South Hadley

Show detailed information about district and contract

DistrictSouth Hadley
Shared Contract District
Org Code2780000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2014
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyHampshire
ESE RegionPioneer Valley
Urban
Kind of Communityeconomically developed suburbs
Number of Schools4
Enrollment2132
Percent Low Income Students26
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document South Hadley

 

 

 

AGREEMENT

 

 

 

between

 

 

 

SOUTH HADLEY SCHOOL COMMITTEE

 

 

and

 

 

 

SOUTH HADLEY EDUCATION ASSOCIATION

 

MASSACHUSETTS TEACHERS ASSOCIATION/UNIT A

 

 

 

 

 

September 1, 2011 – August 31, 2014

 

 

 

 

 

 

 

 

 

 

 


                                        TABLE OF CONTENTS

 

 

Article                                                                                                                                        Page

    

SCHOOL COMMITTEE/SHEA RELATIONSHIP

 

                        Preamble................................................................................................................ 1

I                       Recognition........................................................................................................... 1

II                     Rights and Procedures.......................................................................................... 1

III                    Duration/Negotiation Procedure........................................................................... 3

IV                    Non-Discrimination............................................................................................... 4

V                     Rights of the Association...................................................................................... 4

VI                    Agency Fee........................................................................................................... 7

VII                  No-Strike Clause................................................................................................... 8

                       

OBLIGATIONS OF EMPLOYMENT

 

VIII                 Teacher Contracts/Period of Acceptance.............................................................. 9

IX                    Teacher Employment............................................................................................. 10

X                     Teacher Resignations............................................................................................. 10

                       

PROTECTIONS FOR TEACHERS

 

XI                    Grievance Procedure............................................................................................. 10

XII                  Notification of Vacancies..................................................................................... 14

XIII                 Teacher Assignment.............................................................................................. 15

XIV                 Teacher Evaluation................................................................................................ 15

XV                  Teacher Transfer.................................................................................................... 17

XVI                 Teacher Privacy..................................................................................................... 18

XVII               Class Size.............................................................................................................. 19

XVIII              Reduction in Staff................................................................................................. 19

 

WORK YEAR AND SCHEDULE

 

XIX                 School Year........................................................................................................... 22

XX                  Teacher Duties/Responsibilities............................................................................. 23

XXI                 Lunch Periods....................................................................................................... 25

XXII               Preparation Periods............................................................................................... 26

XXIII              Number of Preparations........................................................................................ 27

XXIV              Supplemental Assignments................................................................................... 28

XXV               Unscheduled Responsibilities............................................................................... 28

XXVI              Conference and Convention Days........................................................................ 28

XXVII            Visiting Days......................................................................................................... 30

XXVIII           In-Service and Parental Conferences.................................................................... 31

TABLE OF CONTENTS (continued)

 

 

Article                                                                                                                                        Page

 

SALARY AND BENEFITS

 

XXIX              Professional Remuneration.................................................................................... 33

XXX               Salary Placement................................................................................................... 33

XXXI              Credit for Experience............................................................................................ 34

XXXII            Salary and Other Payments................................................................................... 34

XXXIII           Requirements for Column Movement................................................................... 37

XXXIV           Payroll Deductions................................................................................................ 38

XXXV            Leaves of Absence................................................................................................ 39

·    Military Leave.............................................................................................. 39

·    Sabbatical Leave for Study or Travel........................................................... 40

·    Maternity and Paternity Leave..................................................................... 42

·    Adoption Leave........................................................................................... 43

·    Jury Leave.................................................................................................... 45

·    Family and Medical Leave Act.................................................................... 45

·    Special Leaves.............................................................................................. 45

XXXVI           Sick Leave............................................................................................................. 46

XXXVII         Personal Days/Religious Leave............................................................................. 48

XXXVIII        Bereavement Leaves............................................................................................. 48

XXXIX           Professional Development/Reimbursement........................................................... 48

XL                   Mentor Teachers.................................................................................................... 49

XLI                 Temporary Building Administrator....................................................................... 51

 

MISCELLANEOUS

 

XLII                Zipper Clause........................................................................................................ 51

 

Appendix A    Salary Schedules................................................................................................... 53

Appendix B    Supplemental Salary Schedule.............................................................................. 56

Appendix C    Memorandum of Agreement:  Witnesses/Subpoenas............................................ 61

Appendix D    Memorandum of Agreement:  2008-2011............................................................. 63

Appendix E     Side Letter:  Evaluation Procedures...................................................................... 65

Appendix F     Memorandum of Agreement:  Elementary School Bus Duty............................... 66

Appendix G    Side Letter  ........................................................................................................... 67

 

 

 


PREAMBLE

 

This AGREEMENT is between the SCHOOL COMMITTEE OF THE TOWN OF SOUTH HADLEY, MASSACHUSETTS (hereinafter called the “Committee”) and the SOUTH HADLEY EDUCATION ASSOCIATION-MASSACHUSETTS TEACHERS ASSOCIATION (hereinafter called the “Association”).

 

WHEREAS, pursuant to General Laws Chapter 150E the Committee and the Association have bargained in good faith as to wages, hours, and other conditions of employment, and

 

WHEREAS, the parties mutually desire the development of high quality education within the school system of the Town (hereinafter called the System),

 

NOW THEREFORE, in consideration of the mutual covenants and promises hereinafter set forth, IT IS AGREED:

 

 

ARTICLE I

RECOGNITION

 

The Committee recognizes the Association as the exclusive bargaining agent for the professional employees of the Committee (hereinafter called teacher(s) Unit “A”), excepting, however, the Superintendent, Assistants to the Superintendent and all other members of Unit “C” Administrative Unit.  Summer school teachers and evening school teachers employed by the Committee are not subject to the provisions hereof; PROVIDED, HOWEVER, that such employees are subject to the provisions of Appendix A, hereto attached, the provisions of which are hereby specifically incorporated by reference.

 

 

ARTICLE II

RIGHTS AND PROCEDURES

 

SECTION 1

 

The making and formation of health services policy and educational policy of the Town of South Hadley is the final responsibility of the Committee.

 

The exercise by the Committee or through its agent, the Superintendent, of any of the following rights shall not alter any of the specific provisions of this Agreement; nor shall they be used to discriminate against any member of the bargaining unit.

 

The parties agree that the operation of the School Department of South Hadley, the supervision of the employees and of their work are the rights of the Committee and its administration.  Accordingly, subject to the provisions of this Agreement and MGL c. 150E, the making of reasonable rules to ensure orderly and effective work, to determine the quantity and types of equipment to be used; to introduce new methods and facilities; the making of work schedules, the determination of what and where duties will be performed; and of employee competency; the hiring, transfer, promotion, demotion, layoff, recall, discipline or discharge of employees for just cause without discrimination, are rights of the Superintendent.

 

The foregoing enumeration of the rights of the Committee and Superintendent shall not be deemed to exclude other rights not specifically set forth, the Committee therefore retaining all rights not otherwise specifically restricted by this Agreement.

 

SECTION 2

 

Whenever the Association desires to be heard by the Committee upon any questions before the Committee, representatives of the Executive Committee of the Association will first meet at the earliest possible time with the Superintendent, to review the facts and details of the question at hand.  Following this meeting, the Executive Committee shall be given an opportunity to send representatives to meet with the Committee and present such information or views as it sees fit.

 

The Committee agrees to suspend, if possible, any final action on a question until it has heard the views of the Executive Committee of the Association, if the Executive Committee has, in fact, complied with the aforementioned procedure in requesting such a meeting to present their views.

 

SECTION 3

 

Before the Committee adopts a change in rules, regulations, or policy which substantially affects wages, hours, standards of productivity and performance, and any other terms and conditions of employment and which is not covered by the terms of this Agreement, the Committee will notify the Association, in writing, through its approved minutes, that it is considering such a change.  The Association will have the right to negotiate with the Committee, provided that it files such a request with the Committee within five (5) days, excluding weekends and legal holidays, after receipt of said notice.

 

SECTION 4

 

As to every matter not covered by this Agreement, and except as modified by language in a provision of this Agreement, the Committee retains exclusively to itself and its administration all rights and powers that it has or may hereinafter be granted by law, and may exercise the same without such exercise being made subject of grievance or arbitration, but the question of whether the matter is covered by this Agreement may be made the subject of a grievance or arbitration.

 

SECTION 5

 

If any provision of this Agreement is held to be contrary to law, then such provision will be deemed valid only to the extent permitted by law, but all other provisions of this Agreement will continue in full force and effect.  The Committee and the Association will meet to negotiate any section affected by a change in the law, as soon as reasonably possible.

 

 

ARTICLE III

DURATION/NEGOTIATION PROCEDURE

 

SECTION 1

 

This Agreement shall continue in full force and effect from September 1, 2011 through August 31, 2014.  On sixty (60) days notice, either party may reopen the Agreement to bargain over election of remedies between statutory arbitration and contractual arbitration in cases of suspension or dismissal of teachers.  Collective bargaining for a new Agreement, to become effective upon the expiration of this Agreement, may be reopened by either party by giving written notice to the other party.  If negotiations are not completed by August 31, 2014, the provisions of this Agreement will remain in full force and effect until said Successor Agreement is executed; provided, however, either party can terminate this Agreement after August 31, 2014 by serving written notice of their intention to terminate the Agreement.  Said written notice must be served at least forty‑five (45) calendar days prior to the actual termination.

 

SECTION 2

 

The Association shall submit the names of the following representatives to the Committee forthwith, upon their designation or election:

 

a.       All officers,

 

b.       Negotiating Committee, and

 

c.       Professional Rights and Responsibilities Committee.

 

 

ARTICLE IV

NON-DISCRIMINATION

 

In all matters of employment, the Committee and the Association agree that there shall be no unlawful discrimination or harassment on account of age, race, creed, sex, place of birth, residence, marital status, or sexual orientation.

 

          No dispute regarding alleged discrimination of nurses under this Article shall be subject to arbitration under this Agreement unless, as a condition precedent to arbitration, the Association and the employee shall sign and give to the Committee, on a form prepared or approved by the Committee, a waiver of any and all rights to appeal the disciplinary action to any other forum, including the Massachusetts Commission Against Discrimination.  The waiver shall include a declaration that no other review has been commenced.

 

 

ARTICLE V

RIGHTS OF THE ASSOCIATION

 

SECTION 1

 

The Officers, elected representatives, appointed officials and all other members of the Association, shall be free to actively support the Association, within the guidelines set forth by the NEA Code of Ethics, without threat of reprisal or actual reprisal from any person within, or directly connected with, the School Committee of South Hadley.

 

SECTION 2

 

No member of the Association shall be prevented from supporting and serving the Association, provided there is no conflict with his/her regular duties.

 

SECTION 3

 

No teacher or administrator (except principals, as excluded by law) in the South Hadley Public Schools shall be prevented in any way from becoming a member of the Association.

 

SECTION 4

 

The officers and building representatives of the Association shall have the right to leave their buildings on Association business in their free time during the school day with permission of the principal or designee. If permission is not given, valid reason(s) must be given.

 

SECTION 5

 

The President, President‑elect, and Chairman of the Negotiating Committee of the Association or their appointed alternate representatives shall each be granted one (1) release time day yearly for the attendance at meetings connected with the business of the Association.

 

SECTION 6

 

An Association representative will be released from regular duties, without loss of pay, if necessary to attend grievance hearings.

 

SECTION 7

 

The Association shall have the free use of a mailbox in each school building, and shall have free access to all teachers’ mailboxes for Association business.

 

 

 

SECTION 8

 

The Association shall have the use of a faculty bulletin board in each school building.

 

SECTION 9

 

The Association shall have the use of normal school communication channels for announcements, provided there is no disruption of normal procedures and operations.

 

SECTION 10

 

The Association shall have the use of school duplication and communication equipment and materials, within reason.

 

SECTION 11

 

The Association shall have the use of school facilities for its meetings provided that such use does not conflict with previously scheduled activities, after reasonable notice to the principal.

