|Shared Contract District|
|Type of District||Municipal K12|
|Most Recent Document||Contract|
|Regional HS Members|
|Vocational HS Members||Old Colony RVTSD|
|Kind of Community||economically developed suburbs|
|Number of Schools||2|
|Percent Low Income Students||20|
|Grade Start||PK or K|
CARVER SCHOOL COMMITTEE
PLYMOUTH AND CARVER
This Agreement is made and entered into
by and between the CARVER SCHOOL COMMITTEE
(hereinafter referred to as the "Committee"),
and the EDUCATION ASSOCIATION OF
PLYMOUTH AND CARVER
(hereinafter referred to as the "Association".)
September 1, 2011 - August 31, 2012
TABLE OF CONTENTS
I Recognition.......................................................................................... 4
II Negotiation Procedure....................................................................... 5
III Grievance Procedures........................................................................ 6
IV Management Rights............................................................................ 11
V Salaries.................................................................................................. 13
VI Teaching Hours and Work Year....................................................... 13
VII Class Size.............................................................................................. 16
VIII Professional Development and Educational Improvement......... 16
IX Teacher Employment......................................................................... 18
X Equivalent Credits.............................................................................. 18
XI Teacher Assignment and Non-Teaching Duties............................. 19
XII Vacancies and Promotions................................................................ 20
XIII Employee Evaluation......................................................................... 21
XIV Paid Sick Leave................................................................................... 23
XIV A Standards of Attendance.................................................................... 24
XV Sick Leave Bank................................................................................... 24
XVI Temporary Leaves of Absence.......................................................... 25
XVII Extended Leaves of Absence............................................................. 29
XVIIA Maternity Leave.................................................................................. 30
XVIIB Childrearing Leave............................................................................. 33
XVIII Sabbatical Leaves................................................................................ 33
XIX Protection............................................................................................. 34
XX Insurance and Annuity Plan.............................................................. 35
XXI Deductions........................................................................................... 36
XXII General.................................................................................................. 37
XXIII Transfers............................................................................................... 39
XXIV Duration................................................................................................ 40
XXV Reductions in Staff.............................................................................. 40
XXVI Continuity of Operations................................................................... 42
XXVII Part-Time Employees......................................................................... 42
XXVIII Health and Safety................................................................................ 43
XXXIX Retirement Notification Incentive.................................................... 43
I Teacher Salaries................................................................................... 44
II Compensation for Coverage of Extra Classes................................. 50
III Department Heads and Guidance Coordinator............................. 50
IV Curriculum Leaders and other Leaders/Advisors....................... 51
V Mentors................................................................................................. 51
VI Salary for School Nurse...................................................................... 51
VIII Coaches................................................................................................. 52
IX Extracurricular Activities................................................................... 54
Appendix B - Committees and Special Projects..................................................... 56
Appendix C Teacher Evaluation Procedure
A. Recognizing that our prime purpose is to provide education of the highest possible quality for the children of Carver, and that good morale within the teaching staff of Carver is essential to achievement of that purpose, we, the undersigned parties to this Contract, declare that:
1. Under the laws of Massachusetts, the Committee, elected by the citizens of Carver, Massachusetts, has final responsibility for establishing the educational policies of the public schools of the Town of Carver;
2. The Superintendent of Schools of the Town of Carver (hereinafter referred to as the Superintendent), has responsibility for carrying out the policies so established;
3. The teaching staff of the public schools of the Town of Carver has the responsibility for providing in the classrooms of the schools, education of the highest possible quality;
4. Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchanges of views and information between the Committee, the Superintendent, and the teaching staff in the formulation and application of policies relating to wages, hours, and other conditions of employment for the teaching staff; and so,
5. To give effect to these declarations, the following principles and procedures are hereby adopted;
6. Nothing in this Agreement shall be construed to modify, change, or limit the authority, jurisdiction, responsibility, and duties of the Committee contrary to law or to the lawful by-laws of the Committee. This Agreement is pursuant to the conditions of Chapter 150E of the Massachusetts General Laws, (hereinafter referred to as M.G.L.).
B. For the purpose of collective bargaining with respect to wages, hours, other conditions of employment, the negotiation of collective bargaining agreements and questions arising thereunder, the Committee recognizes the Association, Massachusetts Teachers Association and the National Education Association as the exclusive bargaining representative of a unit consisting of all certified and licensed professional employees of the Committee (including nurses and therapists who regularly work twenty (20) or more hours per week) such unit being hereinafter referred to as "Unit A," and its members referred to as "Employees" but excluding: Superintendent, Assistant Superintendents, Principals, Vice and Assistant Principals, Director of Pupil Personnel Services, Instructional Media Coordinator, Athletic Director, substitute teachers, teacher assistants, and other employees of the Carver School Committee.
A. 1. Not later than October of the calendar year preceding the calendar year in which this Agreement expires, the Committee agrees to enter into negotiations with the Association over a successor Agreement in accordance with the procedure set forth herein in a good-faith effort to reach agreement concerning Employees' wages, hours, and other conditions of their employment. Such negotiations will include the handling of grievances, salaries, fringe benefits, specialists, class size, teaching hours and teaching load, performance of non-teaching duties, Employee facilities, use of school facilities, Employee assignments, transfers, filling vacancies, promotions, textbooks, Employee evaluation, protection of Employees, sick leave, severance pay, leaves of absence, accident benefits, health services, teaching materials, professional developments and educational improvements. Any Agreement so negotiated will apply to all members of Unit A and will be reduced to writing and signed by the Committee and the Association.
2. During negotiations, the Committee and the Association will present relevant data, exchange points of view, and make proposals and counterproposals. Either party may, if it so desires, utilize the services of outside consultants and may call upon professional and lay representatives to assist in the negotiations, provided one week's notice is given. In the event of an impasse, the one-week's notice does not apply.
B. If the negotiations described in this Section A reach an impasse, the procedure described in Chapter 150E of the M.G.L will be followed.
1. A grievance is defined as a complaint by the Association, the Committee, an Employee or Employees, based upon an alleged violation of or variation from one or more terms or provisions of the Agreement or the interpretation or application thereof.
2. A "party-in-interest" is the person or persons making the claim, the Association, the Committee, and/or any person who might be required to take action or against whom action might be taken in order to resolve a claim.
3. "School days" shall mean days when school is in session for students.
1. The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems which may from time to time arise, affecting the welfare or working conditions of Employees. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate.
2. Nothing herein contained will be construed as limiting the right of any Employee having a grievance to discuss the matter informally with any appropriate member of the administration, and having the grievance adjusted without intervention by the Association, provided the adjustment is not inconsistent with the terms of this Agreement, and that the Association has been given the opportunity to be present at such adjustment and to state its views.
Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level shall be considered as maximum and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement.
If, at the end of ten (10) school days next following the occurrence of any grievance, or the date of the first knowledge of its occurrence by any Employee affected by it, the grievance shall not have been presented at Level One of this procedure, the grievance shall be deemed to have been waived. Any grievance in course shall also be deemed to have been waived if the action required to present it to the next level in the procedure shall not have been taken within the time specified therefore.
In the event that a grievance is filed on or after June 1, which if left unresolved until the beginning of the following school year, could result in irreparable harm to a party in interest, the time limits set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school term or as soon thereafter as is practicable.
Level One: The grievance shall be presented, in writing by the Employee and/or the Association to the principal or to the appropriate immediate supervisor of the Employee on the Grievance Form, as agreed on by the Association and the Committee.
Level Two: If, at the end of the five (5) school days next following such presentation the grievance shall not have been disposed of to the Employee's and/or the Associations satisfaction, the Employee and/or Association may, within ten (10) school days thereafter, present the grievance in writing to the Superintendent or designee, who shall, within five (5) school days thereafter, meet with the Employee and/or the Association in an effort to settle the grievance.
1. If, at the end of ten (10) school days next following such presentation to the Superintendent, the grievance shall not have been disposed of to the Employee's and/or the Associations satisfaction, the Employee and/or the Association may, within ten (10) school days thereafter, present the grievance in writing to the Committee; and, within ten (10) school days or the next Committee meeting, whichever comes first, the School Committee shall meet with the Employee and/or the Association in an effort to settle the grievance.
2. In the event that the Committee has a grievance against the Association and/or any Employee the grievance will commence at Level Three. The Committee will notify the Association in writing relative to the alleged grievance. Within five (5) school days after receiving the written grievance the President or his/her designee will meet with the Committee for the purpose of discussing and/or resolving the grievance.
1. If, at the end of the twenty (20) school days following the presentation of the grievance in writing to the Committee, the grievance shall not have been resolved to the satisfaction of the Employee and/or the Association, the Association may, within twenty (20) school days thereafter, submit the grievance to the American Arbitration Association for disposition in accordance with the applicable rules of the American Arbitration Association.
2. If the Committee grievance has not been resolved after ten (10) school days following the initial meeting between the parties, then the Committee may within the subsequent ten (10) school days give a written notice to the Association of the Committee's intent to file for arbitration. If the grievance still remains unresolved, the Committee may file for arbitration within ten (10) school days following the Committee's giving notice to the Association.
