Triton

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DistrictTriton
Shared Contract District
Org Code7730000
Type of DistrictRegional K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2017
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyEssex
ESE RegionNortheast
Urban
Kind of Communitysmall rural communities
Number of Schools5
Enrollment3171
Percent Low Income Students17
Grade StartPK or K
Grade End12
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AGREEMENT BETWEEN

TRITON REGIONAL SCHOOL COMMITTEE

AND

TRITON REGIONAL TEACHERS ASSOCIATION

September 1, 2014 - August 31, 2017

ARTICLE I

PREAMBLE

WHEREAS, the Triton Regional School District and the Triton Regional Teachers' Association acknowledge and reaffirm their realization that their common duty involves much more than their collective bargaining endeavors, and

WHEREAS, education of the highest quality is the goal of both the School Committee and the Triton Regional Teachers' Association, and

WHEREAS, this goal will be approached constructively through periodic consultations, and

WHEREAS, the Triton Regional Teachers' Association was chosen by a majority of the teachers in the bargaining unit as hereafter defined as the exclusive collective bargaining agent for all such teachers, and

WHEREAS, the Triton School Committee and the designated representatives of the Triton Regional Teachers' Association have met and negotiated in accordance with the provisions of Chapter 150E of the General Laws of Massachusetts in order to establish salaries and conditions of employment provided herein,

NOW, THEREFORE, the following agreement is made and entered into, by, and between the School Committee of the Triton Regional School District and the Triton Regional Teachers' Association.

ARTICLE II

ASSOCIATION RECOGNITION, JURISDICTION, AND DEFINITIONS

A. RECOGNITION

Triton Regional School District School Committee recognizes the Triton Regional Teachers’ Association as the exclusive bargaining representative for all licensed teaching personnel including guidance counselors, nurses, media specialists, school psychologists, occupational therapists, physical therapists, speech and language therapists, and those teaching under temporary waivers.

B. JURISDICTION

The jurisdiction of the Association shall include those persons now or hereafter who perform the duties or functions of the categories of employees in the bargaining unit.

C. DEFINITIONS

1.    The term "Triton Regional School District Schools" as used in this Agreement shall mean Newbury Elementary, Pine Grove School, Salisbury Elementary, Triton Regional Middle and Triton Regional High Schools.

2.    The term "Principal" as used in this Agreement shall mean the Principals of the Triton Regional School District schools.

3.    The term "teacher," the term "person" and the term "employee" as used in this Agreement means a person employed by the Committee in the bargaining unit as described in Article I.

4.          The term "Association" shall mean the Triton Regional Teachers' Association.

5.      Wherever the singular is used in this Agreement, it is to include the plural.

6.      The term "Committee" as used in this Agreement shall be understood to mean the School Committee of the Triton Regional School District, a public body organized under the applicable provisions of the Constitution of the Commonwealth of Massachusetts and the General Laws of said Commonwealth, as amended.

7.      The term "Superintendent" as used in this Agreement shall be understood to mean the person holding the position of Superintendent of Schools of the Triton Regional School District, or the Superintendent's designee.

8.      The term "Administration" or "the Administration" shall be understood to mean the same as "Superintendent" as defined above, or as is appropriate, the Assistant Superintendent or Principals.

ARTICLE III

RIGHTS OF SCHOOL DISTRICT

1.    Except as otherwise provided in this Agreement, or as otherwise provided in any law or rule or regulation promulgated under law, the School District, acting through its Superintendent and/or other administrative representatives, shall exercise its functions, duties and responsibilities in such manner as may be prescribed by such law or laws, rules or regulations as may now, or subsequently, be in effect.

2.    Among which functions, duties and responsibilities, but not limited thereto nor wholly inclusive, shall be the following: To hire, promote, transfer, assign, and retain employees within the Triton Regional School District, to withhold increment and to suspend, demote, discharge, or take such disciplinary action against such employees as may be provided for by law.

3.    The District shall also have the right to maintain the means and personnel by which the operation of the Triton Regional School District is to be conducted, including, but not limited to, the right to establish curricula and to take whatever action or actions as may be necessary in order to carry out its mandate as set forth in the laws and the Constitution of the Commonwealth of Massachusetts and in the laws, orders, rules, and regulations of the Triton Regional School District which have been, or will be, accepted by the School Committee.

4.    The Committee, acting as a public body, or the Superintendent or their designee(s), shall have the right to make and enforce rules for safe, efficient, and orderly operation of the Triton Regional School District.

5.    The District shall, subject to this Agreement, have control and supervision of the schools, staff, students, and properties of the Triton Regional School District, and shall establish various policies relating thereto.

6.    The failure of the District to exercise any right or power hereby reserved to it, or the exercise by it of any such right in a particular manner shall not be deemed a waiver, nor a restriction of any such exercise or right nor, a lack thereof.

7.    The Committee designates the Superintendent as its agent in all matters pertaining to this Agreement.

ARTICLE IV

GRIEVANCE PROCEDURE

A. DEFINITION

1.    A grievance is defined as a dispute concerning the application or meaning of a specific provision or provisions of this Agreement. Prior to filing a grievance as set forth herein, an aggrieved employee shall first attempt to resolve the dispute informally with the employee's supervisor. The Committee and Association desire that such procedures shall always be as informal and confidential as may be appropriate for the grievance involved.

2.    As used in this Article, the term "employee" shall mean either an individual employee or a group of employees having the same grievance.

B. ADJUSTMENT OF GRIEVANCE

1.    Step 1:

The aggrieved employee shall first discuss the grievance with the employee's principal or immediate supervisor, either directly or through a representative elected by the Association, with the objective of resolving the matter informally. All decisions shall be in writing.

2.    Step 2:

a.    If the aggrieved employee is not satisfied with the disposition of the employee's grievance at Step 1, or if no decision has been rendered within ten (10) school days after presentation of the grievance, the employee may file the grievance in writing with the Chairman of the Association Grievance Committee within five (5) school days after decision at Step 1, said Chairman shall refer the grievance to the Superintendent of Schools.

b.    The Superintendent or designee(s) shall represent the Administration. Within ten (10) school days after receipt of the written grievance by the Superintendent or designee(s), the Superintendent or designee(s) shall meet with the aggrieved employee or the employee's designee(s) in an effort to resolve the grievance.

c.     If a teacher fails to file a grievance in writing in accordance with the procedures contained in paragraphs (a) & (b) above, within forty five (45) school days after the teacher knew of the act or condition upon which the grievance is based, then the grievance shall be considered waived. A dispute as to whether a grievance has been waived under this paragraph will be subject to arbitration pursuant to Step 4.

3.    Step 3:

If the grievance is not settled at Step 2, the employee or the employee's designee(s), within ten (10) school days after the meeting with the Superintendent in Step 2, may file the grievance in writing with the School Committee. Within ten (10) school days after receiving the written grievance, the School Committee shall meet with the aggrieved employee or whomever the employee may select for the purpose of resolving the grievance. Step 3 is not automatic, but rather depends upon whether the grievance is appropriate for presentation to the School Committee in light of the Education Reform Act.

4.    Step 4:

a.    If the aggrieved employee is not satisfied with the disposition of the employee's grievance at Step 3, the employee may, within five (5) school days after a decision by the School Committee or Superintendent, as the case may be, or ten (10) school days after the meeting with the School Committee or Superintendent, as the case may be, whichever is earlier, submit the employee's grievance to the Grievance Committee of the Association.

If the Association feels the grievance has merit, it may submit the grievance to arbitration by written notice to the Committee within ten (10) school days of the receipt of the grievance. Within ten (10) school days after such written notice of submission to arbitration, the Committee and the Association shall attempt to agree upon a mutually acceptable arbitrator. If the parties are unable to agree upon an arbitrator within said ten (10) day period, a request for an arbitrator will be made to the American Arbitration Association. The parties will be bound by the Rules and Procedures of the American Arbitration Association. Each side shall bear the costs of its own presentation. The charges of the arbitrator and the American Arbitration Association shall be borne equally by the parties.

b.    The arbitrator's award shall be in writing and shall set forth the arbitrator's findings of fact with reasoning and conclusions. The arbitrator shall arrive at the decision solely upon the facts, evidence, and contentions presented by the parties through the arbitration proceeding. The arbitrator shall have no power to add to, subtract from, or modify any of the terms of this Agreement, and in reaching the decision shall interpret the Agreement in accordance with the commonly accepted meaning of words used herein and the principle that there are no restrictions intended on the legal rights or authority of the Committee other than those expressly set forth herein. Subject to the foregoing, the decision of the arbitrator shall be submitted to the School Committee and the Association and the decision shall be binding upon the Committee, the Association, and the employee who initiated the grievance.

C. MISCELLANEOUS

1.    By mutual agreement of the Association, Superintendent, and Principal, Step 1 of the grievance procedure may be waived.

2.    No written communication, other document, or record relating to any grievance shall be filed in the personnel file maintained by the Superintendent for any employee involved in presenting such a grievance. To abide by current statute, all documents pertaining to grievances shall be maintained in a file set up for this purpose. Access to this file shall be granted only to the Superintendent, the President of the Association, and the employee. If said employee should leave the employ of the Triton Regional School District, the contents of the file shall not be sent to any future employer.

3.    All decisions rendered under the provisions of this proceeding shall be in writing and set forth the reasons therefore.

4.    All decisions accepted in the grievance procedure from Step 1 on are binding on both parties. Failure to advance a grievance to the next step constitutes acceptance of the decision. Nothing in this section shall prejudice the rights of others in the processing of similar grievances.

ARTICLE V

TEACHER EVALUATION

1.    Evaluation and observation of personnel shall be the responsibility of the Administration and may be conducted at any time after the beginning of the school year.

2.    The evaluation procedure shall include formal observations, informal observations, self-evaluations, and year-end summary evaluations. The professional staff shall be advised, by the Committee, of the general criteria used in evaluating professional competence.

All monitoring or observation of the work performed by a teacher will be conducted openly and with full knowledge of the teacher. Under normal circumstances, each teacher with professional teacher status will be evaluated according to a three-year cycle. This cycle shall consist of formal observations in which the teacher will be formally observed at least two (2) times, ideally for a full class period each time, during one of the three years in the cycle. The teacher will undertake a self-evaluation in one of the other two years in the three-year cycle. The order in which these evaluations are undertaken shall not change after the initial three-year cycle for each teacher with professional teacher status unless mutually agreed upon by the evaluator and the evaluatee. Each teacher without professional teacher status will be observed at least three (3) times a year, ideally for a full class period each time. The evaluations of those teachers with professional teacher status will be completed by May 31. At least one (1) of the teacher’s formal observations will be conducted upon advance notice (at least 24 hours). Teachers will be given a copy of each classroom observation report within five (5) school days after the teacher's classroom observation, will have the right to discuss each report with their evaluator before signing them and will have the right to a re-observation if the teacher feels that the circumstances of the observation were unfair or unrepresentative of the teacher's work. Teachers will be given a copy of their "Observation Report" within five (5) school days after completion of said report, which in any case shall be prior to formal review of said report by the Committee.

The Committee shall advise the professional staff of the general criteria used in evaluating professional competence upon the Committee's approval of such criteria pursuant to G.L. c.71, §38 as amended by the Education Reform Act.

