Boxford

Show detailed information about district and contract

DistrictBoxford
Shared Contract District
Org Code380000
Type of DistrictElementary
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency UnionUnion 58 Boxford Middleton Topsfield
Regional HS MembersMasconomet
Vocational HS MembersNorth Shore RVTSD
CountyEssex
ESE RegionNortheast
Urban
Kind of Communityresidential suburbs
Number of Schools2
Enrollment917
Percent Low Income Students2
Grade StartPK or K
Grade End6
download pdf version of this document view accessible version of this document Agreement Between the Boxford School Committee

Agreement Between the Boxford School Committee

 

And

 

The Boxford Teachers’ Association

 

 

 

 

Effective September 1, 2010 through August 31, 2013

 


Preamble

 

 

Recognizing that our prime responsibility is to provide education of the highest possible quality for the children of Boxford, and that good morale within the teaching staff of Boxford is essential to achievement of that responsibility, we, the undersigned parties to this Agreement, declare that:

 

A.                 Under the law of Massachusetts, the Committee, elected by the citizens of Boxford in conjunction with the Superintendent, has final responsibility for establishing the educational policies of the public schools of Boxford.  Subject to the provisions of the Agreement, the Committee reserves and retains 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, ordinances, regulations, and rules.  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.

 

B.                 The Superintendent of Schools of Boxford (hereinafter referred to as the Superintendent) has responsibility for carrying out the policies so established.

 

C.                 The teaching staff of the public schools of Boxford has responsibility for providing in the classrooms of the schools, education of the highest possible quality.

 

D.                 Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchanges of views and information between the Committee, the Superintendent, and the teaching staff of 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 principles and procedures are hereby adopted.


Article 1-Scope

 

 

Section 1

 

For the purpose of collective bargaining, with respect to wages, hours, and other conditions of employment, the negotiation of collective bargaining agreements, and questions arising hereunder, the Committee recognizes the Association as the exclusive bargaining agent and representative of all classroom teachers, Pre-K teachers, special subject teachers, special needs teachers, school nurses, and school secretaries.

 

 

Article 2 - Negotiation Procedures

 

 

Section 1

 

During or before the month of January of the calendar year in which this Agreement expires, the Committee and the Association agree to enter into negotiations over a successor Agreement in a good faith effort to reach agreement concerning teachers’ wages, hours, and other conditions of employment.  The parties will hold an informal, preliminary meeting on or before October 31, 2009 to determine how they would like to proceed in said negotiations for a successor Agreement.  The parties may include establishing ground rules at the informal meeting in October.

 

Section 2

 

If after a reasonable period of negotiation over the terms of an Agreement, a dispute exists between the Committee and the Association, either party may petition the State Board of Conciliation and Arbitration to initiate mediation and, absent of resolution, fact finding.

 

Section 3

 

Each party to this Agreement shall empower its representatives to bargain fully and reach agreement subject to ratification.

 


Article 3 - Grievance Procedure

 

 

Section 1

 

A grievance is a dispute concerning the meaning, interpretation, or application of this Agreement and any amendment thereto.

 

Section 2

 

The purpose of the procedure set forth hereinafter is to produce prompt and equitable solutions to those problems which from time to time may arise and affect the conditions of employment of the employees covered by this Agreement.  The Committee and the Association desire that such 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.  Every reasonable attempt will be made by the school administration and School Committee to hold response time at all four levels to the shortest time period possible.

 

Section 3 - Level and Procedures

 

A.                 Level One - The grievance shall be presented orally by the employee and an Association representative to the appropriate immediate supervisor of the employee.

 

B.                 Level Two - If at the end of the ten (10) school days following such presentation the grievance shall not have been disposed of to the employee’s satisfaction, the employee may, within five (5) school days thereafter, present the grievance in writing to the Superintendent, who shall, within ten (10) school days thereafter, meet with the employee and an Association representative in an effort to settle the grievance.

 

C.                 Level Three - If at the end of the twenty (20) school days next following such presentation to the Superintendent the grievance shall not have been disposed of to the employee’s satisfaction, the employee may, within five (5) school days following thereafter present the grievance in writing to the School Committee, and within the ten (10) school days thereafter the School Committee shall meet with the employee and Association representative(s) in an effort to settle the grievance.

 


D.                 Level Four - If at the end of the twenty (20) school days next following presentation of the grievance in writing to the School Committee the grievance shall not have been disposed of to the employee’s satisfaction, and if the grievance shall involve the interpretation or application of any provisions of the Agreement, the Association may, by giving written notice to the School Committee within the ten (10) school days next following conclusion of such period of twenty (20) days, present the grievance to the American Arbitration Association for disposition in accordance with the applicable rules of said American Arbitration Association or to the Board of Conciliation and Arbitration. The expenses of such arbitration shall be shared equally by the School Committee and the Boxford Teachers Association.

 

The only issue(s) to be presented before the Arbitrator shall be that or those presented by the parties at Level One through Three.

 

The arbitrator shall be without power or authority to make any decision or award which violates the General Laws of the Commonwealth, requires the commission of an act prohibited by law, or which violates any of the terms of this Agreement.

 

In a final effort to settle any grievances, the Committee and the Association agree to submit any unresolved grievance that the Association has filed for arbitration to the Board of Conciliation and Arbitration for the purpose of utilizing the mediation services offered by the Board.

 

Section 4 - Other Conditions

 

A.                 If at the end of the ten (10) school days next following the occurrence of any grievance, or the date of first knowledge of its occurrence by an employee affected by it, the grievance shall not have been presented at Level One of the procedure set forth in Section 3, 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 therefore by the said Section 3.

 

B.                 If any employee covered by this Agreement shall present any grievance without representation by the Association, the disposition, if any, of the grievance shall be consistent with the provisions of this Agreement, and if the Association shall so desire, it shall be permitted to be heard at each level of the procedure under which the grievance shall be considered.

 

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

 

D.                 If a grievance affects a group of teachers, the Association may submit the grievance in writing directly to the Superintendent and the processing of such grievance will begin at Level Two.

 

 

 


Article 4 - Salaries

 

 

Section 1 - Introductory Statement

 

Salaries for teachers are to be determined generally by the Basic Salary Schedule adopted by the School Committee. In effect, the salary schedule offers a basic plan of payment with regular increases determined by the experience and training an individual teacher has had.

 

Section 2 - Salary Schedule, Teachers

 

A.                 Salaries for teachers covered by this agreement are set forth in Appendix A attached hereto and made a part hereof.

 

B.                 Salaries shall be paid on a twenty-six (26) payment plan. The schedule for such payments will be prepared in the Superintendent’s Office, subject to approval by the School Committee. All summer pays will be paid no later than the last day of school in June, provided that the teacher has completed all normal end-of-year responsibilities, except in emergencies, as approved by the Superintendent or Principal, and no adjustment needs to be made in the final salary payments.  All employees will be compensated through direct deposit.

 

C.                 The salaries of part-time teachers, including the Kindergarten Partner teachers, will be determined by this salary schedule on a pro-rata basis.

 

D.                 When in the opinion of the School Committee, and with the consent of the teacher concerned, it will be to the advantage of the school system for a teacher to be regularly assigned excessive non-classroom work in addition to a full teaching load, then it shall pay the teacher such additional salary as may be considered fair and reasonable. Upon the reversion of the teacher to normal teaching status, the additional salary shall cease.

 

Section 3 - Policies to be Used in Interpreting the Schedule

 

A.                 In the normal course of salary progress, increments for employees rendering satisfactory service will be awarded annually. Increments, however, should not be deemed to be automatic.  In addition, a teacher who has been on unpaid leave of absence for more than half a school year, either entirely within one school year or encompassing portions of two consecutive school years, will not be awarded an increment.

