Bridgewater-Raynham

Show detailed information about district and contract

DistrictBridgewater-Raynham
Shared Contract District
Org Code6250000
Type of DistrictRegional K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2014
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyBristol
ESE RegionSoutheast
Urban
Kind of Communityeconomically developed suburbs
Number of Schools7
Enrollment5804
Percent Low Income Students14
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Bridgewater-Raynham

AGREEMENT

 

Pursuant to the provisions of Chapter 150E of the General Laws of the Commonwealth of Massachusetts, this Agreement is made by and between the Bridgewater-Raynham Regional School Committee and the Bridgewater-Raynham Education Association.

 

ARTICLE I

RECOGNITION

 

A.        Recognition

 

1.         For the purposes of collective bargaining with respect to wages, hours, standards of productivity and performance and other conditions of employment, the Committee recognizes the Association as the exclusive bargaining agent for all full-time and regular part-time professional employees including but not limited to Classroom Teachers, Counselors, Media Specialists/Librarians, School Psychologists, Therapists/Teachers, Coordinator of Music, Coordinator of Instructional Media Services, Department Chairs, Director of Alternative High School, Assistant Athletic Director, Title I Teachers, Tutors of the Learning Disabled, Tutors, Nurses, Permanent Substitutes, Athletic Director, but excluding the Superintendent of Schools, Assistant Superintendent of Schools, Headmaster, Assistant Headmaster, Principals, Assistant Principals, Curriculum Grants Director, Director of Pupil Personnel, Director of Guidance 7-12, Instructional Leader for Special Needs, Dean of Students, Instructional Leaders, Technology Specialist, Proctors Pre-K-12*, and all nonprofessional employees of the Committee.

 

*The Proctors shall perform only those functions which they have performed in the past.  When the Proctors are utilized to cover classes to provide the required preparation time for teachers, the Proctors shall be responsible for meaningful work; that is, teachers will not be required to prepare a lesson for the Proctors.

 

NOTE: In the event that the Curriculum Specialist position is funded, the Committee and the Association shall meet to address the issue of unit placement.

 

2.         Unless another employee organization shall have been designated as the exclusive representative of the professional employees, the Committee agrees that so long as this Agreement shall continue in effect, it will not recognize any organization other than the Association as the representative of the professional employees for the purposes of collective bargaining.

 

B.        Definitions and Coverage

 

1.         The term "Professional Employee" as used in this Agreement, unless otherwise specified, refers to all members of the bargaining unit.

 

2.         The term "Association" as used in this Agreement refers to the Bridgewater-Raynham Education Association, an affiliate of the MTA/NEA.

 

3.         The term "Committee" as used in the Agreement refers to the Bridgewater-Raynham Regional School Committee.

 

4.         Regular part-time Professional Employees shall include those employees who work a regular tour of duty each work week which is less than that worked by full-time employees.

 

5.         Permanent substitutes shall be defined as any employee with the appropriate license temporarily hired to fill a vacant position for a period of at least seventy-five (75) school days in the same bargaining unit position.  Permanent substitutes shall be covered by all provisions of this Agreement, and shall, unless otherwise provided for in this Agreement, enjoy all rights, benefits, duties and responsibilities of the Agreement.

 

6.         Any Coach, Club/Activity Advisor or home tutor who does not also hold one of the titles listed in Section A above shall be covered by this Agreement solely for the purpose of wages as set forth in Appendices B and C.

 

7.         All coaching and extra-curricular positions shall be posted annually.  In the event that there are applicants for a position from within and from outside the bargaining unit and the qualifications of the applicants are equal, a bargaining unit member will be appointed to the position.

 

 

ARTICLE II

COMPENSATION AND OTHER CONDITIONS

 

Subject to the provisions of this Agreement, and except as otherwise provided in the Appendices attached hereto and made a part hereof, the wages, hours and other conditions of employment applicable on the effective date of this Agreement to the employees covered by this Agreement shall continue to be so applicable.

 

 

ARTICLE III

GRIEVANCE PROCEDURE

 

A.        Definitions

 

1.         A "grievance" is defined as a complaint by a professional employee, group of professional employees or the Association that as to the complainant there has been a violation, misinterpretation or inequitable application of the provisions of this Agreement.

 

2.         The "grievant" may be either an individual professional employee, a group of professional employees or the Association.

 

3.         "Days" shall mean school days, except during the summer recess when "days" shall mean when the Superintendent's office is open.

 

B.        Purpose

 

The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems which may from time to time arise under this Agreement affecting the working conditions of Professional Employees.  Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

 

C.        Representation

 

1.         Nothing herein shall be construed as limiting the right of any Professional Employee having a grievance from presenting a grievance without representation by the Association; however, the disposition, if any, of the grievance shall be consistent with the provisions of the Agreement.  Further, the Association shall have the right to be present and be heard at each level of the procedure.

 

2.         The grievant may be represented at all steps of the grievance procedure by representatives of the BREA/MTA/NEA.

 

D.        Procedure

 

Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum and every effort should be made to expedite the process.  The time limits specified may, however, be extended by mutual agreement.  Grievances not initially presented or processed throughout the levels of this procedure in accordance with the time limits set forth herein, shall be deemed to have been waived.  A dispute as to whether a grievance has been waived will be subject to Arbitration pursuant to Level IV.

 

Level One:      The grievant shall present the grievance, in writing, to the

appropriate Principal or immediate supervisor within thirty

(30) school days next following the occurrence of the

grievance or the date of first knowledge of its occurrence

by any employee affected by it. 

 

Should the grievance involve a decision of the Superintendent of Schools or School Committee, it may be commenced at Level Two of this procedure within thirty (30) school days next following the occurrence of the grievance or the date of first knowledge of its occurrence by any employee affected by it.

 

Note:   Prior to submitting a grievance in writing, the grievant, either alone or with the Association, is encouraged to meet with the appropriate supervisor to discuss informally the issues surrounding the complaint in an effort to resolve the problem.  No informal resolution can be inconsistent with the terms of the Agreement.

 

Level Two:      If at the end of ten (10) school days next following such presentation, the grievance shall not have been disposed of to the grievant's satisfaction, the grievant may, within ten (10) school days thereafter, submit the grievance to the Superintendent who shall, within ten (10) school days thereafter, meet with the grievant in an effort to settle the grievance.

 

Level Three:    If at the end of ten (10) school days next following such meeting with the Superintendent, the grievance shall not have been disposed of to the grievant's satisfaction, the grievant may, within ten (10) school days thereafter, submit the grievance to the School Committee and, within ten (10) school days thereafter, the Committee shall meet with the grievant in an effort to settle the grievance.

 

Level Four:      If at the end of ten (10) school days next following such meeting with the School Committee, the grievance shall not have been disposed of to the satisfaction of the Association, the Association may, within ten (10) school days thereafter, file a Demand for Arbitration with the American Arbitration Association.  Said Demand will also be served upon the School Committee within this ten (10) day period.  The parties agree to abide by the Voluntary Labor Arbitration Rules of the American Arbitration Association for the disposition of the grievance.  The Arbitrator's Award shall be final and binding upon the Committee, the Association, and the Grievant.  The Arbitrator's decision will set forth, in writing, findings of fact, reasoning, and the conclusions on the issues submitted by the parties.  The Arbitrator shall be without power or authority to make any decision which requires the commission of an act prohibited by law, or which violates or would alter, add to, detract from or modify the terms of this Agreement.  The cost for the services of the Arbitrator, including per diem expenses, if any, and actual and necessary travel and subsistence expenses, will be born equally by the Committee and the Association; but each party shall bear its own expenses for the presentation of its case.

 

 

 

E.        Miscellaneous

 

1.         If in the judgment of the Association a grievance affects a group or class of Professional Employees, the Association may submit such grievance in writing to the Superintendent directly, and the processing of such grievance will be commenced at Level Two in accordance with the time limits set forth in Level One.  The Association may process such a grievance through all levels of the grievance procedure even if the grievant does not wish to do so.

 

2.         All grievances shall be in writing and shall specify the nature of the grievance, article or articles violated and remedy sought.  Decisions rendered at Levels One, Two and Three of the grievance procedure shall be in writing, shall set forth the decision and the reasons therefore and shall be transmitted promptly to the grievant and the Association.

 

3.         No written communication nor other document or record relating to a grievance shall be filed in the personnel file of any grievant except as may be required to implement the disposition thereof.

 

4          No reprisals of any kind will be taken by the Committee, the Administration or the Association against any participant in the grievance procedure by reason of such participation.

 

5.         Attendance by the grievant and the Association representatives at grievance meetings held during the school day shall constitute authorized absence without loss of pay.

 

6.         The Committee will make available to the grievant and the Association such documents and data as the Committee may possess which are relevant to the grievance and which are public records.

 

7.         Dismissals shall be processed in accordance with M.G.L. Chapter 71, Section 42, as amended, and shall not be subject to the grievance and arbitration procedure set forth in this Agreement.

 

ARTICLE IV

INITIAL PLACEMENT ON THE SALARY SCHEDULE

 

A.        Upon initial employment in the bargaining unit, Professional Employees will be placed on the salary schedule at a step based on credit for previous employment as follows:

 

1.         One year of credit for each year of full-time public school professional employment after receiving a certificate pursuant to M.G.L. Chapter 71, Section 38G.  

 

2.         One half (1/2) year of credit for each year of prior professional employment outside of the bargaining unit, but within the system, up to a maximum of three (3) years, as a certified employee in the position of proctor and\or tutor.

 

3.         Credit for prior professional employment, other than that provided for in Sections one (1) and two (2) above, may be given at the discretion of the Superintendent.

 

4.         Credit for prior employment shall be cumulative, but shall not exceed the maximum step of the applicable schedule.

 

5.         To be eligible for credit for prior employment, service must have been performed after the Professional Employee earned a Bachelor's Degree from an accredited institution.

 

 

ARTICLE V

METHOD OF PAYMENT OF SALARY

 

A.        Payment of Salary

 

1.         The compensation of all Professional Employees will be paid on a bi-weekly basis. There will be twenty-six (26) equal installments to be paid, on Thursdays, following the District’s payroll schedule for twelve (12) months employees  through the close of school in June, and a lump sum payment equal to 5/26 of the employees salary to be paid no later than the last day of the work year.

 

2.         All bargaining unit members shall be required to participate in direct deposit.

 

B.        Salary Adjustments

 

1.         The daily rate of compensation for each Professional Employee for the purpose of determining the deductions to be made in his/her compensation for each day in a non-pay status, and for determining the amount of compensation to be paid to a Professional Employee who leaves the employee of the Committee prior to the end of the school year, shall be equal to his/her annual rate of compensation divided by the number of workdays in the work year.

 

2.         Professional Employees who agree to assignments calling for the performance of duties beyond the regular workday and/or work year shall be compensated for such additional assignments at the hourly rate of $40.00.

 

3.         Regular part-time Professional Employees shall be compensated and receive benefits on a pro rata basis on the respective percentage of time worked.

 

 

C.        Distribution of Paychecks

 

1.         The Committee agrees to the direct deposit of paychecks into any financial institution so designated, in writing, by the employee, provided that the institution is a member of the New England Automated Clearing House.

 

 

ARTICLE VI

ADVANCEMENT ON THE SALARY SCHEDULE

 

A.        Credit Acceptance

 

In determining the schedule to apply to a particular Professional Employee upon initial employment or upon transfer to a column requiring greater academic qualifications, the Committee shall:

 

1.         accept a Bachelor's, Master's or Doctorate Degree earned from an accredited institution;

 

2.         all graduate credits must be earned in areas in which the Department of Education issues certificates.  All technology credits earned at an accredited institution of higher education will be accepted.  In addition, courses deemed acceptable by the Superintendent will be allowed for column movement;

 

3.         credits to be applied for column movement beyond the Master's column need not be within a degree program.

 

4.         Effective September 1, 1998, graduate level courses can only be used to satisfy one (1) graduate degree.

 

B.        Lateral Advancement

 

Employees eligible for lateral movement shall be advanced on the salary schedule as follows:

 

Said advancement shall be effective on September 1 of each school year, provided that a Professional Employee who anticipates qualifying for such advancement shall notify the Superintendent, in writing, to this effect by November 30th of the school year prior to such advancement.  In order to be eligible for the change, a Professional Employee must submit a grade report of achievement issued by the accredited institution of the required academic qualifications to the Superintendent on or before September 1.

 

 

 

C.        Increment Step Increases

 

1.         The granting of vertical increment increases on the salary schedule is not an automatic feature of a Professional Employee's employment.  Increments are earned by the Professional Employee both by performance in the classroom and as a result of professional self-improvement.

 

2.         Therefore, increment increases will continue to be incumbent upon satisfactory performance and professional self-improvement.  Salary increments may be withheld, however, when sufficient cause exists to warrant such action.  No increment will be withheld unless prior written notification has been forthcoming to that Professional Employee from the Office of the Superintendent of Schools. Any time factor involved in such notice of increment withholding will, in all instances, be sufficient for the Professional Employee, if he/she so desires, to take action that might allow him/her to prevent such a withholding.

 

D.        Years of Service

 

Employment continuing over more than 92 days in any one academic year shall constitute a year of service within the system for purposes of vertical movement on the salary schedule.

 

ARTICLE VII

COURSE REIMBURSEMENT

 

A.        Reimbursement for Tuition and Fees.

 

The Committee shall reimburse Professional Employees with Professional Teacher Status for the cost of tuition and fees up to $800.00 per employee per fiscal year for graduate level courses.  Said courses must be taken at an accredited institution and approved in advance by the Superintendent.  Reimbursement for courses shall be paid upon submission of evidence of successful completion of the course, together with evidence of expenditure for tuition and fees.  Paperwork for prior approval of a course must be submitted to the Superintendent’s Office and will be approved within 15 business days with exceptions for extenuating circumstances.  Paperwork will consist of one of the following: official grade – letter from registrar, printed off line – with proof of payment (canceled check, credit card with numbers crossed out, receipt from accredited institution).  Evidence of expenditure shall be the receipt from the appropriate institution.  Proof of the satisfactory completion of the course and all of the paperwork must be submitted to the Superintendent’s office by June 30th and payment will be made within 15 working days.

 

 


ARTICLE VIII

WORK YEAR, WORKDAY AND WORK ASSIGNMENTS

 

A.        Work Year

 

1.         The work year of Professional Employees shall not exceed one hundred and eighty-four (184) days and shall begin no earlier than the Monday prior to Labor Day, in which case the Friday before Labor Day will be a non-work day, and terminate no later than June 30th.  In addition to the above, first year employees shall work up to three (3) days prior to the start of the work year for the purposes of orientation. 

 

2.         The work year shall consist of one hundred eighty (180) student days, plus four (4) days without students in attendance which shall consist of one (1) day for the opening of school, and three (3) professional development days. The last work day before the winter recess shall be a half (1/2) day and the last day of the school year shall be a half (1/2) day of school.

 

3.         The work year shall be designed so as to maintain the traditional holidays and vacation periods.  It is agreed that, if any change in the traditional vacation periods is contemplated during the term of this Agreement, the Committee and the Association shall meet in an effort to arrive at a mutually agreeable alternative to the traditional vacation periods.

 

4.         Professional employees shall provide written notice to the Superintendent of Schools of their intent to resign no less than thirty (30) days prior to the effective date of the resignation.  This requirement may be waived at the discretion of the Superintendent due to extenuating circumstances.

