Woburn

Show detailed information about district and contract

DistrictWoburn
Shared Contract District
Org Code3470000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2014
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersNortheast Metropolitan RVTSD
CountyMiddlesex
ESE RegionNortheast
Urban
Kind of Communityeconomically developed suburbs
Number of Schools11
Enrollment4769
Percent Low Income Students21
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Woburn

Woburn Teachers

Association

And

Woburn School

Committee

Contract

September 1, 2008

to

August 31, 2011

Extended by MOU to August 31, 2014

OUR WTA CONTRACT

COLLECTIVE BARGAINING CONTRACT

Pursuant to the Provisions of Chapter 150 E of the General Laws of Massachusetts, this contract is made this 30th day of April 2008 by the SCHOOL COMMITTEE OF THE CITY OF WOBURN, MA (hereinafter sometimes referred to as the Committee) and the WOBURN TEACHERS ASSOCIATION

(hereinafter sometimes referred to as the Association).

SCOPE

1.  For the purposes of collective bargaining on questions of wages, hours, and conditions of employment, the Woburn School Committee recognizes the Woburn Teachers Association as the exclusive representative of the following professional employee of the Woburn School System: All school department professional employees, including Title One teachers, except the Central Office Administrators, Building Principals, Assistant Principals and Directors.

PREAMBLE

2.  Recognizing that our prime purpose is to provide education of the highest possible quality for the children of Woburn, and that good morale within the teaching staff of Woburn is essential to achievement of that purpose, we, the undersigned parties to the Contract declare that:

(a)   Under the law of Massachusetts, the Committee, elected by the citizens of Woburn, MA has final responsibility for establishing the educational policies of the public schools of Woburn, MA.

(b)   The Superintendent of Schools of Woburn, MA (hereinafter referred to as the Superintendent) has final responsibility for carrying out the education policies of the public schools of Woburn, MA.

(c)   The teaching staff of the public schools of Woburn, MA has responsibility for providing in the classrooms of the school instruction of the highest possible quality.

(d)   Fulfillment of these respective responsibilities may be facilitated and supported by consultations and free exchange of views and information between the Committee, the Superintendent and the teaching staff in the formulation and application of policies relating to wages, hours, and other conditions of employment for the teaching staff; and so, (e) To give effect to these declarations, the following are hereby adopted:

PROCEDURES

1.   The School Committee of Woburn, MA and the Woburn Teachers Association do hereby agree that the following procedures should be adhered to in regard to communication between the two groups.

MEETINGS

1.     The participating parties will meet upon the written request of any of them provided the request contains a specific reason for the meeting.

2.     The agenda for the meeting will be prepared by the secretary of the School Committee and will specify the specific items or matters to be discussed by the participating parties. The agenda for any meeting is to be mailed three (3) days in advance of the date set for the meeting to each of the parties concerned.

DIRECTING REQUESTS

3.   The Association normally will make its request directly to the Superintendent or his representative, The Superintendent or the School Committee or their representative will make their request known to the President of the Association. Parties will agree to a mutually convenient meeting date within a reasonable period of time.

EXCHANGE OF FACTS, VIEWS

4.   Facts, opinions, proposals and counterproposals will be freely exchanged in good faith during the meeting or meetings and between meetings if advisable.

REQUEST FOR ASSISTANCE

5.   The participants may call upon competent professional and lay representatives to participate in the discussion and to make suggestions.

ARTICLE 1

A.  GRIEVANCE PROCEDURES

1.     The purpose of this procedure is to produce prompt and equitable solutions to those problems that from time to time may arise and affect the conditions of employment of the employees covered by the Agreement. The Committee and the Association desire that this procedure shall always be as informal and confidential as may be appropriate for the grievance involved at the procedural level involved and nothing in this Agreement shall prevent any such employee from individually presenting any grievance of the employee.

2.     A grievance is hereby defined to mean a dispute involving the meaning, interpretation or application of this Agreement.

B.  LEVELS

LEVEL ONE: A teacher with a grievance will first discuss it with her/his principal or immediate supervisor, either directly or through the Association's faculty representative, with the object of resolving the matter informally.

LEVEL TWO: If the grievance is not settled within 5 school days after said discussion at Level One, it may within 5 school days thereafter be referred in writing to the Superintendent. The written statement shall contain:

(a)   A brief description of the action or inaction giving rise to the grievance, and

(b)   Reference to the provisions of the agreement that focus on the issue.

The Superintendent within 5 school days after receipt of the written grievance shall meet with the aggrieved teacher and/or representative of the Association in an effort to resolve the matter.

LEVEL THREE: If the grievance is not settled within 5 school days after said meeting with the Superintendent at Level Two, it may be submitted in writing to the Committee within 5 school days thereafter. The Committee, within 10 school days after the receipt of the written grievance, shall meet with the aggrieved employee and representatives of the Association in an effort to resolve the matter.

LEVEL FOUR: If the grievance still is unresolved at the end of 5 school days next following said meeting with the Committee at Level Three, the Association may within 15 school days after said meeting with the Committee at Level Three submit the grievance to the American Arbitration Association for arbitration pursuant to its labor relation rules.

The Arbitrator shall be without power or authority to make any decisions either prohibited by law or to add to, alter or modify this Agreement. The decision of the Arbitrator shall be in writing and shall set forth its finding of fact, reasoning and conclusions of the issues submitted. The decision of the arbitrator shall be final and binding upon the parties subject to the provision of General Law Chapter 150C. The Committee and the Association shall share the expenses of such arbitration equally except that the Arbitrator shall have the authority to require the losing side to pay all of the expenses upon determining that its position was frivolous in terms of the language of this contract.

If, after closing a hearing, the Arbitrator determines that a conflict between provisions of this Agreement exists with respect to an issue or issues submitted, he/she shall so notify the parties by mail and shall require the parties to submit within a ten (10) days of receipt of the notice, their respective positions, including any documentary evidence with regard to that conflict, and only after such submission shall the Arbitrator rule in favor of one party or the other on such issue(s). Such submission shall include a copy to the other party, who shall have a ten (10) day period in which to submit a rebuttal statement to the Arbitrator. Failure of either party to submit a timely answer to the arbitrator under this paragraph does not relieve the Arbitrator from making a decision on the issue or issues submitted.

C.         GENERAL PROVISIONS

1.   If at the end of 15 school days next following the occurrence of any grievance, or the date of first knowledge of its occurrence by any employee affected by it, the grievance shall not have been presented at Level Two of the procedure, the grievance shall be deemed to have been waived and any grievance in course under such procedure shall also be deemed to have been waived if the action required to present it to the next level in the procedure shall not have been taken within the time specified.

2.     If in the judgment of the Association, a grievance affects a group or class of teachers, the Association may submit any such grievance in writing to the Superintendent directly and the processing of such grievance will be commenced at Level Two, except when the action grieved against is within the principal's scope of authority, in which event the grievance shall commence at Level One.

3.     Decisions rendered at Levels One, Two and Three of the grievance procedure will be in writing setting forth the decision and the reasons therefore and will be transmitted promptly to all parties of interest and the Association.

4.     All documents, communications and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants unless the individual in question files a written request to the contrary.

5.     Any party in interest may be represented at all stages of the grievance procedure by a person of their own choosing, except that they may not be represented by a representative of any officer of any teaching organization other than the Association and its affiliates. When the Association does not represent a teacher, the Association will have the right to be present and to state its views at all stages of the grievance procedure.

6.     Any grievance not resolved by the end of school in June will be processed as though school were in session in the summer, each summer work day to be counted as though it were a school day for purposes of proceeding through the Levels.

7.     The parties may mutually agree to any extension of time limits set forth herein.

ARTICLE 2 –

CLASS SIZE

A.        The Committee recognizes the desirability of achieving a class size for maximum development of the students in the learning process and to this end classes shall be arranged as follows:

1.         Elementary Schools:

Grade K                       20-25 pupils

Grades 1-3                   20-26 pupils

Grades 4-5                   20-28 pupils

2.         Middle Schools & Senior High School

Academic subjects       20-26 pupils

The maximum daily teaching load for classes, which meet 5 times a week, will be 130 students.

Laboratory Classes      20-30 pupils

Industrial Arts              20-36 pupils

Physical Education      25-40 pupils

Study Halls                  25-50 pupils

3.                  Any special grouping shall be in accordance with State and Federal Laws.

4.                  Every effort shall be made to use the lower level figure for each grade or subject.

5.                  Any class may have fewer students than the lower level figures stated.

6.                  No class will be assigned a number of students exceeding the number of teaching stations or appropriate equipment available.

B.         Exceptions to the figure in A1 and A2 above may be made for experimental programs. The association shall be notified of such programs prior to their implementation.

ARTICLE 3

WORKING HOURS AND WORKING LOAD

A.        Work Day

la.        Every elementary teacher shall be in their room ten (10) minutes before school begins, and elementary teachers shall be available for duty after school for ten (10) minutes.

lb.        Teachers at the Middle School and High School levels will be in their classrooms for five (5) minutes before the start of the school day for students. Teachers at the Middle School are expected to be available in the building to provide extra help for students and for parent conferences for forty (40) minutes one (1) day per week, on a day designated by the principal, and five (5) minutes after the close of school on other days. Teachers at the High School are expected to be in the building to provide extra help for students and for parent conferences for thirty-five (35) minutes once (1) day per week, on a day designated by the principal, and five (5) minutes after the close of school on other days.

1c.       There will be a monthly faculty meeting of not more than thirty-five (35) minutes beginning at the end of the school day for teachers.

1d.       On Friday, teachers may leave at the close of the school day.

2a.       LENGTH OF SCHOOL DAY FOR CHILDREN

Elementary School                   6 hours & 15 minutes

(8:25 a.m. 2:40 p.m.)

Middle School                         6 hours & 15 minutes

(8:00 a.m. 2:15 pm.)

Senior High School                  6 hours & 21 minutes

(7:30 a.m. 1:51p.m.)

(in order to provide one additional minute per passing period)

NOTE: The Committee may adjust the starting and dismissal times by up to five (5) minutes for any elementary school(s) from the times indicated in paragraph 2a above for purposes of coordinating bus schedules. In such event, teacher(s) at said school shall have the option of flexible use of ten (10) minutes before and ten (10) minutes after in the first paragraph of A1.

2b.       There will be a morning recess of 15 minutes.

2.                  Special subject teachers and special project teachers shall observe the same working hours as teachers at the same level (i.e. elementary, middle school, senior high).

3.                  Teachers shall have a duty-free lunch period equal in time to students in their building.

4.                  Planning periods at the various levels shall be consistent with the following:

(a-1)     Elementary

When a special subject teacher is in an elementary teacher's classroom, the regular teacher shall have the right to leave at that time for preparation purposes, providing the special subject teacher, upon finishing the lesson, leaves an outline of what she wants the regular teacher to teach in the subject on the weeks the special teacher does not visit the school. Special subject teachers and special education teachers shall be scheduled a comparable amount of preparation time.

(a-2)     Each elementary teacher shall have 50 duty-free minutes each day. This shall include the lunch period (20 minutes) and the preparation (30 minutes) for each teacher.

(b) Middle School & Senior High

Said teachers shall have at least one (1) duty-free planning period per school day at least equal in length to a normal teaching period.

5.         Non-compensated teacher attendance will be required as follows:

a.   All teachers are required to remain a reasonable number of school hours after the close of the school day whenever the principal or supervisor deem necessary for professional development.

b.   Parent/Teacher conferences for High School, Middle School and Elementary School shall not exceed three (3) such meetings in any school year and shall not exceed two (2) hours each. The type of meeting and the date shall be scheduled at the discretion of the Administration, although at least one of the meetings shall be held in the afternoon, and the Association may give input to the Superintendent as to scheduling. The dates, times and types of such conferences shall be posted by September 15th of each year.

c.   Interim Report Cards Progress reports shall be issued at midpoint of each report card period.

d.   Pupils' textbooks shall not be collected and stored at the close of the school year until the day before the final day of school for pupils unless otherwise directed by the principal.

