Blackstone-Millville

Show detailed information about district and contract

DistrictBlackstone-Millville
Shared Contract District
Org Code6220000
Type of DistrictRegional K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2016
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyWorcester
ESE RegionCentral
Urban
Kind of Communityrural economic centers
Number of Schools5
Enrollment2064
Percent Low Income Students18
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Blackstone-Milville

AGREEMENT

BETWEEN

BLACKSTONE-MILLVILLE REGIONAL SCHOOL DISTRICT

AND

BLACKSTONE-MILLVILLE REGIONAL SCHOOL

DISTRICT EDUCATORS ASSOCIATION

SEPTEMBER 1, 2013 -AUGUST 31, 2016

AGREEMENT

This Agreement is made and entered into as of the first day of September 2013, by and between the BLACKSTONE-MILLVILLE REGIONAL SCHOOL DISTRICT, acting by and through its District School Committee (hereinafter referred to as the "Committee") and the BLACKSTONE-MILLVILLE REGIONAL SCHOOL DISTRICT EDUCATORS ASSOCIATION (hereinafter referred to as the "Association").

PREAMBLE

Whereas, pursuant to the provisions of the Massachusetts General Laws. Chapter 150E. Section 6. the Committee has met with representatives of the Association, and the parties have fully considered and discussed all proposals made by either party as to wages, hours and other conditions of employment.

A. Now, therefore, the Committee and the Association agree on the following terms and provisions to be effective as set forth in this instrument.

ARTICLE I

SCOPE

A.  The Agreement includes all of the agreements reached by the parties respecting matters pertaining to wages, hours and other conditions of employment of employees covered by this contract.

B.   If any provision of this Agreement, or any application of this Agreement to any employee or group of employees covered hereby, shall be found contrary to law, such provision or application shall be deemed valid and shall have effect only to the extent permitted by law, but all other provisions or applications of this Agreement will continue in full force and effect.

C.  In the event that any provision of this agreement is held invalid, the parties agree to enter promptly into collective bargaining negotiations upon the request of either party for the purpose of arriving at a mutually satisfactory replacement for such provision.

D.  The parties further recognize and agree that, except as to matters specifically covered and provided for in this Agreement or any amendment thereto mutually agreed upon, the Committee continues to retain, whether exercised or not, all of the duties, powers, responsibilities and rights provided to it by the laws of the Commonwealth of Massachusetts and the applicable rules and regulations of administrative agencies issued under such laws, and may exercise the same, in its sole discretion, without any such exercise being made the subject of a grievance or arbitration proceeding hereunder.

ARTICLE II

RECOGNITION

A.  For the purposes of collective bargaining with respect to wages, hours and other conditions of employment, the Committee recognizes the Association as the exclusive bargaining agent and representative of the following unit of professional employees of the Blackstone-Millville Regional School District:

All full-time and part-time classroom teachers (including full-time and part-time physical education instructors and also including early childhood teachers) and full-time and part-time guidance personnel, long-term substitutes, school nurses, school adjustment counselors and school psychologist.

B.  Unless otherwise indicated, the professional employees in the above unit will be hereinafter collectively referred to as the "teachers" or the "educators" or the "employees covered by this Agreement".

C.  All other employees of the Blackstone-Millville Regional School District, whether professional or non-professional, are excluded from the above unit and are not covered by this Agreement.

D.  The following words, as used in Paragraph A, above, shall have the following meanings:

1.   "Part-time", a regularly employed employee covered by this Agreement whose work day is generally shorter than the regular work day or whose work week is generally shorter than the regular work week of a regularly employed full-time employee covered by this Agreement. A part-time employee's benefits under this Agreement (e.g. salary, sick leave, etc.) shall be determined by multiplying the numerical amount of a particular benefit (e.g. the dollar amount for salary, the number of days for sick leave, etc) as it applies to full-time employment by a percentage figure representing such employee's total amount of employment as compared to a full-time employee's total amount of employment.

2.   "Long-term substitute", a person who is not a regularly employed employee but who, at the time of hiring, is hired to work for more than ninety (90) consecutive school days in a particular school year.

ARTICLE III

GRIEVANCE PROCEDURE

A. The grievance procedure is established for the purpose of granting employees recognized by this Agreement a formal channel for the presentation of grievances to their employer, and to produce prompt and equitable solutions to those problems which from time to time may arise. The Committee and Association desire that such procedure shall always be as informal and confidential as may be appropriate for the grievance involved at the procedural level involved.

B.  For the purposes of this Contract, a grievance is hereby defined to be:

1.   A question, problem or disagreement concerning the interpretation or application of any provision of this Contract with respect to the wages, hours or working conditions of an employee or employees covered by this Contract; or

2.   Any treatment of an employee which is claimed to be unfair, unjust or discriminatory.

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

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

E.  A grievance that affects a group or class of teachers from a different building or department, or is of a general nature, may be submitted in writing by the Association to the Superintendent directly and the processing of such grievance will be commenced at Level Two. In such a case, the Association will be considered the aggrieved.

F.  The Principal may delegate to any Assistant Principal and the Superintendent may delegate to any Deputy or Assistant Superintendent their respective functions and obligations contained in this Article, provided, however, that any such delegation shall be confirmed by giving written notice to the Association, and further provided that any grievance in course at Levels One, Two, Three and Four on the date of receipt by the Association of said written confirmation shall not be affected by said delegation.

G.  When a grievance arises, the grievance must be filed within twenty (20) calendar days from the day of the event upon which the grievance is based or from the date when the employee had knowledge of the event.

1.   Level One: The aggrieved employee will present the grievance orally, or in writing, to the Principal or appropriate administrator, in an attempt to settle the grievance. The Principal, or appropriate administrator, will make a determination and disposition of the grievance within seven (7) calendar days and will be final unless the aggrieved employee elects to appeal said decision. The Principal's or the appropriate administrator's determination of the grievance will be in writing to the grievant and the Superintendent.

2.   Level Two: The aggrieved employee may forward the written grievance to the Superintendent with any written answer attached, within seven (7) calendar days after the last day for receiving a determination. The Superintendent will meet with the aggrieved employee and attempt to settle the grievance within seven (7) calendar days after receipt of the written grievance. The Superintendent's determination of the grievance will be in writing to the grievant and the Chairperson of the School Committee.

3.   Level Three: If the grievance shall not have been disposed of to the employee's satisfaction within seven (7) calendar days after meeting with the Superintendent, as provided in Level Two above, the aggrieved employee may forward the written grievance to the School Committee with any written answer attached, within seven (7) calendar days after the last day for receiving a determination. The School Committee will meet with the aggrieved employee in an attempt to settle the grievance within fourteen (14) calendar days or, by the next regularly scheduled school committee meeting after receipt of the Level Three grievance. The School Committee's determination of the grievance will be in writing to the grievant within seven (7) calendar days.

4.   Level Four: If the grievance shall not have been disposed of to the employee's satisfaction within seven (7) calendar days after meeting with the School Committee, as provided in Level Three above, the aggrieved employee may, by giving written notice to the Committee within seven (7) calendar days after receipt of the written answer of the School Committee, present the grievance for arbitration.

5.   Arbitration: The School Committee and the Association agree to submit the grievance to the American Arbitration Association for disposition in accordance with the applicable rules of the said AAA, unless the School Committee and the Association have agreed to submit the grievance to a neutral arbitrator. The arbitrator will not have the authority to alter, modify or amend this Contract. The decision of the arbitrator within the scope of his jurisdiction will be final and binding upon the School Committee and the aggrieved employee. The expenses of arbitration, if any, will be shared equally by the School Committee and the aggrieved employee and/or the Association.

The number of days indicated in each level of the grievance procedures set forth above shall be considered as maximum time limits and every reasonable effort shall be made to expedite consideration of the grievance through the grievance procedure.

H. Whenever any grievance in course under the procedure set forth in Paragraph G, above, is settled at Levels One, Two or Three, the settlement shall be reduced to writing and shall be signed by the parties involved at the procedural level involved.

I. If a grievance shall have been instituted or shall be under consideration at any time within sixty (60) calendar days preceding the end of the school year, the parties agree to cooperate to expedite consideration of the grievance through the grievance procedure.

J. An aggrieved employee may, if he or she so desires, be represented at Levels One, Two, Three and Four of the Grievance Procedure set forth in Paragraph G, above, by the Association or by representatives of the Association, but nothing in this Contract shall prevent or preclude any employee covered by this Contract from individually presenting any grievance he or she may have.

K. In the event that an aggrieved employee withdraws his grievance while in course at Levels One, Two, Three or Four of the Grievance Procedure set forth in Paragraph G, above, the decision rendered at the highest level preceding the highest level to which the grievance shall have been presented, shall be final and binding upon the aggrieved employee.

L. For any grievance not resolved by the last working day of the school year and in the event the Principal, Superintendent, or grievant cannot meet said schedule, the parties agree to provide for flexibility during the summer schedule.

ARTICLE IV

SALARIES AND SALARY REQUIREMENTS

A.  The salaries of all employees covered by this Agreement are set forth in Appendix "A" which is attached hereto and made a part hereof. Such salaries are for a work year consisting of 184 days.

B.  All degrees recognized for salary credit on the salary schedule (Appendix "A") must be earned at a college or university accredited by a regional or national accrediting association.

C.  Teachers at the Bachelor's Degree rate on the salary schedule (Appendix "A") may not advance from Level I to Level II, or from Level II to Level III or from Level III to Level IV without first fulfilling in each Level a step-rate requirement. The step-rate requirement may be fulfilled in one of the following five ways:

1.   Earning three semester hours of new credits on the graduate level. Courses to be applied must be approved in writing in advance by the Superintendent of Schools and must be earned at a college or university accredited by a regional or national accrediting association.

2.   Service for at least one year on a School Building, School Needs or other committee related to education. The teacher must have made a positive contribution to the committee. The Superintendent of Schools shall evaluate the teacher's service and determine whether or not the teacher has made a positive contribution to the committee.

3.   The formulation, completion and evaluation of an experiment in education. The proposal must first be submitted to the Superintendent of Schools for approval.

4.   For participation in In-Service Courses. Notification of such courses will be given to the Association by June 30 for the fall semester and by December 30 for the spring semester. Teachers will participate in said in-service courses on a voluntary basis.

5.   Correspondence courses approved by the State Board of Education. Courses to be applied must be approved in writing in advance by the Superintendent of Schools.

D.  Except as otherwise provided in this paragraph, a teacher who is otherwise eligible for advancement will be advanced from his step on the salary schedule for a particular school year to the next higher step on the salary schedule at the start of the next following school year. A teacher may be denied such advancement for incompetency in the classroom in accordance with the following procedure.

1.   On or before February 1 of said particular school year, the Superintendent of Schools shall notify the teacher in writing that he is considering recommending to the Committee that said teacher be denied such advancement. The areas or instances of unsatisfactory performance constituting the basis for said notification shall be based on the evaluation process established in Article XII.

2.   A reasonable number of additional evaluations, as determined by the Superintendent of Schools, shall be conducted during the period from February 1 of said particular school year to March 15 of said particular school year in order to determine whether said areas or instances of unsatisfactory performance have been corrected. On or before March 15 of said particular school year, the Superintendent of Schools, if he has so decided, shall notify the teacher in writing that he will recommend to the Committee that said teacher be denied such advancement.

3.   Said teacher may, within 3 calendar days after receipt of said notification referred to in sub-paragraph 2 above, request in writing a written explanation from the Superintendent of Schools. If so requested, said written explanation shall set forth the specific areas or instances of unsatisfactory performance constituting the basis for said recommendation and shall be given to said teacher within 3 calendar days after receipt of said written request.

4.   Said teacher may, within 3 calendar days after receipt of said written explanation, request in writing a hearing before the Committee. If so requested, said hearing shall take place at the next regularly scheduled meeting of the Committee or within ten (10) calendar days after receipt of said written request, whichever first occurs. Said teacher may be present at said hearing with or without representation, and shall be given reasonable opportunity to be heard. Said teacher shall be entitled to said hearing before the Committee only if he has previously requested the written explanation provided in sub-paragraph 3 above.

5.   Written notification of a decision by the Committee to deny said teacher such advancement (which decision must be based on a recommendation of the Superintendent of Schools to that effect) shall be given to said teacher on or before April 15 of said particular school year.

A decision by the Committee to deny a teacher such advancement, made in accordance with the foregoing procedure shall not be the subject of a grievance under the terms of this Contract. All written communications required by this Paragraph shall be mailed, postage prepaid, by certified mail with return receipt requested.

E. The Committee agrees to provide and make available each school year an in-service course or courses equivalent to three semester hours, provided a minimum of 20 teachers agree in writing on a voluntary basis, to enroll in said course or courses. The Superintendent of Schools shall choose the course or courses to be offered. The course or courses shall be taught following the end of the work day as set forth in Article VII.

F. A fifteenth (15th), twentieth (20th) and thirtieth (30th) year stipend will be established on the salary schedule. An employee will be entitled to the fifteenth (15th) year stipend at the beginning of his/her fifteenth (15th) year of continuous employment with the Blackstone-Millville Regional School District (service in the Blackstone Public Schools and/or the Millville Public Schools prior to K-12 regionalization will be counted) and receive that amount each year through his/her nineteenth (19th) year. The amount of the fifteenth (15th) year stipend for each lane will be one-half (1/2) of the total of the step increments in the salary schedules in effect for a particular school year divided by eight (8). An employee will be entitled to the twentieth (20th) year stipend at the beginning of his/her twentieth (20th) year of continuous employment as aforesaid and receive that amount each year through his/her twenty-ninth (29th) year. The amount of the twentieth (20th) year stipend for each lane shall be the total of the step increments in the salary schedules in effect for a particular school year divided by eight (8). An employee will be entitled to the thirtieth (30th) year stipend at the beginning of his/her thirtieth (30th) year of continuous employment as aforesaid and receive that amount each year through his/her last year of employment. Except for the 2005-2006 school year, the amount of the thirtieth (30th) year stipend will be the sum of $1,500.00. Unpaid leaves of absence will not be counted in calculating continuous years of employment as aforesaid to determine an employee's eligibility to receive such stipends but will not constitute a break in continuous employment. An employee must be compensated for ninety (90) or more days to be credited with a full year of service. Unpaid leaves of absence will not be counted toward obtaining steps 15, 20 or 30, but will not constitute a break in continuous employment.

ARTICLE V

EXTRACURRICULAR FUNCTIONS AND ACTIVITIES

A.   Participation by teachers in the system in one or more extracurricular functions and activities shall be on a voluntary basis.

B.   If there is an involuntary break in service in an employee's stipend position due to removal of the position and the same employee later resumes said stipend position upon reinstatement of the position, the employee resumes on the same progression on the salary schedule. This does not apply if an employee voluntarily vacates or is not appointed the stipend position.

