEE as soon as practicable after receipt of the written Grievance. A representative of the Massachusetts Teachers Association may be present at this meeting.

The COMMITTEE shall give the aggrieved employee and/or ASSOCIATION its decision in writing within fifteen (15) days of the Level 3 hearing.

Level 4.

If the grievance is not settled at Level Three and if the ASSOCIATION determines the grievance alleges a violation by the COMMITTEE of any of the provisions of this Agreement, it may, within twenty(20) days after the COMMITTEE's written response refer to arbitration as hereinafter provided.

Section 4.

Any grievance which alleges a violation by the COMMITTEE of one (1) or more provisions of this Agreement and which has not been settled under the procedure set forth herein may be submitted by either party to the American Arbitration Association within the time prescribed. The parties will be bound by the rules and procedures of the American Arbitration Association in the selection of an Arbitrator.

Section 5.

The Arbitrator so selected will confer with the representative of the COMMITTEE and the ASSOCIATION and hold hearings promptly and will issue his decision, award, and reasons therefore not later than thirty (30) days from the date of the close of the hearings, or if oral hearings have been waived, then from the date the final statements and briefs are submitted to him.

The Arbitrator will be without power or authority to make any decision of award which is violation of the laws of the Commonwealth, or requires the commission of an act prohibited by law, or which violates the terms of this Agreement. The Arbitrator will be without power or authority to render an award or decision concerning any matter which has been excluded from the Grievance and Arbitration procedures of this Contract. The Arbitrator shall be without power or authority to make any decision which violates the policy of the COMMITTEE except as specifically modified by the terms of this Contract. The Arbitrator shall be without power or authority to make any decision or award concerning any matter within the definition of a Grievance, which occurred or failed to occur prior to August 24, 2003.

The decision of the Arbitrator will be final and binding except for review or confirmation as provided by the provisions of Chapter 150C of the General Laws of the Commonwealth of Massachusetts.

Section 6.

The costs for the services of the Arbitrator, including per diem expenses, if any, and actual and necessary travel and subsistence expenses, will be borne equally by the COMMITTEE and the ASSOCIATION.

Section 7.

If, in the judgment of the ASSOCIATION, a Grievance affects a group or class of employees, the ASSOCIATION may submit such Grievance in writing to the Superintendent directly and processing of such Grievance will be commenced at Level Two. The ASSOCIATION mayprocess such a Grievance through levels of the Grievance Procedure even though the aggrieved person does not wish to do so.

Section 8.

Decisions rendered at Levels One, Two and Three of the Grievance procedure will be in writing setting forth the decision and reasons therefore and will be transmitted promptly to all parties in interest and to the President of the ASSOCIATION. Decisions rendered at Level Four will be in accordance with the procedures set forth herein.

Section 9.

All documents, communications and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants, unless the individual in question files a written request to the contrary.

Section 10.

Forms for filing grievances, serving notices, taking appeals, making reports and recommendations, and other necessary documents will be jointly prepared by the COMMITTEE and the ASSOCIATION and given appropriate distribution so as to facilitate operation of the Grievance procedure.

ARTICLE X

HEALTH AND SAFETY

A.        The mission of the Health and Safety Committee (HSC) will be to assist in developing and maintaining a safe and healthful environment for all school building occupants. The HSC shall help identify, troubleshoot and prevent unhealthy or potentially hazardous conditions within school facilities. In carrying out this mission the HSC will serve as a liaison among staff, building administration and the School Committee. The HSC will consist of three (3) representatives appointed by the COMMITTEE and three (3) representatives appointed by the ASSOCIATION.

B.        If an employee has a concern that a situation exists which is a potential health or safety hazard, s/he shall bring it to the immediate attention of the Building Principal.

C.        In the event that the Principal fails to respond within forty-eight (48) hours of being notified of the existence of a potential hazard, the employee may, either alone or through the ASSOCIATION, refer the matter to the HSC which shall investigate the claim.

D.        After investigation, the HSC will submit recommendations and/or solutions of the reported concern within thirty (30) days to the Superintendent with a copy to the Chairperson of the COMMITTEE.

E.         Each spring, the HSC will present an annual report to the COMMITTEE.

ARTICLE XI

EMPLOYEE PROTECTION

(1) Employees shall be required to report any case of tort, including assault, in connection with their employment, to their immediate superior who will investigate and file a copy of the report and the results of the investigation with the Superintendent. The Superintendent shall acknowledge receipt of such reports and inform the COMMITTEE concerning the incident.

(2)       In addition, where a student is involved in an assault on an employee, the Principal shall consult with the employee concerning future placement of the student and future contact between the employee and the student. The employee shall be represented by an ASSOCIATION representative at the above mentioned meeting.

(3)       If an employee is assaulted, the appropriate administrator will render anyand all at-the-scene assistance to the assaulted employee.

(4)       Indemnification of the employees will be governed by state statue.

(5)       When an employee is absent from his/her duties as a result of an assault in the course of his/her employment, workers’ compensation benefits shall be supplemented up to the full amount of his/her salary for up to one year from the date of injury, without loss of sick leave.

(6)       If an employee is required to go to court as either a complainant or as a witness for the administration in an assault matter said employee shall be represented by legal counsel at the COMMITTEE’s expense and shall be accompanied to court by the appropriate administrator.

ARTICLE XII

JOB SHARING

For the purposes of this Agreement, job sharing shall mean the occupation of a single staff position by two individuals each with a proportional assignment. In order for a shared position to be approved, the two (2) individuals must complete a letter of application including the terms and schedule of the proposal.

Applications for job sharing shall be filed by the employees with the Building Principal prior to April 1 of the school year preceding the effective date of the job sharing. The Building Principal shall review the application and make a recommendation to the Superintendent. The final action on the application shall be at the discretion of the Superintendent. The Superintendent will notify the Building Principal, the COMMITTEE and the ASSOCIATION of the decision. Employees shall receive a response to their application by May 15.

Factors to be considered by the principal shall include certification, area of competence, major and/or minor field of study, quality of teaching performance, compatibility of the employees working together, the number of potential job sharing requests, and the impact of the job sharing arrangement on the instructional program and the building.

The following conditions shall apply with respect to job sharing:

(1)       The employee partners shall have achieved professional status.

(2)       No employee in the system shall be involuntarily transferred in order to create a job-sharing program.

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

(4)       When a job sharing position is terminated, the employees shall be assigned to the same positions held prior to job sharing if available.

(5)       If these positions are not available, the employees will be assigned to equivalent positions.

(6)       Job sharing employees shall attend:

•·           All Professional Days as determined by this Contract

•·           All after school meetings (twenty (20) days, two (2) per month) as determined by this Contract

•           Parent Conferences and Open House as determined by this Contract

•           A minimum fifteen (15) minute overlap for an orderly transfer and information sharing shall be scheduled each day

·           Grade level planning meetings shall be attended by the employee that is scheduled during the time of the meeting. The employee will share information with the partner employee.

To ensure minimal disruption for the students, job-sharing employees shall arrange coverage for each other to allow attendance at conferences and professional development meetings, at no additional cost to the District. This does not imply coverage for sick days.

The Building Principal, where possible, shall schedule a common planning time at least once per week for the job-sharing employees.

Job Share Compensation

Each employee’s salary shall be prorated. The salary schedule step for each employee shall be the same as (s)he would be entitled to if employed on a full time basis. This step shall determine the base salary from which the salary fraction will be computed.

Seniority shall accrue to a employee in a job sharing position on a prorata basis. Sick leave and personal leave shall be prorated. Fringe benefits will be prorated. In the event that a job-sharing employee is employed at less than fifty percent (50%), (s)he may not be eligible for health insurance or the retirement program.

Unusual Circumstances

(1) In the event that one of the job-share employees resigns from the school district after June 1 of the previous year or is unable to work due to an extended medical condition, the remaining job share employee may:

•·           assume the full time responsibilities of the position, request a job share partnership with a provisional status employee, or request the hiring of a long-term substitute employee for the upcoming school year

 •          request for a job share with a provisional status employee or a long-term substitute employee shall be mutually agreed upon by the Superintendent and the ASSOCIATION.

The provisional status employee who assumes a job share will have rights to return to a comparable position the following year, providing their performance meets the Standards of the Shrewsbury Public Schools under the guidelines of the Employee Supervision and Evaluation Program.

Long-term substitute arrangements will be for one (1) year only. Upon the conclusion of the year the remaining employee may propose a new job share with a professional status employee must return to full time employment.

ARTICLE XIII

DURATION

This Agreement and its provisions shall be effective August 25, 2013 and shall remain in full force and effect up to and including August 24, 2016.

IN WITNESS WHEREOF, the parties hereto have caused this instrument to be duly executed in their names on their behalf by duly authorized officers thereof, this 5th day of February, 2014.

