Adams-Cheshire

Show detailed information about district and contract

DistrictAdams-Cheshire
Shared Contract District
Org Code6030000
Type of DistrictRegional K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2017
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
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AGREEMENT BETWEEN

ADAMS-CHESHIRE REGIONAL SCHOOL COMMITTEE

AND

ADAMS-CHESHIRE TEACHERS ASSOCIATION

JULY 1, 2014 THROUGH JUNE 30, 2017

 

AGREEMENT made as of the 1st day of July, 2014, 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 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 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 the undertakings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this agreement. Therefor, 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, 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 the 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 the 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 of 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 may entail work beyond the "workday" defined in Article 6 and that an appointment to an available position provided for in Exhibit B shall be made annually by July and for a terms assigned to a duty set forth in exhibit B shall be evaluate periodically by the Superintendent or designee using an evaluation form, if any.

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 agree that:

(a)       The Principal of the building to which the "Team Leader" is assigned shall define the duties and responsibilities. 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's" 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:

Years 1, 2, 3 = $1,250

Years 4, 5, 6 = $1,450

Years      7+ = $1,650

(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.      It is anticipated that the District may, although it not need, utilize "Assessment Leaders," so-called for educational purposes. Assessment Leader's salary will be set by the Superintendent on a case-by-case basis.

4.9.      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.

4.10.    If a teacher is recalled to apart-time position of 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.

4.11.    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.

4.12.    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 District may, although it not need, utilize the following positions which will receive a stipend pay as advertised and posted.

* Facilities Manager

* Technology Coordinator

* Transportation Coordinator

* For the 2014-2015 school year only science lab coordinator

4.14      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.

ARTICLE 5 - GRIEVANCE PROCEDURE

5.1,      A "grievance" is a disputer 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 missions 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/her 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 15 minutes before the anticipated starting time for the commencement of classes and end 15 minutes after the anticipated ending time for classes, provided that the total does not exceed 7 hours. The anticipated starting and ending times for classes 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 7 hours. 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 designee may from time to time permit teachers to leave early or arrive late, but such permission shall not establish a shorter workday. Further, Superintendent or designee may from time to time allow teachers to teach a schedule which begins before the established starting time for students or which ends after the established dismissal time for students, provided that the length of the volunteering teachers' workday shall not exceed 7 hours.

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 LaborDay falls on September 6th or 7th, and no earlier than the Tuesday after Labor Day, when Labor  Day falls on September 1-5, unless the parties agree otherwise.

During the term of this Agreement, the parties agree that except for new personnel, the work year shall begin:

2014-2015:

Teacher Workshops: Wednesday, August 27 and Thursday, August 28

Not a workday: Friday, August 29

Students report: Tuesday, September 2

2015-2016:

Teacher Workshops: Wednesday, August 26 and Thursday, August 27

Not a workday: Friday, August 28

Students report: Monday, August 31

2016-2017:

Teacher Workshops: Monday, August 29 and Tuesday, August 30

Students report: Wednesday, August 31

"Teacher Workshops" as used in this Section 6.2 means meetings and workshops for training, school year and classroom preparation; professional development, administrative and other purposes.

The work year terminates not 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 workdays 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, Patriot's Day and Memorial Day, Saturday and Sunday nor shall it include those five consecutive workdays, 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 workdays and the District shall disseminate it to all teachers. After at least 2 school-cancellation days, any remaining full-day professional development days will be changed to half-day workshops and, additionally after professional development days have been exhausted, Good Friday will be used as a half school day.

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 not paraprofessionals available in the building, a teacher shall provide class coverage and be compensated at a rate or $18 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. The following are considered disciplines: Art and Music, Business, English and Language Arts, Foreign Languages, Home Arts, Industrial Arts, Mathematics, Physical Education, Science, and 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 [s] 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 workday without additional compensation for not more than 4 hours per calendar month for meetings or other purposes designated by the Principal of the building involved or the Superintendent ("Teacher Meetings). Teacher meetings may include but not limited to collaboration time; curriculum; professional development; accreditation preparation; as well as any other purpose that the Principal or Superintendent deems necessary. Teacher meetings shall not exceed 75 minutes per week, unless the parties agree otherwise. 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. The Principal or Superintendent will assign the hours for such events. During any week when parent teacher conferences, meet the teacher night or similar event occurs, there will not be a staff meeting.