C.  The extracurricular functions and activities for which extra pay will be provided, and the extra pay therefore, are listed on Appendix "B" attached hereto and made a part hereof. Such listing shall in no way obligate or require the committee to create or continue any of said positions. The decision to create or continue a position or to eliminate or discontinue an established position shall be the prerogative of the Committee. The Committee agrees that, if it eliminates or discontinues during a particular school year a position created or continued during said school year after it has made an appointment to said position and the appointee has accepted the appointment and entered upon the discharge of the duties, functions and responsibilities of said position, the appointee shall be entitled to and shall receive the extra pay for said position.

D.  The Superintendent shall post on the bulletin board in the Principal's Office a notice listing any positions that are open and which the Committee has decided to fill. Such notice shall be posted no later than the date on which the Committee makes formal public announcement of openings for said positions. (In the event that any such notice is posted after the close of a school year and prior to August 16 next following, and provided that after such posting the positions listed thereon have not already been filled by the Committee by July 15 and/or August 15, as applicable, a copy of such notice shall be mailed with the mailing of the salary checks next following said July 15 and/or August 15, as applicable, to those teachers who, prior to the end of a school year, notify the Superintendent's Office, on a form provided by that office, of their desire to receive such mailing. The foregoing provisions shall in no way affect or be deemed to affect the time for filling positions.) Applications for said positions shall be made on forms furnished by the Superintendent and shall be filed with the Office of the Superintendent within the time limit specified in such notice.

ARTICLE VI

WORK YEAR

A.  The work year for teachers shall begin no earlier than September 1 of each year and shall end on June 30 of the following year. The work year shall consist of one hundred eighty (180) teaching days and four (4) in-service days which may be scheduled at any time throughout the school year by the Superintendent of Schools and need not be uniform throughout the District. The Superintendent of Schools shall have the right to convert one (1) of said four (4) in-service days to a teaching day if needed in order to meet and comply with any Time and Learning requirements mandated by the Commonwealth of Massachusetts. Teachers shall receive Professional Development Points (PDP) to the extent allowed by law. The Friday immediately preceding Labor Day shall not be a workday. The last day of school in June shall be a half-day for students and teachers. No final exams shall be scheduled by the school administration on the last day of school.

B.  As part of their teaching duties and without additional compensation, teachers shall be available for and participate in one (1) Meet the Teacher night, one (1) afternoon parent-teacher conference and one (1) evening parent-teacher conference. Evening obligations will be scheduled on a school night (excluding Friday) by the Superintendent of Schools and need not be uniform throughout the District. The current practice of dismissing students and teachers early on the last school day prior to the Christmas vacation period, so-called, as compensatory time to the teachers for participating in the parent-teacher conferences will continue during the term of this Agreement.

1. Meet the Teacher night will be one (1) hour in duration at the elementary and middle schools and one and one-half (1 14) hours in duration at the high school.

2.   Parent-Teacher conferences - Elementary/Middle School. There will be one (1) early dismissal for students, with parent-teacher conferences extending two (2) hours beyond the end of the regular school day and one (1) three (3) hour evening conference.

3.   Parent-Teacher conferences - High School. There will be one (1) early dismissal for students, with parent-teacher conferences extending one and one-half (1 1/2) hours beyond the end of the regular school day and one (1) three (3) hour evening conference.

C.  As soon as practicable, teachers will be provided with a calendar of the work year showing the projected scheduling of the teaching, in-service and orientation days and any other days which the Committee is required to include on said calendar. The calendar shall provide for the following vacation periods: 1) a Christmas vacation, so-called, beginning on December 24 and extending through New Year's Day; 2) a February vacation, so-called, being the Monday through Friday of the week containing Presidents' Day; and 3) an April vacation, so-called, being the Monday through Friday of the week containing Patriots' Day. Except for said guaranteed vacation periods, the Committee reserves the right to make changes to said calendar at any time.

D.  Part-time teachers must be present for, and participate in, scheduled in-service days to the same extent as full-time teachers. Such teachers shall be compensated at their hourly rate of pay for that portion of such days which exceeds the percentage figure of their part-time employment.

E.  There is hereby established a joint study subcommittee consisting of five (5) members: the Superintendent of Schools who shall serve as its chair, two (2) members of the Committee and two (2) members of the Association. Said subcommittee shall consider and study the evaluation process and evaluation tool and make recommendations for changes. Any recommendations of said subcommittee shall not be effective unless and until approved in writing by the Committee and the Association.

ARTICLE VII

WORK DAY

A. Secondary (9-12) Work Day

1.   AM Supervision - will be assigned ten minutes prior to the commencement of homeroom duty. AM supervisory stations shall be established and all secondary school (9-12) unit members not assigned to homeroom duty shall constitute the assignment pool, except the School Nurse is specifically excluded from the AM supervision assignment pool. AM supervision assignments shall be rotated among the eligible members of the pool on as near an equitable basis as possible.

2.   Homeroom Assignments - to the extent possible, shall be on a voluntary basis. Department Heads, the School Nurse and the School Adjustment Counselor shall be specifically excluded from homeroom duty assignments. In the event there is an insufficient number of volunteers from the eligible secondary school (9-12) bargaining unit pool to fill the required number of homeroom duty assignments, the Administration shall fill the remaining assignment needs, yearly, on as near an equitable rotating basis as possible, from the remaining members of the said eligible pool for the term of this Agreement. Homeroom duty assignments shall commence no more than ten (10) minutes following the beginning of AM supervision.

Secondary school (9-12) bargaining unit members assigned to AM supervision or homeroom duty shall sign in no later than five (5) minutes prior to the commencement of such duty. All other secondary school (9-12) bargaining unit members not assigned to AM supervision or homeroom duty for a particular day shall sign in no later than five (5) minutes prior to the start of classes.

3.   Student Help - On Monday-Thursday secondary school (9-12) bargaining unit members will be available in their classrooms or designated area for thirteen (13) minutes after dismissal. If students stay for extra help the bargaining unit member will stay at least thirty (30) minutes. If no students return at or before thirteen (13) minutes after dismissal, the bargaining unit member may leave thirteen (13) minutes after dismissal.

4.   Central Detention - Detention shall be held Monday-Friday. It is understood that individual classroom teachers will arrange to keep students requiring detention on an individual basis. On the secondary school (9-12) level, central detention will also be provided for serious offenders Monday-Friday. The position(s) of supervisor(s) of central detention shall be created and a negotiated stipend contained in Appendix B shall be provided.

5.   At the high school level, no homeroom activity shall commence prior to 7:30 AM.

6.   The principal or his/her designee has the right, with prior notice, to schedule one general faculty meeting each month. These meetings will not exceed one hour after the dismissal bell sounds. Sufficient flexibility will be permitted to allow for fulfilling other school related and professional obligations. Faculty meetings will take precedence over student help.

7.   There is hereby established a joint study subcommittee consisting of five (5) members: the Superintendent of Schools who shall serve as its chair, two (2) members of the Committee and two (2) members of the Association. Said subcommittee shall consider and study the advisor-advisee program at the high school and make recommendations for program implementation. Any recommendations of said subcommittee shall not be effective unless and until approved in writing by the Committee and the Association.

8.   All unit members shall be provided with a minimum of thirty (30) minutes duty free lunch daily.

B. Middle (6-8) Work Day

1.   AM Supervision - will be assigned fifteen (15) minutes prior to the commencement of homeroom duty. Three (3) AM supervisory stations shall be established and all middle school (6-8) unit members not assigned to homeroom duty shall constitute the assignment pool, except the School Nurse is specifically excluded from the AM supervision assignment pool. AM supervision assignments shall be rotated among the eligible members of the pool on as near an equitable basis as possible.

2.   Homeroom Assignments - to the extent possible, shall be on a voluntary basis. Team Leaders and the School Nurse shall be specifically excluded from homeroom duty assignments. In the event there are an insufficient number of volunteers from the eligible middle school (6-8) bargaining unit pool to fill the required number of homeroom duty assignments, the Administration shall fill the remaining assignment needs, yearly, on as near an equitable rotating basis as possible, from the remaining members of said eligible pool for the term of this Agreement. Homeroom duty assignments shall commence no more than fifteen (15) minutes following the beginning of AM supervision.

Middle school (6-8) bargaining unit members assigned to AM supervision or home­room duty shall sign in no later than five (5) minutes prior to the commencement of such duty. All other middle school (6-8) bargaining unit members not assigned to AM supervision or homeroom duty for a particular day shall sign in no later than five (5) minutes prior to the start of classes except that Team Leaders shall be available no later than the start of homeroom to perform their duties.

3.   Student Help - On Monday-Thursday middle school (6-8) bargaining unit members will be available in their classroom or designated area until fifteen (15) minutes after dismissal. If students stay for extra help, the bargaining unit member will stay at least thirty (30) minutes. If no students return at or before fifteen (15) minutes after dismissal, the bargaining unit member may leave fifteen (15) minutes after dismissal. It is understood and agreed that, with prior notice, general faculty meetings may be scheduled during these days and they may not extend beyond one hour after dismissal. Sufficient flexibility will be permitted to allow for fulfilling other school-related and professional obligations. Faculty meetings will take place over student help.

4.   PM Supervision - It is agreed and understood that at the middle school (6-8) level, there is need for supervision in the PM. Said assignments shall be the responsibility of the building principal. The assignments will not exceed one (1) station nor go beyond more than one hour after dismissal. All middle school (6-8) bargaining unit members will be assigned on a rotating basis. A list indicating station and assignee will be provided by the building principal.

5.   Common Planning Time - The Committee and the Association recognize and acknowledge that, due to the unique nature of the middle school (6-8) program, there is a need for each Team to have adequate time to plan the needs of the Team and the students assigned thereto. Accordingly, the bargaining unit members assigned to each Team will meet twice a week to do common planning for the Team, each meeting not to exceed forty-five (45) minutes. Such meetings will be scheduled during the school day.

6.   The principal or his/her designee has the right, with prior notice, to schedule one general faculty meeting each month. These meetings will not exceed one hour after the dismissal bell sounds. Sufficient flexibility will be permitted to allow for fulfilling other school related and professional obligations. Faculty meetings will take precedence over student help.

7.   All unit members shall be provided with a minimum of thirty (30) minutes duty free lunch daily.

8.   Central Detention - Detention shall be held Monday-Friday. It is understood that individual classroom teachers will arrange to keep students requiring detention on an individual basis. On the middle school (6-8) level, central detention will also be provided for serious offenders Monday-Friday. The position(s) of supervisor(s) of central detention shall be created and a negotiated stipend contained in Appendix B shall be provided.

C. Elementary (K-5) Work Day

1.   Beginning with the 1997-1998 school year, except where bus duty assignments determine otherwise, elementary bargaining unit members (K-5) shall report and be at their assignment work stations five (5) minutes prior to the official start of the student day which shall be six (6) hours and ten (10) minutes in length.

2.   At the close of school, elementary bargaining unit members (K-5) shall remain on duty for fifteen (15) minutes after the dismissal bell.

3.   Student Help - It is agreed and understood that extra help shall be provided to elementary age students as needed. Provisions shall be made by all elementary bargaining unit members (K-5) to provide the same. The building principal and parent(s)/guardian(s) may request and have extra help provided to a student(s). The teacher providing the help will determine the time and duration of the help. Sufficient flexibility will be permitted to allow for fulfilling other school-related and professional obligations.

4.   The principal or his/her designee has the right, with prior notice, to schedule one general faculty meeting each month. These meetings will not exceed one hour after the dismissal bell sounds. Sufficient flexibility will be permitted to allow for fulfilling other school related and professional obligations. Faculty meetings will take precedence over student help.

5.   All assignments will be divided fairly and equally among all professional staff.

6. All unit members shall be relieved of cafeteria duty and provided with a minimum of thirty (30) minutes duty free lunch daily.

D.  Curriculum Development

The Committee and the Association recognize the need for continuing curriculum development and revision. Both are committed to fostering curricular offerings consistent with and tied to the frameworks and standards established by the Commonwealth of Massachusetts through its Department of Education. Each member of the Association is considered to be an integral part of and embraces his/her role in the process. Curriculum related work will be ongoing during, after and beyond the work day/work year. Staff members who work on curriculum development/revision after and beyond the work day/work year will be compensated at the rate established by the Department of Education for such activity. In addition, building principals will be able to call one (1) hour-long meeting each month at the end of the school day.

Staff members (K-5) shall meet by grade level/specialty area(s) as determined by the building principal, with the frequency and duration being the same as outlined in the preceding paragraph. Each grade level/specialty area shall appoint or elect a chairperson to coordinate their reports. A stipend of $200 shall be paid to each chairperson for additional service.

Periodic reports shall be submitted to the School Committee for its examination, input and approval, prior to its implementation.

E.  Professional Development

As part of their work day, teachers at all levels (secondary, middle and elementary) will participate in one (1) additional full day of professional development. Such sessions will not be scheduled on a Friday. Such sessions will take precedence over student help and extra-curricular activities. All employees covered by this Agreement will attend all such sessions as scheduled. Professional development will be determined by a committee consisting of both administrators and staff based on the needs of the building.

ARTICLE VIII

TEACHER LOAD

A. Teachers in grades six (6) through twelve (12) inclusive shall be entitled to one (1) preparation period for each school day which shall be scheduled, as nearly as reasonably possible, on the basis of one (1) per school day. The preparation period shall be equivalent in length to a classroom teaching period. Except in cases of emergency or unusual circumstances, teachers shall not be required to perform other duties during preparation periods. Except as aforesaid, in the event that teachers are required to perform other duties during preparation periods, they shall receive, over and above their basic salary for their services, the sum of $21.50 for each such preparation period. It is understood that any double block fill-in will be compensated accordingly (2x).

B.   It is the intention of the committee to provide a minimum of five (5) preparation periods per week for all elementary classroom teachers. Prep time for teachers at the John F. Kennedy School, Augustine F. Maloney School and the Millville Elementary School will be forty-five minutes in duration. Past practice in the assignment of preparation periods shall continue during the term of this agreement.

In the event that teachers are required to teach a class period during their regularly scheduled preparation time due to the lack of availability of a regularly scheduled instructor or substitute, said teacher(s) shall receive over and above their regular salary, the sum of twenty-one dollars and 50 cents ($21.50) for each class period taught. It is understood that any double block fill-in will be compensated accordingly (2x).

The Committee will ensure that all non-classroom teachers shall be provided with an equitable number of preparation periods as provided to classroom teachers.