6.        Teacher Load in Middle School & High School

a.   No teacher in grades 7-12 shall be required to teach in more than two (2) departments and shall not be required to teach more than three (3) preparations. A preparation is defined as a course taught at a specific level. Present levels are: Enhanced competency (E C); Academic, Honors and Advanced Placement.

b.   The master schedule of teaching and duty assignments shall be posted in a visible location in each school at the secondary level at the beginning of school in September, subject to possible revisions as the need arises.

c.   The regular load of high school teachers shall be six (6) assignments per day, no more than five (5) of which shall be teaching assignments based upon a seven (7) period day.

d.   Based upon an eight period day at the middle school level a teacher on a daily average, based on a full week's schedule, shall have the following schedule: five (5) classes in one's assigned academic subject area; at least one duty-free planning period; one team meeting period to be utilized for team meetings as needed; an "interest" period to be utilized for learning opportunities for students as determined by the team and the principal.

7.        The teaching load for Elementary

Special Area teachers shall be an average, over the course of a five-day week, of 270 minutes of instructional time per day. Such figures shall include travel time between classrooms and/or between schools.

8.        In addition to any other early release days scheduled by the Superintendent, at the elementary level there shall be five (5) early release days per year for such purposes as parent conferences, tutoring or meetings involving groups of teachers. The agenda, schedule and times of such early release days shall be worked out between designees of the Association and the Committee.

Beginning in the 2008-2009 school year, in addition to the five (5) early release days stated above, elementary teachers will receive one (1) more early release day, bringing the total number of early release days to six (6) on a date to be assigned by the administration, for preparing progress reports, parent conferences or report cards.

ARTICLE 4

SPECIALISTS

A.        The Committee recognizes its responsibilities in providing the necessary teaching personnel and supplies to maintain and improve the instruction and education of the students. The Association is encouraged to make suggestions through the appropriate channels for additional personnel as would best aid in developing the program.

B.         There shall be adequate supplies in every school to eliminate transporting supplies from school to school and, whenever possible, there should be a designated space to securely store such supplies in each building.

C.         Teachers, including those in the special subject areas of art, health, library, special education, music, physical education, remedial reading, speech, foreign language, guidance and Title I, shall teach in a properly equipped area whenever circumstances permit.

ARTICLE 5 TEACHER

EMPLOYMENT AND RESIGNATION

A.  Full credit shall be given teachers for previous teaching experience upon initial employment in Woburn provided they meet existing requirement of the Salary Schedule and ninety (90) days for each full year of experience. Any teacher who was hired and began their service during the school year will be granted their increment the following September provided they were employed ninety (90) days or more in that year. Day-to-day substitute service shall not be counted as part of the ninety (90) days required for a year of teaching credit.

B.  After September 1, 1971, teachers with previous teaching experience in the Woburn School System, will, upon returning to the System, receive full credit for each full year of experience of the Salary Schedule for all outside teaching experience, up to a maximum set forth in Section A above. Teachers who have not been engaged in teaching on a full-time basis will, upon returning to the System, be restored to the next position on the Salary Schedule above that at which they left, provided their last term of employment in Woburn included ninety (90) days of continuous employment or a lesser number of days at the discretion of the Committee.

C.  Resignation Teachers intending to resign shall give at least four (4) weeks notice, but no resignations shall be expected to take effect during May or June except on account of incapacity to teach. Teachers who plan to resign or retire at the close of school each June should submit their resignation on or before February 1st in order that the Superintendent and the School Committee may fill the position at or before the April Meeting.

D.  Deductions for Absences Deductions for absences for all teaching personnel, whether for business or illness, shall be made on the basis of the actual length of the teacher work year. For example, if the teacher work year is 180 days, the deductions shall be based on 1/180* of the annual salary. If it is necessary to make a deduction prior to the determination of the actual length of the teacher work year (see Article 20) the deduction shall be 1/180* of the annual salary, with the appropriate adjustment in pay made in the affected teacher's last paycheck of the work year in order to reflect the actual length of the teacher work year.

E.  A permanent substitute teacher shall become a member of the bargaining unit after twenty (20) consecutive days in the same position. If there is an authorized absence within the twenty-day period, the period shall be extended by the same length of absence before the substitute can become a member. Said employee shall be placed on Step One of the horizontal salary column where they would be based on credits. Time served as a permanent substitute (90 days or more), shall count toward salary credit for the following September if an individual teacher is hired to a full-time teaching position.

F.1. Seniority Seniority as used in this Agreement for the purposes of entitlement to benefits, teacher assignment, transfers, filling vacancies, promotions, re-employment, layoff and/or abolition of positions, is defined as the length of continuous professional employment in the Woburn School System, measured from the first day for which compensation was received. Time spent on paid leaves or leaves authorized the statute shall neither interrupt nor be deducted from one's seniority, but time on unpaid leaves (except authorized by statute) shall be deducted from seniority but not interrupt seniority. In the event that it is necessary to break a tie in seniority, educational advancement on the salary schedule shall be determinative. If a tie still exists and it is necessary to break the tie, lot shall be determinative.

2. Effective September 1, 1984, any member(s) of the bargaining unit working less than full time shall receive seniority credit on a pro rata basis. The following examples are cited:

(a)  A teacher teaching a single kindergarten session daily would be employed on a half-time basis and receive a half year of seniority for a year of such service.

(b) For two teachers equally sharing a single position, each would be employed on a half-time basis and receive a half year of seniority for a year of such service, and

(c)  A teacher employed to teach three (3) courses in the high school and/or middle school would be employed on a three-fifths basis and receive three-fifths of a year of seniority for a year of such service, etc.

NOTE: The amount of seniority pro-rated is based on the same fraction used to determine the annual salary and length of time worked.

F.   Horizontal Salary Movement By

December 1 of the school year prior to the school year in which a teacher anticipates having enough credits to move from one column to another, the teacher shall notify the Business Office of the likelihood that they shall have enough credits for column movement by the beginning of or during the next school year. Implementing movement to the new column shall be as follows:

1.     When the requisite course work has been completed by September 1, the salary of the new column shall commence with the first paycheck in September.

2.     When the requisite course work has been completed between September 2 and February 1, the salary of the new column shall commence with the first paycheck in February.

G.  Any teacher who was hired part-time or who voluntarily changed to a part-time position but who wished for the following year to have increased part-time status or full-time status shall notify the Superintendent by March 1.

H.  Any teacher who was hired part-time or who voluntarily changed to a part-time position but who wishes for the following year to have increased part-time status may make application for posted vacancies as established in Article Seven.

ARTICLE 6

TEACHER ASSIGNMENT

A.1.     Except in unusual or unforeseen circumstances, elementary and middle school teachers will be notified in writing of their programs for the coming school year, including the schools to which they will be assigned and the grades and/or subjects that they will teach, at least three (3) days prior to the last day of school in June.

2.         High School teachers' teaching programs for the coming school year, including grades and subjects that the teachers will teach, but not necessarily the actual schedule or number of sections, will be posted on a departmental basis in each department at least three (3) days prior to the last day of school in June. These programs may be subject to change under unusual or unforeseen circumstances.

B.         In order to assure that pupils are taught by teachers working within their area of competence, every effort shall be made to assign teachers within the scope of their state teaching certification.

C.         In arranging schedules for teachers who are assigned to more than one school, the amount of inter-school travel will be limited wherever possible according to the teaching programs prepared by the Superintendent of Schools.

D.        Teacher assignments will be made without regard to race, creed, color, religion, nationality, sex, marital status, age, sexual preference or activities within the Association.

E.         Duties Other Than Classroom Teaching

Teachers in addition to their services as classroom teachers shall assume as part of their obligations, and without additional compensation, such additional duties as may be assigned to them during school hours as defined in Article Three. In addition to teaching, each teacher is subject to assignment by the Principal to responsibility for a portion of the miscellaneous services and activities of the school. Unless compensation for extra duties is expressly provided for, such assignment is to be considered as much a part of the teachers' normal load as actual classroom teaching. The intention of this rule is that every teacher shall assume some responsibilities in addition to their classroom teaching and shall cooperate in this way, in the varied activities of the schools.

Pursuant to the above, classroom teachers may be required to handle money for non-educational purposes such as insurance and class pictures, but they shall not be held financially accountable by the School Department for inadvertent loss of such money. All assignments made under this section shall be made on a reasonable and rotating basis.

F.         All classroom teachers regularly scheduled to travel between two or more schools, including special teachers, shall be provided transportation reimbursement at the business use rate established by the IRS which in no event shall be less than thirty cents ($.30) a mile for all miles they are so scheduled to travel. Payment of this allowance will be made in two installments during the school year.

ARTICLE 7

TRANSFERS AND VACANCIES

A.        Posting and Filling of Vacancies

1.     Whenever a permanent vacancy in a professional position occurs in the Woburn School System, as determined by the Superintendent, such position will be adequately publicized by the Superintendent by means of a notice to every school and by electronic mail to each member of the faculty, at least ten (10) days prior to the closing date for applications.

2.     Such notices shall set forth clearly all requirements {including certifications, degree(s) and experience}, duties, application deadline, and other pertinent information. No application shall be accepted after the closing date stated in the notice of vacancy, however, the Superintendent reserves the right to extend the deadline, with appropriate notification as stipulated above.

3.     All teachers will be given adequate opportunity to make application for all available positions. When, in the judgment of the Superintendent, the qualifications of internal and external candidates are substantially equal, strong consideration shall be given to qualified teachers already employed by the District. Internal applicants not chosen shall, upon request, be provided a verbal explanation for the selection of the successful applicant.

4.     Every reasonable effort shall be made to fill such positions as promptly as possible after the closing date for applications particularly in any instance where the position is critical to the proper functioning of the School System.

5.     If the qualifications and duties set forth for a particular position are changed between posting and hiring, The Woburn Teachers Association shall be duly notified in advance.

6.     For positions involving the supervision of shower and dressing facilities for physical education, only teachers of the appropriate gender will be eligible.

7.     A temporary vacancy shall be defined as a position to which a unit member on leave has a claim pursuant to Article Ten or Eleven. These positions shall be advertised and/or filled as temporary vacancies and must be posted and filled should they become permanent.

B.  Voluntary Transfers

1.     A teacher desiring a transfer will submit a written request to the Superintendent with a copy to the teacher's principal stating the assignment preferred and reasons for the request for transfer.

2.     Transfers normally will become effective at the beginning of the next school year.

3.     Teachers will qualify to be considered for a transfer only after meeting required professional development activities as determined by the Superintendent.

4.     All such requests will be acknowledged in writing.

5.     The Principal can approve voluntary transfers within an elementary school, or at the secondary level within a department and building, without being posted.

C.  Involuntary Transfers

1.    Involuntary Transfers When There Is a Change in Student Population

a.   When a reduction in the number of teachers in a particular school is necessitated by a change in the student population or other unusual circumstances, qualified volunteer(s) from that school for other position(s) will be sought by the administration prior to taking steps toward an involuntary transfer.

b.   When an involuntary transfer is necessitated, the least senior teacher in the affected school shall be transferred (Seniority as defined in Article Five, Fl).

c.   When a decision has been reached on such involuntary transfer, the teacher so transferred will be notified in writing of the decision by May 15, when deemed possible by the administration.

