West Boylston

Show detailed information about district and contract

DistrictWest Boylston
Shared Contract District
Org Code3220000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2012
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyWorcester
ESE RegionCentral
Urban
Kind of Communityeconomically developed suburbs
Number of Schools2
Enrollment1013
Percent Low Income Students14
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document West Boylston

AGREEMENT

BETWEEN THE

WEST BOYLSTON SCHOOL COMMITTEE

AND THE

WEST BOYLSTON TEACHERS' ASSOCIATION

JULY 1, 2009 THROUGH JUNE 30, 2012

TABLE OF CONTENTS

 

PREAMBLE

Recognizing that our primary purpose is to provide education of the highest possible quality for the children of West Boylston, and that clear communication and coordination between employer and employee is essential to achievement of our purpose, we the undersigned parties to this contract declare that:

         Under the laws of Massachusetts, the West Boylston School Committee, elected by the citizens of West Boylston, has the final authority for establishing the educational, administrative and operating policies for the public school system of West Boylston.

         The Superintendent of Schools of West Boylston (hereinafter referred to as the "Superintendent") is designated the chief executive officer of the West Boylston School System by the School Committee and is empowered with the responsibility for management of the public schools as directed by the established policies of the West Boylston School Committee.

         The faculty and staff of the public schools of West Boylston have responsibility for providing education of the highest possible quality.

         Fulfillment of these respective responsibilities can be facilitated and supported by ongoing dialog and free exchange of views and information among the Committee, the Superintendent, and the faculty and staff in the formulation and application of policies relating to wages, hours, and working conditions established in the School System: and so,

         To give effect to these declarations, the principles and procedures that follow are hereby adopted.

ARTICLE I

SCHOOL COMMITTEE RIGHTS

The Committee is a public body established under and with the powers provided by the Statutes of the Commonwealth of Massachusetts. As elected representatives of the citizens of West Boylston, charged with the responsibility for the quality of education in, and the efficient and economical operation of the West Boylston School System, it is acknowledged that the Committee has final and absolute authority for the determination and administration of education policy; the direction, employment and re-employment of staff and faculty members consistent with law; and the operation and management of the public schools of West Boylston.

Nothing in this Agreement shall be deemed to derogate from or impair the powers, rights, or duties conferred upon the Committee by the Statutes of the Commonwealth or the Rules and Regulations of any pertinent agency of the Commonwealth.

As to every matter not expressly covered by this Agreement and except as expressly or directly modified by the specific provisions of this Agreement, the Committee retains exclusively to itself all rights and powers that it has or may hereafter be granted by law, and shall exercise the same without such exercise being made the subject of any procedure of grievance or arbitration which may now or, in the future, be so established.

ARTICLE II

RECOGNITION

The Committee recognizes the Association for the purpose of collective bargaining as the representative of Teaching Association members and other teachers of the West Boylston School System, including program leaders, up to, but not including the principals, administrative or staff assistants, central office personnel, and the Superintendent of Schools. The unit shall also include the school nurse.

Unless otherwise indicated, the employee(s) will be referred to as the "Teacher(s)" without regard to position titles.

ARTICLE III

NEGOTIATION PROCEDURE

A.    This Agreement becomes effective July 1, 2009, and terminates June 30, 2012 and embodies all provisions and matters agreed to by both parties.

1.       Not later than December 15, 2011, the Committee agrees to enter into negotiations with the Association over a successor agreement in accordance with the procedure set forth herein in a good faith effort to reach agreement concerning Teachers' wages, hours, working conditions, and other negotiable conditions of employment. Any agreement so negotiated will apply to all Teachers, and will be reduced to writing and signed by the Committee and the Association.

2.       If, at any time during the period of the contract, either the School Committee or the Teachers' Association feels it would be to the mutual advantage of both parties to discuss language in this contract or interests which ought to be included in this contract, either party may request, in writing, a meeting with the other party, stating the reasons for the request and suggesting a time, date, and place for said meeting. Such a request by the Teachers' Association shall be directed through the Superintendent of Schools to the Chairperson of the West Boylston School Committee. Likewise, such a request should be directed from the Chairperson of the School Committee through the Superintendent of Schools to the President of the West Boylston Teachers' Association. If the request for a meeting is refused by either party, the refusal shall be sent in writing within thirty (30) calendar days stating the reasons for the refusal.

B.    If past working conditions are overlooked, it is agreed that both parties will meet within thirty (30) calendar days to review same. If impasse is reached, then past working conditions shall prevail until the date set for collective bargaining.

C.    Notwithstanding the funding of this contract at the May 2006 Annual Town Meeting, the School Committee and the Association agree to enter into negotiations no later than September 30, 2006 for the sole purpose of negotiating the benefits described in, and the language of, ARTICLE XIII: FACULTY BENEFITS. No other language in the contract will be changed unless it is part of any agreement that may result from these negotiations. If no changes are agreed upon in writing by June 30, 2007, the current language will remain in effect through the duration of the contract.

ARTICLE IV

GRIEVANCE PROCEDURE

A.    Definitions

1.       A "grievance" is a claim by a Teacher or a group of Teachers based upon a factual and documented event or condition that clearly demonstrates that there has been a misinterpretation, inequitable application or violation of a specific provision or provisions of this Agreement.

2.       An "aggrieved person" is the person or persons making the claim.

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

B.    Purpose

The purpose of the following procedure is to secure for both parties at the lowest possible administrative level, equitable solutions to the problems, which may from time to time arise, affecting the relations between employers and employees. Both parties agree that these proceedings shall be kept informal and confidential as may be appropriate at any level of the procedure.

C.    School Committee Concerns

From time to time, issues arise that should be vested in the professional correction of personnel in an ethical setting. The School Committee, recognizing professionalism, shall file a report of concerns to a Professional Relations Committee made up of three peer members of the professional concerned to investigate the concerns and meet informally with the Committee to determine a recommended course of action in the matter.

D.    Rights of Employees

1. No reprisals of any kind shall be taken against the aggrieved by the Committee or by any management team member solely on the basis of participation in the grievance procedure that is encouraged by both parties as an amenable process to maintain high morale.

2. Representation: Representation at Informal, Levels I and II shall include only the aggrieved and an employee of his or her choice, meeting with the Administrator involved. But, should the grievance reach Level III, the aggrieved shall have the right to due process, to any representation of his or her choice, and the right to open or closed hearings as permitted by law.

E.    Grievance Procedures

1.       Since it is important that grievances be processed as rapidly as possible, time limits shall be established at each level to expedite the process. The time limits specified maybe extended in the best interests of resolving the issue provided there is an agreement by both parties.

2.       In the event a grievance exists at any level, or presents on or after the close of a school year, which if left unresolved until the beginning of the following school year could result in irreparable harm to a party of interest, the time limits set forth shall be reduced so that the grievance procedure may be exhausted prior to the beginning of the next school term or as soon thereafter as practical. The time limits set in the interests of resolving the issue will be scheduled by mutual agreement of both parties.

3.       The aggrieved person or party of interest shall file a grievance within fifteen (15) school days after the person knew or should have known, of the act or condition on which the grievance is based, then the opportunity to file a grievance shall be considered waived and is not subject to further grievance or arbitration.

4.       Decisions at all levels of the grievance procedure shall be rendered in writing, setting forth the decision and the reasons and shall be transmitted only to all parties of interest.

F.     Grievance Procedure Steps

1.     INFORMAL:

The aggrieved person or party of interest with a grievance will first discuss it with his or her principal or immediate superior with the objective of resolving the matter.

2.     LEVEL I:

If the aggrieved person is not satisfied with the disposition he/she will present a written statement of his/her grievance to his/her principal or immediate superior within ten (10) school days of the informal discussion. The parties shall meet again to discuss the grievance if either party wishes to do so.

In any event, the principal or immediate supervisor shall give a written decision to the aggrieved person or party of interest within ten (10) school days of receipt of the aggrieved person’s statement.

