Braintree

Show detailed information about district and contract

DistrictBraintree
Shared Contract District
Org Code400000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersBlue Hills RVTSD
CountyNorfolk
ESE RegionSoutheast
Urban
Kind of Communityeconomically developed suburbs
Number of Schools9
Enrollment5377
Percent Low Income Students14
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Braintree

 

 

 

 

AN AGREEMENT

 

BETWEEN THE

 

BRAINTREE SCHOOL COMMITTEE

 

AND THE

 

BRAINTREE EDUCATION ASSOCIATION

 

 

 

 

 

September 1, 2009 to August 31, 2010

 

and

 

September 1, 2010 to August 31, 2013

 

 

 

 

NAME:                      ___________________________________________

 

SCHOOL:                  ____________________________________________

 

 

 

 

           


 

FOR THE BRAINTREE SCHOOL COMMITTEE:

 

            David Cunningham, Chairman

            Shannon Hume, Vice-Chairman

David Ringuis, Recording Secretary

Melissa Berman McDonald

Pamela Kiley

Joseph C. Sullivan, Mayor

Joseph Zarrella

 

NEGOTIATING COMMITTEE:

 

            David Cunningham

            Shannon Hume

            David Ringuis

           

 

FOR THE MAYOR:

            Peter Morin

            Carolyn Murray

 

FOR THE BRAINTREE EDUCATION ASSOCIATION:

 

Larry Kramer, President

Christine Giacomozzi, Vice President

            Rhonda Terrill, Treasurer

 

NEGOTIATING COMMITTEE:

Unit A:   Holly Belmosto, Chairperson

               Kevin Coyne

               Christine Giacomozzi

               Cynthia MacAleese

               Elaine Rooney

               Michael Stewart

               Kathy Tuffy

Unit B:   Nancy Moynihan

Unit C:   Regina Sullivan

Unit D:   Marie Rountree

Unit E:   Virginia Holmes

Unit F:    Janice Molloy

Unit G:   Janice Garrigan

Unit H:   Janice Garrigan

                           Larry Kramer, Ex-Officio

 

 

TABLE OF CONTENTS

 

ARTICLE                                                                                                                                                       PAGE NO.

 

PREAMBLE                                 ..................................................................................................................................................... 1

 

ARTICLE 1                                  RECOGNITION....................................................................................................................... 1

 

ARTICLE 2                                  RIGHTS AND OBLIGATIONS OF THE

                                                        SCHOOL COMMITTEE........................................................................................................ 2

 

ARTICLE 3                                  NEGOTIATION PROCEDURE............................................................................................. 3

 

ARTICLE 4                                  GRIEVANCE PROCEDURE................................................................................................. 3

 

ARTICLE 5                                  SALARIES................................................................................................................................ 5

 

ARTICLE 6                                  CLASS SIZE............................................................................................................................. 5

 

ARTICLE 7                                  SPECIALISTS AND SPECIAL PROGRAMS..................................................................... 6

 

ARTICLE 8                                  TEXTBOOKS........................................................................................................................... 6

 

ARTICLE 9                                  TEACHER EVALUATION.................................................................................................... 7

 

ARTICLE 10                                VACANCIES AND PROMOTIONS..................................................................................... 8

 

ARTICLE 11                                TEACHING HOURS............................................................................................................... 9

 

ARTICLE 12                                NON-TEACHING DUTIES................................................................................................. 10

 

ARTICLE 13                                TEACHER ASSIGNMENT................................................................................................. 11

 

ARTICLE 14                                TRANSFERS.......................................................................................................................... 11

 

ARTICLE 15                                TEACHER EMPLOYMENT............................................................................................... 12

 

ARTICLE 16                                SICK LEAVE......................................................................................................................... 12

 

ARTICLE 17                                BRAINTREE PUBLIC SCHOOLS CALENDAR............................................................ 13

 

ARTICLE 18                                TEMPORARY LEAVES OF ABSENCE........................................................................... 14

 

ARTICLE 19                                EXTENDED LEAVES OF ABSENCE............................................................................... 16

 

ARTICLE 20                                SABBATICAL LEAVES...................................................................................................... 18

 

ARTICLE 21                                TEACHER FACILITIES..................................................................................................... 18

 

ARTICLE 22                                REDUCTION IN STAFF...................................................................................................... 19

 

ARTICLE 23                                SUBSTITUTES...................................................................................................................... 22

 

ARTICLE 24                                INSURANCE.......................................................................................................................... 23

 

ARTICLE 25                                PROFESSIONAL DEVELOPMENT AND

IMPROVEMENT/RECERTIFICATION.......................................................................... 24


 

 

ARTICLE 26                                PERSONAL INJURY BENEFITS....................................................................................... 25

 

ARTICLE 27                                POSITIONS IN SUMMER SCHOOL AND

UNDER FEDERAL PROGRAMS....................................................................................... 26

 

ARTICLE 28                                USE OF SCHOOL FACILITIES......................................................................................... 26

 

ARTICLE 29                                PAYROLL DEDUCTION..................................................................................................... 26

 

ARTICLE 30                                GENERAL.............................................................................................................................. 27

 

ARTICLE 31                                SICK LEAVE BANK............................................................................................................ 28

ARTICLE 32                                ADMINISTRATIVE FACILITIES AND

WORKING CONDITIONS.................................................................................................. 29

 

ARTICLE 33                                REGISTERED NURSES...................................................................................................... 30

 

ARTICLE 34                                ADMINISTRATIVE ASSISTANTS................................................................................... 33

 

ARTICLE 35                                PARAEDUCATORS............................................................................................................. 37

 

ARTICLE 36                                TITLE I TEACHERS............................................................................................................ 41

 

ARTICLE 37                                OCCUPATIONAL THERAPISTS AND PHYSICAL THERAPISTS........................... 43

 

ARTICLE 38                                CERTIFIED OCCUPATIONAL THERAPIST ASSISTANTS AND

                                                        PHYSICAL THERAPIST ASSISTANTS.......................................................................... 43

 

ARTICLE 39                                ACADEMIC FREEDOM..................................................................................................... 44

 

ARTICLE 40                                AGENCY SERVICE FEE..................................................................................................... 44

 

ARTICLE 41                                NO STRIKE-LOCKOUT...................................................................................................... 46

 

ARTICLE 42                                HEALTH AND SAFETY...................................................................................................... 46

 

ARTICLE 43                                DURATION............................................................................................................................ 46

 

APPENDIX A                               SALARIES.............................................................................................................................. 47

 

APPENDIX B                               EVALUATION PROCEDURES, STANDARDS AND FORMS..................................... 65

 

APPENDIX C                               HEALTH INSURANCE CO-PAY SCHEDULE……………………………………………………………………….116

 

APPENDIX D                               MENTORING PROGRAM................................................................................................ 117

 

APPENDIX E                               RECERTIFICATION......................................................................................................... 121

 

APPENDIX F                                POLICY AND PROCEDURE FOR HANDLING COMPLAINTS ABOUT INSTRUCTIONAL MATERIALS................................................................................................................................................ 122

APPENDIX G                               CORI AGREEMENT.......................................................................................................... 124

 

CALENDARS                              ................................................................................................................................................ 125

INDEX                                           ................................................................................................................................................ 129



PREAMBLE

 

The School Committee of the Town of Braintree and the Braintree Education Association agree that the educational welfare of the children of the Braintree Public Schools is paramount in the operation of the schools.  The parties further agree that the development and fulfillment of educational programs of the highest quality require harmonious working relationships among the School Committee, the administrative staff, the teaching staff, the administrative assistants, and the nurses.  In order to promote maximum utilization of the ability, experience, and judgment of all parties sharing responsibility for the quality of instruction, the parties do hereby agree as follows:

 

In order to effectuate the provisions, and to encourage and abet effective and harmonious working relationships between the Braintree School Committee (hereinafter called the "Committee") and the professional staff in order that the cause of public education may best be served in Braintree; this agreement is made and entered into on the first day of September by and between the School Committee and the Braintree Education Association (hereinafter called the "Association").

Article 1

RECOGNITION

 

For the purposes of collective bargaining with respect to wages, hours, and other conditions of employment, the negotiation of collective bargaining agreements, and any question arising there under, the Committee recognizes the Association as the exclusive bargaining agent and representative of the following professional employees (as such employees are defined in Section 1 of Chapter 150E of the General Laws of Massachusetts) of the Committees:

 

Unit A:     All full-time and regular part-time classroom teachers, media specialists, guidance counselors, school adjustment counselors, special subject teachers, special needs teachers, and school psychologists.

 

Unit B:      Assistant principals, directors, supervisors, and housemasters, but excluding the Superintendent, the Assistant Superintendent, Principals, and Business Manager.

 

Unit C:     Registered Nurses.

 

Unit D:     Administrative Assistants.

 

Unit E:      All paraeducators.

a.      Special Needs and Instructional Paraeducators

b.      Media Paraeducators

c.      Computer Lab Paraeducator

d.      Receptionist/Attendance

e.      Hall monitor

 

Unit F:      Title I Teachers

 

Unit G:     Occupational Therapists

                  Physical Therapists

 

Unit H:     Certified Occupational Therapist Assistants

                  Physical Therapist Assistants

Unless otherwise indicated, the employees in the above Unit A and Unit B will be hereinafter to as Teachers.

 

With respect to nurses, Occupational Therapists and Physical Therapists, references to teachers with Professional Teacher Status shall be deemed to refer to nurses, Occupational Therapists and Physical therapists who have completed at least three continuous years of service in the Braintree Public Schools to the extent allowed by law.  References to teachers who have not acquired Professional Teacher Status shall be deemed to refer to nurses, Occupational Therapists and Physical Therapists who have not completed three continuous years of service in the Braintree Public Schools to the extent allowed by law.

 

Articles 1 through Article 4 and Articles 18 and 40 will also apply to Unit C and D listed above.

Articles 1, 2, 3, 4, 17, 18, 19, 24, 25, 26, 27, 28, 29, 30, 31, 40, and Salary Appendix A will apply to Unit E listed above.

 

Articles 1, 2, 3, 4, 13(D), 18, 24, 25, 26, 27, 28, 29, 30, 38, 39, 40, 41, and Salary Appendix A will apply to Unit F.

 

Articles 1 to 4, 7, 9, 10, 16 through 20, 22, 24 to 31, Salary Appendix A (Teachers’ Salaries), and Appendix D will apply to Unit G.

 

Articles 1 to 4, 9, 10, 16 to 19, 22, 24 to 31, and Salary Appendix A will apply to Unit H.

 

Article 2

RIGHTS AND OBLIGATIONS OF THE SCHOOL COMMITTEE

 

A.  It is agreed that the Braintree School Committee is a public body established under and with powers provided by the General Laws of the Commonwealth of Massachusetts, and nothing in this Agreement shall be deemed to derogate from or impair any power, right or duty conferred upon the Committee by statute or any rule or regulation of any agency of the Commonwealth.  It is further agreed that the Committee, Superintendent, Building Principals and other designated administrative representatives shall exercise their respective functions, duties and responsibilities in a manner consistent with law and Committee policy, which administrative functions, duties and responsibilities include but are not limited to hiring, promoting/transferring, assigning and retaining employees with the Braintree Public Schools, determining whether to withhold an increment and to suspend, demote, discharge, or take other disciplinary action against employees subject to the provisions of Article 37 of this agreement, to relieve employees from duties because of lack of work or for other legitimate reasons, to maintain the efficiency of operations entrusted to the school system, to determine the methods, means and personnel by which such operations ought to be conducted, to establish curricula, and to take whatever action may be necessary to carry out the policies of the Committee and its mission of education in situations of an emergency.  Provided, however, that in the exercise of their rights and responsibilities the School Committee, Superintendent and Principals shall not take any action which violates the terms and provisions of this Agreement.

 

B.  The School Committee, acting through its designated administrative representatives, shall have the right to make and enforce reasonable rules for the safe, efficient, and orderly operation of the Braintree Public Schools, provided that such rules shall be consistent with the terms and provisions of this Agreement.

 

C.     Any reference to the term "Committee" in this Agreement shall include, when appropriate and /or legally required, the Superintendent, Principals, or other designated administrative representatives.

 

Article 3

NEGOTIATION PROCEDURE

 

A.     Not later than December 1 of the calendar year preceding the calendar year in which this Agreement expires, the Committee agrees to enter into negotiations with the Association over a successor agreement in accordance with the procedure set forth herein in a good-faith effort to reach agreement concerning wages, hours, and other conditions of employment for all unit members.

 

B.     The Committee agrees to furnish upon request to the Association published budgets available to the public.

 

C.           When a substantive agreement is reached, it shall then be made in writing and submitted for ratification to the Committee and to the Association.  A simple majority constitutes ratification.  When approved by both parties, it shall be signed by the respective Chairman of the Committee and the President of the Association.

 

Article 4

GRIEVANCE PROCEDURE

 

A.     General Statement.    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 covered by this Agreement.  The parties recognize the importance of prompt and equitable disposition of  any grievance at the lowest organizational level possible.  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 this employee, through regular administrative channels, and that settlement will not be inconsistent with terms of this agreement.

 

B.     Definition of a Grievance. A grievance is hereby defined to mean a dispute arising from a complaint by any employee or employees covered by this Agreement relating to the meaning, interpretation, or application of any of the terms and provisions of this Agreement, or a dispute as to the compliance of either party hereto with any of its obligations under this Agreement.  This does not limit the Association or the Committee from bringing up for discussion and possible agreement any other differences which might arise between the parties hereto.  However, it is mutually agreed that these differences shall not be referable to the grievance and arbitration provisions of this Agreement without mutual consent of both parties hereto.

 

C.     Grievance and Arbitration Procedure.  Step 1:  The aggrieved employee or the Association shall first discuss the dispute with his principal or immediate supervisor, either directly or through the Association's school representative, with the objective of resolving the matter informally.  If a teacher or the Association does not forward a written grievance to the Superintendent within thirty (30) school days after the teacher or the Association knew or should have known of the act or condition on which the grievance is based, then the grievance will be considered as waived.  A dispute as to whether a grievance has been waived under this paragraph will be subject to arbitration pursuant to Step 4.

 

Step 2:

a.  If the Association or the aggrieved person is not satisfied with the disposition of the grievance at Step 1, the Association or the aggrieved person may file the grievance in writing with the Superintendent of Schools within 15 school days after the Step 1 meeting or after receiving the response of the Step 1 supervisor, whichever is sooner.

 

b.  The Superintendent will represent the administration at this level of the grievance procedure.  Within ten (10) school days after receipt of the written grievance by the Superintendent, the Superintendent will meet with the aggrieved person in an effort to resolve it.

 

Step 3. 

If the Association or the aggrieved person is not satisfied with the disposition of grievance at Step 2, the Association or the aggrieved person may file the grievance in writing with the School Committee within 15 school days after the Step 2 meeting or after receiving the Superintendent’s Step 2 response, whichever is sooner.  Within 10 school days after receiving the written grievance, the School Committee will meet with the aggrieved person or the Association for the purpose of resolving the grievance.

 

Step 4

a.  If the Association or the aggrieved person is not satisfied with the disposition of the grievance at Step 3, the Association may submit the grievance for binding arbitration to the American Arbitration Association within 30 school days after the Step 3 meeting.  The parties will be bound by the rules and procedures of the American Arbitration Association in the selection of an arbitrator.

 

   b.  Within ten (10) school days after such written notice of submission to arbitration, the Committee and the Association will agree upon a mutually acceptable arbitrator and will obtain a commitment from said arbitrator to serve.  If the parties are unable to agree upon an arbitrator or to obtain such a commitment within the specified period, a request for a list of arbitrators may be made to the American Arbitration Association by either party.  The parties will be bound by the rules and procedures of the American Arbitration Association in the selection of an arbitrator.

 

   c.  The arbitrator shall have the authority to settle only a grievance which concerns the interpretation and application of this agreement.  The arbitrator shall have no power to add to, subtract from, or modify this agreement.

 

   d.  The arbitrator so selected will confer with representatives of the School Committee and the Association and hold hearings promptly and will issue his decision not later than twenty (20) days from the date of the close of the hearings, or, if oral hearings have been waived, then the date the final statements and proofs are submitted to him.  The arbitrator's decision will be in writing and will set forth his findings of fact, reasoning, and conclusions on issues submitted.  The arbitrator will be without power or authority to make any decisions which require the commission of an act prohibited by law or which is in violation of the terms of the Agreement.  The decision of the Arbitrator shall be submitted to the School Committee and to the Association, and subject to law, shall be final and binding provided that the Arbitrator shall not in any way usurp any of the functions of the School Committee or the proper exercise of its rights, powers and authority under the law and as reserved in this Agreement.

 

  e.  The costs for the services of the arbitrator, including per diem expenses, if any, and actual and necessary traveling and subsistence expenses will be borne equally by the School Committee and the Association.

 

D.  All documents, communications, and records dealing with the processing of a grievance will be filed apart from the personnel files of the participants.