2.  Involuntary Transfers for Other Reasons

a.   When an involuntary transfer is necessitated by some reason other than a reduction in pupil enrollment in a particular school, a teacher's area of competence, major and /or minor field of study, length or service in the Woburn Schools, and other relevant factors shall be considered in determining which teacher(s) will be transferred.

b.   Notice to transfer a teacher involuntarily under this subsection shall be given to the affected teacher, in writing, including a statement of reasons therefore, as soon as practicable, and except in cases of emergency no later than June 15.

c.   Any involuntary transfer under this subsection shall be made only after a meeting between the teacher involved and the Superintendent, or their designee. The teacher may, at the option of the teacher, have an Association representative present at such meeting.

ARTICLE 8

POSITIONS IN SUMMER SCHOOL,

EVENING SCHOOL AND UNDER FEDERAL

PROGRAMS

A.  Summer and Evening Schools and Federal Program openings will be publicized as soon as possible. Teachers will be notified of tentative appointments as soon as possible. Regular appointed teachers in the Woburn School System shall be considered for positions in the Woburn Summer School and Evening School including Federal Funded Programs.

B.  In filling such positions, the decision will be based upon the teacher's educational degree(s) in the area of competency, major and/or minor field of study, quality of teaching performance, length of service in the Woburn School System, and in regard to Summer School and the Evening School positions, previous Woburn Summer School or Evening School teaching experience.

C.  Summer School teachers shall be paid bi-weekly with the final summer school check to be paid on the last day of Summer School, except that the final paycheck will be withheld if any adjustment is necessary.

ARTICLE 9

SCHOOL FACILITIES

A.        All custodial fees incurred in (C) and (E) below will be paid by the Woburn Teachers Association. The Superintendent of Schools in keeping with existing policies and regulations governing use of school facilities shall approve building use.

B.         The Association shall have the opportunity to announce but not discuss building membership meetings and matters under consideration at regularly scheduled faculty meetings.

C.         The Association shall have permission to use school facilities, when not otherwise used for educational purposes, for appropriate educational activities of the recognized association as approved. Rental application forms must be filed with and approved by the Superintendent of Schools.

D.        The Association shall have access to teachers at their place of assignment after the pupils have been dismissed at the close of the day.

E.         The Association will be eligible to use the athletic facilities and equipment at the High School and the Middle Schools one evening per week. The schedule and other related matters should be arranged in advance with the Superintendent or his designee. Rental application forms must be filed with and approved by the Superintendent of Schools.

F.         There will be one bulletin board in the Teachers Room in each school building for the purpose of displaying notices, circulars and other Association materials.

G.        No teacher will be prevented from wearing pins or other identification of membership in the Association or any other teacher organization.

ARTICLE 10

SICK LEAVE AND OTHER LEAVES OF ABSENCE

A.        Sick Leave

1.     Sick Leave Interpretation in every case the annual (current) sick leave allowed is to be used before using the days accumulated from previous years.

2.     Any employee who is absent for six (6) consecutive days must have the School Department Health Form completed by his/her physician. A second form must be completed by the physician if the employee is absent for eighteen (18) days or longer, and an additional form must be completed by the physician for each additional eighteen (18) days or longer, and an additional form must be completed by the physician for every additional eighteen (18) consecutive days of absence thereafter. These forms are required to remain on the payroll. Teachers may request to have the forms mailed to them.

3.     Sick Leave Allowance All employees are entitled to thirteen (13) days annual sick leave as of the first day of each year. Unused sick leave days each year are accumulated to an unlimited number.

4.   Personnel entitled to compensation under the current sick leave rule shall be given full compensation for absences due to illness of one day or more as they are taken, and the Principal through the Superintendent of Schools shall report any abuse of the privilege to the School Committee.

B.         Funeral Leave

1.    Death in Immediate Family A maximum of three (3) days shall be allowed due to the death in the immediate family - mother, father, wife, husband, sisters, brothers, children, grandparents and grandchildren, father-in-law, mother-in-law, brother-in-law, sister-in-law, aunt, uncle, niece and nephew. This will not be deducted from the annual or cumulative leave and shall be a full pay allowance. This leave shall not be cumulative.

2.   Death of Relatives Absences for deaths of other relatives shall be deducted from any current or cumulative days that personnel have available.

C.  Absences for Personal or Business Matters

1.     Three (3) days shall be allowed each year when requested (3 days in advance) in writing to the Superintendent for personal business matters, and household or family matters. Personal days are not intended to be used for vacation days. These three (3) days, if not used, can be accumulated as unused sick days. The superintendent or Assistant Superintendent shall have authority to grant additional personal day(s) at their discretion only in highly unusual situations. Any requests for further personal leave must be addressed to the School Committee in writing for its consideration.

2.     In case of emergency, personal days may be requested after the fact.

D.  Maternity/Paternity Leave

1.     A pregnant teacher, a teacher who is adopting a child under the age of eighteen (18), or under the age of twenty-three (23) if the child is mentally or physically challenged, or a male teacher who is becoming a parent, may elect a short-term (8 weeks of unused sick days) maternity/'paternity leave. Said teacher shall provide at least a two (2) week notice prior to the anticipated beginning of the leave.

2.     In lieu thereof, a pregnant teacher may elect a long-term maternity leave. Said teacher shall provide the Superintendent with a 30-day notice prior to leaving. A teacher electing such leave may return to her teaching duties at the start of school within 15 school months after the birth of her child. A teacher will be considered for early reinstatement according to her ability and experience and the existence of a teaching position for with she is qualified. If the teacher on such leave is actively employed as a teacher by the Committee for more than 90 days of the school year during which the leave is taken, she will be placed on the next step of Salary Schedule on September 1 of her return to active employment. The teacher will retain any previous professional status, retirement and sick leave rights.

3.   All language under the federal law, "Family and Medical Leave Act" (FMLA) will be complied with. [FMLA requires employers to provide up to 12 weeks of unpaid leave (female or male) to care for a newborn, adopted or foster child.]

E.   Military Leave Policy

There is to be no stated policy governing compensation for school employees who are drafted or who enlist in the Armed Services during a National Emergency. Should such an occasion arise, it is felt that all citizens in all lines of employment will be called upon to do their patriotic duty, and the only compensation will be that provided by the Government. It is further felt that school personnel presently in the Reserves of the Armed Services, who have to take their 2 weeks of active training each year, should request that this training be assigned during the summer or vacation periods so as not to interfere with their teaching assignment. In the event such request is denied by the commanding officer, the teacher in question will be paid for such school days missed.

F.   Other Leaves of Absence without Compensation

Other leaves of absence will not be granted to teachers who are not on professional status. A leave of absence for any reason for those on professional status must be made in writing to the School Committee and approval will be at the discretion of the School Committee, but such leaves shall be granted for more than one (1) year only in special circumstances such as serving in the military, Action Corps, or other public service.

G.  Notification for Sections D and F

For all leaves of absence in Section D and F of this Article, notification must be made to the Superintendent in writing by February 1st whether the individual will return the following September. If there is no notification by that date, except for good cause as determined by the Sick Leave Bank Committee (See Article Twenty Six re: who is on the Sick Leave Bank Committee), it will be assumed that the person will not return. The Committee shall prepare budget and staffing plans based on the assumption that the person will no longer be employed.

ARTICLE 11

SABBATICAL LEAVE FOR TEACHERS

A.  Sabbatical Leave for one school year or for a half year will be available after seven (7) consecutive years of service in Woburn for advanced study beyond the Bachelor Degree as approved by the Superintendent. Applications must be submitted to the Superintendent no later than April 1st of the school year prior to that in which the leave is sought.

The Committee will make its decision on these applications after May 1st, unless the applicant requests earlier action thereon due to application deadline established by the institution of higher learning or sponsoring agency. Not more than three teachers may take advantage of this in any one school year.

B.  The Superintendent shall make his recommendations according to the guidelines adopted by the Committee on May 1, 1974.

C.  Successful applicants will be paid at the rate of half pay for a full year or at the rate of full pay for a half year provided that the amount when compiled with any scholarship, grant or aid shall not exceed the rate of salary to which they would have been entitled.

D.  Before beginning a Sabbatical Leave a teacher shall agree in writing to return to active service in Woburn Schools for a period of at least two (2) school years following the expiration of the Sabbatical Leave period. A teacher who does not fulfill this agreement shall repay to the city the amount of salary received during the Sabbatical Leave provided, however, that the teacher shall be released from such payment if their failure to serve the two (2) years is due to their illness, disability or death.

E.  A teacher returning from Sabbatical Leave shall be placed on the step of salary schedule they would have attained had they remained in the school system, and shall be eligible for insurance benefits according to the City Policy while on leave. No teacher may reapply for a second Sabbatical Leave unless they have completed seven (7) consecutive years since their last leave.

ARTICLE 12

PROFESSIONAL & EDUCATIONAL DEVELOPMENT

A.  The Committee will pay the cost of in-service courses sponsored by the Committee that teachers are required to take.

B.  The Committee shall consider paying the expenses including fees, meals, lodging and/or transportation incurred by teachers whom the Committee has approved in advance to attend workshops, seminars, conferences or other professional improvement sessions.

C.  Visiting Days The Superintendent may give permission to teachers to visit schools or to attend educational conventions and conferences when in their judgment the best interest of the schools will be advanced thereby, and they may request from teachers a report of their observations. Not more than two regular visiting days per teacher may be granted in any one-year.

D.  Any teacher awarded an educational grant or institute, which requires that he or she leave before the end of the school year, may be compensated up to a maximum of three (3) days upon recommendation of the Superintendent.

E.  The Administration will honor any written assignment of a voucher by a cooperating teacher to another teacher, or by a cooperating teacher to the W.T.A. and, then by the W.T.A. in turn to another teacher.

ARTICLE 13

TEACHER EVALUATION

A.  All monitoring or observation of the work performance of a teacher will be conducted openly and with the full knowledge of the teacher. The use of eavesdropping, public address or audio systems, and similar surveillance devices shall be strictly prohibited. Teachers will be shown a copy of any evaluation report prepared by the evaluation supervisor and will have the right to discuss and sign such report with their supervisor.

B.  Teachers will have the right, upon request, to review the contents of their personnel file. A teacher will be entitled to have a representative of the Association accompany them during such review.

C.  In case of any complaints regarding a professional staff member made to any official of the School Department, the complaint shall be referred to the staff member's immediate superior. That staff member shall be notified promptly and discretely of the complaint.

D.  Within the framework of the evaluation procedure and the criteria established by the Committee, including those contained herein, no teacher shall be denied employment, disciplined, reduced in rank, or denied compensation without due process. The Superintendent will not dismiss or suspend a teacher with professional teacher status from their regular teaching position without just cause.

E.  Nothing will be placed in a teacher's personnel file without the teacher being given a timely copy of the same, with a notation to the effect that the item is being placed in the teacher's personnel file.

ARTICLE 14

INSURANCE AND ANNUITY PLAN

A.  Effective September 1, 1971, the Committee will pay the maximum percentage permitted by City Government enactment of the cost of the following types of insurance coverage:

1.     A $5,000 term life insurance plan of the type presently available to teachers.

2.     Individual or family coverage, whichever applies in the particular case, for the indemnity plan of the type presently available to teachers, or its substitute in the future? Payroll deductions authorized by teachers for medical insurance premiums shall be paid with pre-tax dollars via a Section 125 Plan.

NOTE: From 7/1/08 thru 8/31/09 non-indemnity coverage: 87.5/12.5; From 7/1/09-8/31/11: 85/15; Indemnity 75/25

3.     Any other insurance plans which the City may provide for teachers and/or retired teachers.

4.     Changes in Health and Life Insurance, except in instances of a change in family situations, shall be allowed only in June of each school year for the period beginning on July 1st.