3.     LEVEL II:

If the aggrieved person is not satisfied with the disposition of his grievance at Level I, or if no decision has been rendered within ten (10) school days after presentation of the grievance at Level I the aggrieved may file the grievance in writing to the Superintendent of Schools within five (5) school days of the decision at Level I or within fifteen (15) school days after the grievance was presented at Level I, which ever is sooner.

Within ten (10) school days after the receipt of the written grievance by the Superintendent, the Superintendent shall render his decision in writing to the aggrieved within ten (10) school days after the meeting.

4.     LEVEL III:

If the aggrieved person is not satisfied with the disposition of his grievance at Level II, or if no decision has been rendered within ten (10) school days after presentation of the grievance at Level II, the aggrieved may file the grievance in writing to the School Committee within five (5) school days after receiving the decision at Level II or within fifteen (15) school days after the grievance at Level II which ever is sooner.

After receiving the grievance, the School Committee shall meet with the aggrieved person for the purpose of resolving the grievance within twenty (20) school days, after receipt of the grievance by the School Committee Chairperson. The School Committee will render a written decision on the grievance within ten (10) school days of the hearing.

5.     LEVEL IV:

If the aggrieved person is not satisfied with the disposition of the grievance at Level III, or if no decision has been rendered within ten (10) school days after the hearing by the School Committee or if the School Committee fails to meet with the aggrieved person within twenty (20) school days of receipt of the grievance by the School Committee Chairperson, the West Boylston Teachers' Association and only the Association may submit the grievance to arbitration.

a)       In the event of a decision by the Teachers' Association to go to arbitration, the School Committee will be notified in writing within five (5) school days of receiving the decision, fifteen (15) school days of the hearing if no decision is rendered or twenty-five (25) school days from the presentation of the grievance at Level III if no hearing has taken place.

b)       The Association will then submit the grievance to the American Arbitration Association or the Labor Relations Connection, within ten (10) school days of notifying the Committee of its decision to go to arbitration. The Committee and the Association will select their arbitrator pursuant to the processes for doing so under the rules and regulations of the agency with which the arbitration was timely filed.

c)       If the demand for arbitration is not filed within fifteen (15) school days of the School Committee's Level IV reply to the grievance, the grievance will be deemed withdrawn.

d)       The School Committee and the Association shall share the costs for the services of the arbitrator equally. Any other expenses incurred shall be paid by the party incurring same, unless the parties agree to share such expenses.

e)       The arbitrator's decision shall not extend beyond the submitted grievance, nor alter, amend, or modify the provision of this contract. Nor shall the arbitrator render a decision that shall impinge upon any reserved rights and duties of the School Committee.

f)        Pending final resolution of any complaint, the aggrieved shall comply with the instructions of his immediate Supervisor, Principal, Superintendent and the School Committee.

ARTICLE V

EMPLOYMENT

A.    In the West Boylston Public School System, requirements for employment and professional Teacher status shall be as established by law and the policies of the West Boylston School Committee. All positions within the School System shall have the recommendation of the appropriate Administrator(s), subject to appointment by the Superintendent.

B.    Written notification of a decision to resign must be presented to the Superintendent at least thirty (30) calendar days before the date of leaving and no resignation shall be honored that will take effect the first thirty (30) days and the last thirty (30) days of the school year; however, the School Committee reserves

the right to waive this requirement if it deems it in the best interest of the School System.

C.    Upon initial employment under regular contract on a full-time or part-time basis, full credit will be given for previous teaching experience provided that such experience has been in the same subject matter area, or general grade level for which the Teacher is being hired. Otherwise, credit shall be given for previous teaching experience up to a maximum of five (5) years upon initial employment.

D.    Before any Teacher begins employment, a complete physical must be performed at the expense of the School Committee if the Teacher chooses the school physician or at the Teacher’s expense if he/she chooses their personal physician.

E.    Final responsibility for establishing the starting salaries of all Teachers entering the School System rests with the Superintendent and the School Committee whose approval of the recommendation for the salary is mandatory.

F.     A Teacher who desires a change in grade and/or subject assignment or who desire to transfer to another building shall file a written statement of such desire with the Superintendent not later than March.

G.    Agency Fee

1)       Any member of this bargaining unit employed by the School Committee shall be subject to the imposition of an agency fee unless said member becomes a member of the West Boylston Teachers' Association/Massachusetts Teachers' Association/National Teachers' Association. The fee shall be equal to the cost of collective bargaining and contract administration except that in no case shall the fee exceed the dues amount in the current fiscal year.

2)       Collection of agency service fees, including collection of delinquent fees, shall be solely the responsibility of the Association, and the School Committee shall not be required to take any action in regard to the employment of any delinquent employees. Employees who fail to pay the fee shall not be subject to dismissal, termination or any other disciplinary action but will be subject to civil liability for payment.

3)       All members of the bargaining unit who do not become members of the W.B.T.A. must pay the prescribed Agency Service Fees (under G.L.C.150E and the regulations of the Massachusetts Labor Relations Commission there under) to the W.B.T.A. or the W.B.T.A. Scholarship Fund, prior to December 15 of any given year.

Article VI

Salaries

A.         In consideration of an annual school year contract consisting of 183 days, between the Monday before Labor Day and June 30, as a basic contract of employment, the following salary scales are established for the inclusive dates cited. For the 2011-2011 and 2011-2012 contract years, section A of Article VI shall not be applicable, and the work year shall consist of 182 days between the Monday before Labor Day and June 30, as a basic contract of employment.

2009-2010

July 1, 2009 through June 30, 2010

Step

Bachelor

Masters

Masters+30

CAGS/Doctorate

1

37,903

40,747

43,647

46,509

2

39,783

42,752

46,322

48,561

3

40,735

43,776

48,077

49,723

4

41,712

45,035

49,845

50,920

5

43,601

46,929

51,632

53,235

6

45,503

49,006

53,432

55,570

7

47,421

51,065

55,250

57,920

8

49,354

53,216

57,086

60,291

9

52,646

55,457

58,944

62,679

10

55,956

57,800

62,766

66,740

11

58,979

60,239

66,610

70,833

12

60,935

65,509

69,652

73,615

 

The salary schedule for the 2008-2009 contract year shall remain in full force and effect for the 2009-2010 contract year. As of June 30, 2010, those teachers who are on steps shall be advanced one (1) step.

2010-2011

July 1, 2010 through June 30, 2011

Step

Bachelor

Masters

Masters+30

CAGS/Doctorate

1

38,661

41,562

44,520

47,439

2

40,579

43,607

47,248

49,532

3

41,550

44,652

49,039

50,717

4

42,546

45,936

50,842

51,938

5

44,473

47,868

52,665

54,300

6

46,413

49,986

54,501

56,681

7

48,369

52,086

56,355

59,078

8

50,341

54,280

58,228

61,497

9

53,699

56,566

60,123

63,933

10

57,075

58,956

64,021

68,075

11

60,159

61,444

67,942

72,250

12

62,154

66,819

71,045

75,087

The 2009-2010 salary schedule shall be increased by 2% for the 2010-2011 contract year. As of June 30, 2011, teachers who are on steps shall be advanced one (1) step.

2011-2012

July 1, 2011 through June 30, 2012

Step

Bachelor

Masters

Masters+30

CAGS/Doctorate

1

39,434

42,393

45,410

48,388

2

41,391

44,479

48,193

50,523

3

42,381

45,545

50,020

51,731

4

43,397

46,855

51,859

52,977

5

45,362

48,825

53,718

55,386

6

47,341

50,986

55,591

57,815

7

49,336

53,128

57,482

60,260

8

51,348

55,366

59,393

62,727

9

54,773

57,697

61,325

65,212

10

58,217

60,135

65,301

69,437

11

61,362

62,673

69,301

73,695

12

63,397

68,155

72,466

76,589

 

The 2010-2011 salary schedule shall be increased by 2% for the 2011-2012 contract year. As of June 30, 2012, teachers who are on steps shall be advanced one (1) step.

In order to move horizontally on these salary scales (e.g., from Bachelors to Masters), a Teacher must give the Superintendent written notice of anticipated eligibility to move horizontally no later than the December 1 preceding the effective date of the anticipated move. The Superintendent shall provide Teachers with a general notice of this December 1 notification deadline by November 20 of each year.

