Weymouth

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DistrictWeymouth
Shared Contract District
Org Code3360000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2012
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyNorfolk
ESE RegionSoutheast
Urban
Kind of Communityeconomically developed suburbs
Number of Schools12
Enrollment6919
Percent Low Income Students24
Grade StartPK or K
Grade End12
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COLLECTIVE BARGAINING AGREEMENT

 

BETWEEN

 

THE WEYMOUTH SCHOOL COMMITTEE

 

AND

 

THE WEYMOUTH TEACHERS' ASSOCIATION

 

UNIT A

 

2007 – 2009

&

2009 – 2012

 

(COMBINED VERSION)

 

and

 

BYLAWS

 

 OF THE

 

WEYMOUTH TEACHERS ASSOCIATION


TABLE OF CONTENTS

 

 

ARTICLE                                                                                                                        PAGE

 

ARTICLE I                RECOGNITION CLAUSE                                                               1

 

ARTICLE II               COMMITTEE'S RIGHTS CLAUSE                                                             1

 

ARTICLE III             NO STRIKE CLAUSE                                                                      2

 

ARTICLE IV             GRIEVANCE PROCEDURE                                                                       2

 

ARTICLE V               TEACHER HOURS AND WORK YEAR                                       4

 

ARTICLE VI             TEACHER EMPLOYMENT                                                                        8

 

ARTICLE VII                        VACANCIES AND PROMOTIONS                                               9

 

ARTICLE VIII          DUES DEDUCTION                                                                                    9

 

ARTICLE IX             TEACHER FACILITIES                                                                  11

 

ARTICLE X               TEMPORARY LEAVES OF ABSENCE                                        11

 

ARTICLE XI             EXTENDED LEAVES OF ABSENCE                                            13

 

ARTICLE XII            SABBATICAL LEAVES OF ABSENCE                                        15

 

ARTICLE XIII          TEACHER EVALUATION                                                              16

 

ARTICLE XIV          PROFESSIONAL IMPROVEMENT                                                           18

 

ARTICLE XV                        SICK LEAVE                                                                                                19

 

ARTICLE XVI          GENERAL SECTION                                                                       20

 

ARTICLE XVII         SALARIES AND OTHER COMPENSATION                               26

 

ARTICLE XVIII       ANNUITY PLAN                                                                              27

 

ARTICLE XIX          TRANSFER POLICY                                                                                   27

 

ARTICLE XX                        PROFESSIONAL DEVELOPMENT                                                           27

 

ARTICLE XXI          CLASS SIZE                                                                                      28

 

ARTICLE XXII         CAREER & TECHNICAL EDUCATION                                       28

 

ARTICLE XXIII       CREDIT UNION DEDUCTIONS                                                    29

 

ARTICLE XXIV       NON‑TEACHING DUTIES                                                             29

 

ARTICLE XXV         REIMBURSEMENT FOR COURSES                                             29

 

ARTICLE XXVI       TEACHER'S INDEMNIFICATION                                                            30

 

ARTICLE XXVII      DURATION CLAUSE                                                                      31

 

APPENDIX A                       SALARY SCHEDULES, AND STIPENDS                                                32

 

APPENDIX B                        TEACHER EVALUATION POLICY                                              56

 

BYLAWS OF THE WEYMOUTH TEACHERS ASSOCIATION                                                69

 

 

 

                                                                                   

 

 


AGREEMENT

 

This Agreement is made and entered into this ___day of September, by and between the Weymouth School Committee (hereinafter referred to as the "Committee") and the Weymouth Teachers' Association (hereinafter referred to as the "Association") affiliated with the Massachusetts Teachers' Association and the National Education Association.

 

 

ARTICLE I

 

RECOGNITION CLAUSE

 

For the purpose of collective bargaining with respect to wages, hours, standards of productivity and performance, other conditions of employment and the negotiation of collective bargaining agreements and any questions arising thereunder, in accordance with Chapter 150E of the General Laws of the Commonwealth of Massachusetts, the Committee recognizes the Association as the sole and exclusive bargaining agent and representative of the following professional employees of the Committee: 

 

UNIT "A" ‑ Classroom teachers (i.e., primary, middle, senior high, career and technical, head teachers, art, music, physical education, science, information literacy, reading and all SPED teachers), guidance counselors, adjustment counselors, specialists, nurses, home‑bound teachers, librarians, and long‑term substitutes (as appointed by the Superintendent of Schools {hereinafter referred to as the "Superintendent"}).

 

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

 

 

ARTICLE II

 

COMMITTEE'S RIGHTS CLAUSE

 

The Committee is a public body established under and with powers provided by the statutes of the Commonwealth of Massachusetts and nothing in this Agreement shall be deemed to derogate from the powers and responsibilities of the Committee under said statutes of the Commonwealth or the rules and regulations of agencies of the Commonwealth.

The Committee retains those rights, powers and duties it now has, may be granted or have conferred upon it by law unless modified or changed by a specific written provision of this Agreement.

 

An arbitrator (or Board of Arbitration) shall have no power to render a decision, nor substitute its judgment for that of the Committee in those areas reserved for the discretion of the Committee by this Agreement, and said arbitrator (or Board of Arbitration) shall have power to render a decision only on an interpretation or application of one of the specifically expressed provisions of this Agreement.

 

ARTICLE III

 

NO STRIKE CLAUSE

 

During the term of this Agreement the Association shall not engage in, induce, or encourage any strike, work stoppage, slowdown or withholding of services.

 

 

ARTICLE IV

 

GRIEVANCE PROCEDURE

 

A.        DEFINITION:  For the purpose of this Agreement, a grievance will be defined as a dispute between a member of the bargaining unit covered by this Agreement or the Association and the Committee over the interpretation, meaning, or application of the provisions of this Agreement or any alleged inequitable or discriminatory treatment of a teacher under the provisions of this Agreement.

 

B.        PROCEDURE:  Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process.  The time limits specified may, however, be extended by mutual agreement.

 

1.         Level One ‑ An employee covered by this Agreement who has a grievance shall discuss it with his/her immediate superior either personally or through Association representation within fifteen (15) school days* from the date on which the incident giving rise to the grievance has occurred or when the employee has knowledge of such incident.

 

*During the months when the school is in summer recess, school days shall mean business days ‑ Monday through Friday.

 

            2.         Level Two ‑ If the grievant is not satisfied with the disposition of the grievance at Level One, or if no decision has been rendered within ten (10) school days after presentation of the grievance, said grievant and/or the Association may within ten (10) school days appeal to the Superintendent  or his/her designee.  Such appeal shall be in writing setting forth the details of the grievance, the applicable provisions of this Agreement, and the decision, if any, rendered in Level One.

 

            Within ten (10) school days after submission of the written appeal to the Superintendent, or his/her designee, by the grievant and/or the Association, the Superintendent, or his/her designee, shall confer with the grievant.  If the grievant is not represented by the Association, the Superintendent, or his/her designee, shall advise the representatives of the Association that an appeal has been made and the date and time of the

            conference.  The Superintendent will make available the written appeal to the Association representative.  The Association representative shall, at the Association's request, be present at the conference to state the views of the Association.  The Superintendent shall notify, in writing, both the grievant and the Association of the grievance decision within ten (10) school days after the conference between the grievant and the Superintendent.

 

            3.         Level Three ‑ If the grievant is not satisfied with the decision of the Superintendent, or his/her designee, or if no written decision has been rendered within ten (10) school days next following said conference, the aggrieved teacher and/or the Association may within ten (10) school days thereafter file a written appeal to the Committee setting forth therein the details of the grievance, the applicable provisions of the Agreement, and the decision, if any, rendered under Level Two.  Within ten (10) school days or at the next Committee meeting, but in no event later than fifteen (15) school days after the submission of the written appeal, the Committee shall meet with the grievant and/or his/her representatives of the Association in an effort to settle the grievance.

 

(During July and August, the Committee shall meet in response to the written appeal within twenty (20) business days of the submission of the written appeal.)

 

The Committee shall, within ten (10) school days after the conclusion of said meeting advise the grievant and/or the Association, in writing, of its decision.

 

            4.         Level Four ‑ If the Association is not satisfied with the disposition of the grievance at Level Three or if no written decision has been rendered within ten (10) school days after said meeting with the Committee, the Association may within twenty (20) school days submit the grievance to arbitration, as hereafter provided.

 

            5.         Arbitration

 

                        a.         Within ten (10) school days after receipt of the submission to arbitration, the Committee and the Association will agree upon a mutually acceptable arbitrator and will obtain a commitment from said arbitrator to serve or will submit said grievance to an umpire previously selected by the parties.  If the parties are unable to agree upon an arbitrator or to obtain a commitment within the specified period of time, the Committee and the Association will select an arbitrator based upon the principles found in Rule 12 of the American Arbitration Association.  The parties shall determine by lot which of the parties shall strike the first name on the list received and the name remaining after each has eliminated two (2) shall be the arbitrator.

                        b.         The arbitrator selected shall confer with the representatives of the Committee and the Association and hold hearings promptly.  Further, the arbitrator will render his/her award and the reasons therefore, in writing, not later than thirty (30) days from the close of the hearings or, if oral hearings have been waived, then from the date the final statement and briefs are submitted to him/her.

 

                        c.         The arbitrator will be without power or authority to make any decision which requires the commission of an act prohibited by law or which is violative of the terms of this Agreement or which exceeds the submission of the grievance to him/her.  The decision of the arbitrator will be final and binding on all the parties to the arbitration.

 

                        d.         The cost of the services of the arbitrator, including per diem expenses, if any, actual and necessary travel expenses and subsistence expenses will be borne equally by the Committee and the Association.

 

 

ARTICLE V
TEACHER HOURS AND WORK YEAR

                                                                             

A.        1.         The workday for teachers shall not exceed the following:

 

Primary School                        6 hours, 20 minutes

(Grades K‑4)

 

                                    Middle School                                    6 hours, 55 minutes

                                    (Grades 5, 6, 7 & 8)   

 

High School                            7 hours, 15 minutes

(Grades 9, 10, 11 & 12)

 

2.         All primary teachers will be at their assignments fifteen (15) minutes prior to the commencement of the school day, and ten (10) minutes after the close of the school day.  All middle teachers will be at their assignments twenty (20) minutes prior to the commencement of the school day, and ten (10) minutes after the close of the school day.

 

All high school teachers will be at their assignments ten (10) minutes prior to the commencement of the school day, and ten (10) minutes after the close of the school day subject to the following provision:  During the six (6) day cycle, with the prior mutual agreement between the teacher and his/her building principal, each teacher shall remain at his/her assignment either an additional ten (10) minutes [for a total of twenty (20) minutes] beyond the school day each day or for a total of sixty (60) additional minutes over the six (6) day cycle which will be scheduled by mutual agreement between the teacher and his/her building principal and adequately promulgated by the teacher to his/her students.

 

One (1) day per month for not more than one (1) hour, teachers will meet for the following purposes:

 

                                                Grade level/house meetings

                                                Department meetings

                                                Staff meetings

                                                Parent meetings

                                                Other educational related matters

 

A schedule of above meetings for the school year shall be provided for each teacher on or before September 15th of each year.

 

Said starting and dismissal times are subject to modification by the Committee, provided, however, that no such modification will increase the length of the teachers’ workday.  Teachers may be required to attend no more than three (3) evening conferences provided that no teacher shall be required to attend such conferences in excess of a total of nine (9) hours in any school year.

 

3.         Personnel other than classroom teachers will work at their assigned tasks for at least the length of the regular teachers' workday.  It is recognized, however, that the satisfactory performance of a specific responsibility may require these persons to work longer than the normal workday.  Such additional time shall be the professional judgment of the individual member.

 

4.         No individual may be absent from a school building during the workday as described in this article without the express permission of the building principal in the case of a teacher assigned to that building.

 

B.        The work year for teachers (other than new personnel who may be required to attend an orientation session) will begin no earlier than September 1, and terminate no later than June 30, but will in no event be longer than 183 days, three (3) of which shall include:

 

1.         One day immediately prior to the opening of school, half of which will be used by teachers exclusively to prepare their program(s) and/or classroom(s) for the opening of the year;

 

2.         Two (2) days during the school year for professional development or training as determined by the system and/or building administration.  The last professional development day may, by mutual agreement between the individual teacher and the building administrator, be designed and developed by the individual teacher.  Such professional development days shall begin at 8:00 a.m., shall conclude on or before 3:00 p.m. and shall include a one hour duty-free lunch period.

 

A maximum of one hundred eighty (180) days during the school year shall be with students.

 

The Committee shall determine the exact closing date of the school year on or before May 15 of each school year.

                       

3.         The Out-of-District Liaison shall work the regular teacher work year plus thirty (30) additional days (or a pro-rated number of days based upon FTE) which will be at times mutually agreed upon between the Out-of-District Liaison and the Administrator of Special Education. The Out-of-District Liaison shall be compensated at his/her daily rate for these additional days of work.

 

C.        1.         All teachers will have a duty‑free lunch period of at least

twenty‑five (25) consecutive minutes.

 

2.         Classroom teachers will, in addition to their lunch periods, have a preparation period during which they will not be assigned to any other duties as follows:

 

a.         Kindergarten, Primary ‑ One (1) per day of no less than thirty (30) minutes in length.

 

b.         Middle School – Seven (7) preparation periods per six (6) day cycle and two (2) team planning periods. One team planning period shall be determined by the Team Leader or administrator acting in such capacity and one team planning period shall be determined by the Unit A members of the Team.  In any event, team planning periods shall be used exclusively for team planning.

c.         High School – Nine (9) preparation periods per six day cycle, unless reduced by mutual agreement of the teacher and the school principal.  Because of the nature of their work, career and technical instructors will be exempted from this provision and substantially equivalent preparation time will be provided through arrangement with the principal of the High School and the teacher involved.

 

d.         Efforts shall be made to provide teachers who are assigned to co-teach with work schedules that include preparation time in common with the teacher(s) with whom they are co-teaching.

 

D.        Teachers in grades 9-12 will not be required, unless by mutual agreement, in writing, to teach more than two (2) major disciplines nor more than a total of three (3) subjects within said disciplines at any one time.

 

Teachers in grades 7 & 8 will not be required, unless by mutual agreement, in writing, to teach more than two (2) major disciplines nor more than a total of three (3) subjects within said disciplines at any one time.

 

Teachers in grades 5-6 will not be required, unless by mutual agreement, in writing, to teach more than two (2) major disciplines.

 

E.        Teacher participation in extra‑curricular activities will be strictly voluntary.

 

F          If teachers are required to perform duties relative to Massachusetts General Laws, Chapter 71B, the Committee shall:

 

                        1.         Make training available to teachers.

 

2.         Provide substitute teachers whenever the regular teachers must be absent from class for an extended period because of said duties.

 

G         High School guidance counselors may work, with the prior written approval of the building principal, up to five (5) days before and/or after the close of the work year and shall be compensated on a per diem basis.

 

H         Attendance at any meetings, workshops or courses that are conducted before or after the regular workday or work year is strictly voluntary with the exception of the meetings listed in Section A.2.  Lack of attendance shall not be used in the evaluation of the work performance of any teacher.

 

I.          Middle school teachers may be required to supervise no greater than three (3) academic support periods/blocks in a six (6) day cycle. It is understood that academic support periods are designed to provide students with teacher directed assistance and enrichment similar to the kind of support they would be providing during after school help sessions.  It is understood that formal observation of teachers for purposes of evaluation shall not take place during academic support periods and formal lesson plans will not be required.

 

            In the event the Superintendent wishes to change the academic support periods herein described, such change must be negotiated to agreement with the Association.  The Association agrees to participate in such negotiations if provided six (6) months notice prior to the proposed date of implementation of a new concept.

 

 


ARTICLE VI

 

TEACHER EMPLOYMENT

 

A.        1.         The initial salaries of experienced teachers new to the Weymouth System shall be set by the Superintendent of Schools.  The Superintendent shall evaluate experience outside the Weymouth System in terms of type, length and quality of service and its relationship to the position to be filled in the Weymouth Schools.  Additional credit not to exceed three (3) years of military service and not to exceed two (2) years of Action Service may be given upon initial employment in lieu of teaching experience.

