Berlin-Boylston

AGREEMENT

BETWEEN

THE BERLIN-BOYLSTON REGIONAL SCHOOL COMMITTEE

AND

THE TAHANTO REGIONAL TEACHERS' ASSOCIATION,

Local 3225, American Federation of Teachers, AFL-CIO

September 1, 2007 - August 31, 2010

PART ONE

ARTICLE I

ASSOCIATION RECOGNITION

A.        The Berlin-Boylston Regional School Committee recognizes the Tahanto Regional Federation of Teachers Local 3225, American Federation of Teachers, AFL-CIO, as the exclusive bargaining representative for all teaching personnel employed by the Berlin-Boylston Regional School Committee, who hold certificates or waivers under Chapter 71 of the Massachusetts General Laws, and all other personnel who hold such certificates or waivers and who perform a school related function such as the librarian, guidance counselors, and reading specialists, hearing and speech therapists, school psychologist, etc.

Included within the category of waiver personnel shall be those for whom an application for waiver has been filed and is still pending.

Excluded from the unit: the Superintendent, Principals, Assistant Principals, Administrator of Special Education, substitutes, tutors, teacher aides, coaches, and all other employees of the Municipal Employer.

B.         Unless otherwise indicated, the employees in the above unit will be hereinafter referred to as "Teachers", and references to teachers will include all teachers, both male and female.

Pursuant to vote of Berlin-Boylston Regional School Committee, October 25, 1972.

ARTICLE II

DURATION OF CONTRACT

The Contract between Berlin-Boylston Regional School District and the Tahanto Teachers' Association, AFT, AFL-CIO, Local 3225, will be in effect from September 1, 2007 to August 31, 2010.

PART TWO

ARTICLE III

SCHOOL CALENDAR

A.        It is understood and agreed that determination of the school calendar is a function of the School Committee under Massachusetts General Laws, Chapter 71, Section 37.

ARTICLE IV

TEACHING YEAR

A.        Effective with the 2000-2001 school year, the school year shall consist of one (1) day prior to start of school, one hundred eighty-two (182) student days, and four (4) days to be scheduled by the School Committee. Teachers commencing employment at the beginning of the contract year will be required to work one (1) day in addition to the above for the purpose of orientation.

B.         While the seven (7) period school day is in effect, Department Heads will not be required to teach more than twenty-six (26) single periods per week. Department Heads will be given five (5) preparation periods per week. Department Heads will be required to work two (2) additional days prior to the beginning of the school year in addition to the day before the school year begins, for the purpose of orienting new teachers in their department, meeting with the Principal, and checking on availability of ordered books and materials, and one (1) day following the close of the school year for the purpose of orderly completion of the work of the department and for planning and ordering for the next school year.

C.         Professional Development Days Effective September 1, 1998, there shall be only two (2) additional days per year for professional development.

If the state legislature and/or the State Board of Education lengthens the minimum school year beyond one hundred eighty-two (182) school days, then the professional development days shall be converted to school days to the extent of the increase beyond one hundred eighty-two (182) days; e.g. a school year of one hundred eighty-three (183) days would

result in one (1) professional day converted to a school day and one (1) professional day being maintained as such.

ARTICLE V

TEACHING DAY

A.        Except as otherwise provided in Part Four of this Agreement, a teacher will be expected to be in the building between the hours of 7:25 a.m. (start), 7:30 a.m. (on duty) and 2:20 p.m. On either Monday, Tuesday, Wednesday or Thursday a teacher is expected to be in the building until 2:40 p.m. for the purpose of providing extra help to students; provided, however, that if no student appears by 2:20 p.m., or if no student has made an appointment for extra help, the teacher shall be free to leave school at 2:20 p.m.

On Fridays and on the day before a vacation or holiday, teachers may leave school five minutes after the regular last school bus has departed.

Because of the nature of the professional responsibility of teachers, it is recognized that they may be required to devote additional time for extra help in order to fulfill their professional commitments.

B.         Students will receive extra help also from teachers after school on other days as requested by a student or a teacher, upon arrangement between the student and teacher involved. In the event of a question arising out of the amount of extra help offered or requested, a conference will be held including the teacher, the parent or parents, the student, and the Principal. Following the conference the Principal, after consultation with the teacher, will determine the extent of extra help which is necessary in the individual case.

C.         Teachers will also remain after 2:20 p.m. with proper notification (48 hours) for core evaluation or other meetings necessary to provide service to children with special needs in accordance with Chapter 766 of the Acts of 1972, in cases where these meetings cannot be scheduled during the teacher work day.

D.        Duty Free Lunch Each teacher shall be provided with at least a thirty (30) minute lunch period free of all duties.

E.         A teacher will be guaranteed course preparation equivalent to one (1) academic period, but of no less than forty-eight (48) minutes duration per day.

PART THREE

ARTICLE VI

COMPENSATION

A.        Basic Salary Schedule The salaries and differentials of the members of the bargaining unit are set forth in Appendix "A", which is attached to and made a part of this Agreement.

B.         Extra-Curricular Activity A schedule for payment of extra-curricular duties is set forth in Appendix B, which is attached to and made a part of this Agreement.

(1)               Assignment to the extra-curricular positions listed in Appendix B shall be made annually.

C.         Initial Placement on the Salary Schedule

(1)               Members of the bargaining unit shall be placed on the salary schedule at the step appropriate for degree status and creditable years of experience.

(2)               New teachers shall be placed on the salary schedule at a step established by agreement between the employee and the Superintendent provided that new teachers shall not receive higher salary than any presently employed teacher with equal training and experience. After hire, members of the bargaining unit shall advance on the salary schedule in accordance with their degree status and creditable years of experience in the Berlin-Boylston Regional School District. All benefits, including salary to which a teacher was entitled at the time of lay-off shall be restored in full upon recall.

(1)        The Union shall be provided with a list indicating the step placement of bargaining unit members.

D.        Method and Time of Salary Payment

(1)               The annual salary to be paid to each teacher shall be paid in twenty-six (26) biweekly installments. The first payment shall not be payable until after the start of the school year.

(2)               A member of the employee unit shall have the option to be paid all monies due for services during the school year by June 30, provided that a written request is made not later than May 15 of the year in question on forms to be provided by the Superintendent's office, and provided further that all such services have been completed by June 30 of said year.

(3)               If a member of the bargaining unit leaves or dies during the school year, he or his estate shall be entitled to a prorated share of his salary based on his period of service in relation to the number of weeks school is in session during the school year, minus the compensation already paid.

E.         Itemized Payroll Deductions A statement of payroll deductions shall be provided with each salary payment. The Committee agrees to provide payroll deduction to any financial institution with a federal tracking identification or routing number through the automatic clearinghouse, upon appropriate authorization from members of the bargaining unit requesting such deductions.

