Shutesbury

Show detailed information about district and contract

DistrictShutesbury
Shared Contract District
Org Code2720000
Type of DistrictElementary
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2011
Expired Status
Superintendency UnionUnion 28 Erving Leverett New-Salem Shutesbury
Regional HS MembersAmherst-Pelham
Vocational HS Members
CountyFranklin
ESE RegionPioneer Valley
Urban
Kind of Communityresort/retirement/artistic
Number of Schools1
Enrollment154
Percent Low Income Students10
Grade StartPK or K
Grade End6
download pdf version of this document view accessible version of this document Shutesbury

AGREEMENT BETWEEN

THE SHUTESBURY ELEMENTARY EDUCATORS

THE SHUTESBURY AFFILIATED WORKERS

AND

THE SHUTESBURY SCHOOL COMMITTEE

JULY 1, 2009 – JUNE 30, 2011

 

AGREEMENT

ARTICLE I RECOGNITION OF BARGAINING AGENT

For the purposes of collective bargaining with respect to wages, hours, other conditions of employment, the negotiation of collective bargaining agreements, and any questions arising thereunder, the Shutesbury School Committee recognizes the Shutesbury Elementary Educators and the Shutesbury Affiliated Workers as the exclusive bargaining agent and representative of:

all teachers, including nurses, school psychologists, professional employees such as coordinators and therapists and affiliated workers including all maintenance and custodial workers, cafeteria workers, clerical workers, and teacher paraprofessionals.

ARTICLE II PURPOSE

The employment conditions covered by this agreement are for the period beginning on July 1, 2009 and concluding on June 30, 2011.

Recognizing that the School Committee's prime purpose and the SEAW’s prime purpose is to provide education of the highest quality for the children of the Shutesbury Elementary School, the Committee and the Association agree

That fair and appropriate treatment of employees by the School Committee; full and faithful adherence to this contract by both the School Committee and the professional employees individually and collectively; and the pursuit of excellence, the provision of the highest quality, effective instruction and related work and exemplary professional conduct by the employees individually and collectively are required for our school.

That fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchanges of views and information between the staff and the School Committee and its representatives such as the Superintendent of Schools and the Principal of the Shutesbury Elementary School in the formulation of policies relating to conditions of employment for the staff and the care an instruction of children.

That fulfillment of these respective responsibilities can be facilitated and supported by a cooperative relationship in the enforcement of policies, procedures, regulations and standards that exist in association with this agreement and those policies which relate to conditions of employment for the staff and the care and instruction of children. Cooperation of that sort would preclude strikes, work stoppages, or work slowdowns on the part of the professional staff, either collectively or individually and it would preclude the exercise of the School Committee’s authority in a manner which would be capricious, arbitrary, or intended solely for the purpose of harming professional employees, either individuals or the collectivity.

ARTICLE III MANAGEMENT RIGHTS

Except as expressly modified or restricted by a specific provision of the Agreement, all statutory and inherent managerial rights, prerogatives, and functions are retained and vested exclusively in the School District; including, but not limited to the rights, in accordance with its sole and exclusive judgment and discretion to determine the number of employees to be employed, to hire employees, to determine their qualifications and assign and direct their work; to promote, demote, transfer, layoff, dismiss, and/or provide supplemental compensation or employment; to set the standards of productivity or effectiveness; to determine the amount and forms of compensation for employees; to maintain the efficiency of operations; to determine the personnel, methods, means, and facilities by which operations are conducted; to reprimand, suspend, discharge or otherwise discipline employees for cause; to set the starting and leaving time and the number of hours or days to be worked; to use independent contractors or consultants to perform work or services; to expand, reduce, alter, combine, transfer, assign, or cease any position, program, operation, or service; to control and regulate the use of equipment, methods and materials to issue, amend and revise policies, rules, regulations, and practices; and to take whatever action is either necessary or advisable to determine, manage, and fulfill the mission of the Committee and to direct the Committee's employees.

ARTICLE IV GRIEVANCE PROCEDURE

A.  Purpose

The purpose of this procedure is to secure, at the lowest possible level, equitable and prompt solutions to problems which may arise under this Agreement. The Committee and the Association desire that discussions remain as informal and confidential as is appropriate. Nothing in this contract shall be construed as limiting the rights of any teacher who believes he or she has a complaint to discuss that concern informally with any member of the school administration, provided that the administrative response to that expressed concern is not inconsistent with the terms of the contract. In addition, nothing in this Contract shall be construed as limiting the Association from bringing matters before the School Committee in a format that is not a filed grievance.

B.  Definitions

1.  A "complaint" is defined as an oral claim from the Association or an employee that the contract between the Committee and the Association has not been applied when it ought to have been, has been misapplied, or misinterpreted by the Committee in a way which has adversely affected an employee or group of employees.

2.     A "grievance" is defined as a written claim from the Association that the contract between the Committee and the Association has not been applied when it ought to have been, has been misapplied, or misinterpreted by the Committee in a way which has adversely affected an employee or a group of employees. All grievances shall be signed by the aggrieved employee and the Association. That grievance shall state the date the grievance has been filed, a statement of the grievance, the remedy sought, and the Article or Articles of this Agreement alleged to have been violated.

3.  An "employee" means an individual represented by the Association.

4.    A "day" is a regularly scheduled teacher contract day except during the school summer vacation when a day shall mean a weekday, exclusive of legal holidays.

C. Procedures and Time Limits

1.   No grievance shall be pursued by the Association unless the individual or group that believes itself aggrieved has made a complaint and discussed the matter informally with the appropriate immediate supervisor and with an Association representative if he or she wishes.

2.     If informal discussion of that complaint does not resolve the problem satisfactorily, the Association may present a grievance in writing to the immediate supervisor within thirty days of the incident which gives rise to the grievance or within thirty days of when the employee becomes aware of the incident or should reasonably have been aware of the incident.

3.  The time limits outlined in the grievance procedures may be extended by mutual agreement between the School Committee and the Association.

4.  No written record relating to any grievance shall be filed in the personnel file of any employee who is involved in presenting a grievance.

LEVEL ONE

1. The Principal will schedule a hearing regarding the grievance and provide a written response within seven (7) days of receipt of the written grievance.

LEVEL TWO

1.    If the grievance is rejected, the Association will have seven (7) days to submit a written grievance appeal to the Superintendent of Schools (unless the grievance was submitted first to the Superintendent of Schools) or his or her representative. Any grievance appeal not submitted within seven (7) days will be considered untimely and no longer grievable.

2.   The Superintendent of Schools or his or her representative will schedule a hearing regarding the grievance and provide a written response within ten (10) days of receipt of the written grievance appeal.

LEVEL THREE

1.    If the grievance is rejected, the Association will have ten (10) days to submit a written grievance appeal to the School Committee. Any grievance appeal not submitted within ten (10) days will be considered untimely and no longer grievable. Submission to the School Committee shall be to the Chair of the School Committee and to the Superintendent of Schools.

2.   The School Committee will schedule a hearing regarding the grievance appeal and provide a written response within twenty (20) days of receipt of the written grievance appeal.

LEVEL FOUR

Should the parties agree, at anytime prior to the expiration of the twenty (20) day period, the grievance may be referred to mediation. If the parties are unable to agree upon a mediator, the parties agree to petition the American Arbitration Association to appoint a mediator. If the grievance remains unresolved at the end of twenty (20) days following the initial mediation session, the Association may move the matter to arbitration.

LEVEL FIVE

If, at the expiration of the twenty (20) day period, the grievance has not been resolved to the satisfaction of the Association, or if mediation fails to resolve the grievance to the satisfaction of the Association, the Association may, within twenty (20) days thereafter, give the School Committee written notice of its desire to seek final and binding arbitration. The parties will first seek to mutually agree upon an arbitrator. If that is not possible, the Association, no later than twenty (20) days following such notice, will submit the grievance to the American Arbitration Association.