3. Grievance Resolution: The Arbitrator shall have jurisdiction only over disputes arising out of grievances as defined in this Article. The Arbitrator shall be without power and authority to do the following:
a. to add to, modify, or subtract from the provisions of this Agreement;
b. to rule on an issue which has been excluded from the grievance and arbitration provision of this Agreement;
c. to rule on an issue which is reserved by law to the Committee;
d. to modify or negate decisions and/or policies of the Committee which are made pursuant to its rights or authority under the law, and/or its management rights, provided these decisions and/or policies do not violate a provision or provisions of this Agreement;
e. to make an award which may cause or require the Committee to violate State or Federal Law, or any rules, regulations, or decisions issued under the authority of the Commonwealth of Massachusetts or of the United States Government;
f. to award any relief for any period of time prior to the date of the submission of the grievance or the date by which the aggrieved party knew or could, with reasonable diligence, have known of the act or condition on which the grievance is based;
g. the Arbitrator may not substitute his/her judgment for that of the Committee nor its agents when they exercise their judgment pursuant to their reserved rights or to their authority under the law, provided the judgment of the Committee or its agents does not violate a provision or provisions of this Agreement;
h. the decision of the Arbitrator, if within the scope of this jurisdiction, shall be final and binding upon the parties hereto except for review or confirmation as provided for by M.G.L. Chapter 150C and/or other applicable laws, and the Arbitrator shall be requested to issue a decision within thirty (30) days after the conclusion of testimony and the submission of briefs;
i. compensation for the services of the Arbitrator will be borne equally by the Committee and the Association, but each party shall bear its own expenses for the presentation of its own case.
4. If any Employee shall present any grievance without representation by the Association, the disposition, if any, of the grievance shall be consistent with the provisions of this Agreement; and if the Association shall so desire, it shall be permitted to be heard at each level of the procedure under which the grievance shall be considered.
D. Grievance Mediation
The party seeking arbitration may, together with the notification of intent to arbitrate, offer to the other the option to join in grievance mediation. Grievance mediation shall not be deemed an alternative to arbitration of the grievance and may be conducted simultaneously with the utilization of the arbitration procedure.
In the event the parties agree to submit the grievance to grievance mediation, they shall jointly petition the Board of Conciliation and Arbitration to initiate expedited mediation. The mediation shall be conducted in accordance with the grievance mediation rules and/or procedures of the Board of Conciliation and Arbitration.
It is understood by the parties that the respective positions of the parties in attempting a mediated resolution of the dispute in no way shall prejudice the parties and their respective positions in the event no settlement is reached in mediation and the matter continues to arbitration.
E. Rights of Employees to Representation
1. No reprisals will be taken by the Committee or by any member of the administration against any party in interest, any school representative, any member of the PR&R Committee, or any other participant in the grievance procedure by reason of such participation.
2. A party in interest may be represented at any stage of the grievance procedure by a person of his own choosing except a representative or officer of any teaching organization other than the Association. When an Employee is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance procedure.
1. If, in the judgment of the PR&R Committee, a grievance affects a group or class of Employees, the PR&R Committee may submit such grievance in writing to the Superintendent directly, and the processing of such grievance will be commenced at Level Two. The PR&R Committee may process such a grievance through all levels of the grievance procedure, if a majority of those affected wish it to be done.
2. Decisions rendered at Levels One and Two of the grievance procedure will be in writing, setting forth the decision and the reasons therefore, and will be transmitted promptly to all parties in interest and to the Chairperson of the PR&R Committee.
3. All documents, communications, and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants, and will be available to the Chairperson of the PR&R Committee and administrators included in the proceedings.
4. Forms for filing grievances, serving notice, taking appeals, making reports and recommendations, and other necessary documents will be jointly prepared by the Superintendent and the Association and given appropriate distribution so as to facilitate operation of the grievance procedure.
5. Attendance by Employees and Association representatives at Level Four grievance meetings held during the school day shall constitute authorized absence without loss of pay.
The parties recognize that the Committee is a public body established under and with powers provided by the General Laws of the Commonwealth of Massachusetts, and that the Superintendent and principals are provided with powers and responsibilities under such laws and nothing in this Agreement shall derogate from those powers and responsibilities. The Committee, Superintendent and principals retain those rights, powers, and duties they now have, may be granted, or have conferred upon them by the General Laws of the Commonwealth.
The parties further recognize and agree that, except as otherwise specifically relinquished, abridged, or limited by terms or provisions of this Agreement, the Committee, Superintendent and principals continue to retain, whether exercised or not, the right, power, and authority to exercise the duties, powers, responsibilities, and rights provided by the Laws of the Commonwealth and applicable rules and regulations of administrative agencies issued under such Laws.
The Association recognizes that the Committee has responsibility for establishing and implementing educational policies of the public schools covered by this Agreement, for the management of such schools, and the direction of their operation.
To the extent permitted by Law, the Committee, Superintendent, or principal may annually reappoint or replace department heads, extra curricular advisors, and/or coaches.
No action taken by the Committee, Superintendent or principals with respect to such rights and responsibilities shall be subject to the Arbitration provisions of the Agreement unless such action violates a provision or provisions of the Agreement.
Consistent with this Agreement, the Employer, Superintendent, and principals shall have the right and responsibility for the management of the affairs of the school system and the direction of the working forces including, for example, the following:
A. To determine the care, maintenance and operation of the equipment and property used for and on behalf of the purposes of the Employer.
B. To establish or continue policies, practices, and procedures for the conduct of the Committee's business and from time to time, change or abolish such policies, practices, and procedures, provided such policies, practices, and procedures or the change in or abolition thereof do not violate a provision or provisions of the Agreement.
C. To determine work schedules and assignments of Employees.
D. To select and determine the number and types of Employees required to perform the Committee's operations.
E. To evaluate the Employees' work performance, subject to the parties' collective bargaining obligations pursuant to Chapter 150E of the M.G.L. or other applicable Law.
F. To employ, transfer, or demote Employees, or to layoff, terminate, or otherwise remove Employees from duty for lack of work or other legitimate reasons in accordance with this Agreement and the Law.
The listing of the specific rights of management in this Article is not intended to be nor shall be considered restrictive of any other rights of the Committee, Superintendent or principals provided by the Law and/or this Agreement.
The salaries of all persons covered by this Agreement are set forth in Appendix "A," which is attached hereto and made a part hereof.
TEACHING HOURS AND WORK YEAR
A. 1. Teachers in grades Preschool - 5 shall have a duty-free lunch period of at least thirty (30) minutes in length. Teachers in grades 6 - 12 shall have a duty-free lunch period of at least twenty-five (25) minutes in length.
2. Teachers in grades Preschool - 5 shall have, in addition to their lunch period, at least one (1) preparation period of forty (40) consecutive minutes per day, during which they will not be assigned any duties.
3. Teachers in grades 6 - 12 shall have, in addition to their lunch period, at least one (1) preparation period of consecutive minutes equal to a class period per day, during which they will not be assigned any duties.
B. 1. The work year of teachers (except first year teachers who may be required to attend additional orientation sessions) will begin no earlier than the Monday before Labor Day and terminate no later than June 30th. The number of days for teachers will be one hundred eighty-four (184), to include the day before the opening of school for students, which, consistent with established practice, shall serve as a day of preparation for the opening of school without the scheduling of professional development programs. The number of days with the students shall be no more than one hundred eighty-two (182).
It is agreed that any and all professional development days for teachers will be scheduled to occur before January 30 of each year.
It is further understood that teachers shall have the option of using one of the professional days to participate in a program or activity of their choice and design so long as it has been approved in advance by the Superintendent/designee. In deciding whether to grant approval, the Superintendent/designee will consider whether the program or activity directly relates to a district, school, or individual goal as documented on strategic, improvement, or professional development plans. Examples of programs or activities that may be approved include but are not limited to the following:
a. Independent/group projects in instruction or curriculum
b. Previewing new materials/texts
c. Reviewing/touring possible field trip sites
d. Visiting other schools
e. Technology workshops perhaps at BSC Moakley Center
f. Subject/Field improvement (nurse, specialists, etc.)
g. Subject specialists for seminar style workshops by subject
h. Interdisciplinary group planning
i. Multi-grade articulation on curriculum
2. If the length of the school year is increased by state law to exceed one hundred eighty-three (183) days, salary negotiations may be reopened.
3. The elementary workday will begin fifteen (15) minutes prior to the start of the students' school day and will end fifteen (15) minutes after the students' school day. The workday for grades 6-12 will begin fifteen (15) minutes before the students' school day and will end when the principal deems a teacher's professional duties are complete. The workday, however, shall not extend beyond seven (7) hours. Prior to and following the students' school day, teachers will be available to provide academic assistance to students.
4. There will be a minimum of five (5) in-service training sessions per year. No more than one (1) of the above sessions will be scheduled in any given month. Other sessions may be scheduled with the consent of the School Committee at the request of the Association. On these days Preschool - Grade 5 students will, under the supervision of their teachers, be released by 12:15 p.m. High School students will be dismissed at 10:45 a.m. All teachers will have a thirty (30) minute duty free lunch period. Employees will remain until the end of their normal school day, with the exception that on those days when there is a system-wide in-service, all employees will remain until 3:15 p.m.
5. The Association and the Committee recognize the importance of continuing professional development for teachers through a regular program of high quality, relevant in-service education. To that end, it is essential that teachers be included in the planning of such programs and that such programs incorporate experiential workshops, exposure to current research, curriculum and development. Teachers will be offered the opportunity to plan and conduct the professional development activities at their respective grade levels for at least one (1) of the early release days described in Section B.4 above. It is agreed that the program of professional development activities planned and conducted by the staff must be approved by the building principal. In addition, teachers will be provided an opportunity to provide input regarding professional development activities through a written survey to be conducted at least annually.
If the Superintendent determines it to be necessary in order to implement new educational policy adopted by the Committee, reasonable efforts will be made to provide time for preparation and implementation during in-service time afforded the professional staff.
C. Employee participation in extracurricular activities will be voluntary, and Employees will be compensated according to Appendix "A" of this Agreement. This does not preclude or inhibit any member of the staff from offering voluntary professional service.