ARTICLE VII

QUALIFICATION FOR INCREMENTS

A.        Qualification for Increments and Progression on the Salary Schedule

(1)               An increment, as provided in the salary schedule, will be granted annually (effective as of September 1) to a teacher, provided that at each three (3) year interval of employment in the Berlin-Boylston Regional School System a dual requirement is fulfilled as follows: a. Satisfactory completion of a three (3) credit course which has had prior approval of the Superintendent, and b. Recommendation by the Superintendent to grant the three (3) year increment.

(2)               Once a teacher reaches maximum, the three credits need only be obtained once every five (5) years.

(3)               If a teacher fails to obtain the required courses, he shall not receive any step increment or longevity increment. He shall remain on the same step, but he shall receive any increases to which that step is entitled.

(4)               Once a teacher reaches the maximum step of the level of Master's Degree plus 30 he shall be relieved of the requirement of taking additional courses for credit.

(5)               For purposes of determining the proper step on which to place new teachers, one hundred thirty-five (135) work days or more completed in any one school year in this school system shall be credited on the salary schedule as one full work year of teaching experience. This provision shall apply to teachers returning from approved leaves of absence or having  any past  employment in the Berlin-Boylston Regional  School  System,  subject to recommendation by the Superintendent to grant the three (3) year increment and approval by the School Committee.

(6)               Official transcripts, or other college and university documents, submitted as verification of course and degree completion for purposes of advancing on the salary schedule, must be delivered to the Superintendent by October 1 of each school year for adjustment of the teacher's salary for that school year.

(7)               Longevity increments in accordance with the salary schedule will be granted at the completion of each five-year period of teaching after a teacher has attained the maximum step on the salary schedule, provided that the Superintendent so recommends, and provided the teacher has obtained three course credits within said five-year period.

B.         Advancement in Training Status

(1)               Advancement to a higher training level shall be effective the September 1 next following the date when a degree is awarded or the date when the requirements for an advancement to a higher training level are completed.

(2)               Only credits taken after the date of receipt of a Master's Degree shall be applicable to the salary track beyond the Master's Degree.

(3)               Effective July 1, 2001 advancement to a higher training level shall be effective immediately following the date when the requirements for an advancement to a higher level are completed, provided that written notification is given to the principal on or before December 1 of the prior fiscal year (or of the preceding year) and confirmation of completion is submitted to and received by the principal at time of completion.

C.         Course Reimbursement The Berlin-Boylston Regional School Committee agrees to pay course reimbursement for courses taken by employees covered under this Contract. Reimbursement shall not exceed a total of thirty (30) courses per year for reimbursement.

·                     Effective September 1, 2007, such course reimbursement shall include tuition and fees to a maximum amount of $700 per person per year and $1,400 once in a three (3) year span.

·                     Effective September 1, 2009, such course reimbursement shall include tuition and fees to a maximum amount of $800 per person per year and $1,550 once in a (3) year span.

Each employee must submit their course title to the Superintendent prior to the beginning of the course and receive his approval.  The employee must receive a grade of "B" or better and submit a grade report to the Superintendent's Office.    At the discretion of the Superintendent, additional courses can be added to accommodate special circumstances.

ARTICLE VIII

DUES DEDUCTION

A.        The Committee, having accepted Section 17C of Chapter 180 (added by St. 1962, c. 175) by vote duly adopted on December 3, 1969, it is agreed that deductions shall be made from the salary of any teacher so requesting for dues to the Tahanto Regional Teachers' Federation, Local 3225, American Federation of Teachers, all procedures to be in compliance with the terms and provisions of said Section 17C. The deductions shall be made as follows:

(1)               The Superintendent will furnish the Tahanto Regional Teachers' Federation annually by July 1 with a list of all new teachers who will begin employment in September, and any additional teachers who are employed thereafter prior to September 1.

(2)               Deductions shall be made only in those cases where a teacher signs an authorization form in triplicate stating the exact amount of each deduction and the total to be deducted over the deduction period and delivers said form to the Superintendent on or before August 1 of the first year in which the dues deductions are to commence.

(3)               There will be eight (8) semi-monthly installments commencing with the first pay period in September and ending with the last pay period in December.

(4)               Any teacher who authorizes deductions after the first pay period will be allowed to deduct professional dues only over the remaining pay periods ending with the last pay period in December.

(5)               After authorizing deductions, a teacher must have that amount of deductions made each pay period until all payments are completed.    Any teacher may stop deductions at any time by making a written signed statement to that effect to the Superintendent of Schools. Once payments are so terminated they may not be resumed that year.

(6)        The Treasurer of the Berlin-Boylston Regional School District shall forward all monies deducted for professional dues once monthly to the Treasurer of the Tahanto Regional Teachers' Federation, Local 3225, American Federation of Teachers, after proper billing by the Association on or after the 20th day of each month.

ARTICLE IX

INSURANCE AND ANNUITY PLAN

A.        Insurance Coverage The Committee will pay under provisions permitted by law the cost of the following types of insurance coverage:

(1)               A $20,000 term life insurance plan of the type presently available to teachers.

(2)               The School District shall provide two (2) HMO's which shall be HMO Blue and the Fallon Community Health Plan. However, effective May 1, 2005, there shall be no further enrollment into the Fallon Health Plan. Only those persons who are enrolled in the Fallon Plan as of May 1, 2005, may remain therein. Once a person who is enrolled in the Fallon Health Plan opts out of that Plan, he/she may not opt back into it. In the event that the School Committee chooses to no longer purchase its health insurance through MI1A, it is understood that the above-referenced prohibition against employees entering into the Fallon Plan shall be lifted. Contribution rates will be as follows:

·                     Effective September 1, 2007, the School Committee shall pay eighty-one percent (81 %) of the cost of the individual or family HMO Blue coverage, whichever applies, with an equal dollar amount being paid towards the cost of the Fallon Community Health Plan (for those employees who are "grand fathered" into Fallon). In no case will the District pay more than 86% of the appropriate Fallon plan. In the event that MIIA is dropped as the Administrator, the District shall continue to provide two (2) HMO's, which shall be, as stated above, HMO Blue and the Fallon Community Health Plan and the district shall pay 81% of the cost of the individual or family HMO Blue coverage, whichever applies, with an equal dollar amount to the Fallon Community Health Plan. In no case will the District pay more than 86% of the appropriate Fallon plan.

·                     Effective September 1, 2008, the School Committee shall pay seventy-eight percent (78%) of the cost of the individual or family HMO Blue coverage, whichever applies, with an equal dollar amount being paid towards the cost of the Fallon Community Health Plan (for those employees who are "grand fathered" into Fallon). In no case will the District pay more than 83% of the appropriate Fallon plan. In the event that MIIA is dropped as the Administrator, the District shall continue to provide two (2) HMO's, which shall be, as stated above, HMO Blue and the Fallon Community Health Plan and the district shall pay 78% of the cost of the individual or family HMO Blue coverage, whichever applies, with an equal dollar amount to the Fallon Community Health Plan. In no case will the District pay more than 83% of the appropriate Fallon plan.

