South Middlesex RVTSD

Show detailed information about district and contract

DistrictSouth Middlesex RVTSD
Shared Contract District
Org Code8290000
Type of DistrictVoc-Tech/Agricultural
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersSouth Middlesex RVTSD
CountyMiddlesex
ESE RegionGreater Boston
Urban
Kind of Communityeconomically developed suburbs
Number of Schools1
Enrollment642
Percent Low Income Students56
Grade Start9
Grade End12
download pdf version of this document view accessible version of this document South Middlesex Regional Voc

Collective Bargaining Agreement

JULY 1, 2010 – JUNE 30, 2013

BETWEEN THE

South Middlesex Regional Vocational

Technical School District

School Committee

AND THE

Keefe Tech Education Association

TABLE OF CONTENTS

PREAMBLE

This Agreement is made and entered into as of this 1st day of July, 2010 by and between the South Middlesex Regional Vocational Technical School District School Committee (hereinafter referred to as the “Committee”) acting for and on behalf of the South Middlesex Regional Vocational Technical School District (the “District”) and the Keefe Tech Education Association (hereinafter referred to as the “Association”).

This Agreement outlines the rights and responsibilities of each party relative to the establishment and maintenance of the working conditions set forth herein. The Association acknowledges the right and responsibility of the Committee to establish policy regulating vocational technical programming and willingly accepts its responsibility in providing education of the highest possible quality for the students in the District School.

The guidelines established by this Agreement will be adhered to by both parties. The parties acknowledge that the Committee has complete authority, except as modified by this Agreement, over the policies and administration of the school, and that this authority is granted to it under the laws of The Commonwealth of Massachusetts.

RECOGNITION

For the purposes of collective bargaining with respect to wages, hours and other terms and conditions of employment, the Committee recognizes the Massachusetts Teachers’ Association as the exclusive bargaining agent and the representative of the Association and for all employees covered under the terms of this Agreement. These employees have been defined as all full and part time classroom teachers, guidance personnel, school librarians, and school nurses (hereinafter referred to as the “Teacher” or the “Teachers” or the “Unit Member” or the “Unit Members”), but excluding substitute teachers, principals, business managers, administrators, confidential and managerial employees, and all other employees of the District. This Agreement does not cover teacher aides, associates or assistants.

ARTICLE I

NEGOTIATIONS PROCEDURE

Section A

Both the Committee and the Association agree that the contract entered into herein (and hereinafter referred to as the Agreement) covers all of the subjects intended to be discussed during the negotiations and is a complete catalog of the matters governing the relations between them. No matter affecting the wages, hours, standards of productivity and performance and other conditions of employment of any Unit Member as set forth herein shall be modified during the term of this Agreement without first notifying the Association of an intended modification and requesting that negotiations be opened on said matter.

Section B

The Association will have the right to negotiate with the Committee concerning the anticipated change provided it files such a request with the Committee within ten (10) days after the receipt of said notice.

Section C

Any Agreement reached by the parties as the result of Section B of this Article will be reduced to writing, will be signed by the Committee and the Association, and will become an addendum to this Agreement.

ARTICLE II

SCOPE

Section A

This agreement has been entered into between the parties after negotiations conducted under the provisions of Chapter 150E of the General Laws of The Commonwealth of Massachusetts. Neither party to this agreement waives any rights, powers, or responsibilities granted to it under the General Laws of The Commonwealth of Massachusetts.

Section B

In the event that the terms of this Agreement are in conflict with any administrative regulations or written policy statements, then the terms of this Agreement shall prevail, unless such regulation or policy statement grants benefits greater than the terms of this Agreement, in which event, the regulation or policy statement shall prevail.

Section C

If any provision of this Agreement or the application of any provision to any Unit Member or group of Unit Members shall be declared invalid by law, such invalidity shall not affect any other provision or application of this Agreement. The parties will meet as soon thereafter as practicable for the purpose of reopening negotiations on the provision or provisions affected.

ARTICLE III

RIGHTS OF THE PARTIES

Section A

There will be no reprisals of any kind taken against any Unit Member because of membership in the Association or participation in its activities.

Section B

The Committee agrees to deduct from the salaries of the Unit Members who have on file with the Committee a deduction authorization card, to be supplied by the Association, the dues required as a condition of acquiring or retaining membership in the Association and payments to the MTA Credit Union and the MetroWest Community Federal Credit Union.

Said dues deductions shall be made in equal installments between the months of October and June.

Section C

All dues monies so deducted shall be forwarded to the Treasurer of the Association in such installments as shall be convenient to accommodate the obligations of the Association. The final determination for the manner in which such payments shall be made shall be decided by the Treasurer or Business Manager of the District.

Section D

The District Personnel Department will provide the names and addresses of all Unit Members to the appropriate officers of the Association. Such names, addresses, and current and accurate salary steps shall be provided as soon as practicable after the opening of school in each September, but no later than twenty-one (21) days after the opening of school.

Section E

There will be at least one (1) bulletin board reserved exclusively for the Association.

Section F

The Association President will be sent a copy of the official agenda prior to each Committee meeting and a copy of the minutes of such meetings shall be made available to the Association President after their approval by the Committee.

Section G

The Association shall be provided the same access to school facilities as any other organization. Policies adopted for such use by the Committee shall be followed by the Association. In the event that the Association uses any equipment at the school for Association business, the District shall be reimbursed for any costs that may be incurred as a result of such use. Representatives and agents of the Association shall have reasonable access to the school premises for the purpose of conducting Association business. Such access shall not interfere with the normal operation of school activities. The Superintendent-Director may require advance notice of any occasion when such representatives or agents desire access to the premises if, in the Superintendent-Director’s opinion, it is necessary to do so.

Section H

The Committee shall cooperate with the Association in the distribution of Association material.

Section I

It is recognized that the Committee is a public body established under, and with the power provided by, the statutes of The Commonwealth of Massachusetts. It is further acknowledged that the Committee has the final responsibility for establishing the educational policies of the South Middlesex Regional Vocational Technical High School. Nothing in this Agreement shall be deemed to derogate or impair the powers and responsibilities of the Committee under the statutes of the Commonwealth or the rules and regulations of any agencies of the Commonwealth. As to every matter not expressly covered by this Agreement, and except as directly modified by a specific provision of this Agreement, the Committee retains exclusively to itself, all rights, powers, and responsibilities that it has or may hereafter be granted by law and may exercise same without such exercise being made the subject of a grievance arbitration proceeding.

ARTICLE IV

GRIEVANCE PROCEDURE

Section A – Definition

A grievance is a claim based upon a violation, misrepresentation, or inequitable application of any term of this Agreement.

Section B – Time Limits

1   All the time limits herein shall consist of calendar days exclusive of legal holidays. The time limits indicated hereunder shall be considered maximum limits unless extended by mutual agreement in writing. In the event a grievance is reported which cannot be resolved to the satisfaction of the individual presenting said grievance using the time limits set out herein, prior to the termination of this Agreement and no succeeding Agreement has been signed by the parties hereto, then the grievance procedure shall be conducted under the terms and conditions of the procedure set forth herein as though this Agreement was still in full force and effect.

2.    Failure at any step of this procedure to communicate the decision of a grievance within the specified time limit to the aggrieved Teacher and to the President of the Association, if request has been made therefore, shall permit the aggrieved party or parties to proceed to the next step.

3.    Failure at any step of this procedure to appeal the grievance to the next step within the specified time limits shall be deemed to be an acceptance of the decision rendered at that step.

4.    When a grievance arises, the grievance must be filed within ten (10) school days or when school is not in session, fifteen (15) calendar days, from the day of the event upon which the grievance is based, or from the date when the Teacher had, or should have had, knowledge of the event.

5.    The grievance must be in writing and must set forth in detail the basis for such grievance and the Article and Section of this Agreement upon which it is based.

Section C

Level One

A Teacher with a grievance shall present it to the Administrator who is responsible for the formal evaluation of said Teacher within the time limits specified in Section B4. Any meeting with regard to the above shall be held during non-school hours.

Level Two

1. In the event that the grievance shall not have been disposed of at Level One to the satisfaction of the aggrieved Teacher or in the event that no decision has been reached within five (5) school days after presentation of the grievance to the Principal or Coordinator, the grievance

shall be referred in writing to the Principal within fifteen (15) days of the disposition under Level One.

2. Within seven (7) school days after receipt of the written grievance by the Principal, the Principal shall meet with the aggrieved Teacher in an effort to settle the grievance. The Teacher may be represented by anyone he/she deems advisable at such meeting. In the event the aggrieved teacher is represented by legal counsel, the Principal and the District reserve(s) the right to be represented by legal counsel. The aggrieved teacher shall notify the Principal in writing of his/her intention to be represented by legal counsel. This notification shall occur at the same time as the written notification to proceed to Level Two.

Level Three

In the event that the grievance shall not have been disposed of at Level Two to the satisfaction of the aggrieved teacher or in the event that no decision has been reached within seven (7) school days after receipt of the written grievance by the Principal, the Superintendent –Director shall meet with the aggrieved Teacher in an effort to settle the grievance. The Teacher may be represented by anyone he/she deems advisable at such meeting. The Association or its representatives shall not be excluded from attendance at such meeting. The aggrieved teacher shall notify the Superintendent-Director in writing at the time of the written notification of said grievance moving to Level Three of their intention to be represented by legal counsel. The Superintendent-Director and the Committee reserve the right to be represented by legal counsel at the Level Three grievance meeting.

Level Four

In the event that the grievance shall not have been satisfactorily disposed of at Level Three or in the event that no decision has been rendered within fourteen (14) school days after the Level Three meeting, a grievant may refer the unsettled grievance to arbitration by written submission within ten (10) school days of the disposition under Level Three. The results of such arbitration shall be final and binding on both parties

Section D – General Provisions

1.       A grievant or the Association shall have the right to use in its presentation at any level of this grievance procedure any representative or representatives of its own choosing. A grievant or the Association agrees to notify the Committee in writing of the name and position of the selected representative. This notification shall occur at the time of the written notice establishing the grievance or written notice to proceed to each established level of the grievance procedure. The Committee reserves the right to use legal counsel at any level of the established grievance procedure. If the Committee shall elect to use legal counsel at any level of the established grievance procedure, the Committee shall notify the aggrieved teacher in writing not later than 4 days prior to the meeting.

2.       The costs for the services of the arbitrator including the per diem expenses, if any, and actual and necessary travel and subsistence expenses will be borne equally by the Committee and the Association.

3.       The Committee acknowledges the right of the Association to participate in the processing of a grievance at any level.

4.       Provided the parties agree, Level One, Level Two or Level Three of the grievance procedure may be bypassed and the grievance brought directly to Level Four after hearing at only one of the above levels.

5.       No reprisals of any kind will be taken by the Committee or the Administrator against any Teacher because of participation in this grievance procedure.

6.       The Administration and the Association will cooperate with each other in the investigation of any grievance and will furnish the other with such information as is requested for the processing of and the response to any grievance provided that the information required by either party shall not be prohibited from public disclosure by any applicable statute, regulation or policy prohibiting such disclosure.

7.       All documents, communications, and records dealing with the processing of a grievance will be filed separately from the personnel file(s) of the participant(s).

8.       All decisions rendered at Levels One, Two, Three and Four of the grievance procedure will be in writing setting forth the decision and the reasons therefore and will be transmitted promptly to the grievant and the Association if a request has been made therefore.

9.       In the event a grievance is filed during the months of June, July, or August, the maximum time limits herein shall be calculated in weekdays rather than school days.

10.    Any materials pertaining to the grievance which have not been submitted to the other party at the Superintendent / Director hearing level, except materials of which the party was not aware and which may in that event be submitted to the other party not later than twenty (20) days prior to the arbitration hearing, may not be submitted at any higher grievance level including the arbitration level.

ARTICLE V

TEACHER EMPLOYMENT

Section A

Only those Teachers who have the proper licensure under the Rules and Regulations issued by the Department of Elementary and Secondary Education for the Commonwealth of Massachusetts shall be hired for any position in the District.

In compliance with the definition of “Mentor” found in Code of Massachusetts Regulations, 603 CMR 4.02, and to satisfy the professional licensure requirements found in Massachusetts Regulation 603 CMR 4.07(3)(e) and to improve the effectiveness of any teacher new to the District, any teacher who is new to the school system is required to participate in a school year long induction program and a minimum of 50 hours of mentored experience beyond the induction year. This mentoring program shall be coordinated by the Keefe Technical School Principal and designated members of the Keefe Technical School Administration and staff. All newly hired teachers are required to attend monthly meetings. The goals of the induction program are:

To assist all new teachers in the challenges common to the instructors new to education or new to the system by integrating them into the climate and culture of the school district and the community.

To provide interpersonal and professional support that encourages new teachers to reflect on their teaching and on their professional growth.

To create a system wide atmosphere of collegiality and openness that heightens morale and improves instruction and learning.

Keefe Technical School will provide a trained mentor to advise and to support any teacher new to the system. A mentor is defined as a professional status level teacher at Keefe Technical School who has participated in the mentoring training provided by the District or has received professional training as a mentor and is certified/licensed/documented. The duties/responsibilities of the mentor will include but are not limited to the following:

Conduct no less than one informal meeting per week with teachers;

Observe new teachers teach and be observed by them;

Conduct conferences with their mentees to reflect on observations;

Maintain a time log of mentoring activities;

Other mentoring duties assigned by the Principal.

In compliance with Article XIV of this Agreement, mentor positions needed shall be advertised yearly. Mentor applicants, in order to be eligible for appointment as a mentor, must have participated in training provided by the District.

Section B

The initial salaries of Teachers hired to the staff will be set by the Superintendent and will be based upon the experience and previous education of the Teacher.

Section C

In determining placement on the salary schedule at the time a person commences employment with the District, consideration shall be given to past teaching or industrial experience at the discretion of the Superintendent. Any teaching or industrial credits claimed for salary adjustment or increase must be certified in a manner satisfactory to the Superintendent. No teacher shall be eligible for placement under the vocational categories of the Teacher Salary Schedule unless the said Teacher is engaged full time as a teacher of an approved Chapter 74 Program offering at the District. Guidance counselors who possess certification as a vocational guidance counselor under Chapter 74 shall be placed under the vocational categories of the Teachers Salary Schedule.

Teachers hired for part time employment shall have their salaries calculated in compliance with the terms of this article and adjusted by the portion of full time equivalence required by the position that is being filled as determined by the Superintendent. (A teacher hired at A0 filling a .5FTE position would receive 50% of the A0 salary.) Part time teachers will participate in the Massachusetts Teacher Retirement System and the District shall offer benefits, as permitted by applicable law, statute and regulation including health insurance.

Section D

Teachers shall annually receive a notice, in writing, which sets forth their placement on the salary schedule (both experience and training levels) for the next school year. Said notice shall be provided before the close of school in June, if practicable.

Section E

1.   Courses required for certification to be employed in a vocational school cannot be used to move from one column on the Teacher Salary Schedule to another column.

2.   Upon initial employment, Teachers shall receive credit toward future lateral salary advancement for the semester credit hours they possess on the date of initial employment, provided such semester credit hours are determined by the Superintendent-Director or designee to be of benefit to the students in the District, which decision shall be final, and further that all such semester credit hours are disclosed by the Teacher upon the initial application for employment by the Teacher. Any such semester credit hours not disclosed on the application for employment shall not qualify for later salary advancement.

3.   All courses taken for future credit, professional development and professional improvement must have the prior written approval of the Superintendent-Director. The proposed courses must be shown to be of benefit to Keefe students.