 

B.        Workday

 

1.         Except as is otherwise provided in this Article, the workday for Professional Employees shall be no longer than six hours and fifty minutes (6 hrs. 50 mins.).  On Friday, the workday shall end five (5) minutes after the end of the student day.  The workday shall begin no earlier than 7:20 A.M. and shall end no later than 3:45 P.M.

 

2.         The workday for School Psychologists, Guidance Counselors (all levels), and Department Chairs at the High School shall be seven hours and fifteen minutes (7 hrs. 15 min.) on Monday through Thursday and on Friday the workday will end five (5) minutes after the end of the student day.  The stipend for additional time for these classifications is set forth in Appendix D.

 

3.         In addition to the regular workday provided in Sections B 1 & 2 above, and subject to Section 6 below, Professional Employees in Grades K-4 may be required to remain for up to one (1) hour after the regular workday, on Monday through Thursday, for not more than three (3) days per month for Staff Meetings.

 

4.         In addition to the regular workday provided in Sections B 1 & 2 above, and subject to Section 6 below, Professional Employees in Grades 5-8 may be required to remain for up to one (1) hour after the regular workday, on Monday through Thursday, for not more than two (2) days per month for Staff Meetings. 

 

Professional Employees in Grades 5-8 shall also be expected to schedule one day per week, Monday through Thursday, for thirty-five (35) minutes, for the purpose of giving individual help and for parent conferences.

 

5.         In addition to the regular workday provided for in Sections B 1 & 2 above, and subject to Section 6 below, Professional Employees in Grades 9-12 may be required to remain for up to thirty-five (35) minutes after the regular workday on one (1) day per week, Monday through Thursday, for Department Meetings.  Staff Meetings may be scheduled in lieu of Department Meetings in a given week.  Staff Meetings shall begin five (5) minutes after student dismissal and shall not exceed an hour in length.

 

Professional Employees in Grades 9-12 shall also be expected to schedule one day per week, Monday through Thursday, for thirty-five (35) minutes for extra help and for parent conferences.

 

6.         At all levels, Staff Meetings, Department Meetings and Administrative Meetings shall not be scheduled during the weeks of parent conferences/open houses or on the day before a holiday or vacation period, except in the case of an emergency.  In addition, at all levels, Staff Meetings, Department Meetings and Administrative Meetings shall not be scheduled on the day of release days.

 

Except in the case of an emergency, Professional Employees will receive at least ten (10) calendar days' written notice, with an agenda, at least five (5) calendar days in advance, of all Staff Meetings and release days.

 

7.         Effective September 1, 2012, amend as follows: At all levels, there shall be two (2) evenings per year for parent/teacher conferences not to exceed two and one-half (2 1/2) hours per evening session.  Two (2) conferences shall be scheduled in the fall.  In addition, there shall be one (1) evening per year, scheduled for an open house, not to exceed two (2) hours' duration at the middle schools and one and one-half (1.5) hours at the elementary and intermediate schools.  At the high school, there will be an 8th Grade Open House.  No parent/teacher conferences/open house shall be scheduled on an evening preceding a non-working day.  An administrator will be on site for the length of conferences and open house.

 

            During the 2011 – 2012 school year, teachers will be trained to use the “learning community management system.” Effective September 1, 2012, all teachers will be required to use the “learning community management system.”

 

8.         Effective September 1, 2011, Employees will not be required to or be responsible for the collection of funds from students for field trips or other student financial obligations to their schools.

 

C.        Work Load

 

1.         Faculty at the high school and middle schools will be guaranteed a duty-free twenty-five (25) minute lunch period and faculty at the grades K to 4 levels will be guaranteed a thirty (30) minute lunch period.  Each scheduled duty-free lunch period shall begin no earlier than the commencement of the first pupil lunch period and shall end no later than the end of the last pupil lunch period.  Professional Employees may leave the building during their duty-free lunch period by arrangement with the Principal of the school to which they are assigned if it is consistent with safety and order.

 

2.         Effective upon ratification of this Agreement, all elementary teachers will be guaranteed a daily minimum of fifty (50) minutes preparation time.  All other teachers will be guaranteed a daily minimum of forty-five (45) consecutive minutes of preparation time. Teachers in pre-kindergarten and Kindergarten will be released from duties between the two (2) sessions for those purposes.  In addition, Grades 5 through 8 will have a minimum of two (2) common planning periods per week and will teach no more than five (5) periods per day.  (The Association recognizes that size and structure of the Middle School teams will vary).   Said preparation period shall be in addition to the duty-free lunch period and shall be free from scheduled supervisory or teaching duties; however, it may be necessary to include some travel time as a part of the preparation time.

 

3.         Bus and recess duty and lunchroom supervision shall be equitably distributed among all members of the bargaining unit by building or house.  Every effort will also be made by the building administrator to rotate said duties on an annual basis.  This does not preclude a Professional Employee from volunteering for a specific duty.  This schedule of duties shall be posted in each building.

 

4.         a.         Professional Employees in Grades 9-12 shall not be required to teach more than twenty-five (25) periods per week.  During Academic Support Block (ASB), teachers will continue to assist students at times mutually agreeable to the teacher and student.

 

5.         Any Professional Employee who is certified and who agrees to teach the class of an absent teacher, in his/her area of certification, will be paid $40.00 per class. 

 

6.         Professional Employees in Grades 9-12 will be assigned only to duties inside the school building.  It is understood that all Professional Employees who observe inappropriate student behavior on school grounds are responsible to take reasonable, appropriate action.

 

7.         Participation by Professional Employees in extracurricular activities and attendance by employees at meetings and conferences related to school matters is desirable in the promotion of good public education.  Participation or attendance by any teacher, however, in an activity or any meeting other than as may be specifically required by this Agreement, shall be at the option of each Professional Employee in the exercise of the employee's professional judgment and shall not be referenced negatively in the evaluation of members of the bargaining unit.

 

 

ARTICLE IX

CLASS SIZE

 

Whenever possible, class size will be regulated by the appropriate mandate of the State Department of Education.  Large group instruction classes must include built-in safeguards to ensure individualized attention (e.g., paraprofessionals, small group discussion).

 

The Committee supports philosophically the concept of equitable distribution of students per staff as is appropriate for programs and grade levels.

 

 

ARTICLE X

SCHOOL ASSIGNMENTS AND REASSIGNMENTS

 

A.        Notification of Assignments

 

All Professional Employees will be notified of their programs for the coming school year, including schools, the specific grades and/or subjects that they will teach, and any special or unusual classes that they will have, not later than the last day of the work year, to the extent possible.  In addition, every effort will be made to notify Professional Employees of room assignments by said date.  In the event of a change in assignment after notification, such change will be given to all Professional Employees affected as soon as possible.  To the extent possible, changes in grade and/or subject assignment will be voluntary.

 

B.        Certification

 

In order to assure that pupils are taught by Professional Employees working within their area of competence, Professional Employees will not be assigned, except temporarily and not arbitrarily, to subjects and/or grades or other classes outside the scope of their teaching certificates, provided that this paragraph shall not operate to prevent the assignment of a Professional Employee having "professional teacher status" to a subject or grade outside the employee's field of study or, subject to law, certificate when necessary to provide an assignment for such Professional Employees.

 

C.        Travel Reimbursement

 

1.         Inter‑School Travel

 

In arranging schedules for Professional Employees who are assigned to more than one school, an effort will be made to limit the amount of inter-school travel.  Such Professional Employees will be notified of any changes in their schedules as soon as practicable.  Professional Employees, who are assigned to more than one school in any one school day, will be reimbursed at the mileage rate as determined by the Department of Elementary and Secondary Education for all inter‑school driving required, as measured by the Superintendent, on the basis of the Professional Employees' assigned schedule.   Reimbursement shall be submitted by the last work day in June and paid with the last installments of salary payable in June.

 

2.         Reimbursement for Travel Away from School

 

Professional Employees, who are required by the administration to attend conferences, meetings, or other job-related travel away from their assigned school building, shall be reimbursed at the mileage rate in effect for reimbursement as determined by the Department of Elementary and Secondary Education. Reimbursement shall be submitted by the last work day in June and paid with the last installments of salary payable in June.

 

            3.         Transporting Students

 

Professional Employees shall not be required to transport students.

 

D.        No Discrimination

 

All assignments and transfers will be made without regard to the race, color, creed, sex, religion, sexual orientation, age, national origin or marital status of the teacher, except where such factors, or one or more of them, constitute a bona fide occupational qualification. 

 


ARTICLE XI

VACANCIES & TRANSFERS

 

A.        Vacancies

 

1.         Definition

 

The term "vacancy" shall be defined as follows:

 

a.         A newly created bargaining unit position including positions not in existence or at that grade level in the school year immediately preceding the school year during which the position will exist.

 

b.         A bargaining unit position vacated by a member of the bargaining unit by reason of resignation, death, retirement, dismissal, transfer or leave of absence for six (6) or more consecutive months.       

 

c.         A bargaining unit position in athletics or advisorships as set forth in the appendices.

 

d.         A bargaining unit position to which a Professional Employee has recall rights shall not be considered a vacancy.  In other words, recall takes precedence over requests for transfers.

 

e.         The School Committee specifically retains its legal right not to fill a vacancy.

 

f.          It is understood that athletic and extracurricular positions are one (1) year appointments and will be posted in June of each school year.

 

2.         Postings of Vacancies

 

a.         Vacancies occurring during the school year will be posted on the teachers' bulletin board in each school, and a copy will be mailed to the Association President and all Association building representatives.  Notices of vacancies shall state the qualifications for the position, the job responsibilities, the rate of compensation, location and the date by which any applicant must file a written application with the Superintendent's Office.  The qualifications set forth for a particular position will not be changed when such future vacancies occur unless the Association has been notified in advance of such changes.

 

b.         Vacancies shall be posted for at least ten (10) school days before applications close.  Action on said applications will be made not later than sixty (60) days after the notice is posted in the schools.  Notwithstanding the above, the parties agree that in cases of emergency, positions need not be posted for ten (10) school days.  For purposes of this Article only, emergency situations shall be defined as position vacancies which become vacated within ten (10) business days of the start of the school year, or position vacancies which become vacated during the one hundred and eighty-four (184) day work year. 

 

If said positions are to be filled immediately, then the emergency exists.  If the position is not to be filled until the next school year, then no emergency exists and the position will be posted as per this Article.

 

c.         Notices of vacancies occurring between the end of one school year and the beginning of the next school year will be posted in the Superintendent's Office in accordance with the above procedures, and a copy will be sent to the President of the Association and the Chairperson of the Professional Rights and Responsibilities Committee by mail and on-line.  Copies will also be sent via regular mail by the Superintendent to all Professional Employees who provide self-addressed stamped envelopes and a list of their areas of interest. 

 

3.         Filling of Positions

 

a.         All qualified Professional Employees currently employed within the system will be given an opportunity to make application for such positions.

 

b.         Nothing in this Agreement shall prevent the Employer from making acting appointments until positions can be filled with permanent appointments.  Time spent in such acting appointments shall not be used as an indication of superior qualifications for the position. 

 

c.         Appointments will be made without regard to race, color, creed, sex, age, religion, sexual orientation, national origin or marital status.  The Committee may award any vacancy to those who have given notice of a desire to transfer.

 

                        d.         Any Professional Employee who has applied for a vacancy or          promotion shall receive written notification as soon as possible as to the filling of the vacancy or promotion.

 

B.        Transfers ‑ Intra‑School and Building Transfers

 

1.         Involuntary Transfers

 

When involuntary transfers are necessary, a Professional Employee's area of certification, quality of performance and length of service in the system, as evidenced from the seniority list, will be considered.  An involuntary transfer will be made only to a comparable position, and only after a meeting between the Professional Employee and the Superintendent, at which time the Professional Employee will be given the reasons for the transfer.  The employee may have an Association representative present at such meeting.  In the event that the Professional Employee objects to the transfer at the meeting, the employee may initiate a grievance at Level III of Article III, D only as to the issue of whether the transfer has been made in violation of the provisions of this paragraph.  A professional employee who has been involuntarily transferred as the result of the elimination of his/her position shall have the right to the former position if it is restored within two (2) years.

 

2.         Discipline

 

Notwithstanding the last sentence in Section 1 above, no Professional Employee shall be involuntarily transferred for disciplinary reasons.

 

3.         Right to Return

 

Notwithstanding any other sections of this Article, a Professional

Employee who has been involuntarily transferred shall have the right to

return to his/her former position if an opening occurs in said position unless the exercise of this right shall act so as to cause the layoff of a member of the bargaining unit or interfere with the recall of the employee.

 

ARTICLE XII

PROMOTIONS

 

A.        Definition

 

For purposes of this Article, a "promotional position" is defined as any position outside of the bargaining unit on the administrative level.

 

B.        Postings of Vacancies

 

1.         Vacancies occurring during the school year will be posted on the teachers' bulletin board in each school, and a copy will be mailed to the Association President and all Association building representatives.  Notices of vacancies shall state the qualifications for the position, the job responsibilities, the rate of compensation, location and the date by which any applicant must file a written application with the Superintendent's Office.

 

2.         Vacancies shall be posted for at least ten (10) school days before applications close. 

 

3.         Notice of vacancies occurring between the end of one school year and the beginning of the next school year will be posted in the Superintendent's Office in accordance with the above procedures, and a copy will be sent to the President of the Association and the Chairperson of the Professional Rights and Responsibilities Committee by certified mail and all Association building representatives.  Copies will also be sent via regular mail by the Superintendent to all Professional Employees who provide self-addressed stamped envelopes and a list of their areas of interest.

 

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

 

5.         Each Professional Employee applicant who was interviewed, and not selected, will receive a written notification of the action taken.  Normally, actions on said application will be made not later than sixty (60) calendar days of the date on which the vacancy occurred.

 

 

ARTICLE XIII

SUMMER AND EVENING SCHOOL POSITIONS

 

A.        Notice

 

Notice of all openings for summer school and evening school positions (if any) will be given by posting a copy thereof on the teachers' bulletin board in each school and sending postings to all Association building representatives and the President of the Association as early as  possible, but not later than May 1, as to summer school positions which have then been determined, and not later than June 1 for evening school positions which have then been determined, but in no event no later than three (3) weeks prior to the start of the course.

 

B.        Appointment

 

1.         In filling summer and evening school positions, consideration will be given to an applicant's area of certification, previous experience in the school or program in question and length of service in the system as evidenced by the seniority list.  Preference in appointment will be given to Professional Employees of the District.  Among Professional Employees as to whom factors other than length of service in the Bridgewater‑Raynham school system are substantially equal, the Director of the Program will make the appointment.

 

2.         Professional Employees who have then been appointed will be so notified within two (2) weeks before the beginning of the program.

 

 

ARTICLE XIV

PROFESSIONAL DAYS FOR INSERVICE

ATTENDANCE AT PROFESSIONAL CONFERENCES

 

Professional Employees, with the approval of the Superintendent, will be allowed to attend conferences/activities of an educational nature.

 

 

ARTICLE XV

PERSONNEL FILES AND JUST CAUSE

 

A.        Personnel Files

 

1.         Professional Employees will have the right to review the contents of their personnel file, folders and records and to make copies of the contents of said files and to have a representative of the Association present for said review.

 

2.         No materials derogatory to the conduct, service, character or personality of any Professional Employee will be placed in his/her personnel file unless the Professional Employee has had an opportunity to review the material.  The Professional Employee will acknowledge that he/she has had the opportunity to review such materials by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof.  The Professional 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.