D. Teacher-parent conferences will be scheduled throughout the year at the request of the teacher, parent, and/or principal; first priority in scheduling will be given to the parents' availability. For preschool - Grade 12, two formal teacher-parent conference days will be scheduled annually. Conferences on these days shall be during a two-hour period scheduled between the hours of 12:00 noon and 3:00 p.m., as well as during a two-hour period scheduled between the hours of 6:00 and 9:00 p.m. These conferences shall be held close to the middle of the first and second marking periods. They shall be scheduled by the principal after consultations with the faculty. [ ]
E. Building principals will give 72 hours' notice to the staff in their respective buildings of any impending meetings to be held which the staff will be required to attend unless extenuating circumstances necessitate a meeting. Members of the bargaining unit may be required to be present beyond the normal workday up to twenty-two (22) times per year for up to one hour each time for the purpose of attending staff meetings. No more than three (3) of these meetings may be held in any one-month, except in an emergency.
F. The Committee and Association recognize that the teacher assistants are an integral part of the elementary education of the Carver Schools and shall be employed at the discretion of the Committee. Provisions of this Section shall not be subject to the grievance and arbitration procedure.
G. All Employees shall be required to attend one (1) mandatory evening parent-teacher (Open House) per year. It will be held within the first two (2) weeks of the school year, if convenient, but no later than by the end of September.
A. The Committee and the Association recognize that class size is an important factor in good education.
B. The Committee will make every effort to maintain an average class size of twenty-five (25) pupils, subject to safety considerations, existing space availability, and other educational considerations.
C. Both the Committee and the Association recognize the need to frequently confer over possible solutions to problems of class size, and to that end, the Committee agrees to teacher participation in the development of such solutions.
AND EDUCATIONAL IMPROVEMENT
A. The Employer will pay the reasonable expenses (including fees, meals, lodging and/or transportation) incurred by teachers who attend worthy civic functions, workshops, seminars, conferences, or other professional improvement sessions with the advance approval of the Superintendent.
B. The Employer agrees to release, at no loss of compensation, three (3) members from the Association for the annual PCEA Leadership Conference, the Plymouth County Teachers' Convention, and the M.T.A. Convention at no expense to the Employer.
C. Professional Development
1. Members of the bargaining unit shall be reimbursed up to one thousand fifty dollars ($1,050.00) per member for each fiscal year for up to one hundred percent (100%) of the cost of course(s) taken for professional development, provided that said course(s) meet at least one (1) of the following criteria:
a. The course is within the scope of the employees certification.
b. The course is within the scope of the employees teaching position at the time the employee submits a REQUEST FOR COURSE APPROVAL/TUITION REIMBURSEMENT form.
c. The course is necessary to achieve the goals set forth in the employees Individual Professional Development Plan.
d. The course is the requirement of a Masters, C.A.G.S., EDD, or PHD program in a field related to education for which the employee is enrolled.
The superintendent may in his/her sole discretion approve reimbursement for courses that do not meet any of the stated criteria. Any course(s) meeting the above criteria and/or courses that do not meet any of the stated criteria but approved by the superintendent for reimbursement will count for the purpose of movement on the columns of the salary schedule.
[Note: Notwithstanding the provisions of Article VIII, Section C.1, members of the bargaining unit shall not be reimbursed for courses taken or completed during the Fiscal Year 2012 (i.e., July 1, 2011-June 30, 2012) unless such courses had been approved by the superintendent as of May 20, 2011.]
2. All teachers hired after July 1, 2003 must complete the Research for Better Teaching (RBT) Studying Skillful Teaching) course no later than the conclusion of their sixth year of teaching in Carver. Any teacher who enrolls in the Understanding Teaching I course will be reimbursed for the entire amount of the tuition. This tuition reimbursement shall be in addition to the reimbursement available for other approved courses under Paragraph CI.
A. Upon initial employment by the Committee, credit for placement on the salary schedule may be given for previous, recent satisfactory teaching experience from accredited institutions. The decision of the Committee shall not be subject to the arbitration provisions of this Agreement.
B. Credit may be granted for other experience, in accordance with the provisions of Article X (Equivalent Credits).
A. At the discretion of the Superintendent, credit for placement on the Salary Schedule may be granted for:
1. Full-time employment, if the duties performed or skills acquired bear relation to the proposed assignment of a (teacher defined below) teacher.
2. Unique preparation for teaching.
3. Unusual services, experience, or recognition in the field of education.
B. At the discretion of an Equivalent Credits Committee of the Association, recommendations may be made to the Superintendent that credit be granted for:
1. Attendance at educational institutes, workshops, or similar programs specifically related to a teacher's field of work.
2. Research or other special projects considered to be of unusual value toward the welfare of the students.
C. Credit may be granted in the form of: (1) an advance in steps; (2) professional credits beyond the Bachelor's and Master's Degrees; or (3) a combination of both.
D. In the foregoing statements the word "teacher" refers to any full-time certified professional employee.
E. Decisions of the Superintendent under this Article concerning whether or not to grant credit for experience obtained prior to commencing employment by the Carver School Department shall not be subject to the grievance and arbitration provisions of this Agreement.
TEACHER ASSIGNMENT AND NON-TEACHING DUTIES
A. Teachers will be notified in writing of their programs for the coming school year, including the grades and/or subjects that they will teach, and any special or unusual classes that they will have as soon as practicable. Every effort will be made to achieve this not later than one (1) week prior to the close of school.
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.
C. To the extent possible, assignment in the school will be done with mutual agreement of teacher and administrator.
D. Teachers will not be required to perform the following duties:
1. Collect money from students for non-educational purposes, including, but not limited to lunches, milk, and pictures. Teachers may be required to collect and transmit money to be used primarily for educational purposes under extreme circumstances.
2. Drive pupils to activities which take place away from the school building. Teachers may do so voluntarily, however, with the advance written approval of their principal or immediate supervisor.
3. In the elementary schools, qualified paraprofessional personnel will be assisted by the teachers in ensuring the orderly passage of children to and from the lunchroom and playground areas and classrooms during in-door recess. They will also help when requested by the principal in any area during an emergency or unusual circumstances.
4. Perform non-professional assignments including, but not limited to, the supervision of the cafeteria, except in emergencies or under unusual circumstances.
E. Playground supervision shall be according to the following rates:
1 or 2 classes 1 teacher
3 or 4 classes 2 teachers
5, 6, or 7 classes 3 teachers
8, 9, or 10 classes 4 teachers
11, 12, or 13 classes 5 teachers
14, 15, or 16 classes 6 teachers
VACANCIES AND PROMOTIONS
A. Whenever any vacancy in a professional position occurs during the school year (September to June), it will be adequately publicized by the Superintendent by means of a notice placed on the Association bulletin board in the schools five (5) days in advance of the appointment being made. In addition, any such notice will be provided to the Association President at least five (5) days prior to the appointment being made.
If a vacancy or new position occurs during the summer months, the Superintendent will notify the President of the Association. During the summer, Employees may become informed of any vacancies by contacting the Association or the Office of the Superintendent.
B. All qualified teachers will be given adequate opportunity to make application for such positions, and the principal and/or the Superintendent shall give due weight to the professional background and attainments of all applicants, the length of time each has been in the school and other relevant factors. In filling such vacancies, preference will be given to qualified teachers already employed by the Committee. Each teacher applicant who meets minimum qualifications, as set forth in the posting, will be afforded the courtesy of an interview by the Superintendent, principal and/or their designee(s). In addition, each teacher applicant not selected will, upon request, receive a written explanation from the Superintendent, principal, and/or their designee(s).
C. Appointments will be made without regard to race, creed, color, religion, nationality, sex, or marital status.
D. In the event a newly hired Employee resigns prior to assuming his/her duties, an alternate applicant may be hired without re-posting the position as vacant.
A. All monitoring or observation of the work performance of an Employee will be conducted openly and with full knowledge of the Employee. Employees will be given a copy of any evaluation report prepared by their supervisors and will have the right to discuss such report with their supervisors. No Employee shall receive adverse comments in the presence of pupils.
B. 1. Each Employee shall be given his evaluation report and shall have the opportunity to discuss such report with his/her supervisor and/or principal. After such discussion, the Employee shall sign the report, but the Employee's signature does not necessarily indicate agreement with its contents. The Employee may request a delay of one (1) day prior to the signing and filing of such report in the Employee's personnel file.
2. Any adverse evaluation of a Employee's performance filed by the Employee's supervisor and/or principal may be subject to the grievance procedure herein set forth, but only on the grounds of bad faith and/or discrimination.
C. 1. A personnel file shall be maintained by the School Department for each Employee in the Office of the Superintendent. If the Superintendent or designee determines that complaints or other material which reflects negatively upon an Employee are to be placed in a personnel file, the Employee shall be notified to report to the Central Administrative Office to review and sign such material at the time it is being placed in the file. The Employee's signature will signify only that he/she has seen such material.
2. An Employee shall have the right to answer in writing any complaints filed in his/her personnel file, and his/her answer shall be attached to the complaint and reviewed by the Superintendent. The failure of the Administration to respond in writing to the aforesaid Employee's answer shall not indicate agreement with the Employee's answer.
3. The Association recognizes the authority and responsibility of the principal for disciplining or reprimanding an Employee for delinquency of professional performance. If an Employee is to be reprimanded or disciplined by a member of the administration above the level of principal, he/she is to be given 48 hours' notice in writing of such action, and shall have the right to have a member of the PR&R Committee of the Association present.
4. Upon written request, each Employee shall have the right to review the contents of his/her personnel file. At the Employee's request a representative of the Association may accompany the Employee in such review. Facilities shall be available for the Employee to make photocopies at his/her expense of such contents and records as concern his/her work or him/herself. Nothing shall be included in a Employee's personnel file without notification of the Employee.
D. No Employee will be disciplined or reprimanded without just cause. The provisions of this Article are not intended to restrict the Superintendent's or principal's sole right to appoint or not to appoint teachers without professional teacher status under the provisions of M.G.L. Chapter 71.
E. Teachers with professional teacher status will be evaluated at least once every two (2) years. Employees without professional status will be evaluated annually. Teachers will be evaluated pursuant to the evaluation system incorporated in Appendix C of this Agreement.
