Wakefield

Show detailed information about district and contract

DistrictWakefield
Shared Contract District
Org Code3050000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersNortheast Metropolitan RVTSD
CountyMiddlesex
ESE RegionNortheast
Urban
Kind of Communityeconomically developed suburbs
Number of Schools6
Enrollment3360
Percent Low Income Students13
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Wakefield

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

AGREEMENT

 

Between the

 

WAKEFIELD SCHOOL COMMITTEE

 

And the

 

WAKEFIELD EDUCATIONAL ASSOCIATION

 

 

 

Effective dates of Contract

 

 

September 1, 2010 – August 31, 2013

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


 

TABLE OF CONTENTS

 

                                                                                                                                                                                                             

 

Contents                                                                                                                            Page

PREAMBLE.. 1

ARTICLE I RECOGNITION.. 2

ARTICLE II TEACHING HOURS and WORK LOAD.. 2

ARTICLE III TEACHER ASSIGNMENT + TRANSFERS. 5

ARTICLE IV PUPIL-TEACHER RATIO and TEACHING LOAD.. 8

ARTICLE V REDUCTION IN FORCE*. 8

ARTICLE VI PROMOTIONS. 12

ARTICLE VII SUMMER SCHOOL and FEDERAL PROGRAMS. 13

ARTICLE VIII TEACHER EVALUATION.. 13

ARTICLE IX TEMPORARY LEAVE of ABSENCE.. 14

ARTICLE X SICK LEAVE BANK.. 16

ARTICLE XI EXTENDED LEAVE of ABSENCE.. 18

ARTICLE XII SABBATICAL LEAVE.. 19

ARTICLE XIII PROFESSIONAL DEVELOPMENT and EDUCATIONAL IMPROVEMENT.. 20

ARTICLE XIV MANAGEMENT RIGHTS. 20

ARTICLE XV GRIEVANCE PROCEDURE.. 21

ARTICLE XVI STABILITY of AGREEMENT.. 24

ARTICLE XVII STRIKES. 25

ARTICLE XVIII SALARIES. 25

ARTICLE XIX DUES DEDUCTION.. 25

ARTICLE XX NEGOTIATION PROCEDURE.. 26

ARTICLE XXI GENERAL.. 26

ARTICLE XXII TUITION COST REIMBURSEMENT.. 28

ARTICLE XXIII SCHOOL NURSES. 29

ARTICLE XXIV EXTRA-CURRICULAR ACTIVITIES-ATHLETICS. 30

ARTICLE XXV EXTRACURRICULAR ACTIVITIES-OTHER THAN ATHLETICS. 31

ARTICLE XXVI SALARY SCHEDULE and SALARY REGULATIONS. 32

ARTICLE XXVII DURATION  of AGREEMENT.. 32

APPENDIX A SALARY SCHEDULE and SALARY REGULATIONS. 35

APPENDIX  A.. 37

APPENDIX  A-1. 38

APPENDIX  A-2. 39

APPENDIX A-3. 40

APPENDIX  A-4. 41

APPENDIX  A-5. 42

APPENDIX B-1 PAYMENT SCHEDULE.. 43

APPENDIX B-1 PAYMENT SCHEDULE.. 45

APPENDIX B-1 PAYMENT SCHEDULE.. 47

APPENDIX B-1 PAYMENT SCHEDULE.. 49

APPENDIX C PAYMENT SCHEDULE.. 51

EXTRA-CURRICULAR ACTIVITIES - OTHER THAN ATHLETIC.. 51

SIDE LETTERS. 53

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


 

AGREEMENT

between the

WAKEFIELD SCHOOL COMMITTEE

and the

WAKEFIELD EDUCATION ASSOCIATION

 

                Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, this AGREEMENT is made and entered into this 1st day of September, 2010 by and between the Wakefield School Committee (herein refereed to as the “Committee”) and the Wakefield Education Association (herein referred to as the “Association”).

PREAMBLE

                Recognizing that our purpose is to provide education of the highest possible quality for the children of the Town of Wakefield, and that good morale within the teaching staff of the Town of Wakefield is essential to achievement of that purpose, we, the undersigned parties to this contract declare that:

                1.  Under the laws of Massachusetts, the Committee, elected by the citizens of Wakefield, has final responsibility for establishing the educational policies of the public schools of Wakefield;

                2.  The Superintendent of Schools of Wakefield (hereinafter referred to as the "Superintendent") has responsibility for carrying out the policies so established;

                3.  The teaching staff of the public schools of Wakefield has responsibility for providing in the classrooms of the schools education of the highest possible quality;

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

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


ARTICLE I
RECOGNITION

 

                The Committee recognizes the Association for the purpose of collective bargaining as the exclusive representative for all professional employees in the Wakefield School System, other than those in the classifications of Superintendent, Assistant Superintendent, Deputy Superintendent, Business Administrator, Director of Technology, Director of Human Resources, District Supervisor of Student Services, High School Principal, High School Assistant Principals, Middle School Principal, Middle School Assistant Principals, Elementary School Principals, Director of Special Education and Student Services, High School Director of Guidance, Director of Athletics and Student Activities, as Unit A, hereinafter referred to as "teachers" unless otherwise indicated.

ARTICLE II
TEACHING HOURS and WORK LOAD

 

                The Committee and the Association recognize and agree that a teacher's responsibility to his students and to his profession generally entails the performance of duties and the expenditure of time beyond the regular workday, but that time and work schedules can and should be established applicable to teachers in the normal course of their employment.  To this end, the following conditions of employment shall be effective except in circumstances beyond the control of the Committee in the administration of this Agreement.

Section 1Work Year

                a. The work year shall be up to but not more than one hundred eighty-four (184) workdays.  The work year shall include any day when a teacher's attendance is required, whether or not a student session is scheduled.  Effective September 1, 2010, when Labor Day falls on September 5, 6, or 7, the first day may be scheduled during the week prior to the Labor Day holiday.  When Labor Day falls on September 1, 2, 3, or 4, the first student day will be scheduled during the week of the holiday.  No teacher or student day will take place prior to September 1st of any year.

                b. Teachers other than newly appointed teachers will be required to report for duty one (1) workday prior to the first scheduled student day in September.  Such workday will be included within the work year as defined in paragraph (a) of this Section.  Newly appointed teachers and teachers who have exercised bumping rights pursuant to Article V into disciplines and/or school levels in which they have not taught within the past five (5) years may be required to serve up to a three (3) day orientation period prior to the first scheduled student day in September, such orientation period is not to be included in the work year of these teachers.  The work year for a newly appointed teacher shall not be deemed to include such three (3) day orientation period nor shall it be deemed to include the time which any teacher may be required to serve after the last scheduled student day in June in order to complete work normally associated with the closing of school.

                c. Guidance Counselors may work an additional eight weeks in excess of the teacher-school year at the

discretion of the Superintendent or his designee.  The eight weeks include the Christmas, February, and April

vacations as well as five weeks during the summer.

                Section 3After School Meetings.  Teachers will be required to set aside up to two (2) Monday afternoons for professional meetings.  High school teachers will also be required to attend up to five (5) curriculum meetings per year.  In addition, teachers may be required to attend up to four (4) evening meetings per work year.  Chaperone duty shall not be considered to be an After School Meeting.  Members performing Chaperone duty shall be compensated in accordance with Article II, Section 7.  Beginning 2011-2012 school year; there will be a Subcommittee to create a parent conference schedule across the district.

                Section 4.  Each summer the high school administration will meet with the Association President and/or her/his designee to discuss the recommended distribution of non-teaching duties for the upcoming school year.

                Section 5Elementary Planning Time

                a. The Committee guarantees an average of forty (40) minutes per day of planning time (per five or six day cycle) for all elementary classroom teachers.

                b. Elementary specialists will not have their present planning time reduced and all efforts will be made to bring their planning time in line with elementary classroom teachers.

                Section 6.  The Committee agrees to provide a half-hour duty free lunch period for elementary teachers.

                Section 7.  A chaperone is defined for the purpose of this Section as a teacher who accompanies young people at a social gathering to insure proper behavior.  Assigned duties will be posted and the administration will be free to select from the applicants.  Said assigned duties will be paid at $58.00 per assignment exclusive of the high school senior prom when it is held off school property and graduation which shall be paid at the previously-paid rates.  The Association agrees to encourage members to continue to volunteer for unpaid chaperone activities.  The parties agree to clarify chaperone duty; the terms of the clarification will be contained in a Side Letter which

shall be attached to the collective bargaining agreement.

 

                Section 8.  Secondary level teachers may volunteer to serve as substitutes within their own or another

 

department.  Such volunteers shall be compensated at the rate of $25.00 per period taught.  A teacher who volunteers

 

to substitute during their planning or preparation period for more than twenty (20) days, will be paid at Step 1 pro

 

rated 1/5 on their existing salary track, non-retroactive.

 

                Section 2Workday.  Every teacher shall be in his school building and on duty fifteen (15) minutes before the beginning of each school day.  Every teacher shall remain in his school building thirty (30) minutes after the closing of school to take care of those details which usually are connected with the closing of the daily sessions.  The parties agree that thirty (30) minutes may, on occasion, be insufficient to meet with the principal if requested to do so, to meet with pupils who may wish assistance or advice, for parent conferences, for supervision of detention sessions, for corridor duty in accordance with present administrative practices, or for unforeseen situations beyond the control of administration; on such occasions the teacher shall be expected to remain on duty beyond thirty (30) minutes after the close of the daily session.  Except in an emergency the preceding two (2) sentences shall not apply on Friday or on the day preceding a holiday or vacation period. 

                Notwithstanding the first paragraph of this section, the following provisions contained in subsections a and b shall apply:

a. Effective September 1, 1997, the elementary teacher workday shall be increased by five minutes. 

NOTE:  The length of student day shall remain the same.  The elementary school day schedule will revert back to the full day schedule in effect during 2007-2008 school year.  The pilot schedule for 2008-2009 will not be continued.

                Middle School Scheduling Committee:  A middle school scheduling committee under the direction of the Superintendent will be formed.  The Scheduling Committee’s goal will be to restructure the middle school schedule, while preserving the team concept.  The student start and end times of the school day will not change.  After consultation with the middle school faculty and upon final approval of the Superintendent, the recommendations of the Scheduling Committee will be implemented at the commencement of the 2011-2012 school year.

                b. The teacher workday at the high school and the high school schedule shall be as set forth in the attached Side Letter.

                c. Special teachers and project teachers shall observe at least the same working hours as classroom teachers. 

               

               

ARTICLE III
TEACHER ASSIGNMENT + TRANSFERS

 

                Section 1.  Teachers will be notified in writing of their programs for the coming school year, including the schools to which they will be assigned, the grades and/or subjects that they will teach, and any special or unusual classes that they will have, as soon as practicable, but not later than June 20.  New teachers will be notified as soon as appointed.  It is understood that the best interests of the Wakefield School System, as determined by the Superintendent, may require reassignment after original notice of assignment.  The Superintendent and/or Building Principal shall notify any reassigned teacher as soon as possible.

                 Section 2.  In order to assure that pupils are taught by teachers working within their areas of competence,  teachers will not be assigned outside the scope of their teaching certificates and/or major fields of study except

temporarily and for good cause.

                Section 3.  In making changes in grade assignments in the elementary schools and in subject assignment in the secondary schools, the convenience and wishes of the individual teacher will be honored to the extent that these do not conflict in the judgment of the Superintendent, with the best interests of the school system and the pupils.  The determinations of the Superintendent in this regard shall not be made in an arbitrary, capricious, or unreasonable manner.

                Section 4Displaced Teachers. Voluntary Transfers & Assignments

                a. Anticipated openings:  As they become available, the Superintendent will post any anticipated openings internally for five (5) business days.  No outside candidate will be interviewed prior to the close of the internal posting.  Internal postings will be made electronically and in a central location at each school building.  Based on projected enrollment figures, the Administration will post any potential changes in grade 1-12 configuration whenever possible by March 1st  but no later than April 15th.

                b. Displaced Teachers:  A displaced teacher is defined as a teacher with professional teacher status whose position has been eliminated by school closing or reduction of positions in her/his school.  The displaced teacher will interview with the principal of the school in which he/she would like to be assigned to discuss the available positions.  The Superintendent shall assign the displaced teachers based upon the Principal’s recommendation.

 

                c. After the displaced teachers have been assigned to available positions, teachers requesting voluntary

 

transfers shall be given the opportunity to pursue the remaining available positions for which they are qualified. 

 

The teachers requesting the transfer shall interview with the principal in the school to which he/she would like to

 

transfer.   A teacher applying for an internal transfer does not vacate her/his current position until and unless he

 

or she is transferred.