5.   Teachers may participate in a group dental plan provided that teacher so enrolled pay one hundred percent (100%) of the dental insurance premium. For those enrolled in the group dental plan, payroll deductions authorized by teachers shall be paid with pre-tax dollars via the aforementioned Section 125' Plan

NOTE: The 'Sections 125' Plan is available to teachers only for medical and dental insurance premiums paid by teachers.

B.  Teachers will be eligible to participate in a "Tax Sheltered" Annuity Plan established pursuant to United States Public Law No. 87-370. Changes in Tax Sheltered Annuity deductions shall be allowed only in September and January of each school year

ARTICLE 15

TEXTBOOKS

A.  The Committee will provide sufficient textbooks for proper instruction of each subject in accordance with the approved program or syllabus for the subject or grade.

B.  The Superintendent of Schools shall recommend to the School Committee all textbooks and curriculums used in the schools as prescribed by the General Laws of Massachusetts and shall seriously consider the recommendations of the Curriculum Development and Innovation Committee.

C.  The Curriculum Development and Innovation Committee will submit evaluations and recommendations to the Superintendent prior to his recommendations made in accordance with paragraph 'B' above.

ARTICLE 16

TEACHER FACILITIES

A.        The Committee will provide the following facilities:

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

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

3.     An adequately furnished room to be used as a faculty lounge, and each room shall be equipped with refrigeration and a microwave or an appropriate cooking device.

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

5.     A communication system where possible so that teachers can communicate with the main office from their classrooms.

6.     Well-lighted and clean teacher restrooms, adequately supplied with soap and hot water, serviced daily by custodial personnel.

7.     A separate dining area for the use of teachers.

8.     An adequate portion of the parking lot at each school will be reserved for teachers. Every reasonable attempt will be made to keep the area clean, plowed and sanded where the accumulation of snow would be a hazard.

9.     There shall be adequate teaching supplies in each classroom and subject to requisition by the teacher to the principal.

10. There shall be a mailbox for teachers located in the building to which the teacher is assigned his/her permanent station.

ARTICLE 17

GUIDANCE

A.        Middle School and High School

1.     There shall be one full-time guidance counselor for every four hundred (400) children enrolled in the secondary schools effective September 1971,

2.     All Guidance Counselors shall work the same hours as teachers,. They shall also have a lunch period equal in time to that given to pupils.

3.     Each Counselor shall have one free period daily.

4.     One Middle School Counselor and one High School Counselor as assigned by the Director and Assistant Director shall return to work one week before the reopening of school each year and shall be paid for the week involved.

5.     At the close of school each June, all Counselors shall continue until their regular work is completed and certified in writing by the Director of Guidance to the Superintendent of Schools. The number of days, however, shall not exceed one week.

6.     The School Committee shall consider full compensation for expenses incurred while counselors are visiting schools, colleges, career conferences, conventions and industrial plants. Outside visits involving compensation for expenses shall be presented to the School Committee in advance for consideration by the School Committee.

B.         Elementary Schools

1.  The Committee will make every reasonable effort to provide adequate guidance staffing to meet the counseling needs of students. In order to accomplish this, it is further agreed that elementary counselors will have a workable caseload.

ARTICLE 18

ACADEMIC FREEDOM

A.        The private and personal life of a teacher is not within the appropriate concern or attention of the Committee except as it may interfere with the teacher's responsibilities to and relationships with students and/or the school system.

B.         Teachers will be entitled to full rights of citizenship and no religious or political activities of any teacher (provided such activities do not take place during his working hours) or the lack thereof will be grounds for any discipline or discrimination with respect to the professional employment of such teacher.

ARTICLE 19

SICK LEAVE BUY BACK

A.  In recognition of dedicated service to the children of Woburn, any teacher covered by this Agreement who has taught twenty (20) or more years in the Woburn School System may obtain an incentive payment for their final year of teaching by following this established procedure.

B.  Eligible teachers who desire to participate in this program will notify the Superintendent by October 1st preceding the date of retirement or resignation. If such notice is submitted in writing by October 1st, then at the time of retirement all accumulated sick leave shall be eliminated from their record and in lieu thereof the teacher will be paid an incentive payment of $80 per day for school year 2008-2009, $80 per day for school year 2009-2010 at a maximum of 150 days. For school year 2010-2011, $80 per day at a maximum of 152 days. In the event it is necessary for a teacher to retire earlier than they anticipated for health reasons as documented by a physician, the October 1st filing date shall be waived. The payment of these monies will be made either at the end of the then current fiscal year or at the start of the next fiscal year, at the option of the School Committee. If the individual's date of retirement is after July 1st, then the individual will have the option of receiving this payment after the following January 1st for tax purposes. Once an individual submits a notice of retirement, and the Committee has formally accepted the retirement, a withdrawal of such notice shall not be allowed except when it is documented by greatly changed circumstances.

C.  A teacher who is laid off or teachers whose position is eliminated and who elect to retire under the provisions of the Massachusetts Teachers Retirement Act shall be paid the same benefits in a lump sum on the last payday upon prior notice to the Superintendent.

D.  In the event of the death of a teacher currently employed in the Woburn School System, whether or not they have twenty or more years of service in the Woburn School System and whether or not they have applied pursuant to Section B above, their estate shall be paid an amount of sick leave buy back consistent with paragraph B above.

E.  The provisions and benefits shall not apply to any employee in the bargaining unit discharged by the School Committee for disciplinary reasons.

F.   403(b) Plan Effective September 1, 2001, the Committee and the Association shall establish a 403(b) plan for bargaining unit members according to the following terms and conditions:

1.     In lieu of the Sick Leave Buy Back set forth in this Article, newly hired teachers commencing with the 2001-02 school year shall be in this plan.

2.     At the end of each school year, but no later than July 15 thereafter, the Committee shall place $375 into this plan for each participant.

3.     To the extent permitted by law, any participant in this plan may designate annually an amount to be contributed to their account in this plan via payroll deduction (before taxes), said amount not to exceed that established by federal law and/or tax code.

4.     After seven (7) sick days, a $25.00/day reduction in the amount placed in the 403(b) will begin. If a teacher is out nine (9) or more consecutive days and has the appropriate medical form(s) completed, they will not have any deductions taken from their 403(b). Teachers with good attendance may appeal to the Sick Leave Bank Committee.

5.     Enrollment in the 403(b) will be open to the entire membership.

ARTICLE 20

PROTECTION

A.  Teachers will immediately report all cases of assault suffered by them in connection with their employment to the Superintendent of School in writing.

B.  This report will be forwarded to the Committee which will comply with any reasonable request from the teacher for information in its possession relating to the incident or the persons involved, and will act in appropriate ways as liaison between the teacher, the police and the courts.

C.  The provisions of General Laws, Chapter 258 as amended from time to time shall govern the defense and protection of school department employees covered by this Agreement.

ARTICLE 21

PERSONAL INJURY BENEFITS

The Committee agrees that the provisions of Chapter 152, Section 69, and General Laws of The Commonwealth of Massachusetts providing for benefits to employees or their dependents in the event of incapacity or death arising out of employment shall be accepted and applied to members if permitted by law.

ARTICLE 22

CLASSES FOR NON-ENGLISH SPEAKERS

The School Committee recognizes its educational responsibilities toward English Language Learners; Accordingly, the Committee shall abide by the terms and recommendations of the civil rights audit.

ARTICLE 23

CURRICULUM DEVELOPMENT & INNOVATION

A.  There shall be three(3) curriculum development and innovation committees in the Woburn Public Schools. There shall be one (1) committee for each level in the system: elementary, middle school and high school.

B.  The members of each of said committees shall be three (3) administrators to be chosen by the administrative officers of the WTA. The administrators shall not serve for more than two (2) consecutive years, whenever possible. Three (3) teachers are to be chosen by the WTA. Members of the faculty, department heads, supervising principals, coordinators and students at the high school level in related areas of discussion shall be consulted by the members of the Committee.

C.  The recorded report of said committees shall be presented to the School Committee for its consideration and action. The related action taken by the School committee shall be reported to said committees and other school personnel.

D.  These committees shall meet as often as found necessary by the committees.

E.  The function of said committees shall be to recommend the following:

1.      Establishment of curriculum innovations.

2.      Selection of texts and materials.

3.      Revision of existing curriculum.

4.      Provisions for adequate supplies and facilities.

5.      Cost estimates to implement 1-4 above.

ARTICLE 24

PAYROLL DEDUCTIONS

A.        Dues Deductions

2.   The Committee agrees to deduct from the salaries of its employees dues for the Woburn Teachers' Association, the Massachusetts Teachers' Association and the National Education Association as said teachers individually and voluntarily authorize the Committee to deduct, and to transmit the monies with reasonable dispatch to the Treasurer of the Woburn Teachers' Association. Teacher's authorization will be in writing in the form set forth below:

Name: _______________________

Address: _______________________

I hereby request and authorize the Woburn School Committee to deduct the proper amount of money for membership in the Teachers' Association checked below. I recognize that an amount sufficient to provide for regular payment of the membership dues as certified by each Association will be deducted in twelve (12) equal payments beginning with the first pay day in October, and that this amount of money will be transmitted to the Treasurer of the Woburn Teachers' Association for proper distribution to those organizations in which I desire membership. I understand that such deductions may be discontinued sixty (60) days after giving the Committee and Association writing a notice of my revocation of the authorization. I hereby waive all rights and claim for said monies to be deducted and transmitted in accordance with this authorization, and relieve the School Committee and al of its officers from any liability thereof.

TEACHER ORGANIZATION:

Woburn Teachers Association

Massachusetts Teachers Association

National Education Association

Dated _______________________

Teacher's signature _______________________

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

4.     Any teacher desiring to have the Committee discontinue deductions they have previously authorized must notify the Committee and the Association concerned in writing sixty(60) days prior to the effective date of such discontinuance.

B.         Credit Unions

Any teacher who wishes to participate in payroll deductions for a credit union may choose to deposit said deductions in either the City of Woburn Employees Federal Credit Union or the Massachusetts Teachers Association Credit Union after proper deduction forms have been forwarded to the School Department Business Office.

ARTICLE 25

CHILDREN'S SERVICES

A.  The Committee and Association recognize that one of the most difficult tasks in education is to assist problem learners to become capable students and productive citizens and that the expenditure of funds alone without careful planning and evaluation is of questionable value in achieving this goal. Accordingly, the Committee shall continue to fund a comprehensive psychological services program. The parties further agree that, to the extent that demonstrable results of value flow from this program or portions thereof, the expansion of this program or portions thereof warrant the very highest priority as far as commitment of available funds for school purposes is concerned. The Committee and Administration will welcome constructive and well-researched suggestions from the Association and/or any teachers as to possible improvements in the program.

B.  The Committee and the Association recognize that teachers are an integral part in the evaluation of children with special needs. Participation by teachers on the evaluation team is essential. It is therefore agreed that:

1.     No teacher will be required to give up a duty-free planning period, duty-free lunch period or recess for participation on an evaluation team, nor shall any other teacher be assigned the supervision of any additional class.

2.     In the event the evaluation team meeting is held outside the regular school day, the teacher will be consulted as to their availability for an evaluation team meeting.

The teacher will be paid on a pro rata basis for participation in such an evaluation team meeting.

3.   Recognizing the important responsibility of a teacher to all children under his or her care, the Association and the Committee agree that teachers shall make every effort to cooperate in the difficult and crucial task of evaluating children with special needs.

C.  Effective September 1, 1998, one afternoon per week (when students will not be assigned to a given special education teacher) shall be allocated to each special education teacher for testing, teacher conferences, team meetings and educational plan reviews.

ARTICLE 26

SICK LEAVE BANK

A.  A Sick Leave Bank will be established for use by eligible members of the bargaining unit who have exhausted their own sick leave and have a prolonged and/or serious illness or injury.

