Southern Worcester County RVTSD

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DistrictSouthern Worcester County RVTSD
Shared Contract District
Org Code8760000
Type of DistrictVoc-Tech/Agricultural
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2017
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersSouthern Worcester County RVTSD
CountyWorcester
ESE RegionCentral
Urban
Kind of Communitysmall rural communities
Number of Schools1
Enrollment1115
Percent Low Income Students35
Grade Start9
Grade End12
download pdf version of this document view accessible version of this document Bay Path

The

Bay Path Teachers Association

and the

Southern Worcester County Regional

Vocational School District Committee

COLLECTIVE BARGAINING AGREEMENT

2014-2017

RTIES TO THE AGREEMENT

WHEREAS, the Southern Worcester County Regional Vocational School District Committee, hereinafter, the "Committee" is the duly incorporated and recognized representative of the Southern Worcester County Regional Vocational School District, and

WHEREAS, the Bay Path Teachers Association, Inc., hereinafter, the "Association" is the sole representative of the professional employees defined herein,

NOW, THEREFORE, pursuant to Chapter 150E of the General Laws of Massachusetts, the parties do hereby agree as follows:

PREAMBLE

Recognizing that our prime purpose is to provide education of the highest possible quality for the children of our District and that good morale within the teaching staff of the Bay Path Regional Vocational Technical High School is essential to achievement of that purpose, we, the undersigned parties to this Agreement, declare that:

A.  Under the laws of the Commonwealth of Massachusetts, the Southern Worcester County Regional Vocational School Committee, as elected by the citizens of the District has final responsibility for establishing the educational policies of Bay Path Regional Vocational Technical High School;

B.   The Superintendent-Director of Bay Path Regional Vocational Technical High School (hereinafter referred to as the "Superintendent") has responsibility for carrying out the policies so established;

C.   The Bay Path teachers have the responsibility for providing a full instructional program of the highest possible quality;

D.  Except as specifically excluded, those articles and sections which pertain to working conditions as negotiated under this Agreement and currently in force shall apply equally to all members of the unit as defined in Article III;

E.   The term "teacher" and "Association" shall be interchangeable; where appropriate and applicable;

F.   Fulfillment of these respective responsibilities and formulation and application of policies relating to wages, hours, and other conditions of employment for the administrative and teaching staff can be facilitated and supported by consultations and free exchange of views and information among the Committee, Superintendent and the Association;

G.   To give effect to these declarations, the following principles and procedures are hereby adopted:

ARTICLE I

EMPLOYEE UNIT

The Committee agrees and does hereby recognize the Association as the exclusive representative of all professional Teachers, Department Heads, Guidance Counselors, Librarian, Speech Pathologist, School Psychologist, Attendance Officer, Athletic Director and Nurse to whom this Agreement applies for the purpose of bargaining with respect to rates of pay, wages, hours of employment and other conditions of employment.

ARTICLE II

CONSTRUCTION

Wherever the singular is used and the context clearly so requires, it shall include the plural. Wherever the masculine is used and the context clearly so requires, it shall include the feminine.

Wherever any provisions of this Agreement shall require that any act be done or not be done by the Southern Worcester County Regional Vocational School District Committee, by the Superintendent or by any member of the Administration of the School, such act may be done or may not be done, as the case may require, by the designee of the Committee or the Superintendent.

ARTICLE III

COMMITTEE AND SUPERINTENDENT DIRECTOR PREROGATIVES

The parties recognize that pursuant to the relevant provisions of G.L. c.71, the Committee and/or the Superintendent-Director has and will continue to retain, whether exercised or not, the sole and unquestionable right, responsibility and prerogative to set policy and to direct the operation of the Bay Path Regional Vocational Technical High School in all aspects, including but not limited to the following: to maintain a vocational school and such other educational activities as in the judgment of the Committee/Superintendent-Director will best serve the interests of the District; to give the students of the District as nearly equal advantages as may be practicable; to provide the District with school facilities; to determine the care, maintenance and operation of buildings, lands, apparatus and other property used for school purposes; to determine the number, age and qualifications of the pupils to be admitted into the school; to employ, assign and transfer unit members; to suspend or dismiss the unit members of the school in the manner as provided by statute or applicable rule; to make such provisions as will enable each child of the District to attend school for the period required by law and provided for the transportation of children wherever it is reasonable and desirable; to prescribe policies and rules for the management, studies, classification and discipline for the school; to decide the textbooks to be used, to make rules for the arrangement, use and safe-keeping of the school library and to approve the books selected therefore and to approve plans for

school buildings; to prepare budgets, and in the Committee's and/or Superintendent-Director's sole discretion, to expend monies appropriated for the maintenance of the school, and to make such transfers of funds, within the appropriated budget as it shall deem desirable.

Wherever any provisions of this Agreement shall require that any act be done or not be done by the Southern Worcester County Regional Vocational School District Committee, by the Superintendent or by any member of the Administration of the School, such act may be done or may not be done, as the case may require, by the designee of the Committee or the Superintendent.

ARTICLE IV

STATUTORY RESPONSIBILITIES OF THE COMMITTEE

All management rights and functions, except those which are clearly and expressly abridged by this Agreement, shall remain vested exclusively in the Committee. Nothing contained in this Agreement shall be deemed or construed to impair or limit the powers and duties of the Committee under the Laws of the Commonwealth, which powers include the power to adopt and establish policies to the extent that such policies do not contravene any express provision of this Agreement.

ARTICLE V

MANAGEMENT RIGHTS

The right to determine the direction and control of the staff including the right to plan, direct and control school operations; to determine the number and location of operations; to determine the means, methods, and schedules of operations; to alter, rearrange, change, extend, curtail, some of its operations; to determine the methods of educational delivery to be used and services to be rendered; to determine the size, scheduling and assignment of the staff; to establish standards and maintain quality of performance; to establish and require employees to observe the publicized rules and regulations and reasonable standards of conduct; to maintain order and discipline or discharge employees in accordance with applicable statutes shall be the right, solely and exclusively, of the Superintendent-Director. The foregoing enumeration of management's rights are not intended to be all-inclusive, but indicate the type of matters or rights which belong to and are inherent to management, and shall not be deemed to exclude other rights of management not specifically set forth. The Southern Worcester County Regional Vocational School District Committee, therefore, reserves all rights vested by statute in School Committee, unless they are limited by the language of a provision of this Agreement.

Any of the rights, powers, authority and functions the Southern Worcester County Regional Vocational School District Committee and/or the Superintendent-Director had prior to the negotiation of this Agreement are retained by the School Committee and/or Superintendent-Director, except as expressly abridged by a specific provision of this Agreement. The Committee and/or Superintendent-Director not exercising rights, power, authority, and functions reserved to it or its exercising them in a particular way, shall not be deemed a waiver of said rights, powers, authority and functions or of its right to exercise them in some other way not in conflict with a specific provision of this Agreement.

In the event that the aftermath of an emergency (e.g. an extended closing of school during the normal school year) will significantly impact the parties rights under the agreement, the agreement may be reopened to discuss any affected provision(s).

ARTICLE VI

TEACHER RIGHTS

The rights and benefits provided to persons covered by this Agreement are in addition to those guaranteed by City, State or Federal Law.

ARTICLE VII

RELATIONSHIP BETWEEN THE COMMITTEE

AND THE ASSOCIATION

1.   The District and the Association agree to continue their respective policies of non­discrimination against any person on the basis of age, race, color, creed, national origin, sex, marital status, veteran status, physical handicap, or participation in or association with the activities of any employee organization. In view of the individual nature of these rights, violations of this paragraph will not be subject to the grievance and arbitration procedure. However, persons who believe that they have been subject to discrimination in violation of this paragraph are strongly encouraged to submit a written complaint to the Superintendent-Director, in the case of alleged discrimination by the District, or to the Association President in the case of alleged discrimination by the Association.

2.   Information

The Committee shall make available to the Association, upon the written request of the Board of Directors thereof and within a reasonable time thereafter, such statistics and information related to the collective bargaining unit in its possession as are necessary for the implementation of this Agreement. It is understood that this shall not require the School Committee to compile information and statistics in the form requested unless already compiled in that form, or to supply any information deemed by the School Committee to be confidential.

3.   Annual List

The District shall provide to the Association an annual list of bargaining unit members including name, address, telephone number and department assignment. The list shall be provided by October 15. Thereafter, the District shall notify the Association by memorandum of any changes in unit membership within 30 days of the change.

ARTICLE VIII

AGENCY SERVICE FEE

As a condition of employment during the term of this Agreement every member of the bargaining unit who is not also a member of the Association shall pay or, by payroll deduction, shall have paid to the said Association an agency service fee. Said fee will be in an amount determined in accordance with all state and federal laws and regulations, and shall reflect the costs of collective bargaining, contract administration and other permissible charges except that in no case shall the fee be greater than the annual combined dues of the Bay Path Teachers Association, the Massachusetts Teachers Association and the National Education Association. Such fee may be paid by payroll deduction if so authorized pursuant to an "Agency Service Fee Deduction authorization" as set forth in the Appendix of this Agreement; provided, however that such authorization shall be deemed to have effect only with respect to such sum is herein provided.

The collection of the fee shall be solely the responsibility of the Association, and the School Committee shall not be responsible for the implementation, collection or enforcement of the fee, except that it will supply, on demand, any required documentation to establish that an individual refusing to pay is a member of the bargaining unit.

The sole remedy available to the Association to enforce payment of the fee shall be to proceed to court for collection of the fee. The Committee will not be required to take any action regarding the employment status of an individual who refuses to pay the agency service fee.

The Association shall save harmless and indemnify the Committee from any judgments, damages and legal fees arising out of compliance with the provision, provided that the Committee will agree to an attorney selected by the Association to represent the Committee against any and all claims made and against any lawsuit initiated against the Committee on account of this provision. However, the Committee may provide co-counsel in such actions at its expense. Failure of the Committee or its agents to cooperate with the Association or its attorney shall relieve the Association of any obligation under this section.

ARTICLE IX

PAYROLL DEDUCTIONS

1.   The Committee agrees that in accordance with the provision of Chapter 180, Section 17(c) of the General Laws of Massachusetts, it will request the District Treasurer to deduct membership dues from the salaries of its unit members, who by October 1 of that year have voluntarily submitted a written authorization in the form attached as an Appendix hereto.

2.   The amount so deducted will be remitted in accordance with such authorization to the Association for disbursement to the respective organizations, provided that the Committee shall be under no obligation to make any such deductions after the receipt of a revocation, in accordance with the terms thereof.

3.   The Committee also agrees to authorize payroll deductions to approved Credit Unions.

4.   Annuities may be deducted for a limited number of companies, such companies to be approved by the School Committee.

5.   The Committee also agrees to deduct membership dues to the Massachusetts Association of Vocational Administrators (MAVA), Massachusetts Vocational Association (MVA), and the American Vocational Association (AVA).

