Upper Cape Cod Regional Technical District

Show detailed information about district and contract

DistrictUpper Cape Cod Regional Technical District
Shared Contract District
Org Code8790000
Type of DistrictVoc-Tech/Agricultural
Union AffiliationMTA
Most Recent DocumentMOA
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersUpper Cape Cod Regional Technical District
CountyBarnstable
ESE RegionSoutheast
Urban
Kind of Communityresort/retirement/artistic
Number of Schools1
Enrollment672
Percent Low Income Students24
Grade Start9
Grade End12
download pdf version of this document view accessible version of this document COLLECTIVE BARGAINING AGREEMENT

 

 

 

 

 

COLLECTIVE BARGAINING AGREEMENT

 

BETWEEN THE

 

UPPER CAPE COD REGIONAL

VOCATIONAL-TECHNICAL SCHOOL

DISTRICT COMMITTEE

 

AND

 

UPPER CAPE COD REGIONAL

VOCATIONAL-TECHNICAL

TEACHERS’ ASSOCIATION

 

 

 

JULY 1, 2006 – JUNE 30, 2009

Extended by MOA to June 30, 2010

Extended by MOA to June 30, 2013

 


 

TABLE OF CONTENTS

 

ARTICLE                   TITLE                                                                                  PAGE

 

Article I                      Recognition                                                                           1         

Article II                     Committee’s Rights Clause                                                 1

Article III                   No Strike                                                                                2

Article IV                    Absence                                                                                  2

Article V                     Sick Leave                                                                             2

Article VI                    Bereavement/Personal                                                          3

Article VII                  Health Insurance                                                                   4

Article VIII                 Deductions                                                                             4

Article IX                    Grievance Procedure                                                             5

Article X                     Arbitration                                                                              6

Article XI                    Supervisory Duties                                                                7

Article XII                  Teacher Evaluation                                                                7

Article XIII                 Health and Safety                                                                  9

Article XIV                 Salaries                                                                                   9

Article XV                  Class Size                                                                            10

Article XVI                 Teacher Assignment                                                           10

Article XVII               Evening Meetings                                                               10         

Article XVIII              Vacancies                                                                            11

Article XIX                 Teaching Hours and Teaching Loads                                11

Article XX                  Professional Development and                                          13

                                         Educational Improvement

Article XXI                 General                                                                                14

Article XXII               Personal Injury Benefit                                                      15

Article XXIII              Maternity Leave                                                                 15

Article XXIV              Teacher Employment                                                          16

Article XXV                Sabbatical Leave                                                                16

Article XXVI              Severance                                                                             17

Article XXVII             Seniority and Reduction In Force                                      19

Article XXVIII           Agency Service Fee                                                            23

Article XXIX              Jury Duty                                                                            24

Article XXX                Military Leave                                                                    24

Article XXXI              Longevity                                                                            24

Article XXXII             Duration Clause                                                                  25

Appendix A                 Salary Schedule 2006-2007                                                26

Appendix A                 Salary Schedule 2007-2008                                                27

Appendix A                 Salary Schedule 2008-2009                                                29

Appendix B                 Extra-Curricular Activities                                                 30

Appendix C                 Professional Assistance Plan                                             32

                                   


AGREEMENT

 

            This AGREEMENT is entered into by and between the UPPER CAPE COD REGIONAL VOCATIONAL-TECHNICAL SCHOOL DISTRICT COMMITTEE, hereinafter referred to as the “Committee” and the UPPER CAPE COD REGIONAL VOCATIONAL-TECHNICAL TEACHERS ASSOCIATION, hereinafter referred to as the “Association”.

 

ARTICLE I

 

RECOGNITION

 

A.        The Committee recognizes the Association as the sole and exclusive bargaining agent of the employees of the Committee in the following classification for the purpose of collective bargaining on wages, hours, and conditions of employment pursuant to Chapter 150E, Massachusetts General Laws.

 

B.         All full-time and part time professional employees, including academic teachers, shop teachers and related teachers, Title I teachers, licensed practical nurse teachers, guidance counselors, Special Education Team Chairperson, school nurse and school librarian, but excluding therefrom, Superintendent, Principal, Lead Teachers, Directors, Director of Media Services and all other employees of the Committee not included in the classifications aforementioned.  “Teachers” shall mean employees covered by this Agreement unless otherwise noted.

 

            “Part-time employees” shall be defined as “regular” as opposed to “casual” employees (as defined by the Massachusetts Labor Relations Commission) serving in a bargaining unit position for which certification, provisional certification, or waivers are normally required.

 

            Benefits for part-time employees shall be pro-rated.

 

ARTICLE II

 

COMMITTEE’S RIGHTS CLAUSE

 

A.        It is agreed by the parties hereto that the Committee retains all its rights, duties, powers, and responsibilities under the laws of the Commonwealth and under any regulation of any appropriate State or Federal agency unless otherwise modified by an express written provision of this Agreement.  If any conflict between a provision of this Agreement and any state law or agency rule or regulation should arise, then such law or rule or regulation shall prevail.

 

1

 
 


B.         It is further agreed that, except as modified by this Agreement, the Rules and Regulations of the Committee, as time to time altered by the Committee, shall govern employees covered by this Agreement.

 

ARTICLE III

 

NO STRIKE

 

A.        The Association agrees that no Association Officer, representative, or employee shall conduct, induce or encourage any strike, work stoppage or withholding of services or engage in any other direct interference with the operations of the School District.

 

B.         The Superintendent-Director may take disciplinary action, including suspension or discharge, against any employee involved in a violation of this Article.

 

C.        In the event that any employee represented by the Association engages in activities in violation of this Agreement, it shall be the responsibility of the Association and its members to exert their full power and influence with the employee in good faith to induce observance of the provisions of this Article.

 

ARTICLE IV

 

ABSENCE

 

A.        If an employee covered by this Agreement is to be absent from school, the administration must be notified by 6:30 A.M., except in case of emergency.  The employee may make notification either by calling the appropriate administrator at the telephone number distributed to all staff for this purpose or by calling the school message center.  Failure to so notify shall result in a day’s suspension at the per diem rate of that employee’s salary.  The expense of establishing and maintaining the message center will be the responsibility of the Association.

 

ARTICLE V

 

SICK LEAVE

 

A.        One and one-half (1 ½) days per month, September through June, will be granted all teaching personnel (fifteen (15) days per year) accumulative to two hundred and sixty (260) days.

 

            The Employer will notify each employee, in writing, of his/her total accumulated sick leave days by November 1, each year.

 

B.         In the event of serious illness of a member of a teacher’s immediate household (spouse, child, parent, sibling, then parent-in-law, sister-in-law, brother-in-law, grandparent, grandchild) such teacher may use up to 5 days annually of accumulated sick leave.

 

C.        Sick Leave Bank

 

            There shall be a sick leave bank for the purpose of making additional sick days available to bargaining unit members who have exhausted their entire sick leave accumulation and who have a serious illness or injury.  The sick leave bank shall be administered by a Sick Leave Bank Committee comprised of four (4) members, two (2) of whom shall be appointed by the Committee and two (2) of whom shall be appointed by the Association President.  If a Sick Leave Bank Committee vote on any matter results in a tie, the matter under consideration shall not be approved or adopted.  The Sick Leave Bank will be initially funded by deducting one (1) sick leave day from each employee and contributing such days to the bank.  The Sick Leave Bank Committee shall determine the eligibility of an employee for sick leave days from the bank and the number of days of sick leave to be granted in each case, and in no event more than twenty (20) days at a time.  An employee may reapply for additional days.  The Sick Leave Bank Committee may promulgate reasonable rules and regulations regarding operation of the Bank.  All decisions of the Sick Leave Bank Committee are final and binding on both parties and are not subject to litigation in any form, including but not limited to, the grievance or arbitration provisions of the contract.  The balance of sick leave days in the bank shall be carried forward from work year to work year.  When the bank is depleted to twenty (20) days, and additional assessment of one (1) sick leave day shall be made against the sick leave account of each employee.  Employees shall not be assessed more than two (2) days in a school year.  A teacher seeking to access Sick Leave Bank days shall provide a written request to the Superintendent who shall forward such request to the Sick Leave Bank Committee.  The request shall be accompanied by a detailed written statement from the treating physician indicating the nature of the illness or injury and probable date of return to work.  The Sick Leave Bank Committee shall meet to consider the request within five (5) days following the receipt of a request. 

 

            The following criteria shall be used by the Sick Leave Bank Committee in administering the sick bank and determining eligibility and amount of leave:

 

a.                   adequate medical evidence of serious illness or injury, and

b.                  prior utilization of all eligible sick leave.

 

 

ARTICLE VI

 

BEREAVEMENT/PERSONAL LEAVE

 

A.        Up to five (5) consecutive school days shall be granted without loss of pay due to death in the immediate family of an employee covered by this Agreement.  The immediate family shall include:  spouse, child, parent, sibling, then parent-in-law, sister-in-law, brother-in-law, grandparents, grandchild, or other members of such employee’s immediate household.

 

B.         Two (2) days of leave for personal business, without loss in pay, shall be granted by the Superintendent-Director each year, non-cumulative, for the following reasons:  Illness in the immediate family; legal business which is of an urgent basis and which cannot be conducted outside of school hours; and passing of papers on the teacher’s house or for such other reason as may be allowed by the Superintendent-Director in the sole exercise of his discretion provided that the request for such days is submitted in accordance with the provisions of this Article.  Request for personal leave days must be submitted in writing, stating the reason for such leave at least one (1) week in advance to the Superintendent-Director, except in case of emergency.  Personal leave days shall not be granted on the scheduled workday before or after a holiday, vacation period or other leave of absence, except in the case of an emergency, subject to the approval of the Superintendent.  Nor shall personal leave days be taken during the first two weeks or last two weeks of school unless an emergency exists.

 

ARTICLE VII

 

HEALTH INSURANCE

 

A.        The Upper Cape Cod Regional School District pays seventy percent (70%) of the premium for Blue Cross/Blue Shield Master Health Plus coverage and also pays one-half of the premium on a $10,000 life insurance policy for active and retired employees.

 

B.         When a member of the instructional staff indicates in writing that he/she is interested in obtaining additional life insurance at the member’s expense to supplement the policy now carried by the School District, the Committee will so authorize payroll deductions for these premiums.

 

C.        The Committee shall provide $400.00 per year towards the premium cost of a family dental insurance plan, $150.00 towards the premium cost of an individual dental insurance plan.

 

ARTICLE VIII

 

DEDUCTIONS

 

A.        Deductions from each paycheck for federal and state income taxes and for the State Retirement Fund will be made according to the appropriate governmental regulation.

 

B.         Deductions for group health and life insurance and Association dues deductions will be deducted equally from each paycheck commencing with the first paycheck in October.  Association dues thus collected and accumulated will be given in a single check to the Association Treasurer each month.

