Bristol-Plymouth RVTSD

Show detailed information about district and contract

DistrictBristol-Plymouth RVTSD
Shared Contract District
Org Code8100000
Type of DistrictVoc-Tech/Agricultural
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2014
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersBristol-Plymouth RVTSD
CountyBristol
ESE RegionSoutheast
Urban
Kind of Communityurbanized centers
Number of Schools1
Enrollment1206
Percent Low Income Students25
Grade Start9
Grade End12
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PREAMBLE

Recognizing that our prime purpose is to provide education of the highest possible quality for the youth of the Bristol-Plymouth Regional School District and that good morale within the teaching staff of the Bristol-Plymouth Regional Technical School is essential to achievement of that purpose, we the undersigned parties to this Agreement, declare that:

A.  Under the laws of Massachusetts, the Committee, elected by the citizens of the Bristol-Plymouth Regional School District, has final responsibility for establishing the educational policies of the Bristol-Plymouth Regional Technical School.

B.  The Superintendent-Director of the Bristol-Plymouth Regional Technical School has responsibility for providing education of the highest possible quality.

C.  The teaching staff of the Bristol-Plymouth Regional Technical School has responsibility for providing education of the highest possible quality.

D.  The Committee and administration have the responsibility for providing optimum conditions for the teachers to accomplish their objective to the extent possible.

E.   Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchanges of views and information between the Committee, the Superintendent and the teaching staff in the formulation and application of policies relating to wages, hours, and other conditions of employment for the teaching staff; and so,

F.   To give effect to these declarations, the following principles and procedures are hereby adopted.

G. The administration has the right to make various changes and regulations for a more efficient operation of the school provided they do not conflict with or usurp any previous agreements.

ARTICLE I

Recognition

A.  The collective bargaining unit represented by the Association and recognized by the Committee is described as follows: All full-time and permanent part-time Academic and Technical Teachers, and Counselors of Bristol-Plymouth Regional Technical School, in both the high school and technical institute including Instructors, Master Teachers, Directors of Athletics, Cooperative Education Coordinator, Athletic Coaches, Librarians, Speech and Reading Therapists, School Nurse, but excluding all other employees, namely the Superintendent-Director, (hereinafter referred to as the Superintendent), Assistant Superintendent-Director, Assistant Superintendent, Assistant Director, Coordinators, Curriculum & Instruction Specialist(except Cooperative Education) Business Manager, Director of Pupil Personnel Services, Plant Engineer, Clerical Employees, Manager of Data Processing, Aides, Custodial Employees, School Doctor, Cafeteria Personnel, Evening School Teachers, and other administrative positions and part-time employees.

B.  All present employees to whom this Agreement applies and all employees hereafter hired and subject to this Agreement shall, as a condition of employment, either maintain membership in the Association or pay an Agency Fee equal to the cost of collective bargaining and contract administration not to exceed one hundred percent (100%) of the dues paid by members of the Association. Such fee will be paid either in twenty (20) payroll deductions or in a lump sum within thirty (30) days after the start of the school year.

ARTICLE II

Savings Clause

Subject to the provisions of this Contract the wages, hours and other conditions of employment applicable on the effective date of this Contract to the employees covered by this Contract shall continue to be so applicable.

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

ARTICLE III

Principles

It is recognized that teaching is a profession requiring specialized qualifications, and that success of the educational program in the District depends upon the maximum utilization of the abilities of teachers who are reasonably well satisfied with the conditions under which their services are rendered.

It is further recognized that the teachers have a right to join any organization for their professional or economic improvement but that membership in any organization shall not be required as a condition of employment.

The School Committee, the Sub-Committee and the Superintendent, or designated representatives of the School Committee and/or administrative staff, will meet with the representatives of the Association for the purpose of discussing issues of mutual concern.

ARTICLE IV

Negotiation Procedure

A.  Meetings composed of members of the Association Negotiation Committee, the Committee and Superintendent shall be convened upon the written request of any one of the parties involved, namely the Association, the School Committee or the Superintendent. Requests for meeting should contain specific statements as to the reason for the requests.

B.  Requests from the Association normally will be made directly to the Superintendent or his representative. Requests from the Superintendent or the School Committee or their representatives will be made to the President of the Association. A mutually convenient meeting shall be set within fifteen (15) calendar days of the date of the request.

C.  Facts, opinions, proposals and counterproposals will be exchanged freely during the meeting or meetings and between meetings, if advisable, in an effort to reach mutual understanding and agreement. A copy of the annual financial report will be made available to the Teacher’s Association when it is completed.

D.  When the participants reach agreement, it will be put into writing, and become a part of the official minutes of the School Committee. When necessary, provisions in the agreement shall be reflected in the individual teacher’s contracts. The agreement shall not discriminate against any member of the teaching staff regardless of membership or non-membership in any teachers’ organizations.

E.   A date for the succeeding meeting will be established before the present meeting is adjourned.

F.   The agenda for the successive meeting will be conducted on specific proposals presented to the Committee prior to the meeting.

G.  Both parties will have the privilege of caucusing.

H. In order to avoid misunderstanding in the writing of an agreement, the Teachers’ Negotiating Committee and the Sub-Committee of the School Committee will initial each item which has been tentatively agreed upon. It is clearly understood that such agreement on the individual items is tentative upon the acceptance of the entire contract.

I. In the absence of a member of either negotiating team, an alternate negotiator may participate.

J. With respect to negotiations for a successor Agreement, the parties will follow the procedures outlined in Chapter 150E of the General Laws.

ARTICLE V

Grievance Procedure

A. Definitions

1. A “grievance” is defined to be a question, problem or disagreement which arises concerning (1) the interpretation or application of any provision of this Agreement with respect to the wages, hours, or working conditions of an employee or employees covered by it or (2) an alleged violation of any provision of this Agreement. A matter which is not specifically covered by any provision of the Agreement or which is reserved to the discretion of the Committee under the laws of Massachusetts, the regulations of the Massachusetts Department of Education, or the regulations of the U.S. Office of Education may not be a subject of a grievance.

2.   An “aggrieved person” is the party or parties making the claim.

3.   A “party in interest” may be any member of the Teachers’ Association or the School Committee or Administration making the claim or who might be required to take action or against whom action might be taken in order to resolve to the claim.

4.   “School Days” shall be defined as days in which school is in session for students.

B.  Purpose

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

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

C.  Procedures

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 would be made to expedite the process. The time limits specified may, however, be extended by mutual agreement. All grievances must begin at Level One and continue, if needed, to other levels in sequence from Level One through Level Four or ending at a level (in sequence) where resolution has occurred; except as provided in Section E.1. of this Article.

In the event a grievance is filed on or after June 1 which, if left unresolved until the beginning of the following school year, could result in irreparable harm to a party in interest, the time limits set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school term or as soon thereafter as is practical.

1. Level One (A): A teacher with a grievance will first discuss it directly with his/her immediate supervisor with the objective of resolving the matter. This meeting must occur within thirty (30) school days after the teacher knew or should have known of the act or condition on which the grievance is based. If the matter is not brought within this time period then the grievance will be considered as waived.

Level One (B): If the aggrieved person is not satisfied with the disposition of his grievance at Level One (A), or if no decision has been rendered within ten (10) school days, after the first meeting with the immediate supervisor, then the teacher with a grievance will discuss it with the immediate supervisor and the Principal either directly or through the Association’s School representative, with the objective of resolving the matter informally.

2.   Level Two: If the aggrieved person is not satisfied with the disposition of his grievance at Level One, or if no decision has been rendered within (10) school days after presentation of the grievance, he may file the grievance in writing with the Chairman of the Association Committee on Contract Negotiating and Grievances, (hereinafter referred to as the CN&G Committee) within five (5) school days after the decision at Level One or fifteen (15) school days after the grievance was presented, whichever is sooner. Within five (5) school days after receiving the written grievance, the Chairman of the CN&G Committee will refer it to the Superintendent. The Superintendent will represent the administration at this level of grievance procedure. Within ten (10) school days after receipt of the grievance by the Superintendent, the Superintendent will meet with the aggrieved person in an effort to resolve it.

