Cambridge

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DistrictCambridge
Shared Contract District
Org Code490000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2012
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyMiddlesex
ESE RegionGreater Boston
UrbanUrban Supt Network
Kind of Communityurbanized centers
Number of Schools13
Enrollment5950
Percent Low Income Students46
Grade StartPK or K
Grade End12
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AGREEMENT

 

BETWEEN

 

THE

 

CAMBRIDGE SCHOOL COMMITTEE

 

AND

 

THE

 

CAMBRIDGE TEACHERS ASSOCIATION

 

UNITS A AND B

 

 

 

 

 

 

 

 

 

Effective: September 1, 2009 through August 31, 2012

 

TABLE OF CONTENTS

ARTICLE TITLE PAGE

 

Article 1 Recognition Clause  1

Article 2 Bargaining Procedure  1

Article 3 Grievance Procedure  2

Article 4 Salaries  6

Article 5 Teaching Hours and Teaching Load  7

Article 6 Class Size 15

Article 7 Specialists and Special Programs 16

Article 8 Non-Teaching Duties 16

Article 9 Teacher Employment 17

Article 10 Teacher Assignment 18

 Mileage 18

Article 11 Transfers 18

Article 12 Vacancies and Promotions 20

Article 13 Positions in Summer School, Evening School,

 Coaching and in Federal Programs 22

Article 14 Teacher Evaluation 22

Article 15 Teacher Facilities 23

Article 16 Use of School Facilities 25

Article 17 Sick Leave 25

Article 18 Temporary Leave of Absence 27

Article 19 Extended Leaves of Absence 28

Article 20 Sabbatical Leave of Absence 30

Article 21 Substitute Teachers 32

Article 22 Professional Development and Educational Improvement 33

Article 23 Protection 34

Article 24 Personal Injury Benefits 35

Article 25 Insurance Annuity and Dental Plan 35

Article 26 Textbooks and Instructional Materials 387

Article 27 Deductions 38

Article 28 Recommendations 39

Article 29 General 40

Article 30 No Strike 44

Article 31 School Committee Rights 44

Article 32 Emergencies 44

Article 33 Voluntary Career Change Option 45

Article 34 Job-Sharing 45

Article 35 Code of Ethics 46

Article 36 New Teacher Orientation and Training 46

Article 37 Teachers Providing Services to Students pursuant to the I.D.E.A. 47

 

APPENDICES

 

Appendices A through C Cambridge Teachers Association Salary Schedules  49

Appendix D Teacher Standards, Procedures and Evaluation Instruments 58

 

Appendix E Independent Medical Examination Agreement

Appendix F Peer Observation Agreement 

 


 

 

ARTICLE 1

RECOGNITION CLAUSE

 

 

The COMMITTEE recognizes the ASSOCIATION for the purpose of collective bargaining as the exclusive representative of the two units consisting of all regularly appointed professional teaching employees of the Cambridge School System, including:

 

Unit A. Teachers and Athletic Trainers; Nurse Educators, Registered Physical Therapists, Occupational Therapists, and Part-Time Learning Disability Teachers.

 

Unit B. Ratio Salary Schedule Personnel

 

Unless otherwise indicated, the employees in the above units will be referred to as teachers and references to male teachers will include female teachers and ratio schedule personnel. 

 

This contract will exclude substitute teachers and all other employees of the Cambridge School Department, except where specifically provided for in other articles of this Contract.

 

 

ARTICLE 2

BARGAINING PROCEDURE

 

A-1. Not later than October 1 of the contract year in which this Agreement expires, the Committee agrees to enter into negotiations with the Association over a successor Agreement in accordance with the procedure set forth herein in good faith effort to reach agreement concerning teachers' wages, hours and other conditions of their employment.  Any agreement so negotiated will apply to all teachers, and will be reduced to writing and signed by the Committee and the Association.

 

A-2. During negotiations, the Committee and the Association will present relevant data, exchange points of view, and make proposals and counter proposals.  The Committee will make available to the Association for inspection all pertinent public records of the school system.  Either party may, if it so desires, utilize the services of an outside consultant and may call upon professional and lay representatives to assist in the negotiations.

 

A-3. If the negotiations described in this Section A have reached an impasse, the procedure described in Chapter 150E of the General Laws will be followed.

 

B. The Association and the Committee agree that each has a right to bargain for any provision that it wished in the preparation of this contract.  Each expressly waives the right to reopen the contract for any changes unless mutually agreed upon by the Association and the Committee.

 

C. TERM OF CONTRACT:  This agreement shall be effective as of September 1, 2009 and remain in effect until August 31, 2012.  It is agreed that upon receipt prior to October 1, 2011, of written notice from the Association of its desire to amend this contract, negotiations for a new contract will begin in October 2011, and that the sections thereof will concern the period September 1, 2012, onward.  Otherwise, the Contract will remain in full force and effect from year to year.

 

 

ARTICLE 3

GRIEVANCE PROCEDURE

 

 The purpose of the procedures set forth hereinafter is to produce prompt and equitable solutions to those complaints, which, from time to time, may arise involving the wages, hours, or the conditions of employment of the members.  The Committee and the Association desire that such procedure shall always be as informal and confidential as may be appropriate for the complaint involved at the procedural level involved.  Nothing herein shall prohibit teachers and/or the Association from attempting to resolve grievances informally with appropriate members of the Administration prior to initiating the formal procedures set forth below.  The parties are encouraged at any time before or during the grievance process to resolve problems through informal mediation or other settlement techniques as may be appropriate.

 

A. DEFINITION:  A grievance shall mean a complaint by a member that there has been a violation, misinterpretation or inequitable application of any of the provisions of this contract. As used in this Article the term "member" shall also mean a group of members having the same grievance.

 

B. RIGHT OF THE ASSOCIATION:  The Committee acknowledges the right of the Association to participate in the processing of any grievance at any level.

 

C. ADJUSTMENT OF GRIEVANCES:  Grievances shall be presented and adjusted in the following manner:

 

Level One

 

 All grievances which involve a question within the scope of responsibility of the grievant's appropriate supervisor will be filed and thoroughly discussed at this level.  The grievance shall be filed in writing by the grievant and a representative of the Association with the appropriate supervisor.  The supervisor shall submit his written answer to the member and the Association within fifteen (15) business days of the filing of the grievance.

 

Level Two

 

 Administrators shall proceed directly to Level Two.

 

 If the grievance shall not be disposed of hereunder to the member's satisfaction and the member and the Association shall have determined to proceed further, the member and a representative of the Association shall present a written statement of the grievance to the Superintendent within twenty-five (25) business days of receipt of the supervisor's answer.  The Superintendent shall meet with the member and a representative of the Association in an effort to settle the grievance, provided that the Superintendent may designate another to act in his place and provided further, that if the Superintendent so designates another and his disposition is not satisfactory to the member, the member and a representative of the Association shall have the right to meet with the Superintendent.  In any event, the written answer of the Superintendent to the grievant and the Association is due no later than twenty-five (25) business days after the filing of the grievance at this level.  Provided the parties agree, Level One and/or Level Two of the Grievance procedure may be bypassed and the grievance brought directly to Level Three.

 

Level Three

 

 If the grievance shall not have been disposed of under Level Two to the member's satisfaction and the employee and the Association shall have determined to proceed further, a written statement of the grievance shall be presented within ten (10) business days of receipt of the Superintendent's answer by the Association to the Committee.  The written decision of the School Committee shall be due within twenty-five (25) business days of the filing of the grievance at the School Committee Level. 

 

PROVISIONS APPLICABLE TO GRIEVANCES AT

LEVEL ONE, LEVEL TWO AND LEVEL THREE.

 

 The School Committee will comply with law with respect to its obligation to furnish information relevant to grievance processing.  Each written statement of a grievance shall include:  (1) a concise statement of the facts constituting the grievance; (2) a reference to the applicable provisions of this Contract; (3) the date upon which the act or omission giving rise to the grievance occurred, and, if applicable, the latter date upon which the member should not be held to have learned of the same and a concise statement of the reasons why the member should not be held to have learned of the same earlier; and (4) the dates of all prior written presentations, if any.  Each statement under Level Two or Three shall be signed on behalf of the Association by its President, or Vice-President, or the Chairman, or Vice-Chairman of the Grievance Committee.

 

 In those cases in which the event, or omission giving rise to the grievances should have become known to the member upon the occurrence of the event or omission, the statement shall be presented not later than the first to occur:  the twentieth (20th) school day; or, fortieth (40th) calendar day next following the date of event or omission.  In those cases in which the member affected could not reasonably be expected to have knowledge of the event or omission until some time after its occurrence, the time for presenting the statement shall be measured from the first date upon which the member should have known of the event or omission and the burden of establishing a later date than the date of occurrence shall be upon the member.  Any grievance pending at the conclusion of the Contract will remain operative in the subsequent Contract period unless settled in negotiations.

 

 Failure by the person to whom presented to make a determination with respect to a grievance by the time limit indicated shall be deemed a denial of the grievance. 

 

 Failure to present a proper written statement within the applicable time limit shall be deemed a waiver of the grievance.  Time limits may be extended by mutual agreement in writing.

 

 Times for meetings to discuss grievances shall be scheduled outside of school hours unless in the judgment of the Superintendent, in the case of a Level Two proceeding, or of the Committee, in the case of a Level Three proceeding, a meeting during school hours is desirable to facilitate the production of appropriate information.  Attendance by members and by Association representatives at grievance meetings held during school hours shall constitute authorized absence without loss of pay.  Members of the Grievance Committee of the Association may also be absent during school hours without loss of pay in those instances in which it is reasonably necessary for the investigation or processing of an alleged grievance and for such periods as investigation or processing during school hours may reasonably require.  The Association agrees that absences during school hours shall be avoided whenever they would interfere with the conduct of the education program and that the right to take such absence shall not be abused.  The Association shall have the right to use in its presentation at any level of this grievance procedure any representative or representatives of its own choosing.

 

RECORDS

 

 While both parties may maintain files of grievances and the disposition thereof, the Committee shall not make any entry or file any paper in the personnel file of any employee involved in a grievance except as may be required to implement the disposition thereof.

 

REPRISALS

 

 No reprisal of any kind shall be taken by any party hereto against any person who participates in any way in grievance proceedings by reason of such participation.

 

PRECEDENT

 

 A written record shall be made of the disposition of any grievance at Level Two or Level Three.  If such disposition becomes final by acceptance by the Association, such disposition shall apply to all future complaints based on the same or similar facts.

 

ARBITRATION

 

 If a grievance involving the interpretation or application of any provision of this Agreement shall not have been disposed of under Level Three of the grievance procedure to the satisfaction of the member and the Association, the Association may, not later than twenty-five (25) business days next following receipt of response to the grievance under Level Three, initiate arbitration of the grievance under the rules then obtaining of the American Arbitration Association.  This initiation may also be made by submission under such rules.  The arbitration shall proceed under such rules except that the parties may, if they can, mutually designate the Arbitrator.

 

 The Arbitrator shall be without power to modify, alter, add to, or subtract from the provisions of this Contract.  The arbitrator's award, if within his jurisdiction, shall be final and binding on both parties.

 

 The fees of the American Arbitration Association and of the arbitrator and the expenses of the arbitrator and the conduct of the hearing shall be shared equally by the parties but each party shall bear its own expenses for the presentation of its case.

 

 Arbitration pursuant to this Article shall be the exclusive remedy available to members and the Association in the event that a grievance is not disposed of under the Grievance Procedure.

 

D. ADVISORY ARBITRATION AND ALTERNATIVE DISPUTE RESOLUTION PROCEDURES

 

The purpose of this provision is to provide the Association and the Committee with feedback and advice from an advisory arbitrator regarding a specific grievance(s).  While such feedback and advice is strictly advisory in nature, it is the hope of the parties that said advisory arbitrator shall make suggestions for resolution or disposition, which will assist the parties in improving contract enforcement and labor relations in general.  To this end, the parties agree as follows:

 

1. Advisory arbitration may be proposed by either party at any stage of the Grievance Procedure following the presentation of the grievance at Level Two.  Advisory arbitration shall only take place by mutual agreement between the Association and the Committee.

 

2. The entire advisory arbitration procedure is non-binding except as specifically agreed to by the parties in writing.  The feedback from the advisory arbitrator shall in no circumstance, except by mutual agreement of the parties, be referred to in any subsequent formal arbitration with respect to any grievance.

 

3. No advisory arbitrator shall sit as the formal arbitrator in a case in which (s)he was an advisory arbitrator.

 

4. Cases shall be presented without witnesses, briefs or transcripts. The parties shall provide brief oral presentation of their respective claims and defenses using documentary evidence and/or stipulations as may be appropriate.  The particular details of the process will be agreed upon in each instance by the parties and the advisory arbitrator.

 

5. The advisory arbitrator shall provide feedback, advice and suggestions for resolution or disposition to the Association and the Committee immediately following the presentations of the parties unless the parties mutually agree to the contrary.

 

 

6. All costs of advisory arbitration shall be shared equally by the parties, but each party shall bear its own expenses for the presentation of its cases.

 

7. The parties may agree upon other dispute resolution methods in addition to the foregoing in an effort to resolve grievances.

 

 

ARTICLE 4

SALARIES

 

A. The salaries of all persons covered by this Agreement are set forth in the salary schedules attached hereto in the Appendices.

 

B. Sick Leave Buy Back

 

 In recognition of dedicated service to the children of Cambridge, any teacher covered by this agreement who is eligible to retire may obtain an increase in compensation in the final year of teaching by following the established procedure.

 

 

B-1. In order to allow for budgeting, eligible teachers must notify the Superintendent in writing by February 15th of the school year at the end of which they intend to retire under the provisions of the Massachusetts Teachers’ Retirement Act.  Exceptions to the above rule will be made only when an emergency clearly exists.   Teachers who wish to retire on a date other than the last day of the school year must notify the Superintendent by February 15th of the school year prior to the expected date of their retirement.

 

B-2. If such notice is submitted in writing by February 15, then, upon retirement, the teacher shall be paid the amount specified below for their accumulated unused sick leave as of the date of retirement.

 

 In the event that a teacher retires other than during the period between the last day of the school year and the first day of the following school year, or at the end of the semester for a teacher assigned to a high school program or on December 31st for a teacher assigned to an elementary school, then there will be a twenty percent (20%) deduction from the amount that the teacher is entitled to as his/her sick leave buyback.

 

 ----------------Rate per Day -------------

         Effective 9/1/02

 

1-50 Days   $46.00       51-99 Days   $58.00 100+ Days   $90.00 

 

B-3. For all members of Units A&B, the maximum number of accumulated sick days for which sick leave buyback will be permitted is 450 (four hundred fifty) except that all members in Units A&B hired before September 1, 2009 who have accumulated a total of 350 sick days or more as of September 1, 2009 shall be exempted from the application of this cap for sick leave buyback purposes.

