Walpole

Show detailed information about district and contract

DistrictWalpole
Shared Contract District
Org Code3070000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersTri-County RVTSD
CountyNorfolk
ESE RegionGreater Boston
Urban
Kind of Communityeconomically developed suburbs
Number of Schools8
Enrollment3954
Percent Low Income Students10
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Walpole

AGREEMENT

between the

WALPOLE SCHOOL COMMITTEE

and the

WALPOLE TEACHERS ASSOCIATION

September 1, 2008 – August 31, 2011

and

September 1, 2011 – August 31, 2013

PREAMBLE

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, this AGREEMENT is made this first day of September, 2008, by the SCHOOL COMMITTEE OF THE TOWN OF WALPOLE (hereinafter sometimes referred to as the Committee) and the WALPOLE TEACHERS’ ASSOCIATION (hereinafter sometimes referred to as the Association).

ARTICLE I.

Recognizing that our prime purpose is to provide education of the highest possible quality for the children of Walpole as economically and efficiently as is possible, and that good morale within the teaching staff of the Walpole Schools is essential to achievement of that purpose, we, the undersigned parties to this Agreement, declare that:

A.    The Committee, a public body established under and with powers provided by the statutes of the Commonwealth, has final responsibility for establishing the educational policies of the public schools of Walpole. Nothing in this contract shall be deemed to detract from or impair any power, right, or duty conferred upon the Committee by statute or any rule or regulation of any agency of the Commonwealth. All present policies, rules and regulations of the School Committee not changed by this Contract, shall remain in effect until changed by the School Committee.

B.    The Superintendent of Schools of Walpole (hereinafter referred to as the Superintendent) has responsibility for carrying out the policies established by the School Committee.

C.    The teaching staff of the public schools of Walpole has responsibility for providing the highest possible quality education.

D.    Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchanges of views and information among the Committee, the Superintendent, other administrative personnel, and the teaching staff in the formulation and application of policies relating to wages, hours, and other conditions of employment for the teaching staff.

E.    The Walpole School Committee and the Walpole Teachers’ Association desire to maintain a collaborative working relationship on behalf of our students in matters regarding our schools. It is the intent of both parties to keep effective lines of communications open at all times and to involve each other in the ongoing development and evolution of our school district. This mutual interest in our schools will ensure that the best information is available from all sources as we make decisions which affect our students, schools, and the district.

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

ARTICLE II. RECOGNITION

The Committee recognizes the Walpole Teachers’ Association for the purpose of collective bargaining as the exclusive bargaining representative of the following units:

Unit A: all professional employees of the Walpole Public Schools including all teachers, guidance personnel, school psychologists, school adjustment counselors, nurses, department chairmen, N-12 coordinators, extracurricular positions, coaches; but excluding the Director of Feeney Preschool and The Director of Technology. The School Committee also recognizes Instructional Aides and Title I Instructors as part of the bargaining unit, provided, however, that only Article XXXII of this Agreement shall govern wages, hours and condition of employment for said employees and the remainder of the Agreement shall not be applicable to said employees.

Unit B: all assistant principals and the director of athletics. All references of the contract apply to Unit B unless expressly stated otherwise.

Unless otherwise indicated, the employees in the above unit will be hereinafter referred to as the “teachers” or professional employees.

ARTICLE III. NEGOTIATION PROCEDURE

A.    1.     The Committee agrees not later than one hundred eighty (180) days prior to the expiration date of this Agreement, to enter into negotiations with the Association over a successor Agreement in accordance with the procedure set forth herein in a good-faith effort to reach agreement concerning teachers’ wages, hours, and other conditions of employment. Any agreement so negotiated will apply to all teachers, and will be reduced to writing and signed by the Committee and the Association.

2.      During negotiation, the Committee and the Association will present and 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 negotiation.

3.     If the negotiations described in this Section A have reached an impasse, the procedure described in Chapter 150E of the General Laws will be followed.

B.    1. Before the Committee adopts a change in policy which affects wages, hours, or any other condition of employment which is not covered by the terms of this agreement, the Committee will notify the Association in writing that it is considering such a change. The Association will have the right to present to the Committee its position on the proposed change provided that it notifies the Committee within ten (10) days after receiving notification of the proposed change. Within twenty (20) days after giving notice to the Committee, the Association and the Committee will meet if necessary to give the Association an opportunity to present its views.  Such policy changes are not negotiable during the duration of this contract.

2. The Committee agrees not to negotiate with any teachers’ organization other than that designated as the exclusive bargaining agent pursuant to said Chapter 150E. The Committee further agrees not to negotiate with any teachers’ organization other than the Association in regard to changes in wages, hours or other conditions of employment to become effective during the term of this Agreement.

ARTICLE IV. GRIEVANCE PROCEDURE

A.    Definition

1.     A “grievance” is a claim based upon the interpretation, meaning or application of any of the provisions of this agreement.

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

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

B.    Purpose

1.        The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems which may from time to time arise affecting the welfare or working conditions of teachers. Both parties agree that these proceedings will be kept informal and confidential as may be appropriate at any level of the procedure.

2.    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.

C.    Procedure

Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum, and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement.

1. Level One. A teacher with a potential grievance should first discuss it with his/her principal or immediate supervisor either directly or through a member of the Association’s Committee on Professional Rights & Responsibilities (hereinafter referred to as the PR&R Committee) within thirty (30) school days after he/she knew or should reasonably have known of the act or conditions on which the grievance is based with the objective of resolving the matter informally. If the potential grievance is not resolved in the above manner, the teacher shall present his/her grievance in writing within thirty (30) school days or the potential grievance is considered waived. The principal shall reply in writing within five (5) school days.

2.   Level Two. (a) If the aggrieved person is not satisfied with the disposition of his/her grievance at Level One, or if no decision has been rendered within ten (10) school days after presentation of the grievance, he/she may file the grievance in writing with the Chairman of the PR&R Committee, and notify his/her principal in writing. Within five (5) school days after receiving the written grievance, the Chairman of the PR&R Committee will refer it to the Superintendent of Schools.

(b) The Superintendent will represent the Administration at this level of the grievance procedure. Within ten (10) school days after receipt of the written grievance by the Superintendent, the Superintendent will meet with the aggrieved person, his/her principal, and the PR&R Committee in an effort to resolve it. The Superintendent will answer in writing within five (5) school days after this meeting.

3.     Level Three. If the aggrieved person is not satisfied with the disposition of his/her grievance at Level Two, or if no decision has been rendered within ten (10) school days after he/she has first met with the Superintendent, he/she may file the grievance in writing with the Chairman of the PR&R Committee within five (5) school days after a decision by the Superintendent, or fifteen (15) school days after he/she has first met with the Superintendent, whichever is sooner. Within five (5) school days after receiving the written grievance, the Chairman of the PR&R Committee shall meet with the PR&R Committee and the aggrieved person to determine if this should be referred to the School Committee. Within ten (10) school days after receiving the written grievance, the School Committee and the PR&R Committee will meet with the aggrieved person. The ultimate decision on the grievance at Level Three will be rendered by the full School Committee.

4.     Level Four. (a) If the aggrieved person is not satisfied with the disposition of his/her grievance at Level Three, or if no decision has been rendered within ten (10) school days after he/she first met with the Committee, he/she may, within five (5) school days after a decision by the School Committee or fifteen (15) school days after he/she has first met with the Committee, whichever is sooner, request in writing the Chairman of the PR&R Committee to submit his/her grievance to arbitration. If the PR&R Committee determines that the grievance is meritorious and that submitting it to arbitration is in the best interests of all concerned it may submit the grievance to binding arbitration within fifteen (15) school days after receipt of a request by the aggrieved person.

(b) Within ten (10) school days after such written notice of arbitration, the Committee and Association shall attempt to agree upon an arbitrator to hear the dispute. If no agreement is reached within ten (10) school days the grievance shall be submitted by the Association to the American Arbitration Association in accordance with the AAA rules for the arbitration of labor disputes.

(c)     The arbitrator will issue its decision not later than twenty (20) school days from the date the grievance was first submitted to it for arbitration. The Arbitrator’s decision will be in writing and will set forth its findings of fact, reasoning and conclusions on issues submitted. The award or decision made in any such arbitration shall be final and binding on the School Committee, the Association, and the aggrieved employee; provided, however, that no such award or decision shall be inconsistent with any provisions of this Contract or shall be in conflict with any applicable law, ordinance, or by-law.

(d)      Any costs for such arbitration as described in this section will be borne equally by the School Committee and the Association.

(e)     In the event a grievance is filed on or after May 1, which if left unresolved until the beginning of the following school year, could result in irreparable harm to a party in interest, the time limits set forth above shall mean calendar days exclusive of Saturdays, Sundays, and legal holidays. The time limits indicated above are maximum unless extended by mutual agreement.

D.    Rights of Teachers to Representation

1.      No reprisals of any kind will be taken by the School Committee, by the Teachers’ Association, or by the administrators against any party in interest, any member of the PR&R Committee or any other participant in the grievance procedure by reason of such participation.

2.    Any party in interest may be represented beyond Level Two of the grievance procedure by a person of his/her own choosing, except that he/she may not be represented by a representative or an officer of any other teacher organization, the Association shall have the right to be present and to state its views beyond Level One of the grievance procedure.

E.    Miscellaneous

1.     If, in the judgment of the PR&R Committee, a grievance affects a group or class 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 Two.

2.     Decisions rendered at all levels of the grievance procedure will be in writing setting forth the decisions and the reasons therefore and will be transmitted promptly to all parties in interest and to the Chairman of the PR&R Committee.

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

4.     Forms for filing grievances shall be jointly prepared by the Superintendent and the Association and given appropriate distribution so as to facilitate operation of the grievance procedure.

5. If at the end of the twenty (20) school days next following occurrence of any grievance, or the date of first knowledge of its occurrence by any employee affected by it, the grievance shall not have been presented, in writing, at Level One of the procedure set forth above, the grievance shall be deemed to have been waived; and any grievance in course under such procedure shall also be deemed to have been waived if the action required to present it to the next level in the procedure shall not have been taken within the time specified.

ARTICLE V. SALARIES

A. 1. Teachers’ Salary Schedule. Teachers and administrators asked to work beyond their regularly scheduled school year shall receive additional pay based on their per diem rate. Professional development (R&D) work and work under grants will be paid according to contract or grant requirements. See the following Teachers’ Salary Schedule. Splits refer to a 26 pay period schedule.

Effective September 1, 2008, increase Teachers’ Salary Schedule by one and one half percent (1.5%). Effective as of the ninth (9th) (of 26) pay period, increase said scale by an additional one percent (1.0%). Effective as of the eighteenth (18th) pay period, increase said scale by an additional one percent (1.0%).

Effective September 1, 2009, rename the Doctorate lane a Master’s +45 lane. Any bargaining unit member currently on the Doctorate lane or who obtains an appropriate Doctorate degree shall be placed on the Masters +45 lane. Effective September 1, 2009, increase Teachers’ Salary Schedule by one and one half percent (1.5%). Effective as of the ninth (9th) pay period, increase said scale by an additional one percent (1.0%). Effective as of the eighteenth (18th) pay period, increase all steps of the Master’s + 30 lane and the Master’s + 45 lane by an additional one percent (1.0%).

Effective September 1, 2010, establish a Bachelor’s + 15 lane midway between the Bachelor’s lane and the Master’s lane.

Effective September 1, 2010, increase Teachers’ Salary Schedule by one percent (1%). Effective mid way through the work year (as of the fourteenth (14th) pay period), increase said scale by two percent (2%).

Effective September 1, 2010:

STEP

BA

BA+15

MA

MA+30

MA+45

1

38,101

39,807

41,513

46,523

49,521

2

39,238

41,087

42,935

47,305

51,471

3

40,511

42,578

44,645

49,249

53,412

4

44,821

47,021

49,222

53,603

55,373

5

47,133

49,337

51,541

55,943

57,700

6

49,446

51,653

53,860

58,277

60,033

7

51,766

53,972

56,177

60,618

62,371

8

54,462

56,664

58,866

63,337

65,104

9

57,162

59,372

61,581

66,068

67,833

 

STEP

BA

BA+15

MA

MA+30

MA+45

10

59,871

62,075

64,279

68,793

70,557

11

62,562

64,799

67,037

71,527

73,289

12

65,601

68,635

71,668

76,264

78,757

13

67,251

70,286

73,321

77,935

82,100

Effective as of the fourteenth (14th) pay period:

STEP

BA

BA+15

MA

MA+30

MA+45

1

38,863

40,603

42,343

47,453

50,511

2

40,023

41,908

43,793

48,252

52,500

3

41,321

43,429

45,538

50,234

54,481

4

45,717

47,962

50,207

54,675

56,481

5

48,076

50,324

52,572

57,062

58,854

6

50,435

52,686

54,937

59,443

61,234

7

52,802

55,051

57,300

61,831

63,619

8

55,551

57,797

60,043

64,604

66,406

9

58,305

60,559

62,813

67,389

69,189

10

61,069

63,317

65,565

70,169

71,968

11

63,813

66,095

68,377

72,958

74,755

12

66,913

70,007

73,101

77,790

80,332

13

68,596

71,692

74,788

79,494

83,742

Effective August 31, 2011, add a Master’s + 15 lane midway between the Master’s lane and the Master’s +30 lane, provided, however, that compensation is not payable for achieving the Master’s + 15 lane until the first pay period for the 2011-12 school year.