3.    The teacher will acknowledge that the teacher has had the opportunity to review such observation report by affixing a signature to the copy to be filed with the understanding that such signature in no way indicates agreement with the contents thereof. Any complaints, which might jeopardize the teacher’s employment within the District, will be promptly called to the attention of the teacher.

4.    The recently mandated Educator Evaluation is being piloted throughout the District, and being governed by an outside MoU agreed between both parties. The pilot evaluation process is based on the state model as amended by agreement, and includes a five step process, four Standards of Practice supported by performance indicators, and District Determined Measures.

Upon completion of the pilot, the entire process will be presented to the TRTA Membership and the School Committee for ratification, and then become part of this formal contract document.

ARTICLE VI

CONDITIONS OF EMPLOYMENT

A. WORK YEAR

The Superintendent shall have the option of starting the work year one week before Labor Day. In the event that the Superintendent exercises this option, all provisions of the Agreement to take effect on that September 1 shall take effect with the first workday. Teachers shall be notified by April 30 of the calendar for the next school year. In the event that the Superintendent exercises this option, no work or school will be scheduled on the Friday immediately preceding Labor Day. At the elementary level, PreK-6, four (4) early release days will be provided for parent-teacher conferences.

B. LENGTH OF WORK YEAR

The professional staff will be surveyed on a regular basis regarding the use and scheduling of professional days. In addition, the Superintendent will consider input from the Executive Board of the Association on the use and scheduling of such professional days now and in the future.

2011/2012:

The work year shall be one hundred and eighty-three (183) days for teachers new to the Triton Regional School District and one hundred eighty-two (182) days for current teachers, of which two (2) days shall be professional days.

2012/2013 & 2013/2014:

The work year shall be one hundred and eighty-four (184) days for teachers new to the Triton Regional School District and one hundred eighty-three (183) days for current teachers, of which three (3) days shall be professional days.

In March of 2012, if the School Committee requests, the TRTA will vote on adding one more professional day (to 184) beginning with the 2012/2013 school year. If both sides agree, the school committee will compensate for that day with a 0.5% increase.

C. PROFESSIONAL RESPONSIBILITIES

The foregoing responsibilities include, but are not limited to, personal, phone and email communication, make­up work for students, extra help for students, alerting families to potential failures, ensuring the safety and welfare of students (including observance of student privacy rights), meeting and conferring with colleagues, curriculum work, preparation for class, assessing student work, preparing report cards, updating information on the Aspen Portal or equivalent facility, and professional development.

D. MEETINGS

Teacher attendance at meetings such as grade level meetings, general teacher meetings, staff meetings, specialized meetings, Special Education Team meetings, department and/or subject area meetings are expected. Such meetings will be at reasonable intervals and of reasonable duration and not overburdening to the teacher.

A.        Department meetings, content meetings, common assessment meetings, data meetings and other administrative meetings will be determined by the participants involved in the meeting and no meetings will be planned during a planning period unless agreed to by the participants.

B.        Grade level meetings schedule will be published by the building principal in advance.

E. LUNCH

Each secondary teacher shall have a duty-free lunch at least the length of the student lunch period. Every elementary teacher shall have a thirty (30) minute duty-free lunch on each full school day.

F. ASSIGNMENT

Teachers may be required to teach any subject within the scope of their teaching licenses and/or, to the extent permitted by law, and teaching experience.

G. DUTIES

The Committee and the Association acknowledge that a teacher's primary responsibility is to teach and that a teacher's energies should, to the extent possible, be utilized to this end. Therefore, they agree that supervisory duties shall not be overburdening to the teacher and agree as follows:

1.    Elementary Duties

Elementary teachers may be assigned one (1), but no more than two (2), supervisory periods per week. To the extent that appropriate instructional assistants are available to cover supervisory duties, teachers will be relieved of such duties.

In an effort to assure that all teachers' concerns have been considered, the administration will share the tentative duties schedule with the Association representative within a reasonable time, prior to its finalization and distribution.

2.    Secondary Duties

Teachers may be assigned to the following duties: Homeroom and supervision of study halls/directed studies, cafeteria, assemblies, library, and corridors. Except for duties assigned during homeroom periods, these shall be considered supervisory duties. These shall be assigned on an equitable basis.

It is recognized that "equitable assignment" shall be interpreted to mean one which is impartial, and objective but which also takes into consideration the need for certain positions, such as guidance counselor and nurse, to be available for all students at all times and the fact that other positions have special duties/responsibilities beyond a regular teacher's workload which must be done during the workday in lieu of the duties specified above.

In an effort to assure that all teachers' concerns have been considered, the administration will share the tentative duties schedule with the Association representative within a reasonable time prior to its finalization and distribution.

H.    PLANNING TIME AND SCHEDULING

1.    Elementary Teachers

Elementary teachers shall be provided with sufficient planning time to average a minimum of forty (40) consecutive minutes on five (5) full school days of the week, but no teacher shall have more than two (2) planning periods per day. In addition, if a teacher has no planning period on a given day, every effort will be made by the Administration not to assign the teacher to any supervisory duties. The Administration shall make every effort to provide one (1) planning period of forty (40) consecutive minutes on each full day of school. The Administration will strive to provide common planning time to elementary teachers in addition to current individual planning time.

2.    Secondary Teachers

Secondary teachers shall average five (5) teaching periods, one (1) supervisory period and one (1) planning period equal to the length of a teaching period on each full day of school. The Administration will provide each teacher with one (1) planning period on each full day of school. Exceptions may be made by agreement when necessary.

I.   NON-PROFESSIONAL ACTIVITIES

The following types of non-professional activities will not be a part of a teacher's regular duties:

1.    Health service normally performed by the nurse.

2.    Responsibility for holding money beyond the end of school day's activity.

3.    Clerical duties such as keeping registers but not including the reporting of pupils’ grades as required by the Superintendent.

J. SUBMITTING GRADES

All teachers will be given five (5) school days between the closing of grades and the submitting of those grades, except for the final marking period where teachers will only be given two (2) school days.

There will be a K-12 moratorium on all planned school day and after school meetings and district assessments (writing assessment, common mathematics assessment) from the day the grades close to the day the report cards are due in the office, unless agreed to by the parties due to necessary outside factors.

ASPEN (or other like electronic grade facility) – Effective for 2014-2015 school year; teachers grades 7-12 will post grades at mid-term and end of term. Teachers grades K-6 will post report cards and special education progress reports at end of term. The teacher access page (the ASPEN webpage) will be required only as needed to provide parent access to grades. A multi-phase ASPEN training plan will be mutually developed and agree to by the parties. If the elementary report card changes within the school year, such that additional/repeat data entry is required, teachers will be given paid time in which to meet those requirements. This language will be reviewed annually by Eboard and District and any changes to be implemented will be brought for ratification by full membership of TRTA and the School Committee.

K. NOTICE OF ASSIGNMENT

Under normal circumstances, the Administration will give written notice to teachers by June 15 of their assignments for the coming year. Up until May 15, teachers may submit a written statement of preference(s) to the Administration. If the request cannot be acted upon favorably, the Administration will discuss the reasons for the denial with the teacher prior to the end of the school year. The Administration will discuss the reasons for an involuntary transfer or reassignment with the affected teachers prior to the end of the school year. Teachers shall be informed of their assignments for the coming school year by June 15.

L. CLASS LIST

At the elementary level, the Administration will provide a class list to each teacher by August 15 of each contract year. Each teacher will treat the class list as confidential. Teachers will be consulted to the extent possible concerning class schedules and distribution of specialists for the coming school year.

M. USE OF PREMISES

1.    Telephone access - Every effort will be made to provide teachers with access to a telephone(s) in a private area.

2.    Meetings - The Administration will make reasonable efforts to accommodate requests by the Association to use school premises for Association meetings.

3.    Bulletin Boards - The Association shall have the use of an appropriately placed bulletin board in each school building.

4.    Mail - The Association shall have the use of school mailboxes.

5.    Grievances, Negotiations, etc. - Whenever any teacher participates during working hours in negotiations, grievance proceedings, conferences, or meetings scheduled by the Administration, the teacher shall suffer no loss of pay.

N. CLASS SIZE AND COMPOSITION

The District and the Association agree that class size can be an important factor in providing a quality education. The goal of the District will be to maintain a maximum class size of twenty-five (25) or less.

Principals shall endeavor to ensure that classes are balanced in that they reflect, to the extent possible, the composition of the grade level and school as a whole.

In support of this process teachers and administrators will share and use transfer data that is prepared to support transitions at the end of Grades 6 and 8.

O. INCLUSIONARY PROGRAMMING

The parties agree that the best education for all students is the primary goal of all educators. In view of that goal, the parties agree that the following principles should apply when students with special needs are to be included in a regular education classroom:

1.    Training is important to successful inclusion and co-teaching. The District will continue to provide training in areas that would be beneficial to any and all special and regular education teachers working with students with special needs, particularly those areas suggested by various staff members. In addition, teachers, as professionals, should identify areas of their own need and find courses and other educational opportunities to address them.

2.    Special education liaisons, special education related service staff, regular education teachers, and building principals, will decide prior to the end of the school year, how special needs students will be placed in regular education classrooms for the following year. Placement of special needs students will take into consideration the student’s needs as defined by the child’s Individualized Education Program (IEP), the amount of services in each academic area, and the balance of the class population.

3.    To assist classroom teachers in planning for students with special needs:

a.    The special education liaison will ensure that the receiving teacher has access to the IEP of each special needs child. Principals or their designee administrator have responsibility for ensuring that IEPs are fully implemented.

b.    The regular classroom teachers, special education liaison, and related service staff, will discuss each student with an IEP, so that questions may be answered, information shared, concerns addressed, and arrangements made for future conferences.

c.     Regular education and special education staff will work collaboratively in designing and implementing the necessary modifications to the curriculum as required by the IEP.

4.    When a student with significant modifications to the regular education curriculum or setting is to be included in the regular education classroom the following will be considered:

a.    The services on the child’s IEP.

b.    The balance of the classroom population.

The regular education teacher will be notified as soon as possible, preferably in the spring, so that planning with the Team can take place. The regular education teacher is the teacher of record and as such has primary responsibility for students with disabilities. That responsibility is shared proportionately with colleagues who provide services.

5.    The parties will work toward the scheduling of common planning time for the coordination of service delivery to students in the classroom.

ARTICLE VII

LEAVES OF ABSENCE WITH PAY

A. PERSONAL LEAVE

1.    Teachers may use up to three (3) personal days each school year. Personal days may be taken in ½ day increments. Unused days shall not accumulate from year to year.

2.    When possible, teachers desiring to use a personal day shall submit a request in writing to the principal forty-eight (48) hours in advance of the requested day for the principal's approval.

3.    Individual employees shall be responsible for adhering to professional standards in determining the purpose for which personal days may be used. The parties agree that professional standards preclude the use of personal days to extend a holiday or vacation period. However, a teacher may discuss with the Superintendent the use of personal days before or after a holiday or vacation period due to personal and/or extenuating circumstances.

The Superintendent may grant personal leave for this purpose as the Superintendent deems to be in the best interest of the school system.