 


B.                 Teachers entering service in the Boxford Public Schools shall be placed on the schedule for the appropriate step and on the proper preparation level as determined by the Superintendent with the concurrence of the School Committee. This decision will be based on the teacher’s teaching experience and educational background as reflected in earned degrees and course credits. Experience shall be evaluated in relationship to the position being filled. The School Committee, on the recommendation of the Superintendent, shall be free in the placement of new teachers on the schedule as described above, with the exception that no teacher be placed on a step and/or preparation level that is higher than his/her actual experience and educational level.

 

C.                 Initial Placement of the Salary Schedule: Credit will be given for the following types of experience outside the Boxford School System: public school teaching; accredited private school teaching not including kindergarten and nursery school, college teaching, permanent substitute teaching in one of the above-type schools.

 

D.                 Evaluation of Credits of Newly Employed Teachers:         

 

(1) A new staff member must submit to the Superintendent an official transcript or other official documentation of courses for which credit on the salary schedule is expected. Such records will be kept on file in the Superintendent’s Office. The Superintendent will evaluate the above documentation to determine the appropriate salary placement and notify the staff member of the number of semester hours credited on the basis of the credentials submitted.

 

(2) Only courses taken within the ten-year (10) period immediately prior to the teacher’s appointment in Boxford shall be granted credit for placement on the intermediate salary schedules.

 

(3) A surplus of credits for a given degree is not creditable above that degree. Only courses will be credited toward the B + 15 schedule which were started after the completion of the Bachelor’s Degree, or its equivalent; and only those courses will be credited toward the M + 15 and M + 30 schedules which were started after the completion of the Master’s Degree.

 

 

Section 4 - Procedures for Salary Schedule Advancement

 

A.                 Purpose of Professional Study Schedules.

 

The establishment of certain intermediate or professional study schedules within the basic salary schedule is intended to promote further study on the part of the teaching staff, which will be reflected in increased competence in the classroom situation. It should also serve to attract to the local staff forward-looking applicants who plan to be career teachers. Therefore, the intent is that such study shall be of professional nature, i.e., regular credit courses at a recognized college or university, successfully completed, directly related to the teacher’s work, and usually taken as part of a planned program under college guidance.

 

 


B.                 By November 1st of the school year prior to that in which advancement is expected on the salary schedule due to coursework completed, a teacher must submit to the building principal, on an appropriate form, the column to which he/she expects to be placed. This will not prohibit a teacher from taking a course which had not been announced by November 1st, with said course leading to advancement on the salary schedule.

 

C.                 For each course utilized for salary schedule advancement, a staff member shall submit a request on a proper form for approval of the course by the Superintendent prior to enrollment.

 

D.                 It shall be the responsibility of the staff member to secure additional information relative to the course of program of study when requested by the Superintendent as necessary for evaluation. The Superintendent shall inform the staff member whether or not approval is given.

 

E.                  The staff member shall provide to the Superintendent evidence of successful completion of approved courses. Said evidence will be kept on file in the Superintendent’s Office.

 

F.                  Placement on a higher salary schedule shall be made after necessary documentation has been filed. Placement shall be effective on the first day of September for courses completed during the spring or summer terms. Placement shall be effective on the first day of January for courses completed during the fall term. In the case of a trimester schedule, placement shall be effective on the first day of the month following the completion of the course. It shall be the responsibility of the staff member to request placement on a higher schedule.

 

G.                 In order to be eligible to be placed upon the Master’s Degree schedule, the major emphasis in the study of a teacher attaining the degree must have been to the Superintendent’s satisfaction in a field that should be of help to the teacher in his/her present position and of benefit to the school system. The attainment of a Master’s Degree will not entitle a teacher to placement on the Master’s Degree schedule unless this qualification is met. Therefore, any teacher undertaking to attain such a degree should request in writing as early as possible from the Superintendent whether such study will meet this qualification.

 


H.                 Effective September 1, 2001, teachers may utilize Professional Development Points (PDPs) as defined by the Department of Education Recertification Regulations, to advance on the salary schedule.  In order to move on the schedule, applicable Professional Development Points must be approved in advance by the Superintendent and the Building Principal, the professional development work must be at least fifteen (15) hours in duration and will require the completion of a project and/or written work and the experience/course must be comparable to a graduate level course.  For the purposes of this section, a fifteen (15) hour professional development course equals one (1) credit for advancement on the salary schedule.  Bargaining unit members may receive an unlimited number of Boxford University credits based upon the approved professional development points.  The project and/or written work shall be consistent with the system’s goals and objectives and/or the school improvement plan.  The Superintendent and the Building Principal shall certify that the program has been completed.

 

I.                    Any teacher presenting a workshop or course of study for the first time for the Boxford University, shall receive the Department of Education approved number of professional development points as a facilitator.

 

 

 

Section 5 - Procedures for Tuition Reimbursement

 

A.                 The School Committee establishes as policy the payment of three-fourths of the tuition cost for courses taken at accredited colleges under the following conditions:

 

(1) The course must be approved in advance by the Principal and the Superintendent and must carry college credit. The course should be part of a planned program to enhance the competence of the teacher in his/her present position and normally would be part of a degree program.

 

(2) The teacher must successfully pass the course and submit a record of the same. Successful completion shall mean the receipt of a grade which the college will accept toward fulfillment of graduate degree requirements. In cases of courses not taken as part of a graduate degree program, a minimum of B or its equivalent will be interpreted as successful completion.

 

B.                 The teacher will be reimbursed for three-fourths of out-of-pocket payment for tuition upon the submission of a receipted copy of the tuition bill to the Superintendent for his approval as evidence of the cost of the course.

 

 

C.                 Reimbursement to the teachers will be made on the basis of the order by which applications are received, but not in excess of the line item for matching tuition funds which will be set at $7,000 for each school year.  Reimbursement of an individual shall be 100% based on the Salem State College course tuition rate. Reimbursement of an individual will be limited to three (3) semester hours of credit per course, including the summer semester.  Payment for courses that award more than three semester hours will be prorated.

 

 

The parties agree that unexpended funds designated for tuition reimbursement shall be added to the professional development account.

 

D.                 If there are more teacher applications than available reimbursements, no one teacher will be allowed reimbursement for more than three semester hours of credit during a fiscal year. If by June 1st, it is determined that a balance remains in this account, then the money will be equally divided up to 75% of the course cost, by the teachers who had taken an approved additional, but not reimbursed, course. Application deadlines are as follows:

 

 


For fall courses, no later than September 15th

For winter courses, no later than January 15th

For spring course, no later than May 15th

For summer courses, no later than July 15th

 

 

E.                  To be eligible for reimbursement of matching tuition funds, a teacher, to the best of his/her knowledge and intent, should be planning to continue on the staff for the semester following the semester when the course is taken. Payment for courses taken during a summer session will be made only to teachers upon return for the next school year.

 

 

Section 6 - Salaries Special Education and Section 504 - Evaluation Meetings

 

A.                 The Committee recognizes that teacher participation in certain Special Education or Section 504 evaluations does require time beyond usual expectation and agrees to provide compensation for this activity at an hourly rate of $27.50, effective September 1, 2004, and effective September 1, 2006 the hourly rate shall be $30.00, to a maximum of one and one-half hours compensation for each meeting under the following terms and conditions:

 

(1) “Special Education or Section 504 evaluation meeting” shall be defined as the annual meeting held to determine the specific elements of the Individual Educational Plan or Section 504 Plan through evaluation, reevaluation, or annual review and specifically excludes meetings for quarterly review of progress. 