If a teacher does not file a grievance in writing with the Chairman of the CN&G Committee and the written grievance is not forwarded to the Superintendent within thirty (30) school days after the teacher knew or should have known of the act or condition on which the grievance is based, then the grievance will be considered as waived. A dispute as to whether a grievance has been waived under this paragraph will be subject to arbitration pursuant to Level Four.

3.   Level Three: If the aggrieved person is not satisfied with the disposition of his grievance at Level Two, or if no decision has been rendered within ten (10) school days after he has first met with the Superintendent, he may file the grievance in writing with the Chairman of the CN&G Committee within five (5) school days after a decision by the Superintendent or fifteen (15) school days after he has first met with the Superintendent (in Level Two) whichever is sooner. Within five (5) school days after receiving the written grievance, the Chairman of the CN&G Committee will submit the written grievance to the School Committee. Within ten (10) school days or the next School Committee meeting, whichever is sooner, the Sub-Committee shall meet with the aggrieved person and his representative(s) for the purpose of resolving the grievance. 4. Level Four: If the aggrieved person is not satisfied with the disposition of his grievance at Level Three or if no decision has been rendered within ten (10) school days after he has first met with the Sub-Committee, he may, within five (5) school days after the decision by the School Committee or fifteen (15) school days after he has first met with the Sub-Committee, whichever is sooner, request in writing of the Chairman of the CN&G Committee to submit his grievance to arbitration. If the CN&G Committee determines that the grievance is meritorious and that submitting it to arbitration is in the best interest of the Bristol-Plymouth Regional Technical School District, it may immediately submit the grievance to the American Arbitration Association or to a mutually agreed upon arbitrator for disposition in accordance with the applicable rules of the said American Arbitration Association and the decision of the American Arbitration Association or Arbitrator will be binding upon both parties. The arbitrator shall not have the power to alter the AGREEMENT.

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

D.  Rights of Teacher to Representation

1.   No reprisals of any kind will be taken by the School Committee or by a member of the administration against any party in interest, any School Representative, any member of the CN&G Committee, or any other participant in the grievance procedure by reason of such participation.

2.   Any party in interest may be represented at all stages of the grievance procedure by a person of his own choosing, except that he may not be represented by a representative or an officer of any teacher organization other than the Association or affiliates. When a teacher is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance procedure.

E.   Miscellaneous

1.   If, in the judgment of the CN&G Committee, a grievance affects a group or class of teachers, the CN&G Committee may submit such grievance in writing to the Superintendent directly and the processing of such grievance will be commenced at Level Two.

The CN&G Committee may process such a grievance through all levels of the grievance procedure even though the aggrieved person does not wish to do so.

2.   Decisions rendered at Levels One (B), Two and Three of the grievance procedure will be in writing setting forth the decision and the reasons therefore and will be transmitted promptly to all parties in interest and to the Chairman of the CN&G Committee.

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

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

ARTICLE VI

Teaching Hours and Teaching Load Recognizing that under the laws of Massachusetts the School Committee has the incontrovertible right to make all reasonable rules and regulations for the conduct and management of the schools, the following policies will be in effect as per Chapter 150E of the General Laws.

1.   Teachers and all employees covered by this agreement (hereafter referred to as TEACHERS), shall sign in at the high school office at least fifteen (15) minutes before the opening of school and be at their assigned areas at least ten (10) minutes before the opening of school. Teachers must remain at their assigned areas for a minimum of fifteen (15) minutes after the close of school provided that this requirement does not lengthen the teacher’s workday as defined in this section. The teacher’s workday shall be defined as seven (7) hours.

2.   Teachers should make themselves available whenever necessary for student/parent consultation, extra help sessions and/or departmental meetings and given twenty-four (24) hours notice whenever possible.

3.   In all cases the scheduled school year shall not exceed and shall be considered as 186 days and not less than 182 beginning no earlier than September 1st and ending not later than June 30th. Teachers required to work beyond the number of days scheduled in the school calendar shall receive an increase in salary above their annual contract amount equivalent to 1/182 of their salary, per day of service.

A period of two days will be devoted to teacher orientation each year as outlined. In no case shall the teacher’s work year exceed by more than two days the minimum required by the state. The Superintendent will, each year, submit a copy of the school calendar to the Association before the school calendar has been adopted by the Committee.

4.   Extracurricular activities will be posted for the purpose of soliciting volunteers for the position involving extracurricular activities by June 1 for the next school year and will be compensated at the rates indicated in Article XX.

5.   In the interest of fulfilling desirable education objectives and of maintaining professional standards, the following guidelines are established and will be implemented to the extent possible.

a) Teachers may be required to attend, after the end of the regular workday, important meetings called by the Superintendent or his designee. Teachers will be given twenty-four (24) hours notice of such meetings. Whenever possible, such meetings will be held during the regular school day. Teachers may be required to attend up to one (1) general faculty meeting per month after the end of the regular workday. An effort will be made to conclude these meetings by 3:00 p.m. Unless there is a reason to have separate meetings for Technical and academic teachers, all teachers will attend the same meetings.

b)   Teachers will attend graduation exercises at their level of teaching. Technical teachers will attend the Annual Advisory Board evening meeting. Teachers will attend an Open House each year. The Open House shall be scheduled on a weekend day between October 1st and November 15, exclusive of any holiday weekend, and shall be up to three (3) hours long. Teachers shall attend one (1) parent/teacher evening meeting during the school year. This parent/teacher meeting shall not exceed three (3) hours in duration. If a given evening meeting program does not involve students of a teacher, that teacher will not be required to attend the evening program.

In addition to the above, Guidance Counselors will be required to attend four additional parent evening meetings, to discuss student progress. The dates of these meetings will be set by the Director of Student Services. Special needs teachers will agree to attend Parent Advisory Board meetings. Guidance Counselors and Special Education Consultant Teachers shall be required to work four (4) days in excess of the regularly established bargaining unit work year and shall be compensated at their per diem rate for each such day.

c)   Teachers will be provided with a duty free lunch period equal to that time provided to the students.

d)   Academic teachers will not be scheduled to teach more than six (6) periods per day. Academic teachers will have a minimum of one preparation period per day.   It is agreed that teachers who have a reduced teaching load of less than six (6) teaching periods per day may be assigned administrative periods beyond the monthly average of three (3) administrative periods per week per teacher during the time a teacher continues to have the reduced teaching load herein described. The Administration will make an effort to assign academic teachers no more than four (4) classes in a row. Technical teachers will not be scheduled to teach more than seven (7) periods per day. Technical teachers will have a minimum of one (1) preparation period per day. The Athletic Director position will receive a minimum of one (1) extra preparation period per day and a second extra preparation period per day whenever feasible. In no event will the position receive more than three preparation periods per day. Teachers who are required to travel from room to room during their teaching day shall not be assigned a homeroom or morning duty. Theory instruction will be a required component of the Technical program and the Administration will make every effort to provide teachers with appropriate accommodations to implement the theory instruction component. Bargaining unit members shall be allowed to leave the school building (but not the grounds) during lunch with notice to the office and during preparation periods with approval from their supervisors. In both instances, they shall sign out and sign in at the main office. e) In order that pupils are taught by teachers working in their area of competence, teachers will not be assigned, except for good cause, outside the scope of their teaching certificates, and/or their major fields of study.   In no case will a teacher be required to teach more than 50% in a discipline outside of his certification and only if a teacher has a minor in that area.

f)   Teachers will be notified of their tentative schedules for the following year on or before June 1st if possible. The Association recognizes, however, that some changes may have to be made in order to insure the best possible instruction for students of the district. Teachers affected by such changes shall be notified of any necessary changes as soon as practical.

g)   The Superintendent will make an effort to insure that the academic classes will not exceed twenty-four (24) pupils.

h) Teachers shall be required to submit their student warning notices no sooner than the close of the second school day following the mid-point of the marking period and their student grades no sooner than the close of the second school day following the end of a marking period.

i) Teachers who are assigned to co-teach academic classes shall be provided common planning time whenever possible.

j. Teachers who spend a significant portion of their year working with students away from their designated technical program area will receive a differential, to be paid in two installments. Full time off-campus program teachers (i.e. those off-campus for more than 100 school days) will receive the following differential:

2011-2014 - $2,467.00 For those teachers spending fewer than 100 days off-campus the differential will be prorated accordingly paid in two installments.