B.  Participation in this Bank shall be voluntary. To join the Bank, a teacher must notify the Association in writing by October 30* of that school year that they wish to join the Sick Leave Bank, such notification authorizing the contribution of one of their annual sick leave days to be contributed to the Bank for that school year and each subsequent year of employment. Any teacher may withdraw membership in the Bank by notifying the Association by October 30th. The Association in turn must notify the business office by November 5th as to the number and identity of the contributors. Only those teachers who so contribute a day may receive benefits in that school year.

C.  Unused days in the Sick Leave Bank at the end of the school year shall be carried forward to the Sick Leave Bank for the following school year.

D.  A Sick Leave Bank Board consisting of four (4) members shall administrate the Sick Leave Bank. Two members will be designated by the School Committee to serve at its pleasure, and two members shall be designated by the Association to serve at its pleasure. Award of benefits from the Bank requires a majority vote of the full board.

E.  Any initial grant of sick leave by the board shall not exceed thirty(30) days. If need continues, reapplication to the board may be made for further extensions up to a maximum of thirty (30) each. No more than a total of one hundred-eighty (180) days may be granted to any teacher for any given illness or injury.

F.   A teacher who has received a grant from the Sick Leave Bank will, upon their return to regular teaching duties, receive five (5) sick leave days from the Bank to be used in the event of illness during the remainder of the school year. Days not used will be returned to the Bank on the last day of school.

G.  Subject to the provision of this Article, the board shall utilize the following criteria in administering the Bank and determining eligibility and amount of leave:

1.    Submission of the School Department

Health form(s) as required in Section A of Article Ten.

2.     History of prior utilization of sick leave.

3.     No sick days will be awarded from the bank for elective procedures that can be deferred.

H.  The decision of the Sick Leave Bank Board with respect to eligibility and entitlement shall be final and binding and not subject to appeal except for reconsideration to the Board itself.

I. Should any portion of this Article be found contrary to law, all other portions will continue in effect.

ARTICLE 27

REDUCTION IN FORCE

A.  General Statement

If the School Committee should decide to reduce the number of positions, such reductions shall be consistent with the General Laws of the Commonwealth, the Regulations of the Massachusetts Department of Education and the terms of this Agreement.

B.  Definition

1.     QUALIFIED Certified or possessing all requirements of certification by the Massachusetts Department of Education in accordance with MGLA Chapter 71, Section 38G as amended.

2.     PROFESSIONAL STATUS

TEACHER A teacher serving at the discretion of the School committee under MGLA Chapter 71, Section 41, as amended.

3.   DEPARTMENTS The following shall be considered departments:

       K-6 GROUP: Elementary Classroom Teachers

       K-12 GROUP: Art, Library, Music, Physical Education, Special Education, Guidance, and Chapter One.

Note: Elementary guidance counselors henceforth will be placed on the guidance seniority list K-12 Group in the same manner as they were prior to the 1981-82 School Year.

     7-12 GROUP: Business Education, English, Foreign Language, Health, Home Economics, Industrial Arts, Math, Science and Social Studies.

Note: In order for a teacher with a K-8 certification who has a 7th and/or 8* grade assignment to be placed on a seniority list in a department in the 7-12 group above, such teacher must already be certified or must become certified for the 7-12 department in which they are teaching.

C.         Reduction Procedures

1.     To the extent deemed fiscally responsible to the Committee normal attrition will be used to accomplish any reduction in force, that is, teachers who resign will not, except where necessary, be replaced by teachers new to the System.

2.     Reduction in force for all professional status professional staff shall be by inverse seniority within departments subject to qualifications as defined in Section B2 above, except in unusual circumstances, including but not limited to possessing the training and/or experience necessary for the position involved. In making such an exception, the Committee shall give due weight to length of service, professional training, quality of teacher performance, prior evaluation, experience within a given discipline and the needs of the school, and shall act reasonably.

3.     A professional status teacher reduced pursuant to Section C2 above shall be able to cross departmental lines to replace a less senior teacher for whose position they are qualified pursuant to Section B2 if:

(a)   The less senior teacher does not have professional status pursuant to applicable law, or

(b)  The more senior teacher has taught a majority of their assignment for at least one year in the preceding five (5) years in the department into which they are moving, or

(c)  The more senior teacher possesses superior training and experience to fill the position of the less senior teacher.

4.     Reductions in staff will be effective as of the first day of any teacher work year except in cases of emergency. Staff to be reduced shall be notified by May 15 preceding the effective date of the reduction except in case of unforeseen circumstances.

5.     Teachers reduced from staff shall be given preference on the substitute list in areas for which they are qualified, if they desire and so indicate in writing, subject to the established policy on substitutes.

6.   Professional status teachers affected by a layoff will have the right to recall for positions for which they are qualified as defined in Section B2 above. The order of recall shall be established on the basis of the same considerations, as set forth in Section C2 above, used to establish the order of the layoffs for purpose of recall for the next school year. The seniority lists shall be frozen as of the first Thursday in June or the date of layoff, whichever is later. The right to recall will apply to all open and available vacancies which would allow the teacher to actually begin work within a four-year period beginning the first teacher work day in September of the year in which the layoff takes effect. In order to maintain eligibility for recall for any vacancy that might arise during the balance of the school year or for the ensuing school year, a teacher on layoff shall notify the Superintendent via registered mail between January 1st and March 1st. If a position opens, the Superintendent shall send notification via registered mail to the last known address of the teacher. The teacher shall have 14 calendar days in which to say "yes". If the laid-off teacher answers "no" or if there is no response within said 14 days, the Superintendent shall go to the next teacher on the list, whereupon these notification procedures shall apply. Teachers recalled to a vacant position in Unit A after the second Friday of the school year are to remain in the position to which recalled for the remainder of the school year.

7.     A new teacher will not be hired for a position a teacher on recall or about to be put on recall status is qualified to fill.

8.      All benefits that existed at the time of layoff will be restored to a recalled teacher effective at the time of recall.

9.    (a)   The notice specified in Section C4 shall be treated as the notice required by G.L. c.71 Section 42.

(b)   As a result of the notice specified in paragraph 1 above, and in order best to protect her or his rights under G.L. c.150 Section E., a professional status teacher's recall rights under this Article of the Agreement are contingent on the professional status teacher's signing a written waiver by June 1st of their statutory hearing rights under G.L. c.71 Section 42 and their statutory appeal rights under Chapter 71, Section 43A. For any teacher signing the waiver as provided above, the Committee shall vote in June "dismissed to effectuate a layoff, including recall rights under Article 27 of the collective bargaining agreement as amended, said dismissed to be effective at the end of the recall period unless earlier recalled," for a professional status teacher not signing timely the waiver, the Committee shall vote "dismissed effective at the end of the current school year" (with no attendant layoff recall rights under the Agreement). Signing such a waiver does not prevent an employee from grieving the method of selection of layoff under this Article. In the event of recall, the initially signed waiver is null and void for any subsequent termination of employment. A waiver is attached hereto (Appendix A).

(c)   The dismissal vote to effectuate a layoff (as specified in paragraph 2 above) shall be treated as a vote to place the laid off teacher on an involuntary leave of absence without pay from the day after the last work day through the end of the recall period (unless earlier recalled) as specified in paragraph 2 of Section C6 of this Article of the Agreement, during which involuntary leave of absence the laid off teacher shall retain their professional status to the extent permitted by law and all applicable rights under the Agreement. Such teacher shall be eligible to remain in the group health insurance plan to the extent the law permits by paying the full monthly premium to the city. It is the intent of the Committee that the teachers who are placed on involuntary leave of absence status shall be eligible for unemployment compensation to the extent permitted by law.

(d)   If any provision or application of this Amendment to the Agreement shall be found contrary to law, statute, or valid regulation, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications will continue in full force and effect and the parties specifically further agree then to take all steps within their legal power to effectuate to the maximum extent possible in a legally permissible manner the object(s) and purpose(s) of this Agreement as set forth below:

1.     To provide professional status teachers who are laid off with professional status or professional status-like long term job security protections during their recall period, and professional status after any recall.

2.     To permit professional status teachers to be covered by applicable collective bargaining Agreement provisions during their recall period.

3.     To effectuate a layoff process that will minimize if not avoid the uncertainty and resulting educational disruption to student so changing teachers during the school year and minimize if not avoid any back pay costs during a difficult financial year that might otherwise arise out of a court determination that the School Committee misinterpreted or misapplied any right or obligation or any other aspect of G.L. c.71, Section 42 or any other professional status law provisions.

APPENDIX A

Waiver

I, _______________________ understand that I am being laid off by the Woburn School Committee.

I understand that I am being placed on involuntary unpaid leave of absence until the end of the recall period during which I have recall rights as provided under the collective bargaining Agreement, as attended, between the Committee and the Woburn Teachers Association and during which I retain statutory professional status rights to the extent permitted by law. I understand also that from the beginning of my involuntary unpaid leave of absence I am eligible for unemployment compensation to the extent permitted by law.

I understand that if I have not been recalled during the leave of absence, at the expiration of such leave my employment terminates.

I hereby agree not to exercise and I hereby waive my statutory hearing rights under G.L.c.71, Section 42 and my statutory appeal rights under G.L.c.71, Section 43A in order to protect my contractual rights under G.L.C.150E.

In the event of my recall this release is null and void for any subsequent termination of employment.

This waiver consists of the above plus all of the provisions including paragraph (d) of the attached agreement between the Woburn School Committee and the Woburn Teachers Association which I have read and which I agree are binding on me as well as on the School Committee and Teachers Association.

_______________________                 _______________________

Employee                                               Date

ARTICLE 28

GENERAL

A.  The School Committee and the Association agree that no party to this Agreement shall be subjected to any reprisals or encumbrances in any form, because of the events occurring between March 31, 1970 and April 3, 1970, involving the alleged work stoppage occurring in the Woburn School System.

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

C.  Full performance of school year All teachers covered by this Agreement agree to work (except for excused absences) and the Committee agrees to pay for a minimum of work days as follows:

2008-2009 school year 182 days

2009-2010 school year 182 days

2010-2011 school year 182 days

The Committee agrees that the compensation of each teacher for such 181, 182 and 182 days shall be the total annual salary to which each teacher was entitled in accordance with their placement on the salary schedule effective in the Woburn School System for the 2008-2009, 2009-2010, 2010-2011 school years.

D.  The professional employees of the Woburn Public Schools shall receive the salaries as hereafter provided under Appendix A-1, A-2 and A-3.

E.   The Committee and the W.T.A. shall each share the financial responsibility, in a manner described in this paragraph, for printing copies of this Agreement in booklet form within thirty (30) days of final signing of this Agreement. The Committee and the Association shall each order and pay for the printing of whatever number of copies it desires.

F.   There shall be no reprisals of any kind taken against any teacher by reason of their membership or non-membership in the Association or participation or non-participation in its lawful activities.

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

H.  It is understood that no member of the bargaining unit shall be compensated with compensatory time.

ARTICLE 29

SCHOOL COMMITTEE RIGHTS

Subjectto the provision of this Agreement or any supplement thereto, the Committee and the Superintendent of Schools reserve and retain full rights, authority and discretion, in the proper discharge of their duties and responsibilities, to control, supervise and manage the public schools and their professional staff under governing law, ordinance rules and regulation. In all matters under this Agreement calling for exercise of judgment or discretion on the part of the committee, the decision of the Committee shall be final and binding if made in good faith i.e. not arbitrarily, capriciously or without rational basis in fact except where some other standard of grievability or arbitrability is set forth in this Agreement.