B. SICK LEAVE

1.    Teachers shall be eligible for fifteen (15) days sick leave each contract year. Such leave may be accumulated up to one hundred seventy-five (175) days.   Teachers shall be eligible for fifteen (15) days sick leave each contract year, subject to a teacher not carrying over more than 175 sick days from one year to the next. However, no such teacher may accumulate any additional sick leave until such time as the teacher's sick leave is less than the maximum accumulation permitted and may only accumulate sick leave up to the maximum limit.

2.    In certain circumstances, the Superintendent may request an explanation from a teacher who has been on sick leave.

3.    The Superintendent will notify teachers of their accumulated sick leave on or about October 1 of each year.

C. SICK LEAVE BANK

1.    The purpose of the Sick Leave Bank is to provide extended sick leave coverage to any teacher with professional teacher status who has exhausted the teacher's 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.

2.      All applications for the use of sick days from the Sick Leave Bank shall be made on the agreed form. Applications shall be forwarded to the Superintendent of Schools for the attention of the Sick Bank Committee via a building representative of the Association. The Sick Bank committee shall consist of two representatives of the Association, the Superintendent of Schools and the District Business Official. The Association's two members will generally be the Chairperson of the Welfare Committee and one member of the Welfare Committee who teaches in the same school as the applicant.

3.    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 days in an amount up to twenty (20) days. This limit may be waived by the Sick Leave Bank Committee, in circumstances where it is evident from the initial application that the applicant's illness, injury or disability will extend beyond twenty (20) days. The total grant of Sick Leave Bank days shall not exceed the length of the work year 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. Copies of the required forms are attached at Appendix F1 and F2.

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

a.    Adequate medical evidence;

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

c.     Reasons for and propriety of prior use of sick leave.

5.    In order for a member to be eligible for sick leave bank benefits in a successive school year, the teacher must return to work for a period of time at least as long as the period for which the member received benefits. The Sick Leave Bank Committee may waive this provision in extraordinary circumstances.

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

7.    When the Sick Leave Bank drops below two hundred (200) 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. In no case shall the Bank be allowed to exceed five hundred (500) days.

8.    Any member currently receiving Sick Leave Bank benefits may continue to be eligible for Sick Leave Bank benefits even though the Bank drops below two hundred (200) days, and the member does not have a day to contribute to the Sick Leave Bank. The member will automatically have a day of sick leave deducted and contributed to the Bank as soon as the member has earned a sick day.

D. BEREAVEMENT

A teacher shall be entitled to the following number of days with pay under the following circumstances as bereavement leave:

Five (5) days - Spouse, significant other, sibling, child, and parent.

Three (3) days - Parent-in-law, grandchild, grandparent, and member of teacher's household.

Two (2) days - Cousin, uncle, aunt, niece, nephew, and sibling-in-law.

One (1) day – Close personal friend,

Other bereavement leave may be granted, on a case-by-case basis, upon the approval of the Superintendent.

E. PROFESSIONAL

Upon the recommendation of the principal and the approval of the Superintendent, a teacher may be granted professional leave with pay for the purpose of attending conferences or meetings, visiting other schools, conducting training at workshops and other similar professional activities. The teacher shall request such leave in writing forty-eight (48) hours in advance. In addition, the teacher shall report on the leave at a faculty meeting, department meeting or to the principal when appropriate.

F. ASSOCIATION

There shall be a pool of ten (10) days leave with pay each contract year for employees designated by the TRTA to attend conferences and/or meetings of the MTA and/or the NEA. Such leave shall be granted upon the recommendation of the principal and the approval of the Superintendent. Additional days of leave may be granted by the Superintendent.

G. JURY DUTY

In the event that a teacher is called for jury duty, the teacher shall be paid the difference between the teacher's regular pay and the jury stipend, if any.

H. SABBATICAL

After seven (7) years of service to the District's schools, a teacher may apply for a one-year sabbatical leave at one half (½) pay or a half-year sabbatical at full pay. The Superintendent must receive a request, accompanied by a project outline, no later than December 1 and action must be taken on all such requests no later than February 1 of the school year preceding the September for which the sabbatical leave is requested. No more than 3% of the PTS staff will be absent on sabbatical at any given time. Upon completion of a Sabbatical Leave, a teacher must return to employment for no less than one (1) full year. Upon completion of a Sabbatical Leave, a teacher shall be placed in the same or similar position and on the salary schedule as if no leave had been taken. Granting of any request for sabbatical leave shall be at the sound discretion of the Superintendent.

I. RELIGIOUS OBSERVANCES

Teachers may request release time from classroom responsibilities due to religious obligations, and will meet with the Superintendent to discuss the date and duration of the request. This request should be made as early as possible to facilitate the scheduling of substitute teachers as necessary. The request will be granted at the discretion of the Superintendent.

J. OTHER

The Superintendent may grant such other leaves as the Superintendent deems to be in the best interest of the school system on either a paid or unpaid basis.

ARTICLE VIII

LEAVES OF ABSENCE WITHOUT PAY

A. GENERAL PROVISIONS CONCERNING UNPAID LEAVES OF ABSENCE

1.    All benefits to which a teacher was entitled at the time a leave of absence commenced, including unused accumulated sick leave, shall be restored to the teacher upon return from said leave. An unpaid leave of absence, except as provided under Paragraph B above, shall not be credited toward seniority.

2.    Upon the teacher's return from an unpaid leave of absence, the teacher shall be assigned to the same or comparable position, unless such position has been impacted by a Reduction in Force during the period of the teacher's leave of absence.

3.    A teacher on an unpaid leave of absence may continue to participate in the group health insurance plan, provided that the teacher pays 100% of the monthly premium by the date each month as required by the District. This provision shall not apply to those teachers on FMLA leave.

4.    All requests for a leave of absence or for an extension of such leave, as well as the decision on the request, shall be in writing. A leave of absence shall generally be for one (1) school year, and any extension shall generally be for one (1) school year. This provision shall not apply to those teachers on FMLA leave.

5.    A teacher on a leave of absence shall notify the Superintendent, in writing, by April 1 of the year the teacher is to return, of the teacher's intention to return to work on the first school day following the conclusion of the teacher's leave of absence. This provision shall not apply to teachers on FMLA leaves of absence.

6.    All leaves of absence shall be recorded through the AESOP program or equivalent facility, with as much notice given as is practicable.

B. MARRIAGE

A leave of absence of up to ten (10) days may be granted to any teacher for the purpose of getting married.

C. PEACE CORP OR TEACHER EXCHANGE

A leave of absence of up to two (2) years may be granted to a teacher who joins the Peace Corps or serves as an exchange teacher, and is a full-time participant in either of such programs. Pursuant to 38 U.S.C. §2024(d), a leave of absence shall be granted to any teacher who is inducted into any branch of the armed forces of the United States or whose reserve unit is called to active duty. Upon return from such leave, a teacher shall be placed on the salary schedule at the level the teacher would have achieved if the teacher remained actively employed in the system during the period of his/her leave of absence. Further, time spent on such leave, shall be credited toward seniority for all purposes under the terms of this Agreement.

D. FROM FULL TIME TO PART TIME

A leave of absence from a portion of a teacher's full-time position, so that the teacher can work on a part-time basis, may be granted. A teacher granted such leave shall accrue seniority and other benefits on a pro-rata basis during the period of the leave of absence.

E. OTHER

Other unpaid leaves of absence may be granted to a teacher. Examples of other such unpaid leaves of absence, include, but are not limited to, leave for the purpose of study/research, leave for elective office and leave for full-time participation in the activities of the Association or the Massachusetts Teachers Association.

F. FAMILY MEDICAL LEAVE ACT (FMLA)

A teacher shall be entitled to up to twelve (12) weeks of unpaid leave pursuant to and subject to the terms and conditions of the Family Medical Leave Act of 1993 (FMLA) and the FMLA policy of the School Committee.

G. FMLA LEAVE FOR SERIOUS HEALTH CONDITION

1.    An eligible employee may be entitled to up to twelve (12) weeks of unpaid leave of absence per contract year due to the employee’s own serious health condition or the serious health condition of a member of the employee’s immediate family. Fact sheets from the Department of Labor, which describe the terms of this leave, are available from the Superintendent’s offices.

2.    An eligible employee shall apply in writing for such leave at least four (4) weeks in advance of such leave, unless extenuating circumstances prevent such notice, in which case the employee shall provide as much notice as possible. As part of the application, the employee shall submit certification of health care provider.

3.    While an employee is on approved FMLA leave, the District shall continue its contribution toward the employee’s health insurance provided that the employee makes timely contribution toward the employee’s insurance premium.

H. PARENTAL LEAVE OF ABSENCE

1.    Maternity Leaves

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

b.    The female employee shall notify the Superintendent, in writing, at least thirty (30) school days prior to the probable date said leave or disability is to commence or as soon as is practicable.

c.     For those employees who have not completed one (1) full academic year of service, but who have completed more than three (3) months of service, a maternity leave of absence will be granted for an eight (8) week leave of absence pursuant to G.L.c. 149, Section 105D, for which accumulated sick leave may be applied due to the period of disability due to childbirth and the recovery there from.

d.    An employee may request a maternity leave of up to twelve (12) weeks duration pursuant to the Family Medical Leave Act of 1993 (FMLA Leave). A female employee is entitled to use sick leave benefits for certified disability resulting from childbirth and recovery there from during the period of this leave for usually up to eight (8) weeks as paid sick leave. The remaining time will be unpaid as FMLA Leave with the District continuing its contribution toward the employee’s health insurance premium provided that the employee makes timely payment of the employee’s contribution toward the health insurance premium.

Any school vacation and holiday time will not count against the eight (8) or twelve (12) week period and the time will not be deducted from the teacher’s accumulated sick leave.

2.    Parental Leave of Absence

a.    In order to qualify for the parental leave of absence, the employee must have completed one (1) full academic year of continuous service.

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

c.     A parental leave of absence shall be granted upon request to any qualifying employee for the purpose of giving birth to and/or rearing a newly born infant. Further, a parental leave of absence shall be granted upon request to any qualifying employee for the purpose of the adoption, the foster placement, and/or rearing of a newly adopted or newly placed foster, child seven (7) years or younger, or in the case of a child who is physically or mentally handicapped, twenty-two (22) years or younger.

d.    The employee shall notify the Superintendent, in writing, at least thirty (30) school days prior to the probable date said leave or disability is to commence, or as soon as is practicable. At the time of the notification, the employee shall select, in writing, one of the following options, if applicable:

1.    Extended leave without pay of up to one (1) year. A female employee entitled to use sick leave benefits for certified disability resulting from childbirth and recovery there from during the period of this leave for usually up to eight (8) weeks as paid sick leave. Up to the first twelve (12) weeks shall be considered leave pursuant to the Family Medical Leave Act (FMLA). While on the FMLA leave, the District shall continue its contribution toward the employees’ health insurance premium, provided that the employee makes timely payment of the employee’s contribution toward the health insurance premium. The remainder of the leave will be on an unpaid basis. The employee may continue health insurance coverage during the leave provided that the employee pays 100% of the monthly premium. An employee on an unpaid, non-FMLA leave of absence may continue the employee’s insurance coverage during the leave of absence provided that the employee pays 100% of the monthly premium.

Any school vacation and holiday time will not count against the period of the absence and the time will not be deducted from the teacher’s accumulated sick leave.

2.    An unpaid leave of up to twelve (12) weeks duration pursuant to the Family Medical Leave Act (FMLA). The District will continue to pay its contribution toward the employee’s health insurance premium, provided that the employee makes timely payment of the employee’s contribution toward the health insurance premium.