 

            2.         Teachers with previous teaching experience in the Weymouth System shall upon returning to the system receive full credit on the salary schedule for all service in the Weymouth System provided that they are appointed to fill a position substantially the same as that in which they served.  Outside experience and additional credit for military service and Action Service will also be evaluated as set forth in #1 above.

 

B.        1.         The minimum qualifications for regularly appointed new teachers, except in the Career and Technical programs, shall be a four‑year college degree and qualification as determined by the Massachusetts Department of Education.  All degrees must be from a college or university accredited by a regional or national accreditation association such as the New England Association of Schools and Colleges.  State regulations govern the minimum preparation requirements for Career and Technical School teachers.

 

            2.         Upon appointment to the Weymouth Public Schools, a teacher will be given a formal letter of appointment stating the course(s) and/or grade level to which the teacher will be assigned.

 

                        The teacher will not be hired or assigned either at the time of initial employment or at any subsequent time, to a course outside the scope of his/her teaching certificate and/or his/her major or minor fields of study.

 

                        Each employed teacher will be given a copy of his/her tentative teaching assignment including courses and levels upon leaving school in June and will be advised of any changes in his/her schedule before the opening of school.  No changes will be made after the third week in August unless occasioned by unforeseen conditions not caused by the Weymouth School Committee.

 

                        In the event a schedule is changed, the involved teacher shall be provided the opportunity to discuss his/her changed teaching assignment with the administrator involved.

 

C.        The Committee and the Association agree that they shall not discriminate with regard to race, creed, color, religion, national origin, gender, marital status, sexual orientation or age.

 

 

ARTICLE VII

 

VACANCIES AND PROMOTIONS

 

A.        Whenever any vacancy in an administrative or supervisory position occurs during the school year (September to June), it will be adequately publicized by the Superintendent by means of a notice delivered to each school as far in advance as possible.  During the months of July and August, written notice of any vacancy will be delivered to the Association.  In both situations, the qualifications for the position and its duties will be set forth.  No vacancy will be filled, except on a temporary basis, within thirty (30) days from the time that the notice is distributed to the school or notification is given to the Association.

 

B.        All qualified teachers will be given opportunity to make application for such positions, and the Superintendent agrees to give due weight to the professional background and attainments of all applicants, the length of time each has been in the school system, the quality of performance and other personal and professional factors relevant to the position.  Appointments normally will be made not later than sixty (60) days after the closing date for application.

 

C.        Appointments will be made without regard to race, creed, color, religion, national origin, gender, age, sexual orientation or marital status.

 

D.        Any vacancy filled on a temporary basis shall be compensated at a per‑diem rate of 1/184 of the differential paid for that position.

 

E.        A letter of recognition for such temporary appointments will be placed in the personnel file of such temporary appointees.

 

 

ARTICLE VIII

 

DUES DEDUCTION

 

A.        The Committee agrees to deduct from the salaries of its employees, dues for the Weymouth Teachers' Association, the Norfolk County Teachers' Association, the Massachusetts Teachers' Association and the National Education Association and to transmit the monies promptly to the Association.  There shall be twenty‑one (21) substantially equal payments commencing in September.  Thirty (30) days prior to the first deduction, the Association will provide the Committee with a list of those employees who have voluntarily authorized the Committee to deduct dues for the organizations listed above.  Teacher authorization shall be in writing in the form set.


"DUES AUTHORIZATION CARD"

 

NAME...........................................................................

 

ADDRESS........................................................................

 

            I hereby request and authorize the Weymouth School Committee to deduct from my earnings and transmit to the Weymouth Teachers' Association the dues of:  the Weymouth Teachers' Association, the Norfolk County Teachers' Association, the Massachusetts Teachers' Association, and the National Education Association, in the amount sufficient to provide for the regular payment of the membership dues as certified by such Association in twenty‑one (21) equal payments prior to June 30.  I understand that the Committee will discontinue such deductions for any school year only if I notify the Committee in writing to do so not later than sixty (60) days prior to the commencement of the school year.  I hereby waive all rights and claim for said monies so deducted and transmitted in accordance with this authorization, and relieve the School Committee and its officers from any liability therefore

. 

 

DATE......................TEACHER'S SIGNATURE..................................

 

B.        Each of the Associations named in Section A will notify and certify to the Committee in writing the current rate of its membership dues.  Any Association which will change the rate of its membership dues will give the Committee thirty (30) days written notice prior to the effective date of such change. 

Dues deduction must be authorized by October 1.  Teachers authorizing deductions after September 1 will begin payroll deductions on the second check of October.  The first three payments will be made to the Association directly  by the individual teacher; the remaining payments will be deducted.

 

C.        Any teacher who is not a member of the Association in good standing shall as a condition of continued employment pay as an agency fee to the Association an amount equal to membership dues payable to the Association, the Massachusetts Teachers' Association and the National Education Association; provided, however, that the teacher may authorize payroll deduction for such agency fee in the same manner as provided in Section A of this Article.  Any teacher hired subsequent to the execution of this Agreement who is not a member in good standing or who does not make application for membership in the Association within 30 days following commencement of employment, shall as a condition of continued employment pay said agency fee.  In the event that a teacher shall not pay such a fee directly to the Association, or authorize payment through payroll deductions, as provided in Section A, the Committee shall immediately cause the termination of employment of such teacher.  The parties expressly recognize that the failure of any teacher to comply with the provisions of this Article is just and reasonable cause for discharge from employment.

 

ARTICLE IX

 

TEACHER FACILITIES

 

A.        Each school built after 1940 or which had had major additions added since that time shall have the following facilities: 

 

            1.         Space in each classroom in which teachers may safely store instructional materials and supplies;

 

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

 

            3.         An appropriately furnished room to be reserved for the exclusive use of teachers as a faculty lounge and/or private dining area;

 

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

 

            5.         A communications system so that teachers can communicate with the main office from their classrooms;

 

            6.         A well lighted and clean male teachers' rest room and a well lighted and clean female teachers' rest room. 

 

B.        The Committee agrees to provide all building committees appointed in the future with educational specifications recommending inclusion of the facilities set forth in (A) above.

 

C.        In buildings built prior to 1940, the Committee agrees to provide the facilities set forth in (A) above where possible.  The feasibility of such provisions will depend solely on (1) building space limitations and (2) plans to phase out such buildings within a period not exceeding ten (10) years.

 

 

ARTICLE X

 

TEMPORARY LEAVES OF ABSENCE

 

A.        Teachers will be entitled to the following temporary leaves of absence with pay each school year:

 

            1.         Five days' leave will be granted without loss of pay because of death in the immediate family.  Immediate family will include:  mother, father, stepmother, stepfather, foster parent, brother, sister, stepbrother, stepsister, husband, wife, child, foster child, mother‑in‑law, father‑in‑law, or grandchildren.

            2.         One day's leave of absence will be granted without loss of pay for the funeral of grandparents, sister‑in‑law, brother‑in‑law, own uncle, own aunt, daughter‑in‑law or son‑in‑law, niece or nephew.

 

            3.         Two day's leave of absence will be granted by the Principal without loss of pay upon certification of the teacher requesting such leave that personal business, which cannot reasonably be conducted when school is not in session, necessitates absence.  This certificate will be countersigned by the immediate superior and forwarded to the Superintendent's office.  The first personal leave day will be granted without any requirement on the part of the teacher to give a reason for taking said day.  The teacher must submit, in writing, the reason for the second personal day.  However, the Superintendent may grant additional days of personal leave upon specific request.

 

            4.         Requests should not be made for absences on days preceding or following school vacations.  All teachers should be on duty on these days unless ill or absent because of a death in the family, or for personal business, the purpose for which has been stated to the Superintendent and which (s)he deems impossible to conduct at another time.  For the purposes of this Article, school vacations shall mean the Thanksgiving, Christmas, Winter, and Spring school vacation periods.

 

            5.         The Superintendent may excuse teachers upon request to attend school conferences and conventions and for visiting days without a deduction in pay.

 

            6.         Leaves taken pursuant to this Article will be in addition to any sick leave to which said teacher is entitled.

 

            7.         Any teacher who goes on required short‑term military leave shall be paid the difference between his/her military pay and his/her regular pay.

 

            8.         Eight (8) days shall be granted for use by the Association as determined by the President. The Association shall reimburse the Committee for each such day at the substitute teacher rate of pay in the event a substitute teacher is employed.

 

9.         A teacher who is required by subpoena or other formal notification to attend a state or federal agency or court hearing arising from job related matters shall be released for the day without loss of pay or benefits.  A teacher who is required to attend a criminal court hearing involving criminal charges against the teacher arising from job related matters shall be released for the day with pay at the discretion of the Superintendent.  However, in the event the teacher is fully exonerated of the charges against him/her (that is, found not guilty, a court dismisses the charges, the district attorney's office files nolle pro sequi, or no criminal complaint is issued) he/she shall be made whole for the day.

 

10.       Teachers will be permitted to be absent from their assignments, with pay, for the purpose of observing a religious holy day which occurs while school is in session.  Teachers shall notify their building principal in writing seventy-two (72) hours in advance of the religious holy day.

 

B.        Excused absences other than those listed in Section A above must be authorized in advance by the Superintendent.

 

 

ARTICLE XI

 

EXTENDED LEAVES OF ABSENCE

 

The provisions of this Article are applicable to teachers with professional teacher status only, excepting D.

 

A.        The Committee agrees that one (1) teacher designated by the Association will, upon request, be granted a leave of absence for no less than one (1) year and no more than two (2) years without pay or with pay reimbursed for the purpose of serving in an Association's national or state elective constitutional office.  Upon return from such leave, a teacher will be considered as if (s)he were actually employed by the Committee during the leave and will be placed on the Salary Schedule at the level (s)he would have achieved if (s)he had not been absent.

 

B.        A leave of absence, without pay, of up to two (2) years will be granted up to three (3) teachers per school for the purpose of joining the Action program, or serving as a teacher in an exchange system approved by the Superintendent, and provided further said teacher is a full‑time participant in either of the afore-described programs.  Upon return from such leave, a teacher will be considered as if (s)he were actively employed by the Committee during the leave and will be placed on the Salary Schedule at the level (s)he would have achieved if (s)he had not been absent on said leave.

 

            A leave taken pursuant to this section shall commence only at the commencement of a school year; and a teacher returning to the school system shall return only at the commencement of the school year.  The Superintendent may waive these restrictions aforementioned.

            It is agreed that if a teacher who takes a leave of absence pursuant to this section does not return at the end of two years, said teacher shall be presumed to have resigned from the Weymouth School System.

 

C.        Military leave will be granted to any teacher who is inducted or enlists to satisfy induction requirements in any branch of the armed forces of the United States.  Upon return from such leave, a teacher will be placed on the Salary Schedule at the level which (s)he would have achieved had (s)he remained actively employed in the system during the period of his/her absence up to a maximum of three (3) years.

 

D.        1.         Subsequent to the third month following the initial date of entry into employment, a teacher who so requests it shall be granted a leave without pay for reasons of childbearing.  Said leave shall not exceed eight (8) weeks.  Said request must be made two weeks in advance of the commencement of the leave and must include notice of intent to return.

 

            2.         Said teacher shall be entitled to the provisions of Article XV of this Agreement for any period of physical disability due to the pregnancy and/or birth upon written certification of said physical disability by the teacher's attending physician.

 

            3.         Said teacher shall, as soon as practical, submit a medical certificate from the attending physician which shall include:

 

                        a.         The last date on which the teacher will be physically able to perform the normal duties of the position.

 

                        b.         The anticipated delivery date.

 

            4.         Teachers shall be entitled to leave without pay or increment for a period not exceeding two (2) years for reasons of childrearing.  Notice of intent to return from said leave must be given by April 1 of the year in which the teacher intends to return and said return shall be at the beginning of the school year.  In determining the placement on the salary schedule of a teacher who returns from a childbearing leave, credit for a full year of teaching shall be given for the school year during which the leave began if the teacher taught at least ninety‑three (93) schools days during said school year.  A teacher who has not taught at least this number of school days shall remain on the step on the Salary Schedule held prior to the commencement of the leave.

                        The teacher shall be restored as soon as practicable to the position held when the leave began or to a substantially equivalent position.

 

E.        A leave of absence without pay or increment of up to one (1) year will be granted for the purpose of caring for a sick member of the teacher's immediate family, where such teacher's personal attendance is required.  Additional leave may be granted at the discretion of the Committee.  (Immediate family for the purpose of this Section shall mean mother, father, foster parent, stepmother, stepfather, brother, sister, stepsister, stepbrother, husband, wife, child, or foster child).

 

F.         The Committee will grant a leave of absence without pay or increment to any teacher to serve in an elected public office for no more than six (6) years.

 

G.        After five (5) years continuous employment in the Weymouth School System, a teacher may be granted a leave of absence without pay or increment for up to one (1) year for personal health reasons.  Requests for such leave will be supported by appropriate medical evidence.

 

H.        Any teacher whose personal illness extends beyond the period covered by sick leave may be granted a leave of absence without pay or increment for such time as is necessary for complete recovery from such illness.  Requests for such leave will be supported by appropriate medical evidence.

 

I.          Other leaves of absence without pay may be granted by the Committee.

 

J.         All benefits to which a teacher was entitled at the time his/her leave of absence commenced will be restored to him/her upon his/her return, and will be assigned to the same position which (s)he held at the time said leave commenced, or, if not, to a substantially equivalent position, if available.

 

K.        All requests for extensions or renewals of leaves will be applied for before April 1 of each school year, in writing and if granted, such extension or renewal will be in writing.

 

L.        In the event of a leave taken pursuant to this Article being granted to a teacher during the course of a school year said teacher will be granted and take the leave for the remaining portion of the school year and shall not return, at least until the commencement of the next school year unless said requirement is specifically waived by the Superintendent.

 

M.       A leave of absence without pay or increment of one (1) school year will be granted to any member for the purpose of exploring a career change.  Application for such leave must be submitted on or before April 15 of the school year immediately preceding the September 1 effective date of such leave.

 

N.        Leaves of absence regulated by the Family Medical Leave Act of 1993 will be available to all members of the bargaining unit.

 

 

 

ARTICLE XII

 

SABBATICAL LEAVES OF ABSENCE

 

Upon recommendation of the Superintendent of Schools and with the endorsement of both the building principal and of the applicant and the TEPS Committee, one year sabbatical leaves of absence shall be granted for study or travel to members of the professional staff covered by this Agreement by the Committee subject to the following conditions:

 

            1.         The number of leaves in any one year shall be 1% of the total professional staff or the major fraction thereof.

 

            2.         Such leaves must be filed in writing on or before April 1 if they are to become effective in September of that year. 

 

            3.         Action by the Committee shall be taken on such leaves by April 15 in the calendar year in which they are to become effective. 

 

            4.         Such leaves shall be granted only to members of the professional staff who have served in the Weymouth School System for six (6) years or longer.  A second or third such leave shall not be authorized unless and until one shall have re‑established eligibility by serving another period of six (6) years. 

 

            5.         Teachers on sabbatical leave shall receive half pay. 

 

            6.         A teacher on sabbatical leave shall return to regular service in the Weymouth School System at the expiration of the leave for a period equal to twice the length of the leave. 

 

            7.         A teacher's tenure, regular salary increments, and status shall not be impaired by a sabbatical leave. 

 

 

ARTICLE XIII

 

TEACHER EVALUATION

 

A.        1.         All monitoring or observation of the work performance of a teacher will be conducted openly and with the full knowledge of the teacher.

 

            2.         The use of the public address system or any other audio system shall be strictly prohibited as an evaluation device.

 

            3.         Teachers will be given a copy of any formal evaluation report prepared by their superiors and will have the right to discuss such a report with their superiors.

 

            4.         Within areas (Secondary, Middle, Primary, Pupil Personnel Services and Career and Technical) all written evaluation instruments shall be uniform.  The policy, procedure and instrument for the evaluation of teachers are attached hereto as Appendix B.

 

B.        1.         Upon written request given 24 hours in advance, the Superintendent of Schools will make available the personnel file of a teacher to said teacher and (s)he will be permitted to make copies of said personnel file.  A teacher will be entitled to have an appropriate representative of the Association accompany him/her during such interview. 

 

            2.         No material derogatory to a teacher's conduct, service, character or personality will be placed in his/her personnel file unless the teacher has had an opportunity to review such material.  The teacher will acknowledge that (s)he has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof.  The teacher will also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent and attached to the file copy. 