 

B.        Complaints

 

Any complaints regarding a Professional Employee made to any member of the Committee or coming to the Superintendent or the building principal from any parent, student or other person will be called first to the attention of the Professional Employee.  Unsigned or anonymous complaints shall be disregarded and/or destroyed.

 

C.        Discipline

 

The Association recognizes the authority and responsibility of the Administration for disciplining or reprimanding a Professional Employee for delinquency of professional performance.  If a Professional Employee is to be disciplined or reprimanded, he/she may request that a representative of the Association be present.  All disciplining or reprimanding shall take place in private.  In the event that an employee requests that a representative of the Association be present when an investigation is being conducted, there shall be no discussion regarding the merits of the investigation.

 

D.        Just Cause

 

No Professional Employee will be disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without just cause.  Nothing in this Section shall in any way inhibit or diminish the authority granted the Superintendent by Statute, with respect to a decision not to renew employees without professional teacher status.

 

 

ARTICLE XVI

EVALUATION OF PROFESSIONAL EMPLOYEES

 

A.        Procedures

 

1.         All monitoring or observation of the work performance of a Professional Employee will be conducted openly and with the full knowledge of the Professional Employee.  No public address or audio system or other device permitting monitoring or observations of work performance shall be employed for the purpose of evaluation.

 

2.         Performance shall be evaluated in light of all evidence pertinent to the discharge of the professional responsibilities of the employee.

 

3.         Department Chairs shall only be qualified to observe and report on content which falls within their area of certification.  The Department Chairs' observations will be submitted to the building Principal.  The building Principal will write the Summative Evaluation.  Teachers in a Department may opt out of having their Department Chair observe them in which case the Administration will conduct all observations.  Teachers who choose to opt out shall inform the building Principal, annually, of their choice to opt out, prior to the commencement of the evaluation cycle for that year.  The building Principal will arrange for one of the following to observe in the content area:  building principals; building assistant principals; instructional leaders; Curriculum Director; Assistant Superintendent, or Pupil Personnel Services Director.

 

4.         Professional employees may petition the Superintendent and may be granted an alternate evaluator mutually acceptable to the parties.

 

B.        Evaluation System

 

Professional employees will be evaluated in accordance with the negotiated Teacher Evaluation document which is attached hereto as Appendix H.

 

 


ARTICLE XVII

SICK LEAVE BENEFITS

 

A.        Sick Leave

 

1.         Number of Sick Days and Accrual

 

Disability leave with full pay up to fifteen (15) working days in each school year will be granted to a Professional Employee while he/she is serving as a full-time Professional Employee of the District, accruable up to one hundred eighty-five (185) days.  Part-time Professional Employees will accrue sick leave on a pro rata basis up to a maximum accumulation of one hundred eighty-five (185) days.  Said sick leave days shall accrue at the rate of 1½ days for each month of the work year.

 

2.         Death Benefit

 

If a teacher should die while employed by the District, the Committee shall pay the teacher’s accumulated sick leave to the teacher’s estate in a lump sum or in 24 equal monthly installments as the estate shall so designate.

 

3.         First-Year Employees

 

Notwithstanding Section A1 above, each first-year teacher will be credited with six (6) days of sick leave effective after the first day of actual service during his/her first teaching year.  (This represents the accruable days for September through December of that first year.)  For the remainder of the first year, said first-year employees will accrue sick leave at the rate of 1½ days per month to a maximum of fifteen (15) days.

 

4.         Sick Leave Grant

 

A Professional Employee with professional teacher status who may have used up all of his/her accrued sick leave during a given year, may be granted fifteen (15) days sick leave when he/she reports for duty on the first day of school of the next school year, upon petition to the Superintendent, subject to the approval of the Committee.  An additional fifteen (15) days may accrue as heretofore provided.

 

5.         Notification    

 

In order to qualify for sick leave benefits, a Professional Employee must be sick or incapacitated and must notify his/her Principal by the previous evening or no later than 6:30 A.M., if possible, on the day of the absence of his/her condition, with an estimate as to how long he/she will be absent from his/her position.

 

6.         Medical Certificate

 

A Doctor's certificate stating the nature and continuance of the disability may be required for any absence which continues longer than five (5) consecutive school days or if the Superintendent has good reason to believe that an employee's sick leave usage demonstrates a pattern of sick leave abuse.

 

7.         Sick Leave Usage

 

Sick leave will be granted to Professional Employees under the following conditions:

 

a.         When the Professional Employee is incapacitated from performing his/her duties by sickness or injury;

 

b.         When exposure to Fifth's Disease will cause an employee or the employee's unborn child a serious and substantial health hazard; and

 

c.         In the case of illness of a husband, wife, child, parent of the employee or person living in the immediate household of the employee, not to exceed ten (10) working days during the school year.

 

8.         Yearly Notice

 

On or before October 31st of each school year, each Professional Employee shall receive a dated list of sick days and personal days used in the previous year and a notice of his/her accrued sick leave.

 

B.        Sick Leave Bank

 

1.         Purpose

 

A Sick Leave Bank will be maintained for use by qualified members whose sick leave accumulation is exhausted through illness or accident, and who require additional leave to make a full recovery from extended illness.

 

2.         Membership

 

Professional Employees will contribute two (2) days of their accumulated sick leave to the bank.

 

3.         Administration of the Bank

 

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

 

b.         The decisions of the Sick Leave Bank Committee with respect to eligibility and entitlement shall be by a majority of members voting and shall be final and binding and not subject to the grievance and arbitration provisions of this Agreement.  Any appeal will be limited to an appeal to the Sick Leave Bank Committee itself.

 

4.         Eligibility Requirements for Joining the Bank

 

Qualified members of the Sick Leave Bank shall be limited to Professional Employees covered by this Agreement who have accumulated at least thirteen (13) days to gain initial entry into the Bank.

 

5.         Application for Benefits

 

a.         Application to the Sick Leave Bank Committee for benefits must be in writing and must be accompanied by medical evidence of illness, submitted by certification, by a state-certified Medical Doctor, state-certified Chiropractor or a state-certified practicing medical specialist affiliated with a Medical Doctor.  A second opinion by a specialist in the area of the illness may be requested by the Sick Leave Bank Committee.

 

b.         Application for benefits may be made prior to the employee's exhaustion of his/her own personal sick leave to expedite the process, but drawing upon the Bank will not actually commence until after the employee's own sick leave days are exhausted, adequate medical evidence has been provided, and the Sick Leave Bank Committee has approved the days; and in no event, unless the illness has exceeded ten (10) consecutive school days.  Under unusual circumstances, the Association may submit a written request on behalf of an eligible employee.

 

6.         Granting of Days

 

a.         The initial grant of sick leave by the Sick Leave Bank Committee shall not exceed twenty (20) days.

 

b.         Upon completion of the twenty (20) day period, additional days may be granted by the Sick Leave Bank Committee upon demonstration of need by the applicant.  It should be understood that it is not automatic that an employee will be covered for the entire illness.

 

c.         Notwithstanding Sections 6 a. and b. above, Professional Employees who have not acquired professional teacher status will only be able to draw upon the Bank to the extent of the number of sick days they have accrued as of the onset of the illness.  The Sick Leave Bank Committee must approve the grant of sick days.

 

d.         Days will not be granted to permit an individual to stay home to care for other members of the family.

 

e.         Days granted but not used by the applicant will be returned to the Bank.

 

7.         General Criteria

 

In administering the Bank and in determining the amount of leave, the following general criteria shall be applied by the Sick Leave Bank Committee:

 

a.         medical evidence of serious illness;

 

b.         prior utilization of eligible sick leave; and

 

c.         other factors as a majority of the Sick Leave Bank Committee may deem appropriate.

 

8.         Return to Employment

 

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 on the same basis as other employees.

 

9.         Funding

 

a.         The unused days in the Sick Leave Bank shall be carried over from the current contract to successor contracts.

 

b.         In the event the Sick Leave Bank goes below fifty (50) days, all qualified members, who wish to continue to be members, shall have their sick leave accumulation reduced by another day for deposit into the Bank.

 

c.         When an employee returns after using the Bank, he/she shall be required to deposit two (2) days into the Bank at the start of the next school year.

 

C.        Workers Compensation

 

1.         Whenever a Professional Employee is absent from school as a result of personal injury caused by an accident or an assault occurring in the course of his/her employment, he/she will be paid his/her full salary (less the amount of any Workers Compensation award made for temporary disability due to said injury) for the period of such absence and the employee will lose that percentage of what the Committee pays in sick days.  For example, if Workers Compensation pays 60% of a day's pay and the Committee pays the remaining 40%, the employee will lose 40% of a sick day.

 

2.         Notwithstanding the above, in cases where an employee is injured as a result of an assault while in the course of his/her employment, the employee shall be paid full salary and shall not suffer any loss of sick leave days for the first fifteen (15) days of said absence.

 

 

ARTICLE XVIII

TEMPORARY PAID LEAVES OF ABSENCE

 

A.        Personal Leave

 

Professional Employees shall be granted up to three (3) days of personal leave annually for the purpose of transacting or attending to personal, legal, business, household or family matters which require absence during school hours and are matters of hardship or other pressing need and not merely personal convenience.  Said personal leave day(s) will be granted without any requirement on the part of the teacher to give a reason for taking said day(s). Personal leave days may not be taken to extend a holiday or vacation period.  Notwithstanding the forgoing, the use of a personal leave day immediately before or after a holiday or vacation period will not be denied in cases of emergency.  At the end of each school year, any unused personal days shall be converted to accumulated sick days.

 

B.        Bereavement Leave

 

1.         Upon the death of a Professional Employee's spouse, child, step-child, son-in-law, daughter-in-law, parent, parent-in-law, sibling, grandparent, grandchild or member of the immediate household of the employee, said employee will be granted five (5) days' leave with pay.

 

2.         Professional Employees may be granted one (1) day's leave in the event of the death of any person, at the discretion of the Superintendent, unless said person is a member of the employee's immediate household, in which event the employee will be entitled to the aforesaid five (5) days.

 

C.        Military Leave

 

A Professional Employee who is called for involuntary temporary active duty in any unit of the armed forces shall be allowed up to ten (10) days provided the employee was a member at the commencement of the school year. The Professional Employee must first seek, in writing, a deferral of said military duty to a time when school is not in session.  A copy of the deferral request shall be submitted to the Superintendent.  In the event that the deferral request is denied, pay for such leave shall be the difference between salary, exclusive of stipends, of the Professional Employee for the period of such leave and the pay and allowance which the Professional Employee received from such active duty services as evidenced by pay vouchers submitted as a prerequisite for the receipt of pay from the District.  An employee who is involuntarily called up for active duty beyond the routine annual reservists responsibilities shall continue to accrue seniority for up to three (3) years.

 

D.        Religious Leave

 

The existing past practice on religious leave for Bridgewater-Raynham with respect to religious high holy days will be continued.

 

E.        Jury Duty

 

In accordance with M.G.L. Chapter 234A, Professional Employees who are called to jury duty, will be paid the difference between their regular daily rate of compensation and the compensation received for jury duty.  The Professional Employee will submit evidence of the amount of compensation that he/she received for jury duty.

 

F.         Association Leave

 

1.         Professional Employees who are voting delegates to the MTA Annual Meeting will be granted one (1) day each to attend the Annual Meeting.

 

2.         Professional days may be granted, by the Superintendent, to Association representatives to attend MTA and/or NEA conferences, meetings and conventions provided, however, that the total number of days to be granted to the Association, pursuant to this Section F2, shall be limited to a total of ten (10) days per year, non accruable.  For example, ten (10) days may be granted to one representative, or ten (10) representatives may be granted one (1) day each.

 

3.         If arbitration hearings are scheduled during the school day, the grievant, the Association representative and any other employee(s) who is to appear as a witness shall be released, without loss of pay, for the hearing.

 

4.         Professional Employees who are to be witnesses at hearings before the Massachusetts Labor Relations Commission shall be released without loss of pay for the hearing.

 

5.         The President of the Bridgewater-Raynham Education Association shall be relieved of all supervisory duties while serving in the capacity of President.  In addition, the President of the BREA will be allowed the equivalent of fifteen (15) days per school year to attend to association business.  Said time must be mutually agreed upon by the Superintendent of Schools and the President of the Association.

 

6.         The First Vice President/Grievance Chairperson of the Association shall be relieved of all supervisory duties while serving as First Vice President/Grievance Chairperson of the Association.

 

7.         Upon request to the Superintendant, an Association member with professional status may receive a leave of absence for up to two (2) years without pay for the purpose of holding an elected position or office in a professional association (state or national). 

 

G.        Court Leave

 

            1.         If a professional employee is required by the Superintendent or his/her designee, or by subpoena, to appear in court as a witness on school-related business after the normal work day or during school vacations, i.e., Thanksgiving recess, Christmas recess, Winter and Spring recess, or during the summer break, the employee shall be paid the hourly rate of $40.00 for the time spent in court, with a minimum of two (2) hours pay for each day in court, provided he/she presents a copy of the subpoena to the Superintendent. 

 

            2.         If a professional employee is required by subpoena to appear in court on matters not related to school business, the Superintendent may, upon the presentation of the subpoena to him/her grant court leave with pay.

 

 

ARTICLE XIX

EXTENDED LEAVES OF ABSENCE

 

A.        Association Leave

 

Regularly appointed Professional Employees who are elected or appointed to full-time positions with MTA or NEA shall be granted leaves of absence without pay for the purpose of accepting these positions.  Such leaves shall be granted upon appropriate application to the Superintendent.  Those granted such leaves of absence shall retain all other benefits as if they were in regular service.  They shall continue to accrue seniority for salary increments and all other purposes where seniority is a factor.  The absence shall not be construed as a break in service for any purpose and shall be for a maximum of two (2) school years and one time per Professional Employee.

 

B.        Career Leave

 

1.         Professional Employees, who have attained professional teacher status, may be granted a leave of absence, without pay, for the purpose of pursuing other career alternatives.  Said Professional Employees must submit, in writing, a request for leave, to the Superintendent of Schools, no later than March 1 of the school year immediately preceding the school years for which the leave is to be taken.  The length of time to be taken must be for one (1) full school year, but in no event for more than two (2) full school years.  In the event that the second full school year is requested, it must be taken for the school year immediately succeeding the first full school year.

 

2.         A Professional Employee on said leave shall give written notice to the Superintendent on or before March 1 of the final school year of said leave of that employee's intention to return to his/her position in September of the school year succeeding immediately.  In the event this notice of return is not submitted to the Superintendent, then the employee on leave will be presumed to have resigned from the school system.

 

3.         It is further agreed that career leave shall be without pay, increment and other benefits.

 

C.        Maternity/Parental/Adoptive Leave

 

1.         A Professional Employee requesting a maternity/adoption leave shall notify the Superintendent of the total length of the leave desired including disability sick leave and extended unpaid leave.  A Professional Employee may not request consecutive maternity leaves without having completed a full school year of teaching between maternity leaves pursuant to this section.  A Professional Employee may request only disability leave or a combination of disability and extended unpaid leave, but the total maternity leave shall not exceed two (2) school years except as provided in Section 7.  The combinations of disability and unpaid leave may include unpaid leave before the disability period and/or after the disability period.

 

A professional employee who adopts a child shall be entitled to up to five (5)  days with pay, which will be deducted from sick leave, if taken within the first six (6) weeks of the arrival of the adopted child, the birth of the child or when a child goes home from the hospital.

 

2.         A Professional Employee requesting maternity leave shall, except in cases of premature delivery, give two (2) weeks' prior notice to the commencement of the leave of her anticipated date of departure and intention to return.