 

E.  Forms for filing grievances, serving notices, taking appeals, making reports and recommendations, and other necessary documents will be jointly prepared by the Superintendent and the Association and will be reproduced and given appropriate distribution by the Superintendent so as to facilitate operation of the grievance procedure.

 

F.  When an essential employee and/or an aggrieved employee is required by the Superintendent, the School Committee or the Arbitrator to meet during school hours for a resolution of a grievance, that employee will suffer no loss of pay for that day.

 

Article 5

SALARIES

 

The salary schedule of all positions covered by this Agreement is set forth in Appendix A which is attached hereto and made a part hereof.

 

Article 6

CLASS SIZE

 

A.  The School Committee and the Association recognize that class size is an important factor in good education and will whenever possible, subject to space availability and all other educational considerations insure that class size is of the most effective nature for both pupil and teacher. The Committee will endeavor to adhere to the design capacity in assigning students to laboratory stations, listening booths, or other work areas or stations.  However, the final decision as to class size will be made by the School Committee in the best interest of all.  Whenever possible, no class taught by one teacher will exceed thirty students, and the pupil/teacher ratio in study halls will not exceed 40 to 1.


 

B.  Except in case of emergencies, the School System will be staffed on a system-wide basis to provide in the following classifications a pupil/teacher ratio of not greater than the following:

 

1.     Primary (K-3)                                                                                                                                               23

2.     Intermediate (4-6)................................................................................................................. 28

3.     Secondary (7-12)

A. English       ......................................................................................................................... 23

B.  Science      ......................................................................................................................... 24

C.  Social Studies, Mathematics & Language.................................................................. 25

4.     Elective English writing courses, Grades 11 & 12............................................................ 18

 

It is the mutual understanding of the parties that this does not require the Committee to assign staff so as to maintain any specific pupil/teacher ratio or maximum class size for any individual class, teacher, grade level, or school in the Braintree School System.

 

Article 7

SPECIALISTS AND SPECIAL PROGRAMS

 

Certain special programs are essential to a good educational system.  Only trained and qualified personnel should be retained to conduct these programs.  Suggestions for programs may be initiated at any level by teachers, administrators, or parents.  Requests for additional personnel should go through the usual channels.  Teachers in special programs are subject to the same hours, wages, and working conditions as classroom teachers.

 

Article 8

TEXTBOOKS

 

A.  The Committee will provide sufficient textbooks to insure that each pupil in a classroom has textbooks for his own use.

 

B.  When a recommendation for a new textbook at the secondary level is about to be made to the Superintendent, a meeting of all teachers concerned will be called; and at that meeting, the teachers concerned will be given an opportunity to express their opinions and to vote on the textbook desired.  A summary of such comment and vote shall be presented to the Superintendent.

 

C.  When a recommendation for a new textbook at the elementary level is about to be made to the Superintendent, the following procedure will be used.  Notification of a textbook selection meeting will be included in the Superintendent's monthly calendar.  The committee is to be comprised of the assigned Director, assigned Principals, and volunteer affected elementary teachers representing each grade and each school.  A Chairperson and recording secretary shall be elected from this group.  Posted meetings shall be held regularly.

If the Committee so decides, and if funds, where needed, are available within the constraints of the budget, textbooks can be piloted at each grade level by members of the committee after which time the piloting teachers will present opinions related to curriculum.

At the textbook selection meeting, the textbook committee will recommend to elementary teachers a maximum of three (3) textbooks.  Opinions regarding these textbooks will be presented by the piloting teachers for the subject involved (if the textbook has been piloted), and by the Chairperson of the Committee.  Any other opinion may be given from the floor.

After this meeting, complete sets of the textbooks and supplemental information, if available, for the textbooks recommended will remain in each school for at least ten (10) school days.  Following that, a meeting will be scheduled where a vote of the teachers who will be using the text will be taken.  A vote of those in attendance that will use the textbook shall be recorded and presented to the Superintendent.  A summary of this vote and the opinions (including a minority report if necessary) shall be presented to the Superintendent as a recommendation of the teachers.

 

D.  It is understood and agreed that the Superintendent possess final authority with regard to the choice of, or changes in, textbooks, and that any decision of the Superintendent in these respects shall not be subject to fact finding, or to the grievance and arbitration provisions of this Agreement.

 

Article 9

TEACHER EVALUATION

 

A. The observation and evaluation forms appearing in Appendix B shall be used for the duration of this Agreement.  All monitoring or observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher.  Teachers will be given a copy of any evaluation report prepared by their superiors and will have the right to discuss such report with their superiors.

 

B. 1.  Chapter 71, Section 42C, General laws of Massachusetts "Records of teachers: Inspection.

School officials of cities and towns keeping records concerning any teacher or his work shall, at the written request of the teacher, permit the teacher by appointment to inspect the contents of his personnel folder, files, cards, and records, and to make copies of such contents and records as concern his work or himself."

 

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

 

3.  Any complaints regarding a teacher made to any member of the administration by any parent, student, or other person, will be promptly called to the attention of the teacher.

 

C.  The Association recognizes that any Administrator whose job description requires the supervision and evaluation of a staff member has the authority and responsibility of taking appropriate disciplinary action or reprimanding that person for delinquency of professional performance.  Non-administrative personnel of the Braintree Public Schools, including substitute teachers, will not initiate written reports concerning the work performance of a teacher.

 

D.  The Braintree Public Schools Teacher Evaluation Form for Teachers with Professional Teacher Status is attached to this Agreement and included therein as Appendix B.

 

E.     The following procedures shall govern evaluation and observation in the Braintree Public Schools:

1. The procedures set forth in Appendix B shall be used in conducting evaluations and observations.

 

2. Teachers in the Braintree Public Schools shall be evaluated by the following personnel:

a.    High School teachers - by the Headmaster or his designee and the appropriate director or coordinator.

 

b.   Middle School - by the Principal or his/her designee and the appropriate director or coordinator.

 

c.   Elementary School - by building principals.  However, if the elementary teacher is responsible for teaching predominantly one (1) subject in a particular grade, then the principal and the appropriate director or coordinator shall evaluate.

 

d. Specialists shall be evaluated by the building principal and the appropriate director or coordinator.  If a specialist teaches in more than one building, he/she will be evaluated by the principal of his or her choice in the first year, and the other principal(s) shall alternate in successive years until all supervising principals have evaluated the specialist.

 

e. Notwithstanding the above, all teachers may be evaluated by the Superintendent, and Assistant Superintendent.

 

Article 10

VACANCIES AND PROMOTIONS

 

A.  Whenever any vacancy occurs during the school year (September through June), it will be adequately publicized by the Superintendent by means of a notice placed on the Association bulletin board in every school at least ten (10) school days in advance of the appointment, if possible.  It is understood that a vacancy may be subject to change as a result of assignments and transfers pursuant to Articles 13 or 14.  All postings will also be posted in the Administration Building.

 

B.     1. During July and August written notice of any administrative vacancies will be given to the Association.

 

2. No permanent administrative appointment will be made within fifteen days of notice to the Association.

 

3. Those wishing to be considered for any specific open position(s) in Units A, B, C, D, E, and F which may occur between the close of school in June and September 1 may file in the Superintendent's office a self-addressed envelope which will be mailed to that person with an announcement if a position becomes available.  Those wishing such consideration will specify the position(s) in which they are interested.

 

C.  All teachers will be given adequate opportunity to make application for such positions and the Committee agrees to give due weight to the professional background and the attainment of all applicants. The Association recognizes and the Committee agrees to continue the present policy of promoting from within the system whenever possible.

 

D.  Qualifications, requirement, duties, salary differentials, and other pertinent information shall be set forth in such notice.

 

E.  The qualifications and duties set forth for a particular position will not be changed between posting and hiring unless the Association has been notified in writing in advance.

 

F. Vacant extra curricular positions will be publicized by means of a notice placed on the Association bulletin board in the appropriate building(s) fifteen school days in advance of the appointment if possible.

 

Article 11

TEACHING HOURS

 

A.  The usual starting and dismissal times for students shall be as follows:

 

SCHOOL                        PUPILS  START                 PUPILS ENDS

B.H.S.                                       7:35 a.m.                        2:05 p.m.

Middle                                      8:05 a.m.                        2:25 p.m.

Elementary                               8:45 a.m.                        2:50 p.m.

 

B. Teachers at the secondary level will report to their buildings in sufficient time to be in their classrooms or at their other assignment at least ten (10) minutes before students' starting time, and shall remain in their buildings after the students' ending time for forty-five (45) minutes one day and fifteen (15) minutes on other days of the school week (except Friday), to provide instruction for pupils.  Teachers at the elementary level will report for duty in their respective buildings at least ten (10) minutes before the pupils' starting time and shall remain in their buildings after the pupils' closing time for ten (10) minutes each day of the school week (except Friday).  Pre-K teachers shall report for duty at least 10 minutes before the pupil’s starting time and shall remain in their buildings after the pupils’ closing time for 15 minutes each day of the scheduled work day except Fridays.  In no case shall the work day exceed 6 hours.

 

C.  Librarians and guidance counselors shall remain at their stations for the same hours as stated for teachers in Section B, and longer where students' needs require.

 

D. Every teacher shall be allowed a lunch period the same as, and apart from, that of his pupils.  An elementary teacher shall be allowed the time of recess of his pupils except when the recess is indoors.

 

E. The interpretation of teacher load should be of the broadest possible nature to allow for the flexibility needed by both administrator and teacher to attain the educational goals for our students.  To accomplish this goal, middle school teachers will have no more than thirty (30) teaching blocks, six (6) supervisory blocks and no less than six (6) unassigned blocks during a six day period.  Teachers may by mutual agreement teach additional blocks up to a maximum of six (6) per six-day period in lieu of a like number of supervisory blocks.  High school teachers will have no more than thirty-five (35) teaching blocks, seven (7) supervisory blocks, and no fewer than seven (7) unassigned blocks during a seven-day period.

In the event the Committee adopts a different class (teaching) schedule during the term of this Agreement, the ratio of teaching assignments set forth above shall be extrapolated to insure that the intent of these provisions is met.

 

F.  If there is a lack of a substitute teacher; a regular teacher may be assigned on an equitable basis to cover a class for a colleague.  Any teacher who receives an assignment which results in the loss of his/her preparation period and/or specialist period shall be compensated at the rate of twenty-five ($25.00) dollars per period.  If a teacher covers a class during a supervisory period, it is not expected that this will be an additional teaching period and the teacher shall not receive the twenty-five dollar per period substitute rate.  Volunteers, at the twenty-five ($25.00) dollars per period rate, will be accepted before teachers are assigned for coverage.

 

G.  Elementary classroom teachers will be released when specialists are present according to the existing practice.  Elementary teachers shall be provided with a minimum of five preparation periods of at least thirty (30) continuous minutes each week.  The Committee shall endeavor to provide a daily preparation period for elementary teachers.

 

H.  The Committee will strive to insure that elementary specialists are assigned to teach no more than seven (7) periods per day.

Article 12

NON-TEACHING DUTIES

 

A.  The Committee and the Association agree that a teacher's primary responsibility is to teach.  It must be remembered, however, that in addition to that primary purpose there are other responsibilities within the School that must be assumed by teachers.  The Committee and the Association recognize that paraeducators, clerical employees are useful and necessary in order to implement teaching.  The Committee, having made provisions for paraeducators, will continue to work toward the improvement of this situation.

 

B.  Teachers will not be required to drive pupils to activities which take place away from school buildings. Teachers may do so voluntarily with the advance written approval of their principal or immediate supervisor. Teachers should not drive students without another adult in the car.

 

C.  The Committee agrees that facilities and personnel will be retained to computerize the programming, attendance records and report cards of the Braintree Public Schools.

 

D.    Teachers shall not be responsible for collecting lunch money.

 

E.     No teacher shall be required to perform non-teaching duties on days on which s/he is scheduled to travel between buildings to complete his/her teaching assignments.

 


Article 13

TEACHER ASSIGNMENT

 

A. Teachers will be notified in writing of any change in program for the coming school year, including the schools to which they will be assigned the grades and/or subjects that they will teach, and any special classes they will be assigned to, except in cases of emergency.  While every effort will be made to give such notification by June 1, it is recognized that last-minute changes may be required by unforeseen circumstances.

 

B. Except in unusual circumstances where there is no reasonable alternative, teachers will be assigned to classes within the scope of their teaching certificates and/or their major and minor fields of study.

 

C. Selection for changes in grade assignments in the elementary schools or in subject assignments in the secondary schools will be made by the Superintendent or his designee from among volunteers in the first instance.

 

D. Teachers assigned to duties in more than one school in any school day will be paid at the mileage rate allowed by the IRS as of each September 1 for the then current school year if they use their own cars for the purpose of driving between schools.

 

E. No later than May 15 of each school year the Superintendent shall post in all school buildings a list of known vacancies which will occur during the following school year.

 

F. Teachers who desire a change in grade and/or subject assignment or who desire to transfer to another building shall file a written statement of such desire with the Superintendent no later than May 20.  Such statement shall include the grade and/or subjects to which the teacher desires to be assigned and the school or schools to which he desires to be transferred, in order of preference.

 

G. It is agreed that assignment of teachers to sixth grade positions will be made from teachers who teach in the K-6 classification or who presently teach sixth grade (including those on leave of absence from such positions), notwithstanding the present placement of sixth grade teachers in secondary departments and/or classifications.

 

Article 14

TRANSFERS

 

A.  When a reduction in the number of teachers in a school is necessary, every effort will be made to transfer first teachers qualified for the opening in other schools who volunteer for such transfers.

 

B.  If the necessary reduction cannot be achieved in the above manner, selection for involuntary transfers shall be made by the Superintendent after a conference with the teacher involved.

 

C.  The Superintendent may determine that it is necessary in the best interest of a teacher and/or school to transfer a teacher.  This will not be done without a conference with the teacher involved.

 

D.  Teachers who oppose such transfers as indicated in paragraphs B and C above, may present their case in writing to the Superintendent of Schools.  In such event, the Superintendent will arrange a meeting between the teacher, the PR&R Committee and the Superintendent.

 

E.  In the determination of requests for voluntary reassignment and/or transfer, the convenience and wishes of the individual teacher will be honored to the extent possible.  Teachers desiring a transfer will submit a written request to the Superintendent stating the assignment preferred.  Such requests must be submitted between September 1 and June 1 of each school year.  Requests must be renewed each year.  All requests for transfer will be acknowledged by the Superintendent or his designee in writing and in each case where the request has not been granted, the teacher will be informed of the reason.  In filling non-promotional vacancies occurring within the professional staff of the school system, consideration shall be given to teachers voluntarily requesting transfers under this article, and no assignment of new teachers will be made until all teachers' transfer requests have been considered.

 

F.  Before a teacher is assigned or transferred to a particular school, the principal of the school in question will be consulted regarding said assignment or transfer.

 

G.  No later than the regular School Committee Meeting in October, the Superintendent shall make available to the Association a system-wide schedule showing the names of all persons who have been reassigned or transferred and the nature of such reassignment or transfer.

 

Article 15

TEACHER EMPLOYMENT

 

A.  Full credit will be given for complete years of previous teaching experience under contract upon initial employment, provided, however, that the Committee may hire up to five teachers annually on a lower step, but not less than at one half (1/2) credit for previous teaching experience, that is acceptable to the teacher and the administration.  The Association will be notified of any such hiring.

 

B.  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 if their last year was a full teaching year.

C.  Previously accumulated unused sick leave days will be restored to those returning within two (2) years by appointment and to teachers who have been recalled pursuant to Article 22, Paragraph D.

 

D.  The Association will be notified when any exception is made in the salary in hiring off-schedule.

 

Article 16

SICK LEAVE

 

A.  All employees, except Title I employees, covered by this agreement will receive 15 days of sick leave per year.  Title I employees will receive 14 days of sick leave per year.

 

B.  The maximum number of sick leave days which can be accumulated by Unit A members is 207 days. However, those who have already accumulated a greater number of days prior to September 1, 1989, will retain that number until the numbers in the schedule above exceed the number of days previously accumulated.

 

C.     The maximum number of sick leave days which can be accumulated by members of Unit B will be determined by this schedule:

 

School Year + 4 weeks.................................. 235 days

School Years + 2/3 weeks.............................. 221 days

School Year................................................... 207 days

Full Year........................................................ 277 days

 

However, those who have already accumulated a greater number of days prior to September 1, 1989, will retain that number until the numbers in the schedule above exceed the number of days previously accumulated.

 

D.  Employees may use up to ten (10) days of accumulated sick leave each year to care for an ill member of the employee’s immediate family.

 

E. Employees employed following the commencement of the normal school year shall be granted sick leave on the basis of one (1) day per month during the remainder of the school year.

 

F.  No new employee shall be entitled to sick leave until he/she has assumed his/her position.

 

G.  Sick leave may be used for temporary disability due to pregnancy and/or the termination thereof in accord with existing law.