 

B-4. In the event a teacher dies while employed by the School Department, his/her estate will be paid a sum equal to the number of his/her accumulated sick leave days times the daily rate set forth in Section B-2 above.

 

                        C.

 403B Plan – Transfer Of Sick Leave Buyback

 

 

 The Committee agrees to implement the use of a 403B plan in accordance with Internal  Revenue Service regulations to allow members of Units A&B to make a one-time  transfer of sick leave buyback monies at the time of retirement to a 403B plan to reduce  tax liability in accordance with Internal Revenue Service Regulations.  

 

D. Increments

 

To be eligible to advance to the next annual salary step, teachers must complete 110 days of paid employment in the previous school year as a regularly appointed teacher in the Cambridge Public School Department.  The 110-day rule does not apply to a person on sabbatical leave.

 

E. Direct Deposit of Paychecks

 

 In lieu of payment of salary by paycheck, teachers may elect to have their total net pay  deposited directly into their bank accounts, subject to the rules and regulations of the  Office of the City Treasurer.

 

 

ARTICLE 5

TEACHING HOURS AND TEACHING LOAD

 

A. TIME SCHEDULE FOR STUDENTS:

 

 Except for students covered by activities conducted during flex-time (see Section L below), the following shall be the time schedule for students;

 

 Elementary School 8:25 a.m. - 2:25 p.m.

 Cambridge Rindge and Latin School 8:05 a.m. - 2:30 p.m.

 

 The above starting and closing times may be moved forward or backward up to one-half hour, with every reasonable effort to reduce said span of time, for particular schools for the purpose of maximizing the efficiency of school bus utilization.  The Association will be consulted prior to making any such time schedule changes.

 

 

 

 

B. TIME SCHEDULE FOR TEACHERS:

 

B-1. The Committee and the Association agree that the teacher as a professional will devote whatever time is required to maintain a high quality of education in the Cambridge Public Schools.

 

B-2. All elementary teachers will begin their workday fifteen minutes prior to the starting time established for students and will end ten minutes after the time established for the dismissal of pupils.

 

B-3. There will be a pool of thirty-five (35) hours per year for school curricular/staff development, scheduled tutoring services or parent/guardian conference services.  This time will not be required during the following weeks:  opening week, Thanksgiving week, the five school days prior to the beginning of the December vacation week, and the five school days prior to the last day of school. This pool of thirty-five (35) hours will be scheduled by each principal/dean, subject to the following rules:

 

1. Each principal/dean will schedule the use of such time after consulting with the Faculty Advisory Committee in their school building or small school at CRLS.

 

2. Principals and deans will make reasonable efforts to give one (1) month advance notice of any scheduled meeting/event.

 

3. Principals/Deans will accommodate staff who are already enrolled in outside courses or seminars.

 

4. Principals/Deans will not schedule more than three (3) hours of such time in a week, and no session will be more than two (2) hours in length.

 

5. Principals/Deans will not schedule more than twelve (12) hours of such time in any given month.

 

6. The hours will be contiguous with the school day.

 

7. The scheduling of such time will be exclusive of early release days (i.e. up 

  to two (2) such hours may be scheduled following the end of teacher 

  working hours on early release days)

 

B-4. The length of the workweek for part-time learning disability teachers(former L. D. tutors) shall be twenty hours per week.

 

 B-5. A. Principals/Deans can require members of the bargaining unit who are  affected by mergers, consolidations or major program initiatives to be  effective during the life of the contract to participate in up to thirty (30)  hours of mandatory staff development and/or training, paid at the  workshop participant rate, during the course of the school year during  which the contract is in effect.

 

  B. Principals/Deans can require all other members of the bargaining unit to participate in up to 15 hours of mandatory staff development and/or training, paid at the workshop participant rate, during the course of the school year.

 

  C. The training described above in sections A and B of Article 5B-5 will be scheduled at any time during the period from the week before the start of the school year to within five business days of the last day of the school year and no later than June 30th, subject to the following rules:

 

            1.  Each principal/dean will schedule the use of such time after consulting 

                 with the Faculty Advisory Committee in their school building or small

                  school at CRLS. 

 

2.  Principals and Deans will make reasonable efforts to give one (1) 

     month advance notice to all staff of any scheduled sessions.

 

3.  Principals and Deans will accommodate staff who are already enrolled 

     in outside courses or seminars. 

 

4.  Such sessions will not be held on weekends.

 

5.  When such sessions are scheduled on school days, Principals/Deans 

     will not schedule more than three (3) hours of such time in a week, and 

     no session will exceed two (2) hours in length.

 

6.  When such sessions are scheduled on school days, Principals/Deans 

     will not schedule more than twelve (12) hours of such sessions in any 

     given month.

 

7.  When such sessions are scheduled on school days, the hours of such 

     sessions will be contiguous with the school day.

 

8.  The total number of hours that may be scheduled pursuant to Article 

     5B-3 and Article 5B-5 in any week when school is in session is five 

     (5) hours.

 

 9.  The maximum number of hours that can be required of a member of the 

      bargaining unit pursuant to Article 5 B-5A and Article 5 B-5B during 

                 the course of any school year is thirty (30) hours.

 

 D. Members of the bargaining unit participating in mandatory staff development and/or training will be given the opportunity to evaluate the effectiveness of such sessions.

 

 E. Any staff development and/or training that is scheduled in addition to the time set forth above in Article 5B-3 and Article 5B-5(A) and (B) will be voluntary.

 

 F.         Principals and Deans will make reasonable efforts to provide a tentative schedule 

of staff development and/or training contemplated for the upcoming school year by the end of the first week that school is in session.  The parties acknowledge, recognize and agree that such schedule is subject to change and the provision of such tentative schedule does not alter the notice requirements set forth in Article 5, Section B, B-3(2) and Article 5, Section B, B-5(C)(2).

 

C. WORK YEAR FOR TEACHERS:

 

C-1. The work year for personnel in Unit A shall be 183 days.  The first school day for students shall be the Tuesday following Labor Day in September, and all Unit A members shall participate in two (2) full-day professional development days which shall occur on the Tuesday and Wednesday of the week preceding Labor Day, and shall report to work at their respective schools on the Thursday of the week preceding Labor Day for classroom preparation.  The Friday of the week preceding Labor Day shall not be a workday for teachers.  In addition thereto, the school calendar shall include not more than five (5) days for inclement weather.

 

C-2. THE WORK YEAR FOR PERSONNEL IN UNIT B WILL BE AS FOLLOWS:

 

a. The work year for administrators on ten-month contract will be the teacher work year plus whatever extra time is necessary to discharge the duties of their positions.  In any event elementary assistant principals working on a ten month contract shall return to work the week before teachers return to school, and shall be available for consultation on the telephone, and subject to call in if specific need arises, one week after school closes in June.

 

b. All personnel on an eleven-month contract (206 days) will continue on an eleven-month contract and Directors, Assistant Principals (secondary 9-12), Deans of Curriculum and Program (secondary 9-12), administrative assistants, Deans of Students (secondary 9-12), Assistant Directors and Coordinators appointed to these positions after September 1, 1973, shall serve on an eleven month contract.   

 

                         c.  Personnel presently on ten-month contract will continue on ten-month contract. Personnel in Unit B will be required to meet the minimum time schedule adopted for teachers in Unit A, and, in addition thereto, will remain a sufficient length of time to discharge the duties of their positions.   

 

                          d.  The work year for elementary assistant principals will consist of the minimum time scheduled for teachers in Unit A work year plus five (5) additional days the week before teachers return to work for the start of the school year.

 

C-3. All teachers will be required to attend two Parent/Guardian-Teacher-Pupil conferences of two hours duration without additional compensation.  In addition, principals, after consulting with their Faculty Advisory Committee, may schedule no more than two (2) additional parent/guardian conferences, open houses or curriculum nights of two hours each in duration that teachers are required to attend. Further all teachers will be required to schedule five additional hours of Parent/Guardian-Teacher-Pupil conference time. Such conferences may be scheduled at times and locations suggested by teachers after conferring with the Parent/Guardian, with the prior approval of the Principal.  Such approval will not be unreasonably withheld.  After providing ample opportunity for staff input, the Principal may schedule one of said five hours by allocating additional time to no more than two of the scheduled Parent/Guardian-Teacher-Pupil conferences.  At no time will the allocation of additional time exceed one hour total.

 

 The intent of this section is to maximize the opportunities for teachers to have conferences with all parents/guardians during the school year.

 

C-4. Early Release Days

 

a. Elementary students will be released at or around lunchtime six (6) times during the school year.  One such day shall be used for elementary graduation exercises.  No more than two (2) such days shall be used for system-wide professional activities, at the discretion of the Superintendent, and such days shall not be scheduled during the winter months.  The remaining days shall be used for school-based professional activities.  Teachers will spend such school-based days on staff development, parent/guardian conferences, tutoring of students, or other educationally related tasks, as designated by the Principal.  Teachers will be dismissed at the time appropriate for the school pursuant to Section B-2.

 

b. Preparation periods will not be granted during release time.

 

D-1. Subject to the requirements of the Civil Service Regulations and the availability of personnel, teachers will have a duty-free lunch period of the following lengths:

 

a.  Elementary school - Grades K through 8 - thirty (30) minutes.

 

b. Senior high school - thirty (30) minutes.

 

  c. Teachers will be allowed to leave the building during their duty-free lunch period.

 

 

D-2. PREPARATION TIME:

 

Personnel in Unit A will, in addition to their lunch periods, have a preparation period during which they will not be assigned to other duties as follows:

 

a. Elementary

                        Elementary teachers shall have no less than forty (40) continuous minutes of 

                        daily, duty free preparation time. 

 

b. The School Committee will indemnify a teacher in an elementary program or high school teacher who loses preparation periods on the following basis:  While a teacher shall not be required to use the prep time to prepare the person providing coverage, the teacher should consult with that person as his or her normal planning may require.  The School Committee will indemnify a teacher in an elementary program or a high school teacher not more than;

 

 Effective Date Per Hour, Pro Rata

 

 September 1, 2006-August 31, 2009   $31.65

 

Payment will be made in December and June/July provided, however, that the teacher and the principal certify the number of lost preparation periods by the end of December and June for payment at the appropriate times and provided that a current record of same is available at all times in the office of the principal.

 

E-1. Secondary school teachers shall be required to be present for six (6) hours and twenty five (25) minutes per day.  Student instructional time shall be no less than 330 minutes per day.  .  Teachers will have one prep period per day the equivalent of one teaching period, but no less than forty (40) minutes.  All other time the teachers are required to be in the building is assigned professional time.  Assigned professional time is defined as teachers working with teachers and/or administrators, on issues of curriculum, professional development and other professional activities related to instruction subject to the approval of appropriate administrators.  It does not include student supervisory activities.  

 

 Beginning with the administration’s implementation of a block schedule at CRLS in school year 2005-2006, secondary school teachers shall teach 75% of the instructional day for students.  It is intended under the block schedule that secondary school teachers shall not have more than two (2) preparations per semester or four (4) preparations per year although it is recognized that there may be unusual instances in which scheduling demands require that some teachers have three (3) preparations in a semester.  In such event, teachers assigned three (3) preparations shall have three (3) full instructional blocks of duty free preparation a week and two (2) forty minute continuous duty free preparation periods a week.  All other secondary school teachers shall have two (2) full instructional blocks of duty free preparation and three (3) forty (40) minute continuous duty free preparation periods.  In no event shall a secondary school teacher be assigned more than five (5) preparations in a year.  Secondary school teachers will, when necessary, communicate or meet with parents/guardians of students during any duty free preparation period.  All other time the secondary school teachers are required to be in the building is assigned professional time as defined above.

 

E-2. Secondary school teachers will not be required to teach more than two (2) subjects nor more than three (3) teaching preparations within said subjects at any one time.  Only in unusual circumstances, because of the diversity of the programs offered, will exceptions to the above be allowed.  In such a case, the average class load shall not exceed fourteen (14) students.

 

F. Exceptions to the provisions of Section D and E up to five days may be made if the Superintendent or his designee determines that such exception is necessary for the best interest of the student.  However, exceptions which exceed five (5) days will be by mutual agreement between the Association and the Superintendent.  The Association will be notified of such exceptions.

 

G. Teacher participation in extra-curricular activities will be strictly voluntary.

 

H. The Committee agrees to provide adequate personnel for the maintenance, upkeep, and other duties in each building.

 

I. Any change of duty, hours or responsibility of any administrator would not be made without good reason.

 

J. Subject to the approval of the Superintendent or his designee, a teacher may volunteer for non-teaching supervisory or school operations duties or projects beyond the scope of those normally performed.  Said duties or projects shall be compensated at the following rate per hour, pro rata.

 

 Effective Date Rate per Hour

 

 September 1, 2009 - August 31, 2012   $22.06

 

K. FLEX TIME FOR GUIDANCE COUNSELORS

 

1. Guidance counselors can elect to work two (2) evenings a month in order to meet 

with families or for other educational purposes.  Guidance counselors who provide this service will be able to reconfigure time commensurate with the volunteered flex time.  Such arrangements for flextime scheduling must receive a proper approval from the Superintendent or her designee.

 

 2. Guidance counselors may be required to work up to three (3) days after the end of 

the school year and three (3) days before the beginning of the school year to assist in scheduling and other guidance activities.  The principal shall first meet with the guidance counselors as a department before May 15th to discuss the scheduling of such dates.  In exchange for performing this work either before or after the end of the school year, guidance counselors shall be given a corresponding number of compensatory days off during the school year arranged through the principal of the school and/or his/her designee.  Requests shall be made at least twenty-four (24) hours in advance and approval of such days shall not be unreasonably withheld.  There shall be no restriction on when guidance counselors may use these days (i.e., they can be used before or after a long weekend/vacation week).

 

L. FLEXIBLE HOURS WORK SCHEDULE 

 

 It is recognized by the parties that it may be advantageous both to individual teachers and to the educational program of the Cambridge Public Schools to allow for flexible work scheduling.  In consideration thereof, the Association and the Committee agree as follows:

 

1. No members of the bargaining unit will lose a job or be reduced in time as a result of this flex time provision during the implementation or continuation pursuant to paragraph nine of this provision.

 

2. An Advisory Flex Time Program Oversight Committee ("Oversight Committee") shall be created.  The Oversight Committee shall consist of two (2) representatives of the Association and two (2) representatives of the Committee.  The Superintendent and the CTA President will jointly agree on the composition of the Committee.  The Oversight Committee shall act in an advisory capacity to the Superintendent.