FOR THE COMMITTEE                                                    FOR THE ASSOCIATION

by:________________________                                   by:_______________________

_____________________                                               _______________________

Sandra Fryc, Chairperson                                                    Brian Liporto, Chair

_______________________

Lori Blasioi, Co-President

_______________________

Gary Chalmers, Co-President

APPENDIX A

SHREWSBURY PUBLIC SCHOOLS

Employee (S.E.A.) Pay Scales

A.       School Year 2013-2014 – the following salary schedule shall be effective:

Step

B

B-15

M

 

M-15

M-30

M-45

M-60

1

$43,224

$ 45,239

$47,937

$$49,724

$51,675

$53,462

$55,412

2

$44,686

$46,555

$49,561

$51,350

$53,299

$55,088

$57,036

3

$46,149

$48,099

$50,538

$52,813

$54,762

$56,712

$58,336

4

$47,612

$49,561

$52,162

$54,274

$56,226

$58,012

$59,637

5

$49,075

$51,023

$53,623

$55,575

$57,524

$59,475

$61,099

6

$51,187

$53,299

$55,900

$57,849

$59,798

$61,588

$63,373

7

$54,924

$56,548

$59,312

$60,840

$63,212

$65,162

$66,786

8

$57,036

$58,825

$61,262

$63,700

$65,649

$67,273

$69,062

9

$59,149

$60,936

$63,861

$65,812

$67,762

$69,550

$71,174

10

$63,050

$64,674

$68,086

$69,711

$71,499

$72,800

$74,749

11

$67,162

$68,949

$71,874

$73,662

$75,775

$77,562

$79,675

12

$73,426

$75,416

$77,888

$80,388

$83,206

$84,201

$86,190

13

$74,426

$76,416

$78,888

$81,388

$84,206

$85,201

$87,190

Members who are on Step 11 in the 2013-2014 school year will receive the additional $2,000.00 of the new salary schedule listed, in a one-time payment on the 15th pay period of the 2013-2014 school year. Members who moved to Step 12 in the 2013-2014 school year will remain on Step 12. Members who were on Step 12 in the 2012-2013 school year will move to new Step 13 and receive their additional $1,000.00 salary increase on the 15th pay period of the 2013-2014 school year. The 15th pay period will be paid on March 19, 2014.

B.       School Year 2014-2015

Step

B

B-15

M

M-15

M-30

M-45

M-60

1

$43,980

$46,031

$48,776

$50,594

$52,579

$54,398

$56,382

2

$45,468

$47,370

$50,428

$52,249

$54,232

$56,052

$58,034

3

$46,957

$48,941

$51,422

$53,737

$55,720

$57,704

$59,357

4

$48,445

$50,428

$53,075

$55,224

$57,210

$59,027

$60,681

5

$49,934

$51,916

$54,561

$56,548

$58,531

$60,516 ,

$62,168

6

$52,083

$54,232

$56,878

$58,861

$60,844

$62,666

$64,482

7

$55,885

$57,538

$60,350

$61,905

$64,318

$66,302

$67,955

8

$58,034

$59,854

$62,334

$64,815

$66,798

$68,450

$70,271

9

$60,184

$62,002

$64,979

$66,964

$68,948

$70,767

$72,420

10

$64,153

$65,806

$69,278

$70,931

$72,750

$74,074

$76,057

11

$68,337

$70,156

$73,132

$74,951

$77,101

$78,919

$81,069

12

$71,658

$73,683

$76,199

$78,742

$81,610

$82,622

$84,646

13

$75,728

$77,753

$80,269

$82,812

$85,680

$86,692

$88,716

Step 12 of the 2013-2014 salary schedule will be reduced by $3,000 and the resulting schedule shall be increased by 1.75%.

C.       School Year 2015-2016

Step

B

B-15

M

M-15

M-30

M-45

M-60

1

$44,640

$46,721

$49,508

$51,353

$53,368

$55,214

$57,227

2

$46,150

$48,080

$51,185

$53,032

$55,045

$56,893

$58,905

3

$47,661

$49,675

$52,194

$54,543

$56,556

$58,570

$60,247

4

$49,172

$51,185

$53,871

$56,052

$58,068

$59,913

$61,591

5

$50,683

$52,695

$55,380

$57,396

$59,409

$61,424

$63,101

6

$52,864

$55,045

$57,731

$59,744

$61,757

$63,606

$65,449

7

$56,723

$58,401

$61,255

$62,833

$65,283

$67,297

$68,974

8

$58,905

$60,752

$63,269

$65,787

$67,800

$69,477

$71,325

9

$61,087

$62,932

$65,953

$67,968

$69,982

$71,829

$73,506

10

$65,116

$66,793

$70,317

$71,995

$73,841

$75,185

$77,198

11

$69,362

$71,208

$74,229

$76,075

$78,258

$80,103

$82,285

12

$72,733

$74,789

$77,342

$79,923

$82,834

$83,861

$85,916

13

$76,864

$78,920

$81,473

$84,054

$86,965

$87,992

$90,047

The salary schedule shall be increased by 1.5% at the beginning of the school year and by an additional .5% commencing with the ninety-third work day.

D.        School Year 2015-2016

Step

B

B-15

M

M-15

M-30

M-45

M-60

1

$44,863

$ 46,955

$ 49,755

$ 51,610

$ 53,635

$ 55,940

$ 57,514

2

$46,381

$ 48,321

$ 51,441

$ 53,298

$ 55,320

$ 57,177

$ 59,199

3

$47,899

$ 49,923

$ 52,455

$ 54,816

$ 56.839

$ 58,863

$ 60,548

4

$49,418

$ 51,441

$ 54,140

$ 56,332

$ 58,358

$ 60,212

$ 61,899

5

$ 50,936

$ 52,958

$ 55,657

$ 57,683

$ 59,706

$ 61,731

$ 63,416

6

$ 53,128

$ 55,320

$ 58,020

$60,043

$ 62,066

$ 63,924

$ 65,777

7

$ 57,007

$ 58,693

$ 61,561

$63,147

$ 65,609

$ 67,633

$ 69,319

8

$ 59,199

$ 61,056

$ 63,585

$66,116

$ 68,139

$ 69,824

$ 71,681

9

$ 61,392

$ 63,247

$ 66,283

$68,308

$ 70,332

$ 72,188

$ 73,873

10

$ 65,441

$ 67,127

$ 70,668

$72,355

$ 74,211

$ 75,561

$ 77,584

11

$ 69,709

$ 71,564

$ 74,600

$76,456

$ 78,649

$ 80,504

$ 82,697

12

$ 73,097

$ 75,162

$ 77,728

$ 80,323

$ 83,248

$ 84,281

$ 86,345

13

$ 77,249

$ 79,314

$ 81,880

$ 84,475

$ 87,400

$ 88,432

$ 90,497

0.5% COLA for the second half of the year commencing with the ninety-third work day.

SHREWSBURY PUBLIC SCHOOLS

Employee (S.E.A.) Pay Scales

F.        Employees employed in the 2015-2016 school year who were at Step 10 in the 2013-2014 school year and were employed in Shrewsbury prior to July 1, 2006 shall receive a one (1) time payment of $1,0000 in the first pay period of the 2015-2016 school year.

 

 

APPEN DIX B

 

 

 

Shrewsbury Public Schools

0.25%

Athletic Activities Salary Schedule

 

2013-2014

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

Football

 

 

 

 

 

Head Coach

5828.54

$6,312.74

6,799.96

7,203.97

7,608.98

Assistants

3744.34

$3,939.83

4,334.81

4,520.27

4,925.28

Basketball (B/G)

 

 

 

 

 

Head Coach

3885.69

$4,210.50

4,534.31

5,017.51

5,666.13

Assistants

2428.06

$2,790.96

2,913.27

3,238.08

3,722.28

Baseball (B/G)

 

 

 

 

 

Head Coach

3398.48

$3,722.28

4,209.50

4,692.70

5,180.92

Assistants

2185.45

$2,509.26

2,750.86

2,993.47

3,561.88

Softball

 

 

 

 

 

Head Coach

3398.48

$3,722.28

4,209.50

4,692.70

5,180.92

Assistants

2185.45

$2,509.26

2,750.86

2,993.47

3,561.88

Track & Field (B/G)

 

 

 

 

 

Head Coach

3398.48

$3,722.28

4,209.50

4,692.70

5,180.92

Assistants

2185.45

$2,509.26

2,750.86

2,993.47

3,561.88

X-Country (B/G)

 

 

 

 

 

Head Coach

3398.48

$3,722.28

4,209.50

4,692.70

5,180.92

Assistants

2185.45

$2,509.26

2,750.86

2,993.47

3,561.88

Indoor Track (B/G)

 

 

 

 

 

Head Coach

3398.48

$3,722.28

4,209.50

4,692.70

5,180.92

Assistants

2185.45

$2,509.26

2,750.86

2,993.47

3,561.88

Crew (B/G) (Per Season)

 

 

 

 

 

Head Coach

3398.48

$3,722.28

4,209.50

4,692.70

5,180.92

Assistants

2185.45

$2,509.26

2,750.86

2,993.47

3,561.88

Field Hockey

 

 

 

 

 

Head Coach

3398.48

$3,722.28

4,209.50

4,692.70

5,180.92

Assistants

2185.45

$2,509.26

2,750.86

2,993.47

3,561.88

Soccer (B/G)

 

 

 

 

 

Head Coach

3398.48

$3,722.28

4,209.50

4,692.70

5,180.92

Assistants

2185.45

$2,509.26

2,750.86

2,993.47

3,561.88

Lacrosse (B/G)

 

 

 

 

 

Head Coach

3398.48

$3,722.28

4,209.50

4,692.70

5,180.92

Assistants

2185.45

$2,509.26

2,750.86

2,993.47

3,561.88

Wrestling

 

 

 

 

 