4.   Professional Development Courses, Curriculum Development or Professional Development Activities. A maximum of 150 pdp’s of approved Keefe Tech in service courses may be used toward additional compensation.

5.   All degrees or courses qualifying for additional compensation must be earned from an accredited college or university, through In-Service Professional Development training to the extent as set forth under Item 4 above, or from a Career and Technical Training Institute accredited by the Department of Elementary and Secondary Education of the Commonwealth of Massachusetts, provided such Career and Technical Training Institute offers programs exclusively for persons beyond the secondary level.

6.   No teacher shall receive salary advancement for obtaining a vocational certification unless the said Teacher is engaged full time as a teacher of an approved Chapter 74 Program offering at the District, which designation shall not include the guidance personnel unless the individual guidance counselor possesses certification as a vocational instructor from The Commonwealth of Massachusetts, Department of Education in a Chapter 74 Program offering at the District.

7.   No Teacher shall be reduced in column placement upon involuntary change in teaching assignment or subject to be taught. Those Teachers who transfer from teaching a Chapter 74 Approved Program to an academic program shall thereafter be eligible for salary advancement only by obtaining the course and degree credits referred to in the academic track of the Teacher Salary Schedule.

8.   Upon successful completion and verification of earned credits for a lateral movement on the salary schedule, any newly approved credit(s) or subsequent unapplied credits from that date forward may be applied to any subsequent lateral move on the salary schedule.

ARTICLE VI

COMPENSATION

Section A – Basic Salary for Services Rendered

It is agreed by both parties to this Agreement, that the Department of Elementary and Secondary Education sets minimum requirements for attendance at school by all students. The basic salary for professional services shall cover all employment while students are required by the Committee to be in school and such further time as deemed appropriate by the Administration for educational purposes prior to the arrival of students and after their release for the year.

Section B – Placement on the Basic Salary Schedule

1.    Placement on the salary schedule will be on the first day of each school year.

2.    Placement on steps following initial placement will be on the basis of teaching experience. Each year of teaching experience will be equal to one increment step on the salary schedule.

3.    Evidence supporting earning of credits or degrees for advancement (step and/or columns) must be submitted to the Superintendent, or designee, prior to September 15th to be effective for the ensuing year. Earning of credits or degree for advancement, (steps and/or columns) shall be defined as evidence (transcripts or verified grades) of the successful completion of the credit or degree required for such advancement as shall be deemed satisfactory by the Superintendent.

4.    For purposes of placement on step in the second and following year (s) of employment, a year of teaching shall be defined as the uninterrupted employment as a Teacher on a full-time basis from November 15, until the end of the then school year.

5.    For the first year of this Agreement, beginning on 7/1/2010 through and including 6/30/2011, there shall be in effect a wage and salary moratorium for all members of the bargaining unit. Said moratorium shall include, but shall not be limited to, all step increases based upon years of service of a member of the bargaining unit to the District, cost of living increases or adjustments of any kind of the member of the bargaining unit on the salary schedule based upon the provisions of Article VI, Section B, 1,2,3 and 4, as described in this Agreement from the present step of any Teacher employed by the District on July 1, 2010 to another step on the Salary Schedule. The salary schedules described in Appendix A School Staff Salary Schedule for FY 2010 and the Nurses Salary Schedule for FY 2010 in their entirety shall remain in effect during the first year of this Agreement commencing on 7/1/2010 through and including 6/30/2011. Provided, however, no member of the bargaining unit shall sustain or incur any reduction in his or her present salary from the salary paid to the member of the bargaining unit based upon the salary schedule in effect for the period 7/1/2010 through and including 6/30/2011, except as described herein, who shall remain as a member of the bargaining unit and who shall continue to be employed by the District and who shall not be terminated or placed on a leave of absence without pay during the period from 7/1/2010 through and including 6/30/2011. The terms of this wage and salary moratorium shall not be deemed to be in violation of G.L., c.71, § 43. No member of the bargaining unit shall file any grievance based upon the placement of the member of the bargaining unit on the salary schedule for the period beginning 7/1/2010 through and including 6/30/2011 for any reason after the expiration of fifteen (15) calendar days following the receipt of written notice from the Superintendent Director of his or her placement on the salary schedule for the present school year during which the salary of the member of the unit shall be in effect.

Any member of the bargaining unit who completes a creditable year of service to the District during which this salary moratorium shall be in effect shall not receive his or her step increase or any advancement of placement on the salary schedule based upon the creditable year of service during the second or third year of this Agreement, notwithstanding the fact that the Committee and the Association may not agree to a continuation of the wage and salary moratorium for the second and the third years of this Agreement.

Commencing on 7/1/ 2011, step increases on the salary schedule and advancement of placement on the salary schedule as are described in this Agreement shall resume, except that any step increase or advancement of placement on the salary schedule which would have occurred during the first year of this Agreement shall not be used or applied to determine the salary or compensation of any teacher or other member of the bargaining unit during the second year or the third year of this Agreement or at any other time in the future to determine the salary or compensation of any member of the bargaining unit.

Any teacher hired on and after the date of the execution of this Agreement shall be placed on the salary schedule based upon the then present salary schedule in effect during the year the member of the bargaining unit is hired and as determined by the Superintendent Director in accordance with the terms of this Agreement.

All stipends as described in Article XXIV shall remain in effect during the first year of this agreement, FY 2011. Any stipend paid to a member of the bargaining unit as described in this Agreement during FY2011 may change only in order to comply with the provisions of this Agreement.

Except as described herein, no member of the bargaining unit shall commence or file any grievance based upon the terms and provisions of this wage and salary moratorium.

Section C – Salary Payment

1.    Salaries in accordance with the schedule set forth in Article XXVI herein, shall be paid in twenty six (26) equal installments on Fridays commencing at the beginning of the School Year except that any Teacher may request on or before April 30th that salary due during July and August shall be paid with the last payment due in June.

2.    If checks are to be mailed during vacation, Teachers will have the option of having them left at the office.

Section D – Medical Insurance

1. The Committee shall provide only the following medical insurance programs for the benefit of the Teachers covered by this Agreement:

a)    Blue Cross and Blue Shield Blue Care Elect

b)    Blue Cross and Blue Shield HMO Blue

2.  During Fiscal Year 2011 and during the following fiscal years while this Agreement is in effect, the Teacher shall pay 25% of the health insurance premiums charged by the program in which the Teacher is a participant, including external maintenance costs incurred by the District and the Committee shall pay 75% of the health insurance premiums

The South Middlesex Regional Vocational Technical School District shall provide a “Flexible Spending Account” for all members of the KTEA, participation in which plan will shall be optional on the part of the member. There shall be a limit for each Flexible Spending Account of $2,500.00 per teacher per year. The District and the KTEA recognize the guidelines produced by the District Business Office and contained in the Appendix to this Contract.

3.   The specific details of each health care program such as co-payment coverage for children, specific coverage and other matters shall be determined by the Health Insurance Advisory Committee.

4.   No teacher who is a participant in a medical insurance plan shall be permitted to enroll or participate in an additional plan if any portion of the premium for such plan is paid by the Committee.

5.   Retired Employees

a.   Chapter 245 of the Acts of 1998 shall no longer be applicable to the parties hereto.

b.   The District in addition to the payment of 50% of the premium for contributory group hospital, surgical, medical and other health insurance and of the premium for the services of a health care organization for Teachers retired from the service of the District and the spouse of such retired Teachers, shall pay a subsidiary or additional rate of the premium as described in Section 7A of Chapter 32 B of the Massachusetts General Laws for contracts of insurance authorized by Sections 3 and 11C of said Chapter 32B, and of the premium as described in Section 16 of said Chapter 32B, for the services for a health care organization, such that such subsidiary or additional rate shall result in the District paying the same percentage premium costs for such retired Teachers and the spouses of such retired Teachers as it then pays for the active Teachers of the District for the same health insurance plan of which the retired Teacher or the surviving spouse of such retired Teacher is a member.

c.   Such subsidiary or additional rate shall be paid by the District for any retired Teacher and the spouse of such Teacher only until the Teacher or the spouse of such Teacher shall have attained the age of sixty-five (65) years, or if the Teacher or the spouse of such Teacher shall have died prior to attaining such age, until the surviving Teacher or spouse shall have attained the age of sixty-five (65) years.

d.   Such subsidiary or additional rate shall be paid by the District only for those Teachers who have retired directly from the District; are receiving a pension or annuity allowance from the Teacher’s Retirement System or the appropriate state or county retirement system; shall have attained the age of fifty-five (55) years at the time of retirement; and have served a minimum of ten (10) years in the District.

e.   Such subsidiary or additional rate payable for the surviving spouse of the retired Teacher shall terminate prior to the surviving spouse having attained the age of sixty-five (65) years in the event of and upon the remarriage or death of the surviving spouse.

f.   Notwithstanding any general law, special act or any term or condition of the Contract to the contrary, the Committee may pay a lower percentage as provided for in this Agreement but shall not pay a higher percentage of the health insurance premium charged by any program in which any person who is insured under this Agreement is a participant, including external maintenance costs incurred by the District, than the percentage of the health insurance premium which the Committee then pays for any Teacher.

Section E – Life and AD&D Insurance

During Fiscal Year 2011, the Committee shall provide a $10,000 Life and AD&D Insurance Policy for all Teachers and will pay Fifty (50 %) percent of the cost of such insurance. During Fiscal Year 2012 and during the following fiscal years while this Agreement is in effect, the Committee shall provide a Twenty Thousand ($20,000.00) Dollar Life and AD&D Insurance Policy for all teachers and will pay Fifty (50%) percent of the cost of such insurance.

Section F – Additional Life and AD&D Insurance

Teachers shall be allowed to purchase additional Life and AD&D Insurance at their own expense up the amount of their annual salary from the Group Insurance Carrier.

Section G – Mileage Allowance

Mileage allowance, where applicable and reimbursable, shall be at the then current I.R.S. approved rate.

Section H – Health Insurance for 65 and Over Retirees

Pursuant to the provisions of Chapter 625 of the Acts of 1982, the District will pay 50% of the premium actually paid for group health insurance for certain Teachers age 65 and older who have retired directly from the District, and have served a minimum of ten (10) years in the District, which insurance may include the Teacher’s surviving spouse.

At the election of any Teacher, or the surviving spouse of a deceased Teacher, for whom the District is paying 50% of the premium actually paid for group health insurance, the Teacher or the surviving spouse of such Teacher, may, if eligible, elect an alternative to Medex, which has been selected by the Health Insurance Advisory Committee, in which case the District shall pay 50% of the cost of such alternative Medex coverage provided such sum shall not exceed the amount paid by the District for such Medex coverage.

The South Middlesex Regional Vocational Technical School District has adopted G.L. c. 32B, Section 18. This section of the law stipulates that eligible employees and retirees from the District must enroll in Medicare upon reaching the age of 65.

Section I – Dental Insurance

The Committee shall provide an upgraded dental insurance plan, selected by the Health Insurance Advisory Committee, and the District will pay 55% of the cost of the insurance program.

Section J – Long Term Disability Insurance

The Committee shall provide a Long Term Disability Income Insurance Program acceptable in scope and coverage to the parties hereto and shall pay 100% of the cost of such insurance coverage. Such Long Term Disability Income Insurance Program shall provide for a waiting period of 180 days and payments to continue to age 65 of the Teacher. The Teacher shall pay the appropriate withholding tax on the premiums paid by the Committee on behalf of the Teacher.

Section K-Termination of Benefits under the former Longevity Plan

The Association and the School Committee agree that as of August 1, 2010, there is no teacher or other employee of the District who has applied for benefits under the Longevity Plan. No teacher, other employee of the District or member of the bargaining unit shall be entitled on and after August 1, 2010 to apply for any benefits or payments under the Longevity Plan. The Committee shall not be or become obligated to pay any further payments or benefits and shall have no further obligations under the terms of the Longevity Plan to any teacher, other employee of the District or member of the bargaining unit except as are described in this Agreement.

Section L – Perfect Attendance

Any Teacher with perfect attendance shall receive a payment at the completion of the School Year in the amount of $1,000.00. The term “perfect attendance” shall be defined, for purposes of this Agreement as attendance by the Teacher at school each school day commencing on the first designated faculty day of the school year and ending on the last designated faculty day of the school year and the use of no allowable absence day or any part of an allowable absence day. Field trips and approved professional days shall not be considered as absence from school.

Any teacher with only one day of absence shall receive payment at the completion of the School Year in the amount of $750.00. For the purpose of this paragraph, the term “one day of absence” shall mean attendance by the Teacher at school each school day commencing on the first designated faculty day of the school year and ending on the last designated faculty day of the school year and the use of one (1) allowable absence day and no part of any other allowable absence day. Field trips and approved professional days shall not be considered as absence from school.

Section M – Allowable Absence Day Buyback

Commencing in Fiscal Year 2012 and during the following fiscal years this Agreement is in effect, any Teacher with a minimum of fifteen (15) years of continuous service to the District and who provide(s) written notification of his/her retirement to the Superintendent by not later than October 15 prior to the school year of his/her intended retirement, shall be allowed to buy back at the rate of $40.00 per day unused allowable absence days as accrued by the teacher over 110 and up to and not to exceed the maximum accumulation(presently permitted by this Agreement of 183, therefore providing and not to exceed a maximum buy back of 73 days calculated at retirement date. For purposes of this paragraph, the number of allowable absence days which the teacher will be entitled to buy back shall be calculated at the date of retirement and shall only be paid upon the Teacher’s retirement from the District.

SECTION N – SUPERMAX STEP

Section N–1. SuperMax Step Eligibility

During Fiscal Year 2012 and during Fiscal Year 2013, effective July 1, 2011, Supermax eligibility shall be available to members of the bargaining unit who, prior to July 1, 2011, and/or who, prior to July 1, 2012, have completed not less than eleven (11) years of continuous service to the District and who have entered their twelfth (12th) or longer year of service to the District, in the amounts and upon the terms described herein in Article VI, Section N-Supermax step, unless deferred for such Supermax step payments during the disqualification periods as described in Section N-7. Years of service to the District for the purposes of this Article and section of the Agreement shall be defined as the term is defined in accordance with Article VI Section B.4 of this Agreement.

Section N-2.Definition of Supermax Step

The Supermax Step shall be defined as the line at the bottom of each Salary Schedule of the Agreement which contains a dollar amount and which amount is determined in accordance with the provisions of this Article and paid in the same installment method as the salary of each member of the bargaining unit is paid. The amount of the Supermax Step amount shall not change unless specifically agreed to by the parties. It shall not change based upon salary increases, any revisions to the Salary Schedule or cost of living adjustments to the Salary Schedule.

Except as described herein, the Supermax Step as described in Article VI Section N –shall be described as follows: In each year, the Supermax benefit is added after calculating the percentage wage increase as seen in Appendix A of the South Middlesex Regional Vocational Technical School District Salary Schedules. The Supermax benefit shall not affect any other, stipends, activities or positions due to be paid under this Agreement.

Section N-3. SuperMax Step Payments

During Fiscal Year 2012 and during Fiscal Year 2013, effective July 1, 2011, the Supermax step, as the term is defined herein, shall be:

1.    $900.00 above the step immediately below it in the current Salary Schedule for each member of the bargaining unit who, on or before July 1, 2011, and/or who, on or before to July 1, 2012 shall have completed eleven (11) years of continuous service to the District and not more than fourteen (14) years of continuous service to the District and who have entered into their twelfth (12th) or longer year of service to the District; or

2.    $1,200.00 above the step immediately below it in the current Salary Schedule for each member of the bargaining unit who on or before July 1, 2011, and/or who, on or before July 1, 2012, shall have completed fourteen (14) years of continuous service to the District and not more than nineteen (19) years of continuous service to the District, and who have entered into their fifteenth (15th) or longer year of service to the District; or

3. $1,500.00 above the step immediately below it in the current Salary Schedule for each member of the bargaining unit who on or before July 1, 2011, and/or who, on or before July 1, 2012, shall have completed nineteen (19) or more years of continuous service to the District and who have entered into their twentieth (20th) or longer year of service to the District.