The arbitration proceeding will be conducted under the rules of the American Arbitration Association. The arbitrator will have no authority to add to, delete or modify any of the provisions of this Agreement. The award shall be final and binding on the School Committee, the Association, and the grievant. Each party will bear the costs of its representatives and witnesses, and the fees and expenses of the arbitrator will be shared by the parties. The Association may have representatives and witnesses released for hearings held during the school day, with no loss of pay or benefits.

ARTICLE V CONDITIONS OF EMPLOYMENT

A. School Year

The work year for teachers (other than new personnel who may be required to attend additional orientation sessions) while under the direction of the School Committee will be 185 days. Additional mandatory days would be paid at 1/185th of a teacher's contracted salary. A reduced number of days would be deducted at 1/185th of a teacher's contracted salary. Part-time teachers will work no less than one additional day before the start of the students' school year and one additional day after the conclusion of the students' school year.

B. Parent Conferences

Four (4) school-wide parent conference days of 70% will be held two times per year. (Total 8 days).

C. Work Day for Teachers

The parties recognize that full-time teachers work between 45 and 52 hours in a full week. A portion of that time, however, is away from school and not during conventional working hours.

The purpose of this provision is to define the in-school working hours of the teachers. The scheduled work day for teachers will be seven and one quarter hours as specified by the school committee.

Special education team meetings and other meetings of staff including various committee meetings will occasionally be scheduled to begin in late afternoon or in early morning, but generally, meetings will be scheduled immediately after student dismissal.

Meetings requiring off-site attendance within Union 28 will be scheduled to begin in the late afternoon or in the early morning but generally, meetings will be scheduled as soon as practical after student dismissal.

Alternate means of convening will be considered when planning off-site meetings to balance the need for coordination of scheduled activities both within and beyond the school building. These may include telephone/conference calls and internet based convening/meetings.

Full time teachers will have:

1.  A duty free lunch period of at least twenty minutes

2.  Non-teaching professional periods totaling 120 minutes per week composed of at least three forty minute periods which occur on three different days of the week When possible within current staffing levels, teachers will receive one (1) professional period per day.

When the schedule permits, an effort will be made to provide full time teachers a duty free lunch period of thirty minutes.

By September 15/October 1 of each year, the Principal will schedule the first of two evening meetings. One of these will be a traditional “Open House” and the other at the discretion of the Principal. Staff will be given at least one month notice prior to the scheduling of the second night meeting. Ordinarily, teachers will receive at least two (2) weeks notice of additional required evening meetings which requirement may be appealed to the Principal and the Superintendent.

If the school committee modifies the opening and closing time of school for children so that it is different from the opening and closing time of the 2009-2010 school year, it will consult with the teachers and explain the reasons for that change. The school committee may change the scheduled hours if required to meet instructional time obligations set by Massachusetts statutes or Massachusetts Department of Education regulations. If the change is in response to the Regional School District, a change in closing time for children of more than ten minutes and a commensurate change in the opening time for children will require the school committee to negotiate the impact of that change.

Nothing in this section should be interpreted as to limit the school committee’s authority to modify its schedule of one shorter student day per week.

D.            Vacancies/Postings

1.                   When a vacancy occurs in a position covered by this agreement, the Principal will review the qualifications for the position and will make any appropriate changes prior to posting the position.

2.                   The position will be posted in all teacher’s lounges and workrooms, and in the Union 28 offices for at least five (5) school days during the work year and for ten (10) calendar days during the summer. Posting and public advertising may take place simultaneously. During the summer months, postings will be emailed to all members of the bargaining units who have left a current e-mail address on file with the Union 28 offices and to the President of the Association.

3.                   At the time of posting, the Principal will establish a hiring committee composed of the Principal and appropriate personnel, and in the case of a vacancy to be filled on the teacher salary schedule, parents. Together with the Principal, the committee will review applications and will interview applicants. In making his/her decision pursuant to M.G.L. Chapter 71, Section 59B, the Principal shall give due consideration to the recommendations of the hiring committee.

4.                   Qualified and interested currently employed teachers and/or affiliated workers may apply for a position during the posting period. Internal applicants will always be interviewed for the position, and will be notified of the hiring decision in writing.

5.                   The posting period as defined in #2 above may be waived by mutual agreement of the Association President and the Superintendent of Schools. However, no applicant will be offered a position prior to the expiration of the agreed upon posting period.

E.            No later than June 30, each teacher will be notified in writing of any change to his/her assignment, subject, grade, classes, schedule or hours. Such notice will be sufficiently detailed to allow the teacher to prepare, as needed for the new responsibilities and will specify the reason (s) for the anticipated change. If unanticipated changes occur after June 30, for reasons such as resignation, death, retirement, leave of absence, changes in enrollment or budgetary shortfall, notice of changes will be provided as soon as practical.

ARTICLE VI SALARY

A.   Salary Schedules

A 1.5 % increase for 2009-2010, applied to all schedules in Appendix I

A 1.5 % increase for 2010-2011, applied to all schedules in Appendix I

Salary schedules are attached. (Appendix I)

Additionally, revised Clerical schedule by adding an additional Step 10: revise the Food Service Director Schedule by equalizing it at the Head Custodian Rate; revise the Assistant Custodian by eliminating Step 11 (Step 10 to be set at the old Step 11 rate); revise the Teacher Aides schedule by adding Steps 8, 9 and 10, and the same percentages established by the existing schedule.

Placement of individuals on these revised schedules shall be as follows:

Clerical and Food Service Director will continue through the steps one per year, commencing at the step to which they will be entitled for the 2009-2010 school year; Teacher Aides will be placed at the step to which they are entitled for the 2009-2010 school year, provided that those Teacher Aides who have reached Step 7 will move to the new Step 8 for the 2009-2010 school year, and will progress through the additional steps one per year, regardless of actual years of service with Shutesbury Elementary School.

B. Course Salary Credit

Teachers must submit to the principal a written course description and their rationale for the relevance of the course to their teaching assignment prior to taking the course. Course for which teachers earn salary credit must be recommended by the Principal and approved by the Superintendent.

C. Step Placement

Placement of new employees covered by this agreement on the salary schedule will reflect full credit for previous experience and appropriate credentials.

The President of the Association will be informed of the step and if relevant the column placement of the new employees.

D. Staff Step Increase

Staff members will be eligible for a step increase if they work the equivalent of one-half FTE year in their position. Current work in other schools will be counted towards full-time equivalence measures. Staff members who work at a rate of less than .5 FTE will be eligible to advance one step every two years.

E. Longevity

Teachers who have completed 15 years of service in the Shutesbury Elementary School will receive longevity pay annually in the amount of $750.00 above the appropriate step in the salary schedule.

Teachers who have completed 18 years of service in the Shutesbury Elementary School will receive longevity pay annually in the amount of $1,000.00 above the appropriate step in the salary schedule.

Teachers who have completed 21 years of service in the Shutesbury Elementary School will receive longevity pay annually in the amount of $1,250.00 above the appropriate step in the salary schedule.

Teachers who have completed 25 years of service in the Shutesbury Elementary School will receive longevity pay annually in the amount of $2,000.00 above the appropriate step in the salary schedule.

Teachers who have completed 30 years of service in the Shutesbury Elementary School will receive longevity pay annually in the amount of $3,000.00 above the appropriate step in the salary schedule.

Effective July 1, 2009, associated workers who have completed 10 years of service in the Shutesbury Elementary School will receive longevity pay annually in the amount of $400.00 above the appropriate step in the salary schedule provided no individual will suffer a loss of pay to which he/she would have been entitled absent this change.

Effective July 1, 2009, associated workers who have completed 15 years of service in the Shutesbury Elementary School will receive longevity pay annually in the amount of $750.00 above the appropriate step in the salary schedule provided no individual will suffer a loss of pay to which he/she would have been entitled absent this change.

