Southwick-Tolland

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DistrictSouthwick-Tolland
Shared Contract District
Org Code7660000
Type of DistrictRegional K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2016
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyHampden
ESE RegionPioneer Valley
Urban
Kind of Communitysmall rural communities
Number of Schools3
Enrollment1797
Percent Low Income Students15
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Southwick-Tolland-Granville

 

 

AGREEMENT

 

BETWEEN

 

THE

 

SOUTHWICK-TOLLAND-GRANVILLE

REGIONAL SCHOOL COMMITTEE

 

AND THE

 

SOUTHWICK-TOLLAND-GRANVILLE

EDUCATION ASSOCIATION, INC.

 

AFFILIATED WITH THE

 

M.T.A. AND THE N.E.A.

 

 


PREAMBLE

 

1.      It is the intent of the Association and the Committee to continue their harmonious relations and to promote mutual cooperation, respect and understanding.

2.      The Committee and the Association are committed to provide education of the highest quality possible for the children of the Southwick-Tolland-Granville Regional School District.  The Committee and the Association enter into the following agreements believing that positive professional conditions are an essential component in creating a productive learning and teaching environment.  Good morale within the teaching staff and a collegial environment are critical to the achievement of that goal.

3.      The Committee and the Association enter into the following agreements believing that they will help to provide the best attainable professional conditions for the teachers of the STGRSD.

4.      The Association and the Committee understand and agree that providing the highest quality depends upon the free exchange of ideas.  Teachers’ opinions will be considered on matters that affect the system and its programs.  Neither the Committee, its agents, nor the Association shall take any adverse actions or make threats thereof against any staff members for expressing opinions that are not detrimental to the operations of the school system.

5.      The Committee and the Association affirm their belief that an informed Committee and an actively involved professional staff should guide a complex and progressive school district.  Fulfillment of these respective responsibilities can be facilitated and supported by consultation and free exchange of views and information among the Committee, the Superintendent, Principals, Assistant Principals, Administrators, and Teachers in the formulation and application of policies relating to wages, hours, and other conditions of employment for the Teachers; and so the following procedures are hereby adopted.

 

 

ARTICLE I - RECOGNITION

1.      Pursuant to the provisions of (M.G.L.) Chapter 150E, this contract is made this first day of September, 2013 by the Southwick-Tolland-Granville Regional School Committee, and the Southwick-Tolland-Granville Education Association, Inc.

2.      The Southwick-Tolland-Granville Education Association, Inc. shall herein be referred to as the “Association” for the purposes of this agreement.

3.      The Southwick-Tolland-Granville Regional School Committee shall herein be referred to as the “Committee” for the purposes of this agreement.

4.      The Committee recognizes the Association for the purposes of collective bargaining as the exclusive representative of a Unit A, consisting of all qualified teachers, guidance counselors, computer coordinators, School Adjustment Counselors, Physical and Occupational Therapists, Behavior Specialist, Speech Pathologist, School Psychologists, School Nurses, department heads and adult education and to establish Appendix B salaries. Instructional Coaches are excluded from the bargaining unit.


ARTICLE II - AGENCY SERVICE FEE

The Committee recognizes the Southwick-Tolland-Granville Education Association/ MTA/NEA, as the sole and exclusive bargaining agent of all employees in Unit A on matters of wages, hours, and other terms and conditions of employment for the life of this Agreement.

 

1.      Effective thirty (30) days after execution of the Agreement or the commencement of employment, whichever comes later, each employee, in accordance with the M.G.L. c. 150E, §12, shall be required to pay the agency service fee to the Association.

2.      The Association will be solely responsible for enforcing the provisions of this Article.  The Committee will not be responsible to enforce any provision of the Article.

3.      The Association will indemnify, defend and hold harmless the Committee against any and all claims, actions or lawsuits of any kind or description, whether at law or in equity, and whether based on statute, constitution or common law, made or instituted against the Committee or its agents, employees or administrators, resulting from this Article.  Specifically, the Association will have no right of action by way of contribution, counterclaim or other basis against the Committee.  Should any administrative agency or court of competent jurisdiction find the Committee liable for any damages as a result of this Article, the Association will pay any and all of those damages, including interest and charges.

4.      If any court of competent jurisdiction determines that any part of this Section 1, 2, or 3, is unconstitutional, in violation of statute, or otherwise unenforceable, all of the other parts of this 1, 2, and 3, will be null and void.

5.      The agency service fee shall be calculated in accordance with the provisions of the M.G.L. c. 150E, §12, and applicable state and federal constitutional law and shall not be paid by employees to remain members in good standing with the Association.

 

ARTICLE III - NEGOTIATIONS PROCEDURE

1.      During negotiation, the Committee and the Association will present relevant data, exchange points of view, and make proposals and counterproposals.  Either party may, if it so desires, utilize the services of outside consultants and may call upon professional and lay representatives to assist in the negotiation.

a.       If the negotiations described in this Section 1 have reached an impasse, the procedure described in M.G.L. Chapter 150E, will be followed.

2.      Before the Committee adopts a change in policy which affects wages, hours, or any other condition of employment which is not covered by the terms of this Agreement and which has not been proposed by the Association, the Committee will notify the Association in writing that it is considering such a change.  The Association will have the right to negotiate with the Committee provided that it files such a request with the Committee within five (5) school days after receipt of said notice.

a.       Any agreement reached with the Committee, will be reduced to writing, will be signed by the Committee and the Association, and will become an addendum to this Agreement.


3.      The parties agree that all negotiable items have been discussed during the negotiations leading to this Agreement and therefore agree that negotiations will not be re-opened on any item specifically covered by this Agreement, during the life of this Agreement.  The above will not preclude the parties from mutually agreeing to re-open any item(s).

 

ARTICLE IV - GRIEVANCE PROCEDURE

 

1.      A “grievance” is a claim based upon an event or condition which affects the welfare and/or conditions of employment of a teacher or group of teachers and/or the interpretation, meaning, or application of any of the provisions of this Agreement or any subsequent agreement entered into pursuant to this Agreement.

2.      An “aggrieved person” is the person or persons making the claim.

3.      A “Party in interest” is the person or persons making the claim and any person who might be required to take action or against whom action might be taken in order to resolve the claim.

4.      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 welfare or working conditions of teachers.  Both parties agree that these proceedings will be kept informal and confidential as may be appropriate at any level of the procedure.

5.      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.

6.      A “grievance” shall be deemed to have been waived, and shall not be further processed under this grievance process if it has not been presented or pursued within those time limits herein set forth.  The time limits specified may be extended by a mutual agreement in writing.

7.      Level One - A teacher with a grievance will present it, in writing, to his/her building principal, either directly or through the Association, or appointed representative of the Association within fifteen (15) school days of the time of the teacher or the Association knew or should have known of the act or condition on which the grievance is based.  The building principal will respond in writing within five (5) school days of receipt of the written grievance.

8.      Level Two - If the grievance is not resolved to the satisfaction of the grievant and/or the Association within five (5) school days after submission at Level One, the teacher or the Association may present the grievance in writing to the Superintendent within ten (10) School days.

If in the judgment of the Association and within fifteen (15) school days of the time of the teacher or the Association knew or should have known of the act or condition on which the grievance is based, a grievance affects a group or class of teachers, the Association may submit such grievance in writing to the Superintendent directly and the processing of such grievance will be commenced at Level Two.  The Association may process such a grievance through all levels of the grievance procedure even though the aggrieved person does not wish to do so.

The Superintendent will meet with the Association within ten (10) school days of receipt of the written grievance.  The Superintendent will respond in writing within five (5) school days of the meeting.

9.      Level Three - If the grievance is not resolved to the satisfaction of the grievant and/or the Association, the grievant and/or the Association may present the grievance in writing to the School Committee within ten (10) school days of the date the Superintendent’s written response was due.  The School Committee will schedule a hearing of the grievance at its next regularly scheduled meeting or within fifteen (15) school days whichever is sooner.

10.  Level Four - If the grievance is not resolved to the satisfaction of the Association within ten (10) school days, after being heard by the School Committee, the Association may submit the grievance for arbitration.  The Association will have an additional ten (10) days from this time to decide if it will submit the grievance to arbitration.

a.       Only a grievance involving a claim that the School Committee has violated, misinterpreted, or misapplied any of the provisions of this agreement or any subsequent agreement entered into pursuant to this agreement shall be subject to arbitration.

b.      The School Committee and/or the Association may submit the grievance to the American Arbitration Association for disposition in accordance with the appropriate rules of the said American Arbitration Association.

c.       The decision of the arbitrator shall be final and binding on the School Committee, the Association, and the grievant(s).  The arbitrator shall be bound by all the terms of this Agreement and shall have no power to add to, subtract from, or in any way modify its provisions.

d.      The expenses for such arbitrators’ fees shall be shared equally by the School Committee and the Association.

11.  No reprisals of any kind will be taken by the School Committee or by any member of the administration against any party in interest, any member of the Association, or any other participant in the grievance procedure by reason of such participation.

12.  Decisions rendered at Levels One, Two, Three, and Four of the grievance procedure will be in writing setting forth the decision and the reasons therefore and will be transmitted promptly to all parties in interest and to the representative of the Association.

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

14.  Forms for filing grievances, serving notices, taking appeals, making reports and recommendations, and other necessary documents will be jointly prepared by the Superintendent and the Association and given appropriate distribution so as to facilitate operation of the grievance procedure.

 

ARTICLE V - SALARIES

1.      Appendix A, Schedules I, II, and III attached hereto, shall be, and hereby is, incorporated herein and made a part of this contract.

2.      Appendix B, attached hereto shall be, and hereby is, incorporated herein and made a part of this contract.

3.      Teachers shall be paid as follows:

a.       Regular two (2) week periods during the school year with the balance of the paychecks to be issued in June.

4.      If the designated payday falls after a holiday, or after a vacation period, every effort will be made to pay Teachers on the day before the holiday or vacation period commences.

5.      Teachers shall be given the option of direct deposit of their salary paycheck to the bank of their choice.

6.      Teachers entering the school system other than at the beginning of the school year shall be considered employed for the full year for the purposes of receiving increments and/or longevity provided such teacher has taught for one-hundred (100) days or more.

 

ARTICLE VI - SUBSTITUTE TEACHERS AND TUTORS

1.      Whenever any teacher is absent, the Committee will make every reasonable effort to secure a substitute.

2.      Tutors appointed for authorized home tutoring by the Committee, will be chosen from a list of volunteer applicants.  Consideration will be given to a teacher’s major and minor field of study, quality of teaching performance, and length of service in the Southwick-Tolland-Granville Regional School System.

