Stoughton

Show detailed information about district and contract

DistrictStoughton
Shared Contract District
Org Code2850000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2017
Expired StatusCurrent
Superintendency UnionStoughton
Regional HS MembersStoughton
Vocational HS MembersSOUTHEASTERN
CountyNorfolk
ESE RegionSoutheast
Urban
Kind of Communityeconomically developed suburbs
Number of Schools8
Enrollment3633
Percent Low Income Students24
Grade StartPK
Grade End12
download pdf version of this document view accessible version of this document Stoughton

 

 

AGREEMENT

 

between the

 

SCHOOL COMMITTEE

 

of the

 

TOWN OF STOUGHTON

 

and the

 

STOUGHTON TEACHERS

 

ASSOCIATION

 

Unit A – Teachers

 

 

Effective Dates

 

September 1, 2013 to August 31, 2014

September 1, 2014 to August 31, 2017

 

Stoughton is an

 

Equal Opportunity Employer

 

 

 

 

 

 

 

 

 

 

 

 

1


 

TABLE OF CONTENTS

 

Article

 

Page

AGREEMENT Unit A - Teachers

4

PREAMBLE

 

4

I

Recognition

4

II

No Discrimination

5

III

Professional Association Dues Deduction

5

 

Deduction Authorization

5

IV

Negotiation Procedure

6

V

Grievance Procedure

7

VI

Rights of Committee

9

VII

No Strike

9

VIII

Teacher's Duties

10

IX

Non-Teaching Duties

15

X

Class Size

17

XI

Teacher Assignment

17

XII

Transfers, Vacancies, Promotions, Reductions in

17

 

Force, Elementary Reassignment Procedure

 

XIII

Teacher Evaluation

26

XIV

Use of School Facilities

26

XV

Teacher Facilities

27

XVI

Positions in Summer School, Evening School,

28

 

and Under Federal Programs

 

XVII

Professional Development and Educational Improvement

28

XVIII

Salaries

30

XIX

Insurance Benefits

34

XX

Sick Leave

35

 

 

 

2


 

TABLE OF CONTENTS

 

 

Article

 

Page

XXI

Temporary Leaves of Absence With Pay

38

XXII

Parental Leaves of Absence

39

XXIII

Extended Leaves of Absence

41

XXIV

Personal Injury Benefits

43

XXV

Protection

43

XXVI

General Provisions

44

XXVII

Separability and Renegotiation

45

XVIII

Special Subject Teachers

45

XXIX

Directors

46

XXX

Guidance Counselors and Assistants to the Administrator of Special Education

47

XXXI

Textbooks

48

XXXII

Permanent Substitutes

48

XXXIII

Part-Time Employees

48

XXXIV

Early Retirement Incentive

51

XXXV

Nurses

52

XXXVI

Duration of Agreement

54

Appendix A

Unit A Salary - four year increase schedule

55

Appendix A

Actual Salary Schedules

57-59

Appendix B

Appendices B, C and D - four year increase schedule

56

Appendix B

Extracurricular Salary Schedule

60-62

Appendix C

Athletic Coach Salary Schedule

63-66

Appendix D

Performing Student Advisor Salary Schedule

67

Appendix E

Criminal Offender Record Information (CORI)

68

Attachment A

SHS Bell Schedule

69

 

 

 

3


 

AGREEMENT

 

This Agreement is entered into this 27th day of June, 2014, by and between the School Committee of the Town of Stoughton, Massachusetts, hereinafter referred to as the "Committee," and the Stoughton Teachers Association Unit A, hereinafter referred to as the "Association."

 

PREAMBLE

 

It has been the intention of the parties by the consummation of this Agreement to continue their harmonious relations, to promote mutual cooperation and understanding, to formulate rules, to define and resolve the proper interest of the teachers in their rights of compensation and conditions under which they perform their duties, all with a goal to improve educational opportunities and general services for the students enrolled in the Stoughton Public Schools.

 

The parties acknowledge that the Committee has complete authority, except as modified by this Agreement, over the policies and administration of the schools which it exercises under law and that this vehicle of collective bargaining will provide the teachers with a better opportunity to bring their knowledge and experience to bear on matters of professional concern together with that of the Committee with a goal of assisting in solving the growing problems inherent in the advancement of education.

 

The Committee and the Association agree that unit members shall devote the time necessary to ensure that they meet all their professional obligations such that students receive the highest quality of education.

 

ARTICLE I

 

Recognition

 

For the specific purpose of collective bargaining with respect to wages, hours, and other conditions of employment, the Committee recognizes the Association as the exclusive representative of all classroom teachers, teachers in Title I programs, specialists, counselors, coaches, directors, head teachers, school nurses, core evaluation team facilitator, permanent substitute teachers and all extra-curricular positions set forth in the Stoughton Public School System but excluding:

A.        Substitute Teachers.

 

B.         Members of Unit B - Professional employees on a twelve month contract.

 

C.         All other employees of the Stoughton Public School System.

 

D.        The Superintendent of Schools and the Assistant Superintendent.

 

 

 

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ARTICLE II

 

No Discrimination

 

There shall be no discrimination, interference, restraint, or coercion by the Committee, the Association or their respective agents against any teacher because of membership or non-membership in the Association. No one shall be required to become a member or remain a member of the Association as a condition of employment in the Stoughton Public School System. No reprisals of any kind will be taken against a teacher by reason of his membership in the Association or his participation in its activities.

 

ARTICLE III

 

Professional Association Dues

Dues Deduction

Section I. The Committee agrees to deduct from the salaries of its employees dues or Agency Service Fees for the Stoughton Teachers Association, Massachusetts Teachers Association, National Education Association, Norfolk County Teachers Association or any one of such associations as said teachers individually and voluntarily authorize the Committee to deduct and to transmit the monies promptly to the Treasurer of the Stoughton Teachers Association. Teacher authorizations will be in writing in the form set below.

 

Stoughton Public Schools

Payroll Deduction Authorization

Professional Association Dues

or

Agency Service Fee

 

 

Name ………………………

 

Address………………………

 

I hereby request and authorize the Stoughton School Committee and the Town Treasurer to deduct from my earnings and transmit to the Treasurer of the Stoughton Teachers Association an amount sufficient to provide for the professional dues of the associations checked below as certified by such associations.

 

Deductions will be made on a biweekly basis beginning with the second payroll in November and biweekly thereafter. The final payment will be deducted on the second payroll in May.

 

I hereby waive all right and claim for said monies so deducted and transmitted in accordance with this authorization and relieve the Stoughton School Committee, all of its officers, and the Town Treasurer from any liability therefore.

 

Teacher Organizations:

United Education Profession: $

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Stoughton Teachers Assoc.

Mass. Teachers Assoc.

National Education Assoc.

Norfolk County Teachers Association

 

Agency Fee - Non-member      $

 

TOTAL DEDUCTION             $

 

Dated_______Teachers' Signature       ________________

 

Section II.        The Treasurer of the Stoughton Teachers Association will certify to the Superintendent of Schools in writing the current rate of the membership of each association.

 

Section III. No later than September 30 of each year, the Treasurer of the Stoughton Teachers Association will provide the Superintendent of Schools with a duplicated list of those employees who have voluntarily authorized the Committee to deduct dues for any of the associations named in Section I above.

 

Section IV. An individual teacher must give a sixty (60) day written notice to the School Committee in care of the Superintendent of Schools for the withdrawal of authorization for dues deductions. The Superintendent of Schools shall notify the Association, in writing, of any withdrawal of individual authorization for dues deductions. (Chapter 175, Acts of 1962).

 

Section V. The Town Treasurer may require proof that the association treasurer has given a bond to said Association for the faithful performance of his duties, in a form approved by the Commission of Corporations and Taxation, in accordance with the law.

 

Section VI. The Committee agrees to deduct from the salaries of all the non-members an Agency Service Fee equivalent to eighty-five percent (85%) of the active membership dues. The Committee shall not be responsible and the Association agrees to hold the Town harmless for any actions it takes against any employee as a result of the adoption of Chapter 150E, Section 12.

 

ARTICLE IV

 

Negotiation Procedure

 

Section I.         Upon the receipt of a written request on or before October 1, 2016, the Committee agrees to enter into negotiations with the Association for a successor Agreement.

 

Section II.        Upon written request by the Association for a specific school record or records, the contents of which the Association is entitled to see as a matter of public record as provided by law because of its function as collective bargaining representative and/or the representative in the processing of a grievance for the unit described in Article I, the Committee will, within a reasonable period of time, make available to the Association any such record or records.

 

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Section III.       During the negotiation process, 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.

 

Section IV.       Any agreement reached with the Committee will be reduced to writing and will be signed by the Committee and the Association.

 

Section V. This Agreement may not be modified in whole or in part except by an instrument in writing duly executed by both parties.

 

ARTICLE V

 

Grievance Procedure

 

Section I. – Definition

 

A.        A grievance is hereby defined to mean a dispute involving an alleged violation of the terms of the provisions of this Agreement.

 

Section II. – Procedure

 

A.        When a grievance arises, the grievance must be filed in writing within twenty (20) calendar days from the day of the event upon which the grievance is based or from the date when the teacher had or should have had knowledge of the event.

 

B.         Level One - The level one meeting shall be scheduled within ten (10) school days of the principal or immediate supervisor's receipt of the written grievance. Any meeting with reference to the above shall be held during non-class hours.

 

C.         Level Two –

 

1.         In the event that the grievance shall not have been resolved to the satisfaction of the aggrieved employee at Level One, or in the event that no decision has been reached within ten (10) school days after presentation of the grievance to the immediate supervisor and/or principal, the grievance shall be referred in writing to the Superintendent of Schools within five (5) school days of the disposition under Level One.

 

2.         The Superintendent shall represent the Committee at this level of the grievance procedure. Within ten (10) school days after receipt of the written grievance by the Superintendent, he or his designee shall meet with the aggrieved employee and the said President, or his designee, in an effort to settle the grievance.

 

D.        Level Three

 

            In the event that the grievance shall not have been resolved at Level Two, or in the event that no decision has been rendered within ten (10) school days after the Level

7


 

            Two meeting, the grievance shall be referred in writing to the Committee. At its next regular Committee meeting or at a special meeting called for the purpose of considering the grievance, the Committee shall meet with the Association and the aggrieved party, if he so desires, in an effort to settle the grievance.

 

E.         Level Four –

 

1.         In the event that the grievance shall not have been satisfactorily resolved at Level Three, or in the event that no decision has been rendered within ten (10) school days after the final Level Three meeting, the Association may refer in writing within ten (10) school days of the disposition under Level Three the unsettled grievance to arbitration. The Arbitrator shall be selected by agreement between the parties. If the parties are unable to agree upon an Arbitrator within fifteen (15) school days after receipt by the Committee of the Association's intent to arbitrate, the selection shall be made by the American Arbitration Association in accordance with its rules and regulations.

 

2.         The Arbitrator shall be without power or authority to modify or alter the terms of this Agreement.

 

3.         The Arbitrator shall not award back pay or any other form of compensation beginning earlier than the time the grievance was initially filed.

 

4.         The decision of the Arbitrator shall be in writing and shall be rendered within thirty (30) days after the hearing is declared closed. This decision shall be final and binding on both parties unless a court of law shall rule that the Arbitrator has usurped the functions of the Committee or the proper exercise of its judgment and discretion under law and this Agreement.

 

5.         The costs for the services of the Arbitrator shall be borne equally by the Committee and the Association.

 

Section III. - General Provisions

 

A.        Failure at any step of the procedure to communicate the decision of a grievance within the specified time limits to the aggrieved employee and to the President of the Association shall permit the aggrieved party or parties to proceed to the next step.

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

C.         No reprisals of any kind shall be taken by any party of this Agreement against any party in interest, any witness, any member of the Personnel Committee of the Association, or any other participant in the grievance procedure by reason of such participation, or lack of such participation.

D.

1. A grievance that affects a group or class of teachers from a different building or

 

8


 

            department, or is of a general nature, may be submitted in writing by the Association to the Superintendent of Schools directly and the processing of such grievance shall be commenced at Level Two.

 

2.         If a grievance is filed in response to an action taken by the Superintendent of Schools, it shall be commenced at Level 2.

 

E.         If any employee covered by this Agreement shall present any grievance without representation by the Association, the disposition, if any, of the grievance shall be consistent with the provisions of this Agreement. The Association shall be permitted to be heard at each level of the procedure under which the grievance shall be considered.

 

F.         All decisions shall be in writing, setting forth the decision and reasons therefore.

 

G.        No grievance may be submitted to arbitration without the Association's approval.

 

H.        Each written statement of a grievance shall be signed by the grievant and shall include a concise statement of the facts or events on which the grievance is based, including the date of their occurrence.

 

I.          The time limits set forth herein may be extended by mutual agreement.

 

ARTICLE VI

 

Rights of Committee

 

In recognition of the fact that the laws of the Commonwealth of Massachusetts vest responsibility to the people of the Town of Stoughton in the Committee for the quality of education in, and the efficient and economical operation of, the Stoughton Public School System, it is herein agreed that nothing in this Agreement shall be deemed to derogate from or impair any power, right or duty heretofore possessed by the Committee except where such right, power or duty is specifically limited by the terms of this Agreement.

 

ARTICLE VII

 

No Strike

 

Section I.         The Association and its members, individually and collectively, and all other persons in Unit A, agree that they will not cause, condone, sanction, or take part in any illegal strike, walkout, slowdown, or work stoppage.

 

Section II.        The Association and its members, individually and collectively, agree that, if there is a violation of this Article, any or all non-professional status teachers violating this Article will, at the discretion of the Committee, be subject to disciplinary action, including discharge, suspension, loss of seniority, and the matter of the penalty shall not be arbitrable.

 

Section III.       The Association and its members, individually and collectively, agree that, if

 

 

9


 

there is a violation of this clause, any or all professional status teachers violating this clause will be subject to disciplinary action by the Committee within the framework of Chapter 71, Sections 42 and 42-D.

 

ARTICLE VIII

 

Teacher's Duties

 

Section I. The starting and dismissal time for teachers will be as follows:

 

Elementary Schools

8:15 am - 3:30 pm Tuesday, Wednesday and Thursday

8:15 am - 3:00 pm Monday and Friday

 

Middle and Senior High School

7:30 am - 2:45 pm Tuesday, Wednesday and Thursday

7:30 am - 2:15 pm Monday and Friday

 

The additional time on Tuesday, Wednesday and Thursday shall be used for student assistance, common planning time, individual planning time, conferences, and CORE evaluation meetings. In addition, staff meetings may be called with a one week notice, except in the case of an emergency.

 

Said starting and dismissal times are subject to modification by the Committee and/or Superintendent of Schools provided, however, that no such modification will increase the length of the teacher's workday, except in cases of emergency. The starting time is defined as being at an assigned place of duty.

At the Superintendent's discretion, said starting time may be modified due to inclement weather.

 

On one Wednesday per month, the principal may schedule an after school staff meeting which will end thirty (30) minutes after the normal teacher dismissal time. During that week, the normal teacher dismissal time shall be as follows:

 

Elementary Schools

8:15 am - 3:00 pm       Monday and Friday

8:15 am - 4:00 pm       Wednesday

8:15 am - 3:15 pm       Tuesday and Thursday

 

Middle and Senior High School

7:30 am -2:15 pm Monday and Friday

7:30 am -3:15 pm Wednesday

7:30 am -2:30 pm Tuesday and Thursday

 

The Wednesday afternoon staff meeting schedule shall be distributed by the principal to the teachers no later than the first Friday after Labor Day

 

 

 

 

 

 

10


 

Section II.        The work year of teachers (other than new personnel who may be required to attend additional orientation sessions) will begin no earlier than September 1 and terminate no later than June 30 except in those years when September 1 falls on the first Tuesday of the month. When this occurs, the Committee may begin the work year the last week in August. In no event, however, will the work year be longer than two (2) days more than the number of days that pupils are required to be in attendance by the approved Committee calendar for each school year, and such approved Committee calendar shall not exceed the number of school attendance days that are required by State Law.