Section N-4. Supermax Step Yearly Limit

A teacher shall not be eligible or entitled to collect more than one (1) Supermax step during any one (1) year of this Agreement.

Section N-5. Eligibility Restrictions on Teacher’s Receiving or Entitled to Receive Longevity Payments

Except as is described herein, commencing on the first day of Fiscal Year 2011, no teacher shall be eligible or entitled to any payment or benefit and the School Committee shall not be or become obligated to pay any payment or benefit to any teacher under the terms, provisions, covenants and undertakings described in Article VI Section K - Longevity of the Agreement between the Keefe Tech Education Association and the South Middlesex Regional Vocational Technical School Committee in effect from July 1, 2007 through June 30, 2010 or in any other collective bargaining agreement between the parties (the “Longevity Plan”). Any teacher who has applied for and has been accepted into the Longevity Plan or becomes entitled to any payment or benefit under Article VI Section K - Longevity as of July 1, 2010, and who shall not elect to revoke his or her acceptance into the Longevity Plan in the manner and upon the terms described in this Article VI-Section N-5, shall receive all remaining benefits or payments, such teacher shall then be or become entitled to under Article VI Section K – Longevity or the Longevity Plan.

No teacher shall be or become entitled to receive nor shall the School Committee be or become obligated to pay any payment or benefit to a teacher or teachers in accordance with Article VI Section N – Supermax step in any fiscal year in which a teacher or teachers shall receive any installment payment under the Longevity Plan.

Section N-6. Revocation of Acceptance into the Longevity Plan

Any teacher who, as of the first day of Fiscal Year 2011, has applied for and been accepted to participate in the Longevity Plan, shall have the option to revoke his or her acceptance into the Longevity Plan by written notice to the Superintendent on or before October 1, 2011.On and after October 1, 2011, no teacher or other employee of the District who has applied for and been accepted to participate in the Longevity Plan shall be permitted to revoke his or her acceptance or to opt out of the provisions of the Longevity Plan and such teacher or other employee of the District shall be disqualified for payments or benefits under the provisions of Article VI Section N-Supermax Step for so long as provided for in the terms and provisions of this Agreement.

Following receipt by the Superintendent of such timely written notice from any teacher who is entitled to benefits or payments under the Longevity Plan to revoke the teacher’s acceptance and withdraw from participation in the Longevity Plan, the teacher who provides written notice to the Superintendent shall be withdrawn from the Longevity Plan and shall not be entitled to receive any further installment payments under the terms, provisions, covenants and undertakings of the Longevity Plan. The written notice to withdraw from participation in the Longevity Plan shall be irrevocable. Any teacher who shall withdraw from the Longevity Plan shall provide the Superintendent with a list of all Longevity Plan installment payments received by him or her and the disqualification period of the teacher for Supermax step payments shall be determined in writing at the time of the withdrawal of the teacher from participation in the Longevity Plan.

Section N-7. Disqualification Periods for Supermax Step Payments

Any teacher who shall receive any Longevity Plan installment payments shall be disqualified from Supermax step payments for a period of two (2) consecutive fiscal years for each Longevity Plan installment payment received by any teacher, which period of disqualification shall not include the fiscal year during which the Longevity Plan installment payment was made.

The disqualification period for any teacher who received any Longevity Plan installment payment or payments prior to the first day of Fiscal Year 2011 and who has elected to withdraw from the Longevity Plan before October 1, 2011 and does not receive any Longevity Plan installment payments on or after the first day of Fiscal Year 2011 shall commence on the first day of Fiscal Year 2011.

The disqualification period for any teacher who receives any Longevity Plan installment payment or payments on or after the first day of Fiscal Year 2011 shall be calculated following the date of the receipt of the last Longevity Plan installment payment, which period of disqualification shall not include the fiscal year during which the last Longevity Plan installment payment was made. When determining the length of the disqualification period, Longevity Plan Installment payments received prior to and/ or on and after the first day of Fiscal Year 2011 shall be used.

The two (2) consecutive fiscal year disqualification period or periods for each Longevity Plan installment payment received as described herein shall be uninterrupted, immediately follow one another and shall not be concurrent with one another.

Section N-8. Termination of Longevity Plan

Except as described herein, the School Committee shall have no further obligation to any Teacher or Member of the Bargaining Unit for any payment or benefit under Article VI, Section K – Longevity Plan, as defined in this Agreement or any prior Collective Bargaining Agreement between the Keefe Tech Education Association and the School Committee.

ARTICLE VII

WORK YEAR, WORK HOURS AND WORKLOAD

Section A – Length of Work Year

Work year for Teachers (other than new personnel who may be required to attend additional orientation sessions and the lead counselor who shall have a work year of approximately 193 days as requested by the Superintendent) shall consist of 183 days. Service beyond the Teacher school year shall be voluntary. The lead counselor shall be paid on a per diem basis for the additional ten days of work. Service beyond the teacher school year by all other association members shall be voluntary.

In the event that the Superintendent or his/her designee requests any guidance counselor, the bilingual lead teacher, or the special education lead teacher or other member of this bargaining unit to work additional time the rate of pay will be the teacher hourly rate in effect at the given time. The teacher hourly rate is established each year by dividing the base teacher pay at step A-0 by 183 days and then dividing by 6 hours per day.

Section B – Length of Work Day

The Teacher’s minimum workday shall commence fifteen minutes before the scheduled student’s day. On Monday of each week, the Teacher’s workday shall terminate fifteen minutes after the scheduled student’s day, unless otherwise excused by the Administration. On Tuesday, Wednesday and Thursday of each week, the Teacher’s workday shall terminate thirty minutes after the scheduled student’s day, unless otherwise excused by the Administration. On such days as meetings are scheduled as set forth herein. (Section C – Meetings), the thirty minute requirement after school shall be waived. On Fridays and on days immediately preceding a holiday, the Teacher’s workday shall terminate five minutes after the scheduled student’s day.

Section C – Meetings

The number of meetings scheduled in accordance with the provisions of Section B herein to extend beyond the Teacher’s work day shall not exceed a maximum of eighteen (18) in any year, not more than two (2) in any one month and additional meetings only for serious emergencies as determined by the Superintendent or Principal. Any day that a meeting is held shall be considered as a thirty (30) minute Teacher’s work day. All Teachers may be required to attend up to three formal evening or weekend meetings or activities during each school year, e.g. Parents Night, Open House.

Except in an emergency, a 48-hour notice will be given to call a meeting and such meeting will not extend beyond 3:30 p.m.

Teachers shall be provided with a duty-free lunch period of not less than twenty-five (25) minutes.

On the day prior to the first day of school for students, teachers will be given a minimum of one half day for classroom setup and preparation.

Both of the two (2) full professional days and the six (6) partial professional development days shall not take place on the last day of school.

One after school faculty meeting will be dedicated to departmental meetings with 45 minutes allocated for individual department meetings and the other 45 minutes to be designated for meetings with your coordinator. The time and length of meetings shall remain as stated in the current contract.

Section D – Preparation Time

The Committee agrees that all Teachers shall have an average of at least seven (7) preparation periods per week (294 minutes) with a minimum of one (1) preparation period per day for preparation or for administrative purposes. The Superintendent shall endeavor to restrict the use for administrative purposes of those Teachers who have only one (1) period designated for preparation in any day to those instances of an emergency or similar nature.

Preparation periods in Career and Technical Programs may be achieved by periods per week or by minutes per week. Further, coverage for said preparation time in CTE programs must be achieved by department colleagues or other teachers.

Any teacher assigned as a special education Liaison will be given an adequate number of non-teaching periods, in addition to their weekly preparation to fulfill their extra responsibilities. Three (3) additional periods per week, not to exceed ten (10) per week will be considered an adequate number of periods for any liaison assigned twenty (20) or more students to monitor. The assignment of responsibilities shall be subject to the approval of the Director of Student Services or the Principal.

ARTICLE VIII

NON-TEACHING DUTIES

Section A

The Committee and the Association acknowledge that the primary responsibility of all Unit Members is to be prepared each day and to teach and their energies should, to the extent possible, be utilized to this end. Teachers may be assigned non-teaching duties during non-teaching, non-preparation periods such as corridor supervision, cafeteria supervision, common planning periods and emergency classroom coverage. The parties agree that the decision of assignment on non-teaching duties is at the discretion of the Superintendent, Principal or their designee.

Section B

Teachers will not be required to drive students in automobiles owned by the Teacher to activities that take place away from the school building. Teachers shall be expected to transport the students, however, in those situations where it is required and related to the Teacher’s area of instruction, whenever possible, and a District vehicle shall be provided for such transportation with the Teacher operating the vehicle. The District will provide proper insurance on said vehicle and provide other liability protection for the Teacher as deemed appropriate. School staff shall be notified in writing of this requirement.

Section C

In the event that Teachers are required to collect money, investigation and study shall be made to determine such methods or means to protect the Teacher from loss due to theft or vandalism.

ARTICLE IX

TEACHER FACILITIES

Section A

Each teacher will be supplied with facilities to accommodate storage of instructional materials and personal effects.

Section B

Space shall be provided for equipment and supplies needed by Teachers for the preparation of instructional materials in a designated Teacher work area, provided such space is not required for student use, at the discretion of the Superintendent-Director.

Section C

Faculty lounge areas shall be provided for the use of the Teachers.

Section D

Each Teacher will have available for his/her sole use:

1.    A serviceable desk

2.    A serviceable and lockable file cabinet

3.    A serviceable chair

4.    A serviceable personal computer

Section E

Clean male and female restrooms with adequate sanitary facilities shall be provided for the Teachers on each floor of the building.

Section F

A public telephone, in addition to and separate from those in the administrative or other offices, will be available for the use of the Teachers.

Section G

Parking will be provided for the Teachers. In the event that Environmental Protection Agency Regulations are established affecting parking, such regulations shall be observed.

Section H

In the event that new equipment is purchased and training is deemed by the Administration to be necessary for any teacher in whose department it is installed, the Committee agrees to pay the cost of such training in addition to any travel or living expenses involved.

ARTICLE X

LEAVES OF ABSENCE WITH PAY

Section A – Allowable Absent Days

1.    Each Teacher is expected to work every scheduled day. Allowable absences from work are intended as emergency income protection, not as additional days off. Allowable absent days are not to be used for business, financial, profit-making endeavors, regular and/or extended day care or for vacation. The Superintendent or his designee, upon review of an individual teacher’s frequency and pattern of use of allowable absence days upon a determination of possible abuse of this policy as compared to teacher average use exclusive of long term illness may meet and review with the teacher and a representative of the KTEA the intent of this language as income protection due to illness, personal day and bereavement day benefit. The results of that meeting shall be reduced to writing as a record of the agreement reached between the parties. Further, if after this meeting, the pattern of abuse of this policy continues, then the Superintendent may apply progressive discipline as warranted.

2.    Should absence from work become necessary, full-time Teachers will be compensated at their regular rate for a total number of fourteen (14) absent days in each school year. Allowed holidays and vacations are not to be used for this tabulation. Such allowable absent days shall be credited to the Teacher only after such Teacher shall have reported to work and worked one (1) full day at the commencement of each school year to which this Agreement applies. The prior sentence shall not apply to those Teachers who are on extended illness or Worker’s Compensation which has extended to the current school year as a result of illness or injury which commenced or carried over from the previous school year. Provided, however, the Superintendent-Director may, at his discretion, grant two (2) additional allowable absent days in any school year to any Teacher who has attained professional teacher status prior to the year in which such request is made, and which request for two (2) additional allowable absent days shall not be unreasonably denied.

3.    Allowable absent days from Paragraph 2 which have not been used in any year, shall be allowed to accumulate to a maximum of one hundred eighty-three (183) days. The fourteen (14) absent days referred to in Section 2 shall be in addition to the total accumulation referred to in this Section.

4.    For any consecutive five-day absence due to illness, the Teacher shall be required to furnish an official document from their physician verifying absence. It shall be the Teacher’s responsibility to provide periodic written reports from his or her treating physician regarding projected return to service date in case of extended absences. If the five day absence is not medical in nature then the teacher must submit a letter of explanation to the Superintendent as soon as practicable. After any extended illness, an official document must be provided from the teacher’s physician indicating that the teacher is cleared to return to work without limitation.

5.    Absence begun in one year and carried over to the following year will be allowed on the basis of the year in which the absence began, and the Teacher shall be entitled to all allowable absent days due in the succeeding year.

6.    No compensation will be accrued for unused allowable days, except as otherwise set forth in this Agreement in Article VI, Section M.

7.    Absence covered by Worker’s Compensation will be compensated at the regular rate of pay to the Teacher. The amount of allowable absent days will be reduced on a prorated dollar basis.

8.    At the commencement of each school year, each Teacher shall be given notification of the number of unused allowable absent days then credited to the Teacher. For the purpose of this section, school year shall be defined as the period from the date of the opening of school to June 30. Teachers shall be provided the status of available allowable absent days from the Business Office upon request.

9.    In unusual instances or emergency situations, additional allowable absent days may be granted at the discretion of the Superintendent-Director.

Section B – Legal Proceedings

In the event that it becomes necessary for a Teacher covered by this Agreement to attend court as a result of any legal action arising out of the Teacher’s employment, then leave with pay shall be granted for such appearance, except that such leave shall not be granted if the action has been commenced by the Teacher or if the Teacher’s employment is the subject matter of the action.

Section C – Jury Duty

Teachers required to perform jury duty shall receive leave with pay for the duration of such duty. Compensation shall be the difference between jury duty pay, exclusive of mileage reimbursement, and the Teacher’s regular pay, including all or any part of compensation for stipendiary positions held at the time of such jury duty.

Section D – Day Preceding and Day Following a Vacation

Unless excused by other sections of this Article, in accordance with the following procedure, all Teachers covered by this Agreement must be present in school the day immediately preceding and the day immediately following any school vacation or holiday weekend. At the discretion of the Superintendent-Director, any absence on these days may be noted on the Teacher’s personnel file and if any abuse of this Article exists, the Superintendent-Director may ask for documentation. If such absence is not so documented, the Superintendent-Director may order that the Teacher not be paid for the date of such absence, which decision of the Superintendent-Director shall be final.

Section E – Sick Leave Bank

The Committee shall establish by policy a Sick Leave Bank for use by Teachers. The Sick Leave Bank shall be established to include the following provisions:

1.    A Sick Leave Bank is established for use by Unit Members whose allowable absent day accumulation has been exhausted through prolonged illness or accident. The Sick Leave Bank shall be administered by a Sick Leave Bank Committee as described in Section E-3 hereof.

2.    Membership in the Sick Leave Bank is acquired by the contribution of one (1) earned and accumulated allowable absent day to the Bank. Teachers shall not be eligible for consideration for leave from the Sick Leave Bank until a period of ninety (90) days after the date of contributing the allowable absent day has expired. If the Sick Leave Bank is exhausted during the school year, upon recommendation of the Sick Leave Bank Committee, and agreement of the Association and the School Committee, it shall be renewed by the contribution of one (1) additional allowable absent day of a Teacher’s accumulated allowable absent days by each Unit Member. Participation in the Sick Leave Bank shall be on a voluntary basis.

3.    The Sick Leave Bank shall consist of three (3) members of the Association and two (2) representatives from the Administration.