 

3. A Flex Program Proposal ("Proposal") must fall within a "Flex Time" window of 7:00 a.m. to 6:00 p.m. during the contractual work year.  A flexible work hours schedule proposal (including providing for compliance with Article 5, B-3) may be submitted to the Superintendent by teachers and/or school or program administrators.  Individual teachers and/or administrators shall be required to demonstrate the educational benefit to students.

 

4. Proposals shall be submitted and the Superintendent, in his discretion, may approve such proposals for a flexible work schedule at anytime during the school year.  Once approved, a flexible work schedule shall not be modified prior to the expiration of the approved proposal.  Flexible work schedules shall be reviewed yearly by the Oversight Committee.

 

5. A flexible hours schedule shall be the equivalent of the total work time requirement which the individual teacher is required to work under the collective bargaining agreement.  No teacher shall be required to work non-contiguous hours, nor shall a teacher be required to work in excess of the total hours set forth in this contract.

 

6. Individual teachers who elect to participate in a flextime opportunity shall do so on a strictly voluntary basis.  Flextime opportunities shall be made available to teachers on a voluntary basis through an in-house posting.  In filling flextime postings, consideration shall be given to a teacher’s certification, area of competence, major and/or minor field of study, quality of teaching performance, attendance record and length of service in the Cambridge School System.  All qualifications being equal, as determined solely at the discretion of the Superintendent, the teacher with the longest service in the Cambridge School System shall be given first choice for flextime opportunities.

 

7. Non-professional status teachers shall be eligible to participate in the flextime program, if they receive prior approval of the Superintendent and the President of the CTA.

 

8. If volunteers are not available or selected, then flextime opportunities shall be posted for new teacher hiring.  Any new hire positions created under this provision shall be allowed to continue after the expiration of this provision, even if the parties choose not to renew the terms of this flextime program.

 

9. It is understood that a flexible hours work schedule is an arrangement between the individual teacher and the Superintendent.  As such, in the event said teacher severs his/her employment during the period of the flex schedule, no member of the bargaining unit shall be assigned to said flex schedule involuntarily.

 

10. The Oversight Committee shall report on the flextime program to the joint bargaining teams of the parties during the term of the contract.

 

11. The fact of an individual's participation or non-participation in the flex program shall not adversely affect his/her evaluation or result in discipline, reassignment or transfer.

 

 

ARTICLE 6

CLASS SIZE

 

A. It is agreed that as soon as practical, considering availability of qualified personnel and suitable classroom space, the maximum number of pupils per teacher will be as follows:

 

l. Elementary Schools

 Kindergarten 20

 Grades 1 through 3 25

 Grades 4 through 8 25

 

2. Senior High School

 Science Laboratory 20

 Shop/Career and Technical Education Lab 20

 Academic subjects 30

 

3. Self-contained and/or substantially separate classes at no time shall exceed the number set by state law.

 

4. To the extent possible, remedial reading classes will not exceed the maximum recommended by the Department of Education.

 

5. Where educationally feasible, larger classes will be assigned larger classrooms.

 

6. Case load for adjustment counselors shall at no time exceed the number set by law.

 

7. Within the first two weeks of each semester, guidance counselors and deans may ask teachers to authorize overrides to permit up to five (5) additional students per class. Such authorization will be completely voluntary.

 

 

ARTICLE 7

SPECIALISTS AND SPECIAL PROGRAMS

 

A. The Committee and the Association recognize the fact that an adequate number of competent specialists is essential to the operation of an effective educational program.

 

B. Special programs are deemed an important aspect of the educational program of students and special program classes (i.e., art, music, science, etc.) will not be canceled for the day so that specialists should act as substitute teachers in regular classes except in cases of emergency.

 

C. The Committee recognizes that it must provide sufficient personnel to deliver services to meet the goals and objectives mandated by a student’s individualized education program (IEP) in accordance with the timelines established by federal and state law.  Therefore, it is the responsibility of the Office of Special Education (OSE) to insure that caseloads for OSE specialists fulfilling a student’s IEP are equitable throughout the district.  Caseloads are not grievable.  In accordance with Article 10, Section A, administrators are responsible for notifying an individual specialist about his or her caseload.  Further, the administrator will provide the specialist the opportunity to discuss the caseload.  After the above-mentioned discussion, if disagreement continues, the specialist may request that the Association President meet with the Executive Director of the Office of Special Education or his/her designee to discuss the caseload.  The Association may refer any policy matter relating to specialist caseloads to the School Committee Subcommittee on Special Education.  The School Committee’s Subcommittee on Special Education will review policy matters relating to specialist caseloads with the Association.

 

 

ARTICLE 8

NON-TEACHING DUTIES

 

 The Committee and the Association acknowledge that a teacher's primary responsibility is to teach and that his energies should, to the extent possible, be utilized to this end.  Therefore, they agree as follows:

 

A. Teachers will not be required to perform the following duties:

 

1. Non-professional assignments, including, but not limited to vacuuming carpets, milk distribution, cafeteria supervision, sidewalks, and buses from home to school, and school to home, except in cases of emergency as determined by the administrator of the building.

 

2. Health services such as weighing and measuring pupils.

 

3. Collecting money from students for non-educational purposes.  Although teachers may be required to collect and transmit money to be used for educational purposes, they will not be required to tabulate or account for such money.

 

4. Duplicating instructional and other materials, and other similar clerical functions.

 

B. Teachers will not be required to drive pupils to activities which take place away from the school.

 

C. Teachers will perform corridor duty as stipulated by the Principal of the building.

 

 

ARTICLE 9

TEACHER EMPLOYMENT

 

A. Full credit on the salary schedule, not to exceed six (6) years will be given for previous outside teaching experience upon initial employment. In the case of exceptional needs, this requirement may be waived.

 

B. Teachers with previous teaching experience in the Cambridge School System will, upon returning to the system, receive full credit on the salary schedule for all outside teaching experience.  Teachers who have not been engaged in teaching on a full time basis will, upon returning to the system, be restored to that step on the salary schedule on which they would have been placed in September if they had remained in the Cambridge School System.

 

C. Previously accumulated unused sick days will be restored to all returning regularly appointed teachers.

 

D. Teachers who have obtained National Board Teacher Certification will be granted 

a one-time fifteen (15) credits on the teacher’s salary schedule as follows:

 

Bachelors will be placed as Master

Master degree will be placed at Master plus 15

Master plus 15 will be placed at Master plus 30

Master plus 30 will be placed at Master plus 45

Master plus 45 will be placed at Master plus 60

 

Teachers who have either a Master plus 60 credits or a Doctorate who have obtained National Board Teacher Certification will be granted an annual stipend of $1,000 (one thousand dollars).

 

 

ARTICLE 10

TEACHER ASSIGNMENT

 

A. Teachers will be notified in writing of their programs for the coming year, including the schools to which they will be assigned, the grades and/or subjects that they will teach, and any special or unusual classes that they will have.  Said notification where possible will be made before the close of school in June.

 

B. In order to assure that pupils are taught by teachers working within their areas of competence, teachers will not be assigned, except temporarily and for good cause, outside the scope of their teaching certificates and/or the major or minor fields of study.

 

C. To the extent possible, changes in grade assignment in the elementary schools and in subject assignment in the secondary schools will be voluntary.

 

D. In arranging schedules for teachers who are assigned to more than one school, an effort will be made to limit the amount of inter-school travel.  Such teachers will be notified of any changes in their schedules as soon as practicable.  Teachers who are assigned to more than one school in any one school day will receive the following rate per mile for all inter-school driving done by them or reimbursement for the cost of public transportation.

 

 Effective Date Rate Per Mile

 

 September 1, 2009 - August 31, 2012 .40

 

E. Teacher assignments will conform to applicable equal employment opportunity law with respect to race, creed, color, religion, national origin, sex, marital status or age.

 

 

ARTICLE 11

TRANSFERS

 

DEFINITIONS:

 

TRANSFER:  A transfer shall be defined as a voluntary or involuntary movement of a teacher from one school to another (except for reassignments as defined below).

 

REASSIGNMENT:  Reassignment is defined as placement of school-based teachers in different grades within an elementary school, different subjects or houses at the high school, and placement of teachers in specialist positions (i.e. Office of Special Education, Bilingual, Art, Music, Physical Education, Science and Modern Language).

 

 Although the Committee and the Association recognize that some transfer of teachers from one school to another is unavoidable, they also recognize that frequent transfer of teachers is disruptive of the educational process and interferes with optimum teacher performance.  Therefore, they agree as follows:

 

A. When a reduction in the number of teachers in a school is necessary, volunteers will be transferred first.

 

B-1. When involuntary transfers are necessary, a teacher's certification, area of competence, major and/or minor field of study, quality of teaching performance, and length of service in the Cambridge School System will be considered in determining which teacher is to be transferred.

 

B-2. An involuntary transfer will be made only after a meeting between the teacher involved and the Superintendent (or his designee) at which time the teacher involved will be notified of the reasons for the transfer.  In the event that a teacher objects to the transfer at this meeting, upon the request of the teacher, the Association will be notified and the Superintendent (or his designee) will meet with the Association's representative to discuss the transfer.

 

B-3 In all cases of involuntary transfer, when the teacher has been notified of such transfer, he will be given an opportunity at that time to examine a list of all vacancies and to select a position for which he believes himself qualified.  Said selection will not be denied by the Superintendent without, in his judgment, good reason.  Positions being filled by substitute teachers will be included on the list of vacancies to be shown to the transferring teacher as being available the following September.

 

 Once a teacher is notified of his or her involuntary transfer, he or she will be permitted through August 15 of that year to be interviewed for any vacancy posted by that date in accordance with Article 12, Section III.  Teachers shall be entitled to be interviewed during the ten day period from the date the notice is posted, although a teacher may also participate in any subsequent interviews if he or she applies for the position and is not initially selected as a result of the "ten day posting interview."  Only involuntary transferees may be interviewed during this ten day period.

 

 Involuntarily transferred teachers, who elect to be interviewed during the ten day posting period noted above, shall be interviewed by a team which shall consist, at a maximum, of a principal, an assistant principal, a director or coordinator, a teacher, a parent liaison, or a parent member of the school improvement council.  The Superintendent has discretion on the composition of a specific interview team, consistent with the above.

 

 If recommended by the principal and approved by the Superintendent, teachers shall be transferred to that position, provided, however, that the teacher also may exercise his or her right to such "ten day posting interviews" for any other position posted as of August 15 of that year.

 

C. Teachers desiring a transfer will submit a written request to the Superintendent and will be given a list of all available vacancies within two weeks of said request.  Upon selection of the available vacancy desired, the teacher will submit a letter stating the reason thereof.  Such request must be submitted prior to February 15 of each school year to be considered for the next school year.  Requests must be renewed each year.  All requests will be acknowledged in writing.  The Association will be notified of all newly created positions.

 

D. In the case of all voluntary or involuntary transfers, the Superintendent shall determine whether an interview of a potential transferee by the building administrator, directors and/or department heads, or in accordance with Section B(3) hereof, is necessary.  The interview process used to assess the suitability of a teacher for a transfer to any school shall be regarded as advisory to the Superintendent only.

 

E. Supervisors are responsible for notifying an individual who is to be reassigned and providing to an individual the opportunity to discuss the reassignment.  After said discussion the teacher may request that the Association meet with the Superintendent or his/her designee to discuss the reassignment.

 

F. Involuntarily transferred teachers who interview and are not recommended for another position may, at the discretion of the Superintendent, and after consultation with the President of the Cambridge Teachers Association, be offered an exit incentive.  Teachers who apply for and are granted this option will be granted either a half-year of leave at full pay or a full-year of leave at half pay.  A decision to accept this option shall be irrevocable and must be accompanied by a letter of resignation or retirement to take effect immediately upon termination of the leave.  This exit incentive will not apply to teachers who have already given notice of intent to retire or to resign.

 

 

ARTICLE 12

VACANCIES AND PROMOTIONS

Section I.

 

A. Whenever any vacancy in a professional position above the rank of a classroom teacher occurs during the school year (September to June), it will be adequately publicized by the Superintendent as far in advance of the appointment as possible, by means of: sending a copy of the job notice to the CTA President, sending a copy of the job notice to each school building for posting and by placing the notice on the Cambridge School Department’s job posting website.  When school is not in session (July and August) notice of any such position will be forwarded to the CTA President and to all members of Units A&B via the Cambridge Public Schools email to each unit members’ Cambridge Public Schools email address.  No vacancy will be filled, except on a temporary basis, within thirty (30) days from the date the notice is posted in the schools or the giving of notification to the Association.  Positions will be acting for no more than twelve (12) 

 

 

calendar months before the School Committee acts to fill the positions on a regular basis from the applicants for the advertised position.  Any time spent by a person filling such a position on a temporary or acting basis shall not be regarded as evidence of best qualifications by that person for the posted opening.

 

B. All qualified teachers will be given adequate opportunity to make application for such positions, and the Committee agrees to give due weight to the professional background and attainments of all applicants, the length of time each has been in the school system, and other relevant factors.  In filling such vacancies, all other qualifications being equal (such qualifications to include training, experience, teaching ability and the Superintendent's evaluation and judgment, after taking into account the advice of the appropriate Principal, Director, Department Head and any advisory groups being utilized), preference will be given to qualified teachers already employed by the Committee.

 

C. Appointments will conform to applicable equal opportunity employment law with respect to race, creed, color, religion, national origin, sex, marital status or age.

 

D. Any Committee appointed to draft the qualifications for a position above that of a classroom teacher, including Principal's Assistant, will include a teacher designated by the Cambridge Teachers Association.  All teachers will be eligible for said designation.

 

Section II.

 

Each school shall have a Principal's Assistant, except those schools having an Assistant Principal.

 

Section III.

 

Whenever any vacancy in a Unit A bargaining unit position, which the School Committee determines to fill on a permanent basis, occurs during the school year (September to June), it will be adequately publicized by the Superintendent as far in advance of the appointment as possible, by means of: sending a copy of the job notice to the CTA President, sending a copy of the job notice to each school building for posting and by placing the notice on the Cambridge School Department’s job posting website. When school is not in session (July and August) notice of any such position will be forwarded to the CTA President and to all members of Units A&B via the Cambridge Public Schools email to each unit members’ Cambridge Public Schools email address.  In both situations, the qualifications for the position, its duties and the rate of compensation, will be clearly set forth.  No vacancy will be filled, except on a temporary basis, within ten (10) days from the date the notice is posted in the schools or the giving of notification to the Association.

 

 

 

 

 

 

ARTICLE 13

POSITIONS IN SUMMER SCHOOL, EVENING SCHOOL,

ATHLETIC COACHING AND IN FEDERAL PROGRAMS

 

A. The Association will be provided as soon as possible with a list of all openings in summer school, in evening school, in athletic coaching and in federal programs.  Qualified teachers will submit applications in writing.  Each applicant will be notified in writing of the action taken.