F. The Parties will meet during the term of the collective bargaining agreement to consider and to fulfill any obligations to negotiate over the implementation of updates and revisions to Article XIII (Employee Evaluation) and to Appendix C that may be appropriate based upon new regulations/guidance anticipated at the state/federal level.
PAID SICK LEAVE
A. Employees will be entitled to fifteen (15) paid sick leave days each school year as of the first official day of said school year, whether or not they report for duty on that day, except for Employees who were not employed by the Carver School Department during the previous school year shall receive such credit from the day they actually report to work. Employees, who are hired to begin work after the normal commencement day for the opening of the school, shall receive a prorated number of days of sick leave depending on the date of hire. In cases of merit, the Carver School Department may allow sick leave beyond the above limit. Sick leave days may be accumulated from year to year to a maximum of 235 days:
Employees who have accumulated the maximum number of days as set forth above prior to the start of school year will receive 15 day of non-cumulative annual sick leave.
B. In addition to personal illness or injury, paid sick leave may be utilized for the following purposes:
1. One (1) day when emergency illness or injury in the family requires an Employee to make arrangements for necessary medical and nursing care.
2. A maximum of five (5) paid days per school year for a serious illness in the immediate family, which shall include the Employee's spouse, child, son/daughter-in-law, parent, father/mother-in-law, sibling, or other resident member of the Employee's household. It is understood that the granting of leave under this paragraph is upon the condition that the Employee's personal attention is necessary for the care of the member of the household and that no other capable person is available to perform such care.
C. Employees may be requested to take sick leave when, in the opinion of the principal, it is undesirable for physical reasons to continue their duties.
D. Each Employee will be given an annual statement of his/her accumulated sick leave within four (4) weeks after the beginning of the school year or with the first payroll check.
E. In the event that an Employee goes home due to illness after completing one-half or more of the day, he/she shall receive payment for the entire day with no deduction from sick leave. Failure to complete at least one-half day shall result in leave charged to sick leave.
F. The Superintendent or designee may request a medical statement regarding the health status of any Employee who is absent more than five (5) days in succession.
ARTICLE XIV A
STANDARDS OF ATTENDANCE
The parties to this Agreement agree that consistent attendance of Employees is essential to providing education of the highest possible quality to students. Employees are expected to be at work on a regular, continuing, and consistent basis. An excessive or unusual amount of absence from work is contrary to the employer's attendance expectations and requirements.
Such excessive absenteeism or unusual pattern of absence (including unexcused absences prior to or following a holiday, school vacation period, weekend, or leave) on the part of a Employee may warrant an explicit explanation to the Superintendent or designee. The Superintendent or designee may require an Employee to produce a medical certificate of disability from a regularly licensed and practicing physician when an Employee's use of sick leave is reasonably suspected of being excessive. The Committee reserves the right to monitor and record Employee absenteeism from the workplace regardless of its cause. The Superintendent or designee(s) may meet with, talk to, or otherwise communicate with Employees concerning their attendance. Employees may, at their option, have an Association representative present as an observer at any such meeting. The Employer reserves any rights it may have under the law and this Agreement with respect to issues concerning Employee attendance.
SICK LEAVE BANK
A. Upon the effective date of this Agreement, a sick leave bank for use by eligible Employees who have exhausted their own sick leave and who have serious illness, shall be established by an assessment of one (1) sick leave day from the entitlement of every Employee.
B. At the end of each school year, all days remaining in the bank shall be carried over in the sick leave bank for the following school year.
C. Any grant of sick leave by the Sick Leave Bank Committee to an eligible Employee shall not exceed thirty (30) days. Upon the exhaustion of any grant, the Employee shall apply to the Sick Leave Bank Committee for further sick leave. The maximum numbers of days available to a member of the sick bank shall be seventy-five (75) days per school year except as otherwise provided in this section. Under extenuating circumstances, the Sick Leave Bank Committee may grant a member days beyond the seventy-five (75) day limit.
D. The sick leave bank shall be administered by a Sick Leave Bank Committee consisting of four (4) members. Two (2) members shall be designated by the Committee to serve at its discretion, and two (2) members shall be designated by the Association. The Sick Leave Bank Committee shall determine the eligibility for use of the bank and the amount of leave to be granted. All decisions of the Sick Leave Bank Committee shall be by majority vote. A tie vote shall constitute a denial of sick leave. The following criteria shall be used by the Sick Leave Bank Committee in administering the bank and in determining eligibility and amount of leave:
1. Adequate medical evidence of serious illness.
2. Prior utilization of all eligible sick leave.
3. Length of service in the Carver or Plymouth/Carver Schools.
E. If the sick leave bank is exhausted; it shall be renewed by an assessment of one (1) additional day of sick leave by each Employee. Such additional day will be deducted from the Employee's annual fifteen (15) days of sick leave. The sick leave bank committee shall determine the time when it becomes necessary to replenish the bank.
TEMPORARY LEAVES OF ABSENCE
A. Employees will be entitled to the following temporary leaves of absence, with pay, each school year:
1. Employee Business Leave
a. In any school year, an Employee will be granted one (1) day of paid leave to conduct personal or legal business under the
(1) It is recognized that the absence of the Employee from work interrupts and diminishes the scheduled work of Employees and must therefore be kept to a minimum. It is understood that Employees will make every effort to attend to their personal business on non-working days and/or during non-working hours and that requests for business leave will be submitted only when every effort has been made to schedule business so as to not interfere with the teaching commitment. Such leave will be for the purpose of conducting personal and/or legal business which requires the absence of the Employee during work hours and which cannot otherwise be scheduled.
(2) Application for personal business leave (except in cases of emergency) will be made at least seventy-two (72) hours before taking such leave, and shall be subject to the approval of the Superintendent or designee in advance of such absence in accordance with the provisions of this Article. If, because of lack of time in an emergency situation permission is sought and granted orally, such permission must be confirmed in writing using the standard procedure. Under no circumstances may a day be taken for the purpose of extending a weekend, vacation or holiday.
(3) If said day abuts a holiday or if the Employee is the second person to request a personal business day for any given Monday or Friday, the Employee shall request the day only for one of the reasons listed in paragraph b below.
b. In addition, while an Employee requesting his/her first business day shall not be required to give a reason for said day, except as provided in Section 3 above, a second business day in any school year will be granted subject to the provisions of paragraph A, 1, 2, and 3 above but only for one of the following reasons:
(1) Court Obligations
(2) Real Estate Closings
(3) Legal Adoptions
(4) Summons by a government agency to a hearing
(5) Personal/family business equivalent to the above listed categories which the Employee is unable to schedule during non-working hours.
c. A form for Employee Business Leave will be mutually agreed upon.
d. The number of business days granted on any given day may be limited by the Superintendent or designee in the light of staffing needs.
2. Time necessary for appearances in any legal proceedings connected with the Employee's employment or with the school system, if the Employee is required by law to attend.
3. Up to four (4) days in the event of death of an Employee's spouse, child, son/daughter-in-law, parent, father/mother-in-law, sibling, or other resident member of the immediate household. Employees will be granted up to three (3) days at a time in the event of death of an Employee's grandfather, grandmother, brother/sister-in-law, uncle, aunt, niece, or nephew unless said relative is a member of the immediate household in which even the Employee will be entitled to the aforesaid four (4) days. Employees will be granted up to one (1) full day of bereavement leave in the event of the death of an employees personal acquaintance or family member not otherwise described in this paragraph. It is agreed that if an additional bereavement day is necessary, it may be taken pursuant to Section A1.b. (5) of this Article.
4. One full day with pay to attend the wedding of a member of the immediate family (son, daughter, ward, brother, sister, parent, legal guardian).
5. Under extenuating circumstances up to three (3) days may be granted for an Employee's own wedding when recommended by the principal and approved by the Superintendent.
6. Two (2) days without loss of pay may be taken where established religious discipline makes it mandatory upon the Employee to be absent from school. However, if the Employee believes that a third day is necessary to fulfill his/her religious obligations, this third day may be taken with the provision that an amount equal to the daily compensation rate of a substitute teacher will be deducted from his/her salary on the payment following said absence.
7. One (1) day shall be granted to attend the graduation of a son or daughter or spouse, from a secondary or post-secondary school.
8. Upon the recommendation of the immediate supervisor or the building principal, and the approval of the Superintendent, Employees shall be granted a temporary leave of at least one day per school year for the purpose of visiting other schools or attending meetings or conferences of an educational nature. Requests for leave taken under this Section will be on an appropriate form provided by the Administration and must normally be submitted at least one (1) week in advance.
9. One day's leave without loss of pay for appearance in any court proceeding in which the Employee has been subpoenaed to testify as a witness, provided that the Employee is not a party to the legal proceedings.
10. An Employee called for jury service shall be excused from his/her normal duties for each day or a substantial part thereof which he/she serves, and shall be paid the difference between his/her normal per diem salary and the payments received for such service for each day of jury service or substantial part thereof.
11. One (1) day leave without loss of pay to attend to military matters involving immediate family members (i.e., employee's spouse, child, son/daughter-in-law, parent, father/mother-in-law, sibling, or other resident member of the immediate household), such as events related to the deployment for or return from active duty, graduation from training camps and or military training schools, and the like.
12. Additional temporary leaves of absence with pay may be granted at the sole discretion of the Employer.
B. Leaves taken pursuant to Section A above will be in addition to any paid sick leave to which the Employee is entitled. No Employee will be required to arrange for his/her own substitute.
EXTENDED LEAVES OF ABSENCE
A. Association Leave. The Committee agrees that one (1) teacher designated by the Association will, upon request, be granted a leave of absence without pay, for the purpose of engaging in Association (local, state, or national) activities. Upon return from such leave, a teacher will be considered as if he/she were actively employed by the Committee during the leave and will be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent.