6.7.      Teachers may be required to perform during the workday 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 by email or mail 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 proceeding the starting time of the first assigned teaching assignment of 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 non-volunteer teachers whose schedules permit such assignments; except that a Principal ay 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 non-volunteer 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 the article from time to time may 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 duties.

6.15.    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 therefor 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/her 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 teacher 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 and dining facility.

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

10.4.    An individual mailbox for each teacher.

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 physician's 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 may be used for the purposes of illness only and in the event of the absence of a teacher because of illness for more than seven consecutive 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 Towns 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.

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, niece or nephew 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. Provided the request for a different bereavement leave is promptly made, the Superintendent may permit the leave to be used at a different time, and not consecutively, in the Superintendent's sole discretion, which will not be unreasonably withheld or delayed.

(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/her intentions 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/her 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 matter (including to care or assist in the care of a relative of a teacher), 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 five days (each day a "Personal Day") for each work year and further provided:

(a)      Teacher may not use a "Personal Day" (i) on the last workdays preceding a holiday or vacation, or (if) or on the first workday following a holiday or vacation except when granted by the Superintendent. If a teacher uses a sick leave day on a day referenced in (i) or (ii), then upon the request of the building principal, a teacher shall produce documentation of that absence from a medical professional. Failure to produce the requested documentation will result in a loss of pay for that day.

(b)       Teacher must give 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) of day on which a "Personal Day" is intended to be used. The use of a "Personal Day" shall be coordinated in advance with the Principal of the building the teacher is assigned to that on the day the "Personal Day" is to be taken. Since "Family Care Days" have been eliminated and changed to "Personal Days" teachers can take a "Personal Day" without three day notice if the need arises to care for a family member.

(c)        A "Personal Day" pursuant to the Section 12.4, must be taken in half or full school day increments.

(d)       The District will compensate a teacher the sum of twenty (25) dollars, for each half (1/2) "Personal Day" the teacher has not used during a school year, up to a maximum of $100 per year. The compensation shall be paid within 30 days of the end of the school year and may be paid separately or with any regular pay due the teacher. Requests to do this shall be on a designated form, if any, delivered to the District's business office by June 1.

(e)       Teachers may select to roll unused/unpaid Persona Days into their accumulated sick leave, up to two days per year. Requests to do this shall be on a designated form, if any, delivered to the District's business office by July 1. Notwithstanding the foregoing, a teacher shall not be permitted to roll over a Personal Day into his/her accumulated sick leave account, if as a result of the roll over, the teacher's total number of accumulated sick days will exceed 150 days.

The Principal or Superintendent, as the case may be, may deny teachers request for leave if more than 15 percent of the teachers at any 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 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 the School Committee or Superintendent, as the case may be, shall determine. The grant, denial, imposition or 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 provide 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 exercise the option to extend leave by irrevocably notifying the Superintendent in writing of such election on or before March 31 of the first work year involved or with the notice provided for the first 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 provision of M.G.L. c. 149, § 5 2D.

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 less than 50 percent of the salary that the teacher would receive for the same period if he/she had remained employed by the District in his/her usual position.

(b)       Any teacher desiring such leave must make a 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/her 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 workday and work year as defined in Sections 6.1 and 6.2 and (b) the teacher is excused from all duties otherwise to be performed by teacher during the period that he teacher is in attendance at such program.

15.3.For the purposes of clarity, In-Service Programs are not Teacher Meetings or individual conferences pursuant to Section 6.6, attendance at which is mandatory, however, the subject matter and programs of Teacher Meetings could be the same as In-Service Programs.

