Winthrop

Show detailed information about district and contract

DistrictWinthrop
Shared Contract District
Org Code3460000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentMOA
Expiring Year2015
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersNortheast Metropolitan RVTSD
CountySuffolk
ESE RegionGreater Boston
Urban
Kind of Communityrural economic centers
Number of Schools4
Enrollment1970
Percent Low Income Students26
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Winthrop

AN AGREEMENT

between the

WINTHROP SCHOOL COMMITTEE

and the

WINTHROP TEACHERS’ ASSOCIATION

(Teachers’ Unit)

 

 

 

Winthrop, Massachusetts

2005-2008

Extended by MOA to 2015


Memorandum of Agreement

Between the

Winthrop Teachers Association (Unit A)

And the

Winthrop School Committee

The parties hereby agree to extend the September 1, 2008-August 31, 2011 Agreement to August 31, 2012 without any changes.

__________________________________                                  _______________________________

Pauline Boyajian, President                                                           Gary Skomra, Chair

Winthrop Teachers Association                                                    Winthrop School Committee

Date: __________________                                                          Date: ____________________

Memorandum of Agreement

Between the

Winthrop Teachers Association (Unit A)

And the

Winthrop School Committee

The parties hereby agree to amend the September 1, 2011-August 31, 2012 agreement as follows:

1.         Agreement: The parties agree to adjust the dates to reflect the new agreement.

2.         Article XI, Teacher Assignment:

Section 7 shall be deleted from the collective bargaining agreement.

Add new section: There will be one monthly staff meeting after students are dismissed up to sixty (60) minutes in duration at each school.

3.         Article XII Teacher Evaluations:

Section 1 is amended by deleting the current sentence and replacing it with:

The teacher evaluation process and forms are in Appendix F of this Agreement.

Section 6 is deleted.

Section 9 is deleted.

Section 10 is deleted.

Section 11 is deleted.

The current Appendix F shall be replaced by the new Evaluation Policy agreed to by the parties.

4.         Article XIV Compensation:

The parties agree to amend Appendix A the Basic Teachers Salary Schedule as follows:

Effective September l, 2012 increase the schedule by 1.5%. Effective March 1, 2013 increase the schedule by .5%. Effective September 1, 2013 increase the schedule by 2%. Effective September 1, 2014 increase the schedule by 2.25%

Effective September 1, 2012 the B-30 column shall be eliminated from the Salary Schedule. Teachers who are currently paid under the B-30 column will continue to be paid pursuant to the column.

Effective September 1, 2012 a new CAGS column will be added and the Association and Committee representatives shall meet to negotiate the steps in the column.

Effective September 1, 2013 the Salary schedule will be amended to add a PhD. column and the CAGS column will be amended to include teachers with a double masters degree The area of study for the PhD. and second masters degree must be relevant to the area of education as determined by the Superintendent.

The compensation for sports, extra-curricular duties and services contained in Appendices B, C and D shall be increased according to the percentages listed above.

Section 9, paragraph 6 delete $17,000 and replace with $25,000.

5.        Article XV, School Calendar and Professional Responsibilities:

Section 1 is amended by adding a new paragraph:

The last day of school for students will be a half day and for teachers a full day.

Section 5 is amended to indicate that the Middle School and High School shall have six early release days and the Elementary Schools four (4) early release days and six (6) days for parent conferences.

Section 6 is amended as follows:

All newly-hired elementary school teachers will be offered initial portfolio training.

New Section Anti-Fraternization Policy

The teachers will sign and be required to follow the Anti-Fraternization Policy which will be attached as an Appendix to the collective bargaining agreement.

6.      Article XVI Insurance Benefits:

The parties have agreed to amend and update the Article to reflect that the Town now purchases health insurance through the Group Insurance Commission.

7.        Article XX Military Leave:

Add the following sentence as the second sentence in Section 1. To the extent there is a conflict between the provisions of this article and the Uniformed Services Reemployment and Reinstatement Act, the provisions of the Act shall prevail.

8.       Article XXII Personal Leave:

Section 2, paragraph 2 is amended to read:

In the event that these days are not taken the days may be carried forward from year to year up to a maximum of fifteen (15) days to be used for the purposes contained in the Family and Medical Leave Act.

9.        Article XXIII Family Medical Leave:

Section 1, line 1 is amended to add the words "as amended " after the year 1993.

Add a new Section 8 and renumber the following sections:

To the extent that there is a conflict between the Family Medical Leave Act, as amended, the regulations adopted thereunder and the collective bargaining agreement, the Act or the regulations shall prevail.

10.     Article XXX Seniority Layoff:

Delete note: This entire Article becomes effective on March 15, 1982.

11.     Article XXXI Chapter 766:

Delete section 5. It is expected that the Winthrop Teachers' Association and the Wintrop School Department will establish a joint committee to review and update this Article to reflect current laws, rules regulations and name changes.

12.     Article XXXV Duration is amended to reflect an agreement from September 1, 2012-August 31, 2015.

Section 4 is deleted.

13.     Miscellaneous:

All new bargaining unit employees hired after July 1, 2012 must complete Research for Better Teaching and four English language learner categories, as well as three years of successful teaching in the Winthrop Public Schools to establish professional teaching status. The School District shall provide the opportunity for the training.

Effective September 1, 2013 the necessary sections of the Agreement shall be amended to reflect the CET positions shall be removed from this bargaining unit and placed in the Winthrop Administrators Unit.

The Agreement shall be amended by adding the following language:

Guidance counselors shall work the five (5) days before the start of school and five (5) days after the end of school.

14.      Appendix A

Delete section 3.

15.     The parties withdraw all of their remaining proposals not addressed in this Memorandum of Agreement.

This Memorandum of Agreement is subject to ratification by the Committee and the Association.

_______________________________                      ________________________________

Pauline Boyajian, President                                         Gary Skomro, Chair

Winthrop Teachers Association                                  Winthrop School Committee

Date: ________________________                            Date: ________________________


AGREEMENT

 

The Agreement is made and entered into this 23rd day of June, 2005, (to be effective September 1, 2005, unless otherwise indicated), by and between the School Committee of the Town of Winthrop (herein referred to as the “Committee”) and the Winthrop Teachers’ Association affiliated with the Massachusetts Teachers Association and with the National Education Association (hereinafter referred to as the “Association”).

 

 

PREAMBLE

 

In entering this field of collective bargaining, it has been the intention of the parties by the consummation of this Agreement to continue their harmonious relations, to promote mutual cooperation and understanding, to formulate rules, to define and resolve the proper interest of the teachers in their rights of compensation and conditions under which they perform their duties, all with a goal to improving educational opportunities for the students enrolled in the Winthrop Public Schools.

 

The parties acknowledge that the Committee and the superintendent have complete authority, except as modified by this Agreement, over the policies and administration of the schools which it exercises under the law and that this vehicle of collective bargaining will continue to provide the teachers with an opportunity to bring their knowledge and experience to bear on matters of professional concern together with that of the Committee and superintendent with a goal of assisting in solving the growing problems inherent in the advancement of education.

 

 

ARTICLE I

 

RECOGNITION

 

Section 1.

 

            Subject to any applicable provisions of State or Federal law or regulation now or hereafter in effect, the Committee recognizes the Association as the agency through which the teachers of the Winthrop School System in the below described unit represent their considered opinion on matters cognizable as mandatory subjects for discussion pursuant to the terms and valid administrative interpretations of Chapter 150E of the General Laws and any subsequent amendments thereto.

 

Section 2.

 

            The Committee recognizes the Association as exclusive bargaining representative of all certified teaching personnel (including full-time teaching personnel for whom the Committee has obtained a waiver) who are employed as classroom teachers, librarians, school psychologist, school social worker, guidance counselors, adjustment counselors, special needs personnel, and occupational therapists in the Winthrop School System, but excluding:

 

(a)                substitute teachers, practice teachers, interns or educational support personnel

 

(b)               the holders of the following positions:

 

1.                  Superintendent of Schools

2.                  Curriculum Coordinator and All Assistant Superintendents

3.                  Principal, High School

4.                  Principal, Middle School

5.                  Principal, Arthur T. Cummings Elementary School

6.                  Principal, William P. Gorman – Fort Banks Elementary School

7.                  Principal, E. B. Newton School

8.                  All Assistant Principals

9.                  Director of Athletics

10.              Director of Secondary Guidance

11.              Director of Special Needs

12.              Director of Media Services

13.              Supervisor of Reading

14.              Coordinators

15.              Pupil Personnel Director

 

(c)                all other employees of the Town of Winthrop School System.

 

Section 3.

 

            Nothing contained in this Agreement shall be construed to prevent any teacher from at any time discussing any problems with any of his/her supervisors or the School Committee, without the previous consent of the Association, nor shall any action taken by said supervisors or School Committee, as a result of such discussion be the subject of a grievance or otherwise contested by said Association unless such action is in direct contravention of express language in a provision of this Agreement.  The Association will be notified and have a right to attend any such session before the School Committee.

 

Section 4.

 

            This Agreement is a complete agreement between the parties covering all mandatory subjects of discussion.  The parties agree that the relations between them shall be governed by the terms of this Agreement only.  No prior agreements or understanding, oral or written, shall be controlling or in any way affect the relations between the parties unless and until such agreements or understanding have been reduced to writing and duly executed by both parties subsequent to the date of this Agreement.

 

            All matters not dealt with herein shall be treated as having been brought up and disposed of and the Committee shall be under no obligation to discuss with the Association any modifications or additions to this Agreement which are to be effective during the term hereof.

 

            No change or modification of this Agreement shall be binding on either the Committee or the Association unless reduced to writing and executed by the respective duly authorized representatives.

 

 

ARTICLE II

 

NO DISCRIMINATION

 

There shall be no discrimination, interference, restraint, or coercion by the School Committee, the Teachers’ Association or their respective agents against any teacher because of membership or non-membership in the Association.  The services of the Winthrop Teachers’ Association in the capacity of bargaining agent will be available to all who are eligible for membership.  Although membership in the Association is jointly encouraged, no professional employee shall be required to join the Winthrop Teachers’ Association or to pay dues as a condition of employment, or to obtain such services.

 

 

ARTICLE III

 

CHECK-OFF

 

The Committee agrees that from and after receipt of written authorization in the form set out below (and prior to any revocation thereof) pursuant to the provisions of Chapter 180, Section 17c, it will request the Town Treasurer to deduct from the salary of the teacher signing such authorization biweekly Association dues as therein authorized and will remit the amount so deducted in accordance with such authorization, provided that the Committee shall be under no obligation to make any such deduction as aforesaid after the termination of the terms of this Agreement, and provided that the Committee may immediately cease making such deduction at any time on behalf of the teacher upon receipt by the superintendent of schools of written notice of revocation of authorization from that teacher, or upon transfer of that teacher out of the unit defined in Article I, Section 2, or upon knowledge by the Committee that said teacher is no longer a member of the Association.  The Committee will incur no liability for loss of dues monies after depositing same properly addressed to the Association in the U. S. Mail.


AUTHORIZATION

 

To:       Winthrop School Committee

            Winthrop, Massachusetts

 

            You are hereby authorized and directed to deduct from my salary the biweekly dues as established by the members of the Winthrop Teachers’ Association a/w the Massachusetts Teachers Association and the National Education Association, and certified to you by the president of the Association.  The said dues shall be deducted at the times agreed upon by you and the Association and thereafter remitted to the Association as agreed upon between you and the Association.

 

            This Authorization shall remain in effect until (a) the termination of the Agreement between the Committee and the Association providing for such deductions, (b) my written revocation of this authorization which shall become effective 60 days after receipt of such revocation by the superintendent of schools, (c) my transfer out of the bargaining unit, or (d) knowledge by the Committee that I am no longer a member of the Association.

 

Date __________________________           Name ______________________________

 

 

ARTICLE IV

 

PROFESSIONAL CONSULTATIONS

 

Section 1.

 

            In recognition of the professional standing of teachers and the fact that teachers’ ideas and opinions, systematically and periodically collated and expressed, are of significant value in improving the quality of education in, as well as the efficient and economical operation of the Winthrop School System; and in recognition of the Association’s knowledge of the ideas and opinions of the teachers, the parties agree that a Professional Consultation procedure should be established to be operative during the term of this Agreement.

 

Section 2.

 

            This procedure is not intended to replace the grievance or arbitration procedures set forth herein or to make any matter a mandatory subject of discussion at any time other than at consultations that would not be a mandatory subject of discussion in the absence of the provisions of this Section.

 


Section 3.

 

            Consultation sessions will be scheduled with the Committee once every two months upon written request of the Association.  They will be the primary item on the agenda for that evening and up to two hours will be reserved for that section of the agenda.  The subject matters may include any item of concern or interest to the Association.  Two weeks prior to the date scheduled for the consultation, the Association will submit a written agenda of subjects about which it desires to consult at the meeting to the superintendent of schools.  The consultation will be confined to the subjects on that agenda.

 

            In the event the need arises for additional meetings or additional time at scheduled meetings, these will be arranged by mutual agreement between the chair of the School Committee and the president of the Winthrop Teachers’ Association.

 

 

ARTICLE V

 

RIGHTS OF THE COMMITTEE

 

In recognition of the fact that the laws of the Commonwealth of Massachusetts vest responsibility to the people of the Town of Winthrop in the Committee and the superintendent for quality of education in, and the efficient and economical operation of the Winthrop School System, it is herein agreed that except as modified, amended, or abridged by express language in a provision of this Agreement, the Committee and the superintendent retain all rights and powers that they have or may hereafter be granted by law and may exercise the same at its discretion without any such exercise being made the subject of a grievance.

 

Said rights and powers include but are in no way to be construed as limited to the rights and powers to hire; fire; suspend; or in any other manner discipline; promote; demote; transfer (permanently or temporarily); evaluate the performance of; prescribe hours for and working conditions of; prescribe textbooks and other teaching aids, the curriculum, and methods of teaching used by; assign any added, lessened or different work responsibility to; set standards and requirements applicable to and make determinations of eligibility for any in-step wage increases for; grant teacher with professional status to; promulgate rules and regulations pertaining to; regulate and restrict the use of school property (real or personal) by; implement improved benefits at any time for all or some of the; make any pay deductions because of the absence of, or failure to perform work by; and prescribe any professional improvement program or policies for:  teachers in the school system and to assign teaching or any other work to whatever personnel—either in or out of the unit—that the Committee and/or the superintendent at their discretion choose.

 

The Association will be given a copy of any policies and reports approved at School Committee meetings.  The Association will further be provided a copy of the School Committee packet by the end of the next school day following the delivery of the packet to the Committee members.

 

 

ARTICLE VI

 

GRIEVANCES

 

Section 1.

 

For the purpose of this Agreement, a grievance shall be defined as:  Any complaint by a teacher covered by the Agreement that (1) he/she has been subject to a violation, inequitable application or misinterpretation of a specific provision of this Agreement or (2) he/she has been subjected to an unfair or discriminatory act contrary to established policy and practice.

 

Section 2.

 

            The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems which may from time to time arise, affecting the welfare or working conditions of teachers.  Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of this procedure.  Consultation between the Association and the superintendent is encouraged as a means of resolving problems.

 

Section 3.

 

            Nothing herein contained will be construed as limiting the right of any teacher having a grievance to discuss the matter informally with any appropriate member of the administration and to have the grievance adjusted without intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement and that the Association has been given the opportunity to be present at such adjustment above Level One and to state its views.  If the teacher so chooses, a representative of the Association may be present at Level One.