In addition, those teachers whose work schedule as assigned by the administration, although not off-campus, precludes their being assigned a preparation period shall receive the same differential consideration as set forth above. k. Every effort will be made so that no bargaining unit member will be displaced from their classroom during the planning time for more than one (1) week.

6.   Recognizing that full-time post-graduate instructors in the Practical Nursing program must meet curriculum standards much different from the high school programs, the following hours and teaching load will apply:

a)   The optimum number of students for the total Practical Nursing program will be forty (40).

b)   Practical Nursing faculty may be assigned to any administrative duty deemed necessary by the administration.

c)   All other articles of this contract will remain in effect for post-graduate teachers.

d)   In accordance with 244 CMR 6.04 (4) (b) (1) the Practical Nurse Program must run for 40 weeks. As a result of this requirement, the full time Practical Nurse faculty are required to work beyond the 182-day teacher contract schedule. Effective this date said faculty shall be paid at their per diem rate for all days worked beyond the 182-day contract year.

7.   Aides who are assigned to a teacher shall not be used to substitute for an absent teacher except in case of an emergency.

8. The Superintendent may make an annual appointment of a Lead Teacher in academic and technical areas. These positions will be posted annually prior to June 1st. The Lead Teacher will, at the direction of the Administration, coordinate curriculum development, assessment, updating, curriculum projects and implementation, mentor new teachers (not more than one (1) per year) and, as needed, assist staff. The parties agree that the position of Lead Teacher is not a supervisory position.

The Lead Teacher will receive a $2,000 base stipend.    When applicable, an interdepartmental stipend of $2,000 will apply.

ARTICLE VII

Working Conditions

A.  Upon request, a teacher shall be given access to their personnel file without unreasonable delay.

B.  Employment of substitutes shall be the responsibility of the administration. Substitutes shall be provided by the administration to cover classes of regularly assigned teachers when necessary.  Teachers with reduced work schedules and those who have no assigned administrative duties will be utilized when feasible and after senior release.

C.  Innovative Equipment Expenses.

The School District agrees to pay the cost of training on any new equipment that is purchased by the school when such training is considered necessary by the administration. In addition to salary the School District will pay for traveling and/or living expenses for the teacher.

D. Teacher Evaluation Definitions

(1)       Observation is defined as a method of gathering information and data in an instructional setting that may occur on more than one occasion.

(2)       Evaluation is defined as the summative and/or formative report generated to assess and enhance the performance of a teacher.

1.   The evaluation of teachers without professional teacher status shall be conducted on an annual basis with the full knowledge of the teacher. The evaluation of teachers with professional status shall be conducted on a biannual basis with full knowledge of the teacher. The use of eavesdropping, public address, audio systems, security cameras and other similar surveillance devices shall not be utilized in the evaluation of teachers. These devices will not be used in the supervision of teachers in their teaching areas except when the employer has reasonable cause to believe that a teacher may be engaging in illegal activity.

2.   Following the evaluation of a teacher, the evaluator and/or supervisor shall meet with the teacher to comment on and discuss the evaluation. Necessary assistance shall be offered to foster improvement in the teacher’s performance. A copy of the evaluation form will be provided to the teacher.

3.   A teacher not satisfied with the evaluation discussion above shall be afforded an opportunity to discuss the report with the evaluator’s supervisor.

4.   A teacher not satisfied with the evaluation discussion with the evaluator’s supervisor shall be afforded an opportunity to discuss the report with the Superintendent.

5.   No teacher shall be disciplined, reduced in rank or compensation without just cause.

6.   No material derogatory to a teacher’s conduct, service, character, or personality will be placed in personnel files unless the teacher has had an opportunity to review the material with the Administrator who has made the particular appraisal. The teacher will acknowledge that he has the opportunity to review such material by affixing the signature to the copy to be filed, with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer within fifteen (15) school days to such material, and the answer shall be reviewed by the Superintendent and attached to the file copy.

7.   Written complaints regarding any member of the bargaining unit made to any member of the administration by any parent, student, or other person shall be promptly called to the attention of the bargaining unit member by the administrator involved. The bargaining unit member will be advised of the nature of the complaint and the name of the party making the complaint. Only complaints that are signed by the complainant may be considered by the administration in making determinations regarding the possible disciplining of the member of the bargaining unit. All other complaints including but not limited to oral complaints concerning a member of the bargaining unit shall not be considered in making such determinations.

8.   The Association recognizes the authority and responsibility of the educational administrator for disciplining or reprimanding a teacher for delinquency of professional performance. If a teacher is to be disciplined or reprimanded, he may request that a representative of the Association be present. All disciplining or reprimanding shall take place in private. E.  Copies of the School Committee meeting agenda shall be posted in the teachers’ lounge. In addition the President of the Association shall receive the same package of materials as is presented to the press.    Minutes of each such meeting shall be presented to the Association Secretary after they have been approved for the purpose of keeping good communications between the School Committee and the Teachers’ Association. Such data shall be presented as soon as possible.

ARTICLE VIII

A. Sick Leave

1. Sick leave shall be earned at the rate of one and one half days a month during the teacher’s first school year and fifteen days shall be given on the second day of each school year following and shall be allowed to accumulate without limitation. In the event a teacher must be released from a portion of the school day, a fractional part of that teacher’s sick day shall be deducted from his total amount in direct proportion to the time he is absent from work due to illness. For these purposes, any portion of a block shall be 25% of a day.

2.   In emergency cases when an illness occurs that extends beyond a teacher’s accrued sick leave, the Superintendent will consider all of the facts and then make a decision concerning possible extension of sick leave benefits.

3.   Any sick leave which has been accumulated by a teacher while in the employ of the Bristol-Plymouth District for a minimum of four (4) years shall, upon termination of such employment, except for dismissal in cases other than those related to layoff, be reimbursed (in monies) a forty percent (40%) portion of such sick leave which has been accumulated up to a maximum of two hundred fifteen (215) days at the rate of 1/182 per accumulated sick day based on the teacher’s present salary. Termination may also mean death. In such cases, the beneficiaries of such teachers will receive his or her benefits.

4.   Teachers may be required by the Superintendent to submit a doctor’s certificate after being absent due to personal illness or injury for more than five (5) consecutive workdays. B. In addition to personal illness or injury, sick leave may be used for the following purposes:

1.   One (1) day when emergency illness or injury in the family requires a teacher to make arrangements for necessary medical or nursing care.

2.    A maximum of four (4) days per school year for a critical illness in the immediate family.

3.   Any teacher in the Regional School District excluded or removed from employment on account of tuberculosis in a communicable stage will be carried on sick leave with pay for the entire period of such exclusion or removal, but in no case for more than two years, and for such further additional period as he/she may be entitled to under the regulation of the Regional School Committee.

4.   All members of the bargaining unit shall be granted fully paid leave without loss of pay, for absence caused by injuries, assault or battery sustained by in connection with their employment by the Committee.  The period of such leave shall cover the period of disability.  Such leave shall not be charged against the teacher’s accumulated sick leave. 5.   Any other reason approved by the Superintendent. C. A sick bank shall be established by the teachers of Bristol-Plymouth on a voluntary basis.   One day may be donated per year to be used in cases of emergency arising when a teacher has exhausted his or her own sick days.

1.   Effective January 15, 1976, a Sick Leave Bank will be maintained for use by qualified members whose sick leave accumulation is exhausted through serious illness or accident, and who require additional leave to make full recovery from such illness or accident.

2.   The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting of two (2) members designated by the School Committee (not covered by another bargaining unit) to serve at its discretion three (3) members designated by the Teachers’ Association.

3.   Qualified members of the Sick Leave Bank shall be limited to full-time teachers and part-time teachers on a prorated basis covered by this Contract who have been so employed for at least one (1) year, and who notify the Sick Leave Bank Committee in writing of their desire to participate in the Bank for that year.

4.   All qualified members shall have their sick leave accumulation reduced by one (1) day, and those days shall be deposited in the Bank to be utilized by other Bank members who have exhausted their own individual sick leave, both annual and accumulated, and who still have a serious illness.