 

B. Positions in the Cambridge summer and evening schools, coaching positions and positions under the Federal program will, to the extent possible, all other qualifications being equal, be filled first by regularly appointed teachers in the Cambridge School System.

 

C. In filling positions in summer school, evening school, coaching positions and positions under Federal programs, consideration will be given to a teacher's certification, area of competence, major and/or minor field of study, quality of teaching performance, attendance record, length of service in the Cambridge School System, and previous experience in the aforementioned Cambridge programs/positions.

 

 

 

 

 

ARTICLE 14

TEACHER EVALUATION

 

A. Teacher evaluation will be based upon the performance standards and procedures agreed upon by the Committee and the Association and approved by the Massachusetts Department of Education.  Current standards, procedures and evaluation instruments are set forth in Appendix D of this contract. 

 

B. All monitoring and observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher.  Teachers will be given a copy of any evaluation report prepared by their evaluators.  In the event of a disagreement concerning any evaluation, the teacher involved shall have the right to apply to the Superintendent for another evaluation to be conducted by a person designated by the Superintendent, provided said designee was not one of the original evaluators.  Such approval shall not be unreasonably withheld.  Said evaluation is to be filed in the teacher’s personnel file.

 

C. All evaluation reports shall include the number of classroom observations by supervisor and will be verified by the teacher observed.

 

D. Any teacher with professional teacher status may be subject to annual evaluation during any year, with the approval of the Superintendent or his/her designee.  The supervisor will provide the teacher with the reasons in writing for the annual evaluation but such annual evaluation shall not be prompted solely by a transfer or reassignment.  

 

E. The parties acknowledge the responsibilities of the Superintendent for ensuring that all evaluators have training in the principles of supervision and evaluation, and have, or have available to them, expertise in the subject matter and/or areas to be evaluated pursuant to M.G.L. c. 71, §38 and 603 C.M.R. 35.00 et seq..  The Committee agrees to provide the Association with a summary of the evaluator’s training in said areas upon request.

 

F. Any proposed changes in the evaluation process will be implemented only after negotiations between the Association and the Committee pursuant to applicable law.

 

G. Teachers-In-Charge, Teacher-Leaders and Lead Teachers may evaluate members of the bargaining unit at the discretion of the Superintendent or her designee.  In the event of a vacancy in any of the above positions that the Superintendent decides to fill, the Teacher-in-Charge, Teacher-Leader or Lead Teacher shall be recommended to the Superintendent by Unit A members of the appropriate school, house or program by means of a secret ballot election conducted by the Association within 20 days of the closing date of the posting for such vacancy.  If the Association makes no recommendation within such 20 days, the Superintendent may proceed to fill the position.  Individuals appointed to such positions may serve for a period of up to three years at the Superintendent’s discretion, and may be re-elected by the appropriate body and reappointed by the Superintendent thereafter.  It is understood that the election is advisory only, and that the final decision on such appointments rests with the Superintendent.  

  

H-1. The Evaluation Process Working Committee shall be co-chaired by the CPS Executive Director of Human Resources and the President of the CTA.  In addition, the working committee shall be comprised of three (3) other Units A&B members who shall be elected by the members of Units A&B or appointed by the CTA President and three principals or administrators appointed by the Superintendent.  The working committee shall be in place for the duration of the 2009-2012 contract.

 

H-2. The Evaluation Process Working Committee shall advise the Superintendent and the CTA on evaluation procedures with an eye towards making improvements, as necessary, that lead towards quality teaching and learning.  The working committee will work on the development of new evaluation forms for positions without existing, appropriate evaluation tools, including but not limited to, school psychologists, social workers and related service providers.  The Evaluation Process Working Committee shall make recommendations to the Superintendent on procedures and standards as set forth in Appendix D and new evaluation forms, but adoption of the same is subject to the action of the School Committee.  The School Committee shall seek a public hearing for comment on teacher performance standards in accordance with the provisions of M.G.L.c. 71, §38.

 

ARTICLE 15

TEACHER FACILITIES

 

A. Where practical and possible in school buildings presently in use and in all new school buildings, each school will have the following facilities:

 

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

 

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

 

3. An appropriately furnished room, to be used as a faculty lounge.  Said room will be in addition to the aforementioned teacher work area.

 

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

 

5. A communication system so that teachers can communicate with the main building office from their classroom.

 

6. A well-lighted, clean, operable and well-supplied male teacher rest room and a well-lighted, clean, operable and well-supplied female teacher rest room.  There will be at least one male and one female rest room on each floor of planned buildings.

 

7. A permanently enclosed dining room will be provided for the teachers in the high school.

 

8. There will be an operable public telephone in all school buildings in a location to be selected by the building representative and the Principal of the school.  Schools with more than thirty (30) staff members will have a second operable public telephone.

 

 9. a. An adequate parking area at each school will be reserved for teachers' 

   cars.  Decals will be provided.  The School Committee will ask the Traffic 

                                    Commissioner and City Manager in coordination with the Environmental 

                                    Protection Agency to issue visitor parking permits to teachers.

 

b. During school hours, parking permits will be provided to non-resident teachers and administrators whose duties require services in more than one school in one day.

 

10. Every reasonable attempt will be made to remove snow from every parking lot immediately following each storm.

 

B. The School Committee agrees to provide a workplace with adequate heating, ventilation and lighting.

 

 

 

 

 

ARTICLE 16

USE OF SCHOOL FACILITIES

 

A. The Association will have the right to use school buildings without cost at reasonable times for meetings.  The Administrator of the building in question will be notified in advance of the time and place of all such meetings.  Provision will be made for the availability of the interschool phone during afternoon meetings because of possible emergencies.  The Secretary of the School Committee shall be notified at least one school day in advance of scheduled meetings.  The Association will be responsible for all necessary custodial fees.

 

B. Bulletin board as required will be placed in each school building in the common faculty lounge or cafeteria or place designated by the administrator and faculty representative.

 

C. An adequately secured room will be provided for the Association for its records, files and routine operation.

 

D. Provision will be made for a seat for the Association President or his designee at each School Committee meeting.  The Association will be furnished with a copy of the minutes of each Committee meeting.

 

 

ARTICLE 17

SICK LEAVE

 

A. Each member of the bargaining unit shall be granted sick leave of fifteen (15) days in any one school year without the loss of salary.  Said member shall accumulate from year to year any unused portion of the above-specified sick leave.

 

B. Teachers joining the service after September will be granted sick leave promulgated on the basis of one and one-half (1½) days for each month they have been contracted to teach up to a maximum of fifteen (15) days per year.  The record of a teacher's available sick leave will be furnished to teachers on or before November 15th of the school year.

 

C. Personnel on eleven-month contracts will receive an additional one and one-half (1½) days for the eleventh month.

 

D. Sick Leave Bank

 

The purpose of the Sick Leave Bank is to provide additional sick leave to those staff members who are ill and whose sick leave has been exhausted.

 

1. On September 1st of each school year, the School Committee will deposit 400 days in the Sick Leave Bank.  It is agreed that on June 30th the bank will cease.  Any remaining days will not be added to the following September's allotment.  

 

 

2. The Sick Leave Bank Committee will be composed of:

 

a. Three members of the Bargaining Unit

 

b. Two members appointed from Central Administration, one of whom will be the Superintendent or his designee.

 

3. The Sick Leave Bank Committee will decide, on a majority vote, on an allotment of days from the Sick Leave Bank, using guidelines set forth below:

 

a. All members of the Bargaining Unit are eligible to apply for days from the bank.

 

b. An official application form (form to be approved by both parties) must be completed. This application form is to include space for certification by a medical doctor.

 

c. The doctor may be the personal physician of the applicant.  Additional medical information may be required by the Sick Leave Bank Committee.  The Superintendent has the right to require an examination by the City's chief medical officer or his representative whose opinion as to the nature or extent of the illness or injury will prevail.

 

d. Applicant must have exhausted personal sick leave before the effective date of additional sick days (as per deductible clause).  

 

            e.           The following is the number of deductible days required per years of   

                         service.

 

 Years Deductible Years Deductible

 1 10 days 7 4 days

 2 9 days 8 3 days

 3 8 days 9 2 days

 4 7 days 10 1 day

 5 6 days 11 or more 0 days

 6 5 days

 

Deductible days are those days an applicant must be on unpaid leave because of sickness or injury before Sick Leave Bank days can be effective.

 

f. Applicants can be denied by the Sick Leave Committee if, in its opinion, any of the following apply:

 

  i.  Previous abuse of personal sick leave.

 ii. Insufficient medical evidence of need.

iii. Disability does not warrant absences from employment.

iv. Lack of days in the bank.

 v. Previous use of Sick Leave Bank (applicable only when applicant shows repeated use of Sick Leave Bank).

 

g. A maximum of twenty-five (25) days per applicant may be distributed at one time.  If additional days are needed, a re-application is required, including medical evidence of continued need.

 

h. A maximum of forty-five (45) days may be allotted to any one person in any one school year.

 

i. If the condition exists wherein a limited number of days remain in the bank and applications exceed this number, the following factors will be considered by the Sick Leave Bank Committee in making a decision as to the allocation of the days:

 

i. Seriousness of illness.

ii. Seniority.

iii. Past use of Sick Bank.

iv. Financial circumstances of the individual.

 

j. Decisions of the Sick Leave Bank Committee are final provided all of the above provisions are met.

 

4. When a member of the Bargaining Unit who has borrowed days from the Sick Leave Bank retires, he or she will be required to return to the Cambridge School Committee one-half (½) of the days granted from the Sick Leave Bank.  These days will be deducted from accumulated personal sick leave.

 

 

ARTICLE 18

TEMPORARY LEAVE OF ABSENCE

 

A. Teachers will be entitled to the following temporary leaves of absence with pay each school year.

 

A-1. Three (3) days personal leave may be granted subject to the approval of the Superintendent, whose approval will not be unreasonably withheld.  Application for personal leave will be made at least twenty-four (24) hours before taking such leave (except in cases of emergencies).  The last two days of said leave shall be deducted from sick leave allowed under Article 17.  Subject to exceptions by the Superintendent, no personal leave shall be requested or granted for the day immediately preceding or immediately following a holiday or a vacation period.  Personal leave shall be granted for the purpose of transacting or attending to personal affairs and situations over which the applicant has no control.

 

A-2. Time necessary for Association representatives to attend Massachusetts Teachers Association and/or National Education Association conferences and conventions.

 

A-3. Time necessary for appearance for any legal proceedings to which the teacher is required to attend.

 

A-4. Each member of the Bargaining Unit shall be granted leave of absence without loss of salary for five (5) consecutive days when such absence is occasioned by the death of a relative who resided in the home of the staff member, and when such absence is occasioned by the death of a parent, child, parent-in-law, sister or brother whose place of residence was other than in the home of the staff member.  Leave of absence without loss of salary for not more than one (1) day shall be granted when such absence is occasioned by the death of a grandparent, grandchild, nephew, niece, aunt, uncle, son-in-law, daughter-in-law, sister-in-law, or brother-in-law whose place of residence was other than in the home of the staff member.

 

A-5. Necessary calendar days per school year for persons called in to temporary active duty of any unit of the United States Reserve or the National Guard, provided such obligation cannot be fulfilled on days when school is not in session.

 

A-6. Additional time may be granted for valid reasons at the discretion of the Superintendent and the School Committee.

 

A-7. A teacher shall be granted a paid leave of absence for up to four (4) weeks for caring for a newly adopted child, provided that necessary documentation is submitted to the Superintendent in advance of the request.  Said leave shall be deducted from the teacher's accumulated sick leave.

 

 An additional two (2) weeks may be granted at the Superintendent's discretion, with that time deducted from the teacher's sick leave accumulation.

 

 

ARTICLE 19

EXTENDED LEAVES OF ABSENCE

 

A. The C.T.A President shall be granted a paid leave of absence.  Notwithstanding anything in this contract to the contrary, the President of the C.T.A. shall have the right to return to his or her building/grade/department, provided they exist when said leave is completed.

 

B. A leave of absence without pay of up to two (2) years may be granted to any teacher with professional status who joins the Peace Corps or serves as an exchange teacher, and who is a full time participant in either program during such leave.  Upon return from such leave a teacher will receive credit on the salary schedule for all full time experience gained during such leave of absence.

 

C. Military leave, in time of National Emergency, will be granted to any teacher who is inducted or enlists in any branch of the armed forces of the United States.  Upon return from such leave, a teacher will be placed on the salary schedule at the level which he would have achieved had he remained actively employed in the system during the period of absence up to a maximum of three (3) years.

 

D. A teacher may be granted a leave of absence of up to one year for health reasons, which may be extended as appropriate.  Requests for such leaves or extensions will be submitted in writing and supported by appropriate medical documentation.  Accumulated sick leave, if any, may be applied during an approved medical leave of absence.

 

E. Any teacher whose personal illness extends beyond the period compensated may be granted a leave of absence without pay for such time as is necessary for complete recovery from such illness.  

 

F. All benefits to which a teacher was entitled at the time his leave of absence commenced, including unused accumulated sick leave, will be restored to him upon his return, and he will be assigned to the same position which he held at the time said leave commenced, if available, or if not, to a substantially equivalent position.

 

G. All requests for extended leaves of absence or non-renewals of leave under this Article will be applied for in writing.  Any teacher on approved extended leave must notify the Superintendent by February 15th, in writing, if he/she intends to return to active employment the following school year.  Failure to provide such notice will be treated by the Cambridge Public Schools as a voluntary resignation by the teacher from his/her position.  This notification provision shall not be applicable to Article 19, Section A. 

H. The School Committee agrees to abide by State Law and Massachusetts Commission Against Discrimination (“MCAD”) guidelines with reference to maternity leave.

 

I. A teacher of either sex is entitled to a leave of absence without pay for the purpose of caring for a newly-born or adopted child, subject to the following conditions and limitations:

 

1. Request for such leave shall be made at least thirty (30) days prior to the date on which said leave is to begin.

 

2. Such leave, and any pregnancy disability leave that involves the same child, shall not in total impact upon any more than two (2) consecutive years.

 

3. Return from such leave shall be in September unless otherwise mutually agreed to by the teacher and the Superintendent.

 

4. Unless otherwise mutually agreed to by the teacher and the Superintendent, a teacher who has taken a leave pursuant to this section must actually work one full year before being eligible for another such leave.

 

                        5.

       A teacher may not engage in remunerative employment inconsistent with the 

      purpose of this leave during the leave.  "Inconsistent" shall be defined as more 

      than half time employment or employment during the day, outside the home.

 

 

J. Upon approval of the Superintendent, a professional status teacher may be granted an extended leave of absence for up to one full school year for personal or professional reasons, to take effect at a specified school year in the future.  The request must be made in writing by February 15 of the school year preceding the school year the leave is to be effective.  If made earlier, the teacher may revoke the request for changed circumstances up to said February 15, but it shall be irrevocable thereafter.  A teacher may only have one such leave every seven (7) years.