4.    The duties of the Sick Leave Bank Committee shall be as follows:

a.   To govern all phases of the Sick Leave Bank

b.   To determine the eligibility of members requesting leave from the Bank and the amount of the leave to be granted. All decisions of the Sick Leave Bank Committee must be by a majority vote of its entire membership and may be appealed back to the Sick Leave Bank Committee for a hearing or review. After such hearing or review all decisions of the Sick Leave Bank Committee will be the final decision and not subject to the grievance procedure hereunder.

c.   To report the use of the Sick Leave Bank to the Association, the Superintendent-Director and the School Committee on a quarterly basis.

5.   The following criteria shall be used by the Sick Leave Bank in determining eligibility:

a.   Application for benefits from the Sick Leave Bank shall be made in writing to the Sick Leave Bank Committee on the approved application form for Sick Leave.

b.   The initial grant of Sick Leave shall not exceed fifteen (15) days, except under extenuating circumstances which must be clearly stated by the Sick Leave Bank Committee in its decision. Upon completion of the initial fifteen (15) day period, additional days may be requested from the Sick Leave Bank Committee

c.   The applicant must provide adequate medical evidence of illness or disability to substantiate the grant of benefits from the Sick Leave Bank.

d.   Applicants must have exhausted all of their accumulated allowable absent days before being eligible for benefits from the Sick Leave Bank. Request for Bank Sick Leave may, however be made three (3) days prior to the expiration of the applicant’s allowable absent days.

6.   Each Teacher who is eligible for benefits under the Sick Leave Bank shall be so eligible only while employed in the District. Newly hired Teachers shall be eligible for membership in the Sick Leave Bank only after the expiration of a one-year period after the first day of their employment. In addition, Teachers who are eligible to join the Sick Leave Bank and who have previously not done so, may, upon fulfilling the requirements to receive benefits from the Sick Leave Bank, join the Sick Leave Bank during a thirty-day period which shall commence October 1st of each year.

Section F – Professional Days

All Teachers covered by this Agreement shall be entitled to two (2) professional days per year. Such days must be utilized for professional development and/or professional improvement. Such professional development activities to be undertaken during a professional day must have the prior written approval of the Superintendent-Director and must be shown to be of benefit to Keefe students prior to the granting of such professional day. The District will provide substitute coverage, where needed, and pay registration and mileage reimbursement. No compensation will be paid in the event that such days are not utilized. Additional professional days may be granted at the discretion of the Superintendent-Director if additional professional development or professional improvement is deemed necessary by the Superintendent-Director. The Superintendent-Director shall furnish a reason for the denial of any professional day.

ARTICLE XI

LEAVES OF ABSENCE WITHOUT PAY

Section A – Leave of Absence for One Year

A leave of absence of one (1) year without pay, increment, or other benefits will be granted for the purpose of caring for a sick member of the Teacher’s immediate family, provided such family member is in need of such care. The Teacher shall submit documentation in a form reasonably satisfactory to the Superintendent-Director to substantiate such need. Additional leave may be granted at the discretion of the Superintendent-Director.

Except in the event of extenuating circumstances beyond the Teacher’s control, Teachers on such leave who intend to return to service in the District at the beginning of the ensuing school year shall notify the Superintendent-Director in writing of such intent on or before April 15th of the current year.

Section B – Leave of Absence for Two Years

A leave of absence of up to two (2) years without pay, increment, or other benefits during absence shall be granted to any Teacher not eligible for sabbatical leave for purposes of engaging in study or for work programs related to professional responsibilities. Application must be made to the Superintendent-Director for approval, and the Superintendent-Director’s decision shall be final.

Except in the event of extenuating circumstances beyond the Teacher’s control, Teachers on such leave who intend to return to service in the District at the beginning of the ensuing school year shall notify the Superintendent-Director in writing of such intent on or before April 15th of the current year.

Section C – Pregnancy

A Teacher who becomes pregnant may continue at her assigned position dependent upon her physical condition and ability to perform her usually assigned duties without danger to herself or impairment in standards in her professional responsibilities. Such Teacher shall notify the Superintendent-Director of her condition as soon as possible and of her intention with regard to leave without pay. In any event, notice of her intention shall be given at least two (2) months prior to the date any leave is to commence.

The Superintendent-Director may require the Teacher to submit adequate medical evidence of her ability to perform her usually assigned duties without possibility of harm to herself or impairment of her professional responsibilities. Unless sooner terminated, maternity leave shall end one year after the September first following the birth of the child. The Teacher may request earlier reinstatement which may be granted at the discretion of the Superintendent-Director.

A Teacher on maternity leave, upon written request, shall be entitled to utilize accrued allowable absent days subject to the following conditions:

1.    Accrued allowable absent days may only be used for that portion of the maternity leave during which the Teacher was physically disabled from working.

2.    The Teacher must furnish a physician’s certificate that she was physically disabled during the period in which she seeks to utilize accrued allowable absent days. Payment of allowable absent days shall be made on the days on which the Teacher would have been paid had she been working.

Upon returning from maternity leave, the Teacher shall be assigned to the same position she had when her leave commenced, if available, or to a position as closely related thereto as possible. If the Teacher served ninety (90) days or more in the year her leave commenced, she shall be placed on the next higher step of the salary schedule upon her return

Section D – Childrearing Leave

A Teacher will be granted a leave of absence without pay, increment, or other benefits for the purpose of childrearing. Such leave will commence at the arrival of the natural or adoptive child and shall terminate on the date of commencement of that school year which is not more than eighteen (18) months from the date of arrival of such child. The arrangements and term of such leave must be agreed to in advance by the Superintendent-Director.

Except in the event of extenuating circumstances beyond the Teacher’s control, Teachers on such leave who intend to return to service in the District at the beginning of the ensuing school year shall notify the Superintendent-Director in writing of such intent on or before April 15th of the current year.

Section E – Military Service

The Committee agrees that it shall comply with the provisions of Chapter 33 of the General Laws of the Commonwealth Massachusetts as it applies to personnel who shall be involved with military service which results in absence from school. In order to be eligible for compensation of military leave, the Teacher must confirm in writing in a form satisfactory to the Superintendent-Director that such leave could not be taken other than during the school year.

Section F – Leave of Absence

All Teachers who desire to utilize a leave of absence with pay under Article X, or a leave of absence without pay under Article XI, shall use their best efforts to commence such leave at the beginning of school in September and terminate such leave at the end of school in June. The Superintendent-Director shall have the authority to require such leaves to commence and terminate at such times if in his/her discretion it is reasonable in the circumstances to so require.

Section G – Family Medical Leave Act

The Committee and the Association agree that the terms and conditions of this Agreement shall be in compliance with the Family Medical Leave Act of 1993, as amended from time to time.

In addition, the Committee and the Association agree that this Agreement shall be in compliance with the Massachusetts Maternity Leave Act.

The Committee and Association agree that all of the terms and provisions that are described in General Laws, Chapter 149, Section 52D and General Laws, Chapter 149, Section 105D as amended from time to time shall apply equally to all members of the bargaining unit and that all members of the Bargaining Unit shall be entitled to all rights and benefits described therein.

ARTICLE XII

SABBATICAL LEAVE

Section A

Any Teacher who has served in the District for at least seven consecutive years may, upon approval of the Superintendent-Director, be granted sabbatical leave not exceeding one (1) year for advanced study in an area of particular advantage to the overall educational program of the District.

Section B

Applications for sabbatical leave must be submitted prior to April 15, for leave beginning at the commencement of the ensuing school year. The applicant will be notified no later than May 15 of a decision in the matter. Each application must include a proposed plan of study, a statement of the applicant’s professional purpose, and the expected value to the District.

Section C

Not more than 1% of the Teaching staff may be on sabbatical leave at any one time.

Section D

A Teacher on sabbatical leave shall receive compensation in addition to any scholarships, fellowships, or other funds up to full salary except that no more than 50% of the Teacher’s salary shall be paid by the District. The Teacher shall retain seniority and shall accrue all benefits including step placement as though serving in the District.

Section E

Prior to the granting of a sabbatical leave, a Teacher shall enter written agreement with the Committee that upon termination of such leave the said Teacher will return to service in the District for a period equal to twice the length of such leave. In default of completing such service, the Teacher shall refund to the District an amount equal to such proportion of salary received while on leave as the amount of service not actually rendered bears to the whole amount of service agreed to be rendered, provided, however, that in the event of illness, disability, discharge, or death the said refund may be waived at the discretion of the Superintendent-Director.

ARTICLE XIII

ASSIGNMENTS AND TRANSFERS

Section A

Teachers will be notified in writing by the close of school in June, whenever practicable, but not later than August 15, of any change in their program or assignment for the ensuing school year, including changes in the grade or subject they will teach.

Section B

The Superintendent-Director may require Teachers to teach outside the limits of their certification provided that if such assignment shall exceed one (1) school year, the Superintendent-Director shall so advise the President of the Association in order that the Teacher, the Association, and the Administration may meet to discuss the impact of such assignment on the affected individual.

Section C

Teachers who desire a change in the nature of their assignment may request a transfer to a different grade or subject area. Such requests shall be made to the Administration in writing and an answer in writing shall be provided within a reasonable time. The decision of the Administration shall be final, except that when there is more than one (1) Teacher covered by this Agreement having the same qualifications and certification requesting a transfer for the same position, the Teacher with the longest service in the District will be considered first for the transfer.

Section D

The President of the Association will receive notice of all interdepartmental changes in Teacher assignments no less than one (1) week prior to the commencement of the school year. No other notices of such changes are required.

ARTICLE XIV

VACANCIES AND PROMOTIONS

Section A

Written notice of all vacancies in the District shall be posted on a bulletin board in the main office and a copy of such notice shall be mailed or delivered to the President of the Association. Teachers who wish to receive individual notice of professional vacancies which may occur after the end of the school year shall leave with the Superintendent-Director a supply of self-addressed, stamped envelopes prior to the end of the school year in June.

Written notice of such vacancies as they occur will be given to said Teachers as directed. The said notice shall be given as soon as possible after the vacancy occurs.

Section B

Such notices shall include a job description, statement of minimum qualifications, salary range, and the date before which candidates must apply.

Section C

In addition to the giving of written notice in the manner indicated above, the Superintendent-Director may give notice of vacancies in such positions and seek applicants in such other ways as he/she considers necessary. In filling vacancies, the Superintendent-Director will give primary consideration to the applicant’s qualifications for the position. Where, in the opinion of the Superintendent-Director, the qualifications of applicants are substantially equal, preference will be given to Unit Members.

ARTICLE XV

PROTECTION AND INDEMNIFICATION

Section A

Teachers shall be indemnified to the extent of insurance obtained for said purpose in accordance with the provisions of Massachusetts General Laws, Chapter 258, Section 9.

Section B

In cases involving assault upon a Teacher, the Committee shall upon request of said Teacher, provide legal counsel as designated by the Committee to advise the Teacher concerning such rights and obligations as may develop with respect to such assault. The Committee shall render all reasonable assistance to the Teacher in connection with any investigation made by any law enforcement officials and in any court action that may result from said incident.

Section C

Whenever a Teacher is absent from school as a result of personal injury for which compensation may be paid under the Massachusetts Workmen’s Compensation Laws, the Teacher may elect to charge all or part of such absence to accumulated allowable absent days, in which event the Teacher shall receive the payment to which the Teacher is entitled as allowable absence days less the amount of any Workman’s Compensation award made for temporary disability due to said injury for any period for which the allowable absent day payments are made. Such compensation shall be limited to one (1) year.

ARTICLE XVI

TEACHER EVALUATION

Section A

Evaluation is the process of making considered judgments concerning the ability of all Teachers to meet the performance standards referred to herein. Evaluation should promote awareness of the strengths and weaknesses of all Teachers. It should be constructive, fair and equitable. All Teachers shall be given a copy of any written evaluation report prepared by the evaluator.

During the new staff orientation conducted by the school administration early in the school year, first year Teachers shall be provided information by their prospective evaluators concerning the evaluation process. This orientation will be conducted before any classroom observations of first year Teachers occur.

Section B

A formal observation shall mean an observation for the express purpose of seeing a Teacher perform in his/her main assignment. Such observation shall be of sufficient duration to allow for appropriate judgment, but not less than fifteen (15) minutes in length. The evaluator shall announce the purpose of the observation to be for evaluation at the commencement of the observation. Within ten (10) school days after each observation, a conference will be held with the Teacher to review the observation.

No evaluations, except those of non-teaching personnel, shall be conducted during the first two weeks or the last two weeks of any school year.

Section C

All monitoring or observation of the work performance of Teachers will be conducted openly and with full knowledge of the Teacher. The use of eavesdropping, public address, or audio systems and similar surveillance devices shall be strictly prohibited.

Section D

Teachers will be given a copy of all evaluation reports and will, at their option, be entitled to a conference to discuss said report. The Teacher shall have the right to submit a written response to any evaluation report.

Section E

The Superintendent-Director shall have the absolute right to deny reappointment to any Teacher without professional teacher status and such non-reappointment shall not be the subject of any grievance procedure.

Section F

No Teacher shall be discharged, nor shall any Teacher be suspended for greater than five school days as a result of any one incident, or for greater than a cumulative total of ten school days over any period of time, without just cause.

Section G

The purpose of performance standards are as follows:

-       To provide feedback for the Teacher

-       To assure periodic communication between the Teacher and his/her supervisor

-       To provide the basis of comparison for the Teacher’s performance from year to year

-       To support professional growth and development

-       To develop opportunities for Teachers to talk about their craft

-       To function as a motivational tool

-       To provide a process and an instrument which reflects our belief system

The criteria for evaluating performance are:

-       Exceeds expectations – model for others, goes significantly beyond the requirements of the job

-       More than meets expectations – goes beyond requirements of the job

-       Meets expectations – fulfills the requirements of the job

-       Somewhat meets expectations – fulfills most of the requirements of the job

-       Does not meet expectations – does not fulfill the requirements of the job

I.   Learning Climate

The Teacher provides a positive, productive learning environment; the Teacher sets challenging, yet realistic, expectations to facilitate the learning process and to promote optimum student performance; the Teacher creates a supportive setting where respect for individual differences and learning styles are honored by all, thus enhancing the student work habits.

A.   Classroom Management – The Teacher

1.       Gives attention to the physical setup of the classroom, its appearance and the safety of students.

2.       Provides clear direction and establishes consistent routines to ensure that students understand both the goals of instruction and the content to be learned.

3.       Maintain a portfolio to include:

a.     Class Syllabus;

b.     Unit plans that include standards to be taught;

c.     Individual lesson plans for each unit;

d.     Copy of tests/quizzes that will be administered.

B. Behavioral Guidelines – The Teacher

1.       Provides clear, consistent, fair and well communicated behavioral guidelines.

2.       Matches realistic, corrective consequences to inappropriate student actions.

3.       Models a respect for differences and presents a way to resolve conflicts in an appropriate classroom manner.

II.  Curriculum, Instruction and Assessment

A. Curriculum – Knowledge of Content – The Teacher

1.          Demonstrates an effective understanding and knowledge of subject matter appropriate to the teaching assignment.

2.          Infuses the curriculum with a variety of pertinent experiences, ideas and information

3.          Relates the curriculum to real life experiences in order to strengthen connections for students.

4.          Engages in various and appropriate professional development activities to remain current in the field of certification.

5.          Demonstrates an effective understanding of the curriculum frameworks which have been established by the Massachusetts Department of Education and incorporates the objectives referred to in the frameworks within the curriculum offered by the Teacher. Prior to being evaluated on this criteria, the Teacher shall receive such training in the frameworks as may be deemed appropriate by the Administration and the Teacher in order that the Teacher appropriately integrate the objectives of the frameworks into the curriculum. The Teacher shall be required to integrate the frameworks into the curriculum only to the extent that such framework may be applicable to the course of study taught by the Teacher.