 

C.        The Committee agrees to adopt Section 125 of the Internal Revenue Code of 1986 only as it pertains to pre-tax contribution of health insurance premiums and annuities.

 

D.        The Association shall submit the details of a flex plan (including the administrative costs, which shall be paid by the employees who participate, and the procedures) to the Committee by March 1, 2007 and the Committee shall act upon the plan by April 30, 2007 so that it may be implemented by July 1, 2007.

 

ARTICLE IX

 

GRIEVANCE PROCEDURE

 

A.        An employee covered by this Agreement who has a grievance shall discuss it with his/her immediate supervisor either personally or through the appropriate representative of the Association within ten (10) school days from the date on which the incident giving rise to the grievance has occurred or when the employee has knowledge of such incident.

 

B.         If the incident occurs within six (6) school days of end of work year, the grievance must be filed within ten (10) calendar days next following the last day of school.

 

LEVEL ONE

 

A.        An employee covered by this Agreement who has a grievance shall discuss it with his/her immediate supervisor either personally or through the appropriate representative of the Association within ten (10) school days from the date on which the incident giving rise to the grievance has occurred or when the employee has knowledge of such incident.

 

B.         If the incident occurs within four (4) school days of end of work year, the grievance must be filed within ten (10) calendar days next following the last day of school.

 

LEVEL TWO

 

A.        If the grievant is not satisfied with the disposition of the grievance at Level One, or if no decision has been rendered, said grievant and/or the Association may appeal to the Superintendent-Director, provided such appeal is made within fourteen (14) calendar days after the presentation of the grievance at Level One.  Such appeal shall be in writing setting forth the details for the grievance, the applicable provisions of the Agreement, and the decision, if any, rendered in Level One.  Within fourteen (14) calendar days after receipt of the written grievance by the Superintendent-Director, he, or his designee, shall confer with the grievant.  If the grievant is not represented by the Association, the Superintendent-Director shall advise the appropriate representative of the Association that an appeal has been made and the date and time of the conference.  The appropriate representative of the Association may be present at the conference to state the views of the Association.

 

LEVEL THREE

 

A.        If the grievant is not satisfied with the decision of the Superintendent-Director, or his designee, or if no decision has been rendered, said grievant and/or the Association may appeal to the Committee, provided however, that such appeal is made within fourteen (14) calendar days next following the conference in Level Two above.  Such appeal shall be in writing, setting fourth the details of the grievance, the applicable provisions of the Agreement, and the decision, if any, rendered under Level Two.  The Committee shall confer with the grievant and/or the appropriate representative of the Association, if any, at an executive session at the regularly scheduled meeting next following receipt of the written appeal.

 

LEVEL FOUR

 

A.        If the grievant is not satisfied with the decision of the Committee or if no decision has been rendered after the regularly scheduled meeting of the Committee next following the conference, the Association may within twenty-one (21) calendar days thereafter submit the grievance to arbitration as provided in this Agreement.

 

 

ARTICLE X

 

ARBITRATION

 

A.        The grievance shall be submitted to an arbitrator who shall be selected mutually by the parties.  If the parties do not mutually select an arbitrator within ten (10) calendar days from the date of submission of the grievance to arbitration, then either party may request a list of arbitrators from the American Arbitration Association. 

 

B.         The arbitrator shall be bound by the written submission of both parties of the grievance.  In the event that the parties cannot agree on the framing of an issue before the arbitrator, each party will submit a framed issue to the arbitrator, and the arbitrator will select the issue as framed and submitted by one of the parties.  His decision shall not extend beyond said submission nor alter, amend or modify the provisions of this Agreement.  Nor shall the arbitrator render a decision which shall impinge upon any of the reserved rights and duties of the Committee.

 

C.        Further, the arbitrator shall render a decision within thirty (30) calendar days from the date of the completion of the hearing, which decision shall be final and binding on both parties to this Agreement.

 

D.        Both parties shall share equally the expense of such arbitration.

 

 

ARTICLE XI

 

SUPERVISORY DUTIES

 

A.        Employees covered by this Agreement may be assigned by the Superintendent-Director, or his designee, to such supervisory duties as the Superintendent-Director deems necessary.  Such duties shall include, but not be limited to, cafeteria, bus, recreation room, corridor and detention room duties.

 

B.         Detention room duty shall be assigned not more than twice per bargaining unit member in the course of the school year.  This duty will not extend the work day of the assigned teacher by more than one (1) hour.  The detention room teacher shall be assigned on a rotating basis in order that the duty shall be equalized among all the bargaining unit members.  The designation of the days which teachers will be assigned detention duty shall be at the sole discretion of the Superintendent or designee.

 

ARTICLE XII

 

TEACHER EVALUATION

 

A.        Written evaluation of teachers with fewer than four (4) years experience in the District shall be conducted twice during each school year.  The first such evaluation shall occur between October and December.  Reasonable time will be allotted for the teacher to implement any recommendations and to meet the standards from the first written evaluation prior to the beginning of any observations relating to the second written evaluation.  The second written evaluation shall be concluded timely to provide a reasonable amount of time before June 1 for the teacher to implement any recommendations and to meet the standards relating to the second evaluation.

 

Written evaluation of teachers with more than four (4) years of experience in the District shall be conducted once every other school year.  Written evaluation may be conducted more often when the evaluating administrator determines that an employee does not meet a standard.  In all cases in which any evaluating administrator determines that any employee does not meet a standard, such evaluator shall state, in writing, specifically what was observed to cause the evaluator to come to such conclusion.  In addition, the evaluator shall state, in writing, specifically what is expected to be observed which would indicate that the employee has met the standard and is no longer rated as does not meet a standard in that specific area.  All evaluations will be completed by May 15.  Any employee whose increment may be withheld for the following school year shall be so notified, in writing, by June 1.

 

B.         Following the evaluation of a teacher, the immediate supervisor and/or Principal will meet with the teacher to discuss the evaluation.  Such post observation conferences will be scheduled as soon as possible and in no case later than ten (10) school days following the classroom observation, except in extenuating circumstances, which will be provided in writing to the teacher.

 

C.        Professional Assistance Plan:  If a teacher with professional teacher status is rated as having “not met” a standard(s) in the Comprehensive Teacher Evaluation Form, the evaluator must state, in writing, specifically, what was observed to cause the evaluator to come to such conclusion.  A Professional Assistance Plan shall be prepared to assist the teacher in successfully achieving the standard(s).  The Professional Assistance Plan shall be set forth on the form in Appendix C.  The Plan will be prepared by the evaluator in consultation with the teacher and shall state specifically what is expected to be observed which would indicate that the employee has met the standard(s) and is no longer rated as does not meet a standard(s) in that specific area.  The Plan shall set forth a reasonable time period, as determined by the evaluator, in which it is expected that the teacher shall meet the standard(s).  The Plan shall be prepared within twenty (20) school days following notification to the teacher that he/she has failed to meet a standard(s).

 

            Prior to any formal observations of a teacher on a Plan, the evaluator and the teacher shall meet and have a conference over the Plan and what the teacher intends to demonstrate in the class to be observed.  Formal observations shall be reasonably spaced to allow the teacher to implement any recommendations made in the Plan or resulting from the previous observation.

 

            A written observation report will be provided to the teacher within ten (10) days of each formal observation and a post observation conference shall be held.

 

            A Comprehensive Teacher Evaluation shall be completed after the final formal observation.  If the evaluator concludes that the teacher has successfully completed the Professional Assistance Plan and now meets the standard(s) identified in the Plan, the teacher will return to the regular evaluation cycle.  If the evaluator concludes that the teacher has not successfully completed the Professional Assistance Plan, the evaluator shall recommend to the Superintendent either (1) that the Plan be revised and extended or (2) that he teacher be dismissed.

 

ARTICLE XIII

 

HEALTH AND SAFETY

 

A.        The Committee and the Association affirm their commitment to the maintenance of an environmentally safe school.  To that end, the parties agree as follows:

 

1.         By October first annually, a Health and Safety Committee will be established consisting of three (3) members appointed annually by the School Committee, one of whom shall be the Superintendent-Director, and three (3) representatives appointed annually by the Association.

 

2.         Individual concerns regarding matters of health and safety shall be brought to the immediate written attention of the Superintendent-Director.

 

3.         Whenever a written complaint is submitted to the Superintendent-Director, he will notify the Health and Safety Committee members in writing of the complaint and the disposition within fifteen (15) days of receipt of the complaint, exclusive of weekends and holidays.  The disposition shall include an explanation of the investigation, of the conclusion and if an issue must be addressed, what was or will be done and the anticipated time frame for completion.  Then if four (4) members of the Health and Safety Committee request a meeting, such meetings will be scheduled within five (5) days, exclusive of weekends and holidays, of such request.

 

 

ARTICLE XIV

 

SALARIES

 

A.        The basic Salary Schedule for employees covered by this Agreement is set forth in Appendix “A”.

 

B.         Increments are not automatically granted but will be granted by the Committee to qualified individuals, based on length of service, together with such individual having rendered service deemed satisfactory and so recommended by the Administration.  Increments so granted shall become effective on the first school day of the next school year contract.

 

C.        Teachers shall be responsible for keeping the Administration informed, in writing, of the courses they have successfully completed and their degree status.  Such information for adjustment to another level must be received prior to September first of the school year to be effective in September and prior to February first to be effective from February for the remainder of the school year.

 


ARTICLE XV

 

CLASS SIZE

 

The Committee will determine class size consistent with an effective learning atmosphere within the school system.  Whenever a teacher’s student load approaches three hundred (300) students, the teacher shall meet with the principal to have this load addressed.  If the teacher is not satisfied with the results of the discussion with the principal, he/she shall have the right to meet with the Superintendent to discuss the student load.

 

ARTICLE XVI

 

TEACHER ASSIGNMENT

 

Teachers will be notified in writing of their programs for the coming school year, including the grades, levels and/or subjects that they will teach, and any special or unusual classes that they will have by the end of the school year.  In the event that it is necessary to change an assignment after the end of the school year, the affected teacher will be notified immediately, in writing.

 

ARTICLE XVII

 

EVENING MEETINGS

 

A.        All teachers may be required by the Superintendent-Director to attend up to four (4) evening meetings in each school year.  Teachers will not be required to remain in attendance more than two and one half (2 ½) hours at such meetings.  Said time shall not include any dinners which may be served and teachers will not be required to attend any such dinners.  The required time for teachers shall not begin after 7:00 P.M. at any evening meeting.  These meetings will be scheduled by the end of the first week in October each year except for meetings scheduled before November first which will be scheduled with at least three (3) weeks notice.  Once scheduled, the date shall not be changed except in case of emergency or unforeseen conflict.  When the rescheduling of a meeting is necessary, teachers will be provided a minimum of two (2) weeks written notice of the rescheduled meeting date.