B. Military Leave. Military leave without pay shall be granted to any Employee who is inducted or enlisted in any branch of the armed forces of the United States, up to a maximum of three (3) years and with an extension if the individual is involuntarily kept on active duty. Upon return from such leave, an Employee shall be placed on the salary schedule at the level which he/she would have achieved had he/she remained actively employed in the school system. Every effort will be made not to take active military duties during the school year.
C. Service Leave. A leave of absence, without pay, of up to two (2) years will be granted to any teacher with professional status who joins the Peace Corps or serves as an exchange teacher, and is a full-time participant in either of such programs. Upon return from such leave, a teacher will be considered as if he/she were actively employed by the Carver School Department during the leave and will be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent.
D. Family Leave. A leave of absence without pay or increment of up to one (1) year may be granted for the purpose of caring for a sick member of the Employee's immediate family. Additional leave may be granted at the discretion of the Employer.
E. Medical Leave. After five (5) years' continuous employment in the school system an Employee may be granted a leave of absence, without pay, for up to one (1) year for health reasons. Requests for such leave will be supported by appropriate medical evidence.
F. Extended Sick Leave. Any teacher whose personal illness extends beyond the period of compensation may be granted a leave of absence without pay for such time as is necessary for complete recovery from such illness, as supported by appropriate medical evidence.
G. Career Exploration. A leave of absence without pay or increment of up to one (1) school year may be granted to a teacher with professional status for "career exploration." In order to be eligible for this leave said Employee must notify the Superintendent by March 1, of his/her desire to take this leave for the following school year. Said teacher must notify the Superintendent by March 1 of the year in which he/she takes his/her leave of his/her intent to return to work for the following school year. During said leave, said Employee shall not accrue seniority.
H. Childcare Leave. A teacher with professional teacher status shall be granted a leave of absence, without pay, for up to one (1) year for the purpose of caring for his/her child under the age of six. A leave for childcare may be granted at the discretion of the Superintendent for an older child. A second consecutive year's leave for childcare may be granted at the discretion of the Superintendent. In order to be granted additional childcare leave, the teacher must return to work for a period of time equal to the length of the previous leave.
I. Additional Leaves. Other extended leaves of absence without pay may be granted at the sole discretion of the Employer.
J. All benefits to which a teacher was entitled at the time his/her extended leave of absence under this Article commenced, including unused accumulated sick leave, will be restored to him/her upon his/her return except as provided in this Article; and he/she will be assigned to the same position which he/she held at the time said leave commenced, if available, or if not, to a substantially equivalent position.
ARTICLE XVII A
A. An Employee who is absent from work, during which period of time she bears a child, shall be deemed to be on a maternity leave under the terms of either Option A or Option B, as provided herein.
B. A leave of absence shall be granted for maternity purposes to female Employees on the terms and conditions set forth in this Article.
C. No later than the beginning of the fifth month of pregnancy, the Employee shall notify the Superintendent, in writing, of her pregnancy. The Employee shall give at least four (4) weeks' notice of the date she wishes to commence her leave of absence. At the time of the latter notification, the Employee will select one of the following two (2) options:
Option A - Extended Leave without pay with entitlement to sick leave benefits for certified disability for childbirth and recovery therefrom during the period of this leave.
Option B - Unpaid Massachusetts Statutory Maternity Leave (MGL Chapter 149, Section 105D), with guarantee of sick leave benefits for certified disability for childbirth and recovery therefrom during the period of this leave.
D. The provisions of Option A are as follows:
1. The duration of the leave shall be for a period of up to two (2) years from the date of its commencement.
2. At the time the Employee requests her maternity leave, she shall select a return (first scheduled day of the school year) date within a period of less than two (2) years from the commencement of her leave.
3. If an Employee wishes to change her return date different from the one specified in her original request, she shall notify the Superintendent, in writing, no later than April 1 of the school year proceeding the return date originally requested. If the Employee complies with this notification, she will be able to change her return date different from the one originally selected provided said new return date is within a period of less than two (2) years from the commencement of her leave.
4. When an Employee returns to work at the beginning of a school year, as prescribed above, the employee shall be returned to her original position, if possible, or to a substantially equivalent position.
5. An Employee may request to return to work at any time other than at the beginning of a school year within a period of less than two (2) years from the date of her leave commenced. She shall be able to return to work if there is an available position, or one that becomes available, for which she is certified. An available position is defined to be one that is not being held by a teacher under Contract.
6. An Employee must notify the Superintendent, in writing, between March 1 and April 1 of the school year proceeding the return (first scheduled day of the school year) date agreed upon, of her intention to return to duty at the expiration of her leave. If the Employee fails to so notify the Superintendent in writing, or does furnish said written notice and fails to return to duty at the expiration of her leave, she shall be deemed to have resigned, and the obligation of the Employer to provide a position for her shall cease.
E. The provisions of Option B are as follows:
1. The duration of such Maternity Leave shall not exceed eight (8) weeks from the date of its commencement.
2. At the time the Employee requests her maternity leave as heretofore described, she shall select and notify, in writing, the Superintendent of her anticipated date of return. If the Employee fails to so notify the Superintendent in writing or does furnish written notice and fails to return to duty at the expiration of her leave, she shall be deemed to have resigned unless her failure to return is because of continuing disability, in which case she shall be placed on sick leave to the extent she has any remaining.
3. An Employee who has complied with all of the above prescribed conditions shall be, upon her return, returned to her original position with the same status, pay, length of service credit, and seniority, wherever applicable, as of the date of the commencement of her leave.
F. In order for entitlement to sick leave benefits to apply for certified disability for childbirth and recovery therefrom in connection with additional siblings, the Employee will have to return to full-time active services and be granted an additional leave of the type provided under Option A or Option B above. The parties agree that sick leave benefits for disability due to childbirth and recovery therefrom will not be allowed for an employee who is on any kind of approved extended leave of absence. In addition, Employees will not be entitled to sick leave benefits for any other illnesses and/or disabilities incurred while on maternity leave, except as provided in this Article.
G. All benefits to which the Employee was entitled at the time her leave of absence commenced, including any unused accumulated sick leave, shall, except as in otherwise provided herein, be restored to her upon her return. Upon her return, she shall be advanced to the next step on the salary schedule, provided she has taught at least ninety-one (91) days during the year in which her maternity leave commenced.
ARTICLE XVII B
A. A leave of absence shall be granted for purposes of birth or adoption of a child within the household to Employees under the terms set forth in this Article.
B. The Employee shall notify the Superintendent of his/her desire to take leave under this Section at least thirty (30) days prior to the commencement of such leave, whenever possible.
C. The Employee shall have the option of returning at the commencement of the first or second following academic year.
D. All benefits to which the Employee was entitled at the time his/her leave of absence commenced including any unused accumulated sick leave shall, except as is otherwise provided herein, be restored to him/her upon his/her return and he/she shall, except as is otherwise provided herein, be assigned to the same teaching position which he/she held at the time such leave commenced, if such position is available, or, if it is not available, to a substantially equivalent teaching position. An Employee who, at the time said leave commenced was assigned to perform the additional duties of a position described in the Schedule of Supplementary Compensation set forth in said Appendix A shall have no right to return to such position upon his/her return from leave. Upon his/her return, the Employee shall not advance in increment unless he/she shall have worked at least one hundred (100) days in the school year in which his/her leave commenced.
Upon recommendation by the Superintendent, sabbatical leaves may be granted for study, travel, or research to members of the teaching staff by the Committee, subject to the following conditions:
A. Requests for sabbatical leave must be received by the Superintendent in writing, in such form as may be required by the Superintendent, no later than November 15, and action must be taken on all such requests no later than April 1 of the school year preceding the school year for which the sabbatical leave is requested.
B. The teacher has served five (5) consecutive years in the system.
C. No more than two percent (2%) of the professional staff shall be absent on sabbatical leave at any one time.
D. Compensation for sabbatical leaves will be between 50% and 100% of the teacher's salary should the teacher have remained in active service within the system. Combined salary and grants shall not exceed the above-cited teacher's salary.
E. The teacher will agree to return to employment in the Town of Carver for one (1) full year in the event of a semester's leave, or two (2) full years in the event of a full year's leave.
F. Upon his/her return from sabbatical leave, a teacher's salary shall be the same as he/she would have received had the period of his/her leave been spent in the Town of Carver, and he/she shall be returned to the same position which he/she held at the time said leave commenced, if it exists, or, if not, to a substantially equivalent position.
G. When a sabbatical leave has been completed, the teacher shall submit a report of his/her research or study to the Committee in such form as may be determined by the Superintendent.
H. In considering a sabbatical request, the major evaluation will be whether the intended study is in the best interest of the school system and worthy of such leave.
A. Employees will immediately report in writing to the principal for transmission to the Superintendent all cases of assault or abusive conduct suffered by them in connection with their employment.
B. This report will be forwarded to the Committee, which will comply with any reasonable request from the Employee for information in its possession relating to the incident or the persons involved, and will act in appropriate ways as liaison between the Employee, the police, and the courts.
C. The Committee will continue to provide the indemnification for Employees provided by Chapter 258 of the M.G.L. under the conditions set forth in that Section.
D. Whenever an Employee is absent from school as a result of personal injury caused by an accident or an assault occurring in the course of his/her employment, he/she will be paid his/her full salary for the period of such absence. This provision shall apply only to an Employee who is receiving Worker's Compensation benefits in accordance with M.G.L. c152, §69, for said injury. Said Employee will be paid his/her normal weekly salary provided that he/she first gives his weekly Worker's Compensation check, properly endorsed, to the Town of Carver. Said benefit shall cease upon the exhaustion of the Employee's sick leave accumulation.
