Adams-Cheshire

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DistrictAdams-Cheshire
Shared Contract District
Org Code6030000
Type of DistrictRegional K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2014
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyBerkshire
ESE RegionBerkshires
Urban
Kind of Communityrural economic centers
Number of Schools3
Enrollment1554
Percent Low Income Students40
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Adams Cheshire

AGREEMENT BETWEEN

 

 

 

 

 

ADAMS-CHESHIRE REGIONAL SCHOOL COMMITTEE

 

 

 

AND

 

 

 

ADAMS-CHESHIRE TEACHERS ASSOCIATION

 

 

 

 

SEPTEMBER 1, 2011 THROUGH

AUGUST 31, 2014

 


TABLE OF CONTENTS

 

ARTICLE 1 – RECOGNITION..................................................................................................... 1

ARTICLE 2 - COMMITTEE PREROGATIVES.......................................................................... 1

ARTICLE 3 - ALTERATION OR AMENDMENT OF AGREEMENT...................................... 1

ARTICLE 4 – SALARIES............................................................................................................. 2

ARTICLE 5 ‑ GRIEVANCE PROCEDURE................................................................................ 5

ARTICLE 6 ‑ TEACHING HOURS, YEAR AND LOAD.......................................................... 8

ARTICLE 7 – TRANSFERS........................................................................................................ 11

ARTICLE 8 ‑ SPECIAL ASSISTANCE FOR TEACHERS...................................................... 11

ARTICLE 9 ‑ VACANCIES AND PROMOTIONS.................................................................. 11

ARTICLE 10 ‑TEACHER FACILITIES..................................................................................... 12

ARTICLE 11 ‑ SICK LEAVE...................................................................................................... 12

ARTICLE 12 ‑ TEMPORARY LEAVES OF ABSENCE.......................................................... 13

ARTICLE 13 - SABBATICAL LEAVES................................................................................... 15

ARTICLE 14 – SEVERANCE OR RETIREMENT PAY.......................................................... 16

ARTICLE 15 – IN-SERVICE PROGRAMS.............................................................................. 16

ARTICLE 16 - INJURY IN THE COURSE OF EMPLOYMENT............................................ 16

ARTICLE 17 – INDEMNITY...................................................................................................... 17

ARTICLE 18 - SUBSTITUTE, NIGHT AND SUMMER SCHOOL TEACHERS................... 17

ARTICLE 19 - INSURANCE AND ANNUITY PLAN............................................................ 18

ARTICLE 20 – DEDUCTIONS................................................................................................... 19

ARTICLE 21 - ASSOCIATION PRIVILEGES......................................................................... 19

ARTICLE 22 - TEACHER EVALUATION............................................................................... 19

ARTICLE 23 - PERSONNEL FILE............................................................................................ 20

ARTICLE 24 - REDUCTION IN FORCE.................................................................................. 20

ARTICLE 25 - UTILIZATION OF SANCTIONS BY TEACHERS......................................... 22

ARTICLE 26 ‑TUITION REIMBURSEMENT.......................................................................... 22

ARTICLE 27 - DEATH BENEFIT.............................................................................................. 22

ARTICLE 28 - RIGHTS AND RESPONSIBILITIES................................................................ 23

ARTICLE 29 – CORI................................................................................................................... 23

ARTICLE 30 – RETIREES HEALTH INSURANCE................................................................ 24

ARTICLE 31 – ELECTRONIC GRADING............................................................................... 24

ARTICLE 31 –DURATION AND RENEGOTIATION............................................................ 25

EXHIBIT A................................................................................................................................... 26

EXHIBIT B................................................................................................................................... 27

EXHIBIT C................................................................................................................................... 35

EXHIBIT D................................................................................................................................... 36


AGREEMENT made as of the 1st day of __________, 2011, pursuant to the provisions of Chapter 150E of the General Laws of the Commonwealth of Massachusetts, by and between the ADAMS-CHESHIRE REGIONAL SCHOOL DISTRICT (hereinafter referred to as "District") and the ADAMS-CHESHIRE TEACHERS ASSOCIATION (hereinafter referred to as the "Association").

 

ARTICLE 1 - RECOGNITION

 

The District recognizes the Association for purposes of collective bargaining in accordance with the provisions of Chapter 150E of the General Laws of Commonwealth of Massachusetts and other pertinent provisions of law as the exclusive representative of a unit consisting of all professional employees who teach three or more periods per day, plus part‑time kindergarten teachers, guidance counselors, team leaders, and librarians, excluding all other employees.

 

Unless otherwise indicated, the employees in the above unit will be hereinafter referred to as "teachers."

 

ARTICLE 2 - COMMITTEE PREROGATIVES

 

The Association agrees that the District through its School Committee and administration has complete authority over the policies and administration of the Adams‑Cheshire Regional School District, exercisable under the provisions of law. It further agrees that said District will through its School Committee and administration continue to retain, whether exercised or not, the responsibility and prerogative to direct the operation of the said school system in all aspects except same shall not be exercised in violation of any of the express terms and provisions of this agreement. The action of the District with respect to such retained rights, responsibilities and prerogatives shall not be subject to any grievance or arbitration provision hereinafter set forth.

 

ARTICLE 3 - ALTERATION OR AMENDMENT OF AGREEMENT

 

3.1.      The parties acknowledge that during the negotiations which resulted in this agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the undertakings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this agreement. Therefore, the District and the Association for the life of this agreement, each voluntarily and unqualifiedly waives the right and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter referred to or covered in this agreement, or with respect to any subject or matter not referred to specifically or not covered in this agreement, even though such subject or matter may not have been within the knowledge or contemplation of either or both of the parties at the time that they negotiated and signed this agreement.

 

3.2.      No agreement, alteration, understanding, variation, waiver, or modification of any of the terms, conditions, undertakings, or covenants contained herein shall be binding upon the parties hereto unless agreement is made and executed in writing between the parties hereto.

 

3.3.      The waiver of any breach or condition of this agreement by either of the parties hereto shall not constitute a precedent in the future enforcement of the terms of this agreement.

 

3.4.      If any part of this agreement is in conflict with law, such part shall be suspended and the appropriate mandatory provisions shall prevail, and the remainder of this agreement shall not be affected thereby.

 

3.5.      If either of the parties hereto shall during the life of this agreement desire to make any proposal with respect to the modification or alteration of this agreement or with respect to any matter not expressly covered by this agreement, the said party may submit such proposal, in writing, to the other party and request a meeting. Within ten days of the submission of such proposal, the recipient thereof shall acknowledge the receipt thereof and indicate whether or not it wishes to discuss the same. The submission of such proposal and any subsequent discussion thereof shall not be construed by either of the parties hereto as an agreement by the other that said proposal comes within the purview of this agreement.

 

ARTICLE 4 ‑ SALARIES

 

4.1       Salaries for that "work year" covered by this agreement shall be paid to all personnel within the unit defined in Article 1 in accordance with and at that rate set forth in Exhibit A and Exhibit B.  A teacher's annual salary shall be paid to the teacher in 26 equal installments.  Each installment payable after the close of a school year is to be picked up at the business manager's office unless the teacher has arranged for direct deposit.  The first payday shall be the first Thursday in September following the date on which all teachers' attendance is required.  A deduction for insurance shall, to the extent practicable, be deducted from salary in equal installments over the first 22 pay periods.

 

4.2.      Each teacher currently employed shall be advised by means of a written notice of his "vertical level" and "horizontal level" for the work year here involved by October 31 of each work year. A teacher first employed during the term of this agreement shall be advised in writing of the vertical and horizontal levels at which he is first employed at the commencement of his employment and a teacher so first employed must be placed within a vertical and horizontal level set forth in Exhibit A.

 

4.3.      A teacher shall automatically advance to the next higher vertical level (until the highest level is reached) at the commencement of each work year.

 

4.4.      The "horizontal level" of each teacher is determined by his academic credits as set forth on Exhibit A, subject to approval by the Superintendent of Schools. Academic credits between recognized degrees shall be recognized for purposes of establishing the horizontal level of a teacher only if in the opinion of the Superintendent of Schools such credits are within the area of the teacher's involvement, and the decision of the Superintendent shall be final and binding on all parties and such decision shall not be a matter for grievance and arbitration.

 

4.5.      For purposes of the horizontal increments referred to on Exhibit A, the following definitions shall apply:

 

M ‑ Any Master's Degree.

 

4.6.      Superintendent may but need not assign members of the unit described in Article 1 to those duties provided for in Exhibit B.  If a member of said unit is so assigned and accepts such assignment (a teacher need not accept), the member shall receive as compensation the amount determined in accordance with the provisions of Exhibit B. Nothing in this paragraph shall be construed as (a) requiring the District to establish or maintain any position referred to in Exhibit B, or (b) precluding the District from adding any other similar positions, or (c) requiring the Superintendent to appoint members of the unit to the positions generally referred to in Exhibit B, or (d) defining the nature, extent and specifics of the duties of the positions generally referred to in Exhibit B. It is agreed that the satisfactory performance of those duties generally referred to in Exhibit B may entail work beyond the "work day" defined in Article 6 and that an appointment to a position provided for in Exhibit B shall be made annually and for a term of one "work year." The form entitled "Athletic Coach Evaluation" is to be used for the annual evaluation of each coaching position.

 

It is the intent of the parties that the criteria rates provided for in Exhibit B are fixed for the life of this agreement.  However, the District may, at the request of an applicant or appointee to an Exhibit B position change the criteria rate for that applicant or appointee as the District deems to be appropriate.  The decision of the District shall be conclusive and shall not be subject to grievance or arbitration.

 

If the District changes the nature, extent and specifics of the duties of those positions mentioned in Exhibit B, a temporary criterion rate for such position shall be established by the District and the District may then proceed to post and fill the position.  The District and Association shall meet to establish the final criterion rate.  Upon establishment of the final criterion rate by the District and Association, the District agrees to pay, retroactively if necessary, such amount to the appointee.