B.        Teachers who have completed creditable teaching experience in the Town of West Boylston shall be paid a yearly longevity increment as follows:

 

2009-2010

2010-2011

2011-2012

13-19 years

1,000.00

1,000.00

1,000.00

20+ years

1,500.00

1,500.00

1,500.00

 

C.    1.     Each teacher shall fulfill certification requirements as required by the Massachusetts Department of Education regulations.

2.       All courses that are submitted for eligibility to advance horizontally on the salary schedule must be approved in advance by the Superintendent of Schools. Official transcripts verifying that a teacher has successfully completed such courses by obtaining a grade of at least “B” or better must be timely submitted to the Superintendent.

3.       Each teacher will be notified, in writing, of all West Boylston School System professional development points (PDPs) and corresponding training titles earned during a school year. The notification will be given, if possible, by the last day of each academic year.

4.       Subject to the annual aggregate dollar limitation described in this section, the Committee shall reimburse teachers who successfully complete courses taken in accordance with Paragraph C.1 or C.2 above the actual cost of tuition, textbooks and lab fees associated with such courses during a three (3) year period, not to exceed $1,650. Tuition reimbursement shall be paid upon presentation of evidence of successful completion of the course. The total amount of the tuition reimbursement payments made during any fiscal year shall not exceed $14,000 in the aggregate and reimbursement payments up to this ceiling shall be made to teachers in the order in which evidence of successful course completion is presented to the Superintendent. The total aggregate amount shall be divided into three (3) pools that reflect the periods during which time courses may be taken. One half of the amount shall be utilized for summer courses, which shall be defined as courses that begin between June 1 and August 30. One fourth of the amount shall be utilized for fall courses, which shall be defined as courses that begin between September 1 and January 15. One fourth of the amount shall be utilized for spring courses, which shall be defined as courses that begin between January 16 and May 31. In the event that any money is unused, it shall be rolled over for use in the next period within a fiscal year.

D.    Any Teacher, having earned sixty (60) or more graduate credits above the level of the Master's degree, shall have the right to submit a written request to the School Committee through the Superintendent of Schools for special consideration for horizontal advancement to the CAGS/Doctorate scale. School Committee approval shall be based on, but not limited to, evaluations of official transcripts by the Superintendent of Schools, letters of recommendation or support from appropriate administrators of accredited institutions of higher learning, or other pertinent documentation to support such a request for "equivalency."

E.    Additionally, the Superintendent shall have the right to grant additional increments for administrative or special duties or for work of an exceptional nature based on the recommendation of the Superintendent of Schools. An increment shall be considered to be a full step on the salary scale.

F.     Further, the Superintendent reserves the right to withhold increments from an individual Teacher during any contract year or years for just cause. An increment shall be considered to be a full step on the salary scale. ("Just Cause" shall not be interpreted as economic conditions.)

G.    All Teachers shall be paid their complete salary between the opening day of the school year of their contract year and the end of June of the same contract year.

H.     Retirement Benefits

1.     Sick Day Buy-Back:

Upon retirement, Teachers who have accumulated twenty (20) years of service in the West Boylston School System will receive $20 per day for unused sick days from day 101 to 150. Notice must be given one (1) year in advance (December 1 of the preceding year) for budgeting purposes.

2.     Early Retirement Notification Benefit:

Full-time Teachers, age 55 or older, who have completed fifteen (15) years of service in the West Boylston Public Schools and are on the maximum step of the salary schedules contained in Section VI.A of this Agreement shall be entitled to a retirement payment of $10,000 as described in this section upon retirement if they comply with the provisions of this section.

To qualify for the retirement incentive payment, a Teacher must give written notification of retirement to the Superintendent no later than October 15 of the year prior to the effective date of the Teacher's retirement and the retirement must be effective as of the conclusion of a school year. The Committee shall make payment to the Teacher in one (1) installment in the September or January following the effective date of retirement at the election of Teacher.

The retirement notification is binding unless there are extenuating circumstances approved by the Superintendent.

I.     Athletic Stipend Positions:   Salaries:

1.     Salaries for athletic stipend positions shall be as follow:

Athletic Position

0-4 Years

 

 

5 - 8 Years

 

 

 

09-10.

10-11.

11-12.

09-10.

10-11.

11-12.

Varsity Football

4,782

4,782

4,782

5,051

5,051

5,051

Assistant Football

3 ,428

3 ,428

3 ,428

3 ,697

3 ,697

3 ,697

Varsity Girls' Soccer

3 ,157

3 ,157

3 ,157

3 ,428

3 ,428

3 ,428

JV Girls' Soccer

2 ,075

2 ,075

2 ,075

2 ,346

2 ,346

2 ,346

MS Girls' Soccer

1 ,624

1 ,624

1 ,624

1 ,895

1 ,895

1 ,895

Varsity Boys' Basketball

3 ,788

3 ,788

3 ,788

3 ,946

3 ,946

3 ,946

JV Boys' Basketball

2 ,706

2 ,706

2 ,706

2 ,977

2 ,977

2 ,977

MS Boys' Basketball

1 ,624

1 ,624

1 ,624

1 ,895

1 ,895

1 ,895

Varsity Girls' Basketball

3 ,788

3 ,788

3 ,788

3 ,946

3 ,946

3 ,946

JV Girls' Basketball

2 ,706

2 ,706

2 ,706

2 ,977

2 ,977

2 ,977

MS Girls' Basketball

1 ,624

1 ,624

1 ,624

1 ,895

1 ,895

1 ,895

Varsity Baseball

3 ,157

3 ,157

3 ,157

3 ,428

3 ,428

3 ,428

JV Baseball

2 ,075

2 ,075

2 ,075

2 ,346

2 ,346

2 ,346

Varsity Softball

3 ,157

3 ,157

3 ,157

3 ,428

3 ,428

3 ,428

JV Softball

2 ,075

2 ,075

2 ,075

2 ,346

2 ,346

2 ,346

Track

3 ,157

3 ,157

3 ,157

3 ,428

3 ,428

3 ,428

Assistant Track

2 ,346

2 ,346

2 ,346

2 ,615

2 ,615

2 ,615

Boys' Tennis

2 ,346

2 ,346

2 ,346

2 ,615

2 ,615

2 ,615

Girls' Tennis

2 ,346

2 ,346

2 ,346

2 ,615

2 ,615

2 ,615

Golf

1 ,486

1 ,486

1 ,486

1 ,757

1 ,757

1 ,757

Athletic Position

9 - 12 Years

 

 

13+ Years

 

 

 

09-10.

10-1.1

11-12.

09-10.

10-11.

 11-12.

Varsity Football

5 ,322

5 ,322

5 ,322

5 ,591

5 ,591

5 ,591

Assistant Football

3 ,969

3 ,969

3 ,969

4 ,240

4 ,240

4 ,240

Varsity Girls' Soccer

3 ,697

3 ,697

3 ,697

3 ,969

3 ,969

3 ,969

JV Girls' Soccer

2 ,615

2 ,615

2 ,615

2 ,887

2 ,887

2 ,887

MS Girls' Soccer

2 ,164

2 ,164

2 ,164

2 ,435

2 ,435

2 ,435

Varsity Boys' Basketball

4 ,329

4 ,329

4 ,329

4 ,598

4 ,598

4 ,598

JV Boys' Basketball

3 ,245

3 ,245

3 ,245

3 ,516

3 ,516

3 ,516

MS Boys' Basketball

2 ,164

2 ,164

2 ,164

2 ,435

2 ,435

2 ,435

Varsity Girls' Basketball

4 ,329

4 ,329

4 ,329

4 ,598

4 ,598

4 ,598

JV Girls' Basketball

3 ,245

3 ,245

3 ,245

3 ,516

3 ,516

3 ,516

MS Girls' Basketball

2 ,164

2 ,164

2 ,164

2 ,435

2 ,435

2 ,435

Varsity Baseball

3 ,697

3 ,697

3 ,697

3 ,969

3 ,969

3 ,969

JV Baseball

2 ,615

2 ,615

2 ,615

2 ,887

2 ,887

2 ,887

Varsity Softball

3 ,697

3 ,697

3 ,697

3 ,969

3 ,969

3 ,969

JV Softball

2 ,615

2 ,615

2 ,615

2 ,887

2 ,887

2 ,887

Track

3 ,697

3 ,697

3 ,697

3 ,969

3 ,969

3 ,969

Assistant Track

2 ,887

2 ,887

2 ,887

3 ,157

3 ,157

3 ,157

Boys' Tennis

2 ,887

2 ,887

2 ,887

3 ,157

3 ,157

3 ,157

Girls' Tennis

2 ,887

2 ,887

2 ,887

3 ,157

3 ,157

3 ,157

Golf

2 ,027

2 ,027

2 ,027

2 ,300

2 ,300

2 ,300

 

J.     Student Activity Stipend Positions:   Salaries:

1.     Salaries for extra-curricular activity stipend positions shall be as follow:

Student Activity Position

0 - 2 Years

 

 

3 - 5 Years

 

 

 

09-10.