6. Effective July 1, 2003, or as soon thereafter as is practicable, the District shall put into place Dependent and Medical Care Account Plans, whereby bargaining unit members may, if they pay their share of the applicable administrative fee, have certain pay withheld to cover eligible child care and uninsured medical expenses. Such plans shall be governed by the applicable law, the plan descriptions, and the procedures employed by the third party administrator that will be used to implement these plans.

ARTICLE X

ASSOCIATION MEETINGS

1.   An authorized representative of the Association may schedule Association meetings in the building before or after regular class hours.

2.   The Association has the right to place materials in mailboxes and on bulletin boards in the teachers' room.

3.   A committee of Association representatives, of no more than three (3) unit members, shall meet once a month with the Superintendent or his designee to discuss matters of educational policy, curriculum and improvement of the educational climate. Both parties may submit items for the Agenda.

4.   A copy of the agenda and official minutes of the Committee meetings will be made available to the Association President when they become available to the Committee.

ARTICLE XI

INSURANCE PROTECTION

Section 1. HEALTH AND LIFE INSURANCE

1. The District will pay 85% of the cost of an HMO product selected by the employee from among such products made available to employees of the District except that the district shall pay 70% of the cost for those employees whose first contract with the district begins after July 1, 2011. The District shall have the authority to take certain actions for the purpose of securing favorable premiums, including: elimination of under subscribed plans; consolidation of participants into a smaller number of plans or a single plan; entrance into a multi-employer trust or group or similar entity for the purchase of insurance and offering the products available through the trust or group. Should the District make any of these changes, it will make its best efforts to ensure that the quality and scope of benefits are not materially diminished. Any unilateral changes made by insurers to products in the area of benefits or co-payments shall not be subject to a bargaining obligation. This includes changes effected by insurers by discontinuing products and offering products with different names or designations in their place. In the event of any changes to health insurance, the District's obligation shall be met by giving the Association notice of the change within a reasonable time after the change is made known to the District.

2.   The Committee agrees to pay the full premium for $10,000 group life insurance plan covering all unit members based upon the plan in force during the school year 1996-97. Individual unit members may subscribe for additional coverage for themselves and/or other family members; the cost of any coverage in excess of $ 10,000 to be borne by the insured.

3.   The District has implemented a pre-tax plan for health insurance premium deduction from gross wages (e.g. flexible spending account).

Section 2. WORKMEN'S COMPENSATION

The Committee, having accepted the provisions of Section 69 of Chapter 152 of the Massachusetts General Laws on August 30, 1973, will pay to employees governed by this contract who receive injuries arising out of and in the course of their employment, or, in the case of death resulting from such injuries, to the persons entitled thereto, the compensation provided for under Chapter 152.

Section 3. PENSION

The parties agree that all provisions of the Massachusetts Teachers Retirement Plan shall be made a part of this Agreement.

ARTICLE XII

TEACHING

Section 1. DEFINITIONS

1.   Academic Teacher: Academic teachers, for the purposes of this Agreement, are all professional personnel who provide classroom instruction which is traditionally academic. The subjects taught by such professionals include, but are not limited to, mathematics, English, grammar and literature, social studies, natural and physical sciences, etc. Academic teachers need not be employed full-time, but may be engaged in part-time tutoring or remedial education.

2.   Vocational Teacher: Vocational teachers, for the purposes of this Agreement, are all professional personnel who provide instruction in the areas of vocational education. Such areas of instruction might include data processing, agriculture, carpentry, automotive mechanics, etc. Included in this definition are related instructors who would provide classroom training in the theoretical correlates to the areas of vocational education. Vocational teachers need not be employed full-time, but may be engaged in part-time tutoring or remedial education.

3.   Teaching Periods: Teaching periods are those periods, when a teacher, academic or vocational, is actively engaged in regularly scheduled instruction or supervision (not to include substitute teaching) or pupil activities in accordance with a teacher's daily instruction plan.

4.   Preparation Periods: Preparation periods are those periods during which the Academic and Vocational teacher is provided time for the purpose of planning instruction, grading papers, etc.

5.   Administrative Periods: An administrative period is any time before, after or during the school day that a teacher is assigned by his or her supervisors, a responsibility which is other than instructive as defined in Section 1 (3), above. An assignment to an administrative period might include supervision of pupil activities, participation in meetings and seminars, core evaluations, etc.

6.   The District will, at the beginning of each school year, create a list of teachers interested in monitoring the detention of students after regular school hours. The interested teachers will be scheduled on a rotating basis, to monitor detentions throughout the school year. If insufficient interested monitors are unavailable then the remaining unit members on a rotating basis will be assigned to monitor the detention students after regular hours. Such assigned duty shall not exceed 2 days during the course of one academic year. The size of the detention class will not exceed twenty-five (25). An Administrator will stay through attendance; monitor from time-to-time; be present at dismissal; and pass through periodically to offer assistance. Unit members will be compensated at the rate of $30.00 per hour.

Section 2. TEACHING PROGRAMS

1. The Administration will make every reasonable effort to see that academic teachers will not be required to teach a program consisting of more than a total of three (3) preparations.

2.

a.    In order to assure that pupils are taught by teachers working within their area of competence, teachers will not be assigned, except temporarily and/or for good cause, outside of the scope of their teaching certificate, or their major and/or minor fields of study.

b.   When, during periods of financial exigency and/or declining student enrollment, a unit member is assigned teaching duties outside his/her traditional department, such teacher will, for purposes of this Agreement, be considered to be a full-time member of his/her major or traditional department.

3.   Every reasonable effort will be made to notify teachers of their programs for the coming year prior to August 1st.

4.   The program for all teachers shall be as follows:

(a) No academic teacher will be required to instruct more than sixty-five (65) regularly scheduled teaching periods as defined in Section 1(3) above, over the two-week A-B schedule.

(b)        No shop and/or related instructor will be expected to instruct more than seventy (70) periods over the two-week cycle of the A-B schedule.

(c)        Each academic teacher will be assured one (1) preparation period per day during the week when their total teaching assignment is thirty (30) periods for the week, and two (2) preparation periods per day when their total teaching assignment is thirty-five (35) periods for the week.

(d)        One (1) preparation period each day (A and B) shall be considered guaranteed unless a contingency develops. All administrative periods shall have been exhausted for that time period before the administration may use a teacher with a guaranteed preparation to cover the contingency.

(e)        Each academic teacher shall be assigned a minimum of ten (10) administrative periods over the two-week cycle of the A-B schedule.

(f)        Teachers may be required to attend administrative meetings or core evaluation meetings during their administrative time, or, if necessary, their scheduled preparation.

5.   The schedule may rotate. This rotation may include a double 1 st period and the elimination of the last period except as otherwise scheduled under extraordinary circumstances by the Administration.

6.   A shop instructor shall receive a fifteen (15) minute break on the day his preparation period has been eliminated due to the rotation. This break may only occur when the related person is available and present in the shop.

Section 3. ATTENDANCE AND GRADING

1.   Teachers shall be required to take daily student attendance as prescribed by the Superintendent. Daily attendance shall be recorded electronically using the software program provided by the district.

2.   Minimally, instructors shall be required to record two (2) marks weekly which substantially and accurately reflect student performance. These marks shall be derived from evaluating written examinations, papers, prepared oral presentations, or other methods which demonstrate the student's knowledge of a substantive area of the subject matter. Shop instructors will record a grade daily for each of their students.

3.    Shop and related instructors will electronically record competencies twice per year, and when a student leaves the shop or the school. The District will no longer set aside time on professional development days for this purpose.

4.   All instructors will be required to record all grades electronically on software provided by the district, and ensure that these are updated at a minimum at the midterm and quarter as directed by the Principal.

5.   The four (4) mid-term grades and four (4) quarter grades all require Effort and Conduct marks. Any student receiving a grade of 70 or below must also receive a minimum of one comment to be placed on the report card.

6.   In order to increase teacher proficiency with the electronic grading and competency software, the district will provide optional in-service training.

Section 4.       CLASS SIZE

Academic classes shall have between 8 and 32 students. If an academic class has in excess of 25 students, then the teacher may request an aide. The District will determine whether an aide is necessary, taking into account whether other aides or teachers will be in the classroom for Title I or special educations reasons, and the nature of the responsibilities of such aides or teachers.

The number of students in shop classes shall not exceed 20.

The District shall endeavor to ensure that inclusion classes are balanced appropriately with students of all ability levels. However, nothing in this agreement shall be interpreted in such a way as to interfere with the District's ability to take such actions as it judges are necessary to comply with special education laws.

Section 5. PROVIDING SUBSTITUTES

The District may take such steps as it determines are necessary to ensure adequate and appropriate coverage of classes when teachers are absent. The District may reassign teachers to cover classes as needed. However, in certain circumstances the District will pay teachers a coverage stipend of $15 per coverage of classes or shops, subject to the following regulations:

1.      Academic teachers will receive a coverage stipend when reassigned to teaching duties during an administrative or preparation period.

2.      Vocational/Related teachers will receive a coverage stipend when reassigned to teaching duties during a preparation period. The District may reassign the preparation period of a related teacher assigned to cover in the shop.

3.      The District may reassign a teacher to non-teaching duties (including monitoring and supervising students or areas of the building) during administrative periods without additional compensation. However, locker room coverage will continue to be considered coverage, resulting in payment of a coverage stipend.

4.      Vocational teachers who are working on an outside project and are unable to take a preparation and/or lunch period will be paid the coverage stipend for each missed lunch and/or preparation period. This may result in a maximum of 2 coverage stipends in a single day.

5.     If a teacher in a co-taught classroom is required to teach alone due to the absence of the co-teacher, this will not result in a coverage stipend being paid.

Section 6. OFF HOURS MEETINGS

Academic and Vocational teachers shall be required to attend one (1) Open House. Academic teachers will be required to attend two (2) Parents Nights, but will not be expected to attend Advisory Committee Meetings. Vocational teachers will be required to attend two (2) Advisory Committee meetings and one (1) spring Parents Night. Vocational Lead teachers will be required to attend one (1) additional General Advisory Committee meeting.

Meetings will be scheduled by the administration, not to exceed three (3) hours for Parents Night and two (2) hours for Open House. Teachers will be required to be at their workstations ten (10) minutes prior to the starting time of the meeting/event. Advisory Committee sessions will require the teachers to be at their workstations at 6:55 p.m.

Section 7. DISCIPLINE CODE

The Committee will provide the unit members with a "Student Discipline Code." This code will include regulations governing student conduct, scholastic standards, and other rules guiding student activity.

Section 8. EXTRA-CURRICULAR ACTIVITIES

1.         Assignment to extra-curricular activities shall be voluntary.

2.         A list of extra-curricular activities and compensation for these activities shall be posted no later than seven (7) working days before appointments are to be made. In case of an emergency, the Board of Directors of the Association may grant a waiver for the seven day requirement.

Section 9. SCHOLARSHIP STANDARDS

1.         The Parties agree that continuing attention will be given to the development of curriculum and teaching/learning conditions. This goal will be accomplished through the efforts of a standing Curriculum Committee comprised of teachers and administrators.