 

Section III.       The Association will be consulted for recommendations before the preparation of the annual school calendar, but it is acknowledged that the final decision in this regard must rest with the administration with final approval by the Committee. The Association shall be provided a copy of the school calendar by January of the preceding school year.

 

Section IV.       Teachers will have a duty-free lunch period of at least the following lengths:

 

A.        Elementary School Teachers will be given a thirty (30) minute break;

 

B.         Middle School Not less than the length of the regular student lunch period;

 

C.         Senior High School Not less than the length of the regular student lunch period.

 

Section V. (This provision does not apply to the school nurses)

 

A.        All full-time teachers in the elementary schools shall have 5 preparation periods per week. Each preparation period at the elementary level will be increased by at least 2 minutes in proportion to increased work time, over the 1994-1995 year which stated, "no fewer than 30 minutes and no more than 40 minutes". The actual duration of the period will vary particularly among specialists. The Superintendent will use his/her best effort to disperse the 5 preparation periods over the school week. In addition, no more than 2 preparation periods will be scheduled in a day. Morning recess will be eliminated for a trial period of one year or as otherwise agreed to by the parties.

 

B.         The Middle School schedule will be as follows: 25 teaching periods or the equivalent total time in minutes. 5 supervisory periods or the equivalent of 1/7 total time in minutes. 5 preparation periods at 1/7 of the total time.It is understood that some variations may occur in the forgoing schedule, but every effort will be made to achieve equity for the 95-96 work year.

 

C.         Prior to September 1, 2014, all schedules of teachers at the high school level comply with the following patterns of teacher assignments:

 

 

 

 

 

 

 

 

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Schedule 1 - 25 Teaching Periods

5 Supervisory Periods

5 Preparation Periods

 

Schedule 2 - 26 Teaching Periods

4Supervisory Periods

5Preparation Periods

 

Schedule 3 - 24 Teaching Periods

6Supervisory Periods

5 Preparation Periods

 

Schedule 2 and 3 must be alternated on a half-year basis.

 

It is understood that some variations may occur in the forgoing schedule, but every effort will be made to achieve equity.

 

            Effective September 1, 2014: The High School schedule shall consist of an 8 day rotating cycle with a combination of four 8 period days and four 4 period days. A period is defined as 1 block. A block on an 8 period day shall be no more than 48 minutes. A block on a 4 period day shall be no more than 94 minutes.

 

            Each full-time teacher will be assigned as follows:

 

            No more than 5 teaching periods per 8 period day.

 

            No more than 3 teaching periods per 4 period day.

 

            A minimum of 4 collaboration periods per 8 day cycle. A collaboration period is defined as one block.

 

            At least 1 preparation period per day. A preparation period is defined as one block. When necessary, supervisory periods and collaboration periods shall be dropped to allow for a preparation period.

 

            No more than 240 minutes of supervisory duty per 8 day cycle. The building principal will make every effort to split the supervisory block on a 4 period day. However, the Association acknowledges that this may not always be possible.

 

            At the discretion of the High School principal, the High School schedule (Attachment A) may be increased by up to twenty (20) minutes per five (5) days but no more than four (4) minutes per day. The starting and dismissal time of High School teachers shall not be increased.

 

            It is understood that some variations may occur in the forgoing schedule, but every effort will be made to achieve equity.

 

 

 

12


 

D.        Within the constraints of the school schedule within each school building, the teacher's individual schedule, and the needs of a particular school, the principal shall make a good faith effort to assign and distribute supervisory duties in a fair and equitable manner each school year.

 

E.         Secondary school teachers, who specifically request it, will not be required to teach under more than two (2) departments.

 

F.         Exceptions to the foregoing may be authorized by the principal with the concurrence of the Assistant Superintendent and/or Superintendent. The Association will be notified by the Superintendent, in writing, of each instance in which the Superintendent so determines that an exception is to be made. A disagreement over whether the Superintendent's decision was arbitrary and capricious will be subject to the grievance procedure.

 

G.        Teachers may leave the building during their preparation and/or lunch periods. Teachers will sign out upon leaving the building and will sign in upon returning to the building. Both parties recognize, however, that the purpose of preparation periods is to provide teachers with the opportunity to prepare for classes, and thus, teachers will utilize this provision in a reasonable and professional manner.

 

H.        A teacher who volunteers to teach an additional class during his/her preparation period shall be paid an additional one sixth (1/6) of his/her basic salary which is set forth in Appendix A, Teachers Basic Salary Schedule. So that all teachers will have an opportunity to volunteer, each additional teaching load position will be posted as early as possible. The posting shall include the subject, grade, period and rate of compensation. If the additional teaching period is for less than a year, compensation will be made on a pro rata basis. No teacher will be laid off because of the application of the additional teaching load concept

 

Section VI.       (This provision does not apply to the school nurses)

 

A.        Class coverage: When it becomes necessary to use a unit member to cover classes during a scheduled supervisory period, the Unit member will be compensated at the rate of 1/7 of the then current daily substitute rate of pay per class (rounded to the nearest dollar amount). High school teachers who lose senior classes are not eligible for compensation.

 

B.         Emergency coverage: If a member of the bargaining unit must leave during the work day because of an emergency at home or for some other urgent personal necessity requiring immediate attention and it is not possible to secure an outside substitute, a Unit member may be assigned the task of substituting at no cost to the School Department.

 

Section VII.     The workload as set forth in this Agreement will remain in effect for the life

of the Agreement unless there is good justification for the change.

(This provision does not apply to the school nurses)

 

 

 

 

 

13


 

Section VIII.    Recess and Cafeteria Duty. (This provision does not apply to the school nurses)

 

1.         When teacher aides are present, aides will be used to assist the teacher assigned to an inside or outside recess area. There will be one teacher on duty per recess period.

 

a.         Mandated aides will be used to assist teachers on recess and cafeteria duty to the extent permitted by law.

 

b.         The School Committee will make every effort to supplement the number of mandated aides with aides sufficient to relieve teachers of non-teaching duties.

 

c.         In the event that aides are not present and/or unavailable to assist teachers in each inside or outside recess area, there shall be no more than two (2) teachers on duty per recess period.

 

2.         When aides designated for the purpose are present, teachers will not be required to perform cafeteria duty.

 

Section IX.

 

A.        The President of the Stoughton Teachers Association shall be relieved of all supervisory duties as they are structured in his/her building. The Association agrees that the President will use the time in a reasonable manner. The Association will notify the Superintendent and the responsible building principal of the identity of the President within a reasonable time such that the principal has an adequate opportunity to make any adjustments in scheduling.

 

B.         The Association President is permitted to be released from all Unit A responsibilities for one day per month. The Association shall pay the cost for substitute coverage during the President's absence for the purposes of this Agreement.

 

Section X.        Notwithstanding the provisions of Section V (C), above, the Liaison for Student Attendance and Discipline shall be assigned three teaching periods, two office periods and one preparation period per day. The Liaison may be assigned up to five supervisory periods per cycle. In addition to these supervisory periods, the principal may assign other supervisory duties from 7:10 a.m. to 7:30 a.m. daily and from 2:15 p.m. to 2:30 p.m. on Mondays and Fridays.

 

 

 

 

 

 

 

 

 

 

 

 

 

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Section XI        Specialist Assignments

 

Specialists shall not be assigned to more than two (2) schools in a day.

 

Section XII.     Flexible Scheduling

 

            The School Committee and the Stoughton Teachers Association agree to extend the flexible scheduling pilot program for school years 2014-2015, 2015-2016 and 2016-2017 school years.

 

            Provided there is mutual agreement between the teacher and the building principal, a teacher may work a flexible schedule. On a day when the flexible schedule is worked, the elapsed time of work for the teacher shall be continuous and shall not exceed the number of hours and minutes in a traditional day for the teacher's level. Flexible scheduling may include, but is not limited to, the following: music lessons, morning yoga, counselor visits with parents, elementary teacher participation in secondary extra curricular programs, ELL services, special education pullouts, Title 1 services, etc. Prior to approving a flexible schedule, the building principal shall consider the impacts on teacher working conditions and student learning conditions including, but not limited to, the class size of those teachers and students who are on the traditional schedule.

 

            Flexible Study Committees shall be established at the elementary, middle and high school level. Each Flexible Study Committee (FSC) shall include three (3) members appointed by the STA and three (3) members appointed by the School Committee. Each FSC shall meet during contractual hours.

 

            The flexible scheduling pilot program shall end on June 30, 2017 unless there is mutual agreement by the STA and the School Committee to extend the program.

 

ARTICLE IX

Non-Teaching Duties

 

Section I.         Assignment of teachers to non-compensated, non-teaching duties outside the normal school day will be strictly voluntary. In the event that no teacher covered by this Agreement volunteers for such an assignment, then the Committee is free to fill said assignment by any means or persons it deems fit to do so.

 

Section II.        The supervisory duty of early bus arrivals and the supervision of students necessitated by such early bus arrivals, at the secondary level shall be advertised and awarded to applicants on an equitable basis. In the event that no teacher covered by this Agreement applies for such an assignment, or if an inadequate number of teachers covered by this Agreement applies for such an assignment, then the Committee is free to fill said assignment by any means or persons it deems fit to do so.

 

Section III.       Although teachers may be required to collect and transmit money to be used for educational purposes and a limited number of non-educational programs, they will not be held responsible for the loss of any money collected where such loss is not the fault of the teachers. Teachers will not be required, however, to tabulate any money collected for

 

 

15


 

educational and/or non-educational purposes.

 

Section IV.       Teachers will not be required to drive pupils to activities which take place away from the school. Teachers may do so voluntarily, however, with the advance approval of their administrative principal. In such event, the Committee will make appropriate arrangements with the Town Insurance Plan in order that the teacher will be insured against liability claims that might arise as a result of the teacher's use of his vehicle.

 

Section V.        The Committee agrees to provide central register-keeping procedures in the elementary and secondary schools as long as this is economically feasible.

 

Section VI.       The Committee agrees to continue the present teacher-aide policy as long as it is economically feasible. Teacher aides will be utilized to the extent that they are available in a particular school in order to relieve teachers of recess, playground, and lunch duties, among other assigned duties, as may be determined by the Administration in order to provide additional time for the instruction of students and/or preparation time.

 

Section VII.     Teacher participation in extracurricular activities will be strictly voluntary and teachers will be compensated for all such participation in accordance with the provisions of Article XVIII of this Agreement.

 

Section VIII.    Required Events Beyond Regularly Scheduled Work

 

A.        Duration of Required Events Beyond Work Hours - any event scheduled beyond regularly scheduled work hours shall not exceed 1 / hours' duration, and may be scheduled anytime after work hours ending no later than 8:30 p.m.

 

B.         General Requirement - all teachers are required to attend three (3) events scheduled outside regularly scheduled work hours, as specifically set forth below:

 

1.         Core Academic Teachers - Core academic teachers and/or elementary homeroom teachers, shall attend three events scheduled outside regularly scheduled work hours as determined by administration. A minimum of two (2) such events shall be parent conferences.

 

2.         All Other Teachers - Teachers who are not core academic teachers and/or elementary homeroom teachers, shall attend three events scheduled outside regularly scheduled work hours as determined by administration.

 

3.         A teacher may be required to attend a fourth event beyond regularly scheduled work hours. If required to attend such an event, the teacher shall be paid $75.

 

C.         Afternoon Conferences - In addition to the above, School Administrative principals may schedule afternoon conferences not extending beyond the teacher dismissal time.

 

 

 

 

 

 

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ARTICLE X

 

Class Size

 

Section I.         The Committee and the Association recognize that class size can be an important factor in good education and the Committee will, subject to space availability and all other educational considerations, ensure that class size is conducive to an effective teaching-learning atmosphere. Special attention will be given to such areas as ELL classes, special education inclusion classes, basal groups, shop classes, and laboratory sections.

 

Section II.        A teacher may take an appeal to his immediate principal that a particular class size does not serve the interests of the students and/or teacher. If an agreement has not been reached, the teacher may appeal through the Association and/or directly to the Superintendent, requesting, in writing, a conference. The final decision on such appeals will rest with the Superintendent, who will inform the Association, in writing, of his decision.

 

ARTICLE XI

 

Teacher Assignment

 

Section I.         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 will teach, and any special or unusual classes that they will have, as soon as practicable and under normal circumstances not later than June 1. At the secondary level, however, such notification will not include specifics of class schedules. Teachers will be notified immediately, in writing, of any change in program and the reason for the change.

 

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

 

Section III.       Teacher assignments will be made without regard to race, creed, color, religion, nationality, sex, marital status, or age.

 

ARTICLE XII

 

Transfers, Vacancies, Promotions

Reductions in Force and Elementary Reassignment Procedure

 

Section I.         In making transfers, the convenience and wishes of the individual teacher will be honored to the extent that these do not conflict with the best interests of the school system and the pupils.

 

Section II.        When involuntary transfers are necessary, a teacher's area of competence, major and/or minor field of study, quality of teaching performance, and length of service in the Stoughton Public School System will be considered in determining which teacher is to be transferred. Teachers being involuntarily transferred will be transferred only to a comparable

 

 

 

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position. 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 of the reasons for the transfer. In the event that a teacher objects to the transfer at this meeting, upon the request of the teacher, the Association will be notified and the Superintendent (or his designee) will meet with the Association's representative to discuss the transfer.

 

Section III.       A list of open positions in all schools will be posted, and all other factors being substantially equal, preference will be given in filling such positions on the basis of length of service in the Stoughton Public School System.

 

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

 

Section V.

A.        Teachers who desire to transfer to another grade level, subject area, or building will file a written statement of such desire with the office of the Superintendent not later than June 1. Such statement shall include the school to which he desires to be transferred. Under normal circumstances, not later than July 1, the Superintendent will notify in writing each teacher who has filed such statement of the action taken in regard to this request for a transfer, and if such transfer is denied, the reason for denial.

 

B          Any teacher who has transferred voluntarily, after two (2) school years in the new position, may be transferred back to his/her original position by his/her own choice or that of the administration. A permanent substitute will be hired in the teacher's original position for those years.

 

Section VI.       Before a teacher is assigned or transferred to a particular school, the principalof the school in question will be consulted regarding said assignment or transfer.

 

Section VII.

A.        Whenever any vacancy in a professional position occurs, including those outside the bargaining unit, it will be publicized by means of a notice placed on the "First Class" section of the Stoughton Public Schools' website. During the school year (September to June), each such vacancy will also be publicized by the Superintendent of Schools by means of a notice placed on an Association bulletin board in every school as far in advance of the appointment as possible. During the months of July and August, notice of each such vacancy shall be mailed to the President of the Association. Any teacher who wishes to receive notice of each such vacancy during the months of July and August must provide three (3) self-addressed, stamped envelopes to the Office of the Superintendent of Schools on or before the last day of the school year. In all situations, the qualifications for the position, its duties, and rate of compensation will be clearly set forth.

 

B.         The qualifications set forth for a particular position will not be changed by the Committee unless the Association has been given written notification at least one (1) week in advance of the proposed change. However, any changes made by the Committee in the qualifications for a particular position are not subject to the approval of the Association.

 

 

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Section VIII.    All teachers will be given the opportunity to make application for such positions, provided an application is filed within the time specified and the Committee agrees to give consideration to the professional background and other attainments of all applicants.

 

Section IX.       In the event that a current employee of the Stoughton School System and a non-employee apply for a position listed in Appendix C and the qualifications, background, training and other relevant factors are equal, preference for such position will be given to the current employee of the Stoughton School System.

 

Section X.