Head Coach

3398.48

$3,722.28

4,209.50

4,692.70

5,180.92

Assistants

2185.45

$2,509.26

2,750.86

2,993.47

3,561.88

Gymnastics

 

 

 

 

 

Head Coach

3398.48

$3,722.28

4,209.50

4,692.70

5,180.92

Assistants

2185.45

$2,509.26

2,750.86

2,993.47

3,561.88

Swimming (B/G)

 

 

 

 

 

Head Coach

3398.48

$3,722.28

4,209.50

4,692.70

5,180.92

Assistants

2185.45

$2,509.26

2,750.86

2,993.47

3,561.88

Ice Hockey

 

 

 

 

 

Head Coach

3885.69

$4,210.50

4,534.31

5,017.51

5,666.13

Assistants

2428.06

$2,790.96

2,913.27

3,238.08

3,722.28

Golf

1942.85

$2,306.75

2,525.30

3,075.67

3,398.48

Tennis (B/G)

1942.85

$2,306.75

2,525.30

3,075.67

3,398.48

MS

Basketball

(B/G)

1384.45

$1,521.80

1,660.14

1,798.49

1,936.83

MS X-Country (B/G)

1384.45

$1,521.80

1,660.14

1,798.49

1,936.83

Cheerleading (Per

Season)

1684.20

$1,902.75

2,103.25

2,314.77

2,525.30

Trainer (Per Season)

3398.48

$3,722.28

4,209.50

4,692.70

5,180.92

Skiing (B/G)

1942.85

$2,306.75

2,525.30

3,075.67

3,398.48

Volleyball (B/G)

 

 

 

 

 

Head Coach

3398.48

$3,722.28

4,209.50

4,692.70

5,180.92

Assistants

2185.45

$2,509.26

2,750.86

2,993.47

3,561.88

 

 

 

 

 

 

Intramurals

$18.23/hr

 

 

 

 

Director

$26.68/hr

 

 

 

 

 

1.75%

APPENDIX B

Shrewsbury Public Schools

Athletic Activities Salary Schedule

 

2014-2015

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

Football

 

 

 

 

 

Head Coach

$5,930.54

$6,423.21

$6,918.96

$7,330.04

$7,742.14

Assistants

$3,809.87

$4,008.78

$4,410.67

$4,599.37

$5,011.47

Basketball (B/G)

 

 

 

 

 

Head Coach

$3,953.69

$4,284.18

$4,613.66

$5,105.32

$5,765.29

Assistants

$2,470.55

$2,839.80

$2,964.25

$3,294.75

$3,787.42

Baseball (B/G)

$0.00

 

 

 

 

Head Coach

$3,457.95

$3,787.42

$4,283.17

$4,774.82

$5,271.59

Assistants

$2,223.70

$2,553.17

$2,799.00

$3,045.86

$3,624.21

Softball

 

 

 

 

 

Head Coach

$3,457.95

$3,787.42

$4,283.17

$4,774.82

$5,271.59

Assistants

$2,223.70

$2,553.17

$2,799.00

$3,045.86

$3,624.21

Track & Field (B/G)

 

 

 

 

 

Head Coach

$3,457.95

$3,787.42

$4,283.17

$4,774.82

$5,271.59

Assistants

$2,223.70

$2,553.17

$2,799.00

$3,045.86

$3,624.21

X-Country (B/G)

 

 

 

 

 

Head Coach

$3,457.95

$3,787.42

$4,283.17

$4,774.82

$5,271.59

Assistants

$2,223.70

$2,553.17

$2,799.00

$3,045.86

$3,624.21

Indoor Track (B/G)

 

 

 

 

 

Head Coach

$3,457.95

$3,787.42

$4,283.17

$4,774.82

$5,271.59

Assistants

$2,223.70

$2,553.17

$2,799.00

$3,045.86

$3,624.21

Crew (B/G) (Per Season)

 

 

 

 

 

Head Coach

$3,457.95

$3,787.42

$4,283.17

$4,774.82

$5,271.59

Assistants

$2,223.70

$2,553.17

$2,799.00

$3,045.86

$3,624.21

Field Hockey

 

 

 

 

 

Head Coach

$3,457.95

$3,787.42

$4,283.17

$4,774.82

$5,271.59

Assistants

$2,223.70

$2,553.17

$2,799.00

$3,045.86

$3,624.21

Soccer (B/G)

 

 

 

 

 

Head Coach

$3,457.95

$3,787.42

$4,283.17

$4,774.82

$5,271.59

Assistants

$2,223.70

$2,553.17

$2,799.00

$3,045.86

$3,624.21

Lacrosse (B/G)

 

 

 

 

 

Head Coach

$3,457.95

$3,787.42

$4,283.17

$4,774.82

$5,271.59

Assistants

$2,223.70

$2,553.17

$2,799.00

$3,045.86

$3,624.21

Wrestling

 

 

 

 

 

Head Coach

$3,457.95

$3,787.42

$4,283.17

$4,774.82

$5,271.59

Assistants

$2,223.70

$2,553.17

$2,799.00

$3,045.86

$3,624.21

Gymnastics

 

 

 

 

 

Head Coach

$3,457.95

$3,787.42

$4,283.17

$4,774.82

$5,271.59

Assistants

$2,223.70

$2,553.17

$2,799.00

$3,045.86

$3,624.21

Swimming (B/G)

 

 

 

 

 

Head Coach

$3,457.95

$3,787.42

$4,283.17

$4,774.82

$5,271.59

Assistants

$2,223.70

$2,553.17

$2,799.00

$3,045.86

$3,624.21

Ice Hockey

 

 

 

 

 

Head Coach

$3,953.69

$4,284.18

$4,613.66

$5,105.32

$5,765.29

Assistants

$2,470.55

$2,839.80

$2,964.25

$3,294.75

$3,787.42

Golf

$1,976.85

$2,347.12

$2,569.49

$3,129.49

$3,457.95

Tennis (B/G)

$1,976.85

$2,347.12

$2,569.49

$3,129.49

$3,457.95

MS

Basketball

(B/G)

$1,408.68

$1,548.43

$1,689.19

$1,829.96

$1,970.72

MS X-Country (B/G)

$1,408.68

$1,548.43

$1,689.19

$1,829.96

$1,970.72

Cheerleading (Per

Season)

$1,713.67

$1,936.05

$2,140.06

$2,355.28

$2,569.49

Trainer (Per Season)

$3,457.95

$3,787.42

$4,283.17

$4,774.18

$5,271.59

Skiing (B/G)

$1,976.85

$2,553.17

$2,569.49

$3,129.49

$3,457.95

Volleyball (B/G)

 

 

 

 

 

Head Coach

$3,457.95

$3,844.09

$4,283.17

$4,774.82

$5,271.59

Assistants

$2,223.70

$2,591.37

$2,799.00

$3,045.86

$3,624.21

 

1.75%

 

 

 

 

Intramurals

$18.54/hr

 

 

 

 

Director

$27.14/hr

 

 

 

 

 

1.50%

Sept-Dec 2015

APPENDIX B

Shrewsbury Public Schools

Athletic Activities Salary Schedule

 

2015-2016

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

Football

 

 

 

 

 

Head Coach

$6,019.50

$6,215.06

$7,022.74

$7,439.99

$7,858.27

Assistants

$3,867.02

$4,068.91

$4,476.83

$4,668.36

$5,086.64

Basketball (B/G)

 

 

 

 

 

Head Coach

$4,013.00

$4,348.44

$4,682.86

$5,181.90

$5,851.77

Assistants

$2,507.61

$2,882.40

$3,008.71

$3,344.17

$3,844.23

Baseball (B/G)

$0.00

 

 

 

 

Head Coach

$3,509.82

$3,844.23

$4,347.42

$4,846.44

$5,350.66

Assistants

$2,257.06

$2,591.47

$2,840.99

$3,091.55

$3,678.57

Softball

 

 

 

 

 

Head Coach

$3,509.82

$3,844.23

$4,347.42

$4,846.44

$5,350.66

Assistants

$2,257.06

$2,591.47

$2,840.99

$3,091.55

$3,678.57

Track & Field (B/G)

 

 

 

 

 

Head Coach

$3,509.82

$3,844.23

$4,347.42

$4,846.44

$5,350.66

Assistants

$2,257.06

$2,591.47

$2,840.99

$3,091.55

$3,678.57

X-Country (B/G)

 

 

 

 

 

Head Coach

$3,509.82

$3,844.23

$4,347.42

$4,846.44

$5,350.66

Assistants

$2,257.06

$2,591.47

$2,840.99

$3,091.55

$3,678.57

Indoor Track (B/G)

 

 

 

 

 

Head Coach

$3,509.82

$3,844.23

$4,347.42

$4,846.44

$5,350.66

Assistants

$2,257.06

$2,591.47

$2,840.99

$3,091.55

$3,678.57

Crew (B/G) (Per Season)

 

 

 

 

 

Head Coach

$3,509.82

$3,844.23

$4,347.42

$4,846.44

$5,350.66

Assistants

$2,257.06

$2,591.47

$2,840.99

$3,091.55

$3,678.57

Field Hockey

 

 

 

 

 

Head Coach

$3,509.82

$3,844.23

$4,347.42

$4,846.44

$5,350.66

Assistants

$2,257.06

$2,591.47

$2,840.99

$3,091.55

$3,678.57

Soccer (B/G)