B.    Instruction – The Teacher

1.          Possesses and demonstrates a repertoire of instructional strategies and matches them to student’s needs to best present the curriculum content.

2.          Demonstrates careful and thoughtful lesson planning with attention to learning styles of all students and maintains planning documents in written form that can be produced upon request for review by the Direct Supervisor with evaluation responsibilities.

3.          Varies grouping and presentation format to compliment each learning experience.

4.          Maintains the momentum of the class by careful provisioning, attention to and anticipation of possible classroom interruptions, and planning for lesson flexibility.

5.          Communicates expectations clearly and positively with attention to individual differences.

6.          Calls attention to lesson clarity by setting meaningful goals for students, checking for understanding and unscrambling student confusion.

7.          Uses a variety of materials and equipment to enhance a lesson.

8.          Provides prompt, direct feedback to students and allows time for appropriate practice

9.          Provides individual instruction and curriculum modification as necessary.

C.    Assessment – The Teacher

1.          Collects data on student achievement and development on an on going basis and reports progress to the student, parents and administration.

2.          Maintains appropriate records with specific attention to actual student work.

3.          Sets clear criteria for student work with regard to expectations, standards and performance.

4.          Balances standardized tests with authentic or alternative measures of student performance.

5.          Uses assessment results to guide and modify instructional practices to make learning meaningful.

D.  Curriculum Alignment – The Teacher

1.          The Teachers identifies Massachusetts framework standards for each lesson by including identifying numbers on each planning document, including lesson plans, tests, quizzes, project sheets.

2.          The Teacher maintains and utilizes a curriculum approved by the school.

3.          The Teacher creates and utilizes a course syllabus.

III.   Interpersonal Relations

The Teacher interacts with students, colleagues, administrators, and parents in a manner that conveys mutual respect and understanding.

A.    Teacher / Student – The Teacher

1.          Provides an atmosphere which encourages positive self-esteem and fosters individual growth.

2.          Respects and honors student diversity.

3.          Motivates and encourages students to reach their full potential and take risks as they discover new ideas and concepts.

4.          Understands and applies principles of child growth and development and treats students accordingly.

5.          Maintains discipline and a safe atmosphere for students.

6.          Serves as a role model.

7.          Provides additional help to students.

8.          Enforces school-wide policies, rules and regulations.

B.    Teacher / Colleague – The Teacher

1.          Contributes to a positive environment throughout the building.

2.          Shares and exchanges ideas, methods, strategies, and materials with colleagues.

C.    Teacher / Administrator – The Teacher

1.          Complies with school regulations, programs and policies.

2.          Complies with state and federal regulations governing special education.

3.          Actively seeks ways to discuss concerns openly in order to achieve constructive results.

4.          Carries out assigned responsibilities.

D.    Teacher / Parent – The Teacher

1.          Fosters a strong school-home connection.

2.          Keeps parents informed of student progress in an appropriate time frame and works with them to aid in the total development of the student.

3.          Recognizes and welcomes appropriate parental involvement in school activities.

IV.   Professionalism

A.    Professional Training and Development – The Teacher remains current by seeking opportunities for or engaging in professional activities, courses, workshops and training.

B.    Professional Commitment – The Teacher works to enhance the organization by participating on committees and in programs that foster growth and development.

V. Overall Performance

The evaluation forms will be found in Appendix B.

Section H

The District and the Keefe Tech Education Association agree to form a Committee made up of four administrators to be selected by the Superintendent and eight teachers, including two academic teachers, two vocational education teachers, two Special Education teachers, one nurse and one guidance counselor selected by the Keefe Tech Education Association to create new evaluation instruments for the evaluation of teachers, guidance counselors, school nurse and any other person covered by the recognition clause in the Collective Bargaining Agreement (“CBA”). The parties recognize that the present evaluation instrument has value but contains sections which are outdated or missing which may need improvement. The parties recognize that different evaluation instruments for non-professional status teachers and professional status teachers may be valuable (in perfoming required evaluations of members of the bargaining unit). The parties recognize the Education Reform Act of 2009 and its implications for underperforming schools.

The District Committee and the KTEA (Keefe Teach Education Association) agree that the work of this Committee is intended to be completed not later than the end of the 2010/2011 school year. Further, the parties agree that upon completion, the new evaluation document shall require approval by the School Committee and ratification by the Keefe Teach Education Association. The new evaluation instruments shall upon approval by the School Committee and ratification by the Keefe Teach Education Association become part of the CBA and implemented in the 2011/2012 school year. Both parties agree to work in good faith to agree upon new evaluation instruments which are effective and are used to improve the performance of individuals covered by this Agreement (CBA).

ARTICLE XVII

PERSONNEL RECORDS

Section A

Teachers upon request to the Superintendent-Director or designee will have the right to review and make copies of all personnel records concerning them or their work maintained by the Committee or any agent thereof. A Teacher may have a representative of the Association accompany them during such reviews.

Section B

No material or written complaint derogatory to a Teacher’s conduct, service, character, or personality will be placed in a personnel file unless the Teacher has had an opportunity to review such material and to sign the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The Teacher will also have the right to submit a written response to such material and such response shall be reviewed by the Superintendent-Director and attached to the file copy.

Section C

Any complaints regarding a Teacher submitted in writing by anyone to the Administration shall be called to the attention of the Teacher within 24 hours during the next business day of receipt of the communication by the appropriate administrator.

Section D

At the time of severance from the District, a Teacher will have the right to indicate those documents or other records which the Teacher believes to be obsolete or otherwise inappropriate for retention. Said records will be reviewed by the Superintendent-Director, and if the Superintendent-Director concurs, the said records so designated will be turned over to the Teacher making the request.

The Association and the District agree that all records will be kept in compliance with the records retention schedule promulgated by the Supervisor of Public Records of the Commonwealth of Massachusetts.

Section E

The Superintendent-Director or designee shall take all steps necessary to insure that all records relating to Teachers are complete and accurate insofar as possible.

ARTICLE XVIII

CLASS SIZE

The Committee recognizes the undesirability of excessive class size and will do everything in is power to insure that class sizes shall be reasonable and appropriate.

ARTICLE XIX

REDUCTIONS IN STAFF

Section A

1.    Pursuant to General Laws, Chapter 71, Section 42, in the event a decrease in the number of students renders advisable the layoff of one or more Teachers, a Teacher with professional Teacher status under General Laws, Chapter 71, Section 41 shall not be laid off if there is a Teacher whose position the Teacher with professional Teacher status is qualified to fill.

2.    In the event a reduction in the number of Teachers in a discipline is necessary or occurs, the least senior Teacher in that discipline will be affected (displaced). Provided his/her seniority permits, that Teacher will displace the least senior Teacher in a discipline in which that Teacher is certified and has taught successfully for one (1) school year within the last three (3) years in the District.

3.    If unable to displace in accordance with subparagraph 2 above, a Teacher may displace the least senior Teacher in a discipline for which the Teacher is already certified if that Teacher has completed two (2) 3-credit courses in that discipline prior to the June first preceding the next school year and takes one (1) 3-credit course in that discipline during the school year. To qualify for the purpose contained in this subparagraph, course approval must be obtained in advance from the Administration. These courses will be valid for two (2) years for the purpose of this subparagraph.

4.    Teachers who are to be laid off due to the reduction in staff must be notified in writing no later than June 15 of the school year preceding the year in which the reduction will take effect, where practicable and possible.

5.    The Committee agrees to provide the Association, in order to discharge its obligation as the exclusive bargaining agent, all information to which it is entitled as the collective bargaining representative (agent) for the purpose of determining whether or not there has been compliance with the layoff procedure.

6.    Seniority shall be defined as the length of continuous service in the School District in the bargaining unit defined in the Recognition Clause of the Agreement.

7.    In the case of length of continuous service in this bargaining unit that is the same, the order of seniority shall be determined by the drawing of lots.

8.    For purposes of this article, the word “discipline” shall mean the specific subject area, such as English, mathematics, automotive, culinary arts, etc.

Section B – Teacher Recall Procedure

1.    Recall means the right of a Teacher with professional status to return to a position in the discipline (as set forth in the attachment) from which the Teacher was laid off.

2.    Any Teacher with professional Teacher status who is laid off pursuant to this article shall have a right to be recalled during the first thirty (30) months of his/her layoff to any vacancy in the discipline from which he/she was laid off and to which he/she is qualified and certified to fill on a last-out first-in basis, provided the Teacher delivers to the Superintendent-Director evidence satisfactory to the Superintendent-Director of maintenance of skills and certification during such layoff period.

3. A Teacher with professional Teacher status who is on recall status after a layoff shall retain the privileges and benefits of professional employment accumulated at the time of layoff. Contractual benefits including advancement on step shall not further accumulate during the recall period.

Section C – Recall to Other Disciplines

1.    When a vacancy occurs which cannot be filled in accordance with Article XIX, Section B-2, Teachers with professional Teacher status shall be eligible for other positions for which they are qualified and certified. No new employee will be hired until every eligible Teacher on the recall list has been given the opportunity to apply.

2.    The following criteria will be applied in determining which of the qualified and certified applicants will be considered for positions in disciplines other than the discipline from which the applicant was laid off:

a.     Areas of Competence

(1)        Three (3) years of actual experience in the area in which the positions is available.

(2)        Two (2) years of actual experience within the previous five (5) years in the area in which the position is available.

b.     Length of Service

(1)          Length of continuous permanent service in the District.

(2)          Length of service in the District.

c.     Major/Minor Field of Study (graduate or undergraduate)

(1)          Major field of Study

(2)          Minor field of Study

(3)          Other fields

d.     Contributions to the District beyond Classroom Teaching

(1)        This does not include activities for which a Teacher receives monetary compensation

(2)        Contributions considered will be made during the school year (September to June) only.

(3)        Requests to contribute, which have not been accepted, shall be considered.

e.   Quality of Teaching Performance

(1) Past evaluations which are in a Teacher’s personnel file.

3. The Personnel Department will notify each qualified and certified former Teacher on the recall list by mail that a vacancy exists.

a.   Those interested must express their interest in writing within a fourteen (14) day calendar period from the date of the notification.

b.   If the Superintendent-Director determines that no person on the recall list has the specific qualifications and certification to fill a given vacancy and instead nominates a candidate from outside the recall list to fill a vacancy, the Association shall not have the right to grieve.

Section D

The Personnel Department shall maintain a complete list of all Teachers formerly under contract who are laid off. It is the responsibility of the Teacher to furnish current information and an updated resume when necessary.

1.   This listing will include the former Teacher’s:

a.     Beginning and ending dates of continuous contracted services to the District.

b.     Areas of certification.

c.     Complete description of professional experience.

d.     Name, address, and telephone number.

2.    The name of a Teacher with professional status shall be maintained on the recall list until the September of the first two (2) years after the date on which the layoff occurs.

3.    Personnel on this list are encouraged to notify the Personnel Office if they no longer wish to be considered for recall.

Section E – Waiver of Hearing Rights

1.    In order to best protect his/her rights under G.L. c.150E, the recall rights of a Teacher with professional Teacher status under Article XIX of this Agreement are contingent on the signing by a Teacher with professional Teacher status a written waiver by June 10 of his/her statutory hearing rights under G.L.c.71, Section 42 . For any Teacher signing the waiver as provided above, the termination shall be to effectuate a layoff, including recall rights, under Article XIX of the Collective Bargaining Agreement as amended, said dismissal to be effective at the end of the recall period unless earlier recalled; for a Teacher with professional Teacher status not signing the waiver in a timely manner, the termination shall be effective at the end of the current school year (with no attendant layoff / recall rights under the Agreement). Signing such a waiver does not prevent a Teacher from grieving the method of selection of layoff under Article XIX. In the event of recall, the initially signed waiver is null and void for any subsequent termination of the employment. A copy of the waiver will be found in Appendix C.

2.    The notice of termination to effectuate a layoff (as specified in Paragraph E.1 above) shall be treated as a vote to place the laid off Teacher on an involuntary leave of absence without pay for the period specified in Article XIX, Section B of this Agreement during which recall period the laid off Teacher shall retain rights as a Teacher with professional Teacher status to the extent permitted by law and all applicable rights under this Agreement. Such Teacher shall be eligible to remain in the group health insurance plan to the extent permitted by law by paying the full monthly premium to the District Business Office. It is the intent of the Committee that Teachers who are placed on involuntary leave of absence status shall be eligible for unemployment compensation to the extent permitted by law.

3. If any provision or application of this Section of this Agreement shall be found contrary to law, statute, or valid regulation, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications will continue in full force and effect and the parties specifically further agree then to take all steps within their legal power to effectuate to the maximum extent possible in a legally permissible manner the object(s) and purpose(s) of this Agreement as set forth below:

a.   To provide Teachers with professional Teacher status who are laid off with long term job security protections similar to professional Teacher status during their recall period and professional Teacher status after any recall.

b.   To permit Teachers with professional status to be covered by applicable Collective Bargaining Agreement provisions during their recall period.

c.   To effectuate a layoff process that will minimize if not avoid the uncertainty and resulting educational disruption to students of changing teachers during the school year and minimize if not avoid any back pay costs during a difficult financial year that might otherwise arise out of a court determination that the School Committee misinterpreted or misapplied any right or obligation or any other aspects of G.L.c.71, Section 42, or any other provisions of law relating to layoff of Teachers.

ARTICLE XX

POSITIONS IN SUMMER SCHOOL, AFTER-SCHOOL,

AND UNDER FEDERAL PROGRAMS

Section A

All openings for summer school and evening school positions and for positions under Federal programs, will be adequately publicized by the Superintendent-Director as early as possible and Teachers who have applied for such positions will be notified of the action taken regarding their applications as early as possible.

Section B

All Teachers will be given adequate opportunity to make application for these positions in summer school, evening school, and under Federal programs. The Superintendent-Director shall give consideration to the applicant’s area of competence, field of study, quality of performance, length of service in the District, and previous experience in summer school, evening school, or Federal programs conducted by the District and such other relevant factors as the Superintendent-Director deems appropriate.

Section C

All positions in summer school, evening school, and under Federal programs, which shall be considered as part-time employment shall be excluded from the provisions of this Agreement since, although these provisions may be held as a part-time involvement by personnel covered under this Agreement, it shall be considered separate employment for the purpose of this Agreement

ARTICLE XXI

PROFESSIONAL DEVELOPMENT

Section A – Tuition

Commencing in Fiscal Year 2011, a Teacher shall be reimbursed for the cost of tuition upon the successful completion of an approved undergraduate course taken pursuant to Article V, Section E.3. of this Agreement up to $970.00, inclusive of fees which may be used in order to achieve the maximum reimbursement and up to $1,675.00, inclusive of fees which may be used to achieve the maximum reimbursement, for a graduate course. During each successive year of this Agreement, the reimbursement for an approved undergraduate course and approved graduate course shall be revised based upon the undergraduate and graduate tuition of the Massachusetts State College System as established by the Massachusetts Board of Higher Education at the time of the approval of the respective course.

Section B – Attendance at Conferences and Seminars

Those Teachers who are required to attend conferences or seminars during the summer to maintain their vocational licensure shall be compensated in accordance with the provisions of Article XXI, Section A, for costs of such attendance.

Such reimbursement shall be paid only if the Teacher has advised the Superintendent-Director in writing as to the manner in which the Teacher intends to satisfy such certification requirement and the Superintendent-Director has given prior written approval thereto, which approval shall not be arbitrarily withheld.