A.        The Committee retains the right to determine the number of teaching positions and other professional positions which are needed in the school system and also retains the right to determine the employees to be laid off and recalled. Layoff and recall procedures as outlined in this Section may apply only to teachers with professional status.

 

B.         Definitions

 

1.         Seniority - Length of continuous service to the Stoughton Public School System, exclusive of unpaid leaves of absence, as a member of the bargaining unit to be reckoned from the date that duties are assumed and paid under the salary schedule appended to this Agreement, except that all members of Unit A as of September 1, 1981 who were previously members of Unit B shall have all their seniority in Unit A. One year of seniority shall be the equivalent of twelve (12) months of service. If a teacher is on an unpaid leave of absence, or in some other unpaid status for which no seniority accrues, his/her seniority for that year shall be the difference between twelve (12) months and the amount of unpaid time during the work year

 

2.         This provision applies only to the school nurses: Nurse Seniority This provision applies only to the school nurses: Long term substitute service immediately followed by an appointment to a permanent position, shall be credited toward seniority and appropriate salary scheduling. Upon re­employment after resignation without retirement, nurse previous experience in the Stoughton School System, shall receive seniority credit from their previous period of employment provided the nurse returns to service after such resignation within (2) two years from the resignation)

 

3.         Notification - Notification shall mean the notice required under M.G.L. c.71, sec. 41 and 42 and shall be in accordance with the provisions of Section D below.

 

4.         Seniority List - A list specifying the seniority of each member of the unit and grouped according to discipline(s).

 

5.         Recall - "Recall" shall mean a teacher's right to return to service during the period of layoff.

 

 

 

 

 

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6.         Qualified - As used in this section, "qualified" shall mean that a teacher possesses a certification(s) recognized by the Department of Education and said certification(s) is on file in the Superintendent's Office as of the date of the official Seniority List in any given year during the effective term of this Agreement. In cases where a certification is pending upon issuance of a certificate, evidence must be on file in the Superintendent's Office as of the date of issuance of the Seniority List. Teachers on the Recall List will be deemed qualified for a position if they hold either an active or inactive certification for that position, subject to the Department of Education's regulations. The Committee may not impose a new certificate classification for that position for which a teacher on the recall list would otherwise be qualified pursuant to this provision and state guidelines.

 

C.         Discipline Categories

 

1.         For the purposes of this Article, discipline categories shall include: *

 

(a)        K-6

(b)        Secondary English

(c)        Secondary Science

(d)        Secondary Math

(e)        Secondary Social Studies

(f)        Secondary Languages

(g)        Business Education

(h)        K-12 Art

(i)         K-12 Music

(j)         K-12 Physical Education

(k)        K-12 Special Education Services which includes counselors, counselor

            psychologist, psychologists and social workers

(1)        Special Education specialists and special education teachers

(m)       K-12 Librarians

(n)        K-12 Reading

(o)        Speech and Drama

(q)        K-6 Bilingual

(r)        Secondary Bilingual

(s)        School Nurse

 

*The Stoughton School Committee reserves its right to add and/or delete discipline

categories based upon the addition and/or elimination of programs.

 

D.        Notification Procedure

 

1.         The Superintendent shall make every effort to notify any teacher who is to be affected by a reduction in force by May 15, but, in any event, no later than June 15 of the school year preceding the school year in which the reduction is to be effected.

 

2.         Each professional status teacher notified of a layoff shall have one of two (2) options:

 

 

 

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a.         To be dismissed pursuant to M.G.L. c.71, Sec. 42;

 

b.         In consideration of treating the lay off as unpaid leave of absences and for maintaining the employee's full contribution to the group health insurance, each professional status teacher will waive, on a form provided by the Committee, subsequent to receipt of a notice of impending lay off, the right to a proceeding pursuant to M.G.L. c. 71 sec. 42 and 43A, to the filing of a grievance and an appeal before the Teachers Retirement Board, if applicable, challenging the economic basis for the lay off, and the employee will be placed on unpaid leave of absence status for the duration of the lay off period, up to a maximum of 24 months. However, challenges to the implementation or interpretation of the lay off, bumping, and recall procedures as set forth in this Agreement, may be challenged through the grievance procedures.*

 

            *The foregoing is not intended to either amend and/or abridge the meaning of Article V, Section 1. Said language is adopted in recognition of case law relative to terminations resulting from economic impact.

 

E.         Layoff Procedure

 

1.         A professional status teacher shall not be laid off if there is a non-professional status teacher whose position the professional status teacher is qualified to fill.

 

2.         No reduction in force shall take effect on other than the first day of a school year.

 

3.         In making layoffs within a discipline, the person with the least seniority, then teaching in that discipline, shall be laid off, except in the following situation: if there is a conflict with the relevant demonstrated educational needs of the system, then the School Committee need not layoff the most junior teacher then teaching in that discipline provided, however, that the Association shall receive a preliminary indication of such a possibility by March 15 and a final indication of such a possibility by May 15.

 

4.         If the most junior teacher(s) in a discipline has taught in more than one discipline in the Stoughton Public Schools, he/she may bump a teacher in that other discipline(s) provided that he/she taught for a greater period of time in that other discipline(s). At the time that the teacher elects to bump into the other discipline, he/she will indicate, in writing, whether or not he/she desires to return to the former discipline. Any teacher, who indicates that he/she desires to return to his/her former discipline, shall be transferred to that discipline if a vacancy occurs in that discipline prior to the first day of school.

 

5.         Tie breaker: In the event that there is a tie among seniority, the School Committee shall consider the following factors in order of priority:

 

a.         Professional training as evidenced by column placement on the salary schedule; then

 

 

 

 

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b.         Teaching experience within a discipline; and then

 

c.         Number of certified credit hours within the discipline.

 

6.         A teacher who is presently teaching in two disciplines shall have his/her seniority, as defined in Paragraph b(1), in both disciplines.

 

7.         Any person reentering the unit shall have only seniority credited as a member of Unit A previously earned toward placement on the Seniority List and only in those discipline categories in which he/she taught in Stoughton.

 

8.         If an elementary teacher changes his/her grade level more than two grade levels in order to avoid a layoff, said teacher shall be required, in the first year of the new grade level, to take one (1) refresher course per semester as approved by the Superintendent.

 

F.         Recall Procedure

 

1.         Recall shall be in the inverse order of layoff within a discipline; and recall to nursing positions shall be in reverse order of layoff.

 

2.         Teachers who are on layoff shall, for twenty-four (24) months after the effective day of layoff, be placed on a recall list and shall be given preference for any vacancy or new position which they are qualified to fill. During the recall period, teachers who have been laid off shall be given preference on the substitute list if they so desire.

 

3          Teachers who have been laid off shall, during their recall period, be notified in writing, by the Superintendent's Office, provided they have left their home address with the Superintendent's Office, of any open or vacant positions in the system which they may be qualified to fill. Failure to accept an offer of employment for any such suitable position prior to the beginning of the school year shall terminate the teacher's recall rights.

 

4          A position which opens or becomes vacant at any time after the beginning of a school year must be offered to qualified teachers on the recall list. An "open" or "vacant" position for the purposes of this section is one which is newly created or one which has been vacated by reason of retirement, resignation, promotion, dismissal, death, transfer, or reassignment of a staff member. A teacher on the recall list may refuse to accept such a position without jeopardizing his/her recall status. If the teacher on the recall list accepts such a position, he/she will be compensated at his/her appropriate step on the salary schedule, reflecting his/her creditable service.

 

5.         In the event that no teacher on the recall list accepts such position, the position may be filled by a permanent substitute pursuant to Article XXXII, Section 3 of this Agreement. At the conclusion of the school year, the position shall again be deemed a "vacancy" subject to the recall provisions of this agreement subject to Section X, A of this Article. )

 

 

 

 

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6.         In the event that there is no one on the recall list when a position becomes vacant or open after the beginning of the school year, the position will be filled by a permanent substitute if vacated prior to April 15.)

 

7.         Teachers recalled after layoff under this Article shall be placed on that step of the salary schedule which is one step higher than the one on which they were at the time of their last day of teaching prior to being laid off. Also, such teachers shall carry over only that sick leave which was credited to them at the time of their last day of teaching prior to being laid off.)

 

G.        Seniority List

 

1.         The seniority list shall be compiled by the administration, shall be provided to the President of the Association, and shall be posted by each principal in each school building by November 15 of each contract year. Teachers shall check the seniority list and shall affix their initials and the date by their name on the seniority list within five (5) school days after the date of initial posting. Those teachers who are on extended leaves of absence shall be sent a copy of the relevant page of the seniority list, by mail, return receipt requested and shall be required to check the seniority list and shall affix their initials and the date by their name on the seniority list, and return it to the Superintendent, within five (5) school days after receipt of the list. A teacher who challenges his/her seniority, must file the challenge, in writing, with the Superintendent and the President of the Association no later than ten (10) school days after the date which the teacher affixed his/her initials to the seniority list. ( A nurse who challenges his/her seniority, or that of another nurse, must file the challenge, in writing, with the Superintendent and the President of the Association within five (5) school days of the lists distribution.) Such challenge must include an explanation for the challenge. If he/she fails to challenge his/her seniority within the established time limit, the seniority list shall be deemed to be correct.

 

a.         The Superintendent and/or his designee will meet with the teacher(s) challenging his/her seniority within five (5) school days after the end of the initial posting period. The Superintendent shall respond to the challenge(s) within five (5) school days of the meeting.

 

b.         If the response of the Superintendent is not acceptable, the teacher shall file a grievance with the School Committee within five (5) school days of the date of the receipt of the Superintendent's response. The School Committee shall meet with the grievant(s) at the next regularly scheduled School Committee meeting. The School Committee will respond to the grievant(s) within five (5) school days of the School Committee meeting with a copy to the Association.

 

c.         If the response of the School Committee is unacceptable, then the Association may file for arbitration within five (5) school days of the receipt of the School Committee's response.

 

 

 

 

 

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2.         The seniority list compiled and corrected in the school year shall be signed by the President of the Association and the Superintendent.

 

3.         A teacher may only challenge his/her seniority in any given year of this contract to the degree that his/her seniority changed from the previous year's seniority.

 

H.        Teacher Certification

 

1.         Teachers shall be properly certified and the Committee shall promptly notify the Association of any teacher not properly certified no later than 30 days of said teacher's employment.

 

2.         The Association shall be notified within 30 days in each instance that a teacher is assigned outside the scope of his/her certification for more than 20% of their teaching time, along with a written statement of reasons for such assignment.

 

3.         Any teacher who is not properly certified for the particular position held by that teacher shall cease to acquire seniority until such time as he/she obtains proper certification for that position.

 

4.         In the event that a teacher is working under a lawfully-issued waiver, the teacher shall acquire seniority for up to two (2) years of teaching performed under a waiver.

 

Section XI.

 

A.        In order to facilitate the assignment of elementary teachers to teaching positions in the Stoughton Public Schools when such teaching positions are available and funded and the teacher's former assignment is unavailable.

 

B.         The Elementary Reassignment Procedure shall consist of the following steps:

 

1.         Those teachers returning from a parental leave of absence shall be assigned to their previous assignment, except in the situation where a teacher returning from a parental leave of absence is subject to layoff pursuant to the Reduction in Force provision contained in Article XII, Section IX of the collective bargaining agreement between the Committee and the Association.

 

2.         Elementary principals will consult with professional status teachers who, as a result of changes within that elementary school, will not be reassigned to the same position presently held by the professional status teacher.

 

a.         During that consultation, the elementary principal will indicate the reasons why the reassignment is necessary and will inform the professional status teacher of other assignments in that elementary school.

 

3.         The principal will try to arrange a reassignment within that elementary school. A

 

 

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            reassignment must be mutually agreed upon.

 

4.         If there is no mutual agreement between the principal and the teacher for the teacher's reassignment for the coming school year, the teacher will be placed in the Unassigned Teacher Pool as defined in Paragraph C.

 

5.         Teachers in the Unassigned Teacher Pool will be provided with a list of open positions; such list will contain the location and the grade level of each position. A permanent substitute position will be identified as such a position.

 

6.         Teachers in the Unassigned Teacher Pool will then submit a preference form on a mutually-agreed upon date. Such preference form will list their choices of open teaching positions in order of preference.

 

7.         In descending order of seniority, teachers in the Unassigned Teacher Pool shall be reassigned to an open teaching position in conformance with their preference forms. However, in the event that the elementary principal of the particular school does not agree with the selection, the matter will be sent to the Superintendent of Schools for disposition. A teacher, who is not granted preference of reassignment in conformance with seniority, shall be provided with the reason(s) by the superintendent or his/her designee.

 

8.         It is understood and agreed that if a Title I teacher was assigned to a non-Title I teaching position as a result of the Elementary Reassignment Procedure, and if subsequent to that assignment Title I funding becomes available for a Title I position, the Title I teacher will be reassigned to a Title I position.

 

9.         In the event that a position at a more appropriate grade level becomes open between June 1 and August 1 of the given year, the administration will make efforts to reassign teachers to positions at more appropriate grade levels.

 

C.         The Unassigned Teacher Pool will be composed of the following teachers:

 

1.         Professional status teachers returning from a leave of absence, other than a parental leave of absence;

 

2.         Professional status teachers with no assignment, including Title I Teachers;

 

3.         Professional status teachers who were unable to reach agreement with their principals on a reassignment within their schools; and

 

4.         Professional status teachers who desire a voluntary transfer and who have filed their applications for a voluntary transfer by June 1 as required by Article XII, Section V. It is understood that the position currently held by a teacher requesting a voluntary transfer would then be an open position to be included on the list and for which all teachers in the Unassigned Teacher Pool would be eligible pursuant to the Elementary Reassignment Procedure.

 

 

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ARTICLE XIII

 

Teacher Evaluation

 

Section I.         All formal observations of the work performance of a teacher will be conducted openly with full knowledge of the teacher. Teachers will be given a copy of any evaluation report prepared by their superiors and will have the right to discuss such report with their superiors. Evaluations will be made according to the "Guide for Teacher Evaluation," incorporated into this Agreement as Appendix F, as delineated or amended by the Evaluations Standing Committee. Teachers shall be evaluated in accordance with the Stoughton Public Schools Teacher and Caseload Educator Contract which is incorporated herein by reference.

 

Section II.

A.        Teachers have the right, upon request, to review the contents of their personal file. A teacher will be entitled to have a representative of the Association accompany him during such review.

 

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

 

Section III.       The Association recognizes the authority and responsibility of the principal, administrative assistant, and department heads for disciplining or reprimanding a teacher for delinquency of professional performance. If a teacher is to be disciplined or reprimanded by a member of the administration above the level of these persons, however, he will be entitled to have a representative of the Association present.

 

Section IV.       No teacher will be disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without just cause.

 

Section V.        Any contention that any evaluation is arbitrary or discriminatory may be raised as a grievance.

 

ARTICLE XIV

 

Use of School Facilities

 

Section I.

 

A.        Upon making arrangements with the office of the Superintendent of Schools, the Association may use the school buildings without cost, except actual expenses incurred as the result of the use of said building or facilities which are uniformly assessed to any other group or organization at reasonable times for meetings. The principal of the building in question will be notified in advance of the time and place of all such

 

 

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            meetings.

 

B.         Upon making arrangements with the office of the Superintendent of Schools, the Association may use the athletic facilities and equipment at all schools without cost, except actual expenses incurred as the result of the use of said buildings or facilities which are uniformly assessed to any other group or organization one (1) evening each week; provided, however, that the interscholastic and the evening school athletic programs take precedence over any and all activities of the Association.

 

Section II.        There will be one (1) bulletin board in each school building, which will be placed in each existing faculty lounge, for the purpose of displaying official Association notices, circulars, and other material of a non-inflammatory nature. The Association will have the right to distribute official Association notices, circulars, and other material of a non-inflammatory nature in the mailbox of individual teachers. Copies of all such material will be given to the principal, but his advance approval will not be required. If the principal objects to a particular bulletin, he will discuss the matter with the President of the Association.