INSURANCE AND ANNUITY PLAN
A. 1. The Employer will pay seventy-five (75%) of the cost of the following types of insurance coverage:
a. A $10,000 term life insurance plan of the type presently available to Employees.
b. Individual or family coverage for Blue Cross/Blue Shield, of the type presently available to Employees.
c. If the Town of Carver, through the process prescribed in Chapter 32B of the M.G.L. adopts a group dental insurance plan, the Committee and the Association will meet to negotiate any changes required in the Collective Bargaining Agreement.
2. If two (2) or more Employees belong to a single family unit and are eligible for coverage under Paragraph 1 above under the same policy, each may, at his/her option, have his/her entitlement applied to the full cost of a single policy covering said family unit.
B. Employees will be eligible to participate in a "tax-sheltered" Annuity Plan established pursuant to appropriate federal, state, and local laws.
A. The Employer will continue to deduct from the salaries of Employees dues for the Education Association of Plymouth and Carver, the Massachusetts Teachers Association, and the National Education Association, as said Employees, individually and voluntarily authorize, in writing, the Employer to deduct, and to transmit the monies promptly to such associations.
B. Teachers will be eligible to participate in payroll deductions for direct deposits to banks and credit unions.
C. The Employer will make such other salary deductions as are agreeable both to the Association and the Committee.
D. The Employer agrees to require, as a condition of employment, that all Employees, except those Employees certified as members to the Employer by the Association, pay annually or by dues deduction to the Association, as of the 30th day subsequent to the effective date of this Agreement, or 30 days subsequent to the execution of this Agreement, whichever is later, an Agency Service Fee equal to the amount required to become a member and remain a member in good standing of the Association. Said amount will be certified annually to the Employer by the Association. To become a member and remain a member in good standing of the Association, an Employee must become a member and remain a member in good standing of the Education Association of the Education Association of Plymouth and Carver, the Plymouth County Education Association, Massachusetts Teachers' Association, and National Education Association.
E. The Association and Committee agree to work cooperatively in an effort to establish a procedure by which teachers can participate in a dental plan by means of payroll deduction. It is agreed that teacher participation in any such plan will be at no cost to the Committee or the Town and must be consistent with any restrictions imposed by applicable law.
A. The Committee will, upon request, provide the Association with any information which may be necessary in the preparation for or conduct of negotiations, or in the processing of grievances.
B. The cost of printing this Agreement will be borne equally by the Association and the Committee.
C. This Agreement constitutes the entire Agreement of the Committee and the Association arrived at as a result of collective bargaining negotiations, except such amendments hereto as shall have been reduced to writing and signed by the parties. Failure by the Association and/or the Committee in one or more instances to enforce any provision or provisions of this Agreement shall not be construed as a waiver of said provision or provisions.
D. No Employee or the Association shall participate in or cause any strike, work stoppage or other illegal activity, during the term of this Agreement. If the Association disclaims in writing to the Committee responsibility for any act prohibited hereby, it shall not be liable therefor.
E. The starting and dismissal times for students will be established by the Superintendent provided, however, that no change in the present schedule will increase the length of the teacher day.
F. Each school will have the following facilities:
1. Space in each classroom in which teachers may safely store instructional materials and supplies;
2. A teacher work area containing adequate equipment and supplies to aid in the preparation of instructional materials;
3. An appropriately furnished room to be reserved for the use of the Employees as a faculty lounge. Said room will be in addition to the aforementioned teacher work area;
4. A communication system so that teachers can communicate with the main building office from their classroom;
5. A well-lighted and clean male employee restroom and a well-lighted and clean female employee restroom; and
6. A separate, private dining area reserved for the use of professional staff.
G. Use of School Facilities
1. The Association may request the principal for the use of school facilities at reasonable times for meetings with an Association purpose in accordance with the Committee's policy and procedure for the use of school buildings. Such requests must have the approval of the principal of the building. The principal of the building will be notified in advance of the time and place of such meeting.
2. The Association will pay for any costs for such activities in accordance with Committee policies.
3. The Association will have the right to use athletic facilities and equipment at the schools in the Town of Carver, without cost, one (1) evening each week. The schedule and other related matters will be arranged in advance with the Superintendent. The Association will pay for custodial services needed for such activities.
4. There will be one (1) bulletin board in each school building, which will be placed in the faculty lounge, for the purpose of displaying professional notices, circulars, and other Association material. Copies of all such material will be given to the building principal, but his/her advance approval will not be required.
H. Every effort will be made by the Central Office Administration and principals to secure a qualified substitute when an itinerant teacher or special subject teacher is absent.
I. The travel allowance for Employees shall be at the rate provided for Employees of the Town of Carver.
J. Recognizing that the best interest of the school system and the children for whom it has responsibility will be served if the Association encourages and supports effective home-school relations, Employees will be permitted and encouraged to attend general meetings of home-school organizations (i.e., PTO, CHSA).
K. The Employer will reimburse an Employee for any clothing, eyeglasses, or similar personal property damaged or destroyed in the course of his/her employment.
L. The Association President will be allowed to designate one (1) teacher to serve on any screening committee created by the Employer for the purpose of hiring an administrator.
M. Monies raised through activities in which bargaining unit members are involved will be utilized for the purpose(s) for which it was raised or for purpose(s) approved by the Committee.
A. Although the Employer and the Association recognize that some transfer of teachers from one school to another may be unavoidable, they also recognize that frequent transfer of teachers is disruptive of the educational process and interferes with optimum teacher performance.
B. In making transfers, the convenience and wishes of the individual teacher will be honored to the extent that these do not conflict with the best interests of the children and the school system.
C. When involuntary transfers are necessary, the teacher's area of competence, major and/or minor field of study, quality of teaching performance, and length of service in the Carver School System will be considered in determining which teacher is to be transferred. Teachers being involuntarily transferred will be transferred only to a comparable position. An involuntary transfer will be made only after a meeting between the teacher involved and the Superintendent or designee, at which time the teacher 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 designee will meet with the Association's representatives to discuss the transfer.
D. A list of open positions in other schools will be made available to all teachers being transferred, and all other factors being substantially equal, preference will be given in filling such positions on the basis of length of service in the Carver school system.
E. Notice of transfer will be given to teachers as soon as practicable. Every reasonable effort will be made to achieve this not later than one (1) week prior to the close of school.
F. Teachers desiring a transfer will submit a written request to the Superintendent stating the assignment requested. Such requests must be submitted prior to May 1 of the forthcoming school year. All transfer requests will be acknowledged in writing. All teachers filing a written request for transfer may see a list of vacancies as of June 1 of the forthcoming school year. As soon as practicable and under normal circumstances not later than one (1) week prior to the end of school, the Superintendent will notify each teacher who has filed such statement, of the action taken in regard to his request for transfer. Such notice shall include the reasons for any denial of a teacher's request for transfer. These reasons provided shall not be subject to the grievance and arbitration provisions of the Collective Bargaining Agreement.
G. Requests may be renewed in writing each year.
H. Whenever open positions exist that may require the involuntary transfer of teachers, the Employer will request that teachers volunteer to transfer to these positions. The Employer will fill these positions from those qualified volunteers before initiating any involuntary transfers. It is recognized that the final decision of transfer or assignment must rest with the Employer.
The provisions of this Agreement will be effective as of September 1, 2011 and will continue through August 31, 2012.
REDUCTIONS IN STAFF
The following provisions for personnel reduction shall apply solely to teachers with professional status. In the event it becomes necessary to reduce the number of teachers, the Superintendent will take into consideration length of service, ability, and qualifications; and when all the factors that constitute ability and qualification are relatively equal, length of continuous service shall prevail. The laid-off teacher or the teacher whose position is eliminated, shall (A) be transferred to an open position for which he/she is qualified or could become qualified before the effective date of the layoff, or (B) replace a teacher with the lowest seniority anywhere within the Carver school system in an area which the laid-off teacher is qualified.
"Qualified" means that the teacher has on file with the Office of the Superintendent evidence that he/she possesses the necessary qualification or can obtain said qualification(s) by the effective date of his/her layoff and that the teacher has demonstrated an ability to perform satisfactorily in the discipline in which there is an opening, or a less senior teacher. "An ability to perform satisfactorily" shall mean: 1) having satisfactorily performed full-time, for a minimum of one hundred thirty-six (136) school days within a school year in the last six school years, or 2) in addition to being certified in the area of cross-bumping the teacher must have recent (within the last three years) positive evaluations supporting and documenting the qualifications necessary for the assignment. "Discipline" refers to areas of certification as defined by the Massachusetts Department of Education, Board of Certification. "Seniority" means a teacher's continuous length of service in years, months, and days in the bargaining unit. Teachers shall be credited for seniority purposes with all time spent on any paid leave of absence provided for in this Agreement. Effective September 1, 1999, any member of the bargaining unit who begins an unpaid leave of absence on or after September 1, 1999, shall not accrue seniority while on said unpaid leave of absence. Any such member of the bargaining unit who returns to a paid status following any unpaid leave of absence shall have his/her seniority accrued at the time the unpaid leave commenced restored to the member upon his/her return to a paid status. In cases involving teachers who have identical seniority, preference for retention or recall shall be given to the teacher who has achieved the highest level of training.
Teachers who are to be affected by a reduction in staff must be notified in writing no later than June 15 of the school year preceding the year in which the reduction will take effect. Said notice shall include the specific reasons for the layoff. Teachers who have been laid off shall be entitled to recall rights for a period of time equal to the length of continuous service on the effective date of their respective layoffs, but under no circumstances more than two (2) years. During the recall period, teachers shall be notified by certified mail to their last address of record, and given preference for positions as they develop in the inverse order of their respective layoff and all benefits to which a teacher was entitled at the time of layoff shall be restored in full upon reemployment within the recall period. During the recall period, teachers who have been laid off shall be given every consideration for substitute work, if they so desire. Laid-off teachers may continue group Health and Life Insurance coverage during the recall period as provided by the Employer to teachers by reimbursing the Employer for premium cost. Failure to forward premium payments to the Employer or refusal to return to employment upon recall will terminate this option. While laid off teachers continue to have recall rights, the Employer agrees not to hire any new teachers unless:
A. No teacher on layoff is qualified to fill a position, nor could become qualified prior to the date the position must be filled; and,
B. All qualified teachers on layoff declined an offer to fill the vacancy.
A list specifying the seniority of each Employee shall be prepared by the Employer and forwarded to the President of the Association within thirty (30) days following the execution of this Agreement. An updated "Seniority List" shall be supplied by the Employer annually thereafter.