 

The officers and building representatives of the Association or their appointed representatives shall, after reasonable notice to the principal, have the right to call Association business meetings, provided that there is no conflict with regular duties.

 

SECTION 12

 

Association members shall be released at the close of the student day to attend Association business meetings, provided they have no prior professional commitments.

 

SECTION 13

 

The privacy of Association communications shall be scrupulously observed.

 

 

 

 

SECTION 14

 

After the administrators and the Superintendent have conducted their own meetings and before the final budget is completed, the School Committee shall conduct at least one annual budget review, at which time interested staff members shall be invited to attend.

 

SECTION 15

 

The minutes of the School Committee meeting and the agenda as well as a copy of all postings and job descriptions will be sent to the President of the Association.

 

SECTION 16

 

One copy of all curriculum reports, building reports or educational surveys that relate to the school system shall be forwarded to the Association President. It is understood that this refers only to material produced at South Hadley and only after this material has been made public.

 

 

ARTICLE VI

AGENCY FEE

 

The Committee agrees to require during the term of this Agreement as a condition of continued employment that every employee covered by this Agreement, except those employees who are certified to the Committee by the Association as being members of the Association, as of the thirtieth (30th) day of such employment or the thirtieth (30th) day after the effective date of this Agreement provision, whichever is later, pay to the South Hadley Education Association an agency service fee or authorize in accordance with General Laws Chapter 150E, Section 12, the payroll deduction in equal installments of an agency service fee which shall be commensurate with the cost of collective bargaining and contract administration as determined by the Association and which amount shall be certified annually to the Committee by the Association.  The Committee further agrees to certify to the municipal treasurer the amount of such agency service fee, the employee authorization of the deduction of same in accordance with General Laws Chapter 180 Section 17G.

 

          It is specifically understood and agreed that the Town of South Hadley, the South Hadley School Committee and its Officers and Agents shall be saved harmless for such deductions under those circumstances as provided by General Laws Chapter 180, Section 17G.  For purpose of this clause the term harmless is defined as, “any monies once transmitted by the Town of South Hadley, the South Hadley School Committee and its Officers and Agents to the South Hadley Education Association; the Town of South Hadley, the South Hadley School Committee and its Officers and Agents are no longer responsible for same.”

 

 

ARTICLE VII

NO-STRIKE CLAUSE

 

During the term of this Agreement and any extension thereof the parties hereto agree that there shall be no strikes of any kind whatsoever; work stoppages, slow‑downs; withholding of services; or interference or interruption with the operations of the School Department by any members of this Bargaining Unit.  Nor shall there be any strike or interruption of work during the term of this Agreement by any members of this Bargaining Unit because of any disputes or disagreements between any other persons (or other employers or Associations) who are not signatory parties to this Agreement.

 

A member or members of this Bargaining Unit who violate this provision shall be subject to disciplinary action, including discharge; but the question of whether a member or members of this Bargaining Unit has violated this provision will be subject to the grievance procedure and any claim by either party against the other for a violation of this article shall be subject to the grievance procedure. Should there be any strike or interruption of work, the Association, through its officials, shall notify the persons involved that the strike, stoppage, sitdown or slowdown of work is a violation of the Agreement and is not authorized or condoned by the South Hadley Education Association or Massachusetts Teachers Association and that the member or members of this bargaining unit shall return immediately to their respective jobs and cease any action which might adversely affect the Employer’s operations.  The Association agrees that it will exert its best efforts to end such activity, although it is understood that there may be circumstances over which the Association has no control. In such circumstances, the Association will immediately notify the Employer in writing that such is the case.

 

In the case of any strike, work stoppage, sitdown or slowdown which is not instigated, authorized, aided, condoned or participated in by either the SHEA or the MTA or by the agents of either, the Employer agrees that it shall not initiate a suit against SHEA or the MTA for damages resulting from any such strike, work stoppage, sitdown or slowdown.

 

It is specifically understood and agreed that the Employer, during the first twenty‑four (24) hour period of such unauthorized work stoppage in violation of this Agreement, shall have the sole and complete right of reasonable discipline, including suspension from employment, up to and including seven (7) days, but short of discharge, and such member, or members of this bargaining unit shall not be entitled to or have any recourse to the grievance procedure, but the question of whether a member or members of this bargaining unit has violated this provision will be subject to the grievance procedure.  After the first twenty‑four (24) hour period of unauthorized stoppage in violation of this Agreement, and if such stoppage continues, the Employer shall have the sole and complete right to immediately further discipline or discharge any member or members of this bargaining unit participating in any unauthorized strike, slowdown, walkout or any other cessation of work in violation of this Agreement, and such member or members of this bargaining unit shall not be entitled to or have any recourse to the grievance procedure, but the question of whether a member or members of this bargaining unit has violated this provision will be subject to the grievance procedure.

 

 

ARTICLE VIII

TEACHER CONTRACTS/PERIOD OF ACCEPTANCE

 

Each teacher serving without professional status shall, within fourteen (14) calendar days after receipt of notice of employment, file acceptance through return of a signed contract or agreement.  If such acceptance is not received by the Superintendent’s office at the end of fourteen (14) calendar days, it shall be considered a declination on the part of the teacher, unless there are unusual extenuating circumstances approved by the Superintendent.

 

 

 

 

 

ARTICLE IX

TEACHER EMPLOYMENT

 

All teachers, supervisors, counselors and special teachers, and nurses shall be required to qualify for employment by meeting all standards set by the General Laws of Massachusetts and existing regulations of the Committee.

 

 

ARTICLE X

TEACHER RESIGNATIONS

 

Teachers shall not leave their positions during the school year for other positions, except under circumstances sufficiently extraordinary as to call for cancellation of their individual contracts.  They shall not tender resignations during the month of August, except with the approval of the Superintendent.  Whenever a teacher chooses to leave his position, he/she shall give written notice at least thirty (30) days prior to leaving, to the office of the Superintendent.  Any violation of this paragraph shall be noted in the teacher’s personnel file.

 

 

ARTICLE XI

GRIEVANCE PROCEDURE

 

SECTION 1

 

A grievance is defined as a question, complaint or dispute involving the interpretation or application of, failure to comply with, or alleged violation of or a variance from the terms and provisions hereof.  Any matter which is not specifically covered by the provisions of this Agreement or which is reserved to the discretion of the Committee by the terms of this Agreement shall not be the subject of a grievance.

 

Whenever a teacher or group of teachers deems himself/herself or themselves aggrieved, he/she or they reduce the complaint to writing, in duplicate, on a serially numbered form to be mutually developed by the Parties, one copy for the School Committee or their agent, and one copy to be retained by the Association, or their agent, which shall set forth the circumstances complained of; shall make a full and complete disclosure as to the manner in which it is alleged that the Agreement is either misapplied, not complied with, violated or varied; and shall specify the relief sought.

This language is not intended to preclude the aggrieved from inserting additional facts and information, should same only come to his/her attention or be discovered subsequent to the submitting of the initial complaint.

 

          The following procedure shall then be followed:

 

LEVEL ONE:  The teacher or teachers aggrieved shall present the grievance within twenty (20) days of the occurrence or within twenty (20) days of the date he/she knew of the occurrence which gives rise to the grievance, to his or their immediate superior and to the Association.  A meeting shall be held in an effort to resolve the grievance between the teacher or teachers, the immediate supervisor and the Association representative or representatives from each building, within ten (10) days of its submission as aforesaid.

 

LEVEL TWO:  In the event that the grievance is not settled by the meeting at LEVEL ONE, the teacher or teachers or the Association may, within seven (7) days thereafter, submit the written grievance to the Superintendent of Schools and shall deliver a copy thereof to the Professional Rights and Responsibilities Committee of the Association. Within seven (7) days of his/her receipt thereof, the Superintendent shall meet with the teacher, teachers and/or the Professional Rights and Responsibilities Committee of the Association, in an effort to settle the grievance.  The teacher or teachers may be accompanied by a member of the Professional Rights and Responsibilities Committee.  At such meeting, the Superintendent shall have the right to have a stenographer present.

         

PROVIDED, HOWEVER, that upon request, the Superintendent shall furnish a copy of the stenographic record to the Professional Rights and Responsibilities Committee.  Within seven (7) days after such meeting, the Superintendent shall advise the teacher or teachers and the Professional Rights and Responsibilities Committee, in writing, of his/her decision concerning the grievance.

 

LEVEL THREE:  In the event that the grievance is not settled at LEVEL TWO, it may, within ten (10) days of the LEVEL TWO answer, be submitted to the Committee.  The Committee shall, within fifteen (15) days of its receipt thereof, or at its next regular meeting, whichever is sooner, meet the teacher or teachers and/or the Professional Rights and Responsibilities Committee in an effort to settle the grievance.  The Committee shall submit its written decision to the Professional Rights and Responsibilities Committee within ten (10) days of the date they heard the grievance.

LEVEL FOUR:  If the Association is not satisfied with the disposition of the grievance at LEVEL THREE, or the LEVEL THREE time limit expires without the issuance of the Committee’s written answer, then, the Association may submit this grievance to final and binding arbitration.  If the demand for arbitration is not filed within two (2) weeks of the date of the School Committee’s LEVEL THREE reply, then the grievance will be deemed withdrawn.  The procedures governing the arbitration process are set forth below:

 

1.       The parties agree, for the duration of this Agreement, to select an arbitrator from the following panel of arbitrators. The selection of an arbitrator shall be on a rotating basis, following the sequence listed:

 

a.       David Bloodsworth

b.       James Cooper

c.       Nancy Peace

 

If a member of the panel, whose turn it is to serve, is not available to hear the case promptly, the member of the panel next in sequence will be contacted and so on until an arbitrator is selected who can hear the case promptly.  Once a member of the panel has been selected and arbitrates a problem, that arbitrator will then go to the end of the sequence list and the above process will be repeated for any subsequent problems submitted to arbitration.

 

2.       The arbitration proceeding will be conducted under the rules of the American Arbitration Association.  The arbitrator shall not have the authority to add to, subtract from, modify, change or alter any of the provisions of this Agreement.  The award shall be final and binding on the School Committee, the Association and the grievant.  The fees and expenses of the arbitrator shall be borne equally by the parties.

 

3.       An Association grievance may be submitted directly to Level Three of the grievance procedure by written concurrence of the Principal and the Superintendent.  Grievances that affect a group or class of teachers or primarily involve a single issue will be consolidated for processing under this Article.

 

4.       If the School Committee claims the Association has violated the No‑Strike provision of the Agreement, it may present such claim to the Association, in writing, and if the parties fail to settle it within two (2) weeks, the School Com­mittee may submit the problem to arbitration, under the pro­visions of this Article.

 

5.       If for any reason the permanent rotating panel, listed above, is not able to satisfy the parties’ need to arbitrate the problem, then the party submitting the issue to arbitration may submit a conventional demand for arbitration to the American Arbitration Association.  Any such arbitrator selected will be under the rules of the American Arbitration Association and be bound by the provisions of the Grievance Procedures contained in this Article.

 

The Arbitrator’s decision shall be rendered within thirty (30) days of its submission and shall not extend beyond the submission nor alter, amend, or modify the provisions of the Agreement.  Nor shall the Arbitrator render a decision which shall impinge upon any reserved rights and duties of the Committee.

 

The expenses of the Arbitrator shall be borne equally by both parties. It is agreed that whenever the word Superintendent is used herein, it shall not be limited to the Superintendent himself/herself, as he/she or the Committee may name a designee to act in his/her stead; except that in no instance shall the designee be one who falls within the meaning of bargaining unit employee, under the provisions of Chapter 150E.

 

Notwithstanding any language in this Article, it is explicitly agreed that either party may invoke the arbitration procedures for alleged violations of the no‑strike article of this Agreement.

 

SECTION 2

 

The Professional Rights and Responsibilities Committee may, at any level of the foregoing procedure, refuse to prosecute the grievance further.  Such refusal shall be immediately communicated to the Committee by the Professional Rights and Responsibilities Committee.