 

C.        Any complaints regarding a teacher which form the basis for an adverse entry in the personnel file made to any member of the administration by any parent, student or other person will be promptly called to the attention of the teacher, and, if determined to be meritorious by the Superintendent, shall be placed in the teacher's personnel file.  The teacher shall be allowed to place a statement which shall be attached to the complaint in his/her file and/or retains the right to challenge such judgment under Section D of this Article.  In the event that the Superintendent is unable to determine that the complaint is meritorious, the complaint shall be placed, with the teacher's statement if he/she so chooses, in a special file and may be accessed only if a similar complaint is made against the teacher during the next three (3) years. If no similar complaint is made, at the end of said three (3) year period, any and all copies of any and all documents related to the matter in the special file shall be destroyed.

 

D.        No teacher will be disciplined, reprimanded, reduced in compensation, suspended, discharged, or deprived of any rights or benefits provided for in this Agreement without just cause.  It is agreed, however, that in matters involving the decision of the Superintendent not to re‑employ a teacher who has not obtained professional teacher status in the Weymouth Public Schools, such decision shall not be replaced by that of an arbitrator acting under the procedures cited in Article IV of this Agreement.

 

E.        All personnel files shall have an inventory sheet as their first page.  Said inventory sheet shall list any and all material contained in the file and will list material as it is added.  All material added to the file subsequent to the establishment of the inventory system shall be date and time stamped.  The establishment of this inventory system shall be subject to funding by the Association.  Thereafter, expenses for maintaining such inventory sheets shall be borne by the Committee.

 

F.         The Committee and the Association agree to form an Evaluation Subcommittee which shall meet regularly to evaluate and revise the evaluation criteria and procedures currently in use in the Weymouth Public Schools for bargaining unit members.  Said Subcommittee shall be composed of equal number of representatives of the Association and the Committee and it shall make every effort to report its recommendations to the respective bargaining teams on or  before October 31, 2004.

 

Any recommendations presented to the bargaining teams and any unresolved matters pertaining to teacher evaluation shall be negotiated by the bargaining teams pursuant to Section 40 of the Education Reform Law of 1993.

 

 

ARTICLE XIV

 

PROFESSIONAL IMPROVEMENT

 

A.        Lane Advancement

 

1.         A committee shall be formed for the purpose of approving proposals for
courses leading to professional improvement credits.  It shall consist of seven (7) members of the Teacher Education and Professional Standards Committee (TEPS) and the Superintendent of Schools or his/her designee.

 

2.         Marks and personal records of the teachers are not at the disposal of the
            TEPS Committee.

 

3.         The TEPS regulations in the existing Rules and Regulations of the Committee on Teacher Education and Professional Standards shall continue for the duration of this Agreement. 

 

4.         The TEPS Committee shall approve credits for the Masters + 15 lane, the Masters + 30 lane, the Masters + 45 lane and the Master’s +60 lane.  Such credits shall be related to the teacher’s present assignments, or his/her assignment(s) at the time the course was taken.  The courses submitted for evaluation must have been taken in the twelve years immediately preceding the submission of these courses for evaluation by TEPS.  With the exception of Career and Technical teachers who are submitting courses pursuant to Article XXII, sections A-C, such courses must earn graduate credits, must be taken subsequent to the receipt of the Bachelor’s Degree and must not have been utilized in the attainment of the Masters Degree. 

 

B.        Course Reimbursement

 

In an effort  to encourage and support the professional development of the educators of the Weymouth Public Schools, the Committee agrees to reimburse teachers for the costs associated with taking graduate-level courses at accredited colleges or universities.

 

1.         The Committee agrees to reimburse teachers for the costs of all courses required by the Committee.

2.         The Committee will establish a Tuition Reimbursement Fund (TRF) with an annual budget of $200,000. $80,000 will be available for the summer semester, $60,000 available for the fall semester and $60,000 available for the spring semester.  Any monies not used in the summer semester will be rolled over to the fall and from the fall to the spring semester.  Any monies not used in the spring semester will be used to reimburse members, if any, who applied for reimbursement earlier in the year and were denied for lack of funds.

 

3.         Reimbursement shall be provided upon submission of documentation indicating successful completion of the course as evidence by a grade of B (or its equivalent) or better as well as proof of payment.

 

4.         In the event that the demand for course reimbursement exceeds the amount available in a semester, approval will be determined using the following procedures:

 

                        i)          Applications submitted prior to the deadline will be given priority.

 

ii)         One course for each applicant will be prioritized before considering multiple course requests from a single applicant.

 

iii)        Each application will be coded to indicate the number of reimbursements received by the applicant in prior cycles.

 

iv)        Those applicants who have not received a reimbursement in any prior cycle will receive the highest priority.

 

v)         Those applicants who have received the fewest number of reimbursements in prior cycles will receive the next highest priority.

 

vi)        Multiple course requests from a single applicant will be considered only after all applicants are approved for a single course.

vii)       Should approval require a subjective determination, the TEPS Committee shall hold ultimate responsibility for reviewing and approving applications for the Tuition Reimbursement Fund.

 

 

ARTICLE XV

 

SICK LEAVE

 

Teachers covered by this Agreement shall be entitled to sick leave days during the school year according to the following schedule:

 

Years of Service                                            Entitlement

 

0 ‑ 2 years                                                        12 days

3 ‑ 5 years                                                        15 days

6 ‑ 8 years                                                        20 days

9 ‑11 years                                                       25 days

12 years                                                           30 days

 

In the case of absence for personal illness extending beyond the number of sick leave days to which a teacher may be entitled as provided in this section, a deduction of

 

 

twenty‑one dollars ($21.00) a day will be made for the first ten (10) such days and thirteen dollars ($13.00) for each day thereafter for a period of not more than one year from the beginning date of absence.  This provision applies after a full year of service.

 

In case of absence for personal illness which has extended beyond one year, a return to service for one‑half (or five months) will make a teacher again eligible for full leave privileges for one additional year.  In any case where an extended absence occurs in a third school year, compensation will be subject to the approval of the School Committee.

 

Up to five (5) days of the teacher's entitlement may be used in any school year for illness in his/her immediate family (as defined in Article X, Section A.1.).

 

 

ARTICLE XVI

 

GENERAL SECTION

 

A.        There will be no reprisals of any kind taken against any teacher by reason of his/her membership in the Association or participation in its activities.

 

B.        Any teacher whose appearance is necessary at an arbitration hearing or fact finding session, which is set by mutual agreement between the Committee and the Association or ordered by the neutral party, held during the school day will, upon notice to his/her principal or immediate superior and to the Superintendent by the Chairman of the PR & R Committee to be released without loss of pay as necessary in order to permit participation in the foregoing activities.

 

C.        Teachers will be entitled to full rights of citizenship, and no religious or political activities of any teacher or lack thereof will be grounds for any discipline or discrimination with respect to the professional employment of such teacher.

D.        The President of the Association will be provided with a copy of the agenda of all open meetings of the Committee and copies of the minutes of open meetings whenever practical.

 

E.        If any provisions of this Agreement or any application of this Agreement shall be found contrary to law, then such provision or application shall not be deemed valid and subsisting except to the extent permitted by law, but all other provisions or applications will continue in full force and effect.

 

F.         The Committee will, upon request, provide the Association with any public documents available to the citizens of Weymouth which will assist the Association in developing intelligent, accurate, informed and constructive proposals for presentation at negotiations.

 

 

 

 

G.        1.         If there is to be a reduction in the number of teachers, the following procedure shall be implemented:

 

            2.         Definitions:

 

                        Seniority:  Means a teacher's length of consecutive service in years, months and days in the bargaining unit.  Part‑time teachers employed after November 1, 1986, covered by this Agreement shall have their seniority pro‑rated.  Leaves of absence shall not be considered as breaks in said consecutive service, except that only paid leaves of absence shall be counted as years, months, and days for the purposes of this definition.

 

            Where the total number of years, months, and days are equal, seniority shall be determined by lot.

 

            Length of Service for present teachers as of the effective date of this Agreement shall commence as of the date of the said teacher's execution of his/her initial contract or employment.

 

            Length of Service for teachers employed subsequent to the effective date of this Agreement shall commence as of the initial date of employment as recorded in the Town Treasurer's Office.

 

            Qualified:  Means that the teacher has on file with the Committee prior to the finalization of the seniority list his/her evidence of certification required pursuant to Chapter 71, Section 38G of the Massachusetts General Laws, an inactive certificate is evidence of certification pursuant to Chapter 71, Section 38G of the Massachusetts General Laws.

 

Layoff:  Means an unpaid leave of absence for a period of 36 months commencing from and pursuant to a Reduction in Force.

 

            Recall:  Means the right to return to service during the 36 month layoff period.

 

            3.         Notice:  When a Reduction in Force is to take place, the Committee shall give written notice to the Association and the affected teachers prior to May 30 of the school year next preceding the effective date of the Reduction in Force.

 

            4.         Seniority List:  Shall mean a list specifying the order of seniority of each teacher.  The Seniority List shall include the areas in which a teacher is qualified; and said list shall be prepared by the Committee and the Association by November 1 of each school year.  Placement on the Seniority List for the areas in which a teacher becomes qualified subsequent to the effective date of the initial list shall be as of the date of filing of evidence of said qualifications with the Committee.  The

                       

                        Association shall promulgate the Seniority List to each teacher within thirty (30) calendar days after receipt of said list from the Committee.

 

Any teacher who wishes to challenge his/her position on the Seniority List shall submit the challenge in writing setting forth the basis of his/her challenge to the President of the Association but, in no event, no later than January 1.  Thereafter, any challenges remaining unresolved shall be forwarded to the Committee on or before January 15.  Notwithstanding the provisions of Article IV of this Agreement, a tripartite panel, consisting of a person appointed by the Association, a person appointed by the Committee and a third person chosen by the appointed persons, shall meet to decide the validity of the unresolved challenges.  This Panel shall render its decision prior to February 1.  A teacher who has filed timely in accordance with the provision of this Article, a challenge to the Seniority List which remains unresolved, shall be advised of the date, time and place of the meeting of the said Panel.  The teacher shall have the opportunity to clarify his/her challenge before the Panel; provided, however, (s)he shall have submitted a request for said opportunity in writing to the President of the Association prior to the meeting of the Panel.

 

The decision of a majority of the Panel will be final and binding on the teacher, the Association, and the Committee.

 

            The cost, if any, of the services of the neutral member of the Panel shall be borne equally by the Committee and the Association.

 

            The list as finally determined by the Panel shall be the Seniority List for the purposes of this Article.  In the event there are no unresolved challenges as of the January 1 list, then the promulgated list shall be the final list.

 

            After the Committee has determined the number of teachers covered by this Agreement to be placed on layoff, then it shall first determine which teacher(s), if any, have performed in a less than competent manner and shall notify each teacher(s) in writing by certified mail that they are to be placed on layoff effective September next following receipt of said notice.  Any teacher(s) so notified shall have the right to grieve such action pursuant to Article IV of this Agreement and the Committee shall have the burden of proof in such matter.  After having made any such determination regarding less than competent performance, then the least senior qualified teacher(s) shall be notified, in writing, by certified mail, that they are to be placed on layoff effective September next following receipt of the said notice.

 

 

 

 

5.         Reduction in Force

 

                        a.         Any elementary, K to 8, certified teacher who is to be affected by layoff shall be eligible to displace a less senior teacher in subject areas in grades 7 and 8 except Art, Business Subjects, Home Economics, Industrial Arts, Music, Health, Health and Physical Education, Reading, Speech and Driver Education.

 

                        b.         In order to implement a. above, a senior high teacher with less seniority than the affected elementary teacher shall be displaced by a junior high teacher with greater seniority than said elementary teacher, or by a volunteer acceptable to the Committee.

 

                        c.         Teachers who are certified as Special Needs teachers shall be transferred to a special needs assignment prior to the hiring by the Superintendent of non‑tenure Special Needs personnel.

 

6.         Recall:

 

                        a.         When a teacher covered by this Agreement has been placed on layoff in accordance with the provisions of this Article, said teacher shall be placed on a recall list for a period of 36 calendar months from the effective date of the layoff.  If not recalled during said period, the teacher shall be terminated.

 

                        b.         During said layoff period, the teacher shall be considered to be on leave of absence without pay or increment.

 

                        c.         The teacher shall be entitled to membership in any group health or life insurance coverage in existence at the time of the effective date of his/her layoff, provided, however, that the teacher pays the entire cost of said insurance in quarterly payments in advance of the premium due, and there shall be no contribution by the Committee for such teacher's insurance.

 

                        d.         The teacher during the period of recall shall inform the Superintendent of his/her current mailing address and any other circumstances which could affect his/her recall status.

 

                        e.         In the event that the Committee determines to re‑establish the eliminated positions, the teachers who have been placed on layoff status who are qualified for the available position and who are on recall status shall be notified by certified mail that such a position is available.  The teachers so notified shall within 10 calendar days from the date of the receipt of the notice respond in writing by certified mail of their intention to return or not return to the school system.  Upon expiration of said 10 days, if the Superintendent has not been notified by said teacher, or if the teacher has given notice of his/her intention not to return, then, in such event, said teacher shall terminate the leave of absence and the teacher shall be considered to have resigned from the school system.

 

                        f.          The reference to the "eliminated positions" above includes positions which become open as a result of resignation, retirement, termination or leave granted for the school year, which the Committee intends to fill.

If prior to October 1, "an eliminated position" as in the paragraph above, occurs, then such position shall be filled in accordance with Section G.6e.

 

                        If "an eliminated position", as in the paragraph above, occurs October 1 or thereafter, then such position shall be filled by a Long Term Substitute hired at the discretion of the Committee.  If the teacher selected for the Long Term Substitute position is on the recall list and the teacher refuses the Long Term Substitute position, this does not constitute a forfeiture as outlined in Article XVI, Section 6a, and the teacher shall retain status on the recall list.

 

                        g.         The Superintendent shall assign the most senior qualified teacher among those notified above in Paragraph (e) to the available position, provided said teacher has complied with the provisions of said section.

 

                        h.         Those teachers who have complied with Paragraph e above, and who have not been assigned in accordance with Paragraph f above shall continue in recall status.

 

             i.          In the event of a layoff pursuant to this Article, no duties performed by members of the bargaining unit may be performed by persons not in the bargaining unit except to the degree consistent with the practices in effect on the effective date of this Agreement.

 

7.          Fall Back:

 

                        a.         Employees serving at the discretion of the Committee under the provisions of M.G.L. c.71, s.41 who re‑enter the bargaining unit described in Article I, shall be placed on the Seniority List in accordance with their previous service within that unit.

 

In addition to the creditable service described above, said employees shall be credited with the years, months, days of service to the Committee in which they served in positions requiring greater than fifty percent (50%) of their time in the performance of work generally performed by members of Unit A.  Such positions shall include any position listed in Appendix A of the Unit B Memorandum of Understanding where the greater than fifty percent (50%) standard is met. 

 

                        b.         Employees serving at the discretion of the Committee under the provisions of M.G.L. c.71, s. 41 who enter the bargaining unit described in Article I for the first time shall be placed on the Seniority List before those teachers who are not serving at the discretion of the Committee and after those teachers who are serving at discretion.

 

                          c.        In addition to the creditable service described above in Section 5.a. and 6.b., said employees who enter or re‑enter the bargaining unit described in Article I from Unit C (MCR‑2543) shall be credited with the years, months, and days of service to the Committee in which they served in positions requiring greater than fifty percent (50%) of their time in the performance of work generally performed by members of Unit A.  It is further agreed that such greater than fifty percent (50%) standard will be considered to have been met in the event an employee taught two‑fifths (2/5) of a normal teaching load by  recognizing eleven percent (11%) non‑teaching Unit A work.

 

            8.         Refresher Courses:  Any teacher reassigned due to seniority to a discipline; level (Elementary, Secondary); and/or area in which he/she has not taught at least one of the last five years may be required to complete up to ten (10) hours of refresher course work as recommended by the Superintendent or his/her designee.  The refresher courses will be funded by the Committee and conducted in the Weymouth School System in the fall of each year.