CONTINUITY OF OPERATIONS
No public employee or employee organization shall engage in a strike as defined in M.G.L., Chapter 150E, and no public employee or employee organization shall induce, encourage, or condone any strike, work stoppage, slowdown, or withholding of services by such public employees.
Employees who work on a less than full-time basis shall have the following items prorated:
1. Salary 3. Longevity Payments
2. Sick Leave 4. Seniority
Part-time Employees who may convert to full-time Employee status will be credited with an appropriate number of sick days consistent with their prorated days accumulated during part-time service. For example, an Employee who works three (3) full days each week for a school year shall receive nine (9) full sick days per year. An Employee who works five (5) one-half days per week for a school year shall receive fifteen (15) half-days of sick leave for that year, which would convert to seven and one-half (7 1/2) full sick days.
The pro-ration of longevity payments shall mean that while years of service toward eligibility for longevity payments will not be prorated, the amount of longevity payment will be prorated, consistent with the percentage of time an Employee works per week for a school year compared to the amount of time a full-time Employee works per week for a school year.
HEALTH AND SAFETY
The Committee and the Association are committed to maintaining a safe and healthful workplace. Employees who identify health and safety issues should bring them to the attention of their building principal. If the issue remains unresolved after a reasonable period of time, it should be referred to the Superintendent, who will respond in writing within fourteen days. If the Employee is still not satisfied, the matter may be brought to the attention of the Committee.
RETIREMENT NOTIFICATION INCENTIVE
The Employer may from time to time offer retirement notification incentives pursuant to the following conditions:
1. A written announcement of the retirement incentive will be sent to the President of the Association and to all bargaining unit members who will be completing twenty (20) or more years of service in Carver (including service with the Plymouth-Carver Regional School) at the end of the school year in which an announcement is made.
2. Eligible employees will be given at least sixty (60) calendar days from the date of the announcement in which to submit an irrevocable written resignation to be effective without any further action by the Employer upon the close of the school year.
3. No later than July 31st of the calendar year in which the resignation is effective, the Employer will pay each teacher who submits a resignation the amount of money set forth in the announcement as a retirement incentive.
Carver School Committee Education Association of
Plymouth and Carver
I. TEACHER SALARIES
Effective September 1, 2011, Step 10 of the salary schedule in effect during FY 11 will be increased by 0.5 percent (1/2 %).
Effective September 1, 2011, an M+60 column will be added to the salary schedule in effect during FY 11, at three percent (3%) over the M+45 column for FY 11.
Except as provided above, there shall be no across the board increase to stipends set forth in Appendix A; nor in the hourly rate for tutoring set forth in Appendix A, Article VII; nor in any other pay rates set forth in the Collective Bargaining Agreement.
FY2012 TEACHER SALARY SCHEDULE
Bachelor Bachelor+15 Masters* Masters+15 Masters+30 Masters+45 Masters+60
1 $39,856 40,983 42,743 43,878 45,299 46,658 48,058
2 41,813 42,953 45,042 46,182 47,732 49,164 50,639
3 43,771 44,919 47,326 48,470 50,154 51,659 53,209
4 45,551 46,687 49,426 50,564 52,375 53,946 55,564
5 47,508 48,648 51,713 52,860 54,805 56,449 58,142
6 49,288 50,424 53,764 54,926 57,031 58,742 60,504
7 51,599 52,769 56,495 57,668 59,923 61,721 63,573
8 53,556 54,699 58,399 59,564 62,249 64,116 66,039
9 55,870 57,023 60,741 61,880 65,051 67,003 69,013
10 64,434 65,661 69,742 70,993 74,463 76,698 78,999
*Effective September 1, 2008, modify the Masters column of the salary schedule by eliminating the words masters equivalent and provide that any member currently being paid pursuant to the masters equivalent shall be grandfathered and shall continue to receive Masters column pay; and provide further that any member licensed prior to January 1998, who has not yet attained the masters equivalent column, shall be eligible for the Masters column with a master equivalency so long as the equivalency is attained by June 30, 2011.
The following provisions are understood to accompany this salary schedule:
A. Increments and salary adjustments are not to be considered automatic; they shall be reviewed annually and approved by the Superintendent upon recommendation of the administrative staff. Non-performance of duties or unsatisfactory performance of duties shall be considered cause for withholding a teacher's increment provided:
1. The teacher has been notified in writing by his/her supervisor of his/her specific shortcomings at least ten (10) months prior to the date of the next scheduled salary increment (December 1).
2. The teacher has been advised in writing by his/her supervisor of suggestions and recommendations for professional improvement at the time of No. 1 above.
3. The teacher is assisted in an effort to improve by his/her supervisor. The teacher will cooperate in this assistance program.
4. The teacher received a written evaluation of his/her performance no later than March 1, prior to the date of the next scheduled salary increment.
5. The recommendation of the supervisor and the Superintendent relative to salary increments be made known to the teacher in writing at least six (6) months prior to the date of the next scheduled salary increment (March 1).
6. Notice of the Employers actions be communicated in writing at least four (4) months prior to the date of the next scheduled salary increment (May 1).
B. Another factor to be considered by the Superintendent in making his/her recommendation regarding increment shall be the attendance record of the teacher. Any teacher whose increment or salary adjustment is recommended to be withheld shall be advised of that recommendation, in writing, on or before April 15 of the prior work year. However, in the event that at any time the Superintendent has concern about a teacher's attendance, he/she shall meet with the teacher to apprise the teacher of that concern. If the recommendation to withhold an increment or salary adjustment is approved by the Employer, the teacher shall be entitled to have the decision to withhold an increment or salary adjustment reviewed by the Superintendent prior to the close of the work year in which the notice was given. If the increment or salary adjustment is withheld, a decision whether to reinstate one-half of the increment or salary adjustment will be made by January 31 of the year in which it is withheld. A similar decision regarding reinstating the second one-half of the increment or salary adjustment will be made prior to the close of school during the work year in which the increment or salary adjustment is withheld. The Employer agrees that increments and/or salary adjustments shall not be unreasonably withheld.
C. All teachers will be on proper step, subject to "A" or "B" above.
D. Any course(s) meeting the criteria and/or courses that do not meet any of the stated criteria but approved by the superintendent for reimbursement as set forth in Article VIII, Section C.1 (Professional Development and Educational Improvement) shall count for the purpose of movement on columns of the salary schedule. In order to be placed on a new salary column, a teacher must submit his/her request for such placement to the Employer, and must supply justification in the form of transcripts, copies of degrees, or other certified documents.
E. In order to receive a salary column change as of the first pay period of that school year, a teacher must submit all anticipated credit information by April 1 preceding the September effective date. Upon receipt of information as described in Section D, salary adjustments will be made, retroactive if necessary, to the beginning of the school year. During the remainder of the school year, one additional salary column change will be allowed, and will become effective as of January 1 of that school year, provided the teacher submits his/her request and evidence prior to February 1 of said school year, and provided further that any teacher anticipating a salary column change to be effective on January 1, so notifies the Superintendent in writing on or before September 15 of the school year in which the change is to become effective.
F. Any graduate credits not credited as part of the Master's Degree may be applied to movement beyond the Master's Degree.
G.1. In addition to their regular salary, teachers who qualify will receive longevity payments on the following basis:
a. Two hundred dollars ($200) per year for a teacher beginning in his/her eleventh (11th) year of service in the Carver school system.
b. An additional four hundred dollars ($400) per year for a teacher beginning in his/her fifteenth (15th) year of service in the Carver school system. (Total $600)
c. An additional six hundred and seventy five dollars ($675.00) per year for a teacher beginning his/her twentieth (20th) year of service in the Carver school system. (Total $1275)
d. An additional seven hundred and twenty dollars ($720.00) per year for a teacher beginning his/her twenty-fifth (25th) year of service in the Carver school system. (Total $2000)
e. An additional nine hundred ($900.00) per year for a teacher beginning his/her thirtieth (30th) year of service in the Carver school system. (Total $2900)
Years of service shall include all years of actual teaching for fifty percent (50%) or more of the school year since initial date of employment, which service may be broken only by approved leaves of absence. Any Employee who returns to the employ of the Committee after having resigned shall be treated as a new Employee for purposes of this longevity provision.
G.2. a. Members of the bargaining unit who have completed twenty (20) or more years of service in the Carver School System may elect longevity payments in the amount of $3,000 per year for the three (3) consecutive years following the member's application and acceptance under this provision.
b. Longevity payments specified in Section G.1. of this Appendix A1 will cease upon application and acceptance into this plan provided in Section G.2. Discontinuance in the longevity plan provided in Section G.1. shall become effective at the beginning of the work year in which the member receives his/her payment of longevity pursuant to this Section G.2.
c. Members of the bargaining unit shall be allowed to elect and accept the longevity provided in Section G.2. only once during their employment with the Carver School System. If a member remains employed following his/her receipt of payments provided by this Section G.2. he/she will not be eligible to receive payments pursuant to Section G.1. of this Appendix Al.
d. Application for acceptance into this longevity plan provided by Section G.2. shall be submitted to the Superintendent of Schools on or before November l of the preceding work year for participation during the following three (3) consecutive work years. Payment of the $3,000 shall be made throughout the work year as part of the member's regular salary installments.
e. Immediate acceptance is not insured, since the Committee retains the right to set budget limits; however, the Committee will endeavor to budget for acceptance of five (5) applications annually.