10-11.

11-12.

09-10.

10-11.

11-12.

Student  Council

2 ,267

2 ,267

2 ,267

2 ,631

2 ,631

2 ,631

Yearbook  Coordinator

2 ,267

2 ,267

2 ,267

2 ,631

2 ,631

2 ,631

T.O.A.D.S.  Coordinator

2 ,267

2 ,267

2 ,267

2 ,631

2 ,631

2 ,631

Drama Coordinator

1 ,828

1 ,828

1 ,828

2 ,091

2 ,091

2 ,091

HS  Music  Activities

1 ,580

1 ,580

1 ,580

1 ,836

1 ,836

1 ,836

Media Coordinator Elementary

1 ,580

1 ,580

1 ,580

1 ,836

1 ,836

1 ,836

Media Coordinator MS/HS

1 ,580

1 ,580

1 ,580

1 ,836

1 ,836

1 ,836

Football Band

1 ,278

1 ,278

1 ,278

1 ,448

1 ,448

1 ,448

MS Music  Activities

1 ,278

1 ,278

1 ,278

1 ,448

1 ,448

1 ,448

Producers  Club Advisor

1 ,278

1 ,278

1 ,278

1 ,448

1 ,448

1 ,448

Senior Class Advisor

897

897

897

1 ,052

1 ,052

1 ,052

Science Fair

840

840

840

1 ,016

1 ,016

1 ,016

Mathaletes

1 ,046

1 ,046

1 ,046

1 ,222

1 ,222

1 ,222

National Honor Society

789

789

789

922

922

922

Lego-Logo

1 ,039

1 ,039

1 ,039

1 ,206

1 ,206

1 ,206

Junior Class  Advisor

897

897

897

1 ,052

1 ,052

1 ,052

MS Science/Math Enrichment

840

840

840

1 ,016

1 ,016

1 ,016

MS Yearbook

438

438

438

608

608

608

Art  Activities

789

789

789

922

922

922

Elementary  Yearbook

438

438

438

608

608

608

Elementary  Literary  Magazine

438

438

438

608

608

608

HS  Literary Magazine

776

776

776

929

929

929

Fall Cheerleading

1 ,317

1 ,317

1 ,317

1 ,448

1 ,448

1 ,448

Winter Cheerleading

1 ,317

1 ,317

1 ,317

1 ,448

1 ,448

1 ,448

MS Intramurals

1 ,273

1 ,273

1 ,273

1 ,440

1 ,440

1 ,440

Athletic  Director

6 ,983

6 ,983

6 ,983

7 ,369

7 ,369

7 ,369

Athletic  Trainer

3 ,340

3 ,340

3 ,340

3 ,562

3 ,562

3 ,562

Weight Room Supervisor

500

500

500

500

500

500

Wee Deliver

221

221

221

221

221

221

Elementary  Store

221

221

221

221

221

221

Elementary  Bank

221

221

221

221

221

221

WOW  Coordinator

221

221

221

221

221

221

MS Student  Council

221

221

221

221

221

221

MS Store Coordinator

221

221

221

221

221

221

MS Literary  Magazine

221

221

221

221

221

221

Science Camp

221

221

221

221

221

221

Late Bus  Monitor

2 ,269

2 ,269

2 ,269

2 ,269

2 ,269

2 ,269

 

Student Activity Position

6+ Years

 

 

 

09-10.

10-11.

 11-12.

Student  Council

2 ,998

2 ,998

2 ,998

Yearbook  Coordinator

2 ,998

2 ,998

2 ,998

T.O.A.D.S.  Coordinator

2 ,998

2 ,998

2 ,998

Drama Coordinator

2 ,355

2 ,355

2 ,355

HS  Music  Activities

2 ,091

2 ,091

2 ,091

Media Coordinator Elementary

2 ,091

2 ,091

2 ,091

Media Coordinator MS/HS

2 ,091

2 ,091

2 ,091

Football Band

1 ,580

1 ,580

1 ,580

MS Music  Activities

1 ,580

1 ,580

1 ,580

Producers  Club Advisor

1 ,580

1 ,580

1 ,580

Senior Class Advisor

1 ,177

1 ,177

1 ,177

Science Fair

1 ,192

1 ,192

1 ,192

Mathaletes

1 ,390

1 ,390

1 ,390

National Honor Society

1 ,046

1 ,046

1 ,046

Lego-Logo

1 ,375

1 ,375

1 ,375

Junior Class  Advisor

1 ,177

1 ,177

1 ,177

MS Science/Math Enrichment

1 ,192

1 ,192

1 ,192

MS Yearbook

776

776

776

Art  Activities

1 ,046

1 ,046

1 ,046

Elementary  Yearbook

776

776

776

Elementary  Literary  Magazine

776

776

776

HS  Literary Magazine

1 ,082

1 ,082

1 ,082

Fall Cheerleading

1 ,580

1 ,580

1 ,580

Winter Cheerleading

1 ,580

1 ,580

1 ,580

MS Intramurals

1 ,608

1 ,608

1 ,608

Athletic  Director

7 ,757

7 ,757

7 ,757

Athletic  Trainer

3 ,853

3 ,853

3 ,853

Weight Room Supervisor

500

500

500

Wee Deliver

221

221

221

Elementary  Store

221

221

221

Elementary  Bank

221

221

221

WOW  Coordinator

221

221

221

MS Student  Council

221

221

221

MS Store Coordinator

221

221

221

MS Literary  Magazine

221

221

221

Science Camp Coordinator

221

221

221

Late Bus  Monitor

2 ,269

2 ,269

2 ,269

 

K.      Academic Stipend Positions:   Salaries:

1.      Salaries for academic stipend positions shall be as follow:

Academic Coordinator Position

09-10.

10-11.

 11-12.

Program Leader K  - 1

1,672

1,672

1,672

Program Leader 2 - 3

1,672

1,672

1,672

Program Leader 4 - 5

1,672

1,672

1,672

HS  Language Arts/English

1,672

1,672

1,672

HS  Social  Studies

1,672

1,672

1,672

HS  Mathematics

1,672

1,672

1,672

HS  Science

1,672

1,672

1,672

MS/HS  Foreign Language

1,672

1,672

1,672

MS/HS  Art

1,672

1,672

1,672

MS/HS  Music

1,672

1,672

1,672

MS/HS  Technical  Education

1,672

1,672

1,672

MS/HS  Family  and Consumer Science

1,672

1,672

1,672

MS/HS  Physical  Education

1,672

1,672

1,672

MS/HS  Guidance

1,672

1,672

1,672

MS/HS  Health

1,672

1,672

1,672

Team  Leader Grade 6

1,672

1,672

1,672

Team  Leader Grade 7

1,672

1,672

1,672

Team  Leader Grade 8

1,672

1,672

1,672

SPED Preschool Program  Coordinator

2,324

2,324

2,324

SPED Elem Program  Coordinator

2,324

2,324

2,324

SPED MS  Program  Coordinator

2,324

2,324

2,324

SPED HS  Program  Coordinator

2,324

2,324

2,324

MS  School-to-Career

1,672

1,672

1,672

HS  School-to-Career

1,672

1,672

1,672

Web Site Manager

1,672

1,672

1,672

NEASC Steering Committee (2)

1,672

1,672

1,672

Teacher Mentor

1,194

1,194

1,194

Cable TV  Coordinator

776

776

776

Elem  ELL Coordinator

776

776

776

M/H ELL Coordinator

776

776

776

Student  Intervention Team Coordinator

776

776

776

Student  Intervention Team Member

495

495

495

Non-Violent  Restraint  Trainer

597

597

597

 

The  duties  of a Program Leader shall be  in addition to the  normal teaching duties  assigned to a teacher.