 

4.7.      It is anticipated that the District may, although it need not, utilize "Team Leaders," so-called for educational improvement. Therefore, with respect to "Team Leaders," it is agreed that:

 

(a)        The Principal of the building to which the Team Leader is assigned or if the Team Leader assigned to more than one building, the Superintendent shall define the duties and responsibilities of each "Team Leader", and assign to each "Team Leader" position such as one or more of the following categories as the Principal or Superintendent, as the case may be, in his/her discretion deems appropriate.

 

Category A:     Significant duties and responsibilities involving curriculum development or similar work.

 

Category B:     Significant administrative duties and responsibilities such as preparing a budget for other than for the "Team Leader' position.

 

Category C:     Significant duties and responsibilities requiring the Team Leaders to be in another teacher's classroom during class.

 

(b)        The Principal to whom the Team Leader is responsible or if the Team Leader is responsible to more than one Principal, the Superintendent shall appoint each "Team Leader" to serve until the commencement of the next succeeding "work year."

 

(c)        "Team Leaders" are to be compensated in accordance with the category(s) assigned to each position as follows:

 

I.          Category A:    $1250.

 

            2.         Category B:     $750.

 

3.         Category C:     $ 60 per teacher for each teacher for whom the Team Leader has duties or responsibilities plus the Team Leader may utilize up to a maximum of two teaching/duty periods for each teacher for whom the Team Leader has duties or responsibilities. The use of such periods shall be as the Team Leader considers appropriate for the purpose of carrying out the Team Leaders duties and responsibilities.

 

(d)       "Team Leader's" salary shall be in addition to the salary to which the "Team Leaders" would be otherwise entitled as a teacher under the provisions of Exhibit A.

 

(e)        The utilization of "Team Leaders" is not to be construed as precluding the establishment by the District of other quasi‑administrative positions within the system. It is agreed that satisfactory performance of the duties of a "Team Leader' may require work beyond the "work day", and "work year" defined in Article 6.

 

(f)        Nothing herein set forth shall be construed as requiring the District to establish or maintain any one or more of the positions of "Team Leader."

 

(g)        A teacher shall be annually evaluated for Team Leader position held. The results of such evaluation(s) shall not be considered in evaluating a teacher's suitability for the position of a teacher.

 

4.8.      For purposes of this agreement and other pertinent provisions of law, the daily compensation of each member of the unit described in Article 1 shall be deemed to be 1/188 of that total compensation to which the member shall be entitled during the work year involved.

 

4.9.      If a teacher is recalled to a part-time position or if a full-time teacher shall be reduced to part-time or a part-time teacher to less part-time, then such teachers salary shall be calculated by multiplying the rate set forth on Exhibit A, for the applicable year, at such teacher's appropriate horizontal level and vertical step by the teacher's prorated portion of service.

 

4.10     The Superintendent or Principal upon review by the Professional Development Committee may, but need not, assign a teacher or other person or entity to do curriculum development project(s).  If a teacher is so assigned and such teacher accepts such assignment (a teacher need not accept), the teacher shall be paid the lump sum amount specified in writing by the Superintendent to be paid for the particular curriculum development project. Such amount shall be paid upon the timely completion of the project.

 

4.11     The District may utilize "mentors" for teachers that are identified by a principal as in need of mentoring.  Each "mentor" shall be paid $500 per school year for each mentee mentored.

 

4.12     The District will form a professional development committee that will convene to examine research and data, discuss training needs, and design/modify the annual professional development plan for the District, guided by state and federal mandates, District and school goals, the District strategic plan and the individual and collective needs of the teaching staff, based on their input and certification/recertification needs.  The committee will also assist the Superintendent in setting priority topics for individual professional development requests based on the same criteria as above.  The committee shall consist of four teachers selected by mutual agreement by the President of ACTA and the Superintendent.  The committee shall convene as needed at the request of the Superintendent.  Teachers will be given release time to attend, or will be paid at a rate established by the School Committee for meetings taking place beyond the seven-hour day.  The approved plan shall be implemented by the employer.

 

4.13     The Coordinator of English Language Learners and Homeless Education Liaison will receive a yearly stipend of $1,000.

 

ARTICLE 5 ‑ GRIEVANCE PROCEDURE

 

5.1.      A "grievance" is a dispute concerning the interpretation or application of this agreement

or any  amendment or supplement thereto.

 

5.2.      All time limits herein shall consist of calendar days exclusive of legal holidays, Saturdays and Sundays. The time limits indicated hereunder shall be considered maxima unless extended by mutual agreement in writing. Grievances submitted after the close of the school year in June shall be processed as speedily as is practicable.

 

5.3.      Level One.      A teacher with a grievance shall within 30 days immediately after the occurrence of those acts or omissions upon which the grievance is premised present it to his principal either directly or through the Association. In the event that the teacher is not directly responsible to an individual principal, then he shall present it to his immediate supervisor.

 

Level Two.      If the grievance is not resolved to the satisfaction of the grievant within seven days after submission at Level One, the grievant either directly or through the Association may present the grievance in writing to the Superintendent.

 

Level Three.    If the grievance is not resolved to the satisfaction of the grievant within seven days after submission at Level Two, the grievant either directly or through the Association may present the grievance in writing to the School Committee.

 

Level Four.      If the grievance is not resolved to the satisfaction of the grievant within 20 days after submission at Level Three and if the Association indicates in writing addressed to the Superintendent that the grievance is, in the considered opinion of the Association, meritorious and that it involves in the considered opinion of the Association, the interpretation or application of this agreement, the grievant may submit the grievance in writing to arbitration as hereinafter provided (said opinion shall be attached to the submission to arbitration).

 

5.4.      Teacher may present a grievance to the District and have such grievance heard without intervention by the exclusive representative of the employee organization representing said teacher, provided that the exclusive representative is afforded the opportunity to be present at such conferences and that any adjustment made shall not be inconsistent with the terms of this agreement.

 

5.5.      The following general provisions shall pertain to arbitration:

 

(a)        Parties shall be bound by the rules and procedures of the American Arbitration Association including the selection of an arbitrator unless contrary to express provisions herein set forth.

 

(b)        The grievant shall have the right to use in the arbitration proceedings any representative or representatives of his or her own choosing.

 

(c)        The costs for the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel and subsistence expenses, shall be borne equally by the District and the Association.

 

(d)       The arbitrator will confer with representatives of the District and the Association and shall hold hearings and issue his decision as soon as possible. The arbitrator's decision will be in writing and will set forth his findings of fact, reasoning, and conclusions on issues submitted. The decision of the arbitrator, other than the arbitrability of the issues involved, shall be final and binding upon the parties except that the arbitrator shall make no decision which alters, amends, adds to or detracts from this agreement, or which recommends a right or relief for any period of time prior to the effective date of this agreement, or which modifies or abridges the rights and prerogatives of the District as set forth in this agreement or other pertinent provision of law.

 

5.6.      (a) The School Committee and the administration will cooperate with the Association in the investigation of any grievance by making available to the Association all recorded information in the possession of the District which is within the public domain, to the extent so requested by the Association.

 

(b)        All documents, communications, and records dealing with the processing of a grievance shall be filed separately from the personnel files of the participants.

 

(c)        All decisions rendered at Levels One, Two and Three of the Grievance Procedure shall be in writing, setting forth the decision and the reasons therefor and will be transmitted promptly to the grievant and the Association. A decision at Levels One and Two shall be final unless within seven days of delivery of said decision to the grievant, the grievance is presented in writing at the next level. A decision shall be final at Level Three unless within 20 days of delivery of said decision to the grievant, the grievance is presented to the American Arbitration Association for arbitration.

 

(d)       The submission of any grievance to arbitration shall constitute a waiver of any right or rights teacher(s) and Association may have with respect to the matter submitted to said arbitration under other provision of law including but not limited to arbitration under Chapter 71 of the General Laws of the Commonwealth of Massachusetts and the teacher(s) and Association shall be precluded from pursuing any other remedy. The submission of any grievable matter to any court or administrative body or to arbitration under Chapter 71 of the General Laws of the Commonwealth of Massachusetts shall constitute a waiver of any and all rights to arbitrate anything pertaining to such matters under this Article 5.

 

(e)        No reprisals shall be taken by the District or the school administration against any teacher participating in the presentation of a grievance in accordance with the provisions of this agreement because of such participation.

 

(f)        If a grievance affects a group or class of teachers and does not come within the purview of paragraph 5.6 (d) of this article, the Association as well as the teacher may within 30 days immediately after the first occurrence of those acts or omissions upon which the grievance is premised submit such a grievance in writing to the Superintendent, whereupon such grievance shall be further processed at Level Three.

 

(g)        The President of the Association or his designee shall have the right to participate in the investigation and processing of a grievance. If it is necessary that such investigation or processing occur during a regular work day of the said President or his designee, he shall be released from his regular duties for such purpose without loss of pay or other benefits.

 

(h)        It is recognized that members of the Association may have to testify in order to properly process a grievance under Level Four and so any member other than the grievant shall be excused from his or her regular duties without loss of pay or other benefits for purposes of so testifying.

 

ARTICLE 6 ‑ TEACHING HOURS, YEAR AND LOAD

 

6.1.      The regular workday for teachers will begin at the time assigned to each teacher by the Principal (if the teacher is directly responsible to more than one principal, then by the Superintendent) and be for the various schools for the length of a regular workday set forth in Exhibit C.  The Regular workday may be modified by the School Committee.  However, except as hereinafter provided, no such modification shall increase the length of a teacher's regular workday beyond that specified in Exhibit C.  The District’s anticipated starting time for the commencement of classes and ending times for classes for the various schools, is set forth in Exhibit C.  The Superintendent or his designee may from time to time permit teacher to leave early, but such permission shall not establish a shorter workday.  Further, the Superintendent or his designee may from time to time permit one or more teachers to begin the work day 30 minutes before the established starting time and to end 15 minutes after the established dismissal time.  In addition, one or more teachers at Hoosac Valley High School may volunteer to teach a schedule which begins before the established starting time for students or which ends after the established dismissal time for students, provided the length of the volunteering teacher's work day shall not as a result thereof be extended.