 

SECTION 3

 

If, in the judgment of the Professional Rights and Responsibilities Committee, a grievance affects a group or class of teachers, or, if so, in the judgment of the Professional Rights and Responsibilities Committee, a series of grievances are conceived with the same subject matter, it may submit grievance or such series of grievances collectively at LEVEL TWO of the grievance procedure.

 

SECTION 4

 

To the extent possible all proceedings shall be kept informal and confidential.

 

SECTION 5

 

Time limits herein set forth are considered maximums unless extended by mutual agreement in writing.  It is agreed that Saturday, Sunday and legal holidays are excluded from the time limits referred to in this Article.

 

 

ARTICLE XII

NOTIFICATION OF VACANCIES

 

SECTION 1

         

          Whenever a vacancy or new position occurs, the Superintendent shall cause notice thereof via the school e-mail system at the earliest possible date, but in any event sufficiently early so that any person has at least five (5) school days to make written application.  This e-mail notification will be employed during the school year and during the Summer.

 

SECTION 2

 

Whenever any vacancy or new position occurs during summer months, the Superintendent shall notify all teachers who had previously given written notice of intent to accept such position, and shall also notify the Association President or his/her designee.

 

 

 

 

 

 

 

ARTICLE XIII

TEACHER ASSIGNMENT

 

SECTION 1

 

The Superintendent shall, in filling any position, give due weight to the professional background attainments, length of service in South Hadley and other relevant factors of all applicants.  Whenever the Superintendent deems all other factors substantially equal, (s)he shall give preference to qualified persons already employed by the Committee.

 

SECTION 2

 

The Superintendent shall, whenever practicable, make all appointments within sixty (60) days of notice and shall give notice of its actions on any position.  Nothing in this paragraph shall be subject to the grievance procedure hereunder.

 

 

ARTICLE XIV

TEACHER EVALUATION

 

SECTION 1

 

All observations or monitoring of a teacher’s performance shall be done openly and with his/her full knowledge, and electronic devices will not be used for this purpose, except by prior mutual agreement of a teacher and his/her evaluator. Teachers shall inspect and sign evaluation reports prepared by their superiors and shall have the right to discuss such reports with their superiors.

 

SECTION 2

 

Any teacher shall have the right, upon written request, to be granted an appointment to inspect the contents of his/her personnel folder and make copies of such contents and records as concern his work or himself.

 

SECTION 3

 

In the event that any material derogatory of a teacher’s conduct, service or personality is to be included in his personnel file, he/she shall first be given an opportunity to review and make written answer thereto.  Any such answer shall be attached to such material.  Teachers shall sign such material when reviewed.  Such signature shall in no way be construed to indicate agreement or accord with such material.

 

SECTION 4

 

Should a complaint be lodged against a teacher, such teacher shall be notified of the nature and reason for the complaint within a reasonable time of the occurrence or a reasonable time after the complaint was known to the Superintendent or the Principal.  If no action is taken within the time limits referred to above, the matter will be dropped and will not be made part of the teacher’s personnel record.  This section does not apply to law enforcement or other matters being investigated by outside authority.

 

SECTION 5

 

Whenever possible, teachers will appear before the School Committee and will be so advised at least forty‑eight (48) hours before their appearance and will be advised of the reason for the appearance.  Individuals appearing to answer a complaint or query shall be entitled to representation.

 

SECTION 6

 

No teachers with professional teaching status (PTS) will be dismissed, disciplined, reprimanded, reduced in rank or compensation without just cause.  If a teacher with PTS is given a disciplinary action involving either a suspension or dismissal from employment, the teacher may elect to either follow the grievance procedure to arbitration or follow the procedure set forth in GL 71, §42 of the MGL.  This paragraph will, if applicable, apply to the school nurses referenced in Section 9 of this Article.

 

No teacher without PTS will be disciplined (except as provided below), reprimanded, or reduced in rank or compensation without just cause.  If a teacher without PTS is given a disciplinary action involving suspension or dismissal from employment, the teacher must follow the procedure set forth in GL 71, §42 of the MGL.

 

 

 

 

SECTION 7

 

The agreed teacher performance evaluation standards are available in the office of the Superintendent.

 

SECTION 8

 

          Upon commencing employment in the District for the third consecutive year of full-time service, a nurse will be considered as having achieved “professional status” within the meaning of this Agreement.  The Superintendent, upon the recommendation of the Principal, may award professional status at an earlier date, within his/her discretion.

 

SECTION 9

 

No nurse with professional status shall be disciplined, reprimanded, reduced in classification or compensation, suspended, dismissed, laid off or transferred or given an adverse evaluation of his/her professional service, except for just cause.  A nurse who feels any of the above has been done to him/her without just cause will have the right to institute the grievance procedure as outlined in this Agreement; Arbitration is not available under this Agreement except to nurses with professional status.

 

SECTION 10

 

          A sub-committee of school administrators and Unit A members will be formed after DESE re-writes the evaluation regulations.

 

 

ARTICLE XV

TEACHER TRANSFER

 

Whenever it is necessary to transfer a teacher from one school to another, it is agreed:

 

a.       The Superintendent shall take into consideration seniority and the wishes and convenience of individual teachers to the extent that they do not conflict with the best interest of the system.

 

b.       When an involuntary transfer of a teacher is necessary, the Superintendent shall consider areas of competence, major and/or minor fields of study, quality of teaching performance and length of service in the system. An involuntary transfer will be made only after a meeting with the teacher involved and the Superintendent (or his/her designee), at which time the teacher will be notified of the reason for the transfer.

 

c.       No teacher shall be involuntarily transferred, except to a position for which he/she has been certified pursuant to General Laws (Ter. Ed) Chapter 71.

 

d.       Notice of transfer will be given to the teacher concerned as soon as practicable and, in normal circumstances, not later than July 1st, if the transfer is intended to take effect in September.

 

e.       In the event that a teacher desires to be transferred, he/she shall file a written statement thereof with the office of the Superintendent not later than April 1st.  The Superintendent shall, as soon as practicable and under normal circumstances, at least one (1) week prior to the end of the school year, inform the teacher of the action taken relative to the request.

         

f.       No teacher shall be assigned or transferred to any school unless the principal thereof has been consulted relative to such assignment or transfer.

 

g.       It is agreed that the final decision as to the transfer of a teacher is the responsibility of the Superintendent.

 

 

ARTICLE XVI

TEACHER PRIVACY

 

The private and personal life of any teacher is not within the appropriate concern or attention of the School Committee or Superintendent, except as it may reflect adversely, within the judgment of the Superintendent, on the teacher’s responsibilities and relationships with students, parents, and the community.

 

 

ARTICLE XVII

CLASS SIZE

 

The School Committee and the Association recognize the desirability of achieving optimum learning conditions by attempting to assure a workable class size.  Efforts will continue to be made to provide facilities and staff which will make it possible to maintain desirable class size subject to availability of classrooms, community financial resources and professional personnel.  The School Committee will make an effort to retain or improve the present teacher‑student ratio.  The Association, upon request, will meet with the Superintendent no later than October 1 to discuss class size issues.

 

 

ARTICLE XVIII

REDUCTION IN STAFF

 

SECTION 1

 

In the event it becomes necessary to reduce the number of teachers with professional status included in the bargaining unit defined in Article I, the School Committee will take into consideration length of service, ability, and qualifications; and when all the factors that constitute ability and qualifications are relatively equal, length of continuous service shall prevail.  The laid off employee, or the employee whose position is eliminated, shall:

 

a.       be transferred to an open position for which he/she is qualified or could become qualified and does become qualified before the effective date of the layoff or,

 

b.       replace an employee with the lowest seniority anywhere within the South Hadley School System in an area in which the laid off employee is qualified. “Qualified” means that the teacher has on file, with the Office of the Superintendent, evidence that he/she possesses the necessary qualifications or can obtain said qualifications by the effective date of his/her layoff.  “Seniority” means a teacher’s continuous length of service in years, months, and days in the bargaining unit of South Hadley School System – provided that the seniority of present teachers as of the effective date of this Agreement shall consist of their length of continuous service from their last date of employment by the Committee.

 

SECTION 2

 

In the event that a member of Unit C with professional status is laid off from that unit, he/she may exercise seniority rights in this bargaining unit.  A Unit C Administrator’s seniority rights shall be defined as length of service in a position defined in Article I of this Agreement. Time spent in a position listed in Article II – Recognition, of the Unit C Agreement, shall not accrue for purposes of seniority in this bargaining Unit A, except that time spent as a Department Head shall accrue for purposes of seniority rights in this bargaining Unit A.

 

SECTION 3

 

Teachers shall be credited for seniority purposes with all time spent on any leave of absence provided for in this Agreement, except as noted in Article XXXV, Section 8 (2).  In cases involving teachers with professional status who have identical seniority, preference for retention or recall shall be given to the teacher with professional status who has achieved the highest level of training.

 

SECTION 4

 

Employees having the same initial reporting date for work will determine who has seniority in that group as follows:  A meeting will be held between the Chairperson of the School Committee or his designee and the President of the Association, or his designee, and the employees involved.  The method will be determined by the Association President and the Chairperson of the School Committee or their designees.  Notwithstanding the provisions of this Article that provide that at the time of a layoff employees having identical seniority, preference for retention or recall shall be given to the employee who has achieved the highest level of training.

 

SECTION 5

 

Teachers with professional status who are to be affected by a reduction in staff must be notified in writing no later than May 15 of the school year preceding the school year in which the reduction will take effect. Said notice shall include the specific reasons for the layoff.  Teachers with professional status who have been laid off shall be entitled to recall rights for a period of time equal to the length of continuous service on the effective date of their respective layoff, but under no circumstances more than two (2) years.  During the recall period, teachers with professional status shall be notified by certified mail to their last address of record, and given preference for positions as they develop in the inverse order of their respective layoff and all benefits to which a teacher was entitled at the time of layoff shall be restored in full upon re‑employment within the recall period.  The employee shall, within fourteen (14) days after receipt of notice of recall by certified mail and return receipt requested, file acceptance through return of a signed slip provided by the Employer of their intention to return or not to return by certified mail and return receipt requested.  If such acceptance is not received by the Superintendent’s office at the end of fourteen (14) calendar days, it shall be considered a declination on the part of the employee, unless there are unusual extenuating circumstances approved by the Superintendent.  During the recall periods, teachers with professional status who have been laid off shall be given every consideration for substitute work if they desire, and express such desire in writing.  Teachers with professional status on layoff will be given preference in their area of certification.

 

SECTION 6

 

A list specifying the seniority of each member of the bargaining unit shall be prepared by the Superintendent and forwarded to the President of the Association within thirty (30) calendar days following the execution of this Agreement.  An updated “seniority list” shall be supplied by the Superintendent annually thereafter. Within thirty (30) calendar days after the signing of this Agreement, a list of employees arranged in the order of their seniority shall be posted on all Association bulletin boards within each school and a copy furnished to the Association.  Claims for corrections to such lists must be made to the Employer and the Association within thirty (30) calendar days after such posting and, after such time, the lists will be regarded as correct.  Any dispute if raised within the thirty (30) calendar day period, concerning an employee’s seniority, shall be referred to the Grievance Procedure as provided herein.

 

SECTION 7

 

Provided that the plan in force at the time permits such action, laid off employees may continue group health and life insurance coverage during the recall period as provided by the Committee to members of the bargaining unit by reimbursing the proper authority for total premium cost.  Failure to forward premium payments to the proper authority by due date will terminate this option.

 

 

 

ARTICLE XIX

SCHOOL YEAR

 

SECTION 1

The school year for all teachers shall consist of one hundred and eighty-two (182) contracted instructional days, plus two (2) contracted in-service days as follows:

 

a.       one (1) in-service day prior to the first pupil day.

 

b.       one (1) day subsequent to the last pupil day, except that the teacher work year will be considered completed coincidental with the last pupil day if the teacher has completed all normal and regular school closing duties.

 

c.       K-8 students will have early dismissal on the last day of school and teachers will utilize the rest of the day for appropriate year-end review and new school year preparation/planning.