 

            9.         A subcommittee consisting of two (2) representatives each from the Association and the Committee shall meet as needed to discuss the impact of any new recertification requirements.  Said subcommittee shall report its findings and recommendations to the Association and the Committee.

 

H.        All Special Needs Staff who are required to carry out 766 procedures such as Educational Plan writing, Capacity‑Achievement Testing and parent conferences associated with the core evaluation process, may make arrangements, as needed, with the approval of their building principal, to accomplish these essential tasks during the school day by canceling periods of instruction or by making other arrangements with the principal.

 

I.          The children of employees of the Weymouth Public Schools shall be given priority (after student parents) in the process of selecting participants in the Weymouth School Department Child Care Center.

 

 

ARTICLE XVII

 

SALARIES

 

A.        The Basic Salary Schedules for employees covered by this Agreement are attached hereto as Appendix A.

 

B.        Salary payments shall be made throughout the school year in twenty‑one (21) substantially equal payments or, if a teacher so elects, in 26 substantially equal payments over the entire contract year.

 

C.        In the event a teacher elects the 26‑payment plan, such election shall be made in writing to the Superintendent on or before May 1 for the subsequent school year.

 

Additionally, a teacher electing the 26‑payment plan has the option of receiving his/her summer pay in one lump sum providing (s)he notifies the Superintendent in writing on or before May 1 of each school year.  The payment will be made with the first paycheck following the end of the school year.

D.        Longevity:

 

            Teachers will receive compensation in addition to that specified in Appendix A.I or A.II for their service in the Weymouth Public School System in accordance with the following provisions:

 

              Length of Continuous Service                                  Annual Amount of

            in the Weymouth Public Schools                                   Longevity Pay                                   

                                                                                 

After 15 years                                                       $1,400

 

After 20 years                                                       $2,200

 

After 25 years                                                       $3,550

 

            Said compensation shall be made in a lump‑sum payment in June.

 

E.        Teachers shall be provided the pre‑tax aspects of the so‑called "Cafeteria Plan" for the employee contributions to the medical insurance plans.

 

F.         Teachers shall be provided the option of direct deposit of their paychecks into the banking institution of their choice.

 

G.        Courses for movement horizontally on the Teachers Salary Schedule (M to M+15, M+15 to M+30, M+30 to M+45, and effective September 1, 2006, M+45 to M+60) must be graduate level courses from accredited colleges or universities.  It is understood that any and all credits earned prior to September 1, 2003, shall continue to be valid for horizontal movement subsequent to this date, provided these credits met the approval standards of the TEPS Committee at the time they were earned.

 

 

H.        Personnel required to use private vehicles in the performance of their duties will be reimbursed at the rate of thirty-two ($0.32) cents per mile.

 
 
ARTICLE XVIII

 

ANNUITY PLAN

 

Teachers will be eligible to participate in a "tax sheltered " Annuity Plan established pursuant to United States Public Law No. 87‑370.  Annuity deductions shall be made on a semi‑monthly basis.

 

 

 

ARTICLE XIX

 

TRANSFER POLICY

 

A.        All members of the bargaining unit are eligible for transfer to any vacant position for which they are certified.  All requests for transfer should be in writing and submitted to the Superintendent prior to April 15.

 

B.        When a reduction in the number of teachers in a school or department is necessary, volunteers will be transferred first.  When involuntary transfers are necessary because of a reduction in the number of teachers required, a teacher's area of competence, major and/or minor fields of study, quality of teaching performance, and length of service in the Weymouth School System shall be considered.  Any teacher being transferred involuntarily shall be notified of the reasons for the transfer prior to August 15.

 

 

 

ARTICLE XX

 

PROFESSIONAL DEVELOPMENT

 

A.        In‑service training shall be held at the discretion of the Superintendent.

 

B.        The Association and the Committee agree to form a joint committee with equal representation to attract local colleges and universities to provide graduate level courses which are requested by the professional staff of the Weymouth Public Schools in the schools of Weymouth.

 

 

 

 
ARTICLE XXI

 

CLASS SIZE

 

Class size in the Weymouth School System shall be computed on the basis of the average class size system‑wide.  The following figures represent the average system-wide class size:

 

                        K‑6                                              25

                        7‑12                                             28

                        Physical Education                     35

                        Laboratories: number of stations plus 50%

 

The above policy shall not preclude large group instruction when such instruction is a part of the regular program. 

 

 

ARTICLE XXII

 

CAREER AND TECHNICAL EDUCATION

 

A.        All teachers of Career and Technical programs shall be placed on the Bachelor’s

            lane of the Teachers’ Salary Schedule by presenting evidence of a Preliminary

            Vocational Technical Teacher license from the Department of Elementary and

            Secondary Education (or applicable waiver).

 

B.        Career and Technical teachers presenting evidence of a Professional Vocational

            Technical Teacher license from the Department of Elementary and Secondary

            Education shall be placed on the Masters lane of the Teachers’ Salary Schedule.

 

C.        Career and Technical teachers, holding a Professional Vocational Technical

            Teacher license from the Department of Elementary and Secondary Education,

            shall be eligible to advance to the Master’s +30 level upon obtaining a Bachelor’s

            degree.  

 

D.        Career and Technical teachers will be eligible to advance to the Master’s +45

            level upon attaining fifteen graduate credits subsequent to the receipt of bachelors

            degree and will be eligible to advance to the Master’s +60 level upon earning

            fifteen graduate credits subsequent to attaining Master’s +45.

 

E.        No shop in the Career and Technical programs shall have fewer than two (2) instructors when the students assigned exceed twenty‑two (22) students.

 

 
 

ARTICLE XXIII

 

CREDIT UNION DEDUCTIONS

 

The Committee agrees to deductions, upon the request of teachers, for credit union savings purposes.

 

Fixed credit union deductions will be on a semi‑monthly basis and be limited to the Rockland Federal Credit Union or the Century Bank and Trust.  There shall be three (3) points of entry and withdrawal on a yearly basis ‑ September 1, November 1, and January 1.  One month's notice in advance must be given.

 

 

ARTICLE XXIV

 

NON‑TEACHING DUTIES

 

The School Committee and the Association acknowledge that a teacher's primary duty is to teach and that the teacher's energies shall be directed and utilized to this end.

 

A.        Teachers shall not be required to perform the following tasks:

 

            Collection of monies for non‑educational duties; insurance, pictures, stamps, private charities, and maintenance of the Massachusetts School Register.

 

B.        The conditions of employment for teachers at the secondary level as they relate to lunchroom, playground, lavatory, corridor and study hall supervision, the preparation of instructional materials, and the distribution of audio‑visual materials shall be consistent with the practices in effect during the 1976‑77 school year except for such duties which were previously performed by teacher aides.

 

C.        The aforementioned conditions of employment (see section B above) for elementary teachers shall be consistent with the practices in effect during the single session pilot program conducted during the 1980‑81 school year.

 

 

ARTICLE XXV

 

REIMBURSEMENT FOR COURSES

 

The Committee agrees to reimburse teachers for the costs of all courses required by the Committee except those required for movement upon the Bachelor's Lane of Appendix A.1.

 

An ad hoc Tuition Reimbursement Fund (TRF) Committee shall be established

consisting of two (2) members selected by the Association and two (2) members selected by the Superintendent.  The TRF Committee shall develop and promulgate the procedure and application for accessing the TRF.

 

In an effort to encourage and support the professional development of the

educators of the Weymouth Public Schools, the Committee agrees to reimburse teachers

for the costs associated with taking courses at accredited colleges or universities. The

Committee will establish a Tuition Reimbursement Fund (TRF) which shall be subject

to the following:

 

A.        Members are eligible for reimbursement to a maximum of the costs associated

      with taking a three (3) credit hour graduate level course at Bridgewater State

      College.  The rate of reimbursement in each contract year shall be the rate effective on September 1st of said contract year.

 

B.        Each fiscal year, there will be $80,000 for the summer semester, $60,000 available for the fall semester and $60,000 for the spring semester for an annual budget of $200,000.  Any monies not used in the summer semester will be rolled over to the fall semester and from the fall to the spring semester.  Any monies not used in the spring semester will be used to reimburse members, if any, who applied for reimbursement earlier in the year and were denied for lack of funds.

           

C.        Reimbursement shall be provided upon successful completion of the course as

      evidenced by a grade of B (or its equivalent) or better.

 

D.        In the event the demand for course reimbursement exceeds the amount available

      in a semester, first priority shall be given to teachers who are applying for courses

      for a degree or certificate program.  Next, reimbursement shall be provided on a

      first-come, first-served basis; however, teachers who are making

      application for their first course of the year shall be given preference over

      teachers who are applying for a second or third course.

 

 

ARTICLE XXVI

 

TEACHER'S INDEMNIFICATION

 

A.        The Committee shall grant any teacher, who is absent because of a personal injury arising out of and during the course of his/her employment, sick leave in accordance with Article XV of this Agreement with no reduction in pay except those required by law.

 

B.        The Committee shall provide the mandatory protection required by Chapter 258 of the General Laws of the Commonwealth of Massachusetts whenever any teacher shall become eligible therefore under the provisions of said law.

 

 

 

 

 

 

ARTICLE XXVII
DURATION CLAUSE

 

2007 – 2009 Agreement:

This Agreement shall become effective beginning September 1, 2007, and shall remain in effect through August 31, 2009. 

 

2009 – 2012 Agreement:

 

This Agreement shall become effective beginning September 1, 2009, and shall remain in effect through August 31, 2012.  Either party to this Agreement may initiate negotiations for a successor Agreement to this Agreement to be effective beginning September 1, 2012, by tendering written notice to the other party on or after September 1, 2011.

 

 

IN WITNESS WHEREOF, the School Committee of the Town of Weymouth has caused this AGREEMENT, to be signed in its name and behalf by its Chairman, and the Weymouth Teachers' Association has caused this AGREEMENT to be signed in its name and behalf by its President, this _____ day of September, 2008.

 

 

 

 

School Committee of the Town of Weymouth          Weymouth Teachers’ Association

 

 

 

______________________________________      _______________________________

Chairman                                                                     President


APPENDIX A.I – TEACHERS & NURSES SALARY SCHEDULE

Effective September 1, 2007 – 1% Increase

 

STEP

B

M

M+15

M+30

M+45

M+60

DOC

1

$37,406

$39,961

$40,821

$42,318

$43,497

$44,670

$46,010

2

$38,902

$41,250

$42,318

$43,813

$45,308

$46,803

$48,207

3

$40,603

$43,173

$44,025

$45,952

$47,452

$48,951

$50,419

4

$42,745

$44,884

$45,952

$48,127

$49,495

$50,865

$52,391

5

$44,454

$47,659

$48,518

$50,231

$51,831

$53,428

$55,031

6

$46,587

$49,373

$50,231

$52,578

$53,862

$55,144

$56,798

7

$48,518

$51,506

$52,578

$54,286

$55,887

$57,490

$59,215

8

$50,231

$53,470

$54,286

$56,643

$57,926

$59,209

$60,985

9

$52,578

$55,785

$57,066

$58,780

$60,382

$61,982

$63,841

10

$54,713

$58,780

$59,624

$61,982

$63,263

$64,547

$66,483

11

$57,707

$62,197

$63,051

$64,972

$66,468

$67,964

$70,003

12

$60,645

$66,204

$67,484

$69,201

$70,697

$72,194

$74,360

 

Teachers engaged in work related to the Masters of Social Work who have earned that degree shall be paid on the appropriate step of the Masters + 30 Lane.

 

*Effective September 1, 2003, a Masters Degree is required for placement on this column.  Any teacher who was placed on this salary column with a B+36 prior to this date will be grandfathered.

 

The Head Nurse shall be paid a differential of $4,276 in addition to appropriate salary from Schedule A.1.

 

           


APPENDIX A.I.a - LONG TERM SUBSTITUTES

                                                 Effective September 1, 2007 – 1%

 

STEP                                      BACHELORS                       MASTERS

 

   1                                           $37,406                                   $39,254

   2                                           $38,902                                   $40,749

   3                                           $40,603                                   $42,460

 

 

APPENDIX A.II.a ‑ COMPENSATION FOR COACHES

SEPTEMBER 1, 2007 - AUGUST 31, 2008

                                                                                   

CATEGORY                POSITION                                                       

 

1

Head Football

$10,837

2

Faculty Manager

$6,602

3

Head Basketball (Boys and Girls)

$6,498

 

Head Hockey

$6,498

4

Head Baseball

$4,876

 

Head Lacrosse

$4,876

 

Head Outdoor Track

$4,876

 

Head Soccer (Boys and Girls)

$4,876

 

Head Softball

$4,876

 

Head Wrestling

$4,876

 

Assistant Football (Trainer & First Aiders)

$4,876

5

Head Gymnastics (Boys and Girls)

$4,060

 

Head Winter Track

$4,060

 

Athletic Assistant

$4,060

6

Freshman Football

$3,060

 

Assistant Football (Trainer & First Aiders)

$3,060

 

Assistant Hockey

$3,060

 

Equipment Manager

$3,060

 

Laundry Person

$3,060

 

Volleyball High

$3,060

7

Head Cross Country

$2,709

 

Assistant Baseball (Trainer & First Aiders)

$2,709

 

Assistant Lacrosse

$2,709

 

Assistant Outdoor Track

$2,709

 

Assistant Soccer (Boys and Girls)

$2,709

 

Assistant Softball

$2,709

 

Assistant Wrestling

$2,709

8

Freshman Basketball

$2,442

 

Freshman Gymnastics

$2,442

 

Freshman Hockey

$2,442

 

Freshman Softball

$2,442

 

Head Tennis (Boys and Girls)

$2,442

 

Assistant Gymnastics

$2,442

 

Assistant Freshman Football

$2,442

 

Assistant Winter Track

$2,442

 

Freshman Basketball

$2,442

 

Freshman Baseball

$2,442

 

Freshman Track

$2,442

 

Soccer Freshman (Boys and Girls)

$2,442

 

Head Swimming (Boys and Girls)

$2,442

9

Head Golf

$1,629

 

Freshman Tennis

$1,629

 

Assistant Freshman Basketball

$1,629

 

Freshman Cross Country

$1,629

 

Head Cheerleading

$1,629

10

Freshman Swimming

$1,349

11

Elementary Sports Personnel

$747

 

 

                          APPENDIX A.II.b ‑ EXTRA CURRICULAR ACTIVITIES

                                         SEPTEMBER 1, 2007 - AUGUST 31, 2008

 

TITLE                                                                                  1% increase                  

                                                                                                                                     

High School

 

Band Director

$2,829

Senior Class Play

$2,223

Dramatic Society

$1,213

Debate Team

$2,139

Mathematics Team

$2,139

Yearbook

$3,639

Yearbook Art Advisor

$2,629

Literary Magazine

$2,025

Student Council Advisor

$2,025

Honor Society

$1,213

Newspaper

$1,213

Senior Class Advisor

$3,308

Junior Class Advisor

$2,391

Sophomore Class Advisor

$2,391

Freshman Class Advisor

$2,391

Rotary Interact

$918

Academic Decathlon

$1,594

Computer Science Team

$1,594

Robotics

$1,615

American Tech Honor Society

$918

Assembly Coordinator

$1,105

Assistant Band Director

$1,105

Color Guard Instructor

$648

Dance Team

$1,124

Humanities Program Coordinator

$918

Maroon and Gold Scholars

$648

Science Fair Coordinator

$460

Skills USA (VICA)

$1,501

Words Not Weapons

$918

FCCLA

$990

SADD

$918

Intramural Sports (per season)*

$1,355

Special Interest Clubs (1 day per week)**

$918

Special Interest Clubs (2 days per week)**

$1,836

Special Interest Clubs (3 days per week)**

$2,754

 

 

Middle School                                                                                                                            

                                                                                                

Student Council

 

$1,213

Junior Honor Society

 

$1,213

Drama Club (Fall Production)

 

$918

Drama Club (Spring Production)

 

$918

Music (Fall Production)

 

$918

Music (Spring Production)

 

$918

Dance Workshop

 

$918

Chorus

 

$918

Select Chorus

 

$918

Tri-M Music Society

 

$918

Newspaper

 

$918

Yearbook

 

$918

Intramural Sports (per season)

 

$1,355

Special Interest Clubs (1 day per week)

 

$918

Special Interest Clubs (2 days per week)

 

$1,836

Special Interest Clubs (3 days per week)

 

$2,754

 

* Intramural sports meet three (3) days in each six (6) day cycle for the duration of the sport’s season.