3.      Regular full-time teachers will be given first consideration for employment as tutors.

 

ARTICLE VII - TEMPORARY LEAVES OF ABSENCE

1.      Paid temporary leaves of absence defined in numbers 2-7 below will be in addition to any sick leave accumulated by the teacher, and must be taken in half-day or full-day increments.

2.      A maximum of three (3) days of absence will be allowed for religious observances during the school year.

3.      The Committee agrees to remunerate the difference between an employee’s wages, on a per diem basis, and any compensation received for time spent on Jury Duty.  An employee actually serving on Jury Duty or who actually reports to Court for jury service as required by said Court for any portion of the workday shall receive his/her regular rate of pay for each day served, reduced by the amount of jury pay received from the Court.  (Jury pay received for service on non-working days shall not be deducted from the employee’s pay.)  Jury pay, however, shall not include any meal or travel expenses paid by the Court.  The normal pay of an employee shall not be interrupted by Jury Duty.  However, if the employee has not reimbursed the School District for Jury pay within two (2) weeks of receiving such pay, the District shall deduct said amount from the employee’s pay.  Verification of jury duty will be required and filed in the employee’s personnel file.

An employee who is required by the School Committee to appear in court on behalf of the School District shall be considered to be on working time during such appearance.

An employee who is subpoenaed to testify at a court trial as a result of his/her employment with the School District shall also be considered on working time provided the employee is not a party plaintiff in a non-criminal matter or the defendant in a criminal matter on a work day.  In the sole discretion of the Superintendent, an employee who is subpoenaed to testify at a court trial as result of his/her employment with the School District and who is the defendant in a criminal matter on a work day may be considered on working time.

4.      A maximum of five (5) teacher days annually for the system, will be allowed for Association Representatives to attend meetings, conferences, and/or conventions of the Massachusetts Teachers Association (MTA) or the National Education Association (NEA).  Up to five (5) additional days may be added at the discretion of the Superintendent.

a.       The Association will notify the Superintendent in writing five (5) school days in advance of the members who are to attend specified events along with the duration of their absence.

b.      The above does not preclude the Superintendent from granting approval to individuals for meetings which are conducted primarily for the improvement of instruction as contrasted with those which have to do primarily with other business of the respective Association.

5.      Two (2) personal days may be taken per school year.  The Superintendent, within his/her sole discretion, may also grant one (1) additional personal day for compelling personal reasons.  Personal day requests must be submitted in writing to the Principal at least two (2) work days before the day is actually taken, and prior approval to take a personal day must be obtained from the Superintendent.  No more than five (5) teachers may be absent from each building on any given day.  If more than five (5) teachers per building apply for a given day, then allowance for personal days will be given based on order of request starting with the first request.  During the month of May, personal days may not be taken on Mondays or Fridays.  Teachers can request a meeting with the Superintendent in order to discuss whether the Superintendent will grant a waiver due to exceptional circumstances.  Any such waiver is at the sole discretion of the Superintendent.  Personal days shall not be used to extend a vacation or a holiday.

6.      Longevity Day - In addition, there will be one (1) longevity day for teachers with 15 or more years of service in the district.  A 48-hour notice will be given to the Superintendent for the longevity day.  No more than five (5) teachers may be absent from each building on any given day.  The Longevity Day shall not be used to extend a vacation or a holiday.  If more than five (5) teachers per building apply for a given day, seniority will be used to determine who shall qualify for receipt of the Longevity Day.

7.      Any unused business/legal, personal, or longevity day will be added to the teacher’s sick leave accumulation.

8.      A maximum of twenty (20) days in total may be taken annually for the following:

a.       One to five (5) calendar days’ leave of absence may be taken at one time in the event of death in the immediate family.  Immediate family will be considered to be spouse, sons, daughters, step-children, father, mother, brothers, sisters, grandparents, and in-laws.  Any others will be at the discretion of the Superintendent of Schools.

b.      Non-consecutive periods of five (5) days emergency leave may be taken annually for each member of the immediate family. Days in excess of ten (10) to be charged against the teacher’s sick leave account.   Immediate family will be considered to be spouse, sons, daughters, step-children, father and mother.

c.       One to five (5) days emergency leave of absence may be taken annually for brother, sisters, grandparents, and significant others who reside in the same domicile as the member of the unit.

d.      Any other situations will be considered at the discretion of the Superintendent of Schools.

e.       Bereavement Day.  No more than five (5) teachers may be absent from each building on any given day.  If more than five (5) teachers per building apply in a given day, seniority will be used to determine who shall qualify for receipt of the Bereavement Day.

9.            Other requests for paid absences may be reviewed by the Superintendent of Schools.

10.        Personal absence, which has been authorized by the Superintendent, will be deducted from the teacher’s salary at the rate 1/184 of the annual salary.

ARTICLE VIII - SICK LEAVE

1.      Fifteen (15) days of sick leave will be allowed each school year (pro-rated at one and one half (1 1/2) days per school month), and one hundred eighty-four (184) days of sick leave may be accumulated.

2.      Sick leave exceeding accumulated leave will be deducted from the teacher’s pay at the rate of 1/184 of the annual salary per day.

3.      The Superintendent of Schools may request a doctor’s certificate for absence due to illness after three (3) consecutive days or on days before or after a holiday or vacation, or in cases where abuse is suspected.

 

ARTICLE IX - SICK LEAVE BANK

1.      It shall be the policy of the Southwick-Tolland-Granville Regional School Committee to establish a Sick Leave Bank, the purpose of which shall be to enable the members of the bargaining unit covered by the current working agreement between the Southwick-Tolland-Granville Regional School Committee and the Southwick-Tolland-Granville Education Association to voluntarily contribute a portion of their sick leave accumulation for use by a participating member whose sick leave accumulation is exhausted through prolonged illness.

2.      Eligibility for membership in the Sick Leave Bank is gained by:

a.       Agreement by an applicant to contribute one earned sick leave day to the bank.  This agreement must be in written form.

b.      Application for membership is through the Southwick-Tolland-Granville Education Association Sick Leave Bank Committee via the President of the Association.

c.       The initial list of participating members shall be posted not later than thirty (30) days after the implementation of the Sick Leave Bank, and a supplementary list will be posted as required.

d.      Applications for membership to the Sick Leave Bank may be made upon completion of thirty (30) working days.

e.       A participating member is one who has contributed an earned day, and remains a member until such time as the Bank is depleted.

f.       Payments from the Sick Leave Bank are made on a teaching workday basis.

g.      The bank will be considered depleted if its number of days on deposit goes down to one-third (1/3) of the number of participants.  Then all participants will be assessed an additional day.

h.      Anyone using sick days from the bank should make every effort to pay back to the bank the days they have taken.  Arrangements for repayment shall be made through the Sick Leave Bank Committee.

3.   The Sick Leave Bank Committee shall consist of-

a.       One member of the Southwick-Tolland-Granville Regional School Committee;

b.      One Southwick-Tolland-Granville Education Association member from each school in the system;

c.       The President of the Southwick-Tolland-Granville Education Association;

d.      The Superintendent of Schools.


 

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

a.       To govern all phases of the Sick Leave Bank, including the option to accept or reject an application for sick leave.

b.      All decisions may be appealed back to the Sick Leave Bank Committee for hearing or review through their respective representatives.

c.       After such hearing, all decisions of the Sick Leave Bank Committee will be the final recommendation to the School Committee.

d.   A review of long-term cases will be in order after each thirty (30) day withdrawal, and an attending physician’s statement must be forwarded to the Sick Leave Bank Committee by the attending physician.

5.      The benefits of the Sick Leave Bank are as follows:

a.       Participants must exhaust all accrued sick days before drawing from the Sick Leave Bank.

b.      Application to the Sick Leave Bank Committee may be made prior to expiration of sick days, including certification by a physician, to expedite benefits;

c.       A maximum benefit of one full year, 184 days, of sick leave may be drawn from the Sick Leave Bank.  Sick days are defined as teaching days excluding holidays and vacations.

6.      The recommendations of this Sick Leave Bank Committee will be forwarded to the School Committee for their final approval.  The School Committee decision will be final and binding and not subject to the grievance procedure.

7.      TOTAL DISABILITY - A member shall be considered totally disabled only while he/she satisfies both of the following conditions: (1) he/she shall not be engaged in his/her or any other gainful occupation, and (2) he/she must be completely unable, due to sickness or bodily injury or both, to engage in any and every gainful occupation for which he/she is reasonably fitted by education, training, or experience.

8.      To account for the Granville teachers’ sick leave bank, one hundred and eighty (180) days shall be added to the Southwick-Tolland-Granville teachers’ sick leave bank on September 1, 2013.

 

 

 

SICK LEAVE BANK APPLICATION FORM

 

 

APPLICANT’S NAME (PRINTED):

 

 

SCHOOL:

 

DEPARTMENT OR POSITION:

 

 

I hereby apply to participate in the Sick Leave Bank as established by the Southwick-

Tolland Regional School Committee in September 1973.

As part of my acceptance, I agree to contribute to the Sick Leave Bank one earned sick leave day from my accrued sick leave.

Further, I accept all the conditions specified in the Southwick-Tolland-Granville Regional School Committee and Southwick-Tolland-Granville Education Association’s Sick Leave Bank Policy.

 

 

 

 

 

SIGNATURE OF APPLICANT

 

DATE

ARTICLE X - EXTENDED LEAVES OF ABSENCE

 

1.      A leave of absence without pay of up to two years will be granted to any teacher with professional teacher status who joins the Peace Corps or serves as an exchange teacher, and is a full-time participant in either of such programs.  Upon return from such leave, a teacher will be considered as if he/she were actively employed by the Committee during the leave and will be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent.

2.      Maternity Leave - Sickness caused or contributed to by pregnancy, miscarriage, childbirth, and recovery therefrom shall be treated as temporary disability under the provisions of this agreement.  The Superintendent may require a physician’s certificate attesting to the period of such sickness, and during such sickness the teacher shall at her option be entitled to the use of any accrued sick leave.

a.       Pregnancy or childbirth shall not be the basis for termination of employment or compulsory resignation.

b.      Maternity leave of up to one (1) year, without pay, will be granted upon request in writing to the Superintendent of Schools.  An additional one (1) year leave of absence may be granted for the purpose of child-rearing at the request of the teacher, and the approval of the School Committee.

3.      Paternity or Child-rearing Leave of up to one year without pay will be granted at the written request of the teacher to the Superintendent of Schools.  An additional year may be granted at the request of the teacher with the approval of the Superintendent of Schools.