 

 

 

 

 

Head Coach

$3,509.82

$3,844.23

$4,347.42

$4,846.44

$5,350.66

Assistants

$2,257.06

$2,591.47

$2,840.99

$3,091.55

$3,678.57

Lacrosse (B/G)

 

 

 

 

 

Head Coach

$3,509.82

$3,844.23

$4,347.42

$4,846.44

$5,350.66

Assistants

$2,257.06

$2,591.47

$2,840.99

$3,091.55

$3,678.57

Wrestling

 

 

 

 

 

Head Coach

$3,509.82

$3,844.23

$4,347.42

$4,846.44

$5,350.66

Assistants

$2,257.06

$2,591.47

$2,840.99

$3,091.55

$3,678.57

Gymnastics

 

 

 

 

 

Head Coach

$3,509.82

$3,844.23

$4,347.42

$4,846.44

$5,350.66

Assistants

$2,257.06

$2,591.47

$2,840.99

$3,091.55

$3,678.57

Swimming (B/G)

 

 

 

 

 

Head Coach

$3,509.82

$3,844.23

$4,347.42

$4,846.44

$5,350.66

Assistants

$2,257.06

$2,591.47

$2,840.99

$3,091.55

$3,678.57

Ice Hockey

 

 

 

 

 

Head Coach

$4,013.00

$4,348.44

$4,682.86

$5,181.90

$5,851.77

Assistants

$2,507.61

$2,882.40

$3,008.71

$3,344.17

$3,844.23

Golf

$2,006.50

$2,382.33

$2,608.03

$3,176.43

$3,509.82

Tennis (B/G)

$2,006.50

$2,382.33

$2,608.03

$3,176.43

$3,509.82

MS

Basketball

(B/G)

$1,429.81

$1,571.66

$1,714.53

$1,857.41

$2,000.28

MS X-Country (B/G)

$1,429.81

$1,571.66

$1,714.53

$1,857.41

$2,000.28

Cheerleading (Per

Season)

$1,739.38

$1,965.09

$2,172.16

$2,390.61

$2,608.03

Trainer (Per Season)

$3,509.82

$3,844.23

$4,347.42

$4,845.79

$5,350.66

Skiing (B/G)

$2,006.50

$2,591.47

$2,608.03

$3,176.43

$3,509.82

Volleyball (B/G)

 

 

 

 

 

Head Coach

$3,509.82

$2,886.75

$4,347.42

$4,846.44

$5,350.66

Assistants

$2,257.06

$2,630.24

$2,840.99

$3,091.55

$3,678.57

 

1.50%

 

 

 

 

Intramurals

$18.81/hr

 

 

 

 

Director

$27.54/hr

 

 

 

 

 

0.50%

Jan-Jun 2016

APPENDIX B

Shrewsbury Public Schools

Athletic Activities Salary Schedule

 

2015-2016

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

Football

 

 

 

 

 

Head Coach

$6,049.60

$6,246.14

$7,057.85

$7,477.19

$7,897.56

Assistants

$3,886.36

$4,089.25

$4,499.21

$4,691.70

$5,112.07

Basketball (B/G)

 

 

 

 

 

Head Coach

$4,033.07

$4,370.18

$4,706.27

$5,207.81

$5,881.03

Assistants

$2,520.15

$2,896.81

$3,023.75

$3,360.89

$3,863.45

Baseball (B/G)

$0.00

 

 

 

 

Head Coach

$3,527.37

$3,863.45

$4,369.16

$4,870.67

$5,377.41

Assistants

$2,268.35

$2,604.43

$2,855.19

$3,107.01

$3,696.96

Softball

 

 

 

 

 

Head Coach

$3,527.37

$3,863.45

$4,369.16

$4,870.67

$5,377.41

Assistants

$2,268.35

$2,604.43

$2,855.19

$3,107.01

$3,696.96

Track & Field (B/G)

 

 

 

 

 

Head Coach

$3,527.37

$3,863.45

$4,369.16

$4,870.67

$5,377.41

Assistants

$2,268.35

$2,604.43

$2,855.19

$3,107.01

$3,696.96

X-Country (B/G)

 

 

 

 

 

Head Coach

$3,527.37

$3,863.45

$4,369.16

$4,870.67

$5,377.41

Assistants

$2,268.35

$2,604.43

$2,855.19

$3,107.01

$3,696.96

Indoor Track (B/G)

 

 

 

 

 

Head Coach

$3,527.37

$3,863.45

$4,369.16

$4,870.67

$5,377.41

Assistants

$2,268.35

$2,604.43

$2,855.19

$3,107.01

$3,696.96

Crew (B/G) (Per Season)

 

 

 

 

 

Head Coach

$3,527.37

$3,863.45

$4,369.16

$4,870.67

$5,377.41

Assistants

$2,268.35

$2,604.43

$2,855.19

$3,107.01

$3,696.96

Field Hockey

 

 

 

 

 

Head Coach

$3,527.37

$3,863.45

$4,369.16

$4,870.67

$5,377.41

Assistants

$2,268.35

$2,604.43

$2,855.19

$3,107.01

$3,696.96

Soccer (B/G)

 

 

 

 

 

Head Coach

$3,527.37

$3,863.45

$4,369.16

$4,870.67

$5,377.41

Assistants

$2,268.35

$2,604.43

$2,855.19

$3,107.01

$3,696.96

Lacrosse (B/G)

 

 

 

 

 

Head Coach

$3,527.37

$3,863.45

$4,369.16

$4,870.67

$5,377.41

Assistants

$2,268.35

$2,604.43

$2,855.19

$3,107.01

$3,696.96

Wrestling

 

 

 

 

 

Head Coach

$3,527.37

$3,863.45

$4,369.16

$4,870.67

$5,377.41

Assistants

$2,268.35

$2,604.43

$2,855.19

$3,107.01

$3,696.96

Gymnastics

 

 

 

 

 

Head Coach

$3,527.37

$3,863.45

$4,369.16

$4,870.67

$5,377.41

Assistants

$2,268.35

$2,604.43

$2,855.19

$3,107.01

$3,696.96

Swimming (B/G)

 

 

 

 

 

Head Coach

$3,527.37

$3,863.45

$4,369.16

$4,870.67

$5,377.41

Assistants

$2,268.35

$2,604.43

$2,855.19

$3,107.01

$3,696.96

Ice Hockey

 

 

 

 

 

Head Coach

$4,033.07

$4,370.18

$4,706.27

$5,207.81

$5,881.03

Assistants

$2,520.15

$2,896.81

$3,023.75

$3,360.89

$3,863.45

Golf

$2,016.53

$2,394.24

$2,621.07

$3,192.31

$3,527.37

Tennis (B/G)

$2,016.53

$2,394.24

$2,621.07

$3,192.31

$3,527.37

MS

Basketball

(B/G)

$1,436.96

$1,579.52

$1,723.10

$1,866.70

$2,010.28

MS X-Country (B/G)

$1,436.96

$1,579.52

$1,723.10

$1,866.70

$2,010.28

Cheerleading (Per

Season)

$1,748.08

$1,974.92

$2,183.02

$2,402.56

$2,621.07

Trainer (Per Season)

$3,527.37

$3,863.45

$4,369.16

$4,870.02

$5,377.41

Skiing (B/G)

$2,016.53

$2,604.43

$2,621.07

$3,192.31

$3,527.37

Volleyball (B/G)

 

 

 

 

 

Head Coach

$3,527.37

$2,901.18

$4,369.16

$4,870.67

$5,377.41

Assistants

$2,268.35

$2,643.39

$2,855.19

$3,107.01

$3,696.96

 

0.50%

 

 

 

 

Intramurals

$18.90/hr

 

 

 

 

Director

$27.67/hr

 

 

 

 

A subcommittee of representatives of the ASSOCIATION and the COMMITTEE will be formed to evaluate and review all stipend positions in Appendix B.

APPENDIX C

Shrewsbury Public Schools

Department Directors’ Salary Schedule

Work Year: Employee work year plus ten(10) days

 

Group I    K-12 Directors

 

 

 

 

 

 

2013-14 (.25%)

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

 

$6,098.21

$6,793.94

$7,664.11

$8,274.64

$9,145.81

$9,865.60

2014-15 (1.75%)

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

 

$6,204.93

$6,912.83

$7,798.23

$8,419.45

$9,305.86

$10,038.25

2015-16 (1.5% & .5%)

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

From day 1 to day 92

$6,298.00

$7,016.52

$7,915.20

$8,545.74

$9,445.45

$10,188.82

From day 93 to day 184

$6,329.49

$7,051.60

$7,954.78

$8,588.47

$9,492.68

$10,239.76

Group II Secondary Direct ors with 8 or more staff members

Middle School Curriculum Coordinator s

2013-14 (.25%)

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

 

$5,864.63

$6,501.21

$6,718.76

$7,915.74

$8,748.82

$9,467.61

2014-15 (1.75%)

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

 

$5,967.26

$6,614.98

$6,836.34

$8,054.27

$8,901.92

$9,633.29

2015-16 (1.5% & .5%)

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

From day 1 to day 92

$6,056.77

$6,714.20

$6,938.89

$8,175.08

$9,035.45

$9,777.79

From day 93 to day 184

$6,087.05

$6,747.77

$6,973.58

$8,215.96

$908,063.00

$9,826.68

Group III Secondary Directors with less than 8 staff members

2013-14 (.25%)