3.    An employee on an extended leave may return to work at the beginning of a school year or the beginning of the second semester for middle and high School teachers and a trimester for elementary school teachers and integrated arts teachers in the middle School.

4.    An employee on leave shall retain all rights held prior to such leave; however, the teacher shall not advance in increment unless the teacher taught at least 91 days of the school year in which the leave commenced.

ARTICLE IX

INSURANCE BENEFITS PREMIUMS

Health and dental insurance arrangements shall be established through the Public Employee Committee.

A.   LIFE INSURANCE

Members of the bargaining unit shall be entitled to participate in life insurance programs offered through Boston Mutual or the equivalent thereof.

ARTICLE X

COMPENSATION

A. GENERAL PROVISIONS

1.    Teachers shall be paid in twenty-six (26) equal installments on a biweekly basis. Teachers shall have the option of having their summer pay provided to them in a lump sum amount at the end of the school year, provided that the teacher has indicated preference for this option in writing prior to May 15 of each contract year.

2.    The per diem rate for teachers shall be 1/182 (1/183 for teachers new to the District) for the 2011/2012 school year. The per diem rates for the 2012/2013 & 2013/2014 school years shall be 1/183 for teachers and 1/184 for teachers new to the district.

3.    Part-time teachers shall be paid at the appropriate proportion of a full-time teacher's salary. Hours of part-time teachers shall be contiguous to the degree possible.

4.    Salary Adjustment:

Year 1: 2% no movement on steps, $5500 for 35 year longevity, 2% for stipends Year 2: 2% with steps and stipends, CAGS/Doctorate at $2000 above M60 Year 3: 2% with steps and stipends

B. PROGRAM COORDINATORS, TEAM LEADERS & CONTENT SPECIALISTS

Teachers who serve as Program Coordinators, Middle School Team Leaders, and Middle and Elementary Content Specialists shall be paid an annual stipend pursuant to Appendix B. Job descriptions for these positions can be found in Appendix H.

1.    Program Coordinator Positions may be for the areas of English, Mathematics/Computer Science, Social Studies, Science/Technology, Foreign Language, Physical Education/ Health/ Family and Consumer Science, Business and Library Media and Visual and Performing Arts.

2.    The Superintendent may require the following positions to work beyond the teacher’s work year. In the event any of these positions are so required, the teacher shall be paid for each such day at the per diem rate of the teacher’s salary. These positions include: Guidance Counselors, Program Coordinators, Middle School Team Leaders, Middle and Elementary School Content Specialists.

3.    It is recognized that certain teaching positions may require additional time beyond the school year to fulfill their professional duties. If required by the Superintendent, the following positions will be assigned to work an extended work year of the indicated number of days (adjusted to their current full-time equivalent status), to be compensated on a per-diem basis:

Middle and High School Guidance Counselor                                  10 days

Program Coordinator                                                           5 days

C. COACHES

Coaches at the secondary level shall be paid an annual stipend pursuant to the schedule contained in Appendix C. Coaches’ Handbook work group will prepare a proposed Memorandum of Understanding on or before July 1, 2014 to be presented to the TRTA Executive Board and the School Committee for approval. Hiring of Coaches:

1.    All coaches whose contracts have been completed will submit their Letter of Intent to Return (Appendix H) to the building principal within ten (10) school days after the final competitive event. Within ten (10) school days of receipt of the letter of intent, the building principal must notify the coach of the status of rehire. If the coach is not notified within the ten (10) day time frame then the coach is automatically rehired. The non-renewed coach has the option to request a meeting with the principal to discuss the decision not to renew.

2.    Coaching positions will be appointed by the building principal on an annual basis. If the coach is not rehired for the position, posting, interviewing and selection of coaches pursuant to the Vacancies provision shall be conducted.

3.    The District reserves the right to place a coach new to the position in any one of the “Years of Service” columns.

4: Athletic Coach Evaluation tool and process will start in 2011-2012

In order to insure successful growth of athletes and programs, the Triton High School Athletic department will conduct evaluations of coaches throughout the season.

Head Coaches

Head coaches (varsity, junior varsity or freshman) will be evaluated by the athletic director four (4) times throughout the season; one (1) game at the beginning of the season, one (1) game at the end of the season and two (2) practices. The athletic director will observe half of a competition and thirty (30) minutes of a practice. The athletic director and the coach will meet within five (5) school days of the evaluation to review the document.

Prior to the last evaluation meeting, head coaches will use the evaluation tool and perform a self-assessment to be discussed at the final meeting with the athletic director. Athletic Coach Evaluation Form will be included in the coaches’ handbook.

Assistant Coaches

Assistant coaches will be evaluated by the head coach at the end of the season. The head coach will discuss the evaluation with the assistant coach within five (5) school days of the evaluation. Should the athletic director deem it necessary to conduct an evaluation prior to the end of the season, the athletic director should perform that evaluation. Athletic Coach Evaluation Form will be included in the coaches’ handbook.

D. STIPEND POSITIONS

1.     Teachers appointed to stipend positions at all levels shall be paid an annual stipend pursuant to the schedule contained in Appendix D.

2.    All those appointed to stipend positions will submit their notification of intent to the building principal within ten (10) school days after the final competition/meeting/activity event. Within ten (10) school days of receipt of the letter of intent, the building principal must notify the teacher of the status of rehire. If the teacher is not notified within the ten (10) day time frame then the teacher is automatically rehired. The non-renewed teacher has the option to request a meeting with the principal to discuss the decision not to renew.

3.    For yearlong stipend positions, Letter of Intent to Return (Appendix I) will be submitted by May 15th each year.

4.    Stipend positions will be appointed on an annual basis. If a stipend position is open, posting, interviewing and selection of teachers for stipend positions pursuant to the Vacancies provision shall be conducted.

5.    At the discretion of the teachers, stipend positions and compensation may be shared by two (2) people with the consent of the principal.

E. EXTRA-CURRICULAR RESPONSIBILITIES

Teachers performing extra-curricular responsibilities at all levels shall be paid an annual stipend pursuant to the schedule contained in Appendix D. Extra-curricula positions will be advertised on a yearly basis. It is presumed that incumbents are applicants for the position. Interviewing and selection of teachers for extra-curricula positions pursuant to the Vacancies provision shall be conducted only if there are additional applicants besides the incumbent.

F. LONGEVITY

1.    Longevity payments shall be paid to eligible teachers in a lump sum check in the first paycheck of December of each contract year according to the following schedule:

Years of Continuous Service to the District Schools

After 10 years                                           $1500

After 15 years                                           $2050

After 20 years                                           $2700

After 25 years                                           $3725

After 30 years                                           $4000

After 35 years                                           $5,500

2.    Authorized unpaid leaves of absence do not destroy continuity of service in determining longevity compensation, but such leaves of absence shall not be counted towards years of service.

3.    Part-time teachers shall be paid at the appropriate proportion of a full-time teacher's longevity compensation.

4.    Retirees will receive lump sum payment with their final check.

G. DETENTION DUTY

In the event that no teacher applies for the positions of detention supervisor or assistant detention supervisor, a teacher may be assigned the above responsibilities at the listed stipend. Volunteers will be sought before a teacher is assigned this responsibility.

H. GRANDFATHERED COLUMNS

The B+30 and M+15 salary columns (See Appendix A) have been grandfathered as of the close of the 2007-2010 contract. No teacher will be able to move to these columns as of August 31, 2010. Newly hired teachers are not eligible for the B+30 or M +15 salary columns.

I: MENTOR TEACHERS AND MENTOR TEACHER LEADERS

Mentor Teacher Leaders will receive $500 each.

I: SUMMER, WEEKEND AND OTHER OPTIONAL EMPLOYMENT:

1.        Full time teachers may apply to be employed for additional working days during the summer months. Under special circumstances, the optional employment may be arranged for some other time with the agreement of the teacher and the superintendent.

2.        Payment for this service will be at the rate of $40.00 per hour for programs

NOTE:   The parties agree that the minimum rates for grant programs be as set forth above. In the event that the parties agree to any higher rate(s) for a grant program, it is understood that such higher rate(s) will be set forth in writing and will be subject to ratification by the school committee and the association.

ARTICLE XI

DEDUCTIONS

A. PAYROLL DEDUCTIONS

The District, whenever authorized by any teacher in writing, shall provide that payroll deductions on behalf of such teacher shall be made and paid in accordance with such authorization for any or all of the following purposes:

1.    Purchase of United States Savings Bonds.

2.    Triton Regional Teachers' Association, Massachusetts Teachers' Association, and National Education Association dues.

3.    Premiums under any group medical, dental, or insurance policies.

4.    Premiums under any annuity contract purchased by the teacher.

5.    Credit union deductions.

6.    Section 125 plans.

7.    Triton Regional Teachers’ Association Scholarship Fund.

B. 403(B) PLAN

1.    A newly enrolled employee may select an annuity from the current carriers of the District unless the employee is enrolled in an annuity carrier elsewhere. The District will contribute up to a maximum of $500 (pre-tax) during 2011-2014, in contribution matching. The employee may contribute more if the employee chooses to do so.

2.    The District will not be responsible for any additional costs beyond the District’s contribution for the duration of the contract.

3.    Members may elect to join the 403(b) plan. An open enrollment period    will run from July 1 to October 31 annually to allow members to join the 403(b) plan. Teachers wishing to participate in the 403(b) must complete an application by October 31, and be committed to contribute up to $500 in contributions.

ARTICLE XII

PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT

A. IN SERVICE TRAINING

Teachers shall be required to meet the following in-service training requirements; such trainings as the Superintendent and Principal, may prescribe for the purpose of increasing teacher competency in a given area. These, when offered locally, will be at the Committee’s expense. When such cannot be offered locally, the committee shall reimburse the teacher for the cost upon receipt of evidence from the teacher of successful completion.

Other than at the start of the year prior to the arrival of students, professional development will not be scheduled during September unless mandated by an outside agency or agreed by faculty.

The district will brief outside presenters on staff background knowledge with the aim of avoiding unnecessary duplication and ensuring relevance.

Teachers may request a waiver from attendance at scheduled professional development from the Principal (a) if it is not pertinent to the current or future responsibilities of the teacher, or (b) subject to the teacher satisfying the Principal that the teacher is familiar with and is applying the scheduled professional development.

Professional development opportunities will be posted through My Learning Plan or equivalent facility. Teachers will document the completion of 12/1 approved activities and courses within thirty (30) days of completion.

B. REIMBURSEMENT

Teachers shall be reimbursed for the cost of the tuition only for college courses, or other educational consortiums or certificate programs, that they have successfully completed which were approved in advance by the Superintendent, and are related to the teacher’s subject matter area, with a limit of seven hundred fifty dollars ($750) each contract year, per teacher. All courses shall be taken at or sponsored by an accredited institution of higher learning, or approved consortium or institution. The provision of this section shall not apply to courses taken when a teacher is on sabbatical leave.

During the school years 2014 - 2017, the Committee will budget a minimum of $22,500 for tuition reimbursement. The Committee recognizes that this amount is insufficient and will strive to provide additional funds as they become available. The Committee will review the usage annually to assess the need for additional funds.