 

3.         A Professional Employee may, during the disability period, apply her accumulated sick leave to the disability resulting from her pregnancy, childbirth and recovery from childbirth.  Sick leave shall be allowed only for days that Professional Employees would normally be working during their regular work year.  The Professional Employee's attending physician shall certify to the Superintendent the length of the Professional Employee's disability period.  An employee who desires to return to work at the end of her disability period may then return to work.

 

4.         A Professional Employee not otherwise covered by the above subsections of this Section C shall be entitled to parental or adoptive leave under the same terms and conditions as set forth above, except that the Professional Employee shall not be eligible for sick leave, except as specified in C1 above, and provided that such leave shall commence immediately following the birth or the arrival in the home of the child to be adopted or in the event the employee is required to take time prior to the adoption which is directly related to the adoption.  Adoption leave, for the purpose of this Article, shall mean leave to adopt a child who is under 18 years old, or a child who is mentally or physically handicapped or who is from a country other than the United States.  Parental leave, for the purpose of this Article, shall mean leave granted following the birth of the employee's child, or a child to be adopted, provided such child is under 18 years old, or the child is mentally or physically handicapped or from a country other than the United States.

 

5.         In the event that the reason for leave under this Article is no longer operative, then such Professional Employee, with the approval of the Superintendent, may return to work.

 

6.         All benefits to which a Professional Employee was entitled at the time his/her leave commenced, minus any sick leave used, will be restored upon return, and the Professional Employee will be assigned to the same position held at the time the leave commenced, if it exists, or to an equivalent position, if possible.

 

7.         A Professional Employee on leave pursuant to this Section C of Article XIX may return to work at the commencement of the school year in September, or at the start of the third quarter in January.  Under normal circumstances, a Professional Employee must give written notice to the Superintendent of intent to return by March 1st, but if said date is not practicable, then notice shall be given to the Superintendent no later than June 1st or 90 days prior to the intended return date.

 

D.        Peace Corps/Exchange Program

 

A leave of absence will be granted to any Professional Employee, with professional teacher status, who joins the Peace Corps or serves as an exchange teacher or an overseas teacher, and is a full-time participant in any of such programs.  The length of the Peace Corps leave shall be for the term of such service.  A leave for an exchange program shall be up to two (2) years.  Upon return, a Professional Employee will be placed on the salary schedule at the level the employee would have achieved if he/she had not been absent.  A leave may not be taken under this Section by any employee more than once every ten (10) years.  Applications for leave under this Section must be filed, in writing, with the Superintendent no later than March 1 before the school year in which the leave is proposed to commence.  Each Professional Employee on such leave shall notify the Superintendent, in writing, of his/her intention to return not later than March 1 prior to the school year in which the employee intends to return.

 

E.        Military Leave

 

Military leave will be granted to any Professional Employee who is inducted or is called to service in any branch of the armed forces of the United States.  The period of such leave shall be the initial period of continuous service required by such induction.  Pay for such leave shall be the difference between salary, exclusive of stipends, of the Professional Employee for the period of such leave and the pay and allowance which the Professional Employee received from such active duty services as evidenced by pay vouchers submitted as a prerequisite for the receipt of pay from the District.  The District shall, at the request of the employee, continue to pay its share of the health insurance premium.  An employee who is involuntarily called up for active duty beyond the routine annual reservists responsibilities shall continue to accrue seniority for up to three (3) years.  Upon return from leave, the employee will be placed on the salary schedule at the level the Professional Employee would have achieved if the employee had not been absent unless dishonorably discharged.  Employees on military leave shall continue to accrue seniority while on leave unless dishonorably discharged.  Further, after deployment ends, the Professional Employee shall be granted ten (10) working days with an extension granted if necessary.

 

F.         Unpaid Medical Leave

 

A Professional Employee whose absence resulting from illness or accident continues beyond the period compensated under Article XVII will be granted additional leave for the period of such continuing absence but not, however, beyond the end of the school year in which the compensation period ends.

 

G.        Personal Leave

 

A Professional Employee may be granted a leave of absence without pay or increment, at the sole discretion of the Superintendent, for personal reasons.

 

H.        Other Leaves and Extensions

 

Additional extended leaves of absence without pay or an extension of a leave previously granted may be granted by the Superintendent of Schools.  All applications for leaves or extensions shall be made, in writing, to the Superintendent and shall be acted upon in writing.

 

I.          Miscellaneous

 

1.         The rights of insurance coverage on extended leave under this Article shall be controlled by M.G.L. Chapter 32B.

 

2.         In the event of a Reduction in Force during the period in which any employee is on leave pursuant to this Article, that employee will be considered to be in the active service of the school system and, therefore, subject to the Reduction in Force provisions of this Agreement.

 

3.         All benefits to which a Professional Employee was entitled to at the time his/her leave commenced under this Article, minus any sick leave used if on maternity leave, will be restored upon return, and the employee will be assigned to the same position held at the time the leave commenced, if it exists, or to an equivalent position, if possible.

 

4.         A Professional Employee returning from a leave under this Article who is not on maximum step will be placed on the salary schedule pursuant to Article VI, Section D of this Agreement unless otherwise provided by this Agreement.

 

5.         It is understood that, for Professional Employees who are on extended leave and who have not yet achieved professional teacher status pursuant to Chapter 71, Section 41, the time spent on extended unpaid leave shall not count as service towards professional teacher status, but said leave shall not break service either.

 

6.         If a Professional Employee within the bargaining unit transfers into a position for someone on a leave of absence, it is understood that the person filling the position shall return to his/her original position at the end of the leave if the position exists or, if not, to a similar position.

 

 

ARTICLE XX

SABBATICAL LEAVE

 

A.        Length and Compensation

 

Professional Employees may be granted sabbatical leaves of either one (1) school year at full pay or one-half year at one-half year's pay for study and/or research related to education.

 

B.        Eligibility

 

1.         Professional Employees will be eligible for a sabbatical leave at the conclusion of six (6) years of full-time employment (not necessarily consecutive) in the District as evidenced by the seniority list.

 

A second or third leave shall not be authorized until the Professional Employee shall have re-established eligibility by serving another six (6) years.

 

2.         Military leave will be credited toward sabbatical leave time as provided by Massachusetts Law, e.g., a Professional Employee with four (4) years' service who spends his/her fifth year in the armed forces and returns the next year will begin his/her sixth year of sabbatical time.

 

3.         No more than six (6) eligible Professional Employees shall be permitted sabbatical leave during any one year.

 

C.        Notice Requirements

 

1.         Any Professional Employee who desires a sabbatical leave shall file a written application with the Superintendent no later than December 31 of the year preceding his/her leave, outlining in detail his/her plans.

 

2.         The Superintendent shall act upon the application no later than the April 1st following the submission of the application.

 

D.        Criteria

 

Where there are more applications than can be granted, the following will be considered in establishing priority:

 

1.         Seniority within the District as evidenced by the seniority list;

 

2.         Priority for applicants previously disapproved due to the number limit; and

 

3.         Urgency of proposed research or study.

 

E.        Salary

 

1.         Professional Employees on sabbatical leave shall be paid in accordance with the established pay period or in one payment at the beginning of the sabbatical leave period.

 

2.         Professional Employees on sabbatical leave will be considered as active employees for purposes of seniority, incremental raises and all other benefits.

 

F.         Rights and Obligations Related to Sabbatical Leave

 

1.         When the sabbatical leave has been completed, the Professional Employee shall submit a transcript of grades received indicating completion of work.  Program reports, as issued by educational institutions, will be filed with the Superintendent.  If the sabbatical is for research, the employee shall submit a report of the research in such form as has been determined by the Superintendent.

 

2.         Prior to the granting of such leave, the Professional Employee shall enter into a written agreement with the District pursuant to M.G.L. Chapter 71, Section 41A, that upon termination of such leave, he/she will return to the District and serve as a Professional Employee for a period twice the length of such leave.  In default of completing such service, he/she will refund to the District an amount equal to such proportion of salary received while on leave, as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered.

 

3.         The Superintendent will inform any Professional Employee on sabbatical leave of opportunity for advancement and promotion, and such employees shall be considered for such advancement or promotion in the same manner as those who are presently in service.

 

4.         Upon return to the system from sabbatical leave, an employee shall have the right to return to his/her position, if it exists, and, if not, to a substantially equivalent position.

 

 

ARTICLE XXI

FACILITIES FOR PROFESSIONAL EMPLOYEES

 

A.        Space, Materials and Equipment

 

1.         Every teacher will have his/her own classroom, whenever practicable.

There will be space made available for the safe storage of instructional materials and supplies, whenever possible.

 

2.         There will be a separate workroom containing sufficient equipment in good working order including a photocopy machine and the necessary supplies to aid in the preparation of instructional materials, whenever possible.

 

3.         There will be an appropriately furnished room to be reserved for the exclusive use of the Professional Employees as a faculty lounge, whenever possible.

 

4.         There will be clean, well-lighted and well-equipped employee restrooms.

 

5.         There will be a separate dining area for Professional Employees and a facility for each employee for the receipt of mail, whenever possible.

 

6.         Each classroom shall contain a serviceable desk and chair for a Professional Employee plus a space for safe storage of personal belongings.

 

 

B.        Parking Facilities

 

Whenever possible, each existing parking area for a school will have space available for all Professional Employees.

 

C.        Communications

 

1.         Each school building shall have a communications system so that Professional Employees can communicate with the main building office from their classroom in the event of an emergency.

 

2.         Each school will have a separate telephone line available for the use of the faculty.

 

D.        Health and Safety Committees

 

The Bridgewater-Raynham Education Association and the Bridgewater-Raynham School Committee agree to establish and maintain health and safety committees in each school building.  Said committees shall be made up of Association representatives and building administrators.  The duties of the committees shall be the following:

 

1.         Monitoring health and safety conditions in their building and making recommendations to the officials in charge for improvement.

 

2.         Monitoring findings and reports of workplace inspections to confirm that appropriate corrective measures are implemented.

 

ARTICLE XXII

USE OF SCHOOL FACILITIES

 

A.        Meetings/Activities

 

The Association, as the exclusive bargaining agent, may use school buildings, without cost, at reasonable times outside of the school day for Association activities, provided, however, that the Association shall pay for any custodial costs incurred by such meetings.  To avoid conflicts, requests for such use shall be filed, in writing, at least five (5) days in advance with the building Principal, except in cases of emergency.  Verbal approval will be granted by the Principal.

 

B.        Bulletin Boards

 

The Association, as the exclusive bargaining agent, may use one designated bulletin board in each school building for the purpose of displaying notices, circulars and other Association material and may distribute such material to Professional Employees by use of the facilities provided for in Article XXI, A5.

 

 

ARTICLE XXIII

PROTECTION

 

A.        Reporting Assaults

 

Professional Employees will immediately report, in writing, to their Principal, all cases of assault suffered by them in connection with their employment.

 

B.        Availability of Information

 

This report will be forwarded via the Superintendent to the Committee which will comply with any reasonable request from the Professional Employee for information in its possession relating to the incident or persons involved.

 

C.        Indemnification

 

The Committee shall abide by the mandatory provisions of Chapter 258 of the Massachusetts General Laws.  The Committee will not adopt the optional Sections 8

and 9.

 

ARTICLE XXIV

REDUCTION IN FORCE

 

In the event the Employer determines to reduce the number of employees covered by Article I of this Agreement, the following procedures for reduction in force will be followed:

 

A.        Definitions

 

1.         Seniority

 

a.         Seniority means a Professional Employee's length of total service in years, months and days in a professional bargaining unit position commencing on said employee's initial date of employment (not date of appointment).  Part-time service will be pro-rated.

 

Effective September 1, 2004, seniority shall be computed as a professional employee’s continuous length of service in years, months and days in a bargaining unit position commencing with the most recent date of employment in a bargaining unit position.  Part-time service will be pro-rated.  This does not affect any calculation of seniority made prior to September 1, 2004.

 

b.         Notwithstanding the above, members of the Bridgewater-Raynham Education Association bargaining unit who are in the employ of the District on July 1, 1994, shall maintain their seniority date of employment from either Bridgewater, Raynham or Bridgewater-Raynham.  (Note:  This includes nurses from Bridgewater, guidance personnel and Chapter I personnel from Raynham and Tutors of the Learning Disabled not previously in the professional bargaining units in the former School Districts.)  In addition, time deducted for leaves in either Bridgewater, Raynham or Bridgewater-Raynham will be maintained. Beginning July 1, 1994, the provisions of this Article will cover future employment for all employees.

 

c.         Notwithstanding the above definition of seniority in 1a above, any employee who is appointed as and works as a permanent substitute for six (6) consecutive months or more immediately preceding employment shall accrue seniority for said permanent substitute service.

 

d.         When the total number of years, months and days are equal, seniority shall be determined by the greater attainment.  Attainment means the degree of academic preparation as outlined by the salary columns in Appendix A.  In the event employees are on the same column, then the employee who has a greater number of credits on file by January 25 of any school year shall be  the teacher with the greater attainment.  In cases where attainment is equal, the Superintendent shall determine the order of seniority after reviewing all pertinent information.  The Superintendent's determination shall be final.

 

2.         Leaves of Absence

 

Approved unpaid leaves of absence shall not be deemed to interrupt continuous service; however, there shall be no accrual of seniority while on unpaid leave except as specified otherwise in Article XIX or XX of this Agreement or except as provided by law.

 

Professional Employees on paid or unpaid leaves shall be subject to layoff in accordance with this Article.

 

3.         Certification or License as Required by Law

 

Certified shall mean that the Professional Employee has official credentials currently on file in the Massachusetts State Department of Education, Bureau of Teacher Certification.

 

4.         Seniority List

 

a.         The seniority list shall mean a list specifying the order of seniority of each Professional Employee.   The Superintendent will issue an updated seniority list by February 1st of each school year.  Prior to publishing the list, the Superintendent will submit the list to the Association President.  The list will be updated in accordance with DOE certifications.  The seniority list will be developed by disciplines for all bargaining unit personnel.  Personnel may appear on the seniority list in more than one discipline, as defined in Section 5 below, if they are currently certified.  The aforementioned seniority list shall be posted in the teacher's room in each building.  Employees with the greatest length of seniority will be listed first in each discipline; employees with the least amount of service will be placed last on the list.

 

b.         Any employee who wishes to challenge his/her position on the seniority list shall submit the challenge to the Superintendent and the Association, in writing, setting forth the basis for the challenge, no later than March 1st.  Any challenge which remains unresolved as of April 1st shall, notwithstanding Article III of this Agreement, be submitted to the State Board of Conciliation and Arbitration for a ruling.  The decision of the State will be final and binding on the employee, the Association and the Committee.  The cost, if any, of the services of the Board shall be borne equally by the Committee and the Association.  The list, as finally determined, shall be the seniority list for purposes of this Article.  In the event there are no unresolved challenges as of the March 1st list, then the promulgated list shall be the final list for that year. 

 

c.         Failure on the part of any employee to challenge his/her placement on the list in a given year in a timely fashion does not preclude the employee from challenging the list in the subsequent year pursuant to the procedure set forth above.

 

5.         Disciplines will be determined as per DOE certifications.

 

6.         Notification

 

Employees to be laid off will receive at least sixty (60) calendar days' notice prior to the effective date of layoff.

 

B.        Method of Layoff

 

1.         Attrition

 

If the Employer determines it is necessary to reduce the number of employees in the bargaining unit, it shall seek to effect said reduction by attrition.