 

ARTICLE 17

CALENDAR

 

 

School will begin on the first Wednesday in September.  In the event that school is to begin before Labor Day, the first day for teachers would be the Tuesday before the first Wednesday in September.  There would be no school and teachers would not be required to work on that Friday before Labor Day.

 

The calendars for the 2009-2010, 2010-2011, 2011-2012 and 2012-2013 school years are attached.

 

1.      The length of the teachers' work year will be 182 days, but in no event will it be more than two days longer than the school year for children.  The Committee may schedule up to two (2) additional days each year for professional development that shall be compensated on a per diem basis for teachers, Title I teachers, administrators, and other employees required to attend these days.  These additional days shall be scheduled for no longer than the length of a regular school day.  Reasonable notice shall be provided to employees required to attend these additional days.  If either or both of the additional days are removed from the calendar, the day(s) shall be rescheduled as a regular school day(s).

 

2.   Each year, teachers will be expected to attend four "P.T.O. Nights" or other evening meetings for the purpose of communicating with the parents of their students.  For purposes of these meetings, “evenings” may begin upon the adjournment of school in each respective building.  These meetings shall be scheduled in each building by the building administrator after consultation with the faculty for that building.  Each of these sessions will not exceed 2 ½ hours in length, and teachers will be given at least 30 days advance notice of these meetings.  Security escort will be available to faculty on these nights.  If a staff member is alone after a meeting scheduled pursuant to this paragraph, the staff member may request an escort from the building security to their vehicle.  The escort will leave from a designated exit and vehicles will park in a designated area.

 

Article 18

TEMPORARY LEAVES OF ABSENCE

 

A.  All employees covered by the agreement are entitled to two days leave of absence with pay per year for personal, legal, or business matters which require absence during school hours.  However, no one employee may take two consecutive work days as personal days under this section to extend a holiday or school vacation.

 

B.  Employees may be entitled at the discretion of the Superintendent to the following temporary leaves of absence with pay each school year:

1.  A total of one day leave of absence for personal, legal, or business matters which require absence during school hours.  Application to the Superintendent shall be made at least twenty-four hours before taking such leave except in the case of emergency.  Additional days may be granted by the Superintendent for the observance of religious holy days or for personal, legal, or business matters when leave days have been exhausted by the observance of religious holy days.

 

2.  By request to the Superintendent one week in advance, the following leaves may be granted:

a.   1 day to receive a college or graduate degree.

b.   1 day to attend the graduation of a member of the employee's immediate family.

c.   Up to 3 days to attend conferences or workshops sponsored by a professional association as an official delegate of the Braintree Education Association.

d.      1 day for visiting other schools.

 

C.  Employees will be granted the following temporary leaves of absence with pay each school year.

1.  Five days in the event of each death of a member of the immediate family.  Members of the immediate family shall include:  spouse, child, parent, grandparent, grandchild, brother, sister, guardian, mother-in-law, and father-in-law.  One day may be granted for a person domiciled in the same household or for other relatives not mentioned above at the discretion of the Superintendent.

 

2.  A maximum of ten days per school year for military reserve duty, provided that such obligations cannot be fulfilled on days when schools are not in session.  Salary shall be based on the difference between teacher's salary and the amount received from the government for the period of absence on duty.

 

3.  A leave of absence will be granted to employees called to do jury duty.  An employee granted leave under this section shall be paid his/her regular compensation for the period of such leave, less the compensation received by him/her for serving on the jury.  All requests for such leave must be made in writing to the Superintendent as far in advance as possible, so that appropriate steps can be taken to secure a substitute for such person while on such leave.

 

D.  Leaves taken pursuant to Section A, B or C above will be in addition to any sick leave to which the employee is entitled.

 

E.   Employees who are adoptive or co-parents are entitled to 10 days of paid leave per child for business attendant to the adoption and/or leave to care for the child. Adoption or co-parenting leave will be deducted from sick leave.

 

F.  Family Medical Leave Act (FMLA Leave)

1.  Any full-time employee who has been employed for at least one (1) year or more shall be entitled to family medical leave of up to twelve (12) weeks during the year:

a.  to care for a son or daughter within a year of birth, adoption or the initiation of foster care;

b.  to care for a spouse, child or parent suffering from a serious health condition; and/or;

c. because the employee's own serious health condition makes the employee unable to perform the functions of his or her position.

 

2.  Family/medical leave is unpaid except that the employee may use paid leave for an equivalent amount of unpaid leave, depending upon the reasons for the employee's leave.  The types of paid leave employees may use includes sick leave when FMLA leave is due to the employee's serious health condition.

 

3.  During unpaid family/medical leave, employees shall be entitled to participate in all medical and other insurance plans on the same terms as if the employee had continued to work.

 

4.  At the end of the leave, employees shall be returned to the positions they held before the leave began, or to an equivalent position, subject to layoff or other position elimination.

 

5.  Application procedure

a.     Except in emergencies, employees shall apply to the Superintendent at least thirty (30) calendar days before the start of the leave period.

b.     The employee shall indicate the anticipated date of return to active employment.

c.     Employees may be required to produce reasonable medical and other certification of the need for family/medical leave within fifteen (15) calendar days of requesting leave.  The Superintendent may require the employee to submit medical recertification during leave at thirty (30) calendar day intervals, and may require employees to report periodically on their status and intent to return to work.  As a condition for returning to work, an employee who has been on family/medical leave may be required to present medical certification that the employee is able to resume work.

 

6.  Leave entitlements under FMLA, state law and this agreement run concurrently when they cover the same type of leave.

 

Article 19

EXTENDED LEAVES OF ABSENCE

 

A.  A leave of absence without pay of up to two (2) years will be granted to any teacher with professional teacher status who joins the Peace Corps or serves as an exchange teacher, and is a full-time participant in either of such programs.  Upon return from such leave, a teacher will be considered as if he were actively employed by the Committee during the leave and will be placed on the salary schedule at the level he would have achieved if he had not been absent.

 

B.  Military leave will be granted to any teacher with professional teacher status who is inducted or enlists in any branch of the armed forces of the United States, for the period of continuous service required by such induction or enlistment up to a maximum of five years, but not continuing into any period of additional voluntary service.  Upon return from such leave, a teacher will be placed on the salary schedule at the level which he would have achieved had he remained actively employed in the system during the period of his leave.

 

C.  A leave of absence without pay or increment of up to one (1) year will be granted by the Superintendent for the purpose of caring for a sick member of the teacher's immediate family.  The Superintendent may also grant a leave of absence without pay or increment of up to one (1) year to teachers with professional teacher status, including, but not limited to, leaves for academic studies or professional improvement.  A teacher shall not lose any accrued benefits which the teacher had as of the start of the leave.

 

D.  Maternity Leaves are as follows:

1.       Short-Term Maternity Leaves

a. Upon receipt of at least two weeks' written notice of a teacher's anticipated date of departure and intention to return, the School Committee shall grant a leave of absence without pay for maternity for up to eight (8) weeks in accordance with the provisions of Massachusetts General Laws, Chapter 149, Section 105D.

 

b. This leave may be extended by mutual agreement between the teacher and the Superintendent in order that a teacher who has been on short-term maternity leave status may return at an appropriate time in consideration of the students' program(s) (such as the beginning of a semester, beginning of a marking term, or after a vacation period), or which absence due to medical complication resulting from pregnancy extends beyond the eight (8) weeks in 1.a. above.

 

2.      Extended Maternity Leaves.  In the event a teacher desires a leave longer than the eight weeks provided by statute, the below listed procedure shall be followed:

a.       Under normal conditions, the Superintendent shall be notified in writing at least sixty (60) days prior to the expected date of the beginning of said leave.

 

b. Said extended maternity leave should begin at a time corresponding to the beginning of a new semester (or other appropriate time such as after a vacation period or marking period) provided that, up to this time, the teacher can, in the opinion of her physician and the Superintendent of Schools, perform her normal duties.

 

c. Said extended maternity leave shall be without pay and shall extend for up to two (2) years with the resumption of employment occurring at the beginning of schools in September.

The Superintendent of Schools must be notified in writing no later than March 15 when the teacher on this leave expects to return for the next September opening of school.  Failure to do so will be considered as a resignation of employment, provided the individual has been notified in writing, at his/her address as set forth in the records of the Braintree School System, by February 15, of this provision.  Said extended maternity leave may be extended or shortened in individual cases by mutual agreement.

 

d. A teacher returning from maternity leave will be placed on the salary schedule at the step held when extended maternity leave commenced.  If the teacher served more than one half of a school year during any school year in which said leave occurred, said service will count as a full year toward advancement on the salary schedule.

 

e. In the event of unforeseen circumstances which render further maternity leave unnecessary, the teacher may make written application, accompanied by her physician's statement of good health, for immediate or early resumption of employment.  When an appropriate position is available, said teacher shall have the first option for said position.

 

E.  The Committee agrees that up to three (3) teachers designated by the Association will, upon request, be granted a leave for the purpose of engaging in Association (state or national) activities.  Upon return from such leave, a teacher will be considered as if he were actively employed by the Committee during the leave and will be placed on the salary schedule at the level he would have achieved if he had not been absent.

 

F.  Upon the return of a teacher from an extended leave of absence taken under the foregoing provisions, the teacher will be assigned to the same position which he held at the time said leave commenced if available or if not to a substantially equivalent position, or to the most nearly equivalent position which is available at the time of his return and for which he is qualified.

 

G.  If the B.E.A. President is a secondary teacher, he/she will not be assigned duties beyond the normal daily five-period teaching load.  If the B.E.A. President is an elementary teacher, he/she will not be assigned any duties beyond the normal classroom teaching load, and a good faith effort will be made to schedule two specialists during the last period of the day each week.

 

H.  The Superintendent of Schools must be notified in writing no later than March 15 when a teacher on extended leave for any reason expects to return for the next September opening of School.  Failure to do so will be considered as a resignation of employment, provided the individual has been notified in writing, at his/her address as set forth in the records of the Braintree School System, by February 15, of this provision.

 

Article 20

SABBATICAL LEAVES

 

A.  Sabbatical leave may be granted without loss of position on the salary schedule at one-half rated salary for one school year or at a total salary for one-half school year after seven consecutive years of teaching in the Braintree Public Schools:  up to three (3) teachers to be granted leaves of a full year at half pay and up to three (3) teachers for ½ year at full pay in any one school year.

 

B.  The School Superintendent may grant a leave of absence for study or research to any teacher, registered nurse, principal, supervisor, director, media specialist serving at discretion which would increase his professional ability; such leave to be for a period not exceeding one year at full or partial pay; provided, that prior to the granting of such leave he shall enter into a written agreement with the school committee that upon termination of such leave he will return to service in the public schools of such city or town for a period equal to twice the length of such leave and that, in default of completing such service, he will refund to the city or town an amount equal to such proportion of salary received by him while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered.

 

C.  Sabbatical leave shall be granted at the discretion of the Superintendent only for those purposes which will definitely improve the instruction in or the administration of the Braintree Schools.

Leaves granted for professional study, or for travel, or for travel combined with such study or for any reason which, in the judgment of the Superintendent, will contribute to the individual's cultural or technical qualifications in the schools shall be considered consistent with the purpose stated above.

 

D.  Application for sabbatical leave shall be made on a form furnished by the Superintendent.  Among other data, a statement of the program which the applicant plans to carry out while on leave shall be submitted.  This program shall be consistent with the purpose stated in paragraph C above.  All applications for a sabbatical leave shall be filed in the office of the Superintendent of Schools not later than March 15 of the school year preceding the school year during which the leave requested will occur.

 

Article 21

                                                              TEACHER FACILITIES

 

A.  The Committee will endeavor to provide the following facilities:

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

 

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

 

3.   An appropriately furnished room to be used as a faculty lounge.  Said room will be in addition to the aforementioned teacher work area.  This should be used solely be faculty and staff associated with the Braintree Public Schools.

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

 

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

 

6.   Well-lighted and clean teacher rest rooms.

 

7.   A separate, private dining area for the exclusive use of the teachers.

 

B.  An adequate portion of the parking lot at each school will be reserved for teacher parking.

 

C.  Adequate facilities, including separate or individual private spaces or lockers where appropriate, for the safekeeping of personal and professional articles of traveling teachers.

 

D.  Each building principal, coordinating with the Business Manager and building staff, will review options for placement of a telephone in each building to insure that staff can communicate with parents or others on school related matters.

 

Article 22

REDUCTION IN STAFF

 

A.  In the event it becomes necessary to reduce the number of employees included in the bargaining unit defined in Article I, employees shall be laid off in the following order:

1.  To the extent possible and practical, normal attrition will be the method first used to reduce the number of positions in those classifications and/or departments in which reductions are necessary.  That is, employees who resign, retire, or who otherwise terminate their employment shall not be replaced.  Also included in this paragraph are those teachers without professional teacher status whose employment the Superintendent determines not to renew in accord with Article 35, B.

 

2.  If it is not possible to reduce Units A and B by the above factors, reductions will first be made among those teachers and/or administrators in the departments and/or classifications to be reduced who do not possess arbitration rights pursuant to G.L. c.71, §41 or §42, provided there are administrators who possess arbitration rights pursuant to G.L. c.71, §41 and teachers with professional teacher status who are qualified to fill those positions within the respective departments and/or classifications affected by the reduction.

 

3.  Layoff of employees not affected by paragraphs 1 and 2 above shall occur in the department and/or classifications to be reduced in the inverse order of their seniority, except as follows:

a. Where it can be demonstrated by the Superintendent that a senior teacher's performance is less than competent in fulfilling his/her job responsibilities.

 

b. Where it can be demonstrated by the Superintendent that the junior employee within the classification is the only person who has the requisite qualifications to teach a course or provide a specialized service of a professional educational nature by reason of his or her academic background, training, or experience.

 

4.  A teacher with professional teacher status (Unit A) whose position is reduced shall be allowed to transfer to a position in another department and/or classification held by a teacher without professional teacher status which he/she has either taught for one semester within three years immediately prior to the reduction of his/her position or who holds a valid Massachusetts teaching certificate for the position.  However, in the event of the elimination of a department, an affected teacher with professional status shall be placed on the seniority list of the department in which s/he last taught and the provisions of Section 3, above, shall then apply, provided, however, that the teacher’s certification to teach in that department is current.

 

5.  Each department and/or classification listed below within each unit shall constitute a separate unit for purposes of layoff:

Unit A. 

 1.) Elementary (K-6)

 2.) English

 3.) Social Studies

 4.) Science

 5.) Mathematics

 6.) Music

 7.) Languages

 8.) Physical Education and Athletics

 9.) Business

10.) Industrial Technology

11.) Family and Consumer Sciences

12.) Pupil Auxiliary Services

     a.) Guidance

     b.) Special Education

     c.) Health Coordinator (K-12)

For those beginning service after September 1, 1992, this category will be as follows:

     Pupil Auxiliary Services

a.) Guidance

b.) Special Education

1.) Intense Special Needs

2.) Special Needs (N-9, 5-12)

3.) Vision Impaired

4.) Hearing Impaired (ASL/TC)

5.) Hearing Impaired (Oral/Aural)

6.) Speech, Language, and Hearing Disorder

c.) Health

d.) School Psychologist

e.) English as a Second Language

13.) Media Services

14.) Art

 

Unit B

 1.) Housemaster-High School

 2.) Assistant Principal Middle School

 3.) Director of Athletics

 4.) Director of English/Reading, K-12

 5.) Director of Art

 6.) Director of Mathematics/Technology

 7.) Director of Media Services

 8.) Director of Science

 9.) Director of Social Studies

10.) Director of Special Services

11.) Family and Consumer Sciences Coordinator

12.) Director of Foreign Languages

13.) Director of Music

14.) Industrial Technology Coordinator

15.) Business Education Coordinator

16.) Director of Guidance, 6-12

17.) Director of Physical Education

18.) Coordinator of Alternative Education Program

                  19.) Director of Elementary Curriculum, Instruction and

                  Professional Development

20.) Assistant Director of Special Services

21.) Coordinator of School Nursing

 

Unit C:  Registered Nurses

 

Unit D:  Administrative Assistants

 

        Unit E:  Paraeducators

 

        Unit F:  Title I Teachers

 

        Unit G:  Occupational Therapists

                      Physical Therapists

 

        Unit H:  Certified Occupational Therapist Assistants

                      Physical Therapist Assistants

 

B.  Layoff of administrative assistants in Unit D shall occur in the inverse order of their initial employment in the system except as follows:

1. Where it can be demonstrated by the Superintendent that a senior secretary's performance is less than competent in fulfilling her job responsibilities.

 

2. Where it can be demonstrated by the Superintendent that the junior secretary is the only person who has the requisite qualifications to fill a specialized position by reason of her or his academic background, training, or experience.  All such positions are identified below, and other new positions will be so designated in the future.  The particular requirement of such a designated position shall be clearly specified prior to its creation if it is not already described in the published qualifications of the secretarial position.  Such designations shall be subject to the grievance and arbitration provisions of this Agreement at the time they are made.