·                     Effective September 1, 2009, the School Committee shall pay seventy-five percent (75%) of the cost of the individual or family HMO Blue coverage, whichever applies, with an equal dollar amount being paid towards the cost of the Fallon Community Health Plan (for those employees who are "grand fathered" into Fallon). In no case will the District pay more than 80% of the appropriate Fallon plan. In the event that MIIA is dropped as the Administrator, the District shall continue to provide two (2) HMO's, which shall be, as stated above, HMO Blue and the Fallon Community Health Plan and the district shall pay 75% of the cost of the individual or family HMO Blue coverage, whichever applies, with an equal dollar amount to the Fallon Community Health Plan. In no case will the District pay more than 80% of the appropriate Fallon plan.

Additional plans may be offered, provided that such plans shall not affect the availability or increase the employees' cost of the HMO Blue or the Fallon Plan.

(3)               The Committee will establish a flex plan which permits the payments for health insurance to be treated as non-taxable income.

(4)               Effective July 11, 2006, the School Committee agrees to accept the provisions of Massachusetts General Laws Chapter 32B, §§ 9A, 9D, and 18.  This paragraph A (4) of Article IX shall not be grievable or artibrable except on the sole issue of whether the School Committee has accepted §§ 9A, 9D, and 18.

B.         Annuity Plan Teachers will be eligible to participate in up to two Tax-Sheltered Annuity Plans established pursuant to United States Public Law No. 87-370.

C.         Workmen's Compensation Teachers shall be included under the provisions of the Massachusetts Workmen's Compensation Act.

Nothing shall prevent an employee from using his/her sick leave (including accumulated sick leave) to augment the Workmen's Compensation stipend. Sick leave used shall be a pro-rated percentage necessary to ensure that the employee receives compensation equal to one hundred (100%) percent of his/her regular salary. Deduction from the accumulated sick leave shall be equal to the pro-rated percentage used to make the employee's salary whole.

ARTICLE X

USE OF MOTOR VEHICLES

A.        Traveling teachers covered by this Agreement who are authorized to use private automobiles for school purposes shall be reimbursed at the IRS rate per mile.

PART FOUR

ARTICLE XI

TRANSFERS AND PROMOTIONS

A.        Transfers

(1)               Requests for non-promotional transfers shall be submitted in writing and renewed annually at any time in the year to the Superintendent of Schools.

(2)               If the transfer is one that normally would not become effective until the beginning of the school year, the request must be filed prior to May the 1 st of the preceding school year.

(3)               Notice of transfer shall be given to a teacher as soon as possible following the granting of the teacher's request.

B.         Promotions

(1)               Whenever any vacancy in a full-time promotional position (new or existing) occurs during the school year (September to June), and a decision is made to fill said vacancy, it will be adequately publicized by the Superintendent by means of a notice placed on the Association bulletin board in every school as far in advance (at least ten (10) days) of the appointment as possible. During the months of July and August, notice of any such vacancy will be given to the Federation. In both situations the qualifications and minimum prerequisites for the position, its duties and the rate of compensation will be clearly set forth.

(2)               Applications will be received from the personnel who believe themselves qualified by reason of experience, training, capacity, and general ability to execute proficiently all the demands of the position.

C.         Positions in Summer School, Evening School and Under Federal Programs

(1)        All openings for summer school and evening school positions and for positions under Federal programs will be adequately publicized by the Superintendent in each school building as early as possible and teachers will be notified of the action taken regarding their applications as early as possible.

Under normal circumstances, summer school and evening school opening will be publicized not later than four (4) months before the commencement of such programs, and teachers will be notified of the action taken not later than two (2) months before the commencement of such programs.

(2)               Such positions shall be filled first by regularly appointed teachers at the school in accordance with "3" below.

(3)               In filling such positions, consideration will be given to a teacher's area of competence, major and/or minor field of study, and quality of teaching performance. If all other qualifications are substantially equal, positions will be filled on the basis of length of service.

D.        Filling Vacancies and Promotions The Principal shall be the sole judge as to who fills vacancies and who receives promotions subject to the approval of the Superintendent.

ARTICLE XII

TEACHER ASSIGNMENTS

A.        Assignments

(1)               In order to assure that pupils are taught by teachers working within their areas of competence, teachers will not be assigned outside the scope of their teaching certificates and/or their major or minor fields of study, except in the case of temporary assignments and other instances of good cause.

(2)               Teachers will be notified in writing of their tentative programs for the coming 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 classrooms that they will have by April 30.

(3)               To the extent feasible, teacher preference will be taken into consideration in making grade and subject assignments.

(4)               In arranging schedules for teachers who are assigned to more than one school, an effort will be made to limit the amount of inter-school travel. Such teachers will be notified of any changes in their schedule as soon as practicable. Teachers who are assigned to more than one school will receive remuneration for all inter-school driving done by them at the current rate.

(5)               A basic maximum of twenty-five (25) teaching periods, five (5) preparation periods, and five (5) administrative periods will be assigned for all teachers.

(6)        This Article shall not be subject to the Grievance Procedure.

(7)        While the seven (7) period school day is in effect, teachers will not be required to teach more than twenty-six (26) single periods per week. The teachers will be given five (5) preparation periods per week.

B.         Tutoring Acceptance of a tutoring assignment is voluntary. Some tutoring assigned by the Administration and performed by certified teachers shall be paid at the rate of twenty ($20.00) dollars per hour, the tutor to provide transportation at his own expense.

C.         Extra-Curricular Assignments

(1)               Teachers are to select either an in-school activity or an extra-curricular activity by the close of each school year for the next year in accordance with their interest and capabilities. A teacher shall not be required to undertake an extra-curricular activity.

(2)               Teachers who do not select in-school activities or extra-curricular activities may be assigned in-school activities by the Principal on a fair and equitable basis after consultation with the available teachers.

(3)               All activities shall be subject to assignment, except those listed in Appendix B.

(4)               New in-school activities will be posted, along with their responsibilities, on the faculty bulletin board for a period of one (1) week before they may be assigned by the Principal.

(5)               The basic salary schedule and the chart of extra-curricular activities listed in Appendix B, shall constitute full consideration for performance of such service.

(6)        The Principal, subject to the approval of the Superintendent, shall be the sole judge of what is a fair and equitable assignment, and of what teacher shall be given that assignment.

ARTICLE XIII

ASSISTANCE IN ASSAULT CASES

A.        The Principal shall report all cases of assault suffered by teachers, in connection with their employment, to the Superintendent.

B.         Whenever it is alleged that a teacher has assaulted a person or that a person has assaulted a teacher, the Principal and Superintendent shall conduct an investigation of the incident. The Superintendent shall comply with any reasonable request from the teacher for relevant information in the Committee's possession not privileged under law concerning the person or persons involved.

C.         The Committee shall indemnify a teacher in its employ for expenses or damages sustained by him by reason of an action or claim against him arising out of the negligence of such teacher or other act of his resulting in accidental bodily injury to or the death of any person or in accidental damage to or destruction of property, while acting as such teacher, and may indemnify such teacher in its employ for expenses or damages sustained by him by reason of an action or claim against him arising out of any other acts done by him while acting as such teacher; provided, in either case, that such teacher was at the time the cause of action or claim arose acting within the scope of his employment and provided further that the defense or settlement of any action or claim for which indemnification is sought under this provision shall have been made by the District Counsel, upon the request of the Committee, or if the District Counsel fails or refuses to defend such action or claim, by an attorney named by the Committee or by an attorney employed by such teacher. The Committee shall appropriate funds for this purpose in the same manner as appropriations for general school purposes.