 

Section 4.

 

            No written communication, other document, or record relating to any grievance shall be filed in the personnel file maintained by the School Department of the Town of Winthrop for any teacher involved in presenting such grievance.

 

Section 5.

 

            Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum, and every effort should be made to expedite the process.  The time limits specified may be extended only by prior mutual agreement.  It is understood and agreed that no grievance, dispute, misunderstanding or difference between the parties arising out of acts which occurred prior to the execution of this Agreement shall be submitted to the Committee under the provision of this Article.  It is understood that any grievance pending at the conclusion of the contract will remain operative in the subsequent contract period unless settled in negotiations.

 

Section 6.

 

            If at the end of the fifteen days next following either the occurrence of any grievance or the date when the teacher should reasonably have had first knowledge of its occurrence, whichever is later, the grievance shall not have been presented at Level One, as set forth below, the grievance shall be deemed to have been waived.  Such time limit may be extended by mutual agreement.

 

            Level 1.

A teacher with a grievance will first discuss it with his/her principal or immediate supervisor during non-teaching hours.

 

            Level 2.

If at the end of three (3) school days next following such presentation, the grievance shall not have been disposed of to the aggrieved’s satisfaction, the teacher may file with the president of the Association a written statement of the grievance.  Such statement shall be reviewed with the teacher by the said president or his/her designee, and if after such review the teacher so desires, the grievance shall be presented in writing by the teacher to the superintendent or his/her designee within five (5) school days.

 

            Level 3.

If at the end of ten (10) school days next following presentation of the grievance in writing to the superintendent the grievance shall not have been disposed of to the satisfaction of the teacher, the teacher may refer the grievance in writing to the chair of the School Committee within five (5) school days.

 

The Committee or its designated representative and the teacher and, if the teacher so elects, counsel and/or an authorized representative of the Association shall meet to discuss the grievance as promptly as possible, normally within fourteen (14) school days at a time mutually agreed upon by the chair of the School Committee and the president of the Teachers’ Association.

 

If any person or persons are to represent the teacher at this meeting, the School Committee will be informed in writing prior to three (3) school days before the meeting of the titles and names (if possible) of such person or persons anticipated.  The School Committee or its designated representative shall elect whether this discussion shall take place during working hours.

 

The School Committee will give its written answer to the grievance within ten (10) school days following the conclusion of the meeting.  If no satisfactory settlement of the grievance is made, it may

 

Level 4.

Be appealed to arbitration by written notice of such intention to appeal within ten (10) school days after the receipt of the written answer under Level 3.  This appeal to arbitration shall be in accordance with the procedure and conditions set forth in Article VII.

 

Section 7.

 

            If there is a grievance which directly affects a group or class of teachers or is of a general nature, the Association may submit such a grievance in writing directly to the level of administration having the appropriate authority to resolve said grievance.  If appropriate, an individual grievance may be filed directly at the lowest level of the administration having the appropriate authority to resolve the grievance.

 

Section 8.

 

            A grievance not initiated within the time specified shall be deemed waived.  Failure of the teacher filing the grievance to appeal a decision within the time limit specified will mean that the grievance shall be considered settled on the basis of the decision last made and shall not be eligible for further appeal.

 

Failure of the School Committee to answer an appeal within the time limit specified shall mean that the appeal may be taken to the next step immediately.  The above limitations may be waived by mutual agreement of the parties.

 

Section 9.

 

            In the event a grievance is filed on or after June 1, which, if left unresolved until the beginning of the following school year, could result in irreparable harm to a party in interest, the time limits set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as practicable.  For grievances being processed during the summer, the time limits stated in terms of school days will be interpreted as referring to regular workdays (Monday through Friday, exclusive of any legal holidays).

 

Section 10.

 

            The School Committee will, upon request, provide the Association with copies of any documents in its possession including approved minutes of the School Committee which may be necessary for the Association to process grievances under this Agreement.

 

 

ARTICLE VII

 

ARBITRATION

 

Section 1.

 

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

 

            The arbitrator is to be mutually selected by the Committee and the Association.  If the Committee and the Association cannot agree within seven school days after written notice of intention to arbitrate has been received from the Association, then the Association shall within five school days thereafter request the American Arbitration Association to provide a panel of arbitrators, said arbitrator then to be selected under the provisions of the Voluntary Labor Arbitration Rules.

 

            The parties may by mutual agreement choose to submit more than one grievance to the same arbitrator.

 

Section 2.

 

            Each party shall bear the expense of its representatives, participants, witnesses and for preparation and representation of its own case.  The fees and expenses (if any) of the arbitrator and the American Arbitration Association shall be shared equally by the parties provided that the obligation of the Committee and the Association to pay shall be limited to the obligation which the Committee and the Association can legally undertake in that connection.  In no event shall any present or future member of the Committee or the Association have any personal obligation for any payment under the provision of this Section.

 

Section 3.

 

            The arbitrator’s award shall be in writing and shall set forth his/her findings of fact with reasoning and conclusions.  He/she shall arrive at his/her decisions solely upon the facts, evidence and contentions presented by the parties through the arbitration proceeding.  The arbitrator shall have no power to add to, subtract from, or modify any of the terms of this Agreement, and in reaching his/her decision shall interpret the Agreement in accordance with the commonly accepted meaning of words used herein and the principle that there are no restrictions intended on the rights or authority of the Committee other than those expressly set forth herein.  Subject to the foregoing, the decision of the arbitrator shall be submitted to the School Committee and the Association and shall be final and binding upon the Committee, the Association and the teacher or group of teachers who initiated the grievance.

 


Section 4.

 

            Notwithstanding anything to the contrary, no dispute or controversy shall be the subject for arbitration unless it involves the interpretation or application of a specific provision of this Agreement.

 

 

ARTICLE VIII

 

CONTINUITY OF EMPLOYMENT

 

Section 1.

 

            In recognition of the provisions of Section 9(a) of Chapter 150E of the General Laws, the Association agrees that during the term of this Agreement, or any renewal or extension thereof, neither it nor any of its agents will engage in, incite, or participate, either directly or indirectly, in any strike, sit down, stay in, slow down, work stoppage, withholding of services, consorted unauthorized absences, or any other interference with assigned or expected work.

 

Section 2.

 

The Teachers’ Association further agrees that should any strike, sit down, stay in, slow down, work stoppage, withholding of services or any other interference occur (regardless of the lack of Association connection with the activity), it shall put forward every effort to have the activity terminated immediately, including ordering the persons concerned to return to work.

 

Section 3.

 

Any individual who violates the provisions of this Article will be subject to discipline and possible discharge by the School Committee.

 

Section 4.

 

            It is agreed that in any event of an alleged breach of Section 1 or 2, the Committee may seek its redress through the grievance procedure of this Agreement, by filing an action in any appropriate court, or by exercise of any of its rights and powers, or by any combination of the above.

 

Section 5.

 

            It is agreed that during the term of this Agreement, the School Committee will not seek monetary damages against the Winthrop Teachers’ Association for a violation of this Article as long as the Association fully complies with the provisions of Section 2.


ARTICLE IX

 

TEACHERS’ DUTIES

 

Section 1.

 

            The Committee and the Association acknowledge that the teacher’s primary responsibility is to teach and that his/her energies should, to the extent possible, be utilized to this end.

 

Section 2.

 

            To the extent that paraprofessionals are employed by the Committee within a building, they will work under the general direction of the building principal and the immediate direction and in support of the classroom teacher and not in place thereof.

 

Section 3.

 

            The Administration will continue its efforts to obtain volunteer lunch monitors or to arrange teaching schedules or will explore other means to provide duty-free lunch for elementary teachers.  This does not include an obligation to hire paid aides or assign such duties on a regular basis to Unit B members.  Primary consideration will always be given to the adequate supervision of students.

 

Section 4.

 

Any non-teaching duties which are assigned shall be done so on an equitable basis among all members of the bargaining unit in the building.  Department heads will not be assigned to study hall duty or lunch room duty.

 

Department heads with more than six (6) teachers will not be assigned any non-teaching duties other than the administrative duties associated with being a department head.

 

Section 5.

 

Teachers who have been given access to keys to a school shall sign for and be subject to the “Access to Keys policy” as described in Appendix H.

 

Section 5.

 

Because of safety, security and liability concerns, teachers will be required to sign in at the beginning of each workday.  A teacher who forgets to sign in on a particular day will not be disciplined or receive a negative evaluation for that omission.  The Association, however, recognizes a teacher’s professional and contractual responsibility to be present in the building for the appropriate work times.

 

ARTICLE X

 

TRANSFERS AND VACANCIES

 

Section 1.

 

            In filling teaching vacancies occurring at the end of the school year for the subsequent year or in filling new positions, due consideration will be given to the requests of teachers within the system for the transfer to such open positions.  It is recognized that the final decision whether such transfers will be made must rest with the superintendent of schools and principals.

 

            Teachers who desire a change in grade and/or subject assignment or who desire to transfer to another building shall file a written statement of such desire with the superintendent and principals on or before March 1, except as provided for in Section 3 of this Article.  Such statement shall include the grade and/or subject to which the teacher desires to be assigned and/or the school to which he/she wishes to be transferred.  As soon as practicable, and normally not any later than August 1, the superintendent shall notify said teachers of the disposition of their requests.

 

            The wishes of the individual teacher in this respect will receive the fullest consideration, but the instructional requirements of the school system and the pupils will be the controlling factor as finally decided by the principals and the superintendent with a right of appeal by the individual limited to the School Committee.

 

INVOLUNTARY TRANSFER

 

            When involuntary transfers at grade or building levels are contemplated, the teacher’s length of service and performance within the Winthrop School System will be considered.  It is recognized that the final decision rests solely with the judgment of the principals and the superintendent of schools as to the total needs of the system.

           

When such transfers are to take place, a prior meeting will be held by the superintendent or his/her designee with the teacher, at which time the teacher will be notified of the reasons for such transfer.  As far as practicable involuntary transfers will be made to a comparable position.

 

Section 2.

 

            For purposes of this Article, a postable vacancy is regarded as a position in Unit A or B or Appendix B or C which will not be filled by the same person who held said position prior to its becoming vacant.  Notice of the availability of such positions shall be posted on each bulletin board in each building contemporaneously with any other notice promulgated by the superintendent for at least ten (10) days.  Due consideration will be given to the personnel within the system who apply for a position under this Section.  In cases of emergency, postings may be for five (5) days only.

 

Section 3.

 

            In the event a vacancy occurs in a teaching position during the school year, notice of such vacancy will be posted in each building contemporaneously with any other notice promulgated by the superintendent, but the question whether such vacancy will be filled by transfer or otherwise shall be at the sole discretion of the superintendent.  By May 5, the superintendent shall cause to be posted in each building a comprehensive listing of all known vacancies and new positions to be effective on or before September 1 of the subsequent school year.  Teachers interested in transfer/reassignment to a position(s) listed on the annual posting shall file a request for transfer/reassignment on or before May 20 and they shall be considered under the provisions of Section 1 of this Article.  Notices of postable vacancies (other than classroom teaching positions) occurring during the summer period when school is not in session will be conveyed directly to the president of the Winthrop Teachers’ Association or his/her designee, and insofar as practicable, will be distributed to personnel covered by this Agreement with their summer paychecks.

 

Section 4.

 

            The president of the Association shall be on the general distribution list and receive a copy of each notice issued under the provisions of this Article.  The president of the Association shall be notified by the superintendent of any resignations, appointments, transfers, the granting of professional teacher status and all leaves of absence covered by this Agreement.

 

Section 5.

 

            If a teaching or administrative position is to be filled for a full school year or more, the appropriate certification will be required of the successful applicant or a waiver obtained from the Department of Education.  Said certification requirement shall be noted in the position posting.

 

If a position is to be filled for less than a full school year, the successful applicant does not have to hold the appropriate certification, but the School Committee will give serious consideration to the candidate’s educational attainments including the holding of the appropriate certification.

 

 


ARTICLE XI

 

TEACHER ASSIGNMENT

 

Section 1.

 

            Teachers will be notified in writing of their programs for the coming school year, including the schools to which they will be assigned, the grades and/or subjects that they will teach, and any special or unusual classes that they will have, as soon as practicable and under normal circumstances not later than the close of the school year in June except that where necessary, changes will normally be made by August 15.  However, every effort will be made to notify teachers by August 1 of their teaching assignment.

 

Section 2.

 

            In order to ensure that pupils are taught by teachers working within their areas of competence, teachers will not be assigned, except temporarily or for good cause (but then not to exceed one (1) year unless the teacher and the Committee agree to any other arrangement), outside the scope of their teaching certificates and/or their major or minor fields of study.

 

Section 3.

 

            To the extent possible, changes in grade assignment in the elementary schools and in subject assignment in the secondary schools will be voluntary.

 

Section 4.

 

            Elementary teachers who have completed one year of teaching in Winthrop may be released from classroom duty for a preparation period when a certified specialist has taken control of and is instructing the class.  It is understood that on occasions the specialist and/or principal may request the attendance of such teachers, and in all instances, the teachers will be responsible for consulting with the specialist concerning the ongoing program.

 

Section 5.

 

            The Committee shall provide teachers an average of one preparation period per day.  If for any reason any teacher loses the daily preparation period, such teacher shall be compensated for this time at the rate of $9 per period.

 

            The parties agree to design and implement a form to be completed by the teacher and submitted by the principal to the central office for compensation for the teacher when any teacher loses a daily preparation period.

 


Section 6.

 

            In each elementary school, a committee will be formed consisting of the principal and staff members chosen by the Association; the purpose of the committee will be to develop a schedule which provides a duty-free lunch for each teacher of at least 35 minutes daily, without further impact on the school budget.

 

            The school department will hire part-time employees to cover lunch periods for elementary school teachers.  The Winthrop Teachers’ Association, which is the exclusive bargaining agent for the Educational Support Personnel, agrees that it does not object to subcontracting out lunchroom duties to non-bargaining unit personnel.

 

Section 7.                    4 x 4 Block for Winthrop High School

 

            It is the goal of the Winthrop School Committee and the Winthrop Teachers’ Association to improve the quality of the educational experience for all students in the Winthrop Public Schools.  To this end, and in order to implement the proposed 4 x 4 block schedule at Winthrop High School and in order to encourage project-based, activity-centered lessons, cooperative learning, interdisciplinary units, alternative assessment, open-ended questions, and a variety of innovative teaching techniques, the Winthrop School Committee and the Winthrop Teachers’ Association support the following conditions for this pilot program:

 

 

 

 

 

 

 

 

The parties agree to send the 4x4 Block Schedule at Winthrop High School back to the committee created to evaluate the schedule.  The committee will report recommendations about continuing the program as is or as modified to the School Committee.  Any recommendations to the School Committee may not request additional money, teachers, or require additional bargaining.  Additional recommendations can be submitted.

 

Section 8.

 

            The parties agree to create a Transitional Committee to consider issues arising around the opening of the new schools, those issues to include class size and the number of periods taught per day by specialists.

 

 

ARTICLE XII

 

TEACHER EVALUATION

 

Section 1.

 

            All observation by any means for the purpose of evaluating the professional performance of a teacher will be conducted openly and with full knowledge of the teacher.

 

Section 2.

 

            Teachers will review all evaluation reports and upon request be given a copy of any evaluation report prepared by their evaluators and will have the right to discuss such report with their evaluators.