 

            1.         Evening meetings will be for the following reasons:

 

                        a.         Open House;

                        b.         Orientation;

                        c.         Advisory Committees;

                        d.         Parent meetings;

                        e.         Prospective parent meetings; and

                        f.          Other educational purposes.

 

The purposes for each evening meeting will be announced when scheduled.

 

ARTICLE XVIII

 

VACANCIES

 

A.        All applicants (defined as members of the bargaining unit and outside candidates) will be given the opportunity to make application for such positions, and the Superintendent agrees to give due weight to the professional background and attainments of all applicants, and where applicable, the length of time each has been in the school district, the quality of performance, and other professional factors relevant to the position.  All vacancies, including promotional opportunities, shall be posted on the bulletin board, web site, e-mailing them to all teachers and providing a copy to the Association President.  Appointments normally will be made no later than sixty (60) days after the closing date for application.

 

Appointments will be made without regard to race, creed, color, religion, national origin, gender, age, sexual orientation or marital status.

 

B.         All extra-curricular, co-curricular, coaching and promotional positions, including those in Appendix B, shall be posted annually as provided in Section A, above.  Appointments to these positions shall be annual appointments and will not be subject to the provisions of Article XXI, Section A.  The Superintendent agrees to give due weight to the professional background and attainments of all applicants, and where applicable, the length of time each has been in the school district, the quality of performance, and other professional factors relevant to the position.

 

ARTICLE XIX

 

TEACHING HOURS AND TEACHING LOADS

 

A.        All teachers shall sign the faculty register by 7:30 A.M. and be at their assigned duties by 7:35 A.M.  It is further agreed by the Committee and the Association that the past practice relative to 7:30 A.M. assignment shall continue.  Teachers may sign out at 2:45 P.M. except on those days when teachers are assigned to other duties.  Each teacher will be assigned one afternoon per week when he/she shall remain until 3:30 P.M. for make-up work/extra help for students, parent meetings, curriculum work, TEAM meetings or other educational purposes.  This day will be determined in consultation with the immediate supervisor.  Teachers shall schedule students for these sessions.

 

B.         Common Planning Time:  On regular work days between 2:15 P.M. and 2:45 P.M., teachers may be involved in Cluster or Departmental activities which shall be initiated by the appropriate lead teacher.  One (1) day each week, the activities may include teachers working with different clusters or departments with the prior approval of their lead teacher.

 

C.        Meetings:  Teachers may be required to remain until 3:30 P.M. on eight (8) school days per year which shall be scheduled by the end of the first week in October each year and (2) floating school days which will be scheduled a minimum of two (2) weeks in advance in writing.  These meetings will not be rescheduled after being scheduled, as provided herein, except in case of emergency or of unforeseen conflicts.  When the rescheduling of a meeting is necessary, teachers will be provided a minimum of two (2) weeks written notice of the rescheduled meeting date.  These meetings are for the following purpose:

 

                        a.         Staff meetings

                        b.         In-Service

                        c.         Parent meetings

                        d.         TEAM meetings

                        e.         Make-up work for students

                        f.          Curriculum work

                        g.         Other educational purposes

 

D.        Consecutive classes for classroom teachers:  Academic teachers required to teach four (4) or more consecutive classes without an interruption will be provided with a ten (10) minute break upon their request.

 

E.         The school year shall, in no event, be longer than two (2) days more than the number of days pupils are required to be in attendance.  The said two (2) days may be one day before school opens and one day after school closes or in whatever manner the Committee in its discretion shall determine.

 

F.         Under normal circumstances there are eight (8) periods per day.  All teachers may be assigned six (6) teaching periods, plus one (1) preparation period and one (1) administrative period, each of which shall be substantially equal to a teaching period, (administrative periods shall be used as preparation periods when no specific assignments have been made by the Administration); provided, however, that the preparation and administrative  period will not be available to those teachers who are assigned on work projects at locations other than the school building; nor will they be available to those sections where the number of teachers do not make feasible the granting of such periods.

 

G.        Teachers will be allowed a duty-free lunch period equal to the pupils’ lunch period except in cases of emergencies.

 

H.        Teachers who are required to work beyond the work year, as defined by the provisions of this Agreement, shall be compensated at the per diem rate (1/182 per day) for such additional time.  With prior approval of the Superintendent-Director, teachers who agree to perform non-required work outside of the work year, as defined by the provisions of this Agreement, shall be paid at the following rate per hour:

 

                        Effective 7/1/06            $31.00

                        Effective 7/1/07            $32.00

                        Effective 7/1/08            $33.00

 

ARTICLE XX

 

PROFESSIONAL DEVELOPMENT

AND

EDUCATIONAL IMPROVEMENT

 

A.        The Committee will pay two hundred twenty-five dollars ($225.00) yearly for annual Vocational professional development conference or for tuition or seminar fees for other professional development activities directly related to teaching responsibilities and approved by the Superintendent-Director.  Teachers requesting reimbursement will submit to the Superintendent-Director a voucher individually listing the expenses for which reimbursement is sought.  Professional development completed for recertification shall also qualify for the requirements of this Section; subject to the provisions of this article.

 

B.         All members of the Bargaining Unit shall be required to submit proof of professional development every five (5) years which will consist of a minimum of two (2) three (3) credit courses which meet the standards set forth in Section C below. 

 

1.         The Association may provide an instructor from an accredited degree granting institution (Community College, University) at the Upper Cape Cod Vocational-Technical School for such a course which must be related to the educational programs at Upper Cape Cod Vocational-Technical School.  Reimbursement of such will be in accordance with the reimbursement provisions of Article XX.  The approval of such course by the Superintendent-Director will not be unreasonably withheld.

 

C.        In an effort to encourage and support the professional development of the educators of the Upper Cape Cod Regional Technical School, the Committee agrees to reimburse teachers for the costs associated with taking courses at accredited colleges or universities.

 

1.         Members are eligible for reimbursement up to a maximum of the costs (excluding mileage reimbursement) associated with taking a graduate level three (3) credit hour course at University Massachusetts of Boston.  The rate of reimbursement in each contract year shall be the rate effective on April 1st preceding the contract year.

 

2.         Reimbursement shall be provided upon the presentation of evidence of receipts for the costs and the successful completion of the course which shall be a grade of “C” or better.

 

3.         Only members who are in their first five (5) years of employment as a teacher in public education may request that a second course be reimbursed.  Approval of reimbursement for a second course will be at the sole discretion of the Superintendent.

 

 

ARTICLE XXI

 

GENERAL

 

A.        No teacher shall be disciplined or discharged without just cause.  This provision  is not intended by the parties to restrict in any manner the statutory rights of the Superintendent-Director relative to teachers without professional teaching status or its statutory rights relative to teachers with professional teaching status.  The Grievance Procedure or Arbitration provisions of this Agreement shall not be invoked by the Association in the event of the exercise by the Superintendent-Director of the statutory powers relative to the teachers without professional teaching status.

 

B.         The parties acknowledge that during negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining; and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement.  Therefore, the Committee and the Association, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter referred to, or covered in this Agreement or with respect to any subject or matter not specifically referred to or covered by this Agreement even though such subject or matter may not have been within the knowledge or contemplation of either or both of the parties at the time that they negotiated or signed this Agreement.

 

C.        Both parties agree that they will not discriminate against any employee covered by this Agreement because of race, color, creed, sex or national origin.

 

D.        The Committee accepts the mandatory indemnification of teachers as provided in Chapter 258 of the Massachusetts General Laws.

 


ARTICLE XXII

 

PERSONAL INJURY BENEFIT

 

A.        Whenever a teacher is absent from school as a result of an industrial accident (as same as defined in Chapter 152 of the Massachusetts General Laws), said teacher shall, in addition to any workmen’s compensation benefits, be paid the difference between said benefits and his/her daily rate of pay so that said teacher will receive a daily total amount equal to his/her daily rate of pay but in no event greater than said daily rate during the period he/she is receiving workmen’s compensation benefits for total temporary disability.  This allowance provided for above shall be deducted from said teacher’s accumulated unused sick leave.  In the event there is no unused accumulated sick leave in said teacher’s personal credit then the allowance shall not be paid.

 

B.         There will be no reduction of sick leave days if the industrial accident is caused by the actions of a third party.

 

 

ARTICLE XXIII

 

MATERNITY LEAVE

 

A.        Maternity leave shall comply with applicable State and Federal law.  Except as otherwise extended by State or Federal law, a teacher shall be entitled to up to twelve (12) weeks of maternity leave without pay; provided however, that such teacher shall give at least two weeks written notice to the Superintendent indicating the anticipated date of departure and of the intended date of return.  Upon completion of said leave such teacher shall be returned to the previous or similar position but only if other employees of equal service credit and status in the same or similar position have not been laid off due to the economic conditions or other changes in the operating conditions affecting employment during the period of such maternity leave.

 

B.         An employee on leave under this Article shall receive the same benefits and be subject to the same conditions as employees who may be on leaves of absence provided by this Agreement.  An employee on leave under this Article who is physically disabled as a result of the pregnancy, childbirth and/or the recuperation therefrom may, upon certification of said disability by her attending physician and presented in writing to the Superintendent, be entitled to the Sick Leave benefits of this Agreement to the extent she has unused accumulated Sick Leave.

 

 


ARTICLE XXIV

 

TEACHER EMPLOYMENT

 

A.        Teachers with previous teaching experience in the Upper Cape Cod Regional Vocational-Technical School District, if rehired, will upon returning to the system receive full credit on the Salary Schedule for all outside teaching experience.  Teachers who have not been engaged in teaching on a full-time basis, will, if rehired, upon returning to the system be restored to the next position on the Salary Schedule above that which they left.  Previously accumulated sick leave days will be restored to such returning teachers.

 

B.         Upon initial employment, full credit not to exceed 12 years on Level I of the Salary Schedule may be given only for previous teaching or related experience unless the educational requirements of higher levels have been met. 

 

C.        An employee covered by this Agreement who intends to resign must provide the Superintendent-Director a written notification to do so at least thirty (30) days prior to the effective date of the resignation.

 

ARTICLE XXV

 

SABBATICAL LEAVE

 

A.        The Committee may, upon recommendation of the Superintendent, grant a leave of absence for purpose of study to a member of the Bargaining Unit covered by this Agreement.  If such a leave of absence is granted by the Committee, such leave shall be subject to the following conditions:

 

            1.         Only one teacher may be entitled to be on said leave during a school year.

 

2.         Request for Leave under this Article must be received by the Superintendent, in writing, no later than November 1, of the school year next preceding the school year for which the request is made.

 

3.         The teacher making such request must have completed at least seven (7) consecutive years in the Upper Cape Cod Regional Vocational-Technical School District prior to the commencement of said leave.

 

4.         If a teacher is granted a leave under this Article, he will be paid at fifty percent (50%) of the basic salary to which he/she would have been entitled had he/she not taken such leave, provided, however, that such pay when added to any grant or other compensation attendant to the program shall not exceed the regular basic rate of pay.