ARTICLE 30

COMPENSATION AND OTHER CONDITIONS OF EMPLOYMENT

Subject to the provisions of this contract (and except as otherwise provided) the wages, hours, and other conditions of employment applicable on the effective date of this contract to the employees covered by this contract shall continue to be so applicable for the duration of the contract.

ARTICLE 31

AGENCY SERVICE FEE

A.  As a condition of their continued employment by the Committee while this Agreement shall continue in effect, every employee covered by this Agreement, if and when not a member in good standing of the Association, shall pay or, by payroll deduction, shall have paid to the Association an agency service fee of 100% of the affiliated dues provided, however, that in no case shall such condition arise before he thirtieth (30th) day next following the date of the beginning of the employee's employment or the effective date of this Agreement, whichever date shall be later. An employee paying the agency service fee to the Association as provided herein may obtain from the Association a rebate of a pro rata share of certain expenditures as defined in G.L. 150E, Section 12. The Association agrees as a condition of this provision to indemnity and save the School Committee harmless for any action it may take pursuant to this provision, including any claims made against it by any employee or group of employees.

B.  Procedure

1.     (a)  Upon written notification from the Association to the Superintendent after January 1 that an employee has not paid their agency service fee to the Association, the Superintendent shall meet promptly, but in no event no later than ten (10) school days (or as soon as possible if the Superintendent is away from Woburn) after said written notice to the Superintendent, with said employee and representative of the Association and inform the employee by written notice at that meeting that said employee will be suspended under the provisions of G.L. Chapter 71, Section 42D, last paragraph, without pay for a period of five (5) school days unless said employee pays the fee(s) prior to the effective date of suspension.  Said suspension shall be effective the first workday of the school week next following the date of the meeting. If the employee fail to appear at the meeting, the suspension shall be effective nevertheless.

(b)  If an employee pays the agency service fee during the period of suspension in B1 a. above, the remaining days, if any, of the suspension shall be lifted and the employee shall return to work at their regular rate of pay. The Association shall certify to the Superintendent that the employee has made payment of the agency service fee and is not in arrears for past fees.

c.   In the event any employee is suspended under this Section (B1) for failure to pay an agency service fee to the Association, said employee shall not have either appeal rights to the School Committee or any right to grieve suspension under the grievance procedure (Article 1) of this Agreement.

2.   Termination If any employee still has not paid agency service fee to the Association after the suspension (B1a), the Association shall notify the Superintendent in writing that the agency service fee for said employee remains unpaid, whereupon the Superintendent shall notify the School Committee in writing that an employee's agency service fee has not been paid to the Association after the suspension in (B1a) on page 38. The Committee shall then follow the following procedures:

(a)  if the teacher has professional status, dismissal proceedings under G.L. Chapter 71, Section 42 shall be instituted for any delinquent professional status teacher in a timely manner so that such teacher shall be dismissed prior to the commencement of the next school year, or

(b)   If the teacher does not have professional status and has not paid the fee by April 1 the Committee shall not renew the contract of a delinquent non-professional status teacher for the next school year.

(c)    These provisions shall apply to all delinquent agency service fees outstanding for present employees from the years 2008-2009, 2009-2010 and 2010-2011. Within ten (10) days of signing this Agreement the Association shall submit a list to the Superintendent of any outstanding delinquent employee

D.  The Committee will not be responsible for collecting unpaid or delinquent agency service fees. Nor shall the Committee be liable for any agency service fees not paid or delinquent, or any arbitrator's or labor decision charging the Committee with the payment of unpaid or delinquent agency service fees.

In the event of any arbitration case re: this Article, the Committee shall pay its share of the costs of arbitration as set forth in Article 1 of this Agreement.

ARTICLE 32

EARLY RETIREMENT INCENTIVE

A.        In recognition of dedicated service to the children of Woburn, any teacher covered by this Agreement who has taught for 20 or more years in the Woburn School System may obtain an incentive payment for their final year of teaching by following this established procedure.

B.         Eligible teachers who desire to participate in this program will notify the Superintendent by October 1 preceding the date of retirement of their intention to retire under the provisions of the Massachusetts Teachers Retirement Act. If such notice is submitted in writing by October 1, then the teacher (or their estate in the event of death) shall receive an incentive payment of $6,750.

C.         In lieu of the above plan, a teacher who will have retired at age 62 or earlier and who provides sufficient early written notice to the Superintendent as to the school year at the end of which they intend to retire of their intention to retire under the provisions of the Massachusetts Teachers Retirement Act may elect to receive a $2,750 incentive payment for each of the last three (3) years of teaching according to the following formula. A teacher who provides their notice by October 1 during their third to last year of teaching (or their estate in the event of death) shall resolve an incentive payment of $2,750 payable each of the last three (3) years of employment.

D.        The payment of these monies under Section B and C above will be made either at the end of the then current fiscal year or at the start of the next fiscal year, at the option of the School Committee. If the individual's date of retirement is after July 1, then the individual will have the option of receiving this payment after the following January 1 for tax purposes. Once an individual submits a notice of retirement, and the Committee has formally accepted the retirement, a withdrawal of such notice shall not be allowed except when it is document by greatly changed circumstances.

ARTICLE 33

MIDDLE SCHOOL

A.        Although teachers shall give input as to who will be on a team, the final decision is that of the principal. Sixth grade teams will be made up of two teachers, along with specialists as "satellite" members; seventh and eighth grade teams will be made up of four teachers, along with specialists as "satellite" members.

B.         Special area teachers and guidance counselors in the middle school shall be assigned to a team. As team members, they shall have all of the responsibilities of a team member.

C.         A guidance counselor will meet with the students individually, or in small groups, or in large groups as indicated by the principal.

D.        Middle school teachers shall participate in in-service training at the middle schools on one of the two afternoons they are required to remain after school, whenever such training is made available.

E.         Middle school teachers shall regularly review and evaluate all programs.

F.         Teams shall complete term reports in a form designated by the principal.

G.        Sixth grade teachers will teach sixth grade students, while seventh and eighth grade teachers will teach seventh and eighth grade students respectively, except that teachers in special subject areas (i.e. subjects other than the "core" academic subjects) may be used throughout the school consistent with their certification and with Department of Education regulations. Included in this exception are teachers from the 7-12 Group teaching sixth grade middle school special subjects (as district from "core" academic subjects) of home economics, industrial arts, foreign language, health, math (computer only), and social studies (Geography).

H.        The "interest" period, for which the time will be scheduled by the principal, will be a common period school-wide for all students or will be a common period school-wide for all students in the various grade levels.

I.          There will be a homeroom period scheduled into each day. The homeroom teacher acting as advisor in an advisor/advisee relationship with students shall be at the discretion of the teacher.

ARTICLE 34

TUITION REIMBURSEMENT

1.   A tuition reimbursement fund will be established for teachers beginning in the 2004-2005 school year. The money allocated for this fund is as follows:

2007-2008 $18,000           2008-2009 $20,000

2009-2010 $22,000           2010-2011 $22,000

Teachers interested in reimbursement for tuition must submit completed forms by May 1st of each year (including application for reimbursement form, proof of payment and a copy of your final grade). If a course is taken for college credit, the grade received must be a B or better.

The Course or workshop must be in the area of certification in which the teacher is currently working and certified, or in an area where the teacher plans a class/grade movement in a future year. A committee composed of the Assistant Superintendent for Curriculum, two teachers appointed by the WTA and two administrators will review the applicants and determine the amount of reimbursement each shall receive. The decision of the committee will be final.

The money will be distributed each year by the following criteria:

1.         The total amount that is available that year

2.         The number of applicants that submit completed forms

The amount of reimbursement received by an individual applicant will be based on the amount of money they have spent. Funds must be directed toward tuition payment rather than related expenses.

ARTICLE 35

PROFESSIONAL DEVELOPMENT

Money provided by the State of Massachusetts for the City of Woburn for Professional Development will be used for Professional Development courses.

A Committee composed of the Assistant Superintendent for Curriculum, three (3) teachers appoint by the WTA, one(l) School Committee member and one (1) administrator, will review professional development opportunities proposed by the administration, working towards ensuring that all levels and subject areas are communicated with and aware of the opportunities. The Committee will meet at least twice each year, once in November for opportunities offered after January and once in May for opportunities offered for the following year. The Superintendent (or his designee) will have final approval.

ARTICLE 36

HEALTH INSURANCE

Effective July 1, 2008 all employees who take health insurance from the City will pay an additional 2.5% towards the health insurance premium split.

Effective July 1, 2009 all employees who take health insurance from the City will pay an additional 2.5% towards the health insurance premium split.

Effective July 1, 2009 the following co-pay changes will be implemented:

Currently                               Effective 7/01/09

Office visit $15                     Office visit $20

ER visit $50                          ER visit $75

Mail-in RX $10/$20              Mail-in RX $20/$40

ARTICLE 37

Withdrawal of Unfair Labor Charge

The Woburn Teachers Association agrees to withdraw Unfair Labor Practice charges filed against the City of Woburn School Committee (MUP-06-4786) and the City of Woburn (MUP-06-4785).

APPENDIX B-1

2008-2011

Group One Athletics

 

Step 1

Step 2

Step 3

Football

 

 

Head

 

 

9,838

10,872

11,903

Assistant

 

 

5,606

6,002

6,396

Freshmen

 

 

4,421

4,819

5,210

Baseball/Softball

 

Head

 

 

6,197

6,594

6,989

Assistant

 

 

4,225

4,618

5,013

Freshmen

 

 

3,828

4,225

4,618

Basketball Girls/Boys

 

Head

 

 

6,197

6,594

6,989

Assistant

 

 

4,225

4,618

5,013

Freshmen

 

 

3,828

4,225

4,618

Cheerleaders

 

 

3,040

3,436

3,828

Cross Country

 

 

Head

 

 

3,954

4,252

4,541

Golf

 

 

Head

 

 

3,954

4,252

4,541

Gymnastics

 

 

Head

 

 

4,421

4,819

5,210

Hockey

 

 

Head

 

 

6,197

6,594

6,989

Assistant

 

 

4,225

4,618

5,013

Freshmen

 

 

3,828

4,225

4,618

Indoor Track Girls/Boys

 

Head

 

 

5,210

5,606

6,002

Assistant

 

 

3,436

3,828

4,225

Outdoor Track Girls/Boys

 

Head

 

 

5,210

5,606

6,002

Assistant

 

 

3,436

3,828

4,225

Freshmen

 

 

3,237

3,631

4,028

Soccer/ Field Hockey/Lacrosse

 

Head

 

 

4,576

5,162

5.745

Assistant

 

 

3,403

3,704

3,989

Freshmen

 

 

3,040

3,436

3,828

Swimming

 

 

Head

 

 

4,576

5,162

5,745

Tennis Girls/Boys

 

Head

 

 

3,954

4,252

4,541

Wrestling

 

 

Head

 

 

5,210

5,606

6,002

Assistant

 

 

3,436

3,828

4,225

Equipment Mgr.

 

4,618

5,013

5,409

Faculty Mgr.

 

 

5,209

5,606

6,002

NOTE: No member of the bargaining unit shall be eligible to hold more than two (2) of Group 1, 2 or 3 positions during any one school year. This shall not apply to members currently serving in more than two (2) positions. Seniority of teachers within the System will be one factor in the selection in addition to qualifications and background, but the Committee reserves the right to open the position to applicants outside of the System based upon the salary schedule(s) above.

