Westford

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DistrictWestford
Shared Contract District
Org Code3260000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2017
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersNashoba Valley RVTSD
CountyMiddlesex
ESE RegionNortheast
Urban
Kind of Communityresidential suburbs
Number of Schools10
Enrollment5273
Percent Low Income Students3
Grade StartPK or K
Grade End12
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AGREEMENT

Between

WESTFORD SCHOOL COMMITTEE

and

WESTFORD EDUCATION ASSOCIATION

UNIT A

SEPTEMBER 1, 2014 – AUGUST 31, 2017

PREAMBLE

1.        Recognizing that our prime purpose is to provide education of the highestpossible quality for the children of Westford and that good morale within the teaching staff of Westford is essential to the achievement of that purpose, we, the undersigned parties to this Contract, declare that:

a.         Under the laws of Massachusetts, the School Committee, (hereafter called the Committee), elected by the citizens of Westford, has final responsibility for establishing the educational policies of the public schools of Westford. Teachers, (hereafter referred to as the employees) are responsible for reading and abiding by School Committee policy. The Committee will make School Committee policies and regulations readily available to all employees on the school website.

b.         The Superintendent of Westford Public Schools (hereinafter referred to as the Superintendent) has the responsibility for carrying out the policies so established.

c.         The teaching staff of the public schools of Westford has the responsibility for providing in the classrooms of the school, education of the highest possible quality. This responsibility may include voluntary participation by individual employees in committees, task forces and other study groups. It is understood, however, that such participation shall not be deemed to constitute representation of the bargaining interests of the Westford Education Association, (hereafter called the Association).

Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchanges of views and information between the Committee, the Superintendent, and the employees in the formulation and application of policies relating to wages, hours, and other conditions of employment of the teaching staff. The fact that certain conditions are reduced to writing does not alleviate the responsibility of either party to meet with the other to discuss and consult on appropriate matters not originally covered in this agreement.

Pursuant to law here applicable, neither party in any negotiations shall have any control over the selection of the representatives of the other party and each party may select its own representatives, and while no final agreement shall be executed without ratification by the Association and the Committee, the parties mutually pledge that their representatives will be clothed with all necessary power and authority to make proposals, consider proposals, and reach compromises in the course of negotiations.

ARTICLE I - SCOPE

The Committee recognizes the Association as the sole and exclusive collective bargaining representative with respect to wages, hours, and other conditions of employment for all professional employees (as such employees are defined in Section 1 of Chapter 150E of the Massachusetts General Laws) of the Committee, excepting superintendents, assistant superintendents, directors, principals, assistant principals, deans, curriculum coordinators, team chairs, nurses, central office personnel, technicians, secretaries, custodians, tutors, professional aides, and those employed on an interim basis.

Commencing in the 2008-2009 contract, ELL teachers will be Unit A members. The Committee will not employ an interim employee in any position covered by the Agreement unless the Committee has a reasonable expectation that a person on leave from a position covered by this Agreement will return to that position, or to fill a position for the remainder of a partial school year.

ARTICLE II - RIGHTS OF COMMITTEE

The Committee is a public body established under, and with the power provided by, the statutes of the Commonwealth of Massachusetts. As the elected representatives of the citizens of Westford, the Committee is charged with final responsibility for the quality of education in, and the efficient and economical operation of, the Westford Public Schools. It is acknowledged that the Committee has the final responsibility of establishing the educational policies of the Public Schools of Westford insofar as the law allows.

Nothing in this Agreement shall be deemed to derogate or impair the powers and responsibilities of the Committee under the statutes of the Commonwealth or the rules and regulations of any agencies of the Commonwealth. Except as expressly modified herein, said rights and powers include, but in no way are construed as limited to, the subjects mentioned in the table of contents of this Agreement.

ARTICLE III - RIGHTS OF TEACHERS WITHOUT PROFESSIONAL

STATUS

In the event of:

a.     Dismissal of an employee without professional status with more than 90 days’ service,

b.     Failure to renew a contract of an employee without professional status, or

c.     Dismissal from, or the failure to renew the appointment of, an employee to an extra duty enumerated in the salary schedule:

the employee involved shall have the right to a discussion of the matter with the Superintendent and a right to counsel at that discussion if the employee so desires, in instances when that employee has not received an indicated receipt of a prior unsatisfactory evaluation. However, it is recognized that the decision of the Superintendent after any such discussion is final and shall not be challenged through the arbitration provisions of the Agreement.

ARTICLE IV - GRIEVANCES

Section 1. Definitions:

For the purposes of this Agreement, a grievance shall be defined as:

Any complaint by an employee in the unit covered by this Agreement that (1) he/she has beensubjected to a violation, inequitable application or misinterpretation of a specific provision of thisAgreement, or (2) he/she has been subjected to an arbitrary or capricious act contrary to establishedpractice.

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

Time Limits:

All time limits herein, except in Section 6, shall consist of school days from September 1 through May 31. June 1 through August 31 may be referred to as calendar days. It is understood that anygrievances pending at the conclusion of this contract will remain operative in the subsequent contractperiod unless settled in negotiations.

Section 2.The purpose of this procedure is to secure, at the lowest possible administrative level,equitable solutions to the problems which may from time to time arise affecting the welfare orworking conditions of the employees. Both parties agree that these proceedings will be kept asinformal and confidential as may be appropriate at any level of this procedure.

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

Section 4. Any party in interest may be represented at all stages of the grievance procedure by aperson of his/her own choosing except that he/she may not be represented by a representative or anofficer of any organization other than the Association or MTA-NEA officials. When an employee isnot represented by the Association, the Association shall have the right to be present and to state itsviews at all stages of the grievance procedure except at Step 1.

Section 5.Since it is important that grievances be processed as rapidly as possible, the number ofdays indicated at each step should be considered as maximum and every effort should be made toexpedite the process. The time limits specified may be extended only by prior mutual agreement.

Section 6. If, at the end of the thirty (30) calendar days following the occurrences of any grievance,(or when the employee should reasonably have had knowledge of such occurrence) the grievanceshall not have been presented in writing at Step 1, set forth below, the grievance shall be deemed tohave been waived; and any grievance in course under such procedure shall also be deemed to havebeen waived if the action required to present it to the next step in the procedure shall not have beentaken within the time specified therefore in this Article.

Section 7.Subject to the foregoing, all grievances must be processed in accordance with the steps,time limits, and conditions set forth below:

Step 1:  The employee shall present the grievance during his/her non-teaching hours tohis/her school principal who shall give his/her answer in writing within five (5) days. If the grievance is not satisfactorily settled at this step, it may

Step 2:  Be presented to the WEA Professional Rights and Responsibilities Committee by the employee involved within three (3) days after receipt of the Principal’s answer. If the Professional Rights and Responsibilities Committee concurs in the answer of the Principal, the matter shall be considered settled at this step as far as the Associationis concerned and the Principal shall be so notified. If the grievance is not satisfactorily settled at this step to the Association’s satisfaction and/or if the employee shall so desire, it may

Step 3:  Be reduced to writing by the employee within fifteen (15) days after receipt of the Principal’s answer and be presented to the Superintendent of Schools. The Superintendent or his/her designee and the employee, and, if the employee so elects, the President of the Association, or his/her designee, shall meet to discuss the grievance within ten (10) days after receipt of the written grievance. Grievances reaching the Superintendent’s level will be summarized and forwarded to the Committee for their information. The Superintendent shall elect whether this discussion shall take place during working hours or not. The Superintendent, or his/her designated representative, shall give his/her written answer to the grievance within seven (7) days following the conclusion of the meeting. If the grievance is not satisfactorily settled at this step, it may

Step 4:  Be appealed in writing within five (5) days after receipt of the written answer of the Superintendent by the employee to the School Committee. The School Committee, and/or its designated representatives and the employee, and, if the employee so elects, counsel and/or an authorized representative of the Association, shall meet to discuss the grievance as promptly as possible, normally within fifteen (15) days, at a time mutually agreed upon between the Chair of the School Committee and the President of the Westford Education Association. If any person, or persons, are to represent the employee at this meeting, the School Committee will be informed in writing prior to three (3) days before the meeting of the names and titles of such person or persons. The School Committee or its designated representative shall elect whether this discussion shall take place during working hours or not. The School Committee will give its written answer to the grievance within ten (10) days following the conclusion of the meeting. If no satisfactory settlement of the grievance is made, it may

Step 5:  Be appealed to arbitration by written notice of such intention to appeal within ten(10) days after the receipt of the written answer under Section 7, Step 4. This appealto arbitration shall be in accordance with the procedure and conditions set forth in Article V(Arbitration).

Section 8.A grievance not initiated within the time specified shall be deemed waived. Failure of the Association to appeal a decision within the time limit specified will mean that the grievance shall be considered settled on the basis of the decision last made and shall not be eligible for further appeal. Failure of the Committee to answer an appeal within the time limit specified shall mean that the appeal may be taken to the next step immediately. The above limitations may be waived by mutual agreement of all parties.

Section 9.A complaint by an employee covered by this Agreement that he/she has been subjected to an unfair or discriminatory act contrary to established policy and practice may be grieved in accordance with the procedure and subject to the conditions outlined above, provided, however, that such a grievance may not be appealed to arbitration.

ARTICLE V - ARBITRATION

In the event either party elects to submit a grievance to arbitration, the arbitrator shall be selectedaccording to, and shall be governed by the following procedures:

Section 1. The arbitrator is to be mutually selected by the Committee and the Association. If theCommittee and the Association cannot agree within seven (7) days after written notice of intention toarbitrate has been received by either party, then the party demanding arbitration shall within five (5)days, thereafter, upon written notice to the other, request the American Arbitration Association toprovide a panel of arbitrators, said arbitrator then to be selected under the provisions of the VoluntaryLabor Arbitration Rules. The Association and the Committee may jointly agree to submit agrievance to arbitration before the Massachusetts Board of Conciliation and Arbitration.

Section 2.Each party shall bear the expense of its representatives, participants, witnesses and for thepreparation and representation of its own case.

The fees and expenses (if any) of the Arbitrator and the American Arbitration Association, or Boardof Conciliation and Arbitration, shall be shared equally by the parties. In no event shall any presentor future member of the Committee have any personal obligation for any payment under anyprovision of this Agreement.

Section 3.The arbitrator shall hold hearings promptly and, unless the time shall be extended by mutual agreement, shall issue his/her award not later than thirty (30) days from the date of the closing of the hearings, or, if oral hearings have been waived, from the date of submission to him/her of the final statement and briefs. The arbitrator’s award shall set forth his/her findings of fact, reasoning and conclusions. The arbitrator shall be without power or authority to make any award which requires the commission of an act prohibited by law or which is inconsistent with any provision of this contract. The award of the arbitrator shall be submitted to the Committee and the Association, and, subject to law, shall be final and binding upon the Committee, and the Association and the aggrieved employee.

Section 4.The arbitrator shall be bound by the procedure set forth in the Voluntary Labor Arbitration Rules as now in effect or hereafter established by the American Arbitration Association, or by the applicable Rules and Regulations of the Board of Conciliation and Arbitration, in cases arbitrated before that agency. He/she shall arrive at his/her decision solely upon the facts, evidence and contentions as presented by the parties through the arbitration proceedings. The arbitrator shall have no power to add to, subtract from, or modify any of the terms of this Agreement, and in reaching his/her decision shall interpret this Agreement in accordance with the commonly accepted meaning of the words used herein and the principle that there are no restrictions intended upon the rights and authority of the Committee other than those expressly set forth herein. Subject to the foregoing, the decision of the arbitrator shall be final and binding upon the parties. The parties may, by mutual agreement, submit more than one pending grievance to the same arbitrator.