 

 

ARTICLE 20

SABBATICAL LEAVE OF ABSENCE

 

A. Purpose:

 

 Sabbatical leave is to provide an opportunity for the staff member to prepare for a higher quality of service to the School Department.  Such leave will be granted for the following activities:

 

1. To engage in professional study;

2. To engage in research:

3. For travel and observation;

4. Acceptance of fellowships granted by accredited colleges and/or universities for not more than one year providing that any monies received from such fellowships shall be set off against sabbatical pay due.

 

B. Requirements:

 

1. For Study:  The applicant for two semesters of leave shall outline a planned program to consist of not less than three-fourths of a full program as defined by the appropriate administrative authority of the college or university to be attended.  The applicant for one semester of leave shall outline a planned program equal to a full program as defined by the appropriate administrative authority of the college or university to be attended.

 

2. For Research: The applicant for one or two semesters shall outline a planned program explaining the nature of the research, the goal and the value to the school department.

 

3. For Travel and Observation: The applicant shall submit a plan stating professional objectives to be sought.

 

C. Eligibility:  Any permanent member of the professional staff who has served for seven (7) or more consecutive years in the School Department may request said leave.  Subsequent leaves may be authorized after eligibility has been reestablished by service of an additional consecutive seven years.  Not more than two percent (2%) of the total professional staff shall be granted sabbatical leave during any one semester.

 

D. Duration of Leave:  A sabbatical leave may be granted only for one full semester or for two full consecutive semesters.

 

E. Application and Selection:  Application shall be made to the Superintendent on the form provided, on or before December 15, of the school year preceding that in which the leave is to become effective.  The applicant shall be given an interview by the Office of Human Resources which shall evaluate each application on the basis of professional growth for the staff member and potential benefit to the School System, and shall make advisory recommendations to the Superintendent.

 

1. For Study:  The applicant must submit his proposed plan of study, a statement of his professional purpose, and the expected value to the School System; and evidence of his admissions to a college or university.

 

2. For Research:  The applicant must submit a proposal explaining the purpose of the research and how it will be conducted, and the expected value to the School Department.

 

3. For Travel and Observation:  The applicant must submit a detailed itinerary of the countries, areas, or institutions to be visited, the approximate time to be spent in each, and a statement of his purpose for such travel and the expected value to the School System.  (In case the number of applicants exceeds that which is allowable in any one semester, the Executive Director of the Office of Human Resources shall recommend to the Superintendent priority on a comparative basis of value to any needs of the School System).

 

F. Compensation:  Payment of salary shall be made in accordance with the Committee for payment of salary to all members of the professional staff, based upon the salary he would receive were he on active status for the year in which leave is effective as follows:

 

1. For Study:  One (1) semester - full salary. Two (2) semesters - one-half salary.

 

2. For Research:  One (1) or two (2) semesters - one-half salary

 

3. For Travel:  One (1) or two (2) semesters - one-half salary.

 

G. Remunerative work while on Leave:  A staff member may not engage in remunerative employment during a sabbatical leave without the approval of the Superintendent.  Such approval will not be unreasonably withheld.  Exceptions to this provision are scholarships and fellowships in the approved college or university which do not interfere with the staff member's program of study.

 

H. Report to the Superintendent and the Staff Council:  A staff member, upon the expiration of a sabbatical leave shall submit to the Superintendent and to the Staff Council a written report relative to the manner in which the leave was utilized.  If the leave was spent in study, a transcript from the college or university attended certifying to the successful completion of the courses taken shall accompany the report; if in conducting research, a written report of the research, including a description of its purpose, methodology, procedures, analysis, and results, and recommendation to the Superintendent.  If in travel, substantial evidence of the place and institutions visited.

 

I. Service Required After Expiration of Leave:  A staff member who has been granted a sabbatical leave shall file with the Secretary of the School Committee a written agreement stipulating:  

 

(1) that he will remain in the service of the School Committee for a period equal to twice the length of his leave;

 

(2) that in default of this agreement he will refund to the City of Cambridge the amount of salary received while on said leave unless it is ordered otherwise by the School Committee.

 

J. Interruption of Leave:  Interruption of the program of study or travel while on sabbatical leave, caused by serious illness, accident, or other emergency, must be reported to the Superintendent by registered letter mailed within ten (10) days of the interruption.  The Superintendent and the Committee shall then review the case to determine the status of the individual concerned.

 

K. Staff member shall return to his/her position if it exists, or substantially equivalent position.

 

 

ARTICLE 21

SUBSTITUTE TEACHERS

 

A. Every reasonable attempt will be made to secure a substitute teacher from the first day of the regularly assigned teacher's absence.  It is agreed that the Cambridge School Department actively recruit substitutes in areas of critical shortage by making use of all available facilities such as:  news media, trade unions, Veterans Administration vocational programs, and Massachusetts Rehabilitation Programs.

 

B-1. An hour of 7:30 for the clerk responsible for substitute hiring shall be established with a separate phone number for easy access.

 

B-2. An automatic recording device or phone answering service shall be used which would receive incoming calls for absences before 7:30 a.m.

 

 

C. In each building the administrator shall prepare a written explanation for every substitute describing the operation of the school facilities.

 

D. Teachers will report absences at least one (1) hour before the starting time for their school, when possible.

 

 

ARTICLE 22

PROFESSIONAL DEVELOPMENT AND

EDUCATIONAL IMPROVEMENT

 

A. The Committee will pay the reasonable expenses (including fees, meals, lodging and/or transportation) incurred by teachers who attend workshops, seminars, conferences, or other professional improvement sessions at the request of and with the advance approval of the Superintendent of Schools.

 

B. When vouchers are received by the Superintendent's office, written notification will be sent to the cooperating teacher who must accept the voucher within ten (10) days if he wants to claim it.  At the end of each semester a list of unclaimed vouchers will be sent to the Association and Principals for posting.  Teachers may request unclaimed vouchers from the Office of the Superintendent.

 

C. Tuition Reimbursement

 

C-1. Teachers will be eligible for tuition reimbursement for job-related educational courses.  The maximum amount of reimbursement is $1,500 per individual per contract year.  To be eligible for reimbursement, prior approval by the Principal for the course to be taken shall be required, and a final course grade of at least “B” shall be required unless the course is only offered Pass/Fail, in which case a “passing” grade will suffice.  Specialists may be reimbursed for pre-approved professional seminars, workshops and non-credit courses that are related to their required licenses after providing a syllabus and other appropriate documentation of the seminar, workshop or course.   

 

C-2. The total tuition reimbursement amount shall not exceed $150,000 per year.

 

C-3. Requests for initial approval of tuition reimbursement shall be made to the Executive Director of the Office of Human Resources who shall establish rules, including a review process, for determining which requests shall be approved.  The deadline for submission of requests for tuition reimbursement is as follows:  (a) Fall Semester – September 30th; (b) Spring Semester – January 30th; and (c) Summer Semester – June 10th.  In addition, all documentation (including course grade reports and paid tuition request) submitted in support of reimbursement payment must be received no later than sixty (60) calendar days following completion of the course.  Exceptions to the sixty (60) day rule, for up to an additional sixty (60) days, will only be made if failure to comply is due to the documented delay by the university in issuance of final paperwork. Requests that are submitted after the deadlines detailed above will be reviewed at the start of June of each year.  If any monies remain unused in the tuition reimbursement pool after all timely and fully documented tuition reimbursement requests are processed, such untimely, fully documented tuition reimbursement requests will be processed, on a first come, first served basis.  

 

C-4. Reimbursement upon completion of an approved course shall be requested on an appropriate form determined by the School Department, with documentation of the completed course with the minimum grade requirement.

 

 

ARTICLE 23

PROTECTION

 

A. Teachers will immediately report in writing all cases of assault suffered by them in connection with their employment to their immediate supervisor and to the Superintendent.  A brief written report to the teacher of specific action taken will be made by the Superintendent and/or immediate supervisor within as reasonable time as possible.

 

B-1. Specifically, included, relative to this section, shall be assault by a public school student or any other individual which can reasonably be shown to have arisen in connection with the performance of the teacher's duties, wherever such assault may have occurred; provided, however, full cooperation is given to the Office of the City Solicitor in the prosecution of the case.

 

B-2. Any damage to a teacher's property wherever located including his or her residence which can be reasonably shown to have been caused by Cambridge Public School student(s) and/or other persons as a revengeful act arising out of the teacher's performance of his or her duties shall be fully compensated by the School Department (less insurance compensation) provided the incident is fully and promptly reported on forms provided by the Office of the City Solicitor and provided there is full cooperation on the part of the teacher with that Department in any prosecution.

 

B-3. A teacher who as a result of performance of his or her duties is sued shall be defended by the Office of the City Solicitor provided the teacher agrees to be represented by the Office and fully cooperates.

 

B-4. Whenever a teacher or any other employee covered by this Contract is assaulted by a student or any other individual, a full and complete written report of the incident will be forwarded to the Superintendent to be forwarded to the City Solicitor's office as soon as possible.  The incident report will be a detailed account of the assault which will include statements from the victim and/or witnesses.  Notification that a claim has been filed will immediately be sent to the C.T.A. President.  The victim will agree to fully cooperate with the City Solicitor's Office and/or any other governmental entity should it be necessary to prosecute in the criminal court or take action in a civil court.  Given these conditions, the City Solicitor will vigorously pursue legal action against the student, parent and/or legal guardian or any other individual.

 

B-5. The City Solicitor will decide all issues of interpretation and application of this provision.

 

ARTICLE 24

PERSONAL INJURY BENEFITS

 

A. Whenever a teacher is absent from school as a result of personal injury because of an accident, including an assault, not specifically caused by his own negligence and occurring in the scope of his employment and the performance of his duties, he shall be paid his full salary during the period of his absence from school and such absence shall not be charged against sick leave, subject, however, to the following conditions:

 

1. If any time the teacher receives on account of the personal injury workers' compensation benefits, the amounts received on account of Workers' Compensation shall be deducted from the teacher's salary, irrespective of whether the teacher is absent from school or has resumed his duties wholly or in part.

 

2. In no event shall a teacher who is so absent from school continue to receive his full salary for a period in excess of two (2) years unless the teacher's employment is sooner terminated by retirement, resignation or discharge and in that event, the salary shall terminate in retirement, resignation or discharge.

 

3. The teacher must fill the appropriate form or forms as required by the Workers' Compensation Act and the rules and regulations promulgated thereunder.

 

B. In the proper performance of their employment the Committee will reimburse teachers for:

 

1. Any clothing or other personal property damaged or destroyed.

 

2. The cost of medical, surgical or hospital services (less the amount of any insurance reimbursement) incurred as the result of any injury sustained provided that the claim for such reimbursement is approved by the Workers' Compensation agent of the City of Cambridge.

 

 

ARTICLE 25

INSURANCE ANNUITY AND DENTAL PLAN

 

A. Life Insurance: The Committee will pay seventy-five percent (75%) of the cost for $2,000 term life insurance plan presently available to teachers.

 

B. Health Insurance:

 

1. The following medical insurance plans are offered:

 

a. HMO Insurance Offerings: Employees may participate in Blue Choice (a BC/BS HMO plan product), with benefits outlined as attached, Harvard Community Health Plan, or other plans available to City employees.  The City will pay eighty-five percent (85%) of the premium of all HMO plans offered by the City, and the employee will pay fifteen percent (15%).  

 

It is understood and agreed, that if any portion of the health insurance contribution rate change set forth in the above paragraph, which is an essential component of the parties’ tentative agreement, is held invalid by a tribunal of competent jurisdiction, or if compliance or enforcement of any such provision is in any way restrained, then the City shall have no obligation to pay or to continue in effect the 1% salary increase set forth above for FY 07, which is specifically linked to the increase in employee health contributions, until such time as a final judgment is rendered and not appealed which declares such provisions valid or removes any restraint on their enforcement.

 

b. Indemnity Medical Insurance Offering: The City shall offer a BC/BS Major Medical with Benefit Management Plan.  The City will pay ninety-nine (99%) percent of the premium of that plan.

 

c. If the minimum amount of the employee contribution for health insurance changes as a result of enactment of new laws by the legislature of the Commonwealth of Massachusetts, then the parties will agree to reopen the collective bargaining agreement for the period of September 1, 2006 through August 31, 2009 solely for the purpose of discussing the impact of the new law on the employee contribution to health insurance. 

 

2. The City will provide a rider for coverage of unmarried, dependent children who are full-time students up to age 25.

 

3. Where the plan requires a second opinion, the time taken to obtain such an opinion shall not be deducted from sick leave.  It is understood that the member shall endeavor to schedule such appointments in non-school time.  A separate account in the sick leave bank shall be established for the specific purpose of providing whole or partial day coverage for required second opinions.  An initial contribution of twenty-five (25) days shall be allocated to fund the aforementioned separate account and shall be repeated effective September 1 of each school year.  If this allotment is exhausted, negotiations for the purpose of continuing the funding of said account shall commence immediately.

 

4. Eligible employees who decline City Health Insurance, but have health insurance coverage through another source, not contributed to by the city, are eligible to receive an annual sum of $750 payable on a monthly basis at the rate of $62.50 per month, for as long as the individual remains eligible for such payments in accordance with the rules and procedures established by the City of Cambridge.  This payment shall not be included in pay for any other purpose.  Employees who lose the alternative health insurance through no fault of their own (e.g., spouse loss of job and hence insurance) will be entitled to enroll in the City plan outside of open enrollment periods with no waiting periods or preexisting condition limitations.  Employees can elect coverage at open enrollment without limitation as to other coverage. Starting July 1, 2007, eligible employees who decline City health insurance, but have health insurance coverage through another source, not contributed to by the City, are eligible to receive an annual sum of $900.00 (nine hundred dollars) payable on a monthly basis at the rate of $75.00 (seventy-five dollars) per month, for as long as the individual remains eligible for such payments in accordance with the rules and procedures established by the City of Cambridge.  Starting July 1, 2008, eligible employees who decline City health insurance, but have health insurance coverage through another source, not contributed to by the City, are eligible to receive an annual sum of $1,000.00 (one thousand dollars) payable on a monthly basis at the rate of $83.33 (eighty-three dollars and thirty-three cents) per month, for as long as the individual remains eligible for such payments in accordance with the rules and procedures established by the City of Cambridge. 

 

5. Employee health insurance premium contributions will be made on a pre-tax basis, in accordance with applicable law.

 

6. The City shall offer members of the bargaining unit the opportunity to participate in a “Section 125 Flexible Spending Plan” with a cap of $5,000 for dependent care and a cap of $5,000 for medical care, such plan to be in accordance with applicable Internal Revenue Service regulations.