 

6.2.      The work year of each teacher (other than new personnel who may be required to attend additional orientation sessions) will begin no earlier than August 31, when Labor Day falls on September 6th or 7th, and no earlier than the Tuesday after Labor Day, when Labor Day falls on September 1 – 5, and in either event terminate no later than June 30.  The work year shall include days when pupils are in attendance, orientation days at the beginning of the school year, in-service days, conference days, individual and group parent days and any other days on which teacher attendance in the opinion of the Superintendent is desirable; provided, however, that the work year shall be the number of days as are from time to time established by the Superintendent, provided always, the number of work days shall not exceed 188 days of which a maximum of 184 days maybe when pupils are in attendance, and provided further, that said work year shall not include those days celebrated within the Commonwealth of Massachusetts as Labor Day, Columbus Day, Veterans' Day, Thanksgiving Day, Christmas Day, New Year's Day, Martin Luther King Day, Washington's Birthday, Good Friday, Patriots' Day and Memorial Day, Saturday and Sunday nor shall it include those five consecutive work days, one of which is that day celebrated within the Commonwealth of Massachusetts as Washington's Birthday nor shall it include after 1 p.m. on the Wednesday before Thanksgiving Day. The Superintendent shall each year establish a school calendar which shall set forth anticipated work days and the District shall disseminate it to all teachers.

 

6.3       All teachers in the high school have five class periods during each week of the school year for the purpose of class preparation. All other teachers shall have five periods a week for the purpose of class preparation during the time a special subject teacher is scheduled to teach such teacher's class. During each of said periods, teachers will be assigned no duties other than preparation for class. On the occasion when a special subject teacher is absent, and all available substitute teachers are substituting for other teachers, and there are no paraprofessionals available in the building, a teacher shall provide class coverage and be compensated at a rate of $18.00 a class period.

 

6.4.      High school teachers shall not be required to teach more than a total of three teaching disciplines during any one semester, For the purposes of this paragraph each, but none other than the following, is a discipline: Art and Music, Business, English and Language Arts, Foreign Languages, Home Arts, Industrial Arts, Mathematics, Physical Education, Science, Social Studies.

 

6.5.      A teacher shall be entitled to a one-half hour duty-free lunch period on each day the teacher is scheduled to work at least six hours. To carry out the foregoing, the Superintendent may, as and when the Superintendent deems it appropriate, implement such change(s) in one or more of the teacher's hours and working conditions as Superintendent deems advisable including, but not limited to changes to (a) teacher assignment, (b) teacher duties and responsibilities, (c) aide assignment, (d) length of work day, (e) length of student day, (f) student day.

 

6.6.      Teachers may be required to remain after the end of the regular work day without additional compensation for not more than an average of five hours per four school week period for meetings or other purposes designated by the Principal of the building involved or the Superintendent. Also, teachers may be required to schedule and participate in individual conferences with parents of pupils and to participate in a maximum of three nonconsecutive scheduled evening or scheduled afternoon parents programs intended to meet the objectives of National Education Week.

 

6.7.      Teachers may be required to perform during the work day defined in paragraph 6.1 in addition to their teaching duties other activities deemed by the Principal of the building involved or the Superintendent to be reasonably necessary for the proper functioning of the school system, provided, however, that the teachers shall not be required to administer eye or ear examinations or to drive pupils to activities which take place away from the school building. 

 

6.8.      The District agrees that it shall use its best efforts to establish and maintain a ratio of 125 professional personnel for each 2,000 students, together with paraprofessional support of 10,000 hours. Such paraprofessional support shall include teacher aides, guidance aides, library aides and instructional aides. Office staffing and clerical aides shall not be deemed to be such support.

 

6.9.      Teachers shall be notified by the administration in writing of their tentative program for the next ensuing year, which shall include the schools to which they will be assigned, the grades and subjects that they will teach, by that August 1st which immediately precedes the commencement of the next ensuing year.

 

6.10.    The Principal(s) and if the teacher is directly responsible to more than one principal then the Superintendent shall endeavor to assign teachers within their areas of certification or competence.

 

6.11.    In arranging schedules for teachers who are assigned to more than one school, an effort shall be made to limit the amount of inter‑school travel. Such teachers shall be notified of any changes in their schedules. Teachers who are assigned to more than one school in any one school day shall receive the standard mileage rate mentioned in Rev. Proc. 88‑52 for the first 15,000 miles of use provided always that in the event the mileage rate is revised, the revised rate shall be paid for mileage traveled after the date the revised rate is effective for federal income tax purposes. Notwithstanding the foregoing, the District shall be obligated to reimburse a teacher only if such teacher submits a written claim for such reimbursements on such forms and within such time as the District may from time to time establish.

 

6.12.    Principals may assign teachers to supervise students for a period of time preceding the starting time of the first assigned teaching assignment for the day. Such assignments shall be just among those teachers whose schedules permit such assignment and first among those who have volunteered for such duty and then among nonvolunteer teachers whose schedules permit such assignments, except that a principal may exclude one or more teachers from such supervision because of the number and nature of such teacher's teaching assignments, size of classes and other duties. Any volunteer or nonvolunteer shall be allowed time off of equal duration for early departure on the day that such duty is performed.

 

6.13.    Teachers who have open periods in addition to the preparation periods provided for in paragraph 6.3 of this article may from time to time be required to perform during such open periods individual tutoring, group tutoring, classroom teaching and other educational activities.

 

6.14.    Principal(s) in his/her sole discretion shall, from time to time, establish the number of teachers to supervise each elementary lunch recess and each elementary lunch period provided always at least one teacher shall supervise such elementary lunch recess and elementary lunch duty.

 

6.15     One or more guidance counselors may be required by the Superintendent or his designee to work up to five days prior to the beginning of each work year and up to five days after the close of each school year. However, a guidance counselor may volunteer to work additional days and at other times. Each guidance counselor shall be paid for each full day worked at his/her daily compensation rate.

 

6.16     Each full-time regular high school teacher shall have a maximum of five classes each day.  However, a teacher may volunteer to teach a sixth class each day in lieu of a duty period.  A directed study hall is a duty period and shall not be considered a class.

 

6.17.    The District may adopt a Middle School Student Schedule which will provide for Middle School core teachers to follow a schedule with an average teaching day of 255 minutes, which may include 90-minute teaching blocks and/or rotation.  Common Planning will be provided when feasible.

 

 

 

 

ARTICLE 7 ‑ TRANSFERS

 

7.1.      Whenever the Superintendent deems it necessary to transfer one or more teachers to a different school with or without a change of subject or grade assignment or whenever the Principal deems it necessary to change the subject or grade assignment of one or more teachers within the same school, notice thereof shall be given to the teacher or teachers involved as soon as is practicable. If any one or more of the involved teachers wishes to discuss such transfer or change of subject or grade assignment with the administrator making the transfer or change of subject or grade assignment prior to the effective date thereof, the teacher shall request a conference within five days of the receipt of the notice of transfer or change of subject or grade assignment. The administrator making the transfer or change of subject or grade assignment shall confer with the teacher within five days of receipt of such request. The administrator making the transfer or change of subject or grade assignment shall before effectuating such transfer or change of subject or grade assignment, consider, in the context of the ultimate objectives of the transfer or change of subject or grade assignment, the individual qualifications, certification, length of service and other appropriate available alternatives.

 

7.2.      An affected teacher, with the written approval of the Association, may, in writing, request a conference with the Superintendent for purposes of reviewing the decision of the Principal making a change of subject or grade assignment or reconsidering the Superintendent's decision.  The Superintendent shall confer with the teacher within ten school days for purposes of said review or reconsideration. The decision of the Superintendent after said review or reconsideration shall be final and binding upon all parties and not subject to grievance or arbitration. Transfers shall not be made for punitive reasons.

 

7.3.      If a teacher wishes a building transfer or change in subject or grade assignment, he may make application therefore to the Superintendent with notice to the principal(s) of the building(s) involved.  Said application shall be in writing and shall set forth the transfer or change sought and the reason therefor.  The Superintendent shall, within three calendar weeks of the submission of said application, advise the teacher of his decision, in writing, which advice may but need not set forth the reasons for the Superintendent's decision.  The decision of the Superintendent shall be final and it shall not be subject to either the grievance or arbitration procedures.

 

ARTICLE 8 ‑ SPECIAL ASSISTANCE FOR TEACHERS

 

The District agrees that it shall provide for the teachers assistance with respect to that child who deviates from the normal learning patterns to the extent permitted by the then existing resources under the administrative control of the Principal for the building involved.

 

ARTICLE 9 ‑ VACANCIES AND PROMOTIONS

 

9.1.      Whenever any vacancy in a professional position occurs during the school year (September to June) after all teachers have been assigned, it shall be adequately publicized by the Superintendent by means of a notice placed on the school bulletin board in every school as far in advance of the anticipated appointment as possible. During the months of July and August, after all teachers have been assigned, written notice of any such vacancy will be posted on a bulletin board in each school and will be given to the Association. In both situations, the qualifications for the position, its duties, and the rate of compensation shall be clearly set forth.  The qualifications set forth for a particular position shall not be changed arbitrarily or capriciously or without basis in fact when such vacancies occur in the future. No such vacancy shall be filled, except in an emergency, within five days from the date the notice is posted in the schools or the giving of notification to the Association.