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/her 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 diem 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 diem 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 should 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 is 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 General Laws of the Commonwealth of Massachusetts as from time to time amended.

17.4. Nothing set forth in this Article or done by the District pursuant here to 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 percent (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 o expense to the District

19.1.2.    A teacher may enroll in any HMO, PPO or POS plan with such benefits and through such organizations as the District shall from time to time select The District shall pay toward the premium cost for the plan in which a teacher enrolls the amount equal to seventy-five percent (75%) of the premium cost for the HMO plan or any deductible plan selected by the District. Notwithstanding the foregoing, District shall not pay less than fifty percent (50%) toward the actual premium cost for the plan in which a teacher is enrolled.

The District shall pay toward the premium cost Value Plus POS and PPO plans offered by the District and in which the Employee is enrolled as follows:

(i)      July 1, 2014 through June 30, 2015 the amount equal to sixty-eight percent (68%) of the premium.

(ii)      July 1, 2015 through June 30, 2016 of the Agreement the amount equal to sixty-five percent (65%) of the premium and,

(iii)     July 1,2016 of this Agreement the amount equal to sixty percent (60%) of the premium.

19.2.    The District shall annually prior to the commencement of each fiscal year, prior to our 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 times 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. Notwithstanding anything in this section to the contrary, the District may implement health insurance benefit changes pursuant to M.G.L. c. 32B, Section 21-23.

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

19.8   A Cafeteria Plan under the Internal Revenue Code Section 125 will be offered to teachers at no administrative or other cost to 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 necessary.

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

(c)      The Association, upon reasonable notice, to utilize school facilities for the purposes of distributing to Association member 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

The Parties have negotiated a teacher evaluation system set forth at Exhibit D ("Teacher Evaluation System") which has been submitted to the Department of Elementary and Secondary Education ("DESE") for approval. As of the ate hereof, "DESE" has not responded to Parties' submitted "Teacher Evaluation System." The Parties agree to implement the "Teacher Evaluation System" pending approval by "DESE." If "DESE" does not approve the "teacher Evaluation System," the Parties agree to collectively bargain to satisfy "DESE's" objectives and any information, materials and evaluations obtained, developed or conducted pursuant to the attached will be modified to and use in the teacher evaluation process previously used by the Parties and replaced by the "Teacher Evaluation System."

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 Superintendent 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 layoff 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" and personnel file for each particular teacher involved, and meet and receive input and recommendations from each Principal of the schools in which such teachers teach.

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

24.4.    "Areas of Licensure" means areas in which the teacher is licensed 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 advice 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/she 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 November 1. Challenges to this list must be presented, in writing, to the Superintendent by November 15. If there are no challenges to the list by November 15, the list will stand for the work year involved.

24.9.    Nothing herein shall be construed as pertaining to the exercise by the 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 of the functions 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 the 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 or 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

29.1.    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.

29.1.1. "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.

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

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

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

29.1.5. The Superintendent or other administrator is his/her central office as designated by the Superintendent will be the only person authorized to request "CORI" checks.

29.1.6. 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.

29.2.   The Superintendent shall make a suitability determination concerning whether anything contained in the employee's "CORI" renders the individual unfit for employment. If the employee disputes the Superintendent's suitability determination, the employee's sole recourse is to request the Massachusetts Department of Elementary and Secondary Education ("DESE") make a suitability determination. "DESE's" suitability determination shall be final as to all parties.

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 type of insurance.

(a)       A Retiree may enroll in any HMO, PPO, or POS plan with such benefits and through such organizations as the District shall pay toward the premium cost for the plan in which the Retiree enrolls the amount equal to seventy-five percent (75%) of the premium cost for the HMO plan or any deductible plan selected by the District. Notwithstanding the foregoing, District shall not pay less than fifty percent (50%) toward the actual premium cost for the plan in which a Retiree is enrolled.