2.         Upon the request of a unit member, leaves shall be granted for the purpose of visiting other schools or attending meetings or conferences of an educational nature. Such leaves will be granted at the discretion of the Superintendent, or his designee.

Section 10. SCHOOL FACILITIES

In designing new buildings and presently in the existing building, the Committee will maintain and provide:

1.         Assigned parking areas for teachers and personnel covered by this Agreement;

2.         Adequate storage space in each classroom;

3.          Well-lighted and clean teachers' rest rooms (male and female);

4.         A mailbox for each unit member;

5.          Bulletin boards for general building use;

6.          The Committee will maintain a partitioned area of the cafeteria as a staff dining area.

Section 11. ADMINISTRATIVE/PREPARATION ROOMS

1.          Two rooms will be designated administrative or preparation rooms. Unit members will have access to all available materials and equipment necessary for the preparation of instructional materials for their classes.

2.         A private telephone will be available for unit member use in an easily accessible area.

Section 12. DUTY-FREE LUNCH

Unit members will have a duty-free lunch period of twenty-six (26) minutes, exclusive of passing time, during which teachers are expected to monitor students in the corridors.

Shop teachers who do not receive a duty-free lunch or preparation period because they are working off-site and culinary arts teachers who do not have a duty-free lunch will receive compensation of $15.00 per day for each such occurrence. However, shop teachers may return to school for a duty-free lunch when weather conditions dictate.

Section 13. NOTICES AND ANNOUNCEMENTS

1.         All official circulars shall be made available to all unit members.

2.         The Association President shall have a copy of the "Rules and Regulations of the School Committee" when such document is published.

3.         Information on the accumulated sick leave for each unit member shall be available to each unit member on the first day of each school year and/or on reasonable request.

4.         A "Directory of Personnel" in the school will be provided to all personnel upon request. A printed form will be included in the unit member's packet at the start of each school year, asking how they would like their listing to appear in the directory.

5.        A copy of school programs shall be accessible to the entire faculty

 Section 14. LENGTH OF SCHOOL DAY AND YEAR

1.   The work year for members shall be 184 days (including three professional development days), except in the case of teachers new to the district who may be assigned additional orientation days. Notwithstanding any provision of this agreement to the contrary, the School Committee shall have the right to determine the school calendar, except that the school year shall not begin prior to the Monday before Labor Day.

2.   The School Committee may schedule no less than six (6) and no more than ten (10) "half days" for the purpose of professional development, not to include the last day of school or the day before Thanksgiving. A joint committee will meet to establish the number of days and the content of each of the days. The committee's decision will be submitted to the School Committee by the first Monday in April so that the days can be incorporated into the following year's school calendar.

3.   The Board of Directors of the Bay Path Teachers Association, Inc. shall be consulted in the preparation of the annual school calendar. Said consultations shall be completed by May 15th of each school year. Every effort will be made to distribute the calendar before the end of the school year.

4.    Guidance Counselors may be required, at the request of the Superintendent, to work one week before and/or one week after the regular school year. Said teachers will be paid on their per diem rate of pay.

5.   The work day shall begin at 7:35 A.M., by which time all unit members shall have signed in, at the place and in the manner designated by the Superintendent. Unit members shall remain in their work areas until all the students have left by bus, unless otherwise dismissed by the Superintendent. One day per week, however, each unit member shall remain until 3:30 P.M. to provide students with extra help and to attend one (1) faculty meeting per month and one (1) departmental meeting. Guidance Counselors shall remain until 3:30 PM one day per week to provide Guidance Department services as assigned by the Guidance Director and Team Chairpersons shall remain until 3:30 PM one day per week to provide Special Education services as assigned by the Special Education Director. Departmental meetings shall be scheduled after school once per month. In the event that the unit members' Department meeting or a faculty meeting falls on the day the unit members was to stay until 3:30 PM, the unit members shall reschedule the 3:30 PM day to a different day that week. If none of the aforementioned activities is scheduled or in progress, the unit member may leave as stated above.

6.   In the event of a two (2) hour delay for students, teachers will be allowed to arrive at 9:30 a.m.

Section 15. HEALTH SERVICES

1.   All applicable provisions of this Agreement shall be in effect for Health Services Personnel.

2.   Any extra hours or days worked in excess of the defined limits when so required by the administration shall be compensated for at the prescribed rate of pay.

3.   An aide to the school nurse will be provided.

Section 16. LEAD TEACHRS

1.         Establishment of Lead Teachers

There shall be established Vocational and Academic Lead Teacher positions. The Departments shall be as follows:

VOCATIONAL DEPARTMENTS

HVAC-R                                                  Electronics

Auto Collision Repair & Refinishing      Graphic Communications

Automotive Technology                           Marketing

Cabinetmaking                                         Health Assisting

Carpentry                                                 Machine Tool Technology

Cosmetology                                            Mason & Tile Setting

Metal Fabrication & Joining Tech.          Culinary Arts

Office Technology                                   Programming & Web Development

Power Equipment Technology                Facilities Management

Drafting                                                   Plumbing

Electrical

ACADEMIC DEPARTMENTS

English

Keyboarding

Mathematics

Physical Education/Health

Science

Social Studies

At least thirty (30) days prior to the beginning of any school year the Superintendent may, after notification to the Association, eliminate, consolidate, or alter the composition of Departments.

2.    Selection and Responsibilities of Lead Teachers

Prior to the beginning of each school year, the Superintendent shall select from among eligible unit members a Lead Teacher for each of the departments that has been established pursuant to the terms of this Article.  An eligible unit member shall mean any full-time tenured unit member who has signified to the Superintendent his/her interest in serving as a Lead Teacher.

The responsibilities of each Lead Teacher shall be as set forth in the appropriate job description established by the Superintendent. Each Lead Teacher shall also be responsible for planning and conducting at least one department meeting during each month of the school year, such meeting shall be of no more than one hour's duration. All unit members within the department shall be required to attend all such meetings.

Except as provided in Section 4 below, each Lead Teacher shall serve for a term of twelve (12) months from September 1st to August 31st; provided, however, that the work year for Lead Teachers shall be the same as for all other unit members. Any Lead Teacher appointed after September 1st shall serve until August 31st. Lead Teachers may be reappointed by the Superintendent.

3.   Lead Teacher Stipends

Each Lead Teacher shall receive a base stipend of $1200 per year, with an additional amount of $150 for each department member beyond the Lead Teacher. An individual who is assigned the responsibilities of Lead Teacher in a Department listed in Paragraph 1 of this section shall receive a Lead Teacher stipend regardless of the number of staff in the vocational/academic area.

4.   Replacement of Lead Teachers

The Superintendent may remove any Lead Teacher when in the judgment of the Superintendent, such Lead Teacher shall have failed to carry out his/her responsibilities in an acceptable manner.

Whenever any Lead Teacher shall have resigned, been removed, or become disabled and cannot carry out his/her responsibilities, the Superintendent shall, within thirty (30) days, select a replacement from among eligible unit members to serve out the balance of the terms.

5.   Department Meetings

Each department may by vote of its members establish the schedule and timing of their own department meetings, subject to approval by the Principal. The Principal may periodically (approximately three times each year) require Departments to meet together in clusters. One cluster chair per cluster will be appointed by the Superintendent to plan, program and organize these meetings, and will receive a stipend of $300 annually.

Section 17. MENTOR TEACHERS

A. The Superintendent shall select mentors from among all qualified applicants. A mentor screening committee selected by the Superintendent may be employed to make recommendations.

B.   Mentor teachers shall be required to meet with the teachers they are mentoring for one (1) day prior to the beginning of the school year (during new teacher orientation day).

C.   No mentor shall be responsible for more than one (1) first year teacher and one (1) current teacher.

D.  Mentor teachers shall not evaluate the teachers assigned to them. They shall provide periodic reports four (4) times each year to the appropriate supervisor(s) at approximately nine (9) week intervals.

E.   Mentors shall meet outside the school day or during released time set aside explicitly for mentoring meetings with each protégéé as follows:

1.   First year teacher new to the profession: at least six (6) times per year at approximately six-week intervals.

2.   Teacher new to the District but with experience elsewhere: at least four (4) times per year at approximate nine-week intervals.

3.   Second year teacher in the District: three (3) times per year at approximate twelve-week intervals.

4.   Third year teacher in the District: two (2) times per year at approximate eighteen-week intervals.

5.   Meetings shall be at least forty-five (45) minutes in length and shall include such topics as lesson planning, classroom management, assessment and test preparation, and the like.

6.   Mentors shall be provided with sufficient time during the school day to observe their protégéés at least once per marking period.

F.   A mentor shall receive a stipend of $1,000. Mentors shall have access to one-half (1/2) release day per mentee per year for the purpose of observation and other mentoring activities. With the agreement of the superintendent and the mentor, this day may be taken in half-day increments.

G.  All first and second year teachers must participate in the mentoring program. Third year teachers will continue in the mentoring program as recommended in their annual evaluation. The Superintendent shall determine whether a new teacher with previous experience will be considered a first or second year teacher for the purposes of the mentoring program.

H. All mentors will participate in an appropriate mentor-training program approved by the Superintendent. The District will pay for such training. Mentors who participate in training will be paid per diem for training, which occurs on non-school days.

Section 18. PROFESSIONAL ATTIRE

Teachers are role models for students who are preparing to enter the world of work, and are expected to dress professionally.   Jeans are not considered professional dress except in certain vocational shops: Automotive, Auto Body, Cabinetmaking, Carpentry, Electrical, Facilities Management, Graphic Arts, HVAC, Machine Shop, Masonry, Metal Fabrication, Plumbing, and Power Equipment.

All teachers are expected to dress professionally and appropriately for special events. Exceptions may be granted by the principal.

Section 19. CRIMINAL BACKGROUND CHECKS

Employees may be required to submit to criminal background checks in accordance with state and local policies and regulations. Unless otherwise agreed, the employees will bear the costs of participation (e.g., fingerprinting).

ARTICLE XIII

ADVANCEMENTS - PROMOTIONS

Section 1. APPLICATION FOR PROMOTION

1.         When vacancies occur or are about to occur within the District on higher or more desirable positions or when new positions of a comparable status are to be established, notice of such circumstance shall be posted for a period of seven (7) days on the appropriate bulletin board by the appointing authority and shall be sent to all qualified unit members if school is not in session.

2.          Qualifications of the applicant, general requirements of the position, salary, and other pertinent information shall be set forth.

3.         Applications shall be accepted from the personnel who believe themselves qualified by reason of experience, training, capacity, and general ability to execute proficiently all the demands of the position.

4.         Advancements or promotions shall be based upon the Superintendent's judgment as to what will best serve the interests of the students. The Superintendent will give due consideration to the professional background (attainment), knowledge, ability, skill, efficiency, and attendance, of the applicants, and other relevant factors. Whenever the above factors are equal in the judgment of the Superintendent, preference will be given to professionals already employed by the Superintendent.