SECTION 2

 

All such days shall be scheduled between the third work day prior to September 1 of each year and the succeeding June 30.

 

SECTION 3

 

The School Calendar will be adopted by the School Committee only after consultation with the Association.

 

SECTION 4

 

Notwithstanding the provisions of Sections 1 and 2, newly-hired teachers may be required to work one (1) additional contracted day prior to the beginning of the teacher work year; in addition, newly-hired teachers without previous teaching experience will be contracted to a full in-service day on the day after the last pupil day, notwithstanding Section 1(b).  Volunteers who are willing to assist newly-hired teachers will be paid at the hourly rate for curriculum and/or related work.

 

 

ARTICLE XX

TEACHER DUTIES/RESPONSIBILITIES

 

SECTION 1

 

Both Parties shall familiarize themselves with the provisions of this Agreement. A copy of the Agreement or any revisions thereof shall be distributed by the School Department through the Superintendent’s office.

 

SECTION 2

 

All elementary teachers and specialists are under the general supervision of the Superintendent of Schools and directly responsible to their respective principals, elementary supervisor, or head of department.  All secondary teachers are under the general supervision of the Superintendent of Schools and directly responsible to their heads of departments and/or principal.  Department heads are directly responsible to the principal.

 

SECTION 3        

 

The working day for teachers and nurses is defined as that part of the day during which all teachers and nurses are expected to be present for duty and will be no more than six (6) hours and thirty-five (35) minutes, including a lunch period.  A teacher hired for a fifty percent (50%) teaching assignment will be expected to be present at school twenty (20) hours per week.  The Superintendent maintains the unilateral right to change the starting and ending times for schools as the need arises, but in no case will the changes extend the teachers’ total working day.

 

It is the obligation of each teacher and nurse to perform the responsibilities of his or her post as determined under the contract.  The teacher or nurse as a member of a professional team is an appropriate judge as to when his or her daily professional responsibilities have been completed.  Beyond the time that schools are in session for instruction, teachers are not confined to specific hours of work, but are expected to be in their classrooms and ready to begin instruction prior to the arrival of students and available after school in order to complete instructional and professional duties.  Commitments for the purpose of this paragraph shall mean parent-teacher conferences, student meetings, department meetings, and general faculty meetings.  These meetings shall be reasonable in number and length.

Before school, recess and after school assignments will be distributed as equitably as possible, and therefore, every effort will be made to avoid assigning any elementary teacher to more than two (2) such duties on the same day.  It is agreed that teachers with bus duty will arrive as early and remain as long as necessary to fulfill their obligations, and it is further agreed that the Superintendent will endeavor to have the buses arrive and depart within the first and last fifteen (15) minutes before and after the work day of the teachers and the instructional day for students.

 

SECTION 4:  TEACHER HOURS

 

          For each year of the Agreement during which the School Committee so determines, teachers’ starting times shall be fixed as follows:

 

                    High School         :         7:25 a.m. to 2:00 p.m. (25 minutes for lunch)

                                     

          The work day at the high school shall be on a seven-block, drop one, rotating schedule.  In the event that the High School schedule is unfeasible in any year covered by the Agreement, the parties agree to negotiate as to any changes therein.

 

                    Plains:                  8:50 a.m. to 3:25 p.m. (35 minutes for lunch)

                    Mosier:                 8:20 a.m. to 2:55 p.m. (35 minutes for lunch)

                    Middle School:     7:50 a.m. to 2:25 p.m. (30 minutes for lunch)

 

          Work Day Content:  The parties agree to revisit the issue relating to conformity with the Education Reform Act at the request of either party to review any legal or legislative changes and to take appropriate collective bargaining action as deemed necessary.

 

Non-Standard Hours:  Current Unit A members who volunteer and newly-hired employees may be assigned a non-traditional start-time.  However, their workday, work year and benefits will otherwise comport with the Unit A contract.

 

SECTION 5

 

It shall be the duty of the teacher, in case of sickness, to notify the principal, assistant principal, or acting principal, as early as possible, that he/she will be unable to attend his/her duties, so that a substitute may be provided.  In the event that none of these people can be contacted, the School Department Office will be notified as early as possible.  Nurses are otherwise expected to arrange for substitutes for absences other than illness and personal days.

 

SECTION 6

 

A teacher may leave his/her assigned building during unassigned periods so long as he/she has (a) no obligations; (b) identifies in a sign out book located in the Main Office where he/she will be during said time and when he/she will return.

 

SECTION 7

 

Teachers shall keep accurate and up‑to‑date records of the academic progress and conduct of their pupils.  Such records are to be deposited with the building principal or Special Education Director at the close of the school year.  When proper arrangements can be made, the preparation of registers will be a function of the Administration.

 

SECTION 8

 

Teachers shall make every reasonable effort to preserve and care for textbooks, apparatus and other school property provided for professional or pupil use; shall, as directed by the Superintendent, elementary supervisors, department heads or principals, provide inventory records thereof; shall initiate any necessary action in the event of mutilation, defacement or loss of school property by a pupil; and shall be responsible for the order and neatness of their teaching stations.  Teachers shall not be required to perform custodial functions.

 

In the event of any injury to school property, prompt notice shall be given to the principal of the building.  The nurse is expected to perform Workers Compensation administration and related responsibilities for his/her school assignment, in accord with practice at any District schools.  No state certification shall be required in the area of Workers Compensation

 

 

ARTICLE XXI

LUNCH PERIODS

 

Teachers shall have duty‑free lunch periods not less than the following lengths:

 

a.       Elementary School (Grade K through 5) length of regular lunch period but not less than thirty (30) minutes.  It is understood, however, that one (1) certified teacher or principal be on the school premises at all times during lunch periods, if necessary, on a rotating basis.

 

b.       Middle School – Length of regular student lunch period.

 

c.       Senior High School – Length of regular student lunch period.

 

 

ARTICLE XXII

PREPARATION PERIODS

 

SECTION 1

 

Each senior high school teacher shall be given, in addition to his/her duty‑free lunch period, one (1) class period per day for preparation, during which he/she shall not be assigned other duties or scheduled for administrative conferences.

 

SECTION 2

 

Each Middle School teacher shall be given, in addition to his/her duty‑free lunch period, the equivalent of forty (40) minutes per day within a week for preparation, during which he/she shall not be assigned other duties or scheduled for administrative conferences.

 

SECTION 3

 

In addition to the duty-free lunch period, all elementary teachers, excluding those at the Middle School, shall be granted at least fifteen minutes duty free each day, between the start of the school day and one-half (1/2) hour after lunch.  This time will not be unreasonably denied.

 

SECTION 4

 

All elementary teachers will, be granted thirty (30) minutes of preparation time per day, or one hundred fifty (150) minutes per week, and the periods when a special teacher is in the room are the times which will normally be used for this purpose.  This time will not be unreasonably denied.

 

SECTION 5

 

          Nurses will meet once a month during the school year in lieu of a preparation period.

 

 

ARTICLE XXIII

NUMBER OF PREPARATIONS

 

SECTION 1

 

No middle or senior high school teacher shall be required to teach in more than two (2) academic fields nor be required to have more than three (3) teaching preparations at any time.  The limitations of this paragraph shall not be constructed to limit the number of classroom hours assigned.  A preparation shall be interpreted as:

 

a.       A different course within the teacher’s academic field(s);

 

b.       A different ability level within the same subject, provided that administratively assigned basic material used with each group is substantially different.

 

SECTION 2

 

No elementary or middle school teacher shall be required to remain in his/her classroom while his/her class is being conducted by special teachers, such as Art, Music, Reading or the like, unless deemed essential by such special teacher.  In the event that a special teacher deems that the lesson is essential to the future teaching of said subject by the homeroom teacher, then, and only then, shall the principal make the determination as to whether the teacher shall remain in the classroom.

 

SECTION 3

 

In the event that the Superintendent or a principal or department head shall determine that an exception to this ARTICLE XXIII is necessary in the best interest of the educational process of the system, he/she may make such exception; PROVIDED, HOWEVER, that the teacher affected thereby agrees.  If such exception is made without agreement, the teacher who considers such exception unjustified may initiate a grievance with regard thereto.

 

 

ARTICLE XXIV

SUPPLEMENTAL ASSIGNMENTS

 

SECTION 1

 

Supplemental assignments and the remuneration thereof are set forth in Appendix B hereto attached, which is hereby specifically incorporated herein by reference, and shall be staffed on a volunteer basis.  Vacancies in supplemental assign­ments shall be posted as they may occur in order that qualified teachers may apply.  Successful candidates will be placed on the supplemental assignment salary scale at the level appropriate to their experience (in the area of the assignment).  Any person changing position upward on the supplemental salary schedule shall not receive less than he/she received for the position just vacated. 

 

SECTION 2

 

No teacher shall be assigned to two (2) supplemental assignments which are scheduled at the same time.

 

 

ARTICLE XXV

UNSCHEDULED RESPONSIBILITIES

 

It is specifically agreed that teachers will, from time to time, be responsible for attendance or assistance at school functions such as P.T.A., school dances and the like.  The teacher shall be responsible for attending the annual open house program.

 

 

ARTICLE XXVI

CONFERENCE AND CONVENTION DAYS

 

SECTION 1

 

Teachers shall be encouraged to attend professional conferences in their fields.  It is essential that teachers or administrators present written requests for such attendance to the Superintendent prior to December 1st, for attendance at any anticipated conferences in the succeeding calendar year.  The Superintendent, in considering, whether to grant such requests, shall consider the value of attendance to the teacher and the system, together with other factors such as the number of requests by one teacher, the number of people from one department or one building, and the budgetary impact.

 

The Committee shall annually make available professional development funds which will be allocated for such activities as follows:

 

a.       Short-term professional development leaves of one to five days to develop new instructional materials and strategies for use in the teacher’s classroom.

 

b.       One-time funding of a pilot program developed by a teacher.

 

c.       Attendance at conference workshops and conventions.

 

d.       Partial tuition support for summer courses.

 

Requests for approval and funding of professional development activities will be submitted on forms prescribed.  A building principal’s recommendation must be included with each request.  The principal will then forward the request with recommendations to the Superintendent for final decision.  The fund will not be used for teacher salaries or to cover the cost of providing substitute coverage.

 

SECTION 2

 

Any teacher who is allowed to attend such conferences shall, following his/her attendance, submit a formal written report thereof to the Superintendent.  The format of both the original request and such report shall be determined by the Superintendent.

 

SECTION 3

 

          Nurses shall be encouraged to attend professional conferences in their fields.  It is essential that nurses or administrators present written requests for such attendance to the Superintendent prior to December 1st, for attendance at any anticipated conferences in the succeeding school year.  The Superintendent, in considering whether to grant such requests, shall consider the value of attendance to the nurse and the system, together with other factors such as the number of requests by one nurse, the number of people from one department or one building, and the budgetary impact.

 

          The Committee shall annually make available professional development funds which will be allocated for such activities as follows:

 

          1.       Short term professional development leaves of one to five days.

 

          2.       One time funding of a pilot program developed by a nurse.

 

          3.       Attendance at conference workshops and conventions.

 

          4.       Partial tuition support for summer courses.

 

          Requests for approval and funding of professional development activities will be submitted on forms prescribed.  A building principal’s recommendation must be included with each request.  The principal will then forward the request with recommendations to the Superintendent for final decision.  The fund will not be used for nurse salaries or to cover the cost of providing substitute coverage.  The Committee will as a minimum continue its $250-per-nurse educational allowance.

 

SECTION 4

 

          Any nurse who is allowed to attend such conferences shall, following his/her attendance, submit a formal written report thereof to the Superintendent.  The format of both the original request and such report shall be determined by the Superintendent.

 

 

ARTICLE XXVII

VISITING DAYS

 

Teachers may obtain permission from the principal and Superintendent for two (2) visiting days each year for visiting schools in South Hadley or the schools in other places.  The Superintendent must be consulted at least one (1) week before the proposed visit.  Generally, no visit shall be made on the first or last day of the week, nor on a day preceding a holiday.  These visits will be granted on the basis of their importance to the South Hadley School System.