Effective August 31, 2011:

STEP

BA

BA+15

MA

MA+15

MA+30

MA+45

1

38,863

40,603

42,343

44,898

47,453

50,511

2

40,023

41,908

43,793

46,023

48,252

52,500

3

41,321

43,429

45,538

47,886

50,234

54,481

4

45,717

47,962

50,207

52,441

54,675

56,481

5

48,076

50,324

52,572

54,817

57,062

58,854

6

50,435

52,686

54,937

57,190

59,443

61,234

7

52,802

55,051

57,300

59,565

61,831

63,619

8

55,551

57,797

60,043

62,323

64,604

66,406

9

58,305

60,559

62,813

65,101

67,389

69,189

10

61,069

63,317

65,565

67,867

70,169

71,968

11

63,813

66,095

68,377

70,668

72,958

74,755

12

66,913

70,007

73,101

75,445

77,790

80,332

13

68,596

71,692

74,788

77,141

79,494

83,742

Effective September 1, 2011, increase Teachers’ Salary Schedule by one percent (1%). Effective mid way through the work year (as of the fourteenth (14th) pay period), increase said scale by two percent (2%).

Effective September 1, 2011:

STEP

BA

BA+15

MA

MA+15

MA+30

MA+45

1

39,252

41,009

42,767

45,347

47,928

51,016

2

40,423

42,327

44,231

46,483

48,734

53,025

3

41,734

43,864

45,993

48,365

50,736

55,025

4

46,174

48,442

50,709

52,965

55,222

57,045

5

48,556

50,827

53,098

55,365

57,632

59,443

6

50,940

53,213

55,487

57,762

60,037

61,846

7

53,330

55,602

57,873

60,161

62,449

64,255

8

56,106

58,375

60,643

62,947

65,250

67,070

9

58,888

61,165

63,441

65,752

68,063

69,881

10

61,679

63,950

66,221

68,546

70,871

72,688

11

64,451

66,756

69,061

71,374

73,687

75,502

12

67,582

70,707

73,832

76,200

78,567

81,135

13

69,282

72,409

75,535

77,912

80,289

84,580

Effective as of the fourteenth (14th) pay period of the 2011-12 work year:

STEP

BA

BA+15

MA

MA+15

MA+30

MA+45

1

40,037

41,829

43,622

46,254

48,886

52,037

2

41,232

43,174

45,116

47,412

49,709

54,086

3

42,569

44,741

46,913

49,332

51,751

56,126

4

47,098

49,410

51,723

54,025

56,326

58,186

5

49,527

51,844

54,160

56,472

58,785

60,631

6

51,959

54,277

56,596

58,917

61,238

63,083

7

54,396

56,714

59,031

61,364

63,698

65,540

8

57,228

59,542

61,856

64,205

66,555

68,412

9

60,066

62,388

64,710

67,067

69,424

71,279

10

62,913

65,229

67,545

69,917

72,288

74,142

11

65,740

68,091

70,442

72,802

75,161

77,012

12

68,934

72,122

75,309

77,724

80,139

82,758

13

70,668

73,857

77,046

79,470

81,894

86,272

Effective September 1, 2012, increase Teachers’ Salary Schedule by two percent (2%). Effective mid way through the work year (as of the fourteenth (14th) pay period), increase said scale by one percent (1%).

Effective September 1, 2012:

STEP

BA

BA+15

MA

MA+15

MA+30

MA+45

1

40,837

42,666

44,495

47,179

49,864

53,077

2

42,056

44,037

46,018

48,361

50,703

55,168

3

43,420

45,636

47,851

50,319

52,786

57,248

4

48,040

50,399

52,758

55,105

57,453

59,350

 

STEP

BA

BA+15

MA

MA+15

MA+30

MA+45

5

50,518

52,880

55,243

57,602

59,961

61,844

6

52,998

55,363

57,728

60,096

62,463

64,345

7

55,484

57,848

60,211

62,592

64,972

66,851

8

58,373

60,733

63,093

65,490

67,886

69,780

9

61,267

63,636

66,004

68,408

70,813

72,704

10

64,171

66,534

68,896

71,315

73,734

75,624

11

67,055

69,453

71,851

74,258

76,664

78,552

12

70,313

73,564

76,815

79,278

81,742

84,413

13

72,081

75,334

78,587

81,060

83,532

87,997

Effective as of the fourteenth (14th) pay period of the 2012-13 work year:

STEP

BA

BA+15

MA

MA+15

MA+30

MA+45

1

41,246

43,093

44,940

47,651

50,362

53,608

2

42,477

44,478

46,479

48,844

51,210

55,719

3

43.855

46,092

48,330

50,822

53,314

57,821

4

48,520

50,903

53,285

55,656

58,027

59,944

5

51,023

53,409

55,795

58,178

60,560

62,463

6

53,528

55,917

58,306

60,696

63,087

64,989

7

56,039

58,426

60,814

63,218

65,621

67,519

8

58,957

61,340

63,724

66,144

68,565

70,478

9

61,880

64,272

66,664

69,092

71,521

73,432

10

64,813

67,199

69,585

72,028

74,471

76,381

11

67,726

70,148

72,570

75,000

77,431

79,338

12

71,016

74,300

77,583

80,071

82,559

85,257

13

72,802

76,087

79,373

81,870

84,368

88,877

A. 2. Administrators' Salary Schedule. See Unit B Administrators’ Salary Schedule.

(a)          Effective September 1, 2010, increase each cell of the Unit B Salary Schedule by $1,500 and then increase the scale by two and one quarter percent (2.25%). Add a new M+15 lane midway between the M and M+30 lanes.

ELEMENTARY AND MIDDLE SCHOOL 2010-11

Step

MA

MA+15

MA+30

MA+45/PhD

1

$77,508

$80,985

$84,463

$92,602

2

$79,741

$83,323

$86,904

$95,288

3

$82,041

$85,730

$89,419

$98,055

HIGH SCHOOL 2010-11

Step

MA

MA+15

MA+30

MA+45/PhD

1

$91,781

$93,918

$96,055

$99,214

2

$94,525

$96,728

$98,931

$102,188

3

$97,353

$99,624

$101,895

$105,254

Effective September 1, 2011, increase Unit B Salary Schedule by one percent (1%). Effective mid way through the work year (as of the fourteenth (14th) pay period), increase said scale by two percent (2%).

ELEMENTARY AND MIDDLE SCHOOL

2011-12 Effective September 1, 2011, 1%.

Step

MA

MA+15

MA+30

MA+45/PhD

1

$78,283

$81,795

$85,307

$93,528

2

$80,538

$84,156

$87,773

$96,241

3

$82,862

$86,587

$90,313

$99,035

Effective mid way through work year 2%.

Step

MA

MA+15

MA+30

MA+45/PhD

1

$79,848

$83,431

$87,013

$95,398

2

$82,149

$85,839

$89,529

$98,165

3

$84,519

$88,319

$92,119

$101,016

HIGH SCHOOL 2011-12 Effective September 1, 2011, 1%.

Step

MA

MA+15

MA+30

MA+45/PhD

1

$92,698

$94,857

$97,015

$100,206

2

$95,470

$97,695

$99,920

$103,210

3

$98,327

$100,620

$102,914

$106,307

Effective mid way through work year 2%.

 

Step

MA

MA+15

MA+30

MA+45/PhD

1

$94,552

$96,754

$98,956

$102,210

2

$97,380

$99,649

$101,919

$105,274

3

$100,293

$102,633

$104,972

$108,433

Effective September 1, 2012, increase Unit B Salary Schedule by two percent (2%). Effective mid way through the work year (as of the fourteenth (14th) pay period), increase said scale by one percent (1%).

ELEMENTARY AND MIDDLE SCHOOL

2012-13 Effective September 1, 2012, 2%.

Step

MA

MA+15

MA+30

MA+45/PhD

1

$81,445

$85,099

$88,754

$97,306

2

$83,792

$87,556

$91,319

$100,129

3

$86,209

$90,085

$93,961

$103,036

Effective mid way through work year 1%.

Step

MA

MA+15

MA+30

MA+45/PhD

1

$82,260

$85,950

$89,641

$98,279

2

$84,630

$88,431

$92,233

$101,130

3

$87,071

$90,986

$94,901

$104,067

HIGH SCHOOL 2012-13 Effective September 1, 2012, 2%.

Step

MA

MA+15

MA+30

MA+45/PhD

1

$96,443

$98,689

$100,935

$104,255

2

$99,327

$101,642

$103,957

$107,379

3

$102,299

$104,686

$107,072

$110,601

Effective mid way through work year 1%.

Step

MA

MA+15

MA+30

MA+45/PhD

1

$97,408

$99,676

$101,944

$105,297

2

$100,321

$102,659

$104,997

$108,453

3

$103,322

$105,732

$108,143

$111,707

A. 3.        Athletic Director Salary Schedule.   Effective September 1, 2009, the following pay scale will apply.

The Athletic Director understands the Job Description includes administrative duties representing 40% of overall duties.

2009-2010

1

$77,457

2

$80,200

3

$83,000

Effective September 1, 2010, the following pay scale will apply.

2010-2011

1

$79,393

2

$82,205

3

$85,075

Effective September 1, 2011, the following pay scale will apply.

2011-2012

Step

Rate

1

$81,378

2

$84,601

3

$87,202

Effective September 1, 2012, the following pay scale will apply.

2012-2013

Step

Rate

1

$83,412

2

$86,716

3

$89,382

(b) Effective September 1, 2008, add a Department Head Nurse stipend to the list of stipends at the same rate as the other Department Head stipends and effective September 1 of each year of the contract increase all the Department Head and Coordinator stipends by two and one half percent (2.5%) as follows:

Department Heads, Guidance Director, Bridge Program Coordinator, and N-12 Coordinators will work five (5) days beyond the teachers’ work year (183 days). If an emergency exists, Department Heads may be asked to work up to an additional five days beyond the 188 days. N-12 Coordinators and Department Heads working beyond the days just previously stated, shall receive additional pay based on the per diem rate of their regular year’s pay. The per diem shall be prorated for less than the full working day.

 

 

9/1/2008

9/1/2009

9/1/2010

9/1/2011

9/1/2012

Department Head

Art

$6,890

$7,062

$7,239

$7,420

$7,605

Department Head

English

$6,890

$7,062

$7,239

$7,420

$7,605

Department Head

Foreign Lang.

$6,890

$7,062

$7,239

$7,420

$7,605

Department Head

Math

$6,890

$7,062

$7,239

$7,420

$7,605

Department Head

Science

$6,890

$7,062

$7,239

$7,420

$7,605

Department Head

Social Studies

$6,890

$7,062

$7,239

$7,420

$7,605

Department Head

Unified Arts

$6,890

$7,062

$7,239

$7,420

$7,605

Department Head

Music

$6,890

$7,062

$7,239

$7,420

$7,605

Department Head

Technology

$6,890

$7,062

$7,239

$7,420

$7,605

Department Head

Spec. Ed.

$6,890

$7,062

$7,239

$7,420

$7,605

Department Head

Nursing

$6,890

$7,062

$7,239

$7,420

$7,605

Guidance Director

 

$6,890

$7,062

$7,239

$7,420

$7,605

Elementary Special Education Coordinator

 

$6,890

$7,062

$7,239

$7,420

$7,605

N-12 Coordinators

 

$6,890

$7,062

$7,239

$7,420

$7,605

Bridge Program Coordinator

 

$6,890

$7,062

$7,239

$7,420

$7,605

A. 4. Nurses’ Salary Schedule. See attached Nurses’ Salary Schedule.

Effective September 1, 2008, increase the Nurses’ Salary Schedule by one and one half percent (1.5%). Effective as of the ninth (9th) pay period, increase said scale by an additional one percent (1.0%). Effective as of the eighteenth (18th) pay period, increase said scale by an additional one percent (1.0%).

Effective September 1, 2009, increase the Nurses’ Salary Schedule by one and one half percent (1.5%). Effective as of the ninth (9th) pay period, increase said scale by an additional one percent (1.0%).

Effective September 1, 2010, increase the Nurses’ Salary Schedule by two percent (2.0%). Effective as of the fourteenth (14th) pay period, increase said scale by an additional one percent (1.0%).