In the event budget restrictions do not permit acceptance of all applications in a specific year, the following sequence of events will take place:
1. A request will go to all members who have elected this option to seek members willing to delay the start of this option to the next school year. Members will have five (5) school days to respond to this request.
2. If budgetary difficulties still exist after voluntary delay is sought, members applying for this option will be accepted in order of seniority, with the most senior being placed first. The remainder will be carried forward to the next school year and placed at the top of the list.
f. Participation in this longevity plan provided by Section G.2. is irrevocable after receipt of notification of acceptance into the plan.
g. In the event of death of a teacher during his/her three year period of receiving longevity payments under Section G.2, the teachers estate will receive the remainder of the longevity payments that would have otherwise been due during the three year period.
H. Teachers may be paid in twenty-one (21) equal installments during the school year, or in twenty-six (26) equal installments during the calendar year beginning September 1. The Administration shall distribute a form to each teacher prior to the close of school in June requesting each teacher to select a salary payment schedule for the following school year. Teachers who do not indicate a selection by the close of the school year shall be paid in twenty-six (26) equal installments during the calendar year beginning September 1. Those teachers who elect to be paid in twenty-six (26) equal installments will be paid every second week unless such persons request, prior to May 1 of the contract year, to receive all deferred payments in one lump sum on the last day of their required attendance in school.
I. Any Employee who retires pursuant to the Massachusetts Teachers Retirement Act shall be entitled to receive, upon completion of uninterrupted service in Carver, the following:
20 years -- $1,400.00 30 years -- $1,800.00
25 years -- $1,600.00 35 years -- $2,000.00
N.B. Years of service shall include all years of actual teaching for fifty percent (50%) or more of the school year since initial date of employment, which service maybe broken only by approved leaves of absence. Any Employee who returns to the employ of the Carver School District after having resigned shall be treated as a new Employee for purposes of this longevity provision.
J. Teachers who have received an earned doctorate from an accredited institution will be granted a stipend beyond their placement on the salary schedule as follows:
1. The earned doctorate must be in an appropriate subject area related to the job responsibilities of the teacher.
2. The earned doctorate must have been granted by a university accredited by one of these six (6) United Schools and Colleges:
New England Association
Middle States Association
3. Doctorates earned from foreign universities must have similar accreditation stature as that mentioned in item 2 above.
K. Teachers who have received a Certificate of Advanced Graduate Study (CAGS) from an accredited institution will be granted a stipend beyond their placement on the salary schedule as follows:
II. COMPENSATION FOR COVERAGE OF EXTRA CLASSES
Any Employee who is qualified and who is requested by the Administration to cover a class or classes for an extended period of time, which means giving up a preparation or duty-free lunch period, will be compensated at the following rate per class:
III. DEPARTMENT HEADS AND GUIDANCE COORDINATOR
Department Heads for grades 6-12 (English, Social Studies, Foreign Language and Allied Arts, Mathematics, and Science) and the Guidance Coordinator for grades 6-12 will each receive a stipend of $6043 for FY 2012. Stipend differential for each assigned teaching period beyond three (3) shall be $220 for FY 2012.
A. Department heads will be assigned a minimum teaching load of at least three (3) classes.
B. The work year for a department head shall include time beyond the teacher work year sufficient to complete the responsibilities of the position up to a maximum of three (3) days immediately prior to, during, and/or immediately following the teacher work year as determined by the Principal.
C. By prior approval of the Superintendent, if a department head is required to work beyond the work days defined in #4 above, the department head shall be compensated at his/her daily rate of pay (1/186 of his/her annual salary).
IV. CURRICULUM LEADERS AND OTHER LEADERS/ADVISORS
Curriculum Leaders (PreK-5) $1623
Attendance Officer $4691
Nurse Leader $2000
Web Masters (2 Positions CES & MHS) $1769
Literacy Coach (6-12) $7000
Literacy Coach (PreK-5 $7000
Math Coach (PreK-5) $7000
Employees selected to serve as mentors will receive an annual stipend of:
VI. SALARY FOR SCHOOL NURSE
Nurses will be placed on the following degree columns of the teachers salary schedule: Bachelor, Bachelor +15, Masters, and Masters +15.
FY2012 NURSES SALARY SCHEDULE
STEPS Bachelor Bachelor+15 Masters Masters+15
1 $39,856 40,983 42,743 43,878
2 41,813 42,953 45,042 46,182
3 43,771 44,919 47,326 48,470
4 45,551 46,687 49,426 50,564
5 47,508 48,648 51,713 52,860
6 49,288 50,424 53,764 54,926
7 51,599 52,769 56,495 57,668
8 53,556 54,699 58,399 59,564
9 55,870 57,023 60,741 61,880
10 64,434 65,661 69,742 70,993
A. Coaching stipends will be paid within twenty-one (21) calendar days of the last interscholastic event, for which the coach is responsible, provided that the coach has submitted a completed checklist of responsibilities. Such checklist will be provided to each coach at least thirty (30) calendar days prior to the close of the regularly scheduled season. The failure of the delivery of the checklist at least thirty (30) calendar days prior to the close of the regular season shall not prevent the coach from receiving his/her stipend pursuant to the payment deadline herein stated.
Any formal evaluation of a coach by his/her supervisor shall be given to the coach within twenty-one (21) calendar days of the last interscholastic event for which the coach is responsible.
B. Salary Schedules:
VARSITY COACHES SCHEDULE
Classification: Step 1 Step 2 Step 3 Step 4 Step 5
A $5540 5970 6395 6825 7253
B 4685 5112 5540 5970 6395
C 3829 4258 4685 5112 5540
D 2549 2974 3402 3829 4258
ASSISTANT COACHES SCHEDULE
Classification: Step 1 Step 2 Step 3 Step 4 Step 5
E 1ST Assistant $3829 4044 4258 4469 4685
F 3402 3615 3829 4044 4258
G 2974 3189 3402 3615 3829
H 2nd Assistant 2549 2760 2974 3189 3402
HIGH SCHOOL BOYS SPORTS
HIGH SCHOOL GIRLS SPORTS
MIDDLE SCHOOL COACHES SCHEDULE
IX. EXTRACURRICULAR ACTIVITIES
Employment as a professional employee by the Carver Public Schools as a member of Unit A as defined in Article I (Recognition) shall be a prerequisite for all positions set forth in Section IX. If no qualified professional employee within Unit A applies for a particular position, or in the event it becomes vacant following an appointment for the year, it may be filled by a person who is not a member of Unit A.
Band Advisor (6-8) $2193
Band Director (9-12) $3715
Best Buddies $1350
Best Buddies Assistant $ 650
Choral Advisor (6-8) $2193
Choral Director $2346
Stage Band Director (Musical) $2346 Class Advisors:
Senior Class $2860
Junior Class $2004
Sophomore Class $1321
Freshmen Class $1321
8th Grade Class $1320
7th Grade Class $1320
6th Grade Class $1320
Cable TV ProductionsThe Morning Show Advisor $1321
Captains Council Advisor $1149
Culinary Team Advisor $1579
Diversity Task Force Advisor $1148
Dramatics Coach (2 Productions) $2860
Drama Coach Assistant (2 Productions) $1245
Drama Club Advisor (6-8) $1097
Environmental/Science Club Advisor (9-12) $ 979
Environmental Club (6-8) $ 979
International Director $1999
Intramural Coordinator $1500
Intramural Supervisors $25/Hr.
Literary Magazine Advisor (9-12) $1579
Literary Magazine Advisor (6-8) $1097
Math Club Advisor (9-12) $ 979
Math Club Advisor (6-8) $ 979
Mock Trial/Debate Club $1321
Musical Director (For Drama Musical Production) $2346
National Honor Society Advisor $1579
Peer Helper/Mediator Advisors (Two Positions/Divided) $4428
Robotics Club Advisor $ 979
School Newspaper Advisor $2193 Senior Class Activities Supervisor $1270
Spanish & French National Honor Society Advisor $1321
Student Council Advisor (9-12) $2305
Student Government Advisor (6-8) $2542
Student Activities Treasurer $1579
Yearbook Advisor (9-12) $3331
Yearbook Advisor Assistant (9-12) $2004
Yearbook Advisor (6-8) $1097
There shall be a joint study committee of six (6) persons, three (3) appointed by the Committee and three (3) appointed by the Association. The charge of this joint committee shall be to examine the extracurricular salary schedule and make any recommendations for changes to the Committee and the Association on or before December 1, 2011. The Committee and the Association agree to negotiate concerning any such recommended changes, and any agreement reached and ratified by the parties will become part of this Agreement and will become effective at a mutually agreed upon time.
B. Elementary School
Elementary Band Director $2939
Elementary Chorus Director $2939
Destination Imagination Coordinator $2023
APPENDIX B - COMMITTEES AND SPECIAL PROJECTS
This Article refers to committees and/or special projects authorized by the Committee and/or the Superintendent.
I. All participation in any committee or special project work will be on a voluntary basis by Employees.
II. Any committee or special project that will involve remuneration to the participants must have the prior approval of the Superintendent, or designee. Any committee or special project initiated by management that involves remuneration will be announced in order that members of the bargaining unit may indicate their desire to participate. Participants will be chosen by the Superintendent or designee on the basis of interest and qualifications deemed to be best suited to the goals of the committee or special project. In addition, anyone participating in paid committee or special project work will be advised with respect to any remuneration prior to commencing his/her participation.
III. Employees who wish to establish a committee or special project may do so by proposing said committee or special project in writing to the Superintendent, or designee. Any such committee or special project, as well as any associated remuneration must have prior approval of the Superintendent, or designee.
IV. The decision of the Superintendent or designee relative to any committee or special project shall not be subject to arbitration.