 

 

ARTICLE XXVIII

IN-SERVICE AND PARENTAL CONFERENCES

 

SECTION 1         Professional Development

 

 Recognizing the importance of professional development, a Professional Development Committee will be formed, with equal membership of Unit A members and Administrators.  This Committee shall review and make recommendations to the School Committee as to the District’s Professional Development Plan as submitted to the Department of Education and follow up with an evaluation of workshop/in-service programs.  Such recommendations may also address the content and type of workshop and/or in-service programs, as well as satisfy the requirements of MGL Chapter 71, Sec. 38Q related to professional development plans for professional staff.

 

SECTION 2         Parental Conferences

 

          It is agreed by both parties that parental conferences should be an integral part of the district’s regular reporting system.  To that end, the following schedule is established for scheduling conferences with parents of students:

 

1.       Early Release Days for Parental Conferences

 

Two (2) consecutive early dismissal half-days will be scheduled for parental conferences at the Middle School and the elementary schools during the month of November at the conclusion of the third quarter marking period.  During the month of April at the conclusion of the third quarter marking period, two (2) consecutive early dismissal half-days will be scheduled for parental conferences at the elementary schools.  Annually, by mutual agreement of the parties, one of the early dismissal days in April may be reallocated to the fall to provide for communication with parents during the early part of the school year.

 

A.      Teachers will determine the parents with whom they need or desire to meet in scheduling conferences during the scheduled early release days for conferences.

 

B.      A report (grade card or conference form) developed by the professional staff of each building and approved by the School Committee will be completed by the teacher in preparation for parent conferences.  The report form will be prepared and provided to parents of each elementary student as a means of communicating progress during the marking period.

 

C.      The schedule of conferences on early release days will be as follows:

 

1)      Elementary Schools will schedule conferences from one p.m. to four p.m. on the first day and from one p.m. to three p.m. on the second day.

 

2)      The Middle School will schedule conferences from twelve p.m. to three p.m. on the first day and from twelve p.m. to two p.m. on the second day.

 

3)      A lunch period will be provided as referenced in Article XXI of this Agreement.

 

D.      Approval is granted for early release of any teacher whose scheduled conferences have been completed outside of the hours specified in Section C.

 

2.       Parental conferences for the High School will continue to be scheduled on an individualized basis upon request of the parents or the teacher, as is the current practice.

 

3.       Parental conferences may be requested by either parent or teacher at all grade levels, Pre-School-Grade 12, and such requests will be honored throughout the school year.

 


 

ARTICLE XXIX

PROFESSIONAL REMUNERATION

 

SECTION 1

 

Teachers shall receive remuneration in accordance with the salary schedule, hereto attached, and marked APPENDIX A, which is hereby specifically incorporated herein by reference.

SECTION 2

 

Teachers who are employed less than full‑time will have their salary and benefits prorated.

 

 

ARTICLE XXX

SALARY PLACEMENT

 

SECTION 1

 

The placement of each teacher on the salary schedule shall be determined at the time of hire; PROVIDED, HOWEVER, that a teacher who is expected to complete requirements for an advance degree or to complete credits which affect salary, and who shall notify the Superintendent in writing thereof by February 1st preceding the school year in which the salary is expected to be increased, shall have his/her salary increased as of February 1 or September 1, whichever next follows receipt by the Superintendent of documents or other satisfactory proof of such completion, and PROVIDED FURTHER that whenever a teacher is appointed to a supplementary assignment, his compensation therefor, shall commence immediately.  In order to obtain salary increase pursuant to this Article, it shall be the duty of the teacher concerned to see that necessary documentary proof is furnished to the office of the Superintendent.

 

SECTION 2

 

In order to be an obligation and to be budgeted, notice by a teacher of expected completion of degree or credits supporting a column change in a given fiscal year must be provided to the Superintendent no later than February 1st of the preceding fiscal year.

 

 

ARTICLE XXXI

CREDIT FOR EXPERIENCE

 

SECTION 1

 

The Committee shall not, except for particular positions requiring special and unusual skills and training, pay, to any teacher, a higher salary than that paid to teachers already employed who have equal training and experience.

SECTION 2

 

The Superintendent may allow full credit to newly hired teachers for previous teaching experience and/or prior experience directly related to their assignments.  A current teacher who was not given credit for similar non-teaching experience as is given to a new teacher, and who is teaching in the same building and licensure assignment, shall have the right during that contract year to petition the Superintendent for an experience adjustment.

 

SECTION 3

 

It is understood that new hires may be given credit for up to four (4) years for military service.

 

SECTION 4

 

Nothing in this Article shall entitle any teacher, after his/her initial placement, to step increases except as may be provided in the wage policies of the system.

 

 

ARTICLE XXXII

SALARY AND OTHER PAYMENTS

 

SECTION 1

 

Regularly employed teachers shall have the their salaries paid in twenty‑six (26) equal installments.  These payments, will be paid every two (2) weeks.  This payment plan will be implemented during the 2011-2012 school year or subsequently thereafter.

 

SECTION 2

 

Upon completion of ten (10) years in the South Hadley Public School System, a teacher or other persons covered by this Schedule will be granted a longevity recognition increment of four hundred dollars ($400).  Effective September 1, 2012 the amount with increase to six hundred fifty dollars ($650).  At the end of the fifteenth (15th), twentieth (20th), twenty‑fifth (25th) and thirtieth (30th) year of service, respectively, additional increments of two hundred fifty dollars ($250) shall be granted.  Service for the above provision shall be based on longevity or continuous service.

 

SECTION 3

 

A teacher with fifteen (15) or more years of continuous service in South Hadley, including authorized leaves of absence, may notify the Committee of his or her intention to retire, and if he/she so notifies the Committee no later than March 1 in the calendar year prior to the fiscal year in which the retirement will take effect, he/she may have his or her accumulated sick leave reduced by forty‑five (45) days and be paid said forty‑five (45) days in his or her last year of employment, in addition to his or her regular pay.  Forty‑five (45) days pay will be computed at the rate of 1/184 of his or her regular pay for each day.  Payment will be made to the estate of any teacher upon death while in service.  The benefit shall be fifty-five (55) days for teachers who so retire after twenty-five (25) years of continuous service in South Hadley.

 

          However, any teacher employed on the execution of this contract selecting the former Article XXXIX – Early Retirement Incentive (see Appendix D) will have his/her sick leave buy-back adjusted downward by twenty (20) days.  Current employees will have until August 31, 2008 to decide whether to choose said E.R.I. or add 20 unused sick days for buy back purposes.

 

SECTION 4

 

Summer school and evening school teachers’ compensation will be at the rate of thirty dollars ($30) per hour.  When the position is approved by the Superintendent, such position will be filled by volunteers, with teachers in the system being given the preference.

 

SECTION 5

 

Home tutoring compensation will be at the rate of thirty dollars ($30) per hour.  When the position is approved by the Superintendent, such position will be filled by volunteers, with teachers in the system being given preference.

 

SECTION 6

 

Curriculum work and related work which is done beyond the work day or done during the summer and vacation periods will be compensated at the rate of thirty dollars ($30) per hour.  When the position is approved by the Superintendent, such positions will be filled by volunteers, with teachers in the system being given preference.  Any and all other curriculum and related work done outside the teachers’ regular workday is strictly understood to be voluntary on the part of the teachers.

 

The Association recognizes it is the professional responsibility of all personnel to participate in the achievement of system goals and objectives such as the development and implementation of curricula, staff develop­ment, and instructional improvement.  Therefore, the Asso­ciation will work with the School Department to encourage all professional staff to support such activities for the life of this Agreement.

 

SECTION 7

 

Authorized travel will be compensated at the Town mileage rate for Town officials, upon proper presentation of vouchers.

 

SECTION 8

 

Non‑teaching, non‑administrative personnel, such as Guidance Counselors, Audio‑Visual Directors, Librarians, High School Chapter 766 Core Chairman, and the like, who volunteer to work the equivalent of one (1) class period per day, in addition to the normal working day, will be compensated at the rate of eight percent (8%) of their annual salary for the time worked.

 

SECTION 9

 

Each full-time teacher who provides professional services at his/her assigned place of employment on every day for which he/she is contracted shall be given a productivity bonus of one hundred fifty dollars ($150) at the end of the school year.  For purposes of this article, professional days approved by the administration shall be treated as professional services at the school.

 

SECTION 10

 

          The School Department will pay one hundred fifty dollars ($150) per year for uniforms for nurses, upon presentation of vouchers to the Business office (or Assistant to Superintendent for Business Services).

 

 

ARTICLE XXXIII

REQUIREMENTS FOR COLUMN MOVEMENT

 

SECTION 1

         

The requirements for obtaining status for a Masters +30 will be as follows:

 

A.      That the thirty (30) hours of credit at the graduate level will be at an accredited college or university, except as provided in Section 3.

 

B.      That such credits must be in addition to those used for teacher certification under the existing law, Chapter 71, Section 38G.

 

C.      That courses must be in the teacher’s instructional field at the time taken or be of benefit to a teacher by improving and/or broadening his/her knowledge of specific and general educational practice.

 

D.      That:

 

1.       Courses or credits may be earned after the teacher has completed all the requirements for a Masters Degree.

 

2.       Courses not included in a Masters program and not used, as specified in (B) above, but taken prior to or during a degree program, may be counted.

         

3.       Courses taken, prior to a Masters degree, must be taken within a time span of not more than six (6) years.  The six (6) years shall commence with the starting month of the first course and end with the Superintendent’s approval of the last.

 

E.      That courses to be taken to fulfill requirements (C) must be presented for the Superintendent’s approval in advance of undertaking same.  Forms for this purpose shall be made available by the Superintendent at the request of the teacher.

 

F.      That new teachers to the system, at their request, shall have their transcripts reviewed by the Superintendent and shall be told, prior to or at the time of election, how many graduate credits will be accepted.

 

The criteria for acceptance shall be the same as stated above.  This refers only to graduate credits earned prior to employment in the South Hadley School System.

 

SECTION 2

 

Placement on the BA+15 column is dependent upon a teacher’s being formally enrolled in a degree program (Master’s program for the BA+15 column) and having satisfactorily completed fifteen (15) credit hours.  Such evidence will be provided in the form of a college transcript or grade report accompanied by a letter from the teacher’s college advisor or registrar.

 

SECTION 3

 

          Notwithstanding the foregoing provisions, teachers may request that specific non-graduate-school courses be considered for approval toward the requirements for the BA+15, MA+15 and MA+30 columns, and the Superintendent may grant such requests within his/her discretion.

 

 

ARTICLE XXXIV

PAYROLL DEDUCTIONS

         

SECTION 1

 

The Committee will make available Blue Cross with Master Medical and Blue Shield or equivalent coverage for all eligible employees and their eligible dependents.  The Employer will pay sixty percent (60%) of the cost of said plan, with the employee bearing the remaining cost.

 

 

SECTION 2

 

Dues for the Association (local, state, and national levels) will be deducted from paychecks according to existing practice.

 

SECTION 3

 

If and when payroll facilities are available, the School Committee will deduct from the pay of employees who authorize such deduction, equal amounts from each pay and transmit such monies to the Massachusetts Teachers Association Credit Union or the Chicopee Credit Union.  Such deductions will continue until revoked by the employee, in writing, upon thirty (30) days notice.

 

SECTION 4

 

Payroll deductions will also be made for tax‑sheltered Annu­ity Plan, Blue Cross and Blue Shield, Life Insurance and may be made for other types of benefits required by statute or approved by the School Committee.

 

 

ARTICLE XXXV

LEAVES OF ABSENCE

 

SECTION 1

 

All teachers returning from leaves of absence, granted in this Article, shall, upon written request dated no later than April 15th, be restored to the same position held at the time the leave was granted, if possible, or a similar teaching assignment.  All benefits to which a teacher was entitled at the time his leave of absence commenced, including unused accumulated sick leave, will be restored to him/her upon his return.  Sick leave, however, cannot accumulate during a special leave of absence.