L.           The  School Committee  shall have  and retain the  right to fill only those positions deemed necessary under paragraphs  J through L of the  Article and which have  been appointed by the  Superintendent of Schools.

M.          Teachers responsible  for supervising students  on an overnight event will be  remunerated twenty-five  dollars  ($25) per overnight.

N.           Those  stipends  will be  disbursed in two payments  within the  academic year. Said payments  will accompany the  first paychecks  in December and May.

ARTICLE VII

TEACHING HOURS AND TEACHING LOAD

A.    The opening and closing of the school year and school day shall be determined by the School Committee.

B.    The workday of Teachers shall begin fifteen (15) minutes prior to the start of the first period class. Teachers may leave the school upon departure of busses, but not until students have been provided with assistance or remedial instruction and parental conferences have been held as previously scheduled and other duties defined in Section G-2 have been fulfilled.

Meetings will not be scheduled for Fridays or days preceding holidays except for emergency purposes.

If the Committee institutes double school bus runs, the parties shall meet to discuss the impact of such bus scheduling.

The Committee shall be permitted to implement after-school detention not to exceed forty-five (45) minutes beyond the closing of school. Teachers shall be assigned after-school detention duty on a rotating and equitable basis and the workday shall be extended to include such assigned detention duty. After-school detention duty shall not be assigned on Fridays or days prior to holidays or vacation periods.

C.    The first school day of the week shall be designated as "Meeting Day". Staff, departmental, grade level, curriculum-related meetings and any other meetings or conferences called by the Administration, Principals, Supervisors or Program Leaders shall be held on Meeting Day. Agendas will be provided to staff members on the school day prior to the meeting. The Administration may call meetings on other days in the event unanticipated circumstances make such a meeting necessary. Meetings and conferences may be held from the time of student release until one hour thereafter.

In addition, Teachers may be required to participate in four (4) evening meetings or parent/Teacher nights per year. Attendance at all meetings or conferences is mandatory.

D.    Six (6) afternoons per school year, Teachers will be given released time for the purpose of curriculum development, evaluation and/or meetings and conferences.

E.    Teachers shall have an uninterrupted duty-free lunch period equal in time to that of the students in his or her school. Such lunch period shall be scheduled so as to provide coverage for the responsibility of children as needed or required by the particular circumstances of each individual school.

F.      The   Teacher's   basic   workload   will   include   all   assignments   made   by   the   administration   during  the normal school day.

The following definitions apply:

§  Block teaching period: a period of eighty-eight (88) minutes of instructional time

§   Half Block teaching period: a period of forty-four (44) minutes of instructional time

§   Preparation   period:   a   daily   duty-free   continuous   period   for   the   Teacher   to   prepare   for   any teaching related responsibilities, the length of time of which may vary by grade level. o  Content    preparation:   any   course   or   assignment   that   requires   a   separate   organization   and preparation of any curricula, activities, or instructional materials.

The basic load will be:

1. a)        In high school schedules: no more than three (3) block teaching periods. A scheduled preparation period of the same length as a block teaching period will be included in each Teacher's schedule as described in Paragraph G.2 below. Teachers may be assigned one (1) meeting per week equal in length to one-half of a preparation block. No homeroom, cafeteria, corridor, or lavatory duties will be assigned.

b)       In combination middle school/high school schedules: no more than a total of three (3) block teaching periods will be assigned.

The workload of Teachers who teach two (2) block classes and two (2) half-block classes will be considered the same as the workload of Teachers who teach three (3) blocks. No homeroom, cafeteria, corridor or lavatory duties will be assigned.

Teachers who teach one (1) block class and four (4) half-block classes one (1) semester with no homeroom, cafeteria, corridor or lavatory duties will be assigned one (1) block class, three (3) half-block classes, and duties as described in Paragraph G.1 in the other semester.

Teachers who are assigned three (3) split blocks will teach a maximum of five (5) out of the six (6) half-block periods for both semesters and will be eligible for duties as described in Paragraph G.1.

Teachers whose workload is addressed in Paragraph F.1 (b) will have a scheduled preparation period, as described in Paragraph G.2 below, of the same length as a block teaching period, and they may be assigned one (1) meeting per week equal in length to one-half of a preparation block.

c)     In middle school schedules: no more than a total of five (5) half-block teaching periods. Teachers will be assigned to one (1) daily half-block team meeting and will be eligible for duties as described in Paragraph G.1. A scheduled preparation period of not less than one (1) half-block will be included in each Teacher's schedule as described in Paragraph G.2 below.

2.     a)    In elementary self-contained classrooms: a full classroom day, which includes a forty-four (44) minute duty-free preparation period during which the classroom will be under the supervision of another qualified professional: for example, a specialist, etc. The preparation period described in this paragraph will satisfy the requirements of Paragraph G.2 below.

b)       In elementary classrooms that are not self-contained: no more than five (5) teaching periods. A scheduled preparation period of forty-four (44) minutes will be included in each Teacher's schedule every day as described in Paragraph G.2 below.

c)       One uninterrupted thirty (30) minute common planning period will be scheduled for all elementary Teachers weekly.

3.       The School Committee has the right to assign teaching periods above the normal workload in order to deal with unusual scheduling demands. However, the total number of teaching periods assigned to Teachers above the normal workload shall not exceed a total of seven (7) half-block periods per week in any building. Under no circumstances may a Teacher be assigned more than a total of thirty (30) half-block teaching periods per week or be deprived of his or her scheduled preparation period. The School Committee will try to avoid assigning extra teaching periods (above the normal workload) under the provisions of this paragraph, and will attempt to schedule the normal teaching day for each Teacher. No Teacher will be assigned extra teaching periods for two consecutive years.

4.       Teachers may exceed the limitations of the provisions of paragraphs F.1, F.2, and F.3, if mutually agreeable to the School Committee, the Teachers' Association, and the Teacher involved in the variance.

5.       Upon request by the Association, a list of Teacher assignments will be provided at the beginning of each semester.

6.       Any Teacher having five (5) or more content preparations per day will be considered for reduction of supervisory duties (as defined in G.1). For purposes of calculation, each AP class counts as an additional course preparation. The Association recognizes the responsibility and obligation of the building administration to provide supervision of students. This paragraph applies only to Teachers whose workload includes duties.

7.       The actual daily working hours (starting/ending time) of a Teacher may be modified to accommodate educational program needs. No Teacher, however, shall be required to work in excess of the total time required of Teachers assigned to a regular daily building schedule.

8.       Teachers regularly assigned to both buildings on a daily basis will be given no duty assignments.

9.       The building administration shall make an affirmative effort to provide special education program leaders with three (3), forty-five (45) minute blocks per week for completion of role-related responsibilities.

G.            Teachers participation in non-classroom assignments will be in accordance with the following schedule:

1.       The Teacher's assignments may include homeroom duty, cafeteria supervision, assembly supervision, corridor duty, recess and noon duty, late bus supervision, lavatory duty, and other necessary non-teaching duties during the school day, and such special assignments as may be created by the absence of Teachers or by other circumstances necessitating program changes. A playground/cafeteria monitor will be hired for elementary supervision purposes and will be assigned at the discretion of the Administration. Monitors will be provided at the secondary level to fulfill the requirements of section F.1, above. The administration will make a good faith effort to procure substitutes for monitors when necessary. Duties will be distributed equitably at the discretion of the administration.