 

Section III.       Nothing herein shall be construed to in any way prohibit the right of the Committee acting by and through its administration, to require the removal of any material from any bulletin board or any other place within or on any school property, except the official Association notices, circulars, and other material of a non-inflammatory nature as herein provided.

 

Section IV.       The Association recognizes that it may not distribute material in the teacher's mailboxes which is of a political nature. The foregoing sentence shall not limit the normal operating procedures of the MTA/STA relative to elections, voting and similar procedures involving internal union business.

 

ARTICLE XV

 

Teacher Facilities

 

Where practical and possible, each school will have the following facilities:

 

A.        Space in each classroom for safe storage of personal belongings, instructional materials, and supplies;

 

B.         A teacher workroom containing adequate equipment and supplies to aid in the preparation of instructional materials;

 

C.         An appropriately furnished room to be reserved for the exclusive use of the teachers as a faculty lounge;

 

D.        A serviceable desk and chair for the teacher in each classroom;

 

E.         A communication system so that teachers can communicate with the main building office from their classrooms;

 

 

 

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F.         A well-lighted and clean male teacher rest room; and a well-lighted and clean female teacher rest room;

 

G.        A separate, private dining area for the exclusive use of the professional staff;

 

H.        An adequate portion of the parking lot reserved for teacher parking.

 

ARTICLE XVI

 

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

 

Section I.         All openings for special programs will be adequately posted by the Superintendent in each school building as early as possible, and teachers who have applied for such positions will be notified of the action taken regarding their application as early as possible.

 

Section II.        Positions in the Stoughton Evening School and positions under Federal programs will be filled first by regularly appointed teachers in the Stoughton Public School System where those teachers possess qualifications equal to those of candidates outside the school system.

 

Section III.       In filling positions for the above programs, the same standards for appointment to regular teaching positions in the Stoughton Public Schools will apply.

 

ARTICLE XVII

Professional Development and

Educational Improvement

 

Section I.         Professional Meetings: The Committee will pay the reasonable expenses (including fees, meals, lodgings and/or transportation - in accordance with the established policies of the Stoughton Public Schools) incurred by teachers who attend workshops, seminars, and conferences at the request and/or the advance approval of the Superintendent and/or Assistant Superintendent.

 

Section II. Course Reimbursement:

 

Teachers will receive reimbursement for courses through three options:

 

Option A: Teachers not in a degree program will receive up to a maximum of seven hundred dollars ($700) each fiscal year.

 

Option B: Teachers in a degree program beyond the first Master's will receive up to a maximum of seven hundred and fifty dollars ($750) each fiscal year.

 

Option C: Teachers in a first Master's degree program will receive up to a maximum of one thousand and two hundred dollars ($1,200) each fiscal year.

 

 

 

 

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B.         All courses must comply with State standards for recertification as outlined in the booklet Recertification Guidelines for Massachusetts published by the Massachusetts Department of Education.

 

C.         All courses must be graduate level. Exceptions to this requirement must be approved in advance by the superintendent.

 

D.        In order to receive course reimbursement for any course that starts between January 1 and June 30, the teacher must notify the superintendent, in writing, of the cost of the course by June 15.

 

E.         Reimbursements will be made upon receipt of a college transcript indicating a grade of "B" or better. Documentation, including the cost of the course, should be forwarded to the office of the superintendent before the close of the next academic semester, except as provided in Section II. D above.

 

F.         Reimbursement for courses taken in a degree program where only a pass/fail grade is available will be made upon receipt of a college transcript indicating a passing grade. Documentation, including the cost of the course, should be forwarded to the office of the superintendent before the close of the next academic semester except as outlined in Section II. D above.

 

G.        The Stoughton Public Schools will have the option of offering in-system graduate level courses. Those courses will offer one, two, or three in-system graduate credits which may be used for lane changes, other than Master's or Doctorate. Master's and/or Doctorate lane changes require a degree from an accredited college or university. These in-system credits can only be used within the Stoughton Public Schools and are not offered under the auspices of any college and/or university; these credits may not be transferred to any other district.

 

H.        This provision applies only to the school nurses: The Stoughton Public Schools will make available to all nurses Course Reimbursement - $750 (Credited Course) per fiscal year/ OR $250 for CEU Professional Development Course per fiscal year.

 

a)         Credited Course must be taken at an accredited institution and earn a "B" or better.

 

b)         Course must be in a health-related field program and be approved by the Superintendent prior to registration. Nurses enrolled in a degree program will receive a maximum of $750 in each fiscal year or $250 in each fiscal year for CEU/Professional Development Course.

 

c)         Reimbursements will be made upon receipt of a college transcript indicating a course grade of "B" or better; specific cost of the course, excluding fees; copy of canceled check/credit card statement; and a copy of acceptance into the degree program OR copy of Course Certificate for Professional development Package, including above mentioned documentation, should be forwarded to the Office of the Superintendent before the close of the next academic semester. Requests for payments of spring semester courses must be made in writing prior to June 15 for

 

 

 

 

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            reimbursement.

 

ARTICLE XVIII

 

Salaries and Other Compensations

 

Section I.         The salary of each teacher in the Stoughton Public School System shall be determined pursuant to the following sections of this Article.

 

Section II.

A.        Compensation for a change in salary classification may become effective on September 1 and February 1. Data substantiating eligibility for September 1 changes must be received by April 1 to be included in the next annual contract; provided that the teacher has notified the Superintendent, in writing, no later than November 1 of the previous year of an anticipated change in salary classification. Revised contracts will be issued up to August 15 or upon completion of the course prior to September 1 if the course has not been completed by August 15.

 

B.         A new contract will be issued effective February 1 provided that the teacher has notified the Superintendent, in writing, no later than November 1 of the previous school year of an anticipated change in salary classification and data substantiating a teacher's eligibility are received no later than January 31.

 

Section III.       The superintendent shall fix the initial salary rate of each teacher on entering employment, giving consideration to previous experiences and special skills; provided, however, that such salary rate shall not be less than the minimum established in this Article. Teachers who enter the system at other than the beginning of the school year will move the following year on the step schedule at the discretion of the superintendent. Teachers who are within the system will not be granted individual step increases except for services, degree requirements, or for additional duties.

 

Section IV.

 

A.        Appendices A, B and C contain the "Basic Teachers' Salary Schedule" / Basic Nurses' Salary Schedule" and other schedules including Extra-curricular, Elementary Assistant Principals, Directors, Head Teachers, and Athletic Coaches. On and after the effective dates indicated, no teacher employed by the Committee shall be paid a salary less than that provided for in the "Basic Teachers' Salary Schedule"/ Basic Nurses' Salary Schedule" unless an increment has been withheld by the Committee.

 

B.         All teachers leaving the school system during the term of this contract will receive their annual salary divided by 182, the number of days in the contract year, and multiplied by the number of days school has been in session and the teacher has been present, including all approved leave as provided by this Agreement, adjusted to amounts previously received.

 

C.         All absences of teachers not covered by allowable reimbursements will be deducted

 

 

 

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            at a daily rate established by dividing the annual salary by 182, the number of days in the contract year.

 

D.        All teachers shall have two (2) options for the payment of salaries as follows:

 

1.         Option 1. Teachers may elect to have their total annual salary divided into twenty-six (26) equal amounts, each of which shall constitute a bi-weekly salary payment to the teacher beginning with the end of the first pay period in September and ending at the end of the last pay period in June. The final installment, payable on the last pay date in June, shall include a lump-sum payment of that portion of the annual salary withheld as payment of salary for the months of July and August. All authorized deductions for the months of July and August shall be made from the lump-sum payment in June.

 

2.         Option 2. Teachers may elect to be paid in twenty-one (21) equal installments from September through June. Payments shall be made at two (2) week intervals.

 

Teachers must choose one of the options in writing by completing and submitting a form to the Superintendent no later than June 1, indicating their preference for the following contract year. Such selection shall continue automatically from year to year unless the teacher notifies the Superintendent, in writing, prior to June 1, of the desired change for the next contract year.

 

E.         Direct Deposit. The Committee agrees to arrange for direct deposit of payroll checks with banks which are willing to participate.

 

Section V.

 

A.        Graduate level courses to be applied to a change in degree classification (Bachelor's Degree plus 15 semester hours, Master's Degree plus 15 semester hours, Master's Degree plus 30 semester hours, M+45/CAGS, Doctorate) must be earned through any regionally accredited institution of higher education. The Master's Degree must be earned at any regionally accredited institution of higher learning in order to be approved for a change in degree classification by the superintendent.

 

B.         Norfolk/Plymouth County courses shall be creditable toward changes in lane classification only for course work beginning on September 1, 1995; provided that said courses are recognized by an affiliated college as graduate-level courses.

 

C.         A teacher must notify the superintendent in writing no later than November 1 of any school year of his intention to apply for a change in degree reclassification during the next school year.

 

Section VI.       TEACHER SALARY ADDENDA

 

1.         Bachelor's Degree + fifteen (15) credits: Fifteen (15) semester hours of graduate level study beyond the Bachelor's Degree. Such credits beyond the Bachelor's Degree must be earned within a maximum period of four (4) consecutive years, unless excused by the

 

 

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            Superintendent of Schools for extraordinary circumstances

 

2.         Master's Degree + fifteen (15) credits: Enrollment in a second Master's Degree, Advanced Certificate, or Doctoral Degree Program at an accredited institution of higher learning involving fifteen (15) semester hours of graduate level study the Master's Degree will be approved by the Stoughton School Committee. Special programs of concentration involving fifteen (15) semester hours of graduate level study beyond the Master's Degree may also be approved by the superintendent provided that a minimum of nine (9) hours of such study shall be in the major academic area of the teacher's instructional assignment or other related academic areas. Such credits beyond the Master's Degree must be earned within a maximum period of six (6) consecutive years and/or in accordance with the degree requirements of the institution of higher learning.

 

3.         Master's Degree + thirty (30) credits A second Master's Degree, Advanced Certificate, or Doctoral Degree from an accredited institution of higher learning will be approved by the Stoughton School Committee. Special programs of concentration involving thirty (30) semester hours beyond the Master's Degree may also be approved by the superintendent provided that at least twenty (20) hours of such graduate study shall be in the major academic area of the teacher's instructional assignment or other related academic areas. The special program of thirty (30) hours study beyond the Master's Degree must be earned within a maximum period of eight (8) consecutive years.

 

4.         Master's Degree + forty-five(45) credits/CAGS: A second Master's Degree, Advanced Certificate, or Doctoral Degree from an accredited institution of higher learning will be approved by the Stoughton School Committee. Special programs of concentration involving forty-five (45) semester hours beyond the Master's Degree may also be approved by the Stoughton School Committee provided that at least thirty (30) hours of such graduate study shall be in the major academic area of the teacher's instructional assignment or other related academic areas. The special program of forty-five (45) hours study beyond the Master's Degree must be earned within a maximum period of ten (10) consecutive years.

 

5.         Step-rate increases shall become effective in the normal course of salary progress, increments for teachers rendering satisfactory service will be awarded annually; however, annual increments may be withheld from those whose work is unsatisfactory.

 

Section VII.     Teachers who volunteer to work on curriculum revision and development during vacation periods and/or summer recess shall be compensated at the weekly rate of 1/52 of their annual salaries.

 

Section VIII.

 

A.        A Unit B member who resigns his/her position in Unit B and who is offered an available position in Unit A shall be placed on the Unit A salary schedule commensurate with his/her educational attainment and with his/her Unit A years of service.

 

B.         A Unit B member, whose position is eliminated, and for whom there is an available

 

 

 

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            Unit A position for which the Unit B member is qualified under the Unit A agreement, shall be placed on the Unit A salary schedule commensurate with his/her educational attainment and with his/her Units A and B years of service. In addition, for the first year following the elimination of the position, the Unit B member shall receive one quarter of the difference between the salary which he/she is earning pursuant to the paragraph above and the salary which he/she would have earned in his/her Unit B position.

 

C.         A Unit B member, who is removed from his/her position for any reason other than the elimination of his/her position and who is offered an available Unit A position, shall be placed on the Unit A salary schedule commensurate with his/her educational attainment and his/her years of service in Unit A.

 

Section IX: Other Compensations

 

Stipends: Whenever a new position is created which will carry a stipend, the superintendent will notify the Association and give the Association the opportunity to discuss compensation and working conditions pursuant to Article IV, Negotiation Procedure.

 

A.        Bonuses:

 

1.         Teachers without Professional Status shall receive a one-time bonus of five hundred dollars ($500) upon attaining Professional Teacher Status. This provision shall apply only to those teachers initially attaining professional status as of September 2001 or thereafter.

 

2.         Any teacher who receives National Teacher Certification shall receive a payment of one thousand dollars ($1,000) as a one-time bonus. Payment will be made upon submission of proof of certification.

 

3.         Award: Any nurse who receives National School Nurse Certification shall receive a payment of five hundred dollars ($500) as a one-time bonus. Payment will be made after submission of proof of certification. (This provision only applies to the school nurses)

 

C.         Longevity:

 

Those teachers who are scheduled to receive the first $6,000 payment of the three year may elect to receive longevity payments through one of the following options:

 

Option A: Continue to receive $6,000 per year for three (3) consecutive years.

Or

Option B: Be paid longevity payments annually for service in the Stoughton School Department as follows:

 

After 25 years of completed service    $2,200

After 30 years of completed service    $2,900

 

 

 

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ARTICLE XIX

 

Insurance Benefits

 

Section I.         The Town of Stoughton shall pay-one-half the cost of a $2,000 Life Insurance Policy and a $2,000 Accidental Death and Dismemberment Policy, details of which are covered in a supplementary booklet, the School Department will deduct the employee's share upon payroll checks for participating members on receipt of the proper authorization.

 

Section II.        The Committee/Town of Stoughton agrees to pay a universal seventy percent(70%) of the cost of the health insurance rate beginning July 1,2011,

 

Section III        The School Committee/Town agrees to provide "Section 125" Flexible Spending Accounts as follows:

 

a.         Pretax Insurance Premium Payments

b.         Dependent Care Account Plan (DECAP)

c.         Medical Care Account Plan (MEDCAP)

 

The School Committee/Town shall retain and pay the full costs of a third party administrator to administer the Section 125 Flexible Spending Accounts. The program shall include a voluntary debit card. Employees may set aside funds up to the maximum amount permitted by the Internal Revenue Code.

 

On the date of retirement, retired municipal teachers may make "application for Continuance of Insurance Coverage Under Retirement" in accordance with Chapter 626 of the Acts of 1970 as amended by Chapter 763 of the Acts of 1972.

 

The Stoughton Board of Selectmen on December 19, 1972, accepted Section 9F of Chapter 763, Acts of 1972 increasing group life insurance benefits to $2,000 of life insurance and $2,000 of group accidental death and dismemberment insurance. Additional information may be obtained from: Commonwealth of Massachusetts –

Group Insurance Commission

 

Section II.        Employees are entitled to "Workmen's Compensation Insurance" in accordance with the provisions of Chapter 152 of the General Laws of Massachusetts.

 

Section III.       Deductions for Tax Sheltered Annuities on a twelve-month basis, twenty-four bimonthly payments, will be allowed under the following condition:

 

That participation in the program will be on a yearly basis after October 1 of each school year with at least one month notice of intention.