ARTICLE XIV

LEAVES OF ABSENCE WITH PAY

A.        Sick Leave

(1)               Teachers will be entitled to fifteen (15) sick leave days as of the first day of each school year. Up to five (5) days per year of sick leave may be used to tend to an immediate family member who is ill or in need of medical attention. For the purposes of this section, immediate family shall include: husband, wife, mother, father, sister, brother, son, daughter, in-laws, grandparents and members of the same household. Unused sick leave days may accumulate from year to year with a maximum limit of one hundred sixty-five (165) days. Effective September 1, 1997 accounting for the accumulation of sick leave shall take place at the end of the school year with days remaining added or lost. The intent of this language is to allow the current year's sick leave to be used before taking days from the accumulated leave; e.g. a teacher with one hundred sixty (160) accumulated days would receive their fifteen (15) days in September, any unused portion of those fifteen (15) days would be added to the one hundred sixty (160) days at the end of the year up to the maximum allowed. The Superintendent, at his discretion, may allow sick leave beyond the above limits.

(2)               Unused accumulated sick leave will be restored to a teacher upon his return from his leave of absence and he will be assigned to a position substantially equivalent to the one which he held at the time said leave commenced.

B.         Sick Bank

(1)        A sick bank will be established for all teachers who wish to participate and who have taught at Tahanto Regional Middle-High School for more than two (2) years.

(2)               The Berlin-Boylston Regional School Committee shall invest one hundred (100) days for the establishment of the sick bank.

(3)               Participants shall contribute three (3) days the first year and a minimum of one (1) day per year thereafter of accumulated sick leave to the sick bank.

(4)               Only participants who have contributed to the sick bank shall be eligible to receive time from the sick bank.

(5)               A committee of two (2) representatives appointed by the Teachers' Association and the Superintendent of Schools shall administer the sick bank. In case of a vote, majority will rule.

(6)               The decisions of the sick bank committee are final and binding and are not subject to the grievance procedure. The committee shall consider the membership eligibility of the teachers who wish to withdraw days from the sick bank as well as the following other criteria:

(a)               A teacher must submit written evidence from a doctor that he/she is suffering a serious and lengthy illness that requires further absence from work; and

(b)               A teacher must have used up all his/her accumulated sick leave.

(7)       The sick bank committee may issue a grant from the sick bank to no more than one hundred ninety (190) days in grants up to ninety (90) days.

(8)       The sick bank shall maintain a minimum of twenty-five (25) days in reserve. If the number falls below twenty-five (25), members will be required to contribute one (1) additional day from accumulated sick leave.

C.         Funeral Leave

(1)               In the event of death in the immediate family of a teacher, a teacher will be granted at his request, reasonable and necessary time off as funeral leave for as many as five (5) working days without loss of pay. For the purpose of this Agreement, the immediate family shall be husband, wife, children, father and mother, sister and brother. The Superintendent at his discretion may grant additional leave.

(2)               A total of two (2) days without loss of pay may be granted in the case of death of a mother-in-law, father-in-law, grandparents, grandparents of the spouse, brother-in-law, sister-in-law, and in the case of death of an aunt, uncle, and any other member of the family living in the immediate household, a total of one (1) day may be granted without loss of pay.

(3)               The Superintendent, at his discretion, may grant additional days and may determine whether such additional days shall be with or without pay.

D.         Religious Leave Each employee may be granted up to two (2) days absence from school duties without loss of pay for the observance of religious holidays not regularly included in the school calendar. If taken, there will be no deduction from the individual's personal or accumulated sick leave. Five (5) days of advance notification to the principal will be required as a prerequisite to the granting of religious leave.

E.         Emergency Leave

(1)        Absence will be granted without loss of pay for not more than three (3) days in any one (1) school year to permit a teacher to attend to personal or business matters at which his presence is necessary and which could not be postponed to a time in which school is not in session.

(2)               Since the absence of a teacher will interrupt the continuity of his class instruction and will result in a lessening of the pupils' education accomplishments, a teacher should avail himself of these absences only in unusual and extraordinary circumstances.

(3)               To facilitate procurement of the best available substitute instruction, the teacher, whenever possible, will give at least one (1) week's notice of the anticipated absence to the Principal. A brief explanation of the reason for the absence will be included on the monthly absence report.

(4)               Examples of the kinds of absences covered in this policy include, but are not limited to, the following:

(a)               Legal matters, such as transfer of deeds, court appearances, and legal consultations which require appointments during the school days.

(b)               Sickness in the immediate family, such as a sick child requiring a parent's attention at home, or a member of the immediate family suffering from an illness of a critical nature that would require your presence at the bedside.

(c)               Death of a close relative or friend.

(d)               Emotional upset following accident involving oneself or someone closely related or a close friend.

(e)               Graduation of son, daughter, or spouse from high school or college.

(f)        Attendance at a wedding ceremony of a member of the immediate family.

(g)        Religious holidays which require a teacher to be away from his teaching assignment by the rules of his faith.

F.         Military Leave

(1)               Military leave without pay shall be granted to any teacher who is inducted or enlists in any branch of the armed forces of the United States. Upon return from such leave, a teacher shall be placed on the salary schedule at the level which he would have achieved had he remained actively employed in the school during the period of his absence up to a maximum of four (4) years.

(2)               Teachers will be paid the difference between their regular pay and the pay they receive from the State or Federal Government whenever they are called into compulsory temporary two (2) weeks' active duty of any unit of the United States Reserves or the State or National Guard, provided such obligations cannot be fulfilled on days when school is not in session.

G.        Association Matters Time   necessary   for   Association   representatives   to   attend   Massachusetts Federation of Teachers and/or American Federation of Teachers conferences and conventions up to an aggregate total of four (4) days annually.

H.        Early Release Time necessary to allow a teacher to accept summer study grants when such programs commence not more than ten (10) school days prior to the last day of school, subject to the approval of the Committee.

I.          Other

(1)        For the purposes of visiting other schools or attending workshops, meetings or conferences of an educational nature, one (1) day per year for teachers is covered by this contract. Additional days may be granted with approval of the Superintendent for the above-mentioned reasons and for those who are participating in an approved PDP Program or Project Initiative. Fees associated with such workshops or conferences shall be paid by the District when the Principal requires the teacher to attend such workshop/conference and may otherwise be paid by the District with the prior approval of the Superintendent provided that funds are available.

(2)        A teacher will be entitled to two (2) days for the purpose of responding to a court-ordered subpoena. A copy of this subpoena must be submitted to the Superintendent prior to the court appearance. The Superintendent may, at his discretion, extend the number of days under this article.