ARTICLE VI - SICK LEAVE

Sick leave for employees with professional status shall accrue at the rate of fifteen (15) days per contract year up to an accumulated total of 150 days.   Employees who have accumulated the maximum number of sick days at the start of any school year, shall have the fifteen (15) days held in escrow for their use during the year with the understanding that these sick days will be used before the accumulated sick days and that these sick days cannot be accumulated beyond 150 prior to the start of the next school year. Sick leave for employees without professional status shall accrue at the rate of 10 days per year during the first three years of employment without accumulation from year toyear with one exception. Upon receipt of professional status all unused sick days accumulated during the three non-professional status years will become available to the employee. Should a non-professional status employee exhaust their allotment of sick days in one of the first three years, upon notification to the Superintendent of Schools, the employee may apply unused sick days accumulated up to the date of notification to absences due to prolonged illness or disability when additional days are necessary to make a full recovery. The number of days eligible for use may not exceed the total number of sick days the employee had when the illness or disability began. If this option is exercised by the employee any remaining unused sick days accumulated during the three non-professional status years will not become available upon attainment of professional status. Up to seven (7) days of sick leave per year may be used for family related emergencies involving the employee’s mother, father, husband, wife, children and any person when the care of such persons is the primary responsibility of the employee. Each new parent may apply unused sick leave of up to five (5) consecutive days following the birth or adoption of a child; such time to run concurrently with sick leave available for child birth through other provisions of this contract. Employees who transfer into Unit A from other positions will be allowed to maintain any sick leave accumulated prior to the transfer and will accrue additional sick leave as set forth above. Employees without professional status will be permitted to use only the amount of sick leave accrued during their employment in that position. Their prior accumulated sick leave will become available for their use if they obtain professional status.

ARTICLE VII - PERSONAL, FUNERAL & RELIGIOUS LEAVE

Section 1. It is recognized by all that absences by professional employees interrupt the educational process and must therefore be held to a minimum.

Section 2.In each school year, professional employees may obtain up to two (2) days leave with pay for imperative personal business or legal obligations, which cannot effectively be conducted outside of school hours. Another day of such leave may be granted to an employee for the celebration of a holiday of substantial significance to his or her religion. Another day may be granted for religious purposes at the discretion of the Superintendent upon receipt of a written request at least five days in advance. An employee will not be required to specify reasons for a personal day, except as set forth below.

No request for personal leave will be submitted so as to extend a holiday or vacation period without a statement of reasons. Such requests may be granted at the sole discretion of the Superintendent. The Committee fosters a climate of respect and acceptance for all its employees, strives to create an enriched and secure environment and wishes for its staff to recognize this diversity through education, information and celebration.

Section 3.In the event of the death of an employee’s immediate family member (mother, father, brother, sister, spouse, child, mother-in-law, father-in-law, step parent or any individual who resides with the employee) a maximum of five (5) regularly scheduled school days for funeral and bereavement leave shall be given to the employee without loss of pay, and with no accumulation. In the event of the death of an employee’s close relative who does not reside with the employee, the day of the funeral service will be allowed for the purpose of attending such service without the loss of the regular day’s pay, and with no accumulation.

Section 4.The Committee will release the officers of the Association for one professional day, without loss of pay, to allow the officers to attend the annual meeting of the Massachusetts Teachers Association.

ARTICLE VIII - SABBATICAL LEAVE

Section 1.The Committee, upon the recommendation of the Superintendent of Schools, may grant a leave of absence for study or research to any employee or supervisor having served seven or more years, which would increase his professional ability, such leave to be for a period not exceeding one year at 1/2 pay, or 1/2 year at full pay, provided that prior to the granting of such leave, said employee or supervisor shall enter into a written agreement with the Committee that upon termination of such leave he/she will return to serve in the public schools of Westford for a period of at least two years and that in default of completing such service, he/she will refund to the Town an amount equal to such proportion of salary received by him/her while on leave as the amount of service agreed to be rendered. It is recognized that the Committee has the right to determine the number of such leaves, if any, that shall be granted.

Section 2. Applications and Selections: Applications must be filed with the Superintendent no later than November 1 of the school year proceeding the school year for which the leave is requested. Inthe event a number of applications are received, the following factors will be taken into account in assigning leave:

a.       Educational value of the proposed projects to the school system.

b.       Length of service in the Westford Public School System.

c.       Representation of areas of teaching in the system (i.e., High, Middle School, Elementary, Special)

d.       Priority of application (date)

e.       The availability of a qualified replacement for the person requesting leave.

Section 3.During the course of the sabbatical leave, the Superintendent shall receive written reportsat the end of each semester from those who are matriculating in a full time program, and bimonthlyreports from others.

Section 4.A person returning from a leave under this Article, unless there has been a reduction inforce that would have affected him/her, will be returned to the same or a similar position to whichhe/she was assigned at the commencement of the leave with all benefits (including seniority) thathe/she had accrued at the commencement of the leave.

Section 5.No more than 2% of the staff may be on sabbatical leave at any one time.

Section 6.It is understood that the recipient of a sabbatical leave does not engage in employment forpay while on sabbatical unless written permission is received from the Superintendent.

Section 7.Sabbatical leaves are granted subject to the terms set forth in the Sabbatical LeaveAgreement currently in effect.

ARTICLE IX - GENERAL

Section 1. Certification / Licensure

It is the responsibility of each educator to hold and maintain a valid Massachusetts Educator Licensein the discipline in which they are working. Prior to the expiration date of the educators’ license, it isthe responsibility of the educator to submit to the office of the Superintendent of Schools a copy ofthe document generated through the Massachusetts Department of Elementary and SecondaryEducation (DESE) electronic licensure file, ELAR.

The unofficial license information will be accepted as proof of current licensure / official record onlyafter verification has been confirmed by the office of the Superintendent of Schools.

Section 2. Work Year and Hours

The work year for teachers (other than employees who may be required to attend before-school new-teacher orientation sessions) will begin no earlier than the Monday prior to Labor Day and end no later than June 30th. The “work year” will include days when students are in attendance, orientation days at the beginning of the school year and professional development days. The Committee recognizes the benefits of scheduling the workdays to end before June 30, and the benefit of adhering to scheduled vacations. If the Committee determines that a different schedule is necessary, it will notify the Association and consult if requested.

The school calendar will be established in collaboration with the Superintendent, the Union and the Calendar Committee.

While it is recognized that the final decision in hours of duty for bargaining unit members rests with the Committee, it is agreed that there will be no permanent change of these hours until there has been consultation with the Association on the matter. The Committee and the Association recognize the benefits of employees arriving at school in time to adequately prepare for and welcome students each day and making themselves regularly available to parents and students either before or after school in performance of their professional duties. The Association and Committee recognize the benefits of scheduling classes to begin no later than 9:00 a.m.

Section 3.   Work Days

The teachers’ work year shall consist of 185 days, consisting of 181 classroom days and four (4) days for other professional duties. Guidance counselors at the high school work an additional four (4) days and guidance counselors at the middle school work an additional three (3) days. The days beyond 181 in this paragraph will not be scheduled during vacations or on holidays. The Committee may schedule an additional day of work for employees. Attendance on an additional day will be voluntary. Any employee who works on any additional day(s) will be paid per diem at the rate of his/her regular salary divided by the regular school year unless the employee agrees to work at a lower rate of compensation (e.g., grants, workshops, etc.). The divisor to use for payment of the per diem rate for additional days worked shall be

“1/ 185.” Employees will be notified of any day or days scheduled as the additional day at least 30 calendar days in advance.

The employees’ last classroom day will be a half day, and dismissal is subject to approval of thePrincipal upon sign-out accountability. There will be no days added to the calendar for staff beyondthe student’s last day.

Section 4.   Travel

Employees required to travel between schools within the same day shall be allotted a reasonableblock of time for transitioning, provisioning and traveling between schools. Any concerns regardingthe application of “reasonable” time to a specific situation will be resolved by the Superintendent ofSchools.

Section 5. Meetings

Teachers are expected to attend one, hour-long faculty meeting and one, hour-long curriculummeeting per month if scheduled by the building principal or curriculum administrator. The monthlymeetings shall start no earlier than one (1) hour before the beginning of the work day and shall beginno later than fifteen (15) minutes after the end of the work day. Prior to October 15th and prior toApril 15th educators shall be allowed to utilize one of the scheduled monthly meetings for the purposeof preparing the appropriate evaluation paperwork.

Section 6. Planning Time

Teachers will receive a 25 minute, duty-free lunch period. Teachers in the elementary schools willalso receive a 15 minute, duty-free recess period.   All teachers will receive a minimum of 220minutes of planning time per week. Upon a teacher’s request, make-up planning time will beidentified with a staff member who loses their planning time as a result of participating in anadministrative meeting. An attempt will be made to provide teachers with continuous planning timeon a daily basis within programmatic and fiscal constraints. For the purposes of this Section,administrative meetings shall include those called by a Principal, Assistant Principal, or CurriculumCoordinator.

Section 7. Safety Committee

In order to continue the Committee’s and the Administration’s commitment to workplace safety, aSchool Safety Committee will be formed which will include representatives from the Administration,the Association and other employee groups. The Safety Committee will meet regularly when anygroup member deems necessary or immediately in the event of an emergency. The goal of the SafetyCommittee will be to review workplace health and safety issues. The Safety Committee may makerecommendations for action to the Administration or the School Committee. Such recommendationsshall be based on majority vote with the administration having the same number of votes as therepresented employee groups combined.

Should a building lose power and heat and the temperature within the building falls below 60 degreesFahrenheit for one hour, teachers, staff and students shall be transferred to another building orreleased for the day.

Section 8. WEA Consultation

The parties to this Agreement hereby express their joint intention, through the provisions of thisSection, to seek to continue their harmonious relations; to promote mutual cooperation andunderstanding; to establish and maintain new and effective lines of communication between theparties; to insure the safety and professional well-being of the employees, all with the goal ofproviding the Town of Westford with the best and most effective schools possible.

In order to achieve these ideal ends, the parties recognize the need for establishing and maintaining aconduit for informal mutual expression and meaningful discussion.

Therefore, the Association shall designate two (2) representatives, in addition to the President, tomeet with the Superintendent on a monthly basis at mutually convenient times to consult as providedherein. The Superintendent, at his/her discretion, may request two (2) management representatives tosit with him/her.

The Association and the Superintendent agree that at least one (1) week prior to the date scheduledfor the regular meeting of the Committee described above, each will submit a written agenda ofsubjects about which they wish to consult. The consultations, as nearly as possible, will be confinedto subjects on the agenda.

Every effort will be made to reach a resolution to the issue within sixty (60) days of the consultation.

Section 9. Grading

It is recognized that the evaluation of students’ academic performance is primarily the responsibilityof the employees. An employee who believes that there has been unwarranted interference with thatresponsibility may grieve the matter to the level of the Superintendent, but no higher.

Employees who complete a standards based report card will be provided two (2) consecutiveweekends after the close of each marking period to complete grades.

Section 10. Curriculum

Employees will teach the Westford Public School curriculum as presented to the Committee and usethe core materials provided by the Westford Public Schools as approved by the Superintendent.