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

 

$4,334.81

$5,165.88

$5,499.72

$6,165.38

$6,832.04

$7,550.83

2014-15 (1.75%)

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

 

$4,410.67

$5,256.28

$5,595.97

$6,273.27

$6,951.60

$7,682.97

2015-16 (1.5% & .5%)

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

From day 1 to day 92

$4,476.83

$5,335.12

$5,679.91

$6,367.37

$7,055.87

$7,798.21

From day 93 to day 184

$4,499.21

$5,361.80

$5,708.31

$6,399.21

$7,091.15

$7,837.20

K-12 Director of Health, Physical Education and Family/Consumer Science

2013-14 (.25%)

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

 

$8,920.25

$9,615.98

$10,435.02

$11,096.67

$11,967.85

$12,687.64

2014-15 (1.75%)

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

 

$9,076.35

$9,784.26

$10,617.63

$11,290.86

$12,177.29

$12,909.67

2015-16 (1.5% & .5%)

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

From day 1 to day 92

$9,212.50

$9,931.02

$10,776.89

$11,460.22

$12,359.95

$13,103.32

From day 93 to day 184

$9,258.26

$9,980.68

$10,830.77

$11,517.52

$12,421.75

$13,168.84

C.        Work Year and Work Hours

The work year for directors/coordinators in Categories I, II, III and the K-12 Director of Health, Physical Education and Family/Consumer Science shall be ten (10) days beyond the employee work year.

Directors/coordinators will work the scheduled employee year plus their allotment of administrative days (e.g., personnel recruitment and hiring, Leadership Conference: two (2) days in August). Directors may request from the Superintendent additional days at their per diem for special projects or extraordinary personnel activity.

The workday of the department director shall be the length of the employee day and whatever additional time is necessary for the performance of the department director’s duties.

Directors in Categories I and II will not be scheduled to teach more than two (2) classes (40% FTE) and Directors in Category III will not be scheduled to teach more than three (3) classes (60% FTE). Directors with more than twenty (20) employees will have the above teaching loads reduced by one (1) class.

D.        Stipends

K-12 Directors, Elementary Curriculum Content Coordinator and Elementary Traveling Media Specialist will receive a travel stipend of $350.

Secondary Directors will be reimbursed for travel expenses in accordance with the mileage reimbursement rate in effect in the school department.

APPENDIX D

Shrewsbury Public Schools

Extra Duty Assignments

High School Stipends

Position

2012-13

0.25%

2013-14

1.75%

2014-15

1.50%

Senior Class Advisor (4)

$1,275

$3.19

$1,278.19

$22.37

$1,300.56

$19.51

Junior Class Advisor (4)

$1,149

$2.87

$1,151.87

$20.16

$1,172.03

$17.58

Sophomore Class Advisor (4)

$830

$2.08

$832.08

$14.56

$846.64

$12.70

Freshman Class Advisor (4)

$766

$1.92

$767.92

$13.44

$781.35

$11.72

Yearbook Advisor

$4,670

$11.68

$4,681.68

$81.93

$4,763.60

$71.45

Assistant Yearbook Advisor

$1,038

$2.60

$1,040.60

$18.21

$1,058.81

$15.88

High School Activities Coordinator

$3,303

$8.26

$3,311.26

$57.95

$3,369.20

$50.54

Head Debate and Speech

$6,434

$16.09

$6,450.09

$112.88

$6,562.96

$98.44

Assistant Debate and Speech

$3,010

$7.53

$3,017.53

$52.81

$3,070.33

$46.05

SAT Prep Course (Math)

$2,979

$7.45

$2,986.45

$52.26

$3,038.71

$45.58

SAT Prep Course (English)

$3,801

$9.50

$3,810.50

$66.68

$3,877.19

$58.16

PM High School (35 Weeks)

$6,839

$17.10

$6,856.10

$119.98

$6,976.08

$104.64

Varsity Math Team Coach (2)

$766

$1.92

$767.92

$13.44

$781.35

$11.72

Freshman Math Team Coach

$702

$1.76

$703.76

$12.32

$716.07

$10.74

High School Science Club

$830

$2.08

$832.08

$14.56

$846.64

$12.70

ETS/COLONIAL Magazine

$4,036

$10.09

$4,046.09

$70.81

$4,116.90

$61.75

Excelsior Writing

$255

$0.64

$255.64

$4.47

$260.11

$3.90

Excelsior Art

$255

$0.64

$255.64

$4.47

$260.11

$3.90

National Honor Society Director

$957

$2.39

$959.39

$16.79

$976.18

$14.64

National Art Honor Society

$957

$2.39

$959.39

$16.79

$976.18

$14.64

National French Honor Society

$957

$2.39

$959.39

$16.79

$976.18

$14.64

Tri-M Music Honor Society

$957

$2.39

$959.39

$16.79

$976.18

$14.64

Quill and Scroll Honor Society

$957

$2.39

$959.39

$16.79

$976.18

$14.64

Student Council Advisor

$957

$2.39

$959.39

$16.79

$976.18

$14.64

Student Advisory Committee Advisor

$957

$2.39

$959.39

$16.79

$976.18

$14.64

Coordinator of Preservice Training-HS

$1,275

$3.19

$1,278.19

$22.37

$1,300.56

$19.51

Coordinator of Service Learning

$1,453

$3.63

$1,456.63

$25.49

$1,482.12

$22.23

DREAM Team Advisor

$639

$1.60

$640.60

$11.21

$651.81

$9.78

ELNA/SHS Outreach

$639

$1.60

$640.60

$11.21

$651.81

$9.78

Academic Decathlon

$1,275

$3.19

$1,278.19

$22.37

$1,300.56

$19.51

Town Crier (HS newspaper)

$1,761

$4.40

$1,765.40

$30.89

$1,796.30

$26.94

Special Peer Connections (2)

$639

$1.60

$640.60

$11.21

$651.81

$9.78

Political Action Group

$639

$1.60

$640.60

$11.21

$651.81

$9.78

Mentoring Volunteer Program (HS) (2)

$957

$2.39

$959.39

$16.79

$976.18

$14.64

Senior Exhibition Advisor (4)

$357

$0.89

$357.89

$6.26

$364.16

$5.46

Coordinator-Senior Exhibition

$954

$2.39

$956.39

$16.74

$973.12

$14.60

Gay Straight Alliance

$255

$0.64

$255.64

$4.47

$260.11

$3.90

SMAC

$255

$0.64

$255.64

$4.47

$260.11

$3.90

Engineering Club

$639

$1.60

$640.60

$11.21

$651.81

$9.78

Sports Management

$639

$1.60

$640.60

$11.21

$651.81

$9.78

Dance Team

$255

$0.64

$255.64

$4.47

$260.11

$3.90

New Entrance Assistance Team (2)

$639

$1.60

$640.60

$11.21

$651.81

$9.78

Amnesty International

$255

$0.64

$255.64

$4.47

$260.11

$3.90

Anime Club

$255

$0.64

$255.64

$4.47

$260.11

$3.90

Habitat for Humanity

$255

$0.64

$255.64

$4.47

$260.11

$3.90

Asian Culture Club

$255

$0.64

$255.64

$4.47

$260.11

$3.90

HS Chess Club

$255

$0.64

$255.64

$4.47

$260.11

$3.90

Black History Project

$639

$1.60

$640.60

$11.21

$651.81

$9.78

Outdoors Club (2)

$255

$0.64

$255.64

$4.47

$260.11

$3.90

Model U.N.

$639

$1.60

$640.60

$11.21

$651.81

$9.78

 

Position

1.5% 15/16

0.50%

.5% 15/16

15/16 added

2015-16 Blended

Senior Class Advisor (4)

$1,320.06

$6.60

$1,326.66

$2,646.73

$1,323.36

Junior Class Advisor (4)

$1,189.61

$5.95

$1,195.56

$2,385.17

$1,192.58

Sophomore Class Advisor (4)

$859.34

$4.30

$863.63

$1,722.97

$861.48

Freshman Class Advisor (4)

$793.07

$3.97

$797.04

$1,590.11

$795.06

Yearbook Advisor

$4,835.06

$24.18

$4,859.23

$9,694.29

$4,847.15

Assistant Yearbook Advisor

$1,074.69

$5.37

$1,080.06

$2,154.75

$1,077.37

High School Activities Coordinator

$3,419.74

$17.10

$3,436.84

$6,856.58

$3,428.29

Head Debate and Speech

$6,661.41

$33.31

$6,694.71

$13,356.12

$6,678.06

Assistant Debate and Speech

$3,116.39

$15.58

$3,131.97

$6,248.36

$3,124.18

SAT Prep Course (Math)

$3,084.29

$15.42

$3,099.71

$6,184.00

$3,092.00

SAT Prep Course (English)

$3,935.34

$19.68

$3,955.02

$7,890.36

$3,945.18

PM High School (35 Weeks)

$7,080.72

$35.40

$7,116.12

$14,196.84

$7,098.42

Varsity Math Team Coach (2)