 

                d. The Superintendent, based on the Principal’s recommendation, will consider the needs of the system, subject matter knowledge and teaching experience in the affected areas, teaching experience in the affected age grouping, opportunity to save positions and adaptive teaching style within the affected age group, and seniority as defined in Article V.  The Superintendent’s approval shall not be unreasonably withheld.  The Association agrees not to arbitrate any grievance arising from the Superintendent’s approval of a teacher’s selection based upon seniority.

                e. After the displaced teachers have been assigned, teachers on layoff status shall be recalled and teachers without professional teacher status who are reappointed shall be returned to their original positions, if available or otherwise to the most comparable position available.

                f. Additional laid off teachers will be recalled and teachers without professional teacher status will be reappointed subject to the availability of funds and the Superintendent’s decision to reappoint teachers without professional teacher status.

                g. After the displaced teachers and laid off teachers with professional status have been recalled, new staff with be hired.

                h. In the event of a consolidation or in the case of a primary intermediate transfer where a class and/or grade level moves from one school to another, the teachers will move with their classrooms.  However, in the case of a reduction in the number of classes in a particular grade level, the least senior member of the teachers in that grade level in the impacted school(s) will be displaced.  In any event, any teacher affected by this sub-section retains the right to seek an alternative assignment via the voluntary transfer provisions of this Section.

                i.  If necessary, on the day immediately following the August School Committee meeting at which new jobs (if any) have been created by the Superintendent and the Committee, teachers who have expressed an interest in being contacted about potential openings created by the August School Committee meeting must be contacted within 48 hours by the Central Office.  After this procedure has been followed, outside applications can be reviewed.  

 

                Section 5Involuntary Transfers

                Involuntary transfers will only take place after displaced teachers have had an opportunity to apply for the anticipated openings.  This section applies to involuntary transfers due to enrollment fluctuations.

                a. The parties agree that the primary factor in determining involuntary transfers is to best meet the needs

of the students.  The Superintendent, in making involuntary transfers, will consider the needs of the system, subject matter knowledge and teaching experience in the affected areas, teaching experience in the affected age grouping, economy, opportunity to save positions, and adaptive teaching styles within the affected age group and seniority as defined in Article V.

                b. In the event an involuntary transfer is necessary, the Superintendent shall seek volunteers prior to making an involuntary transfer.

                c. If the Superintendent decides to transfer a teacher involuntarily:

                                1.  The teacher will be given as much prior notice as possible in writing.

                                2.  The teacher may, within ten (10) school days of receipt of such notice, request in                                                          writing a meeting with the Superintendent.

                                3.  Within ten (10) school days of receipt of such request, the Superintendent and/or his                                                    designee shall meet with the teacher.  The teacher may be accompanied by a                                                                      representative of the Association.

                                4.  At that meeting the teacher will be given the reasons for transfer, and the transfer                        

                                will be discussed.

                                5.  Within ten (10) school days after such meeting, the teacher shall be given a final                                                           decision in writing setting forth the reasons for the transfer made by the Superintendent                                                    or his designee.

                                6.  If the least senior teacher in the impacted department is transferred involuntarily by                                                    the Superintendent, the Association agrees it will not arbitrate any grievance based on                            

                                such decision.

                d. Any teacher who is involuntarily transferred will have the right of first refusal when a position becomes available for which he/she is qualified in the department/position from which he/she was involuntarily transferred.

                Section 6.  In arranging schedules for teachers who are assigned to more than one school, an effort will be made to limit the amount of interschool travel.  Such teachers who are assigned to more than one school in any one school day will receive the Town mileage rate per mile for all interschool driving done by them.

ARTICLE IV
PUPIL-TEACHER RATIO and TEACHING LOAD

 

                The Committee accepts the principle of reducing the pupil-teacher ratio for improved instruction and learning and or working toward the recommended pupil-loads:

                a)  A 25-1 ratio at the Elementary Level;

                b)  The following loads at the Middle School level:

                                125 pupils per 5 teacher team

                                100 pupils per 4 teacher team

                                  75 pupils per 3 teacher team

                                  50 pupils per 2 teacher team

 

                c)  A 125-1 ratio at the High School Level

 

                The parties recognize that preserving the integrity of the district school concept and/or the short term

 

exigencies of assignment and scheduling may require deviations from the above principle.

 

ARTICLE V
REDUCTION IN FORCE*

 

                Section 1.  If the Committee should decide to reduce the number of positions in the bargaining unit, such reductions shall be consistent with the General Laws of the Commonwealth, the Regulations of the Department of

Education and this Agreement.

                Section 2.  Definitions.

                a.  Seniority - Length of a tenured teacher's continuous full time employment in the bargaining unit measured from the first day for which compensation was received including time spent on paid leave of absence;

                Effective September 1, 1988, any member(s) of the bargaining unit working less than full-time shall receive seniority credit on a pro-rata basis.  The amount of seniority pro-rated is based upon the same fraction used to determine the annual salary and length of time worked.  Provided however permanent part-time teachers employed as of September 1, 1988 shall be considered full-time for service prior to September 1, 1988.  Any member of the bargaining unit who leaves the bargaining unit to become an administrative or managerial employee in the Wakefield Public Schools shall be deemed to hold seniority for all prior teaching service in Wakefield, provided however, such seniority shall not be exercised unless and until such employee returns to the bargaining unit in lieu of layoff.

                b. Qualified - Certified or possessing all requirements of certification by the Massachusetts Department of Education in accordance with M.G. L. A. Chapter 71, Section 38G as amended.  For purposes of this Article,

teachers are qualified for the following school year for departments listed in (d) below based on information about new certifications in the Superintendent's Office as of May 1, or, in lieu thereof, teachers are qualified who submit written verification to the Superintendent by May 1 that certification(s) will be achieved by August 1.  The Superintendent shall promulgate and forward to the Association by January 1, a list of bargaining unit members on

a departmental basis with their seniority date and respective certification(s).  Teachers will have until January 31 to verify the information on existing certifications applying to them individually.  On or before January 31, the Association will submit to the Superintendent a list of disputed items on said list.  The parties will sign off on the agreed upon seniority list on or before February 15.

                c. Tenure Teacher - A teacher who has attained professional teacher status under M. G. L. A. Chapter 71, Section 41 as amended.

                d.  Departments - For purposes of this Article the following shall be considered Departments: Art, Business, Elementary (Elementary specialists in Chapter One, Reading, Music, Art, Library,  Moderate Special Needs, Severe Special Needs, Science), English, Foreign Language, Guidance,  Home Economics, Industrial Arts, Library, Mathematics, Music, Physical Education, Reading, Science, School Nurses, School Psychologists, Social Studies and Special Education.

                Section 3Layoff Procedures.

                a. Reduction in force for tenured teachers shall be by inverse seniority within the department where the layoff occurs.  In situations where seniority, as defined above, is identical, the Superintendent's evaluation and recommendation shall determine the order of layoff.

                In order to preserve a specific academic program, the Committee may deviate from the principle of layoff by inverse seniority provided however that the Superintendent must clearly demonstrate that this deviation is the only way to preserve the specific program in question and that the teacher actually impacted by such layoff be the next least senior teacher within the appropriate department.

                In order to preserve a specific academic program, a more senior teacher who is taking the position of a less senior tenured teacher or a nontenured teacher due to reduction in force, may be required by the Superintendent to be retrained in the specific academic program in question.  In addition a tenured teacher who is replacing a nontenured teacher or who is moving into an open position in a department in which he/she has not taught within the last five (5) years, may be required by the Superintendent to be retrained in the specific academic program in question.  The Superintendent and the affected member shall agree upon the appropriate retraining program. Any disputes surrounding retraining pursuant to this section shall be submitted to expedited arbitration pursuant to AAA rules prior to the end of the school year in which notice was provided.  Funding of this provision shall come from the funds available in Article XXII.

                b.  A tenured teacher shall not be laid off  if there is a nontenured teacher whose position the tenured teacher is qualified to fill.

                c.  Teachers will not cross departmental lines unless they are qualified and there is an opening in a department or they are replacing a nontenured teacher in accordance with the preceding paragraph (b); provided however, an elementary specialist, who is qualified to teach grades K-6, may for the purposes of section 2d, be

considered to be in the elementary grade department, upon notification of lay-off from the specialist position.

                d.  Except as provided in the preceding paragraph (c), teachers may not take the position of a teacher in a department with a full staff of teachers even if they are qualified for that department and have more seniority than teachers in that department.

                e.  Reductions in force will be effective as of the first day of any professional work year except in cases of emergency.  Teachers to be laid off shall be notified by the June 1 preceding the effective date of the layoff.

f.        Every effort will be made to retain teachers for available positions on the teaching staff.

Section 4Teachers on Layoff.

                a.  Should a teacher agree in writing to waive a hearing before and after the recall period pursuant to Chapters 71 and 32, he shall be placed on recall.  The recall period for any teacher laid off shall be two years from the effective date of layoff.

                b.  Recall will be by the reverse order of the effective date of layoff; teachers will not be allowed to cross

department lines except as provided in Sections 3b, 3c and 3d of this Article.

                c.  Teachers shall be notified of recall via certified mail at their last address of record at the office of the Superintendent of Schools in the reverse order of the effective date of the layoff to fill only those vacancies for

which a teacher is qualified at the time of recall.  Should more than one position exist for which a teacher or teachers on layoff be qualified to fill, preference will be given to the senior teacher regarding the choice of vacancies.

                d.  A teacher recalled shall have fifteen (15) calendar days to notify the Superintendent of his/her acceptance or rejection; return of the certified letter by the Post Office will be considered a rejection of the teaching assignment by the teacher, unless the Superintendent has received a written acceptance by the teacher within the

said fifteen (15) calendar days.

                e.  A teacher who rejects a recall for reasons of a contractual agreement with another employer, illness or disability rendering the teacher unable to work or other good reason as approved by the Superintendent shall be moved one (1) position down on the recall list or to the bottom of the recall list, whichever position is higher on the list; and the reason for the rejection must be stated on the teacher's letter of rejection.  Proof of a contractual agreement with another employer, illness or disability must be furnished to the Superintendent if requested.  Regarding an illness or disability rendering the teacher unable to work, the Superintendent may require a letter

from a physician, certifying that the teacher's illness or disability renders him (or her) unable to work.  All teachers

who reject a recall with no reason or an unacceptable reason under this section will be removed from the recall list.

                f.  A teacher who is recalled shall have the same benefits as he (or she) had at the time he (or she) was laid off regarding tenure, unused sick leave, seniority, insurance, and placement on the salary schedule; but the teacher shall acquire no benefits of any kind during his (or her) period of layoff nor shall the Committee pay for any insurance, grant any unused accumulated sick leave, or any other benefit during the period of layoff.

                g.  All teachers removed from the recall list by the passage of two (2) years or the rejection of a teaching

 

position shall be considered dismissed and all contractual relationship with the School District shall be

 

terminated.  No teacher who has been lawfully dismissed under this section shall receive compensation for services

 

rendered thereafter.

 

*  This Article does not apply to teachers without professional teacher status (non-tenure).

 

 

 

 

ARTICLE VI
PROMOTIONS

 

                Section 1.  For the purposes of this Article a "promotional position" shall be defined as follows:

                                Department Coordinator                                   Middle School Principal

                                Alternative School Coordinator                        Middle School Assistant Principal

                                Team Leader                                                        Elementary School Principal

                                Facilitator (District)                                             Assistant to the Principal (Elementary)

                                High School Principal                                         Director of Special Education and Student Services

                                High School Assistant Principal                        Director of Athletics and Student Activities

                                                                                Director of Guidance

and any other supervisory or administrative position paying a salary differential.

                Section 2.  Whenever any vacancy in a promotional, non-promotional or extracurricular position occurs during the school year (September to June), it will be adequately publicized by the Superintendent by means of a notice posted in every school as far in advance of the appointment as possible.  During the months of July and August, written notice of any such vacancy shall be given to the President of the Association.  In both situations the qualifications for the position, its duties, and the rate of compensation shall be set forth clearly.  The qualifications and duties set forth for a particular position shall not be changed during posting of the position vacancy unless the Association has been notified in advance of such changes.

                Section 3.  All teachers shall be given adequate opportunity to apply for all such positions.  Due weight shall be given to the professional background and attainment of each applicant, to length of service in the

Wakefield School System and other relevant factors.  When, in the judgment of the Superintendent, the

qualifications of the candidates are substantially equal, preference shall be given to qualified teachers already

employed by the District.  Each teacher not selected shall receive a written notification of the action taken by the Superintendent and, upon request, shall receive from the Superintendent written explanation for the selection of the successful applicant.  Notwithstanding any of the foregoing, the credentials of all presently employed applicants shall be presented to the Superintendent.

                Section 4.  Vacancies in promotional positions shall not be filled ordinarily sooner than twenty (20) days after notice of the vacancy has been posted (except on a temporary basis), nor ordinarily later than sixty (60) days after notice of selection has been given under Section 3 of this Article.

                Section 5.  Any teaching position which pays a nonpromotional salary differential and does not fall within the definition of "promotional position" specified in Section 1 of this Article shall nevertheless conform to the procedures set forth in this Article except that the 20 days referred to in Section 4 shall be five (5) school days.

                Section 6.  The procedure contained herein, shall be subject to the grievance and arbitration procedure except that the Superintendent's decisions as to the qualifications of applicants shall not be arbitrable.

ARTICLE VII
SUMMER SCHOOL and FEDERAL PROGRAMS

 

                Section 1.  The Committee and the Association recognize that a summer school program, including any projects financed by Federal funds, may vary substantially from year to year, may offer the opportunity for

experimentation, and may call for flexibility in approach.

                Section 2.  Following the determination by the Committee to run a summer program for the year, the Superintendent shall adequately publicize its general scope and content and the positions to be filled by teachers, including a notice posted in every school not later than June 1, said notice to include a reasonable cutoff date for the filing of applications.

                Section 3.  No teaching position in the summer school program or federally funded program shall be filled by a teacher not covered by this contract if there is an equally qualified applicant for such a position who is so covered.  The decision of the Superintendent as to the qualifications of applicants shall not be arbitrable.