C.  The Committee and the Association agree in principle to the following regarding class size:

1.   Class size is an important factor in achieving optimum teaching effectiveness.

2.   The Committee recognizes the need to maintain class sizes at a level which provides an optimum teaching-learning atmosphere. The Committee will attempt to keep elementary class/subject size at no more than twenty-five (25) students and class/subject size at the secondary level at no more than thirty (30) students. If classes in the above areas exceed the accepted limits, the Committee will make every effort to hire certified instructors.

3.   The Committee and the Association acknowledge that it is educationally desirable not to have classes of such size that the attainment of educational goals is thereby precluded, and the Committee agrees to give careful consideration to the views and recommendations of the staff on this matter. The Association recognizes and acknowledges, however, that the determination of class size involves matters which are the prerogative of the Committee and over which the Committee exercises final authority, such as availability and most effective utilization of facilities and instructional personnel assigned thereto, as well as budgetary impact and considerations.

4.   As part of their professional responsibilities, teachers will participate in the deliberation of at least one self-study committee organized during the three semesters immediately prior to an accreditation visit by the New England Association of Schools and Colleges. Meetings of the self-study subcommittees will not exceed one (1) per month unless members of one or more subcommittees elect, by a simple majority of its membership and/or as determined by the building principal and the co-chairs of the NEASC committee to meet more frequently. The meetings will not exceed two (2) hours in duration unless agreed to by a simple majority of the members of the self-study committee(s). Compensation will be $25/hour above and beyond the school day for all participants in the NEASC process.

ARTICLE IX

TEACHING ASSIGNMENTS AND TRANSFERS

A.  Teachers shall be notified in writing of any changes in their assignments for the ensuing school year as soon as practicable.

B.  Teachers who desire a change in level, grade and/or subject assignment shall file a written statement of such desire with the Office of the Superintendent not later than February 1. For the purposes of this Paragraph, the word "level" shall mean the following groupings of grades: kindergarten through five (5) inclusive and six (6) through twelve (12) inclusive.

C.  Whenever involuntary transfers must take place, volunteers will first be sought. In the event that no teachers volunteer for transfers, the least senior teacher in the affected level or discipline deemed qualified, by the appropriate hiring authority, shall be transferred.

ARTICLE X

REDUCTION IN FORCE AND RECALL

A. For the purpose of this Article, the following words shall have the following meanings:

1.   "Certification" - the certifications provided for by Massachusetts General Laws, Chapter 71, Section 38G including the rules and regulations of the board of education to carry out the provisions of said section.

2.   "Discipline" - the following categories within the following grade levels:

a.   Grades kindergarten through twelve (12) inclusive: Health and Physical Education, School Adjustment Counselor, School Nurse, Music Teacher, Speech and Hearing Handicapped and School Psychologist.

b.   Grades kindergarten through five (5) inclusive: Elementary Classroom Teachers, Reading, Art, Computer Education, Special Education (Moderate Special Needs), Special Education (Generic Consulting Teacher), Guidance and Early Childhood.

c.   Grades six (6) through twelve (12) inclusive: English, Social Studies/History, Mathematics, Science, Foreign Languages, Business, Home Economics, Industrial Arts, Reading, Art, Guidance, Special Education (Moderate Special Needs), Special Education (Generic Consulting Teacher), Computer Education and Unified Media Specialist.

3. "Seniority" - the years and days of service as a teacher, as of September 1, 1984, set forth on Appendix "D" (for those teachers listed thereon) plus the length of continuous uninterrupted service, measured in years and days, as a teacher in the District school system commencing with and after September 1, 1984. In computing seniority on and after September 1, 1984, the following shall apply:

a.   Maternity leave not exceeding eight (8) weeks, as provided for in Massachusetts General Laws, Chapter 149, Section 105D, shall not constitute a break in service and shall be counted in determining length of service; and

b.   All other leaves of absence, whether paid or unpaid, for whatever periods of time, granted by the Committee under the provisions of this Agreement, shall not constitute a break in service but only paid leaves of absences, for whatever periods of time, granted by the Committee under the provisions of this Agreement, shall be counted in determining length of service.

B.  The Committee and the Association agree that the seniority list attached hereto as Appendix "D" sets for the total accumulated seniority, by discipline as of September 1, 2005, for all teachers covered by this Agreement as of said date and for all Administrators listed thereon as of said date. The Committee and the Association further agree that said seniority list is accurate and complete as of said date and that neither party will challenge its accuracy or completeness.

C.  At the start of each school year starting with the 1985-1986 school year, the Committee will update the seniority list attached hereto as Appendix "D" to reflect seniority, by discipline, as of September 1 of each such year. Such updated list shall be submitted to the Association by no later than September 15 of each such year and shall be deemed to be accurate and complete unless, prior to September 30 of each such year, the Association notifies the Committee in writing to the contrary. Any such notification shall specify in detail in what respects the Association believes such updated list to be inaccurate or incomplete. The Committee and the Association will meet, as promptly thereafter as is feasible, to resolve any differences with respect to such updated list. Except as otherwise provided in Paragraph D below, once a seniority list has been updated as aforesaid, it shall govern any reduction in force which takes place prior to the next updating.

D.  If, at any time after September 1, 1984, a teacher teaches for ninety (90) or more consecutive school days in a discipline in which such teacher has no seniority but holds a certification therefore, such teacher shall, upon completing ninety (90) days of teaching as aforesaid, be carried in that discipline as of said date and, for the purposes of seniority within that discipline, shall be credited with the seniority, if any, which such teacher has in any other discipline on the seniority list then in effect and, if such teacher has no such seniority, then with the seniority which such teacher is deemed to have in the District school system.    The seniority list then in effect shall be deemed to be amended accordingly as of said date and, as amended, shall govern any reduction in force in that discipline which takes place prior to the next updating.

E.  The Administrators shall continue to accumulate seniority on and after September 1, 1984 as if they were teachers in the disciplines in which they are carried on the seniority list attached hereto as Appendix "D".

F.   The Association recognizes and acknowledges the right and prerogative of the Committee to determine and establish the number of composition of professional positions in the District school system. Decisions of the Committee with respect thereto shall not be the subject of a grievance under the terms of this Agreement.

G.  In the event of a reduction in the number of professional positions, such reduction in force shall be done by discipline and, within each discipline, shall be effected in the following order:

1.   First, by normal attrition such as death, retirements, resignation or discharge;

2.   Second, by not employing for the following school year teachers without professional teacher status (i.e., those not serving at the discretion of the Committee); and

3.   Third, by laying off one or more teachers with professional teacher status (i.e., those serving at the discretion of the Committee), who are not otherwise eligible for retention in another discipline, on the basis of their inverse order of seniority (i.e., the teacher with the least seniority will be laid off first, the teacher with the next least seniority will be laid off second, etc.)

In the event that two or more teachers with professional teacher status have equal seniority and one or more must be laid off, the following criteria, applied in the order set forth below, will determine the order of lay-off:

1.   The teacher with the least length of service as a department chairman, if the discipline has a department chairman, measured in years and days will be laid off first;

2.   If a tie still exists and one or more remain(s) to be laid off, the teacher having taught the least variety of subjects in the discipline will be laid off first;

3.   If a tie still exists and one or more remain(s) to be laid off, the teacher with the lowest degree level (not step) on the salary schedule will be laid off first;

4.   If a tie still exists and one or more remain(s) to be laid off, the teacher with the least length of actual teaching experience in the discipline, measured in years and days will be laid off first;

5.   If a tie still exists and one or more remain(s) to be laid off, the teacher holding the least number of certifications will be laid off first; and

6. If a tie still exists and one or more remain(s) to be laid off, by lot until all who must be laid off are laid off.

H. Nothing contained in this Article shall abridge or be deemed to abridge the right of the Committee not to employ for any given school year teachers without professional teacher status (i.e., those not serving at the discretion of the Committee).

I.   Recall:

1.   The Committee will establish and maintain a recall list by discipline. A teacher who is laid off pursuant to the provisions of this Article will be placed on the recall list in each discipline in which, at the time of such lay-of, such teacher had been carried on the seniority list.

2.   A laid off teacher shall be carried on the recall list, as aforesaid, until December 1 of second year following such lay-off, on which date such teacher shall be deemed to have resigned if not sooner recalled.

3.   A teacher on the recall list who is recalled and who fails to report to work pursuant to such recall shall be deemed to have resigned as of the date such teacher is scheduled to report to work.

4.   Recall of laid off teachers on the recall list shall take place by discipline as determined by the Committee and in inverse order of lay-off within each discipline (i.e., the teacher who was laid off last in the discipline shall be recalled first, the teacher who was laid off next to last in the same discipline shall be recalled second, etc.).

5.   If a recall takes place in a discipline for which there are no laid off teachers on the recall list, and there is a laid off teacher on the recall list in another discipline who holds a certification in the discipline in which a recall is taking place, the Committee shall recall such teacher before going outside the recall list to fill the vacancy.

6.   If a laid off teacher on the recall list is recalled and reports to work pursuant to such recall, the time spent by such teacher on the recall list shall not constitute a break in service but shall not be counted in determining length of service.

7.   A laid off teacher on the recall list who is recalled and reports to work pursuant to such recall, shall, upon reporting as aforesaid, be restored to all rights, privileges and benefits which such teacher had at the time of lay-off.

8.   The provisions of this Paragraph shall apply only to those teachers who were teachers with professional teacher status (i.e., serving at the discretion of the Committee) at the time of lay-off.

ARTICLE XI

VACANCIES

A.  All vacancies in professional positions (as such term is hereinafter defined) caused by death, retirement, discharge, resignation, or by the creation of a new professional position shall be filled pursuant to the following procedure:

1.   Such vacancies shall be publicized by means of a notice from the Superintendent posted on the bulletin board in the Principal's Office at least fourteen (14) days in advance of the date of filling such vacancies, if possible. (In the event that any such notice of vacancy is posted after the close of a school year and prior to August 16 next following, a copy of such notice shall be mailed to the Association and, provided that after such posting the vacancies listed therein have not already been filled by the appointing authority by July 15 and/or August 15, as applicable, a copy of such notice of vacancy shall be mailed with the mailing of the salary checks next following said July 15 and/or August 15, as applicable, to those teachers who, prior to the end of a school year, notify the Superintendent's Office, on a form provided by that office, of their desire to receive such mailing. The foregoing provision shall in no way affect or be deemed to affect the time for filling vacancies).

2.   Said notice of vacancy shall set forth the qualifications, requirements, duties and salary for the position.

3.   Teachers who desire to apply for such vacancies shall file their application in writing with the Office of the Superintendent within the time limit specified by the notice.

4.   Candidates from without the system shall also be eligible to apply for such vacancies. In filling such vacancies, however, preference will be given to candidates from within the system over those from without the system in those instances, when in the sole and exclusive judgment of the appointing authority, candidates from both within and without the system are considered equally qualified to fill a vacancy. The judgment of the appointing authority in evaluating the relative qualifications of candidates and the decision of the appointing authority in filling vacancies shall not be the subject of a grievance under the terms of this Contract.

B.  Professional positions are defined as those positions in which the work performed is predominantly intellectual and varied in character as opposed to routine mental, manual, mechanical or physical work, involves the consistent exercise of discretion and judgment in its performance, is of such a character that the output produced or the result accomplished cannot be standardized in relation to a given time period, and a required knowledge of an advanced type in a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction and study in an institution of higher learning, as distinguished from a general academic education or from an apprenticeship or from training in the performance of routine mental, manual or physical process.

C.  Nothing herein shall prevent or preclude the appointing authority from filling vacancies without following the foregoing procedure when the need to fill a vacancy is immediate and it would be impracticable to follow said procedure. Any such appointments shall be temporary in nature and time spent in such appointments shall not be credited as additional qualifications of the appointee when filling the vacancy on a permanent basis.

ARTICLE XII

TEACHER EVALUATION

A.  The Committee and the Association agree and recognize that the purpose of the evaluation of teachers is the measurement of teacher performance and the improvement of instruction so as to promote the most efficient and productive use of teaching personnel. Accordingly, the parties to this Agreement adopt the policies and procedures herein set forth to ensure the maximum possible objectivity, uniformity, equity and meaningfulness of the evaluation process employed in the Blackstone-Millville Regional School District.

B.  All evaluations or observations of the work performance of a teacher shall continue to be conducted openly and with the full knowledge of the teacher.

C.  The professional standards and teacher evaluation process negotiated and ratified on August 27, 1997, and attached hereto as Appendix "C" and made a part hereof, shall continue in practice during the term of this contract. Each teacher will be given a copy of the evaluation procedure and other reference to the evaluation procedure will be found in Appendix "C".

D.  Administrators performing an evaluation of a teacher shall provide the teacher a copy of the evaluation report as soon as reasonably possible after the evaluation, but in any event not later than four (4) school days after the day on which the evaluation is completed.

E.  The administrator performing the evaluation shall afford the evaluated teacher an opportunity to discuss the evaluation. The conference shall take place at the mutual convenience of the evaluator and the teacher and within four (4) school days after a copy of the evaluation report has been provided to the teacher.

F.   Reasonable assistance will be rendered to a teacher by his supervisors to correct deficiencies or to remedy problems noted in evaluation reports on said teacher. Such assistance shall be rendered in an effort to enable the teacher to achieve that level of performance and/or those educational goals expected in the Blackstone-Millville Regional School District.

G.  Any complaints regarding a teacher made by any parent, student, teacher or other person, which may legally have a bearing on the professional evaluation of the teacher, shall be promptly brought to the attention of the teacher so as to give the teacher an opportunity to rectify the situation or answer such complaint.

H.  The Association recognizes and acknowledges the authority and responsibility of the administration for disciplining or reprimanding a teacher for delinquency of professional performance and the Committee recognizes and acknowledges the rights granted by law to teachers in connection with such proceedings.

I.  No material relative to a teacher's conduct, service, character or personality will be placed in his personnel file unless the teacher has had an opportunity to review such material. The teacher will acknowledge that he has had the opportunity to review the material by affixing his signature and the date of review to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material, and his answer shall be reviewed by the Superintendent and attached to the file copy. The Superintendent will also note on the file copy giving rise to the teacher's answer that the teacher did file an answer and the Superintendent will date and sign this notation.

J.  The Committee recognizes and acknowledges the rights granted to teachers by Section 42C of Chapter 71 of the General Laws of Massachusetts. The current practice with respect to access to, inspection and reproduction of items covered by said statute shall continue during the term of this Agreement.

ARTICLE XIII

RESIGNATION OF TEACHERS

A.  Teachers will honor their contracts for the school year.

B.   Notification of decision to resign must be presented at the Superintendent's Office at least thirty (30) days before the date of leaving stipulated by the employee in his notice of resignation. No such notification may be presented during the months of July and August unless (1) retirement due to illness requires resignation from the school system, (2) the employee's family relocation makes continued employment in the school system impracticable, (3) a transfer or change in assignment initiated by the school department during these months proves unacceptable to the employee or (4) the employee leaves the school system to accept a bona fide promotion in another system and/or the employee leaves teaching altogether.