Section 11. Training Schedule

The Committee will make every effort to schedule employee training during professional days,during the school day or during summer workshops. If needed and requested, educators shall beprovided with professional development time, training and resources necessary to learn current andemerging communication methods.

Section 12. Background Checks

All employees covered by the Unit A contract will abide by the Committee’s Policy P4120, CriminalOffender Record Information (CORI) The results of a CORI shall not diminish or alter the dueprocess or other rights of any employee under the contract or state law.

Section 13. WEA Dues

The Committee hereby accepts the provisions of Section 17C of Chapter 180 of the General Laws ofMassachusetts and, in accordance herewith, shall certify to the Treasurer of Westford all payrolldeductions for the payment of dues to the Association duly authorized by employees covered by theContract.

Section 14. Agency Fee

All professional status employees who are covered by the Unit A Contract shall be required, as acondition of their employment, to pay an agency service fee, unless they become members of theAssociation, within thirty (30) days of the beginning of the school year. Said fee will be in anamount determined in accordance with all state and federal laws and regulations, and shall reflect thecosts of collective bargaining, contract administration, and other permissible charges. No moneycollected from the Agency Fee shall be applied to political lobbying by the Westford EducationAssociation, Massachusetts Teachers Association, or National Education Association.

The collection of the fee shall be the sole responsibility of the Association. The Committee shall notbe responsible for the implementation, collection, or enforcement of the fee with the exception thatthe superintendent's office will supply, on request by the Association, a confirmation of employmentstatus for individuals.

Personnel on one year appointments shall not be required to pay the Agency Fee. Employees whoare less than full-time shall pay a prorated Agency Fee based on their employment status.

The sole remedy available to the Association to enforce payment of the Agency Fee shall be toproceed to court for collection of the fee. The Committee will not be required to take any actionregarding the employment status of an individual who refuses to pay the Agency Fee.

Personnel on salaried leave shall be required to pay an annual agency fee proportional to the salary they are receiving. Personnel on unsalaried leave shall not be required to pay an Agency Fee. The Agency Fee language of this contract will pertain to all professional status Unit A employees effective on September 1, 2008.

ARTICLE X - PROFESSIONAL DEVELOPMENT

Goal Statement:The goal of Professional Development is to provide learning opportunities that will enhance the teaching competencies throughout the school system. Professional development will support the vision and core values of the Westford Public Schools and will seek to inspire staff to be continuous learners. Educational best practices, research, and assessment data will be considered in the development of diverse learning opportunities. The ultimate goal of professional development is to improve the effectiveness of employees which will lead to increased student achievement.

Section 1. Induction Course:

During the first three years of employment, all non-professional status teachers and any person employed within the Unit A contract will take a course which incorporates the essential components of teaching and learning in the Westford Public Schools. These components will include an introduction to the following topics: Skillful Teacher, Understanding by Design, Response to Intervention, Sheltered English Instruction, Differentiated Instruction, and Digital Learning. Other topics may be incorporated as needed. The course will be titled Understanding Learning; Teaching All Students. Teachers will earn three (3) graduate credits through the University of Westford.

Upon successful completion of any component of the above mentioned course outside of the WPS offering, and with prior written approval, at the sole discretion of the Superintendent of Schools and/or his designee, the employee may be excused from attending said component of the course.

Section 2. In-house Professional Development

Employees and school personnel who are covered by this contract are required to attend all professional development days offered by the Westford Public Schools. Such days will not be scheduled during vacations or on holidays. A minimum of one-half of one professional development day will be allocated to site-based professional development activities. The schedule for the two full-day professional development days (no student attendance) will mirror the middle and high school’ssix and one-half hour workday with adequate time for lunch. Ample notice and a daily schedule will be given to staff in advance of all professional development days.

Section 3. Tuition Reimbursement

In support of the professional development goal, we recognize a value in allowing employees to select courses not only from their teaching field, but to integrate and expand into new genre that will enhance the lives of the students in Westford.

It is recognized that in our rapidly changing society employees must constantly review curriculum content, teaching methods and materials, educational philosophy and goals, social changes, and other topics related to the quality of services in the classroom. There are many methods by which an employee may improve his/her professional background. Courses taken at colleges and universities, travel and individual study are all sources of professional development. Continued professional improvement is an integral part of being a professional teacher.

a.        Any employee will be eligible for tuition reimbursement for tuitionfees and laboratory expenses incurred up to a maximum of $1000 for a single year, provided proper notice and documentation is furnished for any year in which the applicant is actively enrolled in a graduate degree program for an initial Masters which has received prior approval from the Superintendent.

b.        Employees who are not eligible for reimbursement undersubparagraph   (a) will be eligible for reimbursement for tuition fees and laboratory expenses up to a maximum of $850 incurred in a single year. Reimbursement will be received for graduate courses recognized by university credit and undergraduate courses if the course(s) is approved by the Superintendent or if the Superintendent specifically requested the employee take the course, provided proper notice and documentation is furnished.

c.       An employee who is granted a sabbatical leave for one-half of the year shall be eligible for reimbursement if they are eligible that year under section 2a or 2b.

Section 4. Course Approval Process

In order to ensure that the opportunity to take classes and advance professionally is offered to all employees, the process to sign up for course reimbursement is outlined below.

a.      Prior to taking a class, the employee must complete a course approval form andreceive approval from the Principal and the Superintendent or his/her designee at leasttwo weeks prior to the start date of the class to be reimbursed. If the employee intends on taking a non-content course, a rationale for taking the course and how it will enhance the educational experience of the students should be included on the course approval form.

b.      Upon completion of any course, a grade must be submitted to the Curriculum Office within ninety (90) calendar days. This process applies to a reimbursed or non-reimbursed course request. Any judgment to approve an extension beyond the ninety (90) calendar days shall not be made arbitrarily or in a capricious manner but shall be determined with an explanation by the Superintendent or his/her designee.

c.      To qualify for reimbursement, the applicant must present a receipted tuition bill, an official transcript, and cancelled check or proof of payment. The proof of payment must be either a cancelled check or a credit card and/or a bank statement that identifies the employee and the actual transaction. A receipt that states “PAID” will not be accepted as proof of payment.

d.      Employees, who have achieved the Masters + 30 column who are seeking professional development points (PDP’s) or other teaching certificate qualifications under the guidelines set forth by the Massachusetts Department of Education will be able to audit college or university courses provided the college or university has a policy about regular attendance. They will be eligible for reimbursement up to $250.

e.      Employees, with approval of the Superintendent or his/her designee, may be able to attend one workshop or one conference a year and receive up to $200 reimbursement in lieu of courses taken for credit or audit that are reimbursed.

f.       In order to achieve the Department of Education’s non-content licensure requirements, during each five-year recertification or re-licensure cycle, employees will bepermitted to take and receive reimbursement for two electives from an accredited institution.

g.      Should a difference of opinion arise regarding course approval a meeting will be held within five days of the course denial between the employee, Principal and Superintendent or his/her designee to resolve the issue. Should an impasse be met the Superintendent will make the final decision.

The course approval form can be found on the school website.

ARTICLE XI - POLICY STATEMENTS

The following are policy statements of the Committee which both the Committee and the Association have agreed upon. These statements are meant to clarify certain areas where problems may arise. Section 1. Employee Files - A copy of any material that is put in an employee’s Central Office personnel file must first be sent to that employee to make him/her aware of the situation. The employee will have a right to submit a written, dated response or comment to such material within 30 days after he/she receives the copy, and such response shall be included in his/her file. Section 2. Access to File - Employees have the right to review the contents of their Central Office personnel file during the normal business day. Excluded from this review would be any “confidential documents” received prior to the date of hire.

Section 3. Job Openings - All job openings within the system will be announced to all Westford employees at the same time as outside the system. The Committee may fulfill its duty under this paragraph by posting job openings on the district’s web site. All employees will be notified when the posting occurs.

Section 4. Travel Expenses - Employees shall be reimbursed for reasonable travel expenses if such travel is authorized. When an employee uses his/her own vehicle for such travel, reimbursement shall be at the rate currently in effect for IRS purposes rounded down to the nearest full cent; provided, however, that when that rate is changed by the IRS, the Committee shall have up to 60 days to implement that change and the change will become effective as of the date of implementation.

Section 5. Acting Curriculum Coordinator’s Pay - When the Curriculum Coordinator has been absent for at least 10 consecutive school days, the employee who may be offered and who acceptsthe duties and responsibilities of Acting Curriculum Coordinator will be paid the differential paid tothe Curriculum Coordinator for the period this appointment remains in effect.

Section 6. Interim Employees - While it is recognized that interim employees are not covered bythis Agreement, any certified teacher who is employed as an interim employee for more than 90school days in a school year and is hired as a regular employee for the following school year shallhave that service credited toward advancement on the salary schedule.

Section 7. Sick Leave/Step Placement Information - Employees may obtain information on theiraccumulated sick leave and step placement by contacting the Central Office during its usual businesshours.

Section 8. Part-time Employees - Employees who are hired to teach and/or perform other serviceson less than a full-time schedule will be classified as part-time employees.

The compensation of part-time employees will be based on the proportion of their regularlyscheduled workload compared to full-time employees. The President of the Association will benotified of the salaries of part-time employees in writing on or before the first day of the school year,or within two weeks after the employee’s start of employment. A part-time employee who teaches atleast 50 percent of a full-time schedule will receive full step credit for purposes of salary payment.

a.       At the high school and middle school levels, the salary of part-time employees who work every school day on a part-time basis will be calculated in increments of one-fifth of a full-time teacher’s salary with the expectation that employees employed more than one-half time shall also be assigned a daily duty period.   At the elementary level, a part time employee’s salary will be calculated in increments of one tenth of a full time employee’s salary. The numerator of the employee’s part-time salary will be established by the Principal, subject to review by the Superintendent. In the event such an employee is requested to work a full workday, he or she will receive additional pay up to the daily rate of his/her equivalent full-time employee’s salary.

b.       The salary of a part-time employee who works a reduced work week will be based on the proportion of their regularly scheduled work week compared to full-time employee (e.g. an employee who is regularly scheduled to work three days a week will receive 60% of a full-time salary, an employee who is regularly scheduled to work two and one-half days per week will receive 50% of a full-time salary, etc.)

c. Part-time employees who work a reduced work week/ workday will be asked to attend (half) of the required meetings. Part-time employees will receive benefits on a pro rata basis as follows:

1.     Standard tuition reimbursement for employees working fifty percent or more of a full time schedule and pro rata tuition reimbursement for employees working less than fifty percent of a full time schedule.

2.     Sick leave benefits based on their regular schedule, as follows:

a.      Employees who work every school day on a part-time basis will receive the same number of sick leave days as full-time employees. The employee will be compensated at his or her regular daily rate of pay for each sick day taken. In the event such an employee becomes full-time, any unused sick leave will be converted to an equivalent number of full time days for purposes of carry over.

b.     Employees who work a reduced work week will be credited with sick days reduced by a pro rata amount to reflect that employee’s portion of a full work schedule (e.g. an employee who works three full days per week will receive three-fifths of the number of sick days accrued by a full-time employee, employees who works 2 and 1/2 days per week will receive one-half the number of sick days accrued by a full-time employee, etc.). The employee will be compensated at his or her regular daily rate of pay for each regularly scheduled workday missed due to sickness. In the event such an employee converts to full-time status any unused sick leave will be converted on a day-for-day basis.