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

(c)       The District shall pay the premium cost Value Plus POS and PPO plans offered by the District in which the Retiree is enrolled as follows:

(i)       January 1, 2015 through June 30, 2015 the amount equal to sixty-eight percent (68%) of the premium.

(ii)      July 1, 2015 through June 30, 2016 of the is Agreement the amount equal to sixty-five percent (65%) of the premium and,

(iii)     July 1, 2016 of this Agreement the amount equal to sixty percent(60%) of the premium.

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 plan 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 of 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 30.1 (b).

ARTICLE 31 - PROFESSIONAL RESPONSIBILITIES

The purpose of the online grading system is to provide current grade reporting for staff, students and parents. All teachers will enter and record grades into the online grading system at least every two weeks. All teachers are required to enter final grades for a grading period (trimester; quarter; semester; or year end) by the date determined by administration. Teachers will be trained; have access to technical assistance; and will not be held responsible in the event of computer/software issue or problems out of their control (such as issues of computer hacking or sharing of passwords by parents of students.)

Exceptions will be made to teachers who do not have the capability to add periodic grades such as early childhood and elementary. Grading and data will be maintained in a different format

ARTICLE 32 - SICK LEAVE BANK

The District and the Teachers establish a Sick Leave Bank ("Sick Bank") for purposes of assisting teachers who meet the "Sick Bank" criteria.

32.1.    "Sick Bank" Committee

32.1.1. The "Sick Bank" shall be managed by the "Sick Bank Committee" ("SB Committee") which shall consist of:

(a)       Two teachers appointed by the Association's President (one of whom may be the President.)

(b)       The Superintendent or his/her designee and,

(c)       One member of the School Committee.

32.1.2. "SB Committee" members are not compensated for their services.

32.1.3. All four members of the "SB Committee" are required to be present for a quorum. "SB Committee meeting shall not be held during the school day, except upon the agreement of all the "SB Committee" members.

32.1.4.  The "SB Committee" may make rules and procedures, consistent with this Article 33 and applicable laws, rules and regulations, for administering the "Sick Bank."

32.1.5.  A vote of three of the "SB Committee" members is required to take any action. In the event that three of the "SB Committee" members do not vote in favor to grant a request for "Sick Days," the requested will be construed and treated as denied.

32.1.6.  The determination of the Sick Leave Bank Committee with respect to any matter, including without limitation satisfaction of the "Sick Bank" criteria, the denial of a request for "Sick Bank Days," or the determination of the number of "Sick Bank Days" to be granted shall be final and binding on all parties and the "SB Committee's" decision shall not be subject to grievance, arbitration or other action.

32.1.7.  All information presented to and teacher requests considered by the "SB Committee" shall be kept confidential.

32.1.8.  All records of the "SB Committee" including the number of days in the "Sick Bank" ("Sick Bank Days") shall be maintained by the Superintendent pursuant to applicable law and the rules of the "SB Committee."

32.1.9. Any "Sick Bank Days" remaining in the "Sick Bank" at the end of a school year will be rolled over to the next school year.

32.1.10.Prior to the start of each school year, the "SB Committee" shall present an accounting of the "Sick Bank's" operation to the teachers and the School Committee.

32.1.11. Eligibility for the use of the "Sick Bank" shall commence after September 30, 2014 for any teacher not yet on sick leave. To initially fund the "Sick Bank", on or after September 30, 2014, each teacher (except as provided in Section 32.2.5) shall contribute up to two (2) days to the "Sick Bank" from his/her Sick Leave.

32.2    Sick Bank Days

32.2.1 Except as the result of mandatory contribution pursuant to this Article 33, the total number of "Sick Bank Days" in reserve shall not at any time exceed twice the number of teachers.

32.2.2. At any time, except as provided in Section 32.2.1, if the number of "Sick Bank Days" are depleted below one hundred (100) days, the "SB Committee" shall so notify the School Committee an the teachers and each teacher will be asked to voluntarily contribute one (1) additional day to the bank from his/her Sick Leave. The Superintendent shall cause the transfer of one Sick Leave day from each teacher who voluntarily contributes a day to the Sick Bank.