                Section 4.  No later than July 1, the Superintendent shall offer the teacher selected for summer employment a tentative contract specifying the compensation and length of the program.

ARTICLE VIII
TEACHER EVALUATION

 

                Section 1.  A teacher shall be furnished with a copy of any formal written report evaluating his performance and shall have the right to discuss such reports with his superiors.

                Section 2.  Complaints regarding a teacher made to any member of the administration by any parent, student, or other person shall not be placed in such teacher's personnel file unless the complaint has been called to the attention of the teacher prior thereto.

                Section 3.  No teacher shall be disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage by the Superintendent, a principal, or any other member of the administration without just cause.  A teacher who is being disciplined by a member of the administration at the principal level or above  shall be entitled to have a representative of the Association present, upon request.  Reprimanding or disciplining of teachers shall not be conducted in the presence of students, parents, other teachers, nor persons not associated with the School District.

                Section 4.  A teacher will have the right, upon request, to review the contents of his personnel file, on appointment, at any reasonable time.  No material derogatory to a teacher's conduct, service, character, or personality will be placed in his personnel file unless the teacher has had an opportunity to review the material.  The teacher will acknowledge that he has had the opportunity to review such material by affixing his signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof.  The teacher will also have the right to submit a written answer to such material, and his answer shall be reviewed by the Superintendent and attached to a file copy.

                Section 5.  The evaluation standards and procedures are incorporated herein and are available in a separate document as Appendix D.  However, the parties agree that there is no longer a requirement that teachers in their third (3rd) year of employment by observed at least once by a Central Office administrator.  The parties agree to form an evaluation subcommittee that is authorized to make modifications in the evaluation procedures to be effective in the 2008-2009 school year.

ARTICLE IX
TEMPORARY LEAVE of ABSENCE

 

                Section 1Sick Leave

                a.  Every teacher suffering from an injury, illness, or disability rendering him unable to perform his duties shall be entitled to thirteen (13) days sick leave with full pay each school year, accumulative to one hundred fifty (150) days, of which no more than ninety (90) may be taken in any school year.  Extension of leave beyond that stated heretofore may be granted at the discretion of the Committee.

                b.  A written application for benefit under the cumulative sick leave rule, accompanied by a certificate from the teacher's physician, may be required at the discretion of the Superintendent in order to receive consideration for the cumulative sick leave allowance.  The Superintendent reserves the right to require, in addition, the certificate of the school physician.  Failure to comply with the regulations governing cumulative sick leave shall be sufficient reason to deny anyone from participating therein.

                c.  Any teacher unable to perform his duties because of a serious illness in his immediate family shall be entitled to leave with full pay not to exceed three (3) days in any school year, to be deducted from sick leave.

                Section 2Absence on Account of Death in the Immediate Family.

                a.  Teachers absent on account of death in the immediate family shall be entitled to full salary for a period not exceeding three (3) consecutive school days.  The same privilege will be granted for absence due to death of a relative or friend living with the teacher as a member of the same household.  By immediate family is meant:  mother, mother-in-law, father, father-in-law, son, daughter, sister, brother, husband, wife, grandparent, and in the discretion of the Superintendent, son-in-law and daughter-in-law.  A teacher shall be allowed one (1) day with full salary to attend the funeral of any relative not listed in this Section.  At the discretion of the Superintendent, or his designee, a teacher will be allowed one day, with full salary, to attend the funeral of a close friend.

                b.  A teacher required to be absent in excess of three (3) days may, in the discretion of the Superintendent,

receive up to an additional two (2) days without loss of pay.

                Section 3Personal Leave.  Every teacher whose legal, business, household, or family matters necessitate absence from school shall be entitled to three (3) personal leave days with full pay each school year, to be deducted

from sick leave.  There will be no compensation for personal leaves for days adjacent to vacation periods except in

the discretion of the Superintendent.

                The Association agrees to cooperate with the Superintendent where he has reason to believe that a personal leave request is improper or that a member is abusing personal leave.  Where appropriate, the Association and the Superintendent will meet with the affected individual.  In order to assist the Association in this cooperative effort, the Superintendent will provide the Association members with a list of bargaining unit members and their personal leave day usage.

                Section 4Religious Observance Leave.  The Superintendent shall approve up to three (3) days additional leave with full pay for the purpose of religious observance.

                Section 5.  Absence due to any of the causes listed in this Article shall require customary notification by the teacher.

                Section 6.  Except as specified in Section 4 of this Article, all leave hereunder shall be deducted from sick leave.

                Section 7Absence without Pay.  Teachers absent for any cause other than those specified in this Article shall forfeit 1/184 of their annual salary for each day of absence.  A teacher who deems it imperative that he be absent for reasons other than already granted in the rules may do so only with permission of the Superintendent.  Such requests must be presented in writing.

ARTICLE X
SICK LEAVE BANK

 

                Section 1.  The Sick Leave Bank shall be established and is for use by qualified members whose sick leave accumulation is exhausted through prolonged illness or accident excluding worker's compensation injury and who require additional leave to make full recovery from an extended illness.

                Section 2.  a.  The Sick Leave Bank shall be funded initially by each member of the bargaining unit

eligible to receive Sick Leave Bank benefits submitting one (1) sick day of their personal accumulation to the Sick

Leave Bank to be utilized by teachers who qualify and who have exhausted their own individual sick leave, both annual and accumulated, and who still have serious extended illness.

                b.  If the Sick Leave Bank becomes exhausted, it shall be renewed by a contribution of one (1) additional day of sick leave by each eligible member of the bargaining unit from her/his accumulated sick leave.

                c.  Sick Leave Bank days unused in one school year shall be carried over to the next school year but shall expire on the last effective day of the Agreement except for unused days contributed under Section 2B above which shall be carried forward.

                Section 3.  a.  Teachers shall not qualify for consideration of extended illness within the framework of

 

the Sick Leave Bank unless they have accumulated at least twenty (20) sick leave days as of the beginning of the

 

school year (after the submission required by Section 2.A.).

 

                b.  Once a teacher has established eligibility for the Sick Leave Bank, such teacher maintains continued

 

eligibility for the Sick Leave Bank.

 

                c.  Teachers shall not be required to contribute to the Sick Leave Bank until they have the required twenty

 

(20) days set forth in this Section.

 

                d.  The thirteen (13) days credited one's individual sick leave accumulation at the beginning of school shall count toward Sick Leave Bank eligibility.  For example, a second-year teacher who utilized five (5) sick leave days in the first year of teaching is eligible to join the Sick Leave Bank as follows:

8

sick leave days carried over from first year

+13

sick leave days credited for second year

21

sick leave days accumulated

    1

day contributed to Sick Leave Bank

20

Days balance required for eligibility

 

                Section 4.  Sick Leave Bank days shall only be available after the infirmed teacher has exhausted all but one (1) day of his/her entire personal sick leave, both annual and accumulated.

                Section 5.  The Sick Leave Bank days shall be administered by a Sick Leave Bank Committee consisting of two (2) members designated by the School Committee (not covered by another bargaining unit) to serve at its discretion and two (2) members designated by the Teacher Association.

                Section 6.  Application for benefits shall be made in writing to the Sick Leave Bank Committee

accompanied by a doctor's certificate as to the need for and anticipated extent of extended recovery time from

illness.

                Section 7.  Application for benefits may be made prior to the employee's exhaustion of his own personal sick leave to expedite benefits, but drawings upon the Bank will not actually commence until after the employee's own sick leave days are exhausted and adequate medical notification has been provided, and in no event unless the

prolonged illness had exceeded twenty (20) consecutive school days.

                Section 8.  The initial grant of sick leave by the Sick Leave Bank Committee to an eligible employee shall not exceed thirty (30) days.

                Section 9.  Upon completion of the thirty (30) day period, additional entitlement may be extended by the Sick Leave Bank Committee upon demonstration of need by the Applicant, not to exceed ninety (90) days for the

same illness or accident.

                Section 10.  Subject to the foregoing requirements, the Sick Leave Bank Committee will determine the eligibility for the use of the Bank and the amount to be granted.  The following general criteria shall be considered by the Committee in administering the Bank and in determining the amount of the leave:

                a.  Medical evidence of serious extended illness.

                b.  Prior utilization of all eligible sick leave.

                The decision of the Sick Leave Bank Committee with respect to eligibility and entitlement shall be final with any appeal to the Bank Committee itself.

                No days may be withdrawn from the Sick Leave Bank for use for any other illness other than prolonged illness or accident.  Days may not be withdrawn to permit the individual to stay at home to care for other members of the family.

                Section 11.  Upon return from extended sick leave during which benefits were received through the Sick Leave Bank, the recipient shall be entitled to commence a new accumulation of individual sick leave in accordance with the provisions of the collective bargaining agreement on the same basis as other teachers.

 

ARTICLE XI
EXTENDED LEAVE of ABSENCE

 

                Section 1.  Leave without pay shall be granted to any teacher who is inducted or enlists in any branch of

the Armed Forces of the United States, or who serves as a full-time participant in the Peace Corps or as an

exchange teacher.  Upon return from military service within three (3) years or, from Peace Corps or exchange

teacher service within two (2) school years, a teacher shall be placed on the salary schedule at the same step to which he/she would have advanced had he/she not been on such leave.

                Section 2.  In no event shall a teacher entitled to commence a leave of absence as a Peace Corps volunteer or exchange teacher during a school year, or to return from leave of absence for any such cause during a school

year.

                Section 3.  The Committee upon the recommendation of the Superintendent may grant up to two (2) per

 

cent of the bargaining unit calculated on the basis of units of one hundred (100), an unpaid leave of absence of up

 

to two (2) years for the purpose of retraining, family health, or personal illness.

 

                Section 4

 

                a.  Maternity Leave of Absence.

                (1)  Pursuant to Massachusetts General Laws, Chapter 149, Section 105D, every full-time female teacher is entitled to up to eight (8) weeks maternity leave if she has completed an initial probationary period of three (3) consecutive months and if she gives at least two (2) weeks' notice of the expected departure and return dates.

                (2)  Upon satisfactory medical evidence of fitness to return to work, a teacher shall return to work.

                (3)  Actual disability shall be treated as paid sick leave and an employee will be permitted to use her accumulated sick leave for the period of actual disability.

                b.  Child Rearing Leave of Absence.

                (1)  Following the birth of a child, the child's mother, if a tenured teacher, may be granted a child-rearing leave of up to one (1) year.

                (2)  Following the birth of a child, the child's father, if a tenured teacher, may be granted a child-rearing leave of up to one (1) school year pursuant to this Article.  Under ordinary circumstance, such leave may only commence at the beginning of a school year.

                (3)  Following the adoption of a pre-school age child, either parent, who is a tenured teacher, may be granted a child-rearing leave of up to one (1) school year pursuant to this Article.  Under ordinary circumstance, such leave may only commence at the beginning of a school year.

                (4)  In the case where both parents are employed by the Wakefield School Committee only one parent

shall be entitled to a child-rearing leave pursuant to this Article.

                (5)  Leave taken pursuant to this Article shall be without pay or increment and must be consecutive, and the return of full-time employment shall constitute a termination of child-rearing leave.

                (6)  Return to service will be at the beginning of a school year unless the Superintendent consents to a teacher's return during the school year.

                Section 5.  All benefits to which a teacher was entitled at the time of his/her leave of absence commenced, including unused accumulated sick leave, less any sick leave utilized in Article X, Section 4, shall be restored to him/her upon his/her return, and he/she shall be assigned to the same position which he/she held when the leave

commenced, if available, or if not to a substantially equivalent position.  Teachers shall inform the Superintendent in writing by February 1 of their intent to return the following September.

ARTICLE XII
SABBATICAL LEAVE

 

                Section 1.  The Committee shall grant, upon recommendation of the Superintendent, a sabbatical leave of absence not to exceed one (1) school year for approved study to a teacher who has served seven (7) or more years in the Wakefield Public Schools.

                Section 2.  A teacher granted a full year sabbatical leave shall receive one-half (1/2) his normal year's salary, excluding supplemental payments for special assignments. 

                Section 3.  Failure to work (other than by reason of death or serious illness or injury) in the Wakefield Public Schools for twice the length of the sabbatical leave (for example, the two school years following one school year of sabbatical leave) following the expiration of the sabbatical leave shall result in the forfeiture by the teacher of the salary received by him under Section 2 of this Article.

                Section 4.  Not more than one (1) per cent of the bargaining unit, calculated on the basis of one hundred (100), shall be granted leave during one (1) school year.

                Section 5.  A teacher on sabbatical leave shall retain all rights of salary, tenure, and seniority.

ARTICLE XIII
PROFESSIONAL DEVELOPMENT and EDUCATIONAL IMPROVEMENT

 

                Section 1.  The Committee will pay the reasonable expenses (including fees, meals, lodging, and/or transportation) incurred by teachers who attend workshops, seminars, conferences, or other professional improvements sessions, exclusive of  substitute in-service day at the request of and/or with the advance authorization of the Superintendent.

                Section 2.  Officer and faculty representatives of the Association may request, and they may be granted

professional leave to attend meetings and workshops by the Massachusetts Teachers Association and the National

Education Association.  Such leave days are not to exceed an aggregate total of ten (10) for each school year.  It is

expressly understood that approval of such released time shall require advance notice to, and approval at the discretion of, the Superintendent.   