3.     Personal and Religious Leave based on their regular schedule.

a.     Employees who work every school day on a part-time basis may obtain the same number of personal and religious leave days as full-time employees, to be taken under the same conditions as full-time employees. The employee will be compensated at his or her daily rate of pay for each personal and religious day taken.

b.     Employees who work a reduced workweek will be able to obtainpersonal days, to be taken on the same conditions as other employees, on the following schedule:

2 1/2 or 3 days per week            1 day

More than 3 days per week         2 days

Part-time employees will be entitled to up to five consecutive school days without loss of pay, and without accumulation, for bereavement leave in the event of the death of the employee’s mother, father, brother, sister, spouse, child, mother-in-law, father-in-law, or any individual who resides with the employee. In the event of the death of a part-time employee’s close relative who does not reside with the employee, the day of the funeral service will be allowed for purposes of attending such service without the loss of the regular day’s pay, and with no accumulation.

ARTICLE XII - COMPENSATION

Section 1. Salary Schedule Policy

a.       Any employee, upon the recommendation of the Principal and Superintendent may be retained on step.

b.       Promotion from the Bachelors column to the Masters column and from the Masters column to the Masters plus 30 column and step increment will be authorized twice annually. The first authorization shall be submitted no later than October 1st, with a retro allowance effective September 1. The second authorization shall be submitted no later than February 1st and will be paid out on the first pay period of February. Evidence of completion of an approved program of courses must be on file with the Superintendent prior to the stipulated dates.

c.       Only graduate courses (including online courses) in graduate degree programs at accredited colleges and universities which receive prior approval of the Superintendent or his/her designee before the first day of class will be considered for Bachelors to Masters column transfer. Requests will be submitted and decisions made in a timely manner. Distance learning courses that meet Department of Education Guidelines will be the standard by which course approval will be determined. Correspondence courseswill not be considered for reimbursement or movement on the salary scale. Graduate courses at accredited colleges and universities which receive prior approval of the Superintendent or his/her designee and “University of Westford” courses, may be used for transfer from the Masters to Masters plus 30 column. “University of Westford” courses will be offered at no cost to participants. All “University of Westford” courses shall start no sooner than 3:45 pm, unless no elementary teachers are enrolled in the course. Employees on the Masters plus 30 column can accumulate up to thirty (30) “University of Westford” credits and apply them to one of the following: (i) a one-time lump sum payment of $4,000; (ii) a tax deferred annuity of $4,000; (iii) a nontax deferred annuity of $4,000; (iv) a payment of $800 per year over five (5) years. Participation in “University of Westford” courses is voluntary. Correspondence and television graduate courses that are not directly related to the person’s current academic assignment may be denied approval by the Superintendent.

d.       Any employee who is on maximum step may, upon recommendation of the Principal/Director, be denied a salary increase by the Superintendent if the employee has received written notice by January 15 from the Principal/Director or his/her designee of the intention to recommend denial of the increase. This notice shall list the reason(s) for the possible recommendation and contain recommendations for correcting the problem(s) listed. If the Principal/Director or his/her designee believes the problem(s) were not corrected by May 15, the recommendation may be made to the Superintendent who will decide on or before June 30 whether to deny any increase scheduled for the next school year.

e.       The Superintendent may place a newly hired employee on any step of the salary schedule; provided, however, that no salary placement credit will be granted for more than six years of non-teaching related work experience. This paragraph will not be construed as requiring such non-teaching related work credit toward schedule placement in any case.

Section 2. Salary Schedules   See Attachment “B”

Only those Unit A members who were employed by the Westford Public Schools as of June 30, 2011 will move a step on the Salary Schedule on the first day of the 2014-2015 school year, up to a maximum of step 14. Unit A members who were not employed on June 30, 2011 and were hired forthe 2011-2012, 2012-2013 and/or 2013-2014 school years will not receive a step increase on the first day of the 2014-2015 school year as they will have received a step increase on August 31, 2014.

Section 3. Differentials   See Attachment “C”

Section 4. Compensation and Unused Sick Leave

In recognition of dedicated service to the children of Westford, any employee covered by this Agreement who has taught for 20 years in the Westford School System (or 30 years total teaching, the last 15 of which has been consecutive in the Westford School System)   shall receive thirty-five dollars ($35.00) for each accumulated sick day remaining unused on the date of retirement up to a total of 150 days.   Employees who give a binding notice of their intention to retire prior to the start of the school year after which they intend to retire will receive compensation under this section on July 15th following their retirement or on the following January 15th at the employee’s option (e.g., an employee who retires on June 15, 2011 will receive compensation on July 15, 2011 or January 15, 2012 if a binding notice was given prior to the start of the 2011-2012 school year).   Employees who retire after giving a nonbinding notice of retirement and/or without giving notice prior to the school year in which they intend to retire will receive compensation under this section on July 15th of the calendar year following the effective date of retirement or on the following January 15th at the employee’s option (e.g., an employee who retires on June 15, 2012 will receive compensation on July 15, 2012 or January 15, 2013).

A binding notice of retirement may not be revoked except in the case of an unexpected, emergency situation which causes a substantial change in the retiring employee’s financial circumstances. The decision on revocability of a binding notice will be at the discretion of the Superintendent.

Section 5. Pay Periods

The annual salary for employees covered under this agreement shall be paid based on twenty-six (26) equal payments. The first twenty-two (22) payments shall be paid on a bi-weekly basis beginning in September. Four (4) bi-weekly payments shall be paid in one lump sum, in June.

ARTICLE XIII - EMPLOYEE EVALUATION

Employee evaluations will be conducted in accordance with the Westford Public Schools Professional Standards and The Massachusetts Model System for Educator Evaluation designed by the Department of Elementary and Secondary Education (DESE), pursuant to the new educatorevaluation regulations, 603 CMR 35.00, as from time to time, modified or supplemented at the agreement of the parties.

Section 1. Educator Evaluation Review Committee:

The parties agree to establish an Educator Evaluation Review Committee to convene monthly, beginning in September 2014. The mission of this committee is to review and reach consensus regarding aspects of the Educator Evaluation framework, process, and documents that are not already stipulated in the contract.

This committee will have representation from each grade-level (K-2, 3-5, 6-8, 9-12) and a variety of teacher/evaluatee roles, as well as representation from various administrator/evaluator roles. Representatives will be recruited by the WEA and by WPS administrators. The Committee will be co-chaired by WEA and WPS leaders, who will plan the agenda prior to each meeting. Minutes will be taken and approved at the following meeting. When administrators and teachers bring requests for a change to the Committee, data supporting the need for the change should be shared.

A DDM (District-Determined Measures) Review Committee will be a subset of the overall Educator Evaluation Review Committee. The mission of the DDM Review Committee is to review DDM proposals in order to establish and maintain consistency with regards to types of DDMs, methods of determining Student Growth, methods of assigning Student Impact Ratings, and other aspects of DDMs. This committee will have representation from various levels and roles, as described above, and meet monthly.

Other subcommittees may be formed, to review topics such as Evidence Guidelines and Observations. These sub-committees will develop recommendations and submit them to the overall Educator Evaluation Review Committee, which will make decisions regarding adaptations to the framework to be piloted that year or the following year.

ARTICLE XIV - CHAPTER 766

Section 1.The Committee and the Association recognize the important responsibility of the employee to all children under his or her care, and agree that employees shall make every reasonable effort to cooperate in the difficult and crucial task of evaluating children with special needs, that employees are an integral part in the evaluation of special needs, and that participation by employees on team evaluation teams is essential.

Section 2.The principal shall have overall responsibility for all team evaluations in his/her building. The chair may be delegated by the principal, and he/she may also delegate to special services personnel the writing of the general and specific objectives.

Section 3.Efforts will be made to schedule team evaluations during the regular workday.

Section 4.When a team evaluation is scheduled during the school day, a substitute teacher will normally be provided to relieve the classroom teacher for the time spent in the core evaluation. In those cases where the teacher is given work related to the team evaluation, the teacher will, if necessary, be permitted to spend the remainder of the substitute’s 1/2 day assignment to perform such work.

ARTICLE XV - REDUCTION IN FORCE (RIF)

Section 1.Seniority for purposes of this Article is the length of continuous employment as a professional employee in the Westford Public Schools measured from the first day for which compensation was received as a professional employee, including time spent on paid and unpaid leaves of absence authorized by this Agreement or by the Committee. An employee will lose his/her seniority for the following reasons:

a.       Termination of professional employment in the Westford Public Schools.

b.       Discharge or layoff and without recall under Section 5.

c.       An unauthorized leave of absence in excess of 10 continuous school days.

Time lost as a result of suspension will not constitute a break in seniority, but will be subtracted fromit.

Section 2.Qualified means possessing a valid Massachusetts teaching license at either thepreliminary, initial or professional levels AND meeting the highly qualified requirements of the NoChild Left Behind legislation in core academic subjects (English, Reading or Language Arts,Mathematics, Science, Foreign Language, Civics and Government, Economics, Arts, History andGeography), and having such certification on file with the Superintendent as of September 30 of theschool year in which the reduction in force is announced.

Section 3.The classifications referred to in this Article are those defined and recognized by theDepartment of Education or currently held by Unit A members.

Pursuant to all state and federal laws a professional status teacher subject to reduction in force who iscertified but not highly qualified to teach in a specific subject area may, subject to other provisions inthis Article, be assigned to teach in that subject area and given one school year to become highlyqualified in order to remain in the position.

Section 4.In the event a reduction in the number of professional personnel covered by thisAgreement is deemed advisable by the Committee, a qualified person in a core academic subject withprofessional status shall have the right to bump the following persons occupying positions covered bythis Agreement.

a.       A person without professional status whose position the person with professional status is qualified to fill.

b.       A person with professional status in a classification which said teacher is certified to teach but is not currently assigned who has less than 60 percent of the seniority of the former teacher. Said teacher will have one year to become highly qualified, if not already, in order to remain in the position.

Section 5.If, subsequent to a layoff, vacancies occur, qualified professional personnel who have been laid off within the prior two (2) years under the foregoing provisions shall have recall rights on the basis of seniority at the time of layoff to those vacancies: (a) in the classification to which they were assigned at the time of layoff; (b) where previously and regularly assigned in Westford for a substantial part of a school year; or (c) which they were qualified for at the time of the layoff. In the case of a vacancy in a position referred to in (c), the person’s seniority shall be 60 percent of his/her seniority at the time of layoff. At the end of two (2) years, an employee loses all recall rights. If a person is laid off between September 1 and May 1, the recall period shall begin on the last day worked. If a person is laid off on or after May 1, the recall period shall begin on September 1. A vacancy shall be deemed to be filled on the date the Superintendent fills the position.

Section 6.A person who has recall rights under Section 5 shall be notified of such vacancy by means of a certified letter, return receipt requested, sent to his/her last address of record. The person shall have seven (7) days from the receipt of notice of recall to notify the Superintendent of his/her desire to return. If notification of acceptance of the vacant position is not received within this seven (7) day period, that person shall forfeit all rights and benefits provided for in this Article. A person who exercises his/her recall rights and resumes employment in the Westford Public Schools shall be credited with all benefits and privileges that he/she was entitled to as of the date of the layoff.

Section 7.To the extent permitted by G.L., c.32B and the Town Bylaws, laid off employees may continue group health and life insurance coverage during the recall period as provided to members of the bargaining unit by reimbursing the Town Treasurer for premium cost. Failure to timely forward premium payments or refusal to return to employment on recall will terminate this option.