 

9.2.      All qualified teachers shall be given adequate opportunity to make application for such position, and the Superintendent agrees to give due weight to the professional background and the attainments of all applicants, the length of time each has been engaged in teaching, and other relevant factors. When all other factors are, in the good faith opinion of the Superintendent, substantially equal, preference in filling such vacancies shall be given to qualified teachers already employed by the District. Permanent appointments shall be made as soon as practicable.

 

ARTICLE 10 ‑TEACHER FACILITIES

 

Each school shall have the following facilities insofar as the same is physically and economically feasible:

 

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

 

10.2.    An appropriately furnished room to be reserved for the exclusive use of teachers for a faculty lounge.

 

10.3.    A serviceable desk and chair for the teacher in each classroom.

 

10.4.    An individual mailbox for each teacher.

 

10.5.    A dining facility during lunch period for the exclusive use of teachers at Hoosac Valley High School.

 

ARTICLE 11 ‑ SICK LEAVE

 

11.1.    A teacher shall be credited with 15 days of sick leave during each work year of employment provided that the teacher shall have reported for duty on the first official day of the work year involved.  Exceptions to this shall only be made in case of legitimate illness requiring a physicians’ note, maternity leave, or approved bereavement.  In all cases the decision of the superintendent regarding exceptions shall be final.  Sick leave shall be accumulated from year to year up to a maximum accumulation of 150 days. 

 

11.2.    Accumulated sick leave maybe used for the purposes of illness only and in the event of the absence of a teacher because of illness for more than seven cumulative days in any work year which have not been reasonably documented by a medical authority, the teacher shall, upon request of the Superintendent or Principal, submit to the Superintendent or Principal making the request a certificate of a medical authority substantiating such illness.

 

ARTICLE 12 ‑ TEMPORARY LEAVES OF ABSENCE

 

12.1.    The Superintendent or his/her designee may but need not grant temporary leaves of absence without loss of pay for the following reasons and upon the following terms and conditions (the grant or denial of leave by the Superintendent or his/her designee shall be conclusive and his/her decision shall not be subject to grievance or arbitration):

 

(a)        For the purposes of visiting other schools or attending meetings or conferences of an educational nature, provided request is made to the Superintendent or his/her designee and then only for a period not in excess of one day.

 

(b)        For purposes of attending conventions, seminars and conferences, provided request is made to the Superintendent or his/her designee in writing at least ten days before the commencement of the time of the requested absence.

 

(c)        For purposes of fulfilling the obligations of a public office held by the member of the Association within either the Town of Cheshire or Adams, provided reasonable request is made therefor and provided further that such leave shall be for a period not in excess of five days during any one work year.

 

(d)       For reasons approved by the administration or the Committee, provided such leave shall not exceed three hours in a given day.

 

(e)        To care or assist in the care of a relative of a teacher provided that the total number of days of such leave shall not, in any one work year, exceed two days.

 

12.2.    Teachers shall be granted temporary leaves of absence without loss of pay for the following reasons and upon the following terms and conditions:

 

(a)        In the event of the death of the husband or wife or child of the teacher, for a period not in excess of seven consecutive calendar days, and in the event of the death of father, mother, stepmother, stepfather, father‑in‑law, mother‑in‑law, brother, sister, guardian, grandfather, grandmother, uncle, aunt, brother‑in‑law, sister‑in‑law and grandchildren for a period not in excess of five consecutive calendar days. The beginning of such leave is to commence with the date of death.

 

(b)        For purposes of religious observance if the religious convictions of the teacher prohibit him from working on said day.

 

(c)        For the purpose of attending summer school for a period not in excess of the last five consecutive work days of the work year, provided that a teacher gives notice to the Superintendent of Schools of his intention to take such a leave of absence at least 15 days prior to the expiration of the work year, and provided further that any teacher who takes leave under this section shall have deducted from his then accumulated sick leave one accumulated sick leave day for each day absent.

 

12.3.    The Superintendent shall grant a temporary leave of absence to a teacher who has received a child for adoption, provided always, that the leave shall not exceed eight weeks as measured from a date not later than the date the teacher receives the child. The said leave shall be without pay except that the teacher may utilize accumulated sick leave days during the leave granted hereunder.

 

12.4.    The Principal for the building involved (if the teacher is directly responsible to more than one Principal then to the Superintendent) shall grant temporary leaves of absence for those matters that cannot be taken care of after school hours which are for personal, legal, business, household or family matters, but not for illness (Article 11) or leave under paragraph 2 of this article, provided that the total number of days of leave in the aggregate shall not, in any work year, exceed two days for each work year and further provided:

 

a.         Teacher may not take leave on the last work day preceding a holiday or vacation or on the first work day following a holiday or vacation except when granted by the Superintendent for hardship reasons.

 

b.          Teacher gives the Principal or the Superintendent, as the case may be, written request at least three days in advance (except in the case of emergency the request may be given less than three days in advance).

 

Notwithstanding the foregoing, the Principal or Superintendent, as the case may be, may deny teachers request for leave if more than three teachers at Cheshire School or four teachers at any other of the District's schools have been granted such leave for the given day. The granting of leaves shall be in the order in which written requests for leaves are received by the Superintendent or his designee.

 

12.5.    The School Committee or Superintendent may but need not grant in writing temporary leaves of absence to an applicant therefore for such reason or reasons as shall seem appropriate to School Committee or Superintendent. Such leave, if granted, shall be upon such terms and conditions as School Committee or Superintendent, as the case may be, shall determine. The grant, denial, imposition of terms and the imposition of conditions by School Committee or Superintendent with respect to each request for leave shall be conclusive and shall not be subject to grievance or arbitration.

 

Without limiting the generality of the foregoing and without limiting the absolute discretion of the School Committee or Superintendent to grant or deny leave hereunder, the parties agree that such leave may be granted for reasons of extended illness or injury, for travel, for family illness, for the rearing of children and for academic pursuits not coming within the purview of Article 14 (Sabbatical Leaves).

 

12.6.    The Superintendent shall grant temporary leaves of absence for post‑natal care of the teacher’s infant upon the following terms and conditions:

 

a.         Leave shall be without pay and insurance benefits. However, to the extent permitted by the District's insurance carrier, teacher may maintain the insurance benefits upon full payment of the cost of the same to the District.

 

b.         Leaves shall commence at the expiration of any statutory maternity leave teacher or teacher's spouse is entitled to take and in the case of an adopted child on the day the child is received and shall expire, at the option of the teacher, at the end of the "work year" in which the leave commenced or if extended as hereinafter provided at the end of the next succeeding "work year."

 

c.         Teacher irrevocably notifies the Superintendent in writing 30 days in advance of teacher's intention to take a leave hereunder and the date teacher will return to the District's employ. Teacher may excise the option to extend leave by irrevocably notifying the Superintendent in writing of such election on or before March 31 of the 1st work year involved or with the notice provided for in the 1st sentence of this paragraph.

 

d.         Teacher must reaffirm in writing within that period between January 1 and March 15 of that calendar year in which the teacher is to return to the District's employ of the teacher's intention to return to the employ of the District. If the teacher fails to give such notice within 10 days written request for the same, mailed to the teacher's last known address, the teacher is deemed to have resigned from the employ of the District.

 

12.7.    Any leave taken under this Article 12 shall not be in addition to Small Necessities leave taken or available to be taken under the provisions of M.G.L. c.  149, § 52D.

 

 

ARTICLE 13 - SABBATICAL LEAVES

 

Upon recommendation by the Superintendent, the School Committee shall grant sabbatical leaves of absence for purposes of study, travel or exchange teaching upon such terms and conditions as to the School Committee in the exercise of its sole discretion seems reasonable, provided, however:

 

(a)        That the terms and conditions so established by the School Committee shall provide for the payment to the teacher by the School Committee as salary during such sabbatical a sum which together with any stipend, grant or other income to be received by said teacher during said sabbatical shall not be less than 50% of the salary which the teacher would receive for the same period if he had remained employed by the District in his/her usual position.

 

(b)        Any teacher desiring such leave must make request in writing, addressed to the Superintendent no later than February 1 of any year, whereupon the Superintendent shall confer with the applicant and advise the School Committee of his recommendation on or before the next ensuing March 1.

 

 

ARTICLE 14 – SEVERANCE OR RETIREMENT PAY

 

14.1.    After a teacher has been in the employ of the Adams-Cheshire Regional School District for a period of 20 years or more and has attained the age of 52 years, and has 80 sick days accumulated or maintained, such teacher shall be paid $10,950 in January of the year following retirement.

 

14.2.    Each teacher is required to irrevocably notify the Superintendent in writing of such teacher’s retirement from the District on or before the March 15 prior to the effective date of the teacher’s retirement.  The Superintendent may, if in the Superintendent’s sole opinion it does not adversely affect District’s finances or staffing, give the retirement benefit upon lesser notice.

 

14.3.    Any teacher who received or is receiving any payment pursuant to the provisions of Article 12 – Longevity of the collective bargaining agreement dated July 1, 2004, shall be ineligible for any payment under this Article.

 

 

ARTICLE 15 – IN-SERVICE PROGRAMS

 

15.1.    The District may but need not conduct or cause to be conducted conferences, seminars, lectures, workshops and similar programs (hereinafter referred to as "in-service Programs") for the purpose of engendering and fostering the professional improvement of the teacher. The entire cost of such in service programs, including fees, tuition and books, shall be borne by the District.

 

15.2.    Teacher attendance at such in-service programs shall be mandatory only if (a) such program is conducted within the teacher work day and work year as defined in sections 1 and 2 of Article 6 of this agreement, and (b) the teacher is excused from all duties otherwise to be performed by teacher during the period that teacher is in attendance at such program.