 

YEAR ONE

 

9/1/2010

Day 91

Step

1.00%

2.00%

1

$31,165

$31,788

2

$33,177

$33,840

3

$35,188

$35,892

4

$37,199

$37,943

5

$39,208

$39,992

6

$41,218

$42,043

7

$43,216

$44,080

8

$44,530

$45,421

9

$45,888

$46,806

Did not flip overpaid

Effective September 1, 2011, increase the Nurses’ Salary Schedule by one percent (1%). Effective as of the fourteenth (14th) pay period, increase said scale by two percent (2%).

 

YEAR TWO

 

9/1/2011

Day 91

Step

1.00%

2.00%

1

$32,106

$32,748

2

$34,179

$34,862

3

$36,251

$36,976

4

$38,323

$39,089

5

$40,392

$41,200

6

$42,463

$43,312

7

$44,521

$45,411

8

$45,875

$46,792

9

$47,274

$48,220

Effective September 1, 2012, increase the Nurses’ Salary Schedule by two percent (2%). Effective as of the fourteenth (14th) pay period, increase said scale by one percent (1%).

 

 

YEAR

THREE

 

9/1/2012

Day 91

Step

2.00%

1.00%

1

$33,403

$33,737

2

$35,560

$35,915

3

$37,715

$38,092

4

$39,871

$40,270

5

$42,024

$42,445

6

$44,179

$44,621

7

$46,319

$46,783

8

$47,728

$48,205

9

$49,184

$49,676

(a)(1) Effective September 1, 2003, nurses will be eligible to be placed on the appropriate step and lane on the teachers’ salary schedule that corresponds to their attained degree and credits in Article V, Section A.

(a)(2) The nurse’s job description will be amended to include a teaching role that is not so extensive as to compromise the nurse’s primary responsibility of attending to the health requirements of the students.”

(b) On September l of each year, nurses will be eligible to advance one (l) step on the appropriate salary schedule.

(c) All nurses employed by the Walpole Public Schools must successfully complete an approved CPR course annually. The entire cost of the course and the certificate shall be borne by the Committee.

Effective September 1, 2011, increase Nurses’ Salary Schedule by one percent (1%). Effective mid way through the work year (as of the fourteenth (14th) pay period), increase said scale by two percent (2%).

Effective September 1, 2012, increase Nurses’ Salary Schedule by two percent (2%). Effective mid way through the work year (as of the fourteenth (14th) pay period), increase said scale by one percent (1%).

A.5 Coaches’ Salary Schedule.

Effective September 1 in each year of the contract, increase the Coaches’ Salary Schedule, the intramural stipends and the Middle School Outdoor Education Week compensation by two and one half percent (2.5%).

 

 

9/1/2010

 

 

9/1/2011

 

 

9/1/2012

 

 

BASE

STEP 1

STEP 2

BASE

STEP 1

STEP 2

BASE

STEP 1

STEP 2

Group #1 Misc.

 

 

 

 

 

 

 

 

 

Head Football

$8,477

$9,486

$10,498

$8,689

$9,723

$10,760

$8,906

$9,967

$11,029

Trainer

 

 

 

 

 

 

 

 

 

Fall

$3,601

$3,775

$3,956

$3,691

$3,869

$4,055

$3,783

$3,966

$4,157

Winter

$3,601

$3,775

$3,956

$3,691

$3,869

$4,055

$3,783

$3,966

$4,157

Football

 

 

 

 

 

 

 

 

 

1st Ass't

$4,795

$4,843

$5,047

$4,915

$4,964

$5,174

$5,038

$5,088

$5,303

Group #2

 

 

 

 

 

 

 

 

 

Basketball G/B

$5,146

$5,650

$6,209

$5,275

$5,792

$6,365

$5,407

$5,936

$6,524

Hockey G/B

$5,146

$5,650

$6,209

$5,275

$5,792

$6,365

$5,407

$5,936

$6,524

Groups #3

 

 

 

 

 

 

 

 

 

Soccer G/B

$4,036

$4,441

$4,843

$4,137

$4,552

$4,964

$4,241

$4,666

$5,088

Field Hockey

$4,036

$4,441

$4,843

$4,137

$4,552

$4,964

$4,241

$4,666

$5,088

Spring Track

 

 

 

 

 

 

 

 

 

G/B

$4,036

$4,441

$4,843

$4,137

$4,552

$4,964

$4,241

$4,666

$5,088

Baseball/Softball

$4,036

$4,441

$4,843

$4,137

$4,552

$4,964

$4,241

$4,666

$5,088

Wrestling

$4,036

$4,441

$4,843

$4,137

$4,552

$4,964

$4,241

$4,666

$5,088

Lacrosse G/B

$4,036

$4,441

$4,843

$4,137

$4,552

$4,964

$4,241

$4,666

$5,088

Group #4

 

 

 

 

 

 

 

 

 

Gymnastics

$3,430

$3,836

$4,240

$3,516

$3,932

$4,346

$3,604

$4,030

$4,454

Winter Track

$3,430

$3,836

$4,240

$3,516

$3,932

$4,346

$3,604

$4,030

$4,454

Tennis G/B

$3,430

$3,836

$4,240

$3,516

$3,932

$4,346

$3,604

$4,030

$4,454

Volleyball

$3,430

$3,836

$4,240

$3,516

$3,932

$4,346

$3,604

$4,030

$4,454

Hockey Ass’t G/B

$3,430

$3,836

$4,240

$3,516

$3,932

$4,346

$3,604

$4,030

$4,454

Basketball Ass’t

$3,430

$3,836

$4,240

$3,516

$3,932

$4,346

$3,604

$4,030

$4,454

Cross Country

$3,430

$3,836

$4,240

$3,516

$3,932

$4,346

$3,604

$4,030

$4,454

Group #5

 

 

 

 

 

 

 

 

 

Baseball/Softball

 

 

 

 

 

 

 

 

 

Ass't

$2,877

$3,127

$3,430

$2,949

$3,205

$3,516

$3,023

$3,286

$3,604

Soccer Ass't G/B

$2,877

$3,127

$3,430

$2,949

$3,205

$3,516

$3,023

$3,286

$3,604

Field Hockey Ass't

$2,877

$3,127

$3,430

$2,949

$3,205

$3,516

$3,023

$3,286

$3,604

Track Ass't

$2,877

$3,127

$3,430

$2,949

$3,205

$3,516

$3,023

$3,286

$3,604

Football 2nd Ass't

$2,877

$3,127

$3,430

$2,949

$3,205

$3,516

$3,023

$3,286

$3,604

Football Frosh Head

$2,877

$3,127

$3,430

$2,949

$3,205

$3,516

$3,023

$3,286

$3,604

 

 

 

9/1/2010

 

 

9/1/2011

 

 

9/1/2012

 

 

BASE

STEP 1

STEP 2

BASE

STEP 1

STEP 2

BASE

STEP 1

STEP 2

Swimming G/B

$2,877

$3,127

$3,430

$2,949

$3,205

$3,516

$3,023

$3,286

$3,604

Lacrosse Ass’t G/B

$2,877

$3,127

$3,430

$2,949

$3,205

$3,516

$3,023

$3,286

$3,604

Volleyball Ass’t

$2,877

$3,127

$3,430

$2,949

$3,205

$3,516

$3,023

$3,286

$3,604

 

 

 

 

 

 

 

 

 

 

Group #6

 

 

 

 

 

 

 

 

 

Basketball Frosh

$2,264

$2,523

$2,725

$2,321

$2,586

$2,793

$2,379

$2,651

$2,862

Cheerleading

 

 

 

 

 

 

 

 

Fall/Winter

$2,264

$2,523

$2,725

$2,321

$2,586

$2,793

$2,379

$2,651

$2,862

Baseball / Softball

 

 

 

 

 

 

 

 

Frosh

$2,264

$2,523

$2,725

$2,321

$2,586

$2,793

$2,379

$2,651

$2,862

Soccer Frosh G/B

$2,264

$2,523

$2,725

$2,321

$2,586

$2,793

$2,379

$2,651

$2,862

Field Hockey Frosh

$2,264

$2,523

$2,725

$2,321

$2,586

$2,793

$2,379

$2,651

$2,862

Football Frosh Ass't

$2,264

$2,523

$2,725

$2,321

$2,586

$2,793

$2,379

$2,651

$2,862

Lacrosse Frosh (G/B)

$2,264

$2,523

$2,725

$2,321

$2,586

$2,793

$2,379

$2,651

$2,862

Golf

$2,264

$2,523

$2,725

$2,321

$2,586

$2,793

$2,379

$2,651

$2,862

 

 

 

 

 

 

 

 

 

 

(a)      There is no tenure for coaches; therefore, each coach who is re-appointed shall receive the next step on the salary scale.

(b)        A coach who is promoted upward from one assistantship to a higher assistantship or to a head coaching position shall start at the base salary for that coaching position.

(c)        Coaches who are not being re-appointed shall be notified in writing, if possible, by June 15 of the year preceding the school year for which the program is scheduled to take place.

(d)        The stipend for intramural coaches shall be $20.51 per hour for the 2008-09 school year; $21.02 for the 2009-10 school year; $21.55 for the 2010-11 school year; $22.09 for the 2011-12 school year; and $22.64 for the 2012-13 school year.”

(e)        If it becomes necessary to create a new position, the Committee and the Association will meet and discuss the payment for such position. If agreement is reached, that agreement will be reduced to writing.

A.6 Stipend Salaries. Effective September 1, 2008, September 1, 2009 and September 1, 2010, the following list of restructured Schedule of Stipends will take effect:

Effective September 1, 2010, recategorize the Math Team Club stipend from the $1,287 category to the $1,628 category.

Effective September 1, 2011, increase Stipend Salaries by two and one half percent (2.5%).

Effective September 1, 2012, increase Stipend Salaries by two and one half percent (2.5%).

TITLE:

2010-2011

2011-2012

2012-2013

Dept. technology Coordinator (H.S.) X 8

$105

$108

$110

Faculty Council to NHS (H.S.) X 5

$116

$119

$122

*Overnight

$126

$129

$132

International Trip

$1,261

$1,293

$1,325

Book Club

$578

$592

$607

Chess Club

$578

$592

$607

Commencement Coordinator

$578

$592

$607

Costume Director (musical)

$578

$592

$607

Diversity Club

$578

$592

$607

Frisbee Social Club

$578

$592

$607

Humane Society

$578

$592

$607

Ping Pong Club

$578

$592

$607

SADD

$578

$592

$607

Student Advisory Committee (School Cmte)

$578

$592

$607

Art Director (musical)

$919

$942

$966

Film Festival Asst Director #1

$919

$942

$966

Film Festival Asst Director #2

$919

$942

$966

French Club*

$919

$942

$966

German Club*

$919

$942

$966

Latin Club*

$919

$942

$966

Literary Magazine (Cricket)

$919

$942

$966

Mock Trial Team #1

$919

$942

$966

Mock Trial Team #2

$919

$942

$966

Outdoor Adventure Club*

$919

$942

$966

Photography Club

$919

$942

$966

Spanish Club*

$919

$942

$966

Art Club

$1,287

$1,319

$1,352

Auditorium Assets Advisor*

$1,287

$1,319

$1,352

Best Buddies Club

$1,287

$1,319

$1,352

Choreographer (musical)

$1,287

$1,319

$1,352

Community Service Club #1

$1,287

$1,319

$1,352

Community Service Club #2

$1,287

$1,319

$1,352

Entrepreneur Club

$1,287

$1,319

$1,352

Freshman Class Advisor

$1,287

$1,319

$1,352

Junior Achievement

$1,287

$1,319

$1,352

Peer Mediators

$1,287

$1,319

$1,352

PM Club

$1,287

$1,319

$1,352

 

TITLE:

2010-2011

2011-2012

2012-2013

Project Close Up*

$1,287

$1,319

$1,352

School Store

$1,287

$1,319

$1,352

Sophomore Class Advisor

$1,287

$1,319

$1,352

Student Council #1

$1,287

$1,319

$1,352

Student Council #2

$1,287

$1,319

$1,352

WHS Morning News

$1,287

$1,319

$1,352

Video Club

$1,287

$1,319

$1,352

Academic Decathlon #1

$1,628

$1,669

$1,710

Academic Decathlon #2

$1,628

$1,669

$1,710

Choral Director (musical)

$1,628

$1,669

$1,710

Intramurals

$1,628

$1,669

$1,710

Jazz Band Ensemble

$1,628

$1,669

$1,710

Jazz Choir

$1,628

$1,669

$1,710

Junior Class Advisor

$1,628

$1,669

$1,710

Math Team Club

$1,628

$1,669

$1,710

National Honor Society #1

$1,628

$1,669

$1,710

National Honor Society #2

$1,628

$1,669

$1,710

Orchestra

$1,628

$1,669

$1,710

Orchestra Director (musical)

$1,628

$1,669

$1,710

Prom Coordinator

$1,628

$1,669

$1,710

Senior Class Advisor #1

$1,628

$1,669

$1,710

Senior Class Advisor #2

$1,628

$1,669

$1,710

Band Director

$2,469

$2,531

$2,594

Dance Ensemble

$2,469

$2,531

$2,594

School Newspaper (Rebellion)

$2,469

$2,531

$2,594

Web Page Coordinator

$2,469

$2,531

$2,594

Yearbook Advisor #1

$2,469

$2,531

$2,594

Yearbook Advisor #2

$2,469

$2,531

$2,594

Drama Director

$4,465

$4,577

$4,691

Film Festival Director

$4,465

$4,577

$4,691

Musical Director

$4,465

$4,577

$4,691

Robotics Team Coordinator*

$4,465

$4,577

$4,691

Student Funds Coordinator

$4,465

$4,577

$4,691

Middle Schools

 

 

 

School wide Technology Liaison (M.S.) X 2

$158

$162

$166

News 2x

$604

$619

$635

Ski Club 2x

$604

$619

$635

Environmental Education 8x

$719

$737

$755

 

TITLE:

2010-2011

2011-2012

2012-2013

Curriculum Liaison 10x

$788

$808

$828

Jazz Ensemble 2x

$788

$808

$828

Select Chorus 2x

$788

$808

$828

Team Leaders 12x

$788

$808

$828

Student Council Advisor 2x

$998

$1,023

$1,049

Yearbook Advisor 2x

$998

$1,023

$1,049

Theatre Director 2x

$1,340

$1,374

$1,408

 

 

 

 

Elementary Schools

 

 

 

 

 

 

 

Schoolwide Tech. Liaison (Elem) X 4

$105

$108

$110

Student Cncil Advisor (One per school) X 4

$158

$162

$166

Team Leaders (one per gr. K-5) X 24

$210

$215

$221

 

 

 

 

Other

 

 

 

System wide Academic Enrichment

$27

$28

$28

B.    All persons on the Salary Schedules will have the option of being paid in either twenty-six (26) installments, or, in June, receiving the balance of their yearly salary in one lump sum payment. All paychecks will be delivered in sealed envelopes which have been sealed before delivery to the Walpole Public Schools.