 

SECTION 2:  MILITARY LEAVE

 

Military leave will be granted according to the provisions of Chapter 33, Section 59 of the General Laws of the Commonwealth of Massachusetts.

 

 

 

SECTION 3:  SABBATICAL LEAVE FOR STUDY OR TRAVEL

 

Teachers with professional status who have served seven (7) consecutive years in the South Hadley Public Schools may, upon approval of the Superintendent of Schools, be granted a leave of absence for one (1) academic year, for the purpose of further study or travel, and subject to the following conditions:

 

a.       Not more than three (3) members of the teaching staff shall be absent on sabbatical leave at one time during any one (1) academic year.

 

b.       The request for sabbatical leave must be received by the Superintendent, in writing, and in such form as may be required by the Superintendent, no later than March 1st of the school year preceding the school year in which the sabbatical leave is requested.

 

c.       A teacher on sabbatical leave shall be paid the lesser of one‑half (1/2) his/her annual salary or an amount which when added to any program or foundation grant, exclusive of any reimbursed matriculation costs or fees and required text costs, equals full salary.  A teacher may be granted a sabbatical leave for one‑half (1/2) academic year and be paid the lesser of full pay for the period of absence or an amount, when added to any program or foundation grant, exclusive of any reimbursement matriculation costs or fees and required text costs, which equals full salary.

 

d.       The teacher shall file with the Superintendent, a written agreement to remain in the service of the Committee for two (2) full academic years, upon returning from his sabbatical leave.  If the teacher chooses to leave the South Hadley Public School System prior to completing these two (2) years of service, he/she shall refund to the South Hadley School Department a sum of money to be determined as follows:

 

The amount of School Department money awarded the teacher during his sabbatical leave, multiplied by a fraction, the denominator of which is twenty (20) [based on ten (10) teaching months per academic year] and the numerator of which is the number of unfulfilled teaching months.

 

e.       Such study shall be directly related to the teacher’s professional competence or field of teaching.

 

f.       Generally, the sabbatical leave shall be spent in approved travel or approved graduate study or research at an accredited, recognized institution and will be on a full-time basis.

 

g.       Regular annual increments shall be given for the time of leave, the same as for regular service in the school system.

 

h.       Upon completion of the sabbatical leave, the teacher shall provide the School Committee with a formal report of his/her activities and studies, according to a format determined by the Superintendent.

 

i.        In case the number of applications shall exceed three (3), selections shall be made in accordance with the following principles:

 

1.       Priority of the application date.

 

2.       Length of the service in the South Hadley School System.

 

3.       Distribution by schools, care being taken that the number from any one school not be comparatively excessive.

 

4.       Provision that the benefits of sabbatical leaves of absence shall be distributed as fairly as possible among all grades and all supervisory positions.

 

5.       The nature of the proposed sabbatical study and research.

 

6.       The needs of South Hadley School System.

 

The Superintendent’s approval or disapproval of the application for sabbatical leave will be based on the following considerations:

 

a.       Recommendations by department heads or principals.

 

b.       Evidence of superior teaching or administrative competence.

 

c.       The educational benefits which the proposed leave would   provide to the South Hadley School System.

 

d.       Length of service since the last sabbatical leave.

 

SECTION 4:  MATERNITY AND PATERNITY LEAVE

 

Notwithstanding any of the above, maternity and paternity leave will be granted without pay only to a teacher who has entered upon and completed ninety (90) calendar days of contractual service.

 

1.       A leave notice shall be processed through the office of the Superintendent of Schools at least four (4) weeks before anticipated date of departure.  Tentative date of intention to return shall also be indicated at this time.

 

2.       A teacher who becomes pregnant may continue to teach until the teacher requests relief from teaching duties or the Superintendent determines that the teacher’s condition interferes with her carrying out her teaching duties, based upon the recommendation of the teacher’s attending physician.

 

3.       In the event of any unusual circumstances, the leave may be terminated prior to its expiration, upon four (4) weeks prior notification by the teacher to the Superintendent of Schools and written approval of the attending physician.

 

4.       A teacher who ceases teaching due to pregnancy or spouse’s pregnancy shall be eligible for leave for a period up to fourteen (14) months after the date of birth of the child, unless the teacher wishes to wait until the beginning of the school year in the fall first following the expiration of said period.  But, in such event, the teacher shall give the Superintendent written notice of intent to so extend the leave at least four (4) weeks prior to the expiration date of leave.

 

(a)     Where an instructional employee begins leave more than five weeks before the end of a term, the School District may require the employee to continue taking leave until the end of the term if:

 

                   1.       The leave will last three weeks, and

2.       The employee would return to work during the three-week period before the end of the term.

 

5.       Teachers will be returned to their previous or a similar teaching assignment, at the next appropriate break in student instruction after completion of leave.

 

6.       At the expiration of the leave, the teacher will return to duty, or request leave under other provisions of this Contract, or submit a letter of resignation.  The absence of any of the above actions will result in termination of employment.

 

7.       Disabilities caused or contributed to by pregnancy, miscarriage, abortion, childbirth, and recovery therefrom are, for all job‑related purposes, temporary disabilities and should be treated as such under any health or temporary disability insurance or sick leave plan available in connection with employment.  Upon submission of a physician’s letter stating a period of temporary disability, the teacher will be able to draw on her accumulated sick leave.

 

8.       Should one‑half (1/2) or more of the teaching year be completed, the teacher will be treated as if service has not been interrupted when the teacher returns.

 

9.       Except as provided for by law, where spouses, domestic partners, or employees sharing parental rights of a child are both employed by the District, the total combined period of leave that may be taken by the employees for the birth of a child shall not exceed fourteen (14) months.

 

SECTION 5:  ADOPTION LEAVE

 

Notwithstanding any of the above, adoption leave will be granted without pay only to a teacher who has entered upon and completed ninety (90) calendar days of contractual service.

 

1.       A leave notice shall be processed through the Office of the Superintendent of Schools at least four (4) weeks before anticipated date of departure.  Tentative date of intention to return shall also be indicated at this time.

 

2.       In the event of any unusual circumstances, the leave may be terminated prior to its expiration, upon four (4) weeks prior notification, by the teacher, to the Superintendent of Schools.

 

3.       A teacher who ceases teaching, due to his/her adoption of a child under the age of six, shall be eligible for leave for a period up to fourteen (14) months after the date of adoption of the child, unless the teacher wishes to wait until the beginning of the school year in the fall first following the expiration of said period.  But, in such event, the teacher shall give the Superintendent written notice of his/her intent to so extend the leave at least four (4) weeks prior to the expiration date of leave.

 

(a)     Where an instructional employee begins leave more than five weeks before the end of a term, the School District may require the employee to continue taking leave until the end of the term if:

 

                   1.       The leave will last three weeks, and

2.       The employee would return to work during the three-week period before the end of the term.

 

4.       Teachers will be returned to their previous or a similar teaching assignment, at the next appropriate break in student instruction after completion of leave.

 

5.       At the expiration of the leave, the teacher will return to duty, or request leave under other provisions of this Contract, or submit a letter of resignation.  The absence of any of the above actions will result in termination of employment.

 

6.       Should one‑half (1/2) or more of the teaching year be completed, the teacher will be treated as if service had not been interrupted when he/she returns.

 

7.       Except as provided for by law, where spouses, domestic partners, or employees sharing parental rights of a child are both employed by the District, the total combined period of leave that may be taken by the employees for the adoption of a child shall not exceed fourteen (14) months.

 

SECTION 6:  JURY LEAVE

 

Teachers will not suffer loss of regular earnings for time spent on Jury Leave during the school year provided all monies received for said jury service are turned over to the School Committee (Town).

 

SECTION 7:  FAMILY AND MEDICAL LEAVE ACT

 

Leaves under the provision of this Agreement which are eligible for coverage under the Family and Medical Leave Act (FMLA) shall be regarded as both FMLA and contractual leave, and the more liberal of the provisions shall apply.

 

SECTION 8:  SPECIAL LEAVES

 

1.       The Superintendent shall grant leaves of absence without pay or increments as follows:

 

a.       To a teacher for the purpose of caring for a sick member of his/her family for a period not to exceed one (1) year.

 

b.       To any teacher whose sick leave has been exhausted for such period as necessary to make a complete recovery.

 

c.       To any teacher who has served in the System for five (5) continuous years for a period not to exceed one (1) year for health reasons. Such leave shall not affect his/her accumulated sick leave. Request for such leave shall be supported by appropriate medical evidence.

 

2.       Nothing in this paragraph shall limit the discretion of the Superintendent to grant leaves of absence beyond the provisions hereof. Any employee granted a leave of absence under this section will not accrue seniority while on such leave.

 

 

ARTICLE XXXVI

SICK LEAVE

 

SECTION 1

 

Sick leave shall include leave for personal illness, injury or accident not rising out of or in the course of employment.

 

SECTION 2

 

Illness shall also include illness of spouse and dependent children and dependent parents, but in no event will the School Committee pay more than twelve (12) days sick leave in any one (1) year under this section.

 

SECTION 3

 

During the month of September, at the beginning of each school year, a Unit A employee will be notified of his/her accumulated sick leave.  A master copy of Unit A employees accumulated sick leave will be sent to the Association president.

 

SECTION 4

 

Beginning September 1 all teachers will be credited with fifteen (15) sick days per year.  If a teacher fails to finish a school year, this amount will be apportioned based on length of service that year and an adjustment will be made to their final paycheck.  However, a teacher who has an approved leave prior to the start of the school year will have his/her sick days adjusted prior to the start of the school year.

 

SECTION 5

 

Teachers who take an approved leave and work fewer than 90 days during a school year will have their sick days apportioned according to the number of days they work that year.  Teachers who take approved leave and who work more than 90 days during a school year shall receive their full allotment of sick days that year.

 

SECTION 6

 

Sick leave not used in any year shall accumulate without limit.

 

SECTION 7

 

Sick leave for teachers with professional status shall accumulate at the rate of fifteen (15) days per year.

 

SECTION 8

 

The Superintendent, upon request, will be furnished with a doctor’s certificate in the case of extended absences or unusual circumstances.

 

SECTION 9

 

In any case in which sick leave has been exhausted, pay reduction will be based on 1/184th of the annual contracted salary for each school day absent beyond the applicable limit.

 

SECTION 10

 

Any full‑time teacher with professional status, under contract, shall be entitled to all accumulated sick leave from the first day of the school year, even though he/she or she is unable to report for duty on the first day of school.

 

SECTION 11

 

A teacher hired as a long‑term substitute, or on a partial year contract, is entitled to one (1) day of sick leave per month accumulation for the term of service.  Should this teacher return in the following school year as a full‑term teacher, accumulated time will be carried into the new contract.

 

SECTION 12

 

In the event of situations not covered within this Article, teachers may request, in writing, special consideration of the Superintendent.

 

 

 

 


ARTICLE XXXVII

PERSONAL DAYS/RELIGIOUS LEAVE

 

SECTION 1

 

Subject to the approval of the Superintendent, personal days will be granted without the need of a reason for personal, legal, or family matters.  The Superintendent, in granting such request, will require assurance from the teacher that this business cannot be handled at any other time than during school hours.  Such days will not be used to extend a holiday weekend or a school vacation period.  In extraordinary circumstances, the Superintendent may waive the preceding provision.  Two (2) days per year for such matters will be available and such days will not be deducted from sick leave and are not cumulative.  Unused personal days will be paid to the end of the school year at the rate of seventy five dollars ($75) per day.  The Superintendent shall have the discretion to grant additional time.

 

SECTION 2

 

Teachers who desire to be paid for religious leave must first use available personal days for such purpose and, thereafter with ten (10) days notice, may use up to two (2) accrued sick days for such purpose.

 

 

ARTICLE XXXVIII

BEREAVEMENT LEAVES

 

Three (3) consecutive school days leave shall be granted without loss of pay or deduction from sick leave, immediately following the day of death, on each occasion of death in the family, including spouse, parent, child, grandparent, sister, brother, in‑law, or any other relative residing within the household of the teacher.  One day leave shall be granted in the case of the death of the following relations of the teacher: aunt, uncle, nephew, niece or cousin.