 

 

ARTICLE 16 - INJURY IN THE COURSE OF EMPLOYMENT

 

16.1.    If a teacher, because of injury sustained in the course of and arising out of his employment, is receiving benefits under Section 34 of Chapter 152 of the General Laws of the Commonwealth of Massachusetts (Workmen's compensation Act), the District shall, if the teacher so elects, pay to such teacher each month so long as such teacher is receiving benefits under said Section 34 an amount equal to the difference between the teachers salary at the time of such injury and the amount of weekly indemnity being received by the teacher under Sections 34 and 35A of the said Chapter 152.  The amount payable under this article because of any one injury shall be the amount obtained by multiplying the number of such teacher's accumulated sick leave days by such teacher's per them rate.  The number of accumulated sick leave days available to the teacher shall be reduced by an amount equal to the total sum paid to the teacher under this article divided by the teacher's per them rate.

 

16.2.    If the illness or injury of a teacher comes within the purview of both this article and Article 11 "Sick Leave," it shall be deemed to come within the purview of this article, and such teacher shall not be paid any benefits pursuant to Article 11 for such illness or injury except as is provided in the preceding paragraph.

 

 

ARTICLE 17 - INDEMNITY

 

17.1.    In the event that a complaint, claim or other demand is lodged against teacher by any person, firm or entity other than District because of an act or omission of teacher, which act or omission occurs in the course of and arises out of teacher's employment by District, and which act or omission does not constitute gross negligence or willful misconduct, District agrees that it shall indemnify and save harmless said teacher against any and all liability, loss, damages, costs and expenses incurred by teacher arising out of said act or omission.  Teacher agrees that he/she shall advise the Superintendent or his/her designee in writing as soon as practicable of the occurrence of any act or omission which may engender a complaint, claim or other demand or where it is reasonable to expect the assertion of a complaint, claim or other demand.

 

17.2.    Upon receipt of said written notice from teacher, District may, at its own expense, defend against such complaint, claim or other demand and take all such steps which it deems necessary or proper to prevent or minimize loss, damage, costs and expenses of teacher.

 

17.3.    Teacher shall, where appropriate, comply with the provisions of Chapter 258 of General Laws of the Commonwealth of Massachusetts as from time to time amended.

 

17.4.    Nothing set forth in this Article or done by District pursuant hereto shall be deemed to constitute a waiver by District of any right, remedy or sanction it may have against teacher pursuant to the terms of this agreement and pertinent provisions of law.

 

 

ARTICLE 18 - SUBSTITUTE, NIGHT AND SUMMER

SCHOOL TEACHERS

 

18.1.    It is agreed that substitute, night and summer school teachers are not members of the bargaining unit and do not come within the purview of this contract and are not entitled to the benefits of this contract.

 

18.2.    If a teacher is ill or otherwise unavailable, the District shall diligently seek to provide a substitute teacher or such other professional or paraprofessional services as the District deems appropriate. If such substitute is not available, a teacher from within the system may be required to so substitute, notwithstanding the provisions of Article 6 of this agreement, provided, however, that such substitutions shall be distributed upon an equitable basis.

 

 

ARTICLE 19 - INSURANCE AND ANNUITY PLAN

 

19.1.1. On the effective date of this agreement the District will pay ninety per cent (90%) of the cost for a $10,000 group term insurance plan insuring the life of the teacher.  Teachers may elect to increase their group term insurance to the maximum permitted by law at no expense to the District.

 

19.1.2. The District will pay seventy-five per cent (75%) of the cost for an HMO, POS and PPO plans with such benefits and through such organization as the District shall from time to time select.

 

19.2.    The District shall annually prior to the commencement of each fiscal year, prior to or commensurate with the annual open enrollment period, give written notice of the plans offered

by the District, cost for each plan, the percentage the District will pay for each plan and the amount a teacher will have to pay for each plan.

 

19.3.    A teacher may have health insurance or other health coverage through only one of the plans offered by the District.

 

19.4.    Each teacher shall from time to time as requested by the District provide the District with a statement of such teacher's health and surgical insurance from all sources and provide such identifying information about the same as the District shall request.

 

19.5     The Committee shall, prior to a change of coverage or selection of a carrier to provide for the aforementioned 19.1.2(b) insurance, give written notice to the Association of its intended selection.  If within ten days of receipt of said notice the Association shall ask in writing to confer with the Committee, the Committee shall meet with the Association within ten days of receipt of a request with respect to such selection.  If no agreement is reached as a result of such conference or conferences upon a selection within 20 days of receipt of said notice by the Association, the Committee shall make the selection provided, however, that such selection by Committee shall not result in a diminution of existing benefits.

 

19.6.    Teachers shall be eligible to participate, if mechanically feasible, in a "tax-sheltered" annuity plan established pursuant to United States Public Law No. 87370.

 

19.7.    A Cafeteria Plan under the Internal Revenue Code Section 125 will be offered to teachers commencing in the 1998-1999 work year at no administrative or other cost to the District.

 

            19.8.    The District will pay 50% of cost of such dental benefit plan as is selected each fiscal year by the District.

 

 

ARTICLE 20 - DEDUCTIONS

 

The District agrees to deduct from the salary of its employees such sums as shall be duly authorized by the employees upon forms satisfactory to the District, including deductions for participation in the "tax‑sheltered" annuity plan and such additional sums as are mechanically feasible.  The sums so deducted shall be remitted to the Association.

 

 

ARTICLE 21 - ASSOCIATION PRIVILEGES

 

21.1.    The District shall permit:

 

(a)        The President of the Association to welcome new teachers on orientation day and conduct such business as he deems necessary for orientation purposes.

 

(b)       The Association to use a bulletin board within each school for the purpose of displaying notices, circulars and other Association material, which shall be provided by District.

 

(c)        The Association, upon reasonable notice, to utilize school facilities for the purposes of distributing to Association members information concerning the business of the Association, provided always that said school facilities shall not be used for any political activity or to foster or encourage the adoption or rejection of any proposal or the election of any person except election to positions within the Association or affiliated state or national labor organizations.

 

            (d)       A teacher, if he or she so desires, to wear a pin or other identification.

 

(e)        A teacher to have access to his or her "official personnel file" at reasonable times and places.

 

21.2.    District agrees that to the extent permitted by law the Association shall be the only labor organization representing teachers permitted to use the school facilities mentioned in the foregoing paragraph 1 (c).

 

 

ARTICLE 22 - TEACHER EVALUATION

 

Teacher evaluation shall be performed consistent with the attached Teacher Evaluation Procedures including therewith the attached Pre‑Observation Conference Form, Pre-Observation Conference Objectives for the Year 20_, Classroom Observation Report, Teacher Summary Evaluation Form and Performance Standards for Teachers, attached hereto as Exhibit D.

 

 

 

 

ARTICLE 23 - PERSONNEL FILE

 

23.1.    No report, memoranda or other document shall be placed in those files or records referred to in G.L. (Ter. Ed.), Chapter 71, Section 42C, without a copy thereof being delivered to the teacher. Upon receipt of such report, memoranda or other document, the teacher shall have the right to submit to the Superintendent, in writing, such refutation or other comment as teacher shall deem to be pertinent. Such refutation or other comment shall be incorporated into the file or record.

 

23.2.    Any complaint regarding a teacher made to any member of the Administration by a parent, student or other person, which warrants investigation and which may be used in an evaluation will be promptly investigated, reduced to writing, and called to the attention of the teacher involved. The teacher will be given an opportunity to respond to and rebut such complaint.

 

23.3.    Teachers shall have the right to review the contents of his/her personnel file as provided under Chapter 71, Section 42C. A teacher shall be entitled to have the advice, assistance, and presence of a representative chosen by the teacher accompanying him/her during such review.

 

 

ARTICLE 24 - REDUCTION IN FORCE

 

24.1.    Whenever the District, in the exercise of its discretion, determines that it shall reduce the number of teachers employed by the District, it shall (subject to the provisions of the General Laws of the Commonwealth of Massachusetts) implement such reduction by laying off, dismissing or not renewing the employment of those teachers at will for whose position there is a teacher with professional teacher status qualified to fill. If such reduction is not so implemented, District shall implement the reduction as follows: The Superintendent shall determine the anticipated staffing needs in the context of what the Superintended perceives to be the immediate and long range needs of the school district, consider (a) the relative competency of members of the professional staff, (b) the relative length of service of members of the professional staff, and (c) the areas within which members of the professional staff are certified or certifiable. Thereafter and subject to the constraints of Massachusetts General Laws, Chapter 71, Section 42, pertaining to the lay off of teachers, the District shall lay off the teacher(s) selected by the Superintendent.  The action and decision of the Superintendent shall be final and shall not be subject to grievance or arbitration.

 

24.2.    “Relative Competency.”  To assist the Superintendent in determining the relative competency of teachers certified in the instructional area to be affected, the Superintendent shall review the most recent Teacher Evaluation for each particular teacher involved (including the Pre Observation Conference Forms, Pre Observation Conference Objectives Forms, Classroom Observation Reports and Teacher Summary Evaluation Forms), and personnel file and meet and receive input and recommendations from each principal of the schools in which such teachers teach.

 

24.3.    "Length of Service" (seniority) means a teacher's continuous length of service in the present school system (or one of its components) from his/her initial date of appointment, plus, if the teacher has been recalled pursuant to provisions of Article 24, those years of continuous service immediately prior to layoff pursuant to provisions of this Article.

 

24.4.    “Areas of Certification” means areas in which the teacher is certified to teach.