 

C.  Seniority means an employee's length of service in years, months, and days in the bargaining unit, provided that the seniority of persons employed as of September 1, 1977, shall consist of their length of permanent service from their initial date of employment by the Committee.  Employees shall be credited for seniority purposes with all time spent on paid leaves of absence provided for in this Agreement.  However, effective September 1, 1980, time spent on unpaid leaves of absence shall not constitute a break in seniority, but shall not be counted in the determination of seniority for purposes of this paragraph.  For the purposes of determining seniority, the initial date of employment by the Committee shall be the first day of active service under contract.

 

D.  Except for unforeseen circumstances, members of Units A and B who are to be affected by a reduction in staff must be notified in writing no later than May 15 of the school year preceding  the year in which the reduction will take place.  All other employees will be notified no later than June 1 of the school year preceding the year in which the reduction will take place.  Said notice shall include the specific reasons for the layoff.

 

E.  Employees with four or more years of service who have been laid off shall be entitled to recall rights to positions which they previously held for a period of three years from the effective date of their respective layoffs.  During the recall period, employees shall be notified by certified mail to their last address of record and given preference for positions as they develop in the inverse order of their respective layoff, and all benefits to which an employee was entitled at the time of layoff shall be restored in full upon re-employment within the recall period.  During the recall period, employees who have been laid off shall be given preference on the substitute list if they so desire.

A layoff is treated as an unpaid leave of absence in this Article.  A teacher may elect to have layoff treated as a dismissal, in which case such teacher shall be accorded full statutory rights.

 

F.  To the extent permitted by G.L.C. 32B, laid off employees may continue group health and life insurance coverage during the recall period as provided by the Committee to members of the bargaining unit by reimbursing the Committee for premium cost.  Failure to forward premium payments to the Committee or refusal to return to employment upon recall will terminate this option.

 

G.  A list specifying the seniority of each member of the bargaining unit shall be prepared by the Committee and forwarded to the President of the Association within thirty (30) days following the execution of this Agreement.  An updated "Seniority List" shall be supplied by the Committee annually thereafter.

 

H.    In cases involving employees who have identical seniority, education as determined by placement of the salary schedule will be used to determine the employee to be retained or recalled.  As a last resort, a public lottery will be held.

 

 

Article 23

SUBSTITUTES

 

The Superintendent will endeavor to hire substitutes to cover all teacher and nurse absences.

 

 

Article 24

INSURANCE

 

A.  (Optional Life Insurance) Employees of the Town of Braintree insured under a Plan of Group Life and Accidental Death and Dismemberment Insurance and Hospital-Surgical-Medical Insurance which is paid by the Town and the employee as allowed by Chapter 32B of the Massachusetts General Laws are eligible to participate in an optional Life Insurance program which permits the purchase of additional amounts of insurance up to an employee's salary.

 

B.  The Committee offers the employees an opportunity to enroll in a Plan of Group Life and Accidental Death and Dismemberment Insurance and Hospital-Surgical-Medical Insurance which is paid by the Town and employees as allowed by Chapter 32B of the Massachusetts General Laws and adopted by the Braintree Town Meeting.   The Health Insurance Option 2 co-pay schedule, attached as Appendix C, shall be effective as of March 1, 2010. Effective July 1, 2011, all prescription tiers, office visit and specialist visit co-pays will be increased by $5 each as specified in Appendix C. 

 

The Town shall establish a health care reimbursement fund for those active employees who are subscribers to any of the Town’s health insurance plans under Option 2.  Effective March 1, 2010, the Town will reimburse those subscribers enrolled in an individual health insurance plan under Option 2 $50 and $100 for those subscribers enrolled in a family plan in FY10.  The health care reimbursement fund can only be applied towards office visits, specialist visits, prescription co-pays or any other co-pays charged by the insurance carrier.  The Town shall issue a debit card to each subscriber, bearing these respective values for the fiscal year.  The Town shall also assume the cost of providing such debit cards to the subscribers.

 

Effective July 1, 2010, the Town will reimburse those active employees who are subscribers to any of the Town’s health insurance plans under Option 2 $150 for co-pays in each fiscal year, and for those active employees who are subscribers enrolled in a family plan, the Town will reimburse those subscribers $300 for co-pays in each fiscal year.  The Town shall issue a debit card to each subscriber, bearing these respective values for the fiscal year.  The Town shall also assume the cost of providing such debit cards to the subscribers.

 

The parties also agree that, effective March 1, 2010, no Union members shall be permitted to enroll in or transfer to the Blue Cross/Blue Shield Master Medical plan.  Any Union members enrolled in the Blue Cross/Blue Shield Master Medical plan as of March 1, 2010 shall be allowed to continue with this coverage.

 

C.  The Committee allows teacher participation in a Tax-Sheltered Annuity Plan.  Teachers will be permitted to enroll in the plan or make election changes twice per year on October 15 and March 15.

 

D.  If the Town of Braintree increases its Insurance Program for its employees during the term of this Agreement, the School Committee, upon receipt of appropriate authorization, agrees to make the payroll deductions necessary to increase the program for its employees in a similar fashion.

 

E.  The Town's portion of health insurance premiums will be paid for twelve months of the year to all administrative assistants and paraeducators electing this benefit.

 

F.  A sub-committee of the Association and the School Committee will be established to work with the Town Treasurer to modify enrollment procedures to provide greater flexibility for employees.

 

G.  The Town of Braintree will assign a payroll deduction slot for employees to participate in the Massachusetts Teachers Association disability insurance plan.  The Association will provide the premium amounts of the plan, along with deduction authorizations for those employees who are eligible for and wish to participate in the plan.

 

Article 25

PROFESSIONAL DEVELOPMENT AND IMPROVEMENT/RECERTIFICATION

 

A.  The Committee will pay the cost of tuition for courses at a Massachusetts State College or University or as provided by other professional development vendors approved by the increment committee, or other courses in accordance with increment committee procedures on the following conditions:

 

      1. The Superintendent of Schools grants written approval of the course 30 days prior to the start of a semester or tri-semester.  Courses must be in the employee’s job area, area(s) of certification, Special Education, Technology related, or otherwise approved by the increment committee to be considered for reimbursement.

 

      2. Reimbursements will not be made for a course unless a grade of B or better is attained.  Requests for reimbursement shall be accompanied by a copy of the grade transcript.

 

      3. Employees are entitled to a maximum of $400 per fiscal year for course reimbursement provided, however, that the Committee’s liability for such payments is limited to $45,000 for the 2009 – 2010 school year.  Effective September 1, 2010, increase to $500 with total of $50,000 for the 2010 – 2011 school year and $55,000 for the 2011 – 2012 school year and thereafter.

 

B.  The Committee will strive to provide opportunities for all staff to participate in seminars and conferences on an equitable basis.

 

C.  It is understood that every attempt will be made to allocate resources first to those areas not receiving grants for professional development.

In light of the Education Reform Act of 1993, the Braintree School Committee and the Braintree Education Association believe that the main goals of professional development are to assist professional staff to:

* Improve student learning through high quality classroom teaching and school operation.

* Access opportunities for ongoing support, challenge, feedback, application, and follow   up.

* Acquire new knowledge and skills to enhance performance.

* Meet recertification requirements for professional currency.

 

Therefore, the Braintree School Committee and the Braintree Education Association shall maintain a Professional Development Council to meet the above goals as follows:

 

D.  Professional Development Council (P.D.C.)

1. Organization

a. Composition - Ten (10) members

1. Six (6) members appointed by the Association to include:  two (2) elementary, two (2) middle, two (2) high school staff members.  Four of six shall be teachers.

2. Three (3) members to include principal(s) and director(s) selected by Superintendent.

3. Superintendent/Designee.

b. Term of office for members appointed by the Association will be three (3) years (initial:  2 for one year, 2 for 2 years, 2 for 3 years), beginning May first or within 30 days of the beginning of the school year.

c. The council shall select the Chairperson.

d. Number of meetings will be determined by the council.

e. Decisions of the council will be by consensus.

f. Vacancies will be filled at the next election.

2. Responsibility

a. The P.D.C. will design a plan (program) and implement the PD activities and courses within the town based upon a needs assessment conducted among staff.

b. The P.D.C. will communicate and disseminate information (including dates, course descriptions, number of C.E.U.'s and/or P.D.P.'s) to all appropriate personnel in a timely fashion.

c. The P.D.C. will evaluate all programs offered.

d. The P.D.C. will keep a record for those participating in continuing

education.

e. The Professional Development Council will have the authority to set fees and material costs for courses taught by staff and other contributors beyond the hours of the school day.

3. Implementation

a. The P.D.C. will be provided with and compensated for long-range planning during the summer prior to the plans implementation as provided for in the budget.

b. The P.D.C. member will receive Professional Development Points for participation in the development of Professional Development activities.

 

Article 26

PERSONAL INJURY BENEFITS

 

The Committee agrees that the provisions of Chapter 152, Section 69, General Laws of the Commonwealth of Massachusetts providing for benefits of employees or their dependents in the event of incapacity or death arising out of employment shall be accepted and applied to members.  A teacher receiving Workmen's Compensation benefits for as long as the latter benefit payments continue, provided that the said difference shall be charged, on an appropriate proportional basis, against the sick leave benefits to which the said teacher may be entitled.

 


Article 27

POSITIONS IN SUMMER SCHOOL AND

UNDER FEDERAL PROGRAMS

 

A.  All openings for summer school and under federal programs will be adequately publicized by the Superintendent in each school building as early as possible and teachers who have applied for such positions will be notified of the action taken regarding their applications as early as possible.

 

B.  Positions in the Braintree summer school and under federal programs will, to the extent possible, be filled first by regularly appointed teachers in the Braintree Public Schools.

 

C.  In filling such positions, consideration will be given to a teacher's area of competence, major and/or minor field of study, quality of teaching performance, attendance record, length of service in the Braintree Public Schools, and, in regard to summer school positions, previous Braintree summer school teaching experience.

 

Article 28

USE OF SCHOOL FACILITIES

 

A.  The Association may have meetings in school buildings without cost at times when a custodian is regularly on duty.   If other buildings are to be used, or meetings extend beyond the time when the custodian completes his work day, the Association will be expected to pay for additional custodial services.

 

B.  There will be one (1) bulletin board in each school building, for the purpose of displaying school notices, circulars, and Association material.  Copies of all such material will be given to the building principal, but his advance approval will not be required.

 

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

 

 

Article 29

PAYROLL DEDUCTION

 

A.  The Committee agrees to approve deductions from the salaries of its employees for dues of the Braintree Education Association, the Norfolk County Teachers Association, the Massachusetts Teachers Association, and the National Education Association, or any one of such Associations as said teachers individually and voluntarily authorize the Committee to deduct.

 

B.  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 days written notice prior to the effective day of such change.

 

C.  Employees may elect to receive their annual salary in one of three ways as follows:

1. In 52 annual weekly installments beginning the first Thursday of the school

year.

2. In 42 equal weekly installments beginning the first Thursday of the school year.

3. 1/52 of the annual salary in equal weekly installments beginning the first Thursday of the school year with the annual balance paid on the last day of the school year.

 

D.  Employees have the option of having their salary checks directly deposited into the financial institution of their choice.

 

E.  The School Committee accepts the provisions of Massachusetts General Laws, Chapter 180, Section 171.  Employees may authorize the School Committee to deduct from their salary a contribution of Voice of Teachers for Education of an amount which the employee shall specify in writing.  The Committee will certify on the payroll the amount to be deducted by the Treasurer.  Such amounts shall be transmitted to the Massachusetts Teachers' Association within thirty days.

 

F.  The Committee shall approve payroll deductions for agreed upon items such as professional dues, credit union, group insurance programs, and tax-sheltered annuities.

 

G.  The Committee adopts Chapter 180, Section 17C of the General Laws relating to education.

 

Article 30

GENERAL

 

A.  There will be no reprisals of any kind taken against any employee covered by this agreement by reason of his membership or non-membership in the Association or participation or non-participation in its activities.

 

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

 

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

 

D.  All existing School Committee policies affecting employees covered by this agreement, as recorded in the Regulations and Policies of the Braintree School Committee, unless changed by this agreement shall remain unaltered until changed by mutual consent.

 

E.  The Braintree School Committee will pay the cost of all courses employees are requested by the Superintendent to attend for professional improvement.

 

F.  The right of an employee to indemnification against certain actions and claims shall be governed to the extent provided by General Laws, Chapter 258.  Said law shall be made part of this Agreement.

 

G.  This agreement constitutes the entire agreement between the Committee and the Association.

 

H.  Employees and their family members (spouse and dependent children) may participate in the Braintree Evening Schools without payment of course fees and in the Summer School with the payment of one-half (1/2) of the course fees; provided that, in the event that any such program is oversubscribed or that any additional expenditure would be required to accommodate employees and/or their families, they will have to withdraw from the program or pay the normal fee.

 

I.  Paraeducator.  To be employed as a paraeducator of the Braintree Public Schools, an employee must possess a high school diploma with college level courses in elementary and/or early childhood education or credit for years experience in a specialized field.

 

J.  Miscellaneous.  The Committee and the Association agree to continue the joint committee for extra-curricular stipends.

 

Article 31

SICK LEAVE BANK

 

A.  A Sick Leave Bank is established for use by members whose sick leave accumulation is exhausted through prolonged illness and who require additional leave to make full recovery from an extended illness.

 

B. Each new member of the bargaining unit shall submit one (1) sick day of his/her personal accumulation to the Sick Leave Bank upon commencing employment to be utilized by employees who qualify and who have exhausted their own individual sick leave, both annual and accumulated, and who still have a serious extended illness.  Any sick days left in the Sick Leave Bank from the previous school year shall be maintained in the Bank from year to year.  At any time that the Sick Leave Bank is depleted to fifty (50) days, each member shall contribute an additional day to the Bank.

 

C.  Any sick leave granted under the provisions of this Article shall expire at the end of the school year. Sick days drawn from the Bank shall be actual workdays in which school was in session excluding weekends, holidays, school closings, and vacation periods.

 

D.  The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting of two (2) members designated by the Superintendent to serve at its discretion and two (2) members designated by the Teachers Association.

 

E.  Application for benefits shall be made in writing to the Sick Leave Bank Committee accompanied by a doctor's certificate as to need for and anticipated extent of extended recovery time for the illness.

F.  Application for benefits may be made prior to the employee's exhaustion of his own personal sick leave to expedite benefits.  Drawings upon the Bank will commence on the first (1st) school day after the employee's own sick leave days are exhausted.

 

G.  The initial grant of sick leave by the Sick Leave Bank Committee to an eligible employee shall not exceed thirty (30) days.  Upon completion of the thirty(30) day period, additional entitlement may be extended by the Sick Leave Bank Committee upon demonstration of need by the applicant.

 

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

1.   Medical evidence of serious extended illness.

2.   Prior utilization of eligible sick leave.

3.   Length of service in the system.

The decision of the Sick Leave Bank Committee with respect to eligibility and entitlement shall be final and binding and not subject to appeal, or to the grievance and arbitration as set forth in Article 4.

 

I.  Upon return from extended sick leave during which benefits were received through the Sick Leave Bank, the recipient shall be entitled to commence a new accumulation of individual sick leave in accordance with the provisions of the collective bargaining agreement on the same basis as other teachers.

 

Article 32

ADMINISTRATIVE FACILITIES AND WORKING CONDITIONS

 

A.  Adequate office space should be provided which will assure privacy for individual work and consultation as well as suitable facilities for filing and storage.

 

B.  Each school will have full-time administrative assistant help.

 

C.  In cases where the administrator's responsibility involves more than one building, appropriate mileage reimbursement will be provided.  (Refer to Article 13.)

 

D.  Administrators will be permitted, whenever possible within budgetary limits and school committee policy, to attend professional meetings and conferences appropriate to their position at the local, state and national level and will be reimbursed for the necessary expenses involved.

 

E.  The Superintendent of Schools shall write a letter to the President of the Association expressing his intention, budget permitting, to reduce the number of teaching periods for directors.

 

F.  An administrator whose position is to be abolished or eliminated shall be notified in writing no later than May 15 of the school year preceding the year in which the abolishment or elimination will take place; provided that the Committee may abolish or eliminate a position after that date in the event the administrator who formerly occupied the position retires, resigns, or otherwise terminated his/her employment.

 

G.  Any Unit B administrator with three or more years’ service in the system, in any professional capacity, will be assured of one of the following options if his/her position is eliminated:

1.   The administrator will be assigned to a comparable open administrative position (i.e., a position which is either vacant or held by an administrator who does not possess arbitration rights pursuant to G.L. c.71, §41) for which he/she is certified if, in the opinion of the Superintendent, the administrator is qualified to fill the open administrative position.

 

2.   If no administrative position is available, the administrator will be assigned to a teaching position in his/her area of certification, which is held by a teacher who has not obtained professional teacher status.

 

3.   If no teaching position as defined above is available, Article 22, A.3 shall be applied, with the administrator being considered as a professional teacher status teacher in his/her area of certification. In the event a demotion or a reduction must occur in a Unit B administrative category, an administrator (with fewer than three complete years of service in the position) will be the one reduced.