5.          Such applications shall be in writing and set forth on the basis on which the applicant requests considerations. Reasonable time shall be allowed for such submission of applications.

Section 2. SUMMER AND EVENING SCHOOL POSITIONS

The District shall annually post a notice requesting that teachers interested in teaching in the Summer and Evening Schools submit an application. The District will make its best efforts to employ all interested teachers in the Summer and Evening Schools in positions for which they are qualified. Teachers will be compensated at rates determined individually between the teacher and the District. Otherwise, the operations and activities of the evening school are within the complete control of the District, and shall not be subject to this agreement or any bargaining or notice obligation other than the posting obligation set forth above.

ARTICLE XIV

LEAVES

Section 1. SICK LEAVE

1.     Accrual. Employees will earn sick leave at a rate of one and one half (11/2) days per month for each month of continuous service except that unit members who begin employment with the District after July 1, 2011 will earn sick leave at the rate of one (1) day per month for each month of continuous service for ten (10) months each school year beginning in September and ending in June. Employees may carry sick days from year to year. Notwithstanding any other provision of this agreement, Employees will not accrue sick leave while on any type of leave in excess of thirty (30) calendar days, or at any time while in a no-pay status.

2.     Procedure. Where an employee has an illness requiring the use of a sick day, the employee will make every reasonable effort to speak with the building administrator in charge or designee at least two hours prior to the start of the employee's work day in order to allow the District to obtain coverage.

3.     Medical Certification. The District may require an employee to provide medical certification (at no cost to the District) of the need for sick leave under the following conditions:

A.   Where the employee has been absent for more than three (3) consecutive days or for more than five (5) days in any two-week period;

B.   After an employee has used sick leave on five or more occasions in a given school year. "Occasion" refers to an instance of being absent, and one "occasion" may refer to several consecutive days of absence for the same condition.

Upon the request of the Superintendent, medical documentation shall state the specific restrictions, a prognosis and date of expected return to work.

4.     Independent Medical Examination. The District may require an employee to be examined at the District's expense by a doctor of the District's choosing.

5.     Uses for Sick Leave. Sick leave may be used only in cases where the employee is genuinely ill and where the employee is not being compensated under another leave program, insurance program or in accordance with statute (e.g. workers' compensation). An employee may use up to five of the employee's sick days to tend to the illness of the employee's immediate family. An employee on Workers' Compensation may use sick leave to bring his/her pay up to 100% of base pay.

6. Return from Extended Sick Leave. If the District's physician determines that the employee is not disabled from working, then the District may direct the employee to return to work. An employee who fails to return to work after being so directed shall not be entitled to collect any further sick pay from any source, and shall be considered to have abandoned his/her employment. If the employee's physician disagrees with the District's physician, then the employee's physician will have a reasonable opportunity to consult with the District's physician.

7.   Sick Leave Bank.

a.  Purpose

A voluntary Sick Leave Bank will be maintained for use by qualified members whose sick leave accumulation is exhausted through illness or accident, and who require additional leave to permit recovery from extended illness.

b. Membership

Employees who wish to join the Bank, and who meet the eligibility requirements, will, during October of their second year, or any subsequent month of October, contribute one (1) day of their accumulated sick leave to the Bank. Employees may join the bank only in October.

c.   Administration of the Bank

1.   The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting of two (2) members designated by the District to serve and two (2) members designated by the Association. Records pertaining to the Bank shall be maintained by the Superintendent or his/her designee.

2.   The decisions of the Sick Leave Bank Committee with respect to eligibility and entitlement shall be by a majority of members voting and shall be final and binding and not subject to the grievance and arbitration provisions of this Agreement. Any appeal will be limited to an appeal to the Sick Leave Bank Committee itself. A favorable decision requires three votes.

3.   Decisions relating to the grant of days from the bank shall not affect the District's right to make determinations regarding any employee relations matter, including determinations regarding the appropriateness of any employee's use of sick leave.

d.  Eligibility Requirements for Joining the Bank

Qualified members of the Sick Leave Bank shall be limited to Employees covered by this Agreement who have accumulated at least ten (10) days to gain initial entry into the Bank.

e.  Application for Benefits

Application to the Sick Leave Bank Committee for benefits must be in writing and must be accompanied by medical evidence of illness, submitted by certification, by a state-certified Medical Doctor. A second opinion by a specialist in the area of the illness may be requested by the Sick Leave Bank Committee.

f.    Granting of Days

1.   The initial grant of sick leave by the Sick Leave Bank Committee shall not exceed twenty (20) days.

2.   Upon completion of the twenty (20) day period, additional days may be granted by the Sick Leave Bank Committee upon demonstration of need by the applicant. It should be understood that it is not automatic that an employee will be covered for the entire illness.

3.   Days will not be granted to permit an individual to stay home to care for other members of the family.

4.   Days granted but not used by the applicant will be returned to the Bank.

5.   The number of sick days that a member may receive from the sick leave bank shall be limited to the amount of accrued unused sick leave the member had available at the onset of the medical condition requiring extended leave, not to exceed the maximum sick leave bank withdrawal of 90 days. If a valid medical leave is broken by the summer vacation, and continues thereafter, the total amount of available sick leave from the member's own accrual, combined with available sick bank leave, will not be recalculated, but will continue to run until the end of the medical leave or the exhaustion of the leave, whichever first occurs.

6.   Members must have used a minimum of 15 days of personal sick leave, and have been off the payroll for five days, before they are eligible to access the bank.

g.   General Criteria

In administering the Bank and in determining the amount of leave, the following general criteria shall be applied by the Sick Leave Bank Committee:

1.   medical evidence of serious illness;

2.   prior utilization of eligible sick leave; and

3.   other lawful factors as a majority of the Sick Leave Bank Committee may deem appropriate.

h.   Return to Employment

Upon return from extended sick leave during which benefits were received through the Sick Leave Bank, the recipient shall be entitled to commence a new accumulation of individual sick leave on the same basis as other employees.

i.    Funding

1.   The unused days in the Sick Leave Bank shall be carried from year to year.

2.   In the event the Sick Leave Bank goes below twenty (20) days, all qualified members, who wish to continue to be members, shall have their sick leave accumulation reduced by another day for deposit into the Bank.

3.   When an employee returns after using the Bank, he/she shall be required to deposit two (2) days into the Bank at the start of the next school year.

8. Sick Leave Abuse. In an effort to control improper or excessive use of sick leave, the Superintendent may designate certain individuals as "Suspected Sick Leave Abusers" (SSLA). This designation shall be made in the Superintendent's discretion exercised in accordance with the guidelines set forth in this section, and shall entitle the Superintendent to invoke certain remedies with respect to these individuals. This provision is not exclusive means for the District to combat sick leave abuse, and the District's failure to designate an individual as an SSLA shall not prevent the District from taking direct disciplinary action in cases of sick leave abuse.

a.    Criteria. The District may designate an employee a suspected sick leave abuser (SSLA) when, in the opinion of the Superintendent, the employee has met any of the following criteria:

i.      Employee has 6 or more occasions (as defined above) of sick leave usage in a given year;

 ii.      Employee has used more than 75% of sick leave accrued over the past two or more years;

 iii.      Employee has a historically high usage of sick leave not explained by long term absences;

 iv.      Employee has been disciplined for sick leave abuse within the last five years;

 v.      Employee exhibits a pattern of sick leave usage (e.g., short absences patterned on certain days, or around days off); or

vi.      Employee is observed while on sick leave engaging in activities inconsistent with being sick.

b.   Designation. The Superintendent shall make the designation of SSLA in writing with a copy to the Association. The making or refusal to make such a designation shall not be subject to the grievance and arbitration procedure. However, disciplinary action (suspension or discharge) taken based upon the SSLA status is still grievable. Such a designation is discretionary. For example, if the Superintendent determines that that the circumstances meeting the criteria above are due to a bona fide disability, then the designation would not be made.

c.    Consequences. The District may impose any of the following consequences upon a duly designated SSLA:

i.      Requiring the employee to obtain medical certification for each absence;

ii.      Exempting the employee from pay for coverage under Article XII, Section 5 of this agreement;

d.   Duration. An employee shall remain in SSLA status for one year from the date the District notifies him/her in writing of that status. If the employee has not made sufficient progress, the Superintendent may renew the SSLA designation for one additional year, at his discretion. The District may also redesignate the employee as a SSLA if the employee still meets one of the criteria set forth above.

e. Discipline. If the District imposes discipline upon an employee for sick leave abuse, the District may impose any of the consequences listed above in addition to any discipline that may be imposed, irrespective of whether the employee had previously been designated as SSLA. Discipline will be imposed after an opportunity for a hearing and may include:

i.      Charging the employee 2 sick days for each subsequent sick day used;

 ii.      Reducing the rate at which the employee accrues sick leave;

iii.      Requiring that the employee remain at home during any subsequent sick day, unless he/she has called in to let the Administration know of his/her whereabouts; or

 iv.      Imposing other discipline (e.g., suspension or discharge).

9.         Notwithstanding the above provisions of this Article, no bargaining unit members shall draw sick days from the sick leave bank in excess of ninety (90) days within any three-year period.

10.        The provisions of this Article shall not be subject to the grievance or arbitration procedures of this Agreement.

11.       After the faculty member resigns his/her position and provides the District with only a 30-day notice, the faculty member will no longer be compensated for sick time after 3 days of sick leave used during this period unless the faculty member presents a letter from a physician verifying illness of the employee or of an immediate family member.

12.       Unit members shall be entitled to receive partial payment for accrued unused sick days upon death or retirement only, subject to the other provisions of this paragraph.

a.    A maximum of 240 days shall be available for buyback. An eligible employee shall receive $45 per day for the first 195 days, and $65 per day for days 196 to 240.

b.   In order to receive this payment, the employee must have no less than 10 years of service, and must notify the Superintendent in writing prior to October 1 of the employee's last year of service prior to retirement.

c.    In the event the employee dies or fails to give sufficient notice of retirement to permit the buyback amount to be budgeted, the District shall have the option of deferring payment to the following fiscal year.

d.   Unit members shall receive reimbursement under this provision no later than July 31 of the year of retirement.

e.    At the option of the employee, and subject to the other provisions of this Article and applicable laws and regulations, the District will contribute to a 403(b)

custodial account approved by the District, the amount of money payable under Part 12 above subject to the limit for total 403(b) contributions for the employer and employee for that year under the applicable limitations of the Internal Revenue Service Code. Any amount in excess of the IRS Code limitations, shall be paid in a separate lump sum check and shall be subject to all applicable taxes. The making of such a contribution and the direct payment of any additional amount shall constitute full performance and shall discharge the District's obligation under the terms of this Article.