4.      Sabbatical Leave is available to members of the professional staff subject to the following conditions:

a.       Application is open to any full-time professional staff member who has completed twelve (12) years of continuous service in the employ of the School Committee.  Application shall be made in writing to the Superintendent no later than January 15, preceding the academic leave-taking year.  Such Application will be in the form of a planned program; providing for the professional growth of the individual applying, and shall be beneficial to the school system.

b.      The application shall be reviewed by a sub-committee consisting of:

1 School Committee Member

The Superintendent

1 Representative teacher elected by the Association

      The sub-committee shall bring their recommendation before the School Committee no later than March 1, and the School Committee shall make a decision on the applicant no later than April 15.  Notification to the applicant of the decision shall be made at the earliest possible time.

 

c.       Sabbatical Leave may be granted to a maximum of two (2) applicants per school year.  Sabbatical Leave may be granted for either one full year of 1/2 year duration.

d.      Applicants recommended by the sub-committee and approved by the School Committee shall be paid 1/2 of their regular salary for the duration of the leave.

e.       For salary schedule purposes, the time spent on Sabbatical Leave shall count as an equivalent amount of time of teaching service and includes all the accumulation of sick and health benefits normally provided by the School Committee.

f.       Singularity of application does not presuppose approval.

g.      No sub-committee member is eligible to consider his/her own application.

h.      A written report from the leave-taker will be filed with the Superintendent within three (3) months of the end of the Sabbatical Leave.

      The teacher will agree to return to employment in the Southwick-Tolland-Granville Regional School System for one (1) full year in a semester’s leave and two (2) full years in the event of a full year’s leave, in accordance with M.G.L. c. 71 §41A

5.      Other leaves of absence of up to one (1) year without pay may be granted by the Committee.

6.      Teachers on extended leave of absence must notify the Superintendent, in writing, at least thirty (30) days prior to the intended expiration of the leave or February 1st of the previous school year, whichever occurs sooner, of intent to return from leave.  This requirement may be deferred to June 30 in cases of medical emergency.

7.      Family and Medical Leave – The District agrees to comply with the provisions of the Family and Medical Leave Act (FMLA) and any amendments thereto.

 

 

ARTICLE XI - ACCIDENT AND HEALTH INSURANCE

 

1.      The Southwick-Tolland-Granville School Committee will renew and pay the maximum percentage permitted by law of the cost of the following types of insurance coverage as provided by M.G.L. c. 32B and as voted by the School Committee.

a.       A $10,000 term life insurance plan of the type presently available to teachers.

b.      Individual or family coverage, whichever applies in the particular case, for appropriate health coverage equivalent to that presently available to teachers and/or retired teachers.  Current and retired teachers shall have the option of either an H.M.O. plan or a P.P.O. plan (Blue Cross/Blue Shield Master Medical Plan is no longer an option).

c.       Insurance riders will be made available to the bargaining unit members provided the rider conforms to State Laws (32B) and the insurance carrier(s) clauses as contracted by the Regional District and as bargained by the Association.

d.      The District shall pay 50% towards Delta Dental Plan and the individual or family shall pay 50%.

2.   The School Committee shall maintain a Cafeteria Plan of the type authorized by Chapter 697, Section 132 of the Acts of 1987, for the single purpose of enabling teachers to pay their share of the premiums for their health insurance with pre-tax earnings.

3.   The Committee agrees to continue to offer non-deductible plans through June 30, 2016, unless said plans are no longer offered by the Berkshire Health Group.  The Committee agrees to pay for the administrative costs of a Flexible Spending Account for bargaining unit members.

 


 

ARTICLE XII - PAYROLL DEDUCTIONS

 

1.      Tax-Sheltered Annuities.  Teachers will be eligible to participate in tax sheltered annuity plans, in conformity with M.G.L. c. 71 §37B.  If a teacher wishes to modify the amount of the payroll deductions or change the party to whom the payroll deduction is to be sent, the teacher must notify the business office of this intent in writing.  No individual may change their TSA more than twice in one school year.  Changes will be made by the Administration as soon as possible.

2.      Accident and Health Insurance.  Payroll deductions of insurance premiums will be made upon mutual agreement between the teacher and the School Committee.

3.      Dues Deduction - The School System agrees to deduct from the salaries of teacher’s dues for the Southwick-Tolland-Granville Education Association, the Massachusetts Teachers Association, and the National Education Association, as said teachers individually and voluntarily authorize the School System to deduct, and to transmit the moneys to the Southwick Tolland Education Association.  The teacher’s authorization and direction for payment of said deduction to the Southwick-Tolland-Granville Education Association will be in writing and filed with the District Treasurer.

a.       The authorization for such deduction may not be changed by the teachers during any school year.

b.      The School Committee agrees that in accordance with the above, it will deduct from the teacher’s salary, in equal installments, an amount authorized for Association dues.  The School System in no event will be liable for the payment of any dues for any teacher under the article.

4.      Payroll Deduction Record - Teachers will be provided with a separate payroll record of payroll deductions.

 

ARTICLE XIII - TEACHER PROTECTION

1.      Assault - Principals and teachers shall be required to report in writing within five (5) school days or ten (10) calendar days, whichever comes first, any case of assault of teachers in connection with their employment to the Superintendent of Schools or his representative.  The Superintendent of Schools or his representative shall acknowledge receipt of such report, and shall report this information to the School Committee.

a.       The alleged assault will be promptly investigated by the principal or his/her designated representative.  Subject to the requirements of the following two paragraphs below, he/she and the Superintendent shall determine what action shall be taken.  This decision will be communicated to the teacher concerned.  If the assault is by an adult who is not a pupil, the school administrator will promptly report the incident to the proper law enforcement authorities.  In any case, (pupil, non-pupil or adult), the School administrator will render all reasonable non-monetary aid to the teacher in connection with handling of the incident by law enforcement, legal, and medical authorities.  Whenever a teacher is absent from school as a result of personal injury occurring in the course of his/her employment, he/she will receive his regular salary less the amount of salary paid by Workers’ Compensation for the period of such absence not to exceed one calendar year, and no part of such absence will be charged to his annual or accumulated sick leave.

2.      Indemnification - So far as permitted by M.G.L. c. 41 §100C as amended by Chapter 572 of the Acts of 1992, the School Committee shall provide indemnification whenever any teacher shall become eligible therefore.

 


ARTICLE XIV - PROFESSIONAL IMPROVEMENT

 

1.      Effective September 1, 1988 teachers are required to earn three (3) credit hours or the equivalent for every three (3) years of service in the Southwick-Tolland-Granville Regional School System.  This professional improvement may be satisfied in the following manner with the prior written approval of the Superintendent:

a.       A teacher must give written notice to the Superintendent of Schools by December 1st of the year preceding that which he/she expects to be eligible for horizontal movement on the salary schedule (for example, notice must be given by December 1, 2013 in order to be eligible for horizontal movement in the 2013-2014 school year).  The teacher must present copies of degrees or transcripts documenting the eligibility for the status change to the Superintendent of Schools no later than August 31st of the year in which the status change is to occur.  A teacher may submit a letter from the appropriate college or university in lieu of the degree or transcript should the office of the registrar indicate that the documents are not available by August 31st.  Failure to meet the timelines above will result in no movement on the salary schedule in the school year in which the status change was to occur (i.e., the horizontal movement will be delayed until the following school year).

b.      A teacher may participate in a teacher workshop which will strengthen or broaden the teacher's background; update teaching theories and methods; keep the teacher abreast with current educational and subject matter, content, trends, and developments; contribute to increasing the quality of the teacher’s service to his/her classes in particular and to the public in general.  Up to three (3) credit hours will be given for the above-stated workshops, or

c.       A teacher may participate in a course offered by the School Committee.  The School Committee shall offer one (1) course each school year - up to three (3) credits depending on the course offered.

d.      A teacher may participate in external conferences.

e.       Beginning September 1, 1998, the formula for converting inservice hours and activity clock hours is thirty (30) hours of approved in-service equals one college credit for the purpose of salary advancement and meeting the professional improvement requirement of #1 above.

 

2.      Any teacher who has attained Masters +30, Masters +45, or 2nd Masters (CAGS) is exempted from Section 1.

3.      Failure to meet the above requirements makes a teacher ineligible for further salary increments until the requirements are successfully met.

4.      The above requirement will be waived if the School Committee fails to offer at least three (3) credits of in-service in each three (3) year period.

5.      Changes in salary column.

      Salary credits will become effective the first workday of the school year. Official notification for all levels of training shall be in the form of an official transcript and/or certified form from the school district, college or university.

a.       Degrees must be awarded or course work completed no later than August 31 of the year in which the status change occurs.

b.      The teacher must present copies of degrees or transcripts documenting the eligibility for the status change no later than thirty (30) days after completing the last requirement or course.  A teacher may submit a letter from the appropriate college or university official in lieu of the degree or transcript should the office of the registrar indicate that the documents are not available within the time limits.

6.      Effective September 1, 2013, the School Committee will reimburse a teacher for the cost of one (1) three credit course each contract year, at an approved institution, successfully completed with a grade of B or better, an amount up to the cost of a three-credit course at Westfield State College in effect at the time the course is taken, but not to exceed $650.00 (note:  a two (2) credit course may be approved and reimbursement shall be up to $435.50).

 

 

7.      Effective September 1, 1990, three (3) in-service credits equal one college credit for purposes of horizontal movement on the wage scale.

 

8.      The District will make every effort to provide teachers with an annual report between July 1st and the end of September indicating the number of District-approved PDP’s that the teachers have earned as of the conclusion of the preceding school year.

 

 

ARTICLE XV - RECERTIFICATION CREDIT

 

The parties agree that the intent of the Education Reform Bill regarding re-certification is to provide the opportunity for individual teachers to fulfill the requirements with professional development at the local district level.  To meet this intent, the Committee agrees to offer inservice programs, curriculum workshops, and/or professional development opportunities that will enable each member of the unit to complete the necessary PDP points by 1999.  To assist in this effort, a joint committee of three (3) members of administration chosen by the School Committee and three (3) members chosen by the Association shall meet to discuss these issues and to provide a form to review the year-by-year progress in meeting the intent of this article.

 

 

ARTICLE XVI - TEACHER FACILITIES AND MATERIALS

 

1.      Physical - The School Committee will make every reasonable attempt to have the following facilities: space in each classroom in which teachers may safely store instructional materials and supplies; a teacher work area containing adequate equipment and supplies to aid in the preparation of instructional materials; and appropriately furnished room to be reserved for the exclusive use of the teachers and staff as a faculty lounge.  Said room will be in addition to the aforementioned teacher work area; a serviceable desk and chair for the teacher in each classroom; a communication system so that teachers can communicate with the main building office from their classroom; a well-lighted and clean male teacher restroom and a well-lighted and clean female teacher restroom; a separate, private dining area for the exclusive use of the teachers and staff; and an adequate portion of the parking lot at each school will be reserved for teacher parking.