 

 

ARTICLE XXXIX

PROFESSIONAL DEVELOPMENT/REIMBURSEMENT

 

The parties agree that graduate courses and some approved undergraduate courses as a part of staff development programs are essential to the continued professional growth of staff members, professional climate of the schools, and the maintenance of quality education for South Hadley students and should be encouraged.

 

To that end the following professional development incentive policy and process shall be set up.

 

The School Committee will set aside up to $20,000 each year of this contract for professional development incentives to include the following.

 

Satisfactory completion of a graduate course taken for academic credit during the life of this contract will result in a one‑time reimbursement to a limit of six credits during the life of the contract.  Reimbursement will be based on the prevailing tuition rate/credit at the University of Massachusetts.

 

In order to be eligible for an incentive, a staff member must submit his/her course description for prior approval. Approval is contingent on the plan’s being consistent with system priorities and objectives which are developed by the Superintendent with input from the School Councils and the Administrative Council.  Each plan shall be submitted for approval to the building principal, and the SHEA representative.  The proposal will be forwarded with recommendations to the Superintendent. The Superintendent may interview the staff member before making a recommendation to the School Committee.

 

The School Committee and SHEA recognize the value of videotaping as an observational tool in the process of professional development.

 

 

ARTICLE XL

MENTOR TEACHERS

 

The development of enhanced teacher roles should be established to enable the district to take advantage of the professional staff’s experience and expertise and encourage interested and able teachers to pursue alternate paths of professional growth.

 

To that end, the position of Curriculum Developer/Mentor Teacher Grades K‑8 is established. Each position is for one curriculum discipline and shall be a two‑year appointment.  There shall be no more than twelve (12) Curriculum Developer/Mentor teachers in any one year and there shall be one or two for each discipline in each building. Salary shall be set at 110% of each individual’s negotiated salary for each year he/she holds the position.

 

The position shall be for 192 days.  Prep time and after school hours will be used as necessary to fulfill the responsibilities of the position effectively.  Responsibilities will include:

 

1.       Active participation in the opening curriculum committee.

 

2.       Meet regularly with Superintendent.

 

3.       Take a leadership role in curriculum development, implementation, and evaluation.

 

4.       Participate in a process of conducting model lessons and peer coaching with interested teachers.

 

5.       Provide resources and in‑service coordination in given discipline.

 

6.       Orient new teachers to curriculum and instruction in given discipline.  The application policy and procedure will be as follows:

 

1.       Positions will be established based upon district priorities and objectives.  These are proposed by the Superintendent or his/her designee and through a process with input from building and District Cabinets and the Administrative Council.  The School Committee will approve the total number and specific foci of positions for the district.

 

2.       Positions will be posted according to Article XII of the contract. The application form will be developed by the Superintendent and a representative from SHEA and approved by the Superintendent.

 

3.       Applicants must have taught for three years in South Hadley in the particular discipline and have advanced training in instruction.

 

4.       All applicants for a position in a particular building will be interviewed by a team consisting of the Superintendent, building principal, member of the relevant curriculum committee, and SHEA building representative.  This committee will forward its recommendations to the Superintendent.  The Superintendent may interview finalists for each position before making appointments.

 

          The positions may be filled within the discretion of the Superintendent, after consultation with SHEA.  By agreement with SHEA, the position(s) may be modified.

 

 

ARTICLE XLI

TEMPORARY BUILDING ADMINISTRATOR

 

Where a temporary building administrator is to be appointed at the Mosier School or the Plains School, the building staff will be given input to the appointing authority prior to the appointment being made.  The annual stipend is set forth in Appendix B.  Provision will be made for the appointee to meet for one (1) day during the summer at per diem rate with the principal(s) to discuss concerns and plans of operation.

 

 

ARTICLE XLII

ZIPPER CLAUSE

 

The parties agree that all negotiable items have been discussed during the negotiations leading to this Agreement, and therefore agree that negotiations will not be reopened on any item specifically covered by this Agreement, during the life of this Agreement.  The above will not preclude the parties from mutually agreeing to reopen any item(s) nor from exercising the provision of Article III Section 1 regarding bargaining over election of remedies between statutory arbitration and contractual arbitration in cases of suspensions and discharges.

         

         

         

 

 

 

 

          Executed on the dates shown below by the duly authorized representatives of the parties as follows:

 

 

FOR THE SOUTH HADLEY                    FOR THE SOUTH HADLEY

SCHOOL COMMITTEE         :                            EDUCATION ASSOCIATION:

 

 

__________________________________         ______________________________

 

Date: _____________________________         Date: _________________________


APPENDIX A

 

 

FY 2012 TEACHER SALARY SCHEDULE

 

 

STEP

BA

BA+15

MA

MA+15

MA+30

CAGS

DOC

1

41,768

43,114

44,998

45,937

47,818

49,232

50,650

2

43,316

44,677

46,565

47,509

49,402

50,814

52,227

3

44,989

46,365

48,245

49,190

51,076

52,492

53,916

4

46,815

48,206

50,086

51,031

52,931

54,314

55,754

5

48,641

50,054

51,947

52,886

54,763

56,185

57,596

6

50,459

51,889

53,777

54,722

56,605

58,020

59,441

7

52,796

53,736

55,625

56,569

58,455

59,873

61,276

8

55,022

55,835

57,471

58,410

60,293

61,707

63,120

9

56,122

56,950

59,727

60,528

62,130

63,550

64,964

10

57,245

58,093

60,925

62,090

64,424

65,850

66,811

11

58,672

59,544

62,140

63,329

65,713

67,167

69,129

12

---

---

63,690

64,909

67,027

68,509

70,510

13

---

---

---

---

68,702

70,218

71,917

14

---

---

---

---

---

---

73,712

 

 

FY 2013 TEACHER SALARY SCHEDULE

 

(+ 1%)

 

STEP

BA

BA+15

MA

MA+15

MA+30

CAGS

DOC

1

42,186

43,545

45,448

46,396

48,296

49,724

51,157

2

43,749

45,124

47,031

47,984

49,896

51,322

52,749

3

45,439

46,829

48,727

49,682

51,587

53,017

54,455

4

47,283

48,688

50,587

51,541

53,460

54,857

56,312

5

49,127

50,555

52,466

53,415

55,311

56,747

58,172

6

50,964

52,408

54,315

55,269

57,171

58,600

60,035

7

53,324

54,273

56,181

57,135

59,040

60,472

61,889

8

55,572

56,393

58,046

58,994

60,896

62,324

63,751

9

56,683

57,520

60,324

61,133

62,751

64,186

65,614

10

57,817

58,674

61,534

62,711

65,068

66,509

67,479

11

59,259

60,139

62,761

63,962

66,370

67,839

69,820

12

---

---

64,327

65,558

67,697

69,194

71,215

13

---

---

---

---

69,389

70,920

72,636

14

---

---

---

---

---

---

74,449

 


 

 

 

FY 2014 TEACHER SALARY SCHEDULE

 

(+2%)

 

STEP

BA

BA+15

MA

MA+15

MA+30

CAGS

DOC

1

43,029

44,416

46,357

47,324

49,262

50,719

52,180

2

44,624

46,026

47,971

48,944

50,894

52,349

53,804

3

46,348

47,765

49,702

50,676

52,618

54,077

55,544

4

48,229

49,662

51,599

52,572

54,530

55,954

57,438

5

50,110

51,566

53,516

54,483

56,417

57,882

59,335

6

51,983

53,456

55,401

56,375

58,314

59,772

61,236

7

54,390

55,359

57,305

58,277

60,220

61,681

63,127

8

56,684

57,521

59,207

60,174

62,114

63,571

65,026

9

57,817

58,670

61,531

62,356

64,006

65,469

66,926

10

58,974

59,847

62,765

63,965

66,370

67,839

68,829

11

60,444

61,342

64,017

65,242

67,698

69,195

71,217

12

---

---

65,613

66,869

69,051

70,578

72,639

13

---

---

---

---

70,777

72,339

74,089

14

---

---

---

---

---

---

75,938

 


 

FY 2012

 

NURSES SALARY SCHEDULE

 

 

 

 

 

Step 1

$39,316

Step 2

$40,330

Step 3

$41,299

Step 4

$42,337

Step 5

$43,409

Step 6

$44,591

Step 7

$45,739

Step 8

$46,853

 

Nurses

 

2011-2012 (FY 12) – 0% + Steps on Nurses’ Salary Schedule

 

2012-2013 (FY 13) – Nurses will be placed on the Teachers Salary Schedule on Bachelors Step 5 or Masters Step 3 based on their academic credentials.  They will receive the 1% salary increase.

 

2013-2014 (FY 14) – Nurses will move to Bachelors Column Step 6 or Masters Column Step 4 based on their academic credentials and will receive the 2% salary increase.  The 2013-2014 salary step placement will be capped .  However, either party may propose removing the cap in subsequent negotiations.

 

 


 APPENDIX B

 

SUPPLEMENTAL SALARY SCHEDULE

 

 

Co-Curricular

POINTS

Positions

SCHOOL

2011-2012

2012-2013

2013-2014

Academic Advisors

MIDDLE

5

5

5

Art Club Advisor

HIGH

4

4

4

As Schools Match Wits

HIGH

7

7

7

Band - Director

HIGH

33

33

33

Band - Director

MIDDLE

21

21

21

Band - Director

MOSIER

12

12

12

Band - Director Assistant

HIGH

21

21

21

Band - Director Summer

HIGH

14

14

14

Band - Fall Percussion

HIGH

18

18

18

Band - Fall Guard Advisor

HIGH

9

9

9

Band - Indoor Percussion

HIGH

18

18

18

Band - Indoor Guard Director

HIGH

6

6

6

Band - J.V. Jazz

HIGH

12

12

12

Band - Jazz

MIDDLE

17

17

17

Band - Varsity Jazz

HIGH

16

16

16

Bell Choir

MIDDLE

15

15

15

Cape Cod Capers Asst Director

MIDDLE

8

8

8

Cape Cod Capers Director

MIDDLE

14

14

14

Cape Cod Capers Teachers

MIDDLE

4

4

4

Chess Club Director

MIDDLE

5

5

5

Chorus

HIGH

22

22

22

Chorus

MIDDLE

19

19

19

Chorus

MOSIER

9

9

9

Class Advisor - grade 10

HIGH

11

11

11

Class Advisor - grade 11

HIGH

16

16

16

Class Advisor - grade 12

HIGH

16

16

16

Class Advisor - grade 8

MIDDLE

11

11

11

Class Advisor - grade 9

HIGH

11

11

11

Debate Team

HIGH

12

12

12

Drama

MIDDLE

22

22

22

Drama

HIGH

27

27

27

Grade Level Team Leader 1

PLAINS

6

6

6

Grade Level Team Leader EC

PLAINS

6

6

6

Grade Team Leader

MIDDLE

12

12

12

Grade Team Leader

MOSIER

12

12

12

Health Coordinator

DIST

16

16

16

Co-Curricular

POINTS

Positions

SCHOOL

2011-2012

2012-2013

2013-2014

Intramurals - Boys (per season)

MIDDLE

5

5

5

Intramurals - Girls (per season)

MIDDLE

5

5

5

Intramurals - per season

HIGH

5

5

5

Math Counts

MIDDLE

6

6

6

Math Team

HIGH

6

6

6

Mediator Coordinator

MIDDLE

5

5

5

Mediator Coordinator

MOSIER

5

5

5

Mediator Coordinator

HIGH

5

5

5

National Honor Society

HIGH

13

13

13

Natures Classroom Chaperones

MIDDLE

3

3

3

Natures Classroom Director

MIDDLE

12

12

12

Newspaper

HIGH

9

9

9

P.L. 94-142 Director

DIST

18

18

18

Peer Leadership Advisor

HIGH

5

5

5

Plimoth Plantation Director

MIDDLE

6

6

6

Plimoth Plantation Teacher

MIDDLE

2

2

2

Pool Supervisor

DIST

24

24

24

Scholarships

HIGH

15

15

15

Ski Club

HIGH

 

 

 

SHMPA MUSIC

HIGH

 

 

 

Sped Team Leader

MIDDLE

12

12

12

Sped Team Leader

PLAINS

12

12

12

Sped Team Leader

MOSIER

12

12

12

Student Activity Accountant

HIGH

36

36

36

Student Activity Accountant

MIDDLE

27

27

27

Student Activity Accountant

MOSIER

8

8

8

Student Council

HIGH

16

16

16

Student Council

MIDDLE

8

8

8

Temp Building Admin. Plains

PLAINS

14

14

14

Title 1 Director

DIST

17

17

17

Unified Arts Team Leader

MIDDLE

12

12

12

Washington DC Director

MIDDLE

9

9

9

Washington DC Teacher

MIDDLE

4

4

4

Yearbook Advisor

MIDDLE

11

11

11

Yearbook Advisor

HIGH

32

32

32


 

POINT VALUE (for Co-Curricular and Athletic Positions)

 

 

                                                            

                                                      

Step

 

 

 

1

2

3

 

2011-2012

129.64

141.46

155.61

 

2012-2013

132.23

144.29

158.72

 

2013-2014

134.87

147.18

161.90

 

   

Payments will be rounded to the nearest dollar.