 

24.5.    If within the two-year period following layoff, in accordance with paragraph 24.1, a teaching vacancy authorized to be filled occurs, the Superintendent shall notify all teachers formerly with professional status who have been laid off within the two‑year period preceding the date of notice (notice shall be in writing addressed to the teacher at his/her last address as it appeared on the records of the District). If one or more of said teachers with professional status shall within 14 days of the date of such notice, advise the Superintendent in writing that he/she/they are desirous of being appointed to such vacancy, the Principal of the building at which the vacant position is located, if he is persuaded that the professional skills, certification and experience of one of said teachers satisfy the specifications for the vacancy and subject to review and prior approval by the Superintendent and the provisions of Massachusetts General Laws Chapter 71, shall hire such teacher. If the Principal of the building at which the vacant position is located is persuaded that the professional skills, certification and experience of two or more of such teachers satisfy the specifications for the vacancy, the Principal of the building at which the vacant position is located shall, subject to review and prior approval by the Superintendent and the provisions of Massachusetts General Laws Chapter 71, hire one such teacher and in so hiring the said Principal shall, in the context of what he/she perceives to be the immediate and long‑range needs of the particular school consider (a) the relative competency of said teachers, (b) the relative length of service of said teachers and (c) the areas within which said teachers are certified or certifiable. The District shall to the extent permitted by law elect teachers appointed pursuant to the provisions of this article to serve with professional status and to restore to said teacher such teacher's unused accumulated sick leave.

 

24.6.    Teachers who have been terminated in accordance with paragraph 24.1 shall be given preference on the substitute list, if they so desire, for a period of two years.

 

24.7.    Teachers who have been terminated in accordance with paragraph 24.1 may continue their group life and health insurance coverage for a period of two years by promptly remitting to the School District the total premium costs. Failure to forward premium payments to the District in accordance with a mutually agreed upon schedule shall terminate this right.

 

24.8.    The District will provide a seniority list of teachers, in writing, annually to the Association. The list will be available by October 1. Challenges to this list must be presented, in writing, to the Superintendent by October 15. If there are no challenges to the list by October 15, the list will stand for the work year involved.

 

24.9.    Nothing herein shall be construed as pertaining to the exercise by District of its right to layoff, dismiss or not renew the employment of a teacher who is a teacher at will.

 

24.10.  For the purposes of Article 24, a teacher shall be certifiable for a work year in a given certification upon such teacher completing all academic requirements by September 1 of work year involved except for completion of any required internship.

 

 

ARTICLE 25 - UTILIZATION OF SANCTIONS BY TEACHERS

 

The Association agrees that no teacher employed by the District shall, during the course of his employment by the District, participate in any strike, slowdown, walkout, sit‑in or similar activity disruptive of the conduct of the affairs of the District or the function of the educational process within the District.

 

 

ARTICLE 26 ‑TUITION REIMBURSEMENT

 

The District shall reimburse a teacher for one‑half of the tuition and required fee cost for graduate level courses taken at accredited colleges provided that (a) teachers must request such reimbursements in writing and submit documentation satisfactory to the Superintendent or his/her designee as to the amount reimbursable in the fiscal year for which the course was approved; (b) the course has been approved for the particular teacher by the Superintendent in advance of the teacher enrolling in such course; (c) the teacher, in the opinion of the Superintendent, has satisfactorily completed such course and has attained a grade not lower than "B" or its equivalent; (d) the teacher has submitted evidence of payment. A reimbursement shall be paid up to the aggregate maximum for all teachers of $20,000 per fiscal year calculated as follows:  Tuition reimbursement funds shall be held until approximately the end of the fiscal year.  At that time, the tuition reimbursement funds shall be divided by the number of courses qualified for reimbursement and the sum obtained shall be paid for each such course up to one-half of the cost for tuition and fees for each particular course.  Any remaining tuition reimbursement funds will be divided equally among the number of courses qualified for reimbursement to a maximum of one-half of the cost for tuition and fees for each particular course.

 

 

ARTICLE 27 - DEATH BENEFIT

 

If a teacher dies while in the employ of the District, the District shall pay to such teacher's spouse, or if there be none, to such teacher's estate, a sum determined by multiplying one-half the accumulated days of sick leave by the teacher's per diem rate, as of the date of such teacher's last pay day, less the amount, if any, paid pursuant to Article 14 - Severance or Retirement Pay and less the amount of any paid or to be paid pursuant to the provisions of Article 12 – Longevity of the collective bargaining agreement dated July 1, 2004.

 

 

 

 

ARTICLE 28 – RIGHTS AND RESPONSIBILITIES

 

28.1     The Association and each teacher recognize the authority and responsibility of the District to reprimand and discipline a teacher for just cause.  No teacher will for disciplinary reasons be reduced in rank or compensation or deprived of any professional advantage without just cause.  If a teacher is to be reprimanded or disciplined by a principal or a member of the administration above the level of principal, the teacher shall have the right to have a member of the Association present.  Any reprimand by a principal or any member of the administration above the level of principal shall be made in private.  The presence or absence of just cause shall be subject to grievance and arbitration as provided in Article 5 unless the teacher or Association proceeds to challenge the reprimand or discipline in a proceeding provided by statute including but not limited to Massachusetts General Laws, Chapter 71, Section 42, in which event neither the teacher nor the Association shall use grievance or arbitration provided for in Article 5 of this agreement.  If a teacher or Association files a grievance under Article 5 which in any way involves a reprimand or discipline and proceeds to arbitration, both the teacher and Association shall be deemed to have waived all rights to challenge the reprimand or discipline directly or indirectly in any court of law, in any administrative proceeding and before an arbitrator appointed under Chapter 71, § 42.

 

28.2     The non-renewal of a teacher who has not attained professional status shall not be considered as either discipline or reprimand.

 

28.3     The layoff or dismissal of a teacher without professional status pursuant to M.G.L. c. 71, §42, who has not been teaching in the District more than 90 school days, shall not be considered as either discipline or reprimand.

 

28.4     Oral statements concerning conduct, acts or omissions of a teacher shall not be considered a reprimand or discipline unless reduced to writing and placed in a teacher’s personnel file.

 

28.5     The layoff or dismissal of a teacher under Article 24, shall not be considered as either discipline or reprimand.

 

ARTICLE 29 - CORI

 

The following applies to Criminal Offender Record Information ("CORI") checks pursuant to chapter 385 of the Acts of 2002, as from time to time amended.

 

29.1.    CORI checks will be conducted once every three (3) years for employees covered by this Agreement, or more often with reasonable cause or required by law.

 

29.2.    A copy of a CORI report will be available to the employee upon request.

 

29.3.    An employee may notify the Superintendent that he/she intends to challenge the results of the CORI check.

 

29.4.    All CORI reports will be maintained in the Superintendent's office in separate confidential files.

 

29.5.    The Superintendent or other administrator in his/her central office as designated by the Superintendent will be the only persons authorized to request CORI checks.

 

29.6.    Failure of a teacher after written request to sign and return to the Superintendent's office within 21 calendar days such forms as are necessary or advisable to comply with the CORI shall be deemed to be and will constitute just cause for dismissal from the employ of the District under this collective bargaining agreement and Massachusetts General Laws, Chapter 71.

 

 

ARTICLE 30 – RETIREES HEALTH INSURANCE

 

30.1.    The District will pay for eligible District Retirees, including those who retire during the term of this collective bargaining agreement and those who have previously retired the percentage herein provided for the cost of the following types of insurance.

 

a.         Seventy-five per cent (75%) of the cost for an HMO, POS and PPO plans with such benefits and through such organizations as the District shall from time to time select.

 

b.         Seventy-five per cent (75%) of the cost for a Medex plan with such benefits and through such organizations as the District may from time to time select.

 

30.2.    The District shall annually prior to the commencement of each fiscal year, prior to or commensurate with the annual open enrollment period, give written notice of the plans offered by the District, cost for each plan, the percentage the District will pay for each plan and the amount a Retiree will have to pay for each plan.

 

30.3.    An eligible Retiree may have health insurance or other health coverage through only one of the plans offered by the District, provided always that a Retiree who is either Social Security or Medicare eligible must upon reaching age 65 select the Medex plan provided for in paragraph 30.1c.

 

ARTICLE 31 - ELECTRONIC GRADING

 

All teachers doing on-line grading will be trained, have access to a help desk, will not be held responsible for computer or software issues or problems not under their control, will not be responsible for any issues of computer hacking or sharing of passwords by parents or students.

 

ARTICLE 32 – DURATION AND RENEGOTIATION

 

This agreement shall be effective as of September 1, 2011, and remain in full force and effect through August 31, 2014.  Both parties agree that on or about December 1, 2013, they will use their best efforts to negotiate an agreement to become effective on the expiration of this agreement.

 

IN WITNESS WHEREOF, we have affixed our hands as of this _____ day of ___________, 2011.

 

                                                ADAMS-CHESHIRE REGIONAL

                                                SCHOOL DISTRICT

 

                                                BY                                                      (                       )

                                                            Its Chairman                                       Date

 

                                                ADAMS-CHESHIRE TEACHERS

                                                ASSOCIATION

 

By                                                       (                       )

                                                   Its President                                     Date


EXHIBIT A

                       
EXHIBIT B

 

Since both of the parties to the agreement to which this Exhibit B is attached and made a part of are of the persuasion that it is their obligation to engender and foster student participation in athletic, social, civic and other extra‑curricula activities under the aegis of the parties to said agreement, both of said parties do agree, subject to the limitations and conditions set forth in Article 4, paragraph 8, of the aforesaid agreement:

 

A.       That supervisory personnel for all student groups established by School Committee for the pursuit of athletic, social, civic and other extra‑curricula activities shall be paid an annual stipend provided that (1) the principal of the school involved recommends to the Superintendent of Schools that a stipend should be paid; and (2) the Superintendent of Schools shall have seasonably submitted to the School Committee in writing a report which shall contain (i) a description of the activities to be pursued by the student group, (ii) his opinion that the number of students who will actively participate in the group activities on a regular basis (shall be in excess of 14) is appropriate, (iii) his opinion that the student group shall meet and participate in the activities of the group for not less than 40 hours during the academic year involved, and (iv) his recommendation that the group be established and that the supervisor thereof be paid a stipend; and (3) the supervisor appointed is represented by the Adams‑Cheshire Teachers Association for collective bargaining purposes.