2.      Academic - Recognizing the role of the School Committee in the adoption of textbooks and also the professional competence and skills of the staff in relation to textbook selection, the Association and the School Committee agree that the selection of textbooks to be used in the schools shall continue to be cooperatively arrived at through a joint consultation among the teachers, administrators, and School Committee.

3.      The School Committee and the Association recognize that teachers should have the ability to make suggestions and recommendations about the services they render -- i.e., instructional methods, preparation time,  staffing structure, changes in the school day, use of consultants, materials and the allocation of available resources.

To this end, there shall be established a Joint Labor Management Committee, to discuss these and other matters of mutual concern. Said Committee shall consist of three (3) members chosen by the Association, two (2) members chosen by the School Committee, and one (1) administrator or selected by the School Committee.

It is understood that this Committee shall not discuss pending grievances and shall have no power to alter or amend this Agreement.

4.      The Association will have the right to use school buildings, facilities and equipment without cost at reasonable times provided, however, that any additional service cost necessitated by such use shall be paid by the Association.  Requests for, and use of school facilities under this section will, other than stated above, be in full conformity with the established policies of the committee in regard to the use of school facilities.

5.      The Committee agrees to provide the Association with a suitable work area, if available, to be used solely for Association business.  Such work area will include space in which the Association may securely store materials, and a serviceable desk, chair and file system.  The President of the Association will be allowed to install, for Association use, a telephone line and facsimile line at the expense of the Association at a location agreed upon by the principal and/or Superintendent and the Association President.  Use of the telephone line or facsimile shall not interfere with professional responsibilities.

 

ARTICLE XVII - TEACHING LOAD AND ASSIGNMENT

 

1.      The Committee and the Association agree that the size of classes should be educationally desirable.  The Committee and the Association recognize and agree that a teacher’s responsibility to his/her students and his/her profession generally entails the performance of duties and the expenditure of time beyond the regular work day, but that time and work schedules can and should be established applicable to teachers in the normal course of their employment.

2.      No later than the preceding June 1st teachers will be notified in writing of their programs for the coming school year, including the schools to which they will be assigned, the grades and/or subjects that they teach, any special or unusual classes that they will have.  If unforeseeable circumstances arise after June 1, teachers will be notified as soon as possible by certified mail of changes in their assignment(s).  In order to assure that pupils are taught by teachers working within their areas of competence, teachers will not be assigned except temporarily and for good cause, outside the scope of their teaching certification, and or their major or minor field of study. 

3.      The Committee and the Association acknowledge that a teacher’s primary responsibility is to teach, and that this energy should, to the extent possible, be utilized to this end. Therefore, non-professional assignments shall be kept to a minimum.  Teachers will be relieved of sidewalk duty, collecting lunch money, and keeping attendance registers.

4.      Positions which will be vacant for at least one semester will, to the extent possible, be filled by personnel who have met state certification requirements.

5.      There will be a thirty (30) minute duty-free lunch period for all teachers.

6.      No member of the bargaining unit as defined in this agreement shall be laid-off or terminated because of the sub-contracting of work presently being performed by members of the unit.  Anything in this section to the contrary notwithstanding, the Committee reserves the right to enter into collaborative agreement as provided in M.G.L. c. 40 §40E.

7.      When a special teacher assumes the responsibilities of the classroom the regular teacher may absent himself/herself from the classroom to use the time for preparation.  Every effort will be made to ensure at least 175 minutes preparation time per week for each pre K-4 teacher.

Effective upon the commencement of the 2014-2015 school year, every effort will be made to ensure at least 175 minutes of preparation time per week for each pre-K – Grade 6 teacher.

8.      Every effort will be made that all teachers in Grades 5 through 12 have a minimum of five (5) free periods per week.  These periods are to be used as preparation time.  Teachers in the high school will have one (1) preparation block per day scheduled for preparation time and no assigned non-teaching duties other than homeroom and hallway passing time supervision during the normal teacher day.  The high school principal will make class assignments in consultation with the department chair recognizing the desirability of no more than two (2) preparations per semester.

Effective upon the commencement of the 2014-2015 school year, every effort will be made to ensure that all teachers in Grades 7 – 12 have a minimum of one (1) preparation period per day or five (5) preparation periods per week.  These periods are to be used as preparation time.  Teachers in the high school will have no assigned non-teaching duties other than homeroom and hallway passing time supervision during the normal teacher day.  It is recognized that the 7-12 school and the Powder Mill School need revised schedules.  The schedules will be developed with input from a scheduling committee comprised of teachers and administrators.  The Association will have three (3) representatives on the committee.  The new schedules will be implemented upon the commencement of the 2014-2015 school year.  The high school principal will make class assignments in consultation with the Department Chairpersons, recognizing the desirability of no more than two (2) preparations per semester.

9.      Within each building every effort will be made that all non-teaching duties normally required will be assigned to all professional staff members employed by the Committee on an equitable basis.

10.  When a teacher voluntarily agrees to cover a regular class during his/her preparation period he/she will be compensated according to a schedule set forth in Appendix A.

11.  Teachers will not be required to drive pupils to activities which take place away from the school building.

12.  Each Unit A professional who is required to use his/her own vehicle in the performance of his/her duties, excluding normal commuting, will be compensated per mile at the district rate.

 

ARTICLE XVIII - TEACHER EVALUATION

The Committee and the Association have agreed to implement and abide by the attached evaluation system, which is hereby made an Appendix to this Agreement.

 

ARTICLE XIX - SPECIALISTS

 

1.   The Committee and the Association recognize the fact than an adequate number of competent specialists is essential to the operation of an effective educational program.

 

 


ARTICLE XX - VACANCIES AND NEW POSITIONS

 

1.      Every teacher in the Southwick-Tolland-Granville Regional Schools will be eligible to apply for any vacancy or new position, full or part-time, in the Southwick-Tolland-Granville Regional Schools regardless of level or present teaching position.  Notice of all possible vacancies or new positions will be posted in each school at least seven (7) school days before the position is to be filled, and will remain posted until the application deadline is reached.  During the summer months, in addition to the usual posting procedure (as mentioned above), the Superintendent shall send a notice of such vacancy to the Association President ten (10) days prior to notice of filling the vacancy.  The posted notices will clearly set forth the following:

a.       Qualifications for the position.

b.      Duties.

c.       Rate of Compensation.

2.      All qualified teachers will be given adequate opportunity to make application for such position and the principal and/or superintendent as applicable agrees to give due weight to the professional background and attainments of all applicants, the length of time each has been in the school system and other relevant factors.  In filling such vacancies, first consideration will be given to qualified teachers already employed by the Committee.  If all the factors for selection are relatively equal, preference for appointment will be given to the teacher already in the employ of the Committee.  Each teacher applicant shall be granted an interview by the principal and/or superintendent or his/her designee as applicable before the appointment is made.

 

ARTICLE XXI  SEVERANCE PAY/SICK LEAVE BUYBACK

 

1.  (a)   Upon accumulation of 184 sick days, an additional eighteen (18) sick days per year may be accumulated in a “severance pay account.”

(b)  Sick days used for illness, etc., will be deducted from accumulated sick leave. Days may not be taken from the “severance pay account” and used as regular sick time.

(c)  Each teacher will receive credit for up to eighteen (18) days per year for each year of service in which he/she had accumulated at least 184 days of sick leave as of the first day of school in that year.  Total sick days used in each year of service will be subtracted from eighteen (18) days and the remainder will be added to the severance pay account for that year.

(d) Upon retirement or resignation, after fifteen (15) years of cumulative service in the school system, an amount calculated according to the formula below, will be paid to the teacher, or in the event of death, to his/her estate.  Said payment will be added to the teacher's final pay.

      Formula:    15-30 years - service rate        =.10

                        31-40 years - service rate        =.105

                        41 plus years - service rate      =.11

      1/184 (teacher’s pay) x service rate x (accumulated sick days + accumulated severance pay days) = severance pay amount.

2.      Notification of intent to retire or resign must be submitted by January 15 of the year previous to the intended final year of employment to permit payment at the beginning of the next school year, otherwise, payment will be at the beginning of the following school year.

3.      In case of death or incapacitating injury or illness, the one (1) year notification shall be waived by the School Committee.

4.   The District will make every effort to provide teachers with an annual report between July 1st and the end of September indicating the number of sick days that the teachers have accumulated in the severance pay account as of the conclusion of the preceding school year.

ARTICLE XXII - EARLY RETIREMENT INCENTIVE

 

1.      a)  A full-time member of Unit A with ten (10) or more cumulative years of employment in the Southwick-Tolland-Granville Schools who, before January 15 of the school year prior to the year in which retirement takes place to permit payment at the beginning of the next school year, otherwise, payment will be at the beginning of the following school year, gives notice of intent to retire or resign shall be entitled to a one time separation benefit payable at the time of retirement or resignation. 

b)  Early retirement incentive twenty percent (20%) after retiring with state system.  Retirement must be effected within one (1) year after termination of employment in order to be eligible for the incentive with notice. 

2.      Full-time members of Unit A who retire or resign under the above conditions will receive the following compensation:

                                    No age limit = 20% of current salary

3.      This benefit will only be available for eligible members who were employed by the Committee prior to April 1, 1998.

 

ARTICLE XXIII - REDUCTION IN FORCE

1.      In the event it becomes necessary to reduce the number of employees in the bargaining unit, the Committee will take into consideration the teacher’s area of certification, quality of teacher performance, and length of service in the school system, and when all factors that constitute teacher's area of certification and quality of teacher performance are relatively equal, length of service in the school system shall prevail. 

2.      An employee whose position is eliminated shall: replace the employee with the lowest seniority anywhere within the school system in an area in which the laid-off employee is qualified or becomes qualified by the time the reduction-in-force becomes effective.

a.       “Qualified” means that the teacher has on file with the Superintendent’s office evidence that he/she possesses the necessary qualification or can obtain said qualifications by the effective date of his/her layoff which is the beginning of the school year.

b.      “Seniority shall mean the employee’s last date of hire in the Southwick-Tolland-Granville Regional School District or in each of the districts which regionalized to constitute the Southwick-Tolland-Granville Regional School District.  Effective September 1982, part-time teacher's seniority will be pro-rated on the above. (Example: A 1/2 time teacher will receive 1/2 year seniority for each year of employment as a 1/2 time teacher.)