If there are two or more persons who have served more than three years in the same classification of Unit B, then the person or persons who have served the longest in that classification will be retained should the number of positions in the classification be reduced.

 

H.  Any person who has served three or more years in the school system in any Unit A or B position and who voluntarily resigns from an administrative position covered by Unit B prior to March 15 of the school year preceding the year in which the resignation will take place will be entitled to assume the status of a teacher in the department and/or classification in which he/she is listed on the seniority list.

 

I.  Any person who has served three or more years in a Unit B position that is eliminated, who either is assigned to a Unit B position at a reduction in salary or who returns to a Unit A position pursuant to Section G or H, will be entitled to continue receiving the compensation of his/her former Unit B position on a pro-rata basis (based upon the number of work days in the newly assigned position) until the salary of that person's new position equals that amount.

 

J.  Full-year administrators will receive four weeks annual paid vacation during their first 25 years of employment in Braintree.  During the 26th year of employment and thereafter they will receive 5 weeks annual paid vacation.

 

ARTICLE 33

REGISTERED NURSES

 

A. Sick leave benefits

1.  Nurses who are employed part-time shall receive the same number of professional, bereavement and sick leave days as full-time nurses on a pro rata basis and shall be paid for such days as if they were working.

 

2.  The Committee agrees that the provisions of Chapter 152. Section 69, 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.  A nurse receiving Workmen's Compensation benefits shall be paid the difference between her weekly nurse's salary and the amount of her weekly Workmen's Compensation benefits for as long as the latter benefit payments continue, provided that the said difference shall be charged, on an appropriate proportional basis, against the sick leave benefits to which the said nurse may be entitled.

 

B.  Travel allowance will be granted to the school nurses$400 per school year (2 schools); $500 per school year (3 or more schools).

 

C.  Nurses shall be eligible for Career Award as set forth in Appendix A, Section 5.

 

D.  Postural screening, blood pressure testing, and the testing of hearing and vision must be arranged by the nurses through the help of the Assistant Superintendent for Auxiliary Services.

 

E.  Nurses shall not be responsible for assessing eligibility for the free and reduced lunch program.

 

F.  Working Hours:

1.  All nurses will report for duty in their respective building at the same hours as stated for teachers in Article 11, Section B.

 

2.      Nurses shall be granted a duty-free lunch period, the same as teachers, scheduled between the hours of 11 a.m. and 1 p.m.  It is understood that the nurse shall be available for emergency situations during this period.

 

      3.  Nurses will begin work and be paid for one week prior to the opening of school.

 

G.  Pupil Size:  The number of pupils is not to exceed 900 whenever possible.

 

H.  Insurance

1.  (Optional Life Insurance).  Nurses of the Town of Braintree insured under a Plan of Group Life and Accidental Death and Dismemberment Insurance and Hospital-Surgical-Medical Insurance, which is paid by the Town and the Nurses as allowed by Chapter 32B of the Massachusetts General Laws, are eligible to participate in an Optional Life Insurance program which permits the purchase of additional amounts of Insurance up to an employee's salary.

 

2.  The Committee offers the nurses an opportunity to enroll in a plan of Group Life and Accidental Death and Dismemberment Insurance and Hospital Surgical-Medical Insurance which is paid by the Town and the Employees as allowed by Chapter 32B of the Massachusetts General Laws and adopted by the Braintree Town Meeting.

 

3.  The Committee allows nurse participation in a Tax-Sheltered Annuity Plan.

 

4.  Part-time nurses are eligible for all insurance benefits which apply to full-time nurses to the extent provided by M.G.L. c.32B.  Part-time nurses who are eligible may participate in the tax-sheltered annuity program.

 

I.  Payroll Deductions: 

1.  The Committee agrees to approve deductions from the salaries of its employee's dues for the Braintree Education Association, Norfolk County Teachers Association, Massachusetts Teachers Association, and the National Education Association, or any one of such Associations as said nurses individually and voluntarily authorize the Committee to deduct.

 

2.  Each of the Associations named in Number 1 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 days written notice prior to the effective date of such change.

 

3.  The Superintendent shall approve payroll deductions for agreed items such as professional dues, credit union, group insurance programs, and tax-sheltered annuities.

 

J.  Vacancies:  Whenever any vacancy in a nursing position occurs during the school year, the Superintendent will notify each nurse by letter of the opening.

 

K.  Nurse Employment:  Upon entering the Braintree School System, full credit will be given for completed years of previous public school nursing.

 

L.  Extended Leave of Absence:  In an emergency situation, a school nurse shall be granted a leave of absence without pay after receiving the recommendation of the Superintendent of Schools and the approval of the School Committee.  The nurse must notify the superintendent of Schools by March 15 if she wishes to return in September.

 

M.  Sabbatical Leave:   Sabbatical leave may be granted to a nurse without loss of position on the salary schedule at one-half rated salary for one school year, or at a total salary for one-half school year after seven consecutive years of school nursing in the Braintree Public Schools.  A nurse applying for a one-half year sabbatical leave at full pay must demonstrate that she plans to become a full-time student in a degree program at an accredited institution.  Except as set forth above, the terms and conditions set forth in Article 20, B, C and D shall apply to all requests for sabbatical leaves.

 

N.  Any provisions of the Unit A Agreement not inconsistent with the express provision of Article 33 shall apply to Nurses.  However, it is agreed that the following articles and/or sections do not apply to Nurses:  Article 6, 7, 11E, 11F, 12A, 12C, 13D, 19B,  27B, 32, 34 35E.

 


Article 34

ADMINISTRATIVE ASSISTANTS

 

Administrative Assistants work either on a full-year or school-year basis.  A Full-Year Administrative Assistant works a full year from July 1 to June 30.  School-Year Administrative Assistants will work no less than 192 days.

A.  Paid Holidays

 

      Full-Year Administrative Assistants

 

      Independence Day                                                ½ day before Christmas

      Labor Day                                                             Christmas Day

      Columbus Day                                                      ½ day before New Year’s Day

      Veterans’ Day                                                       New Year’s Day

      ½ day before Thanksgiving                                  Martin Luther King Day

      Thanksgiving Day                                                 George Washington’s Birthday

      Day after Thanksgiving                                        Good Friday

                                                                                    Patriots’ Day

                                                                                    Memorial Day

 

On Good Friday and the day after Thanksgiving, the switchboard and central administration offices must be staffed with one administrative assistant each.  This will be done on a rotating basis, and the administrative assistant covering on these days will be given compensatory time off.

 

      School-Year Administrative Assistants

 

      Labor Day                                                             New Year’s Day

      Columbus Day                                                      Martin Luther King Day

      Veterans’ Day                                                       Day after Thanksgiving

      ½ day before Thanksgiving                                  Good Friday

      Thanksgiving                                                         Memorial Day

 

B. Leave

1. Vacation Leave

a. Full Year Administrative Assistants

(1) The following vacation schedules will prevail, except that any administrative assistant in the classification working will be allowed a four (4) week paid vacation when working on an annual basis.

 

(2) They will receive two (2) weeks paid vacation upon completing a full year of continuous employment (July 1 to June 30) and after the second full year of employment.

An administrative secretary working less than a full year period to June 30 will accrue vacation leave at the rate of 2 ½ days per full quarter.

 

(3) They will receive three (3) weeks paid vacation upon completing three (3) years of continuous employment and after the fourth year of employment.

 

(4) They will receive four (4) weeks paid vacation upon completing five (5) years of continuous employment and each year thereafter.

 

(5) They will receive five (5) weeks paid vacation upon completing 25 years of continuous employment and each year thereafter.

 

b. School Year Administrative Assistants:

(1) For the first two years, no vacation pay will be granted during the

school year.

 

(2) After two full school years and in the third school year and the fourth school year, one week's pay at Christmas will be paid.

 

(3) After four full school years and in the fifth school year and thereafter, one week at Christmas and the February vacation will be paid.

 

(4) After ten full school years and in the eleventh school year and thereafter, one week at Christmas, the February vacation, and the April vacation will be paid.  In the event that Presidents' Day or Patriots' Day does not fall within the vacation weeks, school year administrative assistants will not be paid for these holidays.

 

2.  Sick Leave: 

a. After one month of continuous employment, an employee shall be entitled to sick leave with pay for the following reason: Personal illness or injury, exposure to contagious diseases.

 

b. If the amount of leave credit has been or is about to be exhausted, an employee may make application for additional allowance through the Assistant Superintendent for Curriculum and Instruction.  Review of all circumstances, including employee's longevity in service to the Braintree Public Schools and past record of attendance and performance will be considered by the School Committee.

 

c. Administrative Assistants shall accumulate sick leave in accordance with the following table:

 

            WORK YEAR                                  ANNUAL                              TOTAL

            ACCUMULATION                         ACCUMULATION                  

 

            Full year                                              20 days                                    277 days

            School year + 4 wks.                           17 days                                    235 days

            School year + 3 wks.                           16 days                                    221 days

            School year + 2 wks.                           16 days                                    221 days

 

C. Absence:   On No-School Days declared by the Superintendent, all full year administrative assistants are expected to be on duty according to the school calendar unless excused by the Superintendent or his designee.  On No-School Days, school year administrative assistants are not expected to work.

 

D. Transfer from one Administrative Assistant Category to Another:

1.  When an employee is transferred from one category to another, she will be transferred to the corresponding salary step for the new category, and will receive appropriate pro rate credit for her prior service in her former category for the purpose of determining the amount of vacation leave to which she may become entitled under the vacation schedule applicable to her new category.

 

2.  There are three categories of administrative assistants with appropriate qualification and job descriptions.  In order to qualify and to be considered for transfer or appointment to an administrative assistant position in a higher category, an administrative assistant must be able to meet the skill qualifications of positions in that category, as well as to perform the job responsibilities.  It is agreed that all administrative assistants presently working in positions in one of these categories meet the qualifications of the position they now perform.

 

E.   Overtime:  It is the intention of the Superintendent to see that no administrative assistant works over 40 hours in a given week.  When the person in charge of that administrative assistant finds it necessary to require overtime beyond the present working schedule but not to exceed 40 hours of the week, the administrative assistant will be compensated by an equivalent time off.

Working Hours: 7 hours daily September 1 to the end of the school year: 6 hours daily end of the school year to September 1.

 

F.   New Positions and Vacancies: 

1.  Whenever any vacancy in an administrative assistant position occurs, it will be adequately publicized by placement on the Association bulletin board in each building except during June, July, and August, when each individual will be notified by mail.

 

2.  No permanent appointment will be made within ten (10) days.

 

3.  All qualified administrative assistants will be given adequate opportunity to make application for such positions, however, where two or more applicants are equally qualified in the judgment of the Superintendent, seniority in the Braintree Public Schools shall control.

4.  Qualifications, requirements, salary and other pertinent information shall be set forth in such notice.

 

G.  Increment for New Administrative Assistants:

1.  Those administrative assistants entering service prior to January 1 will be entitled to the next normal increment on the anniversary of the salary increases.

 

2.  Those entering service after January 1 will continue on that same step the next salary year until the second anniversary date (July 1 or September 1).

 

H.  Summer Work:

1.  School administrative assistants will be paid for any summer work required at the rate of pay that individual was receiving during the previous year.  If any holidays occur (Monday through Friday) during the week in which they are working, they will receive pay for that holiday.

 

2.  Salaries for the Full Year administrative assistants will have their anniversary date July 1 when the new contract is to begin in September 1 of the same calendar year.

 

I.    Administrative assistants shall be eligible for Career Award as set forth in Appendix A, Section 5.

 

J.    Salary Payments:

1.  All administrative assistants employed by the Braintree School Committee working on a 52-week basis will be paid on a weekly basis.

 

2.  All other administrative assistants will be paid on a weekly basis in accordance with the Administrative Assistant Salary Schedule.  (Overall salary schedule, incorporating fringe benefits, to be developed by the parties.)

 

K.  With the exception of Paragraph A and Paragraph B, Section 2D, Article 18 shall apply to administrative assistants.

 

L.   All openings for summer school and under federal programs will be adequately publicized by the Superintendent in each school building as early as possible and administrative assistants who have applied for such positions will be notified of the notice taken regarding their applications as early as possible.

Positions in the Braintree summer school and under federal programs will, to the extent possible, be filled first by regularly appointed administrative assistants in the Braintree Public Schools.

In filling such positions, consideration will be given to attendance records, qualifications, and length of service in the Braintree Public Schools.

 

M.  School year administrative assistants who are requested to return one or two weeks earlier than the opening day of school will be paid on the fiscal year rate.

 

N.    Administrative assistants who agree to work one or two weeks before or after school will receive notification prior to the close or opening of school, if practicable.

 

O.  FROM:  General Laws of Education, January 1, 1988

 

(First Aid, Exemption From Liability For Rendering - Chapter 71, S.55A)

 

CH. 71, S.55A.  PROCEDURE FOR HANDLING SICK CHILDREN; LIABILITY

 

A child showing signs of ill health or of being infected with a disease dangerous to the public health as defined in accordance with section six of chapter one hundred and eleven shall be sent home immediately, or as soon as safe and proper conveyance can be found, or shall be referred to a school physician, who may direct that such child be sent home.  In the case of schools remotely situated, such other steps may be taken as will best effectuate the purpose of this section and ensure the safety of such child and of other pupils.  The superintendent of schools or collaborative director of a collaborative as set forth in section four E of chapter forty, shall immediately cause the board of health to be notified of all children excluded under this section by reason of any disease dangerous to the public health.

 

No public school or collaborative teacher of such collaborative, principal, administrative assistant to the principal, nurse or collaborative employee of such collaborative who, in good faith, renders emergency first aid or transportation to a student who has become injured or incapacitated in a public school building or such collaborative operated in a building or on the grounds thereof shall be liable in a suit for damages as a result of his acts or omissions either for such first aid or as a result of providing emergency transportation to a place of safety, nor shall he be liable to a hospital for its expenses if under such emergency conditions he causes the admission of such injured or incapacitated student, nor shall he be subject to any disciplinary action by the school committee, or collaborative board of such collaborative for such emergency first aid or transportation.  Added to St.1938, c.265, s.3; amended by St.1973, c.660; St.1983, c.114; St.1984, c.328; St.1985, c.111.

 

P. It is agreed that the following positions are not members of the bargaining unit, but when they become open they will be advertised in the same manner as administrative assistant positions.  The positions are as follows:

 

Adm. Assistant to the School Committee            Accounts Manager

Adm. Assistant to the Superintendent                 Business Manager

Adm. Asst. to the Assistant Superintendent        Adm. Asst. to Maintenance and Custodians

Attendance/Transportation Manager                    Adm. Asst. to Food Services

Payroll Manager                                                    Adm. Asst. to the Business Manager

 

 

Article 35

PARAEDUCATORS

 

A.    Salary: 

1.  The salary schedule of all positions covered by this Agreement is set forth in Appendix A which is attached hereto and made a part hereof.

 

2.  Paraeducators shall be paid on a weekly basis.

 

3.  Each step on the salary schedule shall be equivalent to one year of employment in the Braintree Public Schools.  In the first year of this Agreement, any employee whose initial date of employment was prior to January 1st of the year in which they were employed, shall be credited with that year as a full years' service for determining salary schedule placement.  After initial employment, employees shall be credited with a full year for salary schedule advancement purposes if they have been employed for 91 school days or more within that school year.

 

4.  In the event that a paraeducator is covering a classroom in the absence of a certified teacher, the paraeducator will receive the maximum daily rate for a substitute teacher.


 

B. Evaluation:

1.  All monitoring or observation of the work performance of employees will be conducted openly and with full knowledge of the employee.  Paraeducators will be given a copy of any evaluation report prepared by their superiors and will have the right to discuss such report with their superiors.

 

2.  School officials keeping records concerning an employee or his work shall, at the written request of the employee, permit the employee by appointment to inspect the contents of her personnel folder, files, cards, and records and to make copies of such contents and records as concerns his work or himself.

 

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

 

C. Vacancies and Promotions:

1.      Whenever any vacancy occurs in a position covered by this bargaining unit during the school year, it will be adequately publicized by the Superintendent by means of a notice placed on the Association bulletin board in every school fifteen (15) school days in advance of the appointment.

a.  During July and August, written notice of such vacancy will be given to the Association.

 

b.  No permanent appointment will be made within fifteen days of notice to the Association.

 

c.  Employees covered by this bargaining who wish to be considered for such a position, which might occur between the close of school in June and September 1, may file, in the Superintendent's office, a self-addressed envelope which will be mailed to that person with an announcement if a position becomes available.

 

         2.         All employees will be given adequate opportunity to make application for such positions and the Superintendent agrees to give due weight to the professional background and attainments of all applicants.  The Association recognizes and the Committee agrees to continue the present policy of promoting within the system whenever possible.

 

         3.         Qualifications, requirements, examples of duties which may be assigned by the principal based on the needs of the building, salary differentials, and other pertinent information, such as whether the position is full-time (5 days a week) or part-time (4 or fewer days a week) will be set forth in such notice. 