C.  Nothing contained in this Contract shall prevent a teacher and the appointing authority from terminating an individual contract by mutual agreement.

ARTICLE XIV

UNAUTHORIZED ABSENCES

A.   Unless specifically authorized or provided for by this Agreement, the absence of a teacher on a day when teacher attendance is required will be considered and treated as an unauthorized absence.

B.  For each day of unauthorized absence, there shall be deducted from a teacher's salary a sum equal to 1/184th of the teacher's annual salary.

ARTICLE XV

SICK LEAVE

A.  Employees covered by this Contract shall be granted sick leave for personal illness at the rate of fourteen (14) working days per year (which for employees in their first year of service shall be earned concurrently with and proportionately during the school year), one of which shall be credited as of the first day of the school year (and for employees in their first year of service when so earned as herein set forth) to the sick leave bank set forth in Article XVI. (In the event that an employee in his first year of service should use more sick leave days than he has then earned and such additional days are deducted from his salary, such additional days shall be charged against any sick leave days which such employee thereafter earns during said school year and does not otherwise use, and such employee shall be reimbursed at the end of such school year for any such additional days which he has been able to restore to his credit as a result of said charge-back.)

B.  Any earned sick leave, exclusive of the day credited to the sick leave bank as provided in Paragraph A above, not used may be accumulated to a maximum of two hundred (200) days.

C.  In the event of an illness of an employee's spouse, child, mother, father, mother-in-law, father-in-law, or someone who acted in loco parentis, such employee shall be entitled to be absent without loss of pay for a maximum of four (4) working days. Said absences shall be on an annual basis, shall be non-cumulative, and shall be charged against such employee's earned and unused sick leave. An employee is entitled to use two (2) sick days per year divided into four (4) quarters for medical and dental appointments or illness of the employee or a family member/life partner.

D.  Employees absent on sick leave (personal or family) for four (4) or more consecutive school days shall present a medical certificate to the Principal before returning to duty.

E.  Upon retirement from teaching in the Blackstone-Millville Regional School District and the Commonwealth of Massachusetts, all bargaining unit members will be entitled to be compensated for all accumulated unused sick days (over a minimum of one hundred (100) days to a maximum of one hundred and sixty (160) days) at the rate of Seventy-five Dollars ($75.00) per day up to a maximum total amount of $3,900.00.

Notwithstanding the above, no bargaining unit member shall be able to exceed the total for each year indicated above through a combination of this provision and the terminal compensation provided as a result of K-12 regionalization (refer to historical document, terminal compensation clause).

However, if compensation is given for unused personal days, an individual will receive compensation at the rate indicated above for accumulated unused personal days. This may mean an individual may receive compensation for days beyond the maximum allowed (60 days) and therefore be entitled to monetary compensation that exceeds the maximum limits indicated above.

An employee must notify the School Committee by January 1 of the year prior to his/her retirement to be eligible for this provision.

In cases of unforeseen circumstances (health, family matters, etc.), the above requirement will be waived and notice shall be given as soon as possible.

F. If an employee notifies the School Committee no more than three (3) school years prior to retirement on or before September 10th, he or she will become eligible for a sick leave incentive. After notifying the School Committee of intent to retire, an employee who uses no more than five (5) sick days in a given school year shall earn $1,500 per qualifying school year. This benefit is available only for the three (3) school year period of notice of retirement.

If said employee rescinds his or her notice of retirement, he or she shall not be entitled to the incentive pay, and agrees to repay the District all incentives paid to date. The employee will receive the incentive pay in his or her final paycheck of the three (3) school years prior to retirement. The District reserves the right to adjust an employees pay, if the three (3) school years notice is rescinded.

ARTICLE XVI

SICK LEAVE BANK

A.  A sick leave bank is hereby established for the benefit of employees covered by this Agreement who have exhausted their annual and accumulated sick leave and who require additional sick leave days to recover from illness.

B.  The sick leave bank shall be administered by a joint committee consisting of the Superintendent of Schools who shall serve as its chairman, two (2) members of the Committee and two (2) members appointed by the Association. In addition, the President of the Association shall serve as an ex-officio non-voting member of this committee. Said committee shall meet at such times and places as the members thereof shall mutually agree upon. Said committee shall adopt such rules and regulations, not inconsistent with the provisions of this Article, as it deems desirable and appropriate for the governance and administration of the sick leave bank. The decisions of said committee on any matter pertaining to the sick leave bank may be the subject of a grievance under the terms of this Agreement but only, through and including, and not beyond, Level Three of the Grievance Procedure (Article III) with the decision of the Committee being final and binding upon the aggrieved employee.

C.  The employees covered by this Agreement shall contribute sick leave days to the sick leave bank as provided in Paragraph A of Article XV. No sick leave days shall be contributed by the Committee to the sick leave bank. The sick leave bank committee shall not allocate sick leave days to employees covered by this Agreement beyond the number of sick leave days remaining and available in the sick leave bank at any given time. Sick leave days placed in the bank and unused at the end of a school year shall remain in the bank and shall accumulate from year to year.

When the accumulated days in the sick leave bank reach one thousand four hundred and fifty (1,450) days or above, employees will retain their fifteenth (15th) sick day until such time as the accumulated days fall below one thousand four hundred and fifty (1,450) days. This number will be determined as of September 1 each year.

D. Employees covered by this Agreement may be allocated sick leave days from the sick leave bank subject to the following rules and regulations and such additional rules and regulations as may be adopted by the sick leave bank committee pursuant to Paragraph B above:

1.   No sick leave days shall be allocated to any employee covered by this Agreement unless said employee has served continuously in the Blackstone-Millville Regional School District system for a period of at least one (1) year (which period is hereby defined to mean the period from September 1 of a given year to and including August 31 of the year next following).

2.   Applications for sick leave days shall be submitted in writing to the sick leave bank committee through the Superintendent of Schools and shall be accompanied by a doctor's certificate certifying the need for such additional sick leave days and the specific medical reasons therefore. The sick leave bank committee shall have the right to have the employee seeking such additional sick leave days examined by a doctor of its own choosing and the cost of said examination shall be paid for by the Blackstone-Millville Regional School District.

Sick days may be granted by the sick leave bank committee at a rate of one (1) to thirty (30) days at a time. At the end of a thirty day allocation an individual must reapply for additional days if needed.

3.   Applications for sick leave days may be submitted by an employee covered by this Agreement prior to the date on which said employee exhausts all his annual and accumulated sick leave days, but said employee may not use any sick leave days allocated to him until and unless he first exhausts all his annual and accumulated sick leave days.

ARTICLE XVII

DEATH IN THE FAMILY

A. When the death of a wife, husband, mother, father, grandmother, grandfather, mother-in-law, father-in-law, brother, sister, child, grandchild, life partner or relative living in the same household, or someone who has acted in loco parentis, occurs in the family of an employee covered by this Contract, such employee shall be entitled to a leave of absence of up to four (4) work days, without loss of salary, excluding the date of death.

B.  When the death of an aunt, uncle, niece, nephew, sister-in-law or brother-in-law occurs in the family of an employee covered by this Contract, such employee shall be entitled to a leave of absence of one (1) work day, without loss of salary, excluding the date of death.

C.  In cases involving special or unusual circumstances, the Superintendent may grant additional days of absence without loss of pay upon the written request of an employee. Such requests shall set forth the special or unusual circumstances, and shall, if practicable, be submitted to the Superintendent prior to the start of the additional days requested, but in no event later than three (3) calendar days following the termination of said additional days. The decision of the Superintendent with respect to such requests may be the subject of a grievance under the terms of this Agreement but only through and including, and not beyond, Level Three of the Grievance Procedure (Article III) with the decision of the Committee being final and binding upon the aggrieved employee.

ARTICLE XVIII

TEMPORARY LEAVES OF ABSENCE

A. Each teacher shall be allowed four (4) personal days with pay each year. If a teacher does not use all four (4) personal days in a particular year, one (1) unused personal day shall be added to the four (4) personal days which such teacher shall be allowed in the next subsequent year, it being the understanding and agreement of the parties hereto that in any given year such teacher would be allowed a maximum of five (5) personal days with pay. Such personal days may not be taken:

1.   prior to or immediately following a vacation or holiday;

2.   to enable a teacher to perform other employment;

3.   on the days on which parent-teacher conferences are scheduled, as provided in Section B of Article VI provided that the dates established for such parent-teacher conferences are made known to the teachers on the orientation day at the beginning of the school year; and

4.   during the first (5) and the last (5) teaching days of the school year except (i) in case of an emergency and upon the approval of the Superintendent of Schools; (ii) for the birth, marriage or graduation of immediate family members or life partners and upon the approval of the Superintendent of Schools; and (iii) for other events deemed appropriate by the Superintendent of Schools.

Unused personal days shall be credited to an individual's accumulated sick days.

Individual accumulated sick days credited as a result of unused personal days will be allowed to accumulate beyond the 200 day maximum.

Upon retirement from teaching in the Blackstone-Millville Regional School District and the Commonwealth   of   Massachusetts,   all   bargaining   unit   members   entitled   to   be

compensated for all unused sick days as directed in Article XV, Section E, will be allowed to receive compensation at the rate agreed to in said Article for all sick days accumulated beyond the agreed to maximum in said Article as a result of unused personal days being credited to an individual's sick day accumulation.

B.  Teachers may be granted the following temporary leaves of absence with pay each school year, if such leaves of absence are approved by the School Committee upon recommendation of the Superintendent.

1.   Days for visiting other schools or attending meetings or conferences of an educational nature.

2.   Time necessary for appearances in any legal proceeding connected with the teacher's employment or with the school system.

C.  Teachers will be granted military leave for the purpose of fulfilling a military obligation under the provisions of Section 459 of Title 50 (App.) of the United States Code, provided such obligation cannot be fulfilled on days when school is not in session. Teachers will be paid the difference between the regular salary they would otherwise have received and the compensation they receive from the Federal Government while fulfilling said military obligation, for a maximum period of seventeen (17) calendar days.

ARTICLE XIX

EXTENDED LEAVES OF ABSENCE

A.  Military leave without pay will be granted to any teacher with at least one year's service in the District school system who is inducted or enlists in 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 would have achieved had he remained actively employed in the system during the period of his absence, up to a maximum of three (3) years.

B.  Other leaves of absence without pay may be granted at the discretion of the Committee.

C.  All benefits to which a teacher is entitled at the time of his/her leave of absence, including unused accumulated sick leave, will be restored to him/her upon his/her return.

D.  All requests for leaves and for extensions or renewals of leaves will be applied for in writing.

E.  The School Committee will make every effort to restore the teacher returning from leave to the same or an equivalent position.

ARTICLE XX

SABBATICAL LEAVE

A.  Any teacher who has served continuously in the Blackstone-Millville Regional School District system for a period of at leave seven (7) years, may, at the discretion of the Committee, be granted sabbatical leave of absence not exceeding one (1) year for approved study and/or research considered by the Committee to be in the best interests of the school system. A teacher whose position in the school system of a member town of the District has been superseded by the establishment and operation of the District shall be given credit for prior continuous years of service in said system in determining such teacher's eligibility for sabbatical leave under this paragraph.

B.  Applications for sabbatical leave of absence shall be submitted in writing to the Superintendent of Schools not later than November 1 of the school year previous to the school year for which sabbatical leave of absence is requested. Such applications shall set forth in detail the program of study and/or research to be followed and the advantages which will accrue to the system upon return to service as a result of said study and/or research. Applicants shall also submit such additional information as may be required of them by the Superintendent of Schools.

C.  A teacher on sabbatical leave shall receive compensation equal to the difference between his salary and the total amount or amounts of any grants or financial assistance received or to be received from outside sources for the purposes of his sabbatical studies and/or research, provided, however, that in no event, shall the amount of salary to be paid to said teacher exceed one-half (1/2) the annual salary to which he would have been entitled had he remained in the school system that year. In the event that a teacher is granted a sabbatical for one-half (1/2) of the school year, the same provisions regarding grants and financial assistance outlined above will prevail provided however, in no event shall the amount of salary exceed one-half (1/2) of the salary to which he would have been entitled had he remained in the school system for that half year. The term "grants or financial assistance" shall not include the cost of required tuition or book expense where such can be verified.

D.  Before beginning the sabbatical leave, the teacher shall enter into contract to return to active service in the Blackstone-Millville Regional School District system for a period of at leave two (2) years after the expiration of such leave. A teacher who defaults in completing this service shall repay to the Blackstone-Millville Regional School District an amount equal to such proportion of salary received while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered; provided, however, that the teacher shall be released from such payment if his failure to serve the two (2) years as stipulated be due to his illness, disability, or death, or if he be discharged from his position by the Committee.

E.  A teacher returning from sabbatical leave shall be placed on the step of the salary schedule he would have attained had he remained in the school system.

F.   Not more than one (1) member of the total professional staff from grades kindergarten through five (5) inclusive and not more than one (1) member of the total professional staff from grades six (6) through twelve (12) inclusive shall be granted leave during any one year.    In the event that the number of applications received exceeds the maximum number of said staff who may be granted leave as aforesaid, the following factors will be taken into account in assigning leave:

1.   Educational value of the proposed study and/or research to the school system.

2.   Length of service in the Blackstone-Millville Regional School District system.

3.   Priority of application (date).

ARTICLE XXI

INSURANCE

A.  The Committee agrees that the District shall pay seventy-five percent (75%) of the premium for the following coverages:

1.   Individual or family coverage, whichever applies in a particular case, in HMO Blue New England Deductible, with plan year deductibles of $1,000/$2,000, as more fully set forth on ANNEX "A" attached hereto;

2.   Individual or family coverage, whichever applies in a particular case, in Blue Care Elect Deductible Plan, with plan year deductibles of $1,000/$2,500, as more fully set forth on ANNEX "B" attached hereto;

3.   Individual or family coverage, whichever applies in a particular case, in a dental plan which provides coverages and access to necessary dental services substantially comparable to those provided in the 1990-1993 Collective Bargaining Agreement; and

4.   Group term life insurance in the face amount of $10,000.

B.  The District agrees to establish and fund a Health Insurance Reimbursement Account in the maximum amount of $60,000 to reimburse the employees and retirees in Unit A (hereinafter "enrolled individuals") enrolled in the Plans set forth in Paragraphs A (1) and (2) for deductibles incurred and paid by said enrolled individuals for services provided to said enrolled individuals and their dependents. Enrolled individuals seeking reimbursement shall submit to the Superintendent of Schools, by no later than August 31 immediately following the close of the Plan year (June 30), documentary proof that they incurred and paid such deductibles. If the total amount of the deductibles for which reimbursement is sought does not exceed $60,000, the enrolled individuals shall be reimbursed at the rate of 100% for such deductibles. If the total amount of the deductibles for which reimbursement is sought exceeds $60,000, the enrolled individuals shall be reimbursed by the percentage resulting by dividing $60,000 by the total amount of the deductibles for which reimbursement is sought.