      Teachers shall be credited for seniority purposes with all time spent on any leave of absence provided for in this Agreement.

c.       In cases involving teachers who have identical seniority, preference for retention shall be given to the teacher who has achieved the highest level of training.

3.      Employees being considered for lay-off will be notified by June 1 of the school year preceding that in which they will no longer be employed.

4.      Released employees shall be notified by certified mail to their last address of record and given first preference for positions as they develop, providing an affirmative reply by certified mail is received by the office of the Superintendent of Schools within fifteen (15) days of issuing such notice.

5.      In the event it becomes necessary to reduce the number of assistant principals, she/he will be returned to a teacher status according to her/his certification and seniority in Unit A at the time he/she assumed the assistant principal position as long as the least senior member of Unit A has less seniority.

6.      The association president will be notified by June 1 of any position(s) being considered for elimination and employee(s) being considered for layoff.

 

ARTICLE XXIV - RECALL

 

1.      Laid-off employees shall retain the right to call back for a period of two (2) years from the date of their respective lay-off.

2.      Qualified employees shall be re-hired in the inverse order of their release, and all benefits to which an employee was entitled at the time of his/her lay-off including salary step attained and accumulated sick leave shall be restored in full upon re-employment within the recall period.

3.      Laid-off employees may continue group insurance coverage available through the Committee during the recall period by reimbursing the Committee for premium costs.  Failure to forward premium payment to the Committee on a previously stipulated schedule or refusal to return to employment upon notice of position opening will terminate this option.

4.      A list specifying the seniority of each member of the bargaining unit shall be prepared by the Committee and forwarded to the Association President within thirty (30) days following execution of this Agreement.  An updated seniority list shall be supplied by the Committee annually thereafter on or before October 15 of each year.

    1. If the teacher or Association does not file a grievance within thirty (30) school days after an up-dated seniority list is verified by the Association president, all grievances regarding the seniority portion of said list shall be waived.  The Association president will have twenty (20) school days to verify such seniority list.

 

 

ARTICLE XXV - INVOLUNTARY TRANSFER

 

1.      Although the Committee and the Association recognize that some transfer of teachers from one school to another is unavoidable, they also recognize that frequent transfer of teachers is disruptive to the educational process and interferes with optimum teacher performance.  Therefore, they agree as follows:

a.       When a transfer is necessary, qualified volunteers will be transferred first.

b.      When involuntary transfers are necessary, a teacher’s area of competence, teacher’s area of certification, quality of teaching performance, and length of service in the school system will be considered in determining which teacher is transferred.  Teachers being involuntarily transferred will be transferred only to the available position most comparable to the one they previously held.  An involuntary transfer will be made only after a meeting between the teacher involved and the Superintendent (or his designee), at which time the teacher will be notified in writing of the reasons of the transfer.

c.       Notice of transfer will be given to teachers as soon as practicable and under normal circumstances not later than June 1.

d.      In the event the teacher is dissatisfied with the transfer, appeal may be made to the School Committee.  Such appeal to be made within fourteen (14) days from the date of notification or transfer.  No teacher will be transferred for arbitrary, capricious or punitive reasons.

e.       The School Committee decision regarding Article XXV shall be considered final and binding and shall not be subject to the arbitration procedure as outlined in this agreement.

 

ARTICLE XXVI - WORK DAY

 

It is expected:

1.      That there will be the same seven (7) hour continuous work day for all teachers located in the same building, except where otherwise provided below.

Nurses shall work seven (7) hours each day, including a ½ hour paid lunch.

 

2.      School Hours

a.       Southwick-Tolland Regional High School                       7:30-2:30

            Powder Mill Middle School                                             8:05-3:05

            Woodland Elementary School                                          8:40-3:40

            The times above will not be adjusted by more than five minutes.

b.      There will be two (2) evening Parent/Teacher conferences at all schools per year.  There shall be a three (3) hour early release time on the last school day of the two week period during which conferences are held in the three buildings.

c.       There will be one (1) faculty meeting of one (1) hour maximum after school each month.  This does not preclude additional meetings during the seven (7) hour teacher day when necessary.

3.      That teachers may leave the last school day of each week as soon after closing as possible provided his/her students have been cared for, plans for the next day are completed and details are in proper order.  By the end of each week, teachers will have prepared lesson plans for the following week.

4.      Teachers may mutually agree with principals, subject to the approval of the superintendent, to adjust reporting and leaving times to accommodate special supervision, meetings, or other special demands on a teacher’s time.

 

5.      For the 2010-2011 and 2011-2012 school years, the School Committee and the Southwick Education Association agree to allow teachers and administrators at the high school to implement pilot or alternative scheduling options for classes described in the Program of Studies.  It is also acknowledged that any permanent change to the high school schedule would require the negotiation of new or changed language for this article.  If the parties cannot reach an agreement on the new schedule, the schedule will revert to the one in effect for the 2009-2010 school year.

ARTICLE XXVII - WORK YEAR

 

1.      The work year of teachers will begin no earlier than the last Monday in August and terminate no later than June 30, but will in no event, be longer than one hundred eighty-four (184) days (i.e., one hundred and eighty (180) student days, three (3) professional development days, and one (1) opening day).  February vacation will be scheduled for the week in which Presidents’ Day falls and April vacation will be scheduled for the week in which Patriots’ Day falls.  The work year will include days when pupils are in attendance, orientation days at the beginning of the school year, professional development days, conference days and any other days on which teacher attendance is required.  Any work required beyond the one hundred eighty-four (184) days will be reflected in a proportional increase in individual salaries.

2.      Any teacher who is required to work beyond the 184 days as stated above will be notified of such work by May 1st.

3.      The Committee may offer professional and curriculum development activities and similar non-student contact employment opportunities on days other than the 184 teacher days at a rate less than the 1/184th of annual salary per day rate.  These opportunities will be voluntary and there shall be no negative consequence for any teacher who declines to participate in these activities. These opportunities will be scheduled so that a minimum of four (4) hours will be offered to participating teachers on any day.  Where qualifications are substantially equal, seniority in the district will be used to determine selection.  The rate is set forth in Appendix A.

4.      The work year of guidance positions will be as follows:

Guidance Director                                                198 days

High School Guidance Counselor(s)                    190 days

High School Career Facilitator                             190 days

Middle School Guidance Counselor(s)                 190 days

The above days shall be scheduled at the sole discretion of Administration.  In addition, additional days may be required by Administration at the employee’s applicable per diem rate.

5.      Nurses shall work 188 days in a contract year beginning no earlier than August 15, and terminating no later than June 30.  Days worked beyond 188 days must be authorized in advance by the Superintendent and will be compensated at the current per diem rate.

6.   The District will notify the Association as soon as possible regarding any changes to the school calendar.


 

ARTICLE XXVIII – GENERAL

1.      A Committee of Association representatives shall meet once every two (2) months with the Superintendent of Schools or his designee to discuss matters of educational policy, curriculum, and improvement of the educational climate.  Both parties may submit items for the agenda.

2.      For the duration of this contract, members of the Committee along with high school administrators and teachers will jointly meet once each year before April 1 to discuss the impact and educational benefits of block scheduling.

3.      A copy of the agenda and official minutes of all School Committee meetings shall be posted in each school building and made available to the Association President when they become available to the School Committee.

4.      Individual Contracts: The Association and the School Committee mutually agree to adopt the attached revised contract forms.  These include: Teacher’s Initial Contract, (teachers without professional teacher status); Teacher’s Long Term Contract, (fourth year - PTS); and Teacher's Annual Salary Agreement.

 

ARTICLE XXIX-CRIMINAL OFFENDER RECORD INFORMATION CHECKS

The following applies to criminal offender record information (“CORI”) checks pursuant to Chapter 385 of the Acts of 2002:

1.      CORI checks will be conducted once every three (3) years for employees covered by this Agreement, or more often with reasonable cause.

2.      A copy of a CORI report will be available to the employee.  If the CORI report shows any activity, a copy will be sent to the employee.

3.      All CORI reports will be maintained in the Superintendent’s office in separate confidential files.

4.      The Superintendent or other administrator in his/her central office designated by the Superintendent will be the only persons authorized to request CORI checks.

5.      Any disciplinary action taken as a result of CORI checks will be in accordance with this Agreement and/or law.

 

 

ARTICLE XXX-FEDERAL DRUG-FREE WORKPLACE

 

Alcoholism and drug abuse are recognized by the parties to be treatable illnesses.  Without detracting from existing rights and obligations of the parties recognized in the other provisions of this contract, management and the Association agree to cooperate in encouraging employees afflicted with alcoholism or drug abuse to undergo a program designed to rehabilitate the employee.

 

If the employee refuses to avail him or herself of assistance and/or experience this problem more than two (2) times within a five-year period and/or alcoholism or drug abuse impairs work performance, attendance, conduct, or reliability, the normal contractual disciplinary procedures for dealing with problem employees will be used.

 

 


 

ARTICLE XXXI – ANTI-DISCRIMINATION

The Superintendent and the Association agree that there will be no discrimination of employees or in their training, assignment, promotion, transfer, or discipline because of race, creed, color, religion, national origin, political activities, sex, marital status, sexual orientation, gender identity, or participation in any teacher organization activities.

 

 

ARTICLE XXXII – PERSONNEL FILES

Teachers will have the right, upon request and at reasonable times, to review the contents of their personnel file and to request copies of such contents and records as concern his/her work and/or him/herself.  Such review will be conducted in the presence of a member of the school administration or designee of the superintendent.

 

No material derogatory to a teacher’s conduct, service, character or personality will be placed in his/her personnel file unless the teacher has been notified that the material is being placed in his/her file. The teacher will have the right to submit a written answer to such material and his/her answer will be attached to the file copy.

 

 

ARTICLE XXXIII – DISCIPLINE

 

The Association recognizes the authority and responsibility of the Superintendent and/or Principal for disciplining or reprimanding a teacher for delinquency of professional performance.  If any disciplinary action is to be taken against a teacher, he/she will be entitled, at his/her option, to have a representative present.  No such disciplining or reprimanding will be made in the presence of persons not members of the administration or the School Committee or its attorneys unless that person is chosen by the teacher to be present.  The Association will be notified of each instance and may attend if requested by the teacher.

 


 

ARTICLE XXXIV - DURATION

 

1.      Except as otherwise specified, the provisions of this agreement will be effective September 1, 2013 and will remain and continue in effect until August 31, 2016.