 

(2) Compensation for attendance at such meetings at times before 8:35 A.M. and after 3:40 P. M. shall be made to any teacher required by the Principal to be present.

 

(3) Teachers shall be responsible for submitting within fifteen (15) days, a voucher for such payment to the School principal noting the nature, dates, and times of the work performed. Payments will be made to the nearest quarter-hour of the time reported.

 

B.                 The scheduling of above referenced evaluation meetings should fall within the normal workday to the extent possible. In the event the meetings fall during class time, a substitute teacher will be called to cover the class of the teacher involved except in emergency situations.

 

 


Section 7 - Payment for Extra Duties

 

A.                 A sum of $3,500 will be available to be used for stipends for extra duties and extracurricular positions as determined by the School Committee. It is agreed that in a given year in which curriculum committees are established, a stipend will be offered to participating teachers. The $3,500 amount may be offset wholly or in part by the availability of State School Improvement Funds as provided through Chapter 727 or other similar sources.

 

B.                 On or before May 15th of each school year, consideration will be given by the School Committee to suggested extra curricular activities as submitted by the BTA to receive stipends during the next school year.

 

C.                 The Parties agree to establish a sub-committee to work with the Superintendent to establish compensation and titles for any stipend positions.  The Committee and Superintendent reserve the right to fill these positions or leave vacant as the budget allows.

 

          Position                                     Level      2010-2011        2011-2012              2012-2013

Teacher in Charge

 

1,600.00

1,600.00

1,600.00

Mentor I

40

1,250.00

1,250.00

1,250.00

Mentor II

20

   700.00

   700.00

   700.00

Mentor III

20

   700.00

   700.00

   700.00

Mentor Coordinator

50

1,550.00

1,550.00

1,550.00

Math Curriculum Mentor

40

1,250.00

1,250.00

1,250.00

ELA Curriculum Mentor

40

1,250.00

1,250.00

1,250.00

Building Action Team Leader

20

   650.00

   650.00

   650.00

Building Action Team Member

10

   350.00

   350.00

   350.00

Curriculum Action Team Leader

20

   650.00

   650.00

   650.00

Curriculum Action Team Member

10

   350.00

   350.00

   350.00

Professional Development Council

10

   350.00

   350.00

   350.00

Study Group Leader

20

   650.00

   650.00

   650.00

Study Group Member

10

   350.00

   350.00

   350.00

Beginner Band

 

1,250.00

1,250.00

1,250.00

Fifth Grade Band

 

1,250.00

1,250.00

1,250.00

Sixth Grade Band

 

1,250.00

1,250.00

1,250.00

Jazz Band Grade 5

 

1,250.00

1,250.00

1,250.00

Jazz Band Grade 6

 

1,250.00

1,250.00

1,250.00

Chorus Director

 

1,475.00

1,475.00

1,475.00

Chorus Accompanist

 

   525.00

   525.00

   525.00

Extra Curricular Activity Leader 1

10

   350.00

   350.00

   350.00

Extra Curricular Activity Leader II

20

   650.00

   650.00

   650.00

Extra Curricular Activity Leader III

30

   950.00

   950.00

   950.00

Teacher to Teacher I

10

   350.00

   350.00

   350.00

Teacher to Teacher II

20

   650.00

   650.00

   650.00

Teacher to Teacher III

30

   950.00

   950.00

   950.00

Teacher to Teacher IV

40

1,250.00

1,250.00

1,250.00

Teacher to Teacher V

50

1,550.00

1,550.00

1,550.00

Nurse Leader

20

   650.00

   650.00

   650.00

 

Section 8 - Retirement Bonus for Teachers

 

A.                 In recognition of long and dedicated service to the students of Boxford, any teacher covered by this Agreement, who will have served fifteen or more full consecutive years in the Boxford Public Schools and who will have reached an age of 55 years old or more by the date retirement becomes effective, may receive a lump sum bonus payment under the following conditions:

 

(1) An eligible teacher must, by January 15th of their final year of employment, notify the Superintendent in writing of his/her intention to retire under the provisions of the Massachusetts Teachers’ Retirement Act at the end of that school year.

 

(2) The retirement bonus will be calculated by the following formula:

 

(Years of service) X (.005) X (final year’s salary, longevity excluded) = lump sum bonus.

 

Teachers retiring at the end of the school year 1991-1992 and subsequent school years shall have their retirement bonus calculated by the following formula:

 

(Years of service) X (.0075) X (final year’s salary, longevity excluded) = lump sum                        bonus.

 

(3) Upon prior agreement with the Superintendent, the bonus may be paid after July 1st following the completion of duties, or on January 15th of the following year as per teacher’s option.

 

 

 

 

B.                 Under conditions of broken service in which a teacher has served fifteen (15) or more years that were not consecutive, full years prior to the severance may be used in contribution to eligibility. However, only full years of service subsequent to the severance will be considered in computation of the bonus payment.

 

 

C.        The School Committee and the Association agree to establish a 403(b) plan for bargaining unit members who have completed 90 days of service in Boxford.

 

            For teachers with ten (10) full consecutive years of service or less, this program shall replace the retirement bonus in Section 8 A, (2) of this Article.  However, teachers with more than ten (10) years of service may elect to participate in the 403(b) plan. Participation in the 403 (b) plan means that a member is ineligible for the retirement benefit in Section 8 A (2).

 

            The Committee will match the first $125.00 contributed by a unit member.  A unit member may elect to have additional monies withheld as employee contributions to the plan. All 403 (b) matching payments will be made in the 2nd payroll in June. All monies shall be remitted to a third party administrator designated by the Association.  Individual participants shall have the responsibility for ensuring that their total yearly contributions are consistent with IRS regulations.

           


 

Section 9 - Salary Schedules, School Nurses

 

 

Salaries for school nurses covered by this Agreement and not licensed by the Massachusetts Department of Education are set forth in Appendix B, attached hereto and made a part hereof.

 

Section 10 - Salaries Schedules, School Secretaries

 

Salaries for school secretaries covered by this Agreement are set forth in Appendix C, attached hereto and made a part hereof.

 

Article 5 - Leave of Absence - Teachers

 

Section 1 - Absence

 

Any employee absent from duty shall report promptly to the Principal of his/her school or his/her designee the cause of such absence and state its probable duration.

 

 

 

 

 

Section 2 - Sick Leave

 

A.                 In case of personal illness or accident, teachers who are regularly employed shall be allowed fifteen (15) days leave each school year. The unused portion of such leave may accumulate to a maximum of one hundred eighty-three (183) days. Computation of new sick leave entitlements will be made as of September 1st, and will not be retroactive. Teachers (not substitutes) who are on a part-time basis will have their leave, salary deductions, etc., computed on a pro-rata basis depending upon the number of days they are employed in the system each year. Teachers new to the system shall receive such sick leave entitlement only after they have reported to work and have actually worked on the job for at least one day.  A teacher may utilize ten (10) days of his/her personal sick leave per year to care for an immediate family member with a critical illness for whom the bargaining unit member is the primary care giver.

 

B.                 In cases of absence beyond available leave, the matter will lie within the discretion of the School Committee.

 

C.                 The case of a teacher absent for reason of injury suffered in line of duty will be considered as an individual matter by the School Committee, upon written application by the injured teacher, such application to be made within ten (10) days following the accident.


 

D.                 Any employee beginning service after the opening of school in September will have his/her sick leave entitlement prorated by that portion of the school year worked.

 

E.                  Upon request of the Superintendent, all teachers shall furnish a report from the attending physician certifying the cause of absence. Additional reports from the attending physician shall be furnished as requested by the Superintendent in connection with prolonged absences.