C.    Teachers appointed after the school year has begun shall be paid on a pro-rated basis according to the percentage of the total number of school days employed.

D.    A course will qualify for credit towards the movement from one column to another (i.e., a lane change) if it qualified under the standards set forth in Article XXIII-Professional Development and Educational Improvement, sections A, A1 and A2, except that advance approval is not required for a course for which tuition reimbursement was not sought. Notice of anticipated change in degree lane must be provided in writing to the Superintendent by November 1 of the year prior to the implementation in order to be effective in the next school year. Official transcripts or other supporting documents acceptable to the Superintendent will be provided to the Assistant Superintendent for Curriculum and Instruction in order to effect a lane change. The lane change will occur when supporting documents are received so long as the notification was given before November 1st of the prior fiscal year.

Effective September 1, 2008, in-district credit towards a lane change can also be earned by successful participation in or completion of a program, course, committee or other activity offered or approved by the Administration, including without limitation Mentoring, School Council, Strategic Planning Committee, Curriculum Revision Task Force, Technology Training, Self-Directed Study, teaching professional development courses within the District and completing professional development courses offered by the District. The Administration will determine what constitutes successful participation or completion.

E. Teachers will receive a longevity differential as listed below:

Years of Service:

15

20

25

30

As of September 1, 2010

$1,461

$1,761

$2,062

$2,450

As of September 1, 2011

$1,498

$1,805

$2,114

$2,511

As of September 2, 2012

$1,535

$1,850

$2,166

$2,574

F. Supplemental Longevity.

1.        The provisions of this Section F., Supplemental Longevity, including eligibility for the benefit, shall only apply to those who, prior to or during the 2007-08 school year, had received or were receiving the benefit.

2.     Effective September 1, 2005, an eligible unit member who has completed fifteen (15) years of service in the Walpole Public Schools shall be entitled to a supplemental longevity payment over and above the longevity provided for in Section E of this Article in the amount of $4,000 each year for up to three (3) consecutive years.

3.     Unit members may elect the option under this section only once during their employment in the Walpole Public School Department and by so doing will be come ineligible for the early retirement benefit in Article XXIX or the sick leave buy-back benefit in Article XIX, Section G of this Agreement.

4.     In order to be eligible, a unit member must give written notice of intent to access this supplemental longevity benefit to the Superintendent prior to November 1st preceding the contract year in which the unit member desires to begin receiving this supplemental longevity benefit.

5.     Once given, the written notice is irrevocable.

6.     Once the three-year period for this supplemental benefit has ended, the unit member, if still employed, will revert to the base salary plus any other compensation she/he would otherwise receive under the terms of the Agreement then in effect.

7.     The Walpole School Committee will fund up to and including a maximum of twenty (20) teacher supplemental longevity requests in each of 05-06, 06-07 and 07-08 school years. The payment of the $4000 benefit to a teacher counts toward the above totals for each year that the benefit is paid. Once admitted to the benefit group in years 1 and 2 or 3, the participants are guaranteed to continue to receive the annual installments so long as they remain employed in the Walpole Public Schools.

8.     Immediate placement within the supplemental longevity benefit is not insured since the School Committee retains the right to set budget limits; however, the Committee will not set limits that are generally viewed as restrictive. Unit members who apply but are not immediately placed under the supplemental longevity provisions as described in paragraphs 1 through 5 above will be carried forward to the next school year and placed at the top of the list.

9. In the event that the members who request this option in years 1, 2 or 3 exceeds the number of positions available, the following sequence of events will occur:

a.    A request will go to all members who have elected this option in years 1, 2 or 3 of the contract asking for unit members willing to delay the start of this option to the next year. Unit members will have 5 school days to respond to this request. If a request still exceeds limits as set forth in number 7 above after voluntary delays are sought, members electing this option will start in order of seniority, with the most senior being placed first and the remaining starting the next year.

b.      No bargaining unit member will be denied immediate placement on the optional supplemental longevity schedule for any reason other than those specified in paragraph 9, including section 9a.

G. The Committee and the Association agree that a permanent Teacher Education and Professional Standards Committee (hereinafter referred to as TEPS) shall be formed. TEPS shall be composed of an equal number of representatives of the Association and Committee, four from the School Committee and four from the Association.

The TEPS Committee shall meet as required to review such courses and/or programs for advanced graduate study as are submitted by the professional staff. The Committee shall only approve those courses and/or programs deemed contributory to the professional improvement and/or development of a staff member as related to his/her teaching assignment.

H. The Association reserves the right to negotiate salaries for any bargaining unit positions that are created.

I. The salary of part-time employees shall be prorated in the proportion which their service bears to that of a full-time schedule. Bargaining unit members shall not be assigned to any teaching and/or non-teaching duties that represent more than the percentage of the full-time assignment for which they are being paid.

ARTICLE VI. TEACHING HOURS AND TEACHING LOAD

A. Scheduled Day.

1.     Starting and Dismissal Times - The starting and dismissal times for students will be left to the discretion of the Committee.

2.     Instructional Assignments

(a) High School teachers will not be assigned more than 25 instructional periods over the course of a seven (7) day rotation. Instructional blocks are 70 minutes in length. The High School will schedule five (5) periods per day over a seven-day rotation

to equal 35 periods per rotation cycle. In addition, an advisory period may be incorporated into the schedule. Teachers will be assigned an advisory planning block, which will serve as one of the supervisory duties if an advisory block is incorporated. On any day where a teacher has a second, non-instructional block, he/she may be assigned to supervisory duty. However, teachers may not be called for supervisory duty or to be a substitute for any other class during their advisory planning block.

Middle School teachers will not be assigned more than 30 instructional periods over the course of a seven (7) day rotation. Instructional blocks are not more than 55 minutes in length. The Middle School will schedule six (6) periods per day over a seven-day rotation to equal 42 periods per rotation cycle.

(b)     The Committee shall not allow a teacher to teach outside the provisions of his/her certification for more than 20 percent of a full teaching program.

(c)       A secondary school teacher may not devote more than 50 percent of teaching time to a subject in which he or she is not qualified to teach as a major.

(d)      Exceptions to the provisions of Sections b and c above may be made only if the Superintendent (or his/her designee) determines it is necessary and if the teacher involved and the Association are in agreement prior to implementation of the exception.

(e)       If a teacher, upon agreement with the Association and the Superintendent, voluntarily agrees to teach beyond the contractual maximum, said teacher will be paid 15% more in salary for one course or 3% more in salary for an additional teaching period per week if they perform all other duties. If there is a shift in duty performance, then both sides will agree to a fair reimbursement.

3. Planning Time - All teachers will, in addition to their lunch period, have planning time during which they will not be assigned to any other duties as follows:

(a)                 At least one 30-minute period each day for all teachers and specialists in Grades N-5. Wherever possible, a 30-minute period each day will be provided to an itinerant (traveling) teacher for the purpose of classroom planning. In any event, a total of at least 150 minutes per week will be provided. The 30 minutes prior to classes starting at the elementary level may be considered for teacher planning time.

(b)                 If on N-5 teacher’s schedule does not include a 30 minute planning period on each day, the teacher and the Association will meet with the building principal to come to a written agreement to allow the noncompliance for that school year. The agreement may be to include two planning periods in one day, may include compensation as per contract for class coverage, or may include some other acceptable solution.

(c)                 At least one (1) period each day which is at least as long as a typical regular class period as scheduled for that day for Senior High and Middle School teachers.

(d)                 All middle and high school teachers are entitled to planning time each day that is at least as long as a typical regular class period. The Committee shall provide Middle School teachers with a schedule that allows a second non-instructional block during at least three (3) days of the rotation cycle - - or equivalent time within the scheduled seven hour ten minute day - - for the purpose of meeting with team/curriculum colleagues.

(e)                 In those Grade N-12 classes where regular substitutes are not available and regular teacher voluntarily agrees to serve as a substitute during his/her non-teaching time, said teacher will be paid an additional:

 

 

 

$20.66 FY 09

$29.28 FY 09

 

$21.18 FY 10

$30.02 FY 10

 

Grades N-5

Grade 6-8

Grades 9-12

$21.71 FY 11

$24.18 FY 11

$30.77 FY 11

$22.25 FY 12

$24.78 FY 12

$31.54 FY 12

$22.81 FY 13

$25.40 FY 13

$32.33 FY 13

for each period he/she substitutes. Such arrangements will be made by the principal of the school. This provision will be applicable to Grade N-5 teachers who cover for specialists.

(f) The Committee promises to make a reasonable effort to provide Consumer Science teachers with a schedule which allows two consecutive periods during one day each week for the purpose of shopping for foods laboratories.

4.      Supervisory Periods - Wherever possible, the building principals will try to avoid more than one assigned “duty” period per day for both the Senior High and Middle Schools.

5.      Duty-Free Lunch - Duty-free lunch periods for teachers shall be extended to 30 minutes where this can be scheduled within the school day by the building principal. Otherwise the lunch period will revert to 20 minutes.

B. Work Day - The work day, which is the regularly scheduled in-school time for teachers, will be no longer than seven (7) hours and ten (10) minutes long, except that:

1.       Unassigned teacher time during the day may be used at the teacher’s discretion, and the teacher need not remain in the school building or grounds. If a teacher wishes to leave the school grounds, the building principal or his/her designee will be notified.

2.    Exceptions to B-1 provision may be made under extraordinary conditions at the discretion of the Superintendent of Schools or his/her designee, who will advise the W.T.A. of such necessity and its anticipated duration.

3. Pursuant to Section D of this Article, teachers may be required to remain or return after the end of the regular work day.

C.    Work Year - The work year of teachers (other than new personnel who may be required to attend additional orientation sessions) will begin no earlier than September 1 and terminate no later than June 30. All references in the contract dealing with the length of the school year for teachers should read 183 days. Said 183 days shall be used at the discretion of the Committee in combination with school days for students and professional development for members of the bargaining unit. The “work year” will include days when pupils are in attendance, orientation days at the beginning of the school year, conference days and any other days on which teacher attendance is required. Subject to the approval of the Superintendent, Guidance Counselors may be allowed to work additional days at their per diem rate.

Either the Superintendent or the Association may initiate discussions about starting the school year before September 1 and, by mutual agreement, an earlier start date can be established. Absent mutual agreement, the school year shall not begin prior to September 1.

Between September 1, 2009 and June 30, 2010 only, the work year of teachers (other than new personnel who may be required to attend additional orientation session) shall be 184 days, including June 29, 2009. However, the Superintendent shall furlough all teachers on June 29, 2009.

D.    Meetings

1.    Teachers may be required to remain after the regular work day without additional compensation for up to one hour to attend the following meetings which will be scheduled on workdays other than Fridays or days prior to holidays or school vacations.

(a)    Building Meetings: Ten (10) meetings per year if authorized by the School Principal.

(b)       Curriculum Planning Meetings: For High School and Middle School teachers, ten (10) meetings lasting up to an hour. For Elementary School teachers, eight (8) meetings lasting an hour and fifteen minutes-no more than three (3) of which shall be cross-elementary school meetings to take place after dismissal of the late schools.