 

2.      The provisions of Appendix A (Salary Schedules I, II, & III) will become effective September 1, 2013 and remain in full force and effect until August 31, 2016.

 

3.      Not later than October 1, 2015, the parties will enter into negotiations over a successor agreement.

 

4.      Should no agreement be reached by September 1, 2016, this Agreement will, nevertheless, remain in full force and effect until a successor Agreement is reached.

 

 

SOUTHWICK-TOLLAND-GRANVILLE REGIONAL SCHOOL COMMITTEE

 

SOUTHWICK-TOLLAND-GRANVILLE EDUCATION ASSOCIATION

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

DATE:

 

 

DATE:

 

 

 

 


APPENDIX  A –UNIT A - WAGE TABLE

S.T.G.R.S.D TEACHER SALARY TABLE - 2013-2014

S.T.G.R.S.D TEACHER SALARY TABLE - 2014-2015

B

B15

M

M+30

M+45

2M/CAGS

B

B15

M

M+30

M+45

2M/CAGS

1

38,221

39,269

40,264

41,391

43,082

43,916

1

40,411

41,522

42,574

43,761

45,552

47,323

2

39,814

40,908

41,944

43,114

44,878

46,623

2

42,272

43,252

44,346

45,581

47,451

48,370

3

41,647

42,613

43,691

44,907

46,750

47,655

3

43,851

45,050

46,191

47,482

49,426

50,385

4

43,203

44,384

45,508

46,780

48,696

49,640

4

45,676

46,929

48,120

49,460

51,490

52,483

5

45,001

46,236

47,409

48,729

50,729

51,708

5

47,580

48,891

50,124

51,519

53,633

54,671

6

46,876

48,168

49,383

50,757

52,840

53,863

6

49,912

51,098

52,213

53,669

55,866

56,950

7

49,174

50,343

51,442

52,876

55,040

56,108

7

52,153

53,744

54,387

55,905

58,194

59,321

8

51,383

52,950

53,583

55,078

57,334

58,444

8

54,129

55,602

56,654

58,234

60,618

61,791

9

53,329

54,780

55,816

57,373

59,722

60,878

9

56,255

57,788

59,368

60,660

63,144

64,370

10

55,424

56,934

58,491

59,764

62,211

63,418

10

59,402

61,002

61,700

63,538

66,127

67,059

11

58,525

60,100

60,788

62,599

65,149

66,068

11

65,093

66,039

68,728

70,198

12

64,131

65,063

67,713

69,160

12

69,625

72,436

72,959

13

68,596

71,365

71,880

13

76,860

14

75,724

S.T.G.R.S.D TEACHER SALARY TABLE - 2015-2016

B

B15

M

M+30

M+45

2M/CAGS

Nurses

FY '14

FY '15

FY '16

1

41,017

42,145

43,212

44,417

46,235

48,032

2

42,906

43,901

45,011

46,265

48,163

49,096

5%

1%

1%

3

44,509

45,726

46,884

48,194

50,168

51,141

Bachelor’s Degree

44,864

45,313

45,766

4

46,362

47,633

48,842

50,202

52,262

53,271

Canfield*

65,208

65,208

65,208

5

48,294

49,624

50,876

52,291

54,437

55,491

Master’s

6

50,660

51,865

52,996

54,474

56,704

57,804

Degree

46,216

46,678

47,145

7

52,936

54,551

55,203

56,744

59,067

60,210

8

54,941

56,436

57,503

59,107

61,527

62,718

9

57,099

58,655

60,259

61,570

64,091

65,335

10

60,293

61,917

62,625

64,492

67,119

68,065

11

66,070

67,029

69,759

71,251

12

70,669

73,522

74,053

13

78,013

 



Effective September 1, 2013, Granville teachers will be placed on the salary schedule if the teacher’s current step placement would result in the same or additional compensation.  If placement on the salary schedule would result in a lesser rate of compensation, said teacher will be red-circled at his/her current rate of compensation plus any applicable wage increases, unless or until placement on the schedule would result in the same or additional compensation.

*The nurse currently working at Granville will be red-circled at her current rate of compensation for the life of the contract.  Said nurse will not receive the wage increases listed above.

Effective September 1, 2013, the school nurse leader shall receive a stipend of $2,000 per year.

 

Longevity Pay Table for Service in Southwick and Southwick-Tolland-Granville Schools to be divided among final five (5) checks each year after service of                             

 

 

15-24

$400

 

 

 

25-30

$700

 

 

 

31 or more years

$900

 

 

 

 

 

 

 

Rate for voluntary class coverage (ARTICLE XVII, 10)

 

Up to 30 minutes

$10

 

 

 

Up to 60 minutes

$15

 

 

 

Up to 90 minutes

$20

 

 

 

 

 

 

 

 

Rate for non-required professional & curriculum development (ARTICLE XXVII, 3)

 

 

$25/hour for minimum of 4 hours

 

 

 

 

 

 

Masters plus 45 (MA+45) requires that at least 15 credits are:

 

 

1.                                    In a planned program, or

2.                                     Working toward a second masters of CAGS, or

3.                                     Meeting state administration requirement, or

4.                                    In the teacher’s major field of instruction

 

Teachers assigned to the Granville Village School shall be entitled to all of the benefits contained in the collective bargaining agreement between the Southwick-Tolland-Granville Regional School Committee and the Southwick-Tolland-Granville Education Association, Inc. effective September 1, 2013.  Any benefits and/or other terms and conditions of employment contained in the prior collective bargaining agreement between the Granville School Committee and the Granville Teachers Association shall be null and void, except that any teacher who is currently receiving the $1,500 longevity benefit during the 2012-2013 school year shall continue to receive said benefit (instead of the longevity benefit listed above) until said teachers separate employment with the District.


 

 

 

 

APPENDIX A-1       WAGE TABLE

Granville Professional Staff Salary Information

(Staff not listed are compensated according to the STGRSD Collective Bargaining Agreement - Appendix A)

FY '14

FY '15

FY '16

S. Billings

$66,023

$67,013

$68,018

A. Clendenin

$69,315

$70,355

$71,410

L. Dickinson

$66,023

$67,013

$68,018

M. Haftmann

.6 FTE

$66,023

$67,013

$68,018

W. Jenkins

$66,023

$67,013

$68,018

C. Norwood

$69,315

$70,355

$71,410

L. Schlosser

$59,722

$60,916

$61,830

L. Scorzafava

$66,023

$67,013

$68,018

F. Wackerbarth

.6 FTE

$59,722

$60,916

$61,830

Any of the above teachers who are currently receiving the $1,500 longevity benefit during the 2012-2013 school year shall continue to receive said benefit until said teachers separate from employment with the District.


APPENDIX B

 

SALARY DIFFERENTIALS

  1. Separate contracts shall be initiated for all teacher salary differentials and athletic salary differential positions.
  2. Method of payment for services referenced in Appendix B shall be made in accordance with established procedure unless a lump sum payment at the end of the contract period is requested by the employee. Seasonal coaches will be paid at the end of the contract year.
  3. If a new position is established, the Committee will negotiate with the Association over the appropriate salary for such position.

A.    If there are any substantial changes in the duties of any existing position, the School Committee shall notify the Association of the intended changes. The Association must notify the School Committee within thirty (30) days of such notification its intent to negotiate possible modifications in the salary differentials and/or duties.

  1. The Committee and the Association agree that the performance of the duties as provided below shall be voluntary and subject to the compensation as provided below. All positions shall be posted annually and all assignments for the performance of duties shall be for a period of one school year.
    1. In the event a position is not filled or a teacher is not rehired for the following school year said teacher or the Association may appeal to the School Committee. Such appeal to be made fourteen (14) days from the date of notification that said position is not filled or the said teacher is not rehired. The School Committee’s decision shall be considered final and binding and shall not be subject to the arbitration procedure as outlined in this agreement.

5.      The parties agree to create a Joint Labor Management Committee (JLMC) to review and/or modify the current schedules.  Said JLMC shall consist of up to three (3) members chosen by the Association and up to the three (3) members chosen by the Committee and/or administration.  The JLMC will provide its recommendations to the respective bargaining teams.
APPENDIX B

ACTIVITY

STEPS

 

 

 

2013-2016

ADVISORS

 

 

 

 

 

A.  Class

 

 

 

 

 

Freshman (2)

 

 

 

 

411

Sophomore (2)

 

 

 

 

483

Junior (2)

 

 

 

 

720

Senior (2)

 

 

 

 

820

B.  Debating Team (1)

 

 

 

 

1,181

Judge

 

 

 

 

471

C.  Literary Magazine (2)

 

 

 

 

276

D.  National Honor Society

 

 

 

411

E.  Newspaper

 

 

 

 

1,379

F.  Student Council

 

 

 

 

 

High School (1)

 

 

 

 

1,101

Powder Mill (1)

 

 

 

 

409

G.  Year Book

 

 

 

 

 

High School

 

 

 

 

2,206

Powder Mill

 

 

 

 

411

H.  "As Schools Match Wits"

 

 

 

1,227

I.   Mock Trial Advisor

 

 

 

 

1,227

J.  Model Congress

 

 

 

 

861

CLUBS

 

 

 

 

 

A.  Drama

 

 

 

 

 

High School

 

 

 

 

1,237

Powder Mill

 

 

 

 

908

B.  Computer Club (WES)

 

 

 

 

276

C.  Glee

 

 

 

 

 

High School

 

 

 

 

686

Powder Mill

 

 

 

 

483

Woodland

 

 

 

 

185

D. Lithography/Graphics

 

 

 

 

411

E.  One-Act Plays

 

 

 

 

 

Freshmen

 

 

 

 

325

Sophomore

 

 

 

 

325

Junior

 

 

 

 

325

Senior

 

 

 

 

325

WES

 

 

 

 

325

F.  Ski

 

 

 

 

 

High School

 

 

 

 

411

Powder Mill

 

 

 

 

411

G.  Spanish

 

 

 

 

276

H.  Stage Craft

 

 

 

 

686

I. Powder Mill Activity

 

 

 

 

105

Coordinator

 

 

 

 

647

J.  Powder Mill Intramural

 

 

 

 

105

Coordinator

 

 

 

 

647

K.  SADD

 

 

 

 

266

L.  Diversity

 

 

 

 

1,379

M.  Renaissance

 

 

 

 

1,379

N. STRHS Music Theater Director

 

 

 

1,882

O. STRHS Musical Director

 

 

 

1,882

P. STRHS Choreographer

 

 

 

1,003


APPENDIX B (cont.)