ARTICLE XIV
MANAGEMENT RIGHTS

 

                Except as expressly abridged or modified by this Agreement, the Committee and the Superintendent reserve and retain all the regular and customary functions of management.

                The Committee will not be bound as a precedent for actions performed by an MTA bargaining unit member, acting as a supervisor or in any other capacity, which results in a financial precedent without its express knowledge and consent.

                The parties recognize and agree that the provisions of this Agreement are intended to be given their full force and effect while, at the same time, they must be construed in accordance with the terms of the Massachusetts Educational Reform Act of 1993, and any subsequent amendment thereto.  Accordingly, and by way of example only, there may be instances where the parties have agreed the "Committee" is to act when, in fact, as a result of the Educational Reform Act, the Superintendent, and/or Principal(s) must now do so.  It is the parties' intention

that the obligations of this Agreement continue to be fulfilled even though statutory powers to act may have been delegated to and must be exercised by persons and entities other than those expressly named herein.

ARTICLE XV
GRIEVANCE PROCEDURE

 

                Section 1Definitions.

                a.  A grievance is defined as any complaint by a teacher or a group of teachers.

                b.  An aggrieved person is the person or persons making the claim.

                c.  A party of interest is the person or persons making the claim and any person who might be required to take action or against whom action might be taken in order to resolve the claim.

                d.  An arbitrable grievance is defined as a complaint based upon alleged violation of, or variation from, or of the interpretation or application of a specified provision of this Agreement.

                Section 2.  Purpose.

                a.  The purpose of this procedure is to secure, at the lowest possible administrative level, equitable

solutions to the problems which may from time to time arise affecting the welfare or working conditions of teachers.  Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

                b.  Nothing herein contained will be construed as limiting the right of any teacher having a grievance to discuss the matter informally with any appropriate member of the administration, and having the grievance adjusted without intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement and that the Association has been given the opportunity to be present at such adjustment and to state its view.

                Section 3Procedure.  The limits specified in this Section shall be considered as maximum limits, but may be extended by mutual agreement. In the event a grievance is filed on or after June 1, which if left unresolved until the beginning of the following school year could result in reparable harm to a party in interest, the time limits set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as is practicable.

                Level 1.  An aggrieved person, either directly or through an Association representative, will present the

grievance in writing to his principal, or if he is not responsible to a single principal, to his immediate supervisor

outside of the bargaining unit, who shall attempt to resolve the grievance informally.

                Level 2.  If the aggrieved person is not satisfied with the disposition of his grievance at Level 1 or if no decision has been rendered within five (5) school days after presentation of the grievance, the Chairman of the Association's Committee on Professional Rights & Responsibilities (hereinafter called PR&R) may file in writing with the Superintendent within five (5) school days after a decision at Level 1 or ten (10) days after the grievance was presented, whichever is sooner, subject to a majority vote of the PR&R.

                The Superintendent will represent the administration at this level of the grievance procedure.  Upon notice of the written grievance to the Superintendent, the Superintendent will meet with the aggrieved person and the Chairman of the PR&R Committee in an effort to resolve the grievance.

                Level 3.  If the aggrieved person is not satisfied with the disposition of his grievance at Level 2, or if no

decision has been rendered within ten (10) days after its submission at Level 2, the Chairman of the PR&R

Committee may file the Grievance in writing with the School Committee within two (2) school days after the decision of the Superintendent, or within twelve (12) school days after the filing of the grievance with the Superintendent, whichever is sooner.  Upon notice of the written grievance to the members of the School Committee, the School Committee will meet with the aggrieved person and the Chairman of the PR&R committee in an effort to resolve the grievance.

                Level 4.  Grievances which are not arbitrable grievances shall not be processed beyond Level 3.

                If the grievance shall not have been disposed of to the satisfaction of the PR&R Committee or if no decision has been rendered at Level 3 within two (2) consecutive regularly scheduled School Committee meetings (but in no event longer than thirty (30) calendar days) after notice of the grievance was given to the members of the School Committee,  the PR&R Committee may, by giving written notice to the School Committee within ten (10) days next following the second School Committee meeting (or thirty (30) calendar day period) referred to above, present the grievance for arbitration.  Such written notice must be given by the Association to the School Committee by delivery in hand or by mail postage prepaid.

                The arbitrator shall be selected by mutual agreement of the parties.  If the parties fail to agree on a selection within five (5) days after the receipt by the Committee of the notice of submission to arbitration, either

party may request the American Arbitration Association to supply a list of arbitrators from which a selection shall be made in accordance with its rules and regulations.  Expenses for the arbitrator's services shall be shared equally by the parties.

                The arbitrator shall hold hearings promptly and unless the time shall be extended by mutual agreement shall issue his decision not later than thirty (30) days from the date of the closing of the hearings and the receipt by him of any final statements and proofs.

                The arbitrator's decision shall be in writing and set forth his findings of facts, reasoning, and conclusions.  The arbitrator shall be without power or authority to alter, amend, add to or subtract from the language of this agreement or to render any decision which is not permitted by law.  The decision of the arbitrator shall be submitted to the School Committee and the Association, and the parties agree to accept and implement same in accordance with its terms, to the extent permitted by law.

Section 4Miscellaneous.

                a.  A grievance not presented in writing to the person's principal or his immediate supervisor in accordance with Level 1 of the procedure set forth in Section 3 above, within twenty (20) school days after the aggrieved person knew or had reason to know of the act or condition upon which the grievance is based shall be deemed waived.  Furthermore, any grievance in process under such procedure shall also be deemed to have been waived if the action required to present the said grievance to the next level in the procedure shall not have been taken within the time specified in Section 3 above.  Any dispute as to whether a grievance has been waived under this Section will be subject to arbitration.

                b.  If, in the judgment of the PR&R Committee, a grievance affects a teacher or group of teachers, the PR&R Committee may submit such grievance in writing to the Superintendent directly and the processing of such grievance will be commenced at Level 2.  The PR&R Committee may process such a grievance through all levels of the grievance procedure even though the aggrieved person does not wish to do so.

                c.  Written submission of grievances at Level 1 shall not be in less than duplicate, on forms to be agreed upon jointly, and shall be signed by the representative of the Association filing the grievance.  If a grievance is adjusted at any level of the grievance procedure, the adjustment shall be noted on the grievance form and shall be

signed by the Committee's representative and the Association representative reaching the adjustment.  At any level

of the grievance procedure where no adjustment is reached, the grievance form shall bear a notation that the grievance is unsettled, shall be signed by the Committee representative and the Association representative then handling the grievance, and shall be referred to the next level in the grievance procedure as provided herein.

                d.  Any incident which occurred or failed to occur prior to the effective date of this Agreement, any matter involving the dismissal of a teacher with tenure or any matter which is subject to the jurisdiction of any retirement board established by law shall not be a subject of grievance or arbitration hereunder.

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

                f.  All documents, communications and records dealing with the processing of a grievance will be filed

separately from the personnel files of the participants.

                g.  In matters involving the dismissal of a tenured teacher, the teacher after a hearing before the Superintendent in accordance with Massachusetts General Laws, Chapter 71, Section 42, may elect to have the matter finally determined and resolved by an arbitrator under Article XIV, Level 4, of this Agreement.  Such grievance shall commence at Level 4 of the grievance procedure.  A signed grievance filed with the Committee by the employee within ten (10) school days after the Committee has issued its decision shall constitute an election hereunder.

                h.  The parties agree to establish a joint labor/management grievance procedure study committee which shall have the authority during the term of this Agreement to develop mechanisms for deviating from the existing grievance procedure by establishing 1) an informal meeting with the immediate supervisor prior to the filing of a formal grievance and 2) a mediation alternative to the Level 3 procedure.

ARTICLE XVI
STABILITY of AGREEMENT

 

                Section 1.  No alteration or variation of the agreements, terms or provisions herein contained shall bind the parties hereto unless made and executed in writing by the parties hereto.

                Section 2.  The failure of the Committee or the Association to insist, in any one or more incidents, upon performance of any of the terms or conditions of this Agreement shall not be considered as a waiver or

relinquishment of the right of the Committee or the Association to future performance of any such terms or condition, and the obligations of the Association and the Committee to such future performance shall continue in full force and effect.

ARTICLE XVII
STRIKES

 

                During the term of this Contract the Association shall not cause or sponsor, and no professional employee shall participate in any strike, slowdown, or work stoppage.  If the Association disclaims in writing to the School Committee responsibility for any act prohibited hereby, it shall not be liable in any way therefore.  Employees who participate in any such act may be disciplined or discharged without resource to arbitration, provided, however, that the question of their participation shall itself be subject to the grievance and arbitration procedure.

 

ARTICLE XVIII
SALARIES

 

                Section 1.  Salaries for all persons covered by this Agreement shall be as set forth in Appendix A attached

hereto.

                Section 2.  Teachers will be paid, in accordance with current practice, in twenty-six (26) equally divided payments with the last pay check in June covering the last five (5) pay periods.  Notwithstanding the previous sentence, the Committee agrees to consider the feasibility of paying bi-weekly throughout the year.

                Section 3.  Guidance counselors will be compensated 1/40 of their annual salary as calculated in Section 1 for each week they work in excess of the teacher's work year as defined in Article II, Section 2.

ARTICLE XIX
DUES DEDUCTION

 

                Section 1.  The Committee hereby accepts the provisions of Chapter 180, Section 17C of the Massachusetts General Laws, and in accordance therewith shall certify to the Town of Wakefield all payroll deductions of Association dues.

                Section 2.  Payroll deductions will be allowed for the Massachusetts Teachers Association Credit Union.

                Section 3.  The Wakefield School Committee agrees to require as a condition of employment that all teachers except those certified as members to the Committee by the Association, pay annually as of the 30th day

subsequent to the effective date of this Agreement or by the 30th day of any work year or by the 30th day following

appointment to a position in the bargaining unit an agency service fee.  Said fees shall be equal to the amount required to become a member and remain a member in good standing of the Wakefield Education Association.  An employee paying the agency fee shall be entitled, if he/she so demands in writing to the Association, a rebate of the pro rata share of the fee allowable under Chapter 150E, Section 12 and the regulations of the Labor Relations Commission within forty-five (45) days after the bargaining agent has made a written demand for payment of the fee, the Committee shall suspend the unit member without pay until the fee is paid.  Such suspension shall not exceed five (5) work days.

                The Association agrees to indemnify the School Committee for damages or other financial loss which the School Committee may be required to pay or suffer by an administrative agency or Court of competent jurisdiction

as a result of the School Committee's compliance with this Article.  Additionally, the Association agrees to pay the cost of any substitute teacher whose service may be required as the result of the implementation of this Article.

 

ARTICLE XX
NEGOTIATION PROCEDURE

 

                Section 1.  In the negotiation of any future agreement the parties agree to bargain in good faith relative to wages, hours and conditions of employment.  Subject to the provisions of Article XXVII, such negotiations may include any matters covered by this Agreement and any other matters which the parties mutually agree are negotiable or which by law are held to be negotiable.

                Section 2.  During the negotiations, the Committee and the Association will present relevant data, exchange points of view and make proposals and counter-proposals.  Either party may, if it so desires, utilize the services of outside consultants and may call upon professional and lay representatives to assist in the negotiations.

ARTICLE XXI
GENERAL

 

                Section 1.  Neither the Committee nor the Association shall discriminate against any teacher on the basis of race, creed, color, religion, nationality, sex, marital status, membership or non-membership in the Association

or participation or non-participation in its activities.

                Section 2.  The private or personal life of a teacher is not within the appropriate attention or concern of

the Committee except as it may interfere with the teacher's responsibilities to and relationship with students and/or the school system.  Subject to the preceding sentence, teachers will be entitled to full right of citizenship and no religious or political activities of any teacher or lack thereof will be grounds for any discipline or discrimination with respect to the professional employment of such teacher.

                Section 3.  The Committee will, upon request, provide the Association with access to any information which is neither confidential nor privileged under law which may be necessary for the Association to process grievances under this Agreement.

                Section 4.  If any provisions or applications of this Agreement shall be found contrary to law, all other provisions or applications of this Agreement will continue in force.

                Section 5.  References herein or in appendix A to  "AB" or "BA" shall be deemed to mean "Bachelor's

degree" and references to "MA" shall be deemed to mean "Master's degree".

                Section 6.  The Committee and the administration will continue an aggressive program for the recruitment of volunteer aides to assist in as many non-teaching duties as possible.

                Section 7.  Parent conferences in the elementary schools shall not be held until after the first report card.  Parent conferences shall be held during released time, two afternoons in the Fall and two afternoons in the Spring, with provision for three or four in the Spring if it is deemed necessary from a time factor.  Teachers will make every effort to accommodate parents who cannot make conference appointments during times specified.

                Section 8.  All standardized tests administered in the Wakefield School System shall be machine scored whenever possible.

                Section 9.  The Association President may utilize up to one (1) workday per month (may not be taken as pro rata work days) for Association business which does not interfere with the educational process; said time may be taken in either half day or full day increments.  The Association agrees to pay the cost of the substitute teacher. (The time provided in this Section is in addition to the time required for attendance by the President at Labor Relations Commission and arbitration hearings.)              