 

5.         Any leave taken under this Article shall be for a one-year period.

 

6.         If a teacher is granted a leave under this Article, said teacher shall execute an individual agreement with the Committee which shall incorporate the provisions of this Article and the following:

 

a.         The teacher agrees to return to the School System for a period twice the length of the leave.

 

b.         The teacher agrees that if he does not fulfill the agreement set forth in Paragraph (a), above, he shall reimburse the Committee for the entire amount of any payment made to him by the Committee while he was on such leave.

 

 

ARTICLE XXVI

 

SEVERANCE

 

A.        Employees with ten (10) years of service in the Upper Cape Cod Regional Vocational Technical School District shall have the option of electing a Super Longevity compensation under the terms provided herein.  The three-year Super Longevity shall be available only once during an employee’s career in the District.  Under the Super Longevity compensation benefit, employees shall receive three thousand five hundred dollars ($3,500.00) per year for three (3) successive years.  Super Longevity Compensation is in addition to all other benefits provided under the terms and provisions of this Agreement and shall be considered part of the employee’s annual compensation.  Super Longevity compensation shall be paid in a lump sum payment in June following each Super Longevity year.

 

1.         An employee shall notify the Superintendent in writing of his/her intention to terminate service in the school district at least thirty (30) days prior to the effective date of termination.  Upon receipt of such notification by the Superintendent-Director, the employee shall become eligible to receive compensation based upon fifty percent (50%) of the subject employee's unused, accumulated sick leave at the per diem rate of $50.00, total not to exceed $3,000.00.

 

2.         If the employee notifies the Superintendent in writing of his/her intention to terminate service in the school district by November first of the school year after which such termination shall take effect, the employee shall be eligible to receive compensation based upon twenty (20%) percent of the subject employee’s unused, accumulated sick leave at the per diem rate, total not to exceed $12,000.00.

 

3.         Any employee who has elected the longevity payment as provided in B.5. and who resigns after June 30, 2009 will be eligible for only the difference between the amount he/she received by electing this option and the amount to which he/she would be eligible under A.1. or A.2. above.  Any employee who has elected and received the longevity payment as provided in B.5. and who resigns on or before June 30, 2009 will not be eligible for benefits set forth in A.1. or A.2. as currently stated in B.5.

 

B.         1.         Employees with ten (10) years of service in the Upper Cape Cod Regional Vocational Technical School District (hereinafter “the District”) shall have the option of electing a Super Longevity compensation under the terms provided herein.  The three-year Super Longevity shall be available only once during an employee’s career in the District.  Under the Super Longevity compensation benefit, employees shall receive three thousand five hundred dollars ($3,500.00 per year for three (3) successive years.  Super Longevity Compensation is in addition to all other benefits provided under the terms and provisions of this Agreement and shall be considered part of the employee’s annual compensation.  Super Longevity compensation shall be paid in a lump sum payment in June following each Super Longevity year.

 

            2.         An employee electing the Super Longevity Compensation Option shall so notify the Superintendent, in writing, on or before the October first immediately next preceding the September first of the first year of the Option.  Such notice shall be irrevocable.

 

            3.         In the event of the death of an Opting employee, who has given notice as provided herein, this benefit shall be paid to the estate of said employee.

 

4.         Only years of service to the District will be credited to teachers when computing the amount of service.

 

5.         No more than five (5) teachers will be approved each year under this Option.  In the event that more than five (5) teachers elect to exercise this Option in any year, teachers will be selected by seniority.  For the purpose of this provision, seniority shall be defined as the employee’s total number of consecutive years as an employee in this bargaining unit in the District.  If any teachers are denied this option due to the cap, they will be placed at the top of the list of teachers electing this Option for the next school year regardless of their comparable seniority to those teachers electing this Option for the first time in the next year.  This Option will not be available after July 1, 2006 and it shall be deleted from the Agreement on June 30, 2009.

 

 


ARTICLE XXVII

 

SENIORITY AND REDUCTION IN FORCE

 

A.        In the event the School Committee determines to reduce the number of employees covered by Article I of the Collective Bargaining Agreement between the Committee and the Association, the following procedure for reduction in personnel will be followed:

 

1.         If the Committee determines it is necessary to reduce the number of employees covered by the Collective Bargaining Agreement, it shall attempt to accomplish said reduction by attrition.

 

2.         Teachers with professional teaching status shall not be laid off if there is a teacher without professional teaching status whose position the teacher with professional teaching status is qualified to fill.

 

            3.         Definitions

 

a.         SYSTEM SENIORITY:  Means a teacher’s length of continuous service in years, months, and days in the Upper Cape Cod Regional School District commencing on the initial date of most recent employment as a full-time contracted employee in a classification covered by this Agreement (not date of appointment).  Where the total number of years, months, and days are equal, seniority shall be determined by the greater attainment of one of the teachers involved.

 

b.         DEPARTMENTAL SENIORITY:  Means the length of service in years, months, and days in a department in the Upper Cape Cod Regional School District; provided, however, that a teacher shall be considered a member of a department for the purposes of this definition if the teachers has taught more than three (3) periods in a department for one school year immediately preceding the reduction in force.  An employee covered by this Agreement shall retain departmental seniority in a department in which he/she served for a period not to exceed ten (10) years.  (The purpose of the foregoing is to permit a teacher who is reduced from his/her present department to displace a teacher with lesser departmental seniority in the reduced teacher’s former department.)

 

c.         ATTAINMENT:  Means the degree status or level as described in Appendix A, the Basic Salary Schedule.  In the event teachers are on the same level, then the teacher who has a greater number of credits toward the next higher level shall be the teacher with the greater attainment.

 

d.         EVALUATION:  Shall be that as determined by the Superintendent based on the Evaluation Instruments of the teachers in the departments affected; but, in no event shall such instruments considered be for more than three (3) school years immediately preceding the notice of layoff.

 

e.         QUALIFIED:  Means that the teacher:  a) is certified in the subject or department under consideration for the reduction in force; b) has taught in that department three (3) periods per day for at least one (1) school year of the preceding six (6) year period in the Upper Cape Cod Regional School District.

 

f.          LAY-OFF:  Means an unpaid leave of absence of sixteen (16) months commencing from and pursuant to a Reduction In Force.

 

g.         RECALL:  Means the right to return to service during the sixteen (16) month lay-off period.

 

h.         SENIORITY LISTS:  Shall mean two (2) lists specifying the order of seniority of each person covered by this Agreement as to their System Seniority and Departmental Seniority.  Said lists shall be prepared by the Committee and the Association by October 1 of each school year.  The Association shall promulgate the seniority lists to each such employee within ten (10) calendar days after receipt of said lists from the Committee.

 

i.          DEPARTMENTS:  Shall mean English, Physical education, Social Studies, Mathematics, Science, Automotive Collision Repairs, Automotive, Carpentry, Cosmetology, Electrical, Electronics, Culinary Arts, Health Careers, Marine Technology, Masonry, Environmental Technology, Information Technology, Plumbing and Heating, and Landscape/Turf Horticulture.

 

4.         In the event a reduction cannot be accomplished pursuant to sections 1 and/or 2 above, and a teacher with professional teaching status must be laid off, the Superintendent-Director shall notify, in writing, the teacher to be laid off within the affected department in accordance with the following formula:

 

a.         If more than four (4) years difference of length of service exists as between two (2) teachers in the affected department, then seniority shall determine the order of lay-off with the most senior teacher being retained in favor of the least senior teacher.

 

b.         If the length of service as between two (2) teachers in a department is up to and including four (4) years difference, then the following three (3) factors shall be considered in determining the order of lay-off; seniority, evaluation, and attainment.

           

5.         Each of the foregoing factors shall be weighted equally (e.g. 1/3, 1/3, 13); in the event a tie should result, then in such event the Superintendent shall reasonably determine which teacher is to be laid off.

 

a.         An employee covered by this Agreement, who has been notified by certified mail that he/she is to be laid off pursuant to this Article, may, within seven (7) calendar days of said notification inform the Superintendent, by certified mail, that he/she wishes to displace an employee within a department in which the displacing employee has greater system-wide seniority and whose position the displacing employee is qualified to fill.  The formula used in determining the original lay-off will again be used in determining the rights of the displacing teacher and the teacher to be displaced.

 

b.         When an employee covered by the Collective Bargaining Agreement who has been laid off in accordance with the provisions of this Reduction In Force procedure, said employee shall be placed on a recall list for a period of sixteen (16) calendar months from the effective date of the layoff.  If not recalled during said period, the employee shall be dismissed.

 

c.         An employee placed on recall in accordance with the provisions of this Article shall be entitled to membership in any group health or life insurance coverage in existence at the time of the effective date of his/her lay-off, provided, however, that the employee pays the entire cost of said insurance in advance of the premium due, and there shall be no contribution by the Committee for such employee’s insurance.

 

d.         During said recall period, employees laid off under this paragraph shall be given priority on the substitute list.  Employees must indicate in writing their agreement to perform substitute work at the substitute’s daily rate of pay.  In the event of refusal to perform substitute’s work, this section of the Agreement becomes inoperative until the teacher advises the Superintendent in writing that he/she is available for substitute work.

 

e.         The employee, during the period of recall, shall inform the Superintendent of Schools of his/her current mailing address and any other circumstances which could affect his/her recall status.

 

f.          In the event that the Committee determines to re-establish the eliminated positions, or in the event that other vacancies occur which the Committee decides to fill, then employees who have been placed on lay-off status who are qualified for the available position and who are in recall status shall be notified by certified mail that such a position is available.  The employees so notified shall, within fourteen (14) calendar days from the date of the receipt of the notice, respond, in writing, by certified mail, of their intention to return or not to return to the school system.  Upon the expiration of said fourteen (14) calendar days, if the superintendent has not been notified by said employee, or if the employee has given notice of his/her intention not to return, then in such event, said employee shall terminate the leave of absence and the employee shall be considered to have resigned from the school system.

 

g.         The Superintendent shall assign the most senior qualified employee among those notified in paragraph (f) to the available position, provided said employee was placed on lay-off from the department of the position and provided said employee has complied with the provisions of paragraph (f).  If among those notified in paragraph (f) there is no employee who was teaching in the department of the position immediately prior to being placed on lay-off, the Superintendent shall assign the most senior qualified employee among those notified in paragraph (f) who have taught in the department of the position in the Upper Cape Cod Regional School District, provided the employee has complied with the provisions of paragraph (f).

 

h.         Those employees who have complied with paragraph (f) above and who have not been assigned in accordance with paragraph (g) above shall continue in recall status consistent with paragraph 5b  above.

 

i.          In the event of a lay-off pursuant to this Agreement, no duties performed by members of the Bargaining Unit may be performed by persons not in the Bargaining Unit except to the degree consistent with the practices in effect on the effective date of this Agreement.