Effective July 1, 2009, associated workers who have completed 20 years of service in the Shutesbury Elementary School will receive longevity pay annually in the amount of $1,200.00 above the appropriate step in the salary schedule provided no individual will suffer a loss of pay to which he/she would have been entitled absent this change.

F.  Non-Course Professional Development Credit

The School District may grant teachers up to three credits annually for unusually substantial professional development activities, as projected in a professional development plan.   Such unusually substantial professional development activities may include, but are not limited to, conducting professional workshops, curriculum development work, work in a professional organization, or publication. Decisions about credit are to be decided on a case by case basis.

G.  Salary Payment Schedule

If permitted by law, school year staff shall have the following options of receiving their pay in:

1.    20 or 22 equal payments, OR IN

2.    24 or 26 equal payments

This request must be made in writing to the Superintendent of Schools of the Erving School Union #28 on or before May 15th of that school year.

H.    Part-time Pay

Part-time employees pay will be calculated on a prorated basis of the portion of time worked during a full school week. Any employee who works a partial school year will be paid for actual days worked, including approved leave days.

Part-time teachers will not be required to attend meetings that take place outside the regularly scheduled work day; part-time staff requested or required to attend meetings or trainings will be compensated. Attendance at other meetings or trainings will be voluntary but will not be compensated.

I.     Staff Dependent on Revolving Funds

If a position is identified as being dependent on revenue, the School Committee may limit salary to a person filling a position identified as dependent on revenue to an amount less than the amount called for by the contract.

Positions identified as dependent on revolving funds: Instrumental Music

J.     Overtime

Hourly employees who work more than forty (40) hours per week will be paid at the rate of time and a half for hours that exceed forty (40) hours.

If a Custodian reports to the school for an after hours emergency, and this puts him/her over forty (40) hours for the week, he/she will be compensated at one and one half (1 and ½) times the normal rate for a minimum period of two (2) hours. Potential emergency situations will be clearly articulated, verbally and in writing, to the employee by administration. If time beyond the two (2) hours is needed for an emergency situation, the custodian must receive advance approval by an available administrator (Principal or Superintendent) before overtime will be allowed. All other overtime work must be pre-approved, in writing, by the Principal or the Superintendent.

K.    Teaching staff who submit documentation for required mileage within Union 28 at or in excess of an accumulated one hundred (100) miles, will be reimbursed for their local transportation expenses. Reimbursement will be based on the IRS rate in effect at the time of travel. Requests for reimbursement will be submitted before the close of the school year. Staff will file monthly cumulative reports once they meet the threshold mileage. The reimbursement policy for travel outside of Union 28 will remain in effect.

ARTICLE VII INSURANCE

A.            Health Insurance

The School Committee and the Town of Shutesbury shall assume responsibility for payment of 75 percent of a group health insurance indemnity contract (which will be as near as possible to Blue Cross/Blue Shield Master Medical) or 75 percent for an approved health maintenance organization such as Network Blue New England or CHP and payment of the same for a group life insurance contract in accordance with the provisions of Chapter 32 B of the Commonwealth Laws. Should the Town of Shutesbury vote to reduce that percentage payment, the School Committee agrees to negotiate the impact of that reduction in benefits. The School Committee is not required to make good the financial loss to professional employees, individually or collectively, of the vote of the Town. Nor is failure to pay the agreed upon 75 percent share subject to arbitration through the grievance process should that failure occur as a result of the vote of the Town of Shutesbury.

For so long as a dental plan is available through the group health insurance obtained by the town and for so long as the plan accepts the number of Shutesbury employees participating, employees who shall assume responsibility for payment of 100% of the cost of participation will be eligible to participate in a dental insurance plan.

The above notwithstanding, the parties agree that the percentage share paid by the employer shall be maintained at 75% and the share paid by the employee at 25% for fiscal years 2010 and 2011.

B.    Sick Leave Bank

The purpose in creating a Sick Leave Bank is to provide additional paid sick leave for those who contribute to the Bank, whose individual sick days are exhausted, and who continue to face long-term or catastrophic illness.

There shall be a Sick Leave Bank Committee to administer the plan outlined below. The Committee shall have four (4) members: the Chairperson and the Secretary of the School Committee and two (2) Association representatives appointed by the President of the Elementary Educators and Affiliated Workers from among the members of each of the bargaining units, and who are also members of the Sick Leave Bank. In order to approve a request presented to it, three (3) of the four (4) members must vote in favor. Procedural matters may be resolved by a majority of the members present and voting.

All employees covered by this contract may volunteer to become members of the Sick Leave Bank. During the month of September any new employee who wishes to participate will reassign one (1) of the sick days reserved for him/her to the Bank. Employees hired after September 30 of any year may participate by reassigning one (1) sick day to the Bank during the following September. Any employee who chooses not to participate may enter the plan during any subsequent September by reassigning whatever days should have been placed in the Bank if he/she had become a participant at the time she/he first became eligible to join.

Each employee who becomes a member of the Sick Leave Bank must sign a waiver allowing the school administration to share with the Sick Leave Bank Committee the record of his/her use of Sick Leave days. If a member of the Sick Leave Bank requests days from the Bank, she/he must be willing to provide appropriate verification of the condition or cause which prompts their request.

Any member of the Bank may withdraw at any time, but a person who withdraws leaves behind whatever investment he/she may have in the Bank. Such a person may reenter the Bank during any subsequent September by assigning the number of days that would have been donated to the bank had he/she remained a participant.

If, on the first day of school each year the number of days in the Bank is less than the number of current Bank members on that date, then each current member must reassign a sick day to the Bank. This means that reassignment of sick days to the Bank may occur only once a year and during the time between the first day of school and September 30.

Normally a new member must be able to transfer one (1) sick day to the Bank; but, if he/she has used all of his/her sick days, he/she will not be denied membership in the Bank because of this inability to contribute the required day.

A member of the Sick Leave Bank who exhausts his/her individual sick leave benefit and who is faced with personal long-term or catastrophic illness may apply to the Sick Leave Bank Committee for additional days of paid sick leave. Family illness is not covered by the Bank. The Committee shall review the request in the light of the following criteria:

a.       the demonstrated need of the applicant;

b.       a review of the past use of sick days;

c.       the relative needs of any other applicants; and

d.       the supply of days in the Bank.

The Sick Leave Bank Committee’s decision on all applications and other matters within its jurisdiction shall be final and not subject to the Grievance Procedure or any other claims. Any employee whose application is rejected, in whole or in part, shall, upon request, be granted a meeting with the Sick Leave Bank Committee.

Each member of the Sick Leave Bank may receive up to twenty-five (25) days of sick leave from the Bank per school year on approval of the Sick Leave Bank Committee, subject to the limitations noted below. The Bank Committee may, with the concurrence of at least three (3) members, recommend to the total membership of the Bank that additional days be granted to an individual. A majority of the Bank members voting shall determine whether the additional days are granted. Neither the Committee nor the full membership may grant more days than are in the Bank at any given time.

Individuals granted sick days from the Bank will be paid only for those days that they would normally have worked, and at the rate which they normally receive.

Any Member wishing to sign up must do so by September 30. The Sick Leave Bank Committee will then meet by October 15 of said year to tally changes in membership. By November 1 of each school year, the Sick Leave Bank Committee shall furnish the Superintendent and the Association with a list of all members of the Bank, the number of sick days which each member has reassigned to the Bank for that school year, and the total number of days, including the current year, then in the Bank. Upon the request of the Bank Committee, the Superintendent, having received the required release form, shall furnish the Sick Leave Bank Committee with written information concerning the availability of sick days for any member of the Bank as may be requested by the Committee.

Payments authorized by the Bank Committee will be made in accordance with established School Committee practice.