                Section 10.  If the School Committee Budget is not adequately funded by the Town Meeting, the Committee and/or the Superintendent may request to meet with the Association's Leadership to discuss this matter.  Upon the Committee's or the Superintendent's request to meet with the Association's Leadership, the Association Leadership will meet with the Committee and/or the Superintendent within ten (10) days of the Town Meeting to discuss the matter.  In such event and notwithstanding any decision by the Committee to reduce the number of positions in the bargaining unit under the terms of Article V, the Association's Leadership shall meet with the School Committee and the Superintendent in an effort to develop mutually agreeable solutions to any such budgetary shortfall.  Any agreements reached shall then be presented promptly by the parties at a public meeting.

ARTICLE XXII
TUITION COST REIMBURSEMENT

 

                Section 1.  Subject to availability of funds, teachers will be entitled to reimbursement of the full tuition cost of up to three (3) approved courses satisfactorily completed during the twelve-month period commencing September 1.  A teacher may be reimbursed hereunder for no more than three (3) credit hours per approved course.  In order to qualify for reimbursement hereunder a course must have been commenced subsequent to the execution date of this Agreement.  Satisfactory completion is defined as a grade of "B" or better, "Pass" in a Pass-Fail System, or a certificate indicating "Satisfactory Completion" if specific grades are not issued.

                Section 2.  An "approved" course is one which is in a teacher's subject areas or closely related discipline in any area that would directly affect a teacher's role and be beneficial to the growth of the teacher in his area of

responsibility and for which approval for reimbursement from the Superintendent has been obtained prior to the teacher's commencement of the course.  Courses other than those earning university credit may be accepted for tuition reimbursement at the discretion of the Committee.

                Section 3.  The Committee shall provide for 100% tuition reimbursement at the State College Rate of the

 

first course completed in accordance with the terms of this Article.  Fifty thousand dollars ($50,000) shall be

 

allocated annually for this purpose.

 

                All reimbursement for approved courses will be distributed in November, following the completion of the courses as follows:  Teachers shall be reimbursed for their first course, and if there are any funds left, the second course, then the third course.  In the event that there are insufficient funds to reimburse teachers for the first course, the funds available shall be apportioned equally among all bargaining unit members who have completed

courses in accordance with this Article.  If the funds available are insufficient for the second or third course, they shall be apportioned in a similar manner.   

                Those teachers who resign from the Wakefield School System to take another position prior to the date of

 

distribution are not eligible for reimbursement.

 

 

 

ARTICLE XXIII
SCHOOL NURSES

 

                Section 1.  Except as provided in Section 2 of this Article, the salary schedule for school nurses shall be increased 1% effective September 1, 2010, .5% effective on the 91st day of the 2010-2011 school year, 2% on the 91st day for 2011-2012 school year, and 2% effective September1, 2012.

 

Step

2009-2010

2010-2011  1%

 

2010-2011

.5% 91st day

2011-2012

2% 91st day

2012-2013 2%

 1

$30,549

$30,854

$31,009

$31,629

$32,262

 2

 31,320

 31,633

31,791

32,427

33,076

 3

32,097

32,418

32,580

33,232

33,896

 4

32,874

33,203

33,369

34,036

34,717

 5

33,650

33,987

34,156

34,840

35,536

 6

34,428

34,772

34,946

35,645

36,358

 7

35,201

35,553

35,731

36,445

37,174

 8

36,221

36,583

36,766

37,501

38,251

 9

37,272

37,645

37,833

38,590

39,361

 

                Section 2.  Effective September 1, 1998 nurses with a Bachelor's or higher Degree will be placed on the appropriate step and column of the teacher's salary schedule and will be able to proceed each year through the step schedule to maximum of the appropriate column.  Placement shall be at the step corresponding to the next highest salary level to that salary which the nurse would have received in the 1998-99 school year had she not achieved the degree.  (NOTE:  Degree nurses on the teacher's salary schedule in 1997-98 shall advance one step for 1998-99, one step for 1999-2000 and so on until reaching maximum.)

                Section 3.  A nurse being compensated on the nurses' salary schedule and who anticipates receiving a Bachelor's Degree prior to the beginning of the next school year, must notify the Business Office on or before December 1 of the anticipated movement to the Bachelor's Scale for the following school year in order to assure proper placement on the Bachelor's Scale.  Said placement shall be determined by placing the nurse on the step of the Bachelor's Scale reflecting the same or next higher dollar value that the nurse would have earned for that year on the nurses' salary schedule.

                Section 4.  The provisions of Appendix A, Section 3, shall apply hereto.

 

                Section 5.  The yearly increment may be withheld if the service of the previous year is not satisfactory.       

 

 

 

 

 

ARTICLE XXIV
EXTRA-CURRICULAR ACTIVITIES-ATHLETICS

 

                Section 1.  Every teacher who performs an extra-curricular activity in Athletics as specified in Appendix

 

B shall receive, in addition to his/her regular salary, payments in accordance with the schedule in Appendix B

 

attached hereto and made a part hereof.

                a.  Except as otherwise provided, coaches may advance on the salary schedule a maximum of one (1) step per year.  Advancement shall be based upon the Director of Athletics and Student Activities evaluation and length of service in the position.

                b.  All coaches who have coached the same sport for ten (10) or more consecutive years shall be paid longevity payments of fifty dollars ($50.00) per year for each year of coaching beginning with their tenth (10th) year of coaching.  Assistant coaches who have coached the same sport for ten (10) or more consecutive years shall be paid longevity payments of twenty five dollars ($25.00) per year for each year of coaching beginning with the

tenth year of coaching unless the assistant coach's stipend comes within $100 of the head coach's stipend.  When this event occurs, the longevity payment will be frozen.  All coaches employed continuously as coaches for Wakefield Public Schools on/or before June 30, 2010 will continue to receive and be eligible for longevity pay as delineated in Article XXIV Subsection b.  Coaches employed after June 30, 2010 who have not previously served as coaches in the same sport will not be eligible for longevity pay under Article XXIV subsection b.

                c.  Coaches shall be compensated for extended post-season competition on the basis of the ratio that the

post-season competition bears towards the total season.  For example, if the season is ten (10) weeks and the post-

season competition one (1) week, then the post-season compensation shall be one-tenth (1/10) of the total season's

compensation (pro rata based upon weekly salary).

                Section 2.  The Committee may cancel any athletic position due to insufficient enrollments and/or for insufficient collection of student fees.

                Section 3.  The coach is to be notified by the Director of Athletics and Student Activities as to the salary recommendation for the ensuing year.  If, for any reason, a coach is not satisfied with this recommendation, he may discuss the matter with the Director of Athletics and Student Activities and, if necessary, appeal to the Superintendent.

                Section 4.  The Director of Athletics and Student Activities shall meet with the coaches prior to the end of the school year to discuss terms of anticipated coaching positions, coaching evaluations and other concerns.

                The coaches shall be notified in writing by the principal, within twenty five (25) calendar days following the last contest of that season, if they are to be recommended for reappointment for the following year.   If reappointment is recommended, the coach will receive a letter confirming such reappointment from the school principal within twenty five (25) days from the date of the last contest of the season or, for spring sports, by the end of the school year.  If reappointment is not recommended or if the coach has not received a letter of reappointment from the principal, the coach has the right to request an appeal hearing with the principal within thirty (30) days from the date of the last contest of the season.  The principal’s decision is final.

                Section 5.  The minimum paid salary for head coach shall, in all cases, be higher than maximum salary for an assistant coach in that particular sport.

                Section 6.  If a head coach resigns or a head coaching position is vacated, all assistant coaching contracts associated with that sport will be null and void commencing on the date of vacancy if such vacancy occurs at least sixty (60) days before the commencement of the season.  In all other cases the contracts will be honored.

                Section 7.  To qualify for a coaching position a member must have completed the basic Red Cross First

 

Aid Course.  All coaches must repeat this course every three (3) years.  Such courses shall be offered by the School

 

Committee in its in-service program.  Coaches shall arrange to take the course at a time that does not conflict with

 

their coaching responsibilities.

 

ARTICLE XXV
EXTRACURRICULAR ACTIVITIES-OTHER THAN ATHLETICS

 

                Section 1.  The parties agree that the full-time annual rate for extra-curricular positions are set forth in Appendix C attached hereto and made a part hereof.

                Section 2.  The amount of compensation for any position not listed in Appendix C and which is funded by the school district's budget shall be determined by the Superintendent and the Association.  The Association shall be notified of any new positions being considered under this Article.

                Section 3.  The Committee may cancel any extra-curricular position due to insufficient enrollment and/or insufficient collection of student fees.

ARTICLE XXVI
SALARY SCHEDULE and SALARY REGULATIONS

 

                Section 1Salary Schedules.   The teachers' salary schedule (Appendix A), shall be increased by 1% effective September 1, 2010.  On the 91st day of the 2010-2011 school year the teachers’ salary schedule (Appendix A), shall be increased by ½%.  Effective on the 91st day of the 2011-2012 school year the teachers’ salary schedule (Appendix A), shall be increased by 2% and teachers will advance one step and columns at that time.   Effective September 1, 2012 on the 1st day of the school year the teachers’ salary schedule (Appendix A) shall be increased by 2%. 

Section 2:  Athletic and Non-Athletic Extra-Curricular. Athletic coaches salary schedule (AppendixB1, Appendix), and stipends for non-athletic extracurricular activities (Article XXV and appended list) shall be increased 1.5% effective September 1, 2010, 2% effective September 1, 2011, and 2% effective September 2, 2012. 

                Section 2Longevity.  Longevity payment will be added to teachers’ base pay for all teachers who have completed ten (10) years of full-time service in the Wakefield Public Schools.

                2009-2013     10-20 years     $750.00     21-29 years     $1,000.00     30+years     $1,500.00

               

                a.    Longevity will be paid if one has completed 10 years at .5 = ($750 effective 9/1/08).

 

b.       Longevity will be paid if one has completed 20 years at .5 = ($750 effective 9/1/08).

 

c.        A full year of service for longevity credit will be given to a member who commences employment on or before September 15th of that year.

 

d.       Unpaid leave does not count toward 10 years worked.

 

 

Section 4Health Insurance.  Health insurance will be provided in accordance with the Side Letter

 

attached hereto and incorporated into the collective bargaining agreement.

 

The contribution level for the PPO will be at 75% employer and 25% employee.  The HMO premium

 

percentage will be at 80% paid by the employer and 20% paid by the employee.

 

 

ARTICLE XXVII
DURATION  of AGREEMENT

 

                Section 1.  This Agreement shall be effective on September 1, 2010 and shall remain in force until August 31, 2013.

                Section 2.  Negotiations for a successor Agreement shall commence on or before October 1, 2012.

                By the Association; by written notice delivered to the School Committee in hand to its Chairman on or before October 1, 2012.

                By the School Committee; by written notice delivered to the President of the Association in hand on or before October 15, 2012, or by certified or registered mail addressed to his/her home and postmarked no later than

October 1, 2012.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Agreed to this  day of June, 2010.

 

By:

 

Wakefield  School Committee                                                          Wakefield Teachers Association

 

By:                                                                                                         By:

 

_______________________________________                     _______________________________________

                                                                                                                President

 

_______________________________________                     _______________________________________

                                                                                                                Vice President

 

_______________________________________                    

 

 

_______________________________________                    

 

 

_______________________________________                    

 

 

_______________________________________                    

 

 

_______________________________________                    

 

 

 

By the Superintendent:

 

______________________________________

 

 

Approved as to form:

 

_______________________________________

Town Counsel

 

 

 

 


APPENDIX A
SALARY SCHEDULE and SALARY REGULATIONS

 

                Section 1Placement of Appointees.

                a.  Each teacher with no previous teaching experience will be placed upon the first step of that schedule

 

which fits his preparation.

                b.  The Superintendent will determine the appropriate placement of the salary schedule for new hires provided that a teacher with a minimum of three or more years or prior comparable teaching experience within the past five years will be placed on at least Step 4 of the salary schedule and that new hires will not be placed at a step on the salary schedule that exceeds their experience and/or degree level.  The Superintendent shall inform the Association of the placement on the salary schedule of new teachers.

                c.  Placement on the doctoral scale shall no longer be given for the possession of a J.D. Degree subsequent to September 1, 1985.  Any teacher so paid prior to said date (9-1-85) shall continue to be so paid.

                Section 2.  Advance of Schedule.

                a.  Normal advancement on the schedule assumes continuing effort on the part of the teacher to achieve professional growth.

                b.  The yearly increment may be withheld if the service of the previous year is not satisfactory, or may be granted only on the condition of further study.  If the increment is withheld, a written statement of the reasons therefore will be given to the teacher.

                c.  It is required that the teacher with an AB degree accumulate six (6) credits or the equivalent, and that the teacher with a MA degree accumulate three (3) collegiate credits or the equivalent every four (4) years from the date of hire.  The change from "by the end of each period" in the prior collective bargaining agreements to "every four (4) years" in this agreement is a result of restructuring the salary schedule and neither increases nor decreases a teacher's obligation with respect to accumulating course credits under this subsection.  If a teacher fails to meet this requirement, no further increments will be given until the credits are obtained.  These courses are to be approved by the Superintendent prior to enrollment for the course.  A "Request for Approval of Courses" blank may be obtained from the Principal.  Travel and other educational activities worthy of recognition may count towards professional improvement credit.

 

                d.  No teacher who is serving in the Wakefield Public Schools at the time of the adoption of this Schedule

shall receive a reduction in his present salary.

                e.  Whenever a teacher qualifies for classification under a higher preparation schedule, transfer to that schedule shall be made for the next school year following completion of the requirement.  Notice of said qualification must be provided by December first of the school year preceding the scheduled transfer.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


APPENDIX  A

SALARY SCHEDULES

September 1, 2009 - August 31, 2010

 

STEP

BACHELOR'S

MASTER'S

MASTER'S + 30

Ph.D.