32.2.3. Except for the 2014/2015 school year, if at the commencement of a school year the number of "Sick Bank Days" is below one hundred (100) days, the "SB Committee "shall notify the School Committee and the teachers and each teacher (except as provided in Section 32.2.5) shall be required to contribute one [1] or two [2] days to the Bank from his/her Sick Leave as determined by the "SB Committee."

32.2.4. When a contribution is required under 32.1.11 or 32.2, the "SB Committee" shall notify each teacher of the requirement and the number of days to be contributed by each teacher. The Superintendent shall cause the transfer of the required number of Sick Leave Days from each teacher to the Sick Bank. The Superintendent shall identify to the "SB Committee" the first year teachers and teacher who did not have the required number of Sick Leave Days to transfer.

32.2.5. Teacher in their first year of employment with the District and teachers who do not have the required number of Sick Leave Days when a contribution to the "Sick Bank" is required, shall make up their required contribution (s) at the beginning of the following school year, if such person is a teacher in that school year.

32.3.    "Sick Bank" Procedure:

32.3.1. A teacher ("Petitioning Teacher") believing he/she can satisfy the "Sick Bank" criteria may request "Sick Bank Days" from the "SB Committee" using such form(s) and procedures as the "SB Committee" shall designate.

32.3.2. Promptly upon receiving from the "Petitioning Teacher" all information requested, the "SB Committee" shall determine if the "Petitioning Teacher" has satisfied the "Sick Bank" criteria.

32.3.3. If the "SB Committee" determines the "Petitioning Teacher" has not satisfied the "Sick Bank" criteria, the request for "Sick Bank Days" must be denied.

32.3.4. If the "SB Committee" determines the "Petitioning Teacher" has satisfied the "Sick Bank" criteria, the "SB Committee" may grant some, all or none of the "Sick Bank Days" requested.

32.3.5. The "SB Committee" may not grant the transfer of "Sick Bank Days":

(a)        Less than 15 or more than 30 workdays per request;

(b)       More than 90 workdays per documented illness;

(c)        More "Sick Bank Days" than the number of workdays allowed as the teacher's temporary leave of absence pursuant to Article 12;

(d)       More than 30 "Sick Bank Days" retroactively, unless the "SB Committee" determines additional retroactive days are warranted due to matters beyond the "Petitioning Teacher's" control;

(e)       More than the number of "sick Bank Days," which when combined with the teachers used Sick Leave, would qualify a teacher for disability benefits under the teacher's disability policy, if any; or

(f)       Beyond the then current school year.

32.3.6. The Superintendent shall cause the number of "Sick Bank Days" granted to the "Petitioning Teacher," if any to be transferred from "Sick Bank" and to the "Petitioning Teacher's" Sick Leave. Thereafter, the transferred "Sick Bank Days" shall be construed as Sick Leave of the "Petitioning Teacher" for all purposes. Once teacher returns, if she/he has days left as gifted by the "Sick Bank," those days will be transferred back to "Sick Bank."

32.4. The following criteria (collectively "Sick Bank Criteria") shall be used by the "SB Committee" in determining the eligibility of a teacher to draw from the "Sick Bank" and in administering the "Sick Bank" and determining the amount of leave:

(a)       A teacher must be granted temporary leave of absence pursuant to Article 12;

(b)       A teacher must have used up all of his/her accumulated leave; (Sick Leave, Personal Days and any other paid leaves.)

(c)        A teacher must submit medical evidence, in such form as the "SB Committee" shall determine, certified by a medical doctor to the "SB Committee" of the teacher's inability to perform his/her duties due to an incapacitating injury or a prolonged or catastrophic illness. This written certification must include, among other things, the specific nature of the illness and the expected date of the teacher's ability to return to work;

(d)       A teacher's prior request for and use of Sick Leave days drawn from the "Sick Bank"; and,

(e)        Such other matters or information as the "SB Committee" deems relevant.