ACTIVITY

STEPS

 

 

 

2013-2016

DEPARTMENT CHAIRMEN

 

 

 

 

A.  2,3 (HS)

 

Bus/Computer -

 

 

2,438

 

 

Tech Ed -

 

 

2,438

 

 

P.E. -

 

 

2,438

B.  4,5 (HS)

 

For. Lang. -

 

 

3,301

 

 

Math -

 

 

3,301

 

 

Fine Arts -

 

 

3,301

C.  6+  (HS)

 

Soc. St. -

 

 

4,133

 

 

Science -

 

 

4,133

 

 

English -

 

 

4,133

D.  Guidance Director

 

 

 

 

4,133

 

 

 

 

 

 

SYSTEM SPECIALISTS

 

 

 

 

 

A.  Band

 

 

 

 

 

HS Director

 

 

 

 

1,099

HS Stage

 

 

 

 

1,099

HS Summer

 

 

 

 

411

PM Director

 

 

 

 

373

PM Summer

 

 

 

 

411

B.  P.M. Team Leaders

 

Gr. 5  -

 

 

2,116

 

 

Gr.  6  -

 

 

2,116

 

 

7/8 Garnet -

 

 

2,116

 

 

7/8 Red -

 

 

2,116

 

 

7/8 Crimson -

 

 

2,116

 

 

Encore -

 

 

2,116

C.  Woodland Coordinator

 

Science -

 

 

1,387

 

 

Math -

 

 

1,387

 

 

Writing -

 

 

1,387

 

 

Soc.St. -

 

 

1,387

 

 

Reading -

 

 

1,387

D.  Peer Education Advisor

 

 

 

1,980

E.  Powder Mill  Coordinators

Sci -

 

 

1,387

 

 

SocSt.-

 

 

1,387

 

 

Math -

 

 

1,387

 

 

L/A -

 

 

1,386

F.  Special Ed. Coordinators

K-4

 

 

2,035

 

 

Gr. 5-8

 

 

2,035

 

 

Gr. 9-12 -

 

 

2,035

 

 

Preschool  - 1/5 salary

 

 

2,035

G.  Curriculum Coordinators (3)

STRHS -

 

 

1,387

 

 

PMMS -

 

 

1,387

 

 

WES -

 

 

1,387

H.  504 COORDINATORS (3)

WES -

 

 

2,035

 

 

PMMS -

 

 

2,035

 

 

STRHS -

 

 

2,035

I. ODYSSEY OF THE MIND

 

 

 

1,386

J.  NEASC Coordinator HS

 

 

 

4,135

K.  AV COORDINATORS (3)

WES -  

 

 

686

 

PMMS -

 

 

686

 

STRHS -

 

 

686

L.  MENTOR

 

 

 

637

ATHLETIC SALARY DIFFERENTIALS

 

  1. Coaching salaries will be based on the following eight (8) criteria:

1.      Hours and time of day involved, to include total hours necessary to prepare and conduct the activity, including number of contests.

2.      Number of students included — to include the average number of students in the activity.

3.      Weekend and vacation time involved — to indicate premium time necessary for supervision of the activity.

4.      Crowd/spectator reaction, public interest and involvement — to indicate the degree or effect of activity performance on spectators and reflection on the coach.

5.      Injury element — to indicate significance of injury responsibility for the coach.

6.      Indoor and outdoor environmental factors — to indicate these factors in relation to the coach’s administration, including travel to and from the activity.

7.      Travel, bus supervision — to consider the amount of bus travel and supervision of students involved in the activity.

8.      Equipment, including care and inventory.


APPENDIX B (cont.)

ACTIVITY

STEPS

 

 

 

2013-2016

SPORTS

 

 

 

 

 

 

 

 

 

 

 

Athletic Director

L1

 

 

 

5,003

 

L2/3

 

 

 

5,898

 

L4/5

 

 

 

6,769

 

L6/7

 

 

 

7,660

 

L8

 

 

 

8,541

 

 

 

 

 

 

Basketball

L1

VB -

 

 

3,548

 

L2/3

JVB - (67%)

 

 

4,051

 

L4/5

VG -

 

 

4,471

 

L6/7

JVG - (67%)

 

 

4,651

 

L8

 

 

 

5,120

 

 

 

 

 

 

Soccer

L1

VB -

 

 

2,514

 

L2/3

JVG - (67%)

 

 

3,013

 

L4/5

VG -

 

 

3,242

 

 

JVG - (67%)

 

 

 

Field Hockey

L6/7

V -

 

 

3,437

 

L8

JV - (67%)

 

 

3,921

Baseball

 

VB -

 

 

 

 

 

JVB -

 

 

 

Softball

 

VG -

 

 

 

 

 

JVG -

 

 

 

Wrestling

 

V -

 

 

 

 

 

Asst. Wrs - (67%)

 

 

 

Track

L1

 

 

 

2,264

 

L2/3

Asst. G -

 

 

2,730

 

L4/5

 

 

 

3,010

 

L6/7

VG -

 

 

3,184

 

L8

VB -

 

 

3,541

 

 

 

 

 

 

Cheerleaders

L1

 

 

 

1,805

 

L2/3

 

 

 

2,164

 

L4/5

 

 

 

2,355

 

L6/7

 

 

 

2,528

 

L8

 

 

 

2,815

 

 

 

 

 

 

Cross Country

L1

 

 

 

1,805

 

L2/3

VG -

 

 

2,164

 

L4,5

 

 

 

2,355

 

L6,7

 

 

 

2,528

 

L8

VB -

 

 

2,815

 

 

 

 

 

 

Golf

L1

 

 

 

1,485

 

L2/3

 

 

 

1,784

 

L4/5

 

 

 

1,933

 

L6/7

 

 

 

2,080

 

L8

V -

 

 

2,315

 


 APPENDIX B

 

Dual Assistant Coaches:         80% of above

Assistant Coaches:                  67% of above

Freshman Coaches:                 60% of above

Powder Mill Coaches:             50% of above

 

B.     Assistant experience counts as one-half on varsity salary levels when advancing to a head coaching position.

C.     The School Committee may place a new coach at whatever level they deem necessary on the coaching salary schedule.

D.    Advancement from one salary level to another salary level must be with the recommendation of the Superintendent, Principal, Athletic Director and upon approval of the School Committee.

E.     Powder Mill Intramural Activity Program

1.            Intramural Program for Grades 5-8

2.            Sports activities will be Physical Education oriented offerings consistent with middle school philosophy which will contribute to the physical development of students.

Scheduling of activities can take place throughout the school year.

3.            Staff: People for intramurals will be hired for a session. A session consists of four (4) to six (6) days with daily participation to be a minimum of one (1) hour and fifteen (15) minutes.

4.            Reimbursement: A session will be reimbursed at the rate of:

$102.00           (2013-2016)

 

5.      Coordinator: Responsible to Principal — Overall responsibility for organization of total intramural program.

a.       Coordinate intramural schedule with interscholastic schedule.

b.      Responsible for development and organization of total intramural program

c.       Reimbursement of:      $628.00           (2013-2016)


SOUTHWICK-TOLLAND-GRANVILLE REGIONAL SCHOOL DISTRICT

                                                                  

 

                                                                                            JOB DESCRIPTION

 

TITLE:                                 DEPARTMENT CHAIRPERSON

 

QUALIFICATIONS:         1.         Certification and experience teaching in subject area.

                                    2.         Such alternative to the above qualifications as the School Committee may find appropriate and acceptable.

 

REPORTS TO:           Building Principal

 

JOB GOAL:               To promote effective use of departmental personnel and resources.

 

PERFORMANCE

RESPONSIBILITIES:            1.         Plan, schedule, and conduct department meetings.

2.                  Submit a copy of agenda and minutes of meetings.

3.                  Supervise, investigate and recommend the selection of new textbooks and supplementary materials.

4.                  Maintain current textbook/supply/equipment inventories.

5.                  Prepare a department budget and justifications for school committee approval.

6.                  Unpack, inventory, and store new equipment, books and supplies; expedite purchase orders; prior to the start of the school year and as required throughout the year.

7.                  Interview teacher candidates.

8.                  Assist principal with teacher/course assignments.

9.                  Handle department mail and correspondence.

10.              Collect, review and submit final examinations.

11.              Maintain department records.

12.              Oversee the selection of candidates and appropriate awards for senior award recipients.

13.              Supervise the distribution of supplies and coordinate the use of equipment within the department.

14.              Foster professional growth within the department.

15.              Advise the principal.

 

GENERAL

INFORMATION                    1.         Department Chairs will not have a homeroom and will teach three

(3) courses each semester.

2.                  The administration will make every effort to provide release time, as necessary, for mentoring new/substitute teachers or other important functions.

 

TERMS OF EMPLOYMENT:           School year

 

SALARY:                                           Per negotiated contract

 

EVALUATION:                     Annual reappointment by the Principal.

 

 

APPENDIX C

 

TEACHER EVALUATION


APPENDIX D-1

SOUTHWICK-TOLLAND-GRANVILLE

 REGIONAL SCHOOL DISTRICT

DRUG-FREE WORKPLACE POLICY

1.      The School Committee hereby notifies employees that the unlawful manufacture, distribution, dispensing, possession or use of a controlled substance is prohibited in the Southwick-Tolland-Granville Regional School District. Violation of such prohibition can lead to dismissal.

2.      An ongoing drug-free awareness program is established to inform employees about:

·         The dangers of drug abuse in the workplace;

·         The Southwick-Tolland-Granville Regional School District’s policy of maintaining a drug-free workplace;

·         Any available drug counseling, rehabilitation and employee assistance programs; and

·         The penalties that may be imposed upon employees for drug abuse violations occurring in the workplace.

3.      As a condition of continuing employment on a grant, employees will:

·         Abide by the terms of this policy; and

·         Notify the Southwick-Tolland-Granville Regional School District in writing of any criminal drug statute conviction for a violation occurring in the workplace (e.g., Southwick-Tolland-Granville Regional School District) no later than five (5) calendar days after such conviction.

4.      The Southwick-Tolland-Granville Regional School District will notify the agency granting funds to the Southwick-Tolland-Granville Regional School District, in writing, within ten (l0) calendar days after receiving notice under sub-paragraph (3) from an employee or otherwise receiving actual notice ‘of such conviction.

5.      The Southwick-Tolland-Granville Regional School District will take one of the following actions, within thirty (30) calendar days of receiving notice under sub-paragraph(3), with respect to any employee who is convicted:

·         Taking appropriate personnel action against such an employee, up to and including termination; or

·         Requiring such employee to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purposes by the federal, state or local health, law enforcement or other appropriate agency.