Section 2. PERSONAL LEAVE

Unit members will be allowed three (3) days personal leave annually. In exceptional cases, the Committee may extend the above limit. Application for personal leave must be made at least forty-eight (48) hours before taking such leave (except in cases of emergencies) and must be approved by the Superintendent. The applicant for such leave will not be required to state the reason for taking such leave other than he/she is taking it under this section. Personal days will not be granted the day before or after a vacation or holiday, or on a Monday or Friday. Upon written request, the Superintendent can over-ride the above. The Superintendent's decision will not be subject to the Grievance Procedure. Under normal circumstances and unless authorized by the Superintendent, no more than three (3) unit members shall be granted personal leave for the same day. All unused personal leave days shall be converted to sick leave. Employees may carry over one (1) unused personal leave day to the next year, but at no time may an employee carry more than four (4) personal days total.

Section 3. EMERGENCY LEAVE

Unit members may be granted emergency leave at the discretion of the Superintendent. Emergency leave will be granted only if all available personal days have been exhausted. Emergency leave is defined as being absent due to unforeseen circumstances which requires immediate action renderable only by the employee. With rare exception, this leave is granted only for family or personal emergencies.

Section 4. RESERVE FORCES LEAVE AND OTHER MILITARY LEAVE

1.         Unit members shall be granted military leave in accordance with state and federal law.

Section 5. MATERNITY LEAVE

1.         A unit member who is pregnant shall be entitled, upon request, to leave of absence without pay to begin at any time between the commencement of her pregnancy and the birth of the child.

2.          Said unit member shall notify the Superintendent in writing of her desire to take such a leave and, except in case of emergency, shall give such notice at least thirty (30) days prior to the date on which her leave is to begin.

3.         A unit member whose pregnancy-related leave does not exceed twelve (12) weeks will be guaranteed the same position held at the time the leave commenced.

4.         The unit member who is physically unable to work because of disability connected to pregnancy may use accumulated personal sick leave to cover those days when she is disabled and unable to work. The Committee may require a unit member to submit adequate medical evidence verifying the disability. Disability connected to pregnancy shall be defined as a disability caused by pregnancy, miscarriage, childbirth, etc. or recovery therefrom.

5.         Maternity leave shall terminate one (1) year from the September following the beginning of the leave, unless terminated earlier by mutual agreement of the unit member and the Committee. In no event shall a maternity leave exceed more than two (2) school years.

6.         A unit member not opting for a second school year of maternity leave shall notify the Superintendent in writing of her plans to return by March 1st of the school year preceding such return to service.

7.         Upon returning from maternity leave, the unit member will be returned to the same position, or to a similar position which she held at the time the leave commenced. Unit members who wish to return prior to the date described above will be assigned the next available position for which they are qualified.

8.         A leave of absence will be granted to unit members adopting children. Such leave will begin with the adoption of the child. All other provisions of this Article shall apply except where modified herein.

9.         Such maternity leave shall not affect the employee's right to receive length of service credit, benefits, plans or programs for which she was eligible at the date of her leave, and any other advantages or rights of her employment incident to her employment positions.

10.       The Parties agree that these procedures will be interpreted in order to assure compliance with Federal and State laws governing maternity leave.

Section 6. FUNERAL LEAVE

Bereavement Leave with pay shall be granted in the amounts set forth below in cases of a death in the employee's family:

1.   Five (5) days for a spouse or child.

2.   Three (3) days for members of the immediate family, defined as father, mother, brother, sister, parent-in-law, daughter-in-law, son-in-law, grandparent, grandchild or near relative who resides in the same household or any person with whom the employee has made his or her home.

3.   One (1) day for a near relative, defined as, first cousin, aunt, uncle, niece, nephew, brother-in-law or sister-in-law.

Section 7. LEAVE FOR STUDY OR PROFESSIONAL DEVELOPMENT

1.          The Superintendent-Director may grant a leave of absence to any unit member for the purpose of participating in study or research which substantially increases his or her professional ability. Such leave is granted solely at the discretion of the Superintendent-Director in accordance with Committee policy. The format for requesting such leave will be specified by the Superintendent.

2.          Any unit member granted such leave shall receive compensation at the rate of full salary for one-half year or half salary for one full year.

3.          Prior to granting final approval for leave, the unit member and the Committee shall enter into a written agreement. This agreement will include, but will not be limited to the following items: (i) the length and purpose of the leave, (ii) an assurance that following termination of the leave the employee will return to the service of the Bay Path Regional Vocational Technical High School for a period three times the length of the leave, and (iii) an assurance that the employee will provide the Superintendent with a detailed report regarding the activity of the leave on request.

4.          In the event of the failure to complete the amount of service required by the Agreement outlined immediately above, the unit member will return to the school district an amount of the salary received while on leave apportioned to the amount of service not rendered.

Section 8. OTHER LEAVES

1.          Leaves of absence without pay, for up to two (2) years, may be granted at the discretion of the Committee for the purpose of:

A.        Family Illness (Immediate Family)

B.         Professional Improvement

2.          Any unit member may be granted an unpaid leave of absence up to two years by the Committee to accept an appointment or position with the Massachusetts Teachers Association (MTA) or National Education Association (NEA).

3.          Any unit member required to perform jury duty shall receive leave with pay for the period of such duty. Compensation shall be the difference between jury duty pay and the unit member's regular salary.

Section 9. FAMILY AND MEDICAL LEAVE / SMALL NECESSITIES LEAVE

Notwithstanding anything in this agreement to the contrary, any unit member may exercise his or her rights to take Family and Medical Leave pursuant to the Family and Medical Leave Act of 1993 ("FMLA"), or to take Small Necessities Leave pursuant to the Massachusetts Small Necessities Leave Act ("SNLA"). The FMLA is a federal law that provides for up to 12 weeks of unpaid leave each year for the birth, adoption or placement of a child, or the serious health condition of the employee or an immediate family member. The SNLA is a state law that provides up to 24 hours per year of unpaid leave to attend to certain responsibilities regarding the educational advancement of the employees child, accompanying an employee's child to routine medical or dental appointments, or accompanying an elderly relative of the employee to routine medical or dental appointments, or appointments for other professional services related to the elder's care, such as interviewing at nursing or group homes. Paid leave may be substituted for unpaid leave under certain circumstances. In the event that an employee qualifies for Family and Medical Leave, the District has the right to designate sick or other leave as Family or Medical leave in accordance with the Family and Medical Leave Act. The District shall have the right to establish rules and regulations concerning the use of Family and Medical Leave and Small Necessities Leave that are consistent with those laws and do not conflict with specific provisions of this agreement.

ARTICLE XV

TEACHER EVALUATION

The Procedures and Instruments relating to performance evaluation have been removed from the contract for inclusion in an external document to be compiled by a joint committee and subject to the approval of the parties.

ARTICLE XVI

PROFESSIONAL IMPROVEMENT

A. The District shall reimburse a unit member for courses. Courses are subject to the advance approval of the Superintendent, and such reimbursement is contingent upon successful completion of undergraduate courses with a grade of C or better and graduate courses with a B or better, or a Pass, in the case of a Pass/Fail course. The reimbursement for said course(s) shall not exceed the annual maximum set forth below in total tuition and fee levels for regular or graduate level course. These funds may be used to fund P.D. workshops and one-day seminars as well as college course work, if approved in advance by the Superintendent.

The annual maximum referenced above shall be:

September 1, 2011 -August 31, 2012

$1,200 per year maximum

September 1, 2012 -August 31, 2013

$1,200 per year maximum

September 1, 2013 - August 31, 2014

$1,200 per year maximum

If a teacher is required, by the Superintendent, to take a specific course or program, the amounts for those required courses or programs will not come from the individual teacher's account.

B. Teachers who take the Massachusetts Test for Educational Licensure (MTEL) in the appropriate content area(s) in order to be "highly qualified" under the terms of applicable laws and regulations, shall be reimbursed for the cost of the MTEL content tests.

C.         Effective with the 2008-2009 school year, courses taken in certain accredited certification programs identified below shall count towards movement on the salary schedule. Thirty (30) hours of professional development shall equal one undergraduate credit and sixty (60) hours of professional development shall equal one graduate credit.

The above language applies only to the following programs to the extent that the certification is required for the delivery of specific content areas or programs. The identified programs are the following shops: Auto Collision & Refinishing, Auto Technology, and Emergency Medical Technology.

D.        Employees are required to provide thirty (30) days' written notice of resignation. Should the employee fail to provide such notice, the District may recoup course reimbursement money paid to the teacher pursuant to this agreement, in the present year and in the immediately preceding year, and such sums may, at the District's option, be withheld from the teacher's final paycheck.

ARTICLE XVII

GRIEVANCE PROCEDURE

A.        INTRODUCTION

1.         It shall be the firm policy of the Committee to assure every person an opportunity to have the unobstructed use of the grievance procedure without fear of reprisal or without prejudice in any manner to his employment status.

2.         The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems which may from time-to-time arise affecting the salary or working conditions of persons provided for in this Agreement.

3.         Nothing herein contained will be construed as limiting the right of any person having a grievance to discuss the matter informally with any appropriate member of the Administration.

B.        DEFINITIONS

1.          "Grievance" means a dispute between the parties over a claimed violation of a specific provision of this agreement.

2.         An "aggrieved person" is the person or persons making the claim.

3.         A "grieved person" is an individual or group of individuals who are alleged to be the cause of, or who have committed, a grievance.

4.         A "party in interest" is the person or persons making the claim and any person who might be taken in order to resolve the claim.

C.         GENERAL PRINCIPLES

1.         Providing neither a time nor a monetary restriction is imposed on the party in interest, the resolution of a grievance shall be sought through Administrative channels through Level II.

2.         No grievance shall be lost under terms of this section providing that an attempt to resolve the matter through the Administrative channel has been initiated prior to the expiration of the time period specified in Section E.

3.         Any party in interest may be represented at all stages of the administrative review or the grievance procedure by the Association, or its representatives. When a person is not represented by the Association, the Association shall have the right to be present and to state its views on or after Level II.

4.         Both parties agree that these procedures will be kept as informal and confidential as may be appropriate. All proceedings will be accomplished with the least possible publicity by maintaining professional confidence so as to curtail any adverse effect on the school system.

D.        PROCEDURE

1.          Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum, and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement.

2.         During the regular vacation periods, one (1) day per each five (5) school days shall be added to the time sequences for the Grievance Procedure steps.

3.         In the event a grievance is filed on or after June 1st which, if left unresolved until the beginning of the following school year, could result in irreparable harm to a party in interest, the time limits set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school term or as soon thereafter as is practicable.

4.         If the act or condition on which the grievance is based occurs between the first calendar day of July and the last calendar day of August the effective date shall begin as of the first school day of September.

5.         In those grievances involving a group or class of persons, the Association will submit the grievance to the Superintendent or his/her designee, thus commencing the grievance procedure at Level I.

6.         If, in the judgment of the Association, a grievance affects a group or class of persons,  the  Association may  submit  such  a  grievance  in writing to  the

Superintendent directly and the processing of such grievance shall be commenced at Level II.

(a)        If a person does not file a grievance in writing and the written grievance is not forwarded to the Superintendent within fifteen (15) school days after the person knew or should have known of the act or condition on which the grievance is based, then the grievance will be considered as waived.