                                                                                                

** The stipend indicated for Special Interest Clubs is based upon a club meeting each week for the specified number of days for the entire school year.  Advisors for clubs that meet for fewer than thirty-two (32) weeks would receive a pro-rated stipend.

 

 

 APPENDIX A,II.c – STIPENDS
SEPTEMBER 1, 2007—AUGUST 31, 2008

 

TITLE                                                                                  1% increase

 

Lead Teachers

 

$3,295

Head Teachers

 

$1,260

Talent Development

 

$1,976

Site Team Coordinator*

 

$1,976

Tech Prep Coordinator*

 

$1,976

Health Grants Coordinator

 

$6,001

Educational Coordinator*

 

$3,954

Technology Coordinator

 

$2,635

Mentor Teacher

 

$335

 

*It is understood by the parties that this position may be held by individuals other than Bargaining Unit A members.

APPENDIX A.III ‑ COMPENSATION FOR DRIVER EDUCATION

 

Instructors in Driver Education will receive sixteen dollars and seventy-two ($16.72) cents per hour for on‑the‑road instruction beyond the length of the school day effective September 1, 2007.


APPENDIX A.1 – TEACHERS & NURSES SALARY SCHEDULE

Effective September 1, 2008– 2% Increase

 

STEP

B

M

M+15

M+30

M+45

M+60

DOC

1

$38,154

$40,760

$41,637

$43,164

$44,367

$45,563

$46,930

2

$39,680

$42,075

$43,165

$44,689

$46,214

$47,739

$49,171

3

$41,415

$44,035

$44,907

$46,871

$48,401

$49,930

$51,427

4

$43,600

$45,782

$46,871

$49,089

$50,485

$51,882

$53,439

5

$45,343

$48,612

$49,488

$51,236

$52,868

$54,497

$56,132

6

$47,519

$50,360

$51,236

$53,630

$54,939

$56,247

$57,934

7

$49,488

$52,536

$53,630

$55,372

$57,005

$58,640

$60,399

8

$51,236

$54,539

$55,372

$57,776

$59,085

$60,393

$62,205

9

$53,630

$56,900

$58,207

$59,956

$61,590

$63,222

$65,118

10

$55,806

$59,956

$60,816

$63,222

$64,528

$65,838

$67,813

11

$58,861

$63,441

$64,312

$66,271

$67,797

$69,323

$71,403

12

$61,858

$67,528

$68,834

$70,585

$72,111

$73,638

$75,847

 

Teachers engaged in work related to the Masters of Social Work who have earned that degree shall be paid on the appropriate step of the Masters + 30 Lane.

 

*Effective September 1, 2003, a Masters Degree is required for placement on this column.  Any teacher who was placed on this salary column with a B+36 prior to this date will be grandfathered.

 

The Head Nurse shall be paid a differential of $4,362 in addition to appropriate salary from Schedule A.1.

 

APPENDIX A.1a - LONG TERM SUBSTITUTES

                                               SEPTEMBER 1, 2008 - 2% Increase

 

STEPS                        BACHELORS                       MASTERS

 

1                                  $37,406                                   $39,254

2                                  $38,902                                   $40,749

3                                  $40,603                                   $42,460

 

APPENDIX A II a ‑ COMPENSATION FOR COACHES

SEPTEMBER 1, 2008 - AUGUST 31, 2009

 

CATEGORY       POSITION                                                                                           2% inc.

 

1

Head Football

$11,054

2

Faculty Manager

$6,734

3

Head Basketball (Boys and Girls)

$6,628

 

Head Hockey

$6,628

4

Head Baseball

$4,974

 

Head Lacrosse

$4,974

 

Head Outdoor Track

$4,974

 

Head Soccer (Boys and Girls)

$4,974

 

Head Softball

$4,974

 

Head Wrestling

$4,974

 

Assistant Football (Trainer & First Aiders)

$4,974

5

Head Gymnastics (Boys and Girls)

$4,141

 

Head Winter Track

$4,141

 

Athletic Assistant

$4,141

6

Freshman Football

$3,122

 

Assistant Football (Trainer & First Aiders)

$3,122

 

Assistant Hockey

$3,122

 

Equipment Manager

$3,122

 

Laundry Person

$3,122

 

Volleyball High

$3,122

7

Head Cross Country

$2,763

 

Assistant Baseball (Trainer & First Aiders)

$2,763

 

Assistant Lacrosse

$2,763

 

Assistant Outdoor Track

$2,763

 

Assistant Soccer (Boys and Girls)

$2,763

 

Assistant Softball

$2,763

 

Assistant Wrestling

$2,763

8

Freshman Basketball

$2,491

 

Freshman Gymnastics

$2,491

 

Freshman Hockey

$2,491

 

Freshman Softball

$2,491

 

Head Tennis (Boys and Girls)

$2,491

 

Assistant Gymnastics

$2,491

 

Assistant Freshman Football

$2,491

 

Assistant Winter Track

$2,491

 

Freshman Basketball

$2,491

 

Freshman Baseball

$2,491

 

Freshman Track

$2,491

 

Soccer Freshman (Boys and Girls)

$2,491

 

Head Swimming (Boys and Girls)

$2,491

9

Head Golf

$1,662

 

Freshman Tennis

$1,662

 

Assistant Freshman Basketball

$1,662

 

Freshman Cross Country

$1,662

 

Head Cheerleading

$1,662

10

Freshman Swimming

$1,376

11

Elementary Sports Personnel

$762

 

 

APPENDIX A II b ‑ EXTRA CURRICULAR ACTIVITIES

SEPTEMBER 1, 2008 - AUGUST 31, 2009

 

TITLE                                                                                 

                                                                                              

High School

                                                                                                                 

Band Director

 

$2,886

Senior Class Play

 

$2,267

Dramatic Society

 

$1,237

Debate Team

 

$2,182

Mathematics Team

 

$2,182

Yearbook

 

$3,712

Yearbook Art Advisor

 

$2,682

Literary Magazine

 

$2,066

Student Council Advisor

 

$2,066

Honor Society

 

$1,237

Newspaper

 

$1,237

Senior Class Advisor

 

$3,374

Junior Class Advisor

 

$2,438

Sophomore Class Advisor

 

$2,438

Freshman Class Advisor

 

$2,438

Rotary Interact

 

$936

Academic Decathlon

 

$1,626

Computer Science Team

 

$1,626

Robotics

 

$1,647

American Tech Honor Society

 

$936

Assembly Coordinator

 

$1,127

Assistant Band Director

 

$1,127

Color Guard Instructor

 

$661

Dance Team

 

$1,147

Humanities Program Coordinator

 

$936

Maroon and Gold Scholars

 

$661

Science Fair Coordinator

 

$469

Skills USA (VICA)

 

$1,531

Words Not Weapons

 

$936

FCCLA

 

$1,010

SADD

 

$936

Intramural Sports (per season)*

 

$1,383

Special Interest Clubs (1 day per week)**

 

$936

Special Interest Clubs (2 days per week)**

 

$1,873

Special Interest Clubs (3 days per week)**

 

$2,809

 

Middle School                                                                                                                            

                                                                                              

Student Council

$1,237

Junior Honor Society

$1,237

Drama Club (Fall Production)

$936

Drama Club (Spring Production)

$936

Music (Fall Production)

$936

Music (Spring Production)

$936

Dance Workshop

$936

Chorus

$936

Select Chorus

$936

Tri-M Music Society

$936

Newspaper

$936

Yearbook

$936

Intramural Sports (per season)

$1,383

Special Interest Clubs (1 day per week)

$936

Special Interest Clubs (2 days per week)

$1,873

Special Interest Clubs (3 days per week)

$2,809

                                                                            

 

* Intramural sports meet three (3) days in each six (6) day cycle for the duration of the sport’s season.

                                                                                                

** The stipend indicated for Special Interest Clubs is based upon a club meeting each week for the specified number of days for the entire school year.  Advisors for clubs that meet for fewer than thirty-two (32) weeks would receive a pro-rated stipend.

 

 

 APPENDIX A II c – STIPENDS
SEPTEMBER 1, 2008—AUGUST 31, 2009

 

                                                                                              

TITLE                                                                                  2% inc.                         

 

Lead Teachers

 

$3,360

Head Teachers

 

$1,285

Talent Development

 

$2,015

Site Team Coordinator*

 

$2,015

Tech Prep Coordinator*

 

$2,015

Health Grants Coordinator

 

$6,121

Educational Coordinator*

 

$4,033

Technology Coordinator

 

$2,687

Mentor Teacher

 

$341

                       

*It is understood by the parties that this position may be held by individuals other than Bargaining Unit A members.

 

 

APPENDIX A III ‑ COMPENSATION FOR DRIVER EDUCATION

 

Instructors in Driver Education will receive seventeen dollars and five ($17.05) cents per hour for on‑the‑road instruction beyond the length of the school mile effective September 1, 2008.


APPENDIX A.I – TEACHERS & NURSES SALARY SCHEDULE

Effective September 1, 2009 – 3% Increase

 

 

STEP

B

M

M+15

M+30

M+45

M+60

DOC

1

$39,299

$41,983

$42,886

$44,459

$45,698

$46,930

$48,338

2

$40,870

$43,337

$44,460

$46,030

$47,600

$49,171

$50,646

3

$42,657

$45,356

$46,254

$48,277

$49,853

$51,428

$52,970

4

$44,908

$47,155

$48,277

$50,562

$52,000

$53,438

$55,042

5

$46,703

$50,071

$50,973

$52,773

$54,454

$56,132

$57,816

6

$48,945

$51,871

$52,773

$55,239

$56,587

$57,934

$59,672

7

$50,973

$54,112

$55,239

$57,033

$58,715

$60,399

$62,211

8

$52,773

$56,175

$57,033

$59,509

$60,858

$62,205

$64,071

9

$55,239

$58,607

$59,953

$61,755

$63,438

$65,119

$67,072

10

$57,480

$61,755

$62,640

$65,119

$66,464

$67,813

$69,847

11

$60,627

$65,344

$66,241

$68,259

$69,831

$71,403

$73,545

12

$63,714

$69,554

$70,899

$72,703

$74,274

$75,847

$78,122

 

 

 

Teachers engaged in work related to the Masters of Social Work who have earned that degree shall be paid on the appropriate step of the Masters + 30 Lane.

 

*Effective September 1, 2003, a Masters Degree is required for placement on this column.  Any teacher who was placed on this salary column with a B+36 prior to this date will be grandfathered.

 

The Head Nurse shall be paid a differential of $4,493 in addition to appropriate salary from Schedule A.1.

 

           


APPENDIX A.I.a - LONG TERM SUBSTITUTES

                                                 Effective September 1, 2009 – 3%

 

STEP                                      BACHELORS                       MASTERS

 

   1                                           $38,528                                   $40,432

   2                                           $40,069                                   $41,971

   3                                           $41,821                                   $43,734

 

 

APPENDIX A.II.a ‑ COMPENSATION FOR COACHES

SEPTEMBER 1, 2009 - AUGUST 31, 2010

 

                                                                                   

CATEGORY                                                POSITION                                                          

 

1

Head Football

$11,386

2

Faculty Manager

$6,936

3

Head Basketball (Boys and Girls)

$6,827

 

Head Hockey

$6,827

4

Head Baseball

$5,123

 

Head Lacrosse

$5,123

 

Head Outdoor Track

$5,123

 

Head Soccer (Boys and Girls)

$5,123

 

Head Softball

$5,123

 

Head Wrestling

$5,123

 

Assistant Football (Trainer & First Aiders)

$5,123

5

Head Gymnastics (Boys and Girls)

$4,265

 

Head Winter Track

$4,265

 

Athletic Assistant

$4,265

6

Freshman Football

$3,216

 

Assistant Football (Trainer & First Aiders)

$3,216

 

Assistant Hockey

$3,216

 

Equipment Manager

$3,216

 

Laundry Person

$3,216

 

Volleyball High

$3,216

7

Head Cross Country

$2,846

 

Assistant Baseball (Trainer & First Aiders)

$2,846

 

Assistant Lacrosse

$2,846

 

Assistant Outdoor Track

$2,846

 

Assistant Soccer (Boys and Girls)

$2,846

 

Assistant Softball

$2,846

 

Assistant Wrestling

$2,846

8

Freshman Basketball

$2,566

 

Freshman Gymnastics

$2,566

 

Freshman Hockey

$2,566

 

Freshman Softball

$2,566

 

Head Tennis (Boys and Girls)

$2,566

 

Assistant Gymnastics

$2,566

 

Assistant Freshman Football

$2,566

 

Assistant Winter Track

$2,566

 

Freshman Basketball

$2,566

 

Freshman Baseball

$2,566

 

Freshman Track

$2,566

 

Soccer Freshman (Boys and Girls)

$2,566

 

Head Swimming (Boys and Girls)

$2,566

9

Head Golf

$1,712

 

Freshman Tennis

$1,712

 

Assistant Freshman Basketball

$1,712

 

Freshman Cross Country

$1,712

 

Head Cheerleading

$1,712

10

Freshman Swimming

$1,417

11

Elementary Sports Personnel

$785

 

 

 

                          APPENDIX A.II.b ‑ EXTRA CURRICULAR ACTIVITIES

                                         SEPTEMBER 1, 2009 - AUGUST 31, 2010

 

 

TITLE                                                                                  3% increase                  

                                                                                                                                     

High School

Band Director

 

$2,973

 

Senior Class Play

 

$2,335

 

Dramatic Society

 

$1,274

 

Debate Team

 

$2,247

 

Mathematics Team

 

$2,247

 

Yearbook

 

$3,823

 

Yearbook Art Advisor

 

$2,762

 

Literary Magazine

 

$2,128

 

Student Council Advisor

 

$2,128

 

Honor Society

 

$1,274

 

Newspaper

 

$1,274

 

Senior Class Advisor

 

$3,475

 

Junior Class Advisor

 

$2,511

 

Sophomore Class Advisor

 

$2,511

 

Freshman Class Advisor

 

$2,511

 

Rotary Interact

 

$964

 

Academic Decathlon

 

$1,675

 

Computer Science Team

 

$1,675

 

Robotics

 

$1,696

 

American Tech Honor Society

 

$964

 

Assembly Coordinator

 

$1,161

 

Assistant Band Director

 

$1,161

 

Color Guard Instructor

 

$681

 

Dance Team

 

$1,181

 

Humanities Program Coordinator

 

$964

 

Maroon and Gold Scholars

 

$681

 

Science Fair Coordinator

 

$483

 

Skills USA (VICA)

 

$1,577

 

Words Not Weapons

 

$964

 

FCCLA

 

$1,040

 

SADD

 

$964

 

Intramural Sports (per season)*

 

$1,424

 

Special Interest Clubs (1 day per week)**

 

$964

 

Special Interest Clubs (2 days per week)**

 

$1,929

 

Special Interest Clubs (3 days per week)**

 

$2,893

 

 

 

 

 

* Intramural sports meet three (3) in each six (6) day cycle for the duration of the sport's season.

 

 

 

 

 

 

 

 

 

**The stipend indicated for Special Interest Clubs is based upon a club meeting each week for the

specified number of days for the entire school year.  Advisors for clubs that meet for fewer than 

thirty-two weeks would receive a pro-rated stipend.

 

 

 

 

Middle School    

                                                                                                                             

Student Council

$1,274

Junior Honor Society

$1,274

Drama Club (Fall Production)

$964

Drama Club (Spring Production)

$964

Music (Fall Production)

$964

Music (Spring Production)

$964

Dance Workshop

$964

Chorus

$964

Select Chorus

$964

Tri-M Music Society

$964

Newspaper

$964

Yearbook

$964

Intramural Sports (per season)

$1,424

Special Interest Clubs (1 day per week)

$964

Special Interest Clubs (2 days per week)

$1,929

Special Interest Clubs (3 days per week)

$2,893

                                                                                                

 

* Intramural sports meet three (3) days in each six (6) day cycle for the duration of the sport’s season.

                                                                                                

** The stipend indicated for Special Interest Clubs is based upon a club meeting each week for the specified number of days for the entire school year.  Advisors for clubs that meet for fewer than thirty-two (32) weeks would receive a pro-rated stipend.