 

         4.         In addition to information contained in the posting required by paragraph 3, the qualifications and range of duties set forth for a particular position will be discussed with the applicant during an interview.  Applicants may be advised that, depending on their assignment, they may perform various duties, including but not limited to,  student supervisory duties at various times during the school day and may provide clerical assistance for a teacher or administrators, as well as instructional services to students.  If a paraeducator is specifically assigned to special education students, the paraeducator may be assigned other duties during any period in which the student is receiving special education services or engaged in activities which do not require the paraeducator’s assistance and may be required to provide services during the student’s or paraeducator’s lunch. In no event, however, will the paraeducator assigned to an individual student be required to work more than 7 hours per day unless compensated for such duties.          

 

D.  Working Hours:  Employees will be paid for 7.0 hours daily and will be scheduled for 7.5 hours daily.  The workday will begin no less than 15 minutes before the pupils’ starting time.  The workday shall include a 20 minute paid break and a 30 minute duty free unpaid lunch.  Employees are allowed to leave the building for the lunch period.  The principal, in his or her discretion, may schedule the paraeducators’ lunch for the last 30 minutes of the scheduled work day. 

 

E. Employees will not be required to drive pupils to activities, which take place away from school buildings.  Employees may do so voluntarily with the advance approval of their principal or immediate supervisor.  Employees should not drive students without another adult in the car.

 

F. Assignment:

1.  Employees will be notified in writing of any change in program for the coming school year.  While every effort will be made to give such notification by June 15, it is recognized that last minute changes may be required by changed circumstances.

 

2. Selection for changes in employee assignments will be made by the Superintendent or his designee from among volunteers in the first instance.

 

3. Employees assigned to duties in more than one school in any school day will be paid $.25 per mile if they use their own cars for the purpose of driving between schools.

 

4. No later than May 1 of each school year the Superintendent shall post in all school buildings a list of known vacancies which will occur during the following school year.

 

5. Employees who desire a change in assignment or who desire to transfer to another building shall file a written statement of such desire with the Superintendent no later than April 15.

 

G. Transfers:

1. Voluntary Transfers:

a. Whenever a position within the bargaining unit becomes vacant, it will be posted for at least ten (10) days before being filled.

b. In the event a member of the bargaining unit wishes to voluntarily transfer into said vacancy, said employee shall be given preference over non-employees transferred and qualified to fill the position.

c. In the event that more than one qualified member of the bargaining unit applies for the vacancy, the most senior qualified applicant shall be appointed.

 

2.  Involuntary Transfers:

a. When a reduction in the number of employees is necessary, every effort will be made to transfer first employees qualified for the openings in other schools who volunteer for such transfers.

 

b. If the necessary reduction cannot be achieved in the above manner, selection for involuntary transfer shall be made in the inverse order of seniority among the employees qualified to be transferred from the building.

 

H.     Sick Leave:

1. Employees who begin service following commencement of the normal school year shall be granted sick leave on the basis of one and one half days per month (1 ½) during the remainder of the school year.

 

2. No new employee shall be entitled to sick leave until he/she has assumed active service in the Braintree Public Schools.

 

I.    Reduction in Staff:

1. In the event it becomes necessary to reduce the number of employees included in the bargaining unit defined in Article 1, employees shall be laid off within job categories in the inverse order of seniority.  If a position is to be cut by reducing hours per day and/or per week, the affected employee may bump a less senior employee in a position in the same category that allows the affected employee to retain his/her original work hours to the greatest extent possible.

 

2. The bargaining unit shall be divided into five job categories:

a. Special Needs and Instructional Paraeducators

b. Media Paraeducators

c. Computer Lab Paraeducators

d. Receptionist/Attendance Clerk

e. Hall Monitor

 

3. Seniority shall be defined as the employees’ length of service and years, months, and days in the bargaining unit.

 

4. The Committee will publish a seniority list to the members of the bargaining unit by January 1 of each school year.

 

5. All paraprofessionals shall be notified by the last working day in June as to whether or not they will be re-employed in September.  All members of the bargaining unit who receive no notice of termination or layoff in June shall be deemed re-employed for the following school year.

 

6.  Employees who have been laid off shall be entitled to recall rights to positions they previously performed for a period of two years from the effective date of their respective layoffs.  During the recall period, employees shall be notified by certified mail at their latest address of record and given preference for positions as they develop in the inverse order of their respective layoffs, and all benefits to which employee was entitled at the time of layoff shall be restored in full upon re-employment within recall period.  During the recall period employees who have been laid off shall be given preference on the substitute list if they so desire.

 

J. Vacations:

1.  For the first two years, no vacation pay will be granted during the school year.

 

2.  After two full years and in the third school year and the fourth school year, one week's vacation pay at Christmas will be paid.

 

3. After four full school years and in the fifth through tenth school years, one week at Christmas and the February vacation will be paid.

 

4.   After ten full school years and in the eleventh school year and thereafter, one week at Christmas, the February vacation, and the April vacation will be paid.

 

K. Paraprofessionals will be evaluated annually.

 

Article 36

TITLE I TEACHERS

 

A. Reduction in Force

1. To the extent possible and practical, normal attrition will be the method used to reduce the number of positions in those classifications in which reductions are necessary.  That is, employees who resign, retire, or who otherwise terminate their employment shall not be replaced.

 

2. In the event it becomes necessary to reduce the number of employees included in the bargaining unit defined in Article I, employees shall be laid off in the inverse order of seniority, except if the junior person is a certified reading specialist needed to staff the existing Title I program.

 

3. Seniority shall be defined as the employee's length of service in years, months, and days in the bargaining unit.

 

4. The Committee will publish a seniority list to the members of the bargaining unit by January 1 of each school year.

 

 

5. All employees shall be notified by the last working day in June as to whether or not they will be re-employed in September.  All members of the bargaining unit who receive no notice of termination of layoff in June shall be deemed re-employed for the following Title One school year, contingent upon receipt of federal Title I funds.

 

6. Employees who have been laid off shall be entitled to recall rights to positions they previously held for a period of two years from the effective date of their respective layoffs.  During the recall period, employees shall be notified by certified mail at their latest address of record and given preference for positions as they develop in the inverse order of their respective layoffs, and all benefits to which employees were entitled at the time of layoff shall be restored in full upon re-employment within the recall period.

 

7. Any laid-off Title I teacher shall be given consideration and granted an interview prior to filling any vacant teaching positions after all laid-off  Unit A members have been recalled.

 

B. Employees shall be entitled to one day per year with pay to attend the state Title One Convention.

 

C. The maximum number of sick leave days which can be accumulated by Title I teachers is 193 days.

 

D. A leave of absence without pay or increment of up to one (1) year will be granted by the Superintendent for the purpose of caring for a sick member of the teacher's immediate family. The Superintendent may also grant a leave of absence without pay or increment of up to one (1) year to tenure teachers, including, but not limited to, leaves for academic studies or professional improvement.  A teacher shall not lose any accrued benefits, which the teacher possessed as of the start of such leave.

 

E. Five (5) days in the event of each death of a member of the immediate family shall be granted each year.  Members of the immediate family shall include spouse, child, parent, grandparent, grandchild, brother, sister, guardian, mother-in-law, father-in-law.

 

F. Academic Freedom

1. In conformity with the law, the Committee shall possess the exclusive discretion over the employment, and retention or non-retention of the services, of any Chapter One teacher covered by this Agreement.  Any exercise of said discretion shall not be subject to the grievance and arbitration provisions of the Agreement.

 

2. Except for matters covered by the provisions of Paragraph 1 above, no employee will be disciplined, suspended, reprimanded, denied increment increases or deprived of professional advantage without good and sufficient cause.

 

3. No employee may be dismissed, reduced in rank or compensation, or otherwise deprived of any professional advantage for discriminatory reasons.

 

G. Evaluation

 

1. All monitoring or observation of the work performance of employees will be conducted openly and with full knowledge of the employee.  Employees will be given a copy of any evaluation report prepared by their superiors and will have the right to discuss such report with their superiors.

 

2. At the written request of the employee, school officials keeping records concerning the employee and/or the employee's work performance shall permit said employee, by appointment, to inspect the contents of any such personnel folder, file cards and records, and to make copies of such contents and records as concern his/her work or himself/herself.

 

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

 

H.     The salary of Title I teachers is contained in Appendix A of this Agreement.

 

 

Article 37

OCCUPATIONAL THERAPISTS AND PHYSICAL THERAPISTS

 

A.     For full-time employees, the regular workday shall be the same as for teachers, the specific hours and any exceptions to be determined by the Director of Special Services.  For part-time employees, the schedule will be determined by the Director of Special Services.  The work year for full-time employees is 182 days.

 

B.     The salary for Unit G employees will be the same as for Unit A Teachers.

 

C.     Employees will be reimbursed at the rate of 25 cents per mile for travel between assignments.  Employees will keep a log of work miles and submit requests for reimbursement as directed by the Director of Special Services.

 

D.     Newly-hired employees will be given step credit for school-based experience.

 

E.      Preparation and supervision time will be included in each employee’s regular schedule.  Each full-time employee is guaranteed five 40-minute period per week for these purposes.  The Director of Special Services shall endeavor to provide a daily preparation period.  Each part-time employee is guaranteed an appropriate equivalent amount of preparation and supervision time as determined by the Director of Special Services.

 

F.      Regular staff meetings will be scheduled by the Director of Special Services twice per month, as has been the practice.

 

G.     In the event of a reduction in force, employees shall be reduced within their categories by seniority, calculated from the first day of continuous employment within the position.

 

Article 38

CERTIFIED OCCUPATIONAL THERAPIST ASSISTANTS AND

PHYSICAL THERAPIST ASSISTANTS

 

A.     Each employee’s work schedule shall be determined by the Director of Special Services.

 

B.     Employees will be reimbursed at the rate of 25 cents per mile for travel between assignments.  Employees will keep a log of work miles and submit requests for reimbursement as directed by the Director of Special Services.

 

C.     Newly-hired employees will be given step credit for school-based experience.

 

D.     Regular staff meetings will be scheduled by the Director of Special Services twice per month, as has been the practice.

 

E.      In the event of a reduction in force, employees shall be reduced within their categories by seniority, calculated from the first day of continuous employment within the position.

 

Article 39

ACADEMIC FREEDOM

 

A.  No teacher with professional teacher status covered by this Agreement shall be dismissed, demoted, or reduced in salary except in accordance with the provisions of Massachusetts General Laws, Chapter 71, Sections 42 and 43, which are hereby incorporated by reference and made part hereof.  No claim that the dismissal, demotion, or reduction in salary of any teacher with professional status covered by this Agreement is in violation of the said statutory provisions shall be subject to the grievance and arbitration of this Agreement.

 

B. In conformity with the law, the Committee shall possess the exclusive discretion over the employment, and retention or non-retention of the services on any teacher without professional teacher status covered by this Agreement.  Any exercise of said discretion shall not be subject to the grievance and arbitration provisions of the Agreement.

 

C. Except for matters covered by the provisions of Sections A and B of this article, no employee will be disciplined, suspended, reprimanded, denied increment increases or deprived of professional advantage without good and sufficient cause.

 

D. No teacher may be dismissed, reduced in rank or compensation, or otherwise deprived of any professional advantage for discriminatory reasons.

 

E. No teacher shall be dismissed except in accordance with the provisions of Mass. General Laws, Chapter 71, Section 42.

 

F. The parties shall form a joint committee to review issues related to academic freedom for purposes of developing a policy thereon.

 

Article 40

AGENCY SERVICE FEE

 

A. In accordance with the provisions of General Laws, Chapter 150E, Section 12 and General Laws Chapter 180, Section 17G, the Committee shall require an Agency Fee from each employee who is not a member of the Association pursuant to the following provisions:

1. As of the first day of school in September of 1989, any employee who is not a member in good standing of the Braintree Education Association on or after the thirtieth day following the beginning of such employee's employment or the effective date of the Agreement, whichever is later, shall be required to pay an agency service fee.

a. Any such agency service fee may be deducted from the salary of any such employee who signs an authorization card permitting such deductions and shall be transmitted to the Association.

 

b. Deductions referred to above will be made in equal payments on a weekly basis beginning in November and ending in May in amounts certified by the Association Treasurer as being the regular dues of the Association, the Norfolk County Teachers Association, the Massachusetts Teachers Association, and the National Education Association.

 

c. The School Committee shall not be responsible for the implementation, collection, or enforcement of the agency service fee, except that it will supply any required documentation to establish that a person is a member of the bargaining unit subject to the fee, and it will grant one representative of the Association such paid leave as is reasonably necessary for court appearances to collect the fee.

 

2. The amount to be withheld by the Committee as an agency fee shall be proportionately commensurate with the costs of collective bargaining and contract administration.

 

3. The amounts deducted will be submitted to the Association Treasurer as soon as is reasonably possible after the issuance of the paychecks from which the deductions were taken.

 

B. The Association shall indemnify the Committee against any and all claims, demands, suits, damages, legal fees, or any other form of liability that may arise by reason of complying with this Article and the Association shall comply with a rebate procedure or any process as may be required by State, Federal, or Constitutional law.  If the Association offers counsel to represent the Committee and the Committee declines, choosing instead to be represented by its own attorney, the Association shall not be responsible for legal fees or other litigation expenses of the Committee but shall remain liable for damages.

 

C. If at the end of the aforementioned thirty (30) days, any member of the bargaining unit has not paid the agency fee, the Association will notify the employee that failure to pay said agency fee shall result in the institution of legal proceedings.

1. If the agency service fee has not been paid by the employee within four weeks of the aforementioned notification of non-payment, the Association shall notify the employee that legal proceedings to enforce the agency fee provision have commenced.

 

2. The Association shall provide the Rules and Regulations of the Massachusetts Labor Relations Commission to all employees subject to the agency fee.

 

D. The Committee will indicate on job application forms and on the notification to employees of certain legal rights that a collective bargaining agreement with the BEA establishes some of the working conditions in the Braintree Public Schools.

 


Article 41

NO STRIKE-LOCKOUT

 

A. The Association agrees that they will not cause, condone, or sanction or take part in any strike, walkout, slowdown or work stoppage.

 

B. The School Committee agrees that, during the term of this Agreement, it will not lockout any employees covered by the Agreement, nor engage in any other interference with work.

 

Article 42

HEALTH AND SAFETY

 

A. The Committee and the Association agree on the importance of providing a safe and healthful workplace and providing for conditions of employment free of hazards.

 

B. The Committee and the Association agree to cooperate in informing all affected employees of any hazard as soon as reasonable after the discovery of such hazard.

 

C. By 60 calendar days following the initial implementation of this Agreement the parties shall establish a Health and Safety Committee consisting of four designees of the Administration and four designees of the Association representing each educational level.  The parties will meet on a periodic basis and prepare recommendations for presentation to the administration and/or the Committee.

 

 

Article 43

DURATION

 

 

A. The provisions of this Agreement will be effective as of September 1, 2009 and will continue and remain in full force and effect through August 31, 2013.

 

B. The cost of printing this Agreement will be shared equally by the Braintree School Committee and the Braintree Education Association.

 

 

IN WITNESS WHEREOF, the parties hereunto set their hands this _____ day of __________, 2010.

 

BRAINTREE SCHOOL COMMITTEE

 

By___________________________________________

Chairman

 

BRAINTREE EDUCATION ASSOCIATION

 

By____________________________________________

President


APPENDIX A

TEACHERS’ SALARIES - *

 

Bachelor

 

8/31/10

2010-2011

2011-2012

2012-2013

Step

.5%

1%

2%

2.5%

1

36,551

36,916

37,655

38,596

2

39,218

39,610

40,403

41,413

3

41,886

42,304

43,151

44,229

4

44,554

44,999

45,899

47,047

5

47,220

47,692

48,646

49,862

6

49,886

50,385

51,393

52,678

7

52,551

53,076

54,138

55,491

8

55,221

55,773

56,889

58,311

9

57,887

58,466

59,636

61,126

10

60,554

61,159

62,382

63,942

11

63,220

63,852

65,129

66,757

 

Master

 

8/31/10

2010-2011

2011-2012

2012-2013

Step

.5%

1%

2%

2.5%

1

39,175

39,567

40,358

41,367

2

42,247

42,670

43,523

44,611

3

45,320

45,773

46,688

47,856

4

48,392

48,876

49,853

51,100

5

51,463

51,978

53,017

54,343

6

54,537

55,083

56,184

57,589

7

57,612

58,188

59,352

60,835

8

60,684

61,291

62,517

64,079

9

63,755

64,393

65,680

67,322

10

66,828

67,497

68,847

70,568

11

69,903

70,602

72,014

73,814

 

Master + 30

 

8/31/10

2010-2011

2011-2012

2012-2013

Step

.5%

1%

2%

2.5%

1

41,839

42,258

43,103

44,181

2

45,338

45,792

46,707

47,875

3

48,835

49,323

50,310

51,567

4

52,331

52,855

53,912

55,260

5

55,832

56,390

57,518

58,956

6

59,328

59,921

61,119

62,647

7

62,825

63,454

64,723

66,341

8

66,324

66,987

68,327

70,035

9

69,867

70,565

71,977

73,776

10

73,318

74,051

75,532

77,421

11

76,818

77,586

79,138

81,116

* 2008 – 2009 Salary Increase: 2%


 

MASTER + 45

 

8/31/10

2010-2011

2011-2012

2012-2013

Step

.5%

1%

2%

2.5%

1

44,264

44,706

45,601

46,741

2

47,761

48,239

49,204

50,434

3

51,258

51,771

52,806

54,126

4

54,756

55,303

56,409

57,820

5

58,254

58,837

60,014

61,514

6

61,750

62,367

63,615

65,205

7

65,250

65,902

67,220

68,901

8

68,747

69,435

70,823

72,594

9

72,290

73,013

74,473

76,335

10

75,743

76,500

78,030

79,981

11

79,240

80,033

81,633

83,674

 

 

 

MASTER +60

 

 

2/1/2012*

2011-2012

2012-2013

Step

 

*

2%

2.5%

 

 

 

 

 

1

 

46,601

47,601

48,791

2

 

50,205

51,204

52,484

3

 

53,806

54,806

56,176

4

 

57,409

58,409

59,870

5

 

61,015

62,014

63,564

6

 

64,615

65,615

67,255

7

 

68,221

69,220

70,951

8

 

71,823

72,823

74,644

9

 

75,473

76,473

78,385

10

 

79,030

80,030

82,031

11

 

82,633

83,633

85,724

*Reflects $2000 added to M + 45 column prorated and effective 91st day of 2011 – 2012 school year.