 

Section 3.

 

            Teachers have the right, upon request, to review and copy, at their own expense, the contents of their personnel file.  A teacher will be entitled to have a representative of the Association accompany him/her during such review.  The file must remain in the Superintendent’s Office at all times.

 

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 the material.  The teacher will acknowledge that he/she 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.  At the time the teacher affixes his/her name to the copy, the teacher shall be given a copy of the material which is to be placed in his/her file.  A teacher will be entitled to have a representative of the Association present with him/her during the review of the material to be placed in the file.

 

Section 4.

 

The Association recognizes the authority and responsibility of the principal, coordinators and department heads for disciplining or reprimanding a teacher for delinquency of professional performance.  If a teacher is to be disciplined or reprimanded by any member of the administration he/she will be personally and confidentially notified of the nature of the meeting prior to the meeting, and he/she will be entitled to have a representative of the Association present.

 

Section 5.

 

            No teacher will be disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without just cause.

 

            In applying this Article the Winthrop Teachers’ Association acknowledges that it supports the understanding that the School Committee is the sole grantor of professional teacher status.

 

Section 6.

 

            Any contention that any evaluation is arbitrary or discriminatory may be raised as a grievance.

 

Section 7.

 

            Any complaint regarding a teacher from a parent, student or other person requiring administrative action shall be promptly called to the attention of the teacher.

 

Section 8.

 

            Rankbooks are the property of the teacher.  At the end of the school year, the custody of the rankbook shall be assumed by the principal of the school.  Upon request a rankbook will be returned to the teacher at the commencement of the following year.  Rankbooks shall be maintained and sufficiently documented to allow the administration to make valid evaluations of student progress.  If any question should arise, the final decision on a grade awarded rests with the teacher.

 

Section 9.

 

            Recognizing that one of the major purposes of a complete evaluation process is constructive suggestions to the teachers how to improve themselves, and recognizing that teachers in their first year may materially benefit from such assistance, it is the goal of the administration to ensure that emphasis in observation and evaluation is given by the appropriate administrators and supervisors to new personnel within the system in the early months of teaching.  It is the intention of the parties that personnel in the first year in Winthrop be observed two times prior to April 15 in their first year, at least one observation to take place prior to November 15, and it is similarly the intent that teachers without professional status be observed at least two times each year.  First year and pre-professional status teacher observations and evaluations will be recorded on the Winthrop Teacher Evaluation Forms (Appendix F).  These forms are based on the “Research for Better Teaching” model.  It is recognized that the need for evaluation or assistance will vary from teacher to teacher, and the above figures are merely goals and may be exceeded or lessened depending on the circumstances of the individual cases.  Teachers who desire additional observation or instruction should request such from their principal or immediate supervisor.

 

            In no event shall an alleged violation of this Section constitute a grievance, but rather shall be handled administratively through the level of the superintendent of schools.

 

Section 10.

 

            All professional status teachers in the first seven (7) years of employment will receive a comprehensive evaluation based on the “Research for Better Teaching” model.  After seven (7) years of employment, status teachers shall have modified evaluations every two (2)years unless the evaluator has determined that the status teacher must undergo the formal evaluation process.

 

The modified evaluation shall consist of:

·         Informal Visits

·         A conference with the teacher

·         Completion of the Form B

·         A teacher sign off on the observation report

 

In the event that an evaluator determines that a status teacher must undergo the formal evaluation process, the evaluator shall notify the teacher in writing and identify the reasons in writing that the status teacher must undergo the formal evaluation (Appendix F).  The teacher, with or without the Association may seek a review of the reasons(s) by submitting a request to the Superintendent of Schools, who shall meet with the teacher and the Association and issue a decision within fourteen (14) calendar days.  The decision of the Superintendent is final and is not subject to further review.

 

For school year 2003-2004 only, all status teachers will receive a modified evaluation.

 

Section 11.

 

            Any teacher evaluated by only one administrator, who is not satisfied with an administrator’s evaluation, shall, upon written request to the superintendent, be evaluated again by another appropriate administrator chosen by the superintendent.  Once the second evaluator is chosen by the superintendent the new evaluation must take place.

 

 

ARTICLE XIII

 

ASSOCIATION ACTIVITY ON SCHOOL PROPERTY

 

Section 1.

 

            Teachers will make reasonable effort not to discuss Association matters while they are assigned to teaching or to student supervision or while they are in the presence of students on school department property.

 

Section 2.

 

            Representatives or agents of the Association who are not teachers in the Unit described in Article 1, Section 2, may enter upon School Department property only by following established building procedures with respect to prior notice to the principal.

 

Section 3.

 

Association notices may be posted on school bulletin boards located in the teachers’ room in the building if the notice is signed by an authorized representative of the Association and if the content of the notice is limited to announcements of recreational or social activities; announcements of elections, appointments or results of elections; announcements of meetings; or professional matters.

 

Section 4.

 

            The Association may prepare, at no cost to the Town, communications relating to the conduct of the Association and may distribute these through the teachers’ mail boxes to persons covered by this Agreement provided that a copy has first been filed with the superintendent.

 


Section 5.

 

            No surveys of students’ progress will be distributed by the Association unless prior approval has been obtained from the superintendent.

 

Section 6.

 

            In the event an elementary teacher is elected president of the Association, individual arrangements will be made in the teacher’s schedule between the superintendent, principal and the teacher to allow the teacher to function in the role of president as secondary teachers have functioned in recent years.

 

            It is the intent of this Section that in regard to non-teaching time, secondary teachers elected president of the Association continue to function as they have in recent years.  Among other things, the teacher would be relieved of non-teaching functions within the building and would be allowed to leave the building during non-teaching time to meet with the superintendent or to visit other schools on Association matters.

 

The president’s non-teaching duties will be covered at no additional cost to the Town, by being assumed equitably by other members of the professional staff or educational support personnel within the building involved.

 

 

ARTICLE XIV

 

COMPENSATION

 

Section 1.

 

            The salary of each teacher in the Winthrop School System shall be determined pursuant to the following Sections of this Article.

 

Section 2.

 

            On and after the effective dates indicated, no teacher employed by the School Committee shall be paid a salary less than that provided for in the “Basic Teachers’ Salary Schedule,” attached hereto as “Schedule A.”

 

Section 3.

 

            In line with the fact that requirements for receiving a Master’s Degree are, in part, that an average of “B” or better be maintained, the School Committee will provide additional compensation for credits beyond basic degrees only when these additional hours likewise meet the “B” or better criteria and are received in an advanced degree program from a school accredited by the six regional associations accrediting institutions of higher learning, as listed in the publication “Accredited Higher Institutions” by the U.S. Department of Education or are approved in advance by the superintendent as related to the teacher’s fields of specialization.

 

Section 4.

 

            The School Committee shall fix the initial salary rate of each teacher entering employment, giving consideration to previous experience and special skills, provided, however, that such salary rate shall not be less than the minimum established in this Article.

 

            Teachers who enter the System at other than the beginning of the school year will move the following year on the step schedule at the discretion of the School Committee, provided that a teacher who has taught in a satisfactory manner for 100 days or more during the school year shall receive the step increase.

 

            Teachers who are within the System will not be granted special individual step increases except for service, degree requirements or for additional duties.

 

Section 5.

 

            Teachers’ paychecks will be distributed biweekly throughout the calendar year, not to exceed twenty-six (26) paydays from September 1 to August 31.  A lump sum payment, consisting of the balance due on the contract for the current year through August 31, will be available on advance request for persons retiring or resigning or other extraordinary situations approved by the superintendent.

 

Section 6.

 

            In recognition of dedicated service to the children of Winthrop, any teacher covered by this Agreement who has taught for 20 years in the Winthrop School System (or 30 years total teaching, the last fifteen of which have been consecutive in the Winthrop School System), shall, if he/she applies, obtain an increase in compensation in the final year of teaching by following this established procedure.

 

            Eligible teachers who desire to participate in this program will notify the superintendent by November 1 of the calendar year prior to the school year in which they intend to retire under the provisions of the Massachusetts Teachers’ Retirement Act.  If such notice is submitted, in writing, by November 1, at the commencement of the final year of teaching, all accumulated sick leave not exceeding 180 days and excepting in any instance which is to be credited during the final year of teaching shall be wiped off the books and in lieu thereof the annual salary schedule of the individual concerned will be increased by twenty dollars ($20) per day for each sick leave day surrendered.  A teacher with his/her written notice prior to September 1 may opt to receive said increase in compensation in one lump sum to be paid at the end of the school year in which said teacher is retiring.

 

            The notice requirement of this Section is intended for budget considerations and may be waived in the case where an unanticipated physical disability requires the retirement under the provisions of the Teachers’ Retirement Act at a time earlier than originally contemplated.

 

            In the event the individual fails to retire under the provisions of the Act immediately at the conclusion of the school year (unless prevented from doing so by death) the teacher will agree, in writing, to repay to the Town of Winthrop the differential between the salary which was actually received under the provisions of this Section and that which the teacher would receive had he/she not submitted the intention to retire, said amount to be deducted from the final summer paychecks of the school year.

 

Section 7.

 

(a)    All professional staff members are required to take a minimum of one college course of three credit value by every third year.  A grade meeting graduate school standards must be obtained for increment purposes.

 

Such courses, as well as others taken in line with school requirements, must be taken only at colleges approved by the School Committee.  These colleges are those accredited by the six regional associations accrediting institutions of higher learning as listed in the publication “Accredited Higher Institutions” by the U.S. Department of Education.

 

(b)    Such courses must either be a part of a degree granting program or be reasonably related to the teacher’s field of specialization.  In any event, courses shall be approved in advance by the superintendent and must be reported on Form C1 or facsimile.  Each individual will be notified of any negative action taken on his/her course request within ten (10) days of filing the application with the superintendent.

 

Responsibility for conforming to this regulation rests with the individual teacher.  Teachers who have not complied with this regulation in the past and/or do not comply in the future will not be eligible to receive any increment until evidence is presented that an approved course has been completed.

 

            Notice of completed courses must be submitted to the Superintendent’s Office prior to August 15.  Any teacher who is on maximum, and who does not complete this requirement, will not receive a salary adjustment from any changes in salary schedule until the requirement is complied with.

 

            In-service courses sponsored by the school or Association, if approved by the superintendent, may on occasion be offered for increment credit.

 


Section 8.

 

            Compensation for advanced degrees may become effective only on September 1 of each year.  Data substantiating eligibility must be received by August 15 or upon completion of the course prior to September 1 if not completed by August 15.

 

            In the event that a teacher feels that data substantiating his/her eligibility may not be available prior to September 1, he/she may submit to the superintendent evidence of his/her enrollment in the courses leading to his/her eligibility.  This shall be deemed sufficient evidence for an additional sixty (60) days.  Retroactive compensation will be paid to September 1 provided information is substantiated to the superintendent by November 1.

 

Section 9.

 

            The foregoing requirements are designed in part to encourage a teacher to advance professionally. The Committee agrees to budget $17,000 each year for educational reimbursement.  The funds paid pursuant to this paragraph are part of the system’s commitment to fund low/no cost professional development.  The Committee agrees to reimburse any teacher with professional status the equivalency of 75% of the actual tuition cost at a Massachusetts state college or state university including registration fee, up to nine full credit hours during the fiscal year.  The Committee agrees to reimburse any teacher without professional status the equivalency of 50% of the actual tuition cost at a Massachusetts state college or state university including registration fee, up to nine full credit hours during the fiscal year.  In order to ensure equitable distribution, the Committee shall first reimburse all eligible teachers for three (3) credits each year before disbursements are made to eligible teachers seeking reimbursement for six credits.  The Committee shall then reimburse all eligible teachers for six credits each year before disbursements are made to eligible teachers seeking reimbursement for nine credits.

 

            The courses taken must have the approval of the superintendent prior to enrollment in order to qualify for reimbursement.  Official transcripts of the courses, including a grade of “B" or better for each of the nine semester hours, must be submitted to the Superintendent’s Office on or before June 15 in order to receive such reimbursement for the current fiscal year.

 

            Eligible teachers who submit completed course documentation on or before September 15 shall receive reimbursement for their first three (3) credits on or before October 15.

 

            Eligible teachers who submit completed course documentation on or before February 15 shall receive reimbursement for their first three (3) credits on or before March 15.

 

Eligible teachers who submit completed course documentation on or before June 15 shall receive reimbursement on or before June 30.

 

The Committee shall not pay in excess of $17,000 for course reimbursement in any fiscal year under this Section.

 

The Committee shall provide the Association on or before January 1 and August 1 with updated lists containing the following information:

 

1.      the names of teachers to whom disbursements of course reimbursements have been made,

2.      the amount of the disbursements,

3.      the date of the original requests and

4.      the dates of disbursements.

 

Section 10.

 

            Effective September 1, 2001, compensation for teacher leaders/critical friends coaches is set forth in Schedule D.

 

Section 11.

 

            Extra-curricular duties and services shall be compensated for in accordance with the provisions of Schedule B.  The enumeration of certain classes and types of extra-curricular services and duties set forth in Schedule B is not intended to exclude payment for any other extra-curricular services and duties not specifically included therein.

            All extra-curricular services and duties covered in Schedule B will be paid at the conclusion of the season, or at the conclusion of the school year, as applicable.

 

            Athletic coaches will be subject to annual appointment by the principal of the school to which they are assigned and approved by the superintendent.

 

            In the event two candidates for extra-curricular positions are equally qualified, the appointment shall be made in good faith and will be given to the candidate presently employed in the Winthrop School System.

 

Section 12.

 

            In recognition of the value of continued years of service to the Winthrop School System, a “Super Maxima” salary schedule is set forth below.

 


ABOVE BASE RATE AFTER YEARS OF TOTAL SERVICE

 

15 Years          20 Years          25 Years          30 Years

  $600                $900                $1,200             $1,500          

 

Effective September 1, 2004, change 15 years to 13 years:  $600

 

Section 13.

 

            A list of positions has been established for teachers who are regularly required under the current schedule to travel between buildings during the school day.  Said teachers will be paid $100.00 per year for necessary travel expenses.  This amount will be paid in the first check in January in each school year.  Positions will be reviewed annually based on the individual schedules of teachers.

 

Section 14.

 

            In the event that a teacher agrees to work beyond 182 days in his/her position, additional compensation shall be at the rate of 1/182 for each day worked.

 

Section 15.

 

            In order to provide for a non-forfeitable tax sheltered annuity payable upon retirement or termination of employment, a teacher may contract with the Committee pursuant to Section 37B of Chapter 71 of the General Laws of Massachusetts for purchase of such annuity as part of his/her employment compensation.

 

Section 16.

 

            Such contract shall specify the premiums to be paid toward the annuity and the benefits payable thereunder.

 

Section 17.

 

            Unit members who have Service Days credited may buy them back at the prevailing sick day buyback rate, upon written request by March 1 of any year.

 

Section 18.

 

            Winthrop teachers with children who have been accepted into the Winthrop School Department full day kindergarten and/or preschool programs shall not be subject to tuition costs.  Should new or additional tuition costs be instituted for either program in the future, such costs will be waived for the children of Winthrop teachers.

 

 


ARTICLE XV

 

SCHOOL CALENDAR—PROFESSIONAL RESPONSIBILITIES

 

Section 1.