 

6.         Employees recalled and returned to active service pursuant to the provisions of this Reduction In Force procedure shall be credited with all previously accrued time in the Upper Cape Cod Regional School District for the purposes of placement on the Salary Schedule and any previously accrued, unused sick leave upon return to active service.

 

7.         The School Committee and Association agree that for the purposes of this Agreement, grievances arising hereunder shall be processed in accordance with the Grievance Procedure of the Collective Bargaining Agreement between the Association and the Committee.

 

8.         The foregoing procedure for Reduction In Force shall apply solely to full-time teachers with professional teaching status covered by the Collective Bargaining Agreement.

 

ARTICLE XXVIII

 

AGENCY SERVICE FEE

 

A.        All employees covered by this Agreement, except those who have never authorized or paid dues to the Association(s) infra, and new hires employed subsequent to the date of August 31, 1983, who become Bargaining Unit members described in Article I, Recognition Clause, who refuse membership in the Upper Cape Cod Regional Vocational-Technical Teachers’ Association, the Massachusetts Teachers’ Association and the National Education Association shall on or after the thirtieth day following the beginning of their employment, as a condition of continued employment, pay an agency service fee consistent with the rules and regulations promulgated by the Labor Relations Commission relative to such agency fee.

 

B.         Those employees who had authorized dues deductions and elected to revoke that authorization prior to the effective date of this Agreement shall pay an amount equal to the dues of the above organizations to the Upper Cape Cod Regional scholarship fund, at the commencement of each year of the collective bargaining agreement.

 

C.        The Association agrees to indemnify and hold harmless the School Committee and the Regional School District Towns against all claims, suits or other forms of liability arising out of the deduction of said agency service fee from an employee’s pay or out of the application of this Article.  The Association shall assume full responsibility for the disposition of the monies so deducted once they have been released to the Treasurer of the Association.  Said Treasurer shall provide the Regional District Treasurer with any information that may be required pursuant to Massachusetts General Laws, Chapter 180, Section 17G.  The deduction of the agency service fee shall be made by the Committee through its Treasurer only during the existence of an executed agreement between the School Committee and the Association.

 

D.        The Association may not discriminate against any employee on the basis of non-membership in the Association of that employee’s agency fee status.

 

 

ARTICLE XXIX

 

JURY DUTY

 

A.        Employees shall be granted leave of absence without loss of pay when called for jury duty.  The employee shall receive the difference between jury duty pay and the regular daily rate of pay.

 

ARTICLE XXX

 

MILITARY LEAVE

 

A.        If a teacher’s annual military service leave, for annual unit training usually for a period of two (2) weeks occurs during the school year, the Committee will make up one-half (1/2) the difference between the amount paid by the military and the teacher’s salary in the event the teacher’s salary exceeds the per diem rate paid by the military. 

 

Any employee who is a member of a reserve component of the Uniformed Services of the United States or of the State National Guard will be granted leave in accordance with applicable federal and state law.

 

ARTICLE XXXI

 

LONGEVITY

 

A.        Longevity compensation shall increase as follows:

 

                        Effective 7/1/06:

 

                                    10 – 15 consecutive years of employment -  $475.00

                                    16 – 20 consecutive years of employment -  $725.00

                                    21  plus consecutive years of employment  - $975.00

                       

                        Effective 7/1/07:

 

                                    10 – 15 consecutive years of employment -  $   500.00

                                    16 – 20 consecutive years of employment -  $   750.00

                                    21  plus consecutive years of employment  - $1,000.00

 

                        Effective 7/1/08:

 

                                    10 – 15 consecutive years of employment -  $   525.00

                                    16 – 20 consecutive years of employment -  $   775.00

                                    21  plus consecutive years of employment  - $1,025.00

 

The above longevity stipends are non-cumulative.  Such payments shall be made in a lump sum during the first pay period in December, each year.

           

 

ARTICLE XXXII

 

DURATION CLAUSE

 

            The provisions of this Agreement, unless specifically stated otherwise, shall be effective as of July 1, 2006, and shall remain in full force and effect until June 30, 2009, and thereafter unless and until changed by mutual agreement.  Either party to this Agreement may give written notice to the other party by October 1, 2008 or by October 1 of any subsequent year of its intention to negotiate changes in this Agreement.

           

 

 

 

IN WITNESS WHEREOF, the Upper Cape Cod Regional Vocational-Technical School District Committee has caused this Agreement to be signed in its name and behalf of its Chairman and the Upper Cape Cod Regional Vocational Technical School Teachers Association has caused this Agreement to be signed in its name and behalf of its President, this 16th day of February, 2007.

 

 

 

                                                                                                                                   

                                                            Penelope J. Blackwell, Chairperson

                                                            Upper Cape Cod Regional

Vocational-Technical

                                                            School District Committee

 

 

 

                                                                                                                                   

                                                            Henry McClintock, President

                                                            Upper Cape Cod Regional

                                                            Vocational-Technical School

                                                            Teachers Association

 

 

                                                                                                                                   

                                                           


 

UPPER CAPE COD REGIONAL TECHNICAL SCHOOL

 

APPENDIX A

SALARY SCHEDULE

July 1, 2006 – June 30, 2007

 

 

I

II

III

IV

V

VI

 

 

 

 

 

 

 

1

38,475

39,976

40,978

42,224

43,472

44,645

2

39,727

41,229

42,224

43,472

44,728

45,896

3

40,978

42,478

43,472

44,728

45,967

47,140

4

42,969

44,464

45,483

46,714

47,972

50,472

5

45,097

46,597

47,592

48,846

50,096

51,268

6

47,221

48,716

49,718

50,969

52,218

53,388

7

49,350

50,844

51,852

53,097

54,463

55,634

8

51,472

52,971

53,963

55,340

56,711

57,885

9

53,584

55,087

56,217

57,582

58,959

60,131

10

55,721

57,215

58,460

59,845

61,383

62,554

11

57,841

59,338

60,718

62,084

63,459

64,630

12

59,960

61,462

62,965

64,465

65,949

67,125

13

0

0

63,561

65,062

66,545

67,722

 

             

LEVEL I     Academic teachers with a Bachelor’s Degree and a teaching certificate, and Vocational teachers certified by Vocational Division of Massachusetts Department of Education.

 

LEVEL II     Academic and Vocational teachers who are certified and who have earned fifteen (15) semester hours beyond the minimum required for certification.

 

LEVEL III     Academic teachers who have earned a Master’s Degree and Vocational teachers who have earned forty-five (45) semester hours beyond the minimum required for certification.

 

LEVEL IV     Academic teachers who have earned fifteen (15) semester hours beyond the Master’s Degree, and Vocational teachers who have earned seventy-five (75) semester hours beyond the minimum required for certification.

 

LEVEL V     Academic teachers who have earned thirty (30) semester hours beyond the Master’s Degree, and Vocational teachers who have earned a Bachelor’s Degree.

 

LEVEL VI     Academic teachers with CAGS and Vocational teachers who have earned a Master’s Degree.

 

Health Careers Instructors and Licensed Practical Nurse Instructors with a Bachelor’s Degree will be placed on Level IV; Level V with fifteen (15) credits beyond a Bachelor’s Degree; Level VI with a Master’s Degree.

 

 


UPPER CAPE COD REGIONAL TECHNICAL SCHOOL

 

APPENDIX A

SALARY SCHEDULE

July 1, 2007 – June 30, 2008

 

First 91 Days

 

 

I

II

III

IV

V

VI

 

 

 

 

 

 

 

1

39,629

41,175

42,207

43,491

44,776

45,984

2

40,919

42,466

43,491

44,776

46,070

47,273

3

42,207

43,752

44,776

46,070

47,346

48,554

4

44,258

45,798

46,847

48,115

49,411

51,986

5

46,450

47,995

49,020

50,311

51,599

52,806

6

48,638

50,177

51,210

52,498

53,785

54,990

7

50,831

52,369

53,408

54,690

56,097

57,303

8

53,016

54,560

55,582

57,000

58,412

59,622

9

55,192

56,740

57,904

59,309

60,728

61,935

10

57,393

58,931

60,214

61,640

63,224

64,431

11

59,576

61,118

62,540

63,947

65,363

66,569

12

61,759

63,306

64,854

66,399

67,927

69,139

13

0

0

65,468

67,014

68,541

69,754

 

Second 91 Days

 

 

I

II

III

IV

V

VI

 

 

 

 

 

 

 

1

40,025

41,587

42,629

43,926

45,224

46,444

2

41,328

42,891

43,926

45,224

46,531

47,746

3

42,629

44,190

45,224

46,531

47,819

49,040

4

44,701

46,256

47,315

48,596

49,905

52,506

5

46,915

48,475

49,510

50,814

52,115

53,334

6

49,124

50,679

51,722

53,023

54,323

55,540

7

51,339

52,893

53,942

55,237

56,658

57,876

8

53,546

55,106

56,138

57,570

58,996

60,218

9

55,744

57,307

58,483

59,902

61,335

62,554

10

57,967

59,520

60,816

62,256

63,856

65,075

11

60,172

61,729

63,165

64,586

66,017

67,235

12

62,377

63,939

65,503

67,063

68,606

69,830

13

0

0

66,123

67,684

69,226

70,452

 

LEVEL I     Academic teachers with a Bachelor’s Degree and a teaching certificate, and Vocational teachers certified by Vocational Division of Massachusetts Department of Education.

 

LEVEL II     Academic and Vocational teachers who are certified and who have earned fifteen (15) semester hours beyond the minimum required for certification.

 

LEVEL III     Academic teachers who have earned a Master’s Degree and Vocational teachers who have earned forty-five (45) semester hours beyond the minimum required for certification.

 

LEVEL IV     Academic teachers who have earned fifteen (15) semester hours beyond the Master’s Degree, and Vocational teachers who have earned seventy-five (75) semester hours beyond the minimum required for certification.

 

LEVEL V     Academic teachers who have earned thirty (30) semester hours beyond the Master’s Degree, and Vocational teachers who have earned a Bachelor’s Degree.

 

LEVEL VI     Academic teachers with CAGS and Vocational teachers who have earned a Master’s Degree.

 

 

Health Careers Instructors and Licensed Practical Nurse Instructors with a Bachelor’s Degree will be placed on Level IV; Level V with fifteen (15) credits beyond a Bachelor’s Degree; Level VI with a Master’s Degree.