ARTICLE VIII

TEMPORARY LEAVES OF ABSENCE A. Sick Leave

1.             Fifteen days sick leave shall be allowed to teachers each academic year. Any unused portion each year shall be allowed to accumulate until termination of employment in the system. There shall be no limit on the number of days accumulated in this fashion. No teacher shall lose sick leave accumulated as a teacher in Shutesbury prior to the beginning of this contract.

Full time affiliated workers shall be entitled to one and one half days sick leave per month. Earned sick leave shall be cumulative to a maximum of one hundred and twenty-five days. Sick leave days will be the same number of hours the employee normally works. The Superintendent may extend sick leave for an employee in cases of serious and extended illnesses.

Should an employee who has worked for the school system for three years or more use up all of his or her sick leave and be absent due to a long term illness or disability, the school committee will pay the employee the difference between the substitute salary and the employee's salary for thirty days or to the end of the school year, whichever is sooner. The school committee and the SEA may mutually agree that an employee may continue to be paid at the same rate to the close of the school year.

2.             Sick leave shall only be used for the following reasons:

a.  Illness of the employee. The Committee reserves the right to require proof of the illness.

b.  Serious illness in the immediate family that requires the attendance of the employee.

c.   The Committee reserves the right to insist that an employee must take time off with sick leave pay under certain conditions,

3.             The Principal will normally grant approval for the use of sick leave, subject to the review of the Superintendent for consistency with district policy.

B.            Sick Leave Accumulation for Teachers Previously Employed in Union #28

Any individual employed as a full-time teacher who was employed the previous year as a full-time professional, within Union #28, will be able to transfer any earned accumulated sick leave up to a maximum of the number of such days that would be accumulated in a two-year period.

C.            Personal Leave

An employee will be allowed, each school year, three days for necessary business, important personal matters, or religious holidays which require absence during the school hours. Any unused days shall be allowed to accumulate each year to a total of five days. All new professional employees will begin their first year with an accumulation of two days.

Barring an emergency, advance notice (three school days) shall be given in written form to the Principal of the building. Normally, personal leave days are not to be used to extend a three day weekend or any vacation period as commonly defined. The Principal will normally grant approval for the use of personal leave, subject to the review of the Superintendent for consistency with district policy

D.            Funeral Leave

1.                   A five (5) day leave shall be allowed without loss of pay for any period or periods of consecutive days immediately before or after the day of the funeral or funerals, in the event of death in the immediate family. Additional days may be granted by the Superintendent upon recommendation by the Principal. Immediate family is defined as spouse, child, parent, brother, sister, or any other person/relative living in the same household.

2.                   A three (3) day leave shall be allowed without loss of pay for any period or periods of consecutive days, immediately before or after the day of the funeral or funerals, in the event of death of a grandparent, father-in-law, mother-in-law, daughter-in-law, son-in-law, sister-in-law, brother-in-law, or grandchild.

3.                   An employee wishing to attend the funeral of an aunt or uncle shall be granted (1) day leave with pay to take effect on the day of the funeral. (1) day shall be granted for the funeral of a friend.

4.                   Additional days may be granted by the Superintendent. Bereavement leave shall not accumulate from year to year. Bereavement pay shall not be in addition to vacation or holiday pay.

E.            Sabbatical Leave Program for Teachers

1.             The Sabbatical Leave Program is designed to improve the quality of instruction in the Shutesbury Elementary School. It is recognized that such a program will affect a limited number of employees, but it is suggested in the hope that it may serve to encourage teachers of exceptional ability to remain at the Shutesbury Elementary School.

2.             Benefits:

a.    A teacher may be granted a full year's leave from his regular duties in the Shutesbury Elementary School at one half his annual salary to pursue formal study or self-improvement which, in the opinion of the Shutesbury School Committee, will lead toward a significant contribution to improve some aspects of the instructional program at the Shutesbury Elementary School.

b.    A teacher may be granted a one-half school year's leave from his regular duties in the Shutesbury Elementary School at a full annual salary rate to pursue formal study or self-improvement which, in the opinion of the School Committee, will lead toward a significant contribution to improve some aspects of the instructional program at the Shutesbury Elementary School.

c.   A teacher may be granted anytime up to, but less than, one-half school year's leave from his regular duties in the Shutesbury Elementary School at a full annual salary rate to pursue formal study or self-improvement, which in the opinion of the Shutesbury School Committee will lead toward a significant contribution to improve some aspects of the instructional program at the Shutesbury Elementary School.

3.                   Method of Application: A teacher wishing to apply for consideration as a sabbatical leave candidate shall submit, in writing, a request to the Superintendent of Schools, indicating the plan of study and which of the three types of leave indicated above will best fit into the program. Such written application must be received by the Superintendent by December 1st, preceding the school year for which the request is being made. Action must be taken on all such requests no later than May 1st, preceding the school year for which the request has been made.

4.                   A board of five members to be known as the Sabbatical Review Board shall process all applications and submit a recommendation to the School Committee at a date no later than March 15th of the school year preceding that for which the leave is to be granted. Members on this board shall consist of two representatives of the Shutesbury School Committee, the Superintendent of Schools, the Principal of the Shutesbury Elementary School, and one teacher chosen by the teaching staff.

5.                   Conditions and requirements for sabbatical leave recipients:

a.    Teachers considered for sabbatical leave must have served in the Shutesbury Elementary School for at least seven years.

b.  The quality of service and contribution to the total school system will be a factor in the choice of candidates to receive a sabbatical leave.

c.   Any recipient of a Sabbatical Leave Award shall agree, in writing, to return to the Shutesbury Public Schools for a period of at least two school years.

d.  Upon return from sabbatical leave a teacher's salary and fringe benefits will be at that level to which he or she would be entitled had he or she continued in a regular professional employment without a sabbatical leave.

e.   Upon return to regular employment at the completion of a sabbatical leave, insofar as possible, the teacher shall resume the position which he held at the time said leave commenced.

f.   In the default of the completion of such service, he or she shall refund to the Committee an amount equal to such proportion of salary received by him while on leave as the amount of the service not actually to be rendered, unless said default is due to illness, disability, death or other circumstances beyond the control of the individual.

g.   It shall not be binding upon the Shutesbury School Committee to grant a specific number of requests should it appear in their judgment that granting such requests would not be in the best interest of the Shutesbury Public Schools because of the creation of staff shortages, because of financial limitations, or because the qualifications of the candidates or their plans do not meet the quality which is expected.

F.             Part-time Employee Benefits

Except for health and life insurance and unless otherwise specified in the contract, part-time employees are eligible for all of the benefits that regular full-time professional employees receive on a prorated share based on the prorated portion of time worked during a full school week.

G.            Jury Duty

When a person, covered by this agreement, is required to be absent from his regular duties because of jury duty and receives compensation from the appropriate governmental authority for reporting for said jury duty, he or she will receive the difference between (1) the wages he or she would normally receive for that day's work, and (2) the amount which he or she receives from the appropriate governmental authority for jury duty for such day or days (not to include mileage or meals).

H.            Military Leave

Military leave without pay shall be granted to any teacher who is inducted or recalled to active duty in any branch of the Armed Forces of the United States.

I.             Public Office

The Committee shall grant a leave of absence without pay to any member of the professional staff to serve in an elected full-time public office for one (1) term so long as any such leave is coterminous with one or more school years.

J.             Travel/Study

A leave of absence without pay may be granted for up to one (1) school year for the purpose of travel or for further educational study. Request for such a leave must be made to the Superintendent by May 15 of the previous school year.

K.            Sickness in Family Leave

A leave of absence without pay up to one (1) year may be granted for the purpose of caring for a sick member of the teacher's immediate family. Additional leave may be granted at the discretion of the Committee.