2.      Evening Meetings - Teachers may be required to attend four (4) evening meetings per year. Attendance at all other evening meetings will be at the option of the individual teacher. Teachers may also be required to attend a fifth (5th) evening meeting devoted to curriculum, which shall last no more than 1 hour 30 minutes.

3.      Teachers will be notified of all such meetings at least seventy-two (72) hours in advance wherever possible, and must be given, at the time of notification the agenda of the meeting.

E.    The President of the Association shall be released from all administrative duties.

F.    Exceptions to the provisions of Sections A3, A5 and E above may be made only if the Superintendent of Schools (or his/her designee) determines that is necessary, if the teachers involved are in agreement, and if the Walpole Teachers Association is notified prior to implementation of the exception.

G.    Teacher participation in extracurricular activities will be strictly voluntary and teachers will be compensated for certain activities mutually agreed upon by the Association and the Committee.

ARTICLE VII. CLASS SIZE

The School Committee and the Association recognize that class size is an important factor in providing the highest quality educational experience to all students. The School Committee will, whenever possible, subject to space availability and all other educational considerations, insure that class size is of the most effective nature for both teacher and pupil. Both the Association and the Committee agree that the desirable goals pertaining to the maximum number of pupils per class will be as follows:

1.             Elementary Schools

Kindergarten and First Grade                                            22

Second Grade through Fifth Grade                                  25

Middle School and Senior High School                           25

2.                   Science Laboratories, Language Labs, Shops, Home Economics, Art and Physical Education classes are not to exceed the capacity of the available facilities.

3.                   The above restrictions will not apply to large or small group instruction where this type of instruction is in the interest of more effective teaching.

5.             Exceptions to the provisions of Sections l, 2, and 3 above may be made only if the Superintendent of Schools (or his/her designee) determines that it is necessary, and if the Association is consulted and notified prior to implementation of the exception.

ARTICLE VIII. SPECIALISTS AND SPECIAL PROGRAMS

A. Special teachers will be notified of building assignments for the following year prior to the close of school if such information is officially available at that time.

B. A mileage allowance at the IRS rate per mile shall be paid to all employees who are required to use their cars for interschool travel and/or for any other school related travel which is part of their assigned work day activities.

ARTICLE IX. NON-TEACHING DUTIES

A.    Teachers may be required to transmit any monies collected for non-educational purposes but will not be required to tabulate them.

B.    Teachers shall not be required to perform time-consuming health services, such as administering eye or ear examinations, and weighing and measuring pupils.

C.    Daily attendance will be taken by teachers and reported to the Principal who will be responsible for keeping the School Registers.

D.    Teachers will not be required to drive pupils to or from activities which take place away from the school building. If the teacher feels it either desirable or necessary, however, the advance approval of his/her immediate supervisor or principal must be obtained.

E.    Teachers will not be responsible for keeping office records.

F.    Exceptions to Item E will be report cards and attendance cards.

G.    Middle school teachers may be required to perform recess duty only when such performance will augment the health, safety, or educational conditions in the conduct of the activity; provided that said recess duty is rotated throughout the entire full time staff of the building involved and the teachers performing such duty are given a duty-free lunch and planning time.

H. Elementary School teachers will not be assigned non-teaching duties during the school day.

I. Teachers may be required to perform arrival and dismissal duties as needed within the scheduled seven hour ten minute day.

ARTICLE X. TEACHER EMPLOYMENT

Full credit may be given for previous outside teaching experience upon initial employment. Credit may be given for related work outside the teaching field upon initial employment.

ARTICLE XI. TEACHER ASSIGNMENT

A.    Teachers will be notified in writing of their programs for the upcoming school year, including the schools to which they will be assigned, the grades and/or subjects they will teach, and any special or unusual classes they will have, as soon as practicable, but not later than sixty (60) days prior to the start of school. The Association recognizes that unforeseen circumstances may cause changes in assignments after written notices have been given.

B.    In order to assure that pupils are taught by teachers working within their areas of competence, teachers will be hired and assigned to positions in accordance with the Certification Requirements of the Department of Elementary and Secondary Education of the Commonwealth.

C.    Changes in grade assignment in the elementary schools and in subject assignment in secondary schools will be voluntary to the extent possible.

ARTICLE XII. TRANSFERS

Although the Committee and the Association recognize that some transfer of teachers from one school to another is unavoidable, they also recognize that frequent transfer of teachers is disruptive to the educational process and interferes with optimum teacher performance. However, the School Committee reserves the right to assign teachers to schools as necessary, but will protect the teacher’s rights, responsibilities and salary.

A.    When reduction in the number of teachers in a school is necessary, volunteers will be considered first for transfer.

B.    When involuntary transfers are necessary, a teacher’s area of competence, field of certification, quality of performance, and length of service in the Walpole Public Schools, will be considered in determining which teacher is to be transferred. Teachers being involuntarily transferred will be transferred only to a comparable position.

An involuntary transfer will be made only after a meeting between the teacher involved and the Superintendent (or his/her designee), at which time the teacher will be notified of the reasons for the transfer and will have the opportunity to state his/her views.

C.    A list of open positions in other schools will be posted in all school buildings, and teachers affected will be notified.

D.    Teachers desiring a transfer or a change in grade or teaching assignment will submit an application to the Superintendent stating the assignment preferred. Receipt of all such applications will be acknowledged by the Superintendent in writing within two (2) weeks.

E.    Notice of transfer will be given to teachers in writing within three (3) school days of such decision, but during vacation periods within three (3) calendar days.

F.    Before a teacher is assigned or transferred to a particular school, the principal of the school in question will be consulted regarding said assignments or transfer.

ARTICLE XIII. VACANCIES AND PROMOTIONS

A.    Whenever any vacancy in a professional position occurs during the school year (September to June), it will be adequately publicized by the Superintendent by means of a notice placed on the faculty bulletin board in every school; such notice will include subject(s) and grade level for which position is posted; such notice to be revised weekly, when necessary. During the months of July and August, such written notices will be posted on the school district website. In both situations, the qualifications of the position, its duties, and the rate of compensation will be clearly set forth. The qualifications set forth for a particular position will not be changed when such future vacancies occur unless the Association has been notified in advance of such changes and the reasons therefore.”

B.    Teachers who wish to receive notification of vacancies which occur during the months of July and August may receive the notification described in Section A above, provided that they leave their home e-mail address in the Office of the Superintendent. Except on a temporary basis, no vacancy will be filled within ten (10) working days from the date the notice is received by the Association.

C.    All qualified teachers will be given opportunity to make application for such positions, and the Committee agrees to give due consideration to the professional background, length of service in the Walpole School System, and other attainments of all applicants. The School Committee reserves the right, in all instances, to appoint the candidate which in its judgment is the most qualified for the position.

D.    Exceptions to B above may be made, under extenuating circumstances, in the interest of effective recruitment.

ARTICLE XIV. REDUCTION IN FORCE

A. Reduction in Force – In the event it becomes necessary to reduce the number of teachers, they shall be laid off in the inverse order of their initial employment.

1.             A teacher who has attained professional status and whose position is eliminated shall either:

(a)           be transferred to an open position for which he/she is highly qualified under the terms of this agreement; or,

(b)           replace a teacher in accordance with the seniority and lay-off procedures as described in this section provided that he/she is highly qualified under the terms of this Agreement.

In order to be considered “highly qualified,” teachers of the core academic subjects must: possess a Bachelor’s Degree, possess a Massachusetts teaching license that can be at the Preliminary, Initial, or Professional level (Equivalent to prior definition as Provisional, Provisional w/ Advanced Standing and Standard certificates), and demonstrate Subject Matter Competency in each of the core academic subjects that the teacher is teaching. The “highly qualified” teacher requirements apply to all core academic teachers employed by the school district, regardless of funding source. Core academic subjects: English, reading or language arts, mathematics, science, foreign languages, civics and government, economics, arts, history, and geography.

Elementary School Teachers of core academic subjects may become highly qualified by passing the MTEL Elementary Subject Matter Test; or completion of the Massachusetts High Objective Uniform State Standard of Evaluation, HOUSSE, (an approved Individual Professional Development Plan aligned with HOUSSE requirements).

Middle and Secondary School Teachers of core academic subjects may become highly qualified by passing the MTEL appropriate Subject Matter Test; completion of an appropriate: academic major, graduate degree, or coursework equivalent to an undergraduate academic major; advanced certification or credentialing; or completion of the Massachusetts HOUSSE (an approved Individual Professional Development Plan aligned with HOUSSE requirements).

With the approval of the Superintendent, a teacher of a core academic subject who does not meet the qualification requirements set forth above for placement in another position may be granted up to the beginning of the following school year to do so. Requests to do so must be submitted in writing to the Superintendent on or before the July 1st following the layoff notice. The Superintendent shall not unreasonably deny such a request.

Teachers of non-core academic subjects shall be considered highly qualified if they possess a Massachusetts Teaching License at any stage.

2.             Definitions:

(a)                 Seniority means a teacher’s continuous length of service in years, months, and days as a teacher in the Walpole School System.

(b)                 For seniority purposes, part-time employment shall be added together and converted to full-time employment e. g. 1 year at .4 time and 1 year at .6 time equals 1 full year.

(c)                 Except as required by federal or state law teachers shall receive credit toward seniority for paid leaves but not for unpaid leaves.  This shall not affect other rights and benefits that teachers accrue on paid or unpaid leaves, as provided elsewhere in this contract.

3.             Procedure:

(a)                 A list specifying the seniority and date of hire of each member of the professional staff shall be prepared by the School Committee and provided to the Association within thirty (30) days following the execution of the Agreement. An updated seniority list shall be supplied by the Committee annually thereafter.

(b)                 In cases involving teachers who have identical seniority, preferences for retention or recall shall be given to the teacher who has received the highest degree and level of training, within his/her field of certification.

4.             Administrator Reduction:

Notwithstanding the above, non-administrators may not replace a less senior Administrator. Administrative employees are entitled to the benefits of this Article. When bumping into a teaching position, administrators must meet the requirements set forth in Section A above. Administrative employees may bump less senior Administrative employees only under the following conditions:

(a)                 A more senior administrator may only bump a less senior administrator of equal rank and within the same level;

(b)                 For purposes of this Section, levels shall be defined as elementary, middle, and high school. Rank shall be defined as assistant principal.

(c)                 Any administrator hired on or before September 1, 2005 who is demoted under the terms of the Agreement shall have his/her salary frozen at its rate in the school year prior to the effective date of demotion, and the salary shall remain at this rate until the salary of the new position exceeds that rate. Any Administrator hired after September 1, 2005 shall be placed on the teachers’ salary schedule based on the total years of prior service in the district including teaching and administrative positions.

B. Re-call Procedure

1.                   Employees shall be re-called in inverse order of their layoff. The re-call period for a laid-off teacher shall extend up to August 31 of the year following that year in which an employee is laid off.

2.                   If a position becomes vacant, the Superintendent will notify the laid-off employee pursuant to Section l above by registered mail. The employee shall be responsible for replying to such registered mail no later than two (2) weeks after his/her receipt of same, indicating whether he/she accepts the vacant position. Failure to respond within such time shall result in forfeiture of re-call rights.

3.                   An employee will have the right to refuse one (l) offer of a vacant position. A second offer must be accepted. If the employee does not accept the second offer, he/she will be removed from the re-call list. Said employee will only be required to respond to offers of vacant positions if said positions are comparable to the position held immediately preceding layoff.

4.                   The laid-off employee will be responsible for notifying the Superintendent, in writing, of any change in his/her mailing address. The Committee will not be responsible if a laid-off employee does not receive a notice of position opening if such non-receipt is due to the employee’s failure to notify the Superintendent of a change in the employee’s mailing address.

5.                   A re-call list shall be compiled and maintained by the Superintendent, and updated as necessary. A copy of the re-call list shall be given to the Association President. The Association President will also be given any revised re-call list or lists.

6.                   Employees, if recalled, shall retain any and all benefits that they had at the time of their lay-off.

7.                   An employee, while on the re-call list, shall be entitled to remain a member of the employer’s group health insurance plan, provided said employee pays the full cost of his/her share of the group premium cost.

8.                   A copy of all re-call notifications shall be sent to the President of the Association.

9.                   The School Committee agrees to offer a letter of waiver of Chapter 71 hearing rights to those teachers with professional status who are laid-off in consideration for placing those teachers on the re-call list and getting benefits of same.

ARTICLE XV.

POSITIONS IN SUMMER SCHOOL, ADULT EDUCATION, EVENING

SCHOOL AND UNDER FEDERAL PROGRAMS

A.    All openings for summer school, and in adult education evening school positions and for positions under federal programs will be adequately publicized by the Superintendent in each school building as early as possible and teachers who have applied for such positions will be notified of the action taken regarding their applications as early as possible.

B.    Positions in the Walpole Summer School, Evening School, Adult Education, and positions under Federal Programs will be to the extent possible filled first by regularly appointed teachers in the Walpole School System where those teachers possess qualifications equal to those of candidates outside the school system.