1

 

$41,397

$44,406

$47,419

$49,574

2

 

$43,245

$46,387

$49,526

$51,850

3

 

$45,092

$48,366

$51,638

$54,126

4

 

$46,943

$50,346

$53,745

$56,401

5

 

$48,791

$52,326

$55,856

$58,678

6

 

$50,642

$54,303

$57,966

$60,953

7

 

$52,488

$56,284

$60,076

$63,228

8

 

$54,339

$58,261

$62,185

$65,503

9

 

$56,187

$60,241

$64,295

$67,777

10

 

$58,036

$62,220

$66,404

$70,055

11

 

$59,885

$64,199

$68,512

$72,329

12

 

$62,260

$66,703

$71,148

$75,079

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX  A-1

SALARY SCHEDULES

September 1, 2010 - August 31, 2011

1% increase

 

STEP

BACHELOR'S

MASTER'S

MASTER'S + 30

Ph.D.

1

 

$41,811

$44,850

$47,893

$50,070

2

 

$43,677

$46,851

$50,021

$52,369

3

 

$45,543

$48,850

$52,154

$54,667

4

 

$47,412

$50,849

$54,282

$56,965

5

 

$49,279

$52,849

$56,415

$59,265

6

 

$51,148

$54,846

$58,546

$61,563

7

 

$53,013

$56,847

$60,677

$63,860

8

 

$54,882

$58,844

$62,807

$66,158

9

 

$56,749

$60,843

$64,938

$68,455

10

 

$58,616

$62,842

$67,068

$70,756

11

 

$60,484

$64,841

$69,197

$73,052

12

 

$62,883

$67,370

$71,859

$75,830

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX  A-2

SALARY SCHEDULES

September 1, 2010 - August 31, 2011 91st day ½%

 

STEP

BACHELOR'S

MASTER'S

MASTER'S + 30

Ph.D.

1

 

$42,020

$45,074

$48,133

$50,320

2

 

$43,896

$47,085

$50,271

$52,630

3

 

$45,771

$49,094

$52,415

$54,941

4

 

$47,649

$51,104

$54,554

$57,250

5

 

$49,525

$53,114

$56,697

$59,561

6

 

$51,404

$55,120

$58,838

$61,870

7

 

$53,278

$57,131

$60,980

$64,180

8

 

$55,157

$59,138

$63,121

$66,489

9

 

$57,033

$61,148

$65,263

$68,797

10

 

$58,909

$63,156

$67,403

$71,109

11

 

$60,786

$65,165

$69,543

$73,418

12

 

$63,197

$67,707

$72,219

$76,209

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX A-3

 

SALARY SCHEDULES

September 1, 2011 – 90th day (no step and column movement)

STEP

BACHELOR'S

MASTER'S

MASTER'S + 30

Ph.D.

1

 

$42,020

$45,074

$48,133

$50,320

2

 

$43,896

$47,085

$50,271

$52,630

3

 

$45,771

$49,094

$52,415

$54,941

4

 

$47,649

$51,104

$54,554

$57,250

5

 

$49,525

$53,114

$56,697

$59,561

6

 

$51,404

$55,120

$58,838

$61,870

7

 

$53,278

$57,131

$60,980

$64,180

8

 

$55,157

$59,138

$63,121

$66,489

9

 

$57,033

$61,148

$65,263

$68,797

10

 

$58,909

$63,156

$67,403

$71,109

11

 

$60,786

$65,165

$69,543

$73,418

12

 

$63,197

$67,707

$72,219

$76,209

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX  A-4

SALARY SCHEDULES

September 1, 2011 - August 31, 2012 91st day 2%

 

STEP

BACHELOR'S

MASTER'S

MASTER'S + 30

Ph.D.

1

 

$42,860

$45,976

$49,095

$51,326

2

 

$44,774

$48,027

$51,277

$53,683

3

 

$46,686

$50,076

$53,463

$56,039

4

 

$48,602

$52,126

$55,645

$58,395

5

 

$50,516

$54,176

$57,931

$60,752

6

 

$52,432

$56,223

$60,015

$63,108

7

 

$54,344

$58,274

$62,200

$65,463

8

 

$56,260

$60,321

$64,383

$67,819

9

 

$58,173

$62,371

$66,568

$70,173

10

 

$60,088

$64,420

$68,751

$72,532

11

 

$62,002

$66,468

$70,934

$74,886

12

 

$64,461

$69,061

$73,663

$77,733

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX  A-5

SALARY SCHEDULES

September 1, 2012 - August 31, 2013  2%

 

 

STEP

BACHELOR'S

MASTER'S

MASTER'S + 30

Ph.D.

1

 

$43,718

$46,895

$50,077

$52,353

2

 

$45,669

$48,987

$52,302

$54,757

3

 

$47,620

$51,077

$54,533

$57,160

4

 

$49,575

$53,168

$56,758

$59,563

5

 

$51,526

$55,259

$58,987

$61,967

6

 

$53,481

$57,347

$61,215

$64,370

7

 

$55,430

$59,439

$63,444

$66,772

8

 

$57,385

$61,527

$65,671

$69,175

9

 

$59,337

$63,618

$67,899

$71,576

10

 

$61,289

$65,708

$70,126

$73,982

11

 

$63,242

$67,798

$72,353

$76,384

12

 

$65,750

$70,442

$75,136

$79,288


APPENDIX B-1
PAYMENT SCHEDULE

EXTRA-CURRICULAR ACTIVITIES - ATHLETICS

September 1, 2009 - August 31, 2010 

 

FALL SPORTS

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Football

Head

$6,985

$7,353

$7,722

$8,093

$8,463

$8,830

 

Asst.

$3,428

$3,798

$4,164

$4,536

$4,904

$5,273

 

Asst.

$3,428

$3,798

$4,164

$4,536

$4,904

$5,273

 

Asst.

$3,428

$3,798

$4,164

$4,536

$4,904

$5,273

 

Asst.*

-

-

-

-

-

-

 

Asst.*

-

-

-

-

-

-

 

Frosh

$2,447

$2,893

$3,334

$3,776

$4,223

$4,667

 

Fr. Asst.

$1,765

$2,103

$2,443

$2,780

$3,117

$3,458

 

Fr. Asst.*

-

-

-

-

-

-

Soccer

Head

$3,051

$3,420

$3,794

$4,160

$4,532

$4,901

 

Asst.*

-

-

-

-

-

-

 

JV

$1,784

$2,152

$2,523

$2,894

$3,262

$3,630


 

Frosh

$1,580

$1,948

$2,321

$2,689

$3,060

$3,428

Field Hockey

Head

$2,760

$3,127

$3,499

$3,869

$4,236

$4,605

 

JV

$1,674

$2,045

$2,412

$2,784

$3,155

$3,522

 

Frosh

$1,503

$1,870

$2,238

$2,609

$2,979

$3,349

Swimming

Head

$2,339

$2,523

$2,708

$2,894

$3,076

$3,262

 

Asst.

$1,773

$1,891

$2,031

$2,172

$2,307

$2,445

 

Diving

$885

$946

$1,017

$1,086

$1,155

$1,223

Golf

Head

$1,874

$2,059

$2,243

$2,429

$2,611

$2,800

Cross Country

Head

$1,788

$2,156

$2,528

$2,899

$3,267

$3,637

Cheerleading

Head

$1,304

$1,483

$1,671

$1,858

$2,040

$2,226

Pom Pom

 

$988

-

-

-

-

-

Equipment Manager

Football

Other

$1,844

$922

-

-

-

-

-

-

-

-

-

-

 

 

 

 

 

 

 

 

 

 

 

 

WINTER SPORTS

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Basketball

Head

$4,792

$5,162

$5,532

$5,903

$6,272

$6,641

 

Asst.*

-

-

-

-

-

-

 

JV

$3,051

$3,236

$3,420

$3,607

$3,794

$3,976

 

Frosh

$2,389

$2,572

$2,759

$2,944

$3,125

$3,311

Ice Hockey

Head

$4,139

$4,508

$4,878

$5,246

$5,619

$5,985

 

Asst.

$2,521

$2,893

$3,261

$3,629

$3,997

$4,369

 

JV

$2,353

$2,722

$3,091

$3,461

$3,831

$4,199

 

Frosh

$2,302

$2,488

$2,675

$2,860

$3,042

$3,228

Indoor Track

Head

$2,657

$3,025

$3,397

$3,765

$4,136

$4,504

 

Asst.

$2,093

$2,277

$2,462

$2,647

$2,831

$3,018

Wrestling

Head

$3,118

$3,304

$3,486

$3,671

$3,859

$4,042

 

Asst.

$2,283

$2,463

$2,649

$2,832

$3,019

$3,203

Gymnastics

 

Head

$2,485

$2,763

$3,038

$3,314

$3,590

$3,871

 

Asst.

$1,804

$1,989

$2,176

$2,359

$2,544

$2,727

Cheerleading

Head

$1,304

$1,483

$1,671

$1,858

$2,040

$2,226

Equipment Manager

Boys'

Girls’

$1,293

$1,293

-

-

-

-

-

-

-

-

-

-

SPRING SPORTS

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Baseball & Softball

Head

$3,321

$3,691

$4,063

$4,433

$4,801

$5,170

 

JV

$1,998

$2,368

$2,735

$3,108

$3,475

$3,846

 

Frosh

$1,880

$2,251

$2,618

$2,987

$3,359

$3,728

Lacrosse

Boys’

$3,321

$3,691

$4,063

$4,433

$4,801

$5,170

 

Asst.

$1,998

$2,368

$2,735

$3,108

$3,475

$3,846

 

Girls’

$3,321

$3,691

$4,063

$4,433

$4,801

$5,170

 

Asst.

$1,998

$2,368

$2,735

$3,108

$3,475

$3,846

Outdoor Track

Head

$3,158

$3,525

$3,896

$4,269

$4,634

$5,006

 

Asst.

$1,825

$2,193

$2,561

$2,934

$3,302

$3,670

Tennis

Head

$1,666

$2,036

$2,406

$2,773

$3,146

$3,516

Equipment Manager

Boys'

$1,293

-

 

-

 

-

-

-

 

* Positions funded by non-local appropriation source.

 

 

 

APPENDIX B-1
PAYMENT SCHEDULE

EXTRA-CURRICULAR ACTIVITIES - ATHLETICS

September 1, 2010 August 31, 2011   1.5% increase

 

FALL SPORTS

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Football

Head

$7,090

$7,463

$7,838

$8,214

$8,590

$8,962

 

Asst.

$3,479

$3,855

$4,226

$4,604

$4,978

$5,352

 

Asst.

$3,479

$3,855

$4,226

$4,604

$4,978

$5,352

 

Asst.

$3,479

$3,855

$4,226

$4,604

$4,978

$5,352

 

Asst.*

-

-

-

-

-

-

 

Asst.*

-

-

-

-

-

-

 

Frosh

$2,484

$2,936

$3,384

$3,833

$4,286

$4,737

 

Fr. Asst.

$1,791

$2,135

$2,480

$2,822

$3,164

$3,510

 

Fr. Asst.*

-

-

-

-

-

-

Soccer

Head

$3,097

$3,471

$3,851

$4,222

$4,600

$4,975

 

Asst.*

-

-

-

-

-

-

 

JV

$1,811

$2,184

$2,561

$2,937

$3,311

$3,684


 

Frosh

$1,604

$1,977

$2,356

$2,729

$3,106

$3,479

Field Hockey

Head

$2,801

$3,174

$3,551

$3,927

$4,300

$4,674

 

JV

$1,699

$2,076

$2,448

$2,826

$3,202

$3,575

 

Frosh

$1,526

$1,898

$2,272

$2,648

$3,024

$3,399

Swimming

Head

$2,374

$2,561

$2,749

$2,937

$3,122

$3,311

 

Asst.

$1,800

$1,919

$2,061

$2,205

$2,342

$2,482

 

Diving

$898

$960

$1,032

$1,102

$1,172

$1,241

Golf

Head

$1,902

$2,090

$2,277

$2,465

$2,650

$2,842

Cross Country

Head

$1,815

$2,188

$2,566

$2,942

$3,316

$3,692

Cheerleading

Head

$1,324

$1,505

$1,696

$1,886

$2,071

$2,259

Pom Pom

 

$1,003

-

-

-

-

-

Equipment Manager

Football

Other

$1,872

$936

-

-

-

-

-

-

-

-

-

-

 

 

 

 

 

 

 

 

 

WINTER SPORTS

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Basketball

Head

$4,864

$5,239

$5,615

$5,992

$6,366

$6,741

 

Asst.*

-

-

-

-

-

-

 

JV

$3,097

$3,285

$3,471

$3,661

$3,851

$4,036

 

Frosh

$2,425

$2,611

$2,800

$2,988

$3,172

$3,361

Ice Hockey

Head

$4,201

$4,576

$4,951

$5,325

45,703

$6,075

 

Asst.

$2,559

$2,936

$3.310

$3,683

$4,057

$4,435

 

JV

$2,388

$2,763

$3,137

$3,513

$3,888

$4,262

 

Frosh

$2,337

$2,525

$2,715

$2,903

$3,088

$3,276

Indoor Track

Head

$2,697

$3,070

$3,448

$3,821

$4,198

$4,572

 

Asst.