 

Section 3 - Bereavement and Compelling Cause Leave

 

A.        A teacher may receive paid leave in each school year, which shall not                            accumulate from year to year, to meet the following obligations which cannot                               otherwise be conducted outside of the school day or school year.

 

 

 

 

 

1.                  Bereavement: In the event of a death in her/his immediate family, a teacher may receive up to five (5) days leave in each school year, such leave not to accumulate.  For the purpose of interpreting this section, the immediate family of a teacher shall include the wife, husband, child, grandchild, parent, grandparent, brother, sister, or any other relative, who, to the satisfaction of the Superintendent, is considered to be a member of the immediate family.  The Superintendent may grant additional bereavement leave if more than one member of the immediate family dies in the same school year.

 

2.                  Compelling cause:  A teacher may use up to three (3) days in each school year for the compelling purpose of transacting or attending to legal business, household or family matters of hardship or other pressing need and not merely personal convenience; provided however, that at least three (3) days  prior notice of each absence is given the Superintendent, utilizing the specified form in Appendix A for this purpose, except in emergency cases. Compelling cause days shall not be used to extend long weekends or school vacations or on consecutive school days except as approved by the Superintendent.  Prior notice for days requested for the month of June must be received prior to April 30th of the school year. By September 1st of each year, the Superintendent will publish a calendar indicating when compelling cause days may not be used.   It is understood by the parties that, compelling cause days not used by a teacher in a given school year shall be converted to sick leave and credited to eligible teachers at the beginning of the next school year. It is also understood that if the use of days by for compelling cause exceeds 100 days total in any year covered by this agreement the parties will meet to review the usage of these days.

 

3.                  Religious Observance:  The Superintendent, at his discretion, may authorize up to two days of paid leave per school year to any teacher to observe a religious holiday viewed by the teacher as obligatory upon herself/himself.  Application of the above days of leave to observe a religious holiday must be made no later than thirty (30) days in advance of the holiday to assure that it can be ascertained that there will be sufficient staffing for the carrying on of school on that religious holiday, except for religious holidays less than thirty (30) days after the opening of school or for newly-hired teachers.  Such leave for religious holidays shall not come out of the teachers’ compelling cause leave.

 

4.                  It shall be the  responsibility of the teacher to furnish sufficient written information to the Superintendent to enable him to make a determination as to whether absence falls within this category.

 

 

B.   Jury Duty Leave:  In the event that a teacher is called for jury duty, said teacher shall be on a temporary leave of absence for the period of jury duty.  The teacher shall be compensated in full for the first three (3) days of jury duty.  Should jury duty extend beyond three (3) days, he/she shall receive her/his daily rate of pay less the compensation received for serving on the jury.  A teacher called to jury duty should attempt to verify in advance the necessity for attendance in order that final arrangements can be made for a substitute teacher.

 

C.  Absence for Massachusetts Teacher Association Annual Meeting:         Two delegates from the Boxford Teachers Association shall receive a day’s leave of absence to attend the annual meeting of the Massachusetts Teachers Association without loss of pay.

 

D.  It is the position of the School Committee that teachers should not be absent from their teaching assignments for any reason except those described in Sections 2, 3, and 4.  Requests for contemplated absences for reasons other than those described in Sections 2 through 4 must, whenever possible be submitted in writing ten (10) days prior to the absence; and, if approval by the Superintendent is given, the amount deducted per diem shall be one two-hundredth (1/200) of the annual salary.

At the discretion of the Superintendent, the amount deducted may be reduced to equal the base rate paid for substitute teachers, according to past practice.  The reasons intended here are those carrying a significant obligation rather than those of pleasure or personal satisfaction.

 

Section 4 - Fulfillment of Leave Policies

 

A.                 Generally, the policies described herein will be fulfilled completely as intended with all personnel. However, the School Committee reserves the right to alter such policies in extreme instances because of extenuating circumstances.

 

B.                 The provisions of this policy whereby teachers may be granted salary during absences provides a means that may be employed by the School Committee for furthering the interests of the schools. It shall not be construed as bestowing a privilege of absence.

 

Section 5 - Leaves Without Pay

 

A.                 Requests for leaves without pay must be filed with the Superintendent and must state the reason and period for which the leave is being requested.

 


 

B.                 Leaves of absence without pay may be granted on account of prolonged illness, needed rest, necessities of home and allied reasons or they may be granted for any other activities which would, in the opinion of the Superintendent, contribute to the future benefit of the Boxford Public Schools.

 

C.                 Leave of Absence - Teachers:  The Committee agrees to grant annually upon written application up to a maximum of three (3) unpaid one-year leaves of absence for the purpose of enabling bargaining unit members to retrain for a different career. Such leaves would be for one entire school year, with the option to renew the leave for a second school year upon written application by January 15th of the first year of leave. The teacher shall return to the next higher step on the salary schedule which he/she held prior to the commencement of such leave if he/she has served ninety (90) consecutive school days prior to the commencement of the leave. For purposes of Article 8, Section 3, time spent on such unpaid leave shall not count toward seniority (length of service) but shall be treated as merely an interruption of service. During the period of leave, the teacher may continue to participate in the Blue Cross-Blue Shield program and the Town insurance program. However, the teacher on leave shall pay the full cost of such coverage. A teacher on such leave must notify the Superintendent of his/her intent to return no later than January 15th of the school year preceding the school year of return. If the Superintendent notifies the Association and the teacher by registered mail to the teacher’s last address on file of the January 15th deadline at least two weeks in advance, then failure to respond by January 15th will result in forfeiture of the teacher’s position.

 

D.                 Family and Medical Leave Act: A teacher who has been employed for one complete year shall be entitled to a leave of absence without pay for up to twelve (12) consecutive weeks for adoption, foster care placement of a child, or if a serious health condition affects the employee or the employee’s spouse, child, or parent in accordance with the Federal Family and Medical Leave Act. Consistent with the Family and Medical Leave Act, during said twelve (12) week leave, an employee on leave under this Section shall continue to be eligible for health insurance with the Town and the employee paying their respective regular costs of the health insurance.

 

Section 6 - Maternity Leave

 

A.                 In accordance with the provision as stated in General Laws, Chapter 149, Section 105D, a leave of absence without pay, for the purpose of giving birth to a child shall be granted to any teacher who applies at least two (2) weeks in advance of the anticipated date of delivery, for a period not to exceed eight (8) weeks or for a period of twelve (12) weeks for a teacher who is eligible for the Family and Medical Leave Act.  The Superintendent at his discretion may make an exception for less notice because of unforeseen circumstances.

 

 

B.                 Within said eight-week (8) period, the teacher may elect during such time she is physically disabled in connection with pregnancy and/or delivery, as certified by her physician to use her accumulated sick leave to the extent of its availability.

 

C.                 If at the end of the eight-week (8) period, the absent teacher’s physical condition makes her eligible for sick leave, the teacher may elect to return to pay status and use her accumulated sick leave to the extent of its availability.

 

D.                 A teacher about to return from leave shall provide a written statement from her physician, certifying her fitness to resume her teaching duties.

 

E.                  The maternity leave may be extended by mutual agreement of the teacher and the Superintendent in order that said teacher may return at an appropriate time in consideration of the students’ programs(s), such as at the beginning of a semester, beginning of a marking period, or after a vacation period.

 

F.                  In lieu of the use of accumulated sick leave if needed in connection with physical disability related to pregnancy and delivery until a teacher is recovered sufficiently to return to work and in lieu of the maternity leave described immediately above, a teacher may apply for an unpaid long-term maternity leave under the following conditions:

 

(1) The teacher shall apply for the long-term maternity leave no later than forty-five (45) days prior to the beginning date of the requested leave period.