Section 8.In cases where two (2) or more employees have the same seniority, the Superintendent shall have the discretion to determine the order of layoff and recall of those employees, and his/her judgment shall be final and binding and not subject to the grievance or arbitration provisions of this Agreement.

Section 9.Professional employees not covered by this Agreement who are laid off from their non-bargaining unit position shall be treated, for purposes of this Article, as if they were persons covered by this Agreement. For purposes of Section 4 and 5, if they previously taught in Westford, they shall be deemed to be currently employed in the classification to which they were last assigned. If they did not previously teach in Westford, that includes their primary area of certification. For purposes of this Section, a “professional employee” is an employee other than directors, curriculum coordinators, principals, assistant principals, deans, assistant superintendents, superintendents, secretaries, custodians, team chairs, technicians, tutors, professional aides, nurses and those employed on an interim basis.

Section 10.A list specifying the seniority and the highly qualified status of each member of the bargaining unit shall be prepared by the Committee and forwarded to the President of the Association within ninety (90) days following the execution of this Agreement. An updated list shall be supplied by the Committee annually thereafter.

Section 11.Whenever the layoff or recall of highly qualified personnel with professional status is deemed advisable by the Committee, the President of the Association shall be notified and theStanding Committee referred to in Section 12 shall meet to consider the order of layoff or recall. If amajority of the members of the Committee can agree on the order of layoff or recall, that decisionshall be final and binding on all concerned. If a majority of the members of the Committee cannotagree on the order of layoff or recall, then either the Committee or the Association may, inaccordance with the rules of the American Arbitration Association, request the appointment of anarbitrator to determine the proper order of layoff or recall in accordance with the terms of thisArticle, and such arbitration shall be governed by Article VI. The Association and the Committeemay jointly agree to submit a dispute under this section to arbitration before the Massachusetts Boardof Conciliation and Arbitration.

Section 12.The Standing Committee referred to in Section 11 shall consist of three (3) membersappointed by the Committee and three (3) members appointed by the Association.

Section 13.If the reassignment of personnel due to a reduction in force is deemed advisable by theSuperintendent, his/her judgment in this regard shall be final and binding and not subject to thegrievance or arbitration provisions of this Agreement.

Section 14.Employees with professional status who are to be affected by a reduction in staff shouldnormally be notified no later than May 15 of the school year preceding the subsequent school year inwhich the reduction will take place. It is recognized, however, that such notification of the intendedreduction may be given after May 15 and that reductions may occur during a school year. In suchcases, the employee with professional status shall receive notice of the intended layoff at least 30days, exclusive of customary vacation periods, before the effective date of the layoff.

Section 15.While it is recognized that only personnel with professional status are covered by theprovisions of this Article, in view of the fact that a reduction in force may affect a person withoutprofessional status during a school year or after a person without professional status has beenreappointed for the following year, it is agreed that, in such cases, the person without professionalstatus shall receive notice of the intended layoff at least 15 days, exclusive of customary vacationperiods, before the effective date of the layoff.

Section 16.This Article does not apply to “personnel without professional status.”

ARTICLE XVI - LEAVES

(MMLA/FMLA/MILITARY/LONG TERM)

Section 1. Massachusetts Maternity Leave Act: (MMLA): The Committee will abide by the Massachusetts Maternity Leave Act (MMLA): Upon the receipt of at least two weeks’ written notice to the Superintendent of Schools of the employees anticipated date of departure and intention to return under the Massachusetts Maternity Leave Act (MMLA) a member of this unit who is pregnant or intending to adopt a child and has been employed for at least 90 calendar days shall have the option of taking either:

a.       A leave of up to and no more than eight work weeks based on the approved school calendar at the time of birth or the date of adoption, but not substantially earlier or later.

b.       A leave specifically limited to the actual period of preparing for and participating in childbirth and caring for a new born, or adopting and caring for a newly adopted child under 18 or a child under 23 with mental or physical disabilities.

The employee must notify the Superintendent if she intends to take leave under the MMLA through a formal written and dated letter with reference to the Article and Section of this Agreement, including the estimated dates of departure and return.

An employee who takes a leave under the MMLA may request to apply their earned sick leave benefits for five (5) consecutive days following the birth or adoption of the child, plus any period of the teacher’s continuing disability due to childbirth.

A person returning from a leave under this Article shall have a right to return to the employee’s previous or similar position unless the teacher would have been non-renewed or reduced in force. Nothing in this section of the bargaining agreement shall be construed to affect the Committee’s requirement to abide by the MMLA, nor is it intended to expand or contract the rights and benefits of the act.

Section 2. Family Medical Leave Act and Military Family Leave: The Committee will abide by the Family Medical Leave Act (FMLA). An employee with at least twelve (12) months employment with family medical issues that renders him/ her unable to perform functions of their job must notify the Superintendent of their intent to take a medical leave through a formal written and dated letter with reference to the Article and Section of this Agreement, including the estimated dates of departure and return. The Superintendent of Schools will designate in writing that the leave is to be taken under the Family Medical Leave Act (FMLA). Basic Leave Entitlement:

FMLA requires covered employers to provide up to 12 weeks of unpaid, job protected leave to eligible employees for the following reasons:

•    For incapacity due to pregnancy, prenatal medical care or child birth

•    To care for the employee’s child after birth, or placement for adoption or foster care;

•    To care for the employees, spouse, son or daughter, or parent, who has a serious health condition; or

•    For a serious health condition that makes the employee unable to perform the employee's job

Military Family Leave Entitlements:

Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period. A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list.

Benefits and Protections:

During FMLA leave, the employer must maintain the employee’s health coverage under any “grouphealth plan” on the same terms as if the employee had continued to work. Upon return from FMLAleave, most employees must be restored to their original or equivalent positions with the equivalentpay, benefits, and other employment terms.

Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the startof an employee’s leave.

Eligibility Requirements:

Employees are eligible if they have worked for a covered employer for at least one year, for 1,250 hours over the previous 12 months, and if at least 50 employees are employed by the employer within 75 miles.

Definition of Serious Health Conditions:

A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than three (3) consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.

Use of Leave:

The leave year shall be based on a twelve (12) month basis with only one FMLA leave allowed in a twelve (12) month period. The twelve month period will be calculated forward from the commencement date of the requested FMLA leave. An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis.

Substitution of Paid Leave for Unpaid Leave:

The use of eligible sick time during an employees’ FMLA will be at the discretion of the employee. Employees may choose or employers may require use of accrued paid leave while taking FMLA leave. In order to use paid leave for FMLA leave, employees must comply with the employer’s normal paid leave policies.

Employee Responsibilities:

Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When a 30 day notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer’s normal call-in procedures. A physician’s note may be requested to verify the medical condition.

Employer Responsibilities:

Covered employers must inform employees requesting leave whether they are eligible under FMLA.If they are, the notice must specify any additional information required as well as the employees’rights and responsibilities. If they are not eligible, the employer must provide a reason for theineligibility.

Covered employers must inform employees if leave will be designated as FMLA-protected and theamount of leave counted against the employee’s leave entitlement. If the employer determines thatthe leave is not FMLA-protected, the employer must notify the employee.

When the reason for the Family Medical Leave overlaps with the Massachusetts Medical Leave Act,the leave will run concurrently. MMLA leave shall not be combined with FMLA leave for more than12 work weeks as established in the approved school calendar.

Nothing in this section of the bargaining agreement shall be construed to affect the Committee’s oremployee’s requirement to abide by the FMLA, nor is it intended to expand or contract the rights andbenefits of the act. If additional leave is required beyond that allowed by the FMLA or MMLA, theemployee with professional status will apply for such leave under Section 3 of this article (LongTerm Leave).

Section3. Long Term Leave:

While it is recognized that except as specifically required by this Agreement, the Superintendent isnot required to grant long term leaves of absence. A professional status employee may be granted along term leave of up to one year without pay. If granted, the teacher shall notify the Superintendentin writing of the teacher’s intent to return and the date of return by March 1st of the leave year. Aperson with professional status returning from leave under this Article will be placed on the next stepof the schedule if the employee had been actively employed by the Westford School System for morethan 91 days in the school year during wiich the leave commenced. Upon return, all sick leave thatwas accumulated on the date the leave began shall be restored.

A person returning from a leave under this Article, unless there has been a reduction in force that would have affected the employee, will be returned to the same or similar position to which the employee was assigned at the commencement of the leave with all benefits (including seniority) that he/she had accrued at the commencement of the leave.

ARTICLE XVII - SICK LEAVE BANK

Section 1.The Sick Leave Bank was established on September 1, 1982 for use by “eligible members” whose sick leave accumulation is exhausted through prolonged illness or disability and who require additional leave to make full recovery from his/her extended illness or disability. Every employee will have one sick day removed upon their fourth year of service with Westford Public Schools. The removed day will automatically enroll an employee into the WEA Sick Bank. In order to opt out of the sick bank, employees must submit a written request by June 30th of their third year to the WPS Human Resources Department and the WEA.

Section 2.The Sick Leave Bank shall be administrated by the WPS Human Resources Department and the Superintendent’s office, and managed by a Sick Leave Bank Committee consisting of three (3) members designated by the Committee to serve at its discretion and three (3) members designated by the Association to serve at its discretion. The Human Resources Department will be responsible for reviewing all requests and verifying sick time data. The Superintendent will review applications for approval. Applicants may appeal the Superintendent’s decision to the Sick Bank Committee. The decision of this Committee with respect to eligibility entitlement shall be final and binding and not subject to appeal or arbitration. The Sick Leave Bank Committee shall be responsible for developing procedures for processing applications. These procedures will be designed to respect employees’ reasonable expectations of confidentiality.

Section 3.The “eligible members” of the Sick Leave Bank shall be limited to full-time personnel covered by this bargaining agreement who have professional status and who are active participants in the bank.

Section 4.In any year when the bank has less than 3,000 accumulated days, each “eligible member” shall have his/her sick leave accumulation reduced by one (1) day and all of those days shall be deposited in the bank to be utilized by other bank members. In those years when the bank has 3,000 or more accumulated days, only those members who have contributed less than 14 days to the bankduring their employment in Westford shall have their sick leave accumulation reduced by one dayand those days shall be deposited in the Bank to be utilized by other bank members.

Section 5.Application for benefits shall be made in writing to the Human Resources Departmentaccompanied by a physician’s note as to the need for and anticipated extent of extended recoverytime from the illness or disability.

Section 6.Applications for benefits may be made prior to the employee’s exhaustion of his/her ownpersonal sick leave to expedite benefits, but drawings upon the bank will not actually commence untilafter the employee’s own sick leave days are exhausted and adequate medical notification has beenprovided, and in no event unless the prolonged illness has exceeded twenty (20) school days.

Section 7.The initial grant of sick leave to an “eligible employee” shall not exceed twenty (20)days, unless a clear need for additional days has been demonstrated in which case the initial grantmay be up to fifty (50) days. Upon completion of the initial grant, additional entitlement may beextended upon demonstration of need by the applicant, and these days may extend into a secondschool year. In no case may the total number of days granted to the employee exceed the totalnumber of sick days that the employee had when the illness began or the prior related illnessreoccurred.

Section 8. Subject to the foregoing requirements the WEA, Human Resources and Superintendentwill determine the eligibility of the use of the bank and the amount of leave to be granted. Thedecision of this Committee with respect to eligibility entitlement shall be final and binding and notsubject to appeal or arbitration.

Section 9.Unused days in the Sick Leave Bank shall be carried over into the bank that is establishedfor the next academic year.