C.    In filling such positions, consideration will be given to a teacher’s area of competence, major or minor field of study, quality of teaching performance, attendance record, length of service in the Walpole School System, and, in regard to summer school or evening school, previous Walpole summer school or evening school teaching experience.

ARTICLE XVI. TEACHER EVALUATION

See Appendix A – Supervision/Evaluation Handbook - attached hereto and made a part hereof.

A.            Personnel Files:

1.             There shall be only one (l) permanent file for each teacher maintained by the Superintendent which shall contain all data relevant to the work performance of the teacher except as provided below:

a.             Principal and/or Supervisor will maintain originals of observation reports written by them and signed by the teacher observed together with any written responses submitted by the teacher.

b.             Duplicate copies of written summary evaluations may be retained in the principal/supervisor’s file until a teacher attains professional status, at which time the principal/supervisor’s copies shall be destroyed. No other file of written evaluations of a teacher with professional status shall be maintained except the file maintained in the Superintendent’s Office.

c.             Only the following information should be maintained in the personnel file:

1.                   Educational background materials and vita.

2.                   Annual summary evaluation reports with backup materials when appropriate to substantiate the report.

3.                   Materials, such as letters of commendation, or newspaper articles, which the teacher requests.

4.                   Complimentary materials, which the supervisor submits with the consent of the teacher.

5.                   Payroll and attendance information.

6.                   Derogatory material inserted pursuant to subsection 4 below, provided that materials dealing with the processing of a grievance will be separately filed as required in Article IV, E, 3.

2.             Upon written request, the Superintendent will make available to a teacher his/her personnel file and he/she will be permitted to make copies of any materials therein.

3.                   A teacher will be entitled to have an appropriate representative of the Association accompany him/her during any review of his/her personnel file.

4.                   No material derogatory to a teacher’s conduct, service, character or personality will be placed in any file unless the teacher has had the opportunity to review such material and affix his/her signature to the copy to be filed with the express understanding that such signature in no way indicated agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material within five (5) days, and his/her answer shall be reviewed and signed by the Superintendent and attached to the file copy.

5.                   Materials in any teacher’s file shall be available only to the teacher or his/her designated representative, the Superintendent or his/her administrative designee, Assistant to the Superintendent, and members of the School Committee. No information obtained from files pursuant to this Article shall be made public in any way (to include but not limited to public School Committee meetings, information released to the media, verbal or written communications, except in connection with legal proceedings conducted pursuant to law).

6.                   The Superintendent shall insure that materials placed in a teacher’s file shall be accurate beyond a reasonable doubt.

ARTICLE XVII. TEACHER FACILITIES

A.    Each school will have the following facilities:

1.                   Space in each classroom in which teachers may safely store instructional materials and supplies.

2.                   A teacher work area containing adequate equipment and supplies to aid in the preparation of instructional materials.

3.                   An appropriately furnished room, to be reserved for the exclusive use of the teachers as a faculty lounge. Said room will be in addition to the aforementioned teacher work area.

4.                   A serviceable desk and chair for each teacher in the Walpole School System.

5.                   A well-lighted, clean rest room for women and a well-lighted, clean rest room for men.

6.                   A separate, private dining area for the use of teachers.

B.    An adequate portion of the parking lot at each school will be reserved for teacher parking and students will not be allowed to play or loiter in such areas.

C.    Exceptions to Section A and/or B above may be made because of physical or financial limitations.

D.    The Committee agrees to provide the President of the Association with space for a desk and a telephone with the cost of the equipment to be borne by the Association.

E.    The Committee agrees to provide buses during school days for field trips on prior request of the teacher and with the approval of the Superintendent of Schools.

ARTICLE XVIII. USE OF SCHOOL FACILITIES

A.    The Association will have the right to use school buildings without cost at reasonable times for meetings related to the educational process in Walpole. Arrangements shall be made through the Superintendent of Schools who will clear it with the principal of the building in question. Where custodial services are deemed necessary by the Superintendent for meetings not related to the educational process, custodial costs will be borne by the Association.

B.    Use of school facilities and equipment for Association use shall be freely granted within reasonable limits. The cost of any materials used will be borne by the Association.

C.    There will be one (l) bulletin board in each school building, which will be placed in the faculty lounge, for the purpose of displaying administrative notices, and Association material. All other materials will be given to the building principal for approval and posting.

ARTICLE XIX. SICK LEAVE

A.    Every teacher shall be entitled to fifteen (15) days of sick leave with full pay in each school year unless otherwise stated in this section. If a teacher in his/her first year of employment in the Walpole Public Schools is dismissed or otherwise separated from employment before he/she would have accrued 15 sick days at a rate of 1.5 days per month, any sick days taken beyond those that would have been accrued shall be paid back to the District including but not limited to a deduction from his/her final pay check. Part-time teachers will accrue sick leave at the rate of 15 days per year pro-rated in the proportion which their service bears to that of a full-time schedule. Part-time teachers working 50% or more of a single day will be charged one full day of sick leave for each such day of absence.

B.    Cumulative Sick Leave:

1.             Cumulative sick leave consists of the fifteen (15) days allowed annually plus the sum of all unused days of prior years.

2.                   Any teacher who is absent from school because of personal illness for a period of time greater than the 15 days allowed, during any school year, shall receive the benefits of cumulative sick leave.

3.                   No more than two hundred (200) sick days may be accumulated*

*However, those teachers who have accrued sick days in excess of the cap will be grandfathered for “use” only.

4.                   A written notice of application for benefit under the cumulative sick leave rule accompanied by a certificate from the teacher’s physician may be required by the Superintendent in order to be considered for the cumulative sick leave allowance. The School Committee reserves the right to require the certificate of the school physician in addition to the above certificate. Failure to comply with the regulations governing the cumulative plan suffices to deprive the teacher of participation therein.

5.                   If a teacher leaves the system before the expiration of his/her first contract, he/she shall only be entitled to as many sick leave days as months he/she has taught since September at the rate of 1.5 days a month. A teacher hired during the school year shall only be entitled to as many sick leave days as months he/she has taught from the effective date of his/her first contract at the rate of l.5 days per month.

C.    Maternity Leave:

1.                   Pregnancy and/or related conditions are considered temporary disabling conditions and are therefore creditable to accumulated sick leave. Teachers are to consult with their physicians to determine the most advisable periods for either the temporary cessation of their services or their healthful return to work. Such information is to be provided as soon as possible to unit administrators to enable them to make necessary arrangements for instruction.

2.                   In the event that accumulated sick leave is exhausted, a teacher should be eligible for a leave of absence for such reasonable time as is determined by the attending physician that the female employee will be disabled from performing her duties because of her pregnancy and/or related conditions.

3.                   A teacher returning from extended maternity leave during the same school year the leave began will be returned to her position; otherwise, the teacher will be returned to the same or a comparable position. A person paid for at least 90 days (not counting days from the Sick Leave Bank) during any school year shall receive credit for a full year for advancement on the salary schedule.

D.    Teachers returning from sick leave following serious illness or injury shall be excluded from all non-instructional duties; i.e. playground, cafeteria, hall duty for that period as has been determined by their consulting physician. Notification of such period is to be provided the principal on their return to school. After a reasonable period of time the School Committee may require an examination by a physician named by it, in order to verify the teacher’s condition.

E.            Sick Leave Bank - A sick leave bank for use by eligible members of the professional staff covered by this Agreement who have exhausted their own sick leave and who have serious illness or disability shall be established.

The bank shall maintain a minimum of 200 days. Maintenance shall be construed to mean:

1.                   A new member may join not later than October l or 30 days upon hiring by donating one sick leave day.

2.                   Existing members may continue their membership by donating one day to the bank’s reserve whenever the minimum of 200 days is reached.

3.                   The total contribution per member per school year shall not exceed two days.

All unused days will be carried forward to be used in subsequent years.

The initial grant of sick leave by the sick leave bank committee to an eligible employee shall not exceed twenty (20) days.

Upon completion of the twenty (20) days, the period of entitlement may be extended by the sick leave bank committee upon demonstration of need by the applicant.

The sick leave bank shall be administered by a sick bank committee consisting of six (6) members. Three (3) members shall be appointed by the Association president with the approval of the Executive Board to serve 3-year terms on a rotating basis. Three (3) members shall be either school administrators or School Committee members appointed by the Superintendent to serve at his/her discretion. The Sick Leave Bank Committee shall elect its own Chairperson. The Committee shall determine the eligibility for the use of the bank and the amount of leave to be granted. The following criteria shall be used by the Committee in administering the bank and in determining eligibility and amount of leave:

1.                   Adequate medical evidence of serious illness

2.                   Prior utilization of all eligible sick leave

3.                   Length of service in the Walpole School System

4.                   Propriety of use of previous sick leave

The decision of the Sick Leave Bank Committee with respect to eligibility and entitlement shall be subject to appeal to the Executive Board of the Walpole Teachers Association, in writing, and within thirty (30) calendar days after the Sick Leave Bank Committee shall have rendered its decision relative to eligibility and/or amount of leave.

At the discretion of the Sick Bank Committee (SBC), an applicant filing an appeal may be required by the SBC to provide additional medical evidence, including records from a provider, related to the condition for which the sick leave is sought and to cooperate fully with an evaluation by a specialist or physician designated by the SBC, provided that said evaluation is at no cost to the applicant.

F.    Employee Assistance Committee - An Employee Assistance Committee, (EAC), consisting of one member of the Association and a representative of the Committee, other than an administrator, shall be established for the purpose of offering information, at the request of a teacher, concerning outside counseling services or other programs designed to assist those with problems of drug or alcohol abuse.

The EAC is intended only as a resource for the purpose set forth herein. Requests will be confidential, and nothing herein shall prejudice or affect the rights of the Committee, the Association or any teacher.

G.    Sick Leave Buy Back - An employee who has served in the Walpole School System for at least fifteen years may buy back his/her accumulated sick leave upon retirement into a state or county retirement system. In the event of the death of an employee who has served in the Walpole School System for at least 15 years, his/her estate will receive the monies due under this Article. A staff member with 100 or more accumulated sick days will be able to buy back 10 of those days at their per diem rate or a staff member with 187 or more days may buy back 15 of these days at their per diem rate.

H. Adoptive /Parenting Leave - A male or female teacher may use up to two (2) days of sick leave per year following the birth of his/her child or for adoption related travel, court appearances, appointments with social workers or adoption agencies or attendance at other meetings or processes required in connection with the adoption of a child.

I. One Day of Sick Leave Buy Back For Teachers Employed For The Entire 2009-10 School Year as follows:

Upon the severance of employment of any teacher employed for the entire 2009-10 school year (during or after the 2010-11 school year), who has one or more days of accumulated sick leave and has had their salary reduced as a result of a Memorandum of Agreement between the Walpole Teachers Association and the Walpole School Committee, the School Department will buy back one day at the teacher’s per diem rate.

It is understood that a male or female teacher may also use the three (3) days of paid leave for family illness listed in Article XX Section A.3(b) following the birth of his/her child or for adoption related travel, court appearances, appointments with social workers or adoption agencies or attendance at other meetings or processes required in connection with the adoption of a child.

ARTICLE XX. TEMPORARY LEAVES OF ABSENCE

A. Teachers will be entitled to the following temporary leaves of absence with pay each school year:

1.                   A total of two (2) days leave of absence without loss of pay for reasons (personal, legal, household or family matters), which require absence during school hours. The benefits of this paragraph shall not be utilized to extend a holiday or vacation period. However, if a person has a legitimate reason for personal leave the day preceding or immediately following a holiday or vacation period, it may be granted if prior approval has been sought. All unused personal days at the end of each year shall be added to sick leave.

2.                   Time necessary for appearances in any legal proceeding connected with the teacher’s employment or within the school year.

3.   (a) In case of death in the immediate family (i.e. mother, father, step-mother, step-father, spouse, brother, sister, daughter, son, step-daughter, step-son) or persons for whom the teacher is responsible (to be determined by the Superintendent), a teacher shall be allowed three (3) days absence without loss of pay. In case of death of a father or mother-in-law, sister or brother-in-law, step-sister or step-brother-in-law, grandparent or step-grandparent, or grandchild or step-grandchild, a teacher shall also be allowed three (3) days absence without loss of pay.

In case of death in the extended family (aunt, uncle, cousin, niece or nephew), a teacher shall be allowed one (1) day absence without loss of pay to attend a memorial service.

(b)                 For acute illness in one’s own family, a teacher may be allowed three (3) days in any school year

(c)                 Up to two (2) additional days shall be granted upon request and with/without pay upon prior approval of the Superintendent for travel, urgent family need, or any extenuating circumstances relative to (a) and (b) above.

4.                   Military leave with pay will be provided in accordance with state and federal law, including under the provisions of the 2006 Walpole Town Meeting vote accepting local acceptance statutes that provide for partial payment of salary for certain military service.