C. ADDITIONAL EXPENSES

The Superintendent shall pay the reasonable expenses (including fees, meals, lodging and transportation) incurred by teachers who attend workshops, conferences, or other professional improvement sessions at the request and/or with the advance approval of the Principal and Superintendent. When such attendance is required during school time, the teacher shall be released from duty without loss of pay.

D. MOVEMENT ON THE SALARY SCALE

Movement horizontally on the salary schedule shall be subject to the following terms and conditions:

1.    Request for approval for credit must be made in writing to the Superintendent prior to taking the course. The granting of such approval shall be within the discretion of the Superintendent.

2.     A teacher obtaining the requisite amount of approved credits shall be moved horizontally on the salary schedule at the beginning of the next school year following the school year in which the credits are obtained and with notice of the lane change to the superintendent by December 15th of the year before the change is to take effect.

3.    All credits must have been earned in a fully accredited institution, through an in-service program and/or an organization recognized and approved by the Superintendent.

E. 12/1 CREDIT

Upon prior approval by the Superintendent of Schools and successful completion of an approved study or work program, credit will be applied towards horizontal movement on the salary schedule on the basis of 1 in-service credit for 12 hours worked outside of the school day.

Approved study or work programs shall include, but not be limited to activities that will be of long-term benefit to the district and the teacher:

a)    Professional Development at post-graduate levels that are related to the teacher's professional development goals and the goals of the district or the development of (but not repeated delivery) of a professional development program for district staff.

b)    Curriculum development that involves the creation and design of learning programs or experiences for students that relate to the school's improvement plan and the district's development plan.

c)    Participation in committees that may be established from time to time by the Superintendent of Schools that are of strategic importance to the district.

Horizontal movement on the salary scale under this section is conditional upon:

a)    The teacher making application and receiving approval prior to commencing the project. through the Principal, whose responsibility is to confirm that the proposal is aligned with the teacher's professional development goals;

b)    The teacher demonstrating satisfactory completion of the project with verification of the hours worked outside of the school day.

c)    The Superintendent of Schools approving 12/1 credit proposals upon receiving advice from a District professional Development Committee comprised of: Chief Academic Officer -Chairperson, Principals, and a teacher from each school to be nominated by the TRTA.

The denial of any approval required shall not be subject to challenge. However, the reason(s) for the denial shall be provided to the teacher.

12/1 Credit Program will be amended with no grandfathering of existing committees. However, existing committees meeting outside of school hours not deemed eligible for 12/1 credit will receive $40/hour upon approval. The committees that are eligible for the $40/hour will be developed and agreed to jointly by the Superintendent and the Association each May.

ARTICLE XIII

REDUCTION IN FORCE

A. DEFINITIONS

The following rules shall apply in the determination of which teachers are to be laid off in the event a reduction in the number of professional teacher status teachers is deemed advisable by the Superintendent and the Committee.

1.    Teachers with professional teacher status shall not be dismissed if there is a teacher without professional teacher status whose position the professional status teacher is qualified to fill.

2.    The Superintendent, with the Principal, shall determine which professional status teachers shall be laid off in the accordance with the following rules:

a.    Seniority, evaluations, and academic background shall determine those professional status teachers to be laid off.

b.    Seniority as used herein shall mean length of continuous service at the Triton Regional High School and its feeder schools as of September 1971 and all continuous service at each of the elementary schools. All previous seniority accrued by less than full-time teachers at the elementary level shall be grandfathered as if it were full-time service. Part-time service shall not equal full-time service in terms of credit for seniority purposes as of the date of execution of this Agreement. Rather, the amount of credit shall equal the pro rata percent payment received on the salary schedule.

1.    An authorized unpaid leave of absence shall not disrupt continuity of service. However, such time shall not be credited for purposes of seniority, except as herein provided.

2.    A Seniority List for the Triton Regional School District will be maintained by the Administration in consultation with the Association.

c.     The Superintendent, with the Principal, may assign whatever weight desired to the aforementioned criteria, provided that the decision is based on said criteria, is uniformly applied throughout the District, and that the Superintendent reviews all of said criteria.

d.    Nothing in this agreement shall prevent a professional teacher status teacher from volunteering for layoff and the Superintendent from agreeing to layoff such volunteer.

e.    The rate of pay of a professional status teacher shall not be considered in determining which professional status teacher will be laid off.

f.     Professional teacher status teachers who are to be laid off under the provisions of this Article shall be notified as soon as possible after approval of the budget, but in no case later than June 15 of the year in which the layoff is to be effective. If the budget is reduced after the June 15th date and layoffs are necessary; notification will be given within five (5) days of the decision, in writing to the teacher and copied where applicable, to the program coordinator.

B.  NOTIFICATION - OPTION - STANDARD OF REVIEW

1.    The Superintendent, in the event of a contemplated reduction in force will notify the professional status teacher to be laid off and will advise the Association as to which professional teacher status teachers the Superintendent will layoff, hereinafter called an "affected teacher." The Association and the affected teacher, upon receipt of such notification, shall have the right, upon request made to the Superintendent within five (5) school days of such notification, to meet and confer with the Superintendent concerning the proposed layoff, which meeting shall take place within ten (10) school days of the Superintendent's receipt of such request.

2.    The Association, within five (5) school days of the meeting with the Superintendent, shall advise the Superintendent, in writing, as to whether it agrees or disagrees with the Superintendent's decision. In the event of disagreement, specific reasons shall be set forth.

3. The affected teacher shall be granted the following option:

To elect an unpaid leave of absence status during the period of layoff, in lieu of dismissal, without challenge of the Superintendent's decision. The leave of absence shall be for the duration of the recall period. Upon expiration of the recall period, the teacher shall be considered to have resigned. A resignation, subject to the conditions outlined herein, and in the form attached hereto as Appendix E, shall be filed with the notice of election.

The exercise of the foregoing option shall be subject to the affected teacher's waiver of rights under G.L. c. 71, as well as any other statutory provision providing for a challenge to a layoff, and the grievance and arbitration provision. The option must be exercised and received by the Superintendent by ten (10) days following the aforesaid meeting and must be on the form attached to this Agreement as Appendix E.

4.    In the event the affected teacher elects to challenge the Superintendent's decision, the teacher may elect to seek review under the procedures contained in G.L. c.71, §42.

C. RECALL

1.    A professional teacher status teacher who elects the option under Section 2C of this Article shall have recall rights, as hereinafter provided, for two (2) years from September 1st following the date of layoff. Vacancies to which appointments are made within said two (2) year period but which teaching actually commences after said two (2) year period shall not be considered within the teacher's two (2) year recall period.

2.    In filling positions, which become vacant on other than a temporary basis within the separate units whenever professional teacher status teachers have recall rights under this Article, such vacancies shall be filled in the following manner:

a.    No new teacher shall be hired for a position when there is a teacher who is on the list for the unit in which the vacancy occurs and who, in the judgment of the Superintendent, is qualified to fill such position.

b.    As among professional teacher status teachers with recall rights the Superintendent shall recall in accordance with the rules set forth in Section 1B supra.

3.    Recall notices shall be sent by certified or registered mail to the laid off teacher's or leave of absence teacher's, as the case may be, last known address, with a copy of such notice being sent to the Association. The recalled teacher shall have two (2) weeks after the receipt of the notice to accept the recall. In the event the recalled teacher does not accept the recall, all recall rights shall terminate.

4.    If the Association believes that Section 3, Paragraph B of this Article has been violated, it must notify the Superintendent in writing within five (5) days of the date it receives a copy of the notice to the person recalled. If the dispute is not resolved within five (5) days thereafter, the Association may appeal to the Superintendent in writing. If the dispute is not resolved within fourteen (14) school days after the appeal is received by the Superintendent, the Association may seek arbitration.

5.    Professional teacher status teachers who elect the option under Section 2C of this Article shall be entitled to retain their group membership in the Triton Regional District group insurance plans, subject to the terms and condition thereof, provided:

a.    They pay 100% of the premium cost, and

b.    The applicable carrier(s) does (do) not prohibit such inclusion.

The right of continued participation as provided in this paragraph shall continue for the duration of their recall rights.

6.    A professional teacher status teacher recalled under the Article shall be credited with all of the benefits to which the teacher was entitled prior to the teacher’s layoff, as the case may be, including accumulated sick leave and shall be placed one (1) step higher on the salary schedule (unless previously on maximum) than the teacher occupied upon receipt of notice of termination or exercise of option, as the case may be, provided the teacher would have advanced to such step had the teacher not been laid off. Seniority and other benefits shall not accumulate during the period of time the teacher is on recall.

ARTICLE XIV

VACANCIES AND POSTINGS

1.    In the event that the District determines that a vacancy in any teaching, special or extracurricular position exists, or a new teaching, special or extracurricular position is created, or should be filled, the position shall be posted throughout the District prior to its being advertised outside the District. Every interested teacher shall have the opportunity to apply.

2.    Current employees who apply for the position shall be given consideration prior to an outside applicant.

3.    In selecting the successful candidate, the District shall consider the professional background and attainments of the applicants, as well as length of service in the District's schools, if any.

4.    This article shall not preclude a principal, with the approval of the Superintendent, and/or the Superintendent, from transferring a current employee into a position without complying with the provisions of this Article.

5.    If the vacancy occurs during July or August, the Superintendent shall, in lieu of the posting, notify the President of the Association and building representatives.

ARTICLE XV

GENERAL PROVISIONS

A. NON-DISCRIMINATION

The School District and the Association shall not discriminate against any bargaining unit employee on the basis of race, color, religion, age, marital status, sex, qualified disability/handicap, sexual preference, or participation or non-participation in lawful Association activities.

B. TEACHER PROTECTION AND LIABILITY

1.    No teacher with professional teacher status shall be disciplined, discharged, suspended, reprimanded in writing, or denied normal advancement on the salary schedule without just cause. The Association recognizes the right of the Administration for privately reprimanding a teacher. Any teacher so reprimanded has the right to Association representation.

2.    No teacher shall be suspended or discharged unless in conformance with the provisions of G.L. c.71, §42 and 42D, as applicable.

C. CONSULTATION ON PROFESSIONAL CONCERNS

1.    The Superintendent shall meet at least three (3) times during the school year on mutually agreeable dates with representatives of the Association's Executive Board for the purpose of discussing issues of mutual concern in order to maintain a good working relationship. Other members of the Association and/or Administration may be present at either party's request.

At the request of either party, the reorganization of Program Coordinators, Team Leaders, and Elementary Content Specialists may be the subject of discussion and review during any Consultation on Professional Concerns.

2.    Consultation on Professional Concerns

The principal at each building will meet at least monthly during the school year on mutually agreeable dates with representatives of the Association’s Executive Board for the purpose of discussing issues of mutual concern in order to maintain a good working relationship. Other members of the Association and/or administration may be present at either party’s request.

D. RESIGNATION

A teacher shall give thirty (30) days' written notice to the principal and the Superintendent if the teacher intends to resign.

E. SAVINGS PROVISION

In the event that any provision of this Agreement is or shall be found to be contrary to law, all other provisions of this Agreement shall continue in effect.