 

 

Salary is increased each year on the basis of satisfactory service.

 

1. Teachers of at least ten years' experience in Braintree holding a Bachelor's degree plus 30 credit hours are to be eligible for Master's degree schedule.

 

2. Transfer between columns (by either award of advance degree or qualification under Section 1 above) is to be made the following February or September.  A teacher who plans to progress from one column to a higher degree must notify the Superintendent of Schools in writing by October 1 of the year preceding such contemplated advancement.

 

3. If the Committee shall establish any new position, other than those already covered by this Agreement, within the bargaining unit covered by this Agreement, the Committee shall negotiate with the Association regarding the wages, hours and conditions of employment for said position.

 

4. Proposals for new advisor stipends will be referred to the Extracurricular Advisors Stipend Committee for consideration.

 

5. Each year, by December 1, if possible, the committee shall make available to the Association an annual distribution chart of teachers' salaries.

 

6. Career Award: In recognition of dedicated service to the children of Braintree, any employee covered by this Agreement who has been employed for ten (10) consecutive years in the Braintree School System shall be eligible for a "Career Award" in the form of an increase in compensation in the final year of employment by following the established procedure.

Eligible employees who desire to participate in the "Career Award" program will notify the Superintendent by November 1 of the calendar year prior to the school year in which they intend to retire of their intention to retire, under the provisions of the Massachusetts Teachers Retirement Act or the Town of Braintree Retirement Act.

All Units: If such notice is submitted in writing by November 1, then, at the commencement of the final year of teaching, the annual salary of the individual concerned will be increased by one thousand dollars ($1,000), and this amount shall be payable in equal installments over the final school year.  In addition, all sick leave days accumulated by a retiring individual prior to his/her final year of employment will be reimbursed at the rate of $12 per day.  This amount will also be added to the final year's salary and shall be payable in equal installments over the final school year.

In the event the individual fails to retire under the provisions of either of these Acts immediately at the conclusion of the school year (unless prevented from so by death), the employee will agree in writing to repay the Town of Braintree the differential between salary which was actually received under

The provisions of this Section and that which the employee would have received had he or she not submitted the intention to retire, said amount to be deducted from the final summer paychecks of the school year.

 

 

7. A longevity payment will be added to each employee's annual salary according to the following schedule:

                  Effective September 1, 2009

After 20 - 24 years of service          $750 annually

After 25 - 29 years of service          $1,500 annually

After 30 or more years' service        $2,000 annually

 

      Part-time employees will be paid on a pro-rata basis, depending upon the percentage of full-time employment for their particular position.  The above payments will be paid in a lump sum to employees annually in the second payroll period in December.  If an employee were to attain a new service level (i.e. 25th year of service) prior to the midpoint of a particular school year, then that employee shall receive the longevity payment for that new service level in the December of that same school year.

 

8.  Alternative Longevity Plan:  An employee who has completed 15 total years of service in the Braintree Public Schools may elect longevity payments of $2,000 per year for the three full consecutive years of employment that follow acceptance under this provision.  Part-time employees shall receive this payment on a pro-rata basis.  The appropriate amount will be added to the employee’s regular compensation, apportioned equally over the number of paychecks in the full work year.

 

      The option to elect this benefit is available only once during an employee’s career in Braintree.  In order to qualify for this benefit, the employee must provide written notice of election of this benefit to the Superintendent of Schools by November 1 of the school year prior to the school year in which it will take effect (or by February 1, 2005 if the benefit is to begin in September, 2004 or September, 2005).

 

      All payments made pursuant to this provision are subject to all deductions required by state and/or federal laws during the three years in which it is paid.  Said payments are not permanently thereafter part of an employee’s base salary, which shall revert to the employee’s customary place on the salary schedule following the three-year period during which the benefit was paid.

 

      Once an employee has elected this benefit and begun to receive the payments provided above, said election may not be rescinded or revoked for any reason.  Further, said employee will no longer be eligible for benefits under #5 (Career Award) and #6 (Longevity) of Appendix A.

 

      A total of 60 employees may participate in this benefit:  20 in the 2004-05 school year, and an additional 20 in each the 2005-06 school year and 2006-07 school year, for a total of 60 in the 2006-07 school year and for each subsequent year thereafter.  Available slots will be filled from among those applying according to total years of service and lottery number.

 

      In the event that the number of employees who apply for this benefit exceeds the number of slots available for any particular contract year, then a waiting list shall be established.  Employees will be listed in descending order according to total years of service and lottery number and will receive the benefit as slots become available.  A wait-listed employee will have the opportunity to withdraw her/his application for the benefit prior to being placed in an open slot.

 

This provision will be eliminated from the collective bargaining agreement after all employees who are receiving the alternative longevity under the 2005 – 2008 collective bargaining agreement have completed their cycle.


DIRECTORS AND ASSISTANT PRINCIPALS SALARY SCHEDULE

6/30/10 and 2011 – 2013

 

0.5%

1%

2%

1.225%

1%

2%

Position

8/31/10

2010-2011

2011-2012

Feb 2012

2011-2012

2012-2013

Directors

 

 

 

 

 

 

Dir. of Elementary

Curriculum –Min.

96,943

97,912

99,870

101,093

102,317

104,875

Dir. of Elementary

Curriculum – Max.

114,181

115,323

117,629

119,070

120,511

123,524

Dir. of Technology/

Math – Min.

96,943

97,912

99,870

101,093

102,317

104,875

Dir. of Technology/

Math –Max.

114,181

115,323

117,629

119,070

120,511

123,524

Dir. of Spec. Serv.

(FY) – Min.

96,943

97,912

99,870

101,093

102,317

104,875

Dir. of Spec. Serv.

(FY) – Max.

114,181

115,323

117,629

119,070

120,511

123,524

MS Asst. Princ. (SY+3) Min

87,848

88,726

90,501

91,610

92,718

95,036

MS Asst. Princ. (SY+3) Max.

94,489

95,434

97,343

98,535

99,728

102,221

Housemaster (SY+4) Min.

87,993

88,873

95,983

97,159

98,335

100,793

Housemaster (SY+4)-Max

96,531

97,496

103,195

104,459

105,723

108,366

Assist. Dir. of Spec.

Serv. (SY+4) Min.

87,993

88,873

95,983

97,159

98,335

100,793

Assist. Dir. of Spec.

Serv. (SY+4) Max.

96,531

97,496

103,195

104,459

105,723

108,366

POSITION

 

 

 

 

 

 

Directors

 

 

 

 

 

 

Athletic (FY) – Min. & Max.

96,347

97,310

99,256

100,472

101,688

104,230

SY+4 Dir – Min. (English,(Soc.St., Science, Guidance)

93,169

94,101

95,983

97,159

98,335

100,793

SY+4 Director –Max.

100,170

101,172

103,195

104,459

105,723

108,366

SY+2 Director –Min (Art, Health & Family and Cons.

Science, Music, PE,

World Language)

87,848

88,726

90,501

91,610

92,718

95,036

SY+2 Director Max

90,681

91,588

93,420

94,564

95,709

98,102

Coordinator –(SY +2) Min. (Coordinator of

School Nursing Services)

85,352

86,206

87,930

89,007

90,084

92,336

Coordinator (SY+2 ) - Max

87,741

88,618

90,390

91,497

92,605

94,920

Head Counselor-Min

93,169

94,101

95,983

97,159

98,335

100,793

Head Counselor-Max

100,170

101,172

103,195

104,459

105,723

108,366

SY Coordinator-Min

80,905

81,714

83,348

84,369

85,390

87,525

SY Coordinator Max

83,169

84,001

85,681

86,731

87,780

89,975

 


1. A new administrator would normally be employed at the minimum salary for the category, but, upon the recommendation of the Superintendent may place the new administrator at any point within the salary range up to and including the maximum salary for the position depending upon experience and qualifications.  An administrator who is hired at the minimum range or at a salary less than the maximum salary for the position shall receive in each succeeding year of employment an increment of one-third of the difference between his beginning salary and the maximum salary for the position.  All administrators hired at less than the maximum salary shall receive the maximum salary for the position commencing with the fourth year of employment.

 

2. Evaluation for administrators will be in accord with the evaluation procedures set forth in Article 9.  Administrators will be evaluated by the immediate supervisor assigned in their job description.

 

NON-ADMINISTRATIVE SALARIES 6/30/10 and 2011 - 2013

 

 

8/31/2010

2010-2011

2011-2012

2012-2013

 

.5%

1%

2%

2.5%

Position

 

 

 

 

Summer School Teacher

(4 hr. day) Per Week

651

658

671

688

Elem. & Sec. Wkshp.

(6 hr. day, Per Week)

728

735

750

769

Dir. of Cont. Ed.

 

30.00/hr

30.60/hr

31.37/hr

Elem. Summer School Director

6,757

6,825

6,962

7,136

Sec. Sum. School Director

6,757

6,825

6,962

7,136

Secretary to Summer School

376

380

388

398

Guidance Counselors Daily Summer Stipend (1/182 of current contract salary)

 

 

 

 

Spec. Needs Rec. Prog. Coordinator (per hour)

42.41

42.83

43.69

44.78

Spec. Needs Rec. Prog. Counselor (per hour)

18.72

18.91

19.29

19.77

Case Manager Full Time (1) (Teacher plus 4 weeks @ 1/182 per diem

 

 

 

 

Coordinator, School to Work Program – (Teacher + 10 days @ 1/182 per diem; .6 FTE Teaching Assignment)

 

 

 

 

Payment for workshops will occur within 21 calendar days after receipt of approval by appropriate director.  If director is on vacation or otherwise unavailable, request for payment shall be submitted to central office.

 


ADMINISTRATIVE ASSISTANT SALARY SCHEDULES 2009-2013

(Weekly Pay)

 

Category 1  Full year administrative assistants (52 weeks).  BHS Headmaster Administrative Assistant, Registrar, and Administrative Assistant to Technology Department.  As of July 1, 2010, includes 1 Administrative Assistant at each middle school and Administrative Assistants to Special Services Director.

 

Full year

52 Weeks

8/31/10

.5%

2010-2011

1%

2011-2012

2%

2012-2013

2.5%

Step 1

644.81

651.26

664.28

680.89

Step 2

676.48

683.25

696.91

714.34

Step 3

704.77

711.81

726.05

744.20

Step 4

737.57

744.95

759.84

778.84

Step 5

769.25

776.94

792.48

812.29

Step 6

803.19

811.22

827.44

848.13

Step 7

833.73

842.07

858.91

880.39

Step 8

867.67

876.34

893.87

916.22

Step 9

893.68

902.62

920.67

943.69

Step 10

924.79

934.04

952.72

976.54

Step 11

 

 

986.07

1010.72

 

 

Category 2  School year administrative assistant (37 weeks plus 1 week prior to school opening and 1 week after school closes plus 10 holidays, total 41 weeks).  Administrative assistant to Middle and Elementary Principals, Housemasters, Directors, and Supervisors.  As of July 1, 2010 , Elementary Administrative Assistants and Administrative Assistants to Curriculum Directors (except Guidance, Mathematics and Technology) shall be school year plus 4 weeks plus 10 holidays for a total of 43 weeks.

 

 

8/31/10

.5%

2010-2011

1%

2011-2012

2%

2012-2013

2.5%

Step 1

609.74

615.84

628.15

643.86

Step 2

636.89

643.26

656.13

672.53

Step 3

668.57

675.26

688.76

705.98

Step 4

695.71

702.67

716.73

734.64

Step 5

724.00

731.24

745.86

764.51

Step 6

755.67

763.23

778.49

797.96

Step 7

787.35

795.22

811.13

831.40

Step 8

823.54

831.78

848.42

869.63

Step 9

849.57

858.07

875.23

897.11

Step 10

879.55

888.34

906.11

928.76

Step 11

 

 

937.82

961.27

 


 

Category 3  School year administrative assistant (37 weeks plus 1 week prior to school opening and 1 week after school closes plus 10 holidays, total 41 weeks).  Administrative assistant at the Media Center at Braintree High School.

 

8/31/10

.5%

2010-2011

1%

2011-2012

2%

2012-2013

2.5%

Step 1

539.60

545.00

555.90

569.80

Step 2

564.49

570.14

581.54

596.08

Step 3

592.77

598.70

610.68

625.94

Step 4

615.40

621.55

633.98

649.83

Step 5

643.68

650.12

663.12

679.70

Step 6

668.57

675.26

688.76

705.98

Step 7

696.85

703.82

717.90

735.85

Step 8

727.39

734.66

749.36

768.09

Step 9

750.01

757.51

772.66

791.98

Step 10

776.32

784.08

799.76

819.76

Step 11

 

 

827.75

848.45

 

Category 4  Full-year administrative assistant at Category 3 rate.  Data Entry administrative assistant at Braintree High School.

This category is eliminated as of 7/1/2010

 

DEGREED NURSES

187 Days

 

8/31/10

.5%

2010-2011

1%

2011-2012

2%

2012-2013

2.5%

Step 1

37,556

37,931

38,690

39,657

Step 2

40,297

40,700

41,514

42,551

Step 3

43,036

43,466

44,335

45,444

Step 4

45,778

46,236

47,160

48,339

Step 5

48,518

49,003

49,983

51,233

Step 6

51,257

51,770

52,805

54,125

Step 7

53,996

54,536

55,627

57,017

Step 8

56,738

57,306

58,452

59,913

Step 9

59,477

60,072

61,274

62,805

Step 10

62,217

62,840

64,096

65,699

Step 11

64,956

65,606

66,918

68,591

Master Degree

8/31/10

.5%

2010-2011

1%

2011-2012

2%

2012-2013

2.5%

Step 1

40,251

40,653

41,466

42,503

Step 2

43,408

43,842

44,719

45,837

Step 3

46,564

47,030

47,970

49,170

Step 4

49,720

50,218

51,222

52,503

Step 5

52,878

53,407

54,475

55,837

Step 6

56,036

56,596

57,728

59,172

Step 7

59,193

59,785

60,981

62,506

Step 8

62,350

62,973

64,233

65,838

Step 9

65,507

66,162

67,485

69,172

Step 10

68,664

69,351

70,738

72,506

Step 11

71,822

72,540

73,991

75,840

 


 

Master + 30

8/31/10

.5%

2010-2011

1%

2011-2012

2%

2012-2013

2.5%

Step 1

42,989

43,418

44,287

45,394

Step 2

46,583

47,048

47,989

49,189

Step 3

50,176

50,677

51,691

52,983

Step 4

53,769

54,306

55,392

56,777

Step 5

57,366

57,939

59,098

60,576

Step 6

60,957

61,566

62,797

64,367

Step 7

64,551

65,196

66,500

68,162

Step 8

68,146

68,827

70,204

71,959

Step 9

71,786

72,504

73,954

75,802

Step 10

75,334

76,087

77,609

79,549

Step 11

78,928

79,717

81,311

83,344

 

Master + 45

8/31/10

.5%

2010-2011

1%

2011-2012

2%

2012-2013

2.5%

Step 1

45,479

45,933

46,852

48,023

Step 2

49,073

49,563

50,555

51,818

Step 3

52,666

53,192

54,256

55,612

Step 4

56,260

56,822

57,959

59,408

Step 5

59,856

60,454

61,663

63,205

Step 6

63,447

64,081

65,363

66,997

Step 7

67,041

67,711

69,065

70,792

Step 8

70,636

71,342

72,769

74,588

Step 9

74,277

75,019

76,520

78,433

Step 10

77,824

78,602

80,174

82,178

Step 11

81,418

82,232

83,876

85,973

Non-Degree Nurses will be paid 75% of the Bachelor Schedule based upon experience step.