J.          Substitutes Leaves taken pursuant to this Article will be in addition to any sick leave to which the teacher is entitled. No teacher will be required to arrange for his own substitute.

ARTICLE XV

LEAVES OF ABSENCE WITHOUT PAY

A.        Military Leave Military leave will be granted to any teacher who is inducted or enlists for one (1) enlistment to fulfill his military obligation in any branch of the armed forces of the United States. Upon return from such leave, a teacher will be placed on the salary schedule at the level he would have achieved had he remained actively employed by the Committee during the period of his absence.

B.         Leave for Family Purposes A leave of absence without pay or increment may be granted, at the discretion of the Superintendent, for the purpose of caring for a sick member of the teacher's immediate family whenever such illness is serious enough to warrant such attention. In the case of leave granted for this purpose, the return of the teacher to service shall coincide with the beginning of a school year unless otherwise approved by the Superintendent.

C.         Illness Leave Any teacher whose personal illness extends beyond the period of authorized sick leave may be granted, at the discretion of the Superintendent, a leave of absence up to one (1) year without pay for such time as it is necessary for complete recovery from such illness. In the case of a leave granted for the purpose, the return of the teacher to service shall coincide with the beginning of a school year unless otherwise approved by the Superintendent.

D.        Child-Rearing Leave

(1)        A teacher shall be granted a child-rearing leave of absence according to the provisions of either paragraph (a), (b), or (c), or any combination thereof, at the discretion of the teacher.

(a)               A teacher shall be granted child-rearing leave without pay for up to twelve (12) weeks, upon four (4) weeks' written notice to the Superintendent specifying the effective date and date of return.

(b)               A teacher shall be granted a child-rearing leave without pay for the remainder of the then current school year upon eight (8) weeks' written notice to the Superintendent specifying the effective date of the leave. Such leave shall be extended for one (1) additional year upon written request of the teacher prior to April 1. The return from such a leave shall coincide with the beginning of a school year unless otherwise decided by the Superintendent.

(c)               At any point during the twelve (12) weeks of unpaid leave, child-rearing faculty will be able to use their sick days for child-rearing purposes.

(d)               The above shall not affect the rights provided by law of a teacher relative to sick leave for periods of disability.

(2)        A teacher granted child-rearing leave in accordance with paragraph (b) above must notify the Superintendent in writing prior to April 1 of his/her intent to return to duty at the start of the next school year. Failure to make such notification will result in termination of the teacher's employment.

E.         Leave of Absence for Study or Research

(1)        The parties recognize and understand that the Superintendent has the authority under Section 41A of Chapter 71, as now in force, to "grant a leave of absence" to a tenure teacher "for study or research ... for a period not exceeding one year at full or partial pay" on the following terms and conditions:

(a)               That the School Committee determines that such leave "would increase" the "professional ability" of such teacher;

(b)               That the teacher "enter into a written agreement with the School Committee that upon termination of such leave he will return to service" ... in the school system . . . "for a period equal to twice the length of such leave and that, in default of completing such service, he will refund to the" . . . district . . . "an amount equal to such proportion of salary received by him while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered".

(2)        The parties further understand that an application for such leave, when initiated by a teacher, should be filed with the Superintendent on or before November 1^st of the school year prior to the school year in which the leave is to commence so as to allow the Committee adequate time to include funds in the budget for such purpose.

F.         Federation Leave

(1)               A member of the bargaining unit who is elected a full-time paid officer of the Massachusetts Federation of Teachers shall, upon proper application, be granted an unpaid leave of absence for one (1) school year.

(2)               A member of the bargaining unit who is employed to assist the Federation in discharging its duties as the exclusive bargaining representative of the teachers covered by this Agreement shall, upon proper application, be granted an unpaid leave of absence for one (1) school year.

G.        Other Leaves.

(1)        Members of the bargaining unit shall be granted leaves of absence without pay for two (2) years to serve with the Peace Corps, Vista, National Teacher Corps, or the Commonwealth Teachers Corps for not more than two (2) years.

(2)               A member of the bargaining unit shall be granted a leave of absence without pay to serve as an elected official in public office.

(3)               All benefits to which a teacher was entitled at the time a leave of absence commenced shall be restored to him upon his return, and he will be assigned to the same or a substantially equivalent position.

H.        Written Authorization All requests and grants of leaves of absence under this article will be in writing.

ARTICLE XVI

TEACHERS' MEETINGS WITHIN THE BUILDING

A.        The principal may call meetings for the purpose of discussing administrative arrangements, curriculum, and any other pertinent business.

B.         Department meetings and meetings of the Department Heads with the Principal may be called as frequently as the Principal determines that they are required for good coordination and communication.

C.         Meetings with the Superintendent may be called from time to time as requested by him and/or by the staff and to be arranged through the building Principal.

D.        Any of the above meetings which cannot be accommodated within the release time for students will be scheduled after 2:20 p.m.

E.         There shall be no more than two (2) mandatory meetings per month and these mandatory meetings shall not extend beyond 3:40 p.m. The subject of additional meetings will be discussed at the consultation meetings provided for in Article XXVIII.

ARTICLE XVII

NON-TEACHING DUTIES

A.        Teachers will not be required to perform the following duties:

(1)        Supervision of the playground, buses, or keeping attendance registers.

(2)        Collecting money from students for non-educational purposes. Teachers may be required to collect and transmit money to be used for educational purposes and will be required to tabulate or account for such money.

B.         Teachers will not be required to drive pupils to activities which take place away from the school building. Teachers shall not be required to transport children in the teachers' automobiles.

C.         Under the present discipline system, teachers will arrange with students to whom they have issued detentions to serve these detentions in their own rooms.

ARTICLE XVIII

TEACHER EVALUATION

A.        Responsibility for Evaluation

(1)               The School Committee is responsible for ensuring that adequate resources are available to evaluate teachers without professional teacher status at least once annually and to evaluate teachers with professional status at least every two years and to assist all teachers to improve their performance.

(2)               The Superintendent, by means of a comprehensive evaluation, shall cause the performance of all teachers to be evaluated pursuant to the regulations adopted by the Massachusetts Board of Education and any supplemental performance standards established by the School Committee in accordance with the General Laws.

The Superintendent is responsible for insuring that the evaluators have training in the principles of supervision and evaluation and have or have available to them expertise in the subject matter and/or areas to be evaluated.

The Principal shall be responsible to ensure that all personnel being evaluated have a clear understanding of the evaluation process.

B.         Purpose of Teacher Evaluation The purpose of teacher evaluation should be as follows:

(1)        To assess a teacher's level of performance.

(2)        To provide written documentation of a teacher's performance.

(3)        To help teachers become more effective.

(4)        To promote teacher growth.

C.         Designation of the Evaluator The Principal and/or the Dean of Students/Assistant Principal, under the direction of the Superintendent of Schools, is designated as the evaluator of all teachers. The Director of Support Services (Special Education) may assist the Principal and/or Dean of Students/Assistant Principal in the formulation of the evaluation by the Principal and/or Dean of Students/Assistant Principal of the Special Education and Support Services Personnel.