 

2.         Employees without Professional Teacher Status

 

A Professional Employee with professional teacher status (PTS) shall not be laid off if there is a Professional Employee without professional teacher status whose position the employee with PTS is certified to fill.

 

3.         Employees with Professional Teacher Status

 

In the event that layoffs are necessary among employees with PTS, said employees currently teaching within the affected discipline(s) shall be laid off in the inverse order of seniority.  Effective with the full ratification of the 2004-2007 Agreement, November 17, 2004, professional employees who have been reached for layoff will be allowed to bump the employee with the least seniority in other disciplines in which they are actively certified. 

 

C.        Recall

 

1.         Professional Employees with PTS laid off due to reduction in force will be placed on the recall list for 27 months from the effective date of layoff.  The effective date of layoff shall be the last day worked by the Professional Employee.

 

2.         Professional Employees on the recall list shall be deemed to be on a leave of absence due to layoff from the District for the duration of the recall period.

 

3.         Professional Employees will be recalled to vacancies in their last previous teaching discipline as defined in Section A5 of this Article, in the reverse order of their layoff.  Employees will also be offered job openings in other disciplines in which they hold current certification (in the reverse order of layoff) provided there are no current faculty members with PTS on layoff from such disciplines.  The previous sentence shall not apply to a position which involves a promotion.

 

4.         No new personnel shall be hired to fill vacancies in areas where employees are on this recall list until all appropriate employees on the recall list have been offered the vacancy pursuant to Section 3 above. Known permanent substitute vacancies of more than sixty (60) school days are considered to be recall positions.

 

5.         When a vacancy occurs to which employees with PTS are entitled to be recalled as set forth above, the Association President and the appropriate employee on the recall list will be notified by Certified Mail, Return Receipt Requested, at their last recorded address.  Failure to accept Certified Mail shall not be deemed sufficient reason for failing to meet the necessary response date.  Failure to respond to the Superintendent of Schools with a letter of acceptance of the offered position within fourteen (14) calendar days of the date of receipt or delivery of said notice shall be considered a rejection of such offer, and the employee shall be removed from the list.  It shall be the responsibility of the employee on the recall list to inform the Office of the Superintendent of Schools, in writing, of changes of address.  The recall notice will include the date when the employee is to commence work.  The employee who accepts recall must commence work on the date set forth in the recall notice unless prevented from doing so by illness, injury or disability from which the employee is expected to return to work.   During the recall period, no employee shall be dropped from the recall list unless that employee failed to accept a position which is in the bargaining unit, and which provided equivalent hours of employment to the position held by said employee at the time of layoff.

 

6.         A Professional Employee who was reduced from a full-time position and is on the recall list may accept a part-time position and retain his/her eligibility to be assigned to a full-time position for the subsequent school year; and an analogous right shall exist for a Professional Employee who may be reduced from a part-time position, accept the full-time position, and wish to retain eligibility for assignment to a part-time position for the subsequent school year.

 

7.         Laid-off employees will be given priority on the substitute list at the substitute rate of pay if they so indicate a desire to substitute, in writing, to the Superintendent.

 

8.         Professional Employees on the Recall List shall be entitled to membership in any group health and/or life insurance coverage in existence at the time of the effective date of the layoff; provided, however, that the employee pays the entire cost of such insurance and there shall be no contribution by the District for such employee's insurance.

 

9.         All benefits to which said employees were entitled at the time layoff commenced including, but not limited to PTS and unused accumulated sick leave, will be restored upon return, and the employee will be placed on the applicable salary schedule at the step and column attained when the layoff began.

 

10.       Any Professional Employee who elects to have his/her layoff treated as an involuntary leave of absence in order to retain the protection of professional teacher status and contractual benefits provided by this Article shall, in lieu of dismissal procedures set forth in Chapter 71, Section 42, execute and deliver to the Committee a waiver of any present or future rights to a dismissal hearing which he/she may have pursuant to Chapter 71, Section 42 of the Massachusetts General Laws.  A waiver letter will be included as Appendix E of this Agreement.  The Committee will execute and provide to any such employee a counterpart on Appendix F.  A Professional Employee may elect to have his/her layoff treated as a dismissal in which case such employee will be afforded full statutory rights.  Any employee who by not executing a written waiver elects to invoke his/her statutory rights with respect to dismissal will not be eligible for recall rights as provided in this Article.

 

11.       Any Professional Employee who elects to have his/her layoff treated as an unpaid leave of absence due to layoff will have the right to invoke the Grievance and Arbitration provisions of this Agreement should there be a violation of this Article.

 

 

ARTICLE XXV

INSURANCE BENEFITS

 

A.        Health Insurance

 

1.         Effective on the date of execution of this agreement, the District will: 

 

(a)        Replace the current BCBS Master Medical Plan with the BCBS PPO Plan, “Blue Care Elect Preferred” or equivalent or better.  The PPO plan will include a $15.00 office visit co-pay, $50 emergency room co-pay and $10/20/35 retail and mail order prescription drug plan.  The PPO plan will not, however, require referrals to specialists. The Committee will pay eighty-five (85%) of the cost of the premium.

 

(b)        Effective on the date of this agreement, the District will replace the HPHC HMO plan with the “low option” HMO Blue plan.  This plan includes $15 co-pay for office visits, $50 co-pay for emergency room treatment and a $10/20/35 retail and mail order prescription drug plan.  The Committee will pay eighty-five (85%) of the cost of the premium.  All employees hired on or after July 1, 2007 will contribute twenty percent (20%) of the then current premium and the district will contribute eighty percent (80%) of the HMO health insurance premiums.

 

(c)        The BCBS plan, “Blue Choice” will be eliminated. 

 

(d)       The Medex plan and Managed Blue for Seniors will continue at the current benefit levels.

 

(e)        There will be no changes to the HMO Blue plan.  This plan will continue with a $5 office visit co-pay, $25 emergency room co-pay and $10/20/35 retail and mail order prescription drug plan.  It will be referred to as the “high option” HMO plan.  The Committee will pay eighty-five (85%) of the cost of the premium.

 

(f)        Health Insurance benefits will be extended to surviving dependent children as well as surviving spouses for active and retired employees.  See Article XXV, 3.C, page 40.

 

(g)        The employer will permit domestic partners of active employees to participate in the District’s medical insurance plans.  The determination of domestic partner status will be made by the medical insurance carrier.

 

3.         Retiree Share of Premiums

 

(a).       The contributions for Units A and B retirees shall be at a 15% contribution rate by the retiree and an 85% contribution rate by the District. 

 

B.        Retiree Health Insurance

 

The contributions for Units A and B retirees shall be at a 15% contribution rate by the retiree and an 85% contribution rate by the District.

 

C.        Life Insurance and Accidental Death and Dismemberment Insurance

 

1.         Active employees shall be insured for $25,000 of group life insurance and $25,000 group accidental death and dismemberment insurance, and the District will pay fifty-five percent (55%) of the cost of the premium.

 

2.         Retirees of the District shall be insured for $25,000 of group life insurance and $25,000 group accidental death and dismemberment insurance, and the District will pay fifty-five percent (55%) of the cost of the premium.

 

3.         In the event of the death of an active employee or retiree, the surviving spouse and dependent children may continue coverage under existing plans until the re-marriage or death of the surviving spouse.  In the event of the death of the surviving spouse, the dependent children may also continue coverage under existing plans until they reach the age that they are no longer eligible for health insurance coverage.

 

            The District shall continue to pay the percent of the premium coverage at the rate of active or retired employees whichever is greater.

 

D.        Dental Insurance

 

The Employer agrees to make payroll deductions for a BREA Trust Fund for a Group Dental Plan to be funded entirely by the employees who join the group.

 

E.        Flexible Spending Accounts

 

Effective January 1, 2008, the District will implement a flexible spending account program for all employees eligible for health insurance benefits at no cost to the employee.

 

 

F.         HPHC HMO Plan

 

The District will work with BCBS to identify those members, who may be negatively impacted by BCBS not covering their prescriptions that were covered by the HPHC plan.  The district with BCBS will educate them on alternative medications and assist them with an appeal process concerning prescriptions.  In the event that the appeal is denied, the District will pay the difference between the co-pays and the actual cost through June 30, 2008.

 

G.        The Committee shall accept Section 19 of Chapter 32B of the Massachusetts General Laws.

 

ARTICLE XXVI

PAYROLL DEDUCTIONS

 

A.        Dues Deductions

 

The District agrees to deduct from the salaries of its employees dues for the Bridgewater/Raynham Education Association, Bristol and Plymouth County Education Association, Massachusetts Teachers Association and the National Education Association, and to transmit the monies within ten (10) days of the deduction to the Treasurer of the Bridgewater/Raynham Education Association.  Professional Employees' authorization shall be in writing, on a form determined jointly by the Treasurer of the Association and the District Treasurer.  Dues will be deducted in forty (40) installments.

 

B.        VOTE Deductions

 

The School Committee will vote to accept the provisions of M.G.L. Chapter 180, Section 171.  Employees may authorize the School Committee to deduct from their salary a contribution to 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 within thirty (30) days to: VOTE, P.O. Box 271, Boston, MA 02101.

 

C.        Annuity Deductions

 

1.         The District will, upon written request of a Professional Employee, enter into an agreement with said employee to reduce the amount of his/her salary to the extent permitted by Section 403(b) of the Internal Revenue Code, as amended, and to apply the amount of said deduction in salary to the purchase of a tax-sheltered annuity plan for said employee(s).

 

2.         Deductions will be made in equal amounts by the District from the employee's paycheck per the District’s approved plan.

 

3.         On a day mutually agreed to by the District and the Association, within the month of September, each school year, employees may file enrollment applications for an annuity through the District Treasurer's office.

 

4.         Changes (i.e., additions to or reductions from the annuity amount) may be made during the months of September 1st to be effective October 1st, January 1st to be effective February 1st and April 1st to be effective May 1st.

 

5.         The District Treasurer shall submit payments so deducted to the issuing insurer, or selling company or corporation within fourteen (14) days of the deduction.

 

E.         Agency Fee

 

1.         The Committee agrees to require, as a condition of employment, that all employees covered by this Contract, except those employees certified as members to the Committee by the Association, pay annually or by dues deduction to the Association, as of the 30th day subsequent to the effective date of this Agreement, or thirty (30) days subsequent to the execution of this Agreement, whichever is later, an Agency Service Fee equal to the amount required to become a member and remain a member in good standing of the exclusive bargaining agent to or from which membership dues are paid.  Such amount will be certified annually to the Committee by the Association.  To become a member and remain a member in good standing of the exclusive bargaining agent, an employee must become a member and remain a member in good standing of the Bridgewater-Raynham Education Association, Plymouth County Education Association, Bristol County Education Association, Massachusetts Teachers Association, and National Education Association.

 

2.         The Association agrees to indemnify and hold harmless the Regional School Committee against all claims, suits or other forms of liability arising out of the deduction of said Agency Service Fee from an employee's pay, or out of the application of this Article.  The Association shall assume full responsibility for the disposition of the monies so deducted once they have been released to the treasurer of the Association.  Said treasurer shall provide to the Committee any information that may be required pursuant to Massachusetts General Laws, Chapter 180, Section 17G.

 

 

ARTICLE XXVII

GENERAL PROVISIONS

 

A.        Conflicts with Agreement

 

As to all matters covered by this Agreement, the provisions hereof shall control in any case where a conflict may exist between any such provision and any practice, policy or rule or regulations of the Committee or any of the statutes set forth in Section 7(d) of Chapter 150E of the General Laws of the Commonwealth of Massachusetts.

 

B.        Separability

 

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 provisions 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.

 

C.        Management Rights

 

The parties recognize and agree that as to every matter as to which a specific agreement is not set forth in this Agreement, the Committee continues to retain the sole and unquestioned right to exercise all of the authority, powers, responsibilities and rights provided by and under the Laws of the Commonwealth of Massachusetts in the control, direction and management of the Bridgewater-Raynham Regional School District.

 

D.        No Reprisals

 

The District will not take any reprisals of any kind against any employee(s) by reason of the employee's(s') membership in the Association or participation in its activities.

 

E.        No Discrimination

 

No religious or political activities of any Professional Employees may be grounds for any discrimination with respect to the employment of such employee except as the same may be subject to penalty under the applicable Law.

 

F.         Notices/Agendas/Minutes of Meetings

 

The Superintendent will mail to the President of the Bridgewater-Raynham Education Association a copy of the official agenda of each School Committee meeting with any attached public documents at least 48 hours prior to said meetings.  The Superintendent will also mail to the Association President copies of minutes of open meetings of the Committee within one (1) week of their approval and the minutes of Executive Sessions once said minutes have been approved by the Committee and are made public.

 

G.        Printing of Agreement

 

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


 

H.        Changes in the Agreement

 

This Agreement shall not be altered, amended or changed except in writing and will be signed by both the Committee and the Association, which writings shall be appended hereto and made a part hereof.

 

I.          No Strikes

 

            The Association agrees that it will not cause, condone or take part in any strike, walkout, slowdown, work stoppage or withholding of services in the Bridgewater-Raynham Public Schools.

 

J.         Exit Interview

 

Employees who leave the School District may be offered an exit interview with the Superintendent.

 

K.        The children of teachers who reside outside of the School District may attend the schools of the School District and shall have priority on a space available basis and in accordance with the terms and conditions of School Choice.

 

 

ARTICLE XXVIII

EARLY RETIREMENT INCENTIVE

 

A.        Payment

 

A Professional Employee who is retiring from the Bridgewater-Raynham Regional School District, either at end of school year or conclusion of calendar year, and who is 55-61 years old, inclusive, during the school year at the end of which he/she will retire, shall be eligible for the following one-time early retirement incentive based on the following schedule:

 

AGE                                                                                                   PAY DIFFERENTIAL

 

55                                                                                                        35%

56                                                                                                        34%

57                                                                                                        33%

58                                                                                                        32%

59                                                                                                        31%

60                                                                                                        30%

61                                                                                                        29%

 

 

B.        Eligibility

 

To be eligible for this program, a Professional Employee must give written notice of intention to resign by June 15th of the year immediately preceding the school year in which said retirement is to be effective.  This written notice of intent to resign may be rescinded by the Professional Employee once; a second written notice of intent to resign will be irrevocable.  In the event of the death of any eligible employee, the money will be paid to the employee's estate.

 

 

ARTICLE XXIX

LONGEVITY

 

A.        Longevity Payment

 

A Professional Employee who completes the number of years of service as a licensed teacher indicated below shall be granted a longevity payment in the amount set forth below for the number of years of service that he/she has completed in a bargaining unit position:

 

            After ten (10) consecutive years of service                $  600.00

After fifteen (15) consecutive years of service           $  850.00

After twenty (20) consecutive years of service          $1000.00

After twenty-five (25) consecutive years of service   $1500.00

After thirty (30) consecutive years of service             $2000.00

 

B.        Year Towards Longevity

 

For a school year to count towards longevity, a Professional Employee must be in a pay status for at least ninety-two (92) work days.  Approved unpaid leaves of absence do not count towards longevity but do not break consecutive service.

 

C.        Method of Payment of Longevity

 

Longevity will be paid in a lump sum, annually, in the 2nd pay period in September.  Retirees will be paid in a lump sum in the last pay period of June in the year in which they retire rather than the following September.

 

D.        Grandfathering

 

It is understood that employees who were eligible for longevity on 9/1/94 using "total" years of service will maintain their total years.  However, commencing on 9/1/95 all service must be "consecutive." 