$793.07

$3.97

$797.04

$1,590.11

$795.06

Freshman Math Team Coach

$726.81

$3.63

$730.45

$1,457.26

$728.63

High School Science Club

$859.34

$4.30

$863.63

$1,722.97

$861.48

ETS/COLONIAL Magazine

$4,178.65

$20.89

$4,199.54

$8,378.19

$4,189.10

Excelsior Writing

$264.01

$1.32

$265.33

$529.35

$264.67

Excelsior Art

$264.01

$1.32

$265.33

$529.35

$264.67

National Honor Society Director

$990.82

$4.95

$995.78

$1,986.60

$993.30

National Art Honor Society

$990.82

$4.95

$995.78

$1,986.60

$993.30

National French Honor Society

$990.82

$4.95

$995.78

$1,986.60

$993.30

Tri-M Music Honor Society

$990.82

$4.95

$995.78

$1,986.60

$993.30

Quill and Scroll Honor Society

$990.82

$4.95

$995.78

$1,986.60

$993.30

Student Council Advisor

$990.82

$4.95

$995.78

$1,986.60

$993.30

Student Advisory Committee Advisor

$990.82

$4.95

$995.78

$1,986.60

$993.30

Coordinator of Preservice Training-HS

$1,320.06

$6.60

$1,326.66

$2,646.73

$1,323.36

Coordinator of Service Learning

$1,504.36

$7.52

$1,511.88

$3,016.23

$1,508.12

DREAM Team Advisor

$661.59

$3.31

$664.89

$1,326.48

$663.24

ELNA/SHS Outreach

$661.59

$3.31

$664.89

$1,326.48

$663.24

Academic Decathlon

$1,320.06

$6.60

$1,326.66

$2,646.73

$1,323.36

Town Crier (HS newspaper)

$1,823.24

$9.12

$1,832.36

$3,655.60

$1,827.80

Special Peer Connections (2)

$661.59

$3.31

$664.89

$1,326.48

$663.24

Political Action Group

$661.59

$3.31

$664.89

$1,326.48

$663.24

Mentoring Volunteer Program (HS) (2)

$990.82

$4.95

$995.78

$1,986.60

$993.30

Senior Exhibition Advisor (4)

$369.62

$1.85

$371.47

$741.08

$370.54

Coordinator-Senior Exhibition

$987.72

$4.94

$992.66

$1,980.38

$990.19

Gay Straight Alliance

$264.01

$1.32

$265.33

$529.35

$264.67

SMAC

$264.01

$1.32

$265.33

$529.35

$264.67

Engineering Club

$661.59

$3.31

$664.89

$1,326.48

$663.24

Sports Management

$661.59

$3.31

$664.89

$1,326.48

$663.24

Dance Team

$264.01

$1.32

$265.33

$529.35

$264.67

New Entrance Assistance Team (2)

$661.59

$3.31

$664.89

$1,326.48

$663.24

Amnesty International

$264.01

$1.32

$265.33

$529.35

$264.67

Anime Club

$264.01

$1.32

$265.33

$529.35

$264.67

Habitat for Humanity

$264.01

$1.32

$265.33

$529.35

$264.67

Asian Culture Club

$264.01

$1.32

$265.33

$529.35

$264.67

HS Chess Club

$264.01

$1.32

$265.33

$529.35

$264.67

Black History Project

$661.59

$3.31

$664.89

$1,326.48

$663.24

Outdoors Club (2)

$264.01

$1.32

$265.33

$529.35

$264.67

Model U.N.

$661.59

$3.31

$664.89

$1,326.48

$663.24

APPENDIX D

Shrewsbury Public Schools

Extra Duty Assignments

Middle School Stipends (per building)

Position

2012-13

0.25%

2013-14

1.75%

2014-15

1.50%

Yearbook Advisor

$957

$2.39

$959.39

$16.79

$976.18

$14.64

Assistant Yearbook Advisor

$639

$1.60

$640.60

$11.21

$651.81

$9.78

Coordinator of Preservice Training

$1,275

$3.19

$1,278.19

$22.37

$1,300.50

$19.51

Peer Mediation Advisor (2)

$639

$1.60

$640.60

$11.21

$651.81

$9.78

ELNA (2)

$319

$0.80

$319.80

$5.60

$325.39

$4.88

Student Outreach

$319

$0.80

$319.80

$5.60

$325.39

$4.88

Student Council Advisor (2)

$319

$0.80

$319.80

$5.60

$325.39

$4.88

SMS Times (newspaper advisor)

$319

$0.80

$319.80

$5.60

$325.39

$4.88

Science Olympiad

$957

$2.39

$959.39

$16.79

$976.18

$14.64

Grade 8 Advisor (2)

$639

$1.60

$640.60

$11.21

$651.81

$9.78

Chess Club Advisor

$319

$0.80

$319.80

$5.60

$325.39

$4.88

Cheerleading Advisor

$319

$0.80

$319.80

$5.60

$325.39

$4.88

Math Counts

$319

$0.80

$319.80

$5.60

$325.39

$4.88

Knowledge Master Open

$319

$0.80

$319.80

$5.60

$325.39

$4.88

Speech & Debate

$957

$2.39

$959.39

$16.79

$976.18

$14.64

Oak Saturday School

$34.24/hr

0.0856

$34.33/hr

0.600775

$34.93/h

$0.52

 

Position

1.5% 15/16

106.50%

.5% 15/16

15/16 added

2015-16 Blended

Yearbook Advisor

$990.82

$4.95

$995.78

$1,986.60

$993.30

Assistant Yearbook Advisor

$661.59

$3.31

$664.89

$1,326.48

$663.24

Coordinator of Preservice Training

$1,320.00

6 $6.60

$1,326.66

$2,646.73

$1,323.36

Peer Mediation Advisor (2)

$661.59

$3.31

$664.89

$1,326.48

$663.24

ELNA (2)

$330.27

$1.65

$331.93

$662.20

$331.10

Student Outreach

$330.27

$1.65

$331.93

$662.20

$331.10

Student Council Advisor (2)

$330.27

$1.65

$331.93

$662.20

$331.10

SMS Times (newspaper advisor)

$330.27

$1.65

$331.93

$662.20

$331.10

Science Olympiad

$990.82

$4.95

$995.78

$1,986.60

$993.30

Grade 8 Advisor (2)

$661.59

$3.31

$664.89

$1,326.48

$663.24

Chess Club Advisor

$330.27

$1.65

$331.93

$662.20

$331.10

Cheerleading Advisor

$330.27

$1.65

$331.93

$662.20

$331.10

Math Counts

$330.27

$1.65

$331.93

$662.20

$331.10

Knowledge Master Open

$330.27

$1.65

$331.93

$662.20

$331.10

Speech & Debate

$990.82

$4.95

$995.78

$1,986.60

$993.30

Oak Saturday School

$35.45/h

r $0.1700

$35.62/hr

n/a

$35.62/hr

APPENDIX D

Shrewsbury Public Schools

Extra Duty Assignments

Elementary School Stipends

Position

2012-13

0.25%

2013-14

1.75%

2014-15

1.50%

Coordinator of Preservice Training-Elem

$1,275

$3.19

$1,278.19

$22.37

$1,300.56

$19.51

Student Council (4 Elementary Schools)

$255

$0.64

$255.64

$4.47

$260.11

$3.90

District Wide Stipends

 

 

 

 

 

 

Position

 

 

 

 

 

 

DI Coordinator

$2,552

$6.38

$2,558.38

$44.77

$2,603.15

$39.05

DI Assistant

$639

$1.60

$640.60

$11.21

$651.81

$9.78

Visual Art

 

 

 

 

 

 

Position

 

 

 

 

 

 

Visual Art Displays/Competitions (MS & HS)

$414

$1.04

$415.04

$7.26

$422.30

$6.33

Visual Art Displays/Competitions (Elem.)

$319

$0.80

$319.80

$5.60

$325.39

$4.88

 

Position

1.5% 15/1

60.50%

.5% 15/16

15/16 added

d2015-16 Blended

Coordinator of Preservice Training-Elem

$1,320.06

$6.60

$1,326.66

$2,646.73

$1,323.36

Student Council (4 Elementary Schools)

$264.01

$1.32

$265.33

$529.35

$264.67

District Wide Stipends

 

 

 

 

 

Position

 

 

 

 

 

DI Coordinator

$2,642.20

$13.21

$2,655.41

$5,297.61

$2,648.80

DI Assistant

$661.59

$3.31

$664.89

$1,326.48

$663.24

Visual Art

 

 

 

 

 

Position

 

 

 

 

 

Visual Art Displays/Competitions (MS & HS)

$428.63

$2.14

$430.78

$859.41

$429.70

Visual Art Displays/Competitions (Elem.)