Group 2 Other Extra Curricular Activities

Art, Library and Music Elementary Supervisors each

2,329

Audio/Visual Directors (3)

1,380

Band Director High School

4,751

Assistant Band Director High School

2,778

Band and Orchestra Director Middle School

1,994

Class Advisors High School (4)

2,298

Class book Advisors Middle School (2)

1,380

Concert Choir/Glee Club/Black & Orange Revue Director-High School

5,364

Drama Coach - High School

2,298

Evening School Director

11,417

Honor Society Advisors High School

1,519

Honor Society Middle School (2)

404

Key Club Advisor - High School

1,534

Interact Advisor High School

1,534

Leo Club Advisor High School

1,534

Mathematics Team Coaches (3)

1,534

*Mentor Coordinator (2) shared

3,500

Mentors    Year 1 600    Year 2   300       Year 3

150

Newspaper/Magazine &Tamer Vision Advisor-High School

1,380

Play Director - High School

2,298

Science Fair Coordinators - Middle School (2)

461

Science Team Coaches (3)

1,380

Special Education Coordinator

5,200

Spectrum Club - High School

1,474

Student Council Advisors High School

2,298

Middle School

1,149

Team Evaluation Coordinator Middle & Elementary (3) total

3,500

Yearbook Advisors - High School (2) each

4,840

Group 3 - Department Heads and Other Differentials

7-12 Department Heads                                                                          7,285

Assistant Department Heads                                                                   3,641

Building Assistant                                                                                   1,865

NOTE: The Committee reserves the right to redefine and/or restructure the above positions as a consequence of its responsibility for establishing educational policy.

Hourly-rate Work:

Tutoring & Summer School                                                                    34.14

* Mentor Coordinator and Mentor monies are subject, on a yearly basis, to funding availability.

NOTE: Groups 1. 2 and 3 stipends shall remain the same for the duration of this agreement.

ARTICLE 38

DURATION

A.  This Agreement shall become effective as of September 1, 2008 and shall remain in full force and effect until August 31, 2011 and from year to year thereafter unless either party notifies the other prior to October 15, 2010 or any October 15th thereafter of its desire to terminate or modify the Agreement.

B.  Negotiations for any school year shall commence by October 15th of the prior calendar year.

ARTICLE 39

SCHOOL CALENDAR

The school calendar for the WTA will be listed in this Contract as an appendix.

SIGNATURES

The signatures below of the representatives of the Association and of the members of the Committee indicate that the parties have duly ratified this Agreement and the Appendices attached hereto, said Agreement with Appendices to be in effect from September 1, 2008 to August 31, 2011.

Signed on this 30th day of April, 2008

On behalf of the Committee:

Patricia Chisholm           Joseph Crowley

Christopher Kisiel          Margarette Masotta

Michael Mulrenan          Denis Russell

John Wells

For the Association:

Rosemary Lyons & Nancy Whalen

Co-Presidents            Nancy Hubbard

Jessica Bedoya         Christine Dudley Marling

Ben Bing                  Steve McDonough

Patti Bosia                 Paul McElheney

Jacquie Cavanagh     Nancy Osgood

Adrienne Christo      Brian Posner

Maura Duffy            Donna Sands

Betsy Fisichella         Paul Scalley

Diane Flanagan         Kerri Vasquezi

Brian Gilbertie

Woburn Public Schools

School Day Calendar

2008-2009

September 2008

October 2008

M

T

W

T

F

M

T

W

T

F

1

2

 

4

5

 

 

1

2

 

8

9

10

11

12

6

7

8

9

10

15

16

17

18

19

13

14

15

16

17

22

23

24

25

26

20

21

22

23

24

29

30

 

 

 

27

28

29

30

31

Sept 1 Labor Day

 

 

Oct 13 Columbus Day

 

Sept 2 Teachers Begin

 

 

 

 

 

 

Sept 4 Students Begin

 

 

 

 

 

 

November 2008

December 2008

M

T

W

T

F

M

T

W

T

F

3

4

5

6

7

1

2

3

4

5

10

11

12

13

14

8

9

10

11

12

17

18

19

20

21

15

16

17

18

19

24

25

26

27

28

22

23

24

25

26

 

 

 

 

 

29

30

31

 

 

Nov 11 Veteran's Day

 

 

 

 

 

 

Nov 26 Early Release Day

 

Dec 23 Early Release Day-

Nov 27-28 Thanksgiving

 

Dec 24-Jan 2 Holiday Recess

Recess

 

 

 

 

 

 

January 2009

February 2009

M

T

W

T

F

M

T

W

T

F

 

 

 

1

2

2

3

4

5

6

5

6

7

8

9

9

10

11

12

13

12

13

14

15

16

16

17

18

19

20

19

20

21

22

23

23

24

25

26

27

26

27

28

29

30

 

 

 

 

 

Jan 5 Classes Resume

Feb 16 President's Day

Jan 19 Martin Luther King Day

Feb 16-20 Winter Recess

March 2009

April 2009

M

T

W

T

F

M

T

W

T

F

2

3

4

5

6

 

 

1

2

3

9

10

11

12

13

6

7

8

9

10

16

17

18

19

20

13

14

15

16

17

23

24

25

26

27

20

21

22

23

24

30

31

 

 

 

27

28

29

30

 

 

 

 

 

 

Apr 10 Good Friday

 

 

 

 

 

Apr 20-24 Spring Vacation

May 2009

June 2009

M

T

W

T

F

M

T

W

T

F

 

 

 

 

1

1

2

3

4

5

4

5

6

7

8

8

9

10

11

12

11

12

13

14

15

15

16

17

18

19

18

19

20

21

22

22

23

24

25

26

25

26

27

28

29

29

30

 

 

 

May 25 Memorial Day

 

The filial day of school to be determined by vote of the School Committee

Note: Workshops to be announced at later date

September

19

October

22

November

17

December

17

January

19

February

15

March

22

April

16

May

20

June

20

 

187

Woburn Public Schools

School Day Calendar

2009-2010

 

September 2009

October 2009

M

T

W

T

F

M

T

W

T

F

 

1

2

3

4

 

 

 

1

2

7

8

9

10

11

5

6

7

8

9

14

15

16

17

18

12

13

14

15

16

21

22

23

24

25

19

20

21

22

23

28

29

30

 

 

26

27

28

29

30

Sep 7 Labor Day

Oct 12 Columbus Day

Sep 8 Teachers Begin

 

 

 

 

Sep 10 Students Begin

 

 

 

 

November 2009

December 2009

M

T

W

T

F

M

T

W

T

F

2

3

4

5

6

 

1

2

3

4

9

10

11

12

13

7

8

9

10

11

16

17

18

19

20

14

15

16

17

18

23

24

25

26

27

21

22

23

24

25

30

 

 

 

 

28

29

30

31

 

Nov 11 Veteran's Day

Dec 23 Early Release Day-

Nov 25 Early Release Day

Dec 24-Jan 3 Holiday Recess

Nov 26-27 Thanksgiving

 

 

 

 

Recess

 

 

 

 

January 2010

February 2010

M

T

W

T

F

M

T

W

T

F

 

 

 

 

1

1

2

3

4

5

4

5

6

7

8

8

9

10

11

12

11

12

13

14

15

15

16

17

18

19

18

19

20

21

22

22

23

24

25

26

25

26

27

28

29

 

 

 

 

 

Jan 4   Classes Resume

Feb 15 President's Day

Jan 18 Martin Luther King Day

Feb 15-19 Winter Recess

March 2010

April 2010

M

T

W

T

F

M

T

W

T

F

1

2

3

4

5

 

 

 

1

2

8

9

10

11

12

5

6

7

8

9

15

16

17

18

19

12

13

14

15

16

22

23

24

25

26

19

20

21

22

23

29

30

31

 

 

26

27

28

29

30

 

 

 

 

 

Apr 2 Good Friday

 

 

 

 

 

Apr 19-23 Spring Vacation

May 2010

June 2010

M

T

W

T

F

M

T

W

T

F

3

4

5

6

7

 

1

2

3

4

10

11

12

13

14

7

8

9

10

11

17

18

19

20

21

14

15

16

17

18

24

25

26

27

28

21

22

23

24

25

31

 

 

 

 

28

29

30

 

 

May 31 Memorial Day

The final day of school to be determined by vote of the School Committee

Note: Workshops to be announced at later date

September

15

October

21

November

18

December

17

January

19

February

15

March

23

April

16

May

20

June

22

 

136

Woburn Public Schools

School Day Calendar

2010-2011

September 2010

October 2010

M

T

W

T

F

M

T

W

T

F

 

 

1

2

3

 

 

 

 

1

6

7

8

9

10

4

5

6

7

8

13

14

15

16

17

11

12

13

14

15

20

21

22

23

24

18

19

20

21

22

27

28

29

30

 

25

26

27

28

29

Sep 6 Labor Day

Oct 11 Columbus Day

Sep 7 Teachers Begin

 

 

 

 

 

Sep 9 Students Begin

 

 

 

 

 

November 2010

December 2010

M

T

W

T

F

M

T

W

T

F

1

2

3

4

5

 

 

1

2

3

8

9

10

11

12

6

7

8

9

10

15

16

17

18

19

13

14

15

16

17

22

23

24

25

26

20

21

22

23

24

29

30

 

 

 

27

28

29

30

31

Nov 11 Veteran's Day

Dec 23 Early Release Day

Nov 24 Early Release Day

Dec 24-Jan 2 Holiday Recess

Nov 25-26 Thanksgiving

 

 

 

 

 

Recess

 

 

 

 

 

January 2011

February 2011

M

T

W

T

F

M

T

W

T

F

3

4

5

6

7

 

1

2

3

4

10

11

12

13

14

7

8

9

10

11

17

18

19

20

21

14

15

16

17

18

24

25

26

27

28

21

22

23

24

25

31

 

 

 

 

28

 

 

 

 

Jan 3 Classes Resume

Feb 21 President's Day

Jan 17 Martin Luther King Day

Feb 21-25 Winter Recess

ADDENDUM TO

2008-2011 CONTRACT

Service Increments/Longevity

Starting 16th year, 1% on the base annually and 1% additional on base annually every (4) years thereafter.

Teachers who received a service increment on September 1st, 2006 will be eligible for their next change on September 1, 2010.

For employees hired after July 1, 1995, service increments will be awarded only on the basis of years of service in the Woburn School Department.

Stipended Positions

Team Evaluation Chairperson (Coordinator)               $5,200.00

Drama and Vocal Music Director-Middle School                    $1,832.00

Peer Mediation & SADD Advisors                              $3,673.00

ADDENDUM SPECIFIC TO 2007-2008

Retro-active Teachers' Salary Schedule

(Effective September 1, 2007)

3%

STEP

B

B+15

B+30

B+45/M

M+15

CAGS/M+30

M+45

M+60/PhD

1

36,940

37,403

38,017

39,593

41,170

42,554

43,939

45,323

2

39,098

39,648

40,376

41,965

43,554

44,949

46,345

47,741

3

41,257

41,892

42,735

44,337

45,938

47,346

48,753

50,160

4

43,416

44,137

45,093

46,709

48,322

49,741

51,159

52,577

5

45,574

46,382

47,452

49,081

50,801

52,138

53,566

54,996

6

47,733

48,626

49,811

51,453

53,092

54,532

55,972

57,412

7

49,891

50,871

52,168

53,826

55,477

56,929

58,380

59,833

8

52,051

53,116

54,528

56,198

57,860

59,324

60,786

62,250

9

54,210

55,361

56,886

58,570

60,245

61,720

63,196

64,671

10

56,368

57,605

59,246

60,941

62,629

64,115

65,602

67,087

11

58,528

59,849

61,603

63,313

65,014

66,510

68,008

69,504

12

60,687

62,095

63,962

65,685

67,398

68,907

70,416

71,925

13

62,863

64,357

66,339

68,078

69,802

71,322

72,843

74,364

 

Evening School Director

$11,417.00

Team Evaluation Chairperson (Coordinator)

$5,200.00

Team Evaluation Coordinator, Middle/Elem. (3) (total)

$3,500.00

Drama and Vocal Music Director-Middle School

$1,832.00

Peer Mediation & SADD Advisors

$3,673.00

Yearbook Advisors High School (2) each

$4,840.00

Mentor Coordinator (2) shared

$3,500.00

Effective in 2007-2008 of a one-year contract

Health Insurance: 2007-2008 will remain at 90/10 with no changes in co-pays.