L.            Family Leave

Unpaid leave may be granted for up to a two (2) year period upon request of a person who has been employed by the Shutesbury School committee for one year or more who has a newborn child or a newly adopted child. At the employees discretion to the extent sufficient sick leave has been accumulated, six weeks of paid leave credited against sick leave may be used at the beginning of the family leave period. The Committee may set reasonable conditions in the best interest of the operation of the school district with regard to granting parental leave requests. The Committee may require parental leaves to end at the close of a school year. At the end of the leave, the employee shall be restored to his or her previous position or to a similar position with the same status, pay, length of service, credit and seniority. With regard to family leave for non-parental reasons, the committee will provide leaves consistent with the requirements of state and federal law.

M.           Other leaves may be granted at the discretion of the Superintendent.

ARTICLE IX VACATION AND PAID HOLIDAYS

Twelve month, full-time employees with up to two years experience in Shutesbury will earn one (1) day vacation per month, up to a maximum of ten (10) days per year. A maximum of ten (10) days of vacation may be carried over to the next fiscal year. Twelve month, full-time employees with two (2) or more years of full-time experience in Shutesbury in that position will earn one and one-half (1 1/2) vacation days per month up to a maximum of fifteen (15) days per year. A maximum of fifteen (15) days of vacation may be carried over to the next fiscal year. Twelve month, full-time employees with five (5) or more years full-time experience in Shutesbury in that position will earn two (2) vacation days per month up to twenty (20) days per year. A maximum of twenty (20) days of vacation may be carried over to the next fiscal year.

Full-time employees contracted for at least 195 days with up to two (2) years experience in Shutesbury will earn .8 vacation days per month, up to a maximum of eight (8) days per year. A maximum of eight (8) days may be carried over to the next fiscal year. Full-time employees contracted for at least 195 days with more than two (2) and less than five (5) years’ experience in Shutesbury will earn one (1) vacation day per month to a maximum of ten (10) days per year. A maximum of ten (10) days may be carried over to the next fiscal year. Full-time employees contracted for at least 195 days with five (5) or more years experience in Shutesbury will earn 1.5 vacation days per month to a maximum of fifteen (15) days per year. A maximum of fifteen (15) days may be carried over to the next fiscal year. This provision excludes per-diem summer and casual employment with the Shutesbury School Committee. Vacations must be scheduled with the approval of the employee's Principal and the custodian will not ordinarily take more than fifteen (15) days of vacation during the summer vacation.

Fifty-two week custodians will be eligible for the following paid holidays: Labor Day, Columbus Day, Veteran's Day, Thanksgiving Day and the day after, December 25, January 1, Martin Luther King Day, President’s Day, Patriot’s Day, Memorial Day, and July 4th.

Full-time employees contracted for at least 195 days will be entitled to the paid holidays that fall within their employment year. This provision excludes per-diem summer and casual employment with the Shutesbury School Committee.

Full-time employees contracted for at least 195 days will, in consultation with the Principal, establish a working schedule of vacation, holidays unpaid non working days, additional and summer work days, at or near the beginning of the fiscal year. This schedule may be altered by mutual agreement. Additional working days will be compensated at the per diem rate.

ARTICLE X

STUDENTS OF NON-RESIDENT EMPLOYEES

Staff employed .5 FTE or more who do not live in Shutesbury are authorized to have their own children or children who live with them as part of their family attend the Shutesbury Elementary School on a tuition-free basis, providing that there is space available and a written request is submitted to the Superintendent and approved by the School Committee and providing that the child attending would not have an adverse financial impact or any other adverse impact on the school. If approved by the School Committee, the parent will be responsible for providing transportation to and from school.

ARTICLE XI SUPERVISION/EVALUATION OF TEACHERS

The goals of the evaluation of professional personnel shall include the identification of the strengths and weaknesses of personnel, the importance of and necessity of professional growth, and the maintenance of the effectiveness of educational programs.

Teachers with professional status shall be evaluated as to their professional competence at least once every two years. Teachers without professional status shall be evaluated as to their professional competence at least annually.

Each teacher will work under the direction of the Principal to establish a professional growth plan for him or herself. This plan may include the following: course work, attendance at workshops, visits to other schools and/or classrooms, and other professional development activities. For all relevant positions, the Massachusetts Professional Performance Standards will serve as the basis for evaluation of professional competence.

Notwithstanding any of the provisions contained in this contract, the school district may use the contents of a teacher's evaluation to make determinations regarding the teacher's employment status, including among others, a determination to suspend a teacher pursuant to Section 42D of Chapter 71 of the General Laws and a determination to dismiss a teacher pursuant to Section 42 of Chapter 71 of the General Laws.

The parties agree that the evaluation of teachers will be conducted according to the agreed upon “Professional Growth Cycle” attached to this agreement as Appendix II. Modifications to the agreed upon standards and procedures may be made after negotiation and agreement by the parties.

The school administration will complete a plan for the supervision and evaluation of affiliated workers by no later than October of each school year.

ARTICLE XII

REDUCTION IN TEACHING STAFF

When a reduction in the teaching staff is necessary because of a decrease in student enrollment, for financial exigencies or for other reasons approved by the School Committee, and the area, subject, level or programs to lose staff positions are approved by the School Committee, the Superintendent of Schools, in consultation with the Principal, will determine the teacher or teachers to be laid off, based on a complex judgment considering the following factors:

        The particular strengths and weaknesses of individual teachers, including but not limited to the individual teacher’s appropriateness for the work at particular grade levels, as documented through the supervision and evaluation process;

        The particular needs of the school, including but not limited to expertise in specific curricular areas, as identified through the school improvement plan and/or student individual education plans;

        Appropriate certification for the position.

When all of these factors are relatively equal, then seniority will prevail in determining the teacher(s) to be retained. No teacher with professional teacher status will be laid off if there is a teacher without such status for whose position the professional status teacher is currently certified. When possible, normal attrition will be used to offset staff reductions.

As used in this Article, seniority is defined as the teachers’ length of continuous employment as a teacher from the last date of employment by the Shutesbury School Committee. Seniority will be pro-rated for part-time teachers. Teachers will be credited with seniority for all time spent on any recognized leave of absence under this agreement. A tie in seniority will be resolved in favor of the professional employee with the highest earned academic degree; if that is not sufficient to break the tie, then the teacher with the highest number of years of teaching experience will be retained. If a tie still remains, it will then be resolved by lottery.

The Superintendent will notify the Association at least one week prior to implementing a reduction in staff.

The Principal and Superintendent will be prohibited from dismissing a teacher for arbitrary or capricious reasons. No reduction in force may be taken for the purpose of dismissing a specific individual teacher. No consideration will be given to the relative expense of an individual on the salary schedule when decisions about reduction in force are made.

Any teacher with professional status dismissed because of reduction in force will receive the difference between the salary of the lowest paid full time teacher with professional status and his or her appropriate salary as severance pay. Part-time teachers dismissed because reduction in force will receive the difference between a pro-rated calculation of the lowest paid teacher with professional status' salary and his or her appropriate salary as severance pay.

A teacher with professional status laid off due to reduction in force will be eligible for recall should the position from which the teacher was laid off be reinstated for the fiscal year for which the layoff was intended or for the subsequent year. Any payment to a teacher who accepts a recall made as a consequence of that teacher's layoff will be repaid by the teacher through payroll deduction.

If the Superintendent determines that a teacher is to be recalled, it shall notify the teacher of its decision by certified mail return receipt requested to the address the teacher has placed on record in the school department. A copy of that letter will be provided to the President of the Association. A teacher who receives such an offer of re-employment and who wishes to accept such an offer shall send written notice of his/her acceptance to the Superintendent within two (2) weeks after s/he receives that offer.

Any teacher on the recall list may elect to continue to participate in the group health insurance plan of the Town of Shutesbury; provided however, that said teacher shall be required to pay the entire amount of the premium of such plan. Should a teacher be reemployed as a result of recall, the teacher will be entitled to all of the benefits to which he or she was entitled at the time he or she was laid off from employment as well as to any new benefits which may have been negotiated between the School Committee and the Association during the interim period.