$330.27

$1.65

$331.93

$662.20

$331.10

APPENDIX D

Shrewsbury Public Schools

Extra Duty Assignments

Music/Drama Stipends

Position

2012-13

0.25%

2013-14

1.75%

2014-15

HS Marching/Pep Band

$2,391

$5.98

$2,396.98

$41.95

$2,438.92

HS Concert Band/Wind Ensemble

$1,595

$3.99

$1,598.99

$27.98

$1,626.97

HS Jazz Band

$1,595

$3.99

$1,598.99

$27.98

$1,626.97

HS A Capella Choir

$1,595

$3.99

$1,598.99

$27.98

$1,626.97

HS Mixed Choir

$1,595

$3.99

$1,598.99

$27.98

$1,626.97

Freshman Choir

$1,595

$3.99

$1,598.99

$27.98

$1,626.97

Honors Women's Choir

$1,595

$3.99

$1,598.99

$27.98

$1,626.97

HS Orchestra

$1,595

$3.99

$1,598.99

$27.98

$1,626.97

HS Drama Coach (Fall)

$2,233

$5.58

$2,238.58

$39.18

$2,277.76

HS Technical Director Fall Play

$954

$2.39

$956.39

$16.74

$973.12

HS Set Design/Construction Fall Play

$1,915

$4.79

$1,919.79

$33.60

$1,953.38

HS Drama Coach (Spring Competitive)

$2,233

$5.58

$2,238.58

$39.18

$2,277.76

Oak Band/Marching 8

$684

$1.71

$685.71

$12.00

$697.71

Oak Band 7

$524

$1.31

$525.31

$9.19

$534.50

Oak Jazz Band

$574

$1.44

$575.44

$10.07

$585.51

Oak Chorus 8 (2 groups)

$524

$1.31

$525.31

$9.19

$534.50

Oak Chorus 7 (2 groups)

$524

$1.31

$525.31

$9.19

$534.50

Oak Select Chorus

$574

$1.44

$575.44

$10.07

$585.51

Oak Orchestra 8

$524

$1.31

$525.31

$9.19

$534.50

Oak Orchestra 7

$524

$1.31

$525.31

$9.19

$534.50

Oak Musical (2)

$1,532

$3.83

$1,535.83

$26.88

$1,562.71

Oak Drama

$954

$2.39

$956.39

$16.74

$973.12

Sherwood Band 6

$414

$1.04

$415.04

$7.26

$422.30

Sherwood Band 5

$414

$1.04

$415.04

$7.26

$422.30

Sherwood Chorus 6

$414

$1.04

$415.04

$7.26

$422.30

Sherwood Chorus 5

$414

$1.04

$415.04

$7.26

$422.30

Sherwood Orchestra 6

$414

$1.04

$415.04

$7.26

$422.30

Sherwood Orchestra 5

$414

$1.04

$415.04

$7.26

$422.30

Sherwood Musical (2)

$954

$2.39

$956.39

$16.74

$973.12

Sherwood Drama

$574

$1.44

$575.44

$10.07

$585.51

Oak Select Band

$574

$1.44

$575.44

$10.07

$585.51

Oak Chorus-Accompanist

$318 per cent

ert0.79

318.79

5.57

$324.36

Elementary Chorus Gr. 4

$319 per cent

ert0.79

319.79

5.59

$325.38

Elementary Chorus Accompanist

G r$. 3418 per cent

ert0.79

318.79

5.57

$324.36

 

Position

1.50%

1.5% 15/16

0.50%

.5% 15/16

15/16 added

2015-16 Blended

HS Marching/Pep Band

$36.58

$2,475.51

$12.38

$2,487.89

$4,963.39

$2,481.70

HS Concert Band/Wind Ensemble

$24.40

$1,651.37

$8.26

$1,659.63

$3,311.01

$1,655.50

HS Jazz Band

$24.40

$1,651.37

$8.26

$1,659.63

$3,311.01

$1,655.50

HS A Capella Choir

$24.40

$1,651.37

$8.26

$1,659.63

$3,311.01

$1,655.50

HS Mixed Choir

$24.40

$1,651.37

$8.26

$1,659.63

$3,311.01

$1,655.50

Freshman Choir

$24.40

$1,651.37

$8.26

$1,659.63

$3,311.01

$1,655.50

Honors Women's Choir

$24.40

$1,651.37

$8.26

$1,659.63

$3,311.01

$1,655.50

HS Orchestra

$24.40

$1,651.37

$8.26

$1,659.63

$3,311.01

$1,655.50

HS Drama Coach (Fall)

$34.17

$2,311.92

$11.56

$2,323.48

$4,635.41

$2,317.70

HS Technical Director Fall Play

$14.60

$987.72

$4.94

$992.66

$1,980.38

$990.19

HS Set Design/Construction Fall Play

$29.30

$1,982.68

$9.91

$1,992.60

$3,975.28

$1,987.64

HS Drama Coach (Spring Competitive)

$34.17

$2,311.92

$11.56

$2,323.48

$4,635.41

$2,317.70

Oak Band/Marching 8

$10.47

$708.18

$3.54

$711.72

$1,419.89

$709.95

Oak Band 7

$8.02

$542.52

$2.71

$545.23

$1,087.75

$543.88

Oak Jazz Band

$8.78

$594.29

$2.97

$597.26

$1,191.55

$595.77

Oak Chorus 8 (2 groups)

$8.02

$542.52

$2.71

$545.23

$1,087.75

$543.88

Oak Chorus 7 (2 groups)

$8.02

$542.52

$2.71

$545.23

$1,087.75

$543.88

Oak Select Chorus

$8.78

$594.29

$2.97

$597.26

$1,191.55

$595.77

Oak Orchestra 8

$8.02

$542.52

$2.71

$545.23

$1,087.75

$543.88

Oak Orchestra 7

$8.02

$542.52

$2.71

$545.23

$1,087.75

$543.88

Oak Musical (2)

$23.44

$1,586.15

$7.93

$1,594.08

$3,180.23

$1,590.11

Oak Drama

$14.60

$987.72

$4.94

$992.66

$1,980.38

$990.19

Sherwood Band 6

$6.33

$428.63

$2.14

$430.78

$859.41

$429.70

Sherwood Band 5

$6.33

$428.63

$2.14

$430.78

$859.41

$429.70

Sherwood Chorus 6

$6.33

$428.63

$2.14

$430.78

$859.41

$429.70

Sherwood Chorus 5

$6.33

$428.63

$2.14

$430.78

$859.41

$429.70

Sherwood Orchestra 6

$6.33

$428.63

$2.14

$430.78

$859.41

$429.70

Sherwood Orchestra 5

$6.33

$428.63

$2.14

$430.78

$859.41

$429.70

Sherwood Musical (2)

$14.60

$987.72

$4.94

$992.66

$1,980.38

$990.19

Sherwood Drama

$8.78

$594.29

$2.97

$597.26

$1,191.55

$595.77

Oak Select Band

$8.78

$594.29

$2.97

$597.26

$1,191.55

$595.77

Oak Chorus-Accompanist

$4.87

$329.23

$1.65

$330.87

$660.10

$330.05 per concert

Elementary Chorus Gr. 4

$4.88

$330.26

$1.65

$331.91

$662.17

$331.09 per concert

Elementary Chorus Accompanist

$4.87

$329.23

$1.65

$330.87

$660.10

$330.05 per concert

APPENDIX D

Shrewsbury Public Schools

Extra Duty Assignments

Annual HS Musical

Position

2012-13

0.25%

2013-14

1.75%

2014-15

1.50%

Director

$3,829

$9.57

$3,838.57

$67.18

$3,905.75

$58.59

Vocal Coach/Pianist

$3,303

$8.26

$3,311.26

$57.95

$3,369.20

$50.54

Orchestra Director

$551

$1.38

$552.38

$9.67

$562.04

$8.43

Set Design/Construction

$1,915

$4.79

$1,919.79

$33.60

$1,953.38

$29.30

Choreographer

$1,915

$4.79

$1,919.79

$33.60

$1,953.38

$29.30

Artistic Design

$842

$2.11

$844.11

$14.77

$858.88

$12.88

Costume

$842

$2.11

$844.11

$14.77

$858.88

$12.88

Technical Director

$1,321

$3.30

$1,324.30

$23.18

$1,347.48

$20.21

Assistant Technical Director

$551

$1.38

$552.38

$9.67

$562.04

$8.43

Production Manager

$551

$1.38

$552.38

$9.67

$562.04

$8.43

 

Position

1.5% 15/16

0.50%

.5% 15/16

15/16 added

2015-16 Blended

Director

$3,964.33

$19.82

$3,984.16

$7,948.49

$3,974.24

Vocal Coach/Pianist

$3,419.74

$17.10

$3,436.84

$6,856.58

$3,428.29

Orchestra Director

$570.47

$2.85

$573.33

$1,143.80

$571.90

Set Design/Construction

$1,982.68

$9.91

$1,992.60

$3,975.28

$1,987.64

Choreographer

$1,982.68

$9.91

$1,992.60

$3,975.28

$1,987.64

Artistic Design

$871.76

$4.36

$876.12

$1,747.88

$873.94

Costume

$871.76

$4.36

$876.12

$1,747.88

$873.94

Technical Director

$1,367.69

$6.84

$1,374.53

$2,742.22

$1,371.11

Assistant Technical Director

$570.47

$2.85

$573.33

$1,143.80

$571.90

Production Manager

$570.47

$2.85

$573.33

$1,143.80

$571.90

A subcommittee of representatives of the Association and the Committee will be formed to evaluate and review all stipend positions in Appendix D.

Stipendiary Positions

Each school year prior to October 1 representatives of the Association and School Committee will develop a list of positions for the school year with stipends based upon the following hourly rates:

2013-2014                                 $34.33

2014-2015                                 $34.93

2015-2016 (Sep-Dec)                $35.45

2015-2016 (Jan-Jun)                $35.62

Professional Development Presenters

Employees covered under this Agreement and who agree to serve as a presenter during a designated Professional Development Day shall receive a stipend within the range of $45$240 per session. The specific stipend amount includes preparation time that is done outside of the person's normal workday as well as for the time presenting. This stipend range will also be used to compensate staff that present at the required after-school mentoring sessions for mentors and new employees. The Assistant Superintendent will review the specific needs for the topic and determine the specific stipend for each session. The employee will be made aware of the stipend amount prior to commencing work on the project.