 

            The Association will be consulted in preparation of the annual school calendar, but it is acknowledged that the final decision in this regard must rest with the administration (with approval of the School Committee), subject to the provisions set forth below.  The school calendar for the current school year is set forth in Appendix D for informational purposes only.

 

Section 2.

 

            Except when Labor Day falls on September 5 or later, the work year for classroom teachers covered by this Agreement (other than teachers without professional status or new personnel who may be required to attend special orientation sessions) will begin no earlier than the first Tuesday following Labor Day and will terminate no later than June 30, but in no event will be more than two days longer than the school year for children as established by the Committee.  As a condition of employment and in accordance with Department of Education requirements, all newly hired teachers will attend a one day orientation, which will occur on the school day immediately preceding the start of the teacher work year.  Effective as of September, 1992, when Labor Day falls on September 5 or later, the work year for teachers will begin no earlier than the first of September.

 

            During the term of the Agreement the school year for children will not be more than four days greater than the minimum established by State regulations and if during the term of this Agreement the minimum established by State regulations exceeds 180 days, the parties will meet to negotiate further on the school calendar if the School Committee desires to extend the students’ year beyond 184 days.

 

Section 3.

 

            The time schedule for teachers will be as follows:

                        Gorman/FortBanks Elementary          7:55 A.M.        to         2:15 P.M.

                        Cummings Elementary                        8:15 A.M.        to         2:35 P.M.

Middle School                                                7:45 A.M.        to         2:45 P.M.

                        High School                                        7:45 A.M.        to         2:45 P.M.

 

            Teachers shall not be required to remain more than 10 minutes after dismissal of students on Fridays or days immediately preceding holidays or vacations, unless, in the opinion of their principal, the performance of their professional duties shall so require.

 

            The schedule may be adjusted as the superintendent deems necessary in light of current conditions and after notification to and discussion with the Association.

 

Section 4.

 

            Teachers shall attend and take such part as is assigned to them in all meetings of an educational nature scheduled by coordinators, their principal or the superintendent of schools.  Reasonable advance notice of such meetings, normally of at least 24 hours, will be given whenever possible and no teacher will be excused except by the coordinators, principal or superintendent.

 

            The Association and the Committee recognize that participation in or attendance at school oriented programs outside of normal teaching hours are part of the duties of the truly professional teacher.  Recognizing that attendance at all evening functions may not always be possible, the parties encourage active participation to the fullest extent in such functions but agree that attendance at evening meetings—other than two required meetings—should be on a voluntary basis.

 

Section 5.

 

            For the purpose of implementing the new reporting system and as long as the present conference method of reporting to the parents of elementary school children is utilized by the Winthrop School System, the Committee shall authorize and provide eight released-time days to assist the teacher in the conducting of said conferences.  During each of the conference periods, the teachers will conduct, during non-teaching time, conferences with the parent(s) of every child in their classroom.  In addition, the Committee will provide two released-time days for curriculum development and in-service meetings.  Teachers in grades 3, 4, and 5 will have mandatory conferences during the four fall early-release days and two early-release days in the spring for conferences per the present reporting system.  The two additional days in the spring will be used for curriculum workshops.

 

Section 6.                    Portfolio Training and Implementation

 

            All newly hired teachers will be offered initial portfolio training.    

A joint labor-management committee will meet in September, 1997, in order to jointly develop guidelines for the training, teacher accountability and parent conferences and time lines for beginning the portfolio assessment process.

 

            The committee will be composed of representatives appointed by the superintendent and the Winthrop Teachers’ Association.

 

Section 7.                    District Professional Development Committee

 

            The Committee and the Association acknowledge that relevant and challenging professional development is critical to student learning.  The parties agree to establish a District Professional Development Committee which will be made up of five (5) teachers appointed by the Association and five (5) members appointed by the school administration to include two (2) teachers, one elementary school principal, the middle school or high school principal, and the superintendent or his/her designee.

 

            The District Professional Development Committee will be created and begin its work forthwith.

 

            The parties agree that any decisions, determinations, or recommendations made by the Professional Development Committee will be advisory only.

 

Section 8.

 

Teachers will sign and follow the “Winthrop Public Schools Electronic Communication System/Network Acceptable Use Policy” attached as Appendix I.

 

 

ARTICLE XVI

 

INSURANCE BENEFITS

 

Section 1.

 

            As long as the Town of Winthrop agrees to pay one-half of the cost of the Blue Cross/Blue Shield Health Insurance Plan or the equivalent dollar amount to the Harvard Pilgrim Health Plan, and one-half the cost of a $2,000 life insurance policy and a $2,000 accidental death and dismemberment policy, details of which are covered in a supplementary booklet, the School Department will deduct the employee’s share from payroll checks for participating members on receipt of the proper authorization.

 

            On the date of retirement, life insurance may be continued in the amount of $1,000, one-half to be paid by the retiree.

 

            For the retired employee, the hospital-surgical-medical coverage may be continued through the local pension group.  If an individual does not desire to remain in the insurance plan, the retired employee may secure his/her hospital-surgical-medical coverage under any conversion contract offered by Blue Cross or Blue Shield or Harvard Pilgrim Health Plan.

 

Section 2.

 

            In the event the Town of Winthrop modifies its insurance plan, similar arrangements for payroll deductions will be made available to all the teachers.

 


Section 3.

 

            The School Committee will obtain for high school football coaches the same special accident insurance which is obtained for participants in the sport at the varsity level.

 

Section 4.

 

            Teachers leaving the system at the conclusion of the school year are entitled to remain in the Blue Cross/Blue Shield, Harvard Community Health Plan or Bay State Health Care until August 31 of the current calendar year.

 

Section 5.

 

            Teachers on unpaid leave of absence may remain in the appropriate health plan by paying the entire premium due to the office of the Town Treasurer to the extent allowed by the policy and the law.

 

Section 6.

 

            The Committee agrees that it will use its best efforts to defeat any attempt to change the practice of the payroll deductions for health insurance on a pretax basis, provided it remains permissible under the law.

 

 


ARTICLE XVII

 

SICK LEAVE

 

Section 1.

 

            Sick leave for first year teachers shall be ten (10) days, to be earned at the rate of one day per month from September to June.  Sick leave may be paid during that time up to the full ten (10) days.  However, if a teacher terminates his/her contract prior to June, he/she shall be indebted from the last paycheck—one day’s pay for every day not earned of sick leave prorated at one day per month.

 

Section 2.

 

            Teachers currently in the System will be credited with 14 days’ sick leave as of the first official day of attendance of each school year.

 

Section 3.

 

            Such leave not used in any year may be accumulated to a maximum of 200 days as of the first official day of any school year (plus any additions as a result of Article XXI, Section 2).

 

Section 4.

 

            Absences for periods in excess of five days’ duration will be paid only on submission of a doctor’s certificate to the superintendent, if requested.

 

Section 5.

 

Extension beyond stated sick leave shall be given in exceptional circumstances at the discretion of the superintendent of schools and the School Committee.

 

Section 6.

 

            Subject to the provisions of Article XIV* teachers whose services are terminated for any reason shall not be entitled to compensation in lieu of any sick leave not taken.

 

Section 7.

 

            Except on reinstatement after an approved leave of absence, no sick leave credit for prior employment will be allowed to any teacher rehired after a termination of service of more than five years.  A member reinstated before five (5) years shall receive up to thirty (30) days sick leave credit to his/her individual accrued sick leave provided the teacher had the accrued sick leave when he/she resigned.  The leave credit will be in addition to the allotment under Section 1.

 

Section 8.

 

            In order to receive the benefits of this Article, the teacher must notify the principal or immediate supervisor as promptly as possible (and always before 7:00 a.m. on the day of the absence) when he/she will be unable to be present because of illness.

 

            In accordance with established practice, the teacher is required to notify the principal or supervisor normally on the evening before the day on which the teacher intends to return, but in no event later than 7:00 a.m. on the day on which the teacher intends to return.

 

Section 9.

 

            On September 15, the School Committee will provide each teacher with a statement of the individual’s sick leave accumulated as of September 1.

 

* No more than 180 days of this can be used under the buyback provisions of Article XIV at a rate of $20.00 per day.

 

 

ARTICLE XVIII

 

SICK LEAVE BANK

 

Section 1.

 

            Effective for the duration of this Agreement, a sick leave bank will be established for use by qualified members of the bargaining unit whose sick leave accumulation is exhausted through serious prolonged illness/accident and who require additional leave to make full recovery from an extended illness/accident.

 

Section 2.

 

            Each member of the bargaining unit shall submit one (1) sick day of his/her personal accumulation to the Sick Leave Bank to be utilized by teachers who qualify and who have exhausted their own individual leave, both annual and accumulated and who still have a serious extended illness.

 

Section 3.

 

            Personnel shall not qualify for consideration of extended illness leave within the framework of the Sick Leave Bank unless they have accumulated at least 20 sick leave days (after the submission required by Section 2).  Once a teacher has become eligible for the benefits of the Sick Leave Bank he/she shall continue such eligibility for the duration of this Agreement.

 

Section 4.

 

            The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting of two members designated by the School Committee to serve at its discretion and two members designated by the Association to serve at its discretion.

 

Section 5.

 

            Any sick leave granted under the provisions of this Article shall expire at the end of the school year.

 

            There shall be no accumulation or carryover to successive years of unused sick leave bank days beyond the term of this Agreement.

 

Section 6.

 

            Sick Leave Bank days shall only be available after the infirmed employee has exhausted his/her entire personal sick leave, both annual and accumulated.

 

Section 7.

 

            All requests for grants from the Bank shall be in writing and shall be accompanied by certification of a physician as to the illness and/or disability of the teacher and the anticipated extent of recovery time necessary.

 

Section 8.

 

            Application for benefits may be made prior to the employee’s exhaustion of his/her personal sick leave to expedite benefits, but drawings upon the Bank will not actually commence until after the employee’s own sick leave days are exhausted and adequate medical notification has been provided.

 

Section 9.

 

            The initial grant of sick leave by the Sick Leave Bank Committee to an eligible employee shall not exceed thirty (30) days.

 

If additional days are needed, they must be requested in writing and contain further certification by a physician.

 

Section 10.

 

            The Sick Leave Bank Committee may request further evidence or a second physician’s opinion before granting additional days from the Bank.

 

Section 11.

 

            Subject to the foregoing requirements, the Sick Leave Bank Committee will determine the eligibility for the use of the Bank and the amount of leave to be granted.  The following general criteria shall be considered by the Committee in administering the Bank and in determining the amount of leave:

 

1.                  Medical evidence of serious extended illness;

 

2.                  Prior utilization of eligible sick leave.

 

The decision of the Sick Leave Bank Committee with respect to eligibility and entitlement shall be final and binding and not subject to appeal.

 

No days may be withdrawn from the Sick Leave Bank for any illness other than prolonged illness or accident.  Days may not be withdrawn to permit an individual to stay at home to care for other members of the family and in no instance may days be withdrawn for purposes of a normal maternity.

 

 

ARTICLE XIX

 

SABBATICAL LEAVE

 

Section 1.

 

            Sabbatical leave will be available after seven years of service.  Applications must be submitted to the Superintendent not later than December 1 of the school year prior to that in which the leave is sought.  Not more than two teachers may take advantage of this in any one school year.

 

Section 2.

 

            Successful applicants will receive two-thirds of the salary to which they would have been entitled provided that the amount when coupled with any scholarship, grant, or aid shall not exceed the salary to which they would have been entitled.

 

Section 3.

 

            Pursuant to the terms of General Laws, Chapter 71, Section 41A, a teacher shall agree in writing to return to active service in the Winthrop Schools for a period of at least two school years following the expiration of the Sabbatical Leave period.  A teacher who does not fulfill this agreement shall repay to the Town the amount of salary received during the Sabbatical Leave, provided, however, that the teacher shall be released from such payment if his/her failure to serve the two years is due to his/her illness, disability or death, or if he/she is discharged from his/her service by the School Committee.

 

Section 4.

 

            A teacher returning from Sabbatical Leave shall be placed on the step of the salary schedule he/she would have attained had he/she remained in the school system, and shall be eligible for insurance benefits according to the Town Policy while on leave.  No teacher may reapply for a second Sabbatical Leave unless he/she has completed seven years since his/her last leave.

 

 

ARTICLE XX

 

MILITARY LEAVE

 

Section 1.

 

            The Committee will comply with all state and federal laws with respect to military leaves of absence.  Military leave will be granted to any teacher who is inducted or who enlists for one required term in any branch of the armed forces of the United States, or during the period of any involuntary extension of enlistment.

            Upon return from such leave, a teacher will be placed on the salary schedule at the level he/she would have achieved had he/she remained actively employed in the system during the period of his/her absence, up to a maximum of two years, but such time of absence shall not count towards professional teacher status.

 

Section 2.

 

            Teaching personnel who are required to perform active duty for training as part of a reserve unit will do so as far as possible during the months of July or August.

In the event an individual is unable to take such duty during a non-school period and is ordered to duty during the school year, the Committee will pay the difference between his/her salary and that amount which he/she actually received from the government (exclusive of money for travel) for a period of two (2) weeks.  In the event an individual is called to duty in cases of civil disorder or disaster, this period may be extended at the discretion of the School Committee.

 

 

ARTICLE XXI

 

PEACE CORPS

 

Section 1.

 

            A teacher with professional status may obtain a leave of absence without pay for up to two years to serve in the Peace Corps.

 


Section 2.

 

            Upon return from such leave, the teacher will be offered a position as reasonably comparable to the one occupied at the beginning of the leave as is then available, and will be placed on the salary schedule at the step level that would have been achieved had the individual remained actively employed in the system during the period of this leave.

 

Section 3.

 

            All leaves will run from September 1 through August 31.  Applications for such leave must be submitted to the superintendent in writing prior to April 15 of the year in which the leave is to begin.

 

Section 4.

 

            The teacher must also notify the superintendent in writing by the first of April of the year in which the leave is to expire of his/her intention to return in September.  Failure to comply with this requirement will be considered as a resignation from the school system.

 

Section 5.

 

            Not more than two personnel in the system may be absent on such leave at any one time.

 

 

ARTICLE XXII

 

PERSONAL LEAVE

 

Section 1.

 

            It is recognized by all that absences by regular teachers from the classroom interrupt the educational process and must therefore be held to an absolute minimum.

 

Section 2.

 

            In each school year, however, up to three days may be utilized for imperative personal business which could not effectively be conducted outside of school hours.  The first two days will be exclusive of sick leave and the third will be deducted from sick leave.

 

            In the event that these days are not taken, the days will be added to the individual’s sick day accumulation of the next school year.

 


Section 3.

 

            Reasons for such leave must be made in writing to as early as possible and not less than forty-eight (48) hours before such absence whenever possible.  If the request is made less than ninety-six (96) hours before the day off, the request must be submitted to the Principal who shall forward the request to the Superintendent.

 

            Additional personal leave may be granted from sick leave at the discretion of the superintendent for compelling personal reason, including religious observances.

 

            No request for personal leave will be submitted so as to extend a holiday or vacation period.  Exceptions to this paragraph may be granted by sole discretion of the superintendent.

 

Section 4.

 

            If the superintendent believes the purpose of the leave is not of a nature specified above, requiring the absence of the teacher during school hours, then he/she will decline to pay for such leave.  This matter may, however, be presented through the grievance and arbitration procedures if the individual teacher so elects.

Section 5.