Section C – Professional Development

1. Every Teacher shall be required to prepare a five-year, individual professional development plan (the “Individual Plan”). The Individual Plan shall describe how the Teacher will address the professional development categories set forth in the school-wide professional development plan (the “School Plan”) developed by the Professional Development Committee (the “PDC”). A copy of the Individual Plan will be found in Appendix D. The School Plan shall be included in the Teacher Handbook each year.

The Individual Plan must be presented to each Teacher’s immediate supervisor for initial approval prior to October 1st of such year, and upon receipt of such initial approval, to the Superintendent-Director for final approval. If not approved at the immediate supervisor’s level, the Teacher may appeal such disapproval to the Superintendent-Director. If not approved by the Superintendent-Director, the Teacher may appeal such disapproval to the PDC, the decision of which shall be final. A tie vote among the members of the PDC will be deemed to be a decision favorable to the Teacher. Training in preparation of a professional development plan will be included in the new staff orientation program.

Progress on the Individual Plan of each Teacher shall be assessed annually by the immediate supervisor and modification may be made to the Individual Plan at that time by mutual consent. Progress, or lack thereof, shall be noted on any evaluation instrument developed in accordance with this Agreement. It is understood that an individual Teacher’s goals and objectives may vary from time to time and it is, therefore, understood that a certain degree of flexibility in revising an Individual Plan is desirable and shall be accorded to each Teacher.

While it is understood that many activities undertaken in fulfillment of the Individual Plan might also meet the requirements of Section 38G of Chapter 71 of the General Laws relative to re-certification, it is acknowledged that re-certification is a separate process between the Teacher and the State. Whenever practicable and possible, however, the Superintendent-Director will recommend that the appropriate number of professional development points be granted for activities undertaken to fulfill the requirements of this section. Furthermore, the requirements of this section will not numerically exceed those required by the State for re-certification.

2. The PDC shall be forthwith established and shall consist of three administrators selected by the Superintendent-Director and three members selected by the Association. The administrative representatives shall be the Assistant Superintendent-Principal, the Academic Coordinator and the Vocational Coordinator. The Association representative shall be one academic Teacher, one vocational Teacher, and one member of the pupil personnel services staff.

The PDC shall elect from among its members a Chairperson. The Chairperson’s duties shall include scheduling meetings, preparing agendas, and keeping a record of all action taken by the PDC. Following each meeting, the Chairperson shall forward, in a timely manner, a summary of all action taken by the PDC to the Superintendent-Director.

The duties of the PDC shall be as follows:

a.   To develop the School Plan consistent with the goals and objectives of the District, as well as with the State’s Professional Development Plan. The School Plan will be submitted to the Superintendent-Director and to the School Council in accordance with Section 59C of Chapter 71 of the General Laws. The School Plan will be reviewed annually by the PDC and updated when necessary.

b.   To serve as an appeal committee if an Individual Plan is not approved by the Teacher’s immediate supervisor and/or the Superintendent-Director. The PDC will review the Individual Plan and determine whether it is consistent with the School Plan and the needs of the Teacher as demonstrated in previous evaluations. If the PDC does not approve an Individual Plan, the Teacher must submit a new plan to the Teacher’s immediate supervisor within thirty (30) days of the date of the meeting at which the Individual Plan was not approved by the PDC. A tie vote among the members of the PDC will be deemed to be a decision favorable to the Teacher.

c.   The agenda for each of the professional development days shall be established by the Professional Development Committee. Participation in the professional development program shall entitle Teachers to Professional Development Points on the basis of the criteria for the award of such points established by the Department of Education.

Section D – Professional Development Program

Due to the critical need for professional development to maintain and increase the standards of teaching in the District, the parties agree that professional development programs shall be conducted for the Teachers on two full days during each school year. Those days shall be devoted to professional development programs and shall constitute the 182nd and 183rd days of the work year for Teachers hereunder. The 181st day of the calendar shall be identified as opening day and the parties agree that professional development programs may be presented on that day provided said program and other opening day programs shall not extend past 11:00 AM.

In addition, on six days during the school year, a portion of the school day shall be devoted to professional development programs for Teachers. These sessions shall not take place on the first day of school or the last day of school. The date and time of partial professional days shall be established by the administration and shall take place either as a late arrival for students or an early dismissal.

The designation of the above days shall be at the election of the Superintendent-Director and shall be considered as a meeting day under Article VII, C of the Agreement.

ARTICLE XXII

LEAD TEACHERS

Section A

Each person designated as Lead Teacher shall be paid a stipend of 1% of the minimum salary for a certified Teacher on the Teacher’s salary schedule (hereinafter referred to as the base pay) for each Teacher in the department including the lead Teacher. Lead Teachers shall be paid a stipend of 1/2% of the base pay for each teacher aide or teacher associate in the department. In addition, Lead Teachers will be paid a percentage of the base pay by a factor representing the amount of contact and work resulting from such contact in dealing with people from outside the department. The percentage of base pay calculated from the factor representing the amount of contact and work resulting from such contact in dealing with people outside the department for each Lead Teacher is as set forth on the following schedule:

Automotive                         3%                                          Electrical                                               3%

Carpentry                            3%                                          Graphic Arts                                         3%

Cosmetology                       3%                                          Plumbing                                               3%

Culinary Arts                       3%

During Fiscal Year 2012 and the following years of this Agreement, the Lead teacher in Health Careers and the Lead teacher in Early Childhood shall be added to the above listing of Lead teachers and the compensation for each shall be calculated as described in this Article.

The Culinary Arts Teacher shall receive a stipend equal to 12% of the base salary and said stipend shall be fixed and not amended by any language of this Article.

The Lead Teacher stipend for departments of three (3) people or more shall be no less than four and one half percent (4.5%) of the base pay nor more than twelve percent (12%) of the base pay. The Lead Teacher stipend for departments of fewer than three (3) people shall be three percent (3%) of the base pay.

The Lead Counselor shall be paid at a per diem rate based upon his/her yearly salary for the ten (10) days assigned to work by the Superintendent-Director in excess of 183 days. Any additional days worked by the Lead Counselor shall be voluntary and shall be paid at the “teacher hourly” rate which is identified as Column A of the Teachers Salary Schedule, Step 0, divided by 183 days and then divided by six (6) hours per day.

Section B – Special Education Coordinator/Team Chairperson

The salary of the Special Education Coordinator/Team Chairperson will be 1.15 times the salary that the individual would have received based on usual salary placement pursuant to Article VI of this Agreement, without taking into consideration the Special Education/Team Chairperson’s responsibilities. Such salary shall be payable in twenty-six (26) equal installments. No additional compensation will be granted for any additional work done as Special Education Coordinator/Team Chairperson.

Any responsibilities in addition to those as Special Education/Team Chairperson which may be assigned by the PPS Coordinator or the Superintendent-Director to the person then serving as the Special Education Coordinator/Team Chairperson during the summer vacation period will be compensated at that person’s hourly rate of pay.

The position will include coordinating designated aspects of special education service delivery assigned by the PPS Coordinator and with the assistance of the Special Education Lead Teacher. Additional responsibilities may be assigned by the PPS Coordinator, Principal and the Superintendent-Director. The position will be scheduled for all scheduled days for faculty members as well as thirty-two (32) additional days, which will be coordinated with the PPS Coordinator.

Section C-Special Education Lead Teachers

Effective during the first year of this Agreement, the Special Education Department shall have two (2) lead teachers with descriptions as follows:

Job Entry Training Program shall have a Lead teacher Inclusion and Support Services shall have a Lead teacher

The stated Lead teacher compensation formula shall apply to both Lead teacher positions.

ARTICLE XXIII

ATHLETIC SALARY SCHEDULE

The minimum salary for coaching of athletics and for the athletic trainer will be determined by the following rating scheme:

Section A – Student Participation

Number of student participants is to be determined one (1) month after official beginning of student participation in the sport.

1.       10 or less

2.       11 to and including 20

3.       21 to and including 30

4.       31 to and including 40

5.       41 to and including 50

6.       51 and over

Section B – Responsibility

1.       Only coach, assistant coach and JV coach

2.       2 Coaches – 1 head

3.       3 Coaches – 1 head

4.       4 Coaches – 1 head

5.       More than 4 Coaches – 1 head

Section C – Time Period Per Sport

For the first two (2) years of a sport, the time period will be estimated by the Superintendent-Director. In succeeding years, the previous year’s time period for each sport will be used to determine the current year’s time period used for salary purposes.

1.       30 days or less

2.       31 to and including 35 days

3.       36 to and including 45 days

4.       46 to and including 55 days

5.       56 days and over

Section D – Public Interest

For the first two (2) years of a sport, the public interest in the particular sport activity will be determined by the Superintendent-Director in conference with the Assistant Superintendent-Principal and the Athletic Director. In succeeding years, public interest will be determined by previous year’s experience. For purposes of determination of the compensation due to the athletic trainer, the athletic trainer shall be based on Level 3 of the Public Interest Chart. For the duration of this Agreement, public interest shall be as follows:

1.          All Freshman Sports

2.          Cross Country Assistant, JV Soccer, Wrestling Assistant, JV Baseball, JV Softball, Track and Field Assistant, Ice Hockey Assistant, JV Volleyball

3.          JV Football, JV Baseball, Swimming, Varsity Cheerleading,

4.          Varsity Baseball, Varsity Soccer, Varsity Softball, Varsity Track and Field, Varsity Football Assistant, Varsity Cross Country, Varsity Volleyball

5.          Varsity Football, Varsity Basketball, Varsity Ice Hockey, Varsity Wrestling

Section E – Minimum Salary Calculation

(A + B + C + D) 0.8% of minimum salary for a certified Teacher on the Teachers’ salary schedule.

Increases in salary for coaching position will be determined on the basis of experience, performance, and proven ability. The following ratings are to be percentages of the salary calculated under the athletic coaching minimum salary rating scheme, and the resulting amount is to be added to the minimum coaches’ salary:

0                     -               0%                                          3        -                    24%

1                     -               8%                                          4        -                    32%

2                     -               16%                                        5        -                    40%

Section F – Minimum Salary Calculation

(Calculated minimum salary) + (Calculated minimum salary) (Rating Percent)

Section G – Evaluation of Coaches and Athletic Director

The evaluation procedure should promote the awareness of strengths and weaknesses of all coaches, the Athletic Director, trainer and other paid athletic personnel. It should be constructive, fair, and equitable. All coaches and the Athletic Director shall be given a copy of any written evaluation report prepared by the evaluator. A coach, trainer, and the Athletic Director shall have the right to submit a written response to any evaluation report.

1. Procedure

a.   The Athletic Director will evaluate all coaches and the trainer and shall use information obtained from head coaches upon the forms prepared therefore in the evaluation procedure.

b.   The Athletic Director will meet with each coach to review the evaluation so prepared.

c.   Each head coach will submit to the Assistant Superintendent-Principal a written evaluation of the Athletic Director upon the forms prepared therefore in the evaluation procedure. The Assistant Superintendent-Principal shall then prepare a written evaluation of the Athletic Director based upon the information provided and the observations of the Assistant Superintendent-Principal.

d.   Each of the above three (3) steps shall be concluded within fifteen (15) days of the close of the applicable sport season.

e.   A copy of the evaluation forms will be found in Appendix E and will be available at the office of the Assistant Superintendent-Principal.

2. Evaluation Records

All evaluation reports and evaluation forms submitted by the Athletic Director or the Assistant Superintendent-Principal shall be maintained in the personnel file of the respective coach, trainer or Athletic Director and access to such file shall be in accordance with the provisions of this Agreement.

ARTICLE XXIV

EXTRACURRICULAR ACTIVITIES

There shall be the following extracurricular activities with the compensation designated for each position:

During the first year of this Agreement, FY2011, commencing on 7/1/2010 through 6/30/2011, all stipends for Extracurricular Activities shall be as set forth in Article XXIV.

Compensation for Extracurricular Activities shall be increased by the same percentage increase as the Teachers Salary Schedule during FY 2011 And the following years of this Agreement.

EXTRACURRICULAR ACTIVITIES

STIPEND IS PER POSITION

 

FY11 (0%) 2010-2011

FY12 (1%) 2011-2012

FY13 (2%) 2012-2013

ACF Advisor

1,433.00

1,447.33

1,476.28

Alumni Advisor

846

854.46

871.55

Art Club

1,176.00

1,187.76

1,211.52

Athletic Director

9,260.00

9,352.60

9,539.65

Band Club Advisor

1,176.00

1,187.76

1,211.52

Bus Dispatcher: Gym End

1,176.00

1,187.76

1,211.52

Bus Dispatcher: East Side Room End

1,176.00

1,187.76

1,211.52

Business Professionals of America

1,432.50

1,446.83

1,475.77

Chess Club Advisor

1,176.00

1,187.76

1,211.52

Chorus Club Advisor

1,176.00

1,187.76

1,211.52

Class Advisor 9

1,833.00

1,851.33

1,888.36

Class Advisor 10

1,833.00

1,851.33

1,888.36

Class Advisor 11

1,833.00

1,851.33

1,888.36

Class Advisor 12

1,833.00

1,851.33

1,888.36

Dance Club

1,500.00

1,515.00

1,545.30

Drama Club

1,500.00

1,515.00

1,545.30

Engineering Club

1,176.00

1,187.76

1,211.52

Future Farmers of America - FFA

1,433.00

1,447.33

1,476.28

Gay/Straight Alliance

1,176.00

1,187.76

1,211.52

House Building Project

1,273.00

1,285.73

1,311.44

Literary Magazine Advisor

1,176.00

1,187.76

1,211.52

Mentors for New Teachers

500.00

505.00

515.10

National Honor Society Advisor

1,176.00

1,187.76

1,211.52

Project Adventure Advisors

1,176.00

1,187.76

1,211.52

SAAD Advisor

1,176.00

1,187.76

1,211.52

Safety Coordinator

1,834.00

1,852.34

1,889.39

Scholar's Program Advisor

1,176.00

1,187.76

1,211.52

School Newspaper Advisor

1,176.00

1,187.76

1,211.52

Senior Project Advisor

2,732.00

2,759.32

2,814.51

Skills USA Advisors

1,433.00

1,447.33

1,476.28

Student Council Advisor

1,505.00

1,520.05

1,550.45

Student Leadership Academy

1,176.00

1,187.76

1,211.52

Toastmasters

750.00

757.50

772.65

Yearbook Advisor: Production

1,176.00

1,187.76

1,211.52

Yearbook Advisor: Business

1,176.00

1,187.76

1,211.52

ARTICLE XXV

SUFFICIENCY OF APPROPRIATIONS

All items in this Agreement requiring the expenditure of funds by the District shall be subject to the sufficiency of appropriation therefore by the District towns and absent such appropriation, such items shall not be binding upon the District. The Committee agrees to certify to each member town a budget which includes the total number of dollars required to fund the Agreement. The Committee agrees to take all reasonable action to obtain such approval of said budget at the respective town meetings. In the event the budget is not appropriated by the District towns, the Committee and the Association shall enter into negotiations to attempt to eliminate the deficiency in appropriations.

ARTICLE XXVI

SOUTH MIDDLESEX REGIONAL VOCATIONAL TECHNICAL SCHOOL DISTRICT

TEACHER SALARY SCHEDULE

Fiscal Year 2011 (Effective September 1, 2010)

Each member of the bargaining unit as it is comprised on December 1, 2010, and who shall not then be retired, laid off or on a leave of absence with or without pay from the District shall receive on the date of the first December, 2010 salary payment installment in addition to the regular salary installment payment then due, one (1), one (1) time payment in the amount of Eight-hundred ($800.00) dollars. The payment shall not be included or added to any Teacher or other salary schedule and shall not be paid or due to be paid at any other time during the duration of this Agreement and shall not be used to calculate any salary, stipend or benefits due to be paid to any member of the bargaining unit under the terms and provisions of this Agreement.