 

 

 

 

 

 

 

 APPENDIX A,II.c – STIPENDS
SEPTEMBER 1, 2009—AUGUST 31, 2010

 

TITLE

                                                                                               3% increase

Lead Teachers

$3,461

Head Teachers

$1,324

Talent Development

$2,075

Site Team Coordinator*

$2,075

Tech Prep Coordinator*

$2,075

Health Grants Coordinator

$6,305

Educational Coordinator*

$4,154

Technology Coordinator

$2,768

Mentor Teacher

$351

 

 

 

*It is understood by the parties that this position may be held by individuals other than Bargaining Unit A members.

 

 

APPENDIX A.III ‑ COMPENSATION FOR DRIVER EDUCATION

 

Instructors in Driver Education will receive seventeen dollars and fifty six ($17.56) cents per hour for on‑the‑road instruction beyond the length of the school day effective September 1, 2009.


APPENDIX A.1 – TEACHERS & NURSES SALARY SCHEDULE

Effective September 1, 2010– 4% Increase

 

STEP

B

M

M+15

M+30

M+45

M+60

DOC

1

$40,871

$43,662

$44,601

$46,237

$47,526

$48,807

$50,272

2

$42,505

$45,070

$46,238

$47,871

$49,504

$51,138

$52,672

3

$44,363

$47,170

$48,104

$50,208

$51,847

$53,485

$55,089

4

$46,704

$49,041

$50,208

$52,584

$54,080

$55,576

$57,244

5

$48,571

$52,073

$53,012

$54,884

$56,632

$58,377

$60,129

6

$50,903

$53,946

$54,884

$57,449

$58,850

$60,251

$62,059

7

$53,012

$56,276

$57,449

$59,314

$61,064

$62,815

$64,699

8

$54,884

$58,422

$59,314

$61,889

$63,292

$64,693

$66,634

9

$57,449

$60,951

$62,351

$64,225

$65,976

$67,724

$69,755

10

$59,779

$64,225

$65,146

$67,724

$69,123

$70,526

$72,641

11

$63,052

$67,958

$68,891

$70,989

$72,624

$74,259

$76,487

12

$66,263

$72,337

$73,736

$75,611

$77,245

$78,881

$81,247

 

 

Teachers engaged in work related to the Masters of Social Work who have earned that degree shall be paid on the appropriate step of the Masters + 30 Lane.

 

*Effective September 1, 2003, a Masters Degree is required for placement on this column.  Any teacher who was placed on this salary column with a B+36 prior to this date will be grandfathered.

 

The Head Nurse shall be paid a differential of $4,673 in addition to appropriate salary from Schedule A.1.

 


APPENDIX A.1a - LONG TERM SUBSTITUTES

                                               SEPTEMBER 1, 2010 - 3% Increase

 

STEPS                        BACHELORS                       MASTERS

 

1                                  $40,069                                   $41,271

2                                  $41,672                                   $42,922

3                                  $43,494                                   $44,799

 

 

 

APPENDIX A II a ‑ COMPENSATION FOR COACHES

SEPTEMBER 1, 2010 - AUGUST 31, 2011

 

CATEGORY       POSITION                                                                                           4% inc.

 

1

Head Football

$11,841

2

Faculty Manager

$7,213

3

Head Basketball (Boys and Girls)

$7,100

 

Head Hockey

$7,100

4

Head Baseball

$5,328

 

Head Lacrosse

$5,328

 

Head Outdoor Track

$5,328

 

Head Soccer (Boys and Girls)

$5,328

 

Head Softball

$5,328

 

Head Wrestling

$5,328

 

Assistant Football (Trainer & First Aiders)

$5,328

5

Head Gymnastics (Boys and Girls)

$4,436

 

Head Winter Track

$4,436

 

Athletic Assistant

$4,436

6

Freshman Football

$3,344

 

Assistant Football (Trainer & First Aiders)

$3,344

 

Assistant Hockey

$3,344

 

Equipment Manager

$3,344

 

Laundry Person

$3,344

 

Volleyball High

$3,344

7

Head Cross Country

$2,960

 

Assistant Baseball (Trainer & First Aiders)

$2,960

 

Assistant Lacrosse

$2,960

 

Assistant Outdoor Track

$2,960

 

Assistant Soccer (Boys and Girls)

$2,960

 

Assistant Softball

$2,960

 

Assistant Wrestling

$2,960

8

Freshman Basketball

$2,668

 

Freshman Gymnastics

$2,668

 

Freshman Hockey

$2,668

 

Freshman Softball

$2,668

 

Head Tennis (Boys and Girls)

$2,668

 

Assistant Gymnastics

$2,668

 

Assistant Freshman Football

$2,668

 

Assistant Winter Track

$2,668

 

Freshman Basketball

$2,668

 

Freshman Baseball

$2,668

 

Freshman Track

$2,668

 

Soccer Freshman (Boys and Girls)

$2,668

 

Head Swimming (Boys and Girls)

$2,668

9

Head Golf

$1,780

 

Freshman Tennis

$1,780

 

Assistant Freshman Basketball

$1,780

 

Freshman Cross Country

$1,780

 

Head Cheerleading

$1,780

10

Freshman Swimming

$1,474

11

Elementary Sports Personnel

$816

 

 

 

APPENDIX A II b ‑ EXTRA CURRICULAR ACTIVITIES

SEPTEMBER 1, 2010 - AUGUST 31, 2011

 

 

TITLE

                                                                                              

High School                                                                             

Band Director

$3,091.48

Senior Class Play

$2,428.41

Dramatic Society

$1,325.07

Debate Team

$2,337.36

Mathematics Team

$2,337.36

Yearbook

$3,976.29

Yearbook Art Advisor

$2,872.96

Literary Magazine

$2,213.10

Student Council Advisor

$2,213.10

Honor Society

$1,325.07

Newspaper

$1,325.07

Senior Class Advisor

$3,614.23

Junior Class Advisor

$2,611.59

Sophomore Class Advisor

$2,611.59

Freshman Class Advisor

$2,611.59

Rotary Interact

$1,002.64

Academic Decathlon

$1,741.77

Computer Science Team

$1,741.77

Robotics

$1,764.27

American Tech Honor Society

$1,002.64

Assembly Coordinator

$1,207.24

Assistant Band Director

$1,207.24

Color Guard Instructor

$708.06

Dance Team

$1,228.67

Humanities Program Coordinator

$1,002.64

Maroon and Gold Scholars

$708.06

Science Fair Coordinator

$502.39

Skills USA (VICA)

$1,640.01

Words Not Weapons

$1,002.64

FCCLA

$1,081.91

SADD

$1,002.64

Intramural Sports (per season)*

$1,481.47

Special Interest Clubs (1 day per week)**

$1,002.64

Special Interest Clubs (2 days per week)**

$2,006.36

Special Interest Clubs (3 days per week)**

$3,009.00

 

 

 

Middle School                                                                                                                            

                                                                                              

Student Council

$1,325

Junior Honor Society

$1,325

Drama Club (Fall Production)

$1,003

Drama Club (Spring Production)

$1,003

Music (Fall Production)

$1,003

Music (Spring Production)

$1,003

Dance Workshop

$1,003

Chorus

$1,003

Select Chorus

$1,003

Tri-M Music Society

$1,003

Newspaper

$1,003

Yearbook

$1,003

Intramural Sports (per season)

$1,481

Special Interest Clubs (1 day per week)

$1,003

Special Interest Clubs (2 days per week)

$2,006

Special Interest Clubs (3 days per week)

$3,009

 

 

* Intramural sports meet three (3) days in each six (6) day cycle for the duration of the sport’s season.

                                                                                                

** The stipend indicated for Special Interest Clubs is based upon a club meeting each week for the specified number of days for the entire school year.  Advisors for clubs that meet for fewer than thirty-two (32) weeks would receive a pro-rated stipend.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 APPENDIX A II c – STIPENDS
SEPTEMBER 1, 2010—AUGUST 31, 2011

 

                                                                                              

TITLE                                                                                  4% inc.      

                                                                          

Lead Teachers

 

$3,599

Head Teachers

 

$1,376

Talent Development

 

$2,158

Site Team Coordinator*

 

$2,158

Tech Prep Coordinator*

 

$2,158

Health Grants Coordinator

 

$6,557

Educational Coordinator*

 

$4,320

Technology Coordinator

 

$2,878

Mentor Teacher

 

$365

 

                       

*It is understood by the parties that this position may be held by individuals other than Bargaining Unit A members.

 

 

APPENDIX A III ‑ COMPENSATION FOR DRIVER EDUCATION

 

Instructors in Driver Education will receive eighteen dollars and twenty six ($18.26) cents per hour for on‑the‑road instruction beyond the length of the school mile effective September 1, 2010.


APPENDIX A.1 – TEACHERS & NURSES SALARY SCHEDULE

Effective September 1, 2011– 3% Increase

 

STEP

B

M

M+15

M+30

M+45

M+60

DOC

1

$42,097

$44,972

$45,939

$47,624

$48,952

$50,271

$51,780

2

$43,780

$46,422

$47,625

$49,307

$50,989

$52,672

$54,252

3

$45,694

$48,585

$49,547

$51,714

$53,402

$55,090

$56,742

4

$48,105

$50,512

$51,714

$54,162

$55,702

$57,243

$58,961

5

$50,028

$53,635

$54,602

$56,531

$58,331

$60,128

$61,933

6

$52,430

$55,564

$56,531

$59,172

$60,615

$62,059

$63,921

7

$54,602

$57,964

$59,172

$61,093

$62,896

$64,699

$66,640

8

$56,531

$60,175

$61,093

$63,746

$65,191

$66,634

$68,633

9

$59,172

$62,780

$64,222

$66,152

$67,955

$69,756

$71,848

10

$61,572

$66,152

$67,100

$69,756

$71,197

$72,642

$74,820

11

$64,944

$69,997

$70,958

$73,119

$74,803

$76,487

$78,782

12

$68,251

$74,506

$75,947

$77,879

$79,562

$81,247

$83,684

 

Teachers engaged in work related to the Masters of Social Work who have earned that degree shall be paid on the appropriate step of the Masters + 30 Lane.

 

*Effective September 1, 2003, a Masters Degree is required for placement on this column.  Any teacher who was placed on this salary column with a B+36 prior to this date will be grandfathered.

 

The Head Nurse shall be paid a differential of $4,813 in addition to appropriate salary from Schedule A.1.

 

APPENDIX A.1a - LONG TERM SUBSTITUTES

                                               SEPTEMBER 1, 2011 - 3% Increase

 

STEPS                        BACHELORS                       MASTERS

 

1                                  $41,271                                   $43,310

2                                  $42,922                                   $44,960

3                                  $44,799                                   $46,847

 

APPENDIX A II a ‑ COMPENSATION FOR COACHES

SEPTEMBER 1, 2011 - AUGUST 31, 2012

 

CATEGORY       POSITION                                                                                           3% inc.

 

1

Head Football

$12,196

2

Faculty Manager

$7,430

3

Head Basketball (Boys and Girls)

$7,313

 

Head Hockey

$7,313

4

Head Baseball

$5,488

 

Head Lacrosse

$5,488

 

Head Outdoor Track

$5,488

 

Head Soccer (Boys and Girls)

$5,488

 

Head Softball

$5,488

 

Head Wrestling

$5,488

 

Assistant Football (Trainer & First Aiders)

$5,488

5

Head Gymnastics (Boys and Girls)

$4,569

 

Head Winter Track

$4,569

 

Athletic Assistant

$4,569

6

Freshman Football

$3,445

 

Assistant Football (Trainer & First Aiders)

$3,445

 

Assistant Hockey

$3,445

 

Equipment Manager

$3,445

 

Laundry Person

$3,445

 

Volleyball High

$3,445

7

Head Cross Country

$3,049

 

Assistant Baseball (Trainer & First Aiders)

$3,049

 

Assistant Lacrosse

$3,049

 

Assistant Outdoor Track

$3,049

 

Assistant Soccer (Boys and Girls)

$3,049

 

Assistant Softball

$3,049

 

Assistant Wrestling

$3,049

8

Freshman Basketball

$2,748

 

Freshman Gymnastics

$2,748

 

Freshman Hockey

$2,748

 

Freshman Softball

$2,748

 

Head Tennis (Boys and Girls)

$2,748

 

Assistant Gymnastics

$2,748

 

Assistant Freshman Football

$2,748

 

Assistant Winter Track

$2,748

 

Freshman Basketball

$2,748

 

Freshman Baseball

$2,748

 

Freshman Track

$2,748

 

Soccer Freshman (Boys and Girls)

$2,748

 

Head Swimming (Boys and Girls)

$2,748

9

Head Golf

$1,834

 

Freshman Tennis

$1,834

 

Assistant Freshman Basketball

$1,834

 

Freshman Cross Country

$1,834

 

Head Cheerleading

$1,834

10

Freshman Swimming

$1,518

11

Elementary Sports Personnel

$841

 

 

 


APPENDIX A II b ‑ EXTRA CURRICULAR ACTIVITIES

SEPTEMBER 1, 2011 - AUGUST 31, 2012

 

TITLE                                                                                                          3% inc.  

                                                                                              

High School

                                                                                                                 

Band Director

$3,184.23

 

Senior Class Play

$2,501.26

 

Dramatic Society

$1,364.83

 

Debate Team

$2,407.48

 

Mathematics Team

$2,407.48

 

Yearbook

$4,095.58

 

Yearbook Art Advisor

$2,959.15

 

Literary Magazine

$2,279.49

 

Student Council Advisor

$2,279.49

 

Honor Society

$1,364.83

 

Newspaper

$1,364.83

 

Senior Class Advisor

$3,722.66

 

Junior Class Advisor

$2,689.93

 

Sophomore Class Advisor

$2,689.93

 

Freshman Class Advisor

$2,689.93

 

Rotary Interact

$1,032.72

 

Academic Decathlon

$1,794.02

 

Computer Science Team

$1,794.02

 

Robotics

$1,817.19

 

American Tech Honor Society

$1,032.72

 

Assembly Coordinator

$1,243.46

 

Assistant Band Director

$1,243.46

 

Color Guard Instructor

$729.31

 

Dance Team

$1,265.53

 

Humanities Program Coordinator

$1,032.72

 

Maroon and Gold Scholars

$729.31

 

Science Fair Coordinator

$517.46

 

Skills USA (VICA)

$1,689.21

 

Words Not Weapons

$1,032.72

 

FCCLA

$1,114.37

 

SADD

$1,032.72

 

Intramural Sports (per season)*

$1,525.91

 

Special Interest Clubs (1 day per week)**

$1,032.72

 

Special Interest Clubs (2 days per week)**

$2,066.55

 

Special Interest Clubs (3 days per week)**

$3,099.27

 

 

 

 

* Intramural sports meet three (3) in each six (6) day cycle for the duration of the sport's season.

 

 

 

 

 

 

 

 

 

 

 

 

 

**The stipend indicated for Special Interest Clubs is based upon a club meeting each week for the

specified number of days for the entire school year.  Advisors for clubs that meet for fewer than 

thirty-two weeks would receive a pro-rated stipend.

 


Middle School                                                                                                                            

                                                                                              

Student Council

$1,365

Junior Honor Society

$1,365

Drama Club (Fall Production)

$1,033

Drama Club (Spring Production)

$1,033

Music (Fall Production)

$1,033

Music (Spring Production)

$1,033

Dance Workshop

$1,033

Chorus

$1,033

Select Chorus

$1,033

Tri-M Music Society

$1,033

Newspaper

$1,033

Yearbook

$1,033

Intramural Sports (per season)

$1,526

Special Interest Clubs (1 day per week)

$1,033

Special Interest Clubs (2 days per week)

$2,067

Special Interest Clubs (3 days per week)

$3,099

                                                                            

 

* Intramural sports meet three (3) days in each six (6) day cycle for the duration of the sport’s season.

                                                                                                

** The stipend indicated for Special Interest Clubs is based upon a club meeting each week for the specified number of days for the entire school year.  Advisors for clubs that meet for fewer than thirty-two (32) weeks would receive a pro-rated stipend.

 

 

 APPENDIX A II c – STIPENDS
SEPTEMBER 1, 2011—AUGUST 31, 2012

 

                                                                                              

TITLE                                                                                  3% inc.                         