 

C. Annuity Plan: Teachers will be eligible to participate in a "tax-sheltered" annuity plan established pursuant to United States Public Law No. 87-370 except that the City Treasurer and the Chief Operating Officer will set up guidelines to establish enrollment and renewal dates and that deduction be in the same amount from each check in round amounts; i.e., no part of a dollar.

 

D. Dental Plan: A Dental Plan will be offered effective July 1, 1983.  The following contribution, per staff member, per week, shall be made by the School Committee.

 

 Effective Date Amount

 

 September 1, 2006 - August 31, 2009 $13.00

 

Said Dental Plan shall be administered exclusively by the Cambridge Public Employees Dental and Vision Fund.

 

 

 

Should the trustees of said fund inform the City and the Association that the fund requires additional payments, the cost of these payments above $13.00 (thirteen dollars) per week per member shall be shared on a fifty percent (50%) basis between the employer and the employee.

 

 

ARTICLE 26

TEXTBOOKS AND INSTRUCTIONAL MATERIALS

 

A. The School Committee will continue its policy of providing sufficient funds to insure that each pupil in classrooms has proper instructional materials, including textbooks, for his own use.

 

B. The Committee shall annually establish, at the beginning of the school year, an “Instructional Materials Reimbursement Account” for each member of the bargaining unit.  The purpose of this account shall be to reimburse Unit A & B members for out-of-pocket expenses for classroom and other instructional materials used in the course of their employment with the Cambridge Public Schools.  The annual reimbursement amount per individual shall be not more than $450.

 

Unit members shall be reimbursed for purchases made between July 1 and March 1 of any year upon submission of receipts documenting such expenses on an appropriate form as determined by the School Committee in consultation with the Association.  Purchases may be made between the months of March 1 and July 1; however, unit members cannot make application for reimbursement for such expenditures until after September 1st of the new school year.

 

 

ARTICLE 27

DEDUCTIONS

 

A. The Committee agrees to deduct from the salary of its employees dues for the Cambridge Teachers Association, Massachusetts Teachers Association or the National Education Association or any combination of said Associations as said teachers individually and voluntarily authorize the Committee to deduct, and to transmit the monies promptly to such Associations.  Teacher authorizations will be in writing on the legally permissible form provided by the Association. 

 

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

 

C. Deductions referred to in Section A above will be made in equal monthly installments during the school year.  The Committee will not be required to honor for any month's deduction any authorizations that are delivered to it later than one (1) week prior to the preparation of the payroll from which the deductions are to be made.

D. If it is mechanically feasible, the Committee agrees to deduct from teachers' salaries for National Education Association and/or Massachusetts Teachers Association services and programs as said teachers individually and voluntarily authorize the Committee to deduct and to transmit the monies promptly to such Association or Associations.  The procedures governing notification to the Committee, the frequency and manner of deduction, revocation of authorization, and the like, will be similar to those set forth above regarding dues deductions, to the extent that those procedures are appropriate.  It is expressly understood that any deductions which a teacher may authorize the Committee to make from his earnings will be deducted in equal installments from each paycheck received by said teacher during the year.

 

E. Agency Service Fee:  The Committee agrees to require (during the term of this Agreement) that all employees covered by this Agreement except those employees certified to the Committee by the Association as being members of the Association, as of the thirtieth (30th) day of such employment or the effective date of this Agreement, whichever is later, pay to the Association an agency service fee.  This provision is contingent upon compliance by the Association with all of the requirements, including ratification requirements, set forth in Section 178L(6) of the General Laws, or elsewhere in the General Laws.  The Association further agrees as a condition of this provision to admit to membership any members of the bargaining unit who may apply for membership and to indemnify and save the School Committee harmless for any action it may take pursuant to this provision, including any claims made against it by any employee, or group of employees.

 

F. Should the Cambridge Teachers Association contract for a teachers' dental plan, independent of the City of Cambridge, the School Committee will authorize the use of its facilities in support of a payroll deduction system.

 

 

ARTICLE 28

RECOMMENDATIONS

 

A-1. The Committee and the Association agree that a faculty committee in a school is an excellent procedure for open and effective communication between a Principal and his/her staff.

 

A-2. The faculty committee shall be elected on a representative basis.  Such committee will also include CTA faculty representatives and Cambridge Teachers Association officers on the staff.  Such committee shall meet to review and discuss mutual concerns and make recommendations for their solution.  Meetings of the faculty committee with the Principal shall be held at least once a month during the school year.

 

A-3. The faculty advisory committee will also serve as an advisor to the Principal concerning the content for in-building early release days, including, but not limited to, professional development activities.

 

A-4. For the faculty committee to function effectively, recommendations must be given due consideration in decisions that are made.  It is recognized, however, that the Principal, by virtue of his/her position, has the ultimate responsibility for administration of the school.

 

A-5. Said faculty committee shall be optional and need for such shall be determined by the consent of the staff.  A positive vote of the staff indicates that the faculty committee shall be established.

 

B.        For the life of this Contract there shall be elected by the school staff an Advisory Board 

            that shall meet directly with the Superintendent of Schools to discuss and advise upon 

matters of curriculum, including major district-wide program initiatives, personnel and other professional issues relating to the schools.  The composition of the Advisory Board and its meeting frequency will be agreed upon between the Superintendent and the President of the Cambridge Teachers Association.

  

            The Board has the power to pass resolutions and make recommendations, but adoption of the same is at the discretion of the Superintendent and subject to the action of the School Committee.  This Board is to deal with general policy issues only and is not to be confused with any type of negotiating council, bargaining group, or forum for individual complaints.

 

 

ARTICLE 29

GENERAL

 

A. There will be no reprisals of any kind taken against any teacher by reason of his membership in the Association or participation in its activities.

 

B. The Committee will see that no promotional procedures are scheduled so as to be in conflict with professional meetings of the Association.

 

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

 

D. The Committee will, upon request, provide the Association with any public documents which will assist the Association in developing intelligent, accurate, informed and constructive programs on behalf of the teachers and their students.

 

E. A copy of the official Agenda of each School Committee meeting will be given to the Association at the same time it is made available to the School Committee.  A copy of the official report of each meeting, containing public documents will be given to the Association after the minutes are approved by the Committee.

 

F. The Association and the Committee will share equally the cost of printing an initial one thousand two hundred and fifty (1,250) copies of this Agreement.  A copy will be supplied for each teacher.  Either party may print additional copies at their own expense.

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

 

H. This Agreement constitutes Committee policy and Administrative policy and administrative regulations for the term of said Agreement with respect to commitments contained therein, and the Committee and the Administration will carry out those commitments and give them full force and effect as Committee policy and Administrative regulations.

 

I. Subject to the approval of the Superintendent and scheduling problems, whenever a 

member of the professional staff dies during the school year, the school involved will be closed for a sufficient length of time to allow the staff or department members sufficient time to attend the funeral services.  Each building or department will send two (2) representatives to attend the funeral, such representatives to be designated by the appropriate supervisor.

 

J. In-service academic administrative courses and workshops should be provided making use of the personnel from colleges and universities and giving consideration to qualified personnel from within the Cambridge School system.

 

K. Every effort will be made to equally distribute school facilities and equipment throughout the school system.

 

L. The Association shall be notified of all special Committee meetings.

 

M. It is recognized that members of the community have the right to visit classrooms provided they comply with published established administrative procedures in doing so, including prior notification of the teacher involved.

 

N-1. No teacher with professional status shall be laid off as a result of a reduction in force if that teacher with professional status is qualified for a position occupied by a teacher with less seniority in the Cambridge School system, subject to the provisions of paragraph (a).

 

a. No minority teacher will be laid off as a result of a reduction in force.  "Minorities" means those racial/ethnic groups defined by the City of Cambridge School Department definitions in its racial balance plans of September 1, 1980.

 

b. The term "qualified" as used herein shall mean having on file with the Committee, prior to any layoff notice, evidence of certification required pursuant to G.L.c. 71, Section 38G and meeting the program requirements and other qualifications for the position in question.

 

c. In the event of a proposed layoff, the Committee shall determine the programs and curriculum to be retained, modified or added.  The School Committee will consult with the Cambridge Teachers Association concerning the qualifications and program requirements for the retention of teachers in positions in the school system prior to promulgating such qualifications and program requirements for the ensuing school year.

 

d. In the event that it is determined by the School Committee that, in the application of this Article, a teacher's qualifications render him/her ineligible for any position held by a less senior teacher, then said teacher shall have the right to be retrained so as to qualify for an existing position within the school system.

 

e. Retraining:  The following process shall be implemented for the retraining of staff:

 

i. The School Committee reserves the right to establish reasonable and suitable methods of retraining as is required under this Article.

 

ii. The expense of the reasonable and suitable methods of retraining shall be borne by the School Committee.

 

iii. A teacher must have by May 15 a certification and/or a letter from the State Department of Education stating that the teacher has completed all requirements for certification and that the certificate of certification is in process of being issued and/or present clear evidence that he/she shall complete all the requirements for certification by June 30.

 

iv. A teacher must have successfully completed any prescribed training program prior to the start of the school year, providing that the standards established for the course(s) are reasonable.

 

v. Teachers entitled to retraining must identify, by seniority, from a list of possible positions provided by the Superintendent, only one position for which he or she seeks to become qualified.  There shall be only one such round of identification.

 

vi. Teachers given notice of layoff shall be entitled to execute "waivers" in the form attached hereto. (See appendix.)

 

vii. Teachers on layoff status may participate in the retraining identification process set forth above.

 

N-2. A teacher with professional status laid off pursuant to Section N-1 above shall have rights as follows to vacancies occurring within the first twenty-four (24) months following the first day of his/her layoff:

 

a. Laid off teachers will be recalled to vacancies in programs in which they last taught as listed below by seniority (last out, first back), except as prescribed in Article 29, N-1 (c).

 

b. Any vacancies in the programs listed below which remain unfilled after recall within programs will be offered to laid off teachers certified for such vacancies according to seniority, provided that the Superintendent so recommends, which recommendation will not be unreasonably withheld.

 

c. For the purpose of this section, programs will be those programs and qualifications determined by the School Committee in consultation with the Cambridge Teachers Association pursuant to Article 29, N-1 (c).

 

d. Vacancy means any open full-time position that exists in the bargaining unit.  It is understood that the term vacancy does not apply to openings of short duration, or of a temporary nature.

 

e. Notification of recall shall be by certified or registered mail return receipt requested sent to the last home address listed in the teacher's personnel folder.  Any teacher who does not file an acceptance in writing of the offer of recall with the Personnel Director within fifteen (15) calendar days of the delivery to said last home address shall lose all recall rights.

 

f. Teachers recalled after layoff shall be placed on the salary step appropriate under School Committee leave of absence policy and practice for teachers who have been absent from work.

 

g. Unless there are extraordinary circumstances, sixty calendar days (60) notice exclusive of customary vacation periods shall be given to any teacher before his or her layoff.

 

h. Laid-off members may continue their group health, life and other similar city benefits coverage in accordance with applicable law.

 

i. Any teacher on lay-off who wishes to substitute shall so inform the Office of the Superintendent upon layoff.  Such teachers shall have first preference for substitute calls.

 

O. No teacher with professional status shall be discharged or otherwise disciplined without just cause.

 

P. Procedures and forms for evaluation of administrators will be developed and implemented.

 

Q. The Committee will publish annually an updated seniority list prior to April 15th.

 

R. The school department shall reimburse each member of the bargaining unit who purchases one, up to 65% of the cost of a “T” pass, up to a maximum of $40 per month.

 

S. In order to foster a stronger, more collaborative relationship with the Association, the Cambridge School Department agrees to seek Association input before any merger or closure of schools is recommended to the Cambridge School Committee.  The purpose of this clause is so that the Association and the administration can assist one another in making any such merger or closure a more positive and supportive experience for our members.  This clause is not intended to diminish the administration’s managerial rights.  Nor is it intended to waive the Association’s contractual and legal rights.

 

T. A teacher in a high school will report to the Principal or Assistant Principal, Dean and, in the elementary school, to the school Principal or Assistant Principal, the name of any pupil who violates rules of the school.  The supervisor may request a written report.  Within ten (10) days, the supervisor will notify the teacher, in writing, of his disposition of the case and his reasons for his decision.

 

ARTICLE 30

NO STRIKE

 

 During the term of this Agreement, the Association agrees that they will not cause, condone, sanction or participate in any strike, walkout, slowdown, or work stoppage.  If, during the term of this Agreement, new state or federal legislation becomes effective which allows any practice precluded by the preceding, the School Committee or the Cambridge Teachers Association may re-open negotiations on this article.

 

 The Association and its members individually and collectively agree that if there is a violation of this clause, any or all teachers violating this clause will, at the discretion of the Committee, be subject to disciplinary action, including discharge, suspension, or complete loss of seniority, and the matter will not be arbitrable.

 

 

ARTICLE 31

SCHOOL COMMITTEE RIGHTS

 

 Nothing in this Agreement shall be deemed to derogate from or impair any power, right or duty heretofore possessed by the School Committee, or to change any rule or policy adopted prior to the date of the acceptance of this Agreement, except where such right, power, duty, rule or policy is specifically limited or changed by this Contract.

 

ARTICLE 32

EMERGENCIES

 

 In the event of an emergency, the Committee shall have the right to make necessary changes in the provisions of this Contract for the best interests of all pupils and teachers for the duration thereof.  The School Committee will consult with the Cambridge Teachers Association before taking any action if possible.

 

 New construction of school buildings which involves the demolition of buildings and the displacement of pupils will constitute an emergency under this Article.

 

ARTICLE 33

VOLUNTARY CAREER CHANGE OPTION

 

 The Committee and the Association agree to a career change option which shall include the following features:

 

 The purpose of this plan is to facilitate a voluntary change in career for those teachers desiring to afford themselves of this opportunity.  

 

 This option to facilitate retraining in another career will be available, on a voluntary basis, to not more than fifteen (15) teachers in any year.  This plan is open to specific types of teaching personnel identified by the School Committee by January 1st of each year after consultation with the C.T.A.  To be eligible, teachers must have at least fifteen (15) full years of active full-time service in the Cambridge Public Schools.  Teachers electing this option will be granted either a half-year leave at full pay or a full-year at half pay.  A decision to elect this option shall be irrevocable and must be accompanied by a letter of resignation or retirement to take effect immediately upon termination of the leave.  This letter must be received no later than February 15.  The leave will take place effective the following September or February depending on the option approved.

 

 However, this option will be offered at the discretion of the School Committee.

 

ARTICLE 34

JOB SHARING

 

1-A. For the purpose of this Agreement, job sharing will mean the occupation of a single staff position by two (2) individuals with each assignment being half-time.  In order for a shared position to be approved, the two (2) individuals must complete an application for such on a form mutually agreed upon by the Committee and the Association.