Lead Teacher with the following language:

The position of Lead Teacher receives a $5,000 annual stipend. The work day for the Lead Teacher includes thirty (30) minutes before and after the regular contractual teacher work day as described in Article III. In addition, the stipend includes five (5) extra workdays beyond the teacher work year.

Middle School Curriculum Liaison

The position of Middle School Curriculum Liaison receives a $2,500 annual stipend. The work day for the curriculum liaison includes thirty (30) minutes after the regular contractual employee work day as described in Article III. In addition, the stipend includes two (2) extra workdays beyond the employee work year.

In the event one curriculum liaison is responsible for two grade levels, the stipend will be $3750. The additional time, as described above, remains the same.

Lead Nurse

                                           2013-14                                           2014-15                               2015-16

Lead Nurse                       annual stipend                                annual stipend                    annual stipend

                                           $2,251                                              $2,290                                  $2,330

Special Education Lead Employees

Special Education Lead Employees receive an annual stipend of $2500. Lead Employees are approved for the following four (4) areas: Speech and Language Pathologists, Elementary Special Education Employees, Early Learning Center Coordinators, and Occupational Therapy/Physical Therapy. The workday for the Lead Employees is thirty (30) minutes beyond d the contractual employee workday. The work year is two (2) days beyond the contractual employee work year.

Special Education Lead Employees

                                           2013-14                                           2014-15                               2015-16

Lead Employee               annual stipend                                 annual stipend                     annual stipend

$2,506.25                            $2,550.10                                       $2,594.82

APPENDIX E

Shrewsbury Public Schools

New Employee Mentoring/Orientation

The Shrewsbury School Committee (hereinafter “Committee”) and the Shrewsbury Education Association (hereafter “SEA”) agree as follows:

Both parties recognize the need to properly orient new staff members to the requirement and expectations of the Shrewsbury Public Schools. In recognition of this need, therefore, it is agreed as follows:

1.         There will be a new staff orientation program prior to the start of the school year. The length of the orientation program will be up to two days. The SEA will be informed of the specific days of the orientation program prior to the end of the school year. At the time of hire the new staff member will be informed of the dates and the responsibility to attend the orientation program. Attendance at the orientation program is a professional obligation. There is no compensation associated with attendance at the orientation program.

2.         The President of the SEA (or designee) will be provided time on the orientation program agenda to address the new staff. This time will also allow for the review and completion of paperwork required to process SEA membership.

3.         Prior to orientation, the SEA will be provided with a list of the names and school department of each of the new staff members.

4.         In addition to these orientation-related activities all new staff will be assigned a mentor or coach to assist the new employee in their first year of employment in the district. The mentor program and responsibilities will be part of the new staff orientation program. No later than at the new staff orientation meetings, a schedule of required after-school mentor / new employee district-wide meetings will be provided to each new staff member. Mentors will be scheduled to attend one of the two new staff orientation days. Efforts will be made to schedule the mentors only for the portion of the one day that is related to the mentor / new employee role. A mentor who is unable to attend the orientation day session due to personal and/or family scheduling conflicts must inform the Director of Human Resources of the anticipated absence.

5.         Districts are required by the Department of Education to develop and offer a Employee Induction Program that is designed to support new employees in their entry to the profession. Induction programs must include ongoing orientation and provide mentors who will work with new employees.

6.         Mentor Employee Responsibilities: Provide one-to-one support to a new staff member by meeting at least weekly and being available to provide support as needed; participate in mentor training and new employee orientation (see item 4 above); encourage new staff members to observe classes of master employees; complete peer observations and provide informal feedback to the new staff member. Attend Advocacy Team Meeting with new employee and evaluator.

7.         Excluding mentor / new employee activities associated with the new staff orientation program, the number of district -wide after-school meetings for mentors and new employees will not exceed four (4) per year. The total number of hours for the four meetings will not exceed ten (10) Hours. Attendance at these meetings is a professional responsibility of the new staff member and there is no compensation associated with such attendance for the new staff members. PDP's will be granted to proteges for attendance and completion of a reflective journal.

8.         The mentor program planning committee will include representation from the SEA. Among the responsibilities of the planning committee is to make necessary adjustments in the mentor program to best meet the needs of both new staff members and mentors. Attempts will be made to differentiate the mentor program for those new staff that are new to both Shrewsbury and teaching versus those educators who are experienced and primarily need information relative to the practices and policies associated with the Shrewsbury Public Schools.

9.         As required by the Department of Education, individuals who serve as mentors are required to receive training as a mentor. It is agreed that this initial training will not need to be duplicated for each year the individual serves as a mentor. Individuals who complete the mentor training program will be compensated at the after-school professional rate. Mentors will attend four (4) Mentor / New Employee District Meetings, the Advocacy Team Meeting and ongoing meetings with the new employee. Mentors and new employees will be compensated for any additional after-school meetings called by the administration.

10.       Mentors will be responsible for providing support to the new staff member for such activities as:

1.         observing, assessing, guiding, and coaching

2.         modeling and reflecting on good teaching/learning practice

3.         connecting the new staff member to other district and/or community resources as needed

4.         during the Advocacy Team Meetings

11.             Facilitators/Presenters at the mentor training sessions, orientation, sessions or District-wide meetings will be compensated at the Professional Development Presenters stipend range as outlined in Appendix D for time presenting and preparing.

12.       Compensation for mentors will be:

1.         $  700 for mentoring one (1) new staff

2.         $1,100 for mentoring two (2) new staff

13.       Mentor / new employee matches will be made as soon as possible after the hire of the new employee. Mentors should have professional status, be of the same discipline and grade level as the new employee if at all possible.

14.       Human Resource Manager or designee and a SEA Representative will review the mentor/new employee matches to determine if a workable match has been attained.

APPENDIX F

Side Letters

GUIDELINES COMPENSATORY TIME (RE: FACULTY MEETINGS)

Per Article III, B, 3 of the SEA contract, the twice monthly staff meetings represent consolidated time from the portions of the contractual employee day before or after the student day. For each hour of staff meeting time employees may use 30 minutes of their contractual day time by coming in later or leaving earlier (within the two-week window between faculty meetings). This 30 minutes is referred to as compensatory time.

The 30 minutes of compensatory time can only be used for the portion of the employee work-day before/after the regular academic day. The thirty minutes needs to be used within the two-week window between the faculty meetings. The compensatory time cannot be accrued from month to month. The use of compensatory time must be arranged in advance (i.e. a employee who is running late for work may not call in indicating compensatory time is being used).

Some schools require employees to report 30 minutes before the start of the academic day and remain 15 minutes after dismissal time, while other schools require staff to report 15 minutes before and remain 30 minutes after dismissal time. Regardless of the individual schedule that is followed in each building, the use of compensatory time is limited to one 30 minute block every two weeks between the faculty meetings or two 15-minute blocks every two weeks between faculty meetings.

When a employee utilizes compensatory time, she/he should notify the secretary at the pre-school, elementary and middle school level, and the department director at the high school so the office is aware that the employee will not be in the building. Neighboring classroom employees should work as teams to provide coverage on an as needed basis, (that is, during arrival or dismissal, one employee would watch her/his class and open the door to the class next door to supervise those students). If an employee is scheduled for a duty during this timeframe the employee needs to secure duty coverage as well. If a employee has difficulty with arranging supervision with a colleague, the appropriate supervisor should be contacted. (May 24, 2005)

MIDDLE SCHOOL AGREEMENT

The purpose of this agreement is to clarify the role of Middle School teachers at both Oak and Sherwood during the 15 minutes (7:45-8:00 a.m.] before school that teachers are required by contract to be in the building.

Consistent with the mission of Oak Middle School and Sherwood. Middle School, the intent is to provide a safe and welcoming environment for students. Students are allowed to arrive in classrooms between 7:45 a.m. and 8:00 a.m. (Arrival after 8:00 a.m. is considered late for school).

In order to provide for general supervision of students in hallways and classrooms it is expected that teachers will make an effort to be in or near their classrooms as students arrive between 7:45 a.m. and 8:00 a.m.

However, it is recognized that teachers may also need to utilize some of this time to carry out other responsibilities such as meeting with parents, preparing materials, taking photo copies, or meeting with teacher colleagues.

While teachers are not required to be in their classrooms during this 15-minute period, it is the goal to provide an informal system of supervision of students. Respecting the professionalism of the Middle School staff at Oak and Sherwood it is expected a teacher will intervene as necessary to keep a safe environment in the building, regardless if the student(s) is assigned to that particular teacher's classroom or not.

________________________________________________________________________________

For the School Committee/Date

________________________________________________________________________________

For the Shrewsbury Education Association/Date                               

Report Cards

The only formal grade reporting for grades K-8 will be report cards on a trimester basis with narrative comments on trimester 2 and 3 report cards only. However, this clause does not preclude parent access to grade information. Employees must communicate directly with parents in a timely manner when academic performance places the student in danger of failing or if student performance changes significantly.

Special Education Testing

A subcommittee will be formed to review the requirements for initial and re-evaluation SPED testing and time management for those tasks.