 

Section IV.       It is recognized under the laws of the Commonwealth that permanently appointed teachers must become members of the contributory retirement system. Teachers hired prior to January 1, 1975 shall have five percent (5%) of their salaries deducted each month. Teachers hired between January 1, 1975 and December 31, 1983, shall have seven percent (7%) of their salaries deducted each month. Teachers hired after January 1, 1984 shall

 

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have eight percent (8%) of their salaries deducted each month. Teachers hired on or after July 1, 1996 shall have nine percent (9%) of their salaries deducted each month. Teachers hired on or after July 1, 2001 shall have eleven percent (11%) of their salaries deducted each month. Retirement benefits are based on the average of one's three highest paid years of service, his/her total years of service and his/her age.

 

Section V.        The School Department shall continue to make available to members of the bargaining unit through the Town of Stoughton a Cafeteria Plan pursuant to Section 125 of the Internal Service Code, as long as the Town participates in such plan. The purpose of such a plan is to allow members of the bargaining unit to utilize pre-tax income to pay their share of the premium cost of health insurance provided pursuant to MGL c. 32B. The Committee and the Association will look into the procedures and select an administrative organization to administer an expanded cafeteria plan at no cost to the Committee.

 

ARTICLE XX

 

Sick Leave

 

Section I: Sick Leave Accumulation:

 

            All regularly appointed teachers shall be entitled to sick leave with full pay computed as follows: For each calendar month of the work year, namely September through June, a professional status teacher will earn one and a half (1 1/2) days of sick leave per month up to fifteen (15) days per work year. All non-professional status teachers will be allotted three (3) sick leave days on the first workday of their first year of appointment and then earn one and one-half (1 1/2) days of sick leave each month of that work year beginning in November. For each subsequent year of non-professional status employment, a non-professional status teacher will earn one and one-half (1 1/2) days of sick leave per month up to fifteen days per work year. Said one and one-half (1 1/2) days, for both professional status and non-professional status teachers, will be credited on the first workday of the month following the month in which the sick leave was earned. Any teacher may accumulate full paid sick leave up to a maximum of three hundred (300) days. Deductions from any accumulated sick leave allowable under this section shall be made only after the school year is ended. Said deductions shall be made only if the number of days of excused absences exceed fifteen (15) days in any school year and/or if the number of days earned causes the accumulation to exceed the maximum accumulation under this section. Teachers will be notified of the extent of their accumulated sick leave no later than November 1 of the current school year.

 

Section II. A teacher may utilize sick leave for absences due to personal illness, injury or disability. In addition, a professional status teacher may utilize sick leave for absences required by the bedside care of immediate family members who are defined as the parents, spouse, or child(ren) of the professional status teacher. The requirements of Sections III and IV shall also apply to the use of sick leave for bedside care of immediate family members. In no case may the Sick Leave Bank be utilized for the bedside care of immediate family members.

 

 

 

 

 

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Section III. Absences for periods in excess of five (5) school days' duration will be paid only on submission of a doctor's certificate to the Superintendent.

 

Section IV. An employee using accumulated sick leave must submit a written statement from a physician affirming that personal ill health makes absence necessary when such absence extends beyond ten (10) consecutive school days and every ten (10) consecutive school days thereafter.

 

Section V. Extension beyond stated sick leave may be given in exceptional circumstances at the discretion of the Superintendent of Schools and the Committee.

 

Section VI: Sick Leave Bank.

A.        The purpose of the Sick Leave Bank is to provide extended sick leave coverage to any professional status teacher who has exhausted his/her sick leave and who is a member of the Sick Leave Bank pursuant to Paragraph B, below. A teacher may access the Sick Leave Bank for absences due to or resulting from an extended and/or serious injury, illness or disability.

 

B.         To be eligible to join the Sick Leave Bank as a member a teacher must have professional status and must contribute one (1) day of his/her accumulated sick leave to the Bank by October 15 of the current school year.

 

C.         The Bank will be administered by a committee of four persons; two members representing the School Committee and two members representing the Association, to be known as the Sick Leave Bank Committee.

 

D.        All requests for the use of sick days from the Sick Leave Bank shall be directed to the Sick Leave Bank Committee. The Sick Leave Bank Committee may approve a request for the use of sick leave bank days in an amount up to thirty (30) days. The total grant of Sick Leave Bank days shall not exceed one hundred eighty-two (182) days per illness, injury or disability. A request for the use of sick bank days must be accompanied by an application and medical documentation. Any requests for an extension of sick leave bank benefits must be accompanied by a new application and current medical documentation.

 

E.         In acting upon requests for sick days from the Sick Leave Bank, the Sick Leave Bank Committee shall utilize the following criteria:

 

1.         Adequate medical evidence;

 

2.         Prior utilization of sick leave and/or the Sick Leave Bank;

 

3.         Reasons for and propriety of prior use of sick leave and,

 

4.         The member's intent to return to service in the Stoughton Public Schools.

 

F.         In order for a member to be eligible for sick leave bank benefits in a successive school year, he/she must return to work for a period of time at least as long as the

 

 

 

 

 

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            period for which he/she received benefits. The Sick Leave Bank Committee may waive this provision in extraordinary circumstances.

 

G.        The decisions of the Sick Leave Bank Committee are final and not subject to the Grievance and Arbitration Procedure.

 

H.        When the Sick Leave Bank drops below three hundred (300) days, all members of the Sick Leave Bank must contribute one (1) day of sick leave to the Bank on the first workday of the following month. On September 1 of each school year, each member will automatically donate a day to the Bank if the Bank dropped below three hundred (300) days in the month of June. In no case shall the Bank be allowed to exceed six hundred (600) days.

 

I.          Any member currently receiving Sick Leave Bank benefits may continue to be eligible for Sick Leave Bank benefits even though the Bank drops below three hundred (300) days and the member does not have a day to contribute to the Sick Leave Bank. He/she will automatically have a day of sick leave deducted and contributed to the Bank as soon as he/she has earned a sick day.

 

Section VII: Sick Leave Buy Back:

 

A.        Teachers whose services are terminated for any reason shall not be entitled to compensation in lieu of any sick leave not taken except as follows: Any employee covered by this Agreement who has completed a minimum of fifteen (15) years but less than twenty (20) years full time service or its part-time equivalency in the Stoughton School System and retires into the State or County Retirement System shall be entitled to an amount of money equal to ten dollars ($10) per day multiplied by the number of days accumulated up to and including one hundred (100) days and forty dollars ($40) per day multiplied by the total number of accumulated days between one hundred and one (101) days and three hundred (300) days. In the event of death, amounts due to an employee under this provision shall be deemed by the School Committee to be fully earned and payable to the teacher's Executor or administrator.

 

B.         Any employee covered by this Agreement who has completed a minimum of twenty (20) years or more of full time service or its part-time equivalency in the Stoughton School System and retires into the State or County Retirement System shall be entitled to an amount of money equal to twenty dollars ($20) per day multiplied by the number of days accumulated up to and including one hundred (100) days and fifty dollars ($50) per day multiplied by the total number of accumulated days between one hundred and one (101) days and three hundred (300) days. In the event of death, amounts due to an employee under this provision shall be deemed by the School Committee to be fully earned and payable to the teacher's Executor or Administrator.

 

            Personnel who intend to participate in this program must notify the Superintendent of Schools by November 1 of the calendar year preceding the retirement and each such notice shall be submitted in writing. Payment shall be made on or before July

 

 

 

 

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            31st of the year of retirement. Personnel who intend to participate in this program may not retire during a school year. In the case of hardship and/or an extraordinary change of circumstance, the notification deadline may be waived, at the discretion of the superintendent, subject to the approval of the School Committee. If the waiver request is granted, the date of the payment will be determined by the School Committee. If the waiver request is denied, the denial is final and binding and is not grievable or arbitral.

 

Section VIII.    Except on reinstatement after an approved leave of absence, no sick leave credit for prior employment will be allowed to any teacher rehired after a termination of service.

 

Section IX.       An individual with a disability resulting from an operation during the work year shall not be eligible to use sick leave unless the attending physician certifies that the operation was of a nature demanding emergency treatment.

 

Section X.        Abuses of sick leave provisions will be treated as individual disciplinary cases by the Superintendent and/or Assistant Superintendent.

 

ARTICLE XXI

 

Temporary Leaves of Absence with Pay

 

Section I: Bereavement Leave

A.        Immediate Family - Immediate Household: Teachers will receive up to five (5) school days off, with pay, in the event of death in the immediate family and/or any member of the immediate household other than those identified as "immediate family." The term "immediate family" means the teacher's spouse, child, father, mother, sister, brother, father-in-law, mother-in-law, son-in-law, and daughter-in-law.

B.         Relatives: Teachers will receive three (3) school days off, with pay, in the event of the death of a teacher's grandparent, grandchild, brother-in-law, sister-in-law, uncle, aunt, niece, or nephew unless said relative is a member of the immediate household, in which event the teacher will be entitled to the five school days provided in Paragraph A, above, of this section.

C.         Absences under Paragraphs A and B of this Section will not be deducted from the annual and/or cumulative sick leave.

D.        These provisions shall be administered in the light of their purpose, which is to provide opportunity, when needed, to enable an employee to attend the funeral or to attend to family or personal matters arising as a result of the death.

 

Section II.        Three days of the annual sick leave allowance may be used for personal, legal, business, household, or family matters which require absence during school hours. Application for this personal leave must be made at least twenty-four (24) hours before the taking of such leave except in the case of an emergency. When personal leave is taken, a statement of the category under which the leave is being taken will be submitted within two (2) school days of taking such leave to the office of the Superintendent. The benefits of this paragraph shall not

 

 

 

 

 

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be utilized to extend a holiday or a vacation period.

 

Section III.       Three (3) days of the annual sick leave allowance may be used for the observance of religious holidays.

 

Section IV.       A regular employee may be granted leave of absence with pay for one (1) day to attend commencement exercises at which he will be awarded a degree or a professional diploma in education. A regular employee may be granted leave of absence with pay for one (1) day to attend graduation exercises at which a member of his immediate family will be awarded a degree or diploma which represents the completion of at least two years of post-high school study.

 

Such absence will be deducted from the annual and/or cumulative sick leave. For the purposes of this regulation, immediate family is defined as father, mother, husband, wife, son or daughter.

 

Section V.        Attendance at educational meetings and conferences, school health meetings and conferences, including Massachusetts Teachers Association and/or National Education Association conferences and conventions, may be approved by the Superintendent of Schools.

 

Section VI.       Teachers will be entitled to a leave of absence with pay each school year for time necessary for appearances in any legal proceeding connected with the teacher's employment or with the school system or any other legal proceeding if the presence of the teacher is required by subpoena to be a witness. Such leave will be in addition to sick leave to which the teacher is entitled.

 

ARTICLE XXII

 

Parental Leave of Absence

 

Section I.         A parental leave of absence shall be granted upon request to any teacher for any purpose related to the actual or prospective rearing of a newly born or adopted infant, provided that:

 

A.        The teacher has completed three (3) consecutive months as a unit employee of the Committee.

 

B.         As soon as practicable after the female employee determines that she is pregnant, she shall inform the building principal.

 

C.         The teacher shall notify the Superintendent, in writing, at least four (4) weeks prior to the probable date said leave or disability is to commence. At the time of the notification, the teacher shall select, in writing, one of the following options, if applicable:

 

1.         Option A. Extended leave without pay, and as to female employees, with entitlement to sick leave benefits for certified disability due to childbearing and/or childbirth and recovery there from during the period of this leave

 

 

 

 

 

 

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2.         Option B. Massachusetts statutory maternity leave of eight (8) weeks with entitlement to sick leave benefits for certified disability resulting from childbearing and/or childbirth and recovery there from during the period of this leave.

 

Section II.        The provisions of Option A are as follows:

A.        The duration of the leave shall be as follows:

 

1.         No leave shall be more than two (2) years;

 

2.         If a female employee's period of disability due to pregnancy, childbirth and recovery occurs immediately prior to an anticipated parental leave, the parental leave shall commence with the first day after the last day of certified disability;

 

3.         All requests for leaves under this Article are irrevocable except that in unusual situations, such as an infant death or miscarriage, a teacher may return to work on a date different from the return date selected in the original leave application provided that Superintendent receives written notice at least thirty (30) days prior to the intended return. The Superintendent may require the teacher to return on the first day of the next marking period following said notification.

 

Section III.       A teacher who chooses Option B, but whose leave extends beyond eight (8) weeks and who is not certified disabled shall be considered on leave under Option A, and shall be required to notify the Superintendent, in writing, as to her return date.

 

Section IV.       An employee requesting a parental leave of absence must indicate at the time of application for said leave the Option selected and the intended date of return pursuant to the Option selected. An employee must notify the Superintendent, in writing, at least four (4) school weeks prior to the expiration of the leave of his/her intention to return to work. Any employee who fails to so notify the Superintendent in writing, or who does furnish said written notice, but fails to return to duty at the expiration of the leave without good reason, shall be deemed to have resigned, and the Committee's obligation to provide a position for said employee shall cease.

 

Section V.        In order for entitlement to sick leave benefits to apply for certified disability for childbirth and recovery therefrom in connection with additional siblings, the employee will have to return to full-time active service and be granted an additional leave of the type provided under Option A or Option B above. The parties agree that sick leave benefits for disability due to childbirth and recovery therefrom will not be allowed for an employee who is on any kind of approved extended leave of absence. In addition, employees will not be entitled to sick leave benefits for any other illness and/or disabilities incurred while on maternity leave, except as provided in this Article.

 

Section VI.

 

A.        Employees returning to work as prescribed above shall be restored to their same

 

 

 

 

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            position with the same status as the date of her leave unless the position has been impacted by Article XII, Transfers, Vacancies, Etc., Section X.

 

B.         All other benefits to which an employee was entitled at the time leave of absence commenced, including any unused sick leave, shall be restored upon return.

 

Any employee returning from parental leave in any year subsequent to the year in which

the leave was taken shall be advanced to the next step on the salary schedule provided

said employee completed ninety-one (91) work days during the year in which the parental

leave commenced.

 

ARTICLE XXIII

 

Extended Leaves of Absence

 

Section I. Sabbatical Leave

 

A.        Granting of sabbatical leave shall be predicated upon demonstrable professional growth and promise as evidenced by recommendation of superiors; award of scholarships, fellowship or grant; participation in graduate program leading to a higher degree, certificate, or academic concentration.

 

B.         Sabbatical leave of absence not exceeding one (1) year for approved study may be granted a member of the professional staff after seven (7) consecutive years of service in the schools of Stoughton upon recommendation by the Superintendent of Schools and approval by the Committee.

 

C.         Requests for sabbatical leave of absence shall be made before December 1 of the school year previous to the school year for which leave of absence is requested.

 

D.        A member of the professional staff on sabbatical leave of either a full year or a half year shall receive a salary equal to one half the annual salary to which he/she would have been entitled had he/she remained in the school system that year. Salary will be interpreted to mean the basic salary excluding supplemental payments for special assignments.

 

E.         Sabbatical leave shall be in accordance with the statutory requirements of Chapter 71, Section 41A, Leaves of Absence for Study or Research, (Enacted 1962, 277) which provides that prior to the granting of such leave, said teacher or Department Director shall enter into a written agreement with the Committee that upon termination of such leave he will return to service in the public schools of such city or town for a period equal to twice the length of such leave and that, in default of completing such service, he will refund to the city or town an amount equal to such proportion of salary received by him while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered.

 

 

 

 

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Section II. Military Leave

 

The Committee will comply with all State and Federal Laws with respect to military leaves of absence.

 

Section III. Career Exploration Leave

 

A.        A teacher may apply for, and shall be granted, a leave of absence without pay or increment for a period of one (1) year for the purpose of exploring an alternative career. No extensions of career exploration leave shall be granted to an employee if such an extension would prevent granting said leave to a new applicant.

 

B.         A teacher who desires such a leave of absence shall apply in writing to the School Committee no later than January 31 of the school year preceding the school year in which the teacher desires to take the leave of absence.

 

C.         No more than five (5) percent of the bargaining unit may be on said leave of absence during any one school year.