C.  The Committee also agrees that the District shall pay one hundred percent (100%) of the premium for workers compensation coverage.

D.  Employees' contributions toward the insurance program premium set forth in this Article and employee contributions, if any, for disability insurance premiums, will be tax exempt under a pre-tax program to be implemented by the employer to the extent permitted by the Internal Revenue Code from time to time in effect.

E.  The employer will contribute fifty percent (50%) toward the cost of whatever health insurance plan (i.e., Individual or Family coverage) a retiree had subscribed to as of the December 1st immediately preceding his/her date of retirement.

ARTICLE XXII

TEXTBOOKS AND SCHOOL SUPPLIES

A.  The purchase of textbooks and school supplies shall be governed by the provisions of Massachusetts General Laws, Chapter 71, Section 48, as from time to time in effect.

B.  Careful consideration will, however, be given to the recommendations of the staff.

ARTICLE XXIII

USE OF SCHOOL FACILITIES

A.  Subject to the approval of the appropriate Principal, the Association may, upon request, use a school building without cost at reasonable times after school hours for business meetings of its members. Requests for such use shall be submitted in writing to the Principal at least two (2) school days prior to the date of the proposed meeting and shall state the date and time of the proposed meeting and the type of meeting to be held (i.e., whether general membership or committee). When approving a request for such use, the Principal shall also designate a specific room or location in the school building where the meeting shall take place.

B.  Any request by the Association to use the school buildings or any of its facilities for purposes other than business meetings of its members shall be submitted in accordance with and shall be subject to and governed by the policies, procedures and practices then in effect pertaining to the use of the school building and its facilities.

C.  In the event that any request by the Association to use the school building or any of its facilities becomes the subject of grievance under the terms of this Agreement, the grievance may be presented and processed through the grievance procedure in the name of the Association.

ARTICLE XXIV

DEDUCTIONS

A.   In accordance with and subject to the provisions of Section 17C and 17E of Chapter 180 of the General Laws of Massachusetts, the Committee agrees to deduct on payroll schedules from the individual salaries of the employees covered by this Agreement such amounts as may be authorized in writing by said employees, for the payment of dues to an association of teachers. Provided any such authorization is not withdrawn, said amounts shall be deducted in equal monthly installments from the first payroll schedule in the ten (10) successive months commencing in September of a particular year and ending in June of the year next following.

B.  In accordance with and subject to the provisions of Section 178B of Chapter 149 of the General Laws of Massachusetts, the Committee agrees to deduct from each payment of salary to an employee covered by this Agreement such amount or amounts as said employee may authorize in writing for purchasing shares of, or making deposits in, a teachers' credit union. Nothing herein shall require or obligate the Committee to make deductions for repaying loans from a teachers' association credit union.

C.  Employees may authorize the School Committee to deduct from their salary a contribution to Voice of Teachers for Education of an amount which the employee shall specify in writing. The Committee will certify on the payroll the amount to be deducted by the Treasurer. Such amounts shall be transmitted to the Massachusetts Teachers Association within thirty (30) days.

ARTICLE XXV

DEPARTMENT HEADS

A. Teachers who serve as Department Heads for the areas of English, math, science, social studies and foreign language, for grades nine through twelve (9-12), shall receive the sums set forth below over and above their base salary for their services for the school year:

Base stipend of $1,750 with $100 additional for each department member evaluated by the Department Head.

Teachers who serve as Department Heads for the so-called "Clustered Departments":

Business/computer

Student services (guidance, special education, nurse, adjustment counselor)

Fine Arts (music/art)

Health/Physical Education (PE, health, consumer science)

Industrial Technology (industrial technology, graphics)

Base stipend of $1,750 with an additional $100 for each member of the "cluster" that the Department Head is qualified to evaluate and so evaluates. The building principal shall determine if the Department Head is qualified to evaluate a particular member of the cluster.

B.  The decision to create or continue the position of department head in a particular department or area or to change an established position shall be the prerogative of the Committee. Appropriate job descriptions, so called, for each established position shall be formulated by the Committee.

C.  Appointments to the position of department head shall be made in accordance with the procedures set forth in Article XI of this Agreement, except that the provisions of sub­paragraph 4 of Paragraph A of said Article shall not be applicable.

D.  Department heads shall be relieved of their teaching duties on four (4) days during each school year, as determined by the building principal, for the purpose of evaluating the teachers in their respective departments. The building principal shall formulate appropriate procedures to implement the provisions of this paragraph.

E.  At the discretion of the building principal, department heads shall be given an opportunity to interview and recommend applicants for positions in their respective departments. In such instances, department heads shall make their recommendations to the building principal.

F.   Careful consideration will be given by the building principal to the recommendations of department heads who are requested to prepare departmental budgets. Department heads who are so requested will be afforded reasonable opportunity to discuss with the building principal any reductions and/or deletions made by him in said departmental budgets.

G.  Department heads who attend professional conferences in their subject field shall be reimbursed for their reasonable expenses incurred for lodging, meals and transportation in attending such professional conferences, provided that such attendance shall have been approved in writing in advance by the Superintendent of Schools.

H. Department heads shall teach one (1) period less per day than the teachers in their respective departments and shall use such time to supervise their departments and to perform other departmental duties.

ARTICLE XXV-A

TEAM LEADER (GRADES 6-8)

Team Leaders shall receive the sum of $1,300.00 over and above their base salary.

ARTICLE XXVI

PROFESSIONAL DEVELOPMENT

A.  The District will reimburse a bargaining unit member for courses taken by a bargaining unit member between September 1st and August 31st to a maximum of one thousand dollars ($1,000) per year. The amount of any reimbursement, determined as above, shall be reduced by one half (1/2) of the total amount of any veterans' benefits received or to be received by the bargaining unit member from the Veterans Administration for the payment of tuition fees for such courses and by one-half (1/2) of the total amount of any financial aid in the nature of grants (as opposed to loans) received or to be received by the bargaining unit member from any source for the payment of tuition fees for such courses. The term "tuition fee(s)" shall mean the actual amount charged for tuition only and shall not include any other fees, however characterized, such as registration fees, library fees, college center fees, laboratory fees, late registration fees, change fees or graduation/placement fees.

B.  For a course to qualify for reimbursement, the following conditions must be satisfied:

1.   The course must be approved in writing in advance by the Superintendent of Schools.

2.   The course must be either part of a program of study and/or professional development plan leading to the conferring of a Master's Degree or a Doctorate Degree upon the bargaining unit member or part of a program of study approved in writing in advance by the Superintendent of Schools.

3.   The course must be taken at a college or university accredited by a regional or national accrediting association.

4.   The dates on and time of day at which the course is given must not conflict with the designated work year and work day of the bargaining unit member.

5.   A grade of eighty (80) or an equivalent or higher grade must be obtained in the course provided, however, that a bargaining unit member enrolled in a program of study leading to the conferring of a Master's Degree or a Doctorate Degree upon the bargaining unit member may receive a grade of less than eighty (80), or an equivalent grade. A course in which grades are not given must be satisfactorily completed as determined by the college or university giving the course.

C.  Payment of course reimbursement shall be made to a bargaining unit member only after the bargaining unit member submits to the Superintendent of Schools evidence, satisfactory to the Superintendent of Schools, that the bargaining unit member has completed the course and that the tuition fee for such course has been paid in full.

D.  Before receiving payment of course reimbursement, a bargaining unit member shall agree in writing with the District that if the bargaining unit member voluntarily leaves the District school system at any time prior to the end of the school year next following the date of completion of a course or courses for which the District reimbursed the bargaining unit member, the bargaining unit member shall repay to the District the amount of such reimbursement. In the event that the bargaining unit member fails to make such repayment to the District within sixty (60) days next following the date of submission of the bargaining unit member's notice of resignation or not later than the date on which the bargaining unit member's resignation becomes effective whichever first occurs, the Association shall pay to the District the amount which the bargaining unit member was obligated to repay and the District shall thereupon assign to the Association whatever rights it may have under its agreement with the bargaining unit member.

E. Each member of the Association will participate in a research based in-service program once in every five (5) year cycle. The Association and the Committee recognize the need for continuing professional development and to that end has an interest in:

    Professional development days may be used to write, rewrite and revise curriculum areas to align with the Massachusetts frameworks;

    Providing staff members with opportunities during the school year and summer months in research based opportunities;

    Professional development days may be used for other in-service opportunities;

Association members may choose to avail themselves of other research-based courses of study, upon the approval of the Superintendent of Schools, in lieu of the one provided by the Committee.

The District will designate the mandated course for which the Association member will be reimbursed at a rate of twenty-five dollars ($25) per hour up to a maximum of five hundred dollars ($500) for time beyond the regular work day and/or work year.

The course details will be provided to the Association on or before April 1 of each calendar year and will consist of a course of between thirty-five (35) and forty (40) hours of formal instruction.

ARTICLE XXVII

NOTICES

A. Any and all notices required by this Agreement shall be in writing and sent as follows:

To the Committee:                   Superintendent of Schools

Blackstone-Millville Regional School District 175 Lincoln Street Blackstone, MA 01504

To the President:                     Mark P. Juba, President

Blackstone-Millville Regional School District Educators Association Blackstone-Millville Regional High School 175 Lincoln Street Blackstone, MA 01504

B. Either party may change its address at any time by giving written notice thereof (such written notice to be sent by registered mail, return receipt requested) to the other party, provided, however, that no change of address may be made effective sooner than five (5) days after receipt of same by the other party.

ARTICLE XXVIII

GENERAL

A.  The Committee agrees to provide to the Association, within thirty (30) days after the date of execution of this Agreement, such number of copies of the Agreement as equal the number of employees covered thereby. The cost of reproducing the Agreement shall be shared equally by the Committee and the Association.

B.  The Committee and the Association recognize and agree that it may not always be necessary or economically feasible to reproduce in full a collective bargaining agreement, so-called, between the District and the Association, in which event an agreement which incorporates by reference a prior agreement between the District and the Association, together with the modifications, changes and amendments thereto which have been agreed upon by the Committee and the Association (such as the Agreement dated as of the first day of September 1976) shall be executed by the Committee and the Association. In the event that the Committee and the Association cannot agree as to whether a particular collective bargaining agreement, so-called, between the District and the Association should be reproduced in full or in abbreviated form (such as the Agreement dated as of the first day of September 1976) the Superintendent of Schools will make the determination and his decision shall be binding on the Committee and the Association.

C.  The cost of reproducing a Collective Bargaining Agreement, so-called, between the District and the Association, whether reproduced in full or in abbreviated form (such as the Agreement dated as of the first day of September 1976) shall be shared equally by the Committee and the Association.

D.  With the permission of the Superintendent, the President of the Association, or his/her designee, shall be allowed up to a maximum of three (3) full days, with pay, per school year, non-accumulative, to attend meetings, hearings, and other association business. Said days must be requested and submitted in writing in advance.

E.  Two (2) members chosen by the Association will each be granted one (1) day of leave, with pay, per school year, non-accumulative, to attend the annual convention of the Massachusetts Teachers Association. Notice of intent to utilize this leave provision shall be submitted to the Superintendent for approval at least seven (7) days in advance of the leave day.

ARTICLE XXIX

IN-SERVICE COURSES

1.   All teachers shall take one (1) in-service course every three (3) years.

2.   In-service courses shall consist of five (5) sessions, each session to be of two (2) hours duration.

3.   A teacher must attend at least four (4) of the sessions to receive credit for the course.

4.   Courses will be held following the close of the work day.

5.   The Association will establish an In-Service Course Committee which may make recommendations to the Superintendent of Schools regarding course offerings and the scheduling of such courses. The final decision in the selection of course offerings and the establishment of the schedule for such courses shall be that of the Superintendent of Schools.

6.   No additional compensation shall be paid to the teachers for taking in-service courses.

7.   Courses taken elsewhere during a given three (3) year period may be substituted for the required in-service courses if approved in writing in advance by the Superintendent of Schools.

8.   In-service courses may be used to fulfill the step-rate requirement in each level of the salary schedule (Appendix "A"). Each successfully completed in-service course shall result in the granting of one (1) credit toward the three (3) credits required to fulfill a step-rate requirement.

ARTICLE XXX

CHAPTER 766. KINDERGARTEN SCREENING. ENRICHMENT. SECTION 504. EXTENDED CLASS SCHEDULE

Section A - 766 Activities/Kindergarten Screenings

Teachers shall participate in activities and functions pertaining to Chapter 766, so-called, and kindergarten screenings, so-called, as determined by the Superintendent of Schools. Teachers shall be compensated at the rate of 1/7th of 1/184th of their basic salary for each hour (and proportionately for any fraction thereof of at least fifteen (15) minutes duration) of such participation outside the teacher work day.

Section B - Enrichment

The Association and the Committee agree that the position of teacher in the after school Enrichment Program will be a paid position. Compensation will be based upon the teacher's hourly rate of pay computed as 1/7th of 1/184th of the appropriate salary step for each teacher so employed.

Section C - Section 504

Professional staff shall participate in activities and functions pertaining to Section 504, so called, as determined by the Superintendent of Schools. An association member shall be compensated at the rate of 1/7th of 1/184th of the basic salary for each hour (and proportionately for any fraction thereof of at least fifteen (15) minutes duration) of such participation outside the professional staff work day.

Section D - Extended Class Schedule

The Association and the Committee agree to the concept of permissible class scheduling beyond the normal workday. This agreement is based on the shared interest of offering classes for academic credit which are unable to be offered to students during the regular school day. It is understood these classes to be higher level offerings and which would meet as those offered during the normal school day. Recommendation for the establishment of the class would be made by the principal to the Superintendent. The Superintendent would present the proposed class to the Committee. The Committee would need to approve the class prior to its inception.

In the event a class is scheduled for credit and held beyond the normal school day, the member of the Association teaching the class would be compensated at an hourly rate. This rate to be determined by first dividing the member's annual step based salary by one hundred and eighty-four (184) day work days to obtain a daily rate. The daily rate will then be divided by seven (7) hours to determine an hourly rate of compensation.

The position will be posted in concert with the language in the collective bargaining agreement. The teacher will be selected by application.