5.                   Professional days shall be granted to teachers upon request and with the approval of the Superintendent of Schools.

6.                   Up to fifteen (15) days for approved participation in a program of summer study, approved by the Superintendent and School Committee, which begins prior to the end of the school year. This item will apply only to staff members who are under contract for the following year.

7.             Any other reasons approved by the Superintendent.

B. 1.        Leaves taken pursuant to Section A above will be in addition to any sick leave to which the teacher is entitled.

2. Application for all temporary leaves will be made at least twenty-four (24) hours before taking such leave (except in cases of emergencies).

ARTICLE XXI. EXTENDED LEAVES OF ABSENCE

A written request for a leave of absence will be granted for the following reasons and as outlined in Sections C, D, and E below. To be eligible, an employee must have worked for at least 12 months for the Town and must have worked for at least 1250 hours over the 12 months before the leave would begin.

1.                   The birth or adoption of a child.

2.                   To care for an immediate family member (spouse, child, or parent, but not including parents-in-law) with a serious health condition.

3.                   To take a medical leave when the employee is unable to work because of a serious health condition.

A.    A leave of absence without pay of up to two (2) years will be granted to any teacher who joins the Peace Corps or serves as an exchange teacher and is a full-time participant in either of such programs. Upon return from such leave, a teacher will be considered as if he/she were actively employed by the Committee during the leave and will be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent.

B.    Military leave will be granted to any teacher who is inducted into any branch of the armed forces of the United States. Upon return from such leave a teacher will be placed on the salary schedule at the level which he/she would have achieved had he/she remained actively employed in the system during the period of his/her absence.

C.    A leave of absence without pay or increment of up to one (l) year will be granted for the purpose of caring for a sick member of the teacher’s immediate family. The Committee will be furnished with a written doctor’s certificate of illness or disability. The Committee reserves the right to require a second opinion, at their expense, to certify illness or disability. To the extent that this second opinion is not consistent with the first opinion, both parties agree to share the cost of a medical opinion from a mutually agreed upon third party. Additional leave may be granted at the discretion of the Superintendent.

D.    A teacher with professional status will be granted a leave of absence, without pay, for up to one (l) school year for health reasons other than maternity. Requests for such leave will be supported by appropriate medical evidence. The Committee will be furnished with a written doctor’s certificate of illness or disability. The Committee reserves the right to require a second opinion, at their expense, to certify illness or disability. To the extent that this second opinion is not consistent with the first opinion, both parties agree to share the cost of a medical opinion from a mutually agreed upon third party. Additional leave may be granted at the discretion of the Superintendent.

E.    Any teacher whose personal illness extends beyond the period compensated will be granted a leave of absence without pay for such time as is necessary for complete recovery from such illness. The Committee will be furnished with a written doctor’s certificate of illness or disability. The Committee reserves the right to require a second opinion, at their expense, to certify illness or disability. To the extent that this second opinion is not consistent with the first opinion, both parties agree to share the cost of a medical opinion from a mutually agreed upon third party.

F.    Other leaves of absence without pay may be granted by the Superintendent.

G.    Any teacher who has been granted a leave of absence under this Agreement for whatever reason may not take a paid, professional teaching or administrative post at any elementary, middle, secondary or post-secondary school during the leave of absence. Any exception to the above must have the prior approval of the Superintendent.

H. All requests for extensions or renewals of leaves will be applied for to the Superintendent and granted in writing by the Superintendent.

I. In sections A through C above the granting of professional status will be left to the discretion of the Superintendent.

J. When a teacher is on an extended leave of absence, the superintendent’s office will send a reminder to the teacher to indicate his/her intention to return for the following school year. This reminder will be sent by certified mail (return receipt). Failure to notify the Superintendent by March 1, by certified mail, postmarked not later than March 1, shall constitute a resignation from employment with the Walpole Public Schools.

ARTICLE XXII. SABBATICAL LEAVES

Upon recommendation by the Superintendent of Schools, sabbatical leaves may be granted for study or travel to a member of the teaching staff by the Committee subject to the following conditions:

1.                   Requests for sabbatical leave must be received in writing by the Superintendent of Schools no later than November 15th of the year prior to the sabbatical year in question.

2.                   The teacher has completed at least seven (7) consecutive full school years of service in the Walpole School System, (except, if enrolled in a doctoral program, the teacher becomes eligible after five (5) consecutive full years of service).

3.                   Teachers on sabbatical leave will be paid fifty (50%) percent of their regular salary for one (l) full year or one hundred (100%) percent for a half (l/2) year, provided that such pay when added to any program grant will not exceed the regular salary rate.

4.                   The teacher will agree in writing to return to employment in the Walpole School System for one (l) full year or forfeit the salary received.

5.                   Teachers returning will receive full credit on the salary schedule as if they had been teaching in the system.

ARTICLE XXIII. PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT

A.    The Committee will pay tuition reimbursement for approved courses taken by teachers subject to the conditions set forth below. Courses taken under this provision must have prior approval of the Superintendent of Schools and must have been satisfactorily completed.

1.                   Said courses to be taken through regular attendance at an accredited institution of higher education that is licensed to grant bachelor or postgraduate degrees, Norfolk County Teachers’ Association Extension courses, approved in advance by the Superintendent.

2.                   Said courses to be taken in the general area related to the applicant’s teaching assignment, courses taken toward additional certifications, and/or other courses only if deemed relevant by the Superintendent or his/her designee and approved by him/her in advance.

3.                   Teachers will be reimbursed for no more than fifteen (15) credits or five (5) courses in any one contract year.

4.                   Reimbursement for courses taken during the summer session of a contract year will not be made to those teachers who voluntarily terminate their employment in the Walpole School System.

5.                   Teachers on sabbatical leave will be reimbursed for no more than sixteen (16) credits in the contract year in which they take such leave.

6.                   Courses taken at the request of the Superintendent of Schools and or his/her designee will be paid in full by the Walpole School Department.

B.    1. The sum available under this provision shall be $60,000 effective September 1, 2008; $65,000 effective September 1, 2009; $0 effective September 1, 2010; $35,000 effective September 1, 2011 and $70,000 effective September 1, 2012.

2. Disbursement of funds under this section shall be made in the following manner:

a.             Upon the presentation of evidence of payment and the satisfactory completion of qualifying courses by June 30.

b.             Amount of reimbursement will be the lesser of the tuition paid or a percent computed by dividing the sum available by the total of all tuitions submitted.

3.             Courses not completed by June 30 will be reimbursed in the funding cycle of the next fiscal year.

C.    The Superintendent will notify all staff prior to submittal date for Summer Curriculum Research and Development Projects. Grants will be awarded by the Superintendent to as many of the staff as funds permit who want voluntarily to become involved with in-service curriculum research and development. All applicants or chairmen of applicant groups will be notified as to their status prior to the end of the teachers’ work year.

D.    The Superintendent may pay the reasonable expenses including fees, meals, lodging, and/or transportation, incurred by teachers who attend workshops, seminars, conferences, or other professional improvement sessions provided that the funds have been included, approved, and voted into the School Department budget by Town Meeting.

ARTICLE XXIV. PROTECTION

A.    Teachers will immediately report all cases of assault and battery suffered by them in connection with their employment to the Superintendent of Schools in writing.

B.    This report will be forwarded to the Committee which will comply with any reasonable request from the teacher for information in the possession relating to the incident or the persons involved, and will act in appropriate ways as liaison among the teacher, the police and the courts.

C.    If criminal or civil proceedings are brought against a teacher alleging that he/she committed assault and battery in connection with his/her employment the Committee may furnish legal counsel to defend him/her in such proceedings if he/she requests such assistance. If the Committee does not provide such counsel and the teacher is exonerated, then the Committee will reimburse the teacher for reasonable counsel fees incurred by him/her.

ARTICLE XXV. PERSONAL INJURY BENEFITS

A. Whenever a teacher is absent from school as a result of personal injury caused by an accident or assault and battery occurring in the course of his/her employment, he/she will be paid his/her full salary (less the amount of workmen’s compensation award made for temporary disability due to said injury) for the period of such absence, with no loss of accumulated sick leave. When workmen’s compensation benefits are exhausted, unused sick leave will take effect.

B. A teacher will be reimbursed for the cost of medical, surgical, or hospital services (less the amount of any insurance reimbursement) incurred as the result of any injury sustained in the course of his/her employment.

ARTICLE XXVI. INSURANCE

A.    The School Committee and the Association agree that the insurance plan for teachers will be the plan accepted by the Town of Walpole for all municipal employees during the term of this contract. Effective September 1, 1993, teachers will pay 20% of premiums for whichever HMO they are in.

All unit members hired by the Town of Walpole or the Walpole Public Schools on or after January 1, 2003, will pay 30% of the HMO group health insurance rates, and the Employer will pay 70%. Effective July 1, 2010, all unit members hired by the Town of Walpole or the Walpole Public Schools on or after January 1, 2003 will pay 30% of the HMO/EPO “Rate Saver” group health insurance rates, and the Employer will pay 70%.

All unit members employed by the Town of Walpole or the Walpole Public Schools prior to January 1, 2003, will continue to pay 20% of the premium for any HMO offered by the Town, and the Employer will continue to pay 80% of the HMO premiums. Effective July 1, 2010, all unit members hired by the Town of Walpole or the Walpole Public Schools prior to January 1, 2003 will pay 20% of the HMO/EPO “Rate Saver” group health insurance rates, and the Employer will pay 80%.

All unit members hired after June 1, 2010 shall only be eligible to participate in the HMO/EPO “Rate Saver” group health insurance plans.

For unit members employed as of the effective date of this agreement, effective July 1, 2010 the Employer will pay the same dollar amount to the HMO/EPO plans of the respective carrier that it pays to the HMO/EPO “Rate Saver” plans based upon the percentage splits set forth above. For example, if the Employer’s contribution of 80% toward the Network Blue NE Options Rate Saver family plan amounts to a contribution of $1,152.80 per month, the Employer shall contribute $1,152.80 per month toward the cost of the Network Blue EPOP family plan.

B.    Teachers shall be eligible to participate in a “tax sheltered” annuity plan established in accordance with Chapter 71, Section 37B of the General Laws of Massachusetts.

C.    Teachers must work at least half-time to be eligible for health benefits.

D.    On or before October 1, 2010, the School Committee or Town shall establish a Flexible Spending Medical Program (i.e. “Section 125” plans such as Pretax Insurance Premium Payments, Dependent Care Account Plan “DCAP” and Medical Care Account Plan “MEDCAP”) and shall provide for and pay the one-time set up costs to implement the program. The Employer shall pay any annual administrative fee for subscribers who opt into the program for the duration of this Agreement. The program shall include a voluntary debit card system. Employees may set aside funds up to the maximum amount permitted by the Internal Revenue Code. The program shall permit MEDCAP claims incurred during a 60-day grace period beyond the year to be reimbursed.

ARTICLE XXVII. DUES DEDUCTION

A.    The Committee hereby accepts the provisions of Section 17C of Chapter 180 of the General Laws of the Commonwealth of Massachusetts and, in accordance therewith, shall certify to the Treasurer of the Town of Walpole all payroll deductions for the payment of dues to the Association if duly authorized by individual employees covered by this Agreement.

B.    The Committee agrees that the aforementioned dues shall be deducted in nine (9) monthly installments.

C.    The Committee agrees to certify to the Treasurer of the Town of Walpole all payroll deductions for the Massachusetts Teachers Association Credit Union if duly authorized by individual employees covered by this Agreement.

D.    The Association shall indemnify and save the Committee harmless against any claim, demand, suit or other form of liability that may arise out of, or by reason of, action taken or not taken by the Committee for the purpose of complying with this article or in compliance with any deduction authorization furnished to the Committee.

E.    All employees defined in Article II herein shall pay, on or after the thirtieth (30th) day following the beginning of their employment or the effective date of this Article, whichever is later, an agency service fee to the Association commensurate with the cost of collective bargaining and contract administration as determined by the Association. The amount of such agency fee shall be certified annually to the Committee by the Association. The payment of such agency fee shall not be a condition of employment, and the Committee shall have no responsibility to enforce or require its payment. The Association shall, however, have standing to pursue any and all remedies it may have at law to collect such fee. The agency service fee shall not be due and payable during leaves of absence without pay for more than six (6) months in duration. The Association shall indemnify and hold the Committee harmless from any claims, damages or liability whatsoever arising out of or with respect to the collection or attempted collection by the Association under the terms and provisions of this Article of an agency fee from an employee. This Article shall become effective on September 1, 1988.

ARTICLE XXVIII. GENERAL

A. There will be no reprisals of any kind taken against any teacher by reason of his/her membership in the Association or participation in its activities.

B.    The Committee will, upon request, provide the Association with any documents which will assist the Association in developing intelligent, accurate, informed and constructive programs on behalf of the teachers and their students, together with any other available information which may be necessary for the Association to process grievances under this Agreement.

C.    If any provision of this Agreement or any application of the Agreement to any employee or group of employees shall be found contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications will continue in full force and effect.