ARTICLE XIII

PROFESSIONAL GROWTH AND DEVELOPMENT

A.  Teachers

The School Committee will pay the cost of tuition for any specific course at an accredited college, university or professional training school which the school superintendent or school principal requires a teacher to take. The School Committee will reimburse the teacher for that course within 60 days of the date that course documentation of successful completion is provided to the Superintendent of Schools.

The School Superintendent may grant, upon the recommendation of the principal, up to three credits annually for unusually substantial professional development activities, as projected in a professional development plan. Such unusually substantial professional development activities may include, but are not limited to, conducting professional workshops, curriculum development work, work in a professional organization, or publication.

The Committee will pay the cost of tuition, for courses at accredited colleges or universities, or other professional training schools, workshops, and other activities that are approved in advance by the Superintendent of Schools. Such approval will not be unreasonably withheld. The actual amount of the tuition paid by the Committee will be limited by the prevailing rate per credit hour, at the University of Massachusetts, at the time of the application and will not include other fees other than the aforementioned tuition cost. No teacher shall be entitled to reimbursement for more than one course in any twelve (12) month period; however receiving reimbursement for course work does not preclude a teacher from submitting a request for reimbursement for workshops or other activities in support of their recertification or in support of school goals.

The teacher requesting reimbursement shall request approval at least fourteen (14) days prior to the expected date of the workshop or course and will provide sufficient information to the Superintendent for his/her review. Approved activities should directly relate to the licensure of the teacher and the needs of Shutesbury Elementary School.

In the event the proposed activities are not approved, reasons for the non-approval will be provided to the teacher in writing.

Evidence of successful completion of the course with passing grade must be submitted to the Superintendent to obtain reimbursement.

B.    Affiliated Staff

Affiliated workers, including all maintenance and custodial workers, cafeteria workers, clerical workers and teacher paraprofessionals who have completed at least three (3) full years of continuous employment at Shutesbury Elementary School will be eligible for reimbursement for the cost of tuition for courses at accredited colleges or universities, or other, training schools, workshops or other activities that are approved in advance by the Principal and the Superintendent of Schools. Such courses, workshops, other training schools or other activities must be directly related to the current assignment of the individual employee.

Affiliated workers must submit to the Principal a written description of the proposed course, workshop or other training and their rationale for the course’s relevance to their assignment prior to taking the course. Courses must be recommended by the Principal and approved by the Superintendent of Schools. Approval will not be unreasonably withheld.

The actual amount of reimbursement will be capped at the prevailing rate per credit hour at the University of Massachusetts/Amherst at the time of application and will not include fees other than the aforementioned tuition cost. No affiliated worker will be eligible for reimbursement for more than one (1) course, workshop or other training in a twelve (12) month period, provided that any course, training or other activity required by the Principal or Superintendent will be reimbursed separate from the provisions of this article.

ARTICLE XIV

AGENCY SERVICE FEE

The School Committee, in accordance with the provisions of M.G.L. Chapter 150E, Section 12, shall require as a condition of employment for each employee who is not a member of the Shutesbury Elementary Educators or Shutesbury Affiliated Workers/MTA/NEA, the payment of an agency service fee, said payment to be effective on or after the 30th day following the effective date of this Agreement on or after the 30th day of initial employment, whichever is later.

The amount of the service fee shall be equal to the pro rata cost of collective bargaining and contract administration as certified by the Association. Employees may have access to payroll deductions for the purpose of paying the agency service fee. The Association shall be responsible for notifying the Business Office of the amount to be deducted prior to the issuance of the first paycheck.

In the event that an employee fails or refuses to pay the agency service fee, the Association shall take appropriate legal action to collect the fee. Any judgment against such an employee by a forum of competent jurisdiction as a result of such action shall include payment of the Association's costs and reasonable attorneys' fees.

Since the Association administers the agency service fee, any questions or concerns about the agency service fee shall be referred to the Association. The Association shall indemnify the School Committee against any and all claims, demands, suits, damages, legal fees, or any other form of liability that may arise by reason of School Committee compliance with the Agency Service Fee provisions of this Agreement, upon the following conditions: (1) the School Committee have complied fully and properly with these obligations under the Agency Service Fee provisions of this Agreement; (2) the Association retains the right to select or assign counsel of its choice in defending the School Committee in such matters provided that such counsel consults with and/or keeps the Committee regular counsel informed of litigation proceedings; (3) the School Committee cooperate with counsel selected or assigned by the Association; and (4) the Association retains full control over the conduct of the case. Failure to meet any of the foregoing conditions will relieve the Association of its obligation under this indemnification clause. Any dispute over the Committees' compliance with these conditions is subject to arbitration under the provisions of Article IV.

ARTICLE XV DURATION OF THE CONTRACT

This agreement shall be in full force and effect from July 1, 2009 until June 30, 2011. Collective bargaining for a new agreement to become effective upon the expiration of this agreement may be reopened by either party by October 1, 2010 by giving written notice to the other party. If negotiations are not completed by June 30, 2009 the provisions of this agreement will remain in full force and effect until the successor agreement is executed. Provided however, either party can terminate this agreement after June 30, 2011 by serving written notice of their intent to terminate the agreement. The written notice must be served at least 45 calendar days prior to the actual termination.

IMPLEMENTATION AGREEMENT

IN WITNESS WHEREOF THE PARTIES TO THIS CONTRACT HAVE CAUSED THESE PRESENTS TO BE EXECUTED BY THEIR AGENTS, HEREUNTO DULY AUTHORIZED, AS OF THE DATE FIRST ABOVE WRITTEN.

SCHOOL COMMITTEE - SHUTESBURY ELEMENTARY SCHOOL:

_______________________                                                           ___________________________

signed                                                                                                      date

_______________________                                                           ___________________________

signed                                                                                                     date

_______________________                                                           ___________________________

signed                                                                                                     date

SHUTESBURY ELEMENTARY EDUCATORS AND AFFILIATED WORKERS:

_______________________                                                           ___________________________

signed                     Negotiations Committee                                    date

_______________________                                                           ___________________________

signed                     Negotiations Committee                                    date

_______________________                                                           ___________________________

signed                     Negotiations Committee                                    date


 

 

SHUTESBURY SCHOOL COMMITTEE

 

2009-2010

SALARY SCHEDULE

 

CLERICAL

 

 

 

STEPS

HOURLY RATE

1

$12.07

2

$12.61

3

$13.09

4

$13.68

5

$14.24

6

$14.81

7

$15.40

8

$16.02

9

$16.58

10

$17.24

 

 

 

 

CONTRACT  195 WORKING DAYS:  185 SCHOOL DAYS + 10 ADDITIONAL DAYS

 

SICK DAYS  1-1/2 DAYS PER MONTH, CUMULATIVE TO 125 DAYS

 

SICK LEAVE BANK PER CONTRACT, ARTICLE VII, SECTION B

 

PERSONAL DAYS 3 DAYS PER YEAR, CUMULATIVE TO 5 DAYS

 

FUNERAL LEAVE PER CONTRACT, ARTICLE VIII, SECTION D

 

HOLIDAYS  PER CONTRACT, ARTICLE IX

 

VACATION  PER CONTRACT, ARTICLE IX

VACATION DAYS ARE NOT IN LIEU OF WORKDAYS, BUT WILL BE ADDITIONAL DAYS PAID

 

LONGEVITY $   400 AFTER 10 YEARS OF SERVICE

 $   750 AFTER 15 YEARS OF SERVICE

 $1,200 AFTER 20 YEARS OF SERVICE

 

 

SHUTESBURY SCHOOL COMMITTEE

 

2009-2010

SALARY SCHEDULE

 

TEACHER AIDES

 