ARTICLE 33 - DURATION AND RENEGOTIATION

This agreement shall be effective as of July 1, 2014, and remain in full force and effect through June 30, 2017. Both parties agree that on or about December 1, 2016, they will use their best efforts to negotiate an agreement to become effective on the expiration of the agreement. The parties agree that terms and conditions of this agreement shall remain in force and effect past June 30, 2017 until a successor agreement is voluntarily negotiated by the parties.

IN WITNESS WHEREOF, we have affixed our hands as of this _______ day of _________ 2014.

ADAMS-CHESHIRE REGIONAL SCHOOL DISTRICT

BY: _______________________________   ________________

Chairman Date

ADAMS-CHESHIRE TEACHERS ASSOCIATION

BY: _______________________________   ________________

President        Date

EXHIBIT A

September 1,2013

 

 

Current Salary Table

 

 

FY 2014

INCREMENTS

 

 

 

 

 

 

 

STEPS

BACH

B+18

B+36

M

M+12

M+24

M+36

M+48

M+60

1

$37,318

$37,673

537,756

$37,840

$39,107

$40,375

$41,243

$42,511

$0.00

2

37,673

38,029

38,708

39,387

40,653

41,922

42,791

44,057

0

3

38,029

38,385

39,656

40,928

42,196

43,464

44,331

45,224

0

4

38,385

39,493

41,114

42,733

44,002

45,270

46,137

47,406

0

5

38,687

40.838

42,685

44,538

47,096

48,363

49,231

50,499

0

6

40,531

42,784

44,718

48,655

47,988

49,312

50,179

52,692

0

7

42,375

44,727

46,752

48,776

50,166

51,554

52,421

53,809

0

8

44,934

47,419

50.479

53,542

54,949

56,359

57,226

58,634

0

9

47,490

50.111

54,207

58,307

59,736

61,167

62,034

63,461

0

10

0

0

55,829

59,928

61,510

63,091

63,957

65,537

0

11

0

0

0

62.114

63,846

65,581

66,447

69,270

69,782

12

0

0

0

63,356

65,123

66,893

67,776

70,655

71,178

 

September 1,2014

 

YEAR 1

 

1.50%

 

 

 

FY 2015

STEPS

BACH

B+18

B+36

M

M+12

M+24

M+36

M+48

M+60

1

$37,878

$38,238

$38,322

$38,408

$39,694

$40,981

$41,862

$43,149

$0.00

2

38,238

38,599

39,289

39,978

41,263

42,551

43,433

44,718

0

3

38,599

38,961

40,250

41,542

42,829

44,116

44,996

45,902

0

4

38,961

40,085

41,731

43,374

44,662

45,949

46,829

48,117

0

5

39,267

41,451

43,325

45,206

47,802

49,088

49,969

51.256

0

6

41,139

43,426

45,389

47,355

48,706

50,052

50,932

53,482

0

7

43,011

45,398

47,453

49,508

50,918

52,327

53,207

54,616

0

8

45,608

48,130

51,236

54,345

55,773

57,204

58,084

59,514

0

9

48,202

50,863

55,020

59,182

60,632

62,085

62,965

64,413

0

10

0

0

56,666

60,827

62,433

64,037

64,916

66,520

0

11

0

0

0

63,046

64,804

66,565

67,444

70,309

70,829

12

0

0

0

64,306

66,100

67,896

68,793

71,715

72,246

 

September 1,2015

 

YEAR 2

 

1.50%

 

 

 