Fiscal Year 2012 (Effective September 1, 2011)

The Association and the Committee agree that during the second year of the Agreement, effective September 1, 2011 (FY2012), the salary schedule shall be as set forth in Appendix A. The salary schedule shall increase by One (1%) percent during the second year of the Agreement effective September 1, 2011. In addition, during the second year of this Agreement, each Teacher shall receive an additional one (1) time payout of $250.00 who shall achieve positive student performance on NCLB for AYP Targets in ELA and Mathematics achieved. This payout shall be paid to each Teacher entitled to receive the payout in addition to the salary payment installment for the first December, 2011 salary payment installment. The one (1) time payout during the second year of this Agreement to any such Teacher entitled to receive the payout shall not be included or added to any Teacher or other salary schedule and shall not be paid or due to be paid at any other time during the duration of this Agreement and shall not be used to calculate any salary, stipend or benefits due to be paid under the terms and provisions of this Agreement. Commencing in Fiscal Year 2012, effective September 1, 2011, both step and lane or column changes as described in this Agreement shall be in effect, subject to the provisions of the terms described in Article VI, Section B. 5.

Fiscal Year 2013 (Effective September 1, 2012)

The Association and the Committee agree that during the third year of this Agreement, effective September 1, 2012 (FY2013), the salary schedule shall be as set forth in Appendix A. The salary schedule shall increase by Two (2%) percent during the third year of this Agreement, effective September 1, 2012. In addition, during the third year of this Agreement, each Teacher shall receive an additional one (1) time payout of $250.00 who shall achieve positive student performance on NCLB for AYP Targets in ELA and Mathematics achieved. This payout shall be paid to each teacher entitled to receive the payout in addition to the salary payment installment for the first December, 2012 salary installment. The one (1) time payout during the third year of this Agreement to any such Teacher entitled to receive the payout shall not be added to any Teacher or other salary schedule and shall not be paid or due to be paid any other time during the duration of this Agreement and shall not be used to calculate any salary, stipend or benefits due to be paid under the terms and provisions of this Agreement

The Teachers salary schedules for each of the three (3) years of this Agreement are set forth in Appendix A of the Agreement.

The Nurse’s Salary Schedule for each of the three (3) years of this Agreement is set forth in Appendix A of the Agreement.

ARTICLE XXVII

AGENCY SERVICE FEE

Commencing September 1, 1984, the Committee shall deduct as a condition of employment an Agency Service Fee equivalent to the sum of the total yearly dues of the KTEA, MTA, and NEA. These fees will be deducted from the Unit Members who are not members of the Keefe Tech Education Association and will be forwarded by the District Treasurer to the Treasurer of the KTEA. Said deductions shall be made in equal installments between the months of October and June. It is a condition of the maintenance of the automatic deduction of an agency service fee that the Association maintains at least 85% of all Unit Members as members of the Association, and failing such level of membership, no agency service fee deduction shall be administered by the District.

The Association agrees to strictly comply with any and all statutes, rules, and regulations adopted by The Commonwealth of Massachusetts or any department or agency thereof, as well as any cases decided by a court of The Commonwealth of Massachusetts or by the Massachusetts Labor Relations Commission pertaining to the amount, collection and application of Agency

ARTICLE XXVIII

DURATION

The provisions of this Agreement shall become effective as of July 1,2010, and shall continue and remain in full force and effect until June 30, 2013. Not later than December 31, 2012, the parties to this Agreement shall enter into negotiations for a contract to take effect upon the expiration of this Agreement. Nothing herein shall prevent the parties, by mutual agreement,

from entering into negotiations prior to December 31, 2012.

IN WITNESS WHEREOF, the parties hereto cause this instrument to be executed in their names and on their behalf by their duly authorized officers hereto this 10th day of June, 2011.

SOUTH MIDDLESEX REGIONAL VOCATIONAL

TECHNICAL SCHOOL DISTRICT SCHOOL COMMITTEE

 ______________________________________________________

Tassos Filledes, Chairman

KEEFE TECH EDUCATION ASSOCIATION

BY:   ______________________________________________

Bernard C. Kane, President

Keefe Education Association

APPENDIX A

SOUTH MIDDLESEX REGIONAL VOCATIONAL TECHNICAL SCHOOL DISTRICT

SCHOOL STAFF SALARY SCHEDULE - 1%

EFFECTIVE SEPTEMBER 1, 2011 - FY 2012

 

(A)

(B)

(C)

(D)

(E)

(F)

(G)

Step

Certified Teacher

Bach+15 or Cert Voc+15

Masters or Cert Voc+30

Masters+15 or Cert Voc+Bach

Masters+30 or Cert Voc+Bach+15

Masters+45 or Cert Voc+Bach+30

Masters+60 or Cert Voc+Masters

0

38,911.26

40,883.79

42,840.16

44,795.52

46,759.97

48,721.39

50,680.79

1

41,626.14

43,589.58

45,563.12

47,521.51

49,496.06

51,466.57

53,435.06

2

44,148.11

46,113.57

48,086.10

50,051.56

52,023.08

53,992.58

55,960.06

3

46,670.08

48,644.63

50,610.09

52,575.55

54,552.12

56,513.54

58,487.08

4

49,195.08

51,158.52

53,138.12

55,105.60

57,061.97

59,038.54

61,006.02

5

51,718.06

53,683.52

55,659.08

57,624.54

59,593.03

61,564.55

63,532.03

6

54,394.56

56,376.18

58,344.67

60,318.21

62,294.78

64,266.30

66,247.92

7

57,302.35

59,287.00

61,280.74

63,270.44

65,256.10

67,242.77

69,227.42

8

59,849.57

61,832.20

63,822.91

65,815.64

67,794.23

69,782.92

71,776.66

9

62,397.80

64,381.44

66,369.12

68,357.81

70,350.54

72,329.13

74,321.86

10

68,220.45

70,304.08

72,393.77

74,487.50

76,573.15

78,665.87

80,753.54

Supermax Step is determined by

length of consecutive years of employment in this District

SM 12

900.00

900.00

900.00

900.00

900.00

900.00

900.00

SM 15

1,200.00

1,200.00

1,200.00

1,200.00

1,200.00

1,200.00

1,200.00

SM 20

1,500.00

1,500.00

1,500.00

1,500.00

1,500.00

1,500.00

1,500.00

APPENDIX A

SOUTH MIDDLESEX REGIONAL VOCATIONAL TECHNICAL SCHOOL DISTRICT

SCHOOL STAFF SALARY SCHEDULE - 2%

EFFECTIVE SEPTEMBER 1, 2012 - FY 2013

Step

(A)

Certified Teacher

(B)

Bach+15 or Cert Voc+15

(C)

Masters or Cert Voc+30

(D)

Masters+15 or Cert Voc+Bach

(E)

Masters+30 or Cert Voc+Bach+15

(F)

Masters+45 or Cert Voc+Bach+30

(G) Masters+60or Cert Voc+Masters

0

39,689.49

41,701.47

43,696.96

45,691.43

47,695.17

49,695.82

51,694.41

1

42,458.66

44,461.37

46,474.38

48,471.94

50,485.98

52,495.90

54,503.76

2

45,031.07

47,035.84

49,047.82

51,052.59

53,063.54

55,072.43

57,079.26

3

47,603.48

49,617.52

51,622.29

53,627.06

55,643.16

57,643.81

59,656.82

4

50,178.98

52,181.69

54,200.88

56,207.71

58,203.21

60,219.31

62,226.14

5

52,752.42

54,757.19

56,772.26

58,777.03

60,784.89

62,795.84

64,802.67

6

55,482.45

57,503.70

59,511.56

61,524.57

63,540.68

65,551.63

67,572.88

7

58,448.40

60,472.74

62,506.35

64,535.85

66,561.22

68,587.63

70,611.97

8

61,046.56

63,068.84

65,099.37

67,131.95

69,150.11

71,178.58

73,212.19

9

63,645.76

65,669.07

67,696.50

69,724.97

71,757.55

73,775.71

75,808.30

10

69,584.86

71,710.16

73,841.65

75,977.25

78,104.61

80,239.19

82,368.61

Supermax Step is determined by

length of consecutive years of employment in this District

SM 12

900.00

900.00

900.00

900.00

900.00

900.00

900.00

SM 15

1,200.00

1,200.00

1,200.00

1,200.00

1,200.00

1,200.00

1,200.00

SM 20

1,500.00

1,500.00

1,500.00

1,500.00

1,500.00

1,500.00

1,500.00

APPENDIX A

SOUTH MIDDLESEX REGIONAL VOCATIONAL TECHNICAL SCHOOL DISTRICT

NURSE'S SALARY SCHEDULE - 0%

EFFECTIVE SEPTEMBER 1, 2010 - FY 2011

Step

Certified

Bachelor's+15

Masters

0

38,526

40,479

42,416

1

41,214

43,158

45,112

2

43,711

45,657

47,610

3

46,208

48,163

50,109

4

48,708

50,652

52,612

5

51,206

53,152

55,108

6

53,856

55,818

57,767

7

56,735

58,700

60,674

8

62,139

64,153

66,176

9

67,545

69,608

71,677

APPENDIX A

SOUTH MIDDLESEX REGIONAL VOCATIONAL TECHNICAL SCHOOL DISTRICT

NURSE'S SALARY SCHEDULE - 1%

EFFECTIVE SEPTEMBER 1, 2011 - FY 2012

Step

Certified

Bachelor's+15

Masters

0

38,911.26

40,883.79

42,840.16

1

41,626.14

43,589.58

45,563.12

2

44,148.11

46,113.57

48,086.10

3

46,670.08

48,644.63

50,610.09

4

49,195.08

51,158.52

53,138.12

5

51,718.06

53,683.52

55,659.08

6

54,394.56

56,376.18

58,344.67

7

57,302.35

59,287.00

61,280.74

8

62,760.39

64,794.53

66,837.76

9

68,220.45

70,304.08

72,393.77

Supermax Step is determined by

length of consecutive years of employment in this District

SM12

900.00

900.00

900.00

SM15

1,200.00

1,200.00

1,200.00

SM20

1,500.00

1,500.00

1,500.00

APPENDIX A

 SOUTH MIDDLESEX REGIONAL VOCATIONAL TECHNICAL SCHOOL DISTRICT

NURSE'S SALARY SCHEDULE - 2%

EFFECTIVE SEPTEMBER 1, 2012 - FY 2013

Step

Certified

Bachelor's+15

Masters

0

39,689.49

41,701.47

43,696.96

1

42,458.66

44,461.37

46,474.38

2

45,031.07

47,035.84

49,047.82

3

47,603.48

49,617.52

51,622.29

4

50,178.98

52,181.69

54,200.88

5

52,752.42

54,757.19

56,772.26

6

55,482.45

57,503.70

59,511.56

7

58,448.40

60,472.74

62,506.35

8

64,015.60

66,090.42

68,174.52

9

69,584.86

71,710.16

73,841.65

Supermax Step is determined by

length of consecutive years of employment in this District

SM12

900.00

900.00

900.00

SM15

1,200.00

1,200.00

1,200.00

SM20

1,500.00

1,500.00

1,500.00

APPENDIX B

ARTICLE XVI, SECTION G

JOSEPH P. KEEFE TECHNICAL SCHOOL

TEACHER EVALUATION FORM

Teacher: _____________________________________________________________________________

Course Title:     __________________________________________     Date: _______   Period: ________

Evaluated By:    __________________________________________    Position: _____________________

 

 

Criteria*

Not Observed

Not Applicable

I.

LEARNING CLIMATE

________

________

________

A.

Classroom Management

________

________

________

B.

Behavioral Problems

________

________

________

II.

CURRICULUM INSTRUCTION AND ASSESSMENT

________

________

________

A.

Curriculum - Knowledge of Content

________

________

________

B.

Instruction

________

________

________

C.

Assessment

________

________

________

D.

Curriculum Alignment

________

________

________

III.

INTERPERSONAL RELATIONS

________

________

________

A.

Teacher/Student

________

________

________

B.

Teacher/Colleague

________

________

________

C.

Teacher/Administrator

________

________

________

D.

Teacher/Parent

________

________

________

IV.

PROFESSIONALISM

________

________

________

V.

OVERALL PERFORMANCE

________

________

________

SPECIAL CIRCUMSTANCES DURING OBSERVATION:

_____________________________________________________________________________________

_____________________________________________________________________________________

See “Performance Standards for Teachers” for a detailed description of each category

*See Criteria 1-5 on the back of this sheet.

CRITIERIA FOR EVALUATING PERFORMANCE:

1.       Does not meet expectations—does not fulfill the requirements of the job

2.       Somewhat meets expectations—fulfills most of the requirements of the job

3.       Meets expectations—fulfills the requirements of the job

4.       More than meets expectations—goes beyond requirements of the job

5.       Exceeds expectations—model for others, goes significantly beyond the requirements of the job

EVALUATOR’S COMMENTS: _________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

COMMENDATIONS: _________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

SPECIFIC RECOMMENDATIONS FOR IMPROVEMENT OF PERFORMANCE:

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

SIGNATURE:       _________________________________________

TEACHER’S COMMENTS: ________________________________________

I have read the above evaluation.

My signature indicates neither agreement nor disagreement with the evaluation.

TEACHER: ________________________________________    Date: _________________________

A conference was held on _____________________________________________________________

APPENDIX B

ARTICLE XVI, SECTION G

JOSEPH P. KEEFE TECHNICAL SCHOOL

COUNSELOR EVALUATION FORM

Counselor: _____________________________________________________________________________

Course Title:     __________________________________________     Date: _______   Period: ________

Evaluated By:    __________________________________________    Position: _____________________

 

 

Criteria*

Not Observed

Not Applicable

I.

COMPREHENSIVE DEVELOPMENT GUIDANCE & COUNSELING

________

________

________

A.

Responsive Services

________

________

________

B.

Guidance Curriculum

________

________

________

C.

Individual Planning

________

________

________

II.

ASSESSMENT

________

________

________

III.

INTERPERSONAL RELATIONS

________

________

________

 

Counselor/Student

________

________

________

 

Counselor/Teacher

________

________

________

 

Counselor/Colleague

________

________

________

 

Counselor/Administrator

________

________

________

 

Counselor/Parent

________

________

________

IV.

PROFESSIONALISM

________

________

________

V.

OVERALL PERFORMANCE

________

________

________

See “Performance Standards for Teachers” for a detailed description of each category

*See Criteria 1-5 on the back of this sheet.

CRITERIA FOR EVALUATING PERFORMANCE:

6.       Does not meet expectations—does not fulfill the requirements of the job

7.       Somewhat meets expectations—fulfills most of the requirements of the job

8.       Meets expectations—fulfills the requirements of the job

9.       More than meets expectations—goes beyond requirements of the job

10.    Exceeds expectations—model for others, goes significantly beyond the requirements of the job

EVALUATOR’S COMMENTS: _________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

COMMENDATIONS: _________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

SPECIFIC RECOMMENDATIONS FOR IMPROVEMENT OF PERFORMANCE:

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

SIGNATURE:       _________________________________________

COUNSELOR’S COMMENTS: ________________________________________

I have read the above evaluation.

My signature indicates neither agreement nor disagreement with the evaluation.