(b)       A dispute as to whether a grievance has been waived under this paragraph will not be subject to arbitration.

7.         The failure of an aggrieved person or persons to initiate or to proceed to the next step of the grievance procedure within the time limits set forth shall be deemed to be an acceptance of the decision previously rendered and shall constitute a waiver of any future appeal concerning the particular grievance. The failure of an Administrator or one who is grieved against at any step to communicate his decision to the aggrieved within the specified time limits shall permit the aggrieved to proceed to the next step.

E.        PROCEDURAL STEPS

Decisions rendered at Levels I, II and III of the grievance procedure will be in accordance with the procedures set forth below:

1.         Informal Level: A person with a grievance will first discuss it with his immediate supervisor, with the objective of resolving the matter.

2.         Level I: The aggrieved person will present a written statement of his grievance to the Superintendent within ten (10) school days of the grievance. The Superintendent will give a written decision to the aggrieved within fifteen (15) school days of receipt of aggrieved person's statement.

3.         Level II:

(a)        If the aggrieved person is not satisfied with the disposition of the grievance at Level I, or if no decision has been rendered within fifteen (15) school days after presentation of the grievance, the person may file the grievance in writing with the Association within five (5) school days after the decision at Level I or fifteen (15) school days after the grievance was presented, whichever is sooner. Within five (5) school days after receiving the written grievance, the aggrieved person or his Association representative will refer it in writing to the Superintendent.

(b)        The Superintendent will represent the Committee at this level of the grievance procedure. Within fifteen (15) school days after receipt of the written grievance by the Superintendent, the Superintendent will meet with the aggrieved person in an effort to resolve it.   The Superintendent shall render his decision in writing to the employee and the Association within fifteen (15) school days after the meeting.

4.         Level III:

(a) If the aggrieved person is not satisfied with the disposition of his grievance at Level II, or if no decision has been rendered within fifteen (15) school days after he has first met with the Superintendent, the person may file the grievance in writing with the Association within five (5) school days after a decision by the Superintendent, or fifteen (15) school days after he has first met with the Superintendent, whichever is sooner. Within five (5) school days after receiving the written grievance, the Association will refer it to the School Committee.

(b) The School Committee shall determine whether to have a hearing on the grievance. If a hearing is to be held, the Committee shall designate a time and place for the hearing, which may be heard by a subcommittee. The Committee will issue a written response to the grievance within 30 days of a hearing on the grievance, or if no hearing is held, within 30 days of the meeting at which the decision was made to decide the grievance without a hearing. In the event that the Committee determines that the matter grieved is outside of its statutory purview, the Committee will direct the Superintendent to so inform the Association. In such a case, the Superintendent's response shall be the final response of the District.

5.         Level IV:

(a)        If the Association is dissatisfied with the disposition of the grievance at the previous level, the Association may file a demand for arbitration with the American Arbitration ("AAA") within 30 days of the School Committee's decision, or of the notice from the Superintendent that there will be no School Committee decision. The AAA will administer to arbitration in accordance with its Labor Arbitration Rules and this agreement. The hearing locale shall be Bay Path Regional Vocational High School unless otherwise agreed.

(b)        The award of the arbitrator shall be final and binding upon all parties, subject to the following conditions:

i.         The arbitrator shall make no award for grievances initiated prior to the effective date of this Article.

ii.        The arbitrator shall have no power to add to, subtract from, or modify this contract.

iii. The arbitrator shall only interpret such items and determine such issues as may be submitted to him by the written agreement of the parties.

iv. Grievances may be settled without precedent at any stage of the procedure until the issuance of a final award by the arbitrator, upon mutual agreement.

(c) Appeal from the arbitrator's award may be made to the Superior Court on any of the following bases, and said award will be vacated by the Court and another arbitrator shall be appointed to determine the merits if:

i.         The arbitrator exceeded his powers by deciding the case upon issues other than those specified in Section 5 (b) and (c), or exceeded his jurisdiction by deciding a case involving non-grievable matters, or rendered an award requiring the School Committee, its agents, or representatives, or the grievant to commit an act or to engage in conduct prohibited by law as interpreted by the Courts of this Commonwealth.

ii. There was no arbitration agreement on the issues that the arbitrator determined, the parties having agreed only to submit those items to arbitration as the parties had agreed to in writing prior to the hearing, provided that the appellant party did not waive his/her objection during participation in the arbitration hearing.

F.        WAIVER, ADMISSION, AND TERMINATION

1.         Waiver - Failure of a grievant to comply with any of the provisions of this Article shall be deemed to be a waiver of the right to seek resolution of the grievance under the terms of the Agreement. In determining whether there has been any such failure to comply with any of the provisions of this Article, time shall be deemed to be of the essence, and any failure to comply with the provisions of this Article; provided, however, that the time limits prescribed herein may be extended in any specific instance by mutual written agreement of the parties.

2.         Admission - The resolution of a grievance by the School Committee, or any of its designees, shall not be deemed to be an admission by the School Committee that the grievance has, for any other purpose or proceeding, standing as a grievance, or be an admission by the School Committee of any violation or breach of the terms of this Agreement, or be an admission by the School Committee that such grievance is cognizable or justifiable according to any applicable provisions of the laws of the Commonwealth.

3.         Termination - If any member and/or members of the bargaining unit shall initiate in any administrative forum other than the Labor Relations Commission or in any judicial forum any proceeding that relates to any matter that is the subject of a grievance is pending, the proceeding; shall terminate as of the date of the initiation of such other administrative or judicial proceeding, and the grievance procedures aforesaid shall be inapplicable to such a grievance.

G.       RELEASE TIME

It is understood that grievances will ordinarily be processed during working days; the parties therefore agree that, whenever the work schedules of the grievant, of any Association representative and of any material witnesses who are members of the bargaining unit so require, such participants shall be given so much release time from their scheduled work assignments as the Superintendent shall determine necessary for attendance at any hearing, meeting or other procedure that shall be required for the processing of any grievance.

H.       EXTENT

Any grievance and/or other legal action initiated prior to the effective date of this Agreement shall follow the procedures under which it originated.

ARTICLE XVIII

PERSONNEL FILES

Unit members' files shall be kept and controlled by the Superintendent or his/her designee, and maintained under the following circumstances:

A.        No material regarding a unit member's conduct, service, character, or personality shall be placed in the unit member's file unless the unit member has had an opportunity to view the material. In the case of disciplinary notices involving reprimands and suspensions, the member will sign the material. Said signature will not indicate agreement with the material but will indicate that the member has seen it. Should the members refuse to sign the material, it will be included in the file with a note indicating that the individual refused to sign.

B.         A copy of the "Teacher Evaluation Scale" form shall be sent to the unit member before it is filed.

C.         The unit member shall have the right to submit a written response to the statement within five (5) working days. The unit member's reply shall also be included in the file.

D.         On request, a unit member shall be given access to his/her file without unreasonable delay.

E.         On receipt of a written request, the unit member or his/her Association representative, if he/she so designates in writing, shall be furnished a reproduction of the material in his/her file.

ARTICLE XIX

REDUCTION IN FORCE

A.        DEFINITIONS

1.         "Advanced Study" shall mean any professional study completed which exceeds the minimum certification/approval requirements for teaching. Such study may or may not be for credit in a degree granting program.

2.         "Certification/Approvals" shall mean that the employee has on file in the Office of the Superintendent, evidence that he/she possesses certification from the State Department of Education and/or the division of Occupational Education. Such evidence must be on file by April 1 of each school year.

3.          "Seniority" shall mean the greater length of continuous service, as a teacher, at the Bay Path Regional Vocational Technical High School.

Sabbatical, military and maternity leave shall not be considered an interruption of years of service.

The length of continuous service will begin with the effective date of employment. In the event of identical dates of employment, the day of the Southern Worcester County Regional Vocational Technical School District

Committee's approval of employment will then be used to determine seniority. If those dates are also identical, the date of the letter of intent to employ will be used. If these are also identical, lots will be drawn to determine seniority.

B.         ORDER OF REDUCTION

1. If for any reason, including but not limited to legislative action, it becomes necessary to reduce the number of teachers in a given subject area, field or program, or eliminate or consolidate position(s), the Committee will follow the procedure listed below:

a.          The Committee shall make every effort to accomplish said reductions by attrition and voluntary resignations.

b.         Teachers, within departments, not holding a regular Massachusetts Department of Education certificate and/or Division of Occupational Education approval will be laid off first.

c.          If reduction is still necessary, then unit members that have not obtained Professional Status as defined by M.G.L. Chapter 71, Sections 41 and 42 as amended by the Education Reform Act of 1993, Statutes of 1993, Sections 43 and 44,, within departments, with the least number of years of teaching at the Bay Path Regional Vocational Technical High School will be laid off next.

d. If further reduction is still necessary, unit members of Professional Status as defined by M.G.L. Chapter 71, Sections 41 and 42 as amended by the Education Reform Act of 1993, Statutes of 1993, Sections 43 and 44, within departments will be laid off.

2.         In determining which unit members of Professional Status as defined by M.G.L. Chapter 71, Sections 41 and 42 as amended by the Education Reform Act of 1993, Statutes of 1993, Sections 43 and 44, will be laid off, and in what order, the following criteria will be followed by the Committee in the order listed:

a.          Seniority at the Bay Path Regional Vocational Technical High School.

b.         The teacher's performance as evidenced by material contained in the Personnel Folder, including all written material completed within the past five years.

c.          Qualifications as determined by:

i.         Areas of certification and/or approval.

ii.        Major or Minor: Field of Study. iii.       Advanced study or degrees.

3.         An updated list specifying the seniority of each member of the unit shall be prepared by the Superintendent and forwarded to the President of the Association by October 15 each year.

Failure of the Association to forward specific and detailed objections to the seniority list to the Superintendent within fifteen (15) days will be viewed as acceptance of the list.

C.        REASSIGNMENT AND REPLACEMENT

1.         Teachers may be reassigned by the Superintendent to other departments or areas of certification approval.

2.         Teachers with greater seniority may replace a less senior teacher, provided:

a.          The more senior teacher has a current certificate or approval in the area where replacement is to occur, and the teacher has taught the subject matter within the past five (5) years.

b.         Approval of the Superintendent.

3.         Teachers who are reassigned or replace another shall be required to satisfactorily complete a minimum of six (6) credit hours of course work within three (3) full semesters after the reassignment occurs. The number of credit hours and the nature of the course work will be determined by the Superintendent.

D.        NOTIFICATION

Prior to the reduction of unit members of Professional Status as defined by M.G.L. Chapter 71, Sections 41 and 42 as amended by the Education Reform Act of 1993, Statutes of 1993, Sections 43 and 44, the Committee shall notify the Association that a substantial decrease in revenue and/or students enrolled in affected departments, warrants such staff reduction.

Employees to be laid off shall be notified in writing of the lay-off by June 15. Said notice shall include the reason for the lay-off.