 

1-B. Applications for job sharing shall be filed by the teacher(s) with the Committee and the Association prior to February 15 of the school year preceding the effective date of job sharing.  Teachers shall be informed of their job sharing assignment prior to the close of school in June, if possible.

 

1-C. The teacher partners shall be teachers with professional status in the Cambridge School Department.

 

1-D. The Committee shall consult with the Association concerning the evaluation of the program.

 

1-E. No teacher in the System shall be involuntarily transferred in order to create job-sharing positions.

 

1-F. Job sharing assignments shall be for a period of one year and shall terminate at the end of each school year.

 

1-G. When a job sharing position is terminated, the teacher(s) will be assigned to the same position which he/she left prior to job sharing, if available.  If that position is not available, he/she will be assigned to a substantially equivalent position.

 

1-H. When a teacher is being selected for job sharing by the Superintendent, the teacher's certification, area of competence, major and/or minor fields of study, quality of teaching performance, and the number of potential job sharing requests in the program or building shall be the criteria used.  All factors being approximately equal, seniority shall prevail.

 

2. COMPENSATION:

 

A. Teaching salary will be pro-rated at 50%.  The experience and educational step for the teacher will be the same as he/she would be entitled to if employed on a full-time basis.  This step will determine the base salary from which the salary fraction (50%) will be computed.

 

B. Seniority will accrue to a person in a job sharing position on a pro-rata basis.

 

C. Sick and personal leave will be pro-rated at 50%.

 

D. Fringe benefits will be pro-rated at 50%.  The cost of the fringe benefit package shall not exceed full family benefits for a full-time employee.

 

 

ARTICLE 35

CODE OF ETHICS

 

 It is agreed that the NEA Code of Ethics and the Massachusetts Association of School Committee Code of Ethics shall indicate the principles both parties adhere to.

 

ARTICLE 36

NEW TEACHER ORIENTATION AND TRAINING

 

All newly hired teachers shall be required to participate in a new teacher orientation program for not more than twelve (12) hours duration during the week prior to the opening of school, at no additional compensation.  This orientation program will be developed by the School Department and the Association.

 

In addition, all newly hired teachers shall be required to participate in a new teacher training program developed by the School Department and the Association.  This program will have a maximum time commitment of not more than twenty-five (25) hours duration over the school year.  This program will be without additional compensation, but the School Department will provide PDP’s and increment or Master’s Plus for incremental credit to the participants.

Individuals who are selected to serve as mentors for a new teacher under the New Teacher Induction Program will receive a stipend of $2,000 (two thousand dollars) for serving as a mentor to a new teacher during the new teacher’s first year in the Cambridge Public Schools.  Individuals who are selected to serve as a mentor for two or more new teachers under the New Teacher Induction Program, during the teachers’ first year in the Cambridge Public Schools, will receive a stipend of $2,500 (two thousand five hundred dollars).  Individuals who are selected to serve as mentors for a new teacher under the New Teacher Induction Program will receive a stipend of $1,000 (one thousand dollars) for serving as a mentor to a new teacher during a new teacher’s second year in the Cambridge Public Schools.  Individuals who are selected to serve as mentors for two or more new teachers under the New Teacher Induction Program during the teachers’ second year will receive a stipend of $1,500 (one thousand five hundred dollars).  

 

 

ARTICLE 37

TEACHERS PROVIDING SERVICES TO STUDENTS PURSUANT TO THE I.D.E.A.

 

A. The Cambridge Public Schools and the Cambridge Teachers Association concur that a full continuum of services and full range of delivery models shall be available to all students receiving services pursuant to the Individuals with Disabilities Education Act (IDEA), as determined by their Individualized Education Programs (IEP).  The Cambridge Public Schools and the Cambridge Teachers Association concur that all students are entitled to education in regular classrooms, in accordance with the IDEA, in the Least Restrictive Environment, and they are mutually committed to fulfilling this objective in all schools and programs throughout the system.

 

B-1. The assignment of students receiving services pursuant to the IDEA to regular classrooms in all schools and programs throughout the Cambridge School System shall be made consistent with applicable state and federal law, the determination of the student’s TEAM and the Cambridge school assignment policies.  Nothing in this article is intended to affect the legal rights of any student in the Cambridge Public Schools.

 

B-2. All members of the bargaining units shall be eligible to participate in training programs for educating students receiving services pursuant to the IDEA.  Teachers shall be consulted in the design, scheduling and implementation of this training.  Priority shall be given to training teachers who are assigned students receiving services pursuant to the IDEA.

 

B-3. Teachers shall not be requested nor required to perform any medical procedures (such as clean intermittent catheterization, injections, suction, gavage feeding and drainage) or custodial care procedures (such as diapering, toileting and tube feeding) for students.  Teachers may be required to attend training on such procedures in order to be prepared to respond in an emergency situation.  Such training shall be during the teacher’s duty day, or the teacher shall receive compensation at the workshop rate for training taken during non-duty time.

 

B-4. The assigned regular classroom teacher during the school year or the next receiving teacher at the end of the school year (if identified) and/or general educator representative who has knowledge of the grade level and /or curriculum shall assist in the development of the IEP at the TEAM meeting.  Said teacher will be released from other assignments/duties as needed for this purpose.  In compliance with Article 10, Section A, every effort will be made to identify the receiving teacher prior to the end of the school year.

 

B-5 A regular classroom teacher has the right to request through the TEAM chairperson a reconvening of the TEAM to review, amend, or terminate the IEP, in accordance with applicable state and federal regulations. This meeting will be scheduled in accordance with applicable law.

 

B-6 A regular classroom teacher shall be consulted prior to the selection of his/her support staff providing services to students receiving services pursuant to the IDEA. Teachers will be involved in interviews of such support staff. Training will be provided for such support staff.

 

C. In an effort to enhance the advancement of the District’s effort to fulfill its goals, the Association and the Committee will establish the following procedure to consider any concerns of regular classroom teachers regarding students assigned to their classes who are receiving services pursuant to the IDEA:

 

1. The regular classroom teacher discusses his/her concerns with the Principal.  If not resolved,

 

2. The regular classroom teacher discusses his/her concerns with the Director or Assistant Director of the Office of Special Education.  If not resolved,

 

3. The regular classroom teacher discusses his/her concerns with the Superintendent or designee.

 

D. The parties agree that the Association and the Committee shall utilize the following procedure to address policy issues regarding the assignment of students subject to services pursuant to the IDEA;

 

1. The Superintendent and appropriate administrative staff agree to meet with the Association to discuss any specific policy concerns.

 

2. The policy concerns will be reviewed by the Superintendent and other appropriate administrative staff.

 

3. The Superintendent and/or other appropriate administrative staff will then hold a follow-up meeting with the Association.

 

 

 

Appendix A: Salary Schedules September 1, 2009 - August 31, 2012

 

TEACHERS SALARY SCHEDULE

 

NOTE:  The following salary schedule is effective September 1, 2009 and reflects a 2.5% increase. 

 

Step

Bachelor

Masters

M+15

M+30

M+45

M+60

Doctorate

1

42,060

45,185

47,529

49,870

50,856

51,632

52,990

2

43,428

46,588

48,893

51,229

52,215

52,990

54,362

3

44,789

47,913

50,256

52,601

53,586

54,362

55,721

4

47,181

50,311

52,659

55,002

55,987

56,762

58,130

5

49,465

52,601

54,941

57,294

58,279

59,055

60,420

6

51,744

54,875

57,223

59,570

60,556

61,331

62,697

7

54,150

57,291

59,643

61,994

62,979

63,754

65,132

8

59,704

62,846

65,196

67,547

68,531

69,307

70,690

9

62,986

66,142

68,496

70,848

71,833

72,609

73,996

10

66,292

69,444

71,805

74,170

75,155

75,931

77,319

11

70,617

74,609

77,064

80,238

81,262

82,038

83,516

 

 

 

NOTE:  The following salary schedule is effective September 1, 2010 and reflects a 3% increase. 

 

Step

Bachelor

Masters

M+15

M+30

M+45

M+60

Doctorate

1

43,322

46,540

48,955

51,366

52,381

53,181

54,580

2

44,730

47,954

50,360

52,766

53,781

54,580

55,993

3

46,133

49,350

51,764

54,179

55,194

55,993

57,393

4

48,597

51,821

54,239

56,652

57,666

58,465

59,874

5

50,948

54,179

56,590

59,013

60,027

60,826

62,232

6

53,296

56,522

58,940

61,357

62,372

63,171

64,578

7

55,774

59,010

61,432

63,854

64,868

65,667

67,086

8

61,495

64,732

67,151

69,574

70,587

71,386

72,810

9

64,875

68,126

70,551

72,973

73,988

74,787

76,216

10

68,281

71,528

73,959

76,395

77,410

78,209

79,638

11

72,736

76,847

79,376

82,645

83,700

84,499

86,022

 

 

 

NOTE:  The following salary schedule is effective September 1, 2011 and reflects a 0% increase. 

 

Step

Bachelor

Masters

M+15

M+30

M+45

M+60

Doctorate

1

43,322

46,541

48,955

51,366

52,381

53,180

54,580

2

44,730

47,954

50,360

52,766

53,781

54,580

55,993

3

46,133

49,350

51,763

54,179

55,194

55,993

57,393

4

48,597

51,820

54,239

56,652

57,666

58,465

59,874

5

50,948

54,179

56,589

59,013

60,027

60,826

62,232

6

53,296

56,522

58,940

61,357

62,373

63,171

64,577

7

55,774

59,009

61,432

63,854

64,867

65,667

67,086

8

58,842

62,255

64,811

67,366

68,435

69,278

70,775

9

62,078

65,679

68,375

71,071

72,199

73,089

74,668

10

65,492

69,291

72,136

74,980

76,170

77,108

78,775

11

73,209

77,347

79,892

83,182

84,244

85,048

86,580

 

 

 The School Committee agrees to a reopener to discuss base wages for FY12 (July 1, 2011), provided, if total state cherry sheet aid (excluding school construction aid and charter school reimbursements) for the City of Cambridge included in signed FY12 state budget exceeds 105.5% percent of the total state aid actually distributed to the City of Cambridge for FY08 (excluding school construction and charter school reimbursements) i.e., $38,954,000, then the School Committee and this Union agree to reopen the collective bargaining agreement for the limited purpose of discussing base wages in the third year.  In calculating whether such state aid reaches this threshold amount, the City of Cambridge will include in such budgeted state aid the actual receipts from any “meals tax” collected by or distributed by the City of Cambridge during fiscal 2011, to the extent that this amount is not also included as a portion of the state aid described above, and provided that the method of collection or distribution and/or tax rate for any such meals tax remains substantially unchanged between FY11 and FY12.  Should, during FY10 or FY11 the City of Cambridge exercise its local option to increase the hotel/motel tax collected by the City over the percentage collected in FY09, then in calculating this threshold amount, the City of Cambridge will also include the total of that percentage increase as applied to the actual receipts from the “hotel/motel tax” collected by or distributed to the City of Cambridge during fiscal 2011, to the extent that this amount is not also included as a portion of the state aid described above, and provided that the method of collection or distribution and/or tax rate for any such hotel/motel tax remains substantially unchanged between FY11 and FY12.

 

 Should during the life of the collective bargaining agreement, any City of Cambridge unit, including any School Committee unit, reach voluntary agreement for a general across the board wage increase in the third year greater in percentage than that provided to this Union, then the School Committee and the Union agree to reopen the collective bargaining agreement for the limited purpose of discussing base wages in the third year of the collective bargaining agreement.

 

 In addition to the annual step schedule specified above, teachers are eligible for additional salary steps which are based upon completion of years of total service to the Cambridge School system.  These service steps, payable on or before December 1 of each year, are as follows;

 

Service Steps 9/1/09 - 8/31/12

Completion of 12 years service until the $596

completion of 15 years.

 

After the 15th year until the completion 1,039

of 20 years.

 

After the 20th year until the completion 2,505

of 25 years.

 

After the 25th year of service until 3,648

severance from the system.

 

 Calculation of years of service for service steps shall be made on September 30th of each year.

 

 Through August 31, 1985, all Committee approved leaves (paid and unpaid) will be used in the computation toward total years of service.  From September 1, 1985, only contractually specified leaves will be used in the computation toward total years of service up to a maximum of two years.  Effective September 1, 1988, unpaid leaves, except for contractually specified unpaid medical leaves up to one year (Article 19, Section C), shall not be included in the calculation of service.

 

              The Service Step shall not be applicable to any member of the bargaining unit newly hired or transferred into the unit with an employment starting date after January 1, 1995.

 

Master’s Equivalency for Teachers of Trade Subjects

 

The awarding of Master’s equivalency applies only to teachers of trade subjects (which are currently defined as automotive, carpentry, graphic communication – print, and culinary arts) who are appointed directly from a trade training background as opposed to an academic training background and who have at least eight years of practical experience in their respective trade immediately prior to being appointed a trade teacher in the Cambridge Public Schools.  Master’s equivalency would be awarded after such a trade teacher completes three full consecutive years of service as a trade teacher within the Cambridge Public Schools.  

 

The determination as to whether an individual is eligible for the awarding of Master’s equivalency will be examined on a case-by-case basis and will be a determination that is made at the discretion of the Superintendent. 

 

Career/Technical Education

 

 Career/Technical Education shop teachers who are required to work more than the twenty-five (25) period per week specified in Article 5, Section E-1 of this contract will be paid the following stipends upon the condition that they obtain and maintain personal and program certification:

 

$2,539 effective September 1, 2002

 

 Career/Technical Education teachers who voluntarily teach more than three blocks per day or fifteen blocks per week as specified in Article 5, Section E-1 of this contract will be paid a stipend of $4,000 (four thousand dollars) per block (pro rata for less than five (5) days per week) per semester upon the condition that they obtain and maintain personal and program certification.

 

Teacher Stipends

Effective September 1, 2002

 

Adjustment Counselor/Mediation Specialist $1,289

Guidance Counselor 1,289

Psychologist 1,289

Registered Physical Therapist 1,289

Occupational Therapist 1,289

Special Class Teacher (Teaching mainly prototype

   502.4 educable-trainable, multiple handicapped

   or emotionally disturbed students.) 1,605

Pre-School Special Needs Class Teacher 2,269

Teacher-in-Charge 3,215

District-wide Instructional Support Coach 3,215

CRLS Instructional Coach                                                                                    2,500

Lead Teacher/Teacher Leader 3,215

Program Facilitator 3,215

Teacher Advisory Program 2,342

 

Teachers-in-Charge, Teacher Leaders and Lead Teachers who evaluate members of the bargaining unit shall receive a stipend of $3,119 annually for ten completed evaluations.  The stipend will be pro-rated for fewer evaluations, and the number of evaluations performed shall be at the discretion of the Superintendent or her designee.