 UPPER CAPE COD REGIONAL TECHNICAL SCHOOL

 

APPENDIX A

SALARY SCHEDULE

July 1, 2008 – June 30, 2009

 

 

I

II

III

IV

V

VI

 

 

 

 

 

 

 

1

41,426

43,043

44,121

45,463

46,807

48,070

2

42,774

44,392

45,463

46,807

48,160

49,417

3

44,121

45,737

46,807

48,160

49,493

50,756

4

46,266

47,875

48,971

50,297

51,652

54,344

5

48,557

50,172

51,243

52,592

53,939

55,201

6

50,843

52,453

53,532

54,879

56,224

57,484

7

53,136

54,744

55,830

57,170

58,641

59,902

8

55,420

57,035

58,103

59,585

61,061

62,326

9

57,695

59,313

60,530

61,999

63,482

64,743

10

59,996

61,603

62,945

64,435

66,091

67,353

11

62,278

63,890

65,376

66,847

68,328

69,588

12

64,560

66,177

67,796

69,410

71,007

72,274

13

0

0

68,437

70,053

71,649

72,918

 

LEVEL I     Academic teachers with a Bachelor’s Degree and a teaching certificate, and Vocational teachers certified by Vocational Division of Massachusetts Department of Education.

 

LEVEL II     Academic and Vocational teachers who are certified and who have earned fifteen (15) semester hours beyond the minimum required for certification.

 

LEVEL III     Academic teachers who have earned a Master’s Degree and Vocational teachers who have earned forty-five (45) semester hours beyond the minimum required for certification.

 

LEVEL IV     Academic teachers who have earned fifteen (15) semester hours beyond the Master’s Degree, and Vocational teachers who have earned seventy-five (75) semester hours beyond the minimum required for certification.

 

LEVEL V     Academic teachers who have earned thirty (30) semester hours beyond the Master’s Degree, and Vocational teachers who have earned a Bachelor’s Degree.

 

LEVEL VI     Academic teachers with CAGS and Vocational teachers who have earned a Master’s Degree.

 

 

Health Careers Instructors and Licensed Practical Nurse Instructors with a Bachelor’s Degree will be placed on Level IV; Level V with fifteen (15) credits beyond a Bachelor’s Degree; Level VI with a Master’s Degree.


Upper Cape Cod Regional Technical School

Appendix B

Extra-Curricular Activities

 

Advisors                                                                     FY ’07             FY ’08           FY ‘09

Senior Class                                                                 1,377               1,423             1,473

Junior Class                                                                     918                  949                982

Sophomore Class                                                            688                  712                737

Freshman Class                                                               688                  712                737

Student Council                                                            1,400               1,448             1,498

Skills                                                                            1,500               1,551             1,605

Skills                                                                            1,500               1,551             1,605

Yearbook                                                                     3,600               3,722             3,853

Renaissance                                                                     650                  672                696

SADD                                                                             650                  672                696

School Newspaper                                                          600                  620                642

Literary Magazine                                                            650                  672                696

Multicultural Club                                                            650                  672                696

National Honor Society                                                1,000               1,034             1,070

Interact Rotary                                                                650                  672                696

Teacher Mentors                                                          1,500               1,551             1,605

Title 1                                                                           2,000               2,068             2,140

 

Additions

Portfolio Committee Chair                                               750                  776                 803

Portfolio Committee Member (2)                                     500                  517                 535

Senior Project Committee Chair                                       750                  776                 803

Senior Project Committee Member (2)                            500                  517                 535

Professional Development Committee Chair                     750                  776                 803

Professional Development Committee Member (2)           500                  517                 535

Non-Traditional Advisor                                               1,000               1,034             1,070

Drama Club (with play)                                                 1,000               1,034             1,070

Chess Club                                                                      650                  672                696

Future Farmers of America                                           1,000               1,034             1,070

Hockey Team Liaison                                                      650                  672                696

Academic Decathlon                                                        650                  672                696

Math Club                                                                       650                  672                696

Computer Club                                                                650                  672                696

Science Club                                                                   650                  672                696

Department Heads

            Math                                                                1,200               1,241             1,284

            English                                                              1,200               1,241             1,284

            Science                                                            1,200               1,241             1,284

            History/Business                                               1,200               1,241             1,284

            Computer/Health/PE                                         1,200               1,241             1,284

 


Upper Cape Cod Regional Technical School

Appendix B

Extra-Curricular Activities

 

 

 

 

FY’07

 

 

FY ‘08

 

 

FY ‘09

 

Coaches

Step 1

Step II

Step III

Step 1

Step II

Step III

Step 1

Step II

Step III

 

 

 

 

 

 

 

 

 

 

Athletic Director

4,360

4,992

5,737

4,509

5,162

5,932

4,667

5,342

6,140

Baseball

2,852

3,301

3,740

2,949

3,413

3,868

3,053

3,532

4,003

Girls’ Softball

2,852

3,301

3,740

2,949

3,413

3,868

3,053

3,532

4,003

JV Baseball

1,718

2,308

2,635

1,777

2,387

2,725

1,839

2,470

2,820

Girls’ JV Softball

1,718

2,308

2,635

1,777

2,387

2,725

1,839

2,470

2,820

Freshman Basketball

1,718

2,308

2,635

1,777

2,387

2,725

1,839

2,470

2,820

Girls’ Varsity Basketball

3,301

3,740

4,183

3,413

3,868

4,326

3,532

4,003

4,477

Boys’ Varsity Basketball

3,301

3,740

4,183

3,413

3,868

4,326

3,532

4,003

4,477

Girls’ JV Basketball

1,975

2,308

2,635

2,042

2,387

2,725

2,113

2,470

2,820

Boys’ JV Basketball

1,975

2,308

2,635

2,042

2,387

2,725

2,113

2,470

2,820

Soccer

2,852

3,301

3,740

2,949

3,413

3,868

3,053

3,532

4,003

JV Soccer

1,718

2,308

2,635

1,777

2,387

2,725

1,839

2,470

2,820

Volleyball

2,852

3,301

3,740

2,949

3,413

3,868

3,053

3,532

4,003

JV Volleyball

1,718

2,308

2,635

1,777

2,387

2,725

1,839

2,470

2,820

Golf

1,975

2,308

2,635

2,042

2,387

2,725

2,113

2,470

2,820

Cheerleading Coach

1,975

2,308

2,635

2,042

2,387

2,725

2,113

2,470

2,820

Cross Country

1,975

2,308

2,635

2,042

2,387

2,725

2,113

2,470

2,820

31

 


 

APPENDIX C

 

UPPER CAPE TECH REGIONAL SCHOOL

 

RECOMMENDATION FOR PROFESSIONAL ASSISTANCE PLAN

 

A.      Area(s) Needing Improvement:

 

 

 

 

 

B.       Evaluator’s Specific Recommendation listing specific goals/standards/conditions to be met:

 

 

 

 

 

C.       Proposed Assistance and Support from Evaluator (plan to meet above goals):

 

 

 

 

 

D.      Proposed Follow-up Schedule (time frame to meet above goals):

 

 

 

 

 

E.       Professional Staff Member’s Comments:

 

 

 

 

 

 

 

_______________________          ________             ____________________                 ________

Teacher Signature                                Date                        Evaluator Signature                             Date

 

 

32

 

UPPER CAPE TECH REGIONAL SCHOOL

TEACHER’S IMPROVEMENT PLAN FOR THE PROFESSIONAL ASSISTANCE PROCESS

 

 

A.   Area Needing Improvement:

 

 

 

 

 

B.   Evaluator’s Specific Recommendation:

 

 

 

 

 

C.   Proposed Assistance and Support:

 

 

 

 

 

D.   Proposed Follow-up Schedule:

 

 

 

 

 

E.   Professional Staff Member’s Comments:

 

 

 

 

 

 

 

______________________                             _________________________

Teacher Signature                                                Evaluator Signature

 

__________                                                         __________

Date:                                                                       Date:


UPPER CAPE TECH REGIONAL SCHOOL

PROFESSIONAL ASSISTANCE PLAN

CLASSROOM OBSERVATION AND PROGRESS REPORT

 

 

Name: ________________________                            Date: _______________

 

Time: ___________                                            Observation #: _______________

 

 

A.  State the area(s) of concern:

 

 

 

 

 

B.  Describe the strategies used to resolve the area(s) of concern:

 

 

 

 

 

C.  Describe how successful these strategies have been in remediating the area(s) of concern:

 

 

 

 

 

D.  Additional Comments:

 

 

 

 

 

 

 

__________________________   __________         ___________________________   __________

Teacher Signature                                Date:                  Evaluator Signature                               Date:

This form is intended for use with teachers or specialists who have received rating of  “Does Not Meet Standard” on Evaluation.

-------------------------------------------------------------------------------------------------

This section is for use after evaluation (see V. e. of Upper Cape Tech School Department Teacher Evaluation Procedure).  Choose one:

 

__________  Teacher has successfully completed Remediation Warning Plan.

__________  Teacher has not successfully completed Remediation Warning Plan or receives no higher than “Meets Standards with Exception” under a Remediation Warning plan.  The Teacher will be placed in a Remediation Plan.

____________________                                 ________

Evaluator Signature                                             Date

I have been informed of the above statement.  I may or may not agree with this evaluator’s conclusion.

____________________                                 ________


 

Teacher Signature                                                Date


MEMORANDUM OF AGREEMENT

This Agreement made and entered into by and between the Upper Cape Cod Regional Vocational-Technical School District Committee (Committee) and the Upper Cape Cod Regional Vocational-Technical Teachers Association (Association).

WITNESSETH

WHEREAS, the parties have entered into collective bargaining negotiations for a successor collective bargaining agreement to succeed that which expired in June 30, 2009; and,

WHEREAS, the parties have concluded such collective bargaining negotiations and wish to memorialize their results;

NOW, THEREFORE, the parties agree as follows:

1.         Article V - Sick Leave

§C. shall be amended to read as follows:

There shall be a sick leave bank for the purpose of making additional sick days available to bargaining unit members who have exhausted their entire sick leave accumulation and who have a serious illness or injury. This sick leave bank shall be administered by a Sick Leave Bank Committee comprised of four (4) members, who shall be appointed annually. Two (2) members shall be appointed by the Committee and two (2) members shall be appointed by the Association President. If a Sick Leave Bank Committee vote on any matter results in a tie, the matter under consideration shall not be approved or adopted. The Sick Leave Bank will be initially funded by deducting one (1) sick leave day from each employee and contributing such days to the bank. The Sick Leave Bank Committee shall determine the eligibility of an employee for sick leave days from the bank and the number of sick leave to be granted in each case, and in no event more than twenty (20) days at a time. An employee may reapply for additional days. The Sick Leave Bank Committee may promulgate reasonable rules and regulations regarding operation of the Bank. All decisions of the Sick Leave Bank Committee are final and binding on both parties and are not subject to litigation in any form, including but not limited to, the grievance or arbitration provisions of the contract. The balance of sick leave days in the bank shall be carried forward from work year to work year. When the bank is depleted to twenty (20) days, an additional assessment of one (1) sick leave day shall be made against the sick leave account of each employee. Employees shall not be assessed more than two (2) days in a school year. If there is the need in a school year to replenish the bank beyond the cap of two (2) days as provided in the previous sentence, teachers may voluntarily contribute up to an additional three (3) of their accumulated sick days to the bank. A teacher seeking to access Sick Leave Bank days shall provide a written request to the Superintendent who shall forward such request to the Sick Leave Bank Committee. The request shall be accompanied by a detailed written statement from the treating physician indicating the nature of the illness or injury and probable date of return to work. The Sick Leave Bank Committee shall meet to consider the request within five (5) days following the receipt of a request.