 

Master + 60

 

2/1/2012

*

2011-2012

2%

2012-2013

2.5%

Step 1

 

47,852

48,852

50,073

Step 2

 

51,554

52,554

53,868

Step 3

 

55,257

56,257

57,663

Step 4

 

58,959

59,959

61,458

Step 5

 

62,664

63,664

65,256

Step 6

 

66,363

67,363

69,047

Step 7

 

70,065

71,065

72,842

Step 8

 

73,768

74,768

76,637

Step 9

 

77,520

78,520

80,483

Step 10

 

81,173

82,173

84,227

Step 11

 

84,876

85,876

88,023

 

*Reflects $2,000 added to M + 45 column prorated and effective 91st day of 2011 – 2012 school year.

 

 


PARAEDUCATOR SALARY SCHEDULE 2010-2013

 

Master + 45

8/31/10

.5%

2010-2011

1%

2011-2012

2%

2012-2013

2.5%

Step 1

12.36

12.49

12.74

13.05

Step 2

13.03

13.16

13.42

13.76

Step 3

13.65

13.79

14.07

14.42

Step 4

14.24

14.38

14.67

15.04

Step 5

14.84

14.99

15.29

15.67

Step 6

15.40

15.55

15.86

16.26

Step 7

15.98

16.14

16.46

16.88

Step 8

16.61

16.77

17.11

17.54

Step 9

17.11

17.28

17.63

18.07

Step 10

17.69

17.87

18.23

18.68

Step 11

 

 

18.87

19.34

 

TITLE I TEACHERS' SALARY SCHEDULE

 

Bachelors

 

8/31/10

.5%

2010-2011

1%

2011-2012

2%

2012-2013

2.5%

 

 

 

 

 

Step 1

25,706

25,963

26,482

27,144

Step 2

27,779

28,057

28,618

29,333

Step 3

31,417

31,731

32,366

33,175

Step 4

34,278

34,621

35,313

36,196

Step 5

37,136

37,507

38,257

39,213

Step 6

39,990

40,390

41,198

42,228

Step 7

42,845

43,273

44,138

45,241

Step 8

45,704

46,161

47,084

48,261

Step 9

48,559

49,045

50,026

51,277

Step 10

50,001

50,501

51,511

52,799

Step 11

52,699

53,226

54,291

55,648

 

TITLE I TEACHERS' SALARY SCHEDULE

 

Masters

 

8/31/10

.5%

2010-2011

1%

2011-2012

2%

2012-2013

2.5%

 

 

 

 

 

Step 1

 

 

28,336

29,044

Step 2

 

 

30,907

31,680

Step 3

 

 

34,955

35,829

Step 4

 

 

38,491

39,453

Step 5

 

 

41,700

42,743

Step 6

 

 

44,906

46,028

Step 7

 

 

48,552

49,766

Step 8

 

 

51,792

53,087

Step 9

 

 

55,029

56,404

Step 10

 

 

56,662

58,079

Step 11

 

 

60,263

61,770

 


 

OCCUPATIONAL AND PHYSICAL THERAPIST

ASSISTANTS SALARY SCHEDULE

 

 

8/31/10

.5%

2010-2011

1%

2011-2012

2%

2012-2013

2.5%

Step 1

27,413

27,687

28,241

28,947

Step 2

29,413

29,707

30,301

31,059

Step 3

31,414

31,728

32,363

33,172

Step 4

33,416

33,750

34,425

35,286

Step 5

35,416

35,770

36,486

37,398

Step 6

37,415

37,789

38,545

39,509

Step 7

39,414

39,808

40,604

41,619

Step 8

41,416

41,830

42,667

43,734

Step 9

43,415

43,849

44,726

45,844

Step 10

45,415

45,869

46,787

47,956

Step 11

47,415

47,889

48,847

50,068

 


 

EXTRACURRICULAR ADVISOR STIPENDS -  2010 - 2013

 

 

2010-2011

2011-2012

2012-2013

 

1%

2%

2.5%

Braintree High School

 

 

 

 

 

 

 

Academic Decathlon

1,200

1,224

1,255

Art Honor Society

1,200

1,224

1,255

Band

2,800

2,856

2,927

Best Buddies

1,200

1,224

1,255

BHS News

1,200

1,224

1,255

Chorus

1,600

1,632

1,673

Cultural Awareness Club

1,200

1,224

1,255

Debate Club

1,200

1,224

1,255

Environmental Club

1,200

1,224

1,255

French National Honor

1,200

1,224

1,255

Freshman Class Advisor

1,600

1,632

1,673

Future Teachers

1,200

1,224

1,255

GSA

1,200

1,224

1,255

History Club

1,200

1,224

1,255

Interact Club

1,200

1,224

1,255

Jazz Band Ensemble

1,600

1,632

1,673

Junior Class Advisor

1,600

1,632

1,673

Key Club

1,200

1,224

1,255

Literary Magazine

1,200

1,224

1,255

Math Team (Varsity)

1,200

1,224

1,255

Math Team (JV)

1,000

1,020

1,046

Media Center (hourly rate)

3,200

3,264

3,346

Mock Trial Club

1,200

1,224

1,255

National Honor Society

1,600

1,632

1,673

Orchestra

1,600

1,632

1,673

Peer Mediation Coordinator

1,200

1,224

1,255

Photography Club

1,200

1,224

1,255

Robotics

1,200

1,224

1,255

SADD

1,200

1,224

1,255

School Exchange

1,200

1,224

1,255

School Store

1,200

1,224

1,255

Science Club

1,200

1,224

1,255

Senior Class Advisor

1,600

1,632

1,673

Show Choir

1,600

1,632

1,673

Ski Club/Per Trip

200

204

209

Sophomore Class Advisor

1,600

1,632

1,673

Spanish National Honor

1,200

1,224

1,255

String Quartet

1,600

1,632

1,673

Student Council

3,200

3,264

3,346

Supplies/Copier

2,000

2,040

2,091

Theatre Guild 2 Productions

2,800

2,856

2,927

Tech Director (2 shows)

1,500

1,530

1,568

Musical Director (fall)

3,300

3,366

3,450

Musical Director (spring)

1,500

1,530

1,568

Treasurer

3,800

3,876

3,973

Video Tech Club

1200

1224

1255

Yearbook

3,200

3,264

3,346

 

 

 

 

 

 

 

 

 

 

Middle Schools

2010-2011

2011-2012

2012-2013

 

1%

2%

2.5%

 

 

 

 

A-V Coordinator

700

714

732

Band

800

816

836

Chorus

800

816

836

Community Service Club

1,220

1,244

1,276

Computer Service Coord.

1,000

1,020

1,046

Concert Choir

1,220

1,244

1,276

Jazz Band

800

816

836

Math Team

800

816

836

Orchestra

800

816

836

Out-of-State Trip Coord.

1,000

1,020

1,046

Grade 8 Trip (2)

1,000

1,020

1,046

Robotics (2)

800

816

836

School Climate/Culture

800

816

836

Ski Club/per trip

200

204

209

Student Council

1,220

1,244

1,276

Theatre Guild

1,400

1,428

1,464

Treasurer

1,220

1,244

1,276

Yearbook

1,400

1,428

1,464

 

 

 

 

 

 

 

 

 

 

 

 

Elementary Schools

2010-2011

2011-2012

2012-2013

 

1%

2%

2.5%

 

 

 

 

After School Enrichment

4,000

4,080

4,182

 


 

COACHING SALARIES

2009-2013

 

 

 

8/31/10

.5%

 

 

2010-2011

1%

 

 

 

2011-2012

2%

 

 

2012-2013

2.5%

 

Head

Coaches

 

 

 

 

 

 

 

 

 

 

 

 

 

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

Baseball Boys’

5,886

6,214

6,541

5,945

6,276

6,606

6,064

6,402

6,738

6,215

6,562

6,907

Basketball Boys’

5,886

6,214

6,541

5,945

6,276

6,606

6,064

6,402

6,738

6,215

6,562

6,907

Basketball Girls’

5,886

6,214

6,541

5,945

6,276

6,606

6,064

6,402

6,738

6,215

6,562

6,907

Cheerleading (Fall)

3,761

4,087

4,415

5,450

5,779

6,111

5,559

5,895

6,233

5,698

6,042

6,389

Cheerleading (Winter)

3,761

4,087

4,415

5,450

5,779

6,111

5,559

5,895

6,233

5,698

6,042

6,389

Dance (Fall)

3,761

4,087

4,415

5,450

5,779

6,111

5,559

5,895

6,233

5,698

6,042

6,389

Dance (W)

3,761

4,087

4,415

5,450

5,779

6,111

5,559

5,895

6,233

5,698

6,042

6,389

Cross Country (B)

4,578

4,905

5,232

4,624

4,954

5,284

4,716

5,053

5,390

4,834

5,179

5,524

Cross Country (G)

4,578

4,905

5,232

4,624

4,954

5,284

4,716

5,053

5,390

4,834

5,179

5,524

Faculty Manager

5,886

6,214

6,541

5,945

6,276

6,606

6,064

6,402

6,738

6,215

6,562

6,907

Field Hockey

5,886

6,214

6,541

5,945

6,276

6,606

6,064

6,402

6,738

6,215

6,562

6,907

Football

8,174

8,503

8,830

8,256

8,588

8,918

8,421

8,760

9,096

8,632

8,979

9,324

Golf (Boys)

4,578

4,905

5,232

4,624

4,954

5,284

4,716

5,053

5,390

4,834

5,179

5,524

Golf (Girls)

4,578

4,905

5,232

4,624

4,954

5,284

4,716

5,053

5,390

4,834

5,179

5,524

Gymnastics (Boys)

5,396

5,722

6,050

5,450

5,779

6,111

5,559

5,895

6,233

5,698

6,042

6,389

Gymnastics Girls’

5,396

5,722

6050

5,450

5,779

6,111

5,559

5,895

6,233

5,698

6,042

6,389

Ice Hockey (Boys)

6,214

6,541

6,867

6,276

6,606

6,936

6,402

6,738

7,075

6,562

6,907

7,252

Ice Hockey (Girls)

6,214

6,541

6,867

6,276

6,606

6,936

6,402

6,738

7,075

6,562

6,907

7,252

Indoor Track (Boys)

5,396

5,722

6,050

5,450

5,779

6,111

5,559

5,895

6,233

5,698

6,042

6,389

Indoor Track (Girls)

5,396

5,722

6050

5,450

5,779

6,111

5,559

5,895

6,233

5,698

6,042

6,389

Lacrosse (Boys)

5,886

6,214

6,541

5,945

6,276

6,606

6,064

6,402

6,738

6,215

6,562

6,907

Lacrosse (Girls)

5,886

6,214

6,541

5,945

6,276

6,606

6,064

6,402

6,738

6,215

6,562

6,907

Outdoor Track (Boys)

5,886

6,214

6,541

5,945

6,276

6,606

6,064

6,402

6,738

6,215

6,562

6,907

Outdoor Track (Girls)

5,886

6,214

6,541

5,945

6,276

6,606

6,064

6,402

6,738

6,215

6,562

6,907

Soccer (B)

5,886

6,214

6,541

5,945

6,276

6,606

6,064

6,402

6,738

6,215

6,562

6,907

Soccer (G)

5,886

6,214

6,541

5,945

6,276

6,606

6,064

6,402

6,738

6,215

6,562

6,907

Softball (G)

5,886

6,214

6,541

5,945

6,276

6,606

6,064

6,402

6,738

6,215

6,562

6,907

Spec. Olympics

 Prog. Coord.

2,270

 

 

2,293

 

 

2,339

 

 

2,397

 

 

Spec. Olympics

 Prog. Instr.

1,591

 

 

1,607

 

 

1,639

 

 

1,680

 

 

Swim Team (G)

4,578

4,905

5,232

4,624

4,954

5,284

4,716

5,053

5,390

4,834

5,179

5,524

Tennis (B)

4,578

4,905

5,232

4,624

4,954

5,284

4,716

5,053

5,390

4,834

5,179

5,524

Tennis (G))

4,578

4,905

5,232

4,624

4,954

5,284

4,716

5,053

5,390

4,834

5,179

5,524

Volleyball (B)

5,396

5,722

6,050

5,450

5,779

6,111

5,559

5,895

6,233

5,698

6,042

6,389

Volleyball G)

5,396

5,722

6,050

5,450

5,779

6,111

5,559

5,895

6,233

5,698

6,042

6,389

Wrestling

5,396

5,722

6,050

5,450

5,779

6,111

5,559

5,895

6,233

5,698

6,042

6,389

Varsity Assistants  

 

 

8/31/10.5%

 

 

2010-2011

1%

 

 

2011-2012

2%

 

 

2012-2013

2.5%

 

 

 

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

 

Football – offensive coord

 

 

 

4,260

4,508

4,758

4,345

4,598

4,853

4,454

4,713

4,974

 

Football – defensive coord.

 

 

 

4,260

4,508

4,758

4,345

4,598

4,853

4,454

4,713

4,974

 

Football

 

 

 

2,391

2,639

2,889

2,439

2,692

2,947

2,500

2,759

3,020

 

Football

 

 

 

2,391

2,639

2,889

2,439

2,692

2,947

2,500

2,759

3,020

 

Fotball JV asst

 

 

 

2,391

2,639

2,889

2,439

2,692

2,947

2,500

2,759

3,020

 

Gymnastics Boys

 

 

 

3,641

3,889

4,138

3,714

3,967

4,221

3,807

4,066

4,326

 

Gymnastics Girls

 

 

 

3,641

3,889

4,138

3,714

3,967

4,221

3,807

4,066

4,326

 

Ice Hockey Boys

 

 

 

2,261

2,383

2,508

2,306

2,431

2,558

2,364

2,491

2,622

 

Ice Hockey Boys

 

 

 

1,753

1,877

2,001

1,788

1,915

2,041

1,833

1,962

2,092

 

Ice Hockey Girls

 

 

 

4,014

4,260

4,509

4,094

4,345

4,599

4,197

4,454

4,714

 

Indoor Track Boys

 

 

 

3,641

3,889

4,138

3,714

3,967

4,221

3,807

4,066

4,326

 

Indoor Track Girls

 

 

 

3,641

3,889

4,138

3,714

3,967

4,221

3,807

4,066

4,326

 

Outdoor Track Boys

 

 

 

3,963

4,212

4,459

4,042

4,296

4,548

4,143

4,404

4,662

 

Outdoor Track Girls

 

 

 

3,963

4,212

4,459

4,042

4,296

4,548

4,143

4,404

4,662

 

Junior Varsity Coaches

 

 

8/31/10

.5%

 

 

2010-2011

1%

 

 

2011-2012

2%

 

 

2012-2013

2.5%

 

 

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

Baseball (B)

3,924

4,170

4,415

3,963

4,211

4,459

4,042

4,295

4,548

4,143

4,403

4,662

Basketball (Boys)

3,924

4,170

4,415

3,963

4,211

4,459

4,042

4,295

4,548

4,143

4,403

4,662

Basketball Girls

3,924

4,170

4,415

3,963

4,211

4,459

4,042

4,295

4,548

4,143

4,403

4,662

Cheerleading (Fall)

 

 

 

3,641

3,889

4,138

3,714

3,967

4,221

3,807

4,066

4,326

Cheerleading (Winter)

 

 

 

3,641

3,889

4,138

3,714

3,967

4,221

3,807

4,066

4,326

Dance (Fall)

 

 

 

3,641

3,889

4,138

3,714

3,967

4,221

3,807

4,066

4,326

Dance (Win)

 

 

 

3,641

3,889

4,138

3,714

3,967

4,221

3,807

4,066

4,326

 

 

 

 

 

 

 

 

 

 

 

 

 

Field Hockey

3,924

4,170

4,415

3,963

4,211

4,459

4,042

4,295

4,548

4,143

4,403

4,662

Football JV Head

 

 

 

3,788

4,032

4,275

3,864

4,113

4,361

3,960

4,215

4,470

Ice Hockey (Boys)

4,138

4,384

4,627

4,179

4,428

4,673

4,263

4,517

4,766

4,369

4,629

4,886

Ice Hockey (Girls)

 

 

 

4,179

4,428

4,673

4,263

4,517

4,766

4,369

4,629

4,886

Lacrosse Boys

3,924

4,170

4,415

3,963

4,211

4,459

4,042

4,295

4,548

4,143

4,403

4,662

Lacrosse Girls

 

 

 

3,963

4,211

4,459

4,042

4,295

4,548

4,143

4,403

4,662

Soccer Boys

3,924

4,170

4,415

3,963

4,211

4,459

4,042

4,295

4,548

4,143

4,403

4,662

Soccer Girls

3,924

4,170

4,415

3,963

4,211

4,459

4,042

4,295

4,548

4,143

4,403

4,662

Softball Girls

3,924

4,170

4,415

3,963

4,211