6.      Each employee engaged in the performance of a grant is given a copy of this policy annually.

This is to certify that I have received and read the Drug-Free Workplace Policy adopted by the Southwick-Tolland-Granville Regional School District.  I understand that this acknowledgement and agreement are required as condition of continued employment.

 

 

 

Name of Employee

 

Date


EMPLOYEE CONVICTION / DISPOSITION REPORT

BY LAW, THIS REPORT MUST BE FILED WITH THE SUPERINTENDENT OF SCHOOLS NO LATER THAN FIVE (5) DAYS FOLLOWING ANY CONVICTION (INCLUDING PLEAS OF GUILTY, NOLO CONTENDERE, OR ANY OTHER DISPOSITION) WHICH DOES NOT RESULT IN AN ACQUITTAL OF VIOLATING A CRIMINAL DRUG STATUTE ARISING FROM WORKPLACE CONDUCT. FAILURE TO SO REPORT TO THE SUPERINTENDENT WITHIN FIVE (5) DAYS MAKES YOU LIABLE TO DISCIPLINARY ACTION, UP TO AND INCLUDING TERMINATION.

EMPLOYEE NAME:

 

SCHOOL:

 

POSITION:

 

DATE HIRED:

 

 

I hereby report that I was convicted of, or plead guilty to nolo contendere to, the following violation of a criminal drug statute arising from workplace conduct. (Describe violation, when and where it happened):

 

 

 

This conviction/disposition was entered in the following court at the date shown.

COURT:

 

DATE:

 

TODAY’S DATE:

 

 

 

 

I understand that within thirty (30) days of today’s date, the Southwick Tolland Regional School District must either discipline me, including the possibility of terminating me, or refer me for participation in an authorized drug abuse assistance or rehabilitation program. If referred, and accepted by me, I must satisfactorily take part in the program to continue m employment in the Regional School District.

 

DISCIPLINARY ACTION

 

DRUG ABUSE ASSISTANCE OR REHABILITATION PROGRAM

 

 

 

 

 

 

 

 

SIGNATURE

 

DATE

 

 

 

 


 

APPENDIX E

 

NURSE EVALUATION

 

STGRSDgreenlogocomp

 

SOUTHWICK-TOLLAND-GRANVILLE

REGIONAL SCHOOL DISTRICT

SCHOOL NURSE PERFORMANCE EVALUATION

 

Name:

 

School:

 

Date of Evaluation:

 

 

 

This tool is based on the Standards of School Nursing Professional Performance, as developed by the National Association of School Nurses, and is a reflection of the Southwick-Tolland-Granville Regional School Districts School Nurse Job Description.  Ratings are based on the nurse’s Professional Development Plan, evaluation by school principals and by direct observation of nurses by the Director of Health Services.  Such observations may include:  scheduled and unscheduled visits to health offices, attendance and participation during meetings and professional development days, and staff and student educational offerings given by nurses.

 

Key:  3= Exceeds expectations     2 = Satisfactory     1= Needs improvement     N/A = Not observed

 

Standard I. Quality of Care:  The school nurse systematically evaluates the quality and effectiveness of school nursing practice.

 

Participates in department Continuous Quality Improvement projects                   3          2          1          N/A

 

Uses data collection to plan and evaluate the school health program.                     3          2          1          N/A

 

Standard II. Performance Appraisal:  The school nurse evaluates one’s own nursing practice in relation to professional practice standards and relevant statutes, regulations, and policies.

 

Practice is guided by the ANA Code for Nurses and the MA Nurse Practice Act.   3          2          1          N/A

 

Uses a systematic approach to problem-solving in nursing practice (assessment, diagnosis,

identify outcomes, plan, implement, evaluate).                                                        3          2          1          N/A

 

Is punctual and maintains satisfactory attendance.                                                    3          2          1          N/A

 

 

Standard  III. Education:  The school nurse acquires and maintains current knowledge and competency in school nursing practice.

 

Utilizes a distinct clinical knowledge base for decision-making in nursing

practice.                                                                                                                                 3          2          1          N/A

 

Participates in professional development programs to increase knowledge, update skills,

 and maintain certification.                                                                                                               3          2          1          N/A

 

Demonstrates knowledge of an ability to administer and document medications appropriately,

in keeping with state and school policy on the administration of medication in

the school.                                                                                                                             3          2          1          N/A

 

Attends committee meetings and conferences regarding health services and/or health

curriculum.                                                                                                                            3          2           1          N/A

 

Standard IV. Collegiality:  The school nurse interacts with and contributes to the professional development of peers and school personnel as colleagues.

 

Works cooperatively with other school staff to promote a positive work

environment.                                                                                                                        3          2          1          N/A

 

Interacts with nursing and interdisciplinary colleagues to enhance professional practice

and health care of students.                                                                                              3          2           1          N/A

 

Attends faculty meetings / nurse staff meetings as directed by the administration as

per contract.                                                                                                                         3          2          1          N/A

 

Standard V. Ethics:  The School nurse’s decisions and actions on behalf of clients are determined in an ethical manner.

 

Maintains the strictest standards of confidentiality within legal, regulatory and ethical

parameters.                                                                                                                           3          2          1          N/A

 

Delivers care in a nonjudgmental and nondiscriminatory manner that is sensitive to

student diversity in the school community.                                                                    3          2          1          N/A

 

Delivers care in a manner that promotes and preserves student and family autonomy,

dignity and rights.                                                                                                                3          2          1          N/A   

 

Understands the legal and moral responsibilities of the nursing profession and

demonstrates the ability to learn from experience and supervision.                         3          2          1          N/A

 

Standard VI. Collaboration:  The school nurse collaborates with the student, family, school staff, community and other providers in providing student care.

 

Collaborates with appropriate personnel in the formation of health policies, goals,

and objectives of the school department.                                                                      3          2          1          N/A

 

Collaborates with community agencies and providers to assure continuity of service

and care.                                                                                                                               3          2          1          N/A

 

Participates on the School Health Advisory Committee and Building Crisis

Team.                                                                                                                                    3          2          1          N/A

 


 

Advises on modification of the educational program to meet the health needs of the

individual student through the Chapter 766 Process.                                                   3          2          1          N/A

 

Standard VII. Research:  The school nurse promotes use of research findings in school nursing practice.

 

Identifies issues of concern, patterns of health/illness, function/disability, utilization of services

or other phenomena as potential research questions.                                                  3          2          1           N/A

 

Collaborates with researchers from outside institutions whose research aims have legitimate

health or educational purposes.                                                                                        3          2          1          N/A

 

Standard VIII. Resource Utilization:  The school nurse considers factors related to safety, effectiveness, and cost when planning and delivering care.          

 

Observes school facilities and recommends modifications necessary to maintain

optimum health and safety of students and school personnel.                                  3          2          1          N/A   

 

Promotes positive safety practices both within and outside of school buildings and participates

in the development of a school emergency plan.                                                          3          2          1          N/A

 

Contributes to the planning and maintaining of individual health office budget, including

 inventory and ordering of  supplies.                                                                                3          2          1          N/A

 

Standard IX. Communication:  The school nurse uses effective written, verbal, and nonverbal communication skills.

 

Prepares and submits required reports in a timely manner.                                         3          2          1          NA

 

Demonstrates knowledge of the district’s philosophy and mission, the kind and nature of

its curricular and extracurricular activities and its programs and special

services.                                                                                                                                 3          2          1          N/A

 

Demonstrates knowledge of the roles of other school professionals and adjunct

personnel.                                                                                                                              3          2          1           N/A

 

Communicates effectively with school personnel about adaptations to the comprehensive

school program and school environment and/or interventions required for students to meet

their individual health needs and/or learning needs.                                                     3          2          1          N/A                   

Keeps substitute folder up to date and individualized health care plans, medication plans, and

emergency plans are easily accessible.                                                                            3          2          1          N/A

 

Interprets school health regulations to families and school personnel.                     3          2          1          N/A

 

Communicates with students in an age-appropriate manner and with parents and school staff

in a clear, sensitive and understandable manner.                                                         3          2          1          N/A

 

Standard X. Program Management:  The school nurse manages school health services.

 

Organizes, carries out and reports on mandated health screening programs and does

follow-up and makes appropriate referrals for vision, hearing and scoliosis

failures.                                                                                                                                  3          2          1          N/A

 

 

 


 

Assumes the responsibility for the initiation of the student health record and maintains an

accurate health record on each student.                                                                         3          2          1          N/A

 

Screens all students to ensure compliance with immunization laws and makes recommendations

for exclusion of students in noncompliance.                                                                 3          2          1          N/A

 

Assess and evaluates a student’s health and the possible impact of health problems on a

student’s educational progress.                                                                                         3          2          1          N/A

 

Develops and implements Individual Health Care Plans for students with significant health

problems.                                                                                                                              3          2          1          N/A

 

Assumes a leadership role in the identification of students with health needs that interfere

with effective learning.                                                                                                       3          2          1          N/A

 

Maintains first aid supplies and equipment in an appropriate location.                   3          2          1          N/A

 

Provides first aid and illness assessment/care to students and staff; documents such care;

completes incident reports; maintains a computerized log of health office visits. 3          2          1          N/A

 

Provides counseling and crisis intervention when required, e.g., adolescent pregnancy,

substance abuse, death; responds to child neglect or abuse issues (as required by

MA statute).                                                                                                                         3          2          1          N/A

 

Performs skilled nursing procedures as necessary in a safe, competent and

efficient manner.                                                                                                                 3          2          1          N/A

 

Supervises others in the performance of skilled nursing procedures where permitted by state

and local law and state  Nurse Practice Act.                                                                  3          2          1          N/A

 

Orients and supervises LPN, health assistants, substitute nurses, and volunteers involved in health

services delivery.                                                                                                                  3          2          1          N/A

 

Standard XI. Health Education:  The school nurse assists students, families, school staff, and community to achieve

optimal levels of wellness through appropriately designed and delivered health education.

 

Serves as a health consultant and resource person for the classroom teacher and conducts

health related classes when requested.                                                                            3          2          1          N/A

 

Acts as a professional, clinical resource to students, parents, staff and school administrators

in matter pertaining to health.                                                                                           3          2          1           N/A

 

May provide or assist in the development of, in-service programs for school staff on first aid,

emergency care procedures, disease prevention and other current health issues.   3          2          1          N/A

 

 

 


 

Observations:

 

 

 

 

 

 

 

Commendations:

 

 

 

 

 

 

 

 

 

Recommendations:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Nurse’s Signature

 

Date

 

 

 

 

 

 

 

 

 

 

 

 

Director of Health Services Signature

 

Date