F. CORI REPORTS

"In compliance with the provisions of Chapter 385 of the Acts of 2002, the Superintendent of Schools shall request and review CORI checks. Such checks shall take place not more than once every three (3) years. Employees shall be made aware that CORI reports concerning them are being requested and when such request is actually made. Employees shall be made aware that, upon request, they shall be provided with a copy of the CORI report received by the Superintendent. All CORI checks shall be kept in a separate secure file maintained in the office of the Superintendent. Upon retirement or termination of employment, an employee may request in writing that the employee be given their reports. Such reports shall be provided to the employee within ten (10) days of the request. After review of a CORI report, the Superintendent, if the Superintendent deems it necessary, may meet with the employee who may, at such meeting, be represented by the Association. Nothing that occurred three (3) or more years prior to the date of the CORI Report Request shall be actionable by the school system unless it was a violent crime or a crime against a child. Any and all personnel actions resulting from information acquired from a CORI report shall be conducted pursuant to the provisions of the collective bargaining agreement and the General Laws of the Commonwealth of Massachusetts."

G. SCHOOL CANCELLATION NOTICE

When school is cancelled due to weather or other unforeseen circumstances; the superintendent will make every effort to notify staff by 5:45 a.m.

H. SCHOOL BUILDING ACCESS

Teachers will have access to their school building, during established hours, on weekend and vacations.

ARTICLE XVI

DURATION

1.     This Agreement shall be in full force and effect from September 1, 2014 through August 31, 2017.

2.     The parties will commence negotiations on or before December 1, 2016 for a successor agreement.

In witness of the foregoing, the parties have heretofore set their hand this ______ day of _____, 2014

Ratification and Approval

This Memorandum of Agreement is subject to ratification by the Association membership and approval by the School Committee.

Agreed to on this ___________day of May 2014 by the Parties for:

For the School Committee                                           For the Teachers' Association

__________________________________                 ________________________________

__________________________________                 ________________________________

__________________________________                 ________________________________

__________________________________                 ________________________________

APPENDIX A – Salary Schedule

FY15 - 2.0% w/No Steps

STEP

B

B30

M

M15

M30

M45

M60

1

42,625

43,664

45,052

46,112

47,156

48,882

50,984

2

44,460

45,547

47,080

48,192

49,282

51,097

53,302

3

46,390

47,535

49,183

50,350

51,499

53,403

55,714

4

48,414

49,616

51,369

52,592

53,795

55,795

58,222

5

50,541

51,801

53,686

54,970

56,235

58,334

60,884

6

52,794

54,118

56,129

57,476

58,802

61,007

63,683

7

55,117

56,508

58,673

60,087

61,481

63,798

66,608

8

57,721

59,206

61,532

63,028

64,506

66,941

69,897

9

60,325

61,903

64,415

65,993

67,552

70,105

73,206

10

63,864

66,159

68,132

70,128

72,115

74,266

77,213

11

67,404

70,415

71,849

74,264

76,679

78,427

81,222

FY 16 - 2.0% w /Standard Step Movement & Add CA Gs/Doctorate

STEP

B

B30

M

M15

M30

M45

M60

CAGs/Dr

1

43,478

44,537

45,953

47,034

48,099

49,860

52,004

54,004

2

45,349

46,458

48,022

49,156

50,268

52,119

54,368

56,368

3

47,318

48,486

50,167

51,357

52,529

54,471

56,828

58,828

4

49,383

50,608

52,396

53,644

54,871

56,911

59,386

61,386

5

51,552

52,837

54,760

56,069

57,360

59,501

62,102

64,102

6

53,850

55,200

57,252

58,626

59,978

62,227

64,957

66,957

7

56,219

57,638

59,846

61,289

62,711

65,074

67,940

69,940

8

58,875

60,390

62,763

64,289

65,796

68,280

71,295

73,295

9

61,532

63,141

65,703

67,313

68,903

71,507

74,670

76,670

10

65,141

67,482

69,495

71,531

73,557

75,751

78,757

80,757

11

68,752

71,823

73,286

75,749

78,213

79,996

82,846

84,846

FY17 - 2.0% w /Standard Step Movement

STEP

B

B30

M

M15

M30

M45

M60

CAGs/Dr

1

44,348

45,428

46,872

47,975

49,061

50,857

53,044

55,084

2

46,256

47,387

48,982

50,139

51,273

53,161

55,455

57,496

3

48,264

49,456

51,170

52,384

53,580

55,560

57,965

60,005

4

50,371

51,620

53,444

54,717

55,968

58,049

60,574

62,614

5

52,583

53,894

55,855

57,190

58,507

60,691

63,344

65,384

6

54,927

56,304

58,397

59,799

61,178

63,472

66,256

68,296

7

57,343

58,791

61,043

62,515

63,965

66,375

69,299

71,339

8

60,053

61,598

64,018

65,574

67,112

69,646

72,721

74,761

9

62,763

64,404

67,017

68,659

70,281

72,937

76,163

78,203

10

66,444

68,832

70,885

72,962

75,028

77,266

80,332

82,372

11

70,127

73,259

74,752

77,264

79,777

81,596

84,503

86,543

APPENDIX B

Stipends – Curriculum & Extra Curricular

District Wide & Curriculum Leadership Stipends

Stipend

2014/2015

2015/2016

2016/2017

 

(2% Increase)

(2% Increase)

(2% Increase)

Content Specialist (1 per Content Area - Not Math/ELA) -- Elementary

$2,896

$2,954

$3,013

Content Specialist (1 per Content Area) -- Middle School

$1,448

$1,477

$1,507

Team Leader - Middle School

$1,448

$1,477

$1,507

Program Coordinator (9 Positions) -- High School

$2,896

$2,954

$3,013

Coordinator - Mentor Teacher (1 per School)

$510

$520

$530

Special Education Evaluation Team Chairperson (1.0 FTE Stipend)

$3,475

$3,545

$3,616

Leader - Leadership Council (5 per School)

$1,159

$1,182

$1,206

Position to be elected on an annual basis by the teachers. Position will require a meeting at least twice per month for the purposes of: one meeting with the Principal for the Leadership Council and one meeting for the purpose of serving as a representative on the Staff Development Committee or the School Council for the building. Additional meetings may be scheduled by mutual agreement and shall be at reasonable intervals of reasonable duration.

 

 

 

Leader – Specialist Content PD (1 per Content Area)

$653

$666

$679

Leader – Teacher Mentor (1 per School)

$510

$520

$530

District Nurse (1)

$2,896

$2,954

$3,013

Coach - Data (Multiple Per Building)

$1,738

$1,773

$1,808

Math Facilitator (1 per Elementary School)

$1,738

$1,773

$1,808

Coordinator – Science & Engineering Fair (1) -- District Wide

$969

$988

$1,008

Coach – Science & Engineering Fair (1 per School) -- Elementary/Middle

$510

$520

$530

Coordinator – Destination Imagination (1) -- District Wide

$1,799

$1,835

$1,872

Coach – Destination Imagination (1 per Team) -- All Grades/Schools

$814

$830

$847

Coordinator – Peer Mediation (1 per School)

$1,411

$1,439

$1,468

Coordinator – Website (1 per School)

$1,020

$1,040

$1,061

Coach – Intramural (2x/week for 8 weeks)

$590

$602

$614

Coordinator – SES Family Connection

$1,836

$1,873

$1,910

Coordinator – Title I

$3,475

$3,545

$3,616

Parent & Community Involvement Title I Outreach

$1,224

$1,248

$1,273

High School Stipends

CLUBS /ACTIVITIES

Advisor – World Language Immersion/Exchange Programs

$1,540

$1,571

$1,602

Advisor – Art Club

$867

$884

$902

Advisor – Community Service

$1,540

$1,571

$1,602

Advisor – DECA

$1,926

$1,965

$2,004

Advisor – Foreign Language National Honor Society

$1,413

$1,441

$1,470

Advisor – Freshman Class

$1,404

$1,432

$1,461

Advisor – GSA

$1,404

$1,432

$1,461

Advisor – Junior Class

$1,926

$1,965

$2,004

Advisor – Leaders’ Club

$1,413

$1,441

$1,470

Advisor – Literary Magazine/Scribe

$1,404

$1,432

$1,461

Advisor – Math Team

$1,404

$1,432

$1,461

Advisor – National Honor Society

$1,413

$1,441

$1,470

Advisor – Newspaper/Triton Voice

$1,404

$1,432

$1,461

Advisor – S.A.D.D.

$1,404

$1,432

$1,461

Advisor – School to Career

$2,361

$2,408

$2,456

Advisor – Senior Class

$2,441

$2,490

$2,540

Advisor – Sophomore Class

$1,413

$1,441

$1,470

Advisor – Student Council

$2,441

$2,490

$2,540

Advisor – Tech/STEM Team

$1,404

$1,432

$1,461

Advisor – Tomorrow Teachers’ Club

$1,404

$1,432

$1,461

Advisor – Yearbook/Voyager

$3,725

$3,800

$3,876

INSTRUCTIONAL/ACADEMIC

Coordinator – Credit Recovery

$2,550

$2,601

$2,653

Coordinator – Freshman Transition

$1,530

$1,561

$1,592

Coordinator – Graduation

$1,530

$1,561

$1,592

Coordinator – Master Scheduler

$2,550

$2,601

$2,653

Coordinator – MCAS Tutoring

$1,622

$1,654

$1,687

Coordinator – Student Advisory (1 Per Grade Level)

$816

$832

$849

Detention Supervisor

$2,452

$2,501

$2,551

Detention Assistant

$1,363

$1,390

$1,418

Specialist – Credit Recovery – (4) English, Math, Science, Social Studies

$1,224

$1,248

$1,273

Teacher – Saturday School

40/hr.

40/hr.

40/hr.

VISUAL AND PERFORMING ARTS

Full Year: Advisor – Drama Club

$2,154

$2,197

$2,241

Full Year: Director – Women’s Select Choir

$1,366

$1,393

$1,421

Fall Marching Band: Assistant Director

$2,152

$2,195

$2,239

Fall Marching Band: Director

$3,725

$3,800

$3,876

Fall Play: Director

$2,153

$2,196

$2,240

Fall Play: Technical Director/Set Designer

$771

$786

$802

Spring Musical: Accompanist

$1,079

$1,101

$1,123

Spring Musical: Choreographer

$1,404

$1,432

$1,461

Spring Musical: Director – Music

$2,441

$2,490

$2,540

Spring Musical: Director – Technical/Set Designer

$771

$786

$802

Spring Musical: Director – Theatrical

$2,466

$2,515

$2,565

Middle School Stipends

Advisor – Drama Club

$1,413

$1,441

$1,470

Advisor – Jazz Band

$1,404

$1,432

$1,461

Advisor – Literary Magazine

$520

$530

$541

Advisor – Math Team

$1,404

$1,432

$1,461

Advisor – Newspaper (3x/year)

$1,404

$1,432

$1,461

Advisor – Select Choir

$1,413

$1,441

$1,470

Advisor – Yearbook

$814

$830

$847

Supervisor – Detention

$2,452

$2,501

$2,551

Elementary School Stipends

 

Accompanist – Choir

$386

$394

$402

 

Advisor – Student Council

$1,540

$1,571

$1,602

 

Chaperone – 5th/6th Grade Camp (per night)

$162

$165

$168

 

Coordinator – 5th/6th Grade Camp

$386

$394

$402

 

Coordinator – 5th/6th Grade Camp w/Fundraising Role

$1,404

$1,432

$1,461

 

Coordinator – Math Team

$428

$437

$446

 

Designer – Set/Costume (Drama)

$386

$394

$402

 

Director – Advanced Band

$1,865

$1,902

$1,940

 

Director – Beginner Band

$1,413

$1,441

$1,470

 

Director – Choir

$1,865

$1,902

$1,940

 

Director – Musical

$2,441

$2,490

$2,540

 

Director – Stage Band

$1,540

$1,571

$1,602

 

Director – Stage/Musical

$1,413

$1,441

$1,470

 

Director – Wind Ensemble

$1,865

$1,902

$1,940

 

APPENDIX C

Stipends – Middle & High School Athletics

 

2014/2015

2015/ 2016

2016/ 2017

 

(2% Increase)

(2% Increase)

(2% Increase)

SPORT

Years 1 & 2

Years 3 & 4

Years 5+

Years 1 & 2

Years 3 & 4

Years 5+

Years 1 & 2

Years 3 & 4

Years 5+

Baseball/Softball – Varsity

4,329

5,104

5,880

4,416

5,206

5,998

4,504

5,310

6,118

Baseball/Softball – Assist.