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

6.   Application for benefits may be made prior to the employee’s exhaustion of his own personal sick leave to expedite benefits, but drawings upon the Bank will not actually commence until after the employee’s own sick leave days are exhausted and adequate medical notification has been provided, and in no event unless the prolonged illness has exceeded fifteen (15) consecutive school days. In case an employee’s own sick leave days are exhausted prior to He being out on a prolonged illness for more than fifteen (15) consecutive workdays, if sick leave bank benefits are granted, they shall be made retroactive, if necessary, in order that the employee shall not be absent from work for legitimate illness without compensation.

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

8.   Upon completion of the twenty (20) day period, additional entitlement may be extended by the Sick Leave Bank Committee upon demonstration of need by the applicant. In no case shall any grant of days from the bank extend from one school year to the next.

9.   Subject to the foregoing requirements, a majority of the Sick Leave Bank Committee will determine the eligibility for the use of the Bank and the amount of leave to be granted.

The decision of the Sick Leave Bank Committee with respect to eligibility and entitlement shall be final and binding and not subject to appeal. No days may be withdrawn from the Sick Leave Bank for any reason other than a serious illness or accident. Days may not be withdrawn to permit an individual to stay at home to care for other members of the family.

10. Upon return from extended sick leave during which benefits were received through the Sick Leave Bank, the recipient shall be entitled to commence a new accumulation of individual sick leave in accordance with the provisions of the Collective Bargaining Agreement on the same basis as other employees.

11. Each time the Sick Leave Bank is exhausted during the applicable school year, all qualified members shall have their sick leave accumulation reduced by another day and that day shall be deposited in the Bank to be used as provided for in Section 4.

12. At the beginning of each school year, a new Bank shall be created, and it shall be governed by the rules and procedures set forth above. Any teacher who was a member of the Sick Leave Bank during the preceding school year will be deemed to be a member of the new Bank unless said teacher notifies the Sick Leave Bank Committee in writing of the desire not to participate and not to have a day deducted prior to the September 15 of the current school year. Any full-time employee covered by this Contract who fulfills the requirements of having been so employed for at least one year, and who was not a member of the Sick Leave Bank during the preceding school year, may join the new Bank provided said employee notifies the Sick Leave Bank Committee in writing before September 15 of the current school year of his desire to participate in the Bank for that year.

13. Any days remaining in the Bank at the end of the school year shall be deposited in the new Bank created in September of the subsequent school year.

14. The Sick Leave Bank will be capped; not to exceed 180 days. Current days in the Sick Leave Bank will be utilized until dropping to a level that allows the contribution of one (1) day per member to bring the total to the 180-day limit.

ARTICLE IX

Personal Leave At the discretion of the Superintendent, teachers may be given permission to use two (2) personal absences per year. No more than four (4%) percent of teachers (rounded up to the nearest whole number) may take their day at the same time. In exceptional cases the Superintendent may extend the above limit. Applications for personal leave will be made at least seventy-two (72) hours before taking such leave (except in the case of emergencies) and must be approved by the Superintendent. Personal days shall not be used to extend vacation or holiday periods. However, it is recognized that a personal day on the day before or after a holiday or vacation may be granted for reasons described in this Article as long as the personal day is not being requested for the purpose of extending a holiday or vacation. Unused personal days shall be added to a teacher’s accumulated sick days.

Personal reasons shall include but not be limited to the following:

a.        Attendance at graduations, ordinations, weddings, confirmations or funerals of close friends requiring a full day’s attendance.

b.         Absence for legal cause for attendance in court for the purpose of giving testimony in cases in which the teacher is or is not a principal party, when the decision with respect to the time and place of the Court Hearing is beyond the control of the teacher.

c.         Absence for business reasons such as purchase or sale of real or personal property, moving or interview for position.

d.         Absence for household emergency for reasons other than illness. Requests for personal leave under this Article shall not be unreasonably denied.

ARTICLE X

Funeral Leave Whenever a teacher shall be absent from duty because of a death in the immediate family of the teacher, there shall be no deduction in salary for an absence not in excess of five (5) working days. Members of the immediate family shall be defined as father, mother, brother, sister, parent-in-law, or near relative who resides in the same household or any person with whom the employee had made his or her home. Step family is considered immediate family. For the death of a spouse or child, the teacher shall be afforded five (5) working days with pay. Whenever a teacher is absent due to the death of a near relative, there shall be no deduction in salary for absence of two (2) days. A near relative shall be defined as first cousin, grandfather, grandmother, aunt, uncle, niece, nephew, son-in-law, daughter-in-law, brother-in-law, or sister-in-law. Teachers shall be allowed one (1) day of leave with pay in the event of the death of a close personal friend residing in the same household.

ARTICLE XI

Leave for Study, Research or Service

A.  The Superintendent may grant a leave of absence for study or research to any teacher or person with professional teacher status covered by this contract, which would increase his professional ability.

1.   Such leave to be for a period not exceeding one year at full or partial pay, the Superintendent would make arrangements so the applicant would receive no less than his annual salary provided that,

2.   Prior to the granting of such leave he shall enter into a written agreement with the School Committee that upon termination of such leave he will return to service in the Bristol-Plymouth Regional Technical School District for a period equal to twice the length of such leave and that,

3.   In default of completing such service, he will refund to the School District an amount equal to such proportion of salary received by him while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered.

B.  The Superintendent may also grant a leave of absence to any teacher or person with professional teacher status covered by this contract, for service to a professional educational organization of which such teacher or person is a member and has been elected to hold the office of president therein.

1. Such leave to be for a period not exceeding one year at full or partial pay, the Superintendent would make arrangements so the applicant would receive no less than his annual salary.

2. provided that such professional educational organization shall reimburse the School District for any salary paid to said member of the Bargaining Unit

C.  Every person who is a member of a reserve component of the Armed Forces of the United States shall be granted, in accordance with Section 59 of Chapter 33 of the General Laws, a leave of absence, when the employee is so ordered and the assignment date is not optional. The difference between military pay and the teacher’s salary shall be paid by the School District. In any case, the paid leave may not exceed ten (10) days. The administration shall be notified as soon as the teacher is notified of the assignment.

D.  Teachers may be permitted to visit in other classrooms or in other cities and towns to observe teaching techniques and inspect teaching materials. Permission for such activity may be granted only after the submission of pertinent data, (including the number of days) has been approved by the Superintendent.

E.   At the discretion of the Superintendent, teachers shall be allowed to attend professional conferences, workshops, seminars, or conventions which relate to the activity of the school.

F.   The president of the Association will not be assigned any non-teaching duties. He may use the non-teaching periods to conduct Association duties.

ARTICLE XII

Religious Leave Time off, without loss of pay, will be granted for the observance of required holidays of any religious sect or belief.

ARTICLE XIII

Maternity Leave A. Acts 1972, Chapter 790, Section 1, amends General Laws Chapter 149 by inserting after Section 105C the following section:

Section 105D. Maternity leave, eligibility, duration and conditions, effect on Employment Rights and Status, etc.

A female employee who has completed the initial probationary period set by terms of her employment or, if there is no such probationary period, has been employed by the same employer for at least three consecutive months as a full-time employee, who is absent from such employment for a period not exceeding eight weeks for the purpose of giving birth, said period to hereinafter called maternity leave, and who shall give at least two weeks notice to her employer of her anticipated date of departure and intention to return, shall be restored to her previous, or a similar position with the same status, pay, length of service credit and seniority, wherever applicable, as of the date of her leave. Said maternity leave will be without pay.

Such employer shall not be required to restore an employee on maternity leave to her previous or similar position if other employees of equal length of service credit and status in the same or similar position have been laid off due to economic conditions or other changes in operating conditions affecting employment during the period of such maternity leave; provided, however, that such employee on maternity leave shall retain any preferential consideration for another position to which she may be entitled as of the date of her leave.