 

B.       That the stipend to be paid to the Supervisory Personnel of those student groups established by School Committee pursuant to the provisions of the preceding paragraph shall be determined by a formula that provides that the stipend shall be an amount determined by multiplying "Total Points" by "Base Salary" and dividing the product thereof by $2,400 (e.g., Total Points multiplied by Base Salary divided by $2,400 equals Stipend).

 

C.       For purposes of the foregoing formula, the following shall apply (1) "Base Salary" is the average salary for the year provided at the B1 level for each work year of employment; (2) "Total Points" is the sum of the "Criteria Points" as hereinafter defined; (3) "Criteria Points" is the product of the "Criteria Weight" multiplied by the "Criteria Rate" as hereinafter defined; (4) "Criteria Weight" is that numeral assigned to each of the seven criteria hereinafter enumerated; (5) "Criteria Rate" is that numeral determined in accordance with paragraph E hereof.

 

D.       The following constitute the seven criteria above mentioned and the Criteria Weight assigned to each is as follows:

 

1.         Hours involved (number of supervisory hours deemed by the Superintendent of Schools to be involved in the preparation and supervision of the student group activity.  In the event a team is involved in post season competition, the Superintendent shall recompute the hours involved) - Criteria Weight 10

 

2.        Students involved (number that Superintendent of Schools estimates will be involved on a regular basis in the group activity) - Criteria Weight 8

 

3.        Experience (training and experience of the supervisor) - Criteria Weight 3

 

4.         Public Interest (the interest of the community in the extent and quality of the performance of the group and the impact thereof upon the duties of the supervisory personnel) - Criteria Weight 8

 

5.         Student Interest (the interest of the entire student body in the extent and quality of the performance of the group and the impact thereof upon the duties of the supervisory personnel) - Criteria Weight 5

 

6.         Injury Element (probabilities of injury being sustained by student participants and impact thereof upon duties of supervisory personnel) - Criteria Weight 3

 

7.         Materials Responsibility (responsibility of supervisory personnel for equipment, facilities and funds) - Criteria Weight 3

 

E.       "Criteria Rate" is a numeral (of not less than zero but not more than 11) to be assigned by the Superintendent of Schools to each of the aforementioned seven criteria in the following manner:

 

1.         With respect to the criterion above entitled "Hours Involved" in accordance with the following table:

 

Hours Involved                                   Criteria Rate

 

0 - 40                                                                           0

41 – 80                                                                        1

81 –120                                                                       2

121 – 160                                                                    3

161 – 200                                                                    4

201 – 240                                                                    5

241 – 280                                                                    6

281 – 320                                                                    7

321 – 360                                                                    8

361 – 400                                                                    9

401 up                                                                         10

           In excess of

401 and post

season competition                                                      11

 


2.         With respect to the criterion above entitled "Students Involved" in accordance with the following table:

 

                        Students Involved                                          Criteria Rate

 

0‑20                                                                 3

21 –40                                                             5

41 –60                                                             7

60 up                                                               10

 

3.        With respect to the criterion above entitled "Experience" a "Criteria Rate" of one shall be

assigned for each year of experience or training that the supervisor, in the opinion of the

Superintendent of Schools, has had in the involved activity of the Student Group.

 

4.         With respect to the criterion above entitled "Public Interest" in accordance with the following table:

 

Baseball Head Coach                                                              Criteria Rate 10

Baseball J.V. Coach                                                                Criteria Rate 5

Basketball Head Coach Boys                                                 Criteria Rate 10

Basketball Head Coach Girls                                                  Criteria Rate 10

Basketball J.V. Boys                                                               Criteria Rate 5

Basketball J.V. Girls                                                               Criteria Rate 5

Basketball Jr. High Boys                                                        Criteria Rate 5

Basketball Jr. High Girls                                                         Criteria Rate 5

Cheerleader Advisor                                                               Criteria Rate 10

Cross Country Head Coach                                                    Criteria Rate 10

Football Head Coach                                                              Criteria Rate 10

Football J.V.                                                                           Criteria Rate 5

Football Assistants (2)                                                            Criteria Rate 1

Soccer Head Coach Boys                                                       Criteria Rate 10

Soccer Head Coach Girls                                                        Criteria Rate 10

Soccer J.V. Boys                                                                     Criteria Rate 5

Soccer J.V. Girls                                                                     Criteria Rate 5

Softball Head Coach                                                              Criteria Rate 10

Softball J.V. Coach                                                                 Criteria Rate 5

Track Head Coach                                                                  Criteria Rate 10

Track Assistants (2)                                                                Criteria Rate 1

Tennis Head Coach                                                                 Criteria Rate 10

Alpine Skiing                                                                          Criteria Rate 10

X-Country Skiing                                                                   Criteria Rate 10

Golf Head Coach                                                                                Criteria Rate 10

Intramural Sports Advisor                                                      Criteria Rate 3

Band Leader                                                                           Criteria Rate 10

Exchange Club Advisor                                                          Criteria Rate 5

Senior Class Advisor                                                              Criteria Rate 3

Junior Class Advisor                                                               Criteria Rate 3

National Honor Society Advisor                                            Criteria Rate 5

Newspaper Advisor                                                                Criteria Rate 5

Student Council Advisor                                                        Criteria Rate 10

Jr. Student Council                                                                 Criteria Rate 2

Yearbook Advisor                                                                  Criteria Rate 5

Musical Director                                                                     Criteria Rate 10

Senior Play Advisor                                                                Criteria Rate 7

Quiz Team Advisor                                                                 Criteria Rate 2

Choral Director                                                                       Criteria Rate 5

Academic Decathlon                                                              Criteria Rate 2

All Other Activities/Sports                                                     Criteria Rate I

Post Season Athletic Tournament                                           Increase the

applicable Criteria Rate by 2

 

5.         With respect to the criterion above entitled "Student Interest" in accordance with the following table:

 

Baseball Head Coach                                                              Criteria Rate 10

Baseball J.V. Coach                                                                Criteria Rate 5

Basketball Head Coach Boys                                                 Criteria Rate 10

Basketball Head Coach Girls                                                  Criteria Rate 10

Basketball J.V. Boys                                                               Criteria Rate 5

Basketball J.V. Girls                                                               Criteria Rate 5

Basketball Jr. High Boys                                                        Criteria Rate 5

Basketball Jr. High Girls                                                         Criteria Rate 5

Cheerleader Advisor                                                               Criteria Rate 10

Cross Country Head Coach                                                    Criteria Rate 10

Football Head Coach                                                              Criteria Rate 10

Football Assistants                                                                  Criteria Rate 1

Football J.V.                                                                           Criteria Rate 5

Golf Head Coach                                                                                Criteria Rate 10

Soccer Head Coach Boys                                                       Criteria Rate 10

Soccer Head Coach Girls                                                        Criteria Rate 10

Soccer J.V. Boys                                                                     Criteria Rate 5

Soccer J.V. Girls                                                                     Criteria Rate 5

Softball Head Coach                                                              Criteria Rate 10

Softball J.V. Coach                                                                 Criteria Rate 5

Tennis Head Coach                                                                 Criteria Rate 10

Track Head Coach                                                                  Criteria Rate 10

Track Assistants                                                                      Criteria Rate 1

Alpine Skiing                                                                          Criteria Rate 10

X-Country Skiing                                                                   Criteria Rate 10

Band Leader                                                                           Criteria Rate 5

Exchange Club Advisor                                                          Criteria Rate 5

Senior Class Advisor                                                              Criteria Rate 7

Junior Class Advisor                                                               Criteria Rate 7

Sophomore Class Advisor                                                      Criteria Rate 5

Freshman Class Advisor                                                         Criteria Rate 5

National Honor Society Advisor                                            Criteria Rate 5

Newspaper Advisor                                                                Criteria Rate 5

Student Council Advisor                                                        Criteria Rate 5

Yearbook Advisor                                                                  Criteria Rate 7

Musical Director                                                                     Criteria Rate 5

Ski Club Advisor                                                                    Criteria Rate 5

Intramural Sports Advisor                                                      Criteria Rate 5

Jr. Student Council                                                                 Criteria Rate 5

Folk Club                                                                                Criteria Rate 5

Senior Play Advisor                                                                Criteria Rate 5

Choral director                                                                        Criteria Rate 5

Quiz Team Advisor                                                                 Criteria Rate 1

All Other Activities/Sports                                                     Criteria Rate 1

Post Season Athletic Tournament                                           Increase the

applicable Criteria Rate by 2

 

6.         With respect to the criterion above entitled "Injury Element" in accordance with the following table:

 

Baseball Head Coach                                                              Criteria Rate 5

Baseball J.V. Coach                                                                Criteria Rate 1

Basketball Head Coach Boys                                                 Criteria Rate 10

Basketball Head Coach Girls                                                  Criteria Rate 10

Basketball J.V. Boys                                                               Criteria Rate 5

Basketball J.V. Girls                                                               Criteria Rate 5

Basketball Jr. High Boys                                                        Criteria Rate 5

Basketball Jr. High Girls                                                         Criteria Rate 5

Cheerleader Advisor                                                               Criteria Rate 5

Cross Country Head Coach                                                    Criteria Rate 5

Football Head Coach                                                              Criteria Rate 10

Football J.V.                                                                           Criteria Rate 5

Football Assistants                                                                  Criteria Rate 1

Golf Head Coach                                                                    Criteria Rate 5

Soccer Head Coach Boys                                                       Criteria Rate 10

Soccer Head Coach Girls                                                        Criteria Rate 10

Soccer J.V. Boys                                                                     Criteria Rate 5

Soccer J.V. Girls                                                                     Criteria Rate 5

Softball Head Coach                                                              Criteria Rate 5

Softball J.V. Coach                                                                 Criteria Rate 1

Tennis Head Coach                                                                 Criteria Rate 5

Track Head Coach                                                                  Criteria Rate 5

Track Assistant                                                                                   Criteria Rate 1

Alpine Skiing                                                                          Criteria Rate 5

X-Country Skiing                                                                   Criteria Rate 5