Section 10.Each time the Sick Leave Bank is exhausted during the applicable bank year all “eligiblemembers” shall have their sick leave accumulation reduced by another day and that day shall bedeposited in the bank.

Section 11.Eligible members of the Sick Leave Bank may also apply for benefits related to theirparticipation in a treatment program for weight control, food disorders, stress, alcohol, and otherchemical abuse, including smoking. Applications for such benefits must include a physician’srecommendation. If the application for benefits is approved, the School Department will pay thecosts of the program that are not covered by the teacher’s insurance and/or the teacher’s spouse’sinsurance. The number of days remaining in the Sick Leave Bank will be reduced to reflect thepayment for such treatment program. The reduction will be calculated by dividing the cost of the program to the School Department by the applicable daily rate of substitute pay. The result, rounded to the nearest whole number, will be deducted from the Bank.

ARTICLE XVIII - CAREER CHANGE LEAVE

Section 1.Subject to the conditions set forth in this Article, a leave of absence will be granted to bargaining unit members to explore the possibility of a career change.

Section 2.To be eligible, an employee must have six or more years of seniority as defined in Article XV, at the time the written application for the leave is filed with the Committee. The application must be filed no later than the March 15th preceding the date on which the leave is to begin. Self-employment is considered to be employment for purposes of this Article only if it is bona fide. The application will state the name of the potential new employer and the capacity in which the applicant is to be employed. Such employment must be on a full-time basis for the period of the leave. The employee receiving a career leave must submit an intent to return letter to the Superintendent by March15th of the leave year.

Section 3.All leaves will be for a period of one year commencing at the beginning of the school year, and an employee shall be eligible for only one such leave during the term of his/her service in Westford.

Section 4.No more than ten percent of the bargaining unit and no more than the following number of employees from any of the areas listed in Article XV, Section 3, shall be entitled to be on leave under this Article, Article IX, or Article XVI in any school year:

Areas with 1-15 members, 1 leave

Areas with 1-6 or more members, 2 leaves

For purposes of these numbers, the K-5 area shall be computed by school rather than by area. The area of an employee shall be his/her primary area of assignment.

Section 5.In case the number of applications, if granted, would conflict with Section 4, the leaves will be granted to the applicant(s) with the greatest seniority as defined in Article XV, unless the Superintendent decides that the granting of the leave would substantially affect educational quality ina particular area. Leaves granted under Article IX or Article XVI are governed by the language of those Articles and are not affected by this seniority requirement.

Section 6.A person returning from a leave under this Article, unless there has been a reduction in force that would have affected him/her, will be returned to the same or a similar position to which he/she was assigned at the commencement of the leave with all benefits (including seniority) that he/she had accrued at the commencement of the leave.

ARTICLE XIX - NON-RESIDENT TUITION

The Committee agrees to permit children of employees non-resident in Westford to attend Westford Schools, provided that such attendance shall not require the Committee (pursuant to its own policies) to increase staff, and provided further that, if such children require special services under c. 766, the costs of such special services shall be paid by the employee/parent. The child of a staff member residing in Massachusetts who is seeking entry in a grade that has declared openings under the School Choice program may be admitted via the School Choice program. Acceptance in the School Choice program will be subject to a lottery if there are more applicants than declared School Choice seats. If the child of a staff member (who resides in Massachusetts) is not accepted via the School Choice program, the child may still attend Westford schools tuition free. A child of a staff member who resides outside of Massachusetts, who is not eligible to attend under the School Choice program, will be allowed to attend Westford schools tuition free. The Committee’s refusal to grant such permission in a given instance shall not be subject to the grievance and arbitration provisions of the Agreement.

ARTICLE XX - TRANSFERS

Although the Committee and Association recognize that some involuntary transfers from one school to another are necessary, they recognize that frequent employee transfers could be disruptive of the educational process and interfere with optimum system performance.

Section 1. Voluntary Transfers

Employees wishing to seek changes from their current assignment may request voluntary transfers. The procedure which will be followed in processing voluntary transfers will be:

a.       Vacancies are posted during the spring.

b.       Upon notification of a vacancy, employees must submit a letter of interest to the Superintendent in a timely manner.

c.       The Superintendent acknowledges transfer requests.

d.       The Administrative Team will discuss vacancies and transfer requests.

e.       The Superintendent and WEA will discuss transfer requests.

f.        All internal candidates who are qualified will be interviewed.

Section 2. Involuntary Transfers

When involuntary transfers are found to be necessary, the process will consist of:

a.       The Superintendent will meet and seek input from Administrators.

b.       The Superintendent will consider voluntary transfer requests.

c.       If an employee is transferred involuntarily to another building, the employee, upon request made to the Superintendent will be notified of the reason(s) for the transfer.

d.       Notice of transfer will be given to the employee as soon as practicable.

SEVERABILITY AND SAVINGS CLAUSE

Section 1.In the event that a court or administrative body of competent jurisdiction finds any provision of this Agreement to be in conflict with applicable law, all other provisions of this Agreement shall remain in full force and effect for the duration of this Agreement

Section 2. If a law or regulation change affects an issue subject to mandatory bargaining or a provision of this Agreement, the employer and the union shall engage in bargaining as provided in MGL Chapter 150E.

DURATION

This contract is effective on the date of execution and shall remain in full force and effect until August 31, 2017 and from year to year thereafter unless either party notifies the other party prior to December 1, 2016, or any December thereafter, of its desire to terminate or modify this contract. Such notifications shall be by Certified Mail Return Receipt Requested.

In Witness Whereof, the Committee has caused this instrument to be duly executed by its authorized designees, and the Association, acting in behalf of the employees, has caused this instrument to besigned by its proper officers hereto duly authorized this ________day of________________________ 2014.

WESTFORD EDUCATION ASSOCIATION    WESTFORD SCHOOL COMMITTEE

_____________________________________       ______________________________________

_____________________________________       ______________________________________

_____________________________________       ______________________________________

_____________________________________       ______________________________________

_____________________________________       ______________________________________

_____________________________________       ______________________________________

ATTACHMENT A

INTERIM EMPLOYEES AND RECALL RIGHTS

It is recognized in Article I that “interim employees” are not covered by this Agreement. The purpose of this Attachment is to further define the term “interim employees” and to set forth certain understandings between the Committee and the Association.

An “interim employee” is a person who is employed to replace an employee covered by this Agreement who is on an approved leave of absence for an extended period of time (normally a full marking period or longer). Since such interim positions are outside the scope of this Agreement, it is understood that:

1.   A bargaining unit employee who is laid off pursuant to Article XV and who has recall rights under that Article does not have recall rights to positions not covered by this Agreement, including interim positions. Accordingly, the Committee has no duty under Article XVI to offer such positions to employees with recall rights, and the refusal of a person with such recall rights to accept such a position if it is offered does not prejudice his recall rights.

2.   The Committee agrees that a bargaining unit employee who has recall rights under Article XV will be given notice of vacancies in interim positions, and that the most senior employee with recall rights who applied for the position will be given that position if he is “qualified” as that term is defined in Section 2 of Article XV.

3.   The wages, hours, and terms and conditions of employment of interim employees are not governed by this Agreement but rather by Committee policy. Thus, for example, an employee who at the time of layoff was being paid at the M-6 level of the Agreement would be paid based on the then applicable Committee policy.

4.   An employee with recall rights who accepts an interim position will not have his two-year recall period enlarged as a result of that fact.

5.   A member of Unit A on a Committee approved leave of absence who is RIF’d during this leave shall not have recall rights until termination of the leave, and the two-year recall period shall commence at the termination of the leave.

ATTACHMENT B    SALARY SCHEDULE 2014-2015

Step

Bachelors

Masters

Masters + 30

1

$42,500

$48,935

$54,081

2

$44,622

$50,672

$55,514

3

$46,430

$52,409

$56,946

4

$47,875

$54,149

$58,380

5

$48,902

$55,892

$59,821

6

$50,005

$57,634

$62,893

7

$52,001

$59,378

$64,811

8

$54,012

$61,185

$66,803

9

$55,998

$63,151

$68,910

10

$58,989

$65,531

$71,138

11

$60,298

$68,250

$74,698

12

$62,904

$70,870

$77,893

13

$64,889

$73,593

$80,305

14

$71,131

$77,563

$83,048

ATTACHMENT B    SALARY SCHEDULE 2015-2016

Step

Bachelors

Masters

Masters + 30

1

$42,556

$48,935

$54,081

2

$44,675

$50,672

$55,514

3

$46,589

$52,409

$56,946

4

$48,141

$54,152

$58,381

5

$49,314

$55,940

$59,847

6

$50,577

$57,803

$62,897

7

$52,643

$59,882

$64,845

8

$54,751

$62,043

$67,103

9

$56,781

$64,303

$69,404

10

$59,771

$66,932

$71,969

11

$61,251

$70,352

$75,501

12

$64,015

$73,368

79,363

13

$66,013

$76,023

$81,987

14

$72,624

$79,760

$85,330

ATTACHMENT B    SALARY SCHEDULE 2016-2017

Step

Bachelors

Masters

Masters + 30

1

$42,611

$48,935

$54,081

2

$44,729

$50,672

$55,514

3

$46,749

$52,409

$56,946

4

$48,408

$54,154

$58,383

5

$49,727

$55,964

$59,874

6

$51,149

$57,887

$62,900

7

$53,285

$60,261

$64,862

8

$55,490

$62,730

$67,212

9

$57,564

$65,350

$69,758

10

$60,554

$68,269

$72,708

11

$62,204

$72,119

$76,036

12

$65,126

$75,467

$80,686

13

$67,137

$78,453

$83,668

14

$74,185

$82,008

$87,359

LONGEVITY

On or before June 30 of each year, the Committee will pay the following additional salary based on continuous years of service in Westford Public Schools

YEARS OF SERVICE

FY15

FY16

FY17

15 and <20

$900

$1200

$1200

20 and <25

$1125

$1425

$1425

25 and <30

$1375

$1775

$1775

30+

$1600

$2000

$2000

Any employee retiring at the end of the school year will receive a one-time additional salary of $500 on or before June 30th.

SUMMER PAY

Teachers who are required to dismantle/setup their classroom due to involuntary moves, camps, and other activities taking place in their classroom shall be paid a per diem stipend for 2 full days for work performed beyond the contracted work year upon the prior approval of the building principal.

CATEGORIES OF STIPENDS

Stipends will be paid to staff who are involved with activities/responsibilities that are beyond the professional responsibilities contained in the collective bargaining agreement. Stipend activities are classified into the following categories.

•    Co-Curricular

•    Coaching

•    Administrative

•    General

COCURRICULAR STIPEND PROCESS

Co-Curricular Stipends are paid to staff who provide additional instruction to students in clubs and activities beyond the school day. Staff may propose new clubs and activities. Recognizing the need to create a consistent process for the establishment of the number of activities and stipends, the Committee and Association will create a Stipend Committee. The following process will be followed when a new club/advisor is proposed or when an advisor deems it necessary to propose an increase in the number of advisors or a change in the tier rating.

Co-Curricular Club/Advisor Approval Process

A written proposal will be submitted to the building principal by October 15th of that school year. The proposal form is in (Attachment D) of this Agreement. Principals or the Stipend Supervisor may also submit a request to the stipend committee to review a club/advisor stipend for the following year based on student attendance levels. See (Attachment F)

Pilot programs may be paid (Tier 1 level) at the end of the pilot year with the recommendation of the building principal or Stipend Supervisor based on student attendance and number of meetings.