 

1.         No more than one (1) teacher in a discipline category, other than K-6, as defined in Article XII, Section X, nor more than one (1) teacher in an elementary school building, can be on such a leave of absence during any one school year.

 

2.         In the event the number of applicants in any category exceed the above limits, the Committee shall select from among said applicants first on the basis of the date of earliest application and then by seniority.

 

3.         The School Committee may grant leave to applicants in excess of the limits described under this section if it is deemed to be in the best interests of the school system.

 

D.        A teacher on a career exploration leave must notify the School Committee, in writing, no later than January 31 of the year in which the teacher is on leave of his/her intention to return to work in the Stoughton Public Schools.

 

Section IV.       Any employee on an extended leave of absence who fails to notify the Superintendent, in writing, of his or her expected date of return or who fails to report to work on the first work day after the conclusion of the leave of absence shall be deemed to have resigned.

 

Section V.        Discretionary Leaves

 

If granted a leave other than one which has a stated return date covered by this contract, the Superintendent must be notified of a unit member's intent to return to work by July 1 of the year of said leave. Failure to do so will be deemed a resignation.

 

 

 

 

 

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Section VI.       Family and Medical Leave

The Committee will comply with all State and Federal Laws with respect to family and medical leave.

 

Eligible employees are entitled to use a total of twelve (12) weeks of leave within a twelve (12) month period. The twelve (12) week leave entitlement is measured forward from the employee's first use of FMLA on a rolling basis. Thus, if an employee takes four (4) weeks of FMLA on February 1, 2007, four (4) weeks of FMLA leave on September 15, 2007 and four (4) weeks of FMLA leave on December 1, 2007, this employee would not be entitled to any additional FMLA leave until February 1, 2008, when the employee would be entitled to twelve (12) weeks of FMLA leave to use within the following twelve (12) months.

 

ARTICLE XXIV

 

Personal Injury Benefits

 

Whenever a teacher is absent from school as a result of personal injury by an accident or an assault occurring in the course of his or her employment, payment will be made in accordance with the provisions of Section 69 of Chapter 152 of the General Laws of Massachusetts. This law provides, in part, that a person receiving compensation as a result of total incapacity may have the difference between such compensation and his regular salary made up from overtime or vacation pay which may be due, or from any sick leave allowance to which he may be entitled. However, when a person has exhausted his or her overtime or vacation pay and/or sick leave allowance, such person is entitled only to the wages allowable under Workmen's Compensation.

 

ARTICLE XXV

 

Protection

 

Section I.         Teachers will immediately report all cases of abusive conduct, including unprofessional behavior, and/or torts suffered by them in connection with their employment to the Superintendent of Schools in writing.

 

Section II.        This report will be forwarded to the Committee which will comply with any reasonable request from the teacher for information in its possession relating to the incident or the persons involved, and will act in appropriate ways as liaison between the teacher, the police, and the courts. In addition, any student involved in such assault will be promptly and properly disciplined after the responsibility has been established.

 

Section III.       Teachers shall be indemnified for claims against them as provided by General Laws, Chapter 258 pertaining to furnishing legal counsel to a teacher in a criminal proceeding brought against the teacher alleging he or she committed an assault in connection with his or her employment.

 

Section IV.       If the teacher unwillingly or negligently fails to report forthwith a case of abusive conduct, including unprofessional behavior, and/or tort suffered by him/her in

 

 

 

 

 

 

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connection with his/her employment to the Superintendent of Schools, in writing, such teacher waives all rights of protection under this Section.

 

ARTICLE XXVI

 

General Provisions

 

Section I.         In recognition of the professional standing of teachers and the fact that teachers' ideas and opinions systematically and periodically collated and expressed are of significant value in improving the quality of education in, as well as the efficient and economical operation of, the Stoughton School System, and in recognition of the Association's knowledge of the ideas and opinions of teachers, the Committee agrees that once every month it or its designated representative will, upon request of the Association, meet at a reasonable time and place with the Association to consult about any matters of concern or interest to the Association. The Association agrees that prior to one week before the date scheduled for said consultation the Association will submit a written agenda of subjects about which it desires to consult at the meeting to the Superintendent of Schools, and that the consultation will normally be confined to subjects on that agenda. It is further agreed that the provisions of this Section will in no way be construed as broadening or restricting the scope of other Sections of this Agreement. In addition, the parties agree that the Bargaining Teams shall meet every six months to discuss matters of mutual interest.

 

Section II.        This Agreement shall be between the Committee and the Association and produced and distributed to each person who is a member of the bargaining unit during the effective term of the contract. The cost of reproduction will be equally shared by the Committee and the Association.

 

Section III.       If negotiating meetings are scheduled by the School Committee during the school day, the representatives of the Association, not to exceed five (5), will be relieved from all regular duties without loss of pay as necessary in order to permit their participation in the meeting.

 

Section IV.       The School Committee will, forthwith upon adoption, distribute to the President of the Stoughton Teachers Association two (2) copies of its administrative regulations and policies concerning wages, hours, and other conditions of employment which may have an effect upon teachers covered by this Agreement.

 

Section V.        (This provision does not apply to the school nurses)Teachers who have completed two years of service beyond the acquisition of PTS shall not be required to submit plan books. Plan books will continue to be maintained as a professional expectation. The plan books of other teachers and all rank or mark books shall be submitted at the end of each school year in accordance with the requirements listed in the Unit A Agreement, General Organization Bulletin, and Information for the Closing of School. Teacher rank books shall be used for answering questions arising with respect to marks. Before a conference is scheduled with a parent for a discussion of marks, the administrative principal will seek to have the teacher present if he or she so desires. Sufficient notification shall be by certified mail, return receipt. The above will be available upon request to all teachers within one week after the opening of the next school year. Materials not requested will be kept on file for one school year.

 

 

 

 

 

44


 

Section VI.       The required notification by a teacher of termination of employment is thirty (30) days. It will be expected that a teacher will make every effort to give his notice of resignation as soon as possible.

 

ARTICLE XXVII

 

Separability and Renegotiation

 

To the best knowledge and belief of the parties, this Agreement contains no provision which is contrary to Federal Law or State Law. Should, however, any provision of this Agreement, at any time during its life, be held by a court of competent jurisdiction to be in conflict with Federal or State Law, then either party shall have the right to open discussions with the other party with a view to the elimination and/or modification of such provision. In the event of any provisions of this Agreement thus being held inoperative, the remaining provisions of the Agreement shall, nevertheless, remain in full force and effect. If any provision which has been excluded from this Agreement, solely because of the restriction of the law, is determined either by a legislative enactment or by a decision of the court of highest recourse to be legal or permissible, then both parties shall meet and restore such provision to the extent permitted.

 

ARTICLE XXVIII

 

Special Subject Teachers

 

Section I.         Special subject teachers will be defined as those teachers in the areas of art, music, physical education, speech therapy, and remedial reading.

 

Section II.        Special subject teachers in addition to their regular salary will receive travel compensation from September to June inclusive as follows:

 

$20.00 per month if scheduled to more than one school per day per week.

 

$40.00-per month if scheduled to more than two schools per day per week.

 

Section III.       Special subject teachers shall be evaluated by their immediate supervisors in their respective departments and the building principals.

 

Section IV.       Scheduling of special subject classes will be done by the principals in consultation with the teacher and department coordinator and/or director. Final approval of all scheduling shall be subject to the approval of the Central Administration.

Section V.        Mileage for out-of-town travel will be reimbursed at the current IRS mileage allowance upon submission of mileage records.

 

 

 

 

 

 

 

45


 

ARTICLE XXIX

 

Directors

 

Section I:         The following shall be the various directors, their departments, grade responsibility, teaching load and salary

 

Grade Responsibility       Teaching Load             Stipend Evaluation         Observation

 

Level I

 

See Appendix B

 

Guidance

K-12

No

Yes

Level II

K-12

10 periods per week !

See Appendix B

Fine Arts

 

No

Yes

Level III

9-12

up to 20 periods per week !

See Appendix B

English

 

No

No

Math and Business

 

No

No

Natural & Applied Sciences and Physical Education/ Health             No

No

Social Studies

 

No

No

World Languages

 

No

No

 

 

 

 

 

Section II.        The work year for all the directors listed above shall be ten months. The director shall also work an additional two weeks, as needed and funded.

 

Section III.       Directors shall not be required to perform non-teaching duties.

 

Section IV.       Positions of Level 2 Directors shall be posted and filled every two (2) years. Positions of Level 1 and Level 3 Directors will be posted and filled every year.

 

a.         These positions shall be filled by the Superintendent.

 

            It is understood and agreed that this provision in no way shall limit the right of the Superintendent to remove a Director for just cause during the two (2) year period he/she had been elected to serve.

 

Section V.        In consideration of the increase in teaching load and the reduction in compensation, the directors shall not be required to do the following:

 

●          Planbook checks

●          Collect rankbooks

●          Summer duties including but not limited to:

Final class counts

Assignments to computer classroom

Be responsible for any duties associated with summer school

●          "Kids Vote" at K-8 level

 

46


 

ARTICLE XXX

 

Guidance Counselors and Assistants to the

Administrator of Special Education

 

Guidance counselors and assistants to the Administrator of Special Education became members of the Stoughton Teachers Association, Unit A, and their salaries reflect proper level for training and experience.

 

A.        Counselors and assistants to the Administrator of Special Education will work the Unit A contract — 182 school days.

 

B.         Counselors will be eligible for one additional week of employment at 1/52 of their annual salary. The time of the one week will be determined by the Department Director of Guidance, and approved by the Superintendent of Schools and may consist of days before the official opening of school and days after the official closing of school but not to exceed one week.

 

C.         The work day of counselors and assistants to the Administrator of Special Education shall be as follows:

 

Secondary        7:15 a.m. to 2:30 p.m.

                                    - or -

                        7:45 a.m. to 3:00 p.m.

Elementary      8:30 a.m. to 3:45 p.m.

 

D.        One Counselor will be employed at the Middle School level for a four-week period beyond the negotiated work year of school counselors at a weekly rate of 1/52 of his/her annual salary.

 

E.         Two counselors will be employed at the Senior High School level for a four-week period beyond the negotiated work year of school counselors at a weekly rate of 1/52 of their annual salary.

 

F.         The School Committee will use every best effort to maintain the current level of counseling services at the Senior High School.

 

G.        Additional counseling staff at any level may be employed for special projects subject to the recommendation of the Superintendent of Schools with the approval of the School Committee at a weekly rate of 1/52 of their annual salary.

 

H.        Compensatory time may be approved by the Department Director of Guidance, and the Superintendent of Schools for time spent for special conferences with parents beyond the regular work day.

 

 

 

 

47


 

ARTICLE XXXI

 

Textbooks

 

Section I.         The Association recognizes the authority of the Committee and its administrators to be the final judge of all textbooks. Textbook recommendations will be made by the curriculum committees. All teachers may submit recommendations to the curriculum committee and said recommendation shall be given full consideration.

 

ARTICLE XXXII

 

Permanent Substitute

 

Section I.         The Stoughton School Committee agrees to provide the Association when requested, in writing, up-to-date names and assignments of personnel filling permanent substitute positions.

 

Section II.        Permanent substitutes shall be paid at Bachelor's minimum unless they have a Master's degree in which case they will be paid Master's minimum.

 

Fringe benefits will be granted to permanent substitutes on a pro rata basis.

 

Section III.       Permanent substitutes are those initially hired on a long-term basis to fill a vacancy caused by:

 

A.        Retirement, resignation, or death occurring prior to April 15.

 

B.         Promotion occurring prior to April 15.

 

C.         A requested maternity leave for a full year and/or the remainder of the school year in excess of eight weeks.

 

D.        Authorized sabbatical leave or long-term military leave.

 

E.         Or any other long-term leave mandated by the contract or granted by the committee which leave occurs prior to April 15.

 

ARTICLE XXXIII

Part-Time Employees

 

A.        Definition: A regular part-time employee is any person, excluding per diem ,temporary and permanent substitutes, involving a regular assignment in a discipline or job classification but where the scheduled hours of work are decreased below the scheduled hours of work which comprise full-time employment under this Agreement.

 

 

 

 

48


 

B.         Scope:

 

1.         The provisions of this Article shall apply to both voluntary and involuntary part-time employees.

 

a.         For the purposes of this Article, "voluntary part-time" shall include full-time employees who have elected to fill a part-time position and newly appointed teachers entering the Stoughton School System on a part-time basis.

 

b.         Involuntary part-time" shall include only those employees who have been affected by the application of Article XII, Section X.

 

2.         In general, part-time positions may be created if there is a significant reduction of work over the work normally performed within a given job classification or discipline category; where a combination of part-time positions into full-time positions may not be accomplished to satisfy the needs of the System; or where there is additional work not sufficient for the establishment of a full-time position.

 

            In the event the School Committee deems it necessary to create part-time positions not covered by the foregoing criteria, the School Committee will consult with the Association prior to advertising and filling the position.

 

C.         Compensation:

 

1.         Part-time employees shall be paid a salary in accordance with Article XVIII, Salaries, and commensurate with a ratio defined below.

 

a.         An employee scheduled to work a part of the scheduled work week shall be paid a ratio of annual salary which reflects the number of days actually worked in relation to the number of days comprising the normal work week.

 

b.         An employee scheduled to work a part of a day shall be paid a ratio of salary determined by dividing the number of scheduled work hours by the length of the normal workday as defined by Article VIII or Article XXX.

 

c.         If the assignment of a part-time employee to extra class coverage extends his/her hours of work, said teacher shall be compensated in accordance with paragraph b. above. Class coverage compensation shall be in accordance with Article VIII, Teachers' Duties, Section VI when the extra class coverage occurs during the part-time teacher's regular work schedule.

 

D.        Seniority Rights:

Part-time employees shall accrue seniority commensurate with their ratio of salary.

 

E.         Recall Rights:

1.         Voluntary part-time employees shall be recalled only to a part-time position and in accordance with Article XII, Section X, F.

 

2.         Involuntary part-time teachers shall be recalled to any available open full-time

 

49


 

            position in accordance with Article XII, Section X, F.

 

F.         Duties:

The work hours of part-time teachers shall be contained within the starting and

dismissal times for full-time teachers as set forth in Article VIII, Section I.

 

G.        Non-Teaching Duties

The provisions of Article IX, Non-Teaching Duties, shall apply to regular part time

teachers, except that the hours of work contained in Sections VIII and I shall not be

figured into the computation of salaries under Section C of this Article.

 

H.        Transfers, Vacancies, Promotions and Reductions in Force:

1.         Involuntary part-time employees shall have all of the benefits of Article XII of this Agreement.

 

2.         Voluntary part-time employees may be transferred only to another part-time position.

 

3.         Article XII, Section X, shall apply to all voluntary part-time employees except that Section X(E),(4) shall apply to voluntary part-time employees only when the position involved is a part-time position.

 

4.         Article XII, supra, Section X, G is amended to provide that the seniority list shall indicate the status of regular part-time employees by the additional designation of either "voluntary" or "involuntary."

 

I           Sick Leave:

1.         Part-time employees who work full work days for a part of the scheduled work week shall earn sick leave in the same proportion as their part-time employment status.

 

2.         Part-time employees who work part of a scheduled work day each day of each scheduled work week shall earn sick leave at the rate of 1 1/2 work days per calendar month up to fifteen (15) work days per year. It is understood that a work day is the number of hours per day that an employee is scheduled to work.

 

3.         Sick leave accumulation for regular part-time employees shall be in the same manner as for full-time employees under Article XX, Sick Leave, Section I.

 

a.         Sick leave days accumulated as a full-time employee shall be converted to part-time equivalency where a full-time employee's employment is changed to part-time.

 

b.         Sick leave days accumulated as a regular part-time employee shall be converted to full-time equivalency where a regular part-time employee's employment is changed to full-time.