 

 

E.        Alternative Longevity

 

Bargaining unit members with twenty (20) completed years of service in public school teaching, 10 years of which are in the Bridgewater-Raynham Regional School District, may elect to receive the longevity payment of $6000 per year for three consecutive years. Eligible employees who elect to receive the longevity payment of $6000 for three consecutive years, agree to irrevocably waive any and all longevity payments specified in Article XXX, Section A and any benefit to which employees may be entitled under Article XXIII.

 

Any eligible member who wishes to receive this benefit beginning in the 2004-2005 school year, shall so notify the Superintendent in writing no later than January 2005 and payments will begin with the February 1, 2005 paycheck.

 

For those employees who wish to begin the benefit in September 2005, notice must be given to the Superintendent no later than March 1, 2005.

 

In subsequent years, notice must be given to the Superintendent in writing not later than November 1st the year preceding the school year in which the payments will begin.

 

Payments will become part of annual salary distributed evenly throughout the year in weekly paychecks.

 

Note:  Public school teaching as used in this section shall include years of teaching at the Burnell Campus School.

 

 

ARTICLE XXX

DURATION

 

A.        Term of Agreement

 

This Collective Bargaining Agreement shall be in full force and effect for the period September 1, 2011 to and including August 31, 2014.

 

B.        Reopening for Negotiations

 

By November 1, 2013, the Committee or the Association may, by giving written notice to the other, open negotiations for a successor Agreement.  The party receiving such notice shall acknowledge receipt, in writing, within ten (10) school days after such receipt.  Negotiations shall commence no later than February 1, 2014, or may, by mutual agreement of the parties, commence at an earlier or later date.

 

 

 

IN WITNESS WHEREOF, the parties to this Agreement have caused it to be executed in duplicate in their names on the date set forth below.

 

 

 

BRIDGEWATER-RAYNHAM REGIONAL SCHOOL COMMITTEE

 

 

_________________________________________________________

CHAIRPERSON

 

 

BRIDGEWATER-RAYNHAM EDUCATION ASSOCIATION

 

 

_________________________________________________________

 PRESIDENT

 

 

 

DATE _______________________________


APPENDIX A

SALARY SCHEDULES

2011 – 2012

 

 

 

B+15

 

 

 

Steps

B

Toward M

M

M+15

 

1

$40,357.00

$43,641.00

$46,258.00

$49,218.00

 

2

$43,612.00

$46,562.00

$49,561.00

$52,588.00

 

3

$45,707.00

$48,724.00

$51,689.00

$54,683.00

 

4

$48,914.00

$51,986.00

$54,897.00

$57,933.00

 

5

$51,004.00

$53,990.00

$57,036.00

$60,069.00

 

6

$53,100.00

$56,138.00

$59,175.00

$62,165.00

 

7

$55,205.00

$58,791.00

$61,780.00

$63,696.00

 

8

$57,036.00

$60,928.00

$63,921.00

$66,951.00

 

9

$58,574.00

$63,624.00

$66,568.00

$69,605.00

 

10

$60,362.00

$65,714.00

$68,744.00

$71,743.00

 

11

$62,165.00

$67,848.00

$70,841.00

$73,875.00

 

12

$63,958.00

$70,202.00

$73,198.00

$76,237.00

 

13

$66,263.00

$72,508.00

$75,501.00

$79,284.00

 

14

$67,337.00

$73,582.00

$76,576.00

$80,358.00

 

20

$68,411.00

$74,656.00

$77,650.00

$81,433.00

 

24

$0.00

$0.00

$78,650.00

$82,433.00

 

 

M+30

 

M+60

M+75/Ed.D.

 

Steps

2 M

M+45

CAGS/2M*

Ph.D

 

1

$52,143.00

$54,175.00

$56,211.00

$57,286.00

 

2

$55,581.00

$57,668.00

$59,751.00

$60,824.00

 

3

$57,679.00

$59,768.00

$61,852.00

$62,926.00

 

4

$61,026.00

$62,974.00

$65,058.00

$66,131.00

 

5

$62,977.00

$65,060.00

$67,147.00

$68,221.00

 

6

$65,159.00

$67,246.00

$69,328.00

$70,402.00

 

7

$67,811.00

$69,894.00

$71,978.00

$73,053.00

 

8

$69,942.00

$72,030.00

$74,114.00

$75,187.00

 

9

$72,311.00

$74,127.00

$76,209.00

$77,284.00

 

10

$74,697.00

$76,782.00

$78,837.00

$79,911.00

 

11

$76,835.00

$78,918.00

$81,002.00

$82,077.00

 

12

$79,224.00

$81,309.00

$83,392.00

$84,466.00

 

13

$81,526.00

$83,614.00

$85,699.00

$86,772.00

 

14

$82,600.00

$84,689.00

$86,772.00

$87,847.00

 

20

$83,674.00

$85,763.00

$87,847.00

$88,921.00

 

24

$84,674.00

$86,763.00

$88,847.00

$89,921.00

 

Effective September 1, 2011:

*The salary schedule up to Step 20, in effect on Aug. 31, 2011 shall be increased 2.25%

*Step 21 shall be replaced with Step 24 which shall be $1000 more than Step 20

*Effective Aug. 31, 2012, B+15 shall not be available to Professional Employees who have

Not obtained 15 credits towards a Masters by that date.

 

 

 

 

 

 


2012 - 2013

 

 

 

B+15

 

 

Steps

B

Toward M

M

M+15

1

$41,164.00

$44,514.00

$47,183.00

$50,202.00

2

$44,484.00

$47,493.00

$50,552.00

$53,640.00

3

$46,621.00

$49,698.00

$52,723.00

$55,777.00

4

$49,892.00

$53,026.00

$55,995.00

$59,092.00

5

$52,024.00

$55,070.00

$58,177.00

$61,270.00

6

$54,162.00

$57,261.00

$60,359.00

$63,408.00

7

$56,309.00

$59,967.00

$63,016.00

$64,970.00

8

$58,177.00

$62,147.00

$65,199.00

$68,290.00

9

$59,745.00

$64,896.00

$67,899.00

$70,997.00

10

$61,569.00

$67,028.00

$70,119.00

$73,178.00

11

$63,408.00

$69,205.00

$72,258.00

$75,353.00

12

$65,237.00

$71,606.00

$74,662.00

$77,762.00

13

$67,588.00

$73,958.00

$77,011.00

$80,870.00

14

$68,684.00

$75,054.00

$78,108.00

$81,965.00

20

$69,779.00

$76,149.00

$79,203.00

$83,062.00

25

$0.00

$0.00

$80,203.00

$84,062.00

 

 

 

 

 

 

M+30

 

M+60

M+75/Ed.D.

Steps

2 M

M+45

CAGS/2M*

Ph.D

1

$53,186.00

$55,259.00

$57,335.00

$58,432.00

2

$56,693.00

$58,821.00

$60,946.00

$62,040.00

3

$58,833.00

$60,963.00

$63,089.00

$64,185.00

4

$62,247.00

$64,233.00

$66,359.00

$67,454.00

5

$64,237.00

$66,361.00

$68,490.00

$69,585.00

6

$66,462.00

$68,591.00

$70,715.00

$71,810.00

7

$69,167.00

$71,292.00

$73,418.00

$74,514.00

8

$71,341.00

$73,471.00

$75,596.00

$76,691.00

9

$73,757.00

$75,610.00

$77,733.00

$78,830.00

10

$76,191.00

$78,318.00

$80,414.00

$81,509.00

11

$78,372.00

$80,496.00

$82,622.00

$83,719.00

12

$80,808.00

$82,935.00

$85,060.00

$86,155.00

13

$83,157.00

$85,286.00

$87,413.00

$88,507.00

14

$84,252.00

$86,383.00

$88,507.00

$89,604.00

20

$85,347.00

$87,478.00

$89,604.00

$90,699.00

25

$86,347.00

$88,478.00

$90,604.00

$91,699.00

Effective September 1, 2012:

 

 

 

*The salary schedule, up to Step 20, in effect on Aug. 31, 2012 shall be increased by 2%

*Step 24 shall be replaced by Step 25 which shall be $1000 more than Step 20.


2013 – 2014

2%/1% Split First Half

 

 

 

B+15

 

 

Steps

B

Toward M

M

M+15

1

$41,987.00

$45,404.00

$48,127.00

$51,206.00

2

$45,374.00

$48,443.00

$51,563.00

$54,713.00

3

$47,553.00

$50,692.00

$53,777.00

$56,893.00

4

$50,890.00

$54,087.00

$57,115.00

$60,274.00

5

$53,064.00

$56,171.00

$59,341.00

$62,495.00

6

$55,245.00

$58,406.00

$61,566.00

$64,676.00

7

$57,435.00

$61,166.00

$64,276.00

$66,269.00

8

$59,341.00

$63,390.00

$66,503.00

$69,656.00

9

$60,940.00

$66,194.00

$69,257.00

$72,417.00

10

$62,800.00

$68,369.00

$71,521.00

$74,642.00

11

$64,676.00

$70,589.00

$73,703.00

$76,860.00

12

$66,542.00

$73,038.00

$76,155.00

$79,317.00

13

$68,940.00

$75,437.00

$78,551.00

$82,487.00

14

$70,058.00

$76,555.00

$79,670.00

$83,604.00

20

$71,175.00

$77,672.00

$80,787.00

$84,723.00

 

 

 

 

 

 

M+30

 

M+60

M+75/Ed.D.

Steps

2 M

M+45

CAGS/2M*

Ph.D

1

$54,250.00

$56,364.00

$58,482.00

$59,601.00

2

$57,827.00

$59,997.00

$62,165.00

$63,281.00

3

$60,010.00

$62,182.00

$64,351.00

$65,469.00

4

$63,492.00

$65,518.00

$67,686.00

$68,803.00

5

$65,522.00

$67,688.00

$69,860.00

$70,977.00

6

$67,791.00

$69,963.00

$72,129.00

$73,246.00

7

$70,550.00

$72,718.00

$74,886.00

$76,004.00

8

$72,768.00

$74,940.00

$77,108.00

$78,225.00

9

$75,232.00

$77,122.00

$79,288.00

$80,407.00

10

$77,715.00

$79,884.00

$82,022.00

$83,139.00

11

$79,939.00

$82,106.00

$84,274.00

$85,393.00

12

$82,424.00

$84,594.00

$86,761.00

$87,878.00

13

$84,820.00

$86,992.00

$89,161.00

$90,277.00

14

$85,937.00

$88,111.00

$90,277.00

$91,396.00

20

$87,054.00

$89,228.00

$91,396.00

$92,513.00

Effective September 1, 2013:

*The salary schedule, up to Step 20, in effect on Aug. 31, 2013 shall be increased by 2%

*Effective on the ninety-second (92nd) day of the work year, the salary schedule shall be increased

By 1% (the parties agree that the payout shall be calculated and paid of the full year)

*Step 25 shall not be increased over the 2012-2013 amount

Effective August 31, 2014, M+15 shall not be available to Professional Employees who have not

obtained 15 credits beyond a Masters by that date.

 

2013 – 2014

2%/1% Split Second Half

 

 

 

B+15

 

 

Steps

B

Toward M

M

M+15

1

$42,407.00

$45,858.00

$48,608.00

$51,718.00

2

$45,828.00

$48,927.00

$52,079.00

$55,260.00

3

$48,029.00

$51,199.00

$54,315.00

$57,462.00

4

$51,399.00

$54,628.00

$57,686.00

$60,877.00

5

$53,595.00

$56,733.00

$59,934.00

$63,120.00

6

$55,797.00

$58,990.00

$62,182.00

$65,323.00

7

$58,009.00

$61,778.00

$64,919.00

$66,932.00

8

$59,934.00

$64,024.00

$67,168.00

$70,353.00

9

$61,549.00

$66,856.00

$69,950.00

$73,141.00

10

$63,428.00

$69,053.00

$72,236.00

$75,388.00

11

$65,323.00

$71,295.00

$74,440.00

$77,629.00

12

$67,207.00

$73,768.00

$76,917.00

$80,110.00

13

$69,629.00

$76,191.00

$79,337.00

$83,312.00

14

$70,759.00

$77,321.00

$80,467.00

$84,440.00

20

$71,887.00

$78,449.00

$81,595.00

$85,570.00

 

 

 

 

 

 

M+30

 

M+60

M+75/Ed.D.

Steps

2 M

M+45

CAGS/2M*

Ph.D

1

$54,793.00

$56,928.00

$59,067.00

$60,197.00

2

$58,405.00

$60,597.00

$62,787.00

$63,914.00

3

$60,610.00

$62,804.00

$64,995.00

$66,124.00

4

$64,127.00

$66,173.00

$68,363.00

$69,491.00

5

$66,177.00

$68,365.00

$70,559.00

$71,687.00

6

$68,469.00

$70,663.00

$72,850.00

$73,978.00

7

$71,256.00

$73,445.00

$75,635.00

$76,764.00

8

$73,496.00

$75,689.00

$77,879.00

$79,007.00

9

$75,984.00

$77,893.00

$80,081.00

$81,211.00

10

$78,492.00

$80,683.00

$82,842.00

$83,970.00

11

$80,738.00

$82,927.00

$85,117.00

$86,247.00

12

$83,248.00

$85,440.00

$87,629.00

$88,757.00

13

$85,668.00

$87,862.00

$90,053.00

$91,180.00

14

$86,796.00

$88,992.00

$91,180.00

$92,310.00

20

$87,925.00

$90,120.00

$92,310.00

$93,438.00

 


2013 – 2014

Blended Scale

 

 

Fiscal Year 2013-2014 ---BLENDED SCALE 2.5

B+15

 

 

Steps

B

Toward M

M

M+15

 

 

1

$42,197.00

$45,631.00

$48,368.00

$51,462.00

 

 

2

$45,601.00

$48,685.00

$51,821.00

$54,987.00

 

 

3

$47,791.00

$50,946.00

$54,046.00

$57,178.00

 

 

4

$51,145.00

$54,358.00

$57,401.00

$60,576.00

 

 

5

$53,330.00

$56,452.00

$59,638.00

$62,808.00

 

 

6

$55,521.00

$58,698.00

$61,874.00

$65,000.00

 

 

7

$57,722.00

$61,472.00

$64,598.00

$66,601.00

 

 

8

$59,638.00

$63,707.00

$66,836.00

$70,005.00

 

 

9

$61,245.00

$66,525.00

$69,604.00

$72,779.00

 

 

10

$63,114.00

$68,711.00

$71,879.00

$75,015.00

 

 

11

$65,000.00

$70,942.00

$74,072.00

$77,245.00

 

 

12

$66,875.00

$73,403.00

$76,536.00

$79,714.00

 

 

13

$69,285.00

$75,814.00

$78,944.00

$82,900.00

 

 

14

$70,409.00

$76,938.00

$80,069.00

$84,022.00

 

 

20

$71,531.00

$78,061.00

$81,191.00

$85,147.00

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

M+30

 

M+60

M+75/Ed.D.