Such maternity leave shall not affect the employee’s right to receive vacation time, sick leave, bonuses, advancement, seniority, length of date of her leave, and any other advantages or rights of her employment incident to her employment position; provided, however, that such maternity leave shall not be included, when applicable, in the computation of such benefits, rights and advantages; and provided, further, that the employer need not provide for the cost of any benefits, plans or programs during the period of maternity leave unless such employer so provides for all employees on leave of absence. Nothing in this section shall be construed to affect any bargaining agreement or company policy which provides for greater or additional benefits than those required under this section.

A notice of this provision shall be posted in every establishment in which females are employed.

For the purpose of this section, an “employer” shall be defined as in Subsection 5 of Section one of Chapter 151B. Added by St. 1972, C790, s. 1. B. The Superintendent may grant a leave of absence without pay for up to two (2) years for the purpose of rearing a child. A teacher who is on childrearing leave shall be allowed to continue Group Health and Life Insurance coverage during the period of said leave as provided by the District to members of the Bargaining Unit by paying the District for premium cost. Requests for such leave shall not be unreasonably denied.

ARTICLE XIV

Leaves Without Pay

A.  Teachers who are granted a Leave of Absence shall notify the Superintendent, in writing, on or before March 1 of their intent to return for the next school year. Failure to do so shall be construed to mean that the individual does not plan to return.

B.  In cases of absence for reasons other than those covered by Articles VIII, IX, X, XI, XII, and XIII of this Agreement, approval must be secured in advance from the Superintendent. In such cases of excused absence, 1/182 of the annual salary will be deducted for each day.

Absence without excuse will be considered evidence of insubordination by the Superintendent.

ARTICLE XV

Professional Improvement

A.  All teachers are required to meet local and state mandated professional improvement requirements.

B.  Each academic teacher, except as provided below, will be required to earn three (3) semester hours each two (2) year period while he is employed at Bristol-Plymouth. Academic teachers who are at the maximum step of the Salary Schedule and who have a Master’s Degree or more credits, will be required to earn three (3) semester hours each four (4) year period while he is employed at Bristol-Plymouth. With the prior approval of the Superintendent, professional development activities for which Professional Development Points are earned, and the activities listed above, shall be reimbursed as follows:

Fully certified academic teachers:

YEAR

ACCUMULATING UNDERGRAD CREDITS

ACCUMULATING GRADUATE CREDITS

MATRICULATING IN APPROVED DEGREE

PROGRAM

2011-2014

$2,000.00

$2,500.00

$3,000.00

Courses must be those offered by an accredited college or university and must have prior approval of the Superintendent.   Evidence of satisfactory completion must be given to the Superintendent. C. Professional improvement for Technical or related teachers may take the form of additional training, research in methods of teaching, increased skill or knowledge in his area of instruction, upgrading in an education area applicable to his specialty or academic development of special project and assignments, but not limited to the above. It is agreed that technical teachers pursuing a degree program may submit a three (3) hour accredited course in lieu of technical training. Prior approval of any form of professional improvement for technical and related teachers is required from the Superintendent. The reimbursement for all of the above activities as approved by the Superintendent shall be as follows:

Technical teachers

YEAR

PROVISIONALLY APPROVED FOR TEACHER APPROVAL COURSES

FULLY APPROVED ACCUMULATING UNDERGRADE CREDITS

FULL Y APPROVED IN AN APPROVED DEGREE PROGRAM

2011-2014

$3,000.00

$2,500.00

$3,000.00

Professional improvement for technical related or academic teachers in the form of seminars and/or classes in trade areas that have been previously approved by the Superintendent shall also allow for movement in the salary scale in that any forty-five (45) clock hours shall be equal to three (3) credit hours of course work. These seminars or classes may be accumulated to achieve the forty-five (45) clock hours. Any remaining clock hours from a seminar or class used to complete a forty-five (45) clock hour unit may be used to begin a new unit of forty-five (45) clock hours.

D.  Arrangements may be made by the Department of Education to provide opportunities for professional improvement for all occupational education personnel by holding state, regional or local workshops, seminars and conferences and by special arrangements with colleges and institutes of higher learning on a contractual basis.

E.   The state may provide for in-service programs offered in subject matter for the upgrading of teachers, the development and upgrading of supervisory and administrative personnel and for those who are to work in all types of occupational education schools and classes as allowable under federal and state laws applicable to technical education.

F.   Credit on the salary schedule will be granted for college credits received for trade experience from any accredited degree-granting institute at the time said credits are awarded. Teachers may advance from level to level in accordance with Article XVIII-A-1(a).

G.  The Superintendent will consider course work required for employment mandated licensure as professional development for the purpose of reimbursement.

ARTICLE XVI

A. Vacancies, Promotions, Transfers and Reductions in Force

1.   Whenever any vacancies, promotions, new or more desirable positions occur during the school year (September to June), they will be adequately publicized by the Superintendent by means of a notice placed on the faculty bulletin board as far in advance of the appointment as possible. If the vacancy occurs after the close of school in June and before September, notices of such vacancy shall be mailed to the Association President. Notification will be sent to the entire membership only for those vacancies which must be filled by September 1.

2.   Qualifications of the applicant, general requirement of the position, salary and other pertinent information shall be set forth.

3.   All teachers will be given adequate opportunity to make application for such positions, and the Superintendent agrees to give due weight to the professional background and attainments of all applicants, the length of time each has been in the School System, and other relevant factors. Preference will be given to members of the teaching staff. Where factors considered concerning qualifications, experience, training, and general ability are equal, seniority based on consecutive years of experience in the Bristol-Plymouth Regional Technical School District shall be given preference. Each bargaining unit applicant shall be considered.

4.   Whenever previously publicized qualifications for a promotional position are changed before the position is filled, the Superintendent will post on the faculty bulletin board or inform the teachers individually, the changes made in the qualifications, duties and/or compensation. 5.   Appointments will be made without regard to race, creed, color, religion, national origin, sex or marital status.

B.  Summer School and Evening School

1.   All openings for summer school and for evening school teachers will be adequately publicized by the Superintendent and shall be posted in the school building as early as possible. Applications must be submitted within one (1) week of the posting of said notices. Teachers who have applied for such summer school or evening positions will be notified of the action taken regarding their applications as early as practical.

2.   Positions in the summer school and evening school will, to the extent possible, be filled by appointed teachers in the Bristol-Plymouth Regional Technical School District. Where factors considered concerning qualifications, experience, training and general ability are equal, seniority based on consecutive years of experience in the Bristol-Plymouth Regional Technical School District shall be given consideration.

C.  Transfers

1.   Requests for transfer shall be submitted to the Superintendent in writing. All transfer requests shall include the subject area to which the teacher seeks assignment.

2.   Notice of transfer shall be given to a teacher as soon as possible following the granting of the teacher’s request.

3.   Where all other factors are equal, seniority based on consecutive years of experience in the Bristol-Plymouth Regional Technical School District shall be given consideration.

4.   Any transfer shall be made only after a meeting between the teacher involved and the Superintendent (or his designee at an administrative level), at which time the teacher shall be notified of the reasons for the transfer.

D. Reduction in Force

1. In the event that the Superintendent determines that a reduction in the number of employees covered by Article I of the Collective Bargaining Agreement between the Committee and the Association, the following procedure for reduction in personnel will be followed:

a)   If the Superintendent determines it is necessary to reduce the number of employees covered by the Collective Bargaining Agreement, it shall first attempt to accomplish said reduction by attrition.

b)   A teacher with professional teacher status shall not be laid off if there is a teacher without professional teacher status whose position the teacher with professional teacher status is qualified to fill.

c)         In the event a reduction cannot be accomplished pursuant to Sections a and/or b above, and a teacher with professional teacher status must be laid off, the Superintendent shall notify the teacher with the least seniority, within the affected discipline in writing that he is to be dismissed effective the first day of September next.

d)        When a Reduction in Force is to take place, the Superintendent shall give written notice to the affected employees at least thirty (30) days prior to the reduction.

e)        (1)        An employee covered by the Collective Bargaining Agreement, who has been notified that he is to be placed on layoff in accordance with paragraph “d “above, may within five (5) calendar days of said notification inform the Superintendent, in writing that he wishes to displace an employee with less seniority than he within a discipline in which he is qualified, as defined in paragraph “g” (2) of this Article. The employee who wishes to displace another employee with less seniority than he in a discipline in which the displacing employee is qualified and is certified may do so provided said employee has previously taught in the discipline within ten (10) years prior to the date on which the displacing employee was given a written notice layoff.