 

(2) The unpaid long-term leave shall extend up to a maximum of one (1) year. The date of return shall be set by mutual agreement of the teacher and the Superintendent in order that the teacher may return at an appropriate time in consideration of the students’ program(s), such as the beginning of a year, the beginning of a marking period, or after a vacation period. For purposes of Article 8, Section 3, time spent on such unpaid leave shall not count toward seniority (length of service) but shall be treated as merely an interruption of service.

 

(3) During the long-term maternity leave, the teacher may elect during such time she is physically disabled in connection with pregnancy and delivery, as certified by her physician, to use her accumulated sick leave to the extent of its availability.

 

(4) A teacher about to return from such leave shall provide a written statement from her physician certifying her fitness to resume her teaching duties.

 

 

 

 

 

 

 

 

 


Section 7 - Adoption Leave

 

A leave of absence without pay will be granted to a teacher for a period of up to one (1) year. Advance written notice shall be provided to the Superintendent at least four (4) weeks prior to the beginning of the leave.

 

The date of return shall be set by mutual agreement of the teacher and Superintendent in order that the teacher may return at an appropriate time in consideration of the students’ program(s), such as the beginning of a school year, the beginning of a marking period, or after a vacation period. For purposes of Article 8, Section 3, time spent on such unpaid leave shall not count toward seniority (length of service) but shall be treated as merely an interruption of service.

 

 

Section 8 - Sick Leave Bank

 

A.                 The School Committee and the Association agree to establish a Sick Leave Bank for use by any eligible member of the bargaining unit or building principal who has exhausted his/her own sick leave and has an extended absence due to prolonged and/or serious illness or injury.

 

B.                 The Sick Leave Bank shall be funded by each member of the bargaining unit contributing two (2) days of his/her sick leave upon initial employment to the Sick Leave Bank from that provided in Section A of this Article.

 

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

 

D.                 Extra sick days of those teachers who have accumulated up to 183 sick leave days shall be annually donated to the bank up to a maximum bank account of 400 days.

 

E.                  In the event that the days of the Sick Leave Bank become exhausted, the Sick Leave Bank shall be refunded by each member of the bargaining unit contributing an additional two (2) days to the Sick Leave Bank from his/her accumulated sick leave that is provided in Section A of this Article.

 

F.                  The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting of three (3) representatives of the Boxford Teachers’ Association and the Superintendent or his designee.

 


G.                 Any initial grant of sick leave days by the Sick Leave Bank Committee shall not exceed fifteen (15) days. A first year teacher whose sick leave has been exhausted and who joined the Sick Leave Bank pursuant to Section B above, shall be limited to fifteen (15) days from the Sick Leave Bank.  If need continues beyond fifteen (15) days for any other unit member who joined the Sick Leave Bank pursuant to Section B above, reapplication may be made for extensions of up to a maximum of fifteen (15) days in each instance, with the Sick Leave Bank Committee having sole authority to act on each request by a member of the Sick Leave Bank. No member shall receive more than fifty (50) days from the Sick Leave Bank during one (1) school year, or no more than fifty (50) days for a single period of absence which extends into a second school year, provided that additional sick leave may be granted at the discretion of the Superintendent and School Committee. A teacher suffering from a serious illness, who will eventually need all fifty (50) days of sick leave bank coverage, may make one request for the entire fifty (50) days.

 

H.                 Subject to the provision of this Article, the Sick Leave Bank Committee shall utilize the following criteria in administering the Sick Leave Bank and in determining the amount of leave:

 

(1) Adequate medical evidence of prolonged and/or serious illness or injury.

 

(2) History of prior utilization of sick leave.

 

I.                    The decision of the Sick Leave Bank Committee regarding any request for any sick leave days shall be final and binding and not subject to appeal except for reconsideration to the Sick Leave Bank Committee, and not subject to the grievance and arbitration provisions of this Agreement.

 

Article 6 - Leave of Absence - Nurses and Secretaries

 

Section 1 - Absence

 

Any nurse or secretary absent from duty shall report promptly to the principal of his/her school or his/her designee the cause of such absence and state its probable duration.

 

Section 2 - Sick Leave

 


A.                 In case of personal illness or accident, nurses or secretaries who are regularly employed shall be allowed fifteen (15) days leave each school year. The unused portion of such leave may accumulate to a maximum of one hundred (100) days. Computation of new sick leave entitlements will be made as of September 1st, and will not be retroactive. Nurses or secretaries (not substitutes) who are on a part-time basis will have their leave, salary deductions, etc., computed on a prorated basis depending upon the number of days they are employed in the system each year. Nurses or secretaries new to the system shall receive such sick leave entitlement only after they have reported to work and have actually worked on the job for at least one (1) day.  A nurse or secretary may utilize ten (10) days of his/her personal sick leave per year to care for an immediate family member with a critical illness for whom the bargaining unit member is the primary care giver.

 

 

B.                 In cases of absence beyond available leave, the matter will lie within the discretion of the School Committee.

 

C.                 The case of a nurse or secretary absent for reason of injury suffered in line of duty will be considered as an individual matter by the School Committee, upon written application by the injured nurse of secretary, such application to be made within ten (10) days following the accident.

 

D.                 Any employee beginning service after the opening of school in September will have his/her sick leave entitlement prorated by that portion of the school year worked.

 

E.                  Upon request of the Superintendent, all nurses or secretaries shall furnish a report from the attending physician certifying the cause of absence. Additional reports from the attending physician shall be furnished as requested by the Superintendent in connection with prolonged absence.

 

Section 3 - Bereavement and Compelling Cause Leave

 

A.                 In the event of a death in the immediate family of a nurse or school secretary, or for compelling cause, the nurse or secretary may receive up to five (5) days leave in each school year, such leave not to accumulate. For the purpose of interpreting this section, the immediate family of a nurse or secretary shall include the wife, husband, child, grandchild, parent, grandparent, brother, sister, or any other relative who, to the satisfaction of the Superintendent, is considered to be a member of the immediate family. Compelling cause means quarantine, summons to court as a witness, serious illness of a relative or member of a household, attendance at a staff member’s own marriage or that of a son or daughter, brother or sister; attendance at one’s own graduation from a college or university or that of a spouse, son or daughter, for up to three (3) days, subject to the approval of the Superintendent, or cause approved by the Superintendent. The Superintendent may grant additional bereavement leave if more than one member of the immediate family dies in the same school year.

 


The Superintendent at his discretion may authorize up to two (2) days of paid leave per school year to any nurse or school secretary to observe a religious holiday viewed by the nurse or secretary as obligatory upon himself/herself. Application for the above days of leave to observe a religious holiday must be made no later than thirty (30) days in advance of the holiday to assure that it can be ascertained that there will be sufficient staffing for the carrying on of school on that religious holiday, except for religious holidays less than thirty (30) days after the opening of school or for newly-hired nurses or secretaries. Such leave for religious holidays shall not come out of the nurse’s or secretary’s compelling cause leave.

 

 

B.                 It shall be the responsibility of the nurse or secretary to furnish sufficient written information to the Superintendent to enable him to make a determination as to whether absence falls within this category.

 

C.                 In addition, it is recognized that occasions of compelling personal cause may arise of such a nature that the nurse or secretary may not wish to put them in writing. By such compelling personal cause is meant the involvement of the nurse or secretary or a member of his/her immediate family in problems of an urgent health nature, or in required contacts with such agencies as schools, courts, and hospitals.  A nurse or secretary may receive two (2) days per year of leave with no explanation necessary for which there will be no deduction. Compelling cause days may not be used for days preceding or following school vacation periods and/or long weekends.  In such cases, a nurse or secretary will merely complete the form described in Appendix D.