 

            Nothing in this Section shall preclude the superintendent from granting additional personal leave without pay for reasons which he/she deems urgent.  In cases of personal leave without pay, deductions from salary will be made on the basis of 1/182 of the teacher’s salary for each such day.

 

 

ARTICLE XXIII

 

FAMILY MEDICAL LEAVE

 

Section 1.

 

            In accordance with the Family and Medical Leave Act of 1993, the Committee will provide eligible teachers up to twelve (12) weeks of unpaid leave in a twelve (12) month period and in accord with the Act.

 

            Eligible teachers shall be defined as set forth in the Act.

 

Section 2.

 

The following reasons qualify for leave:

·         To care for a newborn or a newly placed adopted or foster child;

·         To care for a child, spouse or parent with a serious health condition;

·         To care for the teacher’s own serious health condition.

 

Section 3.                                Substitution of Paid Leave

 

            If leave is taken because of the teacher’s own serious health condition, an eligible teacher must first exhaust any accrued paid sick leave and personal leave.

 

            If leave is taken to care for a child, spouse, or parent with a serious health condition or to care for a newborn or newly placed adopted or foster child, an eligible teacher must first exhaust any accrued paid personal leave.

 

            If the teacher’s accrued paid leave is less than twelve (12) weeks, the remaining weeks will be unpaid.    

 

Section 4.                                Benefits During Leave

 

            The Committee will maintain health coverage for a teacher on leave under this policy at the level and under the same conditions as the teacher would have enjoyed if not on leave.  If the teacher fails to return to work following the leave, unless the failure to return is due to the continuation, reoccurrence, or onset of a serious medical condition of himself/herself or family, or other circumstances beyond the teacher’s control, the teacher on leave under this policy will be responsible for the cost of health coverage during the period of leave.

 

Section 5.

 

            The twelve (12) month period shall be a rolling period.

 

Section 6.

 

            Seniority shall accrue while a teacher is on an approved FMLA leave.

 

Section 7.

 

            The FMLA special rules that apply to local educational agencies shall apply.

 

Section 8.                                Extended Leave

 

            In the event a teacher with professional status desires a leave without pay longer than provided under the FMLA, the procedure listed below will be followed:

 

(a)                Such leave shall not be unreasonably denied;

 

(b)               Such leave shall commence at a time corresponding with the beginning of a semester or a vacation period and will expire on the September 1 following the birth of a child, or at a time agreed to by the teacher and the superintendent.

 

(c)                The date of anticipated return will be established with the superintendent at the time the leave commences.  In addition, the member of the unit must notify the superintendent in writing by the first of March in the calendar year in which the leave expires of intention to return to the system.  Failure to comply with this requirement will be considered a resignation.

 

Section 9.                                Termination of Pregnancy

 

            In the event of the termination of pregnancy, the member of the unit may make written application for reinstatement prior to the previously established date for termination of the leave.  Such application shall be accompanied by a physician’s statement of good health.  Such reinstatement may be granted by the superintendent in the case of an acceptable vacancy.

 

Section 10.                              Salary Adjustment

 

            A teacher with professional teacher status returning from an extended leave under the provisions of Section 8 will be placed on the next step of the salary schedule if he/she had been actively employed by the Winthrop School System for more than 100 days in the school year in which the leave commenced.  He/she will be assigned to a school where a vacancy for which he/she is qualified exists.  He/she will retain seniority and any other rights which he/she had at commencement of leave.

 

 

ARTICLE XXIV

 

EDUCATIONAL LEAVE

 

Section 1.

 

            Leave of absence may be granted to teachers at the discretion of the superintendent for the purpose of visiting other schools or attending meetings or conferences of an educational nature.

 

Section 2.

 

            The Committee shall pay reasonable expenses (including but not limited to registration fees, meals, lodging, or transportation) incurred by teachers who are required by the superintendent to attend workshops, seminars, or other approved professional improvement sessions.

 

            It may pay all or part of such expenses of teachers whose request to attend similar courses it approves (provided, however, that such travel and amount shall have been provided for and are expendable in the existing school department budget).

 

Section 3.

 

            Teachers requesting reimbursement from the Committee under this Section will submit to the superintendent a voucher individually listing the expenses for which reimbursement is sought for his/her approval in whole or in part.

 

 

ARTICLE XXV

 

DELEGATES LEAVE

 

            Upon seven days’ written notice, the superintendent may approve a leave of absence for such time as he/she deems reasonable for officers and/or members of the Association, not to exceed two in number, as may be designated by the Association to attend Massachusetts Teachers Association or National Education Association conferences and/or conventions.

 

 

ARTICLE XXVI

 

BEREAVEMENT LEAVE

 

Section 1.

 

            Full-time teachers will be allowed up to five consecutive days’ leave without loss of pay during the school year in case of death in the immediate family.  The term “immediate family” means the teacher’s spouse, child, father, mother (stepmother or stepfather), sister, brother or grandparents.

 

Section 2.

 

            An absence of two days may be granted applicable to a teacher’s in-laws or the grandparents of his/her spouse, unless said relative is a member of the immediate household, in which case he/she shall be entitled to three days.

 

            These provisions shall be administered in the light of their purpose, which is to provide opportunity when needed to enable an employee to attend the funeral or to attend to family or personal matters arising as a result of the death.

 

 


ARTICLE XXVII

 

LEAVE OF ABSENCE

 

            A teacher may request a leave of absence without pay.  The request must be in writing and state the reason and the length of time for which the leave is being requested.  A request for a leave of absence may not exceed one year.  A request to extend a leave of absence may be submitted.  The granting of any initial leave of absence or an extension is subject to the discretion of the superintendent of schools.

 

            A teacher must notify the superintendent in writing by the first of March of the calendar year in which the leave terminates that he/she is returning to his/her position.  The failure of a teacher to comply with this notice will be deemed a resignation from employment.

 

 

ARTICLE XXVIII

 

JURY DUTY

 

            The School Committee agrees to comply with the provisions of General Laws Chapter 234A relative to the service and compensation of teachers on jury duty.

 

 

ARTICLE XXIX

 

SEPARABILITY AND SAVINGS

 

            If any Article or Section of this Agreement or any riders thereto should be held invalid by operation of law or by any tribunal of competent jurisdiction, or if the compliance with or enforcement of any Article or Section should be restrained by such tribunal pending a final determination as to its validity, the remainder of this Agreement and any rider thereto, or the application of such Article or Section to persons or circumstances other than those as to which it has been held invalid or as to which compliance with or enforcement of has been restrained, shall not be affected thereby.

 

            In the event that any Article or Section is held invalid or enforcement of or compliance with which has been restrained, as set forth above, the parties affected thereby shall enter into the immediate collective bargaining negotiations upon the request of either party for the purpose of arriving at a mutually satisfactory replacement for such Article or Section during the period of invalidity or restraint.

 

 


ARTICLE XXX

 

SENIORITY—LAYOFF

 

Section 1.

 

            Pursuant to the provisions of Chapter 71, Section 42, the Association recognizes the right of a superintendent to lay off teachers pursuant to a reduction in force or reorganization resulting from declining enrollment or other budgetary reasons.  No teacher with professional teacher status shall be laid off pursuant to a reduction in force or reorganization if there is a teacher without such status for whose position the covered employee is currently certified.

 

            If the superintendent determines to reduce the number of teachers employed, the following policy for reduction in personnel will be used:

 

A.                Inasmuch as possible, normal attrition will be used whereby teachers who retire, resign or otherwise terminate their employment shall not be replaced if there are fully qualified teachers available who are capable to fill the position.  Also included in this paragraph are those teachers without professional status whose employment the Committee determines not to renew.

 

B.                 Teachers who are not under regular contract or who are on a temporary status (e.g., teachers filling in for leaves of absence or long-term substitutes) will be laid off next provided there are fully qualified teachers available who are capable to fill the position.

C.                 If it is not possible to reduce staff by the factors set forth in Paragraphs A and B above, reductions will first be made among those teachers who have not attained professional teacher status in the department and classifications to be reduced, provided there are teachers with professional status who are currently certified to fill those positions.

 

D.                In case of further reduction of the teaching staff, a teacher with professional status shall not be dismissed if there is a teacher without professional status employed whose position the teacher with professional status is currently certified to fill.

 

E.                 If the superintendent determines that further reductions in staff are necessary which affect teachers with professional status, teachers will be reduced in the inverse order of their seniority in the disciplines set forth below, provided no teacher with such status shall be displaced by a more senior teacher with such status unless the more senior teacher is currently certified pursuant to General Laws Chapter 71, Section 38G, for the junior teacher’s position.  Deviation may be made in the seniority factor when the administration deems it to be in the interest of the school system.  That decision shall be subject to a reasonableness standard.

 

Section 2.                                Disciplines

 

            For the purpose of this Article, disciplines shall be:

 

A.                K – 6

B.                 7 – 12

 

1.                  English

2.                  Science (within the certification)

3.                  Mathematics

4.                  Social Studies

5.                  Foreign Language (within the certification)

6.                  Business Education

7.                  Family and Consumer Sciences

8.                  Technology Education

9.                  Guidance

10.              Drama

11.              Distributive Education

12.              Medical Careers

13.              Computers

 

C.                 K – 12

 

1.                  Music

2.                  Physical Education

3.                  Art

4.                  Special Needs (within the certification)

5.                  Health Education

6.                  Reading

7.                  Library

8.                  Audio/Visual

9.                  School Psychologist

10.              Adjustment Counselor

11.              English as a Second Language

 

For the purpose of this Section, seniority shall be deemed to mean total length of service in a professional position in the Winthrop Public Schools from the first day for which compensation was received including time spent on approved leaves of absence.  Seniority will accumulate during periods of leaves of absence.  Accrual of seniority while on an approved leave of absence shall be limited to three (3) years.  Time spent working as a long-term substitute, paid on the teachers’ salary schedule, shall count towards seniority.

 

For staff members presently working in the school system, including those on approved leaves of absence, all years of service in a professional position in Winthrop will count towards seniority.  For all staff members hired after the adoption of this Agreement only continuous years of service including time spent on approved leaves of absence will count towards seniority.

 

Teachers will hold seniority as defined above, only in disciplines in which they are actually teaching at the commencement of any given school year.  In the event two or more individuals commence work on the same day, their relative seniority shall be determined by their educational attainment as set forth in the salary schedule and if they are still equal, lots will be drawn to establish relative seniority.

 

Section 3.                                Notice

 

            Except for unforeseen circumstances, teachers with professional status who are to be affected by a reduction in staff will be notified on or before May 25 of the school year preceding the school year in which the reduction is to take place.

 

            Teachers without professional status will be notified on or before June 10 whenever such person is not to be employed in the following year.

 

Section 4.                                Bumping Rights

 

A teacher with professional status who is subject to layoff pursuant to the preceding Sections of this Article and who has taught in another discipline (and is currently certified therein) in the Winthrop School System within the last ten years, will have the right to bump a less senior person in that discipline.

 

            When a reduction of staff in Unit B results in the return of a Unit B member to Unit A, every reasonable effort will be made by the School Committee to ensure that this does not result in the additional layoff of a Unit A member with professional status during the first year of said reduction.

 

Section 5.                                Dismissal—Leave of Absence—Recall Rights

 

            Teachers with professional status subject to a reduction in force may elect to treat such action as a dismissal under the provisions of Massachusetts General Laws Chapter 71, Section 42.

 

            In the event a teacher does not elect that option, but prefers to proceed under the contract and signs a waiver of the Section 42 hearing (in the form on page 48) the teacher shall be construed to be on unpaid leave of absence and shall be considered for recall under the provisions of this contract for a period of two years.

 

            Teachers will be recalled to their previous discipline in the inverse order of their layoff (last out, first back) provided the teacher is currently certified at the time of recall.

 

            In the event that openings occur in other disciplines in which the teacher has actively taught within the Winthrop School System within the last ten years and in the event that there are no teachers with professional status laid off from those disciplines, the laid-off teacher with professional status will be called back to those disciplines, provided the teacher is currently certified at the time of recall.

 

Section 6.                                Notice of Recall

 

            Teachers with professional status will be notified of recall by certified mail at their last address on record at the Office of the Superintendent of Schools.  A teacher with professional status shall have five (5) calendar days to notify the superintendent of his/her acceptance or rejection.  Return of the undelivered certified letter by the Post Office will be considered a rejection of the teaching assignment.

 

            Any teacher who rejects a recall without a reason which is acceptable to the superintendent will be removed from the recall list.  The Association and the teacher will be notified of the removal from the list, in writing, within ten (10) school days.

 

            If a teacher with professional status rejects a recall for reasons of illness or disability rendering the teacher unable to work or for other good reason approved by the superintendent, the teacher may remain on the recall list for the remaining period of his/her original recall period.  Proof of illness or disability must be furnished to the superintendent, if requested, including a letter from an attending physician certifying the teacher’s illness or disability rendering him/her unable to work.

 

            All benefits to which a teacher with professional status was entitled at the time of his/her layoff including previously accumulated sick leave will be returned to him/her on recall.

 

Section 7.                                Seniority List

 

            By October 1 of each year, the superintendent shall forward to the Association a seniority list of all teachers with professional status within the disciplines set forth above.  The list will be posted in all school buildings.  Should an individual choose to challenge his/her seniority status, written notice detailing the challenge will be sent to the superintendent and the Association within thirty (30) days of the posting of the seniority list.  Within ten (10) days of the receipt of the challenge, the Association’s representative shall meet with the superintendent in an attempt to resolve the challenge.  If the parties are unable to resolve the challenge, the matter shall be submitted to expedited arbitration in accordance with Article VII of this Agreement.

 

            Members of Unit B will be listed on the seniority list for informational purposes only in the appropriate discipline.

           

The seniority list provided to the Association shall contain the following information for each member of the bargaining unit:

                        Name

                        Areas of certification

                        Date of hire

                        Current assignment

 

            Also included will be a current list of all bargaining unit members on recall.

 

            The Association agrees that implementation of the above will be delayed until the School Department obtains the necessary computer software.

 

Section 8.                                Substitutes—Insurance

 

A.    Teachers released under the provisions of this Article shall be given initial consideration on the substitute list if they choose to be so recorded.

 

B.     To the extent permitted by law and the Town’s insurance contract, teachers shall be allowed to maintain insurance coverage by paying full premium to the Town during their recall period.

 

Note:  This entire Article becomes effective on March 15, 1982.


SUPERINTENDENT’S COPY

 

            In consideration of my being placed on involuntary unpaid leave of absence without loss of professional teacher status, seniority, insurance and other contractual benefits, I agree to waive my rights to a hearing under Massachusetts General Laws Chapter 71, Section 42, and Section 43A, and Massachusetts General Laws Chapter 32, Section 16 at the commencement and/or at the conclusion of my involuntary leave of absence.  This waiver is for the express purpose of the specific reduction for which I have been notified on __________________________ pursuant to the collective bargaining agreement between the Association and the Committee and pursuant to statutory notice pursuant to Chapter 71, Section 42 of the Massachusetts General Laws.  In the event of my recall, this waiver is null and void.

 

Date: ______________________________  Name: _____________________________

 

UNIT MEMBER’S COPY

 

            In consideration of my being placed on involuntary unpaid leave of absence without loss of professional teacher status, seniority, insurance and other contractual benefits, I agree to waive my rights to a hearing under Massachusetts General Laws Chapter 71, Section 42, and Section 43A, and Massachusetts General Laws Chapter 32, Section 16 at the commencement and/or at the conclusion of my involuntary leave of absence.  This waiver is for the express purpose of the specific reduction for which I have been notified on __________________________ pursuant to the collective bargaining agreement between the Association and the Committee and pursuant to statutory notice pursuant to Chapter 71, Section 42 of the Massachusetts General Laws.  In the event of my recall, this waiver is null and void.