 

4.         The provisions of Article XX, Sections II-V shall apply to all part-time personnel.

 

 

 

50


 

5.         The provisions of Article XX, Section VI shall generally apply to all part-time personnel except that deductions from the bank and allotments to part-time employees, shall be commensurate, where applicable, with the part-time employment status of the part-time employee drawing from the bank.

 

6.         The provisions of Article XX, Sections VII-X shall apply to all part-time personnel.

 

J.          Other Benefits and Obligations:

 

1.         Full Coverage: Article I, Recognition; Article II, No Discrimination; Article III, Professional Association Duties/Dues Deduction; Article V, Grievance Procedure; Article VI, Rights of Committee; Article VII, No Strike; Article X, Class Size; Article XI, Teacher Assignment;

 

            Article XIII, Teacher Evaluation; Article XV, Teacher Facilities; Article XVI, Position in Summer School, Evening School, and Under Federal Programs; Article XVII, Professional Development and Educational Improvement; Article XXII, Parental Leave of Absence; Article XXIV, Personal Injury Benefits; Article XXV, Protection; Article XXVIII, Special Subject Teachers; Article XXXI, Textbooks; Article XXXIV, Early Retirement Incentive Program; Appendix B, Extracurricular Salary Schedule; Appendix C, Salary Schedule, Athletic Coaches

 

2.         Total Exclusions: Article XXXII, Permanent Substitutes

 

3.         Modified Coverage:

 

a.         As specified under various other provisions of this Article.

 

b.         Article XXXIV, Early Retirement Incentive, Section B is modified as to regular part-time employees as follows:

 

            In the event an employee with any part-time service applies for an early retirement incentive, the School Committee shall consult with the Association to determine the early retirement incentive amount due to that employee.

 

ARTICLE XXXIV

 

Early Retirement Incentive Program

(This provision does not apply to the school nurses)

A.        Beginning September 1, 2001, members who will retire/resign no sooner than August 31, 2003, the following provisions will apply:

 

1.         A professional status teacher who is eligible for retirement under G.L. c.32 and who desires to leave the Stoughton Public Schools prior to attaining the age of sixty-two (62) may make an irrevocable application to be granted an early retirement incentive;

 

 

 

51


 

 

2.         The early retirement incentive amount shall be fifty percent (50%) of the difference between Step 1 and the step placement of the individual teacher within the teacher's degree column;

 

3.         A teacher who desires the early retirement incentive under this program shall apply to the Superintendent no later than November 1 for his/her termination to be effective one year from the following August 31.

 

B.         Any teacher who applies for the early retirement incentive and who receives such an incentive shall be deemed to have resigned, effective August 31, two years from the date of application.

 

Early Retirement Incentive Program Nurses

(This provision only applies to the school nurses)

 

A.        Beginning September 1, 2001, members who will retire/resign no sooner than August 31, 2003, the following provisions will apply:

 

1.         A nurse who is eligible and who desires to leave the Stoughton Public Schools prior to attaining the age of sixty-two (62) may make an irrevocable application to be granted an early retirement incentive;

 

2.         The early retirement incentive amount shall be fifty percent (50%) of the difference between Step 1 and the placement of the individual nurse within the nurses' degree column;

 

3.         A nurse who desires the early retirement incentive under this program shall apply in writing to the Superintendent no later than November 1 for his/her termination to be effective August 31of the next fiscal year.

 

B.         Any nurse who applies for the early retirement incentive and who receives such an incentive shall be deemed to have resigned, effective August 31, following the date of the application.

 

ARTICLE XXXV

(This provision only applies to the school nurses)

Nurses

 

1.         All nurses will be reimbursed for necessary use of their personal vehicle at the rate of forty-eight cents per mile, upon receipt of approved documentation.

 

2.         Summer Work: Nurses may be employed up to twenty (20) hours at the Elementary Level and up to twenty-five (25) hours at the Secondary Level and Director position at the per diem rate of pay or fraction thereof as compensation for State-mandated work during the summer vacation period with prior approval of the Superintendent or his/her designee.

 

 

 

 

 

 

52


 

 

3.         Substitutes: The Stoughton School Department shall provide daily, substitute nurses in the absence of any regular staff school nurse. In all cases of absences, the nurse involved will notify the Director of Nurses between 6:15 a.m. and 6:30 a.m. Upon receipt of this information, the Director of Nurses will contact a qualified substitute from the list of available substitutes furnished by the Superintendent's Office. The substitute list shall be kept up to date by the Director of Nurses. Efforts to find a substitute shall not be terminated until every qualified person on the list has been contacted, or attempts have been made to contact them. The Stoughton Public Schools should carry on a continuous program of recruitment of qualified and available substitutes in order that a sufficient number shall be available when needed.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

53


 

ARTICLE XXXVI

 

Duration of Agreement

 

Section I.         It shall be a one year and a three (3) year Agreement effective beginning September 1, 2013 to August 31, 2014 and September 1, 2014 to August 31, 2017.

 

Section II.        Not later than October 1, 2016 the Committee agrees to enter into negotiations with the Association for a successor Agreement.

 

In Witness Whereof, the parties hereto have caused their names to be subscribed by their duly authorized officers and representatives on June 27, 2014.

 

SCHOOL COMMITTEE OF                 STOUGHTON TEACHERS

STOUGHTON, MASSACHUSETTS        ASSOCIATION, UNIT A

Dr. Erdem Ural, Chair                       Andrea Pires, President

Katie Pina-Enokian, Vice Chair            Melanie Ingrao, Chair

Dr. Carol Brown                              Lynne Bonnarrigo

Joyce Husseini                                John Gunning

Joaquin Soares                                Kenneth Kalen

Mollie O'Connell

Susan Rock

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

54


 

Appendices A, B, C, D and all Hourly Rates

 

Appendix A - Salary Schedule

 

Effective September 1, 2013: Increase the salary schedule in effect on August 31, 2013 by one per cent (1%) and then add six hundred and twenty-five dollars ($625) to the top step in every lane.

 

Effective September 1, 2014, school nurses shall be placed on the teacher's salary schedule subject to the same terms and conditions as teachers.

 

Effective September 1, 2014: Increase the salary schedule in effect on August 31, 2014 by one per cent (1%) and then add six hundred and twenty-five dollars ($625) to the top step in every lane.

 

Effective September 1, 2015: Increase the salary schedule in effect on August 31, 2015 by one per cent (1%) and then add six hundred and twenty-five dollars ($625) to the top step in every lane.

 

Effective August 31, 2016: Increase the salary schedule in effect on August 30, 2016 by one per cent (1%).

 

Effective September 1, 2016: Increase the salary schedule in effect on August 31, 2016 by one per cent (1%) and then add six hundred and twenty-five dollars ($625) to the top step in every lane.

 

Effective August 31, 2017: Increase the salary schedule in effect on August 30, 2017 by one per cent (1%).

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

55


 

Appendices B, C and D

 

Effective September 1, 2013: Increase the Appendices in effect on August 31, 2013 by one per cent (1%) and move "Ice Hockey" from Group IX to Group II and pay the Group II stipend

 

Effective September 1, 2014: Increase the Appendices in effect on August 31, 2014 by one per cent (1%).

 

Effective September 1, 2015: Increase the Appendices in effect on August 31, 2015 by one per cent (1%).

 

Effective August 31, 2016: Increase the Appendices in effect on August 30, 2016 by one per cent (1%).

 

Effective September 1, 2016: Increase the Appendices in effect on August 31, 2016 by one per cent (1%).

 

Effective August 31, 2017: Increase the Appendices in effect on August 30, 2017 by one per cent (1%).

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

56


 

APPENDIX A

ACTUAL UNIT A SALARY SCHEDULES

Teacher Salary Schedule September 1, 2013

1% (Plus $625 to Top Step)

 

Effective September 1, 2013 1% Increase

1% Increase + $625 on top Step

Step

B

B15

M

M15

M30

M45/CAGS

M+60

D

1

41,085

41,996

44,495

45,403

46,311

47,177

48,062

48,567

2

43,396

43,967

47,181

47,847

49,474

50,405

51,353

51,858

3

45,226

46,722

49,474

50,619

52,224

53,210

54,214

54,719

4

47,865

49,474

52,224

53,712

54,977

56,017

57,079

57,584

5

50,164

51,765

54,977

56,349

57,730

58,824

59,940

60,445

6

52,455

54,059

57,730

58,878

60,930

62,089

63,271

63,776

7

54,977

57,266

60,475

61,394

63,693

64,910

66,148

66,653

8

58,181

60,023

64,151

64,602

66,435

67,706

69,000

69,505

9

60,931

62,769

66,435

67,810

70,565

71,919

73,299

73,804

10

64,602

65,978

70,565

71,485

73,321

74,729

76,166

76,671

11

68,277

70,104

74,236

75,836

76,983

78,465

79,977

80,482

12

71,586

73,505

77,847

79,529

80,735

82,291

83,882

84,387

13

74,023

76,008

80,505

82,244

83,492

85,105

86,750

87,255

14

 

 

81,533

83,281

84,535

86,155

87,809

88,314

 

UNIT A Salary Schedule September

1, 2014 1% (Plus $625 to Top Step)

 

Step

 

 

 

 

 

M45/CAG

 

 

B

B15

M

M15

M30

S

M+60

D

1

41,496

42,416

44,939

45,857

46,774

47,649

48,542

49,053

2

43,830

44,407

47,653

48,325

49,969

50,909

51,867

52,377

3

45,678

47,189

49,969

51,125

52,746

53,742

54,756

55,266

4

48,344

49,969

52,746

54,249

55,527

56,577

57,650

58,160

5

50,665

52,282

55,527

56,912

58,307

59,413

60,540

61,050

6

52,980

54,600

58,307

59,467

61,540

62,710

63,904

64,414

7

55,527

57,839

61,080

62,008

64,330

65,559

66,809

67,319

8

58,763

60,624

64,793

65,248

67,099

68,383

69,690

70,200

9

61,541

63,397

67,099

68,488

71,270

72,638

74,032

74,542

10

65,248

66,638

71,270

72,200

74,054

75,476

76,928

77,438

11

68,960

70,805

74,978

76,594

77,753

79,250

80,777

81,287

12

72,302

74,240

78,625

80,325

81,543

83,114

84,720

85,230

13

75,388

77,393

81,310

83,067

84,327

85,956

87,617

88,127

14

 

 

82,973

84,739

86,005

87,641

89,312

89,822

 

57


 

UNIT A SALARY SCHEDULE - September 1, 2015

1% (Plus $625 to Top Step)

Ste

 

 

 

 

 

M45/CAG

 

 

p

B

B15

M

M15

M30

S

M+60

D

1

41,911

42,840

45,389

46,315

47,241

48,125

49,028

49,543

2

44,268

44,851

48,129

48,808

50,468

51,418

52,386

52,901

3

46,135

47,661

50,468

51,637

53,274

54,279

55,303

55,819

4

48,827

50,468

53,274

54,791

56,082

57,143

58,226

58,742

5

51,172

52,805

56,082

57,482

58,890

60,007

61,145

61,660

6

53,510

55,146

58,890

60,061

62,155

63,337

64,543

65,058

7

56,082

58,417

61,690

62,628

64,973

66,214

67,478

67,993

8

59,350

61,230

65,441

65,900

67,770

69,067

70,387

70,902

9

62,156

64,031

67,770

69,173

71,983

73,365

74,772

75,287

10

65,900

67,304

71,983

72,922

74,795

76,231

77,697

78,212

11

69,649

71,513

75,728

77,360

78,531

80,042

81,584

82,100

12

73,025

74,982

79,411

81,128

82,358

83,945

85,568

86,083

13

76,767

78,792

82,123

83,897

85,170

86,815

88,494

89,009

14

 

 

84,428

86,212

87,490

89,143

90,830

91,346

 

UNIT A SALARY SCHEDULE August 31, 2016

1%

Ste p

B

B15

M

M15

M30

M45/CAG S

M+60

D

1

42,330

43,268

45,843

46,778

47,714

48,607

49,518

50,038

2

44,711

45,300

48,611

49,297

50,973

51,932

52,910

53,430

3

46,596

48,137

50,973

52,153

53,807

54,822

55,857

56,377

4

49,315

50,973

53,807

55,339

56,643

57,714

58,809

59,329

5

51,684

53,333

56,643

58,056

59,479

60,607

61,757

62,277

6

54,045

55,697

59,479

60,662

62,777

63,970

65,189

65,709

7

56,643

59,001

62,307

63,254

65,623

66,876

68,152

68,673

8

59,944

61,842

66,095

66,559

68,448

69,758

71,091

71,611

9

62,778

64,671

68,448

69,865

72,703

74,098

75,520

76,040

10

66,559

67,977

72,703

73,651

75,543

76,993

78,474

78,994

11

70,346

72,228

76,485

78,134

79,316

80,842

82,400

82,921

12

73,755

75,732

80,206

81,939

83,182

84,784

86,423

86,944

13

77,535

79,579

82,944

84,736

86,022

87,683

89,379

89,899

14

 

 

85,272

87,074

88,365

90,034

91,739

92,259

 

 

 

 

58


 

UNIT A SALARY SCHEDULE September 1, 2016

 

1% (Plus $625 to Top Step)

Step

B

B15

M

M15

M30

M45/CAGS M+60

D

1

42,753

43,701

46,301

47,246

48,191

49,093

50,013

50,539

2

45,158

45,753

49,097

49,789

51,483

52,452

53,439

53,964

3

47,062

48,619

51,483

52,675

54,345

55,370

56,415

56,941

4

49,808

51,483

54,345

55,893

57,210

58,291

59,397

59,922

5

52,201

53,866

57,210

58,637

60,074

61,213

62,374

62,900

6

54,585

56,254

60,074

61,269

63,404

64,610

65,841

66,366

7

57,210

59,591

62,930

63,887

66,279

67,545

68,834

69,359

8

60,543

62,460

66,756

67,225

69,132

70,456

71,802

72,327

9

63,405

65,318

69,132

70,564

73,430

74,839

76,275

76,800

10

67,225

68,657

73,430

74,387

76,298

77,763

79,259

79,784

11

71,049

72,951

77,250

78,915

80,109

81,651

83,224

83,750

12

74,492

76,489

81,008

82,759

84,014

85,632

87,287

87,813

13

78,935

81,000

83,774

85,584

86,882

88,560

90,272

90,798

14

 

 

86,750

88,569

89,874

91,560

93,281

93,807

UNIT A SALARY SCHEDULE August 31, 2017

 

1%

Step

B

B15

M

M15

M30

M45/CAGS

M+60

D

1

43,181

44,138

46,764

47,719

48,673

49,584

50,513

51,044

2

45,609

46,210

49,588

50,287

51,998

52,976

53,973

54,504

3

47,533

49,105

51,998

53,201

54,888

55,924

56,979

57,510

4

50,307

51,998

54,888

56,452

57,782

58,874

59,991

60,522

5

52,723

54,405

57,782

59,223

60,674

61,825

62,998

63,529

6

55,131

56,817

60,674

61,881

64,038

65,256

66,499

67,030

7

57,782

60,187

63,560

64,526

66,942

68,221

69,522

70,053

8

61,149

63,085

67,424

67,897

69,824

71,160

72,520

73,051

9

64,039

65,971

69,824

71,269

74,164

75,588

77,038

77,568

10

67,897

69,344

74,164

75,131

77,061

78,541

80,051

80,582

11

71,760

73,680

78,023

79,704

80,910

82,467

84,056

84,587

12

75,237

77,254

81,818

83,586

84,854

86,488

88,160

88,691

13

79,724

81,810

84,612

86,440

87,751

89,446

91,175

91,706

14

 

 

87,618

89,455

90,772

92,475

94,214

94,745

 

 

 