D.    Any complaint made by a parent, student, or any other person regarding any employee covered by this Agreement shall be promptly brought to the attention of said employee.

E.    The Association recognizes the authority and responsibility of the principal for disciplining or reprimanding a teacher for delinquency of professional performance. If a teacher is to be disciplined by a member of the administration above the level of the principal, however, he/she will be entitled to have a representative of the Association present as an observer.

F.    No teacher will be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. The Committee reserves the right to set reasonable standards of behavior for teachers.

G.    This Agreement constitutes Committee policy for the term of said Agreement, and the Committee will carry out the commitments contained herein and give them full force and effect as Committee policy. The Committee will amend its Administrative Regulations and take such other action as may be necessary in order to give full force and effect to the provisions of this Agreement.

ARTICLE XXIX. EARLY RETIREMENT PLAN

1.                   In order to provide incentives for teachers who have completed fifteen (15) consecutive years of professional service as a full-time equivalent contracted teacher in the Walpole Public Schools to retire from the school system into either a state or county retirement system, the Committee agrees to increase the salary of teachers who retire between the age of 52 and 63 as set forth below. An employee who utilizes this early retirement benefit will not be eligible for the supplemental longevity benefit as described in Article V., Section A.5.F., or the sick leave buy back benefit as described in Article XIX, Section G.

2.                   Upon providing advance notice of intention to retire, a teacher will be paid a salary higher than would otherwise apply as follows:

In contract year in which 52nd-55th

birthday is attained                                                             $4,030

In contract year in which 56th-59th

birthday is attained                                                             $3,360

In contract year in which 60th-61st

birthday is attained maximum of two years                   $2,688

3.             Notice of intention to retire must be provided by November 1 of the year prior to implementation (money divided proportionately over the period of the Early Retirement Agreement) with a maximum advance notice as follows:

Age in Contract Year                        Maximum Notice

When Notice is Provided

60-61                                              2 years

59 or less                                            3 years

Exceptions may be made at the Superintendent’s discretion, and they are not subject to the grievance and arbitration procedure of this Agreement.

4.             Notice of retirement shall specify the date of retirement and the teacher shall be bound by such notice unless:

(a)                 He/she indicates an intent to withdraw the notice at least 90 days prior to the retirement date; and

(b)                 He/she returns all monies received hereunder, with interest at an annual rate of 10%.

ARTICLE XXX. NO STRIKE

The Association agrees that during the term of this Agreement it will not cause, condone, or sanction or take part in any strike, walkout, slowdown or work stoppage.

The Association and its members, individually and collectively, agree that if there is a violation of this clause during the term of this Agreement any or all teachers violating this clause will at the discretion of the Committee be subject to disciplinary action, including discharge, suspension, or complete loss of seniority, and the matter shall not be arbitrable.

ARTICLE XXXI. PART-TIME TEACHERS

A.    Conditions

1.             Work Year and Meetings

All part-time teachers will be required to work the same work year (including orientation) on a pro-rated basis according to their full-time equivalency (FTE) status and to attend the same meetings that full-time teachers are required to, as set forth in Article VI, Sections C & D of this Agreement. Part-time teachers will be responsible for all information as it pertains to their professional work for the meetings they did not attend.

2.             Work Day

(a)                 The schedule will be as specified by the Principal and approved by the Superintendent.

(b)                 A teacher’s pro-rata entitlement to salary and fringe benefits will be computed by dividing the total number of hours a part-time teacher is required to work each week (except for meetings, lunch, homeroom, etc.) by 35 hours and 50 minutes. In addition, a partial year teacher’s entitlement to salary and fringe benefits will be computed by dividing the total days contracted to work by the number of days in the contracted work year (183). FMLA leave paid through contractual sick leave shall be considered a contractual work day.

B.    Benefits

1.                   Sick leave is pro-rated.

2.                   Personal Days are pro-rated.

3.                   Time Credit

(a) Seniority will be counted on a pro-rata basis (e.g. half-time equals 90 full days).

ARTICLE XXXII. INSTRUCTIONAL AIDES AND TITLE I INSTRUCTORS

Instructional Aides and Title I Instructors shall be entitled to the following wages, benefits and terms and conditions of employment and it shall be expressly understood that only the wages, hours, benefits and conditions of employment spelled out in this Article shall be applicable to said employees.

Title I Instructors will be placed on a separate salary scale and will no longer be paid the same as Instructional Aides. The new scale for Title I Instructors is listed under salaries below. This scale is funded totally by federal grants.

Effective September 1, 2011, increase the wage scale in Section C by two and one half percent (2.5%).

Effective September 1, 2012, increase the wage scale in Section C by two and one half percent (2.5%).

A.    Negotiation Procedure

Instructional Aides and Title I Instructors shall be entitled to the same negotiation procedure as provided to teachers in Article III of the Agreement.

B.    Grievance Procedure

Instructional Aides and Title I Instructors shall be entitled to process any grievance alleging a violation of this Article of the Agreement in the manner and according to the procedures specified in Article IV of the Agreement.

C.    Salaries

Effective September 1 in each year of the contract, the Instructional Aides Wage Scale will increase to the following rates.

STEP

9/1/2010

9/1/2011

9/1/2012

1

$16.96

$17.38

$17.82

2

$17.48

$17.92

$18.36

3

$17.99

$18.44

$18.90

4

$18.54

$19.00

$19.48

5

$19.10

$19.58

$20.07

6

$19.66

$20.15

$20.66

Effective September 1 in each year of the contract, the Title I Instructors Wage Scale will increase to the following rates.

STEP

9/1/2010

9/1/2011

9/1/2012

1

$21.54

$22.08

$22.63

2

$22.18

$22.73

$23.30

3

$22.85

$23.42

$24.01

4

$23.53

$24.12

$24.72

5

$24.24

$24.85

$25.47

6

$24.96

$25.58

$26.22

Instructional Aides and Title I Instructors may be given credit for previous experience as an Instructional Aide or Title I Instructor at the discretion of the Superintendent of Schools.

D.    Work Day/Work Year

The regular work week will consist of thirty-five (35) hours per week consisting of five (5) days of seven (7) hours each inclusive of the paid thirty-minute (30) meal period. The School Committee reserves the right to schedule Title I Instructors and/or Instructional Aides for more or less hours per day or per week. Benefits provided herein shall be pro-rated according to the proportion of a regular work week that such employees are assigned.

The work year shall be the days that students are in school during the regular school year. However, the Superintendent shall offer Instructional Aides and Title I Instructors one optional work day each year for professional development, as determined by and scheduled by the Superintendent.

For those Instructional Aides and Title I Instructors who work at least a six (6) hour day, if a meal period is not scheduled or duty-free, the employee will be paid an additional half hour at his/her hourly rate subject to prior approval by the principal. When it is not possible to get approval prior to when the meal period is worked, the approval may be obtained by the end of the work day or as soon as possible thereafter. Instructional Aides and Title I Instructors who work more than six (6) hours per day shall not be required to give up their meal period, but may do so voluntarily.

E.    Instructional Aide and Title I Assignment

Instructional Aides and Title I Instructors will be notified in writing of their programs for the upcoming school year, including the school, grade, subject and students to which they will be assigned, as soon as practicable, but not later than thirty (30) days prior to the start of school. The Association recognizes that unforeseen circumstances may cause changes in assignments after written notices have been given.

F.    Reduction in Force

Reduction in Force – In the event it becomes necessary to reduce the number of employees covered by Article XXXII, the Superintendent shall consider the following criteria in determining the order of layoff:

a)                   Area of competency including level (elementary, middle and high) of assignment;

b)                   Certification (if applicable);

c)                   Quality of performance;

d)                   The documented needs of the students including language disability, autism, physical disability, and behavioral disability and,

e)                   The length of service in the Walpole Public Schools.

G. Employee Assistance Committee

Employee Assistance Committee – All Instructional Aides and Title I Instructors shall be eligible to access the Employee Assistance Committee (EAC) under the same terms and conditions as teachers.

H. Temporary Leaves of Absence

In case of death in the immediate family (i.e. mother, father, step-mother, step­father, spouse, brother, sister, daughter, son, step-daughter, step-son) or persons for whom the teacher is responsible (to be determined by the Superintendent), a teacher shall be allowed three (3) days absence without loss of pay. In case of death of a father or mother-in-law, sister or brother-in-law, step-sister or step-brother-in-law, grandparent or step-grandparent, or grandchild or step-grandchild, a teacher shall also be allowed three (3) days absence without loss of pay.

In case of death in the extended family (aunt, uncle, cousin, niece or nephew), a teacher shall be allowed one (1) day absence without loss of pay to attend a memorial service.

I.   Protection

Instructional Aides and Title I Instructors shall be entitled to the same protection in cases of assault and battery as is provided to teachers in Article XXIV of the Agreement.

J.  Worker’s Compensation

Instructional Aides and Title I Instructors shall be entitled to the benefit of worker’s compensation in accordance with Chapter 152 of the Massachusetts General Laws.

If an Instructional Aide or Title I Instructor is entitled to weekly disability benefits under the Worker’s Compensation Law and his/her incapacity lasts for five (5) or more calendar days, but less than twenty-one (21) days, the Instructional Aide or Title I Instructor shall be paid in full by the School Committee for lost wages during the first five (5) days of incapacity without loss of paid days.

When an Instructional Aide or Title I Instructor is injured at work to the extent that medical attention is required and a visit cannot be scheduled outside the regular school day, that employee will be allowed time off without loss of wages or paid days.

K. Insurance

Instructional Aides and Title I Instructors shall be entitled to the same insurance plan as is provided to teachers in Article XXVI, Sections A and C of the Agreement.

L. Dues Deduction

Instructional Aides and Title I Instructors shall be entitled to have their Association dues deducted in accordance with the procedures and the limitations set forth in Article XXVII of the Agreement.

M. Mileage

A mileage allowance shall be paid at the IRS rate to all employees who are required to use their cars for interschool travel and/or for any other school-related travel which is part of their assigned work day activities.

N. General

1.                   There will be no reprisals of any kind taken against any employee covered by this Agreement by reason of his/her membership in the Association or participation in its activities.

2.                   Any written complaint made by a parent, student, or any other person regarding any employee covered by this Agreement shall be promptly brought to the attention of said employee.

3.                   The Association recognizes the authority and responsibility of the principal for disciplining or reprimanding an Instructional Aide or Title I Instructor for delinquency of professional performance. If an instructional Aide is to be disciplined by a member of the administration above the level of the principal, however, he/she will be entitled to have a representative of the Association present as an observer.

4.                   An Instructional Aide or Title I Instructor who has been employed for at least one (1) complete school year shall not be dismissed during a subsequent school year(s) without written notice of the reasons for dismissal and, if requested by the employee, an opportunity to meet with the Superintendent or his/her designee to review the decision and present information pertaining to the bases for the decision and to the employee’s status.

O. No-Strike

The Association agrees that during the term of this Agreement it will not cause, condone or sanction or take part in any strike, walkout, slowdown or work stoppage.

P. Paid Days

Employees shall be entitled to fourteen (14) days with pay during the school year. These benefit days can be used by the employee to compensate him/her for a day not worked. If an employee does not use these days, he/she shall receive a lump-sum payment in the last paycheck of the school year. Said payment shall be equivalent to pay for those days or portion thereof not used during the school year.

Q. Job Description and Agreement

Each Instructional Aide and Title I Instructor will receive upon hire a copy of his/her job description.

Each Instructional Aide and Title I Instructor will receive a copy of The Agreement between the Walpole Teachers Association and the Walpole School Committee when hired and when a new agreement has been published.

R. Evaluation

Instructional Aides and Title I Instructors shall be evaluated by the end of each school year by completion of the form attached as Appendix B.

ARTICLE XXXIII. DURATION

This Agreement will remain in effect for the period beginning September 1, 2008 through August 31, 2011, and shall automatically renew itself for successive terms of one (1) year unless, prior to sixty (60) days in advance of the expiration of the contract year involved, either the Committee or the Association shall have given the other written notice of its desire to modify or terminate this Agreement. The parties agree to reopen the contract if the Department of Elementary and Secondary Education mandates professional standards for members of the bargaining unit.

Unit B: all assistant principals and the director of athletics.

Unless otherwise indicated, the employees in the above unit will be hereinafter referred to as the “teachers” or professional employees.

IN WITNESS WHEREOF, the Walpole School Committee has caused this Agreement to be signed in its name and behalf by the Chairman, and the Walpole Teachers Association has caused this Agreement to be signed in its name and behalf by its President and Vice Presidents.

FOR THE                                                                              FOR THE

WALPOLE SCHOOL COMMITTEE                           WALPOLE TEACHERS ASSOCIATION

BY:                                                                                          BY:

_____________________                                                __________________________

Chairman                                                                              President

                                                                                                 __________________________

Vice President

__________________________

Vice President

__________________________

Vice President Dated: _______________                   Dated: __________________________