 

Date: ______________________________  Name: _____________________________

 

ASSOCIATION’S COPY

 

            In consideration of my being placed on involuntary unpaid leave of absence without loss of professional teacher status, seniority, insurance and other contractual benefits, I agree to waive my rights to a hearing under Massachusetts General Laws Chapter 71, Section 42, and Section 43A, and Massachusetts General Laws Chapter 32, Section 16 at the commencement and/or at the conclusion of my involuntary leave of absence.  This waiver is for the express purpose of the specific reduction for which I have been notified on __________________________ pursuant to the collective bargaining agreement between the Association and the Committee and pursuant to statutory notice pursuant to Chapter 71, Section 42 of the Massachusetts General Laws.  In the event of my recall, this waiver is null and void.

 

Date: ______________________________  Name: _____________________________


ARTICLE XXXI

 

CHAPTER 766

 

Section 1.

 

            No full-time teacher shall be required to substitute for a teacher who is participating in the Core Evaluation of a student when that teacher already has responsibility for a regular class at that time.

 

            It shall not be the practice to ask a teacher to leave a building in order to substitute for a teacher who is participating in the Core Evaluation of a student unless that teacher has been relieved of his/her regular teaching responsibilities after the seniors have left.

 

Section 2.

 

            No teacher shall be deprived of a lunch period or a preparation period as a result of the participation in a Core Evaluation.  The release time for teachers responsible for conducting report card conferences under the provisions of Article XV, Section 5, shall not be utilized for Core Evaluations unless the teacher agrees to do so.  The Administration may, however, provide release time in addition to that provided for report card conferences to be utilized for Core Evaluations.

 

Section 3.

 

            Anyone who is participating in a Core Evaluation will be asked whether he/she is available on that date/time at least five (5) school days (or seven (7) days if vacation periods interfere) in advance of the anticipated scheduling of the meeting.  An exception to the above would take place if an emergency Core Evaluation is being held under the provisions of Section 332 of the Regulations.

 

            A teacher will notify a 766 Chairperson no later than three (3) days after notification of a scheduled meeting if the teacher is unable to attend the meeting.  At the elementary level, if the teacher is not available on the date and time originally scheduled, the conference will be rescheduled to a date/time mutually agreed upon.  At the secondary level, the meeting will be held at the scheduled time.  If a teacher is unable to attend, a report, including recommendations, should be forwarded to the C.E.T. Chairperson prior to the scheduled meeting.  There must be at least one teacher representative at the C.E.T. meeting.  Any teacher referring a student for Core Evaluation must be present at the Core Evaluation.

 

Section 4.

 

            It is recognized that the integration of students with special needs will place varying loads and demands upon the classroom teacher, based upon the individual needs of the particular student.  In scheduling such students, efforts shall be made to ensure equitable distribution of these loads and demands on the teachers at a grade level and/or in a subject area.

 

Section 5.

 

            The School Committee will fund and arrange for workshops determined necessary to provide the classroom teacher with training for identification and instruction of special needs students.

 

            The Association may submit to the superintendent any specific areas or proposals where special instruction is requested in this regard.  Such request should be made in a timely manner related to the budgetary process whenever possible.

 

            It is acknowledged that mutual cooperation and assistance among classroom teachers, Special Needs personnel and the Administration will be required in the implementation of the 766 Program.  In furtherance of the program, the following principles are set forth for the guidance of the parties:

 

(a)     The C.E.T. Chairperson shall be responsible for seeing that all teachers involved with a referred student see the educational plan for that student and that the plan is kept on file, easily accessible to the classroom teacher.  Classroom teachers will, also, receive quarterly reports from the Special Needs staff member assigned to the student.

 

(b)    A teacher who has Special Needs children in his/her classroom will report the progress of the child on a quarterly basis to the Special Needs teacher assigned to the child.

 

(c)     A teacher participating in a Core Evaluation meeting will provide information necessary to update the educational assessment of the Special Needs child requested of him/her by the Core Evaluation Chairperson.

 

(d)    The classroom teacher will implement to the extent possible those aspects of the regular educational component of the educational plan with the help of the 766 Specialist assigned to monitor the plan.  It is recognized that the cooperation between the classroom teacher and the specialists is essential to see that the child is accomplishing the functions set forth in the educational plan.  Deviations from the plan should be kept to a minimum and normally should be made only after consultation and agreement between the specialist and the classroom teacher.  If a deviation is made without a consultation, the teacher and the specialist will thereafter review the adjustment and reasons therefor as soon as possible.

 

The parties agree to create a subcommittee to meet to discuss the broad spectrum of special education and inclusion issues and make recommendations for school district protocols and contract language.

 

 

ARTICLE XXXII

 

AGENCY SERVICE FEE

 

Section 1.

 

            Pursuant to General Laws, Chapter 150E, Section 12, it shall be a condition of employment that on or after the thirtieth (30th) day of employment in the bargaining unit, or the effective date of this Agreement, whichever is later, each and every member of the bargaining unit shall pay to the Association an agency service fee which shall be proportionally commensurate with the cost of collective bargaining and contract administration.  The agency fee shall be deducted at each pay period.

 

Section 2.

 

            In consideration of the School Committee’s agreement to an agency fee provision, the Association hereby agrees to indemnify the School Committee, its agents, officers and employees and hold them harmless from any and all claims, demands, suits, back pay, interest, or other forms of liability however denominated which may arise out of, or by reason of any action by the School Committee, its agents, officers and employees in entering into or taken to enforce, or defend its enforcement of, said provision including discharge for nonpayment, including all legal fees, costs and damage awards incurred by the School Committee, its agents, officers and employees.

 

Section 3.

 

            No request to dismiss or suspend an employee for nonpayment of an agency service fee shall be honored so long as there is a dispute before the State Labor Relations Commission or a court of competent jurisdiction as to whether the exclusive bargaining agent has complied with the provisions of General Laws. Chapter 150E, Section 12 and 456 CMR 17:00.

 

 


ARTICLE XXXIII

 

SMALL NECESSITIES LEAVE ACT

 

Section 1.

 

            Teachers who are eligible for twenty-four (24) hours of unpaid leave pursuant to the Small Necessities Leave Act (General Laws Chapter 149, Section 52D) must substitute any accrued paid personal leave for any of the leave provided under the Act.

 

Section 2.

 

            To be entitled to leave, teachers must provide notice to the superintendent as follows:

 

(i)                 If the need for leave is foreseeable, the teacher must request the leave not later than seven (7) days in advance;

 

(ii)               If the need is not foreseeable, the teacher must notify the employer as soon as practicable under the particular circumstances of the individual case;

 

(iii)             Teachers must complete the attached certificate form.

 

Teacher’s Certification

 

I certify that on __________________ I will/did take ___________ hours of leave for the following purpose:

 

_____              To participate in school activities related to the educational advancement of a son or daughter;

 

_____              To accompany the son or daughter of the teacher to routine medical or dental appointments such as check-ups or vaccinations;

 

_____              To accompany an elderly relative to routine medical or dental appointments or appointments for other professional services related to the elder’s care.

 

Teacher’s Name: _____________________________________   Date:  _____________

 

 


ARTICLE XXXIV

 

HEALTH AND SAFETY

 

The parties agree to meet and create a protocol for teachers to report health and safety issues to the health and safety subcommittee of the Winthrop School Committee. 

 

 


ARTICLE XXXV

 

DURATION

 

Section 1.

 

This Agreement shall become effective as of September 1, 2005, and shall continue in full force and effect until August 31, 2008, and from year to year thereafter unless either party notifies the other prior to July 1, 2007, or any July 1 thereafter of its desire to terminate or modify the Agreement.

 

 Section 2.

 

            During negotiations, the Committee and the Association representatives will present relevant data, exchange points of view, and make proposals and counterproposals as each deems appropriate.  Either party may, if it desires, utilize the services of outside consultants and may call upon professional or lay representatives to assist in negotiations.

 

Section 3.

 

            In the event that any school or grade reorganization plan is to be implemented before the expiration of this Agreement, the Winthrop Teachers’ Association reserves the right to propose relevant changes in the contract, and the Winthrop School Committee shall bargain in good faith regarding such proposals.

 

Section 4.

 

            In the event that Winthrop voters approve an override or debt exclusion during the term of this Agreement, the Association may request a salary re-opener.  Such bargaining would commence at the request of the Association and would be limited to compensation.

 

 

            IN WITNESS WHEREOF, the parties have set their hands and seal by their duly authorized representatives this ____ day of ___________, 2005.

 

WINTHROP TEACHERS’ ASSOCIATION                    WINTHROP SCHOOL COMMITTEE

 

By____________________________                     By____________________________

              Its President                                                                   Its Chair

______________________________                      ______________________________

______________________________                      ______________________________

______________________________                      ______________________________

______________________________                      ______________________________

 

 

 


SIDE LETTER OF AGREEMENT

 

            The Winthrop School Committee and the Winthrop Teachers’ Association mutually agree that beginning in the spring of 2001 and continuing thereafter, unless modification of these terms are mutually agreed upon, the superintendent will appoint all athletic coaches and all co-curricular activity advisors not assigned to a particular school.  All co-curricular activity advisors (including athletic coaches) assigned to one school will be appointed by the principal of the school, subject to the approval of the superintendent.

 

The appointment of fall athletic coaches, co-curricular activity advisors and fall intramural advisors will occur no later than the end of the school year prior to the school year when the appointments are to be effective.  Contracts will be issued to the appointees within one week of such appointment.

 

            The parties also agree that, at the superintendent’s discretion, the words “subject to cancellation due to lack of minimum student enrollment in this activity” may be added to the terms of the contracts issued to the above advisors and coaches, with the exception of the advisors to the National Honor Society and Student Government.

 

 

 


APPENDIX A

 

Section 1.

 

            Effective with the 1997-2000 Agreement, salary steps do not necessarily reflect the number of years of teaching.

 

Section 2.

 

The teacher salaries in Appendix A shall be increased in accordance with the following schedule:

 

1)                  Effective September 1, 2000—2.5%.  An additional increase of 2.5% will become effective on September 1, 2000, if and only if a Proposition 2 ½  override ballot question is approved by the voters in the Town of Winthrop during fiscal year 2000-2001.

 

2)                  Effective September 1, 2001—5.0%

 

3)                  Effective September 1, 2002—5.0%

 


 

 

APPENDIX A

 

BASIC TEACHERS’ SALARY SCHEDULE

 

 

2005-2006

STEP

BACH

B + 15

B + 30

MAST

M + 15

M + 30

M + 45

M + 60

1

32346

33334

34378

34933

35788

36643

37689

38734

2

33949

34933

35978

36404

37262

38118

39164

40209

3

35485

36459

37503

38060

38915

39781

40825

41870

4

38983

39968

41014

41557

42414

43277

44323

45368

5

40938

41927

42973

43519

44384

45235

46281

47326

6

42843

43832

44878

45424

46287

47142

48188

49233

7

47263

48246

49291

49786

50639

51505

52551

53596

8

51839

52894

53939

54416

55062

55707

56798

57843

9

0

0

0

56787

57716

57829

58874

59919

10

0

0

0

0

0

61337

62382

63428

 


2006-2007

STEP

BACH

B + 15

B + 30

MAST

M + 15

M + 30

M + 45

M + 60

1

33640

34667

35754

36330

37219

38108

39197

40284

2

35307

36330

37417

37860

38753

39643

40731

41818

3

36904

37917

39003

39583

40472

41372

42458

43545

4

40542

41567

42655

43219

44111

45008

46096

47183

5

42576

43604

44692

45260

46159

47045

48132

49219

6

44556

45585

46673

47241

48139

49028

50115

51202

7

49154

50176

51263

51778

52664

53566

54652

55740

8

53912

55010

56097

56592

57264

57936

59070

60157

9

0

0

0

59059

60025

60142

61229

62316

10

0

0

0

0

0

63791

64878

65965

 

2007-2008

STEP

BACH

B + 15

B + 30

MAST

M + 15

M + 30

M + 45

M + 60

1

35153

36227

37362

37965

38894

39823

40960

42097

2

36895

37965

39101

39564

40497

41427

42563

43700

3

38565

39623

40758

41364

42293

43234

44369

45505

4

42367

43437

44574

45164

46096

47034

48170

49306

5

44492

45567

46703

47297

48236

49162

50298

51434

6

46561

47636

48773

49367

50305

51234

52370

53506

7

51365

52434

53570

54108

55034

55976

57112

58248

8

56338

57485

58621

59139

59841

60543

61728

62864

9

0

0

0

61717

62726

62848

63984

65120

10

0

0

0

0

0

66661

67797

68933


APPENDIX B – SPORTS *

2004-2005

 

 

 

 

ACTIVITY

MINIMUM

MIDDLE

MAXIMUM

Football

 

 

 

Head

$6,562

$6,878

$7,276

Varsity Assistant

$3,382

$3,586

$3,892

Varsity Assistant

$3,382

$3,586

$3,892

Varsity Assistant

$3,382

$3,586

$3,892

J.V. Assistant

$2,808

$2,961

$3,216

J.V. Assistant

$2,808

$2,961

$3,216

Frosh Assistant

$2,234

$2,336

$2,540

Frosh Assistant

$2,234

$2,336

$2,540

 

 

 

 

Soccer

 

 

 

Boys’ Head

$2,425

$2,527

$2,731

J.V. Assistant

$1,425

$1,527

$1,731

Girls’ Head

$2,425

$2,527

$2,731

J.V. Assistant

$1,425

$1,527

$1,731

 

 

 

 

Golf

 

 

 

Head

$1,649

$1,751

$1,955

 

 

 

 

Cross-Country

 

 

 

Boys’ Head

$1,613

$1,664

$1,817

Girls’ Head

$1,613

$1,664

$1,817

Middle School Co-ed

$1,224

$1,428

$1,530

 

 

 

 

Indoor Track

 

 

 

Boys’ Head

$1,953

$2,055

$2,259

Girls’ Head

$1,953

$2,055

$2,259

Boys’ Assistant

$1,376

$1,478

$1,682

Girls’ Assistant

$1,376

$1,478

$1,682

 

 

 

 

Boys’ Basketball

 

 

 

Head

$4,029

$4,233

$4,539

J.V. Assistant

$2,853

$2,955

$3,261

Frosh Assistant

$2,219

$2,320

$2,525

M.S. Assistant

$1,816

$1,918

$2,224

 

 

 

 

Girls’ Basketball

 

 

 

Head

$4,029

$4,233

$4,539

J.V. Assistant

$2,853

$2,955

$3,261

Frosh Assistant

$2,219

$2,321

$2,525

M.S. Assistant

$1,816

$1,918

$2,224

 

 

 

 

ACTIVITY

MINIMUM

MIDDLE

MAXIMUM

Gymnastics

 

 

 

Boys’ Head

$2,334

$2,435

$2,639

Girl’s Head

$2,334

$2,435

$2,639

 

 

 

 


Hockey

 

 

 

Head

$4,233

$1,335

$4,539

J.V. Assistant

$2,421

$2,522

$2,726

M.S. Assistant

$1,615

$1,717

$1,921

 

 

 

 

Field Hockey

 

 

 

Head

$1,749

$1,953

$2,259

J.V. Assistant

$1,274

$1,427

$1,682

 

 

 

 

Tennis

 

 

 

Boys’ Head

$1,751

$1,802

$1,955

Girls’ Head

$1,751

$1,802

$1,955

 

 

 

 

Track (Spring)

 

 

 

Boys’ Head

$2,560

$2,662

$2,866

Varsity Assistant

$1,782

$1,884

$2,088

M.S. Assistant

$1,499

$1,601

$1,805

Girls’ Head

$2,560

$2,662

$2,866

Varsity Assistant

$1,782

$1,884

$2,088

M.S. Assistant

$1,499

$1,601

$1,805

 

 

 

 

Baseball

 

 

 

Head

$3,092

$3,195

$3,399

J.V. Assistant

$2,139

$2,139

$2,445

Frosh Assistant

$1,800

$1,902

$2,106

 

 

 

 

Softball

 

 

 

Head

$2,940

$3,042

$3,246

J.V. Assistant

$1,935

$2,139

$2,343

Frosh Assistant

$1,800

$1,902

$2,106

 

 

 

 

Intramurals-Elementary

 

 

 

Willis: 2 seasons

 

$966 per season

 

Dalrymple:  2 seasons

 

$966 per season

 

 

 

 

 

Intramurals-Secondary

 

 

 

M.S. Boys:  3 seasons

 

$966 per season

 

M.S. Girls:  3 seasons

 

$966 per season

 

M.S Coordinator

 

$1,395

 

 

 

 

 

Cheerleader Advisor

 

 

 

Coordinator

$623

 

$890

Football

$623

 

$890

Basketball

$623

 

$890

Hockey

$623

 

$890

 

*Appendix B stipends were increased by $300 effective the 2003-2004 year.