 

 

 

Article 7 - Transfers

 

Section 1 - Movement

 

Except for the procedural requirements set forth for posting and receipt of applications, the determination of the movement of a teacher from one position to another within the school system shall be at the discretion of the Superintendent.

 

Section 2 - Transfer

 

A transfer is defined as a change in assignment for a teacher from one school to another, from one grade level to another, from a specialist position to a classroom position, or from a classroom position to a specialist position.

 

Section 3 - Job Postings and Assignments

 

The tentative organizational design setting forth proposed positions for the following school year will be posted by the Superintendent by May 1st. Teachers may apply for a voluntary transfer to meet the proposed organizational design for a period of six (6) school days after the posting of the design. Such application shall state the nature of the transfer and the reasons for such request. After the six (6) days, the administration shall contact teachers regarding necessary changes in staffing. The Superintendent shall give full consideration to such requests and shall post the tentative assignments by May 15th.

 

 


The determination of tentative assignments shall be made by the Superintendent. In determining tentative assignments, the Superintendent shall consider the following: ability and competence, specific area of competence sought, requests for voluntary transfer, length of service in the position held. Generally, if circumstances permit, no teacher will be transferred involuntarily in two consecutive school years. If the tentative assignment of a teacher is changed, the teacher shall be notified of such change prior to the posting date to the extent possible.

 

Section 4 - Involuntary Transfers

 

In the case of involuntary transfers, such transfers will be made after a meeting of the teacher, principals, the Superintendent and, if the teacher so desires, a representative of the Association.

 

Section 5 - Involuntary Transfers Between Buildings

 

In the event of an involuntary transfer from one school building to another, the teacher involuntarily transferred will be, if necessary, provided with up to two full days of release time with appropriate substitute coverage. The days provided can be utilized for packing and/or unpacking.

 

Article 8 - Reduction in Force

 

 

Section 1 - Natural Attrition

 

The School Committee shall first use natural attrition to make any such reduction (that is, by resignation and/or retirement.)

 

Section 2 - Retention of Teachers

 

If natural attrition does not accomplish the necessary reduction, the School Committee shall retain those teachers with three (3) or more years in the Boxford School System to the extent that such teachers with three (3) or more years of service in the Boxford School System are certified for the specific position to be filled.

 

Section 3 - Seniority

 

In the event that the above steps do not accomplish the necessary reduction in personnel, then where performance and specific area of competency are equal or similar, seniority (length of service) in the Boxford School System will determine the order of layoff.

 

 

 

 


Section 4 - Definition of Seniority

 

Seniority for teachers will be defined as number of years of service based upon starting date of teaching service. Effective September 1, 1992, years of seniority will be counted and accumulated in terms of Full-Time Equivalency (F.T.E.). All years of service in Boxford prior to 1992/93, however, will be considered full years relative to seniority, regardless of F.T.E. A seniority list will be developed by the School Committee and presented to the B.T.A. on an annual basis.  Pre-K teachers who have been employed for over three (3) consecutive years shall be deemed to hold a seniority date of September 1, 2004. In the event of a tie in terms of seniority, the School Committee shall make the decision in the best interest of the System.

 

Section 5 - Layoff

 

If the person with the shortest length of service in the Boxford School System is laid off, no aspect of the layoff will be subject to grievance and arbitration.

 

Section 6 - Recall

 

Employees having three (3) or more years will be recalled in inverse order of their layoff as to vacancies for which they are certified. Employees will remain on a layoff list for a period not to exceed fifteen (15) months from their date of layoff.

 

 

Article 9 - Work Year and Work Day

 

 

Section 1 - School Calendar

 

The Boxford Teachers’ Association will accept as final the school calendar approved by the Boxford School Committee.

 

The School Committee, acting through the Superintendent, shall consult with the President of the Boxford Teachers Association before establishing the school calendar annually.

 

Section 2 - Work Year for Teachers and Nurses

 

The work year for teachers and nurses shall consist of one hundred eighty-three (183) days, which shall include one hundred eighty-one (181) days with students, one day scheduled prior to the start of the school year and one professional development day scheduled prior to the end of the work year.

 

 

 

Section 3 - Work Year for Secretaries

 

The work year for school secretaries shall consist of one hundred eighty-three (183) days, plus two (2) work weeks immediately preceding the opening of school and two (2) work weeks immediately following the close of school.


 

Section 4 - Work Day for Teachers

 

A.        The teacher workday shall consist of seven (7) hours of consecutive time, which shall include six (6) hours and twenty-five (25) minutes of instructional time commencing with the formal start of the student day and continuing until the normal student dismissal time.  Effective school year 2008-2009, the teacher work day shall consist of seven (7) hours and five (5) minutes of consecutive time which shall be six (6) hours and thirty (30) minutes of instructional time commencing with the formal start of the student day and continuing until the normal student dismissal time. There will be fourteen (14) one hour building-based meetings per year which will be scheduled in advance on a calendar which will be distributed prior to the commencement of the school year. All meetings will be scheduled on the same day of the week. There will be one evening open house per year. The above rule notwithstanding, teachers are expected to perform fully those professional responsibilities which may occasionally require their presence beyond the stipulated hours, (such as giving of assistance to pupils, conducting parent conferences).

 

B.                 At every session of the school year, all teachers shall be in their respective buildings and available for duty at least five (5) minutes before the beginning of the session.  Teachers at the close of the daily school session shall remain in the building at least thirty (30) minutes after the close of school to take care of any details usually connected with the closing of the daily school session.  By mutual agreement between teacher and building principal, the teacher’s availability may be adjusted to be thirty (30) minutes before school and five (5) minutes after the close of the daily session.  Individual instances of exceptions to this rule may be made by the Principal.

 

In addition to the above paragraph, effective September 1, 1999, teachers shall be available for an additional forty (40) minute block per week for grade-level meetings as set forth herein.  The schedule and agenda shall be jointly determined by the teachers and administration at the building level.  When a grade-level team meeting is held, teachers on that team shall not be assigned bus duty at that time.  Said meetings shall not be scheduled on Fridays or any day before a holiday, long weekend or vacation.

 

C.                 Extra or non-classroom duties shall be considered a part of a teacher’s regular assignment, and due no payment outside of the regular salary schedule.  Principals are expected to assign extra duties so as to avoid important inequities.  As needed, a committee consisting of three administrators and/or supervisors and three teachers (appointed by the Superintendent and Association respectively), shall be established to review these extra duties upon request of either party.

 


D.                 The School Committee will provide aides to relieve teachers from the supervision of students during the lunch hour.  In those unusual circumstances where aides are unavailable, the teachers will provide the supervision as directed by the Principal.  Lunch hour shall not be used for any other staff responsibility unless the staff member agrees to do so.

 

E.                  Students’ classes with specialists (Physical Education, Music, Art, Library and Foreign Language) shall be treated as teacher preparation periods and shall not be required to be used for other professional responsibilities without the consent of the teacher. The Committee will make its best efforts to guarantee an average of two hundred twenty (220) minutes of preparation time per full week (i.e. - when a full school day is scheduled for each of the five school days in a week) per full-time teacher, including specialists and special education teachers.

 

 

Section 5 - Release Days

 

There shall be six (6) early release days during the school year, four (4) of which shall be for parent conferences. The other two (2) early release days shall be the first and last day of school for students. In general, every attempt will be made to plan early release day activities within the normal workday hours.

 

 

Article 10 - Other Conditions of Employment

 

 

Section 1 - Automatic Salary Deductions

 

The Boxford School Committee will make provisions for automatic salary deductions for purposes of purchases of United States Savings Bonds, Louise E. Mills Federal Credit Union payments, and Teachers Association dues, effective September 1, 1968. Regulations for carrying on said automatic deductions will be drawn up by the Superintendent subject to approval by the School Committee.