ARTICLE XXXI

MATERNITY LEAVE

A female employee who has been employed for at least 3 consecutive months as a full-time employee and who gives at least two weeks' notice to the Committee of her anticipated date of departure and intention to return, shall be allowed maternity leave for a period not exceeding eight (8) weeks for the purpose of giving birth or for adopting a child under the age of eighteen (18) or for adopting a child under the age twenty-three (23) if the child is mentally or physically disabled. Upon return she shall be restored to her previous, or a similar, position with the same status, pay, length of service credit and seniority, wherever applicable, as of the date of commencement of her leave, except that, if she has received salary for fifty percent (50%) or more of her work year in a school year with respect to which she was for a portion thereof on such leave, she shall be given credit for that school year for the purpose of placement on the salary schedule. Such maternity leave shall be without pay unless the employee elects to use her earned and unused sick leave and so indicates in her notice to the Committee.

Notwithstanding the foregoing, the Committee shall not be required to restore an employee on maternity leave to her previous or a similar position if other employees of equal length of service credit and status in the same or similar position have been laid off due to economic conditions or other changes in operating conditions affecting employment during the period of such maternity leave, provided, however, that such employee on maternity leave shall retain any preferential consideration for another position to which she may be entitled as of the date of commencement of her leave.

Such maternity leave shall not affect the employee's right to receive vacation time, sick leave, bonuses, advancement, seniority, length of service credit, benefits, plans or programs for which she was eligible at the date of commencement of her leave, and any other advantages or rights of her employment incident to her employment position; provided, however, that such maternity leave shall not be included when applicable in the computation of such benefits, rights and advantages; and provided further, that the Committee need not provide for the cost of any benefits, plans, or programs during the period of maternity leave unless the Committee so provides for all employees on leave of absence.

ARTICLE XXXII

CHILD REARING LEAVE

Employees covered by this Agreement shall be allowed child rearing leave following the birth or adoption of a child. Such leave shall be without pay. Notice of intention to take such leave, and the desired duration thereof, shall be given to the Committee at least sixty (60) calendar days prior to the desired commencement thereof.

Child rearing leave shall not extend beyond the remainder of the school year during which the birth or adoption takes place and the next succeeding school year. Such leave may not be taken for a period of shorter duration than either the remainder of the school year during which the birth or adoption takes place or the remainder of the school year during which the birth or adoption takes place and the next succeeding school year.

An employee on child rearing leave, who so requests, may be permitted to return during the course of a school year only if all of the following conditions are met: 1) the request is occasioned by unusual and extraordinary circumstances (e.g., death of the child, death of a spouse) which were unforeseen by the employee at the time of giving notice of intention to take such leave; and 2) there is a position available in the District school system which the employee is qualified to fill by virtue of certification. Convenience of the employee shall, under no circumstances, be deemed unusual and extraordinary circumstances.

If both the mother and the father of the child are entitled to child rearing leave under the provisions of this Article, only one (1) may take such leave in a given school year. The terms and provisions of this Article shall not be changed or enlarged by virtue of both being entitled to such leave.

Upon his/her return from child rearing leave, an employee shall be restored to his/her previous, or a similar, position with the same status, pay, length of service credit and seniority, wherever applicable, as of the date of commencement of such leave except that, if such employee has received salary for fifty percent (50%) or more of his/her work year in a school year with respect to which such employee was for a portion thereof on such leave, such employee shall be given credit for that school year for the purpose of placement on the salary schedule. Notwithstanding the foregoing, the Committee shall not be required to restore an employee on such leave to his/her previous, or a similar, position if other employees of equal length of service credit and status in the same or similar position have been laid off due to economic conditions or other changes in operating conditions affecting employment during the period of such leave; provided, however, that such employee shall retain any preferential consideration for another position to which he/she may be entitled as of the date of commencement of such leave.

Child rearing leave shall not affect an employee's right to receive vacation time, sick leave, bonuses, advancement, seniority, length of service credit, benefits, plans or programs for which such employee was eligible at the date of commencement of such leave, and any other advantages or rights of his/her employment incident to his/her employment position; provided, however, that such leave shall not be included when applicable in the computation of such benefits, rights and advantages; and provide, further, that the Committee need not provide for the cost of any benefits, plans or programs during the period of such leave unless the Committee so provides for all employees on leave of absence.

ARTICLE XXXIII

AGENCY FEE

As a condition of employment in accordance with Section 12 of Chapter 150E of the Massachusetts General Laws, each employee of the bargaining unit who chooses not to become a member of the Blackstone-Millville Regional School District Educators Association/Massachusetts Teachers Association and the National Education Association shall be required to pay an agency service fee assessment in the amount which complies with the rules and regulations established by the State Labor Relations Commission.

Information and provisions for rebate as outlined in Chapter 150E of the Massachusetts General Laws will be provided by the Association on request.

ARTICLE XXXIV

ADDITIONAL CLASS IN LIEU OF DAILY PREPARATION PERIOD

Teachers with two (2) or more years of service in the District school system shall have the right, on a voluntary basis, to waive their daily preparation period for all or any part of a school year and, in lieu thereof, to teach an additional class equal in length to the period of any such waiver. Teachers who volunteer to teach an additional class will receive additional compensation equal to 1/7th of their daily rate of pay for the period of time such additional class is taught. A teacher's daily rate of pay shall be calculated by dividing the teacher's yearly salary by the number of days in the work year. Any additional class offerings approved by the Committee shall be in the nature of additional electives at the high school level and additional instruction in particular subjects at the middle school and elementary school levels. Any additional class offering approved by the Committee shall be filled pursuant to the procedure set forth in Article XI.

ARTICLE XXXV

EFFECTIVE DATE AND DURATION

A.   This Agreement shall take effect as of September 1, 2013 and shall continue in full force and effect to and including August 31, 2016.

B.  This Agreement may be amended in any manner by mutual agreement at any time.

IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be executed as a sealed instrument in their name and behalf by duly authorized representatives and agents thereof, as of the day and year first above written.

BLACKSTONE-MILLVILLE                                           BLACKSTONE-MILLVILLE REGIONAL

REGIONAL SCHOOL DISTRICT                                     SCHOOL DISTRICT EDUCATORS ASSOCIATION

By:_________________________________            By: :__________________________________

William F. Chaplin, Jr., Chairman                                    Mark P. Juba, President

__________________________________                 ___________________________________

Steven J. Tringali, Vice Chairman                                    Esther H. Cote, Vice President

__________________________________                 ___________________________________

Wendy L. Greenstein, Treasurer                                       Russell P. Arnold

__________________________________                 ___________________________________

Catherine A. Robinson, Asst. Treasurer                          Denise C. Daignault

__________________________________                 ___________________________________

Erin P. Vinacco, District Secretary                                    David Isenberg

__________________________________                 ___________________________________

Michael J. Buckley, Member                                            Kathleen M. Jones

__________________________________                 ___________________________________

Brian T. Faulkner, Member                                               Karen E. Lauzon

__________________________________                 ___________________________________

Diane C. Robin, Member                                                   Kevin M. McCourt

__________________________________                 ___________________________________

Being the Members of Its                                                  ____________________________________

District School Committee                                                 Barbara A. Montague

                                                                                                ___________________________________

                                                                                                Renee Rousselle

__________________________________                 ___________________________________

APPENDIX A

Salary Schedule For Teachers

2013/2014-Days 1-90

 

 

 

 

 

 

 

M+45 2M

 

Step

B

B+15

B+30

M

M+15

M+30

Cags

D

1

$39,271

$40,519

$41,152

$42,098

$43,340

$44,581

$45,194

$47,115

2

$40,483

$41,731

$42,364

$43,310

$44,552

$45,793

$46,406

$48,327

3

$42,548

$43,797

$44,418

$45,375

$46,618

$47,880

$47,946

$50,439

4

$44,025

$45,378

$45,890

$46,844

$48,093

$49,336

$49,951

$51,816

5

$45,461

$46,707

$47,325

$48,281

$49,523

$50,791

$51,402

$53,348

6

$47,128

$48,373

$48,997

$50,045

$51,216

$52,450

$53,064

$54,999

7

$48,243

$49,822

$50,446

$51,055

$52,669

$53,913

$54,530

$56,465

8

$50,058

$51,297

$51,909

$52,858

$54,118

$55,364

$55,979

$57,908

9

$53,861

$55,231

$55,918

$56,608

$57,935

$58,690

$60,030

$62,166

10

$55,551

$56,746

$57,736

$58,426

$59,829

$60,735

$61,999

$63,883

11

$57,218

$58,463

$59,554

$60,143

$61,647

$62,805

$63,969

$65,499

12

$58,985

$60,180

$61,372

$61,961

$63,465

$64,851

$65,838

$67,115

13

$60,753

$62,200

$63,190

$63,678

$65,283

$66,972

$67,605

$68,681

14

$64,144

$65,623

$66,392

$67,130

$68,592

$70,056

$70,767

$72,992

15

$1,555

$1,569

$1,578

$1,565

$1,579

$1,592

$1,599

$1,618

20

$3,109

$3,138

$3,155

$3,129

$3,157

$3,184

$3,197

$3,235

30

$1,500

$1,500

$1,500

$1,500

$1,500

$1,500

$1,500

$1,500

Credits earned in the B+15 and B+30 lanes which are not recognized by a college or university as fulfilling the requirements of a Master's Degree subsequently earned from such college or university may not be applied to the M+15, M+30 or M+45 lanes.

Appendix A

Salary Schedule For Teachers

2013/2014-Days 91-184

 

 

 

 

 

 

 

M+45 2M

 

Step

B

B+15

B+30

M

M+15

M+30

Cags

D

1

39,664

$40,924

$41,564

$42,519

$43,773

$45,027

$45,646

$47,586

2

40,888

$42,148

$42,788

$43,743

$44,998

$46,251

$46,870

$48,810

3

42,973

$44,235

$44,862

$45,829

$47,084

$48,359

$48,425

$50,943

4

44,465

$45,832

$46,349

$47,312

$48,574

$49,829

$50,451

$52,334

5

45,916

$47,174

$47,798

$48,764

$50,018

$51,299

$51,916

$53,881

6

47,599

$48,857

$49,487

$50,545

$51,728

$52,975

$53,595

$55,549

7

48,725

$50,320

$50,950

$51,566

$53,196

$54,452

$55,075

$57,030

8

50,559

$51,810

$52,428

$53,387

$54,659

$55,918

$56,539

$58,487

9

54,400

$55,783

$56,477

$57,174

$58,514

$59,277

$60,630

$62,788

10

56,107

$57,313

$58,313

$59,010

$60,427

$61,342

$62,619

$64,522

11

57,790

$59,048

$60,150

$60,744

$62,263

$63,433

$64,609

$66,154

12

59,575

$60,782

$61,986

$62,581

$64,100

$65,500

$66,496

$67,786

13

61,361

$62,822

$63,822

$64,315

$65,936

$67,642

$68,281

$69,368

14

64,785

$66,279

$67,056

$67,801

$69,278

$70,757

$71,475

$73,722

15

$1,570

$1,585

$1,594

$1,580

$1,594

$1,608

$1,615

$1,634

20

$3,140

$3,169

$3,187

$3,160

$3,188

$3,216

$3,229

$3,267

30

$1,500

$1,500

$1,500

$1,500

$1,500

$1,500

$1,500

$1,500

Salary Schedule For Teachers

2014/2015-Days 1-90

 

 

 

 

 

 

 

M+45 2M

 

Step

B

B+15

B+30

M

M+15

M+30

Cags

D

1

$39,664

$40,924

$41,564

$42,519

$43,773

$45,027

$45,646

$47,586

2

$40,888

$42,148

$42,788

$43,743

$44,998

$46,251

$46,870

$48,810

3

$42,973

$44,235

$44,862

$45,829

$47,084

$48,359

$48,425

$50,943

4

$44,465

$45,832

$46,349

$47,312

$48,574

$49,829

$50,451

$52,334

5

$45,916

$47,174

$47,798

$48,764

$50,018

$51,299

$51,916

$53,881

6

$47,599

$48,857

$49,487

$50,545

$51,728

$52,975

$53,595

$55,549

7

$48,725

$50,320

$50,950

$51,566

$53,196

$54,452

$55,075

$57,030

8

$50,559

$51,810

$52,428

$53,387

$54,659

$55,918

$56,539

$58,487

9

$54,400

$55,783

$56,477

$57,174

$58,514

$59,277

$60,630

$62,788

10

$56,107

$57,313

$58,313

$59,010

$60,427

$61,342

$62,619

$64,522

11

$57,790

$59,048

$60,150

$60,744

$62,263

$63,433

$64,609

$66,154

12

$59,575

$60,782

$61,986

$62,581

$64,100

$65,500

$66,496

$67,786

13

$61,361

$62,822

$63,822

$64,315

$65,936

$67,642

$68,281

$69,368

14

$64,785

$66,279

$67,056

$67,801

$69,278

$70,757

$71,475

$73,722

15

$1,570

$1,585

$1,594

$1,580

$1,594

$1,608

$1,615

$1,634

20

$3,140

$3,169

$3,187

$3,160

$3,188

$3,216

$3,229

$3,267

30

$1,500

$1,500

$1,500

$1,500

$1,500

$1,500

$1,500

$1,500

Salary Schedule For Teachers

2014/2015-Days 91-184

 

 

 

 

 

 

 

M+45 2M

 

Step

B

B+15

B+30

M

M+15

M+30

Cags

D

1

$40,160

$41,436

$42,084

$43,050

$44,320

$45,590

$46,217

$48,181

2

$41,399

$42,675

$43,323

$44,290

$45,560

$46,829

$47,456

$49,420

3

$43,510

$44,788

$45,423

$46,402

$47,673

$48,963

$49,030

$51,580

4

$45,021

$46,405

$46,928

$47,903

$49,181

$50,452

$51,082

$52,988

5

$46,490

$47,764

$48,395

$49,374

$50,643

$51,940

$52,565

$54,555

6

$48,194

$49,468

$50,106

$51,177

$52,375

$53,637

$54,265

$56,243

7

$49,334

$50,949

$51,587

$52,211

$53,861

$55,133

$55,763

$57,743

8

$51,191

$52,458

$53,083

$54,054

$55,342

$56,617

$57,246

$59,218

9

$55,080

$56,480

$57,183

$57,889

$59,245

$60,018

$61,388

$63,573

10

$56,808

$58,029

$59,042

$59,748

$61,182

$62,109

$63,402

$65,329

11

$58,512

$59,786

$60,902

$61,503

$63,041

$64,226

$65,417

$66,981

12

$60,320

$61,542

$62,761

$63,363

$64,901

$66,319

$67,327

$68,633

13

$62,128

$63,607

$64,620

$65,119

$66,760

$68,488

$69,135

$70,235

14

$65,595

$67,107

$67,894

$68,649

$70,144

$71,641

$72,368

$74,644

15

$1,590

$1,605

$1,613

$1,600

$1,614

$1,628

$1,635

$1,654

20

$3,179

$3,209

$3,226

$3,200

$3,228

$3,256

$3,269

$3,308

30

$1,500

$1,500

$1,500

$1,500

$1,500

$1,500

$1,500

$1,500

Salary Schedule For Teachers

2015/2016-Days 1-90

 