D.        Frequency of Evaluation Teachers with non-professional status will be evaluated at least once during the school year. The evaluation is to be completed prior to June 15. The evaluation will be supported by a minimum of three classroom observations.

Professional status teachers performing satisfactorily will be formally evaluated every other year. The formal evaluation is to be completed prior to June 15 of the appropriate school year. In any year in which a formal evaluation is not to be completed professional status teachers will be responsible to complete a self-evaluation by establishing written goals and objectives before and at the commencement of the year and a report of progress with respect to those goals and objectives at or near the conclusion of the school year. The goals and objectives and the report thereon shall be subject to the review of the Principal and be placed in the teacher's personnel file.

The Principal has the authority to re-evaluate teachers who have failed to meet performance standards once an Improvement Plan (Appendix D) directed toward addressing areas of concern has been completed or to assist a teacher who is experiencing professional difficulty.

E.         Steps in the Evaluation Process

(1)        Goal Setting Annually the Principal will hold a formally scheduled meeting with each teacher. At this meeting the Principal will review the district and school goals for the coming year. Personal goals will be mutually developed by the principal and teacher.

(2)        Data Collecting Information for the evaluation will be all inclusive and will be gathered through scheduled or spontaneous visits to the classrooms, as well as through observation of non-classroom performance. All evaluations will be conducted openly and with full knowledge of the teacher.

Every evaluation must be supported by a minimum of two classroom formal observations. These observations must encompass the greater part of the teacher's instructional time. The observation report must reflect the appropriate areas in the approved district teacher performance standards.

An individual conference with the Principal following the observation will be an integral part of the data collection phase of the evaluation.

(3)        Developing the Evaluation The Principal will write the evaluation using the information obtained during observations and of classroom and non-classroom performance.

(4)        Post-Conferencing The Principal will conduct a post-conference with the individual teacher to review the evaluation and to assess the achievement of goals. A copy of the evaluation will be presented to the teacher who will then sign the evaluation. Signature by the teacher does not necessarily indicate agreement with content.

(5)        Optional Follow-Up The teacher may write a rebuttal to any item on the evaluation which will be acknowledged in writing by the Superintendent. This rebuttal will be attached to the evaluation and forwarded to the Superintendent's office for inclusion in the personnel file of the teacher.

(6)        Format The evaluation instrument (Appendix C) will be in a narrative format and will highlight strengths, areas needing improvement, if any, suggestions for improvement, if necessary, and a general overall statement. The Principal will them complete the Performance Evaluation cover page and attach the narrative to that document.

F.         No material derogatory to a teacher's conduct, service, character, or personality will be placed in his personnel file unless the teacher has had the opportunity to review the material. The teacher will acknowledge that he has had the opportunity to review such material by affixing his signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and his answer shall be reviewed by the Superintendent and attached to the file copy.

G.        Any serious complaints regarding a teacher made to the Superintendent or Principal by any parent, student, or other person will be called to the attention of the teacher. The identity of the complainant need not be disclosed.

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

I.          Job descriptions for all administrative and supervisory positions which affect teachers shall have a clear definition to the responsibilities of each Administrator or Supervisor as they affect the teachers. When teachers are responsible to more than one Supervisor, they shall be advised of the exact division of such responsibility. The job descriptions of these administrative and advisory positions as they relate to teachers shall be made available to teachers and other members of the staff. The content of job descriptions shall not be negotiable.

J.          All evaluation comments shall be made in private, apart from the regular classroom.

K.        No tenured teacher will be disciplined or reduced in rank or compensation without just cause.

ARTICLE XIX

SCHOOL FACILITIES

A.        Mailboxes for teachers shall be provided in the Faculty Room.

B.         The present Faculty Room and the adjoining Teachers' Lounges shall remain available for faculty.

C.         Provision shall be made for film projection in each classroom, either stationary or moveable.

D.        Each full-time teacher shall be provided with a teacher's desk.

E.         Photocopier machines and  computers  shall  be  available  for teacher use in preparing instructional materials.

ARTICLE XX

TRAINING TEACHERS

A.        Teachers cooperating in the preparation of college students or college apprentice teachers shall be known as Training Teachers.

B.         Qualifications for Training Teachers shall include the following:

(1)        Teacher certification and NCLB 'Highly Qualified' Status.

(2)               Three (3) years of successful teaching experience.

(3)               Recommendation of the school, college, or university requesting service.

(4)               Willingness to  cooperate with the school requesting service  and the Committee in effecting a coordinated training program.

C.         Acceptance of trainees shall be voluntary.    Adequate advance notice of the assignment of a trainee shall be provided.

ARTICLE XXI

TEACHER FILES

A.        Official teacher files shall be maintained under the following circumstances:

(1)               No material referring to a teacher's conduct, service, character, or personality shall be placed in the files unless the teacher has been given the opportunity to affix his signature to the material and is given a dated copy.

(2)               The teacher shall have the right to submit a response to the statement. The teacher's answer shall also be included in the file.

(3)               Upon request, a teacher shall be given access to his file without delay.

(4)               Upon receipt of a written request, the teacher shall be furnished one reproduction of any material in his file without cost.

(5)               No material may be removed prior to the teacher's inspection of the material.

B.         No official file will be maintained on any teacher except the official personnel file.

C.         Official grievances filed by any teacher under the Grievance Procedure as outlined in this Agreement shall not be placed in the personnel file of the teacher; nor shall such grievance become a part of any other file or record which is utilized in the promotion process; nor shall it be used in any recommendation for job placement; provided, however, that the subject matter of a grievance may be placed in a teacher's file if otherwise proper material for insertion in the file.

D.        The School Committee and its representatives will abide by the Berlin-Boylston Regional School District policy # 1312, adopted 11/9/77, which states that the parents will bring complaints regarding a teacher to the teacher initially. In the event that the seriousness of the complaint is such that it should not be brought immediately to the teacher in question, but could result in disciplinary action, the administration will notify the teacher and identify the complainant.

ARTICLE XXII

FEDERATION PRIVILEGES AND RESPONSIBILITIES

A.        Information The Committee shall make available to the Federation, upon its reasonable request, all records relevant to negotiations, or necessary for the proper enforcement of this Agreement.

B.         School Committee Meetings: Advance Agenda – Minutes A copy of the public agenda of all School Committee meetings shall be made available to the official Federation representatives to the Committee meetings at least twenty-four (24) hours prior to the meetings. The Federation representatives shall be advised as soon as possible of all special meetings of the School Committee.

C.         Bulletin Board The Federation shall be provided a clearly designated Federation bulletin board for the purpose of posting Federation related notices and other materials. Such space shall be provided in each building and the School District Office for the exclusive use of the Association.

D.        Meetings Before the opening of, during the lunch time, and after the close of school on school days, the Federation shall have the right to use designated areas in school buildings for meetings of teachers, provided there is no interference with any scheduled school activities. The use of such designated areas shall be arranged with the Principal.