2.       In addition, it is further agreed that a Teacher's basic load will include all relevant activity necessary to produce good teaching and maintain professional status. These activities should include preparation of lessons; maintaining a current plan book complete with substitute file and seating chart; development of tests; evaluation of pupil work; all required reports; committee work (departmental, curriculum, etc.); faculty meetings, conferences; meetings and communication with parents; open house programs; and team/departmental meetings.

H.            Middle/High school guidance counselors shall work five (5) days beyond the teachers’ contract year at a per diem rate to be included in their contract. These five (5) extra work days will take place between the close of school in June and the opening of school in August. The extra work days will be mutually agreed upon between the counselors and the administrators.

I.       Job Sharing

1.     Job-sharing shall mean the sharing of the performance of duties and responsibilities of a full-time teaching position by two part-time teachers.

2.     A job-sharing situation will be considered only if two (2) professional status   teachers jointly develop a plan for the job-sharing and approach the Superintendent with it together; individuals cannot request job-sharing. The plan shall include the following details:

a)       The position to be shared;

b)       The manner in which the job is to be shared; e.g. the percentage of the job each is to work;

c)       Any other relevant information to the implementation of the proposal.

3.       The application to job-share must be submitted to the building principal by February 15th of the preceding school year.

4.       Decisions about job-share proposals will be made at the discretion of the Superintendent and principal by April 1. In approving job-sharing requests, the Superintendent will consider the merits of the request and the impact that the job-sharing will have on the school system. The decision whether or not to grant job-sharing requests shall not be grievable or arbitrable.

5.       In the event that one (1) professional employee involved in the job-sharing is unable to complete the school year, the other individual will make every effort to resume the position of full-time or propose a plan acceptable to the Superintendent and principal which would allow the continuation of the job-sharing arrangement.

6.       A job-sharing arrangement may not exceed one (1) school year. Teachers may reapply the following year, however.

7.       The following working conditions shall apply to teachers participating in job-sharing:

a)       Both teachers will be present and on duty for the first and last day of the student school year.

b)       Both   teachers   will   be   required  to   attend  the  district’s   professional   development  activities including those held on full-day and half-day professional development days.

c)       Both teachers will be present for parent-teacher conferences.

d)       Both teachers will arrange meeting time to evaluate students and mark report cards.

e)       The  total  cost  of  the  job-sharing  shall  not  exceed  the  cost  of  one  (1)  teacher  in  terms  of benefits and health insurance.

8.       Each teacher’s salary shall be prorated. The salary step for each teacher shall be the same as (s)he would be entitled to if employed on a full-time basis. Sick leave and personal leave will be prorated and seniority shall accrue on a prorated basis in accordance with Article XI.

9.       The number of job-sharing positions shall be at the discretion of the Superintendent.

ARTICLE VIII

TEACHER-INITIATED PROJECTS

Under the direction of the Superintendent, a mini-grant program may be available for Teacher-initiated projects related to an area of benefit to the West Boylston School System.

Projects will be submitted in writing after May 1 for work to be done during the period of July 1 - June 30.

Teachers will present in writing to their principal a brief but definitive outline of their project. Such an outline shall include the following: the title, a statement of the project, the rationale, the procedure (when, where and how) expected outcomes and funding request.

After the Teacher has reviewed the project with the building principal, the principal and Teacher will, in turn, present the proposed project to the Superintendent, for final approval and determination of funding. The amount of funding for each project will be determined by the Superintendent based upon the responsibilities involved in the project.

Teachers will provide a written report of the results of their project upon its completion to the building principal and the Superintendent.

The acceptance or rejection of a proposed project and the determination of funding shall be made by the Superintendent and shall not be subject to grievance, arbitration or other review.

The amount budgeted each fiscal year to fund Teacher-initiated projects described above shall be determined by the School Committee in its sole discretion and shall not be subject to grievance, arbitration or other review.

Teachers participating in Teacher-initiated projects or other curriculum project work will be compensated at the rate of $20 per hour.

ARTICLE IX

VACANCIES AND PROMOTIONS

Whenever any vacancy occurs for professional positions within the West Boylston Public Schools during the contract year (July through June), said position shall be advertised by the Superintendent of Schools by staff bulletins distributed to each school for bulletin board posting as far in advance of the appointment as possible. During July and August, notices of vacancies shall be mailed to the Association President and to any Teacher who requests same in writing from the Superintendent of Schools for this service before June 15th. Whenever possible, Teachers will be notified when Teacher reassignments are pending.

ARTICLE X

TEACHER EVALUATIONS

A.    From time to time, a task force may be formed by either party for the purpose of addressing evaluation procedures in compliance with State law. The task force will consist of the Superintendent of Schools and two administrators representing the School Committee and three (3) Teachers selected by the West Boylston Teachers' Association. When activated, the task force shall review School Committee policy AFC/GCN, and recommend any procedural changes a majority of the task force agrees upon. Recommendations of the task force shall be subject to ratification by both parties to this agreement. If the task force reaches impasse or one (1) or both parties fail to approve the recommendations of the task force, the parties shall be deemed to be at impasse.

Further, the parties to this agreement hereby establish performance standards for classroom Teachers as follow:

1.     Curriculum Currency

a)            Current regarding curriculum content.

2.     Effective Planning/Assessment of curriculum/instruction

a)       Plans instruction effectively.

b)       Plans assessment of student learning effectively.

c)       Monitors    student    understanding    and    adjusts    instruction,    materials    or    assessment    when appropriate.

3.     Effective Management of classroom environment

a)       Creates positive environment for learning and involvement.

b)       Maintains appropriate standards of behavior, mutual respect and safety.

4.     Provision of Effective Instruction

a)       Makes learning goals clear to students.

b)       Uses appropriate instructional techniques.

c)       Uses appropriate questioning techniques.

d)       Evaluates,    tries    innovative    approaches    and    refines    instructional    strategies,    including    the effective use of technologies, to increase student learning and confidence to learn.

5.     Promotion of High Standards and Expectations

a)       Communicates learning goals and high standards/expectations to students.

b)       Promotes confidence and perseverance in student as well as increased personal responsibility for achieving goals of curriculum.

6.     Promotion of Equity and Appreciation of Diversity

a)       Strives to ensure equitable opportunities for learning.

b)       Demonstrates appreciation for and sensitivity to diversity among individuals.

7.     Fulfillment of Professional Responsibilities

a)       Constructive and cooperative in interactions with parents and receptive to their contributions.

b)       Shares responsibility for accomplishing goals/priorities of grade/team/department/ building/ system.

c)       Continues to be a reflective and continuous learner.

B.     No  Teacher  shall  be  disciplined,  reprimanded,  reduced  in  rank  or  compensation  or  deprived  of  any professional advantage without due process.

ARTICLE XI

REDUCTIONS IN FORCE

A.    In  the   event  it  becomes  necessary  to  reduce  the  teaching  staff,  the  Superintendent  shall  follow  the proper procedure:

1.       Teachers with professional teacher status (PTS) shall not be laid off if there are positions for which they have a valid certification (license) held by Teachers without PTS.

2.       If it is necessary to reduce Teachers with PTS, the Teacher with the least seniority (as seniority is defined below) in the affected discipline area shall be the first to be laid off and additional layoffs shall proceed in reverse order of seniority.

3.       If there is a junior Teacher who is demonstrably superior in performance, the junior Teacher may be retained. However, the Superintendent may retain a junior Teacher only when such Teacher is demonstrably superior in performance and/or qualifications as determined by formal evaluations and professional development or by virtue of special skills relevant to the position to be filled.

4.       A professional status Teacher who is to be laid off in a particular discipline and is qualified to teach in another discipline will be placed in the second discipline for the purpose of determining if he/she or another Teacher from the discipline is to be laid off. In making a determination of “qualified” pursuant to this Article, the Superintendent shall consider:

a)       certification

b)       major and minor fields of concentration

c)       teaching experience in West Boylston in the discipline

d)       teaching experience outside the system in this discipline

e)       related experience in business and industry

f)        professional development experience in the discipline within the past five years.