(2)         If the affected employee requests, within ten (10) calendar days from the date of notification under paragraph “d” above, and is granted a leave of absence without pay or increment as a result of layoff pursuant to the provisions of this Reduction in Force procedure, said leave shall continue for the recall period unless otherwise terminated.

(3)         When an employee covered by the Collective Bargaining Agreement who has not been dismissed pursuant to M.G.L. c.71, s. 42, has been granted a leave of absence as a result of layoff in accordance with the provisions of the Reduction in Force procedure, said employee shall be placed on a recall list for a period of twenty-four (24) calendar months from the effective date of the layoff. If not recalled during said period, the employee shall be terminated.

(4)         An employee granted a leave as set forth in e (2) above shall be entitled, during the recall period, membership in the group health or life insurance plan(s) that covers current active employees, provided, however, that the employee pays the entire cost of said insurance in monthly payments in advance of the premium due, and there shall be no contribution by the District for such employee’s insurance.

(5)         During said recall period, employees laid off under this paragraph shall be given priority on the substitute list provided the employee is certified or qualified as herein defined in the discipline for which a substitute is required. Employees must indicate in writing either agreement to perform substitute work at the substitute’s daily rate of pay.

(6)         The employee, during the period of recall, shall inform the Superintendent of his current mailing address and any other circumstances which could affect his recall status.

(7)         In the event that the Superintendent determines to reestablish the eliminated positions, or in the event that other vacancies occur which the Superintendent decides to fill, then employees who have been placed on layoff status who are qualified for the available position and who are in recall status shall be notified by certified mail that such a position is available. The employees so notified shall, within thirty (30) days from the date of the receipt of the notice, respond, in writing, by certified mail of their intention to return or not return to the school system. Upon the expiration of said thirty (30) days, if the Superintendent has not been notified by said employee, or if the employee has given notice of his intention not to return, then in such event, said employee shall terminate the leave of absence and the employee shall be considered to have resigned from the school system.

(8)         The Superintendent shall assign the most senior qualified employee among those notified in paragraph (7) to the available position, the position provided said employee was placed on layoff from the discipline of the position and provided said employee has complied with the provisions in paragraph (7). If among those notified in paragraph (7) there is no employee who was teaching in the discipline of the position immediately prior to being placed on layoff, the Superintendent shall assign the most senior qualified employee among those notified in paragraph (7).

(9)         Those employees who have complied with paragraph (7) above and who have not been assigned in accordance with paragraph (8) above shall continue in recall status consistent with paragraph “e” (3) above.

(10)       In the event of a layoff pursuant to this Article, no duties performed by members of the bargaining unit may be performed by persons not in the bargaining unit except to the degree consistent with the practices in effect on the effective date of this Article.

f.          Fall Back

(1)   Employees with professional teacher status under the provisions of M.G.L. c. 71, s. 41, who reenter the bargaining unit described in Article I, shall be placed on the Seniority List in accordance with their total consecutive service within the bargaining unit.

(2)  Employees who fall back in accordance with “f” (1) above and who are assigned to a teaching position shall be assigned to the discipline in which they last taught.

g.         Definitions

(1)         Seniority: Means a professional full-time, part-time teacher’s length of consecutive service in years, months and days in the School System. Leaves of absence shall not be considered as breaks in said consecutive service, except that only paid leaves of absence shall be counted as years, months, and days for the purposes of this definition. Where the total number of years, months and days are equal, seniority shall be determined by lot.

Length of service for any present professional full-time, part-time teacher as of the effective date of this Article shall commence with said employee’s first day of active service in a professional position in the School System.

(2)         Qualified: Means that the employee has placed on file with the Superintendent prior to the finalization of the seniority list, evidence of certification required pursuant to Chapter 71, section 38G of the Massachusetts General Laws.

(3)         Layoff: Means an unpaid leave of absence for a period of twenty-four (24) months commencing from and pursuant to a Reduction in Force.

(4)         Recall: Means the right to return to service during the twenty-four (24) month layoff period.

(5)         Seniority List by Discipline: Shall mean a list specifying the order of seniority of each professional employee. The seniority list shall include the are as in which a professional employee is qualified, and said list shall be prepared by the Superintendent and the Association shall promulgate the seniority list to each professional employee within ten (10) calendar days after receipt of said list from the Committee.

h.        A teacher who accepts recall shall have all the benefits accrued up to June 30 of the school year in which the Reduction in Force notice was given restored upon recall.

i.         The Superintendent and Association agree that for the purpose of this Article, grievances arising hereunder shall be processed in accordance with the Grievance Procedure of the Collective Bargaining Agreement between the Association and the Committee.

 j.         The foregoing procedure for Reduction in Force shall apply solely to professional teacher status, full-time and part-time teachers covered by the Collective Bargaining Agreement.

ARTICLE XVII

Supplemental Benefits

A.        Group Hospitalization and Life Insurance

During the term of this contract, the Committee shall provide eighty-five percent (85%) of the cost of premiums for Blue Cross and Blue Shield and eighty-five percent (85%) payment of the cost of premiums for a $4,000 life insurance policy. Any teacher, who retires pursuant to the Massachusetts Teachers’ Retirement Act, shall be eligible to remain in the Insurance Group Plans, for which the Committee will provide an amount equal to fifty percent (50%) of the current premium for group health insurance only with the balance of premium cost to be borne by the retiree and his surviving spouse. Bargaining unit members who do not avail themselves of the health insurance benefits provided by this section for a period of one year (12 consecutive months) beginning July 1 and ending June 30, shall be paid an annual stipend of one thousand dollars ($1,000.00). New teachers covered under the collective bargaining agreement who are employed on the first day of the school year in September that have elected not to take the health insurance benefits offered by the District are deemed to have met the annual requirements of Article XVII, Supplemental Benefits, §A . The annual stipend will be paid in the final payroll of June.

B.        Pension

The parties agree that all provisions of the Massachusetts Teachers’ Retirement Plan shall be made a part of the Agreement.

C.        Tax Free Annuity

The Committee agrees that it is desirable to allow teachers to take advantage of the federal law concerning tax free annuities and shall take such steps as are necessary to implement a tax free annuity program. The Association agrees to hold the Committee and the Administration harmless in connection with any dispute over the proper administration of this section.

D.        During the terms of this agreement, the Committee shall provide a Delta Dental Plan and pay fifty percent (50%) of the cost of the plan. Participating teachers will pay fifty percent (50%) of the cost. Retired bargaining unit members may participate in the dental insurance plan by paying fifty percent (50%) of the cost.

E.         Worker’s Compensation

The Committee agrees to provide coverage for teachers in bargaining unit under the terms of the Massachusetts Worker’s Compensation Act, General Laws of the Commonwealth, Chapter 152.

F.         Influenza inoculations shall be provided to members of the bargaining unit at no cost to the individual teachers subject to prevailing state guidelines.

G.        Longevity

All personnel covered by this Agreement after having been employed by the District in a position covered by this Agreement for ten (10) years shall be paid a longevity payment as follows:

YEARS

11 through 15 Years

16    through    25 years

26+ Years

2011-2014

$3,000.00

$3,500.00

$4,000.00

Longevity will be paid in a lump sum the first pay period in December.

H. The Association and the Committee agree to participate in a study committee which would also include representatives of other groups of employees of the Committee for the purpose of investigating alternative health insurance plans, including the Master Health Plus plan. This committee will make any recommendations it may have to the Association and the Committee for their consideration.

I. Children of teachers employed at Bristol-Plymouth may attend Bristol Plymouth Technical High School at no cost to the teacher.

J. Members of the Bargaining Unit shall be offered Hepatitis B shots at no cost to the member.

K. A member of the bargaining unit may enroll in a Bristol-Plymouth Evening School Class, if the minimum of number of paying students has been reached, at no cost to the member.”

L. Culinary Arts teachers who work at special functions with the prior approval of the Superintendent or his designee shall be paid at the hourly rate of forty-seven dollars ($47.00) per hour for the 2011-2014 work years.