 

Section 2 - Long-Term Disability Insurance

 

The Committee will accept responsibility for 50% of the premium for the long-term disability insurance. The present maximum of $4500 will be increased unilaterally by the Committee if need be to the amount required to meet the 50% funding level during the term of this Agreement. The Committee will make provisions for automatic salary deductions for the purpose of long-term disability insurance.

 

 


Section 3 - Educational Material Reimbursement

 

The sum of one hundred dollars ($100) shall be allowed annually for each teacher to purchase at his/her discretion extra educational materials for the classroom. Effective school year 2008-2009, the sum of $200 shall be allowed annually for each teacher to purchase at his/her discretion extra educational materials for the classroom. The teacher will be reimbursed for expenditures up to said amount by the Principal from the Educational Material Reimbursement Account upon presentation of appropriate receipt(s) showing article(s) purchased. This sum may also be used to reimburse a teacher upon presentation of a voucher for mileage at the rate of $.30 per mile to attend required evening school functions such as parent seminars, art fairs, and school concerts.

 

Section 4 - Posting of Openings

 

The Superintendent shall post in the teachers’ room of each school a notice of openings which occur in teaching positions during the school year or for the coming school year. Openings shall be posted for seven (7) working days. In case of openings which occur between the close of school in June and the opening of school in September, the Superintendent will notify the President of the Association. A teacher has a calendar week to apply. In cases where the Superintendent does not receive a notice before August 1st, the calendar week posting requirements will be waived.

 

 

Section 5 - Automobile Insurance

 

The School Committee agrees to provide through the Town’s insurance plan coverage for those staff members who transport students in their private vehicles in connection with their official duties, such coverage to be excess coverage above that carried by the individual staff member.

 

Section 6 - Malpractice Insurance

 

The School Committee agrees to provide through the Town’s insurance plan malpractice coverage for the school nurses for actions performed as part of their official duties.

 

Section 7 - Professional Development

 

A Professional Development Committee shall be established and shall be composed of at least four (4) teachers named by the Association (at least two from each school) and two (2) members of the administration named by the Committee.   The PDC shall be co-chaired by a teacher member and one of the administrative members.  The PDC shall make recommendations to the Superintendent for a District Professional Development Program for teachers.  The Superintendent shall serve as a non-voting ex-officio member.

 

 


Section 8 - New Provisions for New Employees

 

New teachers, as a condition of employment, shall complete one course per year for the first three years of employment based on the needs of the teacher, as prescribed by the Principal.

The school district will pay the cost of the course.

 

New teachers, as a condition of employment, will be required to attend an additional two day orientation session prior to the commencement of the school year at no additional compensation.

 

Section 9 - Personnel File

 

A teacher has the right to review and make copies of the contents of his/her personnel file and to place in the file a written response to any written evaluation or complaint.  No derogatory materials will be placed in the personnel file until the teacher has been notified of his/her right to review and write a response to it.  Such notification is not required in the case of evaluation statements which the teacher has already signed.

 

 

Section 10 - Evaluation

 

The parties negotiated evaluation documents, Performance Standards for Teachers and Guidelines for Teacher Observation and Evaluation, are incorporated herein and attached hereto as Appendix E.

 

The Parties agree that the current evaluation instrument needs to be upgraded.  Therefore a sub-committee shall be established with the sole purpose of reviewing and developing a more effective instrument, within the State guidelines for evaluations.  The Association and Committee agree to support and enforce the current process until a new program is developed and agreed to.

 

Article 11 - Duration

 

Section 1 - Effective Dates

 

Subject only to the right to reopen as described in Article 2, this Agreement shall become effective September 1, 2010 and continue in effect to and including August 31, 2013.

 

 

 

 

 

 

 

IN WITNESS WHEREOF the parties to this Agreement have caused this Agreement to be executed by their agents hereunto duly authorized.

 

 

BOXFORD TEACHERS’ ASSOCIATION                BOXFORD SCHOOL COMMITTEE

 

By   ______________________________                 By

Co-Chairman, Negotiating Team                                       Chairman

 

        ______________________________

            Co-Chairman, Negotiating Team

 

 

       Date                                                                            Date


 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX A-1

TEACHERS’ SALARY SCHEDULE

2010-2011

 

 

STEP

B

B + 15

M

M + 15

M + 30

M + 45

M + 60

1

 

36,934

37,571

38,187

39,142

40,098

41,053

42,009

2

 

39,438

40,076

40,691

41,647

42,602

43,558

44,513

3

 

41,943

42,580

43,196

44,151

45,105

47,210

48,165

4

 

44,446

45,083

45,699

46,654

47,818

48,564

49,520

5

 

46,951

47,587

48,203

49,159

50,114

51,070

52,025

6

 

49,455

50,093

50,707

51,662

52,618

53,573

54,530

7

 

51,959

52,596

53,212

54,168

55,122

56,078

57,033

8

 

54,463

55,122

55,717

56,672

57,628

58,583

59,538

9

 

56,967

57,604

58,220

59,176

60,131

60,995

62,043

10

 

59,472

60,108

60,723

61,679

63,634

63,590

64,545

11

 

61,975

62,613

63,229

64,184

65,138

66,094

67,050

12

 

64,478

65,116

65,732

66,688

67,643

68,600

69,553

13

 

 

 

68,237

69,192

70,148

71,103

72,059

   14

 

 

 

70,742

71,697

72,653

73,608

74,565

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Note: Effective September 1, 2007, nurses who are licensed by the Massachusetts Department of Education will be placed on the appropriate column of the salary schedule at the salary closest to the salary that the nurse received in the 2006-2007 school year.

LONGEVITY (2010-2011):  Teachers  and nurses who have served for more than ten (10) years of consecutive service in Boxford will receive $1,100 above the normal placement on the above schedule, after fifteen (15) years of consecutive service in Boxford $1,400 above the normal placement on the above schedule, after twenty (20) years of consecutive service in Boxford $1,700 above the normal placement on the above schedule, after twenty-five  (25) years of consecutive service in Boxford $2,000, above the normal placement on the above schedule and after thirty (30) years of consecutive service in Boxford $2,300, above the normal placement on the above schedule.

 

Placement of newly hired teachers will be based upon years of experience, as determined by ARTICLE 4, Section 3B.

 

Interrupted service for unpaid leaves under ARTICLE 5, Sections 5, 6 and 7 shall be deemed as not constituting a break in the years of consecutive service.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX A-2

TEACHERS’ SALARY SCHEDULE

2011-2012

STEP

B

B + 15

M

 M + 15

 M + 30

M + 45

 M + 60

1

       37,488

       38,135

       38,760

       39,729

       40,699

       41,669

       42,639

2

       40,030

       40,677

       41,301

       42,272

       43,241

       44,211

       45,181

3

       42,572

       43,219

       43,844

       44,813

       45,782

       47,918

       48,887

4

       45,113

       45,759

       46,384

       47,354

       48,535

       49,292

       50,263

5

       47,655

       48,301

       48,926

       49,896

       50,866

       51,836

       52,805

6

       50,197

       50,844

       51,468

       52,437

       53,407

       54,377

       55,348

7

       52,738

       53,385

       54,010

       54,981

       55,949

       56,919

       57,888

8

       55,280

       55,949

       56,553

       57,522

       58,492

       59,462

       60,431

9

       57,822

       58,468

       59,093

       60,064

       61,033

       61,910

       62,974

10

       60,364

       61,010

       61,634

       62,604

       63,574

       64,544

       65,513

11

       62,905

       63,552

       64,177

       65,147

       66,115

       67,085

       68,056

12

       65,445

       66,093

       66,718

       67,688

       68,658

       69,629

       70,596

13

       65,445

       66,093

       69,261

       70,230

       71,200

       72,170

       73,140

14

       65,445

       66,093

       71,803

       72,772

       73,743

       74,712

       75,683

One-time $200 FY12 Only

       65,645

       66,293

       72,003

       72,972

       73,943

       74,912

       75,883

 

Note:  $200 payment is for Represented Personnel who are at the top step as of FY11.  This does not become part of the base and is not carried over into FY13.