5.     Seniority is defined as the most recent period of continuous employment in the West Boylston School District in years, months, and days. Effective July 1, 2006, part-time teachers will accumulate seniority according to the percentage of their full-time equivalent (FTE). Teachers will retain the seniority that they accumulated prior to July 1, 2006.

B.    Except in unusual circumstances, the Association and Teacher(s) so affected by a potential or actual reduction in force shall be notified of pending action prior to public hearing of the school budget of the contract year preceding the school year in which the reduction is to be effected, but in no event later than June 15th of the Teacher's current contract year.

C.    To the extent permitted by applicable state and federal laws, laid off Teachers may continue in the Town’s group health and life insurance program. The Teacher shall be responsible for paying the entire cost of the premium.

D.    A Teacher with professional teacher status who is laid off as a result of a reduction in teaching staff shall be eligible to be recalled to his or her position if that position is reinstated within the twelve (12) months immediately following the effective date of his or her lay off.

E.    Teachers shall be recalled subject to the conditions of this section in reverse order of the layoff. During the recall period, the laid off Teacher will have preference for any vacancy or new position for which he/she is eligible in accordance with the criteria established for seniority in paragraph A. above.

F.     The Superintendent shall prepare a list specifying the seniority of each Teacher and copies will be forwarded to the President of the WBTA by October 15. If no challenge to the list is made by the Association within thirty (30) school days of receipt of the list, the list will stand as written. Final copies will be sent to each school.

G.    The decision to reduce Teachers shall not be subject to any grievance or arbitration proceedings currently, or, in the future established.

H. Nothing in this section shall limit the management rights of the Superintendent to terminate the employment of any Teacher under Massachusetts State Law.

ARTICLE XII

ABSENCES AND LEAVES

1.      Absences Charged Against Personal Illness

A.     Personal Illness

1)    A maximum of fifteen (15) days annually shall be granted with full pay. The unused annual sick leave days shall be cumulative to a maximum of one-hundred fifty (150) days. If the contract is terminated before completion of the school year, the sick leave shall be prorated at the rate of one and one-half (1½) days per month not counting July and August.

2)    A physician's certificate may be required after three (3) consecutive days of absence and pay for services shall be withheld until such certificate is presented.

B.    Illness in the Immediate Family

Up to a maximum of fifteen (15) working days may be claimed under personal illness to care for members of the immediate family, defined as: husband or wife, son or daughter, father or mother, father-in-law or mother-in-law, brother or sister, or other relatives living in the immediate household.

C.    Notification of Used and Accumulated Absences and Leaves

On or about the first day of the school year, teachers will receive a written year-end accounting (from the prior school year) regarding the number of sick leave days the teacher has used and accumulated and carried forward.

2.      Sick Leave Bank

A.     There shall be established a sick leave bank subject to the following conditions.

1)       This sick leave bank will become operable only if there are more than one hundred (100) days in the sick leave bank by October 1 of each year of this agreement. When there are unused sick leave bank days in a given year, such unused days shall be carried forward for purposes of determining the number of days in the sick leave bank in the subsequent year.

2)       If the sick leave bank does become operable, it is to be administered by a committee of five (5) persons: two (2) representatives of the Committee, two (2) representatives of the Association and the school physician. All decisions of the sick leave bank committee must be made by a majority of the members (3).

3)       This sick leave bank shall require funding only by the voluntary contribution of one (1) day per Teacher on or before October 1. At the beginning of each school year, any eligible Teacher who has not contributed to the Sick Leave Bank will be able to do so. Each Teacher shall be deemed to have contributed a sick leave day to the sick bank unless he/she notifies the Superintendent in writing on or before October 1st that he does not wish to contribute to the sick leave bank.

4)       Eligibility for use.

a)       Exhaustion of the individual Teacher's sick leave accumulation.

b)       The Teacher applicant must have contributed sick leave days to the sick leave bank in the most recent year in which contributions were required in order for the sick leave bank to have more than fifty (50) days.

c)       Medical evidence of prolonged serious illness submitted by certification by a practicing physician.

d)       The Teacher applicant must have accumulated thirty-five (35) or more sick leave days prior to the beginning of any school year.

e)       No Teacher who is on a leave of absence for any reason shall be eligible for the sick leave bank.

f)        No more than fifty (50) sick leave days will be granted to any individual Teacher during any school year.

g)       No more than an aggregate total of one hundred (100) sick leave days in any one (1) year will be awarded from the sick leave bank by the sick leave bank committee.

h) Any decision rendered by the sick leave bank committee shall not be made the subject of grievance or arbitration.

B. Any Teacher, having exhausted his or her cumulative sick leave, including sick leave under the sick leave bank, may petition the School Committee through the Superintendent of Schools, for special consideration. Decisions of the School Committee on such requests for special consideration shall be final and binding and shall not be subject to any grievance or arbitration proceedings.

3.      Absences Not Charged Against Personal Illness

A.     Bereavement Leave

1)       When an immediate member of a Teacher's family dies, the employee may take a paid leave of absence not to exceed four (4) days. The immediate member of a family is defined as: husband, wife, son, daughter, father, mother, father-in-law, mother-in-law, brother, sister, maternal or paternal grandparents, maternal or paternal great-grandparents, niece, nephew, son or daughter-in-law, step child, grandchild, or other relative living in the immediate household. Funeral and bereavement leave days need not be consecutive work days if there is a ceremony or memorial service held at a later time for the immediate family member who died.

2)       When the death of a brother-in-law, sister-in-law, uncle, aunt or grandparent-in-law occurs in the  family  of  an  employee,  the  employee  shall  be  granted  funeral  leave  for  up to  one  (1) working day without loss of pay.

3)        In his/her discretion, in extraordinary circumstances, the Superintendent may grant additional bereavement leave. Exercise of his/her discretion may not be the subject of a grievance.

B.    Religious Holidays

A member of any religious group observing sacred holidays not provided for in the school calendar may take a paid leave of absence not to exceed a maximum of three (3) days per year.

C.    Professional Visitation/Conference Days

Teachers may be granted professional visitation and/or conference days with pay at the discretion of the Principal or Superintendent of Schools.

D.    Personal Business

1)    Each Teacher shall receive two (2) days per year for the transaction of personal business that cannot be transacted outside of the workday as defined in Article VII.B. subject to the following conditions:

a)       Personal leave may not be used for vacation or recreational purposes.

b)       Such days cannot be taken on a school day immediately before or after any holiday or school vacation period.

c)       A Teacher requesting personal business leave shall give twenty-four (24) hours notice of intention to take such leave to the Superintendent or his designee on a form to be provided by the School Committee.

d)       No more than five (5) Teachers shall be able to take personal business leave on any given day, and in the event more than five (5) Teachers request leave on any given day, the first five (5) Teachers who give their written notice to the Superintendent shall be the ones to receive personal business leave.

e)       No reason will be required for use of personal days under this section D.1.

2)    Absences for personal business with pay in addition to the personal business days in paragraph D.1. above may be granted upon the recommendation of the Principal and the approval of the Superintendent. Decisions of the Superintendent under this paragraph D.2. shall be final and binding and shall not be subject to grievance or arbitration proceedings.

B.     Personal Leave without Pay

Absences for personal business without pay may be approved by the Principal and coordinated with the Superintendent of Schools.

4.     Maternity Leave

A.    1)     Pursuant to Massachusetts General Law, Chapter 149, Section 105D, every female employee

who has completed the initial probationary period of three (3) consecutive months is entitled to up to eight (8) weeks of unpaid leave for the purpose of giving birth or for adopting a child. The teacher should notify the Superintendent of her intention to take a maternity leave and to return, at least two (2) months before the expected date of the leave and, in any case, not less than two (2) weeks prior to the leave.

2)       Accumulated sick leave and personal days may be applied to those days during the maternity leave period for which her attending physician certifies that she is disabled and unable to work.

3)       At the end of the maternity leave, teachers shall be returned to the same positions they held before the leave began, or to an equivalent position, subject to layoff or other position elimination as per Article XI (RIF).

4)       During the period of maternity leave, the teacher’s health benefits shall be continued (provided the teacher pays her portion of the premium during her leave).