Establishment of Co-Curricular Tiers and Compensation

The stipend compensation level and the number of advisors for the co-curricular activities will be determined by the Stipend Committee and will be based on a weighted point value which considers the number of contact hours beyond the school day and number of students. Any request for a change of the tier or the number of advisors will require a staff member to collect the data outlined in the “Proposal” form (Attachment D). This data will be submitted to the Stipend Committee for reconsideration. Tiers will be established via a weighted point system outlined below. The number of students participating will be confirmed by attendance sheets submitted to the building principal and/or stipend supervisor after each meeting. (Attachment F.)

Tier will be based on the formula below: (Hour points) + (Student points) = Tier points

Hours BeyondPrep & Contact Time

Hour Points

10 – 12 Hours

1

13 – 24 Hours

2

Over 25 Hours

3

 

# of Students

Student Points

3 – 10

1

11 – 23

2

Over 30

3

 

Tier

Total point range

1

2  total tier points

2

3 to 4 total tier points

3

5 to 6 total tier points

 

The stipend language and Tier Chart in this Agreement will be reviewed and outlined by the Stipend Committee for recommendations to the School Committee.

Stipend Committee

The Committee and the Association will create a Stipend Committee to establish a uniform system for adding stipends to the Unit A contract. The committee will consist of three (3) members appointed by the Superintendent and three (3) members appointed by the Association President. The purpose of the committee is to listen to proposals for additional clubs and activities and to recommend to the School Committee the tier, stipend and number of advisors during the life of this contract.

ATHLETIC STIPEND PROCESS

Athletic Coaching stipends are paid to individuals who provide interscholastic coaching tostudent athletes.

Process for Establishing a New Sport

A request for the establishment of a new sport will be submitted to the Director of Athletics. Inconsultation with the building principal, the Director of Athletics will determine the level ofteam:

•    Varsity

•    Junior Varsity &Freshmen

•    Middle School

Proposals for new sports should be submitted approximately nine (9) months in advance of the season to allow for scheduling. In consultation with the building principal, the Director of Athletics will also determine the number of staff required to meet coaching responsibilities. The number of coaches will be determined by the number of students participating and safety considerations. The Director of Athletics will select coaches from qualified applicants.

Establishment of Coaching Groups and Compensation

Coaching positions are categorized into three groups depending upon the number of participants and the length of the season. Varsity coaching stipends are established via the collective bargaining process. Assistant, Junior varsity and Freshmen coaches’ stipends will be 66% ofthe varsity coach stipend for each respective sport. Middle School coaches’ stipends will be 50% of the Varsity coach stipend.

GENERAL STIPEND PROCESS

General Stipends

General Stipends are paid to staff that have additional activities and responsibilities that are beyond the professional responsibilities contained in the collective bargaining agreement and beyond the school day. Recognizing the need to create a consistent process for the establishment of the General Stipends, the Committee and Association will create a General Stipend Committee. The following process will be followed when a new stipend is proposed.

Establishment of General Stipend

The Committee and the Association will create a Stipend Committee to establish a uniform system for adding general stipends to the Unit A contract. The committee will consist of six (6) members. The Superintendent, one administrative position appointed by the superintendent, three (3) WEA representatives appointed by the WEA executive board, and 1 school committee member. The purpose of the committee is to listen to proposals for additional general stipends or when a stipend will not be funded, to give the School Committee an informed discussion and maybe brainstorm other options. The option to fund a stipend will be at the discretion of the School Committee.

ATTACHMENT C

SCHEDULE OF MISC STIPENDS

Activity

Stipend FY 15

Stipend FY 16

Stipend FY 17

Notes

Team Leader: Middle School

$2,192

$2,192

$2,192

 

Team Leader: Elem. School

$2,192

$2,192

$2,192

 

Summer School Facilitator

$3,836

$3,836

$3,836

 

Teacher Mentor: First Year Teacher

$552

$552

$552

 

Mentor Site Facilitator

$661

$661

$661

 

Guidance Counselors *

 

 

 

 

New Teacher Orientation **

$100

$100

$100

$100 per day

Principal Designee

$1200

$1200

$1200

 

* Regular high school guidance counselors are required to work one hundred eight-nine (189) days and middle school guidance counselors are required to work one hundred eight-eight (188) days. Regular guidance counselors are paid at a per diem rate for daysbeyond one hundred eighty-five (185)

** All new employees are required to attend a two (2) day orientation program prior to the start of the school year.

The above stipends will be paid in any year in which the position is filled. Recognizing the need to create a formal process for theadoption of new clubs and student activities, the Committee and Association will create a stipend committee to establish a uniformsystem for adding stipends to the Unit A contract. The committee will consist of three (3) members appointed by the Superintendent andthree (3) members appointed by the Association president. The purpose of the committee is to listen to proposals for additional clubsand activities and to recommend to the school committee the tier, level or appropriate stipend during the life of this contract.

 

 

ATTACHMENT C

SCHEDULE FOR SPORTS STIPENDS

WESTFORD ACADEMY AND MIDDLE SCHOOLS

 

Group

Fall Sport

Position

Recommended Number of Staff

Stipend FY15

Stipend FY16

Stipend FY17

1

Football

Head Coach

1

$7,301

$7,301

$7,301

 

 

Asst JV & Fresh

5

$4,819

$4,819

$4,819

2

Soccer, Girls

Head Coach

1

$5,261

$5,261

$5,261

 

 

Asst JV & Fresh

2

$3,473

$3,473

$3,473

 

 

Middle School

1

$2,631

$2,631

$2,631

2

Soccer, Boys

Head Coach

1

$5,261

$5,261

$5,261

 

 

Asst JV & Fresh

2

$3,473

$3,473

$3,473

 

 

Middle School

1

$2,631

$2,631

$2,631

2

Field Hockey

Head Coach

1

$5,261

$5,261

$5,261

 

 

Asst JV & Fresh

1

$3,473

$3,473

$3,473

 

 

Middle School

1

$2,631

$2,631

$2,631

2

Cross Country

Head Coach

1

$5,261

$5,261

$5,261

 

 

Asst

1

$3,473

$3,473

$3,473

 

 

Middle School

1

$2,631

$2,631

$2,631

2

Volleyball, Girls

Head Coach

1

$5,261

$5,261

$5,261

 

 

Asst JV & Fresh

1

$3,473

$3,473

$3,473

3

Golf

Head Coach

1

$4,471

$4,471

$4,471

3

Cheerleading

Head Coach

1

$4,471

$4,471

$4,471

 

 

Asst

1

$2,951

$2,951

$2,951

2

Basketball, Boys

Head Coach

1

$5,261

$5,261

$5,261

 

 

Asst JV & Fresh

2

$3,473

$3,473

$3,473

 

 

Middle School

1

$2,631

$2,631

$2,631

 

Basketball, Girls

Head Coach

1

$5,261

$5,261

$5,261

 

 

Asst JV & Fresh

2

$3,473

$3,473

$3,473

 

 

Middle School

1

$2,631

$2,631

$2,631

 

 

ATTACHMENT C

SCHEDULE for SPORTS STIPENDS (CON’T)

WESTFORD ACADEMY AND MIDDLE SCHOOLS

 

2

Ice Hockey, Boys

Head Coach

1

$5,261

$5,261

$5,261

 

 

Asst

2

$3,473

$3,473

$3,473

2

Ice Hockey, Girls

Head Coach

1

$5,261

$5,261

$5,261

 

 

Asst

1

$3,473

$3,473

$3,473

2

Wrestling

Head Coach

1

$5,261

$5,261

$5,261

 

 

Asst

1

$3,473

$3,473

$3,473

2

Gymnastics

Head Coach

1

$5,261

$5,261

$5,261

 

 

Asst

1

$3,473

$3,473

$3,473

2

Indoor Track, Boys

Head Coach

1

$5,261

$5,261

$5,261

2

Indoor Track, Girls

Head Coach

1

$5,261

$5,261

$5,261

2

Swimming, Boys

Head Coach

1

$5,261

$5,261

$5,261

2

Swimming, Girls

Head Coach

1

$5,261

$5,261

$5,261

3

Alpine Ski

Head Coach

1

$4,471

$4,471

$4,471

3

XC Ski

Head Coach

1

$4,471

$4,471

$4,471

3

Cheerleading

Head Coach

1

$4,471

$4,471

$4,471

 

 

Asst

1

$2,951

$2,951

$2,951

2

Baseball

Head Coach

1

$5,261

$5,261

$5,261

 

 

Asst JV & Fresh

1

$3,473

$3,473

$3,473

 

 

Middle School

1

$2,631

$2,631

$2,631

2

Softball

Head Coach

1

$5,261

$5,261

$5,261

 

 

Asst JV & Fresh

1

$3,473

$3,473

$3,473

 

 

Middle School

1

$2,631

$2,631

$2,631

2

Tennis, Girls

Head Coach

1

$5,261

$5,261

$5,261

 

 

Asst

1

$3,473

$3,473

$3,473

2

Tennis, Boys

Head Coach

1

$5,261

$5,261

$5,261

 

 

Asst

1

$3,473

$3,473

$3,473

2

Track, Girls

Head Coach

1

$5,261

$5,261

$5,261

 

 

Asst

1

$3,473

$3,473

$3,473

 

 

Middle School

1

$2,631

$2,631

$2,631

 

 

ATTACHMENT C

SCHEDULE for SPORTS STIPENDS (CON’T)

WESTFORD ACADEMY AND MIDDLE SCHOOLS

 

2

Track, Boys

Head Coach

1

$5,261

$5,261

$5,261

 

 

Asst

2

$3,473

$3,473

$3,473

 

 

Middle School

1

$2,631

$2,631

$2,631

2

Volleyball, Boys

Head Coach

1

$5,261

$5,261

$5,261

2

Lacrosse, Boys

Head Coach

1

$5,261

$5,261

$5,261

 

 

Asst JV

1

$3,473

$3,473

$3,473

2

Lacrosse, Girls

Head Coach

1

$5,261

$5,261

$5,261

 

 

Asst JV

1

$3,473

$3,473

$3,473

 

 

MS Athletic Coordinator

1

$828

$828

$828

 

 

ATTACHMENT C

SCHEDULE FOR ADVISOR / COORDINATOR STIPENDS

WESTFORD ACADEMY

 

GROUP

ACTIVITY

RECOMMENDED # STAFF

STIPEND FY15

STIPEND FY16

STIPEND FY17

5

Class Advisor Freshman

2

$1892

$1892

$1892

5

Class Advisor Sophomore

2

$1892

$1892

$1892

5

Class Advisor Junior

2

$2011

$2011

$2011

5

Class Advisor Senior

2

$2364

$2364

$2364

3

ADC Director

1

$949

$949

$949

 

Auditorium Manager

1

$6000

$6000

$6000

7

Band-Summer

1

$1774

$1774

$1774

4

Broadcast / Communications    WABC

1

$1253

$1253

$1253

4

Choreographer

1

$1253

$1253

$1253

4

Community Service

1

$1253

$1253

$1253

5

International Coordinator

1

$2364

$2364

$2364

4

Musical Assistant

1

$1253

$1253

$1253

4

NHS

1

$1253

$1253

$1253

3

NHS Assistant to Academic Support

1

$949

$949

$949

1

Open Gym

1

$393

$393

$393

4

Peer Counseling

1

$1892

$1892

$1892

3

Red Cross

1

$949

$949

$949

5

School Store

1

$1892

$1892

$1892

6

Student Council

1

$2508

$2508

$2508

4

Technical Assistant

1

$1253

$1253

$1253

7

Theater Arts Director

1

$2364

$2364

$2364

4

WA Pride

1

$1253

$1253

$1253

6

Yearbook Advisor

1

$2755

$2755

$2755

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

ATTACHMENT C

SCHEDULE FOR CLUBS / ORGANIZATIONS

WESTFORD ACADEMY

 