The following criteria shall be used by the Sick Leave Bank Committee in administering the sick bank and determining eligibility and amount of leave:

a.         adequate medical evidence of serious illness or injury, and

b.         prior utilization of all eligible sick leave.

2.         Article VI - Bereavement/Personal Leave

The Article shall be amended by the addition of a new §C:

§C.      "Notwithstanding the provisions of the previous paragraph of this section, for the duration this Agreement, and for that duration only, the following provision shall be controlling:

Bargaining unit members shall be granted time, without loss of pay, each year by the Superintendent for the following reasons: Illness in the immediate family; legal business which is of an urgent basis and which cannot be conducted outside of school hours; and passing of papers on a bargaining unit member's house or for such other reasons as may be allowed by the Superintendent in the sole exercise of his discretion provided that the request is submitted in accordance with the provisions of this Article on the appropriate district form. The Superintendent agrees to respect the confidentiality of such requests.

Request for personal leave must be submitted in writing, stating the reason for such leave at least one (1) week in advance to the Superintendent, except in the case of emergency.

Personal leave shall not be unreasonably denied. Personal leave days, shall not be taken on the work day before or after a holiday or vacation period except at the discretion of and subject to the approval of the Superintendent.

In any year of this Agreement, either party may notify the other that they are not satisfied with the implementation of this section at any time prior to April 1st of the contract year. Upon such notification, the parties shall immediately enter into negotiations in an effort to resolve the dissatisfaction. If the parties are unable to resolve the differences being discussed within three (3) sessions of negotiations, the application of this section of the collective bargaining agreement shall default back to the provisions of Section B above, to be effective with the commencement of the following contract year."

3.         Article VII - Health Insurance

§A shall be amended to read as follows:

"The Upper Cape Cod Regional School District pays seventy percent (70%) of the premium for health insurance coverage and also pays one-half of the premium on a $10,000 life insurance policy for active and retired employees.

No bargaining unit members who are not already enrolled in Blue Cross/Blue Shield Master Health Plus by the effective date of this Collective Bargaining Agreement (July 1, 2009) may choose Blue Cross/Blue Shield Master Health Plus for their health insurance."

4.         Article XVII - Evening Meetings

§A shall be amended by the addition of the following language as a new second paragraph:

"Instructors in the LPN Program may be required to attend up to four (4) evening meetings each school year for no more than two and one-half (2 1/2) hours each. Three (3) of such meetings will be for curriculum purposes and one (1) for an Open House which will be attended by those Instructors at the Bourne Campus."

5.         Article XVIII - Vacancies

The first paragraph of §A shall be amended to read as follows:

"All applicants (defined as members of the bargaining unit and outside candidates) will be given the opportunity to make application for such positions, and the Superintendent agrees to give due weight to the professional background and attainments of all applicants, and where applicable, the length of time each has been in the school district, the quality of performance, and other professional factors relevant to the position. All vacancies, including promotional opportunities, shall be posted on the bulletin board, website, e-mailing them to all teachers and providing a copy to the Association President. The posting shall have a closing date for applications. All internal applicants shall be granted an interview. Appointments normally will be made no later than sixty (60) days after the closing date for application. An internal applicant who is not appointed shall be notified in writing and may, within five (5) school days, request in writing the reason why he/she was not appointed and the reason shall be provided in writing within five (5) school days of the request."

6.         Article XIX - Teaching Hours and Teaching Loads

a.         § A shall be amended by the addition of the following language:

"The workday of LPN Program Instructors shall be seven and one-quarter (7 1/4) hours per day. LPN Instructors shall sign in and sign out on the appropriate faculty register whenever they enter the Upper Cape Cod Vocational-Technical School and will maintain a log of their attendance when at other work sites."

b.         §C shall be amended by inserting the parenthetical expression "(including LPN Instructors who are on the Bourne Campus)" following the words "staff meetings" in subsection "a".

c.         §E shall be amended by changing "two (2)" to "one (1)" in both places where it appears.

d.         §F shall be amended by the addition of the following language:

"Whenever an LPN Instructor is assigned to a clinical site, they shall receive the preparation and administrative time provided by this section at the end of the workday."

e.         §H shall be amended by changing "(1/182 per day)" to "(1/181 per day)"; and, by adding the following language:

"Whenever there is the need for additional work days to allow a student to meet the required hours to complete the LPN Program, the extra work time will first be offered to LPN Instructors by seniority on a rotating basis. If no LPN Instructors accept the additional work, the work will next be offered to members of the bargaining unit who are qualified and if no qualified bargaining unit member is available, the Administration may hire a qualified instructor who is not employed by the Committee."

7.         Article XX - Professional Development and Educational Improvement

§A shall be amended to read as follows:

"Bargaining unit members shall be eligible for reimbursement of the costs of workshops, seminars, conferences and other non-graduate course educational and professional development activities to the same amount as annually established for the purpose of taking graduate courses by the provisions of §C below. Such activities, whether employee or employer initiated, must be approved in advance by the Superintendent."

8.         Article XXI - General

a.         The Article shall be amended by the addition of a new section, designated as §E, which shall read as follows:

"LPN Instructors who are required to travel to a second work site shall be reimbursed for all such travel at the prevailing IRS rate."

b.         The Article shall be further amended by the addition of another new section, designated as §F, which shall read as follows:

"Mandated training information which is provided to the faculty at the Bourne Campus shall be provided to the LPN Instructors by the Program Director."

9.         Article XXVII - Seniority and Reduction in Force

§3.i. shall be amended by changing it to reflect the actual academic and technical disciplines currently in place at the school.

10.       Article XXXII - Duration Clause

The Article shall be amended by changing "July 1, 2006" to "July 1, 2009"; "June 30, 2009" to "June 30, 2010"; and, October 1, 2008" to "October 1, 2009."

11.       Appendix A - Salary Schedule

For the school year 2009-2010 (contract year July 1, 2009 - June 30, 2010), the maximum salary schedule steps for each Level of the salary schedule in effect on June 30, 2009, shall be increased by one percent (1 %). Other than the increase reflected in the previous sentence, the salary schedule in effect on June 30, 2009 shall remain in full force and effect in all of its components for the duration of the Agreement.

12.       Appendix B - Extra-Curricular Activities

The Appendix shall be amended by the inclusion of the position of Book Club Advisor at the salary of $696.00.

This Memorandum of Agreement amends the Collective Bargaining Agreement which was in effect from July 1, 2006 to June 30, 2009. Where the provisions of said Collective Bargaining Agreement are not amended, modified or revised by this Memorandum of Agreement, such provisions shall remain in full force and effect for the duration of the Collective Bargaining Agreement.

In Witness Whereof, we set our hands on this the_____________ day of __________ 2009.

_____________________________          _____________________________

Upper Cape Cod Regional Vocational-        Upper Cape Cod Regional Vocational-

_____________________________          _____________________________

Technical School District Committee             Technical Teachers Association

Note:    In addition to the above set forth amendments to the collective bargaining agreement, it is agreed that a joint committee composed (at least at the outset) of two (2) members appointed by the Committee and two (2) members appointed by the Association shall meet to study and make recommendations concerning the structure and composition of the salary schedule set forth in Appendix A of the collective bargaining agreement. Such recommendations, if any, shall be returned to the parties for negotiations or any other action deemed appropriate or necessary.

Upper Cape Cod Regional Technical School

UNIT A

Unit A

 

 

 

 

 

 

FY2010

I

II

III

IV

V

VI

Teacher

1

2

3

4

5

6

1

41,426

43,043

44,121

45,463

46,807

48,070

2

42,774

44,392

45,463

46,807

48,160

49,417

3

44,121

45,737

46,807

48,160

49,493

50,756

4

46,266

47,874

48,971

50,297

51,652

54,344

5

48,557

50,172

51,243

52,592

53,939

55,201

6

50,843

52,453

53,532

54,879

56,224

57,484

7

53,136

54,744

55,830

57,170

58,641

59,902

8

55,420

57,035

58,103

59,585

61,061

62,326

9

57,695

59,313

60,530

61,999

63,482

64,743

10

59,996

61,603

62,945

64,435

66,091

67,353

11

62,278

63,890

65,376

66,847

68,328

69,588

12

65,206

66,839

67,796

69,410

71,007

72,274

13

-

-

69,121

70,754

72,365

73,647

Upper Cape Cod Regional Technical School

Appendix B

Extra-Curricular Activites

July 1, 2009-June 30, 2010

 

Step I

Step II

Step III

Coaches

 

 

 

Athletic Director

4,667

5,342

6,140

Baseball

3,053

3,532

4,003

Girls' Softball

3,053

3,532

4,003

JV Baseball

1,839

2,470

2,820

Girls' JV Softball

1,839

2,470

2,820

Freshman Basketball

1,839

2,470

2,820

Girls' Varsity Basketball

3,532

4,003

4,477

Boys Varsity Basketball

3,532

4,003

4,477

JV Boys Basketball

2,113

2,470

2,820

Girls JV Basketball

2,113

2,470

2,820

Soccer

3,053

3,532

4,003

JV Soccer

1,839

2,470

2,820

Volleyball

3,053

3,532

4,003

JV Volleyball

1,839

2,470

2,820

Golf

2,113

2,470

2,820

Cheerleading Coach

2,113

2,470

2,820

Cross Country

2,113

2,470

2,820

Increase 0.00%

 

 

 

 

Advisors                                              Comments

FY10

Senior Class

1,473

Junior Class

982

Sophomore Class

737

Freshman Class

737

Student Council

1,498

Skills

1,605

Skills

1,605

Yearbook

3,853

Renaissance

696

SADD

696

School newspaper                               per issue/4 max

642

Literary magazine

696

Multicultural Club

696

National Honor Society

1,070

Interact Rotary

696

Teacher Mentors                                 2 proteges max.

1,605

Title 1

2,140

Portfolio Committee Chair

803

Portfolio Committee Member (2)

535

Senior Project Committee Chair

803

Senior Project Committee Member (2)

535

Professional Develop Committee Chair

803

Professional Develop Committee Member (2)

535

Non-Traditional Advisor

1,070

Drama Club                                          with play

1,070

Chess Club

696

Future Farmers of America

1,070

Hockey Team Liason

696

Academic Decathalon

696

Math Club

696

Computer Club

696

Book Club

696

Science Club

696

Department Heads

-

Math

1,284

English

1,284

Science

1,284

History/Business

1,284

Computer/Health/PE

1,284

 

MEMORANDUM OF AGREEMENT

 

 

This Agreement made and entered into by and between the Upper Cape Cod Regional Vocational-Technical School District Committee (Committee) and the Upper Cape Cod Regional Vocational-Technical Teachers Association (Association).