Intramural Sports                                                                    Criteria Rate 5

Band Leader                                                                           Criteria Rate 3

Exchange Club Advisor                                                          Criteria Rate 5

Freshman Class Advisor                                                         Criteria Rate 0

Senior Class Advisor                                                              Criteria Rate 0

Junior Class Advisor                                                               Criteria Rate 0

Newspaper Advisor                                                                Criteria Rate 0

Sophomore Class Advisor                                                      Criteria Rate 0

Student Council Advisor                                                        Criteria Rate 2

Yearbook Advisor                                                                  Criteria Rate 0

Musical Director                                                                     Criteria Rate 1

Senior Play Advisor                                                                Criteria Rate 1

Ski Club                                                                                  Critera Rate 10

National Honor Society                                                          Criteria Rate 5

Stage Director                                                                         Criteria Rate 3

Color Guard/Flag Squad                                                         Criteria Rate 3

All Other Activities/S ports                                                    Criteria Rate 0

 

7.         With respect to the criterion above entitled "Materials Responsibility" in accordance with the following table:

 

Baseball Head Coach                                                              Criteria Rate 10

Baseball J.V. Coach                                                                Criteria Rate 5

Basketball Head Coach Boys                                                 Criteria Rate 10

Basketball Head Coach Girls                                                  Criteria Rate 10

Basketball J.V. Boys                                                               Criteria Rate 5

Basketball J.V. Girls                                                               Criteria Rate 5

Basketball Jr. High Boys                                                        Criteria Rate 5

Basketball Jr. High Girls                                                         Criteria Rate 5

Cheerleader Advisor                                                               Criteria Rate 5

Cross Country Head Coach                                                    Criteria Rate 5

Football Head Coach                                                              Criteria Rate 10

Football Assistants                                                                  Criteria Rate 1

Football J.V.                                                                           Criteria Rate 5

Soccer Head Coach Boys                                                       Criteria Rate 10

Soccer Head Coach Girls                                                        Criteria Rate 10

Soccer J.V. Boys                                                                     Criteria Rate 5

Soccer J.V. Girls                                                                     Criteria Rate 5

Softball Head Coach                                                              Criteria Rate 10

Softball J.V. Coach                                                                 Criteria Rate 5

Track Head Coach                                                                  Criteria Rate 10

Track Assistant                                                                       Criteria Rate 0

Golf Head Coach                                                                                Criteria Rate 0

Alpine Skiing                                                                          Criteria Rate 5

X-Country Skiing                                                                   Criteria Rate 5

Tennis Head Coach                                                                 Criteria Rate 0

Band Leader                                                                           Criteria Rate 10

Exchange Club Advisor                                                          Criteria Rate 10

Senior Class Advisor                                                              Criteria Rate 5

Freshman Class Advisor                                                         Criteria Rate 5

Junior Class Advisor                                                               Criteria Rate 5

National Honor Society Advisor                                            Criteria Rate 5

Newspaper Advisor                                                                Criteria Rate 5

Sophomore Class Advisor                                                      Criteria Rate 5

Student Council Advisor                                                        Criteria Rate 5

Yearbook Advisor                                                                  Criteria Rate 5

Senior Play Advisor                                                                Criteria Rate 10

Quiz Team                                                                               Criteria Rate 2

Stage Director                                                                         Criteria Rate 5

Folk Club                                                                                Criteria Rate 5

Musical Director                                                                     Criteria Rate 10

Choral Director                                                                       Criteria Rate 5

Academic Decathlon                                                              Criteria Rate 2

Intramural Sports                                                                    Criteria Rate 3

Jr. Student Council                                                                 Criteria Rate 5

Color Guard/Flag Squad                                                         Criteria Rate 3

All Other Activities/S ports                                                    Criteria Rate 0

 


ILLUSTRATION OF COMPUTATION OF STIPEND

 

Assume that the position of "Senior Class Advisor" is to be established and that the Superintendent of Schools determines that it shall involve 85 hours of supervisory time and that although there are 150 Senior Class Students, the Superintendent of Schools has determined that only 100 student will be participating on a regular basis in those activities falling within the contemplated responsibilities of the "Class Advisor." Assume further that the Superintendent of Schools determines that the contemplated area of responsibility. What annual stipend is paid this "Class Advisor?"

 

(Total Points) x (Base Salary) = Stipend

           $2400

 

"Total Points" (Sum of Criteria Points) Computation:

 

Criterial                                                                 Criteria                              Criterial

Criteria                                                                  Weight            X                 Rate   =

Points

 

Hours Involved                                                    10                    X                     2          20

Students Involved                                                8                      X                     10        80

Experience                                                            3                      X                     2          6

Public Interest                                                      8                      X                     3          24

Student Interest                                                    5                      X                     5          25

Injury Element                                                      3                      X                     0          0

Materials Responsibility                                       3                      X                     2          6

                                                                              Total Points                                         161

 

Base Salary ‑ $                       

 

FORMULA APPLICATION:          161 X $                  = $__________

                                                           $2,400


EXHIBIT C

 

 

 

School

Anticipated Starting Time

For Commencement of Classes

Anticipated Ending

Times for Classes

Length of a

Regular Workday

 

Cheshire Elementary

8:45 a.m.

3:15 p.m.

7 hrs.

 

 

 

 

Hoosac Valley High School/Middle School

 

7:30 a.m.

 

2:00 p.m.

 

7 hrs.

 

 

 

 

C.T. Plunkett Elementary

8:15 a.m.

2:45 p.m.

7 hrs.

 

 

 


EXHIBIT E

 

Payment from Education Jobs Fund Grant

 

1.         Pay to all teachers only for the 2011-2012 school year from the Education Jobs Fund Grant employed for the entire 2011-2012 school year the sum of $250 (prorated on a per diem basis for less than a full school year of service).  Payment to be made in a lump sum by June 30, 2012, but only if there is a signed collective bargaining agreement between the parties prior to that date.

 

 

TEACHER SALARY TABLE YEAR 1

SEPT 1 2011

STEPS

BACH

B+18

B+36

M

 

M+12

M+24

M+36

M+48

 

M+60

1

36,583

36,931

37,012

 

37,095

38,337

39,580

40,430

 

41,673

-

2

36,931

37,279

37,946

 

38,611

39,852

41,096

41,948

 

43,189

-

3

37,279

37,628

38,873

 

40,122

41,365

42,608

43,457

 

44,333

-

4

37,628

38,715

40,304

 

41,891

43,135

44,378

45,228

 

46,472

-

5

37,925

40,033

41,844

 

43,660

46,168

47,410

48,261

 

49,504

-

6

39,733

41,941

43,837

 

45,736

47,040

48,341

49,191

 

51,654

-

7

41,540

43,846

45,831

 

47,815

49,178

50,538

51,388

 

52,748

-

8

44,048

46,484

49,484

 

52,487

53,866

55,249

56,098

 

57,479

-

9

46,555

49,123

53,139

 

57,158

58,559

59,961

60,812

 

62,211

-

10

-

-

54,729

 

58,747

60,298

61,848

62,697

 

64,246

-

11

-

-

-

 

60,890

62,588

64,289

65,138

 

67,905

68,407

12

-

-

-

 

62,108

63,840

65,575

66,441

 

69,263

69,775

 

YEAR 2

SEPT 1 2012

STEPS

BACH

B+18

B+36

M

 

M+12

M+24

M+36

M+48

 

M+60

1

36,949

37,300

37,382

 

37,465

38,720

39,976

40,834

 

42,090

-

2

37,300

37,652

38,325

 

38,997

40,251

41,507

42,367

 

43,621

-

3

37,652

38,004

39,262

 

40,523

41,778

43,034

43,892

 

44,776

-

4

38,004

39,102

40,707

 

42,310

43,566

44,822

45,680

 

46,937

-

5

38,304

40,434

42,263

 

44,097

46,629

47,884

48,744

 

49,999

-

6

40,130

42,360

44,275

 

46,193

47,510

48,824

49,683

 

52,171

-

7

41,955

44,285

46,289

 

48,293

49,669

51,044

51,902

 

53,276

-

8

44,489

46,949

49,979

 

53,012

54,405

55,801

56,659

 

58,054

-

9

47,020

49,615

53,671

 

57,730

59,145

60,561

61,420

 

62,833

-

10

-

-

55,277

 

59,335

60,901

62,466

63,324

 

64,888

-

11

-

-

-

 

61,499

63,214

64,932

65,789

 

68,584

69,091

12

-

-

-

 

62,729

64,479

66,230

67,105

 

69,956

70,473

 

YEAR 3

SEPT 1 2013

STEPS

BACH

B+18

B+36

M

 

M+12

M+24

M+36

M+48

 

M+60

 

37,318

37,673

37,756

 

37,840

39,107

40,375

41,243

 

42,511

-

 

37,673

38,029

38,708

 

39,387

40,653

41,922

42,791

 

44,057

-

 

38,029

38,385

39,655

 

40,928

42,196

43,464

44,331

 

45,224

-

 

38,385

39,493

41,114

 

42,733

44,002

45,270

46,137

 

47,406

-

 

38,687

40,838

42,685

 

44,538

47,096

48,363

49,231

 

50,499

-

 

40,531

42,784

44,718

 

46,655

47,986

49,312

50,179

 

52,692

-

 

42,375

44,727

46,752

 

48,776

50,166

51,554

52,421

 

53,809

-

 

44,934

47,419

50,479

 

53,542

54,949

56,359

57,226

 

58,634

-

 

47,490

50,111

54,207

 

58,307

59,736

61,167

62,034

 

63,461

-

 

-

-

55,829

 

59,928

61,510

63,091

63,957

 

65,537

-

 

-

-

-

 

62,114

63,846

65,581

66,447

 

69,270

69,782

 

-

-

-

 

63,356

65,123

66,893

67,776

 

70,655

71,178