 

Effective September 1, 2010 there will be the following additional teacher stipend:

 

School-Based k-8 Literacy and Mathematics Instructional Coach  2,500

 

District-wide Instructional Support coach, CLRS Instructional Coach and School-Based K-8 Literacy and Mathematics Instructional Coach stipends will not be pro-rated unless the employee is appointed as less than 1.0 FTE.  In that event, the stipend will be pro-rated based on the individual’s total appointed FTE.

 

 

 

 

 

 

Part-Time Learning Disabilities Teachers

 

 The part-time L.D. teachers currently working twenty hours per week shall be paid a two thirds (66.67%) pro rata teachers salary beginning September 1, 1982.  Effective this date the part-time L.D. teacher (former L.D. tutor) shall be expected to fulfill all requirements of a regular teacher except that the length of the teaching assignment shall continue to be twenty (20) hours per week.

 

 

Appendix B: Salary Schedules September 1, 2009 - August 31, 2012

 

ADMINISTRATORS SALARY SCHEDULE

(RATIO BASED ON MAXIMUM MASTERS DEGREE for September 1, 2009)

 

NOTE:  The following salary schedule is effective September 1, 2009.

 

 

Ratio

1st year

Ratio

2nd Year

Ratio

3rd Year

Ratio

Maximum

Assistant Principal (9-12)

1.35

100,722

1.40

104,453

1.45

108,183

1.50

 

111,914

Dean Prog/Curr & Director

1.25

93,261

1.30

96,992

1.35

100,722

1.40

 

104,453

Asst Dir/Coordinator

1.20

89,531

1.25

93,261

1.30

96,992

1.35

 

100,722

Asst Principal K-8

1.15

85,800

1.20

89,531

1.25

93,261

1.33

 

99,229

Dean of Students 9-12

1.15

85,800

1.20

89,531

1.25

93,261

1.30

 

96,992

 

 

NOTE:  The following salary schedule is effective September 1, 2010.

 

Ratio

1st year

Ratio

2nd Year

Ratio

3rd Year

Ratio

Maximum

Assistant Principal (9-12)

1.35

103,743

1.40

107,586

1.45

111,428

1.50

 

115,271

Dean Prog/Curr & Director

1.25

96,058

1.30

99,901

1.35

103,743

1.40

 

107,586

Asst. Dir/Coordinator

1.20

92,217

1.25

96,058

1.30

99,901

1.35

 

103,743

Asst. Principal K-8

1.15

88,374

1.20

92,217

1.25

96,058

1.33

 

102,206

Dean of Students 9-12

1.15

88,374

1.20

92,217

1.25

96,058

1.30

 

99,901

 

 

NOTE:  The following salary schedule is effective September 1, 2011.

 

 

Ratio

1st year

Ratio

2nd Year

Ratio

3rd Year

Ratio

Maximum

Assistant Principal (9-12)

1.35

104,418

1.40

108,286

1.45

112,153

1.50

 

116,021

Dean Prog/Curr & Director

1.25

96,684

1.30

100,551

1.35

104,418

1.40

 

108,286

Asst Dir/Coordinator

1.20

92,816

1.25

96,684

1.30

100,551

1.35

 

104,418

Asst Principal K-8

1.15

88,949

1.20

92,816

1.25

96,684

1.33

 

102,872

Dean of Students 9-12

1.15

88,949

1.20

92,816

1.25

96,684

1.30

 

100,551

 

 

 

 

The present ratio schedule now in effect for administrators will continue in force for the term of this contract.

 

 

Appendix C: Salary Schedules September 1, 2009 - August 31, 2012

 

Extra Curricular Activities

Applicable only to the High School

 

 It is understood that payment is authorized only for meetings which are conducted after the regularly scheduled school days established under the terms of this Contract.  

 

 Payment for the months of September through December will be made at the end of December.  Payment for months of January through June will be made at the end of June.

 

 If the school department chooses to fill any of the positions set forth below, the following rates will apply:

 

ADVISORS

 

School Newspaper $3,782.00

Yearbook 3,782.00

Wilderness Club 3,782.00

Senior Class Advisor 3,782.00

Alpine Ski Club 3,782.00

Student Council 1,769.00

National Honor Society 3,000.00

CRLS Debate Team 2,000.00

Academic Decathlon 2,000.00

Science Team 2,000.00

Chess Team 2,000.00

Student Government Advisor 2,500.00

CRLS Advanced Placement Coordinator  3,500.00

Asian Club 600.00

Black Student Union 600.00

French Club 600.00

Haitian Club 600.00

Italian Club 600.00

Junior Class Advisor 600.00

Mock Trial 600.00

Physical Fitness 600.00

Portuguese Club 600.00

Project 10 East 600.00

Spanish  600.00

United/National History 600.00

U.S. First/Robotics 600.00

Video Club 600.00

Step Team 600.00

Others  600.00

 

 Stipends are prorated for less than full completion of club advisor duties.

 

 Other service agreements issued by the school department during the life of this agreement will be paid at the rates set forth in the service agreements.

 

 

 

 

 

 

 

 

Other Salary Schedule

September 1, 2009 to August 31, 2012

 

A. Driver Education 19.29

 

B.  Night School and Adult Education Teachers

 a. Without experience 21.72

 b. With experience 24.12

 

C. Summer School Teachers 30.90

 

D. Evening School Principal 35.37

 

E. Summer School Principal 37.08

 

F. The hourly rate for after school learning centers/extended day/homework center/after school MCAS tutorial prep teachers will be $24.00 per hour in the first year of the collective bargaining agreement, will be $27.00 per hour in the second year of the collective bargaining agreement and will be $30.00 per hour in the third year of the collective bargaining agreement.

 

G. The hourly rate for site coordinators will be $26.00 per hour in the first year of the collective bargaining agreement, will be $29.00 per hour in the second year of the collective bargaining agreement and will be $32.00 per hour in the third year of the collective bargaining agreement.

 

Annual ten (10) month salary will be paid in twenty-four (24) equal installments, payable on the fifteenth (15th) and last day of each month, except that when the fifteenth or last day falls on Saturday or Sunday, the due installment will be paid on the Friday preceding.

 

Effective September 1, 2002, Unit A music teachers will be paid $20.31 per hour up to the maximum of $2,342 per person per school year for night and weekend performances and rehearsals, other than P.T.A. (Parent Teacher Association) meetings, required and approved by Central Administration.

 

WORKSHOP LEADER RATE

 

The rates for workshop leaders shall be $50.00 per contract hour.  

 

WORKSHOP PARTICIPANT RATE

 

Effective for the period of September 1, 2009 through August 31, 2012, the hourly workshop participant rate will be $40.00 per hour.

 

The workshop participant rate only applies to mandatory staff development and/or training under the provisions of Article 5 B-5(A) and Article 5 B-5(B) of the contract.

 

CURRICULUM DEVELOPMENT

 

All unit members who perform curriculum development work after the school day which has been approved by the Superintendent or designee or the school principal will be paid at the rate of $27.50 (twenty-seven dollars and fifty cents) per hour.

 

 

 

 

 

 

 

SERVICE AGREEMENTS

 

Reasonably substantial service agreement opportunities in excess of $1,000 shall be posted in schools.     During vacations (July and August) service agreement postings will be forwarded to the CTA President, to each school building for posting and by placing the notice on the Cambridge School Department’s job posting website.

Appendix C: Salary Schedules September 1, 2009 - August 31, 2012

 

 

COACHES SALARIES

 

(GIRLS AND BOYS)

 

 

Football (Head) 8,657

Football (Assistant) 4,537

Soccer (Head) 5,776

Soccer  (Assistant) 3,504

Hockey (Head) 5,776

Hockey  (Assistant) 3,504

Basketball (Head) 5,776

Basketball  (Assistant) 3,504

Baseball (Head) 5,776

Baseball  (Assistant) 3,504

Cross Country (Head) 5,776

Cross Country  (Assistant) 3,504

Indoor Track (Head) 5,776

Indoor Track  (Assistant) 3,504

Outdoor Track (Head) 5,776

Outdoor Track  (Assistant) 3,504

Swimming  (Head) 5,776

Swimming (Assistant) 3,715

Tennis  5,776

Golf  5,776

Gymnastics (Head) 5,776

Wrestling (Head) 5,776

Wrestling  (Assistant) 3,504

Volleyball (Head) 5,776

Volleyball  (Assistant) 3,504

Cheerleading – Two Seasons (Head) 4,537

Cheerleading Instructor 1,600

Crew/Rowing (Head) 5,776

Crew/Rowing (Assistant) 3,504

Crew/Rowing Supervisor 1,000

Learn to Sail Advisor 3,782

Learn to Row Advisor 3,782

Learn to Row Supervisor 1,000

Sailing Advisor 3,782

Sailing Novice Aide    500

Softball (Head) 5,776

Softball  (Assistant) 3,504

High School Sports Instructor 1,600

9th Grade Team Supervisors 1,000

Elementary Intramurals    568

 

Appendix D

Teacher Standards, Procedures and Evaluation Instruments

Cambridge Public Schools

 

Evaluation Process for Teachers and Administrators

 

Introduction

 

 The Cambridge Public Schools Evaluation Process for Units A and B teachers and administrators is designed to support the development of effective teaching and administrative skills and techniques to assist all students to perform at high levels.

 

 Reflective of the Principles of Effective Teaching and Principles of Effective Leadership adopted by the Massachusetts Board of Education, the Evaluation Process is based upon performance standards, which clearly articulate what teachers, and administrators should know and be able to do.  The evaluation process provides information for the continuous improvement of performance through an exchange of information between the person being evaluated and the evaluator, as well as providing a record of facts and assessments for personnel decisions.

 

Performance Standards

 

 The Teacher Evaluation Forms and the Administrative Evaluation Form reflect performance standards which are in accordance with Board of Education guidelines and have been collectively bargained.  These forms are included in Appendix D to the contract.  All evaluation reports shall include the number of personal observations by evaluators and will be verified by the teacher observed.  

 

Teacher Portfolios

 

 Teacher Portfolios are voluntary, but are strongly encouraged as an additional means for the teacher to have input into his or her evaluation through tangible display of teaching-related accomplishments.  Teacher portfolios may include curriculum units, printed or video documentation of professional development activities, communications to parents/guardians, and any other materials, which the teacher deems appropriate and illustrative of the caliber of his or her teaching skills and techniques.

 

Student Feedback

 

 Teachers may participate in self-initiated activities or surveys designed to generate student feedback on teaching effectiveness.  Such feedback is exclusively for the teacher’s use and information, and as such, should be provided directly from the student to the teacher for reflection and changes, as appropriate.

 

 

 

Cambridge Public Schools

 

Evaluation Process for Teachers and Administrators

 

 

Teachers

 

 The Teacher Evaluation Process provides for evaluation and on-going professional growth and learning through regular administrative assessments.  Professional status teachers will be evaluated every other year, but may be subject to annual evaluation during any year, with the approval of the Superintendent or his/her designee.  Teachers without professional status shall be evaluated every year.  In the case of evaluations which fall outside the normal evaluation schedule, the Supervisor will provide the teacher with the reasons in writing for the annual evaluation but such annual evaluation shall not be prompted solely by a transfer or reassignment.  

 

Evaluation Process

 

 Each teacher will be provided with a copy of the Performance Standards against which his or her performance will be evaluated by October 15 of the academic year in which the evaluation occurs by his/her assigned evaluator.  The evaluator will arrange to meet with the teacher to discuss the evaluation process and school, department, or professional goals and objectives of particular interest.  The conference would occur by October 15 of the academic year.

 

For each professional status teacher scheduled for evaluation, the evaluator will arrange 

at least two observations during the academic year, with all classroom observations completed by February 15.  The evaluator shall evaluate each assigned teacher by March 15.

 

Teachers without professional status will be assigned two evaluators and each evaluator 

will arrange at least two observations during the academic year.  Teachers without professional status will be observed twice and evaluated twice by each evaluator during the academic year.  The first observations and evaluations shall be completed by December 15 and the second observations and evaluations by March 15.

 

 Each observation should be followed by a written summary statement prepared by the evaluator using the Teacher Observation Summary Form (see Appendix D) and discussed with the teacher.  A copy of the completed Teacher Observation Summary Form will be provided to the teacher prior to the evaluation.  If necessary, a Professional Improvement Plan (PIP) may be developed with the teacher at this time or at any other time as may be deemed appropriate.  See Appendix D to the contract for a copy of the PIP.

 

All evaluation forms and observations forms are to be submitted to the Office of Human Resources.

 

 

 

 

 

Cambridge Public Schools

 

Evaluation for Teachers and Administrators

 

Completed Evaluations

 

 The completed Teacher Performance Evaluation form should include narrative comments by the evaluator, and should be shared and discussed with the teacher.  The teacher may make narrative comments concerning his or her performance on the form as well.

 

 If a teacher maintains a teacher portfolio, she/he may share its contents with the evaluator during this evaluation period.  The evaluator will consider the contents of the teacher portfolio in addition to observations, performance standards, and on-going supervision in assessing teacher’s overall performance.

 

In the event the Principal or other administrator responsible for evaluation does not complete his or her requirements in the evaluation process for reasons not attributable to the teacher, the teacher shall proceed to the off year.

 

Unit B Administrators

 

 Unit B administrators are to be evaluated annually using the Administrator Performance Evaluation form.

 

 Each administrator will be provided with a copy of the Performance Standards against which his or her performance is to be evaluated by October 15 of the academic year in which he or she is appointed or within four weeks of the appointment should it occur after the academic year has commenced.

 

 It is expected that the administrator’s supervisor will meet periodically with the administrator to discuss district, department, and professional goals and objectives of particular interest.

 

 The Administrator Performance Evaluation form reflects the administrator’s performance against the standards established in the areas of Instructional Leadership, Effective Organizational Leadership, Administration and Management, Promotion of Equity and Appreciation of Diversity, Effective Relationships with the Community, and Fulfillment of Professional Responsibilities.  The Administrator may make narrative comments concerning his or her performance on the form as well.

 

 Administrators may participate in self-initiated activities or surveys designed to generate teacher feedback on administrative effectiveness.  Such feedback is for the administrator’s use and information, and as such, should be provided directly to the administrator for reflection and change, as appropriate.

 

 If an administrator maintains an administrative portfolio, the administrator may share the contents of any relevant administrative portfolio with the evaluator.  The evaluator will consider 

 

Cambridge Public Schools

 

Evaluation for Teachers and Administrators

 

 

the contents of the portfolio in addition to observations, performance standards, and on-going supervision in assessing the administrator’s overall performance.

 

 Completed Administrator Evaluation Forms must be submitted to the Human Resources Department by March 31 of the academic year.