 

 

 

 

 

 

 

 

 

 

 

 

Movement Between Steps:

 

 

 

 

 

- Co-Curricular Positions are moved one Step every year.

 

- Athletic Positions remain on a step for 2 years.

 

 

 

 

 

 

Point values of some positions will be changed over the 3 years of this contract.

 

 

 

 

 

 

 

 

 

 

 

 


 

Athletic

POINTS

Positions

SCHOOL

2011-2012

2012-2013

2013-2014

Coach - Baseball Varsity

HIGH

26

26

26

Coach - Baseball J.V.

HIGH

16

16

16

Coach - Baseball Freshman

HIGH

13

13

13

Coach - Basketball Fresh Boys

HIGH

13

13

13

Coach - Basketball Fresh Girls

HIGH

13

13

13

Coach - Basketball Varsity Boys

HIGH

26

26

26

Coach - Basketball Varsity Girls

HIGH

26

26

26

Coach - Basketball J.V. Boys

HIGH

16

16

16

Coach - Basketball J.V. Girls

HIGH

16

16

16

Coach - Cheerlead Varsity Fall

HIGH

16

16

16

Coach - Cheerlead Varsity Winter

HIGH

16

16

16

Coach - Cheerleading  J.V.

HIGH

10

10

10

Coach - Cross Country Boys

HIGH

16

16

16

Coach - Cross Country Girls

HIGH

16

16

16

Coach - Field Hockey J.V.

HIGH

16

16

16

Coach - Field Hockey Varsity

HIGH

26

26

26

Coach - Football  J.V.

HIGH

19

19

19

Coach - Football  Varsity

HIGH

31

31

31

Coach - Football Assistant

HIGH

19

19

19

Coach - Football Freshman

HIGH

15

15

15

Coach - Golf Varsity

HIGH

15

15

16

Coach - Gymnastics Assistant

HIGH

16

16

16

Coach - Gynmastics Varsity

HIGH

26

26

26

Coach - Hockey Varsity

HIGH

26

26

26

Coach - Hockey Assistant

HIGH

16

16

16

Coach - Indoor Track Boys

HIGH

16

16

16

Coach - Indoor Track Girls

HIGH

16

16

16

Coach - Lacrosse Varsity Boys

HIGH

26

26

26

Coach - Lacrosse Varsity Girls

HIGH

26

26

26

Coach - Lacrosse J.V. Boys

HIGH

16

16

16

Coach - Lacrosse J.V. Girls

HIGH

16

16

16

Coach - Ski Varsity

HIGH

16

16

16

Coach - Soccer J.V. Boys

HIGH

16

16

16

Coach - Soccer J.V. Girls

HIGH

16

16

16

Coach - Soccer Varsity Boys

HIGH

26

26

26

Coach - Soccer Varsity Girls

HIGH

26

26

26

Coach - Soccer Freshman Boys

HIGH

13

13

13

Coach - Soccer Freshman Girls

HIGH

13

13

13

Coach - Softball Varsity

HIGH

26

26

26

Coach - Softball Freshman

HIGH

13

13

13

Coach - Softball J.V.

HIGH

16

16

16

 

 

 

 

 

Athletic

POINTS

Positions

SCHOOL

2011-2012

2012-2013

2013-2014

Coach - Swimming Assistant

HIGH

16

16

16

Coach - Swimming Varsity

HIGH

26

26

26

Coach - Tennis Boys

HIGH

16

16

16

Coach - Tennis Girls

HIGH

16

16

16

Coach - Track Varsity Boys

HIGH

26

26

26

Coach - Track Varsity Girls

HIGH

26

26

26

Coach - Track Assistant Boys

HIGH

16

16

16

Coach - Track Assistant Girls

HIGH

16

16

16

Coach - Volleyball J.V.

HIGH

16

16

16

Coach - Volleyball Varsity

HIGH

26

26

26

Coach - Wrestling

HIGH

26

26

26

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


APPENDIX C

 

MEMORANDUM OF AGREEMENT

ON WITNESSES AND SUBPOENAS

 

 

          If an arbitration hearing is to be held during the school day under level four (hearing before arbitrator) not more than three (3) teacher representatives will be released without loss of pay if they are witnesses for the day(s) of the arbitration hearing.  If additional witnesses up to a maximum of five (5) are necessary to the arbitration hearing, a list of such witnesses will be provided to the school administration office (Superintendent’s office) at least seven (7) days before the scheduled date for the arbitration hearing.  Such lists shall indicate the approximate time necessary for such extra witness to testify, and scheduling to permit such witnesses to leave their regular assignment will be arranged, with the understanding that such extra witnesses will return to work promptly after testifying.  If such witnesses have personal days available, such time as needed to testify will be deducted from their personal days account.

 

          In like manner, the same procedures will be in force for any fact finding hearing which may arise under the provisions of General Laws, Chapter 150E, which might be held during regular school hours.

 

          The present policy of the School Committee as it pertains to subpoena policy is hereby amended to read:

 

When a teacher is subpoenaed as a witness, the absence will not be deducted from salary or sick leave.  The teacher(s) subpoenaed will notify and give a copy of said subpoena to the Superintendent or his/her designee as soon as possible after receiving it and in no event less than forty-eight (48) hours after receiving said subpoena.

 

          If he/she or she is subpoenaed on personal charges the absence is permissible, but the cost of the substitute teacher will be deducted from his or her salary, or from the teacher’s personal day account if appropriate in accordance with the Collective Bargaining Agreement.

 


          Subpoenas that may be issued for Grievance-Arbitration hearings, Fact-Finding hearings and/or Labor Relations Commission hearings are not covered by this subpoena policy, but are covered by this Memorandum of Agreement in so far as Arbitration and Fact-Finding hearings are concerned.

 

ORIGINAL DATE:  January 27, 1977

 


APPENDIX D

 

MEMORANDUM OF AGREEMENT

 

 

          In connection with the settlement of the 2008-2011 labor agreement, the parties have agreed to the following:

 

(a)     (1)     Monitoring and making recommendations with respect to the long block schedule at the High School, per letter of understanding (see Appendix  E).

 

          (2)     Monitoring and making recommendations with respect to the evaluation and critique of the Performance Evaluation Process.

 

(b)     It is understood that the Superintendent is expected to exercise his/her discretion under Article XXXVII, Section 2 in favor of those employees who, with reasonable notice, exercise prerogatives under the prior Section 2 contractual provision as they consistently had done in the past.

 

(c)      Former Article XXXIX, EARLY RETIREMENT INCENTIVE, read as follows:

 

Teachers with fifteen (15) years of continuous employment, including authorized leaves of absence, in the South Hadley school system may apply for an early retirement incentive award.  Applications for early retirement must be filed with the Superintendent no later than March 1 in the calendar year prior to the fiscal year in which the retirement will take effect.

 

The Committee reserves the right to limit the number of early retirement incentive grants to be awarded during any school year.  The exercise of this right will be subject to a reasonable cause standard under the Grievance Procedure.  The schedule of awards will be as follows:

 


                                                 AGE                                RETIREMENT

                             (Effective Date of Retirement)               INCENTIVE

 

                                                55                                            $8,000

                                                56                                            $7,500

                                                57                                            $7,000

                                                58                                            $6,500

                                                59                                            $6,000

                                                60                                            $5,500

                                                61                                            $5,000

 

(d)     If the District adopts a policy regarding nurses’ uniforms, the Committee agrees to reopen negotiations on the amount of the uniform allowance.

 

(e)      Payroll deductions for tax shelter annuity and 403(b) plans will be in compliance with IRS regulations.

         

(f)      A sub-committee will be established to review all Appendix B positions and stipends.  This sub-committee will commence its work thirty (30) days after the execution of the 2008-2011 Unit A contract and make recommendations to the contract parties as soon as possible but in no event later than sixty (60) days after the execution of the contract.

                                          


APPENDIX E

 

SIDE LETTER

 

 

          The South Hadley School Committee and the South Hadley Education Association agree that the new evaluation procedures and forms for professional staff will be a document entitled “Performance Standards and Evaluation Procedures for the Professional Staff of the South Hadley Public Schools – Teacher, September 2006.”

 

          This document used will be the revised May 2006 version with three modifications:

 

III.    EVALUATION PROCEDURES

 

          Section B – Frequency of Evaluations, 2-c (p. 7):

 

Last sentence will read “Administrators may conduct a formal observation in this year if a staff member’s performance is in question.”

 

          Section E – Assistance/Remediation:

 

                   2-f (p. 10) – The team will submit an assistance/remediation report to the Principal no later than seventy-five (75) working days after implementation of the remediation plan.

 

                   2-g-2(a) (p. 10) – Based on the team’s report and the Principal’s original evaluation, he/she may determine there is adequate improvement to continue the process for up to an additional seventy-five (75) working days.

 

          V – Review of the Evaluation System Section 1 (p. 12):

 

                   Last sentence will read “A labor-management committee with equal representation shall review and possibly revise the evaluation procedures at least every three (3) years, the next year being the 2010-2011 school year.”


APPENDIX F

 

MEMORANDUM OF AGREEMENT

 

 

SUBJECT:  DISMISSAL FOR BUSSES

 

Bus dismissal at the elementary and middle school is staggered in order to provide for the safe and effective distribution of students to their correct routes.  As a result, the process of dismissal has extended the school day beyond the currently published school hours.  Effective Monday, November 6, please begin the dismissal of students in grades K – 8 five minutes prior to the published end of the school day.  Dismissal should begin as follows:

 

                                                Full Day     Half Day

 

                             Plains:         3:20 p.m.    12:15 p.m.

                             Mosier:       2:50 p.m.    11:45 a.m.

                             Middle:       2:25 p.m.    11:25 a.m.

 

Thank you in advance for your cooperation.

 

*  Please note that dismissal times assume busses are available and waiting.

 

 

Original Date:  10/31/00


APPENDIX G

 

SIDE LETTER

 

 

 

 

          The South Hadley School Committee and the South Hadley Education Association agree that:

 

 

Mutual Respect:  The language will become School Committee policy.  The parties will determine if the current student anti-bullying policy could be amended to include school system employees.  If not, a separate policy will be written by the parties and submitted to the School Committee for approval.

 

SPED-Teacher Workload Issues:  Within thirty (30) days after the execution of the contract, the Superintendent of Schools, the four (4) principals, SPED Director and two (2) SPED Teachers from each school will meet to discuss SPED workload and schedule issues.

 

Student Assistance Teams:  The Superintendent will meet with Association representatives to discuss possible educational strategies to employ for the chronically disruptive student.

 

Elementary School Grades:  Pre-K to 4 will be deemed the Elementary School grades.