59


 

APPENDIX B

EXTRA-CURRICULAR COMPENSATION

 

2013-2017

 

9/1/2013

9/1/2014

9/1/2015

8/31/2016

9/1/2016

8/31/2017

LEVEL I

1%

1%

1%

1%

1%

1%

LEVEL II

 

 

 

 

 

 

High School Newspaper

2129

2150

2172

2194

2216

2238

Literary Advisor to

 

 

 

 

 

 

Yearbook

2129

2150

2172

2194

2216

2238

Senior Class Advisor

2129

2150

2172

2194

2216

2238

Student Council Advisor

2129

2150

2172

2194

2216

2238

LEVEL IIIA

 

 

 

 

 

 

Peer Leader Advisor

 

 

 

 

 

 

(federally funded)

1563

1579

1595

1611

1627

1643

LEVEL IIIB

 

 

 

 

 

 

SHS Math Competition

 

 

 

 

 

 

Advisor

1338

1352

1365

1379

1393

1407

Yearbook Advisor

 

 

 

 

 

 

Middle School

1338

1352

1365

1379

1393

1407

Science Olympiad

1338

1352

1365

1379

1393

1407

LEVEL IV

 

 

 

 

 

 

Financial Advisor to

 

 

 

 

 

 

Year Book

1142

1154

1165

1177

1189

1201

Junior Class Advisor

1142

1154

1165

1177

1189

1201

Sophmore Class Advisor

1142

1154

1165

1177

1189

1201

Freshman Class Advisor

1142

1154

1165

1177

1189

1201

National Honor Society

 

 

 

 

 

 

Advisor

1142

1154

1165

1177

1189

1201

Middle School Student

 

 

 

 

 

 

Council

1142

1154

1165

1177

1189

1201

Middle School Math

 

 

 

 

 

 

Team

1142

1154

1165

1177

1189

1201

OMS After School MCAS

1142

1154

1165

1177

1189

1201

OMS Science Club

1142

1154

1165

1177

1189

1201

OMS Saturday MCAS

1142

1154

1165

1177

1189

1201

Elementary MCAS

 

 

 

 

 

 

(Subject to Grant

 

 

 

 

 

 

Funding)

1142

1154

1165

1177

1189

1201

DECA

1142

1154

1165

1177

1189

1201

Gay Straight Alliance

 

1142

1154

1165

1177

1189

1201

60


 

Intramural OMS (2

 positions)

1142

1154

1165

1177

1189

1201

LEVEL V

S.A.D.D. Advisor (federally funded

944

954

963

973

983

993

LEVEL VI

 

 

 

 

 

 

Curriculum Work Team

137

139

140

142

143

144

 

277

280

282

285

288

291

 

414

418

422

427

431

435

 

551

557

563

568

574

580

 

691

698

705

712

719

726

Extended Day (Per

Hour)

37.50

37.50

37.88

38.25

38.64

39.02

Elementary Assistant Principals

Dawe School

2428

2452

2477

2502

2527

2552

Gibbons

2428

2452

2477

2502

2527

2552

Hansen

2428

2452

2477

2502

2527

2552

South

2428

2452

2477

2502

2527

2552

West

2428

2452

2477

2502

2527

2552

Head Teachers

 

 

 

 

 

 

Middle School English

2428

2452

2477

2502

2527

2552

Middle School Math

2428

2452

2477

2502

2527

2552

Middle School Science Middle School Social Studies

2428

2428

2452

2452

2477

2477

2502

2502

2527

2527

2552

2552

Secondary Reading Middle School Foreign Language

2428

2428

2452

2452

2477

2477

2502

2502

2527

2527

2552

2552

ELE

2428

2452

2477

2502

2527

2552

Liaisons

 

 

 

 

 

 

Math Liaison

2117

2138

2160

2181

2203

2225

Technology Liaison Student Attendance & Discipline

2117

2207

2138

2229

2160

2251

2181

2274

2203

2296

2225

2319

Lead Teachers

 

 

 

 

 

 

Art

1485

1500

1515

1530

1545

1560

 

 

 

61


 

Directors:

 

 

 

 

 

 

Guidance & Testing

6558

6624

6690

6757

6824

6892

plus per capita

192

194

196

198

200

202

Fine Arts

4459

4504

4549

4594

4640

4687

plus per capita

192

194

196

198

200

202

Math

5050

5101

5152

5203

5255

5308

English

5050

5101

5152

5203

5255

5308

Social Studies

5050

5101

5152

5203

5255

5308

Applied and Natural Science and Physical

5050

5101

5152

5203

5255

5308

Education and Health

 

 

 

 

 

 

World Language

5050

5101

5152

5203

5255

5308

Special Education - SHS

4459

4504

4549

4594

4640

4687

plus per capita

192

194

196

198

200

202

Special Education

Middle School

4459

4504

4549

4594

4640

4687

plus per capita

192

194

196

198

200

202

Business/Technology

4459

4504

4549

4594

4640

4687

plus per capita

192

194

196

198

200

202

SHS Advisory

Coordinator

5000

5050

5101

5152

5203

5255

 

 

 

 

 

 

 

 

 

62


 

 

APPENDIX C

9/1/2013-9/1/2015

FY 14

FY15

FY16

ATHLETIC COACHES

9/1/2013 1%

9/1/2014 1%

9/1/2015 1%

CATEGORY I

POSITION FOOTBALL

1

2

3

4

1

2

3

4

1

2

3

4

 

Head Coach Assts (3) Freshman

7,495 3,312 3,312

7,754 3,707  3,707

7,856 4,280 4,280

8,765 4,496 4,496

7,570 3,345 3,345

7,832 3,744 3,744

7,935 4,323 4,323

8,853 4,541 4,541

7,646 3,379 3,379

7,910 3,782 3,782

8,014 4,366 4,366

8,941 4,586 4,586

II

BASKETBALL B/G

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach Jr. Varsity Freshman

5,977 2,473 2,079

6,371 2,867 2,473

6,768 3,263 2,867

6,989 3,656 3,263

6,037 2,498 2,099

6,435 2,896 2,498

6,836 3,296 2,896

7,059 3,693 3,296

6,097 2,523 2,120

6,499 2,925 2,523

6,904 3,329 2,925

7,130 3,730 3,329

 

ICE HOCKEY

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach Jr. Varsity

5,977 2,473

6,371 2,867

6,768 3,263

6,989 3,656

6,037 2,498

6,435 2,896

6,836 3,296

7,059 3,693

6,097 2,523

6,499 2,925

6,904 3,329

7,130 3,730

III

A.  BASEBALL

B.  SOFTBALL

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach Jr. Varsity Freshman

3,805 2,030 1,831

4,122 2,227 2,030

4,596 2,424 2,227

5,785 2,621 2,424

3,843 2,050 1,849

4,163 2,249 2,050

4,641 2,448 2,249

5,843 2,647 2,448

3,881 2,071 1,868

4,205 2,272 2,071

4,688 2,473 2,272

5,902 2,674 2,473

IV

A TENNIS: SPRING B/G B. GOLF - FALL/SPRING

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach

2,079

2,473

2,669

3,981

2,099

2,498

2,696

4,021

2,120

2,523

2,723

4,061

 

 

 

 

 

 

 

63


 

 

V

C.   TRACK - WINTERB/G

D.  TRACK - SPRING B/G

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach

2,917 1,635

3,312 1,831

3,707 2,030

5,065 2,227

2,946 1,652

3,345 1,849

3,744 2,050

5,116 2,249

2,976 1,668

3,378 1,868

3,781 2,071

5,167 2,272

VI

CROSS COUNTRY B/G

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach

1,682

2,079

2,473

3,376

1,698

2,099

2,498

3,410

1,715

2,120

2,523

3,444

VII

FIELD HOCKEY

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach

Assistant

Freshman

3,114 2,030 1,831

3,511 2,227 2,030

3,903 2,424 2,227

5,191 2,621 2,424

3,145 2,050 1,849

3,546 2,249 2,050

3,942 2,448 2,249

5,243 2,647 2,448

3,176 2,071 1,868

3,581 2,272 2,071

3,981 2,473 2,272

5,296 2,674 2,473

VIII

A.   GYMNASTICS

B.  WRESTLING

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach Assistant

3,805 2,030

4,122 2,227

4,596 2,424

5,785 2,621

3,843 2,050

4,163 2,249

4,641 2,448

5,843 2,647

3,881 2,071

4,205 2,272

4,688 2,473

5,902 2,674

IX

A.   SOCCER B/G

B.  SWIM TEAM

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach Assistant

3,114 2,030

3,511 2,227

3,903 2,424

5,191 2,621

3,145 2,050

3,546 2,249

3,942 2,448

5,243 2,647

3,176 2,071

3,581 2,272

3,981 2,473

5,296 2,674

X

CHEERING

 

 

 

 

 

 

 

 

 

 

 

 

 

Fall Winter

1,339 1,339

1,535 1,535

1,730 1,730

2,296 2,296

1,353 1,353

1,551 1,551

1,747 1,747

2,319 2,319

1,366 1,366

1,566 1,566

1,765 1,765

2,342 2,342

XI

VOLLEYBALL

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach Jr. Varsity

3,114 2,030

3,511 2,227

3,903 2,424

5,191 2,621

3,145 2,050

3,546 2,249

3,942 2,448

5,243 2,647

3,176 2,071

3,581 2,272

3,981 2,473

5,296 2,674

 

 

 

 

 

 

 

 

 

 

64


 

 

 

APPENDIX C

8/31/2016-8/31/2017

 

ATHLETIC

 

 

 

 

 

 

 

 

 

 

 

 

FY17

COACHES

 

8/31/2016

 

 

9/1/2016

 

 

8/31/2017

 

FY18

 

 

1%

 

 

1%

 

 

1%

 

 

 

1

2

3

4

1

2

3

4

1

2

3

4

CATEGORY

POSITION

 

 

 

 

 

 

 

 

 

 

 

 

I

FOOTBALL

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach

7,989

7,722

8,094

9,030

8,069

7,800

8,175

9,121

8,149

7,878

8,257

9,212

 

Assts (3)

3,412

3,819

4,410

4,632

3,446

3,857

4,454

4,678

3,481

3,896

4,499

4,725

 

Freshman

3,412

3,819

4,410

4,632

3,446

3,857

4,454

4,678

3,481

3,896

4,499

4,725

II

BASKETBALL B/G

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach

6,158

6,564

6,973

7,201

6,220

6,630

7,043

7,273

6,282

6,696

7,113

7,346

 

Jr. Varsity

2,548

2,954

3,362

3,767

2,574

2,984

3,396

3,805

2,600

3,014

3,430

3,843

 

Freshman

2,142

2,548

2,954

3,362

2,163

2,574

2,984

3,396

2,185

2,600

3,014

3,430

 

ICE HOCKEY

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach

6,158

6,564

6,973

7,201

6,220

6,630

7,043

7,273

6,282

6,696

7,113

7,346

 

Jr. Varsity

2,548

2,954

3,362

3,767

2,574

2,984

3,396

3,805

2,600

3,014

3,430

3,843

III

E.       BASEBALL

F.       SOFTBALL

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach

3,920

4,247

4,735

5,961

3,959

4,289

4,782

6,020

3,999

4,332

4,830

6,080

 

Jr. Varsity

2,092

2,295

2,497

2,700

2,113

2,317

2,522

2,727

2,134

2,341

2,548

2,755

 

Freshman

1,887

2,092

2,295

2,497

1,905

2,113

2,317

2,522

1,925

2,134

2,341

2,548

IV

A TENNIS: SPRING

 

 

 

 

 

 

 

 

 

 

 

 

B/G

B. GOLF - FALL/SPRING

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach

2,142

2,548

2,750

4,102

2,163

2,574

2,778

4,143

2,185

2,600

2,806

4,185

V

A. TRACK -

 

 

 

 

 

 

 

 

 

 

 

 

WINTERB/G B. TRACK - SPRING B/G

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach

3,005

3,412

3,819

5,219

3,035

3,446

3,857

5,271

3,066

3,481

3,896

5,324

 

 

1,685

1,887

2,092

2,295

1,702

1,905

2,113

2,317

1,719

1,925

2,134

2,341

VI

CROSS COUNTRY

 

 

 

 

 

 

 

 

 

 

 

 

B/G

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach

1,733

2,142

2,548

3,479

1,750

2,163

2,574

3,514

1,767

2,185

2,600

3,549

 

 

 

 

 

 

65


 

 

VII

FIELD HOCKEY

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach

3,208

3,617

4,021

5,349

3,240

3,653

4,061

5,402

3,273

3,690

4,102

5,456

 

Assistant

2,092

2,295

2,497

2,700

2,113

2,317

2,522

2,727

2,134

2,341

2,548

2,755

 

Freshman

1,887

2,092

2,295

2,497

1,905

2,113

2,317

2,522

1,925

2,134

2,341

2,548

VIII

G.  GYMNASTICS

H. WRESTLING

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach

3,920

4,247

4,735

5,961

3,959

4,289

4,782

6,020

3,999

4,332

4,830

6,080

 

Assistant

2,092

2,295

2,497

2,700

2,113

2,317

2,522

2,727

2,134

2,341

2,548

2,755

IX

C.   SOCCER B/G

D.  SWIM TEAM

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach

3,208

3,617

4,021

5,349

3,240

3,653

4,061

5,402

3,273

3,690

4,102

5,456

 

Assistant

2,092

2,295

2,497

2,700

2,113

2,317

2,522

2,727

2,134

2,341

2,548

2,755

X

CHEERING

 

 

 

 

 

 

 

 

 

 

 

 

 

Fall

1,380

1,582

1,783

2,365

1,394

1,598

1,800

2,389

1,408

1,614

1,818

2,413

 

Winter

1,380

1,582

1,783

2,365

1,394

1,598

1,800

2,389

1,408

1,614

1,818

2,413

XI

VOLLEYBALL

 

 

 

 

 

 

 

 

 

 

 

 

 

Head Coach

3,208

3,617

4,021

5,349

3,240

3,653

4,061

5,402

3,273

3,690

4,102

5,456

 

Jr. Varsity

2,092

2,295

2,497

2,700

2,113

2,317

2,522

2,727

2,134

2,341

2,548

2,755

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

66


 

 

 

 

 

APPENDIX D

PERFORMING STUDENT ADVISORS SALARY SCHEDULE

 

2013-2017

 

9/1/2013

9/1/2014

9/1/2015

8/31/2016

9/1/2016

8/31/2017

 

1.00%

1.00%

1.00%

1.00%

1.00%

1.00%

LEVEL I

 

 

 

 

 

 

Marching Band Director

7,064

7,135

7,2 06

7,278

7,351

7,424

LEVEL II

 

 

 

 

 

 

Senior High School Jazz Band

3,004

3,034

3,064

3,095

3,126

3,157

Senior High School Choir Director

3,004

3,034

3,064

3,095

3,126

3,157

Drama Production Director

3,004

3,034

3,064

3,095

3,126

3,157

(1 Dramatic; 1 Musical

 

 

 

 

 

 

Production)

 

 

 

 

 

 

LEVEL III

 

 

 

 

 

 

Middle School Jazz Band

2,337

2,361

2,384

2,408

2,432

2,456

Assistant Marching Band Director

2,337

2,361

2,384

2,408

2,432

2,456

Percussion Coach

2,337

2,361

2,384

2,408

2,432

2,456

LEVEL IV

 

 

 

 

 

 

Color Guard/Drill Team

1,929

1,948

1,968

1,988

2,007

2,028

Middle School Drama Production

1,929

1,948

1,968

1,988

2,007

2,028

Middle School Band

1,929

1,948

1,968

1,988

2,007

2,028

Elementary Band

1,929

1,948

1,968

1,988

2,007

2,028

LEVEL V