E.        RECALLS

1.         Employees who have been laid off shall be entitled to recall rights for a period of two (2) years after the effective date of their respective lay-offs. During the recall period, employees shall be given preference for any vacancy or new position for which they are qualified in the inverse order of their lay-off.

2.         Employees laid off under this Article shall be given priority on the substitute list during said recall period, if they so indicate, in writing, to the Superintendent.

3.         Employees laid off under this Article may continue group health and life insurance coverage during said recall period at their own expense. Failure to forward full payments to the Business Manager shall terminate this option.

4.         Employees on recall shall be notified by the Superintendent of any open positions within their area of certifications. Failure to apply for an open full-time permanent position within his/her area of certification within fifteen (15) workdays following such notification by the Superintendent shall terminate all rights under this Article.

F.         SPECIAL SERVICES STAFF

Special services staff shall be considered school-wide departments within their field of specialization.

G.        ARBITRATION

Only the Reduction-in-Force procedure outlined in this Article, and not the final determination of the School Committee under this Article, shall be subject to the Arbitration Procedure.

ARTICLE XX

NO STRIKE - NO LOCKOUT

A.         Neither the Association nor any of its agents nor any of its members will individually, collectively, concertedly, or in any manner whatsoever engage in, incite, participate in, aid or condone, whether directly or indirectly, any strike, sit down, stay-in, slowdown, work stoppage, withholding of services or other interference with delivery of services, or resort for relief to any forms of self-help or other direct or indirect action which would have the effect of depriving the Bay Path Regional Vocational Technical High School of contractual services during the term of this Agreement, and the Southern Worcester County Regional Vocational School District Committee agrees that during the term of the Agreement it will not lockout any of the employees covered by this Agreement.

B.         If any controversy or dispute of any nature arises between the Southern Worcester County Regional Vocational School District Committee, its employees and unions representing these employees or attempting to represent such employees, and further that if any controversy or dispute of any nature arises between the management of any company performing work for the Committee and/or on school premises, or for the Committee under other conditions their employees covered by this Agreement and the unions representing those employees or attempting to represent such employees, or any company which supplies materials to the school, their employees or attempting to represent such employees, such controversy or dispute shall not affect in any way the rights and obligations of the parties herein established by this Agreement; and if any such controversy or dispute results in or threatens to result in any strike, stoppage of work, or other interference with delivery of services, the parties hereto agree to abide by all provisions of this Article of this Agreement and to fulfill their obligations in accordance with the terms of this Agreement.

C.         Neither the violations of any provision of this Agreement nor the commission of any act constituting an unfair labor practice or otherwise made unlawful by any federal, state or local law shall excuse employees, the Association or the Committee from their obligations under the provisions of this Article.

ARTICLE XXI

STABILITY OF AGREEMENT

The failure of the Committee or the Association to insist in any one or more incidents, upon performance of any of the terms or conditions of this Agreement, shall not be considered as a waiver by the Committee or the Association of any such term or condition, and the obligation of the Committee and the Association to such future performance shall continue in full force and effect.

ARTICLE XXII

SAVING CLAUSE

If any provision of this Agreement or any application of the Agreement to any employee or group of employees shall be found contrary to law, 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. The parties shall at that time enter into collective bargaining negotiations for the purpose of arriving at a mutually satisfactory replacement for such article or sections.

ARTICLE XXIII

EXTENT

The Committee and the Association acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subjects or matter not removed by law from the applicable area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement, and shall constitute the sole Agreement between the parties for the duration thereof.

Therefore, the Committee and Association, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and agrees that the other shall not be obliged to bargain collectively with respect to any subject or matter not specifically referred to or covered in this Agreement, even though such subject or matter may not have been within the knowledge or contemplation of either or both parties at the time they negotiated or signed this Agreement, provided, however that nothing in this provision shall be deemed to prohibit the parties to this Agreement from conducting negotiations during the term thereof by mutual consent.

ARTICLE XXIV

SALARY

Section 1. SALARY

1.         Unit member salaries shall be in accordance with the attached salary schedules. Unit members shall be placed according to step and level, reflecting full credit for previous teaching and industrial experience in excess of that required for certification. Payment of all salaries and wages shall be made solely via direct deposit to the bank(s) designated by the employee.

2.         Lateral movement on the pay schedules are made only on September 1 of each school year. In order to qualify for a lateral movement on the pay schedule, a unit member must notify the Superintendent's office prior to January 1 of the preceding school year of his/her intention to request this move.

Eligibility evidence must be provided prior to the start of school in order to receive the salary increase. No lateral increases are made retroactively or during the school year.

The Committee will provide direct deposit for teachers. However, each teacher can only select one bank.

3.         Notwithstanding the foregoing, the placement of new hires on the Salary Schedule is a matter within the Superintendent's sole discretion.

Section 2. METHOD AND TIME OF SALARY PAYMENT

1.        The Superintendent shall distribute a form to each unit member prior to the close of school in June requesting each unit member to select an option for the following school year. Unit members who do not indicate a selection by the close of the school year shall continue to be paid in the same manner in which they have been paid. New unit members shall be asked to make their selection from items b and c as part of the hiring procedure.

a.          Twenty-two (22) equal payments with the last payment due no later than June 30th.

b.         Twenty-six (26) equal payments with the last payment made no later than August 31.

c.         Equal payments during the school year, the amount of which is based on twenty-six pay periods, and the unpaid balance due and payable no later than June 30th.

2. If a unit member leaves or dies during the school year, the unit member's estate shall be entitled to a prorated share based on his period of service in relation to the number of weeks school is in session minus the compensation already paid. This prorated share shall be included in the payroll following the unit member's last work day.

Section 3. ANNIVERSARY DATES

For the purpose of salary payment, unit members serving more than one-half a school year will advance a step on the salary schedule in September.

Section 4. HOURLY RATES OF PAY

After school detention and home tutoring shall be paid at $30 per hour and the per hour rate for Culinary Arts teachers performing catering services shall be $35 per hour.

Section 5. MILEAGE ALLOWANCE

Mileage allowance where a teacher uses his/her personal vehicle for school business, shall be reimbursed at the allowable rate under IRS code.

Section 6. TRAVEL INSURANCE

Any unit member transporting students to and from outside work projects or any school-related activities shall be covered by liability insurance in case of any accidents.

Section 7. LONGEVITY STIPEND

Unit members shall be paid longevity, in equal installments throughout the year in addition to regular salary, in the following amounts based upon completed years of continuous service to the District.

Years

Amount

10

$1150

15

$1420

20

$1680

25

$1940

30

$2200

Unit members having completed a year with perfect attendance at Bay Path Regional Vocational Technical High School will be granted a stipend of $300.00 if no sick days and no personal days are taken. Bereavement leave may be taken only for an immediate family member as defined in the contract.

ARTICLE XXV

PROVISIONS

Subject to the provisions of this Agreement, the wage, hours and other conditions of employment applicable on the effective date of this Agreement to the unit members covered by this Agreement shall continue to be so applicable for the duration of this contract. The Committee will also take any steps to change current administrative regulations and/or policy which have an effect upon the provisions of this Agreement.

ARTICLE XXVI

DURATION

This Agreement shall become effective as of September 1, 2014, or as otherwise indicated, and shall remain in full force and effect until August 31, 2017.

THE SOUTHERN WORCESTER                         THE BAY PATH TEACHERS

COUNTY REGIONAL VOCATIONAL                 ASSOCIATION, INC.

SCHOOL DISTRICT COMMITTEE

For The Committee:                                              For The Association:

_________________________                           ____________________________

Chairman of School Committee                           President of the Association

Bay Path Athletic Coaching Salaries Point System

The changes in the coaching pay schedule will incorporate 5 variables which the BPTA believes will promote equity and fairness. These variables are as follows:

A. STUDENT PARTICIPATION:  The number of student participants is to be determined one month after the official beginning of the sport.

1 point     =     10 or less

2 points   =     11 to 20

3 points   =     21 to 30

4 points   =     31 to 40

5 points   =     41 to 50

6 points   =    51 and over

B. RESPONSIBILITY:

1 point -      Only coach, assistant coach and JV coach

2 points -    2 coaches > 1 head

3 points -    3 coaches > 1 head

4 points --   4 coaches > 1 head

5 points --   5 coaches > 1 head

6 points -    Administrative    responsibility    for    all coaches (Athletic Director)

C.   LENGTH OF SEASON:

1 point -      31 days or less

2 points -    31 to 40 days

3 points -    41 to 50 days

4 points -    51 to 60 days

5 points -    61 days and over

6 points -    Over 61 days for all sports (Athletic Director)

D. SPORT INTENSITY LEVEL:

0 points -     Intramural

1 point -      All freshman sports

2 points -    All Junior Varsity sports

4 points -    All Varsity Sports (except football & basketball)

5 points -    Varsity Football, Varsity Basketball

E. YEARS OF EXPERIENCE:

1-3 years     =       0% increase

4-6 years     =      5% increase

7-9 years     =     10% increase

10-12 years    =     15% increase

13-15 years     =     20% increase

15+ years        =     25% increase

Experience must be at the same level of position applying for in order to be given full value. Experience of a lower level position within the same sport can count to a lesser degree. The amount of weight given toward experience of a lower level position will depend on the quality and duration of the experience. The amount of experience awarded to the coaching candidate will be left up to the discretion of the Superintendent-Director.

Minimum Salary Calculation

(A+B+C+D) x 0.75% x Base Teacher Salary

(Level 1 Step 1)

See Table # 1 and #2

SCHEDULE A

COACHING SALARY POINT SCHEDULE

***Plus Experience - See Table #4

Coaching Position

Assigned Points

Athletic Director

12

Football (Varsity Head)

21

Football (Asst. - 3)

14

Football (Fresh. - Head)

12

Football (Fresh. - Asst.)

11

Soccer (Varsity)

13

Soccer (JV)

10

Basketball (Varsity)

15

Basketball (JV)

10

Basketball (Fresh.)

8

Baseball/Softball (Varsity)

13

Baseball/Softball (JV)

10

Golf (JV)

6

Golf (Varsity)

11

Cheerleading (Varsity) (Fall)

12

Cheerleading (Varsity) (Winter)

12

Volleyball (Intramural)

5

Track (Head)

14

Track (Asst. - 2)

12

Cross Country

11

Field Hockey

12

SCHEDULE B

EXTRA-CURRICULAR SALARY POINT SCHEDULE

________________***Plus Experience - See Table #4_________________

Activity Position

Assigned Points

Alumni Advisor

10

Class Advisor (Sr.)

12

Class Advisor (Jr.)

8

Class Advisor (So.)

6

Class Advisor (Fr.)