 

 

Steps

2 M

M+45

CAGS/2M*

Ph.D

 

 

1

$54,522.00

$56,646.00

$58,775.00

$59,899.00

 

 

2

$58,116.00

$60,297.00

$62,476.00

$63,598.00

 

 

3

$60,310.00

$62,493.00

$64,673.00

$65,797.00

 

 

4

$63,810.00

$65,846.00

$68,025.00

$69,147.00

 

 

5

$65,850.00

$68,027.00

$70,210.00

$71,332.00

 

 

6

$68,130.00

$70,313.00

$72,490.00

$73,612.00

 

 

7

$70,903.00

$73,082.00

$75,261.00

$76,384.00

 

 

8

$73,132.00

$75,315.00

$77,494.00

$78,616.00

 

 

9

$75,608.00

$77,508.00

$79,685.00

$80,809.00

 

 

10

$78,104.00

$80,284.00

$82,432.00

$83,555.00

 

 

11

$80,339.00

$82,517.00

$84,696.00

$85,820.00

 

 

12

$82,836.00

$85,017.00

$87,195.00

$88,318.00

 

 

13

$85,244.00

$87,427.00

$89,607.00

$90,729.00

 

 

14

$86,367.00

$88,552.00

$90,729.00

$91,853.00

 

 

20

$87,490.00

$89,674.00

$91,853.00

$92,976.00

 

 

 


 

 

 

 

 

 

 

 

 

 

           

M + 75/DOC (for Ed.D. and Ph.D only and doctorates recognized prior to the September 1, 2007 shall be recognized for this purpose) which shall be one thousand ($1,000.00) dollars greater than the M+60/CAGS/MM column.

 

The parties agree that those teachers who hold a CAGS by June 30, 2007 shall need fifteen (15) credits beyond the credits necessary for a CAGS in order to move to the M+75/DOC column.  In addition, teachers will be allowed to apply the credits for the courses they took while in a CAGS program or while working towards their second Masters degree provided said course was one of those listed in Addendum A attached hereto. Thereafter, teachers who obtain a CAGS will advance to the M+75/DOC column only if they earn a DOC or earn credits in addition to those necessary for the CAGS which were beyond the Master’s degree.

 

 

Effective September 1, 2011:

 

·         The salary schedule, up to Step 20, in effect on August 31, 2011 shall be increased by two and one-quarter (2.25%) percent;

·         Step 21 shall be replaced with Step 24 which shall be $1,000.00 more than Step 20;

·         Effective August 31, 2012, B+15 shall not be available to Professional Employees who have not obtained 15 credits towards a Masters by that date.

 

Effective September 1, 2012:

 

·         The salary schedule, up to Step 20, in effect on August 31, 2012 shall be increased by two (2%) percent;

·         Step 24 shall be replaced by Step 25 which shall be $1,000.00 more than Step 20.

 

Effective September 1, 2013:

 

·         The salary schedule, up to Step 20, in effect on August 31, 2013 shall be increased by two (2%) percent;

·         Effective on the ninety-second (92nd) day of the work year, the salary schedule shall be increased by one (1%) percent (the parties agree that the payout shall be calculated and paid of the full year);

·         Step 25 shall not be increased over the 2012 – 2013 amount.

·         Effective August 31, 2014, M+15 shall not be available to Professional Employees who have not obtained 15 credits beyond a Masters by that date.

 

 





APPENDIX E

 

BRIDGEWATER-RAYNHAM EMPLOYEE LETTER

 

 

I have received the Superintendent's notice with respect to my dismissal effective (20____ ) pursuant to the provision of M.G.L., c.71, s. 42.   I understand I may have a right to request and be furnished by the Superintendent with a written statement of the charge or charges of the cause or causes for which my dismissal is proposed, and a right to request and be given a hearing before the Superintendent with representation by counsel of my own choosing.  I also understand that I have a right to appeal such a decision of the Superintendent to arbitration pursuant to Chapter 71, 42.

 

Since I desire to secure the benefits of the twenty-seven (27) month recall period as set forth in the Collective Bargaining Agreement between the Bridgewater-Raynham School Committee and the Bridgewater-Raynham Education Association, and because I wish to retain my status as a teacher with professional teacher status in the Bridgewater-Raynham School System during such recall period, and in the event of my recall and return to active service, and since I admit that due to economic and budgetary considerations the Superintendent has just cause for my dismissal, I hereby waive any written statement of the charge or charges, and waive my request for a hearing, and waive all rights of appeal, all as provided in c.71, s. 42. of the Massachusetts General Laws, all in consideration of the Superintendent's agreement that because of such admissions and waivers the Superintendent shall not dismiss me pursuant to the provision of M.G.L., c.71, s.42, but shall instead grant me an unpaid leave of absence without pay or increment as a result of layoff.

 

I understand that effective (200_____ ), I will, unless recalled and returned to effective service, be on a leave of absence without pay or increment as a result of layoff.  If I am returned to active service during the twenty-seven (27) month recall period, the Superintendent agrees that any and all waivers and admission which I have made in this letter shall not be applicable to any subsequent layoff(s) and/or dismissal(s).  If I am not returned to active service during the recall period, I understand that the Superintendent will dismiss me at the end of said period and that I have waived my rights to any statement of the charge or charges, and my rights to any statutory hearings or appeal with respect to that dismissal.

 

I expressly do not waive any right I may have to contest by grievance and arbitration whether the Superintendent has observed the recall provisions of the Collective Bargaining Agreement between the Bridgewater-Raynham School Committee and the Bridgewater-Raynham Education Association.

 

 


APPENDIX F

 

BRIDGEWATER-RAYNHAM

SUPERINTENDENT'S LETTER

 

 

The Superintendent is in receipt of your letter of (20_____ ), requesting that you be granted an involuntary leave of absence without pay or increment as a result of layoff pursuant to the extant Collective Bargaining Agreement.

 

In order that you may receive the benefits of recall and in order that you may retain your status as a teacher with professional teacher status in the Bridgewater-Raynham School System during such recall period, and in the event of your recall and return to active service, and because you admit that due to economic and budgetary considerations the Superintendent has just cause for your dismissal, and in consideration of your having waived the following:

 

(1)        any written statement of the charge or charges of the cause or causes for which your dismissal is proposed,

(2)        any request for a hearing before the Superintendent under M.G.L., c.71, s.42;

(3)        all rights of appeal to arbitration as provided in M.G.L., c.71, s. 42;

 

therefore, the Superintendent expressly agrees that because of your admissions and waivers, the Superintendent shall not dismiss you effective (20_____ ) pursuant to the provision of M.G.L., c.71., s.42, but rather has granted your request for a leave of absence without pay or increment as a result of layoff pursuant to the extant Collective Bargaining Agreement between the Bridgewater-Raynham School Committee and the Bridgewater-Raynham Education Association.

 

As a result of the Superintendent's having granted your request, effective (20______ ), you will, unless recalled and returned to active service, be on a leave of absence without pay or increment as result of layoff.  At the present time, it is not anticipated that you will be recalled in the immediate future.

 

The Superintendent agrees that if you are returned to active service during the call period, any and all waivers and admissions to which you have agreed with respect to this initial layoff shall continue in full force and effect but shall not be applicable to any subsequent layoff(s) and/or dismissal(s).  If you are not returned to active service during the recall period, the Superintendent will dismiss you at the end of said period, and, in accordance with your waivers and admissions, there will be no requirement of any statement of charge or charges, or of any formal statutory hearings and no appeal from said dismissal decision.


The Superintendent further agrees that you expressly do not waive any right you may have to contest by grievance and arbitration whether the Superintendent has observed the recall provisions of the Collective Bargaining Agreement in effect at the time of your layoff.

 

In the event you are not returned to active service in accordance with the recall provisions of the Collective Bargaining Agreement then, in such event, the Superintendent intends to dismiss you.

APPENDIX G

SCHOOL NURSES

 

A.        Coverage under the Agreement

 

All of the provisions of this Agreement between the Bridgewater-Raynham Regional School Committee and the Bridgewater-Raynham Education Association shall apply to school nurses except the following:

 

Article VIII, (with the exception of Section B1 and B7 which will apply), Article IX and Article XVI.

 

B.        Nurses' Salaries

 

1.         Full-time nurses who do not hold a Bachelor's Degree will receive eighty percent (80%) of the Bachelor's Degree Column of the teachers' salary schedule as set forth in Appendix A of this Agreement at the appropriate step consistent with years of service in the District(s).

 

2.         Part-time nurses will have their salaries prorated, depending on their degree status.

 

C.        Work Year and Work Day

 

1.         The work year of school nurses shall be the same length as the teachers work year except that the High School nurse or her designee will continue to be expected to assist in the fall physicals normally performed at the end of August.

 

2.         The work day of school nurses shall be in accordance with Article VIII, Section B1.

 

3.         Nurses will have a duty-free lunch period of at least the length of the student lunch.

 

            4.         Nurses will be required to attend one staff meeting per month.

 

5.         Nurses will be required to attend parent conferences and open house in accordance with Article VIII, Section 7.

 

D.        Evaluation of Nurses

 

The nurses will be evaluated in accordance with the amended evaluation system except that references in the summative evaluation to sick leave and personal leave usage will be deleted.

 


 

 

 

 

 

 

 

 

 

 

                                                            APPENDIX H

 

 

 

 

 

 

 

 

          TEACHER EVALUATION

 

 

 

 

 

 

                                                                             


TABLE OF CONTENTS

 

 

1.         Philosophy of Evaluation

 

2.         Principles of Evaluation

 

3.         Definitions

 

4.         Performance Guidelines

 

5.         Evaluation Procedure and Time Line

 

6.         Observation Report Form

 

7.         Summative Evaluation Report


PHILOSOPHY OF EVALUATION

 

 

 

We believe that all children can learn, and that teaching is the most important aspect to educate students so that they may maximize their potential.  Teachers will facilitate learning by having a sound knowledge of the curriculum and to set goals for students that are clear and of high standards.  Furthermore, the teacher will strive to be a reflective and fervent academician who will ensure equitable opportunities and demonstrate appreciation for and sensitivity to the diversity among individuals.

 

We recognize that teachers are learners also and need a collegial and supportive atmosphere in order to thrive.  To this end we have developed this evaluation instrument to enhance the professionalism and accountability of teachers that will enable them to assist all students to perform at the highest level.


PRINCIPLES OF EVALUATION

 

 

1.         The performance standards shall be measurable.

 

2.         The performance standards shall reflect and allow for significant differences in assignments and responsibilities.  These differences shall be described in evaluation reports.

 

3.         The performance standards shall be shared with the person being evaluated in advance of the evaluation process.

 

4.         The purpose of the evaluation shall be stated clearly, in writing, to the person being evaluated.

 

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

 

6.         The person being evaluated shall be allowed to gather and provide additional information on his or her performance.  Such information must be provided in a timely manner and must be considered by the evaluator.

 

7.         The person being evaluated shall have an opportunity to respond in writing to the evaluation process.

 


DEFINITIONS

 

 

 

 

Administrator - shall mean any person employed in a school district in a position requiring a certification as described in 603 CMR 7.10(34) through (38) or who has been approved as an administrator in the area of vocational education as provided in 603 CMR 4.00 et seq.

 

Evaluation - shall mean the ongoing process of defining goals and identifying, gathering and using information as part of a process to improve professional performance (the "formative evaluation") and to assess total job effectiveness and make personnel decisions (the "summative evaluation").

 

Evaluator - shall mean any person designated by as superintendent, consistent with the procedures set out in 603 CMR 35.06, who has responsibility for evaluation.

 

Performance Standards - shall mean the performance standards locally developed pursuant to M.G.L. c.71, section 38, 603 CMR 35.00 and the Principles of Effective Teaching and Principles of Effective Administrative Leadership adopted by the Board of Education.

 

School Committee - shall mean the school committee in all cities, towns and regional school districts, local and district trustees for vocational education, educational collaborative boards and boards of trustees for the county agricultural schools.

 

Superintendent - shall mean the person employed by the school committee pursuant to M.G.L. c.71, section 59 or 59A.  The superintendent is responsible for the implementation of 603 CMR 35.00.  S/he shall be evaluated by the school committee pursuant to 603 CMR 35.00 and such other standards that may be established by the school committee.

 

Teacher - shall mean any person employed in a school district in a position requiring a certificate as described in 603 CMR 7.10(1) through (33) and (39) through (42), or who has been approved as an instructor in the area of vocational education as provided in 603 CMR 4.00 et seq.

 


PERFORMANCE GUIDELINES

 

 

Each standard and related principle rated in the evaluation report is to be measured against the following descriptors:

 

I.          Currency in the curriculum:

 

A.        The teacher is up to date regarding curriculum content.

 

1.         Demonstrates a working knowledge of the core curriculum.

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

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

4.         Contributes to the ongoing evaluation of the curriculum.

 

II.        Effective Planning and Assessment of Curriculum and Instruction

 

A.        The teacher plans instruction effectively

 

1.         Has a personal vision of committed, confident learners and uses that vision to guide learning goals, expectations and standards for student work.

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

3.         Identifies individual and group needs and plans appropriate strategies to meet those needs.

4.         Uses materials and resources that are appropriate to curricular goals and to students' needs and learning styles.

5.         Frames curriculum around students' prior knowledge and experience and identifies skills, concepts and vocabulary that are important for those students to know in order to be successful at a task.

6.         Seeks out and collaborates with school-based specialists.

7.         Plans engaging ways to introduce each unit of study.

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

9.         Designs curriculum experiences in which students take increasing responsibility for their own learning.

10.       Integrates the teaching of reading, listening, writing, speaking, viewing and the use of appropriate learning tools (calculators, computers, etc.) within the discipline.


 

B.        The teacher plans assessment of student learning effectively.

 

1.         Determines specific and challenging standards for student learning.

2.         Develops and uses authentic assessment which describes a student's learning process and achievements.

3.         Incorporates time for individual and interactive reflection including journals, debriefings and group discussions.

 

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

 

1.         Regularly uses a variety of assessments for instructional revisions and decision making.

2.         Implements appropriate evaluation procedures.

3.         Communicates student progress to parents, students and staff in a timely fashion using a range of information including portfolios, anecdotal records and other artifacts.

4.         Maintains records of the quality and quantity of student work.

5.         Uses individual and group data appropriately; maintains confidentiality.

 

III.       Effective Management of Classroom Environment

 

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

 

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

2.         Implements curriculum experiences where students take increasing responsibility for their own learning.

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

4.         Understands the principles of child growth and development.

5.         Establishes classroom procedures that maintain a high level of students' time-on-task.

 

B.        The teacher maintains appropriate standards of behavior, mutual respect and safety.

 

1.         Maintains a systematic approach to discipline.

2.         Maintains appropriate professional boundaries with students.

3.         Serves as a positive role model for students.

 

IV.       Effective Instruction

 

A.        The teacher makes learning goals clear to students.

 

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

2.         Remediates, reteaches, or extends teaching to meet individual and/or group needs.

3.         Communicates clearly in writing and speaking.

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

 

B.        The teacher uses appropriate instructional techniques.

 

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

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

 

C.        The teacher uses appropriate questioning techniques

 

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

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

 

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

 

1.         Regularly tries innovative approaches to improve instructional practices.

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

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

 

V.        Promotion of High Standard and Expectations for Student Achievement

A.        The teacher communicates learning goals and high standards and expectations to students

 

1.         Regularly communicates objectives or learning outcomes to students.

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

3.         Communicates standards, expectations and guidelines regarding quality and quantity of students' work, work procedure and interpersonal behavior to students and parents.

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

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

 

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

 

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

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

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

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

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

6.         Regularly identifies students needing extra help and secures student cooperation and participation in extra help sessions. 