2,949

3,338

3,725

3,008

3,405

3,800

3,068

3,473

3,876

Basketball – Varsity (B & G)

5,155

5,621

6,086

5,258

5,733

6,208

5,363

5,848

6,332

Basketball – Assist.(B & G)

3,198

3,585

3,972

3,262

3,657

4,051

3,327

3,730

4,132

Cheering(each of 2 seasons)

2,970

3,434

3,898

3,029

3,503

3,976

3,090

3,573

4,056

Cross Country (B & G)

2,970

3,434

3,898

3,029

3,503

3,976

3,090

3,573

4,056

Field Hockey – Varsity

4,329

5,104

5,880

4,416

5,206

5,998

4,504

5,310

6,118

Field Hockey – Assistant

2,949

3,338

3,725

3,008

3,405

3,800

3,068

3,473

3,876

Football – Varsity

6,849

7,625

8,398

6,986

7,778

8,566

7,126

7,934

8,737

Football – Assistant

3,533

3,997

4,773

3,604

4,077

4,868

3,676

4,159

4,965

Football – Freshman

2,646

3,032

3,419

2,699

3,093

3,487

2,753

3,155

3,557

Football – Freshman Assist.

2,508

2,688

2,868

2,558

2,742

2,925

2,609

2,797

2,984

Freshman Sports (Not Ftball)

2,463

2,813

3,204

2,512

2,869

3,268

2,562

2,926

3,333

Golf - Varsity

2,970

3,434

3,898

3,029

3,503

3,976

3,090

3,573

4,056

Ice Hockey – Varsity

5,155

5,621

6,086

5,258

5,733

6,208

5,363

5,848

6,332

Ice Hockey – Assistant

3,198

3,585

3,972

3,262

3,657

4,051

3,327

3,730

4,132

Indoor Track – Varsity

4,329

5,104

5,880

4,416

5,206

5,998

4,504

5,310

6,118

Indoor Track – Assistant

2,949

3,338

3,725

3,008

3,405

3,800

3,068

3,473

3,876

Lacrosse - Varsity

4,329

5,104

5,880

4,416

5,206

5,998

4,504

5,310

6,118

Lacrosse – Assistant

2,949

3,338

3,725

3,008

3,405

3,800

3,068

3,473

3,876

Soccer – Varsity (B & G)

4,329

5,104

5,880

4,416

5,206

5,998

4,504

5,310

6,118

Soccer – Assistant (B & G)

2,949

3,338

3,725

3,008

3,405

3,800

3,068

3,473

3,876

Swimming - Varsity

2,970

3,434

3,898

3,029

3,503

3,976

3,090

3,573

4,056

Tennis (B & G)

2,970

3,434

3,898

3,029

3,503

3,976

3,090

3,573

4,056

Track – Varsity (B & G)

4,329

5,104

5,880

4,416

5,206

5,998

4,504

5,310

6,118

Track – Assistant (B & G)

2,949

3,338

3,725

3,008

3,405

3,800

3,068

3,473

3,876

Volleyball – Varsity

4,329

5,104

5,880

4,416

5,206

5,998

4,504

5,310

6,118

Volleyball – Assistant

2,949

3,338

3,725

3,008

3,405

3,800

3,068

3,473

3,876

Wrestling – Varsity

4,329

5,104

5,880

4,416

5,206

5,998

4,504

5,310

6,118

Wrestling – Assistant

2,949

3,338

3,725

3,008

3,405

3,800

3,068

3,473

3,876

Middle School Soccer

1,428

1,785

2,184

1,457

1,821

2,228

1,486

1,857

2,272

Middle School Track

1,428

1,785

2,184

1,457

1,821

2,228

1,486

1,857

2,272

Middle School Basketball

1,428

1,785

2,184

1,457

1,821

2,228

1,486

1,857

2,272

Middle School Field Hockey

1,428

1,785

2,184

1,457

1,821

2,228

1,486

1,857

2,272

Middle School Cross Country

1,428

1,785

2,184

1,457

1,821

2,228

1,486

1,857

2,272

APPENDIX D

FORM OF LETTER TO SCHOOL COMMITTEE

FROM TEACHER ELECTING "OPTION"

Date    /   /

Superintendent

Triton Regional School District Committee

Dear:

I have received notice that you intend to lay me off on (date). Please be advised that I hereby elect, pursuant to Article XIII of the Collective Bargaining Agreement between the Triton Regional District School Committee and the Triton Regional Teachers' Association, to be put on unpaid leave of absence status for the period set forth in said Article XIII.

Please be further advised that in consideration of the granting of said leave of absence and the benefits provided in said Article XIII, I hereby waive whatever rights I may have under M.G.L. Chapter 71, Section 42 and the collective bargaining agreement.

I do not challenge the Superintendent's recommendation under the grievance and arbitration provision of the Collective Bargaining Agreement. As noted above, I have elected a leave of absence.

Please consider this my letter of resignation effective upon the end of my recall period. This resignation is subject to my being recalled pursuant to Article XIII.

Very truly yours,

APPENDIX E1

TRITON REGIONAL TEACHERS ASSOCIATION

SICK LEAVE BANK COMMITTEE

Application for Extended Sick Leave Benefits

Member's Name:__________________________________________________________

Date of Application:_______________________________________________________

Number of sick days available at date of onset of current illness or injury:_____________

Date accumulated sick leave will be exhausted:__________________________________

Has there been a previous request or request for Sick Bank support prior to this illness or injury?    Yes/no

If yes please provide a brief explanation with dates

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Nature of illness or injury

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Has there been a previous request for Sick Bank support related to THIS illness or injury?

If yes, please provide the number of Sick Bank days used: _____________________________

Estimated date of return to work: _________________________________________________

Name of attending medical practitioner (physician, nurse practitioner or with equivalent qualification):____

Medical practitioner's address: _____________________________________________________________

Medical practitioner's confirmation of current illness or injury: ___________________________________

Medical practitioner’s estimate of likely readiness to return to work: _____________________________

I hereby apply for extended sick leave benefits as provided for in the contract between the Triton Regional Teachers Association and the Triton Regional School Committee. I understand that it is my responsibility to provide such information as the Sick Leave Bank Committee may require from me and/or my Medical Practitioner.

Member's Signature___________________________________________________________________

Please forward this application, accompanied by a completed "Physician's Report" form to:

The Superintendent of Schools

112 Elm Street

Byfield, MA, 01922

APPENDIX E2

TRITON REGIONAL TEACHERS ASSOCIATION

SICK LEAVE BANK COMMITTEE

MEDICAL PRACTIONER’S REPORT

MEMBER'S NAME: _______________________________________               Form 2

NATURE OF ILLNESS OR INJURY (Please explain in layman's terms)

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

NATURE OF TREATMENT

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

WHEN DO YOU ESTIMATE THAT THIS PERSON WILL BE ABLE TO RETURN TO WORK? _____

WILL THE PERSON BE ABLE TO RETURN FULL-TIME? __________________________________

WHAT ACCOMMODATIONS MAY BE NECESSARY? _____________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Medical practitioner’s signature: ________________

Date: _____________________________________

Members please return to:

The Superintendent of Schools

112 Elm Street

Byfield, MA, 01922

APPENDIX E3

TRITON REGIONAL TEACHERS ASSOCIATION

Form 3

SICK LEAVE BANK COMMITTEE

MEMBER NOTIFICATION

DATE      /    /

TO:

FROM:               Sick Leave Bank Committee

RE:                     Extended Sick Leave Benefit

Pursuant to Article III, Section B of the agreement between the Triton Regional School Committee and the Triton Regional Teachers Association, you are hereby notified that you have been granted________ days of extended sick leave by the Sick Leave Bank Committee. This grant will cover the period from _____________________ to ______________.

This is an:

________Initial grant

________Extension of an initial grant

_________________________________

Chairperson, Sick Leave Bank Committee

Copy:

APPENDIX E4

TRITON REGIONAL TEACHERS ASSOCIATION

Form 4

SICK LEAVE BANK COMMITTEE

SUPERINTENDENT NOTIFICATION

DATE      /     /

TO:                    Superintendent, Triton Regional School District

FROM:               Sick Leave Bank Committee

RE:                     Extended Sick Leave Benefit

Pursuant to Article VII, Section B of the agreement between the Triton Regional School Committee and the Triton Regional Teachers Association, you are hereby notified that ________has been granted ______days of extended sick leave by the Sick Leave Bank Committee. This grant will cover the period from________ to__________.

This is an:

________Initial grant

________Extension of an initial grant

___________________________________

Chairperson, Sick Leave Bank Committee

Copy:

Appendix F

Job Descriptions

K-8 Content Specialist

Position:                      K-8 Content Specialist

K-6 and 7-8 content specialists are annually appointed, stipended, liaison positions between grade spans and the principal as well as between content specific building subject area committees and district subject area committees.

Qualifications:

1.   A content specialist shall preferably hold a master’s degree from an accredited college, has taught at least three years in the Triton District, and has demonstrated the capacity for effective leadership.

2.    The Principal may find alternatives to the above qualifications that are appropriate and acceptable.

Reports To:     Principal

Job Goal:

To provide the leadership and expertise needed to ensure that the school’s and district’s content objectives are met.

Performance Responsibilities:

1.   Serve as a building representative to the appropriate district level subject area committee and communicate activities to faculty.

2.   Distribute information about off-site professional development opportunities.

3.    Assist in the development and implementation of in-service workshops.

4.    Inform faculty of major trends and developments in the content area.

5.    Assist with the analysis of student progress on local, standardized, and MCAS assessments.

6.    Take a leadership role in the revision of curriculum and local curriculum guides.

7.    Assist with the orientation of new teachers to the content area curriculum.

8.  Act as a content specific resource for teachers.

Stipend:

The stipend for each position is in accordance with the teacher association’s contract.

Evaluation:

Performance will be evaluated by the principal or his/her designee.

Middle School Team Leader

Position:                      Middle School Team Leader

Qualifications:

3.   A team leader shall preferably hold a master’s degree from an accredited college, has taught at least three years, and has demonstrated the capacity for effective leadership.