COUNSELOR________________________________________    Date: _________________________

A conference was held on _____________________________________________________________

APPENDIX C

ARTICLE XIX, SECTION E

WAIVER

I, ________________________________________________________ understand that I am being laid off by the South Middlesex Regional Vocational Technical School District Committee.

I understand that I am being placed on involuntary unpaid leave of absence until the end of the recall period during which I have recall rights as provided under the collective bargaining Agreement, as amended, between the Committee and the South Middlesex Regional Vocational Technical Teachers Association and during which I retain statutory tenure rights to the extent permitted by law. I understand also that from the beginning of my involuntary unpaid leave of absence I am eligible for unemployment compensation to the extent permitted by law.

I understand that if I have not been recalled during the leave of absence, at the expiration of such leave my employment terminates.

I hereby agree not to exercise and I hereby waive my statutory hearing rights under G.L. c.71, Section 42 and my statutory appeal rights under G.L. c. 71, Section 43A in order to protect my contractual rights under G.L. c.150E.

In the event of my recall this release is null and void for any subsequent termination employment.

This waiver consists of the above plus all of the provisions of Article XIX of the Agreement between the South Middlesex Regional Vocational Technical School District Committee and the South Middlesex Regional Vocational Technical Teachers’ Association which I have read and which I agree are binding on me as well as on the School Committee and Association.

_______________________________________________________              ____________________

Employee                                                                                                                            Date

APPENDIX D

Massachusetts Department of Education                                                                     We help children learn

Sample Individual Professional Development Plan for Massachusetts Educators

________________________________________________________               ________________

Name:    Last                               First                               Middle                            Renewal Year

__________________________________________________________________________________

Home Address                                          City                                State                  Zip Code

__________________________________________________________________________________

Primary Area                                            Certificate Number

__________________________________________________________________________________

District                           School                            Grade Level(s)                 Subjects)

Professional Development Points Required for Renewal of Primary Area          150 PDPs (no longer 120)

Total number of PDPs required in content [   ]

My professional growth goals (please number):

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

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

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

APPENDIX D

Record of Approved Professional Development Activities for Primary Area

Professional Development Activity

Professional Growth Goal (Goal Number)

Content PDPs

Other PDPs (pedagogy or professional skills) *Date Approved & Supervisor's Initials OPTIONAL

Date Completed

___________________

___________

_______

_______________________

_______

___________________

___________

_______

_______________________

_______

___________________

___________

_______

_______________________

_______

___________________

___________

_______

_______________________

_______

___________________

___________

_______

_______________________

_______

___________________

___________

_______

_______________________

_______

___________________

___________

_______

_______________________

_______

___________________

___________

_______

_______________________

_______

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

Record of Additional Professional Development Activities for Elective PDPs

Professional Development Activity

Professional Growth Goal (Goal Number)

Content PDPs

Other PDPs

Date Completed

___________________

___________

_______

_______________________

_______

___________________

___________

_______

_______________________

_______

APPENDIX D

___________________

___________

_______

_______________________

_______

___________________

___________

_______

_______________________

_______

 

Use additional copies of this form if necessary.

This document and other Department of Education documents and publications are available on our website at www.doe.mass.edu/recert,

____________________________________________________________________________________

Educator's Name                                                Certificate Number

Initial Review and Approval                          Date___________________________________

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

__________________________                  _______________     ______________________________

Supervisor's Name (print)                                  Title                                Signature

First Two Year Review                                    Date_____________________________________

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

Please check one.

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

_______________The Plan was reviewed and amended.

__________________________                    _______________     ______________________________

Supervisor's Name (print)                                   Title                                Signature

Second Two Year Review                                 Date_____________________________________

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

Please check one.

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

_______________The Plan was reviewed and amended.

__________________________                    _______________     ______________________________

Supervisor's Name (print)                                   Title                                Signature

APPENDIX D

Final Endorsement                                          Date_____________________________________

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

__________________________                    _______________     ______________________________

Supervisor's Name (print)                                   Title                                Signature

APPENDIX D

Massachusetts Department of Education

MASSACHUSETTS VOCATIONAL TECHNICAL EDUCATOR

INDIVIDUAL PROFESSIONAL DEVELOPMENT PLAN FOLDER

This document and other CVTE documents and publications are available at www.doe.mass.edu/ctel

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NAME:   Last                                                    First                                                          Middle

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Primary License Field                                                       License Number                     Renewal Year

Additional License Field(s)                                                                              Renewal Year(s)

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All vocational technical educators must acquire 150 Professional Development Points (PDPs) over 5 years for the renewal of their professional license in their primary license field.

All vocational technical educators must acquire an additional 30 PDPs over 5 years for the renewal of their professional license in each additional license field.

Note for vocational technical teachers: Of the 150 PDPs required to renew a professional license in a teacher's primary field, a minimum of 10 PDPs are required in each of the following four areas:

·      subject matter knowledge and skills;

·      pedagogy;

·       academic and technical curriculum integration;

·      •     safety and health.

The remainder are elective as approved by the teacher's supervisor.

For additional license fields, all 30 PDPs are elective as approved by the teacher's supervisor.

 Note for vocational technical administrators and cooperative education coordinators: All PDPs are elective as approved by the educator's supervisor.

APPENDIX D

My professional growth goals:

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Planned activities to meet these goals:

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APPENDIX D

Record of Professional Development Activities

Professional Development Activity

Professional Growth Goal Number

Subject Matter Knowledge & Skills

Pedagogy

Academic & Technical Curriculum Integration

Safety & Health

*Date Approved and Supervisor's Initials

Date Completed

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Totals

 

 

 

 

 

Grand Total

 

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

APPENDIX D

INITIAL REVIEW AND APPROVAL                                            Date __________________________

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

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Supervisor's Name (print)                    'Title                                             Signature

FIRST TWO-YEAR REVIEW                                                          Date __________________________

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

Please check one

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

[   ]     The Plan was reviewed and amended.

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Supervisor's Name (print)                    'Title                                             Signature

SECOND TWO-YEAR REVIEW                                                     Date __________________________

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

Please check one

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

[   ]     The Plan was reviewed and amended.

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Supervisor's Name (print)                    'Title                                             Signature

FINAL REVIEW                                                                                 Date __________________________

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

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Supervisor's Name (print)                    'Title                                             Signature

APPENDIX D

JOSEPH P. KEEFE TECHNICAL SCHOOL

LIST OF PROFESSIONAL DEVELOPMENT CATEGORIES

Category 1:    Classroom Instructional Techniques/Management and State Mandates

(This includes related areas such as student assessment and development, Curriculum Frameworks requirements and other mandated policies, such as Abuse and Neglect (Ch. 51A) and Harassment issues.)

Category 2:    Upgrading of Vocational Training

(Encompasses accredited college courses, certified training programs and visitation time at appropriate industrial sites.)

Category 3:    Technology Training

(Associated areas are computer skills, software and media technology and safety courses.)

Category 4:    Special Needs Education

(Sub-categories are Inclusion and Reading Skills Development, implications of Chapter 766 and the Individuals with Disabilities Act.)

Category 5:    Multicultural and Diversity Issues

(Includes cultural training/awareness issues and language training.)

Category 6:    Other

(Based on agreement by staff member and coordinator.)

APPENDIX E

ARTICLE XXIII, SECTION G

KEEFE TECH ATHLETIC DEPARTMENT

COACH’S EVALUATION

NAME: ____________________________________________________________________________

SPORT ___________________________________________________________________________

This form is intended to serve as a summary report of the coach’s performance during the above-named sports season. It will be considered in future years during periods of filling coaching positions and should help the individual coach in his/her own goals of self-improvement.

Rating Scale:      4 - Excellent; 3 - Good; 2 - Fair;   1 - Poor; N/A - Not Applicable

Administrative Details

___      1.   Conducts positive public relations with students, parents and the media.

___      2.   Provides proper care in the issue, inventory and collection of equipment and uniforms.

___      3.   Completes post-season reports and evaluations accurately and promptly.

___      4.   Maintains proper supervision before and after practice.

___      5.   Adheres to M.I.A.A. and League Rules.

___      6.   Is cooperative in the use of facilities and equipment.

Coaching Performance

___        1.    Develops respect by example.

___        2.    Is well versed and knowledgeable in his/her sport.

___        3.    Displays individual and team discipline and control.

___        4.    Is fair, understanding, and patient with team members.

___        5.    Is prompt in meeting team for practices and games.

___        6.    Shows self-control and poise in all areas related to coaching responsibility.

___        7.    Brings enthusiasm to practice, games, and team meetings.

___        8.    Has clearly defined rules and administers them fairly.

Professional Attitude

___    1.    Attends League and District meetings and coaching clinics.

___    2.    Keeps up to date with current literature in his/her sport.

___    3.    Shows an interest in athletes in off-season activities and the classroom.

___    4.    Cooperates and supports the overall athletic program.

___    5.    Shows concern for the long-range as well as the immediate goals.

Overall Strength:

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Areas Needing Improvement:

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Comments:

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SIGNATURE: __________________________________________________  DATE: _______________

APPENDIX F

ARTICLE XXIII, SECTION G

KEEFE TECHNICAL SCHOOL ATHLETIC DEPARTMENT

EVALUATION OF THE ATHLETIC DIRECTOR

By: __________________________________________________    Date: ________________________

Rating Scale:      4 - Excellent;   3 - Good; 2 - Fair; 1 - Poor; N.A. - Not Applicable

Administrative Details

____ 1. Provides uniforms and equipment when requested or needed.

____ 2. Provides appropriate and accurate schedule of games.

____ 3. Arranges transportation when necessary.

____ 4. Schedules officials as needed.

____ 5. Keeps coaches up to date regarding rules and regulations set forth by school, league, and M.I.A.A.

____ 6. Assists coaches with problems involving players, parents, other coaches, etc.

____ 7. Assists coaches in the awarding of letters, trophies, etc.

____ 8. Arranges for proper conduct of games and matches.

____ 9. Provides supervision as necessary.

Professional Relationships

____ 1. Promotes good working relationship with and among coaches.

____ 2. Encourages staff unity and cooperation.

____ 3. Demonstrates concern for all sports and programs throughout the year.

____ 4. Fosters good relationships with area and League schools.

____ 5. Encourages growth and development within the coaching staff.

Overall Strength:

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Areas Needing Improvement:

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Comments:

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SIGNATURE: __________________________________________________  DATE: _______________

APPENDIX G

ARTICLE VI, SECTION D

FLEXIBLE SPENDING ACCOUNTS

Healthcare Reimbursement Accounts

What Are They?

A HFSA is an account that an employee sets up with HR Concepts (similar to a savings account). It enables them to deduct money out of their payroll on a pretax basis and directly deposit these funds into an account with HR Concepts. These funds can later be withdrawn from this account on a tax free basis to pay for eligible medical, dental, vision, over the counter, and prescription expenses for themselves, their spouse, and eligible dependent children. They are a great way to save taxes and reduce your out of pocket expenses!

How Do They Work?

Before the effective date of your HFSA plan year (Decided by your employer), you will calculate how much money you think you and your dependents will spend during the plan year on your out of pocket expenses for medical, dental, vision, over the counter, and prescription expenses. You then take this annual number and divide it by the amount of payrolls during the plan year and this amount will be deducted from your payroll each period and deposited into your HFSA. For example, if you wanted to put $520 in the account, and you are paid on a weekly basis, then $520 divided by 52 payrolls would equal $10 per paycheck. This money comes out before you pay Federal Tax, FICA Tax, and State Tax. When you add up your tax savings with your money in this account, you effectively have increased your take home pay.

You will have the opportunity to change your election each plan year and also if you have a qualifying event; which includes marriage, divorce, death, or birth in your immediate family. If you have a qualifying event, you can increase or decrease your annual election within a 30-day period following the event.

Examples of Tax Savings

 

No HFSA

HFSA

Annual Income

$30,000

$30,000

HFSA Contributions

0

1,000

Taxable Pay

30,000

29,000

Minus Taxes

9,000

8,700

(Bases on 30%)

 

 

Take Home Pay

21,000

20,300

Minus

1,000

0

(Medical/dental/Vision/Costs)

 

 

Total Take Home Pay

$20,000

$20,300

What You Saved

$0

$300

How Do I Get My Money Out?

There are two ways you can get your money out of the account.

1.    You can submit a claim online, mail it, fax it, or drop the claim off to us along with the receipt showing the expense.

2.    You can use the MasterCard you received from us after you enrolled. To use the MasterCard, simply present it at the doctor’s office or pharmacy. Only use this card for eligible expenses and keep your receipts, you may be contacted to verify the expense.

You can use your entire annual election on the first day the plan starts, however, you will forfeit any unused funds if not used by the end of the plan year. You do have 90 days after the end of a plan year to submit your expenses that were incurred during the plan year.

Dependent Care Reimbursement Accounts

What Are They?

A DFSA is an account that an employee sets up with HR Concepts (similar to a savings account). It enables them to deduct money out of their payroll on a pretax basis and directly deposit these funds into an account with HR Concepts. These funds can later be withdrawn from this account on a tax free basis to pay for eligible Dependent Care Expenses (Preschool, Day Care, Baby Sitting, After School Programs, and Adult Day Care). They are a great way to save taxes and reduce your out of pocket expenses!

How Do They Work?

Before the effective date of your DFSA plan year (Decided by your employer), you will calculate how much money you think you will spend for eligible dependent care expenses for the plan. You then take this annual number and divide it by the amount of payrolls during the plan year and this amount will be deducted from your payroll each period and deposited into your DFSA. For example, if you wanted to put $4,999.80 in the account, and you are paid on a weekly basis, then $4,999.80 divided by 52 payrolls would equal $96.15 per paycheck. This money comes out before you pay Federal Tax, FICA Tax, and State Tax. When you add up your tax savings with your money in this account, you effectively have increased your take home pay.

You will have the opportunity to change your election each plan year and also if you have a qualifying event; which includes marriage, divorce, death, or birth in your immediate family. If you have a qualifying event, you can increase or decrease your annual election within a 30-day period following the event.

How Much Can I Put Into My Account?

The maximum reimbursement limit is $5,000 per year or $2,500 if married and filing separately. If a spouse is not working, but is a student, then the monthly maximum will be $200 for one child, and $400 for 2 or more children. All of these limits apply to the date the eligible expense is incurred, not the date billed or paid.

How Do I Get My Money Out?

There are two ways you can get your money out of the account.

1.       You can submit a claim online, mail it, fax it, or drop the claim off to us along with the receipt(s) showing the expense.

2.       You can use the MasterCard you received from us after you enrolled. To use the MasterCard, simply present it at the daycare facility you use if they accept credit card payments. You can use your card for only the amount you have left in your account. Only use your MasterCard for eligible expenses and keep your receipts, you may be contacted to verify the expense.

Funds are deposited into your DFSA on a per payroll basis. You will have the opportunity to withdraw your funds throughout the plan year, but only for what is in the account. You do have 90 days after the end of a plan year to submit your expenses that were incurred during the plan year, but after this point, any unused funds will be forfeited back to your employer to offset claims and administration expenses.

What Are the Guidelines?

You must follow the guidelines set below in order for your dependent care expense reimbursement to be eligible. These guidelines are as follows:

1.       Dependent care expenses cover your dependent children 12 or younger, or a spouse/tax dependent who is mentally or physically incapable of caring for him or herself.

2.       The dependent care expense incurred must allow a single parent or both married parents to be gainfully employed or attend school full-time during the time the child is being taken care of.

3.       Your dependent must live in your home for at least 8 hours a day.

4.       Any day care center or program must meet the state and local requirements in order to be eligible.

5.       A babysitter can watch the dependent inside or outside the home, as long as the sitter is at least 19 years old, and is not your spouse or someone you claim on your tax return as a dependent.