E.         Printing of Agreement The Committee agrees to pay the cost of duplicating copies of the Agreement and to distribute one copy of the Agreement to each member of the bargaining unit presently employed by the Committee and to each new teacher hired during the duration of this Agreement.

ARTICLE XXIII

MARKS AND GRADES

A.        The teacher's record book in which the students' progress marks are kept is the confidential record of the teacher but the grades therein shall be available to the Principal upon request.

B.         The grade which is entered into the student's permanent record by the teacher represents the student's achievement in the judgment of the teacher.

ARTICLE XXIV

TERMINATION

A.        In the event of a cutback in program, or reduction in staff, requiring the termination of professional teacher status teachers, said professional teacher status teachers shall be terminated within each department on a Seniority basis; i.e., in order of years of service within the School District, the employees with the least service being the first to be laid off. A Seniority list shall be furnished to the Association no later than November 1^st of each year.

B.         In the subsequent event of expanded or additional programs, those professional teacher status persons previously employed and laid off shall be rehired before any new personnel are added. Such rehiring shall also be based on seniority within departments; i.e., the person whose services were terminated last shall be the first re-employed.

C.         This Article shall not apply to teachers without professional teacher status.

D.        When offered re-employment, a teacher must respond within seven (7) days.

E.         A teacher's right of re-employment shall expire two years following the date of the termination of his employment.

PART FIVE

ARTICLE XXV

GRIEVANCE PROCEDURE

A.        Definition Any claim by the Federation or a teacher that there has been a violation, misinterpretation, or misapplication of the terms of this Agreement, a violation of its or his right to fair treatment, or violation of any established policy or practice shall be a grievance.

B.         Time Limits All time limits herein shall consist of calendar days exclusive of legal holidays. The time limits indicated hereunder will be considered maximum unless extended by mutual agreement in writing.

C.         Level One A teacher with a grievance will present it to his Principal either directly or through the Federation. In the event that the teacher is not directly responsible to an individual Principal, then he will present it to his immediate Supervisor.

D.        Level Two If the grievance is not resolved to the satisfaction of the grievant or the Federation within five (5) days exclusive of weekends and holidays after submission at Level One, the teacher and/or the Federation may present the grievance in writing to the Superintendent.

E.         Level Three If the grievance is not resolved to the satisfaction of the grievant or the Federation within (5) days exclusive of weekends and holidays after submission at Level Two, the teacher and/or the Association may present the grievance in writing to the School Committee.

F.         If the grievance is not resolved to the satisfaction of the grievant or the Federation within twenty-two (22) days after submission at Level Three, the Federation may submit any dispute concerning the interpretation or application of the express terms of this Agreement to arbitration under the auspices of the American Arbitration Association in accordance with its voluntary labor arbitration rules. All other disputes that fall within the definition of "grievance" may be processed through Level Three (i.e., the School Committee) of the Grievance Procedure, and the decision at said Level Three shall be final, subject only to the possibility of appropriate judicial review.

G.        General Provisions

(1)               The Federation shall have the right to include in its presentation representatives of its own choosing.

(2)               The School Committee acknowledges the right of the Federation to participate in the processing of a grievance at Level Two or above, and at Level One, with the concurrence of the teacher.

(3)               Provided the parties agree, Level One and/or Level Two of the Grievance Procedure may be by-passed and the grievance brought directly to the next step.

(4)               No reprisals of any kind will be taken by the School Committee or the School Administration against any teacher because of his participation in the Grievance Procedure.

(5)               The School Committee and the Administration will cooperate with the Federation in its investigation of any grievance, and further, furnish the Association with such information as is requested for the processing of any grievance.

(6)               All documents, communications, and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants.

(7)               When it is necessary, pursuant to the Grievance Procedure, for a member of the Federation to attend a grievance meeting of hearing during a school day, he will be released, without loss of pay, as necessary in order to permit participation in the foregoing activity.

(8)               Grievances must be filed, if filed, within fifteen (15) school days after knowledge of the incident which gives rise to the grievance but not later than ninety (90) days after occurrence of the incident.

(9)               While a grievance decision is pending, all interim decisions of the Administration or School Committee may, if the Committee so decides remain in effect.

H.        Protection of Individual and Group Rights

(1)               Nothing contained herein shall be construed to prevent any person from informally discussing any dispute with his immediate superior or processing a grievance on his own behalf in accordance with the Grievance Procedure.

(2)               Nothing contained herein shall be construed to permit any organization other than the Federation to participate in the processing of a grievance.

ARTICLE XXVI

MANAGEMENT CLAUSE

A.        It is understood and agreed that the Committee is the legal representative of the Berlin-Boylston Regional School District and that it retains, except as specifically provided otherwise in this Agreement, the sole and exclusive right and responsibility, whether exercised or not, to operate and maintain the public school system of the Berlin-Boylston Regional School District under the authority vested in it by Chapter 71 of the Massachusetts General Laws.

B.         It is further understood and agreed that the Committee has the sole and exclusive right and responsibility, without limitation, to determine and establish all educational policies and standards for the operation of said system, to prescribe their duties and responsibilities, and to supervise their performance thereof.

C.         It is understood and agreed that the Superintendent of Schools has certain authority and responsibility under the General Laws of the Commonwealth and except as specifically provided otherwise in this Agreement as to those matters committed to the responsibility of the Superintendent of Schools, he/she shall retain the sole and exclusive right and responsibility to execute those responsibilities.

ARTICLE XXVII

SAVING CLAUSE

A.        If any provision of this Agreement is or shall at any time be contrary to law, then such provision shall not be permitted or performed or enforced, except to the extent permitted by law.

B.         In the event that any provision of this Agreement is or shall be contrary to law, all other provisions of this Agreement shall continue in effect.

ARTICLE XXVIII

SCHOOL COMMITTEE/FEDERATION MEETINGS

A Committee of three (3) Federation representatives and three (3) School Committee representatives may meet to discuss matters relating to the welfare of the school. Both parties shall submit items for the agenda. There shall be a mutual effort to make these sessions meaningful and advantageous to the School. These meetings may be called by either group not more often than monthly. The meetings shall be held on non-school time and shall not be considered mandatory meetings within the meaning of Article V.

IN WITNESS WHEREOF, the parties hereto have caused this instrument to be executed on behalf of the School Committee by the Chairman thereof and on behalf of the Teachers' Association by the members of its executive council as of the day and year first above written.

BERLIN-BOYLSTON REGIONAL                             TAHANTO REGIONAL TEACHERS'

SCHOOL COMMITTEE                                              ASSOCIATION, LOCAL 3225, AFT

By: _________________________                            By: ____________________________

_____________________________                            _____________________________

_____________________________                            _____________________________

_____________________________                            _____________________________

_____________________________                            _____________________________

Dated _______________________                             Dated ________________________

APPENDIX A

BERLIN-BOYLSTON REGIONAL SCHOOL DISTRICT

TEACHERS' SALARY SCHEDULE

Effective 2007-2008 School Year

($400 increase + 3%)

Three (3) semester hours of post-graduate training (approved course) must be taken every third year of employment by the school system in order to qualify for step increase on the salary scale.