4.   The Principal may find alternatives to the above qualifications that are appropriate and acceptable.

Reports To:     Principal

Job Goal:

To provide the leadership and expertise needed to make the teaching team most effective in its positive influence on each student.

Performance Responsibilities:

9.  Plan, schedule, and lead team meetings (students, parents, teachers, guidance, etc.).

10. Assist Team members in the coordination of team activities.

11. Act as liaison between the team and the administration.

12.  Act as liaison between the team and special education personnel/guidance counselors.

13.  Act as liaison between the team and parents.

14.  Oversee the daily operations of the team.

15.  Attend all team leader meetings.

Stipend:

The stipend for each position is in accordance with the teacher association’s contract.

Evaluation:

Performance will be evaluated by the principal or his/her designee.

Program Coordinator

Position:                      High School Program Coordinator

Qualifications:

5.    A program coordinator shall preferably hold a master’s degree from an accredited college, has taught at least three years, and has demonstrated the capacity for effective leadership.

6.    The Principal may find alternatives to the above qualifications that are appropriate and acceptable.

Reports To:     Principal

Job Goal:

To achieve and maintain standards of excellence in the teaching of an assigned curricular area so that each student exposed to the subject involved may derive the greatest academic and personal benefit from the learning experience.

Performance Responsibilities:

1.   Attend monthly program coordinator meetings.

2.   Schedule and conduct all department meetings and maintain meeting notes.

3.   Serve as representative to district curriculum renewal committees.

4.   Oversee daily operations of the department.

5.   Participate in the interview process for any open positions at any time of the year.

6.   Coordinate parent information nights with guidance personnel.

7.   Assist the principal in the assignment of department teaching sections. Assist with assignment changes as they occur after a position has been assigned.

8.   Consult with the principal or the assistant principal prior to any changes in policy or programming.

9.   Assist with the revision of the curriculum and curriculum guides.

10. Assist in the orientation of new teachers in content area.

11. Assist in the necessary inventories, budget requests, and similar documents.

12. Set agenda for professional development for the year.

Stipend:

The stipend for each position is in accordance with the teacher association’s contract.

Evaluation:

Performance will be evaluated by the principal or his/her designee.

Triton Regional School District

NEWBURY • ROWLEY • SALISBURY

Respect – Integrity – Excellence For All

Appendix G Letter of Intent to Return

(for stipended/hourly positions)

Applicant Intent

I hereby document in writing my intention to:

[  ]   Return

[  ]   Not return

to the position of __________________________for the __________________school year at the previously established and/or contract stipend rate and agree to accept said position if approved by the Superintendent of Schools.

____________________________________             ______________________________________

Printed Name of Applicant                                                 Date

____________________________________             _______________________________________

Signature of Applicant                                                        Date

Principal Acceptance/Recommendation

In response to the applicant’s above stated intent to return, I hereby:

[  ]       Accept and Recommend Rehire to the Superintendent of Schools at a rate of $__________________

[  ]       Accept Candidates Intent to Not Return, and intend to publicly post the position to be filled

[  ]       Decline and intend to publicly post the position to be filled

_______________________________________             ____________________________________

Signature of Principal                                         Date

Superintendent Acceptance/Reappointment

In response to the above recommended reappointment, the named applicant is hereby reappointed to the stipended one year position as detailed and recommended by the building principal above. All pertinent provisions of collectively bargained or TRSD School Committee established salary rates and provisions shall apply. This agreement pertains only to the above stated, one year, stipended position, and in no way alters and details, provisions, or requirements of any other employment contract the applicant may hold with the Triton Regional School District.

______________________________________                 _________________________________

Signature of Superintendent                                                 Date

Appendix H

The Development Of The Professional Development Program

I.            Statutory Responsibilities

1.           School Committee

State law: The school committee adopts the professional development plan for all principals, teachers and other professional staff employed by the district. It must update the plan annually, and set forth a budget for professional development. The plan shall include training related to the statewide curriculum frameworks and other skills required for effective implementation of education reform, including participatory decision-making, parent and community involvement, and training for members of school councils. The plan may also include teacher training to address gender bias in the classroom. (G.L. c. 71, [[section]] 38Q)

Department of Elementary and Secondary Education recommendations: Every school should prepare and implement a professional development plan that is consistent with the goals and priorities of the district-wide plan. The plan should be designed to enhance the ability of professional staff in that school to provide high -quality education to the students.

2.           School Councils; School-Based Decision-Making

State law: The principal co-chairs the school council, which is a representative, school-based committee composed of the principal, parents, teachers, community members and, at the secondary level, at least one student. The principal works with the council to identify the educational needs of the students attending the school, review the annual school budget, and prepare a school improvement plan. The plan addresses issues such as professional development, student learning time, parent involvement, safety and discipline, and ways to meet the diverse learning needs of the students in the school.

The School Improvement Plan is submitted to the Superintendent of Schools for his/her approval.

II.         Philosophy And Participation

1.    The district's expectation is that it will be known for its best practice in all that it does. Ensuring best practice requires all involved to behave as lifelong learners: to assume that while experience per se is valuable, we have to take personal and collective responsibility for ensuring that our practice is research based and current.

2.    Teachers and other staff have a professional responsibility to keep up to date with best practice through activities such as reading, reflective discussion with colleagues, attending courses or conferences, and participating in locally developed and provided professional development, job embedded coaching, and their professional associations.

3.    As professionals, teachers should have a voice in the development of professional development programs as individuals, through their professional goals, and collectively through a variety of structures at the school and district level.

4. While the needs and interests of individual teachers are important, there are other interests: the development of the individual school as an effective learning community that aims to meet the highest expectations of its stakeholders; and the strategic needs of the district as they relate to district-wide development goals.

1.          District teachers who are expert in content and/or pedagogy are an important resource for providing mentoring, presentations and short courses.

III.       Needs Analysis

The professional development program should therefore be responsive to the following:

a)    The needs of individual teachers/staff: as expressed through their professional growth plan, including re-licensure requirements.

b)    The development priorities of individual schools: as related to their School Improvement Plan

c)    The strategic development priorities of the district: such as building capacity for differentiated instruction

d) Federal and state mandates: such as the requirement for annual civil rights training

IV.              Components of Professional Development Planning

Task Group

Activity

Due

District Curriculum

Report to the District Professional development Committee on emerging professional development needs arising from curriculum review activity

June

Review Committees

 

 

Administration

Analyzes teacher PD and reaccreditation goals related to and prepares summary

Early Fall

School PD Committee

SPDC Receives summary of teacher PD goals, and issues emerging from curriculum review, and the district development plan and drafts school plan for School Council on PD needs

Fall

Faculty

 

 

School Councils

Considers and approves annual PD plan for inclusion in the School Improvement Plan

Early January

District Leadership Team

Identifies district strategic priorities

Spring

Chief Academic Officer

Prepares draft District Annual Plan for consideration by Leadership Team and District PD Committee

May

School Committee

Considers and approves District Annual Plan

June

Superintendent

Approves SIPs and related PD plans

March/April

V.          District Approval Of PD Proposals That Require Support Of District Resources

Professional development proposals that require the support of district resources (such as 12/1 or course reimbursement will be considered and approved (or not) by a district Professional Development Committee comprised of:

Chief Academic Officer – Chairperson

Principals from each school building

A teacher from each school building nominated by the TRTA

The committee may seek advice from other administrators or specialists as may be appropriate.

VI.        Participation In Professional Development Planning

 

Curriculum

School

District

 

District

 

Review

PD

PD

School

Leadership

 

Committees

Committees

Committee

Councils

Team

Teachers

Y

Y

Y

Y

N

School Administrators

Y

Y

Y

Y

Y

Admin. Of SPED

As Necessary

N

As Necessary

N

y

Chief Academic Officer

Y

N

Y

N

Y

Asst. Superintendent

N

N

As Necessary

N

y

Superintendent

Ex Officio

N

Ex Officio

N

Y

VII. Participation Flow Chart

Phase A: Curriculum Review Committee – Needs Analysis

(Results circulated to all teachers)

Phase B: Schools

Stage 1 – Administration Reviews Issues

Stage 2 – Administration Coordinators reviews issues with specialists and program coordinators

Stage 3 – School Professional Development Committee (Needs Analysis and PD Planning)

 Stage 4 – Faculty considers SPDC proposals (plan may be referred back for further consideration)

Stage 5 – School Council considers (plan may be referred back for further consideration)

Stage 6 – School Council approves School Improvement Plan (including PD Plan)

Phase C: District

Stage 1 – Chief Academic Officer reviews SIP’s for common themes and identifies District strategic initiatives Stage 2 – District PD Committee reviews and recommends to Superintendent

(District PD Committee: CAD Chair, Principals, a teacher from each school nominated by TRTA)

Phase D: School Committee

Stage 1 – Considers and approves proposed district PD Plan as proposed by Superintendent or as amended.

Appendix I

Triton Regional School District

Respect, Integrity & Excellence for All

DISCLOSURE OF APPEARANCE OF CONFLICT OF INTEREST

AS REQUIRED BY G. L.C.268A §23(b)(3)

In general, a public employee may not accept any gift worth $50 or more that is given because of the position he or she holds. Public employees may accept gifts that are worth less than $50, but they have to disclose in writing that they have done so if, based on the specific circumstances, a reasonable person would think that the public employee might unduly show favor to the giver or the giver’s child, or be influenced by the giver.

The law prohibits gifts to public employees, not gifts to public agencies. You may receive gifts as a public school, or a particular classroom, and the $50 limit does not apply.

The Ethics Commission recently created an exemption to permit class gifts to teachers. A teacher may accept a gift, or several gifts during the school year, from public school students and/or their parents and guardians, with an aggregated value of up to $150, if the gift is identified only as being from the class, and the identity of the givers and the individual amounts given are not identified to the recipient. Gifts received pursuant to this exemption are not required to be disclosed. The donor is unknown, so a reasonable person would not conclude that the gift would influence the teacher’s conduct with regard to any individual or would cause the teacher to favor any individual.

I make this disclosure pursuant to G.L.c.268 A, §23 (b)(3) in order to dispel any appearance of potential conflict of interest occasioned by the facts set out below, that I may be improperly or unduly influenced in the performance of my official duties, or that I would be likely to act or fail to act as a result of kinship, rank, position or the undue influence of any part or person.

Name:_______________________________________________________________________________

Title: _______________________________________________________________________________

School: _______________________________________________________________________________

I publicly disclose the following gifts were received. (Attach additional pages if necessary):

Item

Estimated Value

Donor

Date Received

__________________________

________

_____________________

________

__________________________

________

_____________________

________

__________________________

________

_____________________

________

__________________________

________

_____________________

________

__________________________

________

_____________________

________

__________________________

________

_____________________

________

__________________________

________

_____________________

________

Signature:___________________________                Date: ____________________________

G.L.c.268 A, §23 (b)(3): No current officer or employee of a state, county or municipal agency shall knowingly, or with reason to know, act in a manner which would cause a reasonable person, having knowledge of the relevant circumstances, to conclude that any person can improperly influence or unduly enjoy his favor in the performance of his official duties, or that he is likely to act or fail to act as a result of kinship, rank, position or undue influence of any party or person. It shall be unreasonable to so conclude if such officer or employee has disclosed in writing to his appointing authority or, if no appointing authority exists, discloses in a manner which is public in nature, the facts which would otherwise lead to such a conclusion.