 

Lead Teachers

$3,707.21

Head Teachers

$1,417.79

Talent Development

$2,223.22

Site Team Coordinator*

$2,223.22

Tech Prep Coordinator*

$2,223.22

Health Grants Coordinator

$6,753.52

Educational Coordinator*

$4,449.75

Technology Coordinator

$2,964.66

Mentor Teacher

$376.24

                       

*It is understood by the parties that this position may be held by individuals other than Bargaining Unit A members.

 

 


APPENDIX A III ‑ COMPENSATION FOR DRIVER EDUCATION

 

Instructors in Driver Education will receive eighteen dollars and eighty-one ($18.81) cents per hour for on‑the‑road instruction beyond the length of the school mile effective September 1, 2010.

 

 


 

 

 

 

 

 

 

 

 

 

 

Weymouth Public Schools

Teacher Evaluation Policy

 

 

August, 1996

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

A special thanks to the

 

Weymouth Teachers Association

Evaluation Sub-Committee

 

Jack DeCoste              WHS/VTHS

Chris Dion                               SIS

Terri O’Donnell                       Seach

Margaret Phillips                     Adams Intermediate

Helen Harrington                    Murphy (alternate)


 

 

 

 

 

 

PHILOSOPHY

 

 

 

 

Teacher evaluation is a cooperative process intended to improve educational quality and total teacher effectiveness.  To ensure this improvement, consideration must be given to a teacher’s individual needs, goals, and abilities.  Evaluation also includes assessment of the teacher’s relationship with children, fellow staff members, administrators, parents, and school community.  Evaluation should be a continuous, constructive, and cooperative experience between teacher and evaluator.

 

 

 

 

 

 

 

 

 


 

 

 

PRINCIPLES OF EFFECTIVE TEACHING

 

Principles of effective teaching described in this document represent critical areas related to teacher effectiveness.  Each principle is followed by a series of descriptors of the qualities intended for evaluation of each category.  It is understood that not all of the descriptors are given to give a sense of what the evaluator will be looking for as a standard of performance when assessing the teacher in a particular category.

 

I.   CURRENCY IN THE CURRICULUM

 

A.        Demonstrates an awareness of district and grade or departmental goals and a working knowledge of the core curriculum that falls within the teacher’s assignment.

 

            B.        Demonstrates mastery of relevant content knowledge.

 

C.        Keeps current in the field through readings, course work or attendance at conferences and workshops and applies new knowledge to the instructional program.    

 

D.        Maintains an awareness of district, state and national educational initiatives, current educational issues, curriculum goals, and instructional innovations related to the discipline or level taught.

 

E.         Contributes to the ongoing evaluation of curriculum.

 

II.   EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND

       INSTRUCTION

 

            A.        The Teacher Plans Instruction effectively.

 

                        1.         Sets long term and short term goals for curricular units.

2.         Develops materials and resources, including technologies that are appropriately matched to curricular goals and to students’ needs and learning styles.

                        3.         Plans for efficient and economical use of class time.

                        4.         Provides challenge and support for all students.

                        5.         States lesson or activity objectives clearly.

6.         Seeks out and utilizes the services of school or system resource personnel to meet the special learning needs of students.

 


 

 

 

Principles of Effective Teaching

 

7.         Designs curricular experiences in which students take an interesting responsibility for their own learning.

8.         Designs curricular experiences which include reading, listening, writing, speaking, viewing and presenting.

9.         Shows evidence of adequate planning preparation, with necessary materials and equipment readily at hand.

 

 

            B.        The Teacher Plans assessment of Student Learning Effectively.

 

                        1.         Determines specific and challenging standards for student

                                    learning.

                        2.         Designs a variety of assessment tools to evaluate student

                                    learning.

                        3.         Assigns relevant classwork and homework.

 

 

C.        The Teacher Monitors Students’ Understanding of the Curriculum Effectively and Adjusts Instruction, Materials, or Assessments When Appropriate.

1.         Uses a variety of formal and informal methods of assessing student achievement and progress.

2.         Communicates student progress to parents, students and staff members in a timely fashion using evidence collected over time.

3.         Prepares and maintains an accurate and efficient student record keeping system.

4.         Maintains confidentiality.

5.         Provides opportunities for students to be self evaluators as well as being evaluated.

6.         Uses assessment to guide program planning and instructional decisions.

7.         Shares assessment criteria with students.

 

 

 

 

 

 

 


 

 

Principles of Effective Teaching

 

III.  EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

 

A.        The Teacher Creates an Environment That is Positive for Student Learning and Involvement.

 

1.         Understands child growth and development and uses this knowledge to create an age appropriate environment.

2.         Establishes procedures that ensure optional learning with a high level of students’ time on task and smooth transitions from one activity to another.

3.         Demonstrates an openness to student challenges about information and ideas.

4.         Encourages students to reflect on how they learn and what they need to be successful.

5.         Implements instructional opportunities where students are interacting with ideas, materials, teachers, and one another.

 

B.        The Teacher Maintains Appropriate Standards of Behavior, Mutual Respect, and Safety.

 

1.         Maintains systematic approach to discipline by establishing and administering a consistent and fair set of rules supporting appropriate expectations.

2.         Develops clear and efficient classroom procedures and routines and manages those effectively.

            3.         Maintains appropriate professional boundaries.

            4.         Serves as a positive role model for students.

 

IV.   EFFECTIVE INSTRUCTION

 

            A.        The Teacher Makes Learning Goals Clear to Students

 

1.         Makes connections between concepts taught and students’ prior knowledge and experiences.

2.         Checks regularly for students’ understanding of content and concepts, and progress on skills.

3.         Identifies confusions and misconceptions as indicated by student responses and regular assessment strategies.  Remediates, reteaches or extends teaching to meet individual and/or group need.

 


 

Principles of Effective Teaching

 

4.         Communicates clearly in writing and speaking, using precise language.

5.         Understands and shows students the relevance of the subject to life-long learning.

 

            B.        The Teacher Uses Appropriate Instructional Techniques.

 

1.         Uses a variety of teaching strategies and instructional methods which are appropriate to the needs of the students.

2.         Provides options for students to demonstrate competency and mastery of new materials which might include written work, plays, art work, oratory, visual presentations, exhibitions, and portfolios.

3.         Uses a variety of appropriate materials in order to reinforce and extend skills, accommodate learning styles, and match instructional objectives.

4.         Causes students to become cognitively active in summarizing important learnings and integrating them with prior knowledge.

5.         Demonstrates working knowledge of current research on teaching and learning.

 

            C.        The Teacher Uses Appropriate Questioning Techniques.

 

1.         Uses a variety of questioning techniques, including those which encourage and guide critical and independent thinking and the development of ideas.

2.         Presents information recognizing multiple points of view when appropriate; encourages students to assess the accuracy of information presented.

 

D.        The Teacher Tries Innovative Approaches to Increase Student Learning and Confidence to Learn.

 

1.         Regularly tries innovative approaches to improve instructional practices.

2.         Assesses instructional strategies in authentic ways by comparing intended and actual learning outcomes.

 

 

 

 

 

 


Principles of Effective Teaching

 

V.   PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR

      STUDENT ACHIEVEMENT

 

A.        The Teacher Communicates Learning Goals and High Standards and Expectations to Students

 

1.         Regularly communicates objectives or learning outcomes to students.

2.         Regularly provides feedback to students on their progress on goals and objectives.

                        3.         Communicates to students and parents standards, expectations, and

                                    guidelines regarding quality and quantity of students’ work, work

procedures, and inter-personal behavior.

4.         Responds to students’ answers and work so as to keep students open, thinking, and willing to take risks and to persevere with challenging tasks.

5.         Demonstrates the skills, attitudes, values, and processes central to the subject being taught.

 

B.        The Teacher Promotes Confidence and Perseverance in the Student That Stimulates Increased Personal Student Responsibility for Achieving the Goals of the Curriculum.

 

1.         Uses prompt feedback and student goal setting in order to increase student motivation and ownership in learning.

2.         Develops and supports students’ awareness of themselves as learners and their ability to overcome self-doubts associated with learning and risk taking.

3.         Nurtures students’ eagerness to do challenging work and provides incentive, interest, and support for students to take responsibility to complete such tasks successfully.

4.         Acts on the belief that all students can learn.

5.         Encourages and supports students to believe that effort is the key to high achievement and acknowledges and values student work, study, and inquiry.

6.         Regularly identifies students needing extra help and urges their participation in extra help sessions.

7.         Identifies students who are not meeting expectations and develops a plan that designates the teacher’s and the student’s responsibilities regarding learning.

 

 

 


 

Principles of Effective Teaching

 

8.         Demonstrates attitudes of fairness, courtesy, and respect that encourage students’ active participation in and commitment to learning.

9.         Works to building positive relationships with students and parents to enhance students’ abilities to learn effectively.

10.       Recognizes and responds appropriately when an individual student is having social and/or emotional difficulties which interfere with learning and/or participation in class.

 

VI.       PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

 

A.        The Teacher Strives to Ensure Equitable Opportunities for Student Learning.

 

1.         Provides opportunities to include all students in the full range of academic programs and activities in which the teacher participates.

2.         Addresses the needs of diverse student populations by applying and adapting constitutional and statutory laws, state regulations, and Board of Education policies and guidelines.

 

B.        The Teacher Demonstrates Appreciation for and Sensitivity to the Diversity among Individuals.

 

1.         Demonstrates sensitivity to differences in abilities and social and cultural backgrounds.

2.         Develops and implements educational and organizational strategies that are effective in meeting the needs of a diverse student body.

 

VII.     FULFILLMENT OF PROFESSIONAL RESPONSIBILITES

 

A.        The Teacher Is Constructive and Cooperative in Interactions with Parents and Receptive to Their Contributions.

 

                        1.         Keeps parents informed of students’ progress.

                        2.         Maintains professional boundaries with parents.

 

 

 

 

 

 


 

Principles of Effective Teaching

 

B.        The Teacher Shares Responsibility for Accomplishing the Goals and Priorities of His/Her Grade, Team/Department, Building, and School District.

 

                        1.         Maintains professional boundaries with colleagues.

 

2.         Works constructively with others to identify school problems and suggests possible solutions.

 

3.         Works collaboratively with other staff in planning and implementing curriculum, instruction, and other school programs and shares expertise and new ideas with others.

 

            C.        The Teacher is a Reflective and Continuous Learner.

 

1.         Reflects about and acts on what students need to know and be able

to do.

                        2.         Uses available resources to analyze and expand professional

knowledge and skills.

                        3.         Participates in activities that demonstrate a commitment to the

                                    teaching profession.

                        4.         Seeks out information in order to grow and improve as a

                                    professional.

                        5.         Is receptive to suggestions for growth and improvement.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


PROCEDURE

 

1).        The evaluation process will be conducted under the direct supervision of the Superintendent.

 

2).        Evaluations may be conducted by the Superintendents, Associate Superintendent, Principals, Assistant Principals, Coordinators or Directors.

 

3).        Teachers with Professional Teacher Status will be evaluated at least once every two years.  Teachers without Teacher Professional Status will be evaluated at least annually.  The final evaluation will be presented in a scheduled conference.  The evaluation process will not begin before October 1 and must be completed by May 1.

 

4).        The person being evaluated must be provided with the following documents by September 15th of the school year in which the evaluation is to take place:

           

            a.   Principles of Evaluation

            b.   Performance Standards

            c.   Applicable procedures

            d.   Evaluation and observation report forms

            e.   Current Curricula/Course(s) of Study

            f.   School handbook and instructions for the school year as published by the

                 Superintendent.

 

5).        Prior to the beginning of the evaluation process, the person being evaluated will establish goals.  A conference will be held between the evaluator and the person being evaluated to finalize these goals.

 

6).        For the evaluation process there must be a minimum of two observations.  The first evaluation observation must be announced and scheduled at least five school days before the evaluation observation takes place.

 

7).        Upon the request of either the person being evaluated or the evaluator, a conference must be held within five working days of the request.

 

8).        Whenever an evaluator concludes that specific principles are not being met, the following steps must be followed:

 

            a.   The principle(s) must be cited in the observation report.

            b.   The evaluator, in conjunction with the person being evaluated, will develop an

      improvement plan indicating steps to be taken to meet the specified standards

      and a time frame within which this improvement should take place.


 

 

 

 

 

PROCEDURE

CONT.

 

 

 

9).        The person being evaluated shall be allowed to gather and provide additional information on his/her performance.  Such information must be provided in a timely manner and must be considered by the evaluator.  Based upon this information the final evaluation report may be modified and presented to the person being evaluated.

 

10).      The person being evaluated shall have an opportunity to respond in writing to the evaluation reports.

 

11).      The evaluation process and final evaluation report shall reflect and allow for significant differences in assignments and responsibilities and the differences shall be described in the evaluation reports.

 

12).      The evaluation process shall be free of racial, sexual, religious, and other discrimination and biases as defined in state and federal laws.

 

13).      All teachers will be evaluated in accordance with established procedures defined in this document.

 

14).      All evaluation procedures are to be carried out in compliance with the stipulations of Article XIII of the Collective Bargaining Agreement between the Weymouth School Committee and the Weymouth Teachers Association.

 

15).      These procedures and principles have been jointly developed by the Weymouth School Committee and the Weymouth Teachers Association and are consistent with the requirements adopted by the Board of Education concerning the Regulations on the Evaluation of Teachers.

 

 

 

 


____ Announced

____ Unannounced

 

 

WEYMOUTH PUBLIC SCHOOLS

REPORT OF CLASSROOM VISITATION/OBSERVATION

 

 

 

Teacher                                                                                    Date of                                               

                                                                                                Observation

 

Evaluator                                                                                 Length of                               

                                                                                                Observation

 

 

Evaluator’s Description of the visit (if Applicable) or Comments:

 

 

 

 

 

 

 

 

Commendations/Recommendations:

 

 

 

 

 

 

 

 

 

                                                                                                                                               

Evaluator’s Signature                                      Position                                               Date

 

 

                                                                                                                       

Teacher’s Signature                                         Date

 

The teacher shall sign indicating he/she has read the document and return the signed copy in a timely manner.

 

TCHEVAL


WEYMOUTH PUBLIC SCHOOLS

EVALUATION REPORT

 

 

Teacher                                                                        School                                                

 

Evaluator                                                                     Assignment                                        

 

 

The Evaluator’s comments shall be confined to the following criteria for evaluation which are set forth in the section entitled “Principles of Effective Teaching.”  Evaluators may comment on some or all of the seven categories, as needed.

 

I.          Currency in the Curriculum

II.        Effective Planning and Assessment of Curriculum and Instruction

III.       Effective Management of Classroom Environment

IV.       Effective Instruction

V.        Promotion of High Standards and Expectations for Student Achievement

VI.       Promotion of Equity and Appreciation of Diversity

VII.     Fulfillment of Professional Responsibilities

 

Commendations (where applicable):

 

 

 

Evaluator’s Concerns, Expectations, or Recommendations (where applicable):

 

 

 

 

 

 

                                                                                                                                               

Evaluator’s Signature                                      Position                                   Date

 

 

 

                                                                                                           

Teacher’s Signature                                         Date

 

The teacher shall receive this form at a scheduled conference.  The teacher shall sign indicating he/she has read the document and return the signed copy in a timely manner.  The teacher may attach any appropriate comments or information which will be considered part of the record.

 

TCHEVAL

 


 

 

 

 

 

 

 

 

 

 

WEYMOUTH

 

TEACHERS’

 

ASSOCIATION, INC.

 

 

 

 

 

 

A UniServ Unit and an affiliate of

National Education Association

and the

Massachusetts Teachers Association

 

 

 

 

BYLAWS

 

March, 18, 2008

 


ARTICLE I

 

Name

 

The name of this corporation shall be the Weymouth Teachers Association, Inc.

 

 

ARTICLE II

 

Purposes

 

The purposes for which the corporation is organized are:

 

Section 1     (a)   To work for the welfare of school children, the advancement of education, and the improvement of instructional opportunities for all.

 

(b)   To develop and promote the adoption of such ethical practices, personnel policies, and standards of preparation and participation as mark a profession.

 

(c)    To develop and promote a continuing program to improve salaries, fringe benefits, working conditions, and instruction through formal negotiations with the School Committee as the exclusive representative of the Weymouth Teachers’ Association, Inc. and in compliance with existing statutes and orders.