 

 

 

 

 

LONGEVITY (2011-2012):  Teachers  and nurses who have served for more than ten (10) years of consecutive service in Boxford will receive $1,100 above the normal placement on the above schedule, after fifteen (15) years of consecutive service in Boxford $1,400 above the normal placement on the above schedule, after twenty (20) years of consecutive service in Boxford $1,700 above the normal placement on the above schedule, after twenty-five  (25) years of consecutive service in Boxford $2,000, above the normal placement on the above schedule and after thirty (30) years of consecutive service in Boxford $2,300, above the normal placement on the above schedule.

 

Teachers who have not received longevity payments prior to September 1, 2011 will not be eligible for a longevity payment if they are receiving a step increase.

 

Effective on the first payroll in Fiscal Year 2012, teachers who had been on the maximum step for 2010-2011 school year and who will be employed for the 2011-2012 school year will receive a one time $200.00 bonus payment which will not be applied to the base salary in future years.

Placement of newly hired teachers will be based upon years of experience, as determined by ARTICLE 4, Section 3B.

 

Interrupted service for unpaid leaves under ARTICLE 5, Sections 5, 6 and 7 shall be deemed as not constituting a break in the years of consecutive service.


APPENDIX A-3

TEACHERS’ SALARY SCHEDULE

2012-2013

STEP

B

B + 15

M

 M + 15

 M + 30

M + 45

 M + 60

 M + 75

1

       38,144

       38,802

       39,438

       40,424

       41,412

       42,398

       43,385

       44,385

2

       40,730

       41,389

       42,024

       43,011

       43,998

       44,985

       45,971

       46,971

3

       43,317

       43,975

       44,611

       45,597

       46,583

       48,757

       49,743

       50,743

4

       45,902

       46,560

       47,196

       48,183

       49,385

       50,155

       51,142

       52,142

5

       48,489

       49,146

       49,782

       50,770

       51,756

       52,743

       53,729

       54,729

6

       51,075

       51,734

       52,368

       53,355

       54,342

       55,328

       56,317

       57,317

7

       53,661

       54,319

       54,955

       55,943

       56,928

       57,915

       58,902

       59,902

8

       56,247

       56,928

       57,542

       58,529

       59,516

       60,502

       61,489

       62,489

9

       58,833

       59,491

       60,127

       61,115

       62,101

       62,993

       64,076

       65,076

10

       61,420

       62,077

       62,712

       63,700

       64,686

       65,673

       66,660

       67,660

11

       64,005

       64,664

       65,301

       66,287

       67,272

       68,259

       69,247

       70,247

12

       66,590

       67,249

       67,886

       68,873

       69,859

       70,848

       71,832

       72,832

13

       66,590

       67,249

       70,473

       71,459

       72,446

       73,433

       74,420

       75,420

14

       66,590

       67,249

       73,060

       74,046

       75,033

       76,020

       77,008

       78,008

 

 

 

 

 

 

 

 

 

 

 

 

LONGEVITY (2012-2013):  Teachers and nurses who have served for more than ten (10) years of consecutive service in Boxford will receive $1,100 above the normal placement on the above schedule, after fifteen (15) years of consecutive service in Boxford $1,400 above the normal placement on the above schedule, after twenty (20) years of consecutive service in Boxford $1,700 above the normal placement on the above schedule, after twenty-five  (25) years of consecutive service in Boxford $2,000, above the normal placement on the above schedule and after thirty  (30) years of consecutive service in Boxford $2,300, above the normal placement on the above schedule.

Teachers who have not received longevity payments prior to September 1, 2011 will not be eligible for a longevity payment if they are receiving a step increase.

 

 

Placement of newly hired teachers will be based upon years of experience, as determined by ARTICLE 4, Section 3B.

 

Interrupted service for unpaid leaves under ARTICLE 5, Sections 5, 6 and 7 shall be deemed as not constituting a break in the years of consecutive service.

 

 

 

 

 

 

                          APPENDIX B - SALARY SCHEDULE FOR SCHOOL NURSES

(Not Licensed by the Massachusetts Department of Education)

 

              STEP                 2010-2011                       2011-2012                      2012-2013

 

1

22.25

22.58

22.98

 

2

23.48

23.83

24.25

 

3

24.73

25.10

25.54

 

4

25.95

26.34

26.80

 

5

27.19

27.60

28.08

 

6

 

28.47

28.90

29.41

 

 

The Superintendent, on the recommendation of the Principal, shall have full discretion as to the placement of new nurses on the schedule.

 

Increments shall not be deemed to be automatic. Annual increments will be granted upon recommendation of the Principal to the Superintendent that service has been performed in a satisfactory manner.

 

 


                       APPENDIX C - SALARY SCHEDULE FOR SCHOOL SECRETARIES

 

 

                 STEP                                  2010-2011                   2011-2012                   2012-2013

 

1

 

-

 

-

 

-

 

2

 

-

 

-

 

-

 

3

 

-

 

-

 

-

 

4

13.72

13.93

14.17

 

5

14.49

14.71

14.96

 

6

15.25

15.48

15.75

 

7

16.02

16.26

16.55

 

8

16.78

17.03

17.33

 

9

17.54

17.80

18.12

 

10

18.30

18.58

18.90

 

11

19.07

19.36

19.70

 

12

19.82

20.12

20.47

13

20.57

20.88

21.24

    

 

 

 

Secretaries who have served for more than ten (10) years of consecutive service in Boxford will receive $200 per year above the normal placement on the above schedule.

 

The Superintendent, on the recommendation of the Principal, shall have full discretion as to the placement of new secretaries on the schedule.

 

Increments shall not be deemed to be automatic. Annual increments will be granted upon recommendation of the Principal to the Superintendent that service has been performed in a satisfactory manner.

 

School Secretaries shall have as paid holidays those holidays occurring within the school year for which school is not in session and which do not fall within the regular school vacations. These paid holidays would normally be Labor Day, Columbus Day, Veteran’s Day, Thanksgiving Day, and the day after Thanksgiving, Martin Luther King Day and Memorial Day.

 

The Principal is authorized to award compensatory time for overtime work which he/she requires.


APPENDIX D - COMPELLING PERSONAL DAY REQUEST FORM

 

Article 5, Section 3C and Article 6, Section 3C

Compelling Cause Leave

 

It is recognized that occasions of compelling personal cause may arise of such a nature that the bargaining unit member may not wish to put them in writing. By such compelling personal cause is meant the involvement of the unit member or member of his/her immediate family in:

 

·          problems of urgent health nature, or

·          required contacts with such agencies as schools, courts, and hospitals

 

A unit member may receive two days per year of leave with no explanation necessary for which there will be no deduction.

 

In such cases, a unit member is required to complete the following form to serve as a record:

 

__________________________________________________________________________________

 

 

I wish to have my day of absence on _____________________________________________________

recorded as the day of compelling personal leave without written explanation consistent with the provisions of Article 5, Section 3A or Article 6, Section 3A of the Collective Bargaining Agreement.

 

 

 

Date: ____________________                       Signature: _____________________________________    

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 



 

 

 

 

 

 

 

 

 


 

 

 

 

 

 

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