6

Math Team Advisor

5

Newspaper Advisor

6

Yearbook Advisor

11

Student Council Advisor

8

Renaissance Advisor

8

Nat. Honor Society Advisor

6

Ski Club Advisor

7

DECA Advisor

6

SADDAD Advisor

6

SKILLSUSA Advisor

15

Jr. Chapter of ACF Advisor

6

GSA Advisor

6

Chorus Advisor

10

Battlebots IQ Advisor

10

TABLE #4-EXTRA-CURRICULAR COMPENSATION

(Coaches and Advisors)

Teachers 2014-2015 Bases Salary:                                Point Factor:

$ 45,054.00                                                                        337.9050

Points

1-3 Years

0%

4-6 Years

5%

7-9 Years

10%

10-12 Years

15%

13-15 Years

20%

15+ Years

25%

3

1013.72

1064.40

1115.09

1165.77

1216.46

1267.14

4

1351.62

1419.20

1486.78

1554.36

1621.94

1689.53

5

1689.53

1774.00

1858.48

1942.95

2027.43

2111.91

6

2027.43

2128.80

2230.17

2331.54

2432.92

2534.29

7

2365.34

2483.60

2601.87

2720.14

2838.40

2956.67

8

2703.24

2838.40

2973.56

3108.73

3243.89

3379.05

9

3041.15

3193.20

3345.26

3497.32

3649.37

3801.43

10

3379.05

3548.00

3716.96

3885.91

4054.86

4223.81

11

3716.96

3902.80

4088.65

4274.50

4460.35

4646.19

12

4054.86

4257.60

4460.35

4663.09

4865.83

5068.58

13

4392.77

4612.40

4832.04

5051.68

5271.32

5490.96

14

4730.67

4967.20

5203.74

5440.27

5676.80

5913.34

15

5068.58

5322.00

5575.43

5828.86

6082.29

6335.72

16

5406.48

5676.80

5947.13

6217.45

6487.78

6758.10

17

5744.39

6031.60

6318.82

6606.04

6893.26

7180.48

18

6082.29

6386.40

6690.52

6994.63

7298.75

7602.86

19

6420.20

6741.20

7062.21

7383.22

7704.23

8025.24

20

6758.10

7096.01

7433.91

7771.82

8109.72

8447.63

21

7096.01

7450.81

7805.61

8160.41

8515.21

8870.01

TABLE #4-EXTRA-CURRICULAR COMPENSATION

(Coaches and Advisors)

Teachers 2015-2016 Bases Salary:                                Point Factor:

$ 46,331.00                                                                   |        347.4825

Points

1-3 Years

0%

4-6 Years

5%

7-9 Years

10%

10-12 Years

15%

13-15 Years

20%

15+ Years

25%

3

1042.45

1094.57

1146.69

1198.81

1250.94

1303.06

4

1389.93

1459.43

1528.92

1598.42

1667.92

1737.41

5

1737.41

1824.28

1911.15

1998.02

2084.90

2171.77

6

2084.90

2189.14

2293.38

2397.63

2501.87

2606.12

7

2432.38

2554.00

2675.62

2797.23

2918.85

3040.47

8

2779.86

2918.85

3057.85

3196.84

3335.83

3474.83

9

3127.34

3283.71

3440.08

3596.44

3752.81

3909.18

10

3474.83

3648.57

3822.31

3996.05

4169.79

4343.53

11

3822.31

4013.42

4204.54

4395.65

4586.77

4777.88

12

4169.79

4378.28

4586.77

4795.26

5003.75

5212.24

13

4517.27

4743.14

4969.00

5194.86

5420.73

5646.59

14

4864.76

5107.99

5351.23

5594.47

5837.71

6080.94

15

5212.24

5472.85

5733.46

5994.07

6254.69

6515.30

16

5559.72

5837.71

6115.69

6393.68

6671.66

6949.65

17

5907.20

6202.56

6497.92

6793.28

7088.64

7384.00

18

6254.69

6567.42

6880.15

7192.89

7505.62

7818.36

19

6602.17

6932.28

7262.38

7592.49

7922.60

8252.71

20

6949.65

7297.13

7644.62

7992.10

8339.58

8687.06

21

7297.13

7661.99

8026.85

8391.70

8756.56

9121.42

TABLE #4-EXTRA-CURRICULAR COMPENSATION

(Coaches and Advisors)

Teachers 2016-2017 Bases Salary:                               Point Factor:

$ 47,257.00                                                                        354.4275

Points

1-3 Years

0%

4-6 Years

5%

7-9 Years

10%

10-12 Years

15%

13-15 Years

20%

15+ Years

25%

3

1063.28

1116.45

1169.61

1222.77

1275.94

1329.10

4

1417.71

1488.60

1559.48

1630.37

1701.25

1772.14

5

1772.14

1860.74

1949.35

2037.96

2126.57

2215.17

6

2126.57

2232.89

2339.22

2445.55

2551.88

2658.21

7

2480.99

2605.04

2729.09

2853.14

2977.19

3101.24

8

2835.42

2977.19

3118.96

3260.73

3402.50

3544.28

9

3189.85

3349.34

3508.83

3668.32

3827.82

3987.31

10

3544.28

3721.49

3898.70

4075.92

4253.13

4430.34

11

3898.70

4093.64

4288.57

4483.51

4678.44

4873.38

12

4253.13

4465.79

4678.44

4891.10

5103.76

5316.41

13

4607.56

4837.94

5068.31

5298.69

5529.07

5759.45

14

4961.99

5210.08

5458.18

5706.28

5954.38

6202.48

15

5316.41

5582.23

5848.05

6113.87

6379.70

6645.52

16

5670.84

5954.38

6237.92

6521.47

6805.01

7088.55

17

6025.27

6326.53

6627.79

6929.06

7230.32

7531.58

18

6379.70

6698.68

7017.66

7336.65

7655.63

7974.62

19

6734.12

7070.83

7407.53

7744.24

8080.95

8417.65

20

7088.55

7442.98

7797.41

8151.83

8506.26

8860.69

21

7442.98

7815.13

8187.28

8559.42

8931.57

9303.72

SALARY SCHEDULES

Level

Level I

Level II

Level III

Level IV

Level V

Academic

Bachelors

Masters B+36

Masters B+66

CAGS B+96

Doctorate CAGS+30 B+126

Vocational

Approved

A+36

A+66

A+96

A+126

9/1/2014                 2%

Step

Level I

Level II

Level III

Level IV

Level V

1

45,054

47,415

49,760

52,112

54,474

2

47,667

50,106

52,531

54,965

57,407

3

50,278

52,799

55,302

57,818

60,339

4

52,892

55,490

58,078

60,671

63,275

5

55,504

58,182

60,849

63,522

66,207

6

58,117

60,875

63,620

66,377

69,142

7

60,730

63,566

66,393

69,228

72,073

8

63,343

66,258

69,165

72,081

75,007

9

65,954

68,950

71,938

74,934

77,940

10

68,567

71,643

74,711

77,788

80,874

9/1/2015               2%    +375 provided grading is implemented

Step

Level I

Level II

Level III

Level IV

Level V

1

46,331

48,738

51,130

53,529

55,939

2

48,995

51,484

53,957

56,439

58,930

3

51,658

54,230

56,783

59,349

61,921

4

54,325

56,975

59,614

62,259

64,915

5

56,989

59,720

62,441

65,167

67,906

6

59,654

62,467

65,268

68,079

70,900

7

62,319

65,213

68,096

70,988

73,890

8

64,985

67,958

70,923

73,898

76,882

9

67,648

70,704

73,751

76,808

79,874

10

70,314

73,451

76,580

79,719

82,866

9/1/2016               2%

Step

Level I

Level II

Level III

Level IV

Level V

1

47,257

49,713

52,152

54,600

57,057

2

49,975

52,513

55,036

57,568

60,108

3

52,692

55,315

57,919

60,536

63,159

4

55,411

58,114

60,807

63,504

66,213

5

58,129

60,915

63,690

66,470

69,264

6

60,847

63,716

66,573

69,441

72,318

7

63,566

66,517

69,458

72,408

75,367

8

66,285

69,318

72,342

75,376

78,419

9

69,001

72,118

75,226

78,344

81,472

10

71,720

74,920

78,112

81,313

84,524

APPENDIX A

DUES AUTHORIZATION NOTICE

NAME____________________________________________

ADDRESS_________________________________________________________

I hereby request and authorize the Committee to request and direct the District Treasurer to deduct from my earnings and transmit to the Association below the amounts set forth for payment of the membership dues of such Association in equal monthly payments during the current school year and for succeeding school years thereafter. I understand that the Treasurer will discontinue such deductions if I give the Committee sixty (60) days' advance written notice to do so. I hereby waive all right and claim for said monies so deducted and transmitted in accordance with this authorization, and relieve the Treasurer, the School Committee, and all of its officers, from any liabilities thereto.

ORGANIZATION                                                           PER ANNUM

Massachusetts Teachers Association                                  $

National Education Association                                         $

Bay Path Teachers Association, Inc.                                  $

_______________________________________________________________________

DATE                   TEACHER'S SIGNATURE

APPENDIX B

AGENCY FEE AUTHORIZATION

NAME__________________________________________________________

ADDRESS_________________________________________________________

I hereby request and authorize the Committee to request and direct the District Treasurer to deduct from my earnings and transmit to the Associations below an Agency Fee, the amounts set forth for payment in equal monthly payments during the current school year and for succeeding school years thereafter.

I understand that the specific amount of the current dues of the Association shall be certified to the Committee by my Local Association Treasurer each school year.

I understand that the Treasurer will discontinue such deductions if I give the Committee sixty (60) days advance written notice to do so. I hereby waive all rights and claims for said monies so deducted and transmitted in accordance with this authorization, and relieve the Treasurer, the School Committee, and all of its officers, from any liability therefore.

ORGANIZATION                                 PER ANNUM

Massachusetts Teachers Association                                  $

National Education Association                                          $

Bay Path Teachers Association, Inc.                                   $

______________________________________________________________

DATE                   TEACHERS SIGNATURE

SIDE LETTER OF AGREEMENT

Notwithstanding the language contained in the collective bargaining agreement between the parties dated 9/1/2014 through 8/31/2017 the following shall be effective:

1.   The district and association agree that a preparation is any course or course level which requires a separate and distinct lesson.

2.   The parties further agree that the district will make every reasonable effort to limit each teaching schedule to three preparations.

3.   The parties understand and agree that there may be times when the district will need to assign more than three preparations to teachers in order to provide adequate course offerings taught by appropriately certified teachers.

4.   The parties agree that the association may discuss the assignment of more than three preparations with the Principal in the event an instructor is assigned in excess of three preparations. However, both parties acknowledge that there may be times when teachers will still be assigned more than three preparations after consultation.

5.   The adoption of this side letter will not impact the current course assignments for the 2014-2015 school year and the association agrees not to file any grievances or arbitrations proceeding based on the above definition during the 2014-2015 year.

6.   This Side Letter expires on August 31, 2017 unless renewed by both parties at that time.

BAY PATH TEACHERS                                       SOUTHERN WORCESTER COUNTY

ASSOCIATION                                                      REGIONAL VOCATIONAL SCHOOL

                                                                                  DISTRICT

by:_______________________                                      By:______________________

Date:______________________                                     Date:_____________________