APPENDIX C

NON-SPORTS EXTRA-CURRICULAR ACTIVITIES

 

 

POSITION

2004-2005*

 

 

Band Director

$3,044

Jazz Band Director

$1,645

Concert Band Director

$1,645

Fall Marching Band Instructor

$2,175

Winter Color Guard Marching Instructor

$1,017

Fall Rifle Instructor

$1,162

Winter Rifle Instructor

$872

Fall Flag Instructor

$1,060

Winter Flag Instructor

$872

Winter Color Guard Instructor

$2,235

ECHO Yearbook Advisor

$2,596

M.S. Yearbook Advisor

$1,036

Math Team Coach

$1,246

Science Team Coach

$1,562

Astronomy Club Advisor

$1,246

National Honor Society Advisor

$1,562

Student Council Advisor

$2,069

S.A.D.D. Advisor

$1,246

School Play Director (3 each at)

$1,530

Technical Drama Director

$1,200

Choreographer

$1,632

Music Director

$1,632

M.S. Drama Director (one play)

$1,530

H.S. Newspaper Advisor per issue (3)

$741

Academic Team Coach

$1,562

Literary Magazine Advisor per issue (3)

$816

Peer Leaders Advisor

$1,428

Class Advisors:

 

Senior

$2,069

Junior

$1,298

Sophomore

$1,036

Freshman

$1,036

Debate Team

$1,562

Personal Fitness Club

$2,000

Art Club

$922

M.S. Geography Bee

$816

M.S. Spelling Bee

$816

M.S. Quiz Bowl

$1,836

M.S. Law Day

$816

M.S. Chorus Director

$1,530

M.S. Math League

$816

Wrestling Club

$816

 

*Appendix C stipends were increased by $300 effective the 2003-2004 year.


 


APPENDIX D*

Effective September 1, 2004:

 

 

 

POSITION

SALARY

 

 

Coordinator of ELL Program

$6,500

Director of Sheltered English Immersion Training

$6,500

Teacher Team Chairperson – Special Education

 

Elementary (2)

$3,876

Middle School

$3,876

High School

$3,876

 

 

High School

 

 

 

English Teacher Leader/Critical Friends Coach

$1,326

Mathematics Teacher Leader/Critical Friends Coach

$1,326

Science Teacher Leader/Critical Friends Coach

$1,326

Social Studies Teacher Leader/Critical Friends Coach

$1,326

World Language Teacher Leader/Critical Friends Coach

$1,326

Creative Arts Teacher Leader/Critical Friends Coach

$1,326

 

 

Middle School

 

 

 

Team Leaders

 

 

 

Grade 6     (2)

$970

Grade 7     (2)

$970

Grade 8     (2)

$970

Grade 9     (1)

$970

 

 

Four Teacher/Leader/Critical Friends Coach Positions

$1,326 for each position

 

 

Elementary School

 

 

 

K, 1, 2, 3, 4, 5

 

 

 

12 Teacher Leader/Critical Friends Coach Positions

$1,326 for each position

 

There will be one Teacher Leader/Critical Friends Coach per grade per building in the elementary school when both new buildings are opened and staffed.

 

            Critical Friends Coaches will submit to the Principal copies of the agendas and minutes of the monthly meetings with members of their departments.  The Critical Friends Coaches will also meet with the Curriculum coaches or the designee of the Superintendent during no more than three early release afternoons.  Stipends will be paid

in the first paycheck in June provided that all documentation has been provided to and approved by the Building Principal.

 

*  Appendix D stipends were increased by $300 for the 2003-2004 year.


APPENDIX E

 

CRIMINAL OFFENDER RECORDS INFORMATION

(CORI) REVIEW POLICY

 

            In compliance with the provisions of Chapter 385 of the Acts of 2002 effective September 1, 2003 the Superintendent of Schools shall request and review CORI reports.

 

            Employees shall be made aware that CORI reports concerning them are being requested.  It shall be a condition of employment for employees to complete the necessary forms to permit the Superintendent to obtain the CORI report received by the Superintendent.

 

            CORI report review for individual employees shall take place not more than once every three (3) years.  Employees may, upon request, receive a copy of the CORI report received by the Superintendent.

 

            All CORI reports shall be kept in a separate, secure file maintained in the office of the Superintendent with only the Superintendent and his Executive Secretary having access to the CORI report with entries.  CORI reports with entries shall be maintained with a blank cover sheet over the CORI report.  Upon termination of employment an employee may request in writing that he/she be given his/her reports,  Such reports shall be given to the employee within ten (10) days of the request.

 

After a review of a CORI report the Superintendent, if he/she deems necessary, may meet with the employee who may at such meting be represented by the Association.  Any and all personnel actions resulting from information acquired from a CORI report shall be conducted pursuant to the provisions of the collective bargaining agreement and the General Laws of the Commonwealth.


APPENDIX F

WINTHROP EVALUATIONS FORMS

 

Form A:                       Comprehensive Evaluation Report

 

Form B:                       Short Form Evaluation Check List

 

Form C:                       Pre-Observation Conference Form

 

Form D:                       Report of Classroom Visitation or Structured Conference

 

Form E:                       Final Self-Reflection Form – Non-Status Teachers

 


 

Winthrop Public Schools

Form A - Comprehensive Evaluation Report

 

School Year ______                                                   Date of Classroom Visits ________

                                                                                    Date of Conference _____________

 

Teacher ________________________________  Subject(s)/Grade Level ____________

 

 

 

The attached Form A Comprehensive Evaluation Report (bullet style) can be used in the following ways:

·         As the final evaluation of non-professional status teachers.  Earlier evaluations must have been done by the approved RBT method. 

·         As the only evaluation for half of the professional status teachers who are due to be evaluated in any given year.  (25% of the professional status teachers due to be evaluated must receive a scripted RBT evaluation.  No teacher can receive two Form A evaluations in a row.

 

Comments are not required unless the evaluator has indicated that an area is unsatisfactory.  Teachers, as always, have the opportunity to fill out the last page of this evaluation if they wish to.

 

 

PLEASE CHECK if appropriate:

 

p  Needs significant improvement.  If the non-professional status teacher is recommended for re-appointment, a specific plan for improvement will be developed by the principal with input from the teacher.

 

p  Recommended for Re-Appointment (yes / no) __________

 

Type of Contract:  1st Year __     2nd Year ___     3r Year ___     Professional Status ___

 

Evaluator’s Signature ________________________________   Date ______________

 

Teacher’s Signature _________________________________   Date ______________

 

The signature of the teacher means only that he/she has read this document.  The teacher may attach a written statement of his/her own provided he/she does so within two working days.


FORM A (Continued)

      I. Currency in the Curriculum

Satisfactory ___   Unsatisfactory ___

The teacher is up to date regarding curriculum content:

·         Demonstrates a working knowledge of the core curriculum.

·         Frames curriculum around essential questions in the discipline that provide opportunities for reasoning, logic, analysis and synthesis when planning units, lessons and assignments.

·         Keeps current in field and applies knowledge to the instructional program.

·         Contributes to the ongoing evaluations of the curriculum.

Comments:

 

 

    II.   Effective Planning and Assessment of Curriculum and Instruction

Satisfactory ___   Unsatisfactory ___

The teacher plans instruction effectively:

·         Has a personal vision of committed, confident learners and uses that vision to guide learning goals, expectations, and standards.

·         Sets short-term and year-long goals for curricular units which derive from unifying themes of fundamental importance to students; present or future lives.

·         Uses materials and resources, including technologies, that are appropriately matched to those needs.

·         Frames curriculum around students’ own prior knowledge and experience and identifies prerequisite skills, concepts, and vocabulary that are important for students to know in order to be successful at a task.

·         Seeks out and collaborates with school-based specialists, resource personnel, including technology specialists, and administrators to better design curriculum or instructional modifications to meet special learning needs of students and support all students to learn and apply a challenging core curriculum.

·         Plans engaging ways to introduce each unit of study.

·         Plans frequent instructional opportunities where students are interacting with ideas, materials, teachers and one another.

·         Design curricular experiences in which students take increasing responsibility for their own thinking.

·         Integrates the teaching of reading, listening, writing, speaking, viewing and the use of appropriate learning tools (e.g., calculators and computers) within the disciplines.

Comments:

 

 

 

 

 

The teacher plans assessment of student learning effectively:

·         Determines specific and challenging standards for student learning.

·         Develops and uses authentic assessment which describes a student’s learning process as well as his/her learning achievements.

·         Incorporates time for individual and interactive reflection including response journals, debriefing and group discussions.

Comments:


FORM A (Continued)

 

The teacher monitors students’ understanding of the curriculum effectively and adjusts instruction, materials, or assessments when appropriate:

·         Regularly uses a variety of formal and informal authentic assessments of students’ achievement and progress for instructional revisions and decision-making

·         Implements evaluations procedures that appropriately assess the objectives taught. 

·         Communicates student progress to parents, students and staff members in a timely fashion using a range of information, for example:  attendance, progress reports, the quality and quantity of student work.

·         Uses individual and group data appropriately, maintaining confidentiality concerning individual student data and achievement.

Comments:

 

 

 

  III.  Effective Management of Classroom Environment

Satisfactory ___   Unsatisfactory ___

The teacher creates an environment that is positive for student learning and involvement:

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

·         Demonstrates openness to student challenges about information and ideas.

·         Uses classroom time and classroom space to promote optimal learning.

·         Understands principles and patterns of child growth and development and uses this knowledge in working with students.

·         Establishes classroom procedures that maintain a high level of students’ time-on-task and that ensure smooth transitions from one activity to another.

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

·         Manages routines effectively

·         Maintains appropriate professional boundaries with students.

·         Serves as a positive role model for students.

Comments:

 

 

 

    IV. Effective Instruction

Satisfactory ___   Unsatisfactory ___

The teacher makes learning goals clear to students:

·         Makes connections between concepts taught and student’s prior knowledge and experiences.

·         Regularly checks for students’ understanding of content and concepts and progress on skills.

·         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.

·         Communicates clearly in writing and speaking; uses precise language.

·         Understands and shows student relevance of the subject to life-long learning.

Comments:


FORM A (Continued)

 

The teacher uses appropriate instructional techniques:

·         Uses a variety of teaching strategies, including cooperative, peer and project-based learning; audio-visual presentations, lecture, discussions and inquiry, practice and application; and the teaching of others.

·         Provides options for students to demonstrate competency and mastery of new material, including written work, plays, art work, oratory, visual presentations, exhibitions and portfolios.

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

·         Causes students to become cognitively active in summarizing important learning and integrating them into prior knowledge.

Comments.

 

 

 

The teacher uses appropriate questioning techniques.:

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

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

Comments:

 

 

 

The teacher evaluates, tries innovative approaches, and varies instructional strategies, including the effective use of technologies, to increase student learning and confidence to learn.

·         Regularly tries innovative approaches to improve instructional practices.

·         Continually evaluates, tries innovative approaches and refines instructional strategies, including the effective use of technologies, to increase student learning and confidence about learning.

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

Comments:

 

 

 

      V.         Promotion of High Standards and Expectations for Student Achievement.

Satisfactory ___   Unsatisfactory ___

The teacher communicates learning goals and high standards and expectations to students:

·         Regularly communicates objectives or learning outcomes to students.

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

·         Communicates standards, expectations and guidelines regarding quality and quantity of students’ work, work procedures and interpersonal behavior to students and parents.

·         Models the skills, attitudes, values and processes central to the subject being taught.

Comments:


FORM A (Continued)

 

The teacher promotes confidence and perseverance in students that stimulate increased personal student responsibility for achieving the goals of the curriculum.

·         Uses prompt feedback and student goals setting in order to increase student motivation and ownership of learning.

·         Develops and supports students’ awareness of themselves as learners and their ability to overcome self-doubts associated with learning to take risks.

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

·         Acts on the belief that all students can learn and that virtually all can master a challenging core curriculum with appropriate modifications of instruction.

·         Encourages and supports students needing extra help and secures student cooperation and participation in extra help sessions.

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

·         Demonstrates attitudes of fairness, courtesy and respect that encourages students’ active participation and commitment to learning.

·         Builds positive relationships with students and parents to enhance students’ abilities to learn effectively.

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

Comments

 

 

 

 

    VI. Promotion of Equity and Appreciation of Diversity

Satisfactory ___   Unsatisfactory ___

The teacher strives to ensure equitable opportunities for student learning.

·         Provides opportunities to include all students in the full range of academic programs activities and extra-curricular activities.

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

Comments:

 

 

 

The teacher demonstrates appreciation for and sensitivity to the diversity among individuals:

·         Demonstrates sensitivity to differences in abilities, modes of contribution, and social and cultural backgrounds.

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

·         Functions effectively in a multilingual, multicultural and economically diverse society.

Comments:


FORM A (CONTINUED)

 

  VII. Fulfillment of Professional Responsibility

Satisfactory ___   Unsatisfactory ___

·         The teacher is constructive and cooperative in interactions with parents and receptive to their contributions.

·         Keeps parents informed of student’s progress and works with them, in culturally appropriate ways, to aid in the total development of the student.

·         Maintains professional boundaries with parents.

·         Works constructively with others to identify school problems and suggest possible solutions.

·         Works collaboratively with other staff in planning and implementing interdisciplinary curriculum, instruction and other school programs and shares expertise and new ideas with colleagues.

·         Participates in student or school activities.

·         Cooperates with other teachers about students’ overall work load.

Comments:

 

 

 

The teacher is a reflective and continuous learner:

·         Reflects about and acts on what students need to know and to be able to do and what the teacher can do to foster learning.