Longevity increment of $500 will be given according to Article VII, Section A-7 of the Agreement. In order for a teacher to receive a longevity increment after reaching maximum, one of the conditions shall be that the teacher must fulfill the requirements of three semester hours of post-graduate training (with course approval by the Superintendent).

Per Article VII, Section A-4 of the Agreement, once a teacher reaches the maximum step of the level of Master's Degree plus 30 hours, he/she shall be relieved of the requirement of taking additional course for credit.

APPENDIX A

BERLIN-BOYLSTON REGIONAL SCHOOL DISLRICT

TEACHERS' SALARY SCHEDULE

Effective 2008-2009 School Year

($300 increase + 3%)

Three (3) semester hours of post-graduate training (approved course) must be taken every third year of employment by the school system in order to qualify for step increase on the salary scale.

Longevity increment of $500 will be given according to Article VII, Section A-7 of the Agreement. In order for a teacher to receive a longevity increment after reaching maximum, one of the conditions shall be that the teacher must fulfill the requirements of three semester hours of post-graduate training (with course approval by the Superintendent).

Per Article VII, Section A-4 of the Agreement, once a teacher reaches the maximum step of the level of Master's Degree plus 30 hours, he/she shall be relieved of the requirement of taking additional course for credit.

APPENDIX A

BERLIN-BOYLSTON REGIONAL SCHOOL DISTRICT

TEACHERS' SALARY SCHEDULE

Effective 2009-2010 School Year

($300 increase + 3%)

Three (3) semester hours of post-graduate training (approved course) must be taken every third year of employment by the school system in order to qualify for step increase on the salary scale.

Longevity increment of $500 will be given according to Article VII, Section A-7 of the Agreement. In order for a teacher to receive a longevity increment after reaching maximum, one of the conditions shall be that the teacher must fulfill the requirements of three semester hours of post-graduate training (with course approval by the Superintendent).

Per Article VII, Section A-4 of the Agreement, once a teacher reaches the maximum step of the level of Master's Degree plus 30 hours, he/she shall be relieved of the requirement of taking additional course for credit.

APPENDIX A

BERLIN-BOYLSTON REGIONAL SCHOOL DISTRICT

DEPARTMENT HEAD SALARIES

Persons in Department

1-4                                                                                          $2,414

more than 4                                                                             $2,713

APPENDIX B

BERLIN-BOYLSTON REGIONAL SCHOOL DISTRICT

EXTRA-CURRICULAR SALARY SCHEDULE

 

TAHANTO REGIONAL HIGH SCHOOL

PERFORMANCE EVALUATION FOR TEACHERS

Appendix C

NAME ___________________ SCHOOL __________________ ASSIGNMENT ____________

SCHOOL YEAR _____________ EVALUATOR _____________ PRINCIPAL _____________

PRINCIPLE                                       Exceeding          Meeting        Not Meeting

                                                           Standards         Standards         Standards

I           CURRENCY IN THE CURRICULUM The teacher is up to date regarding curriculum content

II          EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

A.        The teacher plans instruction effectively.

B.        The teacher plans assessment of student learning effectively.

C.        The teacher monitor students' understanding of the curriculum effectively and adjusts instruction, materials, or assessments when appropriate.

III        EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

A.        The teacher creates an environment that is positive for student learning and involvement

B.        The teacher maintains appropriate standards of behavior, mutual respect and safety,

IV        EFFECTIVE INSTRUCTION

A.        The teacher makes learning goals clear to students.

B.        The teacher uses appropriate instructional techniques.

C.        The teacher uses appropriate questioning techniques.

D.        The teacher evaluates, tries innovative approaches, and refines instructional strategies, including the effective use of technologies, to increase student learning and confidence to learn.

V.        PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

A.        The teacher communicates learning goals and high standards and expectations to students.

B.        The teacher promotes confidence and perseverance in the student that stimulate increased personal student responsibility for achieving the goals of the curriculum.

VI.       FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

A.        The teacher is constructive and cooperative in interactions with parents and receptive to their contributions.

B.        The teacher shares responsibility for accomplishing the goals and priorities of his/her grade/team/department, building and school district.

C.        The teacher is a reflective and continuous learner.

VII.      PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

A.        The teacher strives to ensure equitable opportunities for student learning.

B.        The teacher demonstrates appreciation for and sensitivity to the diversity among individuals.

GOALS FOR                  (school year)

To support individual priorities:

To support school priorities:

To support district priorities:

NARRATIVE SUMMATION: (attached)

Teacher Signature/Date: ______________ Evaluator Signature Date: ________

APPENDIX D

Name ______________________ Date _________________ Assignment _________________

Location ______________________ Evaluator ______________________

If a teacher did not meet a performance standard, an improvement plan must be completed. The following plan is based on the evaluation form dated ______________________.

1.                  Performance standard(s) not met:

2.                  Specific recommendations for improvements:

3.                  Support and assistance that will be offered to help the employee (identify the provider):

4.                  Time line:

5.                  Date for next follow-up conference:

6.                  Date for the next evaluation relative to this Improvement Plan:

Comments:

Evaluator: ______________________ Dated:

Employee: ______________________ Dated:

Side Letter

Between

Tahanto School Committee

And

Tahanto Federation of Teachers

The parties agree on Option II described in the April 14, 1998 memo regarding Dental Insurance. Option II will include incremental Orthodontics. Premiums will be paid at current 50-50 split.

______________________                  ______________________

Berlin-Boylston School Committee                  Date

______________________                     ______________________

Tahanto Teachers' Association                          Date

Local 3225, American Federation

of Teachers, AFL-CIO

Side Letter

Between

The Berlin-Boylston School Committee

And

Tahanto Teachers' Association

Local 3225, American Federation of Teachers'

AFL-CIO

Outside of said Master Agreement, the Berlin-Boylston school Committee does agree to install a separate dedicated phone line and fax machine for use by the Tahanto teachers Installation to occur by the end of January 1998.

______________________                                                 ______________________

Berlin-Boylston School Committee                                       Date

______________________                                                  ______________________

Tahanto Teachers' Association                                              Date

Local 3225, American Federation

of Teachers, AFL-CIO

April 3, 2001

Letter of Intent Regarding Chapter 32B

The Berlin-Boylston Regional Personnel Sub-Committee and the Tahanto Teachers' Association agree that retiree insurance coverage will be offered to the members and former members of the bargaining unit. We agree to adopt the appropriate statutory language of Chapter 32B to cover bargaining unit members and former members and their spouses at 50% contribution level.  Coverage would be effective as of FY2002 (July 1, 2001).

The Personnel Committee will forward the provisions it intends to adopt to the Executive Committee by November 20, 2000. The Executive Committee will notify the Personnel Committee by December 8, 2000 if the provisions proposed are acceptable or if a meeting is required.

______________________                                                    ______________________

Berlin-Boylston Regional School Committee                          Date

______________________                                                    ______________________

Tahanto Teachers' Association                                                Date

Local 3225, American Federation

of Teachers, AFL-CIO