Article 3 Working Hours and Working Load: Elementary

New language 07-08

B. 1. No teacher will be required to give up his or her duty-free planning period, duty-free lunch period, or recess/morn-ing break for participation on an evaluation team, nor shall any other teacher be assigned the supervision of any additional class.

(a-1) Elementary: underline special subject

(a-2) (p.10) Pending no unforeseen need to alter it, 535 minutes of preparation time will be provided over a 2-week period, as it currently exists at the elementary level.

Teacher Load in Middle School and High School (added for 07-08) Page 11: 6b.

The teachers will be given their schedules for the following year before the students have access to their schedules. The master schedule of teaching at the High School and teaching and duty assignments at the Middle Schools shall be posted in a visible location in each school at the secondary level by the last day of school in June.

Article V Teacher Employment and Resignation (H) (new 07-08)

Article VII Transfers and Vacancies (new 07-08)

ADDENDUM TO 2007-2011 CONTRACT

Service Increments/Longevity starting 16th year, 1% on the base annually and 1% additional on base annually every (4) years thereafter Teachers who received a service increment on September 1st, 2006 will be eligible for their next change on September 1, 2010. For employees hired after July 1, 1995, service increments will be awarded only on the basis of years of service in the Woburn School Department Stipended Positions

Team Evaluation Chairperson (Coordinator)                           $5,200.00

Drama and Vocal Music Director-Middle School                    $1,832.00

Peer Mediation & SADD Advisors                                          $3,673.00

ADDENDUM SPECIFIC TO 2007-2008

Retro-active Teachers' Salary Schedule

(Effective September 1, 2007)

3%

STEP

B

B+15

B+30

B+45/M

M+15

CAGS/M+30

M+45

M+60/PhD

1

36,940

37,403

38,017

39,593

41,170

42,554

43,939

45,323

2

39,098

39,648

40,376

41,965

43,554

44,949

46,345

47,741

3

41,257

41,892

42,735

44,337

45,938

47,346

48,753

50,160

4

43,416

44,137

45,093

46,/09

48,322

49,741

51,159

52,577

5

45,574

46,382

47,452

49,081

50,801

52,138

53,566

54,996

6

47,733

48,626

49,811

51,453

53,092

54,532

55,972

57,412

7

49,891

50,871

52,168

53,826

55,477

56,929

58,380

59,833

8

52,051

53,116

54,528

56,198

57,860

59,324

60,786

62,250

9

54,210

55,361

56,886

58,570

60,245

61,720

63,196

64,671

10

56,368

57,605

59,246

60,941

62,629

64,115

65,602

67,087

11

58,528

59,849

61,603

63,313

65,014

66,510

68,008

69,504

12

60,687

62,095

63,962

65,685

67,398

68,907

70,416

71,925

13

62,863

64,357

66,339

68,078

69,802

71,322

72,843

74,364

 

Evening School Director

$11,417.00

Team Evaluation Chairperson (Coordinator)

$5,200.00

Team Evaluation Coordinator, Middle/Elem. (3)

$3,500.00 (total)

Drama and Vocal Music Director-Middle School

$1,832.00

Peer Mediation & SADD Advisors

$3,673.00

Yearbook Advisors High School (2) each

$4,840.00

Mentor Coordinator (2) shared

$3,500.00

Effective in 2007-2008 of a one-year contract

Health Insurance: 2007-2008 will remain at 90/10 with no changes in co-pays.

Article 3

Working Hours and Working Load: Elementary

New language 07-08

B. 1. No teacher will be required to give up his or her duty-free planning period, duty-free lunch period, or recess/morning break for participation on an evaluation team, nor shall any other teacher be assigned the supervision of any additional class,  (a-1) Elementary: underline special subject (a-2) (p. 10) Pending no unforeseen need to alter it, 535 minutes of preparation time will be provided over a 2-week period, as it currently exists at the elementary level. Teacher Load in Middle School and High School (added for 07-08) Page 11:6b. The teachers will be given their schedules for the following year before the students have access to their schedules. The master schedule of teaching at the High School and teaching and duty assignments at the Middle Schools shall be posted in a visible location in each school at the secondary level by the last day of school in June.

Article 5

Teacher Employment and Resignation (H) (new 07-08)

Article 7

Transfers and Vacancies (new 07-08)

 

March 2011

April 2011

 

M

T

W

T

F

M

T

W

T

F

 

1

2

3

4

 

 

 

 

1

7

8

9

10

11

4

5

6

7

8

14

15

16

17

18

11

12

13

14

15

21

22

23

24

25

18

19

20

21

22

28

29

30

31

 

25

26

27

28

29

 

 

 

 

 

Apr 22 Good Friday

 

 

 

 

 

 

Apr 18-22 Spring Vacation

May 2011

June 2011

 

M

T

W

T

F

M

T

W

T

F

2

3

4

5

6

 

 

1

2

3

9

10

11

12

13

6

7

8

9

10

16

17

18

19

20

13

14

15

16

17

25

24

25

26

27

20

21

22

25

24

30

31

 

 

 

27

28

29

30

 

May 30 Memorial Day

The final day of school to be determined by vote of the School Committee

Note: Workshops to be announced at later date

September

16

October

20

November

18

December

17

January

20

February

15

March

23

April

16

May

21

June

21

 

187

Appendix A-l

Teacher's Salary Schedule

Effective September 1, 2008

(3%)

STEP

B

B+15

B+30

B+45/M

M+15

CAGS/M+30

M+45

M+60/PhD

1

38,048

38,525

39,158

40,781

42,405

43,831

45,257

46,683

2

40,271

40,837

41,587

43,224

44,861

46,297

47,735

49,173

3

42,495

43,149

44,017

45,667

47,316

48,766

50,216

51,665

4

44,718

45,461

46,446

48,110

49,772

51,233

52,694

54,154

5

46,941

47,773

48,876

50,553

52,325

53,702

55,173

56,646

6

49,165

50,085

51,305

52,997

54,685

56,168

57,651

59,134

7

51,388

52,397

53,733

55,441

57,141

58,637

60,131

61,628

8

53,613

54,709

56,164

57,884

59,596

61,104

62,610

64,118

9

55,836

57,022

58,593

60,327

62,052

63,572

65,092

66,611

10

58,059

59,333

61,023

62,769

64,508

66,038

67,570

69,100

11

60,284

61,644

63,451

65,212

66,964

68,505

70,048

71,589

12

62,508

63,958

65,881

67,656

69,420

70,974

72,528

74,083

13

64,749

66,288

68,329

70,120

71,896

73,462

75,028

76,595

Appendix A-2

Effective September 1, 2009

(2.5%)

STEP

B

B+15

B+30

B+45/M

M+15

CAGS/M+30

M+45

M+60/PhD

1

38,999

39,488

40,137

41,801

43,465

44,927

46,388

47,850

2

41,278

41,858

42,627

44,305

45,983

47,454

48,928

50,402

3

43,557

44,228

45,117

46,809

48,499

49,985

51,471

52,957

4

45,836

46,598

47,607

49,313

51,016

52,514

54,011

55,508

5

48,115

48,967

50,098

51,817

53,633

55,045

56,552

58,062

6

50,394

51,337

52,588

54,322

56,052

57,572

59,092

60,612

7

52,673

53,707

55,076

56,827

58,570

60,103

61,634

63,169

8

54,953

56,077

57,568

59,331

61,086

62,632

64,175

65,721

9

57,232

58,448

60,058

61,835

63,603

65,161

66,719

68,276

10

59,510

60,816

62,549

64,338

66,121

67,689

69,259

70,828

11

61,791

63,185

65,037

66,842

68,638

70,218

71,799

73,379

12

64,071

65,557

67,528

69,347

71,156

72,748

74,341

75,935

13

66,368

67,945

70,037

71,873

73,693

75,299

76,904

78,510

Appendix A-3

Effective September 1, 2010

(2%)

STEP

B

B+15

B+30

B+45/M

M+15

CAGS/M+30

M+45

M+60/PhD

1

39,779

40,278

40,940

42,637

44,334

45,826

47,316

48,807

2

42,104

42,695

43,480

45,191

46,903

48,403

49,907

51,410

3

44,428

45,113

46,019

47,745

49,469

50,985

52,500

54,016

4

46,753

47,530

48,559

50,299

52,036

53,564

55,091

56,618

5

49,077

49,946

51,100

52,853

54,706

56,146

57,683

59,223

6

51,402

52,364

53,640

55,408

57,173

58,723

60,274

61,824

7

53,726

54,781

56,178

57,964

59,741

61,305

62,867

64,432

8

56,052

57,199

58,719

60,518

62,308

63,885

65,459

67,035

9

58,377

59,617

61,259

63,072

64,875

66,464

68,053

69,642

10

60,700

62,032

63,800

65,625

67,443

69,043

70,644

72,245

11

63,027

64,449

66,338

68,179

70,011

71,622

73,235

74,847

12

65,352

66,868

68,879

70,734

72,579

74,203

75,828

77,454

13

67,695

69,304

71,438

73,310

75,167

76,805

78,442

80,080

 


Memorandum of Agreement

Between the

Woburn Teachers Association

and the

Woburn School Committee

 

Except as indicated herein, the agreement between the parties effective September 1, 2011 through August 31, 2014 will continue in full force and effect.

 

1.             Duration               Article37

                Effective September 1, 2011 through August 31, 2014

 

2.             Salary:  Appendix A-1, 2, 3 (see attached)

 

                2011-2012            1% on the 91st day   

                2012-2013            1.5% on the first day

2013-2014            2% on the first day

 

3.             Article 36             Health Insurance

 

Effective July 1, 2011 all employees who take health insurance from the City will pay an additional 2.5% towards the health insurance premium split for either the HMO or the indemnity plan.

 

Effective July 1, 2012 all employees who take health insurance from the City will pay an additional 2.5% towards the health insurance premium split for either the HMO or the indemnity plan.

 

4.             Article 36             Tuition Reimbursement

                Money allocated to the tuition reimbursement fund

2011-12                 23,000

2012-13                 24,000

2013-14                 25,000

 


5.             Article 32             Early Retirement Incentive

                Section B.

Add sentence to the end of paragraph: The incentive payment will be made at the time of retirement.

 

Section C.

In lieu of the above plan, a teacher who will have retired at age 62 or earlier and who provides sufficient early written notice to the Superintendent as to the year at the end of which they intend to retire (under the provisions of the Massachusetts Teachers Retirement Act) will receive a deferred payment of $2,750 for each of the last three (3) years of teaching.  Thus, the teacher who provides notice by October 1 of his/her third to last year of teaching shall receive a deferred bulk incentive payment of $8,250 payable to the teacher (or to his/her estate in the event of death) after the effective date of retirement.

 

6.             Article 39             School Calendar

                The first day for teachers will be as follows:

                September 6, 2011

                September 4, 2012

                September 3, 2013

 

7.             Article 13             Evaluation Instrument

 

Article 13, Section F (NEW ADDITION):  The Superintendent and the Woburn Teachers’ Association agree that the current evaluation tool may need to be renegotiated during the life of this contract.

 

 

For the Woburn Teachers’ Association                                           For the Woburn School Committee

______________________________                                          _____________________________

 

Date:  _________________________                                          _____________________________

 

                                                                                                                _____________________________

 

                                                                                                                _____________________________

 

                                                                                                                Date:  ________________________