$2,124

$2,311

$2,499

$2,687

$2,873

$3,063

Wrestling

Head

$3,165

$3,354

$3,538

$3,726

$3,917

$4,103

 

Asst.

$2,317

$2,500

$2,689

$2,874

$3,064

$3,251

Gymnastics

 

Head

$2,522

$2,804

$3,084

$3,364

$3,644

$3,929

 

Asst.

$1,831

$2,019

$2,209

$2,394

$2,582

$2,768

Cheerleading

Head

$1,324

$1,505

$1,696

$1,886

$2,071

$2,259

Equipment Manager

Boys'/Girls’

$1,306

 

-

 

-

 

-

 

-

 

-

 

SPRING SPORTS

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Baseball & Softball

Head

$3,371

$3,746

$4,124

$4,499

$4,873

$5,248

 

JV

$2,028

$2,404

$2,776

$3,155

$3,527

$3,904

 

Frosh

$1,908

$2,285

$2,657

$3,032

$3,409

$3,784

Lacrosse

Boys’

$3,371

$3,746

$4,124

$4,499

$4,873

$5,248

 

Asst.

$2,028

$2,404

$2,776

$3,155

$3,527

$3,904

 

Girls’

$3,371

$3,746

$4,124

$4,499

$4,873

$5,248

 

Asst.

$2,028

$2,404

$2,776

$3,155

$3,527

$3,904

Outdoor Track

Head

$3,205

$3,578

$3,954

$4,333

$4,704

$5,081

 

Asst.

$1,852

$2,226

$2,599

$2,978

$3,352

$3,725

Tennis

Head

$1,691

$2,067

$2,442

$2,815

$3,193

$3,569

Equipment Manager

Boys'/Girls

$1,312

-

 

-

 

-

-

-

 

* Positions funded by non-local appropriation source.

 

 

APPENDIX B-1
PAYMENT SCHEDULE

EXTRA-CURRICULAR ACTIVITIES - ATHLETICS

September 1, 2011 August 31, 2012  2% increase

 

FALL SPORTS

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Football

Head

$7,232

$7,613

$7,995

$8,379

$8,762

$9,142

 

Asst.

$3,549

$3,932

$4,311

$4,696

$5,077

$5,459

 

Asst.

$3,549

$3,932

$4,311

$4,696

$5,077

$5,459

 

Asst.

$3,549

$3,932

$4,311

$4,696

$5,077

$5,459

 

Asst.*

-

-

-

-

-

-

 

Asst.*

-

-

-

-

-

-

 

Frosh

$2,533

$2,995

$3,452

$3,909

$4,372

$4,832

 

Fr. Asst.

$1,827

$2,177

$2,529

$2,878

$3,227

$3,580

 

Fr. Asst.*

-

-

-

-

-

-

Soccer

Head

$3,159

$3,541

$3,928

$4,307

$4,692

$5,074

 

Asst.*

-

-

-

-

-

-

 

JV

$1,847

$2,228

$2,612

$2,996

$3,377

$3,758


 

Frosh

$1,636

$1,017

$2,403

$2,784

$3,168

$3,549

Field Hockey

Head

$2,857

$3,237

$3,623

$4,006

$4,386

$4,768

 

JV

$1,733

$2,117

$2,497

$2,882

$3,266

$3,646

 

Frosh

$1,556

$1,936

$2,317

$2,701

$3,084

$3,467

Swimming

Head

$2,422

$2,612

$2,804

$2,996

$3,185

$3,377

 

Asst.

$1,836

$1,958

$2,103

$2,249

$2,388

$2,531

 

Diving

$916

$979

$1,053

$1,124

$1,196

$1,266

Golf

Head

$1,940

$2,132

$2,322

$2,515

$2,703

$2,899

Cross Country

Head

$1,851

$2,232

$2,617

$3,001

$3,382

$3,765

Cheerleading

Head

$1,350

$1,535

$1,730

$1,924

$2,112

$2,305

Pom Pom

 

$1,023

-

-

-

-

-

Equipment Manager

Football

Other Boys

$1,909

$955

-

-

-

-

-

-

-

-

-

-

 

 

 

 

 

 

 

 

 

WINTER SPORTS

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Basketball

Head

$4,961

$5,344

$5,727

$6,111

$6,493

$6,875

 

Asst.*

-

-

-

-

-

-

 

JV

$3,159

$3,350

$3,541

$3,734

$3,928

$4,116

 

Frosh

$2,473

$2,663

$2,856

$3,048

$3,235

$3,428

Ice Hockey

Head

$4,285

$4,667

$5,050

$5,431

$5,817

$6,196

 

Asst.

$2,610

$2,995

$3.376

$3,757

$4,138

$4,523

 

JV

$2,436

$2,818

$3,200

$3,583

$3,966

$4,347

 

Frosh

$2,383

$2,576

$2,769

$2,961

$3,149

$3,342

Indoor Track

Head

$2,751

$3,132

$3,517

$3,898

$4,282

$4,663

 

Asst.

$2,167

$2,357

$2,549

$2,740

$2,931

$3,125

Wrestling

Head

$3,228

$3,421

$3,609

$3,801

$3,995

$4,185

 

Asst.

$2,364

$2,550

$2,743

$2,932

$3,126

$3,316

Gymnastics

 

Head

$2,573

$2,861

$3,145

$3,431

$3,717

$4,008

 

Asst.

$1,868

$2,059

$2,253

$2,442

$2,634

$2,823

Cheerleading

Head

$1,350

$1,535

$1,730

$1,924

$2,112

$2,305

Equipment Manager

Boys'/Girls’

$1,332

 

-

 

-

 

-

 

-

 

-

 

SPRING SPORTS

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Baseball & Softball

Head

$3,438

$3,821

$4,206

$4,589

$4,970

$5,353

 

JV

$2,069

$2,452

$2,832

$3,218

$3,598

$3,982

 

Frosh

$1,946

$2,330

$2,710

$3,092

$3,478

$3,860

Lacrosse

Boys’

$3,438

$3,821

$4,206

$4,489

$4,970

$5,353

 

Asst.

$2,069

$2,452

$2,832

$3,218

$3,598

$3,982

 

Girls’

$3,438

$3,821

$4,206

$4,5589

$4,970

$5,353

 

Asst.

$2,069

$2,452

$2,832

$3,218

$3,598

$3,982

Outdoor Track

Head

$3,269

$3,649

$4,034

$4,420

$4,798

$5,183

 

Asst.

$1,889

$2,270

$2,651

$3,038

$3,419

$3,800

Tennis

Head

$1,725

$2,108

$2,491

$2,871

$3,257

$3,640

Equipment Manager

Boys'/Girls

$1,339

-

 

-

 

-

-

-

 

* Positions funded by non-local appropriation source.

 

 

APPENDIX B-1
PAYMENT SCHEDULE

EXTRA-CURRICULAR ACTIVITIES - ATHLETICS

September 1, 2012 August 31, 2013 2% increase

 

FALL SPORTS

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Football

Head

$7,376

$7,765

$8,154

$8,546

$8,937

$9,325

 

Asst.

$3,620

$4,011

$4,397

$4,790

$5,179

$5,568

 

Asst.

$3,620

$4,011

$4,397

$4,790

$5,179

$5,568

 

Asst.

$3,620

$4,011

$4,397

$4,790

$5,179

$5,568

 

Asst.*

-

-

-

-

-

-

 

Asst.*

-

-

-

-

-

-

 

Frosh

$2,584

$3,055

$3,521

$3,987

$4,460

$4,928

 

Fr. Asst.

$1,864

$2,221

$2,580

$2,936

$3,292

$3,652

 

Fr. Asst.*

-

-

-

-

-

-

Soccer

Head

$3,222

$3,612

$4,006

$4,393

$4,786

$5,175

 

Asst.*

-

-

-

-

-

-

 

JV

$1,884

$2,273

$2,664

$3,056

$3,445

$3,833


 

Frosh

$1,668

$2,057

$2,451

$2,840

$3,231

$3,620

Field Hockey

Head

$2,915

$3,302

$3,695

$4,086

$4,473

$4,863

 

JV

$1,768

$2,160

$2,547

$2,940

$3,332

$3,719

 

Frosh

$1,587

$1,975

$2,363

$2,755

$3,146

$3,537

Swimming

Head

$2,470

$2,664

$2,860

$3,056

$3,248

$3,445

 

Asst.

$1,872

$1,997

$2,145

$2,294

$2,436

$2,582

 

Diving

$935

$999

$1,074

$1,147

$1,220

$1,291

Golf

Head

$1,979

$2,174

$2,369

$2,565

$2,757

$2,957

Cross Country

Head

$1,888

$2,277

$2,670

$3,061

$3,450

$3,841

Cheerleading

Head

$1,377

$1,566

$1,765

$1,962

$2,154

$2,351

Pom Pom

 

$1,043

-

-

-

-

-

Equipment Manager

Football

Other

$1,947

$974

-

-

-

-

-

-

-

-

-

-

 

 

 

 

 

 

 

 

 

WINTER SPORTS

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Basketball

Head

$5,060

$5,451

$5,842

$6,234

$6,623

$7,013

 

Asst.*

-

-

-

-

-

-

 

JV

$3,222

$3,417

$3,612

$3,809

$4,006

$4,199

 

Frosh

$2,523

$2,716

$2,914

$3,109

$3,300

$3,496

Ice Hockey

Head

$4,371

$4,760

$5,151

$5,540

$5,934

$6,320

 

Asst.

$2,662

$3,055

$3,444

$3,832

$4,221

$4,614

 

JV

$2,485

$2,874

$3,264

$3,655

$4,046

$4,434

 

Frosh

$2,431

$2,627

$2,825

$3,020

$3,212

$3,409

Indoor Track

Head

$2,806

$3,194

$3,587

$3,976

$4,368

$4,756

 

Asst.

$2,210

$2,405

$2,600

$2,795

$2,990

$3,187

Wrestling

Head

$3,293

$3,489

$3,681

$3,877

$4,075

$4,268

 

Asst.

$2,411

$2,601

$2,797

$2,991

$3,188

$3,382

Gymnastics

 

Head

$2,624

$2,918

$3,208

$3,500

$3,791

$4,088

 

Asst.

$1,905

$2,100

$2,298

$2,491

$2,686

$2,880

Cheerleading

Head

$1,377

$1,566

$1,765

$1,962

$2,154

$2,351

Equipment Manager

Boys'/Girls’

$1,359

 

-

 

-

 

-

 

-

 

-

 

SPRING SPORTS

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Baseball & Softball

Head

$3,507

$3,898

$4,291

$4,681

$5,070

$5,460

 

JV

$2,110

$2,501

$2,888

$3,282

$3,670

$4,061

 

Frosh

$1,985

$2,377

$2,765

$3,154

$3,547

$3,937

Lacrosse

Boys’

$3,507

$3,898

$4,291

$4,681

$5,070

$5,460

 

Asst.

$2,110

$2,501

$2,888

$3,282

$3,670

$4,061

 

Girls’

$3,507

$3,898

$4,291

$4,681

$5,070

$5,460

 

Asst.

$2,110

$2,501

$2,888

$3,282

$3,670

$4,061

Outdoor Track

Head

$3,335

$3,722

$4,114

$4,508

$4,894

$5,286

 

Asst.

$1,927

$2,316

$2,704

$3,098

$3,487

$3,876

Tennis

Head

$1,759

$2,150

$2,553

$2,928

$3,322

$3,713

Equipment Manager

Boys'/Girls

$1,365

-

 

-

 

-

-

-

 

* Positions funded by non-local appropriation source.

 

 

 

 

APPENDIX C
PAYMENT SCHEDULE

EXTRA-CURRICULAR ACTIVITIES - OTHER THAN ATHLETIC

 

Each Curriculum Coordinator at the Middle School will be relieved of one Administrative duty.

 

Each Department Coordinator at the High School will be relieved of one classroom teaching period.