M. Any member of the bargaining unit assigned to tutor students outside the normal schools hours either in the school building or outside of the school shall be paid at the same rate as Evening School Instructors of Competency Based Courses.

ARTICLE XVIII

Salary Schedule Conditions

A. Progression in the Salary Schedule

1. a. Advancement from level to level shall be implemented twice a year. Changes in salary schedule due to professional advancement will be granted twice yearly on September first and February first after which the teacher submits evidence of the completion of requirements. Credits for such advancement must meet the approval of the Superintendent prior to the commencement of the course work. Requests for approval of credits shall be answered within ten (10) workdays of the date of the request.

b.   If a teacher submits for approval at any time courses completed prior to the effective day of this contract, and they are approved by the Superintendent, any advancement in level to which the teacher is entitled shall be implemented on the next September 1.

c.   The Superintendent shall exercise discretion in the hiring of academic and technical teachers at such salary step and level as the market shall require.

d.   Teachers required to serve at Special Needs Team meetings after the normal school day will be paid ten ($10) dollars per meeting. Whenever possible, these meetings will be held during the normal workday.

B.       Method and Time of Salary Payment

1. Salaries of individuals covered by this agreement shall be paid in twenty-six (26) installments directly deposited in the bank account(s) of the teacher’s choice starting with the second week of the school year in September, and continuing through August. All installments remaining unpaid at the close of the school year shall be paid in one sum upon request. If a teacher leaves or dies during the school year, his or her estate shall be entitled to a prorated share based on his period of service in relation to the number of weeks school is in session during the school year, minus the compensation already paid. All weeks during which the school is in session shall be considered as containing five (5) days each, notwithstanding holidays or no school days.

2. During a vacation week payroll checks which are due on the Thursday of said week will be available in the office at Bristol-Plymouth between 11:00 a.m. and 2:00 p.m. If the Thursday is a holiday, checks will be available on Wednesday between 11:00 a.m. and 2:00 p.m. with the exception of the Wednesday before Thanksgiving. On this day, checks will be given by the end of the school day. Teachers requesting that checks be mailed will have their request honored on the same schedule as above.

C. Anniversary Dates

1.   For purpose of salary payment, teachers serving more than one-half (91 work days) of a school year will advance a step on a salary schedule in September.

ARTICLE XIX

Evening and Part-time School Salary Schedule

A. Evening and part-time instructors will be paid as follows:

COMPETENCY BASED COURSES

Salary

$41.00 per hour beginning 9/2011-8/2014

REQUIREMENTS

•    Administrative competency review prior to first class

•    Student attendance recorded

•    Student evaluation survey

•    Student competency profile at completion

•    Administrative evaluation

PRACTICAL ARTS COURSE

Salary   $34.00 per hour beginning 9/2011-8/2014

REQUIREMENTS

•    Student attendance recorded

•    Student evaluation survey

•    Administrative evaluation

The determination of practical arts or competency-based classification of courses will be made by the administration.

B.  If classes are cancelled after the normal reporting time for instructors, instructors will receive full evening pay. Evening school teachers will be paid at the conclusion of the course.

C.  Preference will be given to that instructor, provided he is a teacher in the Bristol-Plymouth Regional School District, who has satisfactorily performed as an evening school or summer school instructor in the previous semester.

ARTICLE XX

Early Retirement Upon written notice of an intent to resign for the purposes of retirement received at least one (1) year prior to the effective date and no later than December 1 in any year, a teacher who has or will have at least ten (10) years service in the School District on the effective date of retirement will receive additional compensation under this paragraph as follows:

An additional sum of ten percent (10%) on the base salary in each year non-cumulative up to a maximum of one (1) year.

The decision to resign for the purpose of retirement under provisions of this Article is irrevocable.

ARTICLE XXI

SALARY SCHEDULES

All salary schedules shall be adjusted across the board as follows:

Effective September 1, 2011, the salary schedule in effect on August 31, 2011 shall be increased by 0.5% for Steps 1-12 and 2% for Step 13 —See Page 54.

Effective September 1, 2012, the salary schedule in effect on August 31, 2012 shall be increased by 0.5% for Steps 1-12 and 1.5% for Step 13—See Page 55.

Effective September 1, 2013, the salary schedule in effect on August 31, 2013 shall be increased by 0.5% for Steps 1-12 and 1.25% for Step 13—See Page 56..

Fully Licensed Technical Teachers with Professional Teacher Status will receive stipends for college degrees as follows:

Year                             Bachelors Degree                     Masters Degree

2011-2014                             $2,200.00                              $2,500.00

Note: Teachers eligible for the Masters Degree Stipend receive it in lieu of the Bachelors Degree Stipend, not in addition to.

Degree stipends shall be paid in the first pay period in March.

The provisions of the following section shall be applicable only to those bargaining unit members employed as of 9/2/08.

Fully Licensed Academic Teachers with Professional Teacher Status will receive stipends for advanced degrees as follows:

Year                             Masters Degree                CAGS or 2nd Masters

2011-2014                             $2,200.00                              $2,500.00

Note:   Teachers eligible for the CAGS or 2nd Masters Stipend receive it in lieu of the Masters Degree Stipend, not in addition to.

For teachers covered by this Agreement and hired after 9/2/08, advanced degree stipend categories will be changed as follows:

Fully Licensed Academic Teachers with Professional Teacher Status will receive stipends for advanced degrees as follows:

Year                              CAGS Degree                          Doctorate

2011-2014                             $2,200.00                              $2,500.00

Note: Teachers eligible for the Doctorate receive it in lieu of the CAGS Degree Stipend, not in addition to.

All anticipated coaching positions and the position of Athletic Director shall be appointed annually by the Superintendent for a one-year term. All such positions shall be posted on an annual basis on or before May 15th of the school year and shall be posted until filled by a suitable candidate. Administration may interview applicants and make appointments on a rolling basis until an appropriate candidate is selected.  Bargaining unit applicants with backgrounds, experience, and knowledge commensurate with the duties of the position and other candidates will be given careful consideration for an interview and preference in filling such positions shall be given to such members if all aspects of their candidacy are equivalent to a candidate outside the unit. If in the opinion of the superintendent the qualifications of bargaining unit members are equal, seniority may be used to make a final decision.

Coaches will be paid one-half of their coaching salary halfway through the season. The final payment will be issued after all regular season obligations have been met.

ARTICLE XXII

Scholarship Standards

A.  The parties agree that continuing study will be given to suiting the curriculum to the student and developing optimum teaching-learning conditions.

B.  Regulations concerning the dismissal of students for any events are to be rigidly enforced.

C.  Inequitable transfer of pupils from one teacher to another is to be discouraged.

ARTICLE XXIII

Performance Standards Professional Development and Performance Standards will be in accordance to the Educational Reform Legislation.

ARTICLE XXIV

Association Privileges and Responsibilities

A.  Information

The Superintendent shall make available to the Association upon its reasonable request and in the Superintendent’s discretion, statistics and records relevant to negotiations, or necessary for the proper enforcement of the terms of this Agreement.

B.  Protection of Individual and Group Rights

1.   Nothing contained herein shall be construed to prevent the Superintendent, from meeting with any teacher for expression of the teacher’s views. In the area of collective bargaining no change or modifications shall be made except through consultation or negotiation with the Association. Nothing contained herein shall be construed to permit any organization other than the Association to appear in an official capacity in the processing of a grievance.

2.   Nothing contained herein shall be construed to prevent any person from informally discussing any matter in his own interest with his immediate superior or the Superintendent.

C.  Existing Laws and Regulations Preserved

1.   The rights and benefits of persons provided herein are in addition to those provided by state, or federal law, rule, or regulation, including without limitation all applicable tenure, pension or education laws and regulations.

2.   Notwithstanding any contrary provision in Paragraph 1, in the event the parties are prevented by operation of law from implementing the negotiated salary schedules or any other provision of this Agreement, any claims, legal, equitable, or moral, against the Committee, now or any time in the future.

D.       The Association shall be granted up to five (5) days per school year for the purpose of conducting Association business.