FY 2016

STEPS

BACH

B+18

B+36

M

M+12

M+24

M+36

M+48

M+60

1

$38,446

$38,812

$38,897

$38,984

$40,289

$41,596

$42,490

$43,796

$0.00

2

38,812

39,178

39,878

40,577

41,882

43,189

44,084

45,389

0

3

39,178

39,545

40,854

42,165

43,471

44,778

45,671

46,591

0

4

39,545

40,687

42,357

44,025

45,332

46,638

47,531

48,839

0

5

39,856

42,072

43,975

45,884

48,519

49,825

50,719

52,025

0

6

41,756

44,077

46,070

48,065

49,436

50,802

51,696

54,285

0

7

43,656

46,079

46,185

50,250

51,682

53,112

54,005

55,435

0

8

46,292

48,852

52,005

55,160

56,610

58,062

58,956

60,406

0

9

48,925

51,626

55,845

60,069

61,542

63,016

63,909

65,379

0

10

0

0

57,516

61,739

63,369

64,998

65,890

67,518

0

11

0

0

0

63,991

65,776

67,563

68,455

71,364

71,891

12

0

0

0

65,271

67,091

68,915

69,825

72,791

73,329

 

September 1,2016

 

YEAR 3

 

1.50%

 

 

 

FY 2017

STEPS

BACH

B+18

B+36

M

M+12

M+24

M+36

M+48

M+60

1

$39,023

$39,394

$39,481

$39,568

$40,893

$42,219

$43,127

$44,453

$0,00

2

39,394

39,766

40,476

41,186

42,510

43,837

44,746

46,069

0

3

39,766

40,138

41,466

42,798

44,123

45,449

46,356

47,290

0

4

40,138

41,297

42,992

44,685

46,012

47,338

48,244

49,571

0

5

40,454

42,703

44,635

46,572

49,247

50,572

51,480

52,806

0

6

42,382

44,738

46,761

48,786

50,178

51,564

52,471

55,099

0

7

44,311

46,770

48,888

51,004

52,458

53,909

54,816

56,267

0

8

46,987

49,585

52,785

55,988

57,459

58,933

59,840

61,312

0

9

49,659

52,400

56,683

60,970

62,466

63,961

64,868

66,360

0

10

0

0

58,379

62,665

64,320

65,973

66,878

68,531

0

11

0

0

0

64,951

66,762

68,577

69,482

72,434

72,970

12

0

0

0

66,250

68,098

69,949

70,872

73,882

74,429

* M+60 after 12 years of service to Adams-Cheshire Regional School District

•13-15 years $250.00

•16-18 years $500.00

•   19+years $750.00

EXHIBIT B

Since both of the parties to the agreement to which this Exhibit B is attached and made a part of are the persuasion that is their obligation to engender and foster student participation in athletic, social, civic and other extra-curricular 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-curricular 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/her 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/her 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/her 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" by "Base Salary" and 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" is the 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 re-compute 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 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 School 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

0-2

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

1

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 J.V.

Criteria Rate

5

Football Assistants (2)

Criteria Rate

1

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 (2)

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

Freshmen 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 [2]

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 Advisor

Criteria Rate

5

Band Leader

Criteria Rate

3

Exchange Club Advisor

Criteria Rate

5

Freshmen 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

Criteria Rate

10

National Honor Society

Criteria Rate

5

Stage Director

Criteria Rate

3

Color Guard/Flag Squad

Criteria Rate

3

All Other Activities/Sports

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 J.V.

Criteria Rate

5

Football Assistants

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 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

Freshmen Class Advisor

Criteria Rate

5

Senior Class Advisor

Criteria Rate

5

Junior Class Advisor

Criteria Rate

5

National Honor Society

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 Advisor

Criteria Rate

3

Jr. Student Council

Criteria Rate

5

Color Guard/Flag Squad

Criteria Rate

3

All Other Activities/Sports

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 students 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 annul stipend is paid this "Class Advisor?"

(Total Points) x (Base Salary) = $2,400 Stipend

"Total Points" (sum of Criteria Points) computation:

Criterial  Criteria Points

Criteria Weight

X

Criterial Rate

Equals

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 hours

Hoosac Valley Middle High School

7:30 a.m.

2:00 p.m.

7 hours

C.T. Plunkett Elementary

8:15 a.m.

2:45 p.m.

7 hours