GROUP

ACTIVITY

RECOMMENDED # STAFF

STIPEND FY15

STIPEND FY16

STIPEND FY17

2

Animal Rights

1

$710

$710

$710

 

Anime Club

1

$393

$393

$393

2

Apollo Science/Technology

1

$710

$710

$710

3

Art Club

2

$949

$949

$949

7

Band Concert

1

$2364

$2364

$2364

7

Band Jazz

1

$2364

$2364

$2364

2

Book Club

1

$393

$393

$393

2

Chess Club

1

$710

$710

$710

7

Chorus

1

$2364

$2364

$2364

6

Cirrus Instructors

4

$2364

$2364

$2364

7

Colorguard

1

$2364

$2364

$2364

4

Dance Club

1

$1253

$1253

$1253

5

DECA

2

$1892

$1892

$1892

2

Destination Imagination

1

$393

$393

$393

2

Environmental Club

1

$710

$710

$710

2

Film Club

1

$949

$949

$949

4

French Club

1

$1253

$1253

$1253

2

Future Educators

1

$710

$710

$710

4

German Club

1

$1253

$1253

$1253

2

G.S.A

1

$710

$710

$710

5

Ghostwriter Newspaper

1

$1892

$1892

$1892

2

Ghostwriter Newspaper Assistant

1

$949

$949

$949

3

Harvard Model Congress

1

$949

$949

$949

 

High School Quiz Show

1

$710

$710

$710

2

Human Rights

1

$710

$710

$710

4

International Club

1

$1253

$1253

$1253

4

Latin Club

1

$1253

$1253

$1253

2

Literacy Magazine

1

$949

$949

$949

 

Mandarin Club

1

$393

$393

$393

7

Marching Band Director

1

$5510

$5510

$5510

4

Marching Band Director Assistant

2

$2364

$2364

$2364

2

Math Team

1

$1253

$1253

$1253

 

Mobile App Development

1

$393

$393

$393

2

Mock Trial

2

$1253

$1253

$1253

2

Model U.N.

1

$949

$949

$949

2

Museum Club

1

$710

$710

$710

4

Outing Club

1

$1253

$1253

$1253

 

Pep Band Director

1

$710

$710

$710

2

Photography

1

$710

$710

$710

 

 

ATTACHMENT C

SCHEDULE FOR CLUBS/ORGANIZATIONS

WESTFORD ACADEMY (Con’t)

 

2

Political Forum

1

$710

$710

$710

4

CSL Programming Club

1

$1253

$1253

$1253

2

Raise Your Voice

1

$710

$710

$710

 

Robotics Club

1

$710

$710

$710

2

S.A.D.D.

2

$710

$710

$710

4

Science Team

1

$1253

$1253

$1253

 

Scrapbooking Club

1

$393

$393

$393

2

Ski Club

1

$1253

$1253

$1253

4

Spanish Club

1

$1253

$1253

$1253

4

Speech & Debate Team

1

$1253

$1253

$1253

2

Speech & Debate Team Assistant

1

$710

$710

$710

2

Symphony / Winds

1

$2364

$2364

$2364

2

Three on Three Basketball

1

$710

$710

$710

 

Trubadours

1

$2364

$2364

$2364

2

Unicycle Club

1

$710

$710

$710

2

WA Friends

1

$1253

$1253

$1253

2

W.A.V.E

1

$710

$710

$710

1

W.O.R.D

1

$393

$393

$393

 

 

ATTACHMENT C

SCHEDULE FOR ADVISOR/COORDINATOR STIPENDS

MIDDLE SCHOOLS

 

GROUP

ACTIVITY

RECOMMENDED # STAFF

STIPEND FY15

STIPEND FY16

STIPEND FY17

2

6TH Grade Band

1

$710

$710

$710

2

6thGrade Orchestra

1

$710

$710

$710

7

Band Concert

1

$1253

$1253

$1253

7

Chorus

1

$1253

$1253

$1253

7

Symphony/Chamber Orchestra

1

$1253

$1253

$1253

 

 

ATTACHMENT C

SCHEDULE FOR CLUBS/ORGANIZATIONS STIPENDS

MIDDLE SCHOOLS

 

GROUP

ACTIVITY

RECOMMENDED # STAFF

STIPEND FY15

STIPEND FY16

STIPEND FY17

7

Band Jazz

1

$1253

$1253

$1253

2

Book Club

1

$710

$710

$710

2

Chess Club

1

$710

$710

$710

3

Computer

2

$1017

$1017

$1017

2

Crafts

2

$710

$710

$710

2

Dance / Dance

1

$710

$710

$710

2

Drama Club

1

$710

$710

$710

1

Environment

2

$414

$414

$414

2

Fantasy Came Club

1

$710

$710

$710

2

French / Italian Club

1

$710

$710

$710

1

Geography Bee

1

$414

$414

$414

2

German Club

1

$710

$710

$710

1

Hiking Club

2

$414

$414

$414

 

History Club

1

$949

$949

$949

 

Latin Club

1

$710

$710

$710

3

Math Team

3

$1017

$1017

$1017

4

Mock Trial

2

$1253

$1253

$1253

2

Multicultural Club

1

$710

$710

$710

3

Newspaper

2

$1017

$1017

$1017

1

Peer Mediators

2

$414

$414

$414

 

 

ATTACHMENT C

SCHEDULE FOR CLUBS/ORGANIZATIONS STIPENDS

MIDDLE SCHOOLS (Con’t)

 

2

Quilting Bee

1

$710

$710

$710

1

Science Club

1

$414

$414

$414

1

Sign Language

1

$414

$414

$414

2

Ski Club Assistant

2

$710

$710

$710

3

Ski Club Coordinator

1

$1017

$1017

$1017

2

Spanish Club

1

$710

$710

$710

2

Speech & Debate

1

$710

$710

$710

4

Student Council

2

$1253

$1253

$1253

3

Theater Arts

3

$1253

$1253

$1253

1

West Street Serenaders

1

$414

$414

$414

2

Woodworking

1

$710

$710

$710

4

Yearbook

2

$1253

$1253

$1253

2

Yearbook Assistant

2

$710

$710

$710

 

Yoga

1

$414

$414

$414

9

*Intramurals Not to exceed $3630/Staff/Year

 

$35/hr

$35/hr

$35/hr

 

 

ATTACHMENT C

SCHEDULE FOR CLUBS/ORGANIZATIONS STIPENDS

ELEMENTARY LEVEL

 

GROUP

ACTIVITY

STAFF

STIPEND FY 15

STIPEND FY 16

STIPEND FY 17

2

5thGrade Chorus

2

$750

$750

$750

 

5thGrade Camp

1

$1200

$1200

$1200

3

5thGrade Musical Director

1

$1017

$1017

$1017

3

5thGrade Play Director

1

$1017

$1017

$1017

2

Book Club

2

$710

$710

$710

2

Nature’s Classroom

1

$414

$414

$414

2

Ski Club

1

$710

$710

$710

2

Upper Elem Newspaper

1

$710

$710

$710

ATTACHMENT D

PROPOSAL FOR NEW COCURRICULAR CLUB/ADVISOR STIPENDS

PILOT YEAR _______________________            DATE __________________________

NAME   ________________________________    SCHOOL ________________________

PROPOSED CLUB/Advisor   _________________________________________________________

BRIEF DESCRIPTION ________________________________________________________________

_____________________________________________________________________________________

DATA

PROPOSED

Projected # for

pilot year

ACTUAL

Upon completion of Year 1

Number of hours needed for preparation outside of school day(each session)

_____ ______

______ _____ _____ ______

Number of students expected to participate

_____ ______

______ _____ _____ ______

Location (In or Out of school)

_____ ______

______ _____ _____ ______

Start and end dates

_____ ______

______ _____ _____ ______

Number of meetings outside of school day

_____ ______

______ _____ _____ ______

Cost of supplies

_____ ______

______ _____ _____ ______

YEAR 2 OF APPROVAL PROCESS or request to review

Principal Input: ________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

Building Principal Signature________________________________________

STIPEND COMMITTEE ACTION

Date_______________________Number of Advisors__________

Stipend Tier_________________Stipend Amount___________________

Submit to the building principal, Building Principal will then send to Human Resources

Stipend Committee returns to building principal.

ATTACHMENT E

CO-CURRICULAR / ADVISOR PLANNING FORM

Today’s Date: _________________ Co-Curricular Activity: ________________________________

Advisor(s): ______________________________________ Room Requested: ___________________

Schedule of Meetings:

(Please provide specific dates and include trips, conferences, etc. No meetings on early releasedays.)

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

Other Facilities/Equipment Needs:

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

Submit to the building principal before 1st meeting

ATTACHMENT F

CO-CURRICULAR ATTENDANCE FORM

Please complete one attendance chart after each meeting and submit to the building Principal or Stipend Supervisor. Include the total meeting time and the number of students who participatedat each meeting in the spaces below.

Meeting Date: _____________ Total meeting time: ________________ Total # of students: ________

#

Student Name

1

____ ____ ____ ____ ____ ____ ____ ____ ____

2

____ ____ ____ ____ ____ ____ ____ ____ ____

3

____ ____ ____ ____ ____ ____ ____ ____ ____

4

____ ____ ____ ____ ____ ____ ____ ____ ____

5

____ ____ ____ ____ ____ ____ ____ ____ ____

6

____ ____ ____ ____ ____ ____ ____ ____ ____

7

____ ____ ____ ____ ____ ____ ____ ____ ____

8

____ ____ ____ ____ ____ ____ ____ ____ ____

9

____ ____ ____ ____ ____ ____ ____ ____ ____

10

____ ____ ____ ____ ____ ____ ____ ____ ____

11

____ ____ ____ ____ ____ ____ ____ ____ ____

12

____ ____ ____ ____ ____ ____ ____ ____ ____

13

____ ____ ____ ____ ____ ____ ____ ____ ____

14

____ ____ ____ ____ ____ ____ ____ ____ ____

15

____ ____ ____ ____ ____ ____ ____ ____ ____

16

____ ____ ____ ____ ____ ____ ____ ____ ____

17

____ ____ ____ ____ ____ ____ ____ ____ ____

18

____ ____ ____ ____ ____ ____ ____ ____ ____

19

____ ____ ____ ____ ____ ____ ____ ____ ____

20

____ ____ ____ ____ ____ ____ ____ ____ ____

21

____ ____ ____ ____ ____ ____ ____ ____ ____

22

____ ____ ____ ____ ____ ____ ____ ____ ____

23

____ ____ ____ ____ ____ ____ ____ ____ ____

24

____ ____ ____ ____ ____ ____ ____ ____ ____

25

____ ____ ____ ____ ____ ____ ____ ____ ____

26

____ ____ ____ ____ ____ ____ ____ ____ ____

27

____ ____ ____ ____ ____ ____ ____ ____ ____

28

____ ____ ____ ____ ____ ____ ____ ____ ____

29

____ ____ ____ ____ ____ ____ ____ ____ ____

30

____ ____ ____ ____ ____ ____ ____ ____ ____

*Submit to building principal /or stipend supervisor after each meeting