ARTICLE XXV

General

A.  The parties further recognize and agree that as to every matter as to which a specific agreement is not set forth in the Agreement, the Committee continues to retain, through the Superintendent, whether exercised or not, the sole and unquestioned right to exercise all of the authority, powers, responsibilities and rights provided by and under the law of Massachusetts in the control, direction and management of the Bristol-Plymouth Regional School System. No such exercise shall be made the subject of a grievance or arbitration proceeding under this Agreement or the subject of an unfair labor practice charge.

B.  Being a mutual Agreement, this instrument may be amended at any time by mutual consent.

C.  The salary schedule for the School Nurse shall be the same as the salary schedule for Teachers.

D.    Bargaining unit members who are required to maintain craft-related licenses in order for their programs to remain certified, shall be reimbursed for any and all expenses incurred by them in maintaining said license.

ARTICLE XXVI

Duration

The provisions of the Agreement will be effective as of September 1, 2011 and will continue and remain in force and effect until August 31, 2014.

Said Agreement will automatically renew and will continue in full force and effect for additional periods of one (1) year unless either the Committee or the Association gives written notice to the other not later than ninety (90) days prior to the aforesaid expiration date.

IN WITNESS WHEREOF the parties to this Contract have caused these presents to be executed by their agents hereunto duly authorized, and their seals to be affixed hereto as of the date first above written.

FOR THE COMMITTEE:                                        FOR THE ASSOCIATION:

____________________________________         ___________________________________

Carol L. Mills, Chair             Date                           Diane Potter, President              Date

__________________________________

Richard W. Gross, Superintendent      Date

APPENDIX A

BRISTOL-PLYMOUTH REGIONAL TECHNICAL SCHOOL DISTRICT

Teachers' Annual Salary Schedule for School Year 2011-2012

Step

Bachelors or Certificate

M C+21

M+15 C+42

M+30/2nd M C+63/Associates

M+45 C+84

CAGS Bachelors

1

41,143

42,869

44,671

46,548

48,502

50,539

2

42,869

44,670

46,548

48,502

50,539

52,662

3

44,671

46,548

48,503

50,540

52,662

54,874

4

46,548

48,502

50,539

52,662

54,873

57,178

5

48,502

50,539

52,662

54,873

57,178

59,579

6

50,539

52,662

54,873

57,177

59,579

62,081

7

52,661

54,872

57,176

59,578

62,080

64,688

8

54,872

57,177

59,579

62,081

64,688

67,404

9

57,177

59,578

62,081

64,688

67,404

70,236

10

59,578

62,081

64,688

67,404

70,236

73,185

11

62,081

64,688

67,404

70,236

73,185

76,259

12

64,688

67,404

70,236

73,185

76,259

79,463

13

68,410

71,285

74,277

77,398

80,649

84,037

APPENDIX A

BRISTOL-PLYMOUTH REGIONAL TECHNICAL SCHOOL DISTRICT

Teachers' Annual Salary Schedule for School Year 2012-2013

Step

Bachelors or Certificate

M C+21

M+15 C+42

M+30/2nd M C+63/ Associates

M+45 C+84

CAGS Bachelors

1

41,348

43,084

44,895

46,780

48,745

50,792

2

43,084

44,894

46,780

48,745

50,792

52,925

3

44,895

46,780

48,746

50,793

52,925

55,148

4

46,780

48,745

50,792

52,925

55,147

57,464

5

48,745

50,792

52,925

55,147

57,464

59,877

6

50,792

52,925

55,147

57,463

59,877

62,391

7

52,924

55,146

57,462

59,876

62,390

65,011

8

55,146

57,463

59,877

62,391

65,011

67,741

9

57,463

59,876

62,391

65,011

67,741

70,588

10

59,876

62,391

65,011

67,741

70,588

73,551

11

62,391

65,011

67,741

70,588

73,551

76,641

12

65,011

67,741

70,588

73,551

76,641

79,861

13

69,437

72,354

75,392

78,559

81,859

85,297

AP PENDIX A

BRISTOL-PLYMOUTH REGIONAL TECHNICAL SCHOOL DISTRICT

Teachers' Annual Salary Schedule for School Year 2013-2014

Step

Bachelors or Certificate

M C+21

M+15 C+42

M+30/2nd M C+63/Associates

M+45 C+84

CAGS Bachelors

1

41,555

43,299

45,119

47,014

48,989

51,046

2

43,299

45,118

47,014

48,989

51,046

53,190

3

45,119

47,014

48,990

51,047

53,190

55,424

4

47,014

48,989

51,046

53,190

55,423

57,752

5

48,989

51,046

53,190

55,423

57,752

60,177

6

51,046

53,190

55,423

57,751

60,177

62,703

7

53,189

55,422

57,750

60,176

62,702

65,336

8

55,422

57,751

60,177

62,703

65,336

68,080

9

57,751

60,176

62,703

65,336

68,080

70,941

10

60,176

62,703

65,336

68,080

70,941

73,919

11

62,703

65,336

68,080

70,941

73,919

77,024

12

65,336

68,080

70,941

73,919

77,024

80,260

13

70,305

73,258

76,334

79,541

82,882

86,364

BRISTOL-PLYMOUTH REGIONAL TECHNICAL SCHOOL DISTRICT

Coaches Annual Salary Schedule

For School Years 2011-2014

Coaching Assignment

Step 1

Step 2

Step 3

Step 4

Step 5

Head Football Coach

4,645

5,435

6,202

6,976

7,754

Assistant Football Coach

3,102

3,880

4,648

5,435

0

Head Basketball Coach

3,880

4,648

5,435

6,202

6,976

Assistant Basketball Coach

2,710

3,492

4,267

5,051

0

Head Baseball Coach

3,102

3,880

4,648

5,435

6,202

Assistant Baseball Coach

1,941

2,710

3,492

4,267

0

Head Track Coach

3,102

3,880

4,648

5,435

6,202

Assistant Track Coach

1,941

2,710

3,492

4,267

0

Cross-Country Coach

1,551

2,328

3,102

3,880

4,513

Head Girls Softball Coach

3,102

3,880

4,648

5,435

6,202

Assistant Girls Softball Coach

1,941

2,710

3,492

4,267

0

Head Girls Basketball Coach

3,880

4,648

5,435

6,202

6,976

Asst. Girls Basketball Coach

2,710

3,492

4,267

5,051

0

Head Cheerleader Coach

3,102

3,880

4,648

5,435

6,202

Assistant Cheerleader Coach

1,941

2,710

3,492

4,267

0

Intramural Coach

1,450

0

0

0

0

Head Soccer Coach

3,102

3,880

4,648

5,435

6,202

Assistant Soccer Coach

1,941

2,710

3,492

4,267

0

Head Girls Soccer Coach

3,102

3,880

4,648

5,435

6,202

Assistant Girls Soccer Coach

1,941

2,710

3,492

4,267

0

Head Girls Volleyball Coach

3,102

3,880

4,648

5,435

6,202

Assistant Girls Volleyball Coach

1,941

2,710

3,492

4,267

0

Golf Coach

1,557

2,328

3,102

3,880

4,513

Athletic Director

7,086

7,791

8,382

8,971

10,147

BRISTOL-PLYMOUTH REGIONAL TECHNICAL SCHOOL DISTRICT

EXTRACURRICULAR ACTIVITY ANNUAL SALARY SCHEDULE

FOR SCHOOL YEARS 2011-2014

Activity

2011-2014

Freshman Class Advisor

884

Sophomore Class Advisor

884

Junior Class Advisor

1,076

Senior Class Advisor

1,553

AYES Liaison

1,985

Business Prof. of America Advisor

1,145

Literary Magazine Advisor

1,303

Math Team Advisor

825

Multicultural/Diversity Club

842

National Honor Society Advisor

1,152

Newspaper Advisor

2,284

Non-Traditional Support Club

842

S.A.D.D. Advisor

842

Student Advisory Board Advisor

382

Student Council Advisor

1,545

Trouble Shooting Advisor

1,322

Skills USA Advisor

2,806

Asst. Skills USA Advisor (s)

1,612

Student Function Advisor

1,061

Women in Technology Advisor (s)

764

Yearbook Advisor

3,630

Asst. Yearbook Advisor

1,048