 

(d)   To enable members to speak with a common voice on matters pertaining to the teaching profession and to present their individual and common interests before the School Committee and other legal authorities.

 

(e)    To hold property and funds and to employ a staff for the attainment of these purposes.

 

Section 2     The foregoing purposes of Section 1 shall be exclusive purposes of this corporation; and

 

Section 3     No part of the net earnings of the corporation shall inure to the benefit of any private member or individual.

 

 

ARTICLE III

 

Powers

 

The Corporation shall have such powers as shall be necessary to carry out the purposes set forth in Article II, such powers to be limited only as provided herein.


ARTICLE IV

 

Membership

 

There shall be two classes of members:

 

Section 1      (a)      ACTIVE MEMBERS shall, upon payment of dues, be those members who are professional employees within the meaning of M.G.L. l5OE and who are employed in the schools of Weymouth, Massachusetts and who agree to abide by the Code of Ethics of the Education Profession.

 

(b)     TERMINATION OR REVOCATION OF MEMBERSHIP, Revocation of Membership shall be effected by the Executive Board pursuant to the procedures adopted by the Representative Council.  The Executive Board may suspend from membership any member who violates the Code of Ethics of the Education Profession.  Membership shall automatically terminate upon failure to pay the dues established by the Council for each category of membership.

 

(c)     Membership Eligibility for cash paying members.  Cash paying members in arrears of dues from the previous year must pay all dues in arrears or enroll in payroll deduction for the current year.  Cash paying members must pay full dues by December 1.  Failure to adhere to this shall result in termination of membership.

 

(d)     All members of the respective categories shall also be members of the Massachusetts Teachers Association and the National Education Association or, if appropriate, affiliate organizations thereof.

 

(e)     Retired members are those former active members who upon retirement continue their membership and pay the prescribed dues.

 

 

ARTICLE V

 

Fiscal Year

 

The fiscal year of this corporation shall be from July 1 to June 30 inclusive.

 

 

ARTICLE VI

 

Meetings of the Corporation

 

Section 1 - Representative Council; Annual Meeting

(a)     The Representative Council shall meet on the third Tuesday of each month or at such other time each month as may be determined from time to time by the Council.  The April meeting shall be designated as the Annual Meeting of the corporation and all members shall be entitled to participate fully in all transactions of business there at.

 

(b)     The President or designee shall prepare the agenda for each meeting and shall circulate it to all members one week before all other regular meetings.

 

Section 2 -  Executive Board — The Board shall meet during the first week of each school month at the call of the President, or at the request of three members of the Board.

 

Section 3 - Special Meetings — Special Meetings of the Council may be held at the call of the President or upon written request to the Board from five faculty Representatives.  Business to come before special meetings must be stated in the call, which shall be sent in writing to each Representative.  Special Meetings of the Board may be called upon the request of the President or written request of three members of the Board.

 

Section 4 - Membership Meetings — In addition to the Annual Meeting, the Board may arrange other meetings of the members each year for discussion of professional issues.

 

Section 5 - Proxy — Any member entitled to vote at the Annual Meeting may vote by proxy on the election of W.T.A. Officers, and directors provided such proxy is in writing and signed by the member.

 

 

ARTICLE VII

 

Quorum

 

Section 1 - Twenty per cent (20%) shall constitute a quorum for ratification of a Collective Bargaining Agreement.

 

Section 2 - Ten per cent (10%) of the membership present shall constitute a quorum for the ratification of an amendment to an existing agreement.

 

Section 3 - Ten per cent (10%) of the membership present shall constitute a quorum at any other General Meeting and the Annual Meeting.

 

Section 4 - A majority of their members shall be a quorum for the Council, the Board and the Committees.

 

 

ARTICLE VIII

 

Executive Board

 

Section 1 - General Powers — The Board shall be the executive authority of the corporation and shall, consistent with the policies of the Council, manager the affairs of the corporation including, but not limited to, approving all expenditures, making provisions for an annual financial audit, and the execution of all the policies of the corporation.  It shall report its transactions and those of the Council to the members and shall suggest policies for consideration of the Council.  The Board shall develop workshops and training conferences for all representatives.

 

 

 

Section 2 - The Executive Board shall consist of the officers and six members one (1) from Elementary, one (1) from Middle, one (1) from Senior High, one (1) from Special Education, and one (1) from Career and Technical, and one (1) to be elected from other special interest groups (i.e. nurses, Unit B, Unit D, Unit E, itinerant teachers) etc.

 

Section 3 - Termination and Succession

 

(a)     The six (6) members elected at large shall serve for two years. The terms shall be staggered and a member may be elected for no more than two consecutive terms without an intervening term. In the first year of implementation three (3) of these seats shall be for (1) year. The Representative Council will decide by lottery which of the six (6) seats will be for (1) year.

 

(b)     Whenever an elected member vacates the office between elections, the Council may fill the vacancy by majority vote with one who shall hold office until the next General Election. As a result of such an election, a person will be elected to hold office for the remainder of the term.

 

 

ARTICLE IX

 

Representative Council

 

 

Section 1 - General Powers — The legislative and policy-forming body of the Association shall be the Council.  The duties of the Council shall include, but shall not be limited to, approving the budget, setting the dues for the respective membership categories of the Association, acting on reports of committees, approving resolutions and other policy statements, adopting procedures for implementing the Code of Ethics of the Education Profession for governing the employment of staff, the conduct of the meetings and the censuring, suspending, and expelling members for cause or for reinstating members.  Powers not delegated to the Executive Board, the officers or other groups in the Association shall be vested in the Representative Council.

 

Section 2 - The Council shall consist of the Board and the President, one or more representatives from each school faculty, one or more representatives of administrators, the chairman of the six standing committees, and any area representatives.

 

Section 3 - Only duly elected members of the Representative Council may vote.  Members of the Board and chairpersons of Standing Committees shall be members of the Council without vote.

 

Section 4 - Any member of the Association who is not a member of the Council, may attend its meetings, and may receive permission to speak, but shall sit apart from the voting body, provided however, that at the Annual Meeting all members shall be entitled to participate fully in the transaction of business.

 

 

ARTICLE X

 

Officers

 

 

Section 1 - The officers of the Association shall consist of a President; a Vice-President; an Immediate Past-President; a Secretary, and a Treasurer.

 

Section 2      (a)      The officers shall be chosen by a General Election.  They shall serve two years and may be re-elected without an intervening term.

 

                               (b)      Whenever any office becomes vacant between elections, the remaining members of the Board will choose one of their number to serve “pro tempore” until the Council can fill the vacancy.

 

Section 3 - President — The President shall preside at meetings of the Board, the Council and the Annual Meeting, appoint the chairmen and members of standing committees, appoint special committees, shall be ex officio a member of all standing committees and the executive officer of the Corporation except when it employs an Executive Secretary.  The President shall represent the Association before the public either personally or through delegates, and shall perform all other functions usually attributed to this office.  The President shall nominate the chairman and members of the negotiation team subject to the advice and consent of the Board.

 

Section 4 – Vice-President — The Vice-President shall perform those functions assigned by the President.  The Vice-President shall chair the Budget Committee and be responsible for signing vouchers.

 

Section 5 - Immediate Past-President — The Immediate Past-President shall advise the Board and assist the President at the latter’s request.

 

Section 6 - Secretary — The Secretary shall keep accurate minutes of all meetings of the Board and Council, shall maintain official files, and a record of all the corporation’s policies, assist the President with corporation correspondence and shall have the responsibility for the Secretarial business of the corporation.

 

Section 7 - Treasurer — The Treasurer shall hold the funds of the corporation and disburse them upon authorization by the Board.  He/she shall bill the members for their annual dues, collect them through the membership committee in each building and transmit amount due to the Massachusetts Teachers Association.  He/she shall maintain a roll of the members.  He/she shall keep accurate accounts of receipts and disbursements, shall report to each meeting of the Council, and shall prepare an annual financial statement for publication to members as directed by the Board.  He/she shall keep the President and the Executive Board informed of the financial condition of the corporation.  He/she shall assist the Budget Committee in the initial drafting of the annual budget.  He/she shall be bonded by the corporation.  The Treasurer shall be authorized to remove cash paying members who have not paid all dues as of December 1 from the membership roles.

 

Section 8 - Removal from Office — Whenever a majority of the Board shall agree that an officer has been grossly negligent of the duties defined in the Bylaws, or is incapacitated, they shall recommend to the Council that the office be declared vacant.  If the Council so voted by a two-thirds majority, it shall immediately elect a replacement until the next General Election.

 

 

ARTICLE XI

 

Faculty Representatives

 

 

Section 1 (a) In each public school in Weymouth, and in Units B, D, and E, members who are members in good standing of this Association shall elect for a term of two years one Faculty Representative (Representatives) to the Representative Council for each ten members.  If the number of teachers within a particular school, when divided by ten yields a remainder of five or less, then no Representative shall be elected to represent

 

such remainder; if the remainder is greater than five, then a Representative shall be elected to represent such remainder.  There shall be at least one Representative from each school building.  Each Representative must have been a member of the Weymouth Teachers’ Association for at least one year prior to his election and shall maintain his membership in good standing during his term of service.  Where more than one such Representative is elected one shall be designated Senior Faculty Representative, and the terms shall be staggered.  Elections shall be held prior to the first Representative Council meeting in September, and the Representatives shall take their seats in the September meeting of the Council; provided, however, that if a school is one which was not in existence during the previous year, during the first September of such school’s existence, the Representatives shall be elected by those who (i) were faculty members in good standing during the previous year, or (ii) have signed dues deduction forms, or (iii) have signed letters of intent to join the Association.  The President shall designate a member in good standing to organize this special election.

 

 

(b)     Administrators who are members in good standing of this Association shall elect for a term of two years one representative to the Representative Council for each ten members.  The number of representatives, all requirements for the election, the terms of service, and the seating of the representatives shall be the same as Section la.

 

 

(c)     A representative shall represent the members in either section la or section lb but not both.  In determining the number of representatives, a member shall be counted in either section la or section lb but not as a member of both sections.

 

 

Section 2 – Duties

 

Each Faculty Representative shall:

 

(a)     attend regular meetings of the Council.

(b)     oversee subsequent elections of Representatives;

(c)     oversee enrollment of members; and

(d)     be responsible for two-way communication.

(e)     assist members of Unit A with Level 1 of the grievance  procedure.

 

 

Section 3 - If any Representative shall be absent from more than two regular Council meetings without excuse from the President, the President may declare said Representative’s seat vacant and call for a faculty election to fill the seat for the remainder of the term.  The President may designate a member in good standing to organize this special election.

 

 

Section 4 - The number of Representatives to which a building is entitled shall be determined by the number of members existing, from time to time, within such building.

 

 

 

 

 

ARTICLE XII

 

Standing Committees

 

 

Section 1 - Structure — There shall be standing committees to carry on the specific functions outlined below.  The members shall be selected to represent different groups in the Association.  Each committee may, with the approval of the Executive Board, organize special sub-committees and task forces for specific activities from the membership of the Association.

 

Section 2 - Meetings — Each standing committee shall meet at the call of the chairman.

 

Section 3 - Reports — Each committee shall choose a secretary who shall keep a continuing record of activities.  Chairman shall report as necessary to the Representative Council and may prepare an annual written report summarizing objectives, action programs, gains, and unreached goals, which the Executive Board may distribute to the members and then would become a part of the continuing committee record in the Association files.

 

Section 4 - Titles and Duties

 

(a)    Negotiating Team shall negotiate with the School Committee on hours, wages, and working conditions, including the instructional program, for all personnel in the negotiating unit.  With the aid of appropriate standing committees, it shall prepare negotiation proposals to be approved by the Representative Council prior to being placed before the School Committee.  Upon reaching tentative agreement with the School Committee on all matters in negotiations, the team shall prepare and submit its report and recommendation to the members of the Association in the negotiating unit at a meeting ratification.  The procedures for ratifying a negotiation agreement shall be developed by the Executive Board prior to negotiation.

 

(b)              The Committee on Teacher Education and Professional Standards (TEPS) shall be appointed by the WTA President.  The committee shall have 7 members.  One additional member shall be appointed by the Superintendent.  Appointment will be for a 2-year period.  The Regulations of the Committee on Teacher Education and Professional Standards from the 1982-83 Contract shall be followed.

 

                              (c)              Committee on Professional Relations shall organize and oversee the following sub-committees:

 

      1.         Membership and Professional Information—to organize and conduct unified local, state and national membership enrollment among non-members and to inform members of the policies, programs and accomplishments of all associations.

 

 

 

        2.       Orientation — to develop and conduct programs for the orientation of new teachers to the community, the school system, and the Associa­tion.

 

 

                                    3.         Social Affairs — to organize such social activities as may serve the needs of members and promote fellowship with the Association.

 

      4.         Nominations and Elections.

 

(d)          Committee on Governmental Relations and Citizenships shall have broad concern for local, state and national legislation affecting the interests of the Association and for exercise of civic responsibilities by members.  The Committee shall be diligent to inform members about newly enacted legislation.  It shall organize and oversee the work of the following sub-committees:

 

      1.         State Legislation — to study pending legislation and to promote activities leading to the passage of desirable state legislation for schools.

 

      2.         Federal Legislation — to study legislation before the Congress and to develop activities leading to the passage of desirable federal legislation for schools.

 

                                    3.         Citizenship — to educate members and the public on civic responsibilities and to develop programs that will encourage wide exercise of them.

 

(e)     Assist members of Unit A with Level I of the grievance

procedure.

 

Section 5 - Relation to Executive Board — The Executive Board shall assist the President to appoint members of the standing committees at the regular meeting in June and to fill all unexpired terms as vacancies occur, and shall plan for an organizational committee conference each year.  It shall require and assist committees to define their immediate and long-range objectives.  It shall review committee plans as necessary and shall decide any jurisdictional argument between committees.

 

Section 6 - Relation to State and National Association — The standing committees shall seek to understand and relate to the objectives and programs of corresponding units of state and national associations and shall counsel with them.

 

 

ARTICLE XIII

 

Special Committees

 

 

Each year the President shall appoint a Budget Committee and such other special committees as may be necessary and shall discharge them upon completion of their duties.  These committees shall operate according to rules approved by the Representative Council.  No officer of the Association shall serve on the Election Committee.

 


ARTICLE XIV

 

Elections

 

 

Section 1 - Nominations

 

(a)     The members of the Association in each school during the months of March and April may nominate a candidate for President, Vice-President, Secretary, Treasurer and Board, respectively.  Each Senior Faculty Representative of each school shall deliver all nominations in writing to the Committee on Election.

 

(b)     The Committee on Elections shall report all nominations to the membership at the Annual Meeting of the Association.  Nominations shall close at the Annual Meeting.

 

(c)     The election shall be held by Australian ballot in the buildings on the first Tuesday in May.  The election can be in person or by proxy or absentee ballot.  Those elected will take office at the Representative Council meeting in June.

 

Section 2 - Limitations — A member cannot hold more than one elective office in the Association at one time.

 

 

ARTICLE XV

 

Authority

 

 

Robert’s Rules of Order shall be the parliamentary authority for the Association on all questions not covered by the Articles of Incorporation and Bylaws and such standing rules as the Council may adopt.

 

These Bylaws may be amended at any meeting of the Association by a vote of two-thirds (2/3) of the members present and voting upon the written recommendation of such proposed change which shall be given by the Secretary to the members at least ten (10) days before the vote upon such change.

 

 

ARTICLE XVI

 

Seal

 

 

The Board shall provide a corporate seal which shall be kept by the Secretary.

 


ARTICLE XVII

 

Dissolution

 

 

DISSOLUTION and LIQUIDATION.  In the event of the dissolution and liquidation of the corporation and prior to the completion thereof, all of the assets, property, income and all other funds of the corporation not owned or held upon a condition requiring return, transfer or conveyance by reason of dissolution shall be expended for or applied to the purposes of the corporation, or one or more of such assets, property, income and funds to one or more corporation or organizations, organized and operated for purposes similar to the purposes of the organization.

 

 

ARTICLE XVIII

 

Affiliation

 

 

           The Association shall affiliate with the National Education Association and the Massachusetts Teachers’ Association.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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