 

 

September 1, 2009 – August 30, 2010

September 1, 2010-August 30, 2011     1.5%

September 1, 2011-August 30, 2012     2.0%

September 1, 2012-August 30, 2013

2.0%

 

 

ELEMENTARY SCHOOLS

 

 

 

 

 

Academic

     Assistant to the Principal

$3,247

$3,296

$3,362

$3,429

 

Extracurricular Activities

 

 

 

 

 

     Odyssey of the Mind

$11,546

$1,569

$1,601

$1,633

 

 

MIDDLE SCHOOL

 

 

 

 

 

Academic

    Curriculum Coordinator

 

$4,908

 

$4,982

 

$5,081

 

$5,183

 

     Report Card/ Scheduling Coordinator

 

 

 

 

 

 Team Leader for 3 members)

$1,137

$1,154

$1,177

$1,201

 

 for 4 members

$1,337

$1,357

$1,384

$1,412

 

 for 5 members

$1,540

$1,563

$1,594

$1,626

 

 for 6 members

$1,739

$1,765

$1,800

$1,836

 

     Testing Coordinator

$1,546

$1,569

$1,601

$1,633

 

Extracurricular Activities    

 

 

 

 

 

     Aspirations

$1,546

$1,569

$1,601

$1,633

 

     Band

$1,546

$1,569

$1,601

$1,633

 

     Chess Club

$1,546

$1,569

$1,601

$1,633

 

     Chorus

$1,546

$1,569

$1,601

$1,633

 

     Computer Club

$1,546

$1,569

$1,601

$1,633

 

     Honor Society

$1,546

$1,569

$1,601

$1,633

 

     Intramurals

$1,546

$1,569

$1,601

$1,633

 

     Jazz Band

$1,546

$1,569

$1,601

$1,633

 

     Orchestra

$1,546

$1,569

$1,601

$1,633

 

     Students Accounts

     Bookkeeper

 

 

 

 

 

     Student Council

$1,546

$1,569

$1,601

$1,633

 

     Yearbook Advisor

$1,546

$1,569

$1,601

$1,633

 

 

HIGH SCHOOL

 

 

 

 

 

Academic

 

 

 

 

 

Alternative School Coordinator

$2,324

$2,359

$2,406

$2,454

 

Department Coordinators

$4,681

$4,751

$4,846

$4,943

 

          per teacher

$200

$203

$207

$211

 

Facilitators (District)

$4,908

$4,982

$5,081

$5,183

 

Mentor Coordinator

$4,012

$4,072

$4,154

$4,237

 

 Mentor Teachers

$1,004

$1,019

$1,039

$1,060

 

Extracurricular Activities

 

 

 

 

 

     Amnesty International

$770

$782

$797

$813

 

     Art Club

$1,546

$1,569

$1,601

$1,633

 

     Bank Advisor

$1,546

$1,569

$1,601

$1,633

 

     Chorus

$1,546

$1,569

$1,601

$1,633

 

 

 

 

 

 

 

 

 

 

 

 

 


     Class Advisors

 

 

 

 

 

 Freshman Class Advisor

$648

$658

$671

$684

 

 Sophomore Class Advisor

$648

$658

$671

$684

 

 Junior Class Advisor

$1,299

$1,318

$1,345

$1,372

 

 Senior Class Advisor

$2,599

$2,638

$2,691

$2,745

 

 DECA

$1,546

$1,569

$1,601

$1,633

 

 Diversionary Program*

 

 

 

 

 

 Drama Coach

$3,396

$3,447

$3,516

$3,586

 

Extracurricular Coordinator

$3,077

$3,123

$3186

$3,249

 

 Intramurals

$2,439

$2,476

$2525

$2,576

 

  Jazz Band Director

$3,315

$3,365

$3432

$3,501

 

  J. V. Jazz Band Director

$1,004

$1,019

$1039

$1,060

 

Literary Club Advisor/Reflections

$1,546

$1,569

$1601

$1,633

 

Marching Band Associate

$3,764

$3,820

$3,897

$3,975

 

Marching Band Assistant

$1,883

$1,911

$1,949

$1,988

 

Marching Band Director

$4,402

$4,468

$4,557

$4,649

 

Math Team

$1,546

$1,569

$1,601

$1,633

 

National Honor Society

$1,546

$1,569

$1,601

$1,633

 

Newspaper

$2,292

$2,326

$2,373

$2,420

 

Peer Leadership*

$1,546

$1,569

$1,601

$1,633

 

 SADD*

 

 

 

 

 

Science Club

$1,546

$1,569

$1,601

$1,633

 

Gay Straight Alliance

$1,546

$1,569

$1,601

$1,633

 

Social Studies Club

$1,546

$1,569

$1,601

$1,633

 

Spring Musical Coordinator

$2,068

$2,099

$2,141

$2,184

 

Student Accounts Bookkeeper

$3,859

$3,917

$3,995

$4,075

 

Student Council

$1,546

$1,569

$1,601

$1,633

 

Ski and Snowboard

$1,546

$1,569

$1,601

$1,633

 

Yearbook Advisor

$3,077

$3,123

$3,186

$3,249

 

SUMMER SCHOOL:

 

 

 

 

 

     Coordinator

$4,908

$4,982

$5,081

$5,183

 

     Assistant Coordinators

          (K-8 and H.S.)

$2,694

$2,734

$2,789

 

 

     Teachers

$24.48 per hour

$24.85 per hour

$25.34

per hour

$25.85 per hour

 

OTHER:

 

 

 

 

 

 Workshop Rate (4 hours)

$121

$30.25

$123

$30.70

$125

$31.32

$128

$31.94

 

 

 

* positions funded by non-local appropriation source.

 

 


 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

SIDE LETTERS

 

 

 

 

 

 

 

 

 

Side Letter of Understanding

 

Retraining Program

 

                In the event that a teacher agrees to a retraining program or as a result of a decision from arbitration

 

necessitates being away from the work site for a portion of the day or a portion of the work week, the teacher shall

 

receive pro rata seniority and pay according to the provisions of Article V Section 2A.

 

                No teacher as a result of a full time retraining leave shall be removed from the recall list.  However,

 

recalls will still be based on seniority.

 

 

 

_______________________________________

Joan Rossi

President, Wakefield Education Association

 

 

 

_______________________________________

Terrance F. Holmes

Superintendent of Schools

 

12/94

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


 

 

 

 

 

 

 

 

 

 

September 16, 1987

 

 

 

 

 

Florence Martin

President

Wakefield  Education Association

 

Dear Ms. Martin:

 

                This letter will reflect our understanding that I will work towards a reduction in the existing caseload in liaison responsibilities for high school moderate special needs teachers.

 

Yours very truly,

 

 

 

Stephen F. Maio

Superintendent of Schools

 

SFM/jh

 

 

 

 

_______________________________________

Florence Martin

President, Wakefield Education Association

 

 

 

_______________________________________

Terrance F. Holmes

Superintendent of Schools

 

12/94

 

 

 


 

 

 

 

 

Side Letter of Understanding

                This side letter shall be appended to and made a part thereof of the 1990-1993 collective bargaining agreement.

 

                The parties, the Association and the Committee agree as follows:

1.             Regarding Lunch Aides:

                a)  that there may be a reduction in lunch aides,

                b)  that such reduction will not impact the duty-free lunch period of elementary teachers,

                c)  that such reduction will not reduce a student-regular classroom teacher schedules (perhaps 1/2 hour per      day).

 

2.             Non-tenured teachers hired subsequent to September 1, 1985 shall be eligible for recall into available            positions in their                 previous departments for a period of one (1) year after they have been non-reappointed.

 

3.             Teachers of English at the High School may be assigned to five classes, as per the 1982-83 schedule.

 

4.             Teachers of Advanced Placement Courses at the High School may be assigned to five classes.  The work    load of Teachers of Advanced Placement Courses shall be adjusted relative to supervisory and/or non            teaching duties to the extent that they are not required to perform such duties.  Teachers of Advanced            Placement Courses will be assigned to no more than   twenty-five (25) classes.

 

 

 

 

_______________________________________

Joan Rossi

President, Wakefield Education Association

 

 

 

_______________________________________

Terrance F. Holmes

Superintendent of Schools

 

12/94

 

 

 


 

 

 

 

 

 

 

 

 

 

Side Letter of Agreement

 

No Retaliation

 

As part of the negotiations for a successor collective bargaining Agreement effective September 1, 1993 to

August 31, 1994, the Wakefield School Committee (Committee) and the Wakefield Education Association (Association) hereby agree to this Side Letter Agreement regarding no retaliation with respect to the work stoppage in May 1993 as follows:

 

                1.             The work stoppage which occurred on May 14 and May 17 will be terminated and teachers will return to the classroom on May 18, 1993 at a time established by agreement with the Superintendent.

 

                2.             The parties agree that there will be no retaliation by the Committee against teachers or other employees for their actions on those days and that there will be no retaliation by the Association or the Committee against teachers or other employees or Committee members who failed to support the Association or honor their picket lines.

 

This Side Letter Agreement is not part of the collective bargaining Agreement between the undersigned parties but is and remains for the period of May 17, 1993 to August 31, 1994 an enforceable contractual Agreement, enforceable under the parties' collective bargaining Agreement.

 

Signed this __________day of January, 1994:

 

Wakefield School Committee                                                                           Wakefield Education Association

 

 

 

 

 

_______________________________________

Joan Rossi

President, Wakefield Education Association

 

 

 

_______________________________________

Terrance F. Holmes

Superintendent of Schools

 

12/94

 

 

 

               


 

 

Side Letter of Understanding

High School Schedule

Notwithstanding the provisions of Section 1 of Article II and paragraph 4 of the relevant Side Letter of Understanding, the Committee and the Association agree to the following Side letter with respect to the teacher workday and schedule at the High School.

 

                1)            The teacher work day shall consist of 6 hours and 50 minutes.  The parties agree that the teacher                                   work day may on occasion, be insufficient to meet with the principal if requested to do so, to                                    meet with pupils who may wish assistance or advice, for parent conferences, for supervision of                                                detention sessions, or for unforeseen situations beyond the control of the administration; on such                                       occasions the teacher shall be expected to remain on duty beyond the teacher's work day.  Except                                        in an emergency, the preceding sentence shall not apply on Friday or on the day preceding a                                           holiday or vacation period.  The end of the teacher workday on days of mid-year and final exams                                                 shall be 12:30 p.m.

               

                2)            Based on the attached schedule, each teacher shall be assigned to teach five (5) courses, one block              

of tutorial and/or duty (e.g.-cafeteria, detention), one individual planning block.  Each teacher shall receive no more than two (2) assignments per school year to after school detention duty without any additional compensation.  All unit members, including department leaders and teachers of advanced placement courses, shall be assigned a tutorial and/or duty block.  Any short block attached to an AP course will be substituted for a tutorial/duty block.

               

                3)            The Committee recognizes the importance of additional staff at the high school to achieve a                                          successful implementation of the Time and Learning mandates.

 

                4)            The Committee will make available to its staff members adequate and appropriate training                                            opportunities relating to teaching in extended blocks.

 

               

 

               

 

_______                _______________________________

Brenda DeNinno, President

Wakefield Education Association

 

 

 

_______________________________________

Joan Landers

Superintendent of Schools

 

June 30, 2008

 

 


WHS School Schedule

2010-2013 SCHEDULE

 

 

Warning Bell

7:25 a.m.

Time

Day 1

Day 2

Day 3

Day 4

Day 5

Day 6

HR/Advisory

7:30 – 7:35

 

 

 

 

 

 

Block 1

(54 min)

7:39 – 8:33

A

C

B

A

C

B

Block 2

(54 min)

8:37 – 9:31

B

A

C

B

A

C

Block 3

(75 min)

9:35 – 10:50

C

B

A

F

G

E

Block 4

(48 min)

10:54 – 12:09

D

D

D

D

D

D

Block 5

(54 min)

12:13 – 1:07

G

E

F

G

E

F

Block 6

(54 min)

1:11 – 2:05

E

F

G

E

F

G

 

 

 

 

Lunch

Class

1

10:54 - 11:17

11:21 - 12:09

2

11:46 - 12:09

10:54 – 11:42 

 

 

 

 

 

 

 

 

 

 

 

 


 

 

 

 

 

 

 

 

 

 

Side Letter of Understanding

 

Dental Plan

 

 

In negotiating the 1999-2002 Collective Bargaining Agreement, the parties agree to the following with respect to dental insurance:

 

                1)            Payroll deductions will be allowed for unit members' payments to the Town's non-contributory                                       group dental plan.

 

                2)            Unit members participating in the plan will pay 100% of their respective premiums of this                                                plan.

 

                3)            The school department assumes no responsibility for minimum enrollment requirements in                                              this program.

 

 

 

_______________________________________

Trudy Delory, President

Wakefield Education Association

 

_______________________________________

Terrance F. Holmes

Superintendent of Schools

 

May ____, 1999

 

 

 

               


 

 

 

 

 

 

 

 

 

 

Side Letter of Understanding

 

Health Insurance

 

 

 

 

 

The Health Insurance offered by the Town of Wakefield will be consolidated to one provider, Blue

 

Cross/Blue Shield through MIIA.

 

                This Agreement is subject to the following:

               

A.      A prior written agreement between the Town and the Public Employee Committee, pursuant to M.G.L.c.32B, Sec.19, to change the terms of employee’s health insurance coverage; and,

 

B.      Ratification by both the Town and the Union.

 

 

 

 

 

 

 

______________________________

Brenda DeNinno, President

Wakefield Education Association

 

_______________________________________

Joan Landers

Superintendent of Schools

 

May,  2008

 

 

 

               


 

 

 

 

 

 

 

 

 

 

 

Side Letter of Understanding

 

 

 

 

 

 

 

The parties agree that the Committee has abolished the Special Education Department Coordinator at the High School Level.  This letter will confirm our discussion in which I explained to you that the School Committee has abolished the Department Coordinator at the High School Level.

 

                If this letter is in accordance with your understanding, sign below.  I have enclosed a copy for your file.

 

 

 

 

­­­­­­­­­­­­­­­­­­­­­__________________________________________________

Brenda, DeNinno, President, Wakefield Education Association

 

 

 

 

__________________________________________________

Joan Landers, Superintendent of Schools

 

 

May, 2008

 

 


 

 

 

 

 

 

 

 

 

Side Letter of Understanding

 

Middle School Scheduling

 

For the 2010-2011 middle school schedule the following will be in place:

 

1.   Keep an eight period day in grades five and six with a directed learning period.

2.  Eliminate the directed learning period for grades seven and eight on days 1-3-5.

3.  Maintain an eight period day on days 2-4-6.

4.  Develop stricter guidelines for the directed learning period which will increase student time on task.

 

 

                                                                                               

Lillian Beherrell, President

Wakefield Education Association

 

 

 

                                                                                               

Joan Landers

Superintendent of Schools

 

 

June, 2010