·         Uses available resources to analyze, expand and refine professional knowledge and skills; resources can include professional organizations, academic course work, school-based staff, administrative and community resources, and other colleagues.

·         Participates in activities that demonstrate a commitment to the teaching profession.

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

·         Is receptive to suggestions for growth and improvement.

 

Comments:


FORM A (Continued)

 

VIII.  To Be Completed by the Teacher

 

This section is included to allow the teacher to make comments or present information that will make this evaluation more complete.  Teachers should feel free to comment on any area not fully developed within the evaluation instrument.  This may include, but need not be limited to special projects or committee work engaged in, evidence of professional growth, or particular involvement in school activities.  Attach additional sheets if necessary.

 

__________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________


Form B

SHORT FORM

EVALUATION CHECK LIST

 

 

 

Date of Conference __________________________

 

Teacher name _______________________________________

                                               

                                                Please check:

 

q  We have reviewed the Principles of Effective Teaching as related to the individual teacher named above.

Comments (If applicable): ______________________________________

 

____________________________________________________________

 

____________________________________________________________

 

q  We have reviewed the teacher’s Individual Professional Development Plan.

Comments (If applicable): ______________________________________

 

____________________________________________________________

 

____________________________________________________________

Please use the other side of this sheet if addition space is needed.

 

Final Evaluation:

 

I. Currency in the Curriculum                                                                           Satisfactory ___ Unsatisfactory ___

II. Effective Planning and Assessment of Curriculum and Instruction            Satisfactory ___ Unsatisfactory ___

III. Effective Management of Classroom Environment                                   Satisfactory ___ Unsatisfactory ___

IV. Effective Instruction                                                                                  Satisfactory ___ Unsatisfactory ___

V. Promotion of High Standards & Expectations for Student Achievement   Satisfactory ___ Unsatisfactory ___

VI. Promotion of Equity and Appreciation of Diversity                                  Satisfactory ___ Unsatisfactory ___

VII. Fulfillment of Professional Responsibility                                                Satisfactory ___ Unsatisfactory ___

 

 

Teacher’s Signature _________________________________   Date ________

 

Evaluator’s Signature ________________________________  Date ________

 

The signature of the teacher means only that he/she has read this document. The teacher may attach a written statement of his/her own provided he/she does so within 30 calendar days.


Winthrop Public Schools

Form C / Pre-Observation Conference Form

 

Name: __________________________________   Date/Time _____________

Grade: ____   Subject: _______________________

 

Teacher: Please fill-out this form in advance and bring it to the pre-conference. Use the back of the form if more space is needed.

Briefly describe the lesson. If applicable, how does this lesson relate to previous instruction? ______________________________________________________________________

______________________________________________________________________

______________________________________________________________________

 

What should students know or be able to do when the lesson (unit) is over?

______________________________________________________________________

______________________________________________________________________

______________________________________________________________________

 

What assessment strategies will you use? How will you check frequently and broadly across large numbers of students? ____________________________________________________

______________________________________________________________________

______________________________________________________________________

 

What strategies will you use to explain the concept(s) in order to reach the visual, auditory and kinesthetic learners? _____________________________________________________

______________________________________________________________________

______________________________________________________________________

 

Which Curriculum Frameworks Standards are being addressed? ___________________

______________________________________________________________________

______________________________________________________________________

 

How do you plan to address the recommendations made during your last evaluation? (Please write N/A  if this is your first evaluation or if there were no previous recommendations made.)

______________________________________________________________________

______________________________________________________________________

 

TO BE FILLED OUT AT THE PRE-CONFERENCE WITH THE EVALUATOR:

A major focus of the classroom visit will be (Circle one of the major parameters of teaching and all appropriate sub-areas and initial below to indicate that both parties acknowledge the areas of focus.)

 

Management – Attention – Momentum – Discipline – Space – Time – Routines

 

Instructional Strategies – Clarity – Principles of Learning – Models of Teaching

 

Motivation – Expectations – Personal Relationship Building – Class Climate

 

Curriculum Planning – Objectives – Curriculum Design – Overarching Objectives

The teacher has been given a copy prior to the Classroom Observation.

 

            Teacher initials_____________        Evaluator initials ____________     


Winthrop Public Schools

Form D

Report of Classroom Visitation or Structured Conference

 

Please check one:        ____ Classroom visitation      ____ Structured Conference

Evaluator: If this is a conference, please be sure to note any recommendations for growth that you made and discussed during this meeting so that they will be incorporated into your classroom observation report.

 

Name: ___________________________________   Date of Visit_____________

Grade: ____   Subject: _______________________  Length of Visit ___________

Announced ___  or Unannounced ___

Area(s) pre-selected for observation

Please check appropriate area(s):

Management  

q  Attention

q  Momentum

q  Discipline

q  Space

q  Time

q  Routines

Instructional Strategies

q  Clarity

q  Principles of Learning

q  Models of Teaching

Motivation

q  Expectations

q  Personal Relationship Building

q  Class Climate

Curriculum Planning

q  Objectives

q  Curriculum Design

q  Overarching Objectives

 

1)      Evaluator’s description of the visit. Please see attached.

 

2)   Check one of the following:

 

___ Follow-up recommendations are included in the attached report. The evaluator and the teacher should revisit these during the next pre-conference and classroom observation.

      ___ No recommendations are being made at this time.

 

Evaluator’s signature ___________________________ Date __________

 

Teacher’s signature ____________________________ Date __________

 

The signature of the teacher means only that he/she has read this document. The teacher may attach a written statement of his/her own within 30 calendar days.

Evaluator:  Please be sure to note any recommendations for growth that you made and discussed during this meeting so that they will be incorporated into your classroom observation report.


Winthrop Public Schools

Form E

Post-Observation Conference  &

Self-Reflection Form

 

Name: __________________________________   Date/Time of Meeting_________/____________

Grade: ____   Subject: _______________________

 

Teacher: Please review these questions in advance and be prepared to discuss them at the post-conference. Feel free to make notes for your own use. Expect the evaluator to discuss most of these and other topics.

 

Evaluator: Please make notes on your copy of this sheet.

 

1)      How do you think the lesson went? What were the strengths and weaknesses of the lesson?

 

 

 

2)      What changes will you make (if necessary) to this lesson if you use it again?

 

 

 

3)   What did the students know and/or what were they able to do when the lesson (unit) ended? Did

             this match your goals for the lesson (unit)?

 

 

 

4)       How effective were your assessment strategies? Explain why you feel that way.

 

 

 

5)      During the pre-conference, a focus area was selected for the classroom observation. Reflect on the impact this area had on the lesson.

 

 

 

6)   Please list all courses, workshops and other things you have done to stay current in curriculum during the past school year.

 

 

 

 

 

 

 


Winthrop Public Schools

Form F

Final Self-Reflection Form

(Non-Status Teachers)

 

Name: __________________________________  

Grade: ____   Subject: _______________________

 

Teacher: After meeting with your evaluator for the final time this year, please return this form to your evaluator no later than June 1st.  Please use the back of this form if you need more space.  This will be attached to your Comprehensive Evaluation Report.

 

 

1)      Based on discussions with my evaluator, I have set the following goals for next year:

 

 

 

 

 

 

 

 

 

 

 

2) Yes/No – I have developed my own personal professional development plan. If no, I understand that I must have a plan in place for September.

 

 

 

 

 

 

 

 

 


 

APPENDIX G

LETTER OF UNDERSTANDING

 

THE WINTHROP SCHOOL COMMITTEE AND THE WINTHROP TEACHERS’ ASSOCIATION AGREE THAT:

 

1.         Upon the recommendation of the superintendent and approval of the School Committee, the school age children of nonresident teachers employed by the Winthrop Public Schools may enroll without charge for tuition, in the Winthrop Public Schools, subject to the following conditions:

 

a.         The child may attend the Winthrop Public Schools only after a determination has been made that there is an available seat.  If the number of nonresident students seeking acceptance exceeds the number of available seats the students shall be selected by lottery.  The Committee shall be under no obligation to over-crowd a classroom or hire additional staff to fulfill the terms of this side letter.

 

b.                  The Winthrop School Committee shall be under no financial obligation or liability for any Chapter 766, bilingual or other special program expense in regard to nonresident children.

 

c.         The Winthrop School Committee, shall be under no obligation to supply transportation to such nonresident children.

 

d.         A nonresident child enrolled in the Winthrop Public Schools pursuant to this Letter of Understanding may remain in the school system as long as (1) the parent is employed by the Winthrop Public Schools; (2) the child abides by the rules and regulations of the school system; (3) there is no additional cost to the Winthrop Public Schools under paragraphs 1(b) and 1(c); and (4) the terms of this Letter of Understanding remain in effect.

 

2.         An individual teacher with or without the Winthrop Teachers’ Association may request to meet with the School Committee to review an unfavorable decision; however, any decision of the School Committee made pursuant to the terms of this Letter of Understanding shall not be grievable or arbitrable.

 

3.         The effective dates of the Letter of Understanding shall be September 1, 2003, through August 31, 2005.

 

 

APPENDIX H

 

WINTHROP SCHOOL DEPARTMENT

ACCESS TO KEYS POLICY

 

 

 

            I, ______________________, an employee at the ______________________ School in Winthrop, Massachusetts acknowledge that I have been given keys to the __________________ School.  I understand and agree that as a recipient of the keys to the school I may access the school as needed in order for me to perform my job.  I further understand that I am not permitted to make additional sets of keys without authorization from _______________________ nor am I permitted to transfer, give or loan the keys to any individual who has not been authorized by __________________, Principal of the _________________ School to receive a set of keys. 

A violation of this policy may subject me to discipline.

 

_________________________

Employee


APPENDIX I

 

Winthrop Public Schools

Electronic Communication System/Network

Acceptable Use Policy

WPS Staff

 

It is the policy of the Winthrop Public Schools that staff will use the school district's electronic communication system/network ("system/network"), including the Internet, voice mail and email, in a responsible, legal and ethical manner.  Failure to do so or otherwise to comply with this Acceptable Use Policy may result in the suspension or termination of system/network privileges for the user, disciplinary action up to and including discharge, and/or prosecution under federal or state law.

 

PURPOSE

 

The system/network is the property of the school district and is intended to be used for business purposes only.  This may include using the system/network to conduct research and to communicate with others concerning educational and business matters.

 

ACCEPTABLE USE

 

Use of the system/network is a privilege, not a right.  Any use of the system/network must be consistent with, and directly related to, the educational objectives and business purposes of the Winthrop Public Schools.  A violation of the terms of this Acceptable Use Policy may result in the suspension or termination of system/network privileges, and also may result in other disciplinary action, consistent with any applicable collective bargaining agreements, statutes or district-wide disciplinary policies.  Users should be aware that violation of these provisions that constitute a crime also may result in criminal prosecution.  

 

The following conduct violates the Acceptable Use Policy:

 

1.      Using the system/network for personal or recreational purposes or activities.

 

2.      Sending "chain letters" or "broadcast" messages to lists or individuals, or subscribing to "listserves" or "newsgroups," without permission.

 

3.      Accessing discussion groups or "chat rooms" whose purpose is not primarily educational.

 

4.      Using the system/network to buy, sell or advertise anything, without permission.

 

5.      Using the system/network for gambling purposes.

 

6.      Using the system/network for political campaigning purposes, including but not limited to attempts to influence ballot questions or to promote or oppose a candidate for public office.

 

7.      Using or transmitting profane, obscene, vulgar, sexually explicit, threatening, defamatory, abusive, discriminatory, harassing, criminal or otherwise objectionable messages or materials via the system/ network.  Employees also are prohibited from visiting Internet sites posting such materials and from downloading or displaying such materials.

 

8.      Using the system/network for illegal purposes, in support of illegal activities, in a manner that violates any federal or state law, or for an activity prohibited by school district policy, including but not limited to the spreading of computer viruses.

 

9.      Using another person's password or pretending to be someone else when using the system/network.

 

10.  Accessing, reading, altering, deleting or copying another user's messages or data without express written approval.

 

11.  Attempting to gain unauthorized access to system/network programs or computer equipment, including attempts to override, or to encourage others to override, any firewalls established on the system/ network.

 

12.  Installing software or data on the system/network without first having the information scanned by the system/network administrator for viruses or other incompatibility.

 

Employees are required to comply with copyright, software licenses and intellectual property laws.  The school district strongly condemns the illegal distribution (otherwise known as "pirating") of software.  Any users who are caught transferring such files through the network, and whose accounts are found to contain such illegal files, shall have their system/network privileges terminated.  In addition, all users should be aware that software piracy is a federal offense and is punishable by a fine or imprisonment.

 

MONITORED USE

 

All messages and information created, sent or retrieved on the system/network are the property of the Winthrop Public Schools, and should not be considered to be confidential.  The system/network's backup mechanism automatically stores communications, including those that employees "delete."  Although the school district does not plan to review such communications on a regular basis, it reserves the right to access and monitor all messages and information on the system, as it deems necessary and appropriate in the ordinary course of business, to prevent abuse by employees, to ensure the proper use of resources, and to conduct routine maintenance.  Where appropriate, communications, including text and images, may be disclosed to law enforcement officials in response to proper requests, or to other third parties in the context of proper requests in the course of litigation, without the prior consent of the sender or receiver.  Employees who use the system/network are considered to have consented to such monitoring and disclosure.

 

The system/network is not to be considered as a resource intended for use as a public forum or for any purpose that is not directly related to the school district's business interests.

 

Email messages are public records, subject to disclosure under G.L. c. 66, §10.  Email communications, therefore, should be printed and maintained in hard copy in the school district's files, so that they can be made available to the public, upon request, for inspection and copying.

 

Employees should avoid sending documents or information containing confidential or sensitive material, such as student record and personnel information, via the system/network, due to concerns relating to the security of such documents or information.

 

Employees should not discuss litigation in email messages, because such messages are not privileged and are subject to discovery in litigation against the school district.

 


LIABILITY

 

The Winthrop Public Schools assumes no responsibility or liability for --

 

1.      Any unauthorized charges or fees incurred as a result of an employee's use of the system/network, including but not limited to telephone charges, long distance charges, per minute surcharges and/or equipment or line charges.

 

2.      Any financial obligations arising out of the unauthorized use of the network for the purchase of products or services.

 

3.      Any information or materials that are transferred through the system/network.

 

4.      Any cost, liability or damages caused by a user's violation of this Acceptable Use Policy, or any other inappropriate use of electronic resources of the Winthrop Public Schools.

 

The Winthrop Public Schools makes no guarantee, implied or otherwise, regarding the reliability of the data connection, and shall not be liable for any loss or corruption of data resulting while using the system/ network.

 

 


Electronic Communication System/Network Acceptable Use Policy

Employee Confirmation of Receipt

 

 

I certify that I have received, been provided an opportunity to ask questions about the content of, and understand the Electronic Communication System/Network Acceptable Use Policy of the Winthrop School Committee.

 

I acknowledge the Winthrop School Committee telecommunication system including, but not limited to, voice mail, fax mail, electronic mail, and access to the Internet is Committee property and by my use of the system consent to the monitoring of the system.

 

I further acknowledge that my continued access to the telecommunication system is conditioned upon strict adherence to the policy.  Any violation of this policy or use of the Committee’s telecommunication system for improper purposes shall subject me to discipline, up to, and including, discharge.

 

 

 

 

________________________________________

Employee Name

 

 

 

________________________________________    ______________________________

Employee Signature                                                     Date