B.    Nothing in Paragraph A, above, shall be construed to prevent the granting of a maternity leave shorter or longer than one (1) year when it is in the best interest of the West Boylston Public Schools to do so.

5.     Military Leaves

Credit for military service should be granted when determining a Teacher's placement on the salary schedule. Military leave of absence is granted to Teachers under the provision of the Selective Service Act. Each Teacher granted a military leave of absence shall be eligible to return to a teaching position with  seniority  rights   and  with  annual  increments  equivalent  to  the  number  of  years  spent  in  active military service providing the Superintendent of Schools is notified in writing, within sixty (60) calendar days after such discharge or release from active service of the intention to return to a teaching position in the West Boylston Public Schools.

6.     Educational Leaves

Upon completion of five (5) consecutive years of service in the public schools, a Teacher may be granted a full year's leave of absence. An educational leave may be used for travel or education, but not for financial gain. A leave for educational purposes must have the recommendation of the Superintendent of Schools and the approval of the School Committee. Not more than five percent (5%) of the teaching staff shall be granted such leaves within any school year. A Teacher must agree to teach in the public schools in the Town of West Boylston for at least a minimum of two (2) school years following such leave (as per M.G.L. Ch. 71 paragraph 41A). Compensation shall be agreed to by the Teacher involved and as approved by the Committee.

7.     Career Change Leave

A leave of absence without pay to explore the possibility of a career change will be available to Teachers who qualify under this section.

A.    To be eligible, a Teacher must have attained professional Teacher status at the time the application is filed.

B.    The Teacher’s letter of application must be received by the Superintendent no later than April 1 of the school year preceding the year in which the career change leave is to be effective.

C.    All career change leaves will be for a term of one (1) school year commencing with the opening of school.

D.    All career change leave applications will be considered in the order in which they are received by the Superintendent and not more than two (2) Teachers may be on such leave in any one (1) year. In the event that more than two (2) apply, a waiting list will be established to be drawn upon should there be withdrawals from the original two (2).

E.    Keeping in mind the objective of assuring sustained quality throughout the school system, the Superintendent shall retain final discretion in granting any leaves. The School Committee shall retain final discretion in granting any leaves in excess of the aforementioned limit of two (2).

F.     No career change leave already granted may be withdrawn if the replacement for the Teacher on leave has been appointed by the Superintendent.

G.    A Teacher who returns from a career change leave may not apply for another career change leave until he/she has completed five (5) additional continuous years in the West Boylston School System.

H. A Teacher on a career change leave will be subject to the Reduction in Force provisions of this Agreement as if actively employed.

I. A written notification of the Teacher's intent to return shall be submitted to the Superintendent of Schools by March 1st of the school year prior to a return to service to allow reasonable planning for the Teacher's re-employment or the selection of a replacement if needed.

8.     Family and Medical Leave

A.    A teacher who has been employed for one (1) complete year shall be entitled to a leave of absence without pay for up to twelve (12) weeks within a twelve (12) month period of time for birth, adoption, foster care placement of a child or if a serious health condition affects the employee, employee’s spouse, child or parent in accordance with the Federal Family and Medical Leave Act (FMLA.)

B.    During a leave under the FMLA, health benefits for the employee shall be continued.

C.    An employee must give thirty (30) days notice of intent to take an FMLA leave whenever possible.

D.    FMLA leave is taken concurrent with, not in addition to, maternity leave as described in Article XII, Section 4A.

E.    At the end of an FMLA leave, teachers shall return to the same position they held before the leave began or to an equivalent position, subject to layoff or other position eliminated as per Article XI (RIF.)

9.     Child Rearing Leave

A.    A child rearing leave without pay of up to one (1) year shall be granted at the discretion of the Superintendent to any teacher, who has completed at least one (1) full year of service to the District. Requests for such leave must be made no less than three (3) months prior to the beginning of the leave.

B.    The teacher on a child-rearing leave shall notify the Superintendent in writing not later than March 1st concerning the desire to be reinstated the following year.

C.    A teacher returning to the system following an approved child rearing leave shall advance to the next step of the salary schedule in a subsequent school year, provided he/she has served in his/her teaching position for a total of ninety-two (92) days during the school year in which the leave commenced.

D.    All teachers returning from a child rearing leave of absence shall be restored to their previous or equivalent position.

E.    During a child rearing leave, the teacher shall not accrue time towards professional status, sick leave, and seniority.

F.     While on child rearing leave, a teacher may continue his/her coverage in the Town’s Group Health Plan, provided the teacher pays the entire cost of the health care benefit premium.

10. Adoption

A. After having completed one (1) year of teaching for the West Boylston schools, a teacher who adopts a child will be eligible, upon making a written request to do so to the Superintendent, may take up to ten (10) work days off to take care of obligations directly related to the adoption process (e.g., travel, appointments with attorneys, social workers, court dates, etc.) and to have such days counted as paid sick days which shall be deducted from the employee’s sick leave balance. It is expressly understood that where the employee does not have ten (10) sick days in his/her sick leave balance, he or she shall only be able to utilize the lesser number of sick days he or she has in his or her account. It is further understood that nothing in this section shall be understood to limit the employee’s ability to access qualified, unpaid FMLA leave. Where such additional FMLA leave is taken, it is understood that any days taken under this section shall be considered as part of the FMLA leave and it may not be used to extend the total number of days he or she would be entitled to under the FMLA.

ARTICLE XIII

FACULTY BENEFITS

I.        Insurance Benefits

A.    Employees will be covered by the Workman's Compensation Act at all times while working for the school department.

B.    The Town will offer each employee group health plan coverage through a comprehensive medical plan (indemnity type insurance plan), a managed care Point of Service (POS) or a Preferred Provider Option (PPO). The Town will pay seventy-five percent (75%) of all premiums for the comprehensive medical plan (indemnity plan), the POS, or the PPO coverage, and seventy-five percent (75%) of the premium for those employees who elect to cover eligible dependent children or spouses. Employees, at their own option, may enroll in an alternative health plan offered by the Town. The Town shall, for those employees opting for health maintenance organization (HMO) coverage either for an individual employee or an employees' spouse or dependent children, agree to pay ninety percent (90%) of the cost of premium for such HMO plan with the employee paying the remaining ten percent (10%). Effective for the 2010-11 contract year, the Town agrees to pay eighty-five percent (85%) of the cost of premium for such HMO plan with the employee paying the remaining fifteen percent (15%). Effective for the 2011-12 contract year, the Town agrees to pay eighty percent (80%) of the cost of premium for such HMO plan with the employee paying the remaining twenty percent (20%).

ARTICLE XIV

SEXUAL HARASSMENT

It is hereby agreed that the West Boylston School Committee and the West Boylston Teachers’ Association recognize their joint interest in both maintaining a work and learning environment free of sexual harassment and protecting employees from consequences resulting from unsubstantiated or unjustified allegations of improper conduct.

It is recognized that the West Boylston School Committee is obligated to comply with statutes or regulations promulgated by legally empowered legislative or administrative agencies of governmental entities and that this obligation may not be waived or compromised in consideration of the content of this agreement.

It is further recognized that within the limit of the foregoing constraint, the parties may cooperatively define their joint interests relative to procedures, processes and consequences to be utilized in cases of allegation of sexual harassment.

It is agreed that the parties will accomplish this through dialogue and joint participation in development of School Committee policy GBCC/JFCGA-Sexual Harassment.

Further, it is agreed that any modifications to said policy shall be subject to ratification by both parties to this agreement. Should it be impossible to achieve agreement, or should one or both parties fail to approve the recommendations for modification, the parties shall be deemed to be at impasse.

WE, THE  AUTHORIZED REPRESENTATIVES WHOSE  SIGNATURES ARE LISTED BELOW, AGREE TO THE TERMS AND CONDITIONS OF THIS CONTRACT SO STATED AND PUBLISHED.

FOR THE WEST BOYLSTON SCHOOL COMMITTEE

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FOR THE WEST BOYLSTON TEACHERS' ASSOCIATION

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WITNESSED AND SIGNED THIS _____________DAY OF_____________________________   2010.