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

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

9.         Builds positive relationships with students and parents to enhance students' abilities to learn effectively.

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

 

VI.       Promotion of Equity and Appreciation of Diversity

 

A.        The teacher strives to ensure equitable opportunities for student learning

 

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

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

 

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

 

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

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

3.         Functions effectively in a multi-lingual, multi-cultural and economically diverse society.

 

VII.     Fulfillment of Professional Responsibilities

 

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

 

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

2.         Maintains professional boundaries with parents.

 

B.        The teacher shares responsibility for accomplishing the goals and priorities of his/her grade/team/department, building and school district.

 

1.         Maintains professional boundaries with colleagues.

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

3.         Works collaboratively with other staff to plan and implement interdisciplinary curriculum, instruction and other school programs and shares expertise and new ideas with colleagues.

4.         Participates in student or school activities.

5.         Cooperates with other teachers about students' overall work load.

 

            C.        The teacher is a reflective and continuous learner.

 

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

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

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

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

5.         Is receptive to suggestions for growth and improvement.


EVALUATION PROCEDURE AND TIME LINE

 

 

Professional employees without Professional Teacher Status will be formally observed at least three (3) times per school year, in accordance with section 2 below, and evaluated annually.

 

Professional employees with Professional Teacher Status may be evaluated every school year, but no less than every other school year.  In those school years in which teachers with Professional Teacher Status are to be evaluated, they shall be formally observed at least two (2) times in accordance with section 3 below.  Said Professional employees may also be formally observed two times, in accordance with section 3 below, during a school year which does not result in a Summative Evaluation Report. 

 

The following time line is to be implemented:

 

1.         By September 15, the Building Principal will distribute and discuss evaluation and observation report forms to teachers being evaluated during the school year.  Evaluation procedures, as well as guidelines and relevant forms, will be reviewed and clarified, if necessary, by this date.

 

2.         Formal observations for teachers without Professional Teacher Status must be conducted no later than

 

                                                                    November 1

                                                                      January 31

                                                                        April 15

 

3.         Formal observations for teachers with Professional Teacher Status must be conducted no later than

 

                                                                      January 15

                                                                        May 15

 

4.         Within five (5) school days of the actual formal observation, a post observation meeting, to be mutually agreed upon, will take place to give the evaluator and the teacher the opportunity to review and discuss the formal classroom observation and other relevant educational performance.  Observation forms will be signed and dated by both the teacher and the evaluator.  The teacher's signature only indicates that he/she has read the observation. 

 

5.         By May 31st of each school year, the evaluator will present to the teacher a written Summative Evaluation Report with comments and/or recommendations.

 

6.         The teacher is required to sign the Summative Evaluation Report.  However, his/her signature only indicates that he/she has read the evaluation.  The teacher may submit comments or statements concerning the evaluation and attach it to the Summative Evaluation Report within five (5) working days of the signed evaluation.

 

7.         A signed copy, by both the evaluator and the teacher, of the written evaluation along with the observation reports will be placed in the teachers' personnel file.


 

OBSERVATION REPORT FORM

 

 

 

 

 

 

TEACHER     _________________________          SCHOOL        ________________________

 

GRADE/SUBJECT    ___________________          TIME     _______________

 

OBSERVER   _________________________          ANNOUNCED    __________________

 

DATE OF OBSERVATION _______________      UNANNOUNCED__________________

 

 

 

 

This observation report will record the teacher's moves and patterns of behavior, supported by quotes of description of behavior.  The report will also include the effect on students or the significance of the teaching act and the evaluator's assessment of the teaching.  Suggestions for growth and/or improvements may also be included.  Notes may be attached to the observation report.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Signature below indicates that a conference between the teacher and the evaluator was held within five days of the observation.  The teacher's signature on this form also indicates that he/she has seen all comments on the form.  The teacher's signature does not necessarily indicate agreement with the observation report.

 

 

EVALUATOR           _______________________________DATE     __________________

 

TEACHER     ______________________________________


SUMMATIVE EVALUATION REPORT

 

 

 

 

 

 

 

TEACHER     ____________________________    SCHOOL        __________________

 

GRADE/SUBJECT    __________________DATE OF REPORT   __________________

 

 

 

 

The Summative Evaluation Report is based on all formal and informal observations and evaluations of performance that includes any/all of the Principles of Effective Teaching.

 

1.         The effective teacher is current in the curriculum.

 

 

 

 

 

 

 

 

 

 

 

 

 

2.         The teacher exhibits effective planning and assessment of curriculum and instruction.


-3.        The teacher displays effective management of the classroom environment.

 

 

 

 

 

 

 

 

 

 

 

 

 

4.         The teacher demonstrates effective instruction.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

5.         The teacher shows the promotion of high standards and expectations for student achievement.

 


6.         The teacher shows evidence of promotion of equity and appreciation of diversity.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

7.         The teacher manifests the fulfillment of professional responsibilities.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

TEACHER     __________________________________

 

EVALUATOR           ____________________________

 

 

 

 

 

The teacher's signature only indicates that he/she has read the evaluation.  The teacher may submit comments or statements concerning the summative report and attach them to said summative report.  The summative report, and the written observation reports which form the basis for the summative report, will be placed in the personnel file of the employee.


 

 

 

 

 

 

 

 

 

 

APPENDIX I

 

 

 

 

 

 

 

 

             NURSE EVALUATION

 

 

 

 

 

 

                                                                             


BRIDGEWATER-RAYNHAM REGIONAL SCHOOL DISTRICT

HEALTH SERVICES

 

Nurse Year End Summative Evaluation Form

 

 

Name:                                                                         School Year:

 

                                                                                                                                                           

 

 

School:                                                                        Status:  (check one)  Years 1-3        

                                                                                                                         Years 4+       

                                                                                                                                                           

 

Evaluator:

 

                                                                                                                                                           

 

The Summative Evaluation Report is based on all formal observations and evaluations of performance which include the following Performance Standards:

 

I.          Subject Matter and Clinical Knowledge

II.        Communication

III.       Clinical Practice

IV.       Health Promotion/Health Education and Program Management

V.        Promotion of Equity and Respect for Human Differences

VI.       Fulfillment of Professional Responsibilities

                                                                                                                                                           

 

Nurse meets or exceeds all Performance Standards:              Yes         No   

 

Nurse must show significant improvement in the following Standard(s):                                        

 

                                                                                                                                                           

 

 

Strengths/Contributions:

 

 

 

Recommendations:


Evaluators Summary:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

                                                                                                                                                           

 

School Year:             to           

 

I have seen and discussed this report:                                                                                            

                                                                        Nurse’s Signature                                          Date

                                                                        (signing does not necessarily signify agreement)

 

 

Conference with Nurse regarding this report:

 

 

 

 

This (is) (is not) a favorable evaluation.

 

 

 

 

 

                                                                                                                                                           

Evaluator’s Signature                                                                                                           Date


BRIDGEWATER-RAYNHAM REGIONAL SCHOOL DISTRICT

HEALTH SERVICES

 

NURSE PERFORMANCE STANDARDS

 

 

            The purpose of supervision and evaluation is central to the quality of the Bridgewater-Raynham Regional School District schools.  The process should have personal and professional benefits for the person being evaluated.  The words supervision and evaluation are linked and reflect a holistic view of widely diverse series of interactions between the evaluator and the nurse being evaluated.  The ultimate goal of supervision and evaluation is the growth of the individual and an increase in student benefits which lead to the overall improvement of the system.

 

NURSE PERFORMANCE STANDARDS

 

I.          Subject Matter and Clinical Knowledge:

 

The effective school nurse demonstrates contemporary knowledge in the application of the nursing process.

 

Examples of Descriptors:

 

1.         The nurse is able to accurately assess the health needs of the school-age child.

 

2.         The nurse identifies the health-related problems that impact the learning process.

 

3.         The school nurse systematically observes and documents student responses and utilizes this information to facilitate academic learning.

 

4.         The nurse establishes a plan of intervention to maximize student wellness.

 

II.        Communication:

 

            Examples of Descriptors:

 

            1.         The effective school nurse communicates clearly both orally and in writing.

 

2.         The school nurse understands and uses language appropriate to students’ ages, levels of development, gender, race, ethnicity and socioeconomic backgrounds, concerning individual health values and needs.

 

3.         The school nurse listens, interacts and collaborates with students, families, teachers, other school nurses, administrators and health care providers in the community.

 


III.       Clinical Practice:

 

            Examples of Descriptors:

 

1.         The effective school nurse demonstrates contemporary knowledge of learning disorders of childhood and adolescence.

 

2.         The school nurse understands and interprets research as it applies to the nursing process in making nursing assessments.

 

3.         The school nurse understands the impact of environmental health issues in the school setting.

 

4.         The school nurse has full knowledge of and the implications of the national, state and local laws governing special education students, special education programs, chronically ill students and the rights of the disabled.

 

5.         The school nurse adheres to the professional nursing regulations established by the Board of Registration in Nursing.

 

IV.       Health Promotion/Health Education; Program Management:

 

            Examples of Descriptors:

 

1.         The effective school nurse assists the school community to achieve optimum levels of wellness through formal and informal health education, health promotion and preventive health services.

 

2.         The school nurse collaborates with the appropriate administrators and health educators to establish and maintain a comprehensive school health program.

 

3.         The school nurse assesses individual student health needs and addresses the health service, education and environmental needs of the total school population.

 

4.         The school nurse demonstrates principles of effective management.

 

V.        Promotion of Equity and Respect for Human Differences.

 

            Examples of Descriptors:

 

1.         The school nurse deals equitably and responsibly with all members of the school community.

 

2.         The school nurse establishes an atmosphere of courtesy and respect for all in the health room and the entire school environment.

 

 

 

VI.       Fulfillment of Professional Responsibilities:

 

            Examples of Descriptors:

 

            1.         The school nurse has (or is eligible to apply) a current D.O.E. certification.

 

2.         The school nurse shows evidence of implementing recommendations for growth and improvement.

 

3.         The school nurse participates in professional development.

 

4.         The school nurse seeks out information to grow and improve as a professional.

 

5.         The school nurse demonstrates the ability to learn from experience and supervision.

 

6.         The school nurse demonstrates professionalism, as it is described in the Common Teaching Competencies and as it relates to school nursing.


NURSING CERTIFICATION (D.O.E.)

 

 

(a)        Provisional Certificate with Advanced Standing.

 

1.         Competency I:  Knowledge of Specific Matter. 

The effective advanced provisional school nurse demonstrates contemporary knowledge in the application of the nursing process by:

 

            a.         assessing the health needs of the school-age child;

            b.         identifying the health-related problems that impact the learning process;

            c.         establishing a plan of intervention to maximize student wellness;

            d.         evaluating student response to treatment plans.

 

2.         Competency II:  Communication. 

The effective advanced provisional school nurse:

 

a.         orally and in writing, communicates clearly, understandably and sensitively, with language appropriate to students’ ages, levels of development, gender, race, ethnic, linguistic and socioeconomic backgrounds, concerning individual health values and needs;

 

b.         listens, interacts and collaborates with students, families, teachers, administrators, and health care providers in the community.

 

3.         Competency III:  Clinical Practice.

The effective advanced provisional school nurse adheres to the professional nursing regulations established by the Board of Registration in Nursing.

 

4.         Competency IV:  Health Promotion/Health Education.

The effective advanced provisional school nurse assists the school community to achieve optimum levels of wellness through formal and informal health education, health promotion and preventive health services.

 

5.         Competency V:  Equity.

The effective advanced provisional school nurse deals equitably and responsibly with all members of the school community.

 

6.         Competency VI:  Professionalism.

The effective advanced provisional school nurse understands the legal and moral responsibilities of the nursing professional.  He or she demonstrates the ability to learn from experience and supervision.


(b)       Standard Certificate.

 

            1.         Competency I:  Subject Matter and Clinical Knowledge.

                        The effective standard school nurse demonstrates contemporary knowledge of:

 

                        a.         learning disorders of childhood adolescence;

                        b.         environmental health issues in the school setting;

c.         national, state and local laws governing special education students, special education programs, chronically ill students and the rights of the disabled.

 

2.         Competency II:  Program Management.

The effective standard school nurse demonstrates contemporary knowledge of:

 

            a.         principles of effective management;

b.         environmental health issues in the school setting;

c.         national, state and local laws governing special education students, special education programs, chronically ill students and the rights of the disabled.

 

          3.         Competency III:  Evaluation.

The effective standard school nurse:

 

            a.         understands and interprets research as it applies to the nursing process;

            b.         systematically observes and documents student responses and utilizes this information to facilitate academic learning;

            c.         encourages students’ assessment of their own health status;

            d.         evaluates his or her own role, behavior and performance in the school health setting.

 

4.         Competency IV:  Professionalism.

The effective standard school nurse demonstrates professionalism, as it is described in the Common Teaching Competencies and as it relates to school nursing.


MEMORANDUM OF AGREEMENT
2010 – 2011

 

                                                     B+15

Steps                   B                   Toward M                   M                       M+15

1

$39,469.00

$42,681.00

$45,240.00

$48,135.00

 

2

$42,652.00

$45,537.00

$48,470.00

$51,431.00

 

3

$44,701.00

$47,652.00

$50,552.00

$53,480.00

 

4

$47,838.00

$50,842.00

$53,689.00

$56,658.00

 

5

$49,882.00

$52,802.00

$55,781.00

$58,747.00

 

6

$51,932.00

$54,903.00

$57,873.00

$60,797.00

 

7

$53,990.00

$57,497.00

$60,421.00

$62,294.00

 

8

$55,781.00

$59,587.00

$62,514.00

$65,478.00

 

9

$57,285.00

$62,224.00

$65,103.00

$68,073.00

 

10

$59,034.00

$64,268.00

$67,231.00

$70,164.00

 

11

$60,797.00

$66,355.00

$69,282.00

$72,249.00

 

12

$62,551.00

$68,657.00

$71,587.00

$74,559.00

 

13

$64,805.00

$70,912.00

$73,840.00

$77,539.00

 

14

$65,855.00

$71,963.00

$74,891.00

$78,590.00

 

20

$66,906.00

$73,013.00

$75,941.00

$79,641.00

 

21

$0.00

$0.00

$76,941.00

$80,641.00

 

 

 

 

M+60

 M+75/Ed.D

 

Steps

2 M

M+45

CAGS/2M

Ph.D

 

1

$50,996.00

$52,983.00

$54,974.00

$56,025.00

 

2

$54,358.00

$56,399.00

$58,436.00

$59,486.00

 

3

$56,410.00

$58,453.00

$60,491.00

$61,541.00

 

4

$59,683.00

$61,588.00

$63,626.00

$64,676.00

 

5

$61,591.00

$63,628.00

$65,669.00

$66,720.00

 

6

$63,725.00

$65,766.00

$67,802.00

$68,853.00

 

7

$66,319.00

$68,356.00

$70,394.00

$71,445.00

 

8

$68,403.00

$70,445.00

$72,483.00

$73,533.00

 

9

$70,720.00

$72,496.00

$74,532.00

$75,583.00

 

10

$73,053.00

$75,092.00

$77,102.00

$78,153.00

 

11

$75,144.00

$77,181.00

$79,220.00

$80,271.00

 

12

$77,481.00

$79,520.00

$81,557.00

$82,607.00

 

13

$79,732.00

$81,774.00

$83,813.00

$84,863.00

 

14

$80,782.00

$82,825.00

$84,863.00

$85,914.00

 

20

$81,833.00

$83,876.00

$85,914.00

$86,964.00

 

21

$82,833.00

$84,876.00

$86,914.00

$87,964.00

 

 

 

 

 

 

Note:

All other language in the 2007-2010 Agreement between BRRSC and BREA on page 49

is still in effect.