 

 

STEPS

HOURLY RATE

1

$11.79

2

$12.38

3

$13.06

4

$13.69

5

$14.27

6

$14.88

7

$15.44

8

$15.97

9

$16.77

10

$17.61

 

 

 

 

    

 

SICK DAYS  15 DAYS PER YEAR, UNLIMITED ACCUMULATION

 

SICK LEAVE BANK PER CONTRACT, ARTICLE VII, SECTION B

 

PERSONAL DAYS 3 DAYS PER YEAR, CUMULATIVE TO 5 DAYS

   NEW AIDES WILL BEGIN WITH AN ACCUMULATION OF 2 DAYS

 

FUNERAL LEAVE PER CONTRACT, ARTICLE VIII, SECTION D

 

LONGEVITY $   400 AFTER 10 YEARS OF SERVICE

 $   750 AFTER 15 YEARS OF SERVICE

 $1,200 AFTER 20 YEARS OF SERVICE

   

 

 

 

 

 

 

 

 

 

 

SHUTESBURY SCHOOL COMMITTEE

 

2009-2010

SALARY SCHEDULE

 

 

HEAD CUSTODIAN

 

 

STEPS

HOURLY RATE

1

$14.30

2

$14.75

3

$15.20

4

$15.68

5

$16.16

6

$16.66

7

$17.18

8

$17.71

9

$18.24

10

$18.84

 

 

 

 

   

SICK DAYS  1-1/2 DAYS PER MONTH, CUMULATIVE TO 125 DAYS

 

SICK LEAVE BANK PER CONTRACT, ARTICLE VII, SECTION B

 

PERSONAL DAYS 3 DAYS PER YEAR, CUMULATIVE TO 5 DAYS

 

FUNERAL LEAVE PER CONTRACT, ARTICLE VIII, SECTION D

 

VACATION PER CONTRACT, ARTICLE IX 

    

LONGEVITY  $   400 AFTER 10 YEARS OF SERVICE

   $   750 AFTER 15 YEARS OF SERVICE

   $1,200 AFTER 20 YEARS OF SERVICE

 

 

 

 

 

 

 

 

 

 

 

 

 

 

SHUTESBURY SCHOOL COMMITTEE

 

2009-2010

SALARY SCHEDULE

 

FOOD SERVICE DIRECTOR

 

 

STEPS

HOURLY RATE

1

$14.30

2

$14.75

3

$15.20

4

$15.68

5

$16.16

6

$16.66

7

$17.18

8

$17.71

9

$18.24

10

$18.84

 

 

 

 

 

 

SICK DAYS 1-1/2 DAYS PER MONTH, CUMULATIVE TO 125 DAYS

 

SICK LEAVE BANK PER CONTRACT, ARTICLE VII, SECTION B

 

PERSONAL DAYS 3 DAYS PER YEAR, CUMULATIVE TO 5 DAYS

 

FUNERAL LEAVE PER CONTRACT, ARTICLE VIII, SECTION D

 

LONGEVITY $   400 AFTER 10 YEARS OF SERVICE

 $   750 AFTER 15 YEARS OF SERVICE

 $1,200 AFTER 20 YEARS OF SERVICE

 

SHUTESBURY SCHOOL COMMITTEE

 

2009-2010

SALARY SCHEDULE

 

ASSISTANT CUSTODIAN

 

 

STEP

HOURLY RATE

1

$10.84

2

$11.29

3

$11.74

4

$12.19

5

$12.64

6

$13.09

7

$13.54

8

$13.99

9

$14.44

10

$14.90

SHIFT DIFFERENTIAL

        $  0.32  

 

 

 

 

SICK DAYS 1-1/2 DAYS PER MONTH, CUMULATIVE TO 125 DAYS

 

SICK LEAVE BANK PER CONTRACT, ARTICLE VII, SECTION B

 

PERSONAL DAYS 3 DAYS PER YEAR, CUMULATIVE TO 5 DAYS

 

FUNERAL LEAVE PER CONTRACT, ARTICLE VIII, SECTION D

 

VACATION PER CONTRACT, ARTICLE IX 

 

LONGEVITY $   400 AFTER 10 YEARS OF SERVICE

 $   750 AFTER 15 YEARS OF SERVICE

 $1,200 AFTER 20 YEARS OF SERVICE

 

   

 

 

SHUTESBURY SCHOOL COMMITTEE

 

2009-2010

SALARY SCHEDULE

 

 

CAFETERIA ASSISTANT

 

 

STEP

HOURLY RATE

1

$10.90

2

$11.22

3

$11.57

4

$11.90

5

$12.28

6

$12.63

7

$13.01

8

$13.40

9

$13.81

10

$14.15

 

 

 

 

 

SICK DAYS  1-1/2 DAYS PER MONTH, CUMULATIVE TO 125 DAYS

 

SICK LEAVE BANK PER CONTRACT, ARTICLE VII, SECTION B

 

PERSONAL DAYS 3 DAYS PER YEAR, CUMULATIVE TO 5 DAYS

 

FUNERAL LEAVE PER CONTRACT, ARTICLE VIII, SECTION D

 

LONGEVITY $   400 AFTER 10 YEARS OF SERVICE

 $   750 AFTER 15 YEARS OF SERVICE

 $1,200 AFTER 20 YEARS OF SERVICE

 

 

 

 

SHUTESBURY SCHOOL COMMITTEE

 

2009-2010

SALARY SCHEDULE

 

 

TEACHERS

 

 

STEPS

BACHELOR’S

MASTERS

MASTERS +30

1

$32,973

$34,516

$36,333

2

$35,304

$36,333

$38,150

3

$37,151

$38,150

$39,966

4

$38,991

$39,966

$41,783

5

$40,836

$41,783

$43,597

6

$42,679

$43,597

$45,415

7

$44,523

$45,415

$47,231

8

$46,367

$47,231

$49,048

9

$48,212

$49,048

$50,866

10

$50,055

$50,866

$52,681

11

$51,932

$52,682

$54,446

12

$53,594

$54,341

$56,134

13

$55,201

$55,972

$57,818

14

$56,581

$57,371

$59,263

 

 

 

 

 

SICK DAYS  15 DAYS PER YEAR, UNLIMITED ACCUMULATION

 

SICK LEAVE BANK PER CONTRACT, REFER TO ARTICLE VII, SECTION B

 

PERSONAL DAYS 3 DAYS PER YEAR, CUMULATIVE TO 5 DAYS

   NEW TEACHERS WILL BEGIN WITH AN ACCUMULATION OF 2 DAYS

 

FUNERAL LEAVE PER CONTRACT, ARTICLE VIII, SECTION D

 

LONGEVITY  $   750 AFTER 15 YEARS OF SERVICE

   $1,000 AFTER 18 YEARS OF SERVICE

   $1,250 AFTER 21 YEARS OF SERVICE

   $2,000 AFTER 25 YEARS OF SERVICE

   $3,000 AFTER 30 YEARS OF SERVICE

 

MENTOR  $   600 PER YEAR

 

TEACHER-IN-

CHARGE  $   750 PER YEAR

 


SHUTESBURY SCHOOL COMMITTEE

 

2010-2011

SALARY SCHEDULE

 

CLERICAL

 

 

 

STEPS

HOURLY RATE

1

$12.26

2

$12.80

3

$13.29

4

$13.88

5

$14.45

6

$15.03

7

$15.63

8

$16.26

9

$16.83

10

$17.50

 

 

 

 

CONTRACT  195 WORKING DAYS:  185 SCHOOL DAYS + 10 ADDITIONAL DAYS

 

SICK DAYS  1-1/2 DAYS PER MONTH, CUMULATIVE TO 125 DAYS

 

SICK LEAVE BANK PER CONTRACT, ARTICLE VII, SECTION B

 