 

 

WITNESSETH

 

 

WHEREAS, the parties have entered into collective bargaining negotiations for a successor collective bargaining agreement to succeed that which expired in June 30, 2010; and,

 

WHEREAS, the parties have concluded such collective bargaining negotiations and wish to memorialize their results;

 

NOW, THEREFORE, the parties agree as follows:

 

1.      Article I, Recognition:            Amend §B by adding “coaches” and “permanent substitute”

 

2.      Article V, Sick Leave:           Amend §C, Sick Leave Bank, as follows:

 

There shall be a sick leave bank for the purpose of making additional sick days available to bargaining unit members who have exhausted their entire sick leave accumulation and who have a serious illness or injury.  This sick leave bank shall be administered by a Sick Leave Bank Committee comprised of four (4) members, who shall be appointed annually.  Two (2) members shall be appointed by the Committee (not to include the Superintendent) and two (2) members shall be appointed by the Association President.  If a Sick Leave Bank Committee vote on any matter results in a tie, the matter under consideration shall not be approved or adopted.  The Sick Leave Bank will be initially funded by deducting one (1) sick leave day from each employee and contributing such days to the bank.  The Sick Leave Bank Committee shall determine the eligibility of an employee for sick leave days from the bank and the number of sick leave to be granted in each case, and in no event more than twenty (20) days at a time.  An employee may reapply for additional days.  Any request denied by the Sick Leave Bank Committee may be reconsidered upon presentation of new information substantiating the need. The Sick Leave Bank Committee may promulgate reasonable rules and regulations regarding operation of the Bank.  All decisions of the Sick Leave Bank Committee are final and binding on both parties and are not subject to litigation in any form, including but not limited to, the grievance or arbitration provisions of the contract.  The balance of sick leave days in the bank shall be carried forward from work year to work year.  When the bank is depleted to twenty (20) days, an additional assessment of one (1) sick leave day shall be made against the sick leave account of each employee.  Employees shall not be assessed more than two (2) days in a school year.  If there is the need in a school year to replenish the bank beyond the cap of two (2) days as provided in the previous sentence, teachers may voluntarily contribute up to an additional three (3) of their accumulated sick days to the bank.  A teacher seeking to access Sick Leave Bank days shall provide a written request to the Superintendent who shall forward such request to the Sick Leave Bank Committee.  The request shall be accompanied by a detailed written statement from the treating physician indicating the nature of the illness or injury and probable date of return to work.  The Sick Leave Bank Committee shall meet to consider the request within five (5) days following the receipt of a request.

 

The following criteria shall be used by the Sick Leave Bank Committee in administering the sick bank and determining eligibility and amount of leave:

 

a.         adequate documented medical evidence of serious illness or injury, and

b.         prior utilization of all eligible sick leave.

 

 

3.      Article XI, Supervisory Duties:

 

                        §A. shall be amended to read as follows:

 

Employees covered by this Agreement may be assigned by the Superintendent-Director, or his designee, to such supervisory duties as the Superintendent-Director deems necessary.  Such duties shall include, but not be limited to, cafeteria, bus, recreation room, corridor and detention room duties and shall be distributed equitably among all the staff.

 

4.      Article XII, Teacher Evaluation:      The parties agree to establish a subcommittee which will consist of eight members: the Superintendent, the Principal, two school committee members, two members of Unit A and two members of Unit B to review the evaluation procedure and instrument and report to the bargaining teams.

 

 

5.      Article XIV, Salaries:            Amend by adding §D to provide that the permanent substitute shall be placed on Level I, Step 1; shall be licensed by the DESE; shall work 180 days (that is, he/she shall not work professional development days); shall attend staff meetings and shall not be entitled to personal leave or sick leave days.

 

6.      Article XIX, Teaching Hours and Work Load:         Amend as follows:

 

 

·        §E. The school year shall, in no event, be longer than one (1) day more than the number of days pupils are required to be in attendance.  The said day shall be the day before school opens.

 

Effective July 1, 2011, amend the above to read: “The school year shall, in no event, be longer than two (2) days more than the number of days pupils are required to be in attendance.  The said two (2) days may be one day before school opens and one day after school closes or in whatever manner the Committee in its discretion shall determine.”

 

·        Add a new §I, Ed Line, to provide:

 

Ed Line shall be introduced over a three (3) year period, school years 2010 -2011, 2011 – 2012, and 2012 – 2013 with full implementation in school year 2012 -2013.  In the first year, Ed Line shall be piloted with one-third (1/3rd) of the staff on a voluntary basis, and then with two-thirds (2/3rds) in the second year.

 

Those teachers participating in Ed Line during the first year shall post the following information on Ed Line:

 

·        Course syllabus

·        Course description

·        Teacher’s grading policy

·        Graded assignments, with due dates

·        Semester grades

 

A joint committee shall meet in the Spring of 2011 and 2012 to review the previous year’s Ed Line, including the adequacy of the infrastructure of technology, and will make recommendations to the bargaining teams.  The parties agree that the final implementation of Ed Line will not be done until the adequacy of the infrastructure has been demonstrated to the Association and the Committee.  Further, the Committee shall notify students and parents of the District’s expectations of Ed Line through the student handbook.

           

7.      Article XX, Professional Development and Educational Improvement:     Amend to reflect the 2009 agreement:

 

A.     The Committee will pay two hundred twenty-five ($225.00) dollars yearly for the annual vocational professional development conference or for tuition or seminar fees for other professional development activities directly related to teaching responsibilities and approved by the Superintendent.  Teachers requesting reimbursement will submit to the Superintendent a voucher individually listing the expenses for which reimbursement is sought.  Professional development completed for recertification shall also qualify for the requirements of this section, subject to the provisions of this article.

 

Bargaining unit members shall be eligible for reimbursement of the costs of workshops, seminars, conferences and other educational and professional development activities to the same amount as annually established by the provisions of C below.  Such activities, whether employee or employer initiated, must be approved in advance by the Superintendent.

 

B.     The Association may provide an instructor from an accredited degree granting institution (community college, university) at the Upper Cape Cod Regional Technical School for such course which must be related to the educational programs at the Upper Cape Cod Regional Technical School.  Reimbursement of such course will be in accordance with the reimbursement provisions of Article XX.  The approval of such course by the Superintendent will not be unreasonably withheld.

 

C.     In an effort to encourage and support the professional development of the educators of the Upper Cape Cod Regional Technical School, the Committee agrees to reimburse unit members for the costs associated with taking courses at accredited colleges or universities.

 

1.      Members are eligible for the reimbursement up to a maximum of the costs (including mileage reimbursement) associated with taking a graduate level three credit course at the University of Massachusetts at Boston.  The rate of reimbursement in each contract year shall be the rate effective on April 1st proceeding the contract year.

 

2.      Reimbursement shall be provided upon the presentation of evidence of receipts for the costs and the successful completion of the course which shall be a grade of “C” or better.

 

8.      Article XXXII, Duration Clause:

 

            The Article shall be amended by changing “July 1, 2009” to “July 1, 2010”; “June 30, 2010” to “June 30, 2013”; and, October 1, 2009” to “October 1, 2012.”

 

 

9.      Appendix A, Salary Schedule;           Amend as follows:

 

1.      The structure and composition of the salary schedule shall be changed to read:

 

  LEVEL I

 

·                                    Academic Teachers with whose position requires a Bachelor’s Degree and a current teaching certificate license, and Vocational teachers certified by Vocational Division of Massachusetts Department of Education granted by the Massachusetts Department of Elementary and Secondary Education (DESE)

·                                    Vocational teachers provisionally approved by DESE

 

 

              LEVEL II

 

·                        Academic and Vocational teachers who are certified and who have earned fifteen (15) semester hours beyond the minimum required for certification.

·                        Licensed teachers who have earned 18 credits related to their subject area as approved by the Superintendent.

·                        Vocational teachers with a professional license

 

              LEVEL III

 

·                                 Academic Licensed teachers who have earned a Master’s Degree related to their subject area and Vocational teachers who have earned forty-five (45) semester hours beyond the minimum required for certification.

·                                 Professionally licensed vocational teachers with an Associate’s Degree or 60 credits towards a Bachelor’s Degree.

 

              LEVEL IV

·                                 Academic Licensed teachers who have earned fifteen (15) semester hours credits in an educationally related area beyond the Master’s Degree, and Vocational teachers who have earned seventy-five (75) semester hours beyond the minimum required for certification.

·                                 Professionally licensed vocational teachers who have earned 90 credits towards a Bachelor’s Degree

 

              LEVEL V

 

·                                 Academic Licensed teachers who have earned thirty (30) credits in an educationally related area beyond the Master’s Degree, and Vocational teachers who have earned a Bachelor’s Degree.

·                                 Professionally licensed vocational teachers who have earned a Bachelor’s degree

 

              LEVEL VI

 

·                                 Academic Licensed teachers with who have earned a CAGS or a second Master’s Degree in an educationally related area and Vocational teachers who have earned a Master’s Degree.

·                                 Professionally licensed vocational teachers who have earned a Master’s degree

 

 

Health Careers Instructors and Licensed Practical Nurse Instructors with a Bachelor’s Degree will be placed on Level IV; Level V with fifteen (15) credits beyond a Bachelor’s Degree; Level VI with a Master’s Degree.

 

 

2.      For the school year 2010-2011 (contract year July 1, 2010 – June 30, 2011), the salary schedule in effect on June 30, 2010, shall be increased by two percent (2%). 

 

3.      For the school year 2011-2012 (contract year July 1, 2011 – June 30, 2012), the salary schedule in effect on June 30, 2011, shall be increased by two percent (2%).

 

4.      For the school year 2012 – 2013 (contract year July 1, 2012 – 2013), the salary schedule in effect on June 30, 2012, shall be increased by two (2%) percent.

 

 

10.  Appendix B, Extra-Curricular Activities:      Amend as follows:

 

·        For the school year 2010-2011 (contract year July 1, 2010 – June 30, 2011), the Appendix B salary schedule in effect on June 30, 2010, shall be increased by two percent (2%). 

 

·        For the school year 2011-2012 (contract year July 1, 2011 – June 30, 2012), the Appendix B salary schedule in effect on June 30, 2011, shall be increased by two percent (2%).

 

·        For the school year 2012 – 2013 (contract year July 1, 2012 – 2013), the Appendix B salary schedule in effect on June 30, 2012, shall be increased by two (2%) percent.

 

·        Lacrosse coach to be placed at the same level as the basketball coach

 

·        The parties shall review all extracurricular advisors and coaches for potential changes to be effective during the 2011 – 2012 school year.  The recommendations to be reported back by April 1, 2011.

 

 

In Witness Whereof, we set our hands on this the           day of                          , 2010.

 

 

 

                                                                                                                                                           

Upper Cape Cod Regional Vocational-             Upper Cape Cod Regional Vocational-

Technical School District Committee                             Technical Teachers Association