 

 

 

 

 

 

M+45 2M

 

Step

B

B+15

B+30

M

M+15

M+30

Cags

D

1

40,160

$41,436

$42,084

$43,050

$44,320

$45,590

$46,217

$48,181

2

$41,399

$42,675

$43,323

$44,290

$45,560

$46,829

$47,456

$49,420

3

$43,510

$44,788

$45,423

$46,402

$47,673

$48,963

$49,030

$51,580

4

$45,021

$46,405

$46,928

$47,903

$49,181

$50,452

$51,082

$52,988

5

$46,490

$47,764

$48,395

$49,374

$50,643

$51,940

$52,565

$54,555

6

$48,194

$49,468

$50,106

$51,177

$52,375

$53,637

$54,265

$56,243

7

$49,334

$50,949

$51,587

$52,211

$53,861

$55,133

$55,763

$57,743

8

$51,191

$52,458

$53,083

$54,054

$55,342

$56,617

$57,246

$59,218

9

$55,080

$56,480

$57,183

$57,889

$59,245

$60,018

$61,388

$63,573

10

$56,808

$58,029

$59,042

$59,748

$61,182

$62,109

$63,402

$65,329

11

$58,512

$59,786

$60,902

$61,503

$63,041

$64,226

$65,417

$66,981

12

$60,320

$61,542

$62,761

$63,363

$64,901

$66,319

$67,327

$68,633

13

$62,128

$63,607

$64,620

$65,119

$66,760

$68,488

$69,135

$70,235

14

$65,595

$67,107

$67,894

$68,649

$70,144

$71,641

$72,368

$74,644

15

$1,590

$1,605

$1,613

$1,600

$1,614

$1,628

$1,635

$1,654

20

$3,179

$3,209

$3,226

$3,200

$3,228

$3,256

$3,269

$3,308

30

$1,500

$1,500

$1,500

$1,500

$1,500

$1,500

$1,500

$1,500

Salary Schedule For Teachers

2015/2016-Days 91-184

 

 

 

 

 

 

 

M+45 2M

 

Step

B

B+15

B+30

M

M+15

M+30

Cags

D

1

$40,762

$42,058

$42,715

$43,696

$44,985

$46,274

$46,910

$48,904

2

$42,020

$43,315

$43,973

$44,954

$46,243

$47,531

$48,168

$50,161

3

$44,163

$45,460

$46,104

$47,098

$48,388

$49,697

$49,765

$52,354

4

$45,696

$47,101

$47,632

$48,622

$49,919

$51,209

$51,848

$53,783

5

$47,187

$48,480

$49,121

$50,115

$51,403

$52,719

$53,353

$55,373

6

$48,917

$50,210

$50,858

$51,945

$53,161

$54,442

$55,079

$57,087

7

$50,074

$51,713

$52,361

$52,994

$54,669

$55,960

$56,599

$58,609

8

$51,959

$53,245

$53,879

$54,865

$56,172

$57,466

$58,105

$60,106

g

$55,906

$57,327

$58,041

$58,757

$60,134

$60,918

$62,309

$64,527

10

$57,660

$58,899

$59,928

$60,644

$62,100

$63,041

$64,353

$66,309

11

$59,390

$60,683

$61,816

$62,426

$63,987

$65,189

$66,398

$67,986

12

$61,225

$62,465

$63,702

$64,313

$65,875

$67,314

$68,337

$69,663

13

$63,060

$64,561

$65,589

$66,096

$67,761

$69,515

$70,172

$71,289

14

$66,579

$68,114

$68,912

$69,679

$71,196

$72,716

$73,454

$75,764

15

$1,614

$1,629

$1,638

$1,624

$1,638

$1,653

$1,659

$1,679

20

$3,227

$3,257

$3,275

$3,248

$3,276

$3,305

$3,318

$3,358

30

$1,500

$1,500

$1,500

$1,500

$1,500

$1,500

$1,500

$1,500

Salary Schedule for Nurses

Without a Bachelor's Degree

2013-2014

STEP

Day 1-90

Day 91-184

1

$36,523

$36,888

2

$37,649

$38,025

3

$39,569

$39,965

4

$40,944

$41,353

5

$42,278

$42,701

6

$43,830

$44,268

7

$44,866

$45,315

8

$46,554

$47,020

9

$50,090

$50,591

10

$51,663

$52,180

11

$53,213

$53,745

12

$54,857

$55,406

13

$56,501

$57,066

14

$59,655

$60,252

15

$1446

$1461

20

$2892

$2921

Anything in the Collective Bargaining Agreement to the contrary notwithstanding, the work day for nurses shall commence with the arrival of the first bus and shall end with the departure of the last bus at their respective schools.

Nurses with a Bachelor's Degree hired on and after September 1, 2011 will be placed on the Bachelor's lane of the salary schedule for teachers.

Salary Schedule for Nurses

Without a Bachelor's Degree

2013-2014

STEP

Day 1-90

Day 91-184

Total

1

$17,865

$18,845

$36,710

2

$18,415

$19,426

$37,841

3

$19,354

$20,417

$39,771

4

$20,027

$21,126

$41,153

5

$20,679

$21,815

$42,494

6

$21,439

$22,615

$44,054

7

$21,945

$23,150

$45,095

8

$22,771

$24,021

$46,792

9

$24,501

$25,845

$50,346

10

$25,270

$26,657

$51,927

11

$26,028

$27,457

$53,485

12

$26,832

$28,305

$55,137

13

$27,636

$29,153

$56,790

14

$29,179

$30,781

$59,960

15

$707

$746

$1453

20

$1414

$1492

$2906

Anything in the Collective Bargaining Agreement to the contrary notwithstanding, the work day for nurses shall commence with the arrival of the first bus and shall end with the departure of the last bus at their respective schools.

Nurses with a Bachelor's Degree hired on and after September 1, 2011 will be placed on the Bachelor's lane of the salary schedule for teachers.

Salary Schedule for Nurses

Without a Bachelor's Degree

2014-2015

STEP

Day 1-90

Day 91-184

1

$36,888

$37,349

2

$38,025

$38,500

3

$39,965

$40,465

4

$41,353

$41,870

5

$42,701

$43,235

6

$44,268

$44,821

7

$45,315

$45,881

8

$47,020

$47,608

9

$50,591

$51,223

10

$52,180

$52,832

11

$53,745

$54,417

12

$55,406

$56,099

13

$57,066

$57,779

14

$60,252

$61,005

15

$1,461

$1,479

20

$2,921

$2,957

Anything in the Collective Bargaining Agreement to the contrary notwithstanding, the work day for nurses shall commence with the arrival of the first bus and shall end with the departure of the last bus at their respective schools.

Nurses with a Bachelor's Degree hired on and after September 1, 2011 will be placed on the Bachelor's lane of the salary schedule for teachers.

Salary Schedule for Nurses

Without a Bachelor's Degree

2015-2016

STEP

Day 1-90

Day 91-184

1

$37,349

$37,909

2

$38,500

$39,078

3

$40,465

$41,072

4

$41,870

$42,498

5

$43,235

$43,884

6

$44,821

$45,493

7

$45,881

$46,569

8

$47,608

$48,322

9

$51,223

$51,991

10

$52,832

$53,624

11

$54,417

$55,233

12

$56,099

$56,940

13

$57,779

$58,646

14

$61,005

$61,920

15

$1,479

$1,501

16

$2,957

$3,001

Anything in the Collective Bargaining Agreement to the contrary notwithstanding, the work day for nurses shall commence with the arrival of the first bus and shall end with the departure of the last bus at their respective schools.

Nurses with a Bachelor's Degree hired on and after September 1, 2011 will be placed on the Bachelor's lane of the salary schedule for teachers.

TRANSITIONAL PROVISION FOR CURRENTLY EMPLOYED NURSES WITH A BACHELOR'S DEGREE

Dorothy P. Santoro, Sue Ann Wiegers and Patricia A. Stanley, each of whom has a Bachelor's Degree, will transition to the Bachelor's lane of the Salary Schedule for Teachers effective as of September 1, 2011. Such transition shall be implemented as follows:

A.  For the 2011-2012 school year only, Dorothy P. Santoro shall be placed on Step 12 of the Bachelor's lane and shall receive the salary for that Step (namely, $58,692) and the additional sum of $3,015 for longevity on Step 20 for a total of $61,707. For the 2012-2013 school year, she will advance to Step 13 of the Bachelor's lane and continue to advance on Step thereafter.

B.  For the 2011 -2012 school year, Sue Ann Wiegers shall be placed on Step 8 of the Bachelor's lane and shall receive the salary for that Step (namely, $49,809) and the additional sum of $1,597 for a total of $51,406. For the 2012-2013 school year, she will advance to Step 9 of the Bachelor's lane and continue to advance on Step thereafter.

C.  For the 2011-2012 school year, Patricia A. Stanley shall be placed on Step 3 of the Bachelor's lane and shall receive the salary for that Step (namely, $42,336).   For the 2012-2013 school year, she will advance to Step 4 of the Bachelor's lane and continue to advance on Step thereafter.

APPENDIX A

AUDIO-VISUAL COORDINATORS

SALARY SCHEDULE FOR 2013-2016

                                                                       2013-2014       2014-2015     2015-2016

Blackstone-Millville Regional High School               *

Frederick W. Hartnett Middle School

John F. Kennedy Elementary School                 $594.00        $601.00        $610.00

A. F. Maloney School                                         $475.00        $481.00        $488.00

Millville Elementary School                               $475.00        $481.00        $488.00

The foregoing sums shall be paid over and above the basic salary schedule.

STEP 1

STEP 2

STEP 3

Athletics

2013-2014

2013-2014

2013-2014

Athletic Director

4357

5124

5415

Varsity Baseball

2932

3539

3818

Varsity Basketball

2932

3539

3818

Varsity Cross Country

2932

3539

3818

Varsity Field Hockey

2932

3539

3818

Varsity Football

2932

3539

3818

Varsity Hockey

2932

3539

3818

Varsity Soccer

2932

3539

3818

Varsity Softball

2932

3539

3818

Varsity Tennis

2932

3539

3818

Varsity Track

2932

3539

3818

Varsity Indoor Track

2932

3539

3818

Varsity Volleyball

2932

3539

3818

JV Baseball

2047

2574

2863

JV Basketball

2047

2574

2863

JV Field Hockey

2047

2574

2863

JV Volleyball

2047

2574

2863

JV Hockey

2047

2574

2863

JV Soccer

2047

2574

2863

JV Softball

2047

2574

2863

Assistant Football

2047

2574

2863

Assistant Track

2047

2574

2863

Cheerleader Advisor

1841

2288

2522

Middle School Basketball

1705

2215

2522

Athletics

2014-2015

2014-2015

2014-2015

Athletic Director

4411

5188

5483

Varsity Baseball

2968

3583

3866

Varsity Basketball

2968

3583

3866

Varsity Cross Country

2968

3583

3866

Varsity Field Hockey

2968

3583

3866

Varsity Football

2968

3583

3866

Varsity Hockey

2968

3583

3866

Varsity Soccer

2968

3583

3866

Varsity Softball

2968

3583

3866

Varsity Tennis

2968

3583

3866

Varsity Track

2968

3583

3866

Varsity Indoor Track

2968

3583

3866

Varsity Volleyball

2968

3583

3866

JV Baseball

2072

2606

2899

JV Basketball

2072

2606

2899

JV Field Hockey

2072

2606

2899

JV Volleyball

2072

2606

2899

JV Hockey

2072

2606

2899

JV Soccer

2072

2606

2899

JV Softball

2072

2606

2899

Assistant Football

2072

2606

2899

Assistant Track

2072

2606

2899

Cheerleader Advisor

1864

2317

2554

Middle School Basketball

1726

2243

2554

Athletics

2015-2016

2015-2016

2015-2016

Athletic Director

4477

5266

5565

Varsity Baseball

3013

3637

3924

Varsity Basketball

3013

3637

3924

Varsity Cross Country

3013

3637

3924

Varsity Field Hockey

3013

3637

3924

Varsity Football

3013

3637

3924

Varsity Hockey

3013

3637

3924

Varsity Soccer

3013

3637

3924

Varsity Softball

3013

3637

3924

Varsity Tennis

3013

3637

3924

Varsity Track

3013

3637

3924

Varsity Indoor Track

3013

3637

3924

Varsity Volleyball

3013

3637

3924

JV Baseball

2103

2645

2942

JV Basketball

2103

2645

2942

JV Field Hockey

2103

2645

2942

JV Volleyball

2103

2645

2942

JV Hockey

2103

2645

2942

JV Soccer

2103

2645

2942

JV Softball

2103

2645

2942

Assistant Football

2103

2645

2942

Assistant Track

2103

2645

2942

Cheerleader Advisor

1892

2351

2592

Middle School Basketball

1752

2277

2592

All athletic programs are based on MIAA scheduling and guidelines. The stipend for any athletic program not meeting these requirements will be negotiated at a lesser amount.