PERSONAL DAYS 3 DAYS PER YEAR, CUMULATIVE TO 5 DAYS

 

FUNERAL LEAVE PER CONTRACT, ARTICLE VIII, SECTION D

 

HOLIDAYS  PER CONTRACT, ARTICLE IX

 

VACATION  PER CONTRACT, ARTICLE IX

VACATION DAYS ARE NOT IN LIEU OF WORKDAYS, BUT WILL BE ADDITIONAL DAYS PAID

 

LONGEVITY $   400 AFTER 10 YEARS OF SERVICE

 $   750 AFTER 15 YEARS OF SERVICE

 $1,200 AFTER 20 YEARS OF SERVICE

 

 

SHUTESBURY SCHOOL COMMITTEE

 

2010-2011

SALARY SCHEDULE

 

TEACHER AIDES

 

 

 

STEPS

HOURLY RATE

1

$11.97

2

$12.57

3

$13.25

4

$13.90

5

$14.49

6

$15.10

7

$15.67

8

$16.21

9

$17.02

10

$17.87

 

 

 

 

    

 

SICK DAYS  15 DAYS PER YEAR, UNLIMITED ACCUMULATION

 

SICK LEAVE BANK PER CONTRACT, ARTICLE VII, SECTION B

 

PERSONAL DAYS 3 DAYS PER YEAR, CUMULATIVE TO 5 DAYS

   NEW AIDES WILL BEGIN WITH AN ACCUMULATION OF 2 DAYS

 

FUNERAL LEAVE PER CONTRACT, ARTICLE VIII, SECTION D

 

LONGEVITY $   400 AFTER 10 YEARS OF SERVICE

 $   750 AFTER 15 YEARS OF SERVICE

 $1,200 AFTER 20 YEARS OF SERVICE

   

 

 

 

 

 

 

 

 

 

 

SHUTESBURY SCHOOL COMMITTEE

 

2010-2011

SALARY SCHEDULE

 

 

HEAD CUSTODIAN

 

 

STEPS

HOURLY RATE

1

$14.52

2

$14.97

3

$15.43

4

$15.91

5

$16.40

6

$16.91

7

$17.44

8

$17.98

9

$18.52

10

$19.13

 

 

 

 

   

SICK DAYS  1-1/2 DAYS PER MONTH, CUMULATIVE TO 125 DAYS

 

SICK LEAVE BANK PER CONTRACT, ARTICLE VII, SECTION B

 

PERSONAL DAYS 3 DAYS PER YEAR, CUMULATIVE TO 5 DAYS

 

FUNERAL LEAVE PER CONTRACT, ARTICLE VIII, SECTION D

 

VACATION PER CONTRACT, ARTICLE IX 

    

LONGEVITY  $   400 AFTER 10 YEARS OF SERVICE

   $   750 AFTER 15 YEARS OF SERVICE

   $1,200 AFTER 20 YEARS OF SERVICE

 

 

 

 

 

 

 

 

 

 

 

 

 

 

SHUTESBURY SCHOOL COMMITTEE

 

2010-2011

SALARY SCHEDULE

 

FOOD SERVICE DIRECTOR

 

 

STEPS

HOURLY RATE

1

$14.52

2

$14.97

3

$15.43

4

$15.91

5

$16.40

6

$16.91

7

$17.44

8

$17.98

9

$18.52

10

$19.13

 

 

 

 

 

 

SICK DAYS 1-1/2 DAYS PER MONTH, CUMULATIVE TO 125 DAYS

 

SICK LEAVE BANK PER CONTRACT, ARTICLE VII, SECTION B

 

PERSONAL DAYS 3 DAYS PER YEAR, CUMULATIVE TO 5 DAYS

 

FUNERAL LEAVE PER CONTRACT, ARTICLE VIII, SECTION D

 

LONGEVITY $   400 AFTER 10 YEARS OF SERVICE

 $   750 AFTER 15 YEARS OF SERVICE

 $1,200 AFTER 20 YEARS OF SERVICE

 

SHUTESBURY SCHOOL COMMITTEE

 

2010-2011

SALARY SCHEDULE

 

ASSISTANT CUSTODIAN

 

 

STEP

HOURLY RATE

1

$11.00

2

$11.46

3

$11.92

4

$12.37

5

$12.83

6

$13.29

7

$13.74

8

$14.20

9

$14.66

10

$15.12

SHIFT DIFFERENTIAL

        $  0.33  

 

 

 

 

SICK DAYS 1-1/2 DAYS PER MONTH, CUMULATIVE TO 125 DAYS

 

SICK LEAVE BANK PER CONTRACT, ARTICLE VII, SECTION B

 

PERSONAL DAYS 3 DAYS PER YEAR, CUMULATIVE TO 5 DAYS

 

FUNERAL LEAVE PER CONTRACT, ARTICLE VIII, SECTION D

 

VACATION PER CONTRACT, ARTICLE IX 

 

LONGEVITY $   400 AFTER 10 YEARS OF SERVICE

 $   750 AFTER 15 YEARS OF SERVICE

 $1,200 AFTER 20 YEARS OF SERVICE

 

   

 

 

SHUTESBURY SCHOOL COMMITTEE

 

2010-2011

SALARY SCHEDULE

 

 

CAFETERIA ASSISTANT

 

 

STEP

HOURLY RATE

1

$11.07

2

$11.39

3

$11.74

4

$12.07

5

$12.46

6

$12.82

7

$13.21

8

$13.61

9

$14.01

10

$14.36

 

 

 

 

 

SICK DAYS  1-1/2 DAYS PER MONTH, CUMULATIVE TO 125 DAYS

 

SICK LEAVE BANK PER CONTRACT, ARTICLE VII, SECTION B

 

PERSONAL DAYS 3 DAYS PER YEAR, CUMULATIVE TO 5 DAYS

 

FUNERAL LEAVE PER CONTRACT, ARTICLE VIII, SECTION D

 

LONGEVITY $   400 AFTER 10 YEARS OF SERVICE

 $   750 AFTER 15 YEARS OF SERVICE

 $1,200 AFTER 20 YEARS OF SERVICE

 

 

 

 

SHUTESBURY SCHOOL COMMITTEE

 

2010-2011

SALARY SCHEDULE

 

 

TEACHERS

 

 

STEPS

BACHELOR’S

MASTERS

MASTERS +30

1

$33,468

$35,033

$36,878

2

$35,834

$36,878

$38,722

3

$37,708

$38,722

$40,565

4

$39,576

$40,565

$42,410

5

$41,448

$42,410

$44,251

6

$43,319

$44,251

$46,096

7

$45,191

$46,096

$47,939

8

$47,063

$47,939

$49,784

9

$48,935

$49,784

$51,629

10

$50,805

$51,629

$53,471

11

$52,711

$53,472

$55,263

12

$54,397

$55,157

$56,976

13

$56,029

$56,811

$58,685

14

$57,430

$58,232

$60,152

 

 

 

 

 

SICK DAYS  15 DAYS PER YEAR, UNLIMITED ACCUMULATION

 

SICK LEAVE BANK PER CONTRACT, REFER TO ARTICLE VII, SECTION B

 

PERSONAL DAYS 3 DAYS PER YEAR, CUMULATIVE TO 5 DAYS

   NEW TEACHERS WILL BEGIN WITH AN ACCUMULATION OF 2 DAYS

 

FUNERAL LEAVE PER CONTRACT, ARTICLE VIII, SECTION D

 

LONGEVITY  $   750 AFTER 15 YEARS OF SERVICE

   $1,000 AFTER 18 YEARS OF SERVICE

   $1,250 AFTER 21 YEARS OF SERVICE

   $2,000 AFTER 25 YEARS OF SERVICE

   $3,000 AFTER 30 YEARS OF SERVICE

 

MENTOR  $   600 PER YEAR

 

TEACHER-IN-

CHARGE  $   750 PER YEAR