District-Wide

2013-2014

2013-2014

2013-2014

504 Plan Coordinator - Elementary

4213

4213

4213

504 Plan Coordinator - MS

2106

2106

2106

504 Plan Coordinator - HS

2106

2106

2106

AED Program Coordinator

1102

1102

1102

High School

Central Detention

3239

3664

4091

National Honor Society

1637

2092

2562

Student Council

1637

2092

2562

Yearbook

2047

2454

2863

Newspaper - Minimum 7 issues

1637

2092

2562

Class Advisors

Senior Class

1637

2047

2454

Junior Class

1499

1909

2317

Sophomore Class

1363

1773

2182

Freshmen Class

1090

1499

1909

Clubs - Grades 9-12

Clubs (not listed below)

1363

1811

2182

Art Club

1363

1811

2182

Chess Club

1363

1811

2182

Future Business Leaders

1363

1811

2182

Literary Magazine - Minimum 3 issues

1363

1811

2182

Math Club

1363

1811

2182

SADD

1363

1811

2182

Science Team/Club

1363

1811

2182

Spanish Club

1363

1811

2182

Theater

1363

1811

2182

Asst. Theater

1226

1295

1363

District-Wide

2014-2015

2014-2015

2014-2015

504 Plan Coordinator - Elementary

4266

4266

4266

504 Plan Coordinator - MS

2132

2132

2132

504 Plan Coordinator - HS

2132

2132

2132

AED Program Coordinator

1116

1116

1116

High School

Central Detention

3279

3710

4143

National Honor Society

1657

2119

2594

Student Council

1657

2119

2594

Yearbook

2072

2485

2899

Newspaper - Minimum 7 issues

1657

2119

2594

Class Advisors

Senior Class

1657

2072

2485

Junior Class

1517

1933

2346

Sophomore Class

1380

1795

2209

Freshmen Class

1104

1517

1933

Clubs - Grades 9-12

Clubs (not listed below)

1380

1833

2209

Art Club

1380

1833

2209

Chess Club

1380

1833

2209

Future Business Leaders

1380

1833

2209

Literary Magazine - Minimum 3 issues

1380

1833

2209

Math Club

1380

1833

2209

SADD

1380

1833

2209

Science Team/Club

1380

1833

2209

Spanish Club

1380

1833

2209

Theater

1380

1833

2209

Asst. Theater

1241

1311

1380

District-Wide

2015-2016

2015-2016

2015-2016

504 Plan Coordinator - Elementary

4330

4330

4330

504 Plan Coordinator - MS

2164

2164

2164

504 Plan Coordinator - HS

2164

2164

2164

AED Program Coordinator

1133

1133

1133

High School

Central Detention

3328

3765

4205

National Honor Society

1682

2150

2632

Student Council

1682

2150

2632

Yearbook

2103

2522

2942

Newspaper - Minimum 7 issues

1682

2150

2632

Class Advisors

Senior Class

1682

2103

2522

Junior Class

1540

1962

2381

Sophomore Class

1401

1822

2242

Freshmen Class

1120

1540

1962

Clubs - Grades 9-12

Clubs (not listed below)

1401

1861

2242

Art Club

1401

1861

2242

Chess Club

1401

1861

2242

Future Business Leaders

1401

1861

2242

Literary Magazine - Minimum 3 issues

1401

1861

2242

Math Club

1401

1861

2242

SADD

1401

1861

2242

Science Team/Club

1401

1861

2242

Spanish Club

1401

1861

2242

Theater

1401

1861

2242

Asst. Theater

1260

1331

1401

Meeting Criteria for Clubs: Meet a minimum of 30 times per school year; each meeting shall be for a minimum of 1 hour; and each Club shall have a minimum of 10 students.

New Clubs:  Any new Clubs will be funded at the Club stipend for grades 9-12.

Stipend applies when a major production is performed. If it is a minor production, the stipend will be half this amount.

This position will only be in effect if there is a major production.

Other - High School

2013-2014

2013-2014

2013-2014

Fitness Center Director

1363

1811

2182

Job Shadow

1102

1102

1102

Science Fair

882

882

882

School to Career

1637

2047

2454

Focus Clubs

374

374

374

Advisory Program Director

1608

1608

1608

Curriculum Lead Teacher

1500

1500

1500

Other - High School

2014-2015

2014-2015

2014-2015

Fitness Center Director

1380

1833

2209

Job Shadow

1116

1116

1116

Science Fair

893

893

893

School to Career

1657

2072

2485

Focus Clubs

379

379

379

Advisory Program Director

1628

1628

1628

Curriculum Lead Teacher

1518

1518

1518

Other - High School

2015-2016

2015-2016

2015-2016

Fitness Center Director

1401

1861

2242

Job Shadow

1133

1133

1133

Science Fair

906

906

906

School to Career

1682

2103

2522

Focus Clubs

385

385

385

Advisory Program Director

1652

1652

1652

Curriculum Lead Teacher

1541

1541

1541

Fitness Center will be open from the first week of October through the last week of May for a minimum of 3 days per week and for at least 1 1/2 hours each day that the Fitness Center is Open

Focus Clubs are ad hoc clubs of limited duration which provide focused instruction in specific areas.   Meeting criteria for Focus Clubs:   Meet a minimum of 6 times per school year; each meeting shall be for a minimum of 1 hour; and each Focus Club shall have a minimum of 10 students.

Middle School

2013-2014

2013-2014

2013-2014

Student Council

1637

1999

2182

Central Detention

3239

3664

4091

Yearbook

1637

1999

2182

Clubs - Grades 6-8

Clubs (not listed below)

1363

1499

1637

Literary Magazine - Minimum 3 issues

1363

1499

1637

Newspaper - Minimum 7 issues

1363

1499

1637

National Junior Honor Society

1363

1499

1637

Theater

1363

1499

1637

Meeting Criteria for Clubs:   Meet a minimum of 30 times per school year; each meeting shall be for a minimum of 1 hour; and each Club shall have a minimum of 10 students. New Clubs:  Any new Clubs will be funded at the Club stipend for grades 6-8.

Other - Middle School

Science Fair

772

772

772

Spelling Bee

441

441

441

Focus Clubs

374

374

374

Curriculum Lead Teacher

1500

1500

1500

Middle School

2014-2015

2014-2015

2014-2015

Student Council

1657

2024

2209

Central Detention

3279

3710

4143

Yearbook

1657

2024

2209

Clubs - Grades 6-8

Clubs (not listed below)

1380

1517

1657

Literary Magazine - Minimum 3 issues

1380

1517

1657

Newspaper -  Minimum 7 issues

1380

1517

1657

National Junior Honor Society

1380

1517

1657

Theater

1380

1517

1657

Other - Middle School

Science Fair

781

781

781

Spelling Bee

446

446

446

Focus Clubs

379

379

379

Curriculum Lead Teacher

1518

1518

1518

Middle School

2015-2016

2015-2016

2015-2016

Student Council

1682

2054

2242

Central Detention

3328

3765

4205

Yearbook

1682

2054

2242

Clubs - Grades 6-8

Clubs (not listed below)

1401

1540

1682

Literary Magazine - Minimum 3 issues

1401

1540

1682

Newspaper -  Minimum 7 issues

1401

1540

1682

National Junior Honor Society

1401

1540

1682

Theater

1401

1540

1682

Other - Middle School

Science Fair

793

793

793

Spelling Bee

453

453

453

Focus Clubs

385

385

385

Curriculum Lead Teacher

1541

1541

1541

Focus Clubs are ad hoc clubs of limited duration which provide focused instruction in specific areas.  Meeting criteria for Focus Clubs: Meet a minimum of 6 times per school year; each meeting shall be for a minimum of 1 hour; and each Focus Club shall have a minimum of 10 students.

Elementary - Clubs

2013-2014

2013-2014

2013-2014

Clubs (not listed below)

Acts of Kindness Club

1226

1295

1363

Chess Club

1226

1295

1363

Computer Club

1226

1295

1363

Literary Magazine - Minimum 3 issues

1226

1295

1363

Math Club

1226

1295

1363

Newspaper - Minimum 3 issues

1226

1295

1363

Science Club

1226

1295

1363

Scrabble Club

1226

1295

1363

Theater Director - Minimum 1 performance

1226

1295

1363

Yearbook

1226

1295

1363

Meeting Criteria for Clubs:   Meet a minimum of 18 times per school year; each meeting shall be for a minimum of 1 hour; and each Club shall have a minimum of 10 students New Clubs:  Any new Clubs will be funded at the Club stipend for grades 1-5

Other - Elementary

Director - Enrichment Program

1102

1102

1102

Math Olympiad

660

660

660

Running Club - Minimum 24 hours

1636

1727

1819

Science Fair

660

660

660

Substitute Principal

1860

2478

3099

Focus Clubs

374

374

374

Curriculum Lead Teacher

1500

1500

1500

Elementary - Clubs

2014-2015

2014-2015

2014-2015

Clubs (not listed below)

Acts of Kindness Club

1241

1311

1380

Chess Club

1241

1311

1380

Computer Club

1241

1311

1380

Literary Magazine - Minimum 3 issues

1241

1311

1380

Math Club

1241

1311

1380

Newspaper - Minimum 3 issues

1241

1311

1380

Science Club

1241

1311

1380

Scrabble Club

1241

1311

1380

Theater Director - Minimum 1 performance

1241

1311

1380

Yearbook

1241

1311

1380

Other - Elementary

Director - Enrichment Program

1116

1116

1116

Math Olympiad

669

669

669

Running Club - Minimum 24 hours

1656

1749

1842

Science Fair

669

669

669

Substitute Principal

1883

2509

3138

Focus Clubs

379

379

379

Curriculum Lead Teacher

1518

1518

1518

Elementary - Clubs

2015-2016

2015-2016

2015-2016

Clubs (not listed below)

Acts of Kindness Club

1260

1331

1401

Chess Club

1260

1331

1401

Computer Club

1260

1331

1401

Literary Magazine - Minimum 3 issues

1260

1331

1401

Math Club

1260

1331

1401

Newspaper - Minimum 3 issues

1260

1331

1401

Science Club

1260

1331

1401

Scrabble Club

1260

1331

1401

Theater Director - Minimum 1 performance

1260

1331

1401

Yearbook

1260

1331

1401

Other - Elementary

Director - Enrichment Program

1133

1133

1133

Math Olympiad

679

679

679

Running Club - Minimum 24 hours

1681

1775

1869

Science Fair

679

679

679

Substitute Principal

1911

2547

3185

Focus Clubs

385

385

385

Focus Clubs are ad hoc clubs of limited duration which provide focused instruction in specific areas.  Meeting criteria for Focus Clubs:   Meet a minimum of 6 times per school year; each meeting shall be for a minimum of 1 hour; and each Focus Club shall have a minimum of 10 students.

Two (2) positions allocated as follows: One (1) for the Millville Elementary School and one (1) for the John F. Kennedy Elementary School/Augustine F. Maloney Elementary School Complex.

Music - High School

2013-2014

2013-2014

2013-2014

Director-Instrumental Music

4357

5124

5415

Director - Sr. High Wind Ensemble

2047

2454

2863

Director - Sr. High Concert Band

1637

2047

2454

Director -

1637

2047

2454

. High Chorus

 

 

 

Director - Sr. High Jazz

2932

3375

3818

Director - Sr. High Marching Band

3307

3717

4127

Assistant - Sr. High Marching Band

2251

2659

3068

Instructor - Sr. High Color Guard

2387

2796

3205

Assistant - Sr. High Color Guard

1773

2182

2591

Director - Sr. High Percussion Ensemble

1860

2047

2232

Instructor - Sr. High Winter Guard

1860

2047

2232

Assistant - Sr. High Winter Guard

1860

2047

2232

Director - Sr. High Flute Choir

1363

1811

2182

Director - Sr. High Clarinet Choir

1363

1811

2182

Director - Sr. High Sax Choir

1363

1811

2182

Director - Sr. High Brass Choir

1363

1811

2182

Music - Middle School

2013-2014

2013-2014

2013-2014

Director - MS Wind Ensemble

1499

1909

2317

Director - MS Concert Band

1363

1773

2182

Director - MS Jazz

2202

2591

3001

Director - MS Marching Band

1637

2047

2454

Instructor - MS Color Guard

1226

1567

1909

Director - MS Flute Choir

1363

1811

2182

Director - MS Clarinet Choir

1363

1811

2182

Director - MS Sax Choir

1363

1811

2182

Director - MS Brass Choir

1363

1811

2182

Music - High School

2014-2015

2014-2015

2014-2015

Director-Instrumental Music

4411

5188

5483

Director - Senior High Wind Ensemble

2072

2485

2899

Director - Sr. High Concert Band

1657

2072

2485

Director - Sr. High Chorus

1657

2072

2485

Director - Sr. High Jazz

2968

3417

3866

Director - Sr. High Marching Band

3349

3763

4178

Assistant - Sr. High Marching Band

2279

2693

3106

Instructor - Sr. High Color Guard

2417

2830

3245

Assistant - Sr. High Color Guard

1795

2209

2623

Director - Sr. High Percussion Ensemble

1883

2072

2260

Instructor - Sr. High Winter Guard

1883

2072

2260

Assistant - Sr. High Winter Guard

1883

2072

2260

Director - Sr, High Flute Choir

1380

1833

2209

Director - Sr. High Clarinet Choir

1380

1833

2209

Director - Sr. High Sax Choir

1380

1833

2209

Director - Sr. High Brass Choir

1380

1833

2209

Music - Middle School

2014-2015

2014-2015

2014-2015

Director - MS Wind Ensemble

1517

1933

2346

Director - MS Concert Band

1380

1795

2209

Director - MS Jazz

2229

2623

3039

Director - MS Marching Band

1657

2072

2485

Instructor - MS Color Guard

1241

1587

1933

Director - MS Flute Choir

1380

1833

2209

Director - MS Clarinet Choir

1380

1833

2209

Director - MS Sax Choir

1380

1833

2209

Director - MS Brass Choir

1380

1833

2209

Music - High School

2015-2016

2015-2016

2015-2016

Director-Instrumental Music

4477

5266

5565

Director - Senior High Wind Ensemble

2103

2522

2942

Director - Sr. High Concert Band

1682

2103

2522

Director - Sr. High Chorus

1682

2103

2522

Director - Sr. High Jazz

3013

3468

3924

Director - Sr. High Marching Band

3399

3820

4241

Assistant - Sr. High Marching Band

2313

2733

3153

Instructor - Sr. High Color Guard

2453

2873

3294

Assistant - Sr. High Color Guard

1822

2242

2662

Director - Sr. High Percussion Ensemble

1911

2103

2294

Instructor - Sr. High Winter Guard

1911

2103

2294

Assistant - Sr. High Winter Guard

1911

2103

2294

Director - Sr. High Flute Choir

1401

1861

2242

Director - Sr. High Clarinet Choir

1401

1861

2242

Director - Sr. High Sax Choir

1401

1861

2242

Director - Sr. High Brass Choir

1401

1861

2242

Music - Middle School

2015-2016

2015-2016

2015-2016

Director - MS Wind Ensemble

1540

1962

2381

Director - MS Concert Band

1401

1822

2242

Director - MS Jazz

2263

2662

3085

Director - MS Marching Band

1682

2103

2522

Instructor - MS Color Guard

1260

1611

1962

Director - MS Flute Choir

1401

1861

2242

Director - MS Clarinet Choir

1401

1861

2242

Director - MS Sax Choir

1401

1861

2242

Director - MS Brass Choir

1401

1861

2242

END NOTES

HIGH SCHOOL CLASS ADVISORS

Once a high school class advisor reaches Step 3 in a particular school year, he/she shall remain at Step 3 for all consecutive school years subsequent thereto during which he/she serves as a high school class advisor.

ELEMENTARY FOCUS CLUBS

Focus Clubs at the Elementary level that are funded from the District's operational budget (as opposed to funding received by the District from sources other than the member towns of the District) shall be offered equally to the member towns of the District (e.g. if 2 Focus Clubs are to be funded from the District's operational budget, 2 